Islamic Republic of Afghanistan

Ministry of Finance

Deputy Minister for Admin

Human Resource Directorate

HRMD Annual Achievements Report ١٣٩٠

Prepared by: Human Resource Directorate Date: ٢٧th Hamal ١٣٩١

١٨th April ٢٠١٢

Table of Contents

............................................................................................Mission:

....................................................................................................................HRMD Core Values:

١.........................................................................................................H.E Ministers Message:

٢............................................................................................................Executive Summary:

٣.........................................................................................HRMD Key Achievements ١٣٩٠:

١..............................................................................................٤.Organization Development:

٢.........................................................................................................................٥.Recruitment:

٣.............................................................٨.Performance Appraisal & Record Keeping:

٤.................................................................................................١٠. Training & Development

٥........................................................................................................١٨.Employee Relations:

١٩................................................................................................................................Problems:

١٩............................................................................................................Recommendations:

HRMD Mission:

To exhibit and express a high level of commitment to providing high quality and professional human resource support services to Ministry staff in the areas of recruitment, selection, motivation, equal opportunity and training in order to attract and retain the “best and brightest” employees in support of the Government and the citizens of the Islamic Republic of Afghanistan.

HRMD Core Values:

Promote Honesty, Integrity, and Trust: We honor our commitments and conduct business in a manner that promotes fairness, respect, honesty, and trust.

Celebrate Teamwork: We encourage the diversity of thoughts, experiences, and backgrounds and celebrate participation and partnership in all of our endeavors.

Encourage Communication: We solicit the input of others and strive for transparency and inclusiveness.

Focus on Our Customers: We have a passion for service and are committed to knowing our Department’s business, anticipating their needs, and exceeding expectations.

Embrace Change and Innovation: We are open to possibility and foster creativity and risk-taking to support continuous Improvement.

Support Employee Development: We are committed to maximizing the potential of every individual and to support and promote the Ministry of Finance as a good employer.

Model Leadership: We lead by example and advocate equitable treatment in our behaviors, policies, and practices.

Produce Quality Results: We believe those we serve deserve excellent service, a safe, productive, and healthy work environment and quality results.

As the Minister of Finance, I would like to say that Human Resources Directorate plays a vital role in organization development. The mentioned directorate helps Ministry of Finance in the areas of Recruitment, Training and Development, Performance Appraisal and is meeting its strategic objectives through creating professional and capable workforce in organization; in order deliver better services to the needs of our clients.

Human Resource Directorate believes that employees are important assets of the organization and always ensures fair treatment of employees. This report indicates the key achievements of Human Resources Directorate during the year ١٣٩٠. During lastyear HRMD could successfully implement the Pay & Grading system more than ٩٠٪in MoF and had other important initiatives such as; development of Induction Manual, development of HR Policies, orientation of performance management system, UNITAR workshop and Internship program.

We would like to invite you to study the HRMD last year activities and accomplishments, I would like to appreciate all individuals, in particular the HR Director, HRMD and RIMU team colleagues for their great commitment for delivering such valuable services. I hope this report would be beneficial and interesting to you.

Dr. Hazrat Omar Zakhilwal

Minister of Finance

١

Executive Summary:

During the year ١٣٩٠, Human Resources Management Department had noteworthy performances in all areas of its work. Annual action plans for each section of HRMD was developed in line with HRMD five year strategic plan with assistance of RIMU and monitoring and reporting was also established for it and put into practice. Induction Manual Pashto has been developed for new recruited employees and the Dari and English versions of the same were developed previous year. Induction Manual plays a crucial role in familiarizing new recruits as well as already appointed employees with MoF and its all departments. Human Resources Policies Handbook was prepared creating a parameter within which different HRM activities should take place.

Regarding Organization Development, MoF taskheel was reviewed and updated in line with MoF strategic plan. Tashkeel proposal was prepared which went approved by the Independent Administrative Reform and Civil Service Commission (IARCSC) and through the decree number (٢٦٨٥) as of ٠٧/٠٤/١٣٩٠ it also went approved by Presidential office of Islamic Republic of Afghanistan. Out of Tashkeel of ٧٧١٢positions, ٢٧٩٩ positions have been allocated to Headquarter, ٣٢٨٦ positions to Mustofiats and ١٦٢٧ positions to Provincial Customs, showing the share of ٣٤٪ , ٤٣٪and ٢٣٪ in the total taskheel respectively. (٧٦٧٤) positions of tashkeel are now under the pay and grading system, which reaches to ٩٠٪ of MoF total Tashkeel.

