Power Point Presentation English - Session 4

Report
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?
The Major Responsibilities of HR Directorate are:

Recruitment

Capacity Building

Performance Appraisal

Records Keeping

Employee Relations

Organizational Development
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
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
333 Total Employees Trained in 1392 SY
How Many MoMP Employees experienced capacity building
opportunities abroad?
1)
Australia (4)
2)
Turkey (9)
7)
USA (4)
3)
Japan (14)
8)
Pakistan (2)
4)
India (72)
9)
Poland (2)
5)
South Africa (22)
10)
China (2)
6)
UAE (2)
11)
Finland (7)
140 MoMP staff were introduced to capacity building
opportunities abroad
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
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
How many employees have been entered into the pay and grade
system?
…..85% have been successful entered
What are the accomplishments of the 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
Records Keeping and
Performance Evaluation Department
Main achievements of Performance Appraisal Office
•(1646) Probationary and annual performance of Central and
provincial employees were carried out.
Retirement section:
•Retirement of (1122) Employees were processed
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
Challenge: Classes have since been occupied
Goal: To reestablish capacity building classrooms in 1393 (2014)
Challenge: Classes have since been occupied
Goal: To reestablish capacity building classrooms in 1393 (2014)
What is the CBR program?
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.
2.
3.
4.
5.
6.
7.
Clarification in Job description and MoMP responsibilities
Improvement in service provision
Improvement in development of budget expenses
Simplification of various operation processes
Implementation of important reform plans
Preparation, modification and management of ministries
organizational structures by considering their
responsibilities
Internal capacity enhancement of ministries to improve
performance and reduce relying on foreign technical
supports (like PMU, Advisors etc).
What can the CBR program provide for you?
The CBR program can provide ministries with following resources:
1.
2.
3.
4.
5.
6.
Recruitment of joint positions
Recruitment of required SMG positions in capital and
provinces as specific and selective
Productive Advisors (Local and Expat)
Training for SMG and joint functions positions
When program proposal is approved by leadership committee,
SMG and joint functions take place and recruitment process is
conducted according to recruitment plan
More result – more recruitment
Total Central
Directorates
(30)
87/13
Gender
Percentage
Total
provincial
directorates
(28) and
departments
(6)
Present
Employees
(2343)
Governmental
Enterprises
(4)
Total
Positions
(2760)
Afghan
Gas
Enterprise
(950)
North Coal,
Enterprise
(490)
Enterprise of
power and
fertilizer
factories
(1858)
Jabul Saraj
Cement
Enterprise
(242)
Total staff
(3540)
The overall Major Challenges of the HR Department and
MoMP presently are:








