This year has been marked by important factors influencing the directions and prerequisites for the development of human resources policy in public administration, according to an informational report prepared by the State Chancellery on the progress of implementing the State Administration Modernization Plan for 2023–2027, published on the portal of draft regulatory acts, writes LETA.
The report states that this year there was a consolidation of government budget expenditures, which significantly affected issues related to human resources.
According to the State Chancellery, a decisive moment was also the successful completion of the procurement of the Unified Human Resource Management System. In November of this year, a contract was signed for the implementation of the system, and the State Chancellery is currently implementing a unified system to ensure human resource management processes and strengthen strategic management. It is expected that the system will allow for the digitization and standardization of personnel management processes (recruitment, onboarding, performance management, talent management, career planning, data management), while automating routine tasks, freeing up resources for strategic functions.
"Given the above, the assessment of the role of the civil service continues, along with the development of a human resource development plan, as the ongoing changes require a comprehensive rethinking of the personnel management system and the consistent implementation of solutions, ensuring their alignment with available budget resources and the functional capabilities of the Unified Human Resource Management System," explains the State Chancellery.
The report also states that a performance management module will be implemented within the Unified Human Resource Management System. The new functionality will change the approach to employee assessment, replacing the traditional annual evaluation with a continuous and dynamic process. As explained by the State Chancellery, this will provide a structured approach to setting and achieving goals, defining and tracking performance indicators, the ability to monitor progress in real time, and request feedback from colleagues and partners.
It is noted that the assessment of performance indicators will provide a clear understanding of achieved results and necessary improvements. The main principle of the new approach is development: the assessment process will no longer be a tool solely for determining rewards and bonuses, but will become a platform for the growth of both institutions and employees. "Thus, achieving additional performance indicators is closely linked to the implementation of the new performance management system," the report states.
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