Concerning record keeping and performance appraisal, Human Recourses Management Information System (HRMIS) is updated regularly. Leave management database was developed and linked to HRMIS which creates an effective system to track the leave record of the employees. Performance appraisal of ٦٥٦٥ MoF employees was carried out in ١٣٩٠ in line with IARCSC policies.

In the field of training and development, ٤٣ training programs were held during the year ١٣٩٠, which included UNITAR Fellowship Program, Strategic Human Resource Management, General HR Management, Public Finance Management, Financial Monitoring, Computer Programs, English Programs, Human Resource Information Management System, Customs Law and orientation programs for new recruits. In total ١١٠٨ MoF employees could benefit from different training programs.

Related to employee relations, Conflicts Resolution Committee has been established and operationalized. Different employees’ issues have been effectively addressed. ٣٤complaints

related to open competition appointments have been solved. In addition, in order to motivate and retain the best and qualified staff in MoF, a proposal for the super scale salaries of ٣١ employees was developed and submitted to IARCSC for review and approval.

HRMD Key Achievements ١٣٩٠:

The HR Directorate & RIMU jointly had some many tangible achievements in ١٣٩٠ and following are some of important achievements that have gained during the year.

HR achievements Mega Event & Modernization and Standardization of HR

Services at MoF

Development of Employees Salary Incentives policy

Development of Internship Policy

Development of Employees Salary Incentives Management Policy

Development of Induction Manual Pashto

Development of HRMD Brochures in Pashto, Dari and English languages

Development of HRMD Newsletters

Establishment of a mechanism for trainings in Headquarter and provinces

Signing of an Agreement with USAID on attracting a number ١٠٠ female

internees in Ministry of Finance

Implementation of ٩٠٪ pay and grading system in MoF and merit based

recruitment

Capacity development for ١١٠٨ MoF employees

UNITAR public finance management program for Mustofies

Strategic Human Resource Management program in Singapore

Conducting general HR management programs in headquarter and province

٢

١. Organization Development

MoF Tashkeel for ١٣٩٠ was reviewed and updated in line with MoF Strategic Plan anda number of ٦٤٤ new positions were added toit making the new tashkeel for ٧٧١٢ positions,which went approved.

MoF ١٣٩٠ Taskheel reaches to ٧٧١٢ positions, ٩٪ higher than that of ١٣٨٩, which were totally ٧٠٣٦ positions. Out of Tashkeel of ٧٧١٢ positions, ٢٧٩٩ positions have been allocated to Headquarter, out of which ٣٣ are transferred positions from office of the administrative affairs to Property Directorate and does not come under Pay & Grading, ٣٢٨٦ positions to Mustofiats and ١٦٢٧ positions to Provincial Customs, showing the share of ٣٤٪ , ٤٣٪ and ٢٣٪ in the total Taskheel respectively. The draft of MoF Tashkeel for ١٣٩١ has been presented to the Tashkeel commission of department of Government Affairs.

A number of ٨٥٥٠ positions for the Tashkeel of year ١٣٩١ have been approved by Tashkeel commission of department of Government Affairs, which shows an addition of ٨٣٨ positions as compare to the Tashkeel of year ١٣٩٠. The follow up for the approval of Tashkeel for year the ١٣٩١ has been in process.

A number of ٧٧٠٧ positions have got job descriptions and a number of ٧٦٧٤ positions are under the pay and grading system now. A number of ٧٦٧٩ positions have been added to the IARCSC database and large part of Tashkeel has been covered by the grade (٨-٣) reaching the percentage of ٩٨٫٨٦, while only a small part of Tashkeel has been covered by the grade ٢-١ reaching the percentage of ١٫١٤ of total MoF Tashkeel.

