The statement by the chief executive has been discussed throughly and she has now asked you as director of HR to draft a position paper which briefly describes the approach you Recommend to developing a people strategy as a basis for further discussion. Prepare this paper.

Case Scenario 3: Lincoln County Council You are the Director of HR at Lincoln County Council and after extensive discussions with your Chief Executive, members of the Council's Cabinet, other interested parties and your HR colleagues, you drafted a statement for the Chief Executive to issue about the proposed People Strategy. As amended slightly by the Chief Executive, this is set out below. The People Strategy Statement We see the People Strategy as central to the delivery of effective and improving services. We also accept the need for fundamental changes to the way we work and how we work together and with others. We need to change the organization's culture, the way we do things around here. This will require not only changing the way we work but also our behaviors and attitudes. We believe we must become an organization that attracts, supports, enables and retains people who are talented, risk taking, innovative and creative. To do this, we must break away from our fairly traditional people management practices of the past and become a sharper, more flexible and resilient organization 1 Our discussions have established that our organizational culture reflects the following principal features: . We have competent operational middle managers but many have yet to acquire leadership skills. . Our people still rely on their managers for training and development opportunities rather than seek them for themselves. . We have a modern salary progression scheme which allows employees to be rewarded for exceptional performance and which is a step in Our discussions have established that our organizational culture reflects the following principal features: We have competent operational middle managers but many have yet to acquire leadership skills, Our people still rely on their managers for training and development opportunities rather than seek them for themselves, We have a modern salary progression scheme which allows employees to be rewarded for exceptional performance and which is a step in the right direction, but pay remains our main method of motivating people. We remain cautious about tackling under performance, Communication between the Council and its staff is still very traditional with messages and Information coming from the top down. . We believe that these current ways of working do not encourage the behaviours and approaches we need to change the way we work and often form barriers to innovation, creativity and flexibility