Human resources management in public administration reform

System of human resources management (HRM) in public administration, besides on transparency and equity, has to be based on principles of merit, professionalism, support and remuneration of efficiency in work.

Policy in the area of HRM presents key factor in responses to challenges of association of BiH to the European Union. Acquis, among other things, contains provisions on obligation of providing equal chances to candidates on the occasion of recruitment, which are additionally confirmed through principles of combating corruption. These policies, besides principles of merit on the occasion of recruitment and promotion of people, define also the principles of access to civil service, obligation of submitting the property card and rotation of staff on the most responsible positions.

Strategy stipulates continued development and modernisation of policy in the area of human potentials. General goal is to develop professional, politically impartial, nationally balanced, ethical, stable and active public administration, which will be respected and capable to offer efficient services to both governments and citizens.

Action plan 1 of the Strategy for the Public Administration Reform identifies the following primary aspects in the area of human potential management, within which reform measures and activities will be conducted:

  • Harmonised access to modern practice of HRM;
  • Organisational arrangement;
  • Information management;
  • Planning of human potentials;
  • Recruitment and selection;
  • Result management;
  • Training and development;
  • Salaries;
  • Discipline;
  • Support to the staff;
  • Diversity management.

This area, as well as concrete measures, deadlines and institutions in charge are described in detail in the Strategy of the Public Administration Reform and Action plan 1.

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January 2020