Developing A Focus On Strategic Workforce Planning At The Whole Of Government & Sectoral Levels
Public Sector Transformation

Project Started on

Jan

2013

Project Ended on

Jan

2017

Current Status

Project status

Green
  • On Track
  • Slightly Off-track
  • Very Off-track
  • Stalled

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 capacity of the Strategic HR Management Division of the MOFP is being strengthened to enable it to effectively manage and leverage the potential of new HR management technologies 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 optimize the value added   by this critical resource.

The Strategic Human Resource Management Division (SHRMD) has been established as the central body within government responsible for setting the human resources policy framework for the transformed Public Sector.  The creation of the Division addresses the previous fragmentation of public sector HR responsibility across central government, and the new Division will be required to develop and enforce comprehensive strategic policies and frameworks necessary to transform public sector HR management. The objectives of the Division are:

a)To link the Human Resource Management function to agreed strategic business objectives and thereby support the achievement of those objectives in a coherent way;

b)To allow the Public Sector to better identify, develop, and deploy the knowledge, skills and abilities required to achieve maximum impact and contribute to the creation of value within the economy;

c)To establish a framework and approach (es) for the acquisition, development, retention, deployment and motivation of the best talents; and

d)To allow for the review and maintenance of an employee performance management and appraisal system (PMAS) that effectively measures performance and provides useful information for improvement and planning.

The creation of the Division addresses the previous fragmentation of public sector HR responsibility across central government, and the new Division will be required to develop and enforce comprehensive strategic policies and frameworks necessary to transform public sector HR management.

The Division is however, still in the process of being established, and will need to build capacity among its staff as well as in the wider Public Sector to effectively undertake the new mandate for strategic human resource management.

  • The Strategic Human Resource Management Division is being outfitted to undertake its role to provide strategic management of the public sector workforce. The capacity of the Strategic HR Management Division of the MOFP is being strengthened to enable it to effectively manage and leverage the potential of the Human Capital Management Enterprise System (HCMES) and to develop overarching policies and standards for the sector. The Strategic Human Resource Management Division, while not yet fully established, has in place the senior management tier and starts the recruitment of the next level of staff this month and the project for capacity building for the entity is well advanced.

What's Next

ion is being outfitted to undertake its role to provide strategic management of the public sector workforce. The capacity of the Strategic HR Management Division of the MOFP is being strengthened to enable it to effectively manage

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