In an age characterised by rapid economic, political and technological change, training has become a key element in the development of a more professional human resource management (HRM) as well as an important lever for facilitating cultural change at the workplace. During the last decade, many European countries have reviewed their training approach in the context of the reform processes in the public sector and of the introduction of a more professional HRM. Although these processes vary in scope and ambition in the different countries, it is interesting to analyse whether there have been any common developments in the field of training during the last decade and what impact modernisation of the public sector has had on training in general. One major objective of this publication is to take a closer look at some modern practices in the field of training, by focusing on questions to determine who the main actors in the field of training and what their competences are, how training is organised, how it is linked to the other elements of HRM (selection procedures, career development, promotion etc.) and what the prerequisites of an effective evaluation methodology are. This publication will be of interest to practitioners who have to muddle through sometimes difficult reform processes as well as academics studying recent developments and trends in the field of public sector training.
Emilia Romagna: the regional competence centres’ training initiatives in the context of e-Government
Enrico Memo
2009-01-01
Abstract
In an age characterised by rapid economic, political and technological change, training has become a key element in the development of a more professional human resource management (HRM) as well as an important lever for facilitating cultural change at the workplace. During the last decade, many European countries have reviewed their training approach in the context of the reform processes in the public sector and of the introduction of a more professional HRM. Although these processes vary in scope and ambition in the different countries, it is interesting to analyse whether there have been any common developments in the field of training during the last decade and what impact modernisation of the public sector has had on training in general. One major objective of this publication is to take a closer look at some modern practices in the field of training, by focusing on questions to determine who the main actors in the field of training and what their competences are, how training is organised, how it is linked to the other elements of HRM (selection procedures, career development, promotion etc.) and what the prerequisites of an effective evaluation methodology are. This publication will be of interest to practitioners who have to muddle through sometimes difficult reform processes as well as academics studying recent developments and trends in the field of public sector training.
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