HR Managers Capacity Development

Posted: January 12, 2016 in Uncategorized


In today’s highly competitive and rapidly changing world, HR Capacity Development has become a vital need for Governments and Public Sector Organizations worldwide even more importantly in Africa where delivering cost-efficient responsive and effective quality services is more important than ever.
There is a need for accurate Policies and Strategies to find people with the right knowledge skills attitudes and abilities to perform duties as expected to their positions.
Strategies for service delivery and quality control should reflect the vision for the betterment of human resource management in Africa when continually striving to achieve more with less.
Public sector HR professionals today function in a dynamic and complex environment and must confront a variety of challenges especially in Africa.
The overarching goal of public service in Africa is to continuously ensure its efficient service delivery by having the right people in the right place at the right time with the right skills, while nurturing and retaining talented human capital.
Policies and Strategies
To develop the requisite human resources in the public sector for addressing the current and future challenges posed by the imperatives of development, countries must be clear on what human resources they need in terms of knowledge, skills, attitudes, networks and technological know-how. In other words, human resource development policies and strategies must be designed congruent with the vision of development in question.
in the public sector dealing with human resource performance issues.
Consultants and trainers in Management Development Institutes.
Development partners’ Staff with interest in supporting human resource capacity building for the public service in Africa.
1: Capacity Building :For the World Bank, Capacity Building is:
A coordinated process of deliberate interventions to:
(i) upgrade skills (ii) improve procedures (iii) strengthen organizations.
Capacity building refers to the investment in people, institutions and practices that will enable countries to achieve their development objective. Source
For the UNDP, Capacity Building is:
…the creation of an enabling environment with appropriate policy and legal frameworks, institutional development, including community participation (marginalized and vulnerable groups especially women and youth), human resources development and strengthening of managerial systems to enable people to perform effectively.
2: Capacity Development:
This is the process of unleashing, strengthening and maintaining capacity. This goes beyond the technical co-operation and training approaches that have been associated with “capacity building” in the past. The stock of human capital and the supply of general and technical skills are important. However, a country’s ability to use skilled personnel to good effect depends on the incentives generated by organizations and the overall environment.
3: Good Governance :This is another term for which the internationally agreed upon definition is still evolving. The meaning depends on the context in which it is used. The Government of Rwanda used this definition when they set out to reform and develop the governance capacity of the country in 2002.
“The Government of Rwanda takes good governance to refer to the exercise of political, economic, and administrative authority to manage the nation’s affairs and the complex mechanisms, processes, relationships, and institutions as well as leadership behavior through which citizens’ groups articulate their interests, exercise, their rights and obligations and mediate their differences. Governance is good when it is effective, efficient and when the participation, interests, and livelihood of the governed are the prime motives of the leaders’ actions at every level of society. Good governance is not a matter of government only but a situation of multiple crisscrossing relationships in which different and various actors in the public and private sectors at national and international levels play various roles, sometimes mutually reinforcing and complementary, sometimes conflicting, but always following the same principles and practices that are agreed as constituents of good governance.” Source: National Program for Strengthening Good Governance for Poverty Reduction in Rwanda – March 2002
UNESCAP identifies these main characteristics of Good Governance:
1. Participatory
2. Democratic and Consensus Oriented
3. Accountable
4. Transparent
5. Responsive
4 ) HR Managers Capacity Development
4: Human Resource Management (HRM)
This is an organizational function that deals primarily with the management of issues and concerns of people within the organization. This includes policies and systems development for providing benefits and compensation, hiring, performance management, training and skills development, communication, and other personnel services. HRM covers personnel administration, performance management, training, Human Resource data systems, HR strategy development, and leadership.

A government will achieve development objectives only when it has at its disposal capable people to plan, implement, monitor, evaluate its policies and strategies especially in the delivery of public services. The objective of Human Resource Capacity Development in the Public is to enable the human resources to be highly productive in achieving responsive services in an effective, legal, fair and consistent manner. HRM serves the following key functions:

1. Recruitment & Selection
2. Training and Development (People or Organization)
3. Performance Evaluation and 4. Management
5. Promotions/Transfer
6. Redundancy
7. Industrial and Employee Relations
8. Record keeping of all personal data
9. Total Rewards: Employee Benefits & Compensation
10. Confidential advice to internal ‘customers’ in relation to problems at work,
11. Career development,
12. Competency Mapping
13. Time motion study as related to HR Function
14. Performance Appraisals
5: HR Capacity Development (HRCD) Human Resource Capacity Development (HRCD):
Focuses on the theory and practice related to training, development and learning within organizations, both for individuals and in the context of business strategy and organizational competence formation. Source: Gourlay, 2000
6: Talent Management:
Talent Management refers to the recruitment, selection, identification, retention, management, and development of personnel considered to have the potential for high performance. Talent management is a model of personnel management. It focuses on the skills and abilities of the individual and on his or her potential for promotion to senior management roles. It also assesses to what extent an individual can contribute to the success of the organization
Succession Planning Succession Planning is the process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through the succession planning process, an organization recruits superior employees, develops their knowledge, skills, and abilities, and prepares them for advancement or promotion into ever more challenging roles
Leadership in Human Resource Management (HRM) When addressing the issue of Capacity Development UNDP defines Leadership as “the ability to influence, inspire, and motivate others to achieve or even go beyond their goals. It is also the ability to anticipate and respond to change. Leadership is not necessarily synonymous with a position of authority; it can also be held at many levels.” In addition, it was specified that leadership can either be on an individual, team or organizational level. A government unit, like those handling human resources can take the lead in initiating reforms in public administration to create a stronger government as well as invest in creating an empowered human resource community at country level.
Four Critical Elements of Leadership It was the view of the majority of participants of the conference that too much energy should not be spent on defining terms but instead directed towards developing a matrix of focus groups and strategies attached to each. The four critical elements of leadership were identified as: Vision, Mobilization, Action, and Learning.
A leader or a group of leaders must have a vision, be able to mobilize commitment and resources for pursuing the vision, and take the necessary action for realizing the vision. Leaders must also be able to continuously learn. It was acknowledged that the situation is more complex for leaders of the countries that face abject poverty and conflicts. Participants felt that in enhancing leadership skills particular attention should be paid to the people who are led, in order to emphasize the role of a leader as a coach and a mentor”. Source: (Extracted from the Report of the United Nations Expert Group Meeting on New Challenges for Senior Leadership Enhancement for Improved Public Management in a Globalizing World, (Turin Italy, 19 – 20 September 2002).
Leadership Analysis Framework :The Leadership Analysis Framework below emphasizes that to be an effective leader one has to have the necessary knowledge, skills and networks working within institutions, systems and the cultural environment in the organization which facilitate high performance. The character, values and attitudes of leaders must be congruent with the values and goals of the organization.
HR managers must operate within the values of good governance and transmit those values to others in the organization.
Apply What You’ve Learned
Take a moment to consider how this information applies directly to your situation.
As an HR manager, how are your country’s top leadership and development vision linked to Human Resource Capacity Development in the Public Sector?
What needs to be done by top leadership to align Human Resource Capacity Development with the development vision of the country?
How would human resource managers in the Public Service be involved in this alignment?

Copyright Adedayo 2015
Author : Adedayo Olabamiji
Twitter: @dayus4heaven
Linkedin: Adedayo Olabamiji

Posted from WordPress for Adedayo Olabamiji – @dayus4heaven


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