PHILOSOPHY FOR PUBLIC SECTOR REFORM Government's ...

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White Paper on Public Sector ReformChapter 7HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT7:1 THE PRIME POSITION OFHUMAN RESOURCE MANAGEMENTIt is accepted that the human resource of Barbados is its principal asset. Itcreates and directs other national assets in producing expected and desiredresults for the society. Improvements in human resource management withinthe public sector will be achieved through implementation of a positive humanresource policy, the strengthening of training and development, the institutionof appreciation and incentive programmes and promoting flexible employmentpractices, among others.7:1:1 Areas for Improvement in Human Resource ManagementThe following seven areas for improvement will be considered:(i)Develop and institute an effective Human Resource Management policy.This will be based on a strategy which seeks to optimise the skills,energies and aptitudes of public servants, and change the culture andprinciples which inform and guide management practices in the publicsector. It is a fundamental task, which will spur all other changes in thesystem. To assist in achieving this change, a policy statement on what
White Paper on Public Sector ReformHuman Resource Management in the public service means, will beissued. It will be a practical set of principles to be observed by publicservants in the delivery of goods and service in an efficient manner.This approach will help to attract to the public sector, talented personswith various qualifications who are eager to get the job done.The job, however will not be done well or at all, unless• public servants are properly motivated• organisational justice (equity and fairness within the system)prevails• there is due recognition for work done, and• the nature of the work is in accordance with their training,aptitudes and capabilities.(ii)Correct deficiencies in Human Resource Management policies andpractices. It is accepted that deficiencies are inherent in the traditionalapproach taken towards Human Resource Management. Thesedeficiencies include• the absence of clear job descriptions,• continued use of long-term temporary posts and actingappointments,• uncertainty and dissatisfaction with the performance reviewsystem and the overwhelming weight placed on seniority per sefor promotional purposes.These deficiencies result in a lack of motivation, low morale andfrustration which could undermine commitment to self-improvement and
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