HRM systems diagnostic checklists
The following check-lists present some questions which may prove helpful for you to think about when planning your development programs for human resources (your people) in your organization.
Use them to provoke thought and to stimulate discussion. Consult with others in your organization. They will help you to identify the critical human resource issues facing your organization.
The aim is to begin to explore how a considered and planned approach to people management can improve business performance, to the benefit of all.
Use this checklist in conjunction with our team building diagnostic instrument. It will, via your team members responses identify critical issues they perceive as important. These issues may be at odds with your own perceptions and analysis and therefore any such discrepancy will need to be addressed.
Warning Indicators
Your organization is more than likely in trouble if any of the following holds true:
chronic industrial relations problems
no means of resolving employee grievances
increasing / erratic employee turnover
increasing number of customer complaints
no pride in the organization
inter-group conflicts
no career paths for ambitious talented employees
dissatisfaction with pay and conditions
unclear job roles
no clear performance measures
quality is unimportant
bad product service / delivery records
poor recruitment standards / practices
no management development programs
no induction training for new employees
critical skill shortages
inter-departmental conflict
you do not know if any of the above are applicable
you ignore any of the above
Culture, organization, people, systems (COPS), checklist
Culture
Do your staff identify with the organization and 'the success of the organization' as being of direct benefit to themselves?
Do your staff see themselves as having common interests with their work colleagues and group? Is there a strong team spirit?
Is work allocated on the basis of individual expertise rather than position in the organization?
Are there sufficient skills / power bases in the organization?
Are there appropriate leadership skills within the organization?
Are your staff encouraged to say what they think about the organization?
Does your organization encourage innovation and creativity amongst staff?
Do your staff feel a sense of personal responsibility for their work?
Is quality emphasized in all aspects of the organization?
Organization
Does the structure of your organization encourage effective performance?
Is the organization structure flexible in the face of changing demands?
Is the structure too complex? If so in what areas?
Do your staff have clear roles and responsibilities?
Does your organization structure tend to push problems up rather than resolve them at the point where they occur?
Do your procedures and management practices facilitate the accomplishment of tasks?
Do you constantly seek to challenge your organization structure?
People
Do your staff have the necessary skills and knowledge to perform their jobs in the most effective manner?
Do your staff understand their jobs and how they contribute to overall business performance i.e. have clear goals and objectives?
Do your staff have a customer service orientation?
Are people with potential spotted and developed for the future?
Are your staff encouraged to perform well through the giving of recognition, feedback, etc.?
Do your people know what their expected performance standards are?
Systems
Do your organization's systems (e.g. employee selection and recruitment, promotion, planning, management, information and control) encourage effective performance among your staff?
Are these systems consistent across the organization?
Are there clear rewards for effective performance within your work group?
Does the organization review its systems frequently and ensure they mutually support each other?
You may now wish to consider and write down:
What are the three critical people issues facing your business?
What plans /actions can you take to address these issues?
To help you further, click on this team building link and have your people tell you the issues confronting them in the workplace.
©2008 Accel-Team
Senin, 17 November 2008
Rabu, 12 November 2008
Steps in developing HRM strategy
Steps in developing HRM strategy
Step 1: Get the 'big picture'
Understand your business strategy.
Highlight the key driving forces of your business. What are they? e.g. technology, distribution, competition, the markets.
What are the implications of the driving forces for the people side of your business?
What is the fundamental people contribution to bottom line business performance?
Step 2: Develop a Mission Statement or Statement of Intent
That relates to the people side of the business.
Do not be put off by negative reactions to the words or references to idealistic statements - it is the actual process of thinking through the issues in a formal and explicit manner that is important.
What do your people contribute?
Step 3: Conduct a SWOT analysis of the organization
Focus on the internal strengths and weaknesses of the people side of the business.
Consider the current skill and capability issues.
Vigorously research the external business and market environment. High light the opportunities and threats relating to the people side of the business.
What impact will/ might they have on business performance?
Consider skill shortages?
The impact of new technology on staffing levels?
