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HUMAN RESOURCE POLICY, PLANNING AND RESEARCH DIVISION

The Human Resource Policy, Planning and Research Division is responsible for developing and recommending policies required to facilitate the successful performance of Human Resource functions in the Public Service. It is also responsible for monitoring and reviewing such policies and for providing advisory services to Public Sector institutions in the area of Human Resource Planning.

Additionally, the Division undertakes research and analysis to support the work of the Department.

CORE FUNCTIONS 

  • Policy Research
    • Conduct on-going research and investigations into Human Resource Management (HRM) issues to facilitate analyses and evaluation of HRM policies and to make recommendations on revision.
  • Policy Design and Development 
    • Revise, formulate and recommend HR Planning policies in line with contemporary HR Planning practice and thought. Provide consulting/advisory services to Public Sector institutions in the area of Human Resource Planning.
  • Policy Monitoring and Evaluation
    • Develop mechanisms for and undertake on-going monitoring of HRM policies, evaluate policy performance, review and make recommendations for initiating adjustments if necessary.
  • Guidelines 
    • Draft new or revised protocols, guidelines consistent with contemporary Human Resource policies and which would allow harmonious and integrated Human Resource Management practices in the Public Service.
  • Data Collection and Analysis
    • Access data, develop and maintain Human Resource database management systems, for example:
  • Number of persons employed in the Public Service (monthly, daily-rated, contract, SRC);
  • Job categories, the salary of employees, ranges, group or class, length of service;
  • Demographic data, skills qualifications, competencies, work experience;
  • Salary history on employees in the Public Service;
  • Allowances by Ministries/Departments.
  • Collect, analyze and present data to be utilized in the determination of allowances for Public Sector employees.
  • Labour Market Information/Trend Analysis 
    • Gather and store data on Collective Agreements for various sectors of the economy.
    • Undertake comparative analyses of salary rates and other conditions of employment in the Public Sector with those employees in commercial, industrial and private enterprises and establish trends.
  • Remuneration Trend Analysis 
    • Capture, track, report and graph comparable salary and benefits data from other agencies for compensation planning.
  • Compensation Surveys 
    • Conduct and coordinate compensation surveys.
  • Socio-Economic Analysis
    • Undertake assessment and analyses of economic and social factors in the Public Service and externally, which may impact on HR policies in the public service, e.g.:
  • Economic outlook locally and globally
  • Risk assessment in respect of vulnerable groups
  • Health and safety impact assessment
  • Policy appraisal for equal treatment