Human Resource Management Strategy
Human Resource Management Strategy of the Digital Government Development Agency (Public Organization) (DGA)
To achieve its vision “DGA as the leading agency in the transition of the government to digital government”, the Digital Government Development Agency (Public Organization) (DGA) has focused on “personnel” that plays a crucial role in creating differentiation and a competitive advantage in the execution of the organization’s strategy. This will drive the organization’s operations to achieve its established goals, especially personnel in the technology sector, which is in high demand in both private and public sectors.
The DGA has defined its HR Vision and Human Resource Management Strategy (DGA HR Strategy) for the next 5 years (2023–2027) as follows:
Key Strategies (Strategic Focus) in Human Resource Management of the Digital Government Development Agency (DGA)
DGA has formulated a human resource management strategy that aligns with the operational goals outlined in the 5-year action plan (2023–2027). “Quality personnel” is at the core of strategy driving, particularly under Strategic Focus 5, which aims to “Lead DGA to a Digital Organization”. This mission focuses on enhancing organizational management capabilities, developing personnel, and creating innovation, enabling DGA to drive operations and public services through the organizational value ‘CHANGE’, which serves as a guiding direction for DGA personnel. All staff members must adhere to these practices in order to adapt to internal changes and encourage creativity, as well as developing flexible and agile human resource practices to support the quality of operations and promote staff satisfaction within DGA.
In summary:
- DGA is a public organization operating in a digital work environment (Digital Work Life).
- DGA personnel are agile in their work and decision-making, innovative, and creative to drive workplace innovation.
- DGA personnel are adaptable to the evolving mission and always ready for change.
The DGA HR Strategy consists of four key components as follows.
- Smart Workplace
Creating a work environment that promotes agility and happiness, enabling efficient information sharing and access. Emphasizing overall well-being & mental health and adjusting to the digital work lifestyle including ensuring a seamless digital work experience. - Smart Leader
Developing DGA leaders at all levels to become enterprise leaders who can set clear directions and effectively communicate throughout the organization. Inspiring teams to work towards the best interests of the DGA and implementing a succession plan to prepare the next generation of leaders for key positions. - Smart Workforce
Transforming skill development and capacity-building for employees at all levels by encouraging continuous learning, particularly in technological advancements. Encouraging upskilling and reskilling through diverse learning formats and ensuring accessibility to new knowledge comprehensively and flexibly. - HR Foundation
Modernizing HR management across four areas: HR Organization, Processes, Competency, and Technology, transitioning towards Digital HR. Cultivating organizational values and culture to support highly effective operations and develop employee well-being.