From this analysis you then need to review the capability of your personnel department. Complete a SWOT analysis of the department - consider in detail the department's current areas of operation, the service levels and competences of your personnel staff.
Step 4: Conduct a detailed human resources analysis
Concentrate on the organization's COPS (culture, organization, people, HR systems)
Consider: Where you are now? Where do you want to be?
What gaps exists between the reality of where you are now and where you want to be?
Exhaust your analysis of the four dimensions.
Step 5: Determine critical people issues
Go back to the business strategy and examine it against your SWOT and COPS Analysis
Identify the critical people issues namely those people issues that you must address. Those which have a key impact on the delivery of your business strategy.
Prioritize the critical people issues. What will happen if you fail to address them?
Remember you are trying to identify where you should be focusing your efforts and resources.
Step 6: Develop consequences and solutions
For each critical issue highlight the options for managerial action generate, elaborate and create - don't go for the obvious. This is an important step as frequently people jump for the known rather than challenge existing assumptions about the way things have been done in the past. Think about the consequences of taking various courses of action.
Consider the mix of HR systems needed to address the issues. Do you need to improve communications, training or pay?
What are the implications for the business and the personnel function?
Once you have worked through the process it should then be possible to translate the action plan into broad objectives. These will need to be broken down into the specialist HR Systems areas of:
- employee training and development
- management development
- organization development
- performance appraisal
- employee reward
- employee selection and recruitment
- manpower planning
- communication
-Develop your action plan around the critical issues. Set targets and dates for the accomplishment of the key objectives.
Step 7: Implementation and evaluation of the action plans
The ultimate purpose of developing a human resource strategy is to ensure that the objectives set are mutually supportive so that the reward and payment systems are integrated with employee training and career development plans.
There is very little value or benefit in training people only to then frustrate them through a failure to provide ample career and development opportunities.
©2008 Accel-Team
Step 1: Get the 'big picture'
Understand your business strategy.
Highlight the key driving forces of your business. What are they? e.g. technology, distribution, competition, the markets.
What are the implications of the driving forces for the people side of your business?
What is the fundamental people contribution to bottom line business performance?
Step 2: Develop a Mission Statement or Statement of Intent
That relates to the people side of the business.
Do not be put off by negative reactions to the words or references to idealistic statements - it is the actual process of thinking through the issues in a formal and explicit manner that is important.
What do your people contribute?
Step 3: Conduct a SWOT analysis of the organization
Focus on the internal strengths and weaknesses of the people side of the business.
Consider the current skill and capability issues.
Vigorously research the external business and market environment. High light the opportunities and threats relating to the people side of the business.
What impact will/ might they have on business performance?
Consider skill shortages?
The impact of new technology on staffing levels?
From this analysis you then need to review the capability of your personnel department. Complete a SWOT analysis of the department - consider in detail the department's current areas of operation, the service levels and competences of your personnel staff.
Step 4: Conduct a detailed human resources analysis
Concentrate on the organization's COPS (culture, organization, people, HR systems)
Consider: Where you are now? Where do you want to be?
What gaps exists between the reality of where you are now and where you want to be?
Exhaust your analysis of the four dimensions.
Step 5: Determine critical people issues
Go back to the business strategy and examine it against your SWOT and COPS Analysis
Identify the critical people issues namely those people issues that you must address. Those which have a key impact on the delivery of your business strategy.
Prioritize the critical people issues. What will happen if you fail to address them?
Remember you are trying to identify where you should be focusing your efforts and resources.
Step 6: Develop consequences and solutions
For each critical issue highlight the options for managerial action generate, elaborate and create - don't go for the obvious. This is an important step as frequently people jump for the known rather than challenge existing assumptions about the way things have been done in the past. Think about the consequences of taking various courses of action.
Consider the mix of HR systems needed to address the issues. Do you need to improve communications, training or pay?
What are the implications for the business and the personnel function?
Once you have worked through the process it should then be possible to translate the action plan into broad objectives. These will need to be broken down into the specialist HR Systems areas of:
- employee training and development
- management development
- organization development
- performance appraisal
- employee reward
- employee selection and recruitment
- manpower planning
- communication
-Develop your action plan around the critical issues. Set targets and dates for the accomplishment of the key objectives.
