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By the Name of Allah
HR Directorate
HR Directorate
March 2014
HR Directorate
Presentation Contents
• Introduction of HR directorate and its activities
• Training Need Assessment of MoMP/HQ
• Introduction of CBR Project
• MoMP organizational chart
•A look to the Stakeholders Engagement Guide
• Major challenges
• Why coordinate with the HR directorate?
Major Tasks of HR Directorate
The Major Responsibilities of HR Directorate are:
Recruitment
Capacity Building
Performance Appraisal
Records Keeping
Employee Relations
Organizational Development
Major Achievements
Major Achievements of the HR Directorate in 2013:
Implementation of pay and grading system
Training of (333) staff
Performance Evaluation of (1300) employees
Implementation of New filing system
Installation of complaint boxes and fire extinguishers in Kabul and
provinces
Establishment of 34 provincial offices
Almost finalizing of CBR proposal
Kabul Staff Qualification Levels
Introducing of 50 young and interested to learn employees to private universities, but still looking for fund to pay their fee.
MoMP capital and provincial staff
qualification levels
What are the present education levels of the MoMP staff (Kabul based plus provincial offices)?
How many employees were introduced for trainings in 1392 SY?
224 Male
109 Female
224 Internal Training
107 External Training
8 Master’s degree
99 Fellowship
Capacity Building
333 Total Employees Trained in 1392 SY
MoMP Employees were Introduced to
following Countries for Capacity Building
1) Australia (4)
2) Turkey (9)
3) Japan (14)
4) India (72)
5) South Africa (22)
6) UAE (2)
7) USA (4)
8) Pakistan (2)
9) Poland (2)
10) China (2)
11) Finland (7)
How Many MoMP Employees experienced capacity building opportunities abroad?
140 MoMP staff were introduced to capacity building opportunities abroad
Organizational Development Department
Accomplishments of the Organizational
Development Department
Preparing of 1390, 1391, 1392 and currently 1393
SY Ministry structure
Establishment of few directorates based on MoMP
goals in HQ
Establishment of Provincial office
Structure preparation for MoMP Gov’t Enterprises
Recruitment Department
What are the accomplishments of the Recruitment Department?
Total positions in structure: 2760
Position which are recruited under pay and grading system
(85%)
Positions under process of pay and grading system (304) (11%)
Position to be advertised (4%)
Database and filing system developed for candidates’ files
Recruitment Department
How many employees have been entered into the pay and grade system?
…..85% have been successful entered
Records Keeping and
Performance Evaluation Department
Sub database development to record central office employees
identification to report on need basis
Database development for fired employees
Database (HRMIS) development with cooperation of
Administration Reform Commission
Data Entry of current employees inforamation into (HRMIS)
Implementation of New Filling System
What are the accomplishments of the Records Keeping and Performance Evaluation Department?
Records Keeping and
Performance Evaluation Department
Records Keeping and
Performance Evaluation Department
Records Keeping and
Performance Evaluation Department
•(1646) Probationary and annual performance of Central and
provincial employees were carried out.
Retirement section:
•Retirement of (1122) Employees were processed
Main achievements of Performance Appraisal Office
Records Keeping and
Performance Evaluation Department
What is the new MoMP
attendance system?
Installation of electronic
attendance in MoMP HQ
and AGS in order to avoid
wastage of time and illegal
absence of employees
Records Keeping and
Performance Evaluation Department
Developing Standard Classes to build
Capacity of MoMP Employees
Challenge: Classes have since been occupiedGoal: To reestablish capacity building classrooms in 1393 (2014)
Developing Standard Classes to build
Capacity of MoMP Employees
Challenge: Classes have since been occupiedGoal: To reestablish capacity building classrooms in 1393 (2014)
Capacity Building for Result
CBR program, which is for five years, is managed by the MoF and IARCSC, implemented by sector ministries in capital and provinces to cause the following:
1. Clarification in Job description and MoMP responsibilities
2. Improvement in service provision
3. Improvement in development of budget expenses
4. Simplification of various operation processes
5. Implementation of important reform plans
6. Preparation, modification and management of ministries organizational structures by considering their responsibilities
7. Internal capacity enhancement of ministries to improve performance and reduce relying on foreign technical supports (like PMU, Advisors etc).