٠

١٠٠٠

٢٠٠٠

٣٠٠٠

٤٠٠٠

٥٠٠٠

٦٠٠٠

٧٠٠٠

No of Employees

No of Ajeers

٦١٠٤

١٦٠٣

٥٥٨٢

١٤٥٤

MoF ١٣٩٠ Vs ١٣٨٩Taskheel

١٣٩٠١٣٨٩

٤

٣

In order to provide smooth HRM operations services to Customs and Revenues Department, HRM Shared Services Model was developed and operationalized. As per this model, HRMD different sections i.e. organization development, recruitment, performance appraisal and record keeping, training and development and employee relations were rolled out to Customs and Revenues Departments. These sections carry out the HRM operation activities in the mentioned department which has created efficiency to the system. They are also technically supported by two HRM consultants from RIMU when required, in this year for the Revenue Department we also have the addition of General Directorate of plan and also ٣sub directorates which is: Compliance, system and services, and Non tax Revenue Directorate. Besides that in Customs Department we have the addition of Regional Operation Directorate and Law Enforcement Directorate.

٢. Recruitment

In the area of recruitment, merit based appointment is now prevailing all over the ministry and implementation of Pay & Grading system is going smoothly with a rapid pace covering ٩٠٪ of total MoF Tashkeel. In fact, recruitment has been done in line with IARCSC policies and most of the Taskheel positions have been filled based on merit. During the year ٢٢٨ ,١٣٩٠ positions at the Headquarter, ٣٢٣ positions in Mustofiats and ٤٧ positions in the Provincial Customs were filled based on merit under Pay and Grading Program. In addition a number of ١٠٠ positions, contract staff of

Ajeers, grades

٧and

٨ are recruited through merit based appointment.

TotalProvincial Customs

MustofiatsHeadquarter Fiscal Year ١٣٩٠

٦٠٩٥١٣٢٣٢٥٣٨٢٢٣٤Employees #

١٥٨٤٣٠٤٧٤٨٥٣٢Ajeers #

٧٦٧٩١٦٢٧٣٢٨٦٢٧٦٦Total

Number of Positions

Position

١Minister

٤Deputy Minister

٩Grade ١

٧٩Grade ٢

٢١٠Grade ٣

٧٦٢Grade ٤

٢٣٣٧Grade ٥

٢٦٩٣Grade ٦٨٦٨-٧١٦Grade ٨ & ٧

٧٦٧٩Total

٤

% ProgressHired under

P&G Tashkeel PositionsDepartment

932566٢٧٦٦Headquarter

882868٣٢٨٦Mustofiats

901458١٦٢٧Customs

9068927679Total

Pay & Grading Progress Breakdown: A: Headquarter

Pay & Grading Taskheel Progress S/N

Departments

Employee

Ajeers

Total

Employee

Ajeers

Total

Progress %

١ Minister's Office 86 32 118 76 32 108٢ Insurance 13 2 15 12 2 14٣ Gender Section 3 1 4 3 1 4٤ HR Directorate 77 17 94 73 17 90٥ H

ea

dq

ua

rte

r

Admin & Finance 150 213 363 143 196 339

٠

٥٠٠

١٠٠٠

١٥٠٠

٢٠٠٠

٢٥٠٠

٣٠٠٠

Headquarter Mustofiats Customs

2566

2868

١٤٥٨

2766

3286

1627

MoF P&G Progress ١٣٩٠

# of P&G Positions

# Hired under P&G

٥

A: Headquarter

٦ Customs 194 40 234 189 38 227٧ Airport Custom 115 16 131 115 14 129٨ Enterprises 61 16 77 61 10 71٩ Budget 81 11 92 48 11 50

١٠ DG Policy 17 5 22 10 4 14١١ Strategy Implementation 30 6 36 6 6 12١٢ Project Implementation

Unit14 3 17 5 2 7

١٣ Property 83 50 133 76 14 90١٤ DG Audit 150 15 165 131 65 196١٥ Treasury 503 66 569 463 90 553١٦ Revenues 642 90 732 603 37 640

