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European Association for Public Administration Accreditation

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EVENTS from Other Institutions

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February 25 - February 25, 2021
Skills for a modern and digital working environment

March 4 - June 11, 2021
New Work@HRM – die neue Rolle des Personalmanagements

March 4 - March 4, 2021
Challenges and opportunities for public administrations in times of recovery

March 11 - March 15, 2021
The New Cohesion Policy Regulations 2021-2027 and Implementing New Structural Funds Programmes

March 23 - March 25, 2021
Data Protection: Refresher and Advanced Course

April 20 - April 22, 2021
Financial Management of EU Structural and Cohesion Funds

May 4 - May 7, 2021
European Public Procurement Rules, Policy and Practice

May 5 - May 12, 2021
Evaluation and Monitoring of EU Structural and Cohesion Funds Programmes

June 24 - June 25, 2021
Participatory Budgeting

June 29 - June 30, 2021
Competitive Dialogue and Negotiated Procedures Master Class

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Other NEWS

Call for Papers: Slovak Journal of Political Sciences

CEPAR: SPECIAL ISSUE CALL for 1-2021

ASPA: Call for Papers – Occasional Paper Series

TRAS: Public Administration’s response to the Covid-19 pandemic

Call Wilfried Martens Scholarship 2021-2022

Think fast …act faster

Call for Papers - Smart City and Regional Development Journal

Participation in Public Administration Revisited

OECD Senior Vacancy Position: Senior Policy Advisor

UNDESA: Compendium of Digital Government Initiatives in response to the COVID-19

EVENTS from Other Institutions

New Work: new or old normal?

The modern working environment in public administration

February 24, 2021 - February 24, 2021


Venue: Online

Organizer(s): European Institute of Public Administration (EIPA)

Language: English

Contact: Programme Organiser
Ms Belinda Vetter
Tel: + 31 43 3296382
b.vetter@eipa.eu

Info link: https://www.eipa.eu/product/modern-working-environment-public-administration/

In recent months, many organisations in business and administration have noticeably shifted away from a predominantly ‘presence culture’ toward more flexible working hours and working locations. A huge experimental space was created more or less overnight, offering more flexibility in terms of working time and working location thanks to new forms of collaboration and communication. During the coronavirus pandemic, public administration has also shown itself to be more agile and flexible than sometimes assumed.

With a view to employer attractiveness, a shift in values between generations and an emerging change in the world of work, flexible options for working hours and working locations as well as participatory forms of work with more personal responsibility are also an increasingly important incentive to attract and retain new talent for business and administration. The trending term in this context is ‘New Work’. Digitalisation and automation, which also necessitate changes in organisational culture, are only partial aspects of these discussions.

In an increasingly mobile working world, the elements needed to maintain performance in every organisation have been – and still are – trust in the employees, strength-based support for employees, and a clear goal focus from managers as the people shaping this change. Several studies are currently investigating the impact of mobile forms of work (e.g. home office) on various fronts, such as the design of digital collaboration, the role of digital leadership and culture, team performance and employee health. There is broad agreement that leadership and collaboration must change in order to be able to act successfully in the interests of stakeholders.

The pandemic has seen a huge increase in home office options – but have there been active efforts to update the organisational culture? The change in the world of work requires changes to attitudes, behaviour and values.

It is therefore important for public administration to position itself as a learning, resilient organisation. For example, we invite our guests to have a discussion, which should be as evidence-based as possible, on the following questions from the perspective of science and practice:

What will the future world of work look like? How should industrial relations and working conditions be shaped in the future, in reference to New Work?
How can the home office become a model for success? How can science help practice?
What does ‘new normal’ mean in this context? What would be the consequences of a complete return to the ‘old normal’?
How can we in public administration shape this process with all those involved? What is the role of human resources and how must it change?
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