Step 7: Implementation and evaluation of the action plans
The ultimate purpose of developing a human resource strategy is to ensure that the objectives set are mutually supportive so that the reward and payment systems are integrated with employee training and career development plans.
There is very little value or benefit in training people only to then frustrate them through a failure to provide ample career and development opportunities.
©2008 Accel-Team
Rabu, 05 November 2008
Asia Regional Office Human Resource & Administrative Officer.
Vacancy Notice
Position: Asia Regional Office Human Resource & Administrative Officer.
Duty Location: New Delhi, India
Deadline for Application: November 15, 2008
Date of Issue: November 1, 2008
Organization Profile:
Room to Read partners with local communities throughout the developing world to provide quality educational opportunities by establishing libraries, creating local language children’s literature, constructing schools, providing education to girls, and establishing computer labs. We seek to intervene early in the lives of children in the belief that education empowers people to improve socioeconomic conditions for their families, communities, countries, and future generations. Through the opportunities that only education can provide, we strive to break the cycle of poverty, one child at a time.
We are non-governmental, non-religious and work with many local NGOs and community based organizations to implement our programs. We currently work in Cambodia, India, Laos, Nepal, South Africa, Sri Lanka, Vietnam, and Zambia – countries with a desperate lack of resources to educate their children. In 2007, we began our expansion into Bangladesh.
Since our inception, Room to Read’s worldwide team has impacted over 1.3 million children by constructing over 400 schools, establishing over 5,000 libraries, publishing over 220 new children’s book titles in 11 local languages, and putting over 4,000 girls onto long-term, holistic scholarships. We are one of ten non-profits to have won the Fast Company / Monitor Group Social Capitalist award five years in a row and have been featured in a variety of media including The Wall Street Journal, The New York Times, CNN, The Oprah Winfrey Show, and PBS.
Room to Read has an annual budget of approximately US$22 million, and our global staff numbers over 175; both of these figures will continue to grow rapidly in 2008. Our global headquarters is located in San Francisco, our Asia Regional Office is located in New Delhi, and we have program offices in Colombo, Ho Chi Minh City, Kathmandu, Lusaka, New Delhi, Pretoria, Phnom Penh, and Vientiane. Our long-term goal is to help 10 million children to gain the lifelong gift of education.
Position Overview:
Human Resource and Administrative Officer is required to manage a human resources department, overseeing administration of hiring, retention, termination, personnel records, legal compliance, compensation, benefits, and long-term staffing strategies and overall administrative management of the organization including day to day administrative and logistic support management, procurement management etc. Responsibilities include development and administration of personnel rules and regulations, pay and job classification structure, and programs for employee training, safety, health, and morale. This position will report to the Human Resource and Administrative Director and will supervise all administrative and office associates reporting directly to him/her.
Primary Duties & Responsibilities:
A. Development of HR Strategies, Policies, Systems and Plans
• Operate, coordinate and monitor operational systems for managing necessary human resource functions to implement the approved policies.
• Review and develop a personnel policy and revise as necessary based on the standard RO HR policies,
• Identify legal requirement and government reporting regulation affecting human resource functions. Prepare information requested or required for compliance. Approve all information submitted. Act as a primary contact with the concerned department of Nepal Government with respect to the human resource issues.
• Update the position description in the organization according to the need in consultation with the respective line managers, HRAD and GO.
B. Planning and staffing for human resource needs
• Develop and maintain human resource information system and utilize and feed information for major human resource decisions in the organization,
• Establish standard recruiting and placement practices and procedures as suggested and directed by GO,
• Ensure an appropriate level of human resourcing to meet the existing and anticipated business needs of Regional Office.
• Provide necessary education and materials to line managers and employees- workshops, manuals, employee hand books and standardized reports.
C. Management and development of staff performance
• Review, develop and implement effective employee performance management system and train the line managers / supervisors and provide advice and support for performance management issues and assist them in implementing performance appraisal,
• Implement a training and development process to ensure that appropriate development needs are met on a timely and cost effective basis.