Total 2234 532 2766

2032 543 2566

٦

Pay & Grading Taskheel Progress S/N Province

Employee Ajeer Total Employee Ajeer Total

Progress %

١ Kabul 62 22 84 58 22 80

٢ Kandahar 147 40 187 95 40 135

٣ Heart 231 54 285 205 54 259

٤ Balkh 188 52 240 173 52 225

٥ Nangarhar 219 58 277 210 58 268

٦ Kunduz 96 29 125 82 29 111

٧ Badakhshan 101 36 137 82 29 111

٨ Pakita 65 16 81 33 16 49

٩ Parwa 83 32 185 75 32 107

١٠ Baghlan 83 32 115 73 32 105

١١ Ghazni 83 29 112 62 29 91

١٢ Jawzjan 65 25 80 59 25 84

١٣ Helmand 64 16 80 43 16 59

١٤ Farah 60 14 74 58 14 72

١٥ Faryab 67 25 92 65 25 90

١٦ Takhar 79 31 110 75 31 106

١٧ Kapisa 49 16 65 39 16 55

١٨ Bamyan 43 15 58 42 15 57

١٩ Maiden Wardak 49 12 61 41 12 53

٢٠ Logar 49 18 77 43 18 61

٢١ Laghman 42 17 59 38 17 55

٢٢ Nooristan 35 6 41 26 6 32

٢٣ Kunar 59 22 81 55 22 77

٢٤ Khost 64 18 82 57 18 75

٢٥ Paktika 62 10 72 17 10 27

٢٦ Zabul 49 10 59 26 10 36

٢٧ Uruzgan 30 7 37 10 7 17

٢٨ Nimroz 52 11 63 44 11 55

٢٩ Ghor 53 17 70 49 17 66

٣٠ Badghis 46 13 59 39 13 52

٣١ Sare Pul 48 12 60 37 12 49

٣٢ Samangan 49 12 61 43 12 55

٣٣ Panjshir 38 11 49 32 11 43

٣٤ Dai Kundi 46 11 57 33 11 44

Mu

sto

fia

ts

Total 2556 749 3286 2119 749 2868

٨٨%

٧

C: Customs

Interns & Fresh Graduates Replacement Program in MoF: MoF was the first ministry to undertake the initiatives of replacement of fresh graduates or interns into MoF vacant positions. In this regard, preliminary test was held in MoF to attract qualified graduates out of ٥٠ interns. As a result, ٣٩ of them were selected and deployed in Treasury, Revenue and Property Management Directorates. In addition ١٥٠ applications forms are collected for ٣٠ positions grade ٥ and ٦ revenues directorate.

٣. Performanc Appraisal & Record Keeping

Performance appraisal of the employees has been carried out in line with IARCSC policies. During the year ٦٥٦٥ ,١٣٩٠ performance appraisal forms were distributed to the relevant departments both at the Headquarter and Provinces and performance appraisal of this number of employees was done. As a result ١٧٣ employees received motivations letters, a number ٣٥٠ employees received appreciation letters, ٦employees got appreciation letter grade ١ and ٢. A number of ٢٢ employees received salary bonus.

Pay & Grading Taskheel Progress S/N Departments

Employee Ajeer Total Employee Ajeer Total

Progress %

١ Kabul 146 49 195 140 49 189

٢ Kabul Air Port HQ - -

٣ Post & Parcel - -

٤ Kandahar 134 32 166 125 32 157

٥ Heart 206 50 256 165 50 215

٦ Nengarhar 180 45 225 145 45 190

٧ Balkh 127 29 156 122 29 151

٨ Khost 89 17 106 70 17 87

٩ Nemroz 91 15 106 89 15 104

١٠ Kunduz 69 21 90 62 21 83

١١ Farah 70 7 77 64 7 71

١٢ Paktika 24 5 29 12 5 17

١٣ Badakhshan 42 7 49 32 7 39

١٤ Takhar 28 5 33 25 5 30

١٥ Kunar 34 6 40 34 6 40

١٦ Andkhoy 42 9 51 41 9 50

١٧ Paktia 35 5 40 26 5 31

١٨ Zabul 3 1 4 2 1 3

١٩ Badghis 3 1 4 0 1 1

Cu

sto

ms

Total 1365 ٣٠٤ ١٦٦٩ ١٢٩٥ ٢١٦ ١٥١١

٩٠٪

٨

In the field of record keeping, Human Resources Management Information System (HRMIS) has been updated regularly. In addition, leave tracking database was developed and linked with HRMIS. This new system creates efficiency to the system and properly tracks the leave of the employees enabling them to know how much leave they have taken and what is their balance. All records of the employees have been properly updated and maintained. Also new records have been developed for the new recruits.

