The Human Resource department is responsible for the planning and coordination of organizational planning and management of Board resources. In this role it formulates and implements policies on general administrative support, human resources, and finance.
The objective of the Human Resources department in the segment of Financial Administrative & Support Services is to ensure there is sufficient skilled personnel to carry out the Bank’s duties and responsibilities to an acceptable standard; design and maintain human resource management systems, procedures and practices that will plan for, compensate, select and develop personnel resources; and closely liaise with and act as consultant to departments on all human resources activities and strategies of the Central bank of Somalia.
The department conducts (1)Implementing and maintaining a effective modern human resources policies reflecting best practices in other modern central banks to increase staff effectiveness, retention, and development, (2) Implements a recruitment program and procedures that will attract highly quality personnel for bank jobs. Designs staffing programs that will attract personnel with diverse skills, including professionals in mid-career, (3) Uses modern training techniques to design and deliver a high quality basic skills, and management training to CBS staff and, (4) Seeks ways to improve the productivity of the administrative operations through the efficient use of technology, information systems, and improved management practices such as standard operating procedures, management objectives, training and development.
The Department is headed by a Director who provides strategic and organizational leadership to ensure the achievement of its goals, in line with the CBS’s overall strategic plan of 2020-2024.
The CBS has adopted a HR Policy after 43 years and is in the first phase of implementation stage which will make crucial changes on the employees and culture. The HR Policy creates retention and decreases the turnover rate as the IMF has commented on it. The current state of modules include Payroll, Core HR and SSHR modules which are functional and in Complete stage and additions of other key modules are available such as Performance management, Learning and Development which will be added very soon.
The HR Operation division deals with the Payroll and Benefits and is responsible for overseeing and coordinating the Bank’s HR operations in the area of compensation/benefits, HR policies, and employee records. Maintains an automated HRIS (HR Information System). It also develops and implements the Performance Management, Employee Relations & Staff Communications strategy.
The Policy and Planning function is responsible for overseeing and coordinating the Bank’s performance management policies and system, and maintaining an effective employee relations program and providing informative vehicles for staff communications. In addition, the Division provides planning and guidance on management issues as identified and ensures that the bank’s HR operations are administered in a professionally, effectively and in an ethical manner.
The training and development Division is responsible for improving the productivity of an organization’s employees. It conduct of the effective development, coordination and presentation of training and development programs for all employees; assess bank-wide developmental needs to drive training initiatives; and identify and arrange suitable training solutions for employees. This division actively searches, creatively designs and implements effective methods to educate, enhance performance and recognize performance.