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.
Some challenges can be resolved through stronger coordination
between the MoMP Human Resources Department and the
international donor programs…
USAID:
DFID (ASI):
Mining Investment
and Development
Project (MIDAS)
Technical
Assistance to
the MoMP
(TAMOMP)
USAID:
WB:
Sheberghan Gas
Development
Project (SGDP)
Capacity
Building for the
AGS (CBAGS)
US TFBSO:
WB:
Mineral Tender
Development
and Geological
Services
Afghanistan
Resource
Corridors
Project (ARCP)
US DOC:
WB:
Second Sustainable
Development of
Natural Resources
Project (SDNRP)& GAF
Aynak Compliance
Monitoring
Other Partners:
Finland, India
Japan, Ausaid,
ADB
Afghanistan
Marble Center
of Excellence
(COE)
Why should donor programs coordinate with the MoMP HR?
The Main Reason is :
Our Goals & Objectives are the Same
Why should donor programs coordinate with the MoMP HR?
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?
•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.
‫‪1‬‬
‫فواید عامه‬
‫‪259‬‬
‫ندارد‬
‫‪9‬‬
‫‪19‬‬
‫‪2‬‬
‫امور مهاجرین وعودت کننده گان‬
‫ندارد‬
‫ندارد‬
‫ندارد‬
‫‪20‬‬
‫‪3‬‬
‫جیودیزی وکارتوگرافی‬
‫‪205‬‬
‫‪4‬‬
‫‪13‬‬
‫‪21‬‬
‫‪4‬‬
‫مالیه‬
‫ندارد‬
‫ندارد‬
‫‪10‬‬
‫‪22‬‬
‫ولسی جرگه‬
‫‪5‬‬
‫دولت در امورپارلمانی‬
‫ندارد‬
‫ندارد‬
‫‪5‬‬
‫‪23‬‬
‫اداره انسجام کوچی ها‬
‫ندارد‬
‫‪6‬‬
‫اطالعات وفرهنگ‬
‫ندارد‬
‫ندارد‬
‫ندارد‬
‫‪24‬‬
‫اداره ملی حفاظت محیط زیست‬
‫‪7‬‬
‫‪1‬‬
‫‪7‬‬
‫معادن‬
‫ندارد‬
‫ندارد‬
‫‪14‬‬
‫‪25‬‬
‫کمیسیون مستقل نظارت برتطبیق قانون اساسی‬
‫ندارد‬
‫ندارد‬
‫‪1‬‬
‫‪8‬‬
‫عدلیه‬
‫ندارد‬
‫ندارد‬
‫‪17‬‬
‫‪26‬‬
‫زراعت ‪،‬آبیاری ومالداری‬
‫ندارد‬
‫‪7‬‬
‫‪8‬‬
‫‪9‬‬
‫اقتصاد‬
‫‪350‬‬
‫ندارد‬
‫‪5‬‬
‫‪27‬‬
‫ستره محمکه‬
‫ندارد‬
‫‪226‬‬
‫‪18‬‬
‫‪10‬‬
‫شماره‬
‫وزارت ‪ /‬اداره‬
‫تعداد‬
‫کارکنان‬
‫نیازسنجی‬
‫شده‬
‫پالن جهت تدویر‬
‫برنامه آموزشی‬
‫تعداد برنامه‬
‫های آموزشی‬
‫تدویر شده‬
‫شماره‬
‫وزارت ‪ /‬اداره‬
‫تعداد کارکنان‬
‫نیازسنجی‬
‫شده‬
‫پالن جهت تدویر‬
‫برنامه آموزشی‬
‫تعداد برنامه‬
‫های آموزشی‬
‫تدویر شده‬
‫انرژی و آب‬
‫‪112‬‬
‫ندارد‬
‫‪2‬‬
‫کمیسیون مستقل انتخابات‬
‫‪445‬‬
‫‪407‬‬
‫‪15‬‬
‫اداره مرکزی احصائیه‬
‫ندارد‬
‫ندارد‬
‫‪10‬‬
‫‪415‬‬
‫ندارد‬
‫‪11‬‬
‫‪60‬‬
‫‪12‬‬
‫‪4‬‬
‫احیاء وانکشاف دهات‬
‫‪436‬‬
‫‪421‬‬
‫‪13‬‬
‫‪28‬‬
‫امور زنان‬
‫‪22‬‬
‫ندارد‬
‫‪4‬‬
‫‪11‬‬
‫ریاست عمومی تربیت بدنی وسپورت‬
‫‪10‬‬
‫ندارد‬
‫‪6‬‬
‫‪29‬‬
‫اداره عالی تفتیش‬
‫ندارد‬
‫ندارد‬
‫‪9‬‬
‫‪12‬‬
‫ارشاد حج و اوقاف‬
‫ندارد‬
‫ندارد‬
‫‪5‬‬
‫‪30‬‬
‫اداره عالی نظارت مبارزه علیه فساد اداری‬
‫‪94‬‬
‫‪29‬‬
‫‪8‬‬
‫‪13‬‬
‫امور داخله‬
‫‪225‬‬
‫‪113‬‬
‫‪10‬‬
‫‪31‬‬
‫مخابرات وتکنالوجی معلوماتی‬
‫‪493‬‬
‫‪92‬‬
‫‪10‬‬
‫‪14‬‬
‫اداره ملی ستندرد‬
‫‪11‬‬
‫‪2‬‬
‫‪7‬‬
‫‪32‬‬
‫شاروالی کابل‬
‫‪495‬‬
‫ندارد‬
‫‪13‬‬
‫‪15‬‬
‫امور شهرسازی‬
‫‪27‬‬
‫ندارد‬
‫‪19‬‬
‫‪33‬‬
‫کار‪ ،‬اموراجتماعی‪ ،‬شهدا ومعلولین‬
‫‪1890‬‬
‫‪700‬‬
‫‪11‬‬
‫‪16‬‬
‫مشرانوجرگه‬
‫ندارد‬
‫‪12‬‬
‫‪8‬‬
‫‪34‬‬
‫اداره اموروداراالنشاء شورای وزیران‬
‫ندارد‬
‫ندارد‬
‫‪6‬‬
‫‪17‬‬
‫ترانسپورت وهوانوردی‬
‫ندارد‬
‫ندارد‬
‫‪9‬‬
‫‪35‬‬
‫کمیسیون عالی انرژی اتمی‬
‫ندارد‬
‫ندارد‬
‫‪2‬‬
‫‪18‬‬
‫کمیسیون مستقل اصالحات اداری و‬
‫خدمات ملکی‬
‫ندارد‬
‫ندارد‬
‫‪9‬‬
‫‪36‬‬
‫امور سرحدات‪ ،‬اقوام وقبائیل‬
‫‪463‬‬
‫‪40‬‬
‫‪4‬‬
Why should donor programs coordinate with the MoMP HR?
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:
What does the Stakeholder Engagement Guide Do?
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.
2.
3.
4.
5.
6.
7.
8.
9.
Effective co-ordination of trainings and coaching seminars, workshops , meetings or other
Outreach and access to a broader MoMP and stakeholder beneficiary base
Improved communications and stakeholder engagement
Identification and access to the right stakeholders
Information of MoMP operations and key contacts
Improvement of MoMP services
Reduce risk and unnecessary grievances or conflicts
Improves monitoring and evaluation
Provides a centralized resource space for all donor reports, assessments, videos, training
materials etc.
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.
We need your feedback so that we can properly implement
these protocols and procedures moving forward……
Please give feedback to:
Mr. Wali Faizi
Director of Human Resources
Email: [email protected]
Office Address:
Third Floor, Deputy Ministry for Finance and Adminisratin Building
Ministry of Mines and Petroleum

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