In total, ٧٧١٢ employees’ records have been registered both in HRMIS and the Personnel Book (Enderaaj).

Performance Management & Appraisal Policy: The Performance Management & Appraisal Policy was drafted with the technical support of RIMU Team and submitted to Independent Administrative Reform & Civil Service Commission for its consultation, and approval of H.E Minister.

Leave Data base Management System The computerized Leave Data base Management system was developed. This well designed leave management database makes the leave calculation of the employees quite easy now. Furthermore, leave plan was designed in a simple format which will be put into use. As per this plan, the employees can plan their annual leaves in coordination with their supervisors and other staff.

Leave Management Database Leave Request Form

٩

٤. Training and Development

As per the training plan, ٤٣ training programs were held during the year ١٣٩٠, which included workshops, seminars and courses. These programs included different trainings as per the need of the ministry such as time management, fundamentals of management, Communication, report writing, negotiation, leadership, human resources management, financial management, financial supervision, computer and IT courses, English, HRMIS, Customs Law, orientation of new employees, a strategic human resource management training for HRMD sections head and RIMU team etc. In total, ٩٧٣ employees of the ministry benefited from these training programs.Furthermore, HRMD specialty trainings were conducted successfully for all sections of this department separately and covered all the staff.

During the year ١٣٩٠ a number of ٢٩ interns were introduced by IARCSC to complete one month internship program with MoF. A number of ٣٠٦ fresh graduates from Dunya Institute of Higher education, economics faculty of Kabul University, Nima Institute of Business Administration, Preston University of Peshawar has been introduced through Afghan Civil Service Institute to Ministry of Finance, who received on the job trainings in different areas.

HRMD has conducted a number of ١٠ sessions of training at Afghan Customs Academy in HR Orientation, Communication, Organizational Negotiation, Leadership & Time Management, which reaches a number of ٥٤٥ participants in total.In addition, Training Needs Assessment has been conducted through a number of ١٢٤employees during the ١st and ٢nd quarters of the year ١٣٩٠ and general TNA on ministry level has been conducted. Budget for the trainings for ١٣٩١ has been prepared.

List of Conducted Trainings in ١٣٩٠:

AFMIS training ١١ Treasury

Employees Induction, Administrative Issues

٢٨ Treasury & Audit

Basic Procurement Training ٢ Procurement

٧th Customs Academy Training ٥٠ Customs & provincial Customs Basic Leadership Training ١ Insurance English & Computer ١ Human Resources Strategy & Action Plan ٥١ Human Resources Public Policy & Good Governance ١ Audit Basic level English ٢٥ Admin, Treasury, Audit, HR

Medium level English ١٧ Admin, Audit, Chief of Staff ١٠

IT Workshop ٤٥ Customs & Mustofiats

Performance Appraisal Seminar ١٩ RevenuesHR Coordination ٩ HRD & RIMUCommunication ٢٧ Large Taxpayers Office ٨th Customs Academy Training ٥٨ Customs & provincial CustomsCommunication ٢٠ Audit, HR, Treasury,

Procurement, IT , Enterprises

Second round HR Management Program ٦٨ Provincial Managers

Code of Conduct of Property & Management

٢٦ Property

Management & HR Policies ٢٨ HR, Audit, Treasury

MS Excel ٢٢ HR, Treasury & AdministrationBasic English Training ١٤ Treasury & Administration Office Management, Report Writing, Work

Group٢٧ Treasury, HR & Administration

Management ١٥ Medium Taxpayers Office English program ١٤ Customs Management, Office Management, PA ٣٤ Customs Senior Managers Capacity Strengthening ١ Chief of Staff Internees Training Program ٣٣ Students of Management

Institutes Kabul Negotiations, Decision Making, M&E &

Group Work ١٩ Audit, HR, Treasury, IT,

Enterprises

Employees Induction with modern negotiation

٢٠ HR, Administration & Audit

Human Resource Management ٥ Human Resources

MS Word Program ١٧ Treasury, HR & Finance MS Excel Program ٢٢ HR, Treasury & Admin

Fundamentals of Management & Performance Appraisal, Communication, Report Writing

