Department of Human Resource Management
The Department of Human Resource Management is one of the departments created under the Ministry of Agriculture, Animal Industry and Fisheries in 2016.
The Department is headed by a Commissioner, assisted by one Assistant Commissioner, two Principal Human Resource Officers, three Senior Human Resource Officers and two Human Resource Officers.
The Department also supervises the Agricultural Training Institutions and Coordinates activities of Support of the Institutional Development, SATIP Projects and National Farmers’ Leadership Centre.
To initiate and implement human resource policies, plans, systems and procedures for attraction of the requisite human resource that works towards achieving the Ministry objective.
Increased stock of competent and professional workforce attracted, motivated and retained in the Agricultural Sector
- Strengthening a performance management culture in the Agricultural Sector.
- Coordinating and supporting staff welfare
- Implementing and maintaining an effective wage bill and payroll management system for a motivated workforce.
- Maintaining employee relations and ensuring coordinated engagement with organized Public Service Labour Unions.
- Technical backstopping and monitoring implementation of Human Resource Management Policies, Rules, Regulations and Systems in the Agricultural Sector.
- Continuous training and professional development of the agricultural sector staff for increased productivity.
- Planning, budgeting and management of payment of Pensions and gratuity.
- Instilling a culture that promotes and encourages Work-life balance and wellness in the Agricultural sector.
- Percentage improvement in the workforce productivity of the Agricultural Sector.
- Vacancy rate in the Ministry against the approved establishment.
- Proportion of the Agricultural Sector workforce that is competent and professional.
- Percentage reduction in the turnover rate of critical skills in the Agricultural Sector.
- Percentage of positions for internal promotion filled through open competition.
- Percentage of staff supported to undertake courses for continuous professional development.
- % reduction in complaints relating to salary, pensions and gratuity payments.