Directorate of Human Resource & Capacity Development

The Directorate is headed by Director, Human Resource and Capacity Development, who reports to the Deputy Chief Executive Officer, Finance and Administration. The Directorate is responsible for coordination of the Human Resource and Development function, policy formulation, organizational culture, change management, reward management, performance management, employee discipline and employee relations.

The Human Resource function entails:

  1. To Enable the Hospital achieve its objectives by taking initiatives and providing guidance and support in all matters relating to human resource;
  2. Formulate, implement and evaluate human resource management policies, strategies, guidelines and procedures;
  • Ensure compliance to legislation and statutes related to Human Resource;
  1. Manage human capital;
  2. Provide human resource consultancy;
  3. Ensure Capacity development of staff;
  • Ensure Human resource planning and succession management;
  • Handle staff welfare, employee and industrial relation matters;
  1. Establish performance management systems;
  2. Develop and ensure implementation of strategies, remuneration and compensation policies;
  3. Attract, motivate and retain competent employees.

The department is divided into eight (8) sections as listed below;

  1. Central Registry
  2. Payroll
  3. Capacity Development
  4. Employee Resourcing
  5. Employee Welfare
  6. Discipline
  7. Promotion
  8. Pension

CENTRAL REGISTRY SECTION
It’s the custodian of the departmental and employees records. They control management of documents, mails both internal and external and reprographic services.

PAYROLL SECTION
They undertake management and maintenance of payroll system. This includes payments and benefits payable to employees. They enroll/register new employees to the payroll and update employees data in the payroll. They implement statutory deductions as per the laws and regulations.

CAPACITY DEVELOPMENT SECTION
The Hospital provide employees with the tools necessary for their success which, in many cases, means giving new employees extensive orientation training to help them transition into a new organizational culture and job skills training, leadership training and professional development for existing employees by identifying critical skills required in the Hospital.

EMPLOYEE RESOURCING SECTION
Human Resource recruitment and selection practices generally are based on the Hospital’s mission and the workplace culture. They ensure that the Hospital attract and retain qualified and competent employees and ensure smooth transition.

EMPLOYEE WELFARE SECTION
Employee Relations is the Human Resource discipline concerned with strengthening the employer-employee relationship through measuring job satisfaction, employee engagement and resolving workplace conflict. Employee Relations functions may include developing management response to union, negotiating Collective Bargaining Agreements and rendering interpretations of Labor Union Contract issues.

DISCIPLINE SECTION
Discipline control is an integral part in the management of Human Resource in the Hospital. It is intended to help and encourage the officers to achieve and maintain standards of conduct and contribute to improved performance and productivity. It is governed by the rule of natural justice and fair administrative action which is expeditious, efficient, lawful, reasonable and procedurally fair.

PROMOTION SECTION
Promotion section handles cases of employees who are to move to the next scale/grade. Promotion may be an employee reward for good performance, common cadre promotion both through positive appraisal. The Hospital Management ensures an employee is able to handle added responsibility by screening through interviews and giving them training or on the job experience. A promotion involves advancement in terms of designation, salary and benefits.

PENSION SECTION
Pension Scheme is an arrangement by which an employer and employee pay into a fund that is invested to provide the employee with a pension on retirement. It is a type of a saving plan to help employees save money for life after retirement. It’s also a favorable treatment compared to other forms of savings.