١٩ Kabul Customs

HR, Leadership, Communication, PA, Work Group

٣٧ Heraat, Nimroz & Badghis Mustofiats

MS Excel ١٦ Treasury, HR, Enterprises HR, Management, PA, Report Writing ١٩ Kabul Airport Customs HR, Leadership, Communication, PA,

Work Group & Public Administration٤٠ Nangarhar, Kunar, Laghman,

Nuristan Mustofiats & Nangarhar Customs

Customs Financial Training, Management, Financial Regulations & Computer

٥١ Kabul, Kunduz, Nimroz, Heraat, Kandahar, Balkh, AndkhoyCustoms

Internet Training ١٦ Audit and Finance

Senior Managers Strengthening ١ Human Resources

Key Accomplishments & Programs of Training & Development

١. UNITAR ٢٠١١ Cycle final workshop MoF

The last UNITAR fellowship ٢٠١١ ٨th Cycle workshop has been conducted for ٣ days in Khayber Hall, of Ministry of Finance with the support and coordination of HRMD. During this UNITAR cycle there were a number of ٥٥ fellows out of which ١١ fellows were from MoF only. By the end of program, fellows received certificates and medals, also Mr. Alexander Mejia, Head of UNITAR for the Asia and Pacific on behalf of UNITAR gave the title of volunteer instructor to Mr. Alhaj Musa Kamawi, HR Director Ministry of Finance.

MS Word ١١ Audit, Treasury, Admin, Finance & Insurance

MS Excel ١١ Audit, Admin, Insurance

Employees Orientation with Administrative issues

٢١ Property

Custom Officers HR Training ٥٤٥ Provincial Custom Officers

UNITAR ٢٠١١ Cycle Graduation Ceremony Feb UNITAR ٢٠١١ Cycle Graduation Ceremony Feb

١٢

٢. UNITAR Fellowship Program for MoF Mustofies Japan

With the support and coordination of Human Resource Directorate of Ministry of Finance, UNITAR fellowship program for Ministry of Finance Mustofies on Public Finance Management was conducted from ١٩ to ٢٣rd of February ٢٠١٢ in Hiroshima Japan. A number of ٢٣ MoF employees participated in the mentioned program.

Main objectives of this international program were concerning;

Capacity development in the areas such as; revenues collection, finance management, public finance management, budget planning, budget estimation based on program etc.

Training on identifying needs of the organization, action plans implementation and negotiations

Learning technical leadership skills, public administration and human resource management

The reason behind selecting Hiroshima Japan was that they have plenty of experience in terms of revenues collection, taxes, customs and overall finance management, which are all electronically managed. In addition, the important thing was that despite the fact of confidentiality, UNITAR office has provided us with the opportunity of visiting their customs, revenue departments, municipality and an industry as a study tour.

Participants of UNITAR Mustofies fellowship program Hiroshima Japan

١

٣. Agreement Between MoF & USAID on attracting ١٠٠ female Internees

An agreement between Ministry of Finance and USAID by ٢٨th Hoot ١٣٩٠ took placeon attracting a number of ١٠٠ female internees to receive on the job training in different areas and obtaining experiences in the context of government organizations of Islamic Republic of Afghanistan. MoF and USAID considered this as an important step towards developing the professional careers of fresh Afghan graduates.

Following are the objectives of this agreement;

٢٠١٢

Participants of UNITAR Mustofies fellowship program Hiroshima Japan Feb

H.E Finance Minister and D.r Eskin Yamashita USAID general Head whilst signingagreement the agreement on attracting ١٠٠ female internees March ٢٠١٢

١٤

Attracting female internees in Ministry of Finance Strengthening & supporting the contribution of women in economic development Strengthening the mutual cooperation between Ministry of Finance and USAID Supporting women and providing them with opportunities to work with

government Implementing one of the Afghan National Development Strategies objective

٤. Two regional training programs are conducted during the year ١٣٩٠

A training program in Nangarhar Mustofiat was conducted for a number of ٤٠participatns, which included employees from Kunar, Laghman, Nuristan Mustofiats and Nangarhar customs.

