1.

1 Elements of the Framework

 Citizens’ Service Delivery Needs reflect people’s various
needs in terms of “a better life for all” and the antecedent
public services available to citizens. Addressing the service
delivery needs of the population provides the motive, context,
and justification for public service human resources planning
practices.

 The HR production element of the framework highlights the

fact that future population service delivery needs must be
considered when setting targets for public service education
and training programs.

 The HR supply element reflects the actual number, type, and

geographic distribution of Public Service provision. It
recognizes that supply is fluid and is related to production
elements, as well as to factors such as recruitment/retention,
licensing, regulation, and scope of practice, where applicable.

 Planning and forecasting reflects the varieties of available

public service human resources planning practices and models,
their assumptions, methods, data requirements, and limitations.

 Public Service, Departmental, and system outcomes refer

to establishing the effectiveness and quality of Public service
human resource practices by examining the effect on citizen’s
lives, job satisfaction and system costs and efficiencies.

 Efficient mix of human and non-human resources (such

as fiscal resources, physical plant, space, supplies,
equipment, and technology) reflects the number and type of
resources that must be developed in order to achieve the best
citizen, service delivery provision, and system outcomes.

 Context elements (represented in the outer broad band of the

framework) speak to the need to recognize factors outside the
public service delivery system that influence citizens access to
service delivery, the public service system, and the public
service human resource planning process.

 Electronic Human Resource Management (e-HRM) at

the base of the model represents the way of implementing
HR strategies, policies, and practices in organisations through a
conscious and directed support of and/or with the full use of web-
technology-based channels. Supported through a Human Resource
Information System (HRIS) an integrated system of hardware,
software, and databases designed to provide information used
in HR decision making and Human Resource Analytics and
Metrics. It contributes to administrative and operational
efficiency in ensuring the availability , compilation and
management of HR data for effective strategic HR planning
Such a needs-based approach to public service human resources planning gives policy makers
and implementers the means to develop human resource strategies and implementation plans to
meet the needs of the population and respond to changing needs of society over