Next generation human resources (HR)

You are:

Campaigns »
Next generation human resources (HR)

Next generation human resources (HR)

The Next Generation Civil Service Human Resources programme

Human Resources management in the civil service

The coalition government’s cuts and changes to services are creating a period of immense upheaval that is taking its toll on workers across the civil service. It is not a good idea to make sweeping cuts and changes to personnel services at the same time. Nevertheless, this is what the government is doing.

The “Next Generation HR” project has resulted in a new way of deciding policy and delivering services, which is now operating under the title of “Civil Service Human Resources”. CSHR will provide its services to all Departments and Crown non-departmental public bodies, but will not cover NDPBs in general and does not at present extend to devolved administration bodies in Northern Ireland, Scotland and Wales.

The new arrangements will reduce jobs in HR and learning, increase pressure for line managers, reduce support and opportunities for civil servants and change the way that PCS negotiates with the employer.

As part of our national campaign for an alternative to public sector cuts, PCS is opposing the job losses that are an integral part of NGHR/CSHR. At the same time, we are negotiating at national and departmental level to protect members’ jobs, terms and conditions, HR services and learning opportunities.

Representatives and officers in all parts of the union are engaged in supporting members whose jobs are under threat and ensuring that proper use is made of the Protocol agreement in at risk and redundancy situations.

The NEC has agreed principles to underpin the PCS approach to negotiating. These are:

· Proceeding by agreement

· No detriment to existing terms and conditions

· Coherent and improved policies based on best practice

· Equality proofing through full impact assessments.

Over the last five years PCS has been developing good practice guidance on personnel management and employment conditions, for example the Call Centre Charter and the Well-being at Work tool kit. These are being reviewed and updated and will form the basis of a positive negotiating agenda to defend and where possible improve working conditions for PCS members.

Negotiators will place particular emphasis on ensuring that the civil service equality and diversity strategy is not undermined and on continuing to improve learning opportunities through learning agreements and union learning reps networks.

In line with general union policy we will be seeking to retain work in the public sector and opposing compulsory redundancies.

Group executive members and departmental negotiators have played a vital role in informing the national executive committee and HQ officers about the impacts of NGHR/CSHR and in steering the union’s national response. Debate at the annual delegate conference will strengthen our understanding of members’ views and set direction for further activity.

You can help us keep track of the effects of NGHR/CSHR by letting your Group executive committee members know about changes to HR and learning provision in your workplace.

Find out more:

What is Next Generation/civil service HR?

What does NGHR/CSHR mean for HR and learning workers?

What does NGHR/CSHR mean for civil servants?

What does NGHR/CSHR mean for PCS?

Further information

For further information about NGHR, changes to HR and learning in your department and about PCS activity, contact your group representatives or bargaining unit officers.

For general information go to:

PCS Information Service Reps Helpline: info@pcs.org.uk (telephone 0800 317 464 or 020 7801 2650).