Networked governance requires public managers to think and act strategically across organizational boundaries. Taking the literature on the transition from government to governance and its implications for Human Resource Management (HRM) as a starting point, we argue that not only top management, but also lower-level employees are likely to be involved in this work. In order to invest effectively in the strategic and collaborative competencies required for networked governance at all levels of the organization, one needs to be able to assess strategic capacity. This article develops an assessment framework based on an in-depth case study conducted in a government department in the Netherlands over a 6-month period. We evaluate an initial framework to assess strategic capacity derived from existing literature and propose an augmented framework that acknowledges the tension between different accountability relationships and the need for continuous, structured, reflective interaction between managers, employees, and key stakeholders.

网络化治理要求公共管理者跨越组织边界进行战略性思考和行动。以有关从政府到治理的转变及其对人力资源管理 (HRM) 的影响的文献为起点，我们认为不仅高层管理人员，而且低级别员工都可能参与这项工作。为了有效地投资于组织各级网络治理所需的战略和协作能力，人们需要能够评估战略能力。本文根据在荷兰政府部门进行的为期 6 个月的深入案例研究开发了一个评估框架。