Officials of the Office of Human Resource Management have begun a two days retreat brainstorming ways and mapping out strategies to ensure the growth of the Human Resource Management Office (HRMO) and the civil service in general at Hill Valley Hotel Signal Hill in Freetown.
The purpose of the two days retreat is stock-taking and planning exercise in order to view the activities of environmental managers of the civil service to see their present status in the reformation plans and map out challenges, achievements made over the two years period and to look at the way forward to ensure an improved service delivery.
The challenges of HRMO both internal and external are many and require enormous strides collectively to achieve its desired aspirations.
It was sad to note that internally the office lacks capacity building which involves the absence of total number of staff compliment to enable the institution to carry out its mandate because of the low recruitment process taking place at the moment. This also does not exclude the lack of knowledge on information sharing to ensure that useful information in the HRMO reaches every stratum of society and the need to facilitate the systems and processes of the institution among others.
Moreover there is an underpinning challenge for resources to reach out to the barrage of mandates surrounding the function of the office. Lack of adequate resources in this area has stifled efforts to motivate staff, manage recruitment and develop the civil service. This is triggered, according to suggestions by the massive infrastructural projects the government has bent on, making it somehow difficult for the provision of the necessary resources to enable the institution to carry out its mandates.
The spill over of this resource-constraints situation has resulted to low morale in the civil service considering the fact that the incentives and salaries are not commensurate to the activities of the office.
During the deliberation it was interesting yet appalling to note that a big organization such as the HRMO that is supposed to manage the entire Civil Service has only one vehicle and no adequate tool to effectively manage the movement of the institution to other bodies that cover its operations, especially when the institution intends to set up a robust monitoring and evaluation units and other nation building programmes.
Elaborating on the essence of the civil service in nation building and its apparent need for support the Director-General of HRMO Ernest Surrur stated that “the civil service which is the core of the public service should be able to perform its role as the key implementer of government’s policies and strategies because no government will expect development; no matter the resources you have, without a good and productive civil service”.
The DG revealed that with all these challenges the office has been coping as a result of commitment bearing in mind the essence of the human resource in the country. On this basis, he said, “government needs to give the necessary support the institution deserves. We already have the key political support from His Excellency President Koroma because since he took over he has been working relentlessly by making public pronouncements about how keen he is in ensuring that the civil service produces, and he is geared towards assisting us in achieving our goals by continually monitoring our work force, giving us the information and advising us on what to do, and even trying to improve our incentives; an instance of the current pay reform. He is the only President since my tenure in the civil service for the last 30 years that has shown this kind of commitment in improving the civil service”
He said that after the conclusion of the two days programme, a lot of strategies would have been mapped out in areas of how to attract donor s
By Poindexter Sama