Streamlining & Automating Processes To Better Measure Investments In People
Public Sector Transformation

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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 being acquired.

Once the HCMES is fully operational, it can be used public sector-wide to project our human capital needs in a host of areas including training needs, availability of skills, planning for compensation and pensions and to ensure that we meet our goals of fairness in the areas of gender and persons with special needs.   

The effective management of the public sector as a whole requires that there be accurate up to date information at all times in regard to the total staff complement and the costs associated with this. This capacity does not exist currently. Neither is there the capability to have efficient and cost effective transactional HR processes such as leave administration since , in most entities these are manually done. The implementation of the HCMES / payroll system will substantially address these issues and transform the ability to optimise the use and deployment of human resources. It will therefore be an indispensable tool and vehicle to the Strategic Human Resource Division in its overarching role regarding the establishment of HR standards and policies and the development of staff, to the Ministry of Finance itself in terms of overall fiscal management and cost containment and rationalization and will also improve HR management efficiencies in the individual MDAs which will use them on a day to day basis. The HR dimension of the Shared Corporate Services project will also need the HCMES/payroll to be successful.

  • The contract for the acquisition of the Human Capital Management Enterprise System (HCMES) was signed on December 30, 2015 and the project implementation has been initiated. Preparations are now in train to commence implementation in 14 entities in the first phase and HR Shared Services have been introduced in 5 Ministries.

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