Human Resources in New York State
New York State's HR workforce is expected to become a strategic business partner, to acquire new competencies, perform different roles and address the complex personnel issues that have resulted from greater delegation and increased flexibility within the HR system. These new responsibilities represent an exceptional opportunity and challenge to transform the HR workforce into an increasingly critical and valued contributor to agency mission accomplishments. As staff numbers decline there needs to be a move towards making HR professionals into strategic partners.
The rapidly changing and evolving roles and responsibilities of the Human Resource professionals of NYS have increased the demand for competency and skill development standards. Professional development is an activity, both formal and informal, which contributes to the enhancement of professional knowledge, skills, abilities and attitudes. It is used to meet institutionally defined goals as well as motivate, energize, rejuvenate and promote personal and professional growth. Professional development is an individualized activity; it is derived from one's perceived needs for growth and is dependent upon one's motivation. Professional development is a critical component in order to remain current in one's chosen field.The basis for personnel management and its operation in New York State is defined by Article 5 of Section 6 of the New York State Constitution, which states: Appointments and promotions in the civil service of the State and all civil divisions thereof... shall be made according to merit and fitness, to be ascertained as far as practicable, by examination, which, as far as practicable, shall be competitive.
HR staff is responsible, on behalf of its chief executive, for:
- attracting and developing competent employees;
- creating organizational conditions which result in the maximum effectiveness and efficiency of the workforce;
- advising and assisting management and supervisors in the attainment of organization goals;
- providing guidance on administration of the Civil Service system within its agency; and
- demonstrating knowledge of state and federal laws regarding human rights and equal employment opportunity and collective bargaining agreements.
The Department of Civil Service has worked with the NYS Personnel Council, NYS Affirmative Action Advisory Council, NYS Training Council, the NYS Association of Personnel and Civil Service Officers and the NYS Payroll Users Group to address the needs of the HR professional in NYS.