Established in 2006 as a Community of Reality

Welcome to the Neno's Place!

Neno's Place Established in 2006 as a Community of Reality


Neno

I can be reached by phone or text 8am-7pm cst 972-768-9772 or, once joining the board I can be reached by a (PM) Private Message.

Join the forum, it's quick and easy

Established in 2006 as a Community of Reality

Welcome to the Neno's Place!

Neno's Place Established in 2006 as a Community of Reality


Neno

I can be reached by phone or text 8am-7pm cst 972-768-9772 or, once joining the board I can be reached by a (PM) Private Message.

Established in 2006 as a Community of Reality

Would you like to react to this message? Create an account in a few clicks or log in to continue.
Established in 2006 as a Community of Reality

Many Topics Including The Oldest Dinar Community. Copyright © 2006-2020


    Criteria for selection of ministers of technocrats

    Rocky
    Rocky
    Rocky
    Admin Assist
    Admin Assist


    Posts : 281148
    Join date : 2012-12-21
    • Post n°1

    Criteria for selection of ministers of technocrats Empty Criteria for selection of ministers of technocrats

    Post by Rocky Sat 12 Mar 2016, 3:25 am

    [You must be registered and logged in to see this image.]
    Criteria for selection of ministers of technocrats


     BAGHDAD / long-Presse 

    Revealed document comprehensive reforms ministerial amendment presented by Prime Minister Haider al - Abadi, to the heads ofpolitical blocs to choose a cabinet of technocrats standards, according to theintention - Abadi changed the way to make the appointments to functional sites for theCouncil of Ministers, while those criteria included a discussion of the proposed competencies, assessing CVs her and meet her. 
    choose a new cabinet of technocrats standards 
    background: The 
    Prime Minister has recently announced his intention to change the way in which to make the appointments tofunctional sites for the Council of Ministers. He has confirmed his intention to form a cabinet made ​​up of technocrats and academics. The rationale for such a change is to improve the government 's performance in delivering services to citizens and accountability of the government (Prime Minister and his ministers) and make them responsible for providing services to citizens and spending of public funds. 
    The committee was formed to review the biographies of ministers is likely their job positions for the Council ofMinisters to ensure that persons who are not partisan with suitably qualified to be appointed to ministerial office. 
    this paper addresses the competencies they could be taken into account when considering the candidates proposed and practical ministerial positions that you can use to verify the experience and skills of these candidates skills. Model has been added as a sample to facilitate a review of CV and interview process. 
    Competencies proposed cabinet of technocrats: 
    thinking strategic - innovation through analysis and ideas 
    - Civil Service leaders advise and plan based on analysis of issues and trends, and how these responsibilities, capabilities and potential Bozarthm consider linked to things that change constantly, complex environment inanticipation of emerging crises and opportunities and develop based advice on well - informed and strategies that are highly accurate for the different needs and different stakeholder / stakeholders and partners, and reflects the orientation of the strategic to the government, and the development of the organization towards success. 
    - civil Service leaders will face difficulties if they were preoccupied in operations and policy details, rather than back down and look at the bigger picture, including the vision of the Ministry. And would limit the civil service leaders of their ability to deal with complexity, and new information if they fail to learn from their mistakes or lost opportunities are , according to their experience or to hear the views and ideas of others. 
    Policies / share - to mobilize people and organizations and partners 
    - civil service leaders participating people and organizations, and partners in development goals, and implement plans and achieve results. They put the foundations by building alliances with the major players.They are lining teams, building momentum to get things done through communicate clearly and consistently, and to invest the time and energy to engage each ministry. They use negotiation skills and adaptability to encourage common interest considerations, and to cooperate, and to influence the success of the results.They follow the tracks and drive through openness to stakeholders and partners and relevant institutions on a large scale, partners, and constituencies in the agenda of a joint and strategic business clear. 
    Excellence in management - to provide the results to achieve the government 's plan, and human resources management, and financial management. 
    - Civil Service leaders achieve results by maximizing organizational effectiveness and sustainability. And ensure that the employees support and tools they need, and the workforce as a whole has the capacity and diversity to meet current organizational goals as well as long - term goals. They make both people, work, and regulations in line with the strategy to work to find a harmony of how to do their job and what they're doing.They carry out the accountability system (officials and make them accountable) rigorous and comprehensive financial and human resources. They have to ensure that the integrity and management of information and knowledge is a responsibility on all levels, and worker president in the design and implementation of all public policies and programs. 
    - Civil Service leaders reflects a weakness in this area if they fail to plan effectively, or in the implementation of appropriate systems, organizational structures or programs guidance and control activities in their unit or their oath could lead to crisis management constantly, and increase the pressures of work, and contribute tothe reactions of impulsive or ineffective difficulties and setbacks. 
    - it can be a weakness in the field because of the focus on a single file and do neglecting other files, or resulting from the inability to give an effective and decisive direction. Difficulties sometimes associated withfailing to give employees the tools they need to work and development, and stand on the problems ofdisease, or failure in building the future workforce capabilities. Finally, it can result in insufficient attention tofinancial information , or the failure to integrate this information to make decisions in an inefficient use of resources and weakens the ability of the leader to meet efficiently the organization 's goals. 
    Competencies that should be evaluated when reviewing CVs for potential appointments ministerial: 
    - Leadership and Development: Demonstrated the ability to lead a large enterprise, including recruitment, employee motivation. The ability to delegate authority. The ability to implement programs within the financial allocations approved. 
    - Communications and stakeholder management: Having experience regarding customers and reviewers and media management. 
    - Public policy analysis and problem solving: demonstrate the ability to achieve results - public policy analysis and planning successful implementation. 
    - Technical skills that relate to the Ministry of specific. 
    - integrity and be proficient with the team and totals. 
    recruitment process 
    review Biography: 
    - If the receiver a lot of resumes, there may be the need to sift through the CVs before moving on to theinterview stage. Sorting or screening is a good way to match as much as possible applicants for the job and person specifications, and get a short list of people to be interviewed. To avoid any possibility of bias, screening should be conducted by the Commission, and must be agreed on a list of candidates by all themembers of the Committee. You can then candidates who have the best match to the specifications invited for an interview. 
    Interview: 
    - The corresponding two purposes presidents are - to know if a candidate is suitable for the job, and to give information to the candidate about the job and the ministry should be that every candidate gets the same opportunity, including the duration time for an interview, to provide the best view of themselves, to illustrate the suitability and ask questions by the person who they are met. 
    - The most effective method to evaluate the candidates and to ensure that the work opportunities thatmatches the candidate is through a structured interview. It is designed to ensure that all relevant information can be discovered and skills are evaluated according to specific criteria and clear. In addition to ensuring that the interviews are consistent (doing the same procedures for all applicants) which is very important to demonstrate a neutral and impartial process.

    [You must be registered and logged in to see this link.]
    • Back to top
      Current date/time is Sat 23 Nov 2024, 1:11 pm