Post on 27-Mar-2015
transcript
April 29, 2008 OECD Fourth Regional Meeting of GDF Working Group, Amman
Regional Capacity Building Seminar on “Drafting
Legislation and Oversight Bodies for Regulatory Quality”
Eng. Ghada Labib
The Head of the Institutional Development Program
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Overview
Strategy of Ministry of State for Administrative Development (MSAD)
MSAD’s Capacity Building Policy Institutional Development Program (IDP)
IDP Approach IDP and Capacity Building
IDP’s Outlines for Human Resources’ Development
Capacity Building in the Legislation Domain
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Strategy of Ministry of State for Administrative Development (MSAD)
MSAD has been mandated to develop the Government body to be more flexible,
competent, efficient and effective
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MSAD’s Capacity Building Policy
Towards this goal MSAD has adopted a policy that has incorporated the capacity
building via: Fostering a new generation of
government leaders Adopting intensive human resource
development programs Improving incentive and salary schemes
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Institutional Development Program (IDP)
Since the Capacity Building of the Human Capital is a pivotal step towards the
administration development, MSAD has assigned the IDP this task
IDP is a program launched by MSAD to align the governmental institutions to the
National Strategies and directions to radically improve the institutional
performance and creating an effective and efficient governmental body
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IDP Approach
IDP undertook before initiating any step towards the capacity building to review first
the existence and effectiveness of: Long and short termed strategic plans
Simple organizational structures Well defined roles and responsibilities
Capacity building programs (top/middle management)
Legislation amendment
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Legalization Amendment (e.g. Civil Service Law)
IDP has proposed a law project to enforce its plan for upgrading its HR capital via drafting
the Civil service law that: Attracts qualified calibers to work in the
different governmental entities, by offering them competing wages “Teacher’s Cadre”
Defines a set of procedures to be followed in the process of hiring the right person for the
right job based on their qualifications and skills
IDP and Capacity Building
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IDP and Capacity Building (Continued)
Then IDP Develops current personnel department within the governmental entities
to HR department that includes new redefined:
Structure Functions
Responsibilities Training system
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IDP’s Outlines for Human Resources’ Development
Objective: Maximize return on investment from the organization’s human capital
Mission: Develop a competitive workforce in an environment of industrial harmony and social justice
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IDP’s Outlines for Human Resources’ Development (Continued)
Functions and Activities: Developing and providing the following human resources
services, advice, support, and assistance to employees: Recruitment
Compensation Promotions
Managing Relations Designing training materials
Training Employees Planning and implementing HR policies, programs, communications plans, and information management
systems Comprehensively analyzing, evaluating, and improving
HR activities and the effectiveness of HR programs, services, and initiatives.
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IDP’s Outlines for Human Resources’ Development (Continued)
Typical Time Devoted to HR activities:
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IDP’s Outlines for Human Resources’ Development (Continued)
HR Reform Policy: Strategic alignment of staff management systems
with strategic objectives of the organization may lead to improved government effectiveness.
Leadership commitment is necessary Must understand the underlying political system
to make sense of or improve public staff management: “To make a difference, an
understanding of politics is every bit as important as an understanding of HRM itself.”
Governments are well advised to start reform from current situation and adjust gradually to
best practice requirements rather than start from scratch and try to build a new system.
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IDP’s Outlines for Human Resources’ Development (Continued)
HR Reform Policy (Continued): Before tackling more complex issues, a solid
foundation should be in place (e.g. institutionalizing a unified merit-based career civil
service) In order to be binding, Reform should be:
Voluntary (not imposed by outside agents against government’s better judgment)
Explicit (clear and straightforward) Challenging (leads to significant improvements)
Public (leaders publicize their commitment to reform in mass media)
Irrevocable (no turning back if things get hard)
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IDP’s Outlines for Human Resources’ Development (Continued)
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Capacity Building in the Legislation Domain
The main Role of IDP in reforming legislations: new civil service law, ERRADA
Coordination with the State Council: Legislation sector
Legal advise department
Capacity Building: Faculties of Law – Egyptian Universities
Juridical Academy Project IDLO (International Intergovernmental
Organization)
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OECD – EGYPT Partnership
ghadalabib@ad.gov.eg
Thank you!