Detailed Description

Strengthening the Human Resources Management Capacities Project aims at facilitating the implementation of the part of the "Strategy for Reform and Development of the Public Administration inLebanon" that deals with the HR component. The project will analyse the existing situation and will recommend feasible actions to be adopted by the CSB, MOSA, MOT, MOPH and MOI.

Although Lebanon has been achieving progress in developing its human resources on the national level, the public sector institutions are suffering from several shortcomings in managing their human resources. The modern concept of human resources management and development is not applied in the public sector amid structural and functional weaknesses. Efforts to update some obsolete HR-related regulations are underway.

The aim of this project is to improve the HRM capacities in the Civil Service Board (CSB) and in the following four (4) Ministries of Lebanon: the Ministry of Social Affairs, Ministry of Tourism, Ministry of Public Health and Ministry of Industry.

Specifically, the project is expected to contribute to:

  • The implementation of the “Strategy for Reform and Development of Public Administration in Lebanon” that was officially launched under the patronage of the Lebanese Prime Minister and the Minister of State Administrative Reform in October 2011;
  • The strengthening of the HR structures and functions in the Civil Service Board CSB and in the four (4) Ministries (Ministry of Social Affairs, Ministry of Tourism, Ministry of Public Health and Ministry of Industry);
  • The implementation of HR operations in an objective and effective manner;
  • The creation of standardized HR professional practices;
  • Implementation of training plans;
  • The utilization of information and communication technology for a better human resources management.

 

Type of services

  • Analysis and development of the existing human resources management capacities

    Review and analysis of the existing HRM capacities in the four (4) Ministries; analysis of the structure, functions and impact of the CSB with its planning and operational activities; review and analysis of the current HR-related legal texts and proposal of legal amendments; recommendation of measures to improve the HRM capacities; proposal of practical steps to implement and apply the planned changes; and organization of a workshop to present the above mentioned findings.

  • Design of a merit-based recruitment system and of an induction strategy in collaboration with the Civil Service Board to be tested in the four (4) Ministries.

    Analysis of the existing recruitment system and the distribution of roles between the four (4) Ministries and the CSB; recommendation of a merit-based recruitment system; identification of the rules and regulations that must be amended; development of a Manual for the recruitment procedure; support of the CSB and the four (4) beneficiary Ministries in implementing the proposed new merit-based recruitment procedures; and organisation of a workshop to present the above mentioned findings.

  • Design of an advancement and promotion system in collaboration with the CSB to be tested in the four (4) Ministries.

    Analysis of the existing advancement and promotion system; recommendation of advancement and promotion procedures linked to career planning; identification of the rules and regulations that must be amended; support of the CSB and the four (4) beneficiary Ministries in implementing the proposed advancement and promotion system; and organization of a workshop to present the above mentioned findings.

  • Development of a performance appraisal system in collaboration with the CSB and implementation of the system in the four (4) Ministries.

    Review and analysis of the current performance appraisal system; development of performance evaluation criteria distinguishing different clusters of managerial levels and occupational groups based on the required competences; development of a Manual for the performance evaluation system; identification of the rules and regulations that must be amended; support of the CSB and the four (4) beneficiary Ministries in implementing the proposed new performance appraisal system; and organization of a workshop to present the above mentioned findings.

  • Design and implementation of a training needs assessment methodology and training plans for the CSB and the four (4) Ministries and re-design of a Training Management Application at OMSAR.


Analysis of the training needs of the four (4) Ministries and CSB based on the strategic and career plans of the Ministries; development of Methodologies for Training Needs and Impact Assessment and Training Engineering to be adopted and applied by the HR units; development and implementation of Training Plans; review of the existing Training Management Software Application that is run by OMSAR; design of a new, updated, user-friendly and adjustable Training Management System; and organisation of a workshop to present the above mentioned findings.

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