• Organize and coordinate both in house and off-site staff training and development programs to meet the identified development needs.
• Direct a process of organizational development that primarily addresses succession planning throughout the organization,
• Coordinate activities throughout the organization across the department lines.
D. Develop, Effective Employee Relations Program
• Review wage and salary structure, pay policies, employee benefit programs, and safety and health program.
• Develop compensation and benefit policy and practices to ensure that staffs are rewarded in line with both general market practice and individual performance level.
• Determine and recommend employee relations practices necessary to establish positive employee-employee relationships and employee-employer relationship
• To ensure that the organizations and the employee’s interests are protected and the policies/ practices of the organization are legally compliant.
• Recommend for disciplinary actions and termination as per the personal policy guidelines
• Reviews employee appeals through compliant procedure.
E. Day to day management of Office Administration
• Manage Room to Read’s legal compliance in India, navigating procedures for expansion and complying with all governmental standards, requirements, and regulations
• Oversee all administrative and operational matters in compliance with Regional and Global Office policies
• Maintain employee records, including contracts, agreements, policies, etc.
• Ensure full functionality of Room to Read office functions at all times (e.g. electricity, utilities, internet, plumbing, pest control, insurance, office set-up)
• Organize all program related travel and/or transportation needs
• Manage retirement fund (provident fund), insurance and benefits for employees
• Manage program and office related procurement as per the approved procurement policies,
• Ensure appropriate level of compliance by all staff and corner for adopting and following administrative policies and procedures. In order to do so, educate and provide ample information and time to time update and follow up with each staff members and to make them to fully understand the operational policies and processes. And also guide them through these policies and procedures as and when required. Also carry out all the necessary stuff and requirement as spelled out in these policies.
• Ensure appropriate level of working and sound environment at all its office and always make attempts to prevent the staff burn out,
• Guide and coach the administrative staff (associates) in maintaining office equipments and management of the vehicle movement and also all the administrative issues and supports.
• Assist and provide all the necessary guidelines to the program staff in recruiting consultants and their contract procedures,
• Communicate with HRAD and GO office directly related to the administrative and operation policies and requirement and report them as and when needed,
• Participate in any other activities which may be required to be undertaken to fulfill the objectives of the organization
Meetings/Networking
• Participate and conduct meetings with relevant Human Resource Management organizations
• Represent Room to Read at relevant meetings and occasionally assist in hosting key donor visits
• Provide regular updates on HR activities and plans at regular meetings with management staff
Qualifications:
Required:
• Bachelor’s degree with minimum of five years of professional experience in HR or administrative position or Master’s degree (MBA) with minimum of three years of professional experience in HR or administrative position
• Experience in successful implementation of a wide range of responsibilities in a prior administrative or human resources position
• Strong verbal and written communication skills in English
Preferred:
• 5 years related experience in Human Resources and accounting experience in a managerial position, preferably in an INGO
• Experience developing and overseeing the Human Resources department in INGO/organization
• Strong planning, supervisory, and management skills
Other Experience
• Prior success working closely and building relationships with diverse groups of people
• Effectiveness in working or volunteering in a non-profit organization that is focused on maintaining high quality work and low overhead
• Prior experience in a fast-paced, growth-oriented global or regional organization
• Proven track record of achieving results
• Ability to juggle multiple priorities simultaneously and take initiative
To be successful as a member of the Room to Read team, you will also:
• Have a passion for our mission and a strong desire to impact an up-and-coming non-profit organization
• Be an innovative and creative thinker; you’re not afraid to try something new and inspire others to do so
• Have a very high level of personal and professional integrity and trustworthiness
• Have a strong work ethic and require minimal direction
• Work well independently as well as part of a team
• Thrive in a fast-paced and fun environment
A. Compensation:
The salary range for this position will be determined based upon the experience of the candidate hired. Benefits including health and a retirement plan are also provided. Additional benefits include a unique opportunity to be part of an innovative, meaningful, and rapidly growing organization that is changing the world through the lifelong gift of education.
