The project aimed at improving human resources management (HRM) and professionalising the public administration personnel in Romania. To do so, public institutions need to attract, develop and retain motivated and professional human resources, and enhance cooperation and communication mechanisms.
Despite its public administration reform efforts so far, Romania still faces significant human resources management challenges and weaknesses in HRM. To effectively address existing difficulties, the General Secretariat of the Government (GSG), in partnership with the National Agency for Civil Servants (NACS) and the Ministry of Labour and Social Protection (MLSP), implemented the project ‘Developing a Unitary Human Resource Management System within the Public Administration’.
The overall objective of the project is to develop an integrated strategic human resource management system, able to provide the necessary support for a modern, efficient, inclusive and innovative public administration and to strengthen its key functions. More specifically, the project aimed at:
- developing sound and sustainable mechanisms to support the process of elaboration, implementation and evaluation of public policies in the HRM field;
- designing a system of competency frameworks linked to an objective and inclusive system of recruitment and evaluation of individual performance in line with performance indicators and public administration pay policies;
- expanding the Integrated Civil Service and Civil Servants Management Information System;
- improving the implementation of legislation in the area of unitary pay for civil service staff;
- improving the coordination and communication between public institutions responsible for HR management in the public administration.
The new vision for HRM in the public sector marks a shift from the traditional, ‘control-and-administer’ approaches to HR, towards separating operational/transactional HR functions from strategic and support functions, and to a focus on competencies and continuous development.
The three partners, each appointing a team of 10–12 people in the project, play a key role in implementing public sector reforms in general and HRM reforms in particular. GSG is the main body responsible for coordinating strategic planning for central-level institutions and performs extensive tasks related to interinstitutional coordination and policymaking in all areas, including public administration reform and HRM in the public sector. NACS is mandated to create and develop a professional, stable and impartial corpus of civil servants and to ensure implementation of the strategies and the governmental programme in the field of civil service and civil servants.
In fulfilling its mandate, NACS keeps records of general civil service positions and some specific civil service positions. It has regulatory and policymaking functions, as well as oversight (compliance monitoring and control), and methodological coordination responsibility for all HR functions regarding the civil service. MLSP is the central public authority responsible for general employment policy including the Labour Code, which regulates both private sector employment and contract-based employment in the public sector, as well as developing and monitoring public sector pay policy.
As regards the partners’ roles in the project, GSG acted as project manager. It was responsible for monitoring the fit of the deliverables with the strategic directions defined at government level, interministerial coordination and centralisation of feedback from the partner institutions, and the coordination of the content validation process. NACS and MLSP were involved in the co-design of the deliverables and in the stakeholder consultation process. Administrative and public procurement responsibilities were shared among the three project partners.