Managing and motivating staff performance levels at the Department of Health during functional de-centralisation.
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| The client... | |
| Department of Health payroll function | |
| The issues... | |
| · | Decentralisation of the Department of Health payroll function a key part of a major Change Programme at the Department of Health meant that responsibility would be devolved to Business Unit and Agency HR Teams. |
| · | A core requirement was to achieve a seamless changeover – with careful ongoing management and motivation of staff throughout the process. |
| What we did... | |
| Our approach was to focus on two core areas: | |
| · | People - identifying role requirements, skills matching and development, and closely supporting the devolving team and those teams taking on new responsibilities; and |
| · | Process - identifying and developing process best practice, documentation and training. |
| What happened as a result... | |
| Decentralisation was completed successfully within a 9-month period, with many staff members able to advance their careers both inside and outside the organisation, as a result of effective career counselling.
The payroll function continued to deliver at the agreed levels of performance throughout the programme, with minimal error rate increase, resulting from uncertainty and change. | |
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