The second training program was conducted for a number of ٣٧ participants in western zone, which included employees from Heraat, Farah, Badghis Mustofiats and Ghor customs with the support of RIMU

٥. HRMD Awareness Workshop

An awareness program regarding HR Directorate, its policies, working procedures, code of conduct and human resource management has been conducted in three phases for all MoF central and provincial staff covering Mustofiats and all Customs. The aim for this program was an awareness of employees about new HR rules and procedures etc.

H.E Finance Minister with a group of internees and MoF employeesMarch ٢٠١٢

١٥

٦. Training on Strategic HRM Singapore & India for HRMD/RIMU Staff

A training program was arranged and conducted on Strategic Human Resource Management from ٢٦th of February ٢٠١٢ to ١٠th of March ٢٠١٢ in India and Singapore and there were a number of ١٣ participants HR section heads and RIMU team. All participants covered preparation of strategic action plans and it all contents of the program were mostly on strategic human resource management, strategic leadership and study tours.

٧. Overseas Trainings

Related to overseas training programs a number of ١٣٥ central and provincial MoF employees have been sent to countries such as; China, India, Malaysia,Turkiya, Iran, Japan and Singapore. Two groups of Mustofis also went to India and Japan for these trainings. In addition, a number of ٥ employees went for JICA Peace Project’s Masters Scholarship to Japan.

٨. Islamic Development Bank’s PHD Scholarships

Training and Development section has distributed the Islamic Development Bank’s PHD scholarship document to all the ministries, which is coordinated through human resource directorate.

HRMD Participants Strategic HRM training India February ٢٠١٢

HRMD Participants Strategic HRM training Singapore

HRMD main plans for the year ١٣٩١

Introducing ٢٥ MoF permanent employees to UNITAR

Introducing and sending a number of ٢٥ MoF IT staff for training to India Providing opportunity of Masters scholarships in Public Finance Management to

central and provincial staff Conducting Internal Audit fellowship program in Japan

Implementing all other general training programs to enhance capacities and improve performances

Conducting technical training programs on regional levels

Conducting trainings courses in Public Management on central and provincial level

Conducting human resource management programs on central and provincial levels

Induction Manual: The ever first Induction Manual has initiative taken by HR Directorate and technically supported by RIMU team. The induction Manual was developed in Pashto language, while previous year there were Dari and English versions only, RIMU under Director of Human Resources and it was dire need for the

H.E Finance Minister, H.E Abdul Raziq Samadi and Mr. Alexander Mejia whilst distributing UNITAR ٢٠١١ cycle medals to the fellows (Feb ٢٠١٢)

١٧

new comer in MoF, and all these initiatives were highly appreciated by H.E Minister and Chairman of Civil Service Commission.

٥. Employee Relations

In the area of response to employees’ complaints, ٣٤ complaints related to merit based appointments have been solved and different employee’s problems are addressed and dealt with. HR Policies handbook, which includes policies such as; Health and Safety, Job Rotation, Training and Development, Scholarship Management, Employment of Relatives, Performance Appraisal, Merit Based Appointment and Leave Management got approved by H.E Finance Minister and IARCSC and are under implementation now.

Activities performed during the year ١٣٩٠

A number of ٣١ staff who are working in key technical positions received exceptional monitory benefits

Conflict resolution meetings were conducted on usual basis and different employee complaints/issues have been addressed accordingly

Addressing employees complaints and providing cooperation to board of

complaints in regards to the implementation of regulations, which are now successfully implemented during the year

Ensuring the implementation of decisions taken by the leadership of MoF

Shared/distributed rules, regulations, policies, pension rights to all MoF employees for ensuring their awareness

A number of ١٦٩ employees have been introduced to get passports, residential apartments, performing Haj, perusing their education and to hospitals for treatment.

Lack of coordination from MoF Departments’ side with HRMD on the trainings carried out by technical assistance projects

HRMD lack proper offices and space

Lack of availability of fund for conducting overseas trainings Appointments based on the traditional system of Peshnehad and Order is still

a challenge to tackle

MoF Departments should be instructed by top management to coordinate with HRMD on their capacity development activities

HRMD Offices should be renovated and furnished to create a conducive working environment

MoF should allocate some budget for the overseas trainings as well. Such trainings can have a great positive impact on the employees’ performance

MoF top management should take the issue of traditional appointments as atop priority in ١٣٩١ to tackle

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