Strategic Human Resource Management Framework

Identify the workforce that is required to meet government objectives and implement workforce
strategies to address these requirements.

(Skill profiling, workforce analysis, forecasting and planning, special recruiting schemes, career and
succession planning, agency workforce plans)
Guideline: Guideline for a Planned Workforce
Standards: CS 1: A Planned Workforce
Supporting material: An Overview of Workforce Planning

Appoint the best possible staff and manage their career mobility to best effect.

(Selection, appointment, promotion, redeployment and separation of staff)

Guidelines: Guideline for Executive Employment
Guideline for Recruitment and Employment of Non Executive Employees
Standards: CS 2: Quality Staffing

Provide remuneration and employment conditions so as to economically attract, develop and retain the
best staff and ensure workplace safety.

(Employee relations, remuneration, flexible working arrangements, job design, occupational health
and safety, leave)
Guideline: Guideline for Responsive and Safe Employment Conditions
Standards: CS 3: Responsive and Safe Employment Conditions
Supporting material: Voluntary Flexible Working Arrangements
Conditions of Employment for Weekly Paid Employees

Define fair performance requirements and standards of ethical conduct for all employees, provide
support for their achievement of identified goals, review performance and provide clear feedback, and
agreed rewards and sanctions where appropriate.

(Ethical conduct standards, whistleblowers policy, performance development, disciplinary processes)

Guideline: Guideline for Ethical Conduct
Guideline for Individual Performance Development
Standards: CS 4: Managed Performance
Supporting material: Managing Conduct and Discipline
Eliminating Bullying in the South Australian Public Sector

Provide development opportunities for all staff on a planned basis, related to performance
management, so as to meet government and individual needs.

(Training and development planning and implementation, Public Services Training Package, Public
Sector Management Program)
Guideline: Guideline for Planned Human Resource Development
Supporting material: Leadership Coaching Database (CDRom)
Executive Leadership Competency Framework
Strategic HRM Framework and the Public Services Training Package
Hitchhiker’s Guide to Coaching
Moving Forward with the Public Services Training Package
Guide to Recognition of Current Competence (RCC)

Appoint and promote staff on merit, prevent nepotism and patronage, use workforce diversity to
advantage, prevent unlawful discrimination, address grievances and treat all employees fairly.

(Managing diversity, grievance resolution, promotion and grievance appeals, appointment and
promotion processes)
Guideline: Guideline for the Protection of Merit and Equity
Supporting material: Disability in Employment
 Grievance Resolution
Managing Diversity Workforce Profiling Project

Continuously review and improve human resource management structures, systems and processes so
that they facilitate government directions, draw on best practice, work flexibly, and adapt quickly to
changing needs.

(Best practice, benchmarking studies, business process re-engineering, organisational structure

reviews, agency human resource function)
Guideline: Guideline for Continuous Improvement

Regularly monitor human resource management practices to identify trends and issues, and enable
appropriate reporting and accountability.

(Workforce Information Collection, agency reporting systems, key performance indicators, human
resource management information systems)
Guideline: Guideline for Monitoring and Reporting (under development)
Standards: CS 8: Monitoring and Reporting
Supporting material: Leadership Development Monitoring and Reporting Requirements