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Human Resource Management and Development Directorate (HRMDD)

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The Public Service plays a crucial role in the effective functioning of any government. However, changing societal needs, advancements in technology, and evolving public expectations necessitate continuous reforms in the public service. Human resource strategies are essential to successfully implement these reforms. The directorate outlines key HR strategies to guide the reform process in the public service.

Vision
A highly motivated and well-resourced Directorate that provides human resource solutions and counsel to support the delivery of public services.
Mission
To facilitate training, provide an effective performance management system in all the directorates of the Secretariat and put in place effective welfare and disciplinary measures. 

Functions

  1. Facilitate the recruitment, selection, and placement of staff.
  2. Determine manpower and training needs.
  3. Responsible for welfare and disciplinary matters.
  4. Facilitate the review of Organizational Framework Documents (Organizational Manual, Establishment Levels, Scheme of Service, etc).
  5. Plan and implement staff training and development programmes.
  6. Manage staff performance appraisals and ESPARs.
  7. Manage staff welfare matters.

The directorate comprises the following units:

  1. HR Planning Unit:  HR planning for public service reforms is to conduct a comprehensive assessment of the current workforce. This assessment includes an analysis of the skills, competencies, and capacities of public servants. Identify gaps between existing capabilities and the requirements of the reformed public service. This assessment will help inform recruitment, training, and development strategies.              HR planning strategies must align with the broader reform objectives set for the public service. Identify the specific goals of the reforms and translate them into HR strategies and initiatives. Ensure that HR planning is integrated into the overall reform roadmap and consider the long-term implications of the changes on the workforce. Design a competency framework that outlines the skills, knowledge, and behaviors required for success in the reformed public service. This framework will provide a clear and objective basis for recruitment, performance evaluation, and career development. It will also align with the core values, vision, and mission of the public service.       
  2. Training and Development Unit:  Promote a culture of knowledge sharing and collaboration within the public service. Establish platforms, such as internal social networks or online communities, to facilitate information exchange and collaboration among public servants. Encourage cross departmental and inter-agency projects to foster a sense of teamwork and shared objectives.
  3. Performance Management Unit: Coordinate performance management systems to align with the reform objectives. Recognize and reward high performers who contribute significantly to the reform efforts. Leverage technological advancements to streamline HR processes and enhance efficiency. Coordinate HR information systems for workforce planning, talent management, and performance tracking.