What is the CBR program?
Capacity Building for Result
The CBR program can provide ministries with following resources:
1. Recruitment of joint positions
2. Recruitment of required SMG positions in capital and provinces as specific and selective
3. Productive Advisors (Local and Expat)
4. Training for SMG and joint functions positions
5. When program proposal is approved by leadership committee, SMG and joint functions take place and recruitment process is conducted according to recruitment plan
6. More result – more recruitment
What can the CBR program provide for you?
Total Central
Directorates (30)
Total provincial directorat
es (28) and
departments (6) Govern-
mental Enterpris
es (4)
Total Positions
(2760)
Present Employee
s(2343)
87/13 Gender
Percentage
MoMP Structure
North Coal,
Enterprise (490)
Enterprise of power
and fertilizer factories
(1858)
Jabul Saraj
Cement Enterprise
(242)
Afghan Gas
Enterprise
(950)
Total staff(3540)
MoMP Governmental Enterprises
Major Challenges
Existing of Parallel offices that conduct major tasks of HR like recruitment and capacity building
Shortage of fund for short term and long term training of staff (Bachelors programs to private institutions)
Lack of proper training and education for HR staff Lack of complete capacity building policy and plan for MoMP Lack of database in HR to be responsive for all MoMP
requirements (recruiting, hiring, donor collaboration tracking, trainings, study tours)
Lack of information of contracted staff, no integration policy Lack of Training Archive to keep capacity building material for
institutional memory Lack of modern archive for Records Keeping of Employees.
The overall Major Challenges of the HR Department and MoMP presently are:
Donor / MoMP Coordination
Some challenges can be resolved through stronger coordination
between the MoMP Human Resources Department and the
international donor programs…
DFID (ASI): Technical
Assistance to the MoMP (TAMOMP)
US TFBSO:Mineral Tender Development
and Geological Services
WB:Second Sustainable
Development of Natural Resources Project (SDNRP)&
GAF Aynak Compliance Monitoring
WB: Afghanistan
Resource Corridors
Project (ARCP)
USAID: Sheberghan Gas
Development Project (SGDP)
WB: Capacity
Building for the AGS (CBAGS)
US DOC: Afghanistan
Marble Center of Excellence
(COE)
USAID: Mining Investment and Development Project (MIDAS)
Other Partners: Finland, India Japan, Ausaid,
ADB
The MoMP Donor Partners:
Donor / MoMP Coordination
The Main Reason is:
Our Goals & Objectives are the Same
Why should donor programs coordinate with the MoMP HR?
Donor / MoMP Coordination
Donor program employees are not MoMP formal employees, but we believe they
are important asset of this Ministry & want to welcome and have them as formal
staff, we are committed to help you in any possible way, but it is not possible,
• if we do not have well coordination, do not make the integration policy
together.
• If we do not have the required baseline data and your full information
• If you do not help and coordinate in system and policy development.
• If the Recruitment and Capacity Building activities are not coordinated,
recorded and conducted based on the ministry goals and objectives.
• For this reason we have developed the Stakeholder Engagement Guide (SEG).
Why should donor programs coordinate with the MoMP HR?
Donor / MoMP CoordinationWhy should donor programs coordinate with the MoMP HR?
•You are to help the ministry in developing the required system and equip it with the right tools to achieve its goals and objectives.• One of your main responsibility is Capacity Building.•HR is committed to have a system in place to help everyone in the ministry to perform his/her responsibilities as required, be a symbol of Real HR and is seeking your help in system, policy and procedures and capacity development.
