Scheme of Service for Human Resource Cadre

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(v) Is able to obtain a WIN-WIN position as an end result;and(vi) Is able to reach solutions to satisfy fundamentalobjectives.(g)Knowledge management(i) Constantly monitors both external and internal sourcesof knowledge;(ii) Seeks out opportunities to address complex and /orambiguous situations in which to apply currentknowledge as a means of updating and expandingexpertise;(iii) Seeks opportunities to expand boundaries of acceptedpractices and ways of doing things;(iv) Establishes systems for collecting, sharing andevaluating new information;(v) Has well developed Communication, Coordination,Organizational, Management, Leadership and Computerskills; and(vi) Has broad knowledge of current and emerging issues inHR work processes as well as demonstrated ability tospearhead the reengineering of business practices.(h)Change Management(i) Can build trust amongst members and ensures thatthey understand the purpose and direction of thechange;Scheme of Service for Human Resource Cadre Page 17
(ii) Reinforces the change message with own actions andattitude;(iii) Makes efforts to create and maintain commitment andenthusiasm towards changes;(iv) Creates opportunities for feedback on the changes;(v) Sets up a communication system that provides regularand sustained communication;(vi) Recognizes and rewards people/units within theorganization that are excelling in implementation of thechange; and(vii) Can sustain change, balancing people, financialresources, technology and processes.(i)Knowledge of Labour LawsShould possess knowledge of labour laws and relatedregulatory frameworks and be conversant with associatedprocedures, and processes.(j)Human Resource ManagementIs able to align HR needs to organizational business andnational plans.Scheme of Service for Human Resource Cadre Page 18
Page 1 and 2: THE REPUBLIC OF UGANDASCHEME OF SER
Page 3 and 4: LIST OF ACRONYMSGoUGovernment of Ug
Page 5 and 6: aligned and professionalized in ord
Page 7 and 8: a) Management of the HR Officer’s
Page 9 and 10: (iv) Responsible Officers shall obs
Page 11 and 12: Revised Job TitleSalary ScaleDirect
Page 13 and 14: 4.0 HR FUNCTION IN MINISTRIES, DEPA
Page 15 and 16: (a) To assist the Permanent Secreta
Page 17 and 18: Person/Job Specification(a)(i) An H
Page 19: (d)Strategic thinking(i) Has the ab
Page 23 and 24: Job duties and ResponsibilitiesAn O
Page 25 and 26: (i)(j)(k)Quality survey reports ena
Page 27 and 28: d. Policy Management(i) Is able to
Page 29 and 30: 5.3 Assistant Commissioner Human Re
Page 31 and 32: (h) To interpret and advise clients
Page 33 and 34: level of Principal Personnel Office
Page 35 and 36: (ii) Is able to fit the organizatio
Page 37 and 38: 5.4 Principal Human Resource Office
Page 39 and 40: (l) To gather information on HR pol
Page 41 and 42: (b) A post-graduate Diploma in Huma
Page 43 and 44: (g)Policy Management(i) Is able to
Page 45 and 46: 5.5 Senior Human Resource OfficerJo
Page 47 and 48: (i)Consistent harmony between exist
Page 49 and 50: (vi) Is able to recommend policy re
Page 51 and 52: Key Result Areas(a)(b)(c)(d)(e)(f)(
Page 53: (ii) Is able to implement governmen

Scheme of Service for Human Resource Cadre

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