Application Procedure:
Please submit your resume and cover letter by email (no calls, faxes, or drop-ins, please) to asiahiring@roomtoread.org with “Asia Regional Office Human Resource & Administrative Officer” in the subject line.
Due to the high volume of applicant response, not all applicants may receive a response from Room to Read.
Room to Read is an equal opportunity employer committed to identifying and developing skills and leadership of people from diverse backgrounds. Applicants from the countries in which Room to Read operates are encouraged to apply.
Last date for applications: November 15, 2008
Position: Asia Regional Office Human Resource & Administrative Officer.
Duty Location: New Delhi, India
Deadline for Application: November 15, 2008
Date of Issue: November 1, 2008
Organization Profile:
Room to Read partners with local communities throughout the developing world to provide quality educational opportunities by establishing libraries, creating local language children’s literature, constructing schools, providing education to girls, and establishing computer labs. We seek to intervene early in the lives of children in the belief that education empowers people to improve socioeconomic conditions for their families, communities, countries, and future generations. Through the opportunities that only education can provide, we strive to break the cycle of poverty, one child at a time.
We are non-governmental, non-religious and work with many local NGOs and community based organizations to implement our programs. We currently work in Cambodia, India, Laos, Nepal, South Africa, Sri Lanka, Vietnam, and Zambia – countries with a desperate lack of resources to educate their children. In 2007, we began our expansion into Bangladesh.
Since our inception, Room to Read’s worldwide team has impacted over 1.3 million children by constructing over 400 schools, establishing over 5,000 libraries, publishing over 220 new children’s book titles in 11 local languages, and putting over 4,000 girls onto long-term, holistic scholarships. We are one of ten non-profits to have won the Fast Company / Monitor Group Social Capitalist award five years in a row and have been featured in a variety of media including The Wall Street Journal, The New York Times, CNN, The Oprah Winfrey Show, and PBS.
Room to Read has an annual budget of approximately US$22 million, and our global staff numbers over 175; both of these figures will continue to grow rapidly in 2008. Our global headquarters is located in San Francisco, our Asia Regional Office is located in New Delhi, and we have program offices in Colombo, Ho Chi Minh City, Kathmandu, Lusaka, New Delhi, Pretoria, Phnom Penh, and Vientiane. Our long-term goal is to help 10 million children to gain the lifelong gift of education.
Position Overview:
Human Resource and Administrative Officer is required to manage a human resources department, overseeing administration of hiring, retention, termination, personnel records, legal compliance, compensation, benefits, and long-term staffing strategies and overall administrative management of the organization including day to day administrative and logistic support management, procurement management etc. Responsibilities include development and administration of personnel rules and regulations, pay and job classification structure, and programs for employee training, safety, health, and morale. This position will report to the Human Resource and Administrative Director and will supervise all administrative and office associates reporting directly to him/her.
Primary Duties & Responsibilities:
A. Development of HR Strategies, Policies, Systems and Plans
• Operate, coordinate and monitor operational systems for managing necessary human resource functions to implement the approved policies.
• Review and develop a personnel policy and revise as necessary based on the standard RO HR policies,
• Identify legal requirement and government reporting regulation affecting human resource functions. Prepare information requested or required for compliance. Approve all information submitted. Act as a primary contact with the concerned department of Nepal Government with respect to the human resource issues.
• Update the position description in the organization according to the need in consultation with the respective line managers, HRAD and GO.
B. Planning and staffing for human resource needs
• Develop and maintain human resource information system and utilize and feed information for major human resource decisions in the organization,
• Establish standard recruiting and placement practices and procedures as suggested and directed by GO,
• Ensure an appropriate level of human resourcing to meet the existing and anticipated business needs of Regional Office.
• Provide necessary education and materials to line managers and employees- workshops, manuals, employee hand books and standardized reports.
C. Management and development of staff performance
• Review, develop and implement effective employee performance management system and train the line managers / supervisors and provide advice and support for performance management issues and assist them in implementing performance appraisal,
• Implement a training and development process to ensure that appropriate development needs are met on a timely and cost effective basis.
• Organize and coordinate both in house and off-site staff training and development programs to meet the identified development needs.