های برنامه تعداد
تدویر آموزشی
شده
تدویر جهت پالن
آموزشی برنامه
کارکنان تعداد
شده نیازسنجی
اداره / وزارت شمار
ه
های برنامه تعداد
تدویر آموزشی
شده
تدویر جهت پالن
آموزشی برنامه
تعداد
کارکنان
نیازسنجی
شده
اداره / وزارت شما
ره
2 ندارد 112 انرژی و آب 19 9 ندارد 259 فواید عامه 1
15 407 445 کمیسیون مستقل انتخابات 20 ندارد ندارد ندارد امور مهاجرین وعودت
کننده گان
2
10 ندارد ندارد اداره مرکزی احصائیه 21 13 4 205 جیودیزی وکارتوگرافی 3
11 ندارد 415 ولسی جرگه 22 10 ندارد ندارد مالیه 4
12 60 ندارد اداره انسجام کوچی ها 23 5 ندارد ندارد دولت در امورپارلمانی 5
4 1 7 اداره ملی حفاظت محیط
زیست
24 ندارد ندارد ندارد اطالعات وفرهنگ 6
1 ندارد ندارد کمیسیون مستقل نظارت
برتطبیق قانون اساسی
25 14 ندارد ندارد معادن 7
8 7 ندارد زراعت ،آبیاری ومالداری 26 17 ندارد ندارد عدلیه 8
18 226 ندارد ستره محمکه 27 5 ندارد 350 اقتصاد 9
4 ندارد 22 امور زنان 28 13 421 436 احیاء وانکشاف دهات 10
9 ندارد ندارد اداره عالی تفتیش 29 6 ندارد 10 ریاست عمومی تربیت
بدنی وسپورت
11
8 29 94 اداره عالی نظارت مبارزه
علیه فساد اداری
30 5 ندارد ندارد ارشاد حج و اوقاف 12
10 92 493 مخابرات وتکنالوجی
معلوماتی
31 10 113 225 امور داخله 13
13 ندارد 495 شاروالی کابل 32 7 2 11 اداره ملی ستندرد 14
11 700 1890 کار، اموراجتماعی، شهدا
ومعلولین
33 19 ندارد 27 امور شهرسازی 15
6 ندارد ندارد اداره اموروداراالنشاء شورای
وزیران
34 8 12 ندارد مشرانوجرگه 16
2 ندارد ندارد کمیسیون عالی انرژی اتمی 35 9 ندارد ندارد ترانسپورت وهوانوردی 17
4 40 463 امور سرحدات، اقوام وقبائیل 36 9 ندارد ندارد کمیسیون مستقل اصالحات
اداری و خدمات ملکی
18
No. of Trainings conducted or # of employees trained in each Ministry
Donor / MoMP Coordination
The MoMP has done a survey of past trainings. (Please see training needs assessment handout)
Results show that better coordination with the HR Dept on participant selection is needed:
Why should donor programs coordinate with the MoMP HR?
Stakeholder Engagement Guide
The Stakeholder Engagement guide addresses such problems as formally tracking donor
capacity building programs through forms and communication procedures with the HR.
The SEG can also benefit your program and the MoMP by:
1. Effective co-ordination of trainings and coaching seminars, workshops , meetings or other
2. Outreach and access to a broader MoMP and stakeholder beneficiary base
3. Improved communications and stakeholder engagement
4. Identification and access to the right stakeholders
5. Information of MoMP operations and key contacts
6. Improvement of MoMP services
7. Reduce risk and unnecessary grievances or conflicts
8. Improves monitoring and evaluation
9. Provides a centralized resource space for all donor reports, assessments, videos, training
materials etc.
What does the Stakeholder Engagement Guide Do?
SEG Tool Example 1:
Name: HR- CBAR – 001 Capacity Building Activity Request Form (CBAR-Form) – In Country
Purpose: For capacity building approval – in country
Please see Page 48 of your SEG.
What other forms are included in the SEG?
There are presently eleven forms in total being considered for implementation.
Stakeholder Engagement Guide
Please give feedback to:
Mr. Wali FaiziDirector of Human Resources
Email: [email protected] Office Address:Third Floor, Deputy Ministry for Finance and Adminisratin Building Ministry of Mines and Petroleum
We need your feedback so that we can properly implement these protocols and procedures moving forward……