Human Resource Management and Development (HRM&D)

Human Resource Development Strategy

The objective of the Human Resource Development Strategy component is to improve the competency levels of public servants through capacity development activities, such as internships, learnerships and skills programmes, to ensure a constant successive pool of productive and contributing employees. The component seeks to achieve this objective through:

• Development and implementation of a human resource development strategy for the public service; and
• Implementation of learnership, internship and skills development programmes that target public service employees and unemployed graduates.

Human Resource Planning

The objective of the Human Resource Planning component is to develop and implement integrated systems, processes, prescripts and guidelines to improve human resource planning at the macro level and within line departments to ensure a steady flow of productive public servants. The objective will be achieved through:

• Recruitment and retention of scarce skills; and
• Positioning and structuring of the Human Resource function in the Public Service.

Employment Equity

The objective of the Employment Equity component is to develop policy and guidelines on employment equity in the public service through targeted strategies to remove barriers of access into and within the workplace for targeted groups and to prevent direct and indirect discrimination for designated groups. The component seeks to achieve this objective through:

• Implementation of employment equity plans, with specific focus on women and people with disability; and
• Ensuring transformation through diversity management in the workplace.

Employment Practice and Career Management

The overall objective of the Employment Practice and Career Management (EPCM) component is to develop transversal policies, prescripts and interventions in the various areas of the senior and middle management service. It is also responsible for the strategic positioning and delivery model of the human resources function within the public service. The component seeks to achieve its objectives through:

• Leadership and management development for senior and middle management; and
• Implementation of the personnel development management system.

Senior Management Service

The objective of the Senior Management Service is to ensure that there is a professional management cadre in the public service by establishing and implementing competency based management and performance management systems and develop transversal employment policies, prescripts and guidelines and other career practices for senior management service members. The component seeks to achieve this objective by:

• Implementation of an effective competency assessment framework.

Employee Health and Wellness

The objective of the Employee Health and Wellness component is to improve the health and well-being of employees in the public service. This objective will be achieved through:

• Development and implementation of programmes aimed at promoting employee health and wellness; and
• Implementation of a communication strategy, which is aimed at creating a high level of responsiveness to the prevention and management of HIV and AIDS in the Public Service.

Public Service Education and Training Authority (PSETA)

The objective of the PSETA is to develop a co-ordinated framework for providing appropriate and adequate education and training service to the public service. The PSETA seeks to achieve this objective by:

• Developing and coordinating the implementation of transversal learnerships and skills programmes in the Public Service;
• Ensuring quality assurance through accreditation of service providers;
• Facilitating skills planning throughout the public service;
• Managing and facilitating the disbursement of learnership grants; and
• Ensuring that the National Skills Development Strategy priorities and targets are met.

It is noted that from the 1st of April 2007, the PSETA will become independent like all other Sector Education and Tanning Authorities (SETAs), however, it will continue to work closely with the DPSA and SAMDI.