• Direct a process of organizational development that primarily addresses succession planning throughout the organization,
• Coordinate activities throughout the organization across the department lines.
D. Develop, Effective Employee Relations Program
• Review wage and salary structure, pay policies, employee benefit programs, and safety and health program.
• Develop compensation and benefit policy and practices to ensure that staffs are rewarded in line with both general market practice and individual performance level.
• Determine and recommend employee relations practices necessary to establish positive employee-employee relationships and employee-employer relationship
• To ensure that the organizations and the employee’s interests are protected and the policies/ practices of the organization are legally compliant.
• Recommend for disciplinary actions and termination as per the personal policy guidelines
• Reviews employee appeals through compliant procedure.
E. Day to day management of Office Administration
• Manage Room to Read’s legal compliance in India, navigating procedures for expansion and complying with all governmental standards, requirements, and regulations
• Oversee all administrative and operational matters in compliance with Regional and Global Office policies
• Maintain employee records, including contracts, agreements, policies, etc.
• Ensure full functionality of Room to Read office functions at all times (e.g. electricity, utilities, internet, plumbing, pest control, insurance, office set-up)
• Organize all program related travel and/or transportation needs
• Manage retirement fund (provident fund), insurance and benefits for employees
• Manage program and office related procurement as per the approved procurement policies,
• Ensure appropriate level of compliance by all staff and corner for adopting and following administrative policies and procedures. In order to do so, educate and provide ample information and time to time update and follow up with each staff members and to make them to fully understand the operational policies and processes. And also guide them through these policies and procedures as and when required. Also carry out all the necessary stuff and requirement as spelled out in these policies.
• Ensure appropriate level of working and sound environment at all its office and always make attempts to prevent the staff burn out,
• Guide and coach the administrative staff (associates) in maintaining office equipments and management of the vehicle movement and also all the administrative issues and supports.
• Assist and provide all the necessary guidelines to the program staff in recruiting consultants and their contract procedures,
• Communicate with HRAD and GO office directly related to the administrative and operation policies and requirement and report them as and when needed,
• Participate in any other activities which may be required to be undertaken to fulfill the objectives of the organization
Meetings/Networking
• Participate and conduct meetings with relevant Human Resource Management organizations
• Represent Room to Read at relevant meetings and occasionally assist in hosting key donor visits
• Provide regular updates on HR activities and plans at regular meetings with management staff
Qualifications:
Required:
• Bachelor’s degree with minimum of five years of professional experience in HR or administrative position or Master’s degree (MBA) with minimum of three years of professional experience in HR or administrative position
• Experience in successful implementation of a wide range of responsibilities in a prior administrative or human resources position
• Strong verbal and written communication skills in English
Preferred:
• 5 years related experience in Human Resources and accounting experience in a managerial position, preferably in an INGO
• Experience developing and overseeing the Human Resources department in INGO/organization
• Strong planning, supervisory, and management skills
Other Experience
• Prior success working closely and building relationships with diverse groups of people
• Effectiveness in working or volunteering in a non-profit organization that is focused on maintaining high quality work and low overhead
• Prior experience in a fast-paced, growth-oriented global or regional organization
• Proven track record of achieving results
• Ability to juggle multiple priorities simultaneously and take initiative
To be successful as a member of the Room to Read team, you will also:
• Have a passion for our mission and a strong desire to impact an up-and-coming non-profit organization
• Be an innovative and creative thinker; you’re not afraid to try something new and inspire others to do so
• Have a very high level of personal and professional integrity and trustworthiness
• Have a strong work ethic and require minimal direction
• Work well independently as well as part of a team
• Thrive in a fast-paced and fun environment
A. Compensation:
The salary range for this position will be determined based upon the experience of the candidate hired. Benefits including health and a retirement plan are also provided. Additional benefits include a unique opportunity to be part of an innovative, meaningful, and rapidly growing organization that is changing the world through the lifelong gift of education.
Application Procedure:
Please submit your resume and cover letter by email (no calls, faxes, or drop-ins, please) to asiahiring@roomtoread.org with “Asia Regional Office Human Resource & Administrative Officer” in the subject line.
