Public Sector Human Resource Development and Management
For many years HRM governance in the Jamaican public sector has been fragmented with dispersed responsibilities among central agencies and limited enforcement capacity over Ministries, Departments and Agencies and , in particular , over the more than two hundred public bodies. It has therefore not been possible to develop, promulgate and sustain coherent and strategic whole-of- government HR policies and practices or even to manage the human capital of the sector effectively through information and knowledge, regarding numbers, demographics and the level, type and deployment of skills and competencies. The intention therefore is to procure and roll out, ultimately to all MDAs an HR/payroll software system (the Human Capital Management Enterprise System with Payroll – HCMES/Payroll) which will not only provide comprehensive information on the entire sector and, at the local level, to individual entities but will also enable the more efficient carrying out of both the regular transactional HR functions as well as facilitate more strategic activities. The capacity of the Strategic HR Management Division of the MOFP will also be strengthened to enable it to effectively manage and leverage the potential of the HCMES and to develop overarching policies and standards for the sector. The overall outcome will be significantly more cost effective management of human capital and the ability to optimise the value added by this critical resource.
HRM governance in the Jamaican public sector has been fragmented for many years with dispersed responsibilities among central agencies, and limited enforcement capacity over Ministries, Departments, and Agencies (MDAs) and, in particular, on over two hundred (200) existing public bodies.
The Government of Jamaica has limited capacity to exercise key functions important to effective public sector human resource management, as well as to meet our IMF targets. These include being able to: (i) measure progress and forecast wage bill reductions; (ii) control the existing payroll, so as to make this effort sustainable in time; and (iii) redeploy staff and maximise existing skills in the public service.
At the root of this limited capacity is the need to strengthen HRM governance in the public sector, and the need to standardise and automate HRM and Payroll processes to ensure accuracy and efficiency in the collection and management of HRM data. An HR/Payroll Software system (HCMES) is to be acquired for this purpose but as a precursor to that, the E Census application was developed and implemented to capture initially, and keep up to date, all the basic “personnel” information on every employee in the public sector. Every MDA has access to this application and when the HCMES is implemented their employee information will be uploaded from the E Census.
In 2001, the Government committed to building a professional service, as the success or failure of Government services and initiatives depend greatly on how well we develop and manage our public sector employees. Government performance is about employee performance. If the Government is to achieve growth and public sector efficiency, it will be dependent on the capability of the public sector employees to create these results.
To achieve a transformed and modernised Public Sector, the development and management of our Human Resources must be seen as an important pillar. As our public servants are our most valuable and most accessible resource it is important that appropriate investments are made to support their ability to contribute to the on-going development of the public sector and by extension the country at large.
To that end, the Strategic Human Resource Management Division (SHRMD) has been established which currently resides in the Ministry Of Finance and Planning. This Division will provide strategic oversight and direction for human resource management in the public sector as a whole. It will be responsible for the development and promulgation of human resource policies and the establishment and monitoring of standards and best practices and it will facilitate the development of staff and the enhancement of leadership effectiveness throughout the sector.
The programme is therefore designed to increase efficiency of HRM processes, ensure accuracy of payroll and maximise the performance of human capital.
Read more on the list of projects below: