Kaupapa tools for people.
He aha te mea nui o te ao, he tangata, ha tangata, he tangata is one of the most widely used whakatauki, and could be interpreted to reflect the importance of the people within an organisation who are, in many senses, the organisation.
The way that people perform their roles and do their work will have an enormous effect on how the organisation is perceived by tribal members and the wider community, including whether it is seen to be acting according to kaupapa values and standards.
Performance Management System
Performance management is about the management and development of people and the organisation. The key parts of standard performance management systems include:
- defining the purpose of the job, job duties and responsibilities
- defining performance goals with measurable outcomes
- defining the priority of each job responsibility and goal
- holding discussions with each staff member about their job purpose, performance goals and relative priorities
Incorporating vision and values based responsibilities, performances goals and priorities is arguably just as, if not more important. It also provides a space to have conversations across the organisation about how values should be translated into concrete actions on a daily basis. There are two broad approaches that organisations may wish to explore:
- creating generic/universal KPIs for all people within the organisation about how they demonstrate the values of the organisation, such as manaaki, respect for the rangatiratanga of ngā hapū and the like
- creating a rating system that recognises the stages in progressively giving better effect to the values of the organisation (e.g emerging, developed, leader)
Some examples include:
|Whanaungatanga||Displays collaborative approaches to working with peers and whānau that contribute to the building of consensus within the organisation and iwi|
|Manaakitanga||Recognises the inherent rangatiratanga of ngā hapū and tribal members and demonstrates respect for the knowledge, rights and responsibilities that are sourced in rangatiratanga|
|Ūkaipotanga||Demonstrates respect for tribal knowledge and seeks to incorporate it as appropriate into work programmes and processes|
Miscellaneous Human Resources Ideas
There are also wider aspects of human resources management that could assist with embedding kaupapa values and visions across the organisation:
Remuneration and Incentives
People are typically remunerated according to skills or qualifications. Organisations could also create systems for valuing tribal knowledge or tikanga.
If there is a budget for it, people are regularly sent off to learn about all kinds of practical things useful to their work. There aren’t that many courses around however that equip people to work in Iwi and Māori organisations. Organisations could consider developing their own training programmes, bringing in kaumatua and whānau to teach people about tribal history, values, priorities or kawa.
There’s nothing like first impressions, so starter kits and programmes that make it clear to people coming into the organisation who and what matters can be very helpful.