Due to the high volume of applicant response, not all applicants may receive a response from Room to Read.
Room to Read is an equal opportunity employer committed to identifying and developing skills and leadership of people from diverse backgrounds. Applicants from the countries in which Room to Read operates are encouraged to apply.
Last date for applications: November 15, 2008
Senior Human Resource Specialist, Iraq
Senior Human Resource Specialist, Iraq
Company Profile: Management Systems International (MSI) is a global international development firm based in Washington, D.C. providing specialized short- and long-term technical assistance. Today, it has over 100 projects under management worldwide and its technical expertise has been expanded to include implementation of a range of analytical and field projects in democracy and governance, economic growth, organizational capacity building, education, and natural resource management. At the beginning of 2008, MSI joined Coffey International, Ltd., a global multi-disciplinary professional services organization with offices in 20 countries around the world. MSI became a part of Coffey International Development (Coffey ID), one of seven divisions which comprise the Coffey Group. Together, we aspire to create extraordinary outcomes for our clients, our staff and the communities in which we work. For more information on MSI, please visit our website at www.msiworldwide.com.
Project/Proposal Summary:
The USAID Tatweer project (development in Arabic) provides comprehensive assistance to Iraqi ministries and offices delivering services to the Iraqi people. Tatweer helps the government of Iraq rebuild its civil service as part of a general U.S. commitment to a strong, independent Iraqi government providing its people with food, medicine, power and a better future.
Position Summary:
Management Systems International, an international development consulting firm based in Washington, DC, seeks a Senior HR Specialists for the Civil Service Reform Program for a long term national capacity building project in Iraq. The HR Specialists is part of the USAID-Tatweer Civil Service Reform Program. This position will support the Civil Service Program. HR Specialists position, will principally work on civil service reform, and HR activities. This will be a long term contract (1 year).
Responsibilities:
· Establish and restructure HR departments and ensure recruitment of qualified staff to these departments
and strengthen HR management within Iraqi ministries and government agencies
· Ensure application of HR polices and procedures to ministries and government agencies supported by HR training
· Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training government’s employees
· Provide support for Human Resource function in establishing recruitment, selection and appointment systems and procedures that are in line with new legislation of the country, policies and best practice.
· Train and supervise administrative staff in the provinces and provide training and support to the local administrations in governorates on HR and administrative procedures.
Qualifications:
· Advanced degree in public administration, HR management, or related discipline.
· 7 to 10 years of HR experience in developing countries with international organizations, NGOs and other local development agencies and Government agencies.
· Experience implementing and managing HR systems for recruitment, retention and motivation, job
description and job classification, pay and grading system.
· Excellent analytical, planning, management and communication skills.
· Experience in providing assistance on institutional and capacity building regarding HR management,
· Experience in carrying out training need analysis in public institution
· Professional experience in drafting training manuals and developing courses and training materials
· Strong and a positive team-oriented style.
· Strong facilitation, relationship-building, negotiating and influencing skills.
· Experience in working with a complex public sector bureaucracy.
· Able to work under pressure and tight deadlines.
· Excellent verbal and written English.
· Willing to work in Iraq
· Proficient computer skills
· Fluency in Arabic strongly preferred
· Previous experience in the Middle East strongly preferred
Only candidates who have been selected for an interview will be contacted. No phone calls, please.
To apply, please visit our website: www.msiworldwide.com
Company Profile: Management Systems International (MSI) is a global international development firm based in Washington, D.C. providing specialized short- and long-term technical assistance. Today, it has over 100 projects under management worldwide and its technical expertise has been expanded to include implementation of a range of analytical and field projects in democracy and governance, economic growth, organizational capacity building, education, and natural resource management. At the beginning of 2008, MSI joined Coffey International, Ltd., a global multi-disciplinary professional services organization with offices in 20 countries around the world. MSI became a part of Coffey International Development (Coffey ID), one of seven divisions which comprise the Coffey Group. Together, we aspire to create extraordinary outcomes for our clients, our staff and the communities in which we work. For more information on MSI, please visit our website at www.msiworldwide.com.
