The HRM Strategy is constituted by seven sub-strategies, the aims of which are described as follows:
• Staffing (Retention, Recruitment, and Succession/Separation): To provide the Agency with a sustainable, competent, motivated and adaptable workforce, thereby ensuring that knowledge is retained and enhanced in the Agency.
• Training and Development: To ensure that staff has the knowledge, skills and attitudes to perform their current duties and responsibilities successfully, and are prepared for future challenges and opportunities.
• Performance Management: To establish and maintain a performance management system for staff that is clear and objective, is free of bias and abuse, encourages dialogue and feedback and is consistent with the strategic objectives for the Agency, thereby ensuring that all staff perform effectively.
• Compensation Management (Classification System, Pay and Benefits): To develop a competitive, motivating and cost-effective compensation system that: (i) enhances the Agency’s ability to attract and retain high-caliber staff; (ii) recognizes team and individual contributions; and (iii) ensures that all posts are classified at appropriate levels in accordance with transparent, objective and equitable principles.
• HRM Service Delivery in the Field Offices and HQ: To provide HRM services that are clear, flexible, reliable, confidential and empowering, through the development of HRM capacity and user-friendly and efficient HRM policies, processes and systems.
• Gender Equality: To develop and implement measures to enhance the gender balance, particularly among senior staff; to develop policies to promote and empower women; to promote gender awareness among staff at all levels—through training; to ensure managers are accountable for achieving gender equality.
• Line Management: To ensure that all managers are competent and accountable for their HRM roles in partnership with the relevant HRM service providers (leadership and empowerment should exist at all levels).
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