Human Resource Management Information System


BRIEF BACKGROUND 

At a Mission of the DPs, it was agreed that the HR component of GIFMIS should be activated to make the financial management project more holistic, more especially because of the increasing wage bill of the Government and the increasing desire for improved performance. 

It was thought necessary to add HRMIS to GIFMIS to ensure that Human Resource Management is linked to the payroll for effective planning and controls. 


 

RATIONALE FOR THE HRMIS 

1.To establish a comprehensive, common Human Resource database of all public service employees with the view to strengthen controls around: 

• Entrance 

• Exit 

• Promotions and 

• Positions across the various service groups

 

2. To mitigate the problems associated with the current system through the use of a common technology platform for HRMIS of all the public services of Ghana. 

3. To address the problem of: 

• Multiple stand-alone HRMIS in the public service, which do not facilitate composite data analysis of HR. 

• Unreliability of HR information for planning, capacity utilization, deployment, promotion and efficient payroll management. 

4. To address the problem of generating a reliable employee report. 

5. To improve establishment controls and impact the integrity of the payroll. 


 

SCOPE OF THE HRMIS PROJECT 

• The project is being implemented in 3 phases. 

• Phase 1 will end with the current GIFMIS project. 

• Phase 1 will cover core/Fundamental HR elements or Modules, which include: 

i. Establishment Control / Position Management 

ii. Employee Profile Management 

iii. Employee Cost (Compensation & Benefits) management 

iv. HRMIS Integration with payroll 

 

Phases 2 & 3 will be implemented only upon: 

a. Successful implementation of Phase one 

b. Confirmation of availability of funds 

c. Government priority at the time 

 

Phase 2 will cover Secondary HR modules, which include: 

• Recruitment and selection 

• Training and Development 

• Absence Management 

• Termination 

• Postings/ Transfer/ Secondment 

 

Phase 3 will cover other HR modules, referred to as Talent Management, including: 

• Performance Management 

• Career and Successful Planning 

• Competence Management 

• Learning Management 

• Time Management 


 

STATUS OF IMPLEMENTATION 

A HRMIS Steering Committee Constituted with membership drawn from: 

• Public Services Commission (PSC).

• The Office of the Head of Civil Service (OHCS). 

• Local Government Service Secretariat (LGSS). 

• Ghana Education Service (GES).

• Ministry of Finance and Economic Planning (MoFEP).

• Ghana Statistical Service (GSS). 

• Advance Information Technology Institute- Kofi Annan Centre of Excellence (AITI-KACE).

• National Information Technology Agency (NITA).

• Controller and Accountant General’s Department (CAGD). 

• GIFMIS Secretariat. 

 

4. Developed White Paper and Presentation on Position Management. 

5. Developed HRMIS Functional & Technical Requirements. 

6. Selection of Pilot MDAs for the first phase : 

• Public Services Commission (PSC).

• The Office of the Head of Civil Service (OHCS). 

• Local Government Service Secretariat (LGSS). 

• Ghana Education Service (GES).

• Ghana Statistical Service (GSS). 

• Ghana Health Service  (GHS).

• Ghana Police Service. 

• Ghana Prisons Service.

7. Intensification of sensitization programmes 

8. Undertaken detailed Business Processes on the three areas: 

i. Position/Establishment Management. 

ii. Employee Profile Management.

iii. Employee Cost Management.