Project/Proposal Summary:
The USAID Tatweer project (development in Arabic) provides comprehensive assistance to Iraqi ministries and offices delivering services to the Iraqi people. Tatweer helps the government of Iraq rebuild its civil service as part of a general U.S. commitment to a strong, independent Iraqi government providing its people with food, medicine, power and a better future.
Position Summary:
Management Systems International, an international development consulting firm based in Washington, DC, seeks a Senior HR Specialists for the Civil Service Reform Program for a long term national capacity building project in Iraq. The HR Specialists is part of the USAID-Tatweer Civil Service Reform Program. This position will support the Civil Service Program. HR Specialists position, will principally work on civil service reform, and HR activities. This will be a long term contract (1 year).
Responsibilities:
· Establish and restructure HR departments and ensure recruitment of qualified staff to these departments
and strengthen HR management within Iraqi ministries and government agencies
· Ensure application of HR polices and procedures to ministries and government agencies supported by HR training
· Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training government’s employees
· Provide support for Human Resource function in establishing recruitment, selection and appointment systems and procedures that are in line with new legislation of the country, policies and best practice.
· Train and supervise administrative staff in the provinces and provide training and support to the local administrations in governorates on HR and administrative procedures.
Qualifications:
· Advanced degree in public administration, HR management, or related discipline.
· 7 to 10 years of HR experience in developing countries with international organizations, NGOs and other local development agencies and Government agencies.
· Experience implementing and managing HR systems for recruitment, retention and motivation, job
description and job classification, pay and grading system.
· Excellent analytical, planning, management and communication skills.
· Experience in providing assistance on institutional and capacity building regarding HR management,
· Experience in carrying out training need analysis in public institution
· Professional experience in drafting training manuals and developing courses and training materials
· Strong and a positive team-oriented style.
· Strong facilitation, relationship-building, negotiating and influencing skills.
· Experience in working with a complex public sector bureaucracy.
· Able to work under pressure and tight deadlines.
· Excellent verbal and written English.
· Willing to work in Iraq
· Proficient computer skills
· Fluency in Arabic strongly preferred
· Previous experience in the Middle East strongly preferred
Only candidates who have been selected for an interview will be contacted. No phone calls, please.
To apply, please visit our website: www.msiworldwide.com
Selasa, 04 November 2008
Organization Development
Organization Development
- Organization Culture Assessment & Development
- Organization System Assessment & Development
- Value Based HRMS Assessment & Development
- DJM™ (Distinct Job Manual)
- C&B Review
- Pension Program Review
- Strategic HR Plan
Organization, with its function as a media for human resources to synergistically achieve their common goals, needs to be developed through the creation of opportunity and space for the improvement of its capacities. An integrated and comprehensive approach constitutes a fundamental method for PMK Consulting in assisting clients’ organization to create added values as well as optimize their capacities in executing their vision and mission. Such approach is carried out in two domains: the development of HR management and organizational culture. With its professional services, PMK takes its consistent efforts to help clients’ organization to implement their strategies by developing HR management sub-systems, including performance management, the application of competency-based model and system, reward system, career system and succession, and even a transformational program which concentrates in redesigning and reorganizing organization culture.
In line with the above, in order to enable clients’ organization in setting-up the priority list of their organizational development, PMK conducts a thorough, longitudinal study focusing on the management system and organization culture. PMK will, subsequently, also integrate those two pillars of development with current issues surrounding the area of organization management and operation. PMK is ready to deliver its full competencies—which is its main strength—for the best interest of clients’ organization by overviewing clients’ HR management sub-systems as well as conducting research on organizational culture, employees’ satisfaction and other HR-related services. Such comprehensive programs are run on the basic principle of balanced interaction between human factor and the existent system and culture factor.
To include the aspect of human and organization into its organizational development services, PMK Consulting has a long success history of combining Knowledge and Talent Management. It is with such broad experience, PMK can ensure its clients that an optimal organizational and behavioural development program should be implemented on the balanced proportion between intellectual and behaviour.
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