REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
International Statistical Conference
Investment in Future, 2
The strategy of human capital
development: the role of in-house
training
Blagica Novkovska MSc
State Statistical Office of Republic of Macedonia
14.09.2009,Prague
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Human Capital Development

Human capital theory:
human beings at a
national level, at a
company level or at the
individual level may be
considered as capital,
an asset, and as such
may be treated.
State Statistical Office puts
special emphasis on
human resources
development and
creating strong policy for
recruitment, induction,
training and
development, and
promotion. This is in
close relation with
establishing culture of
quality, integrity and
professionalism.
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Human Resources Structure in the State
Statistical Office
Graph1Employeesbyeducationintheperiod1991-2008
Total employment, (end of
2008): 275persons
 The average age of
employees: 38
 The average working
experience is 16 years
 Educational structure:
-67%,university education;
-3% master degree;
-30% higher and upper
secondary education;

90
Personnel Situation, accordingtoEducation
80
180
70
160
14060
12050
East
100
40
West
80
30
60
North
4020
20
10
0
01991 1993 1995 1998 2000 2003 2008
1st
3rd
Qtr Faculty Qtr
Higher
Upper secondary
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Human Resources Development Policy in
the State Statistical Office
The HRDP relies on five (5) pillars:
1.Providing the State Statistical Office with human
resources through coordination of the quantitative and
qualitative work requirements in the Office with the
candidates’ competences and potentials;
2.Human resources development
3.Motivation of employees
4.Maintaining of the human resources
5.Human resources unit’s scope of work
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Development of human resources is planned to be
reached through the following activities:

Introducing of the mentoring system;

Preparing of the annual training programme;

Introducing the self-training of the staff
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Training Progamme
in the period 2008-2009
External Training:
1.Generic Training;
2. Specialize /technical training;
In-house training:
1.cross-cutting topics,
2.macroeconomic topics,
3.socio-economic topics,
4.dissemination and
5.methodological issues.
Analysis of this training programme
shown that :
•
External trainings could be
reached by limited number of
employees;
•
The activities with the external
training programme, mostly are
financed by foreign donations in
limited period of time;
•
The number of the specialised
trainings is decreasing and
profiles of employees (especially
new employees) do not match the
needs of the statistical office.
•
New employees are not well
cover by the content of the
annual program.
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
In-house training
In –house training was established in 2008 and it’s used
as a tool for :






Training of staff in the areas that are not well covered by external
trainings;
Increase of knowledge of new topics that are covered by external
training programs, but could be visited by limited number of
employees from the office;
Training in the areas of weaknesses that are targeted by some
departments in the office;
Closer internal co-operation;
Share of training materials and
Filling the knowledge gaps in some areas;
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Distribution of lectures by position of lecturers
Lecturers
14
12
10
8
6
4
2
0
top management
heads od departments
number of lectures
advisors
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
In-house training results
Topic
Number of
lectures
Number of
Participants
Evaluation
(Average mark)
Cross cutting
Topics
18
285
8.7
Macroeconomic
topics
6
194
9.0
Socio-economic
topics
5
176
8.6
Dissemination
issues
3
55
8.2
Methodological
issues
3
123
8.6
Total
35
833
8.6
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Comparison between in-house and external training
Data comparison between in-house and external training
1400
1200
1000
800
600
400
200
0
Number of events
In-house training
Number of participants
External training
REPUBLIC OF MACEDONIA
STATE STATISTICAL OFFICE
Data comparison between inhouse and external training
Type of
training
Number of
events
Number of
participants
Average
number of
participants
In-house
training
35
833
32
External
training
101
326
3
Future plans for improving
in-house training
•
Involvement of the employees from regional
units in training programs by introducing
distance learning programme;
• Organization of in-house special training
programme for new employees;
• Establishing of a well-developed in-house
communication system;
• Establishing of an evaluation system for
collective and individual achievements after
the trainings;
YOU CAN COUNT THE SEEDS IN AN APPLE,
BUT YOU CAN'T COUNT THE APPLES IN
A SEED
Ken Kesey