Component 2 -
Human Resource Development
in the Water Sector
 The
Personnel Development Component (PDC) has the objective to support
the improvement of the human resources in the urban water and
sanitation sector. The present component continues with its
strategic approach developed during the previous phase (March 2007 –
June 2009) and builds on earlier efforts of providing training
services for upgrading the technical, administrative and managerial
qualifications of employees in the water sector.
In order to
enhance the development of the Human Resources it emphasizes on an
increased responsibility of Human Resources Development (HRD)
sections within the utilities and on the new national HRD Centre as
a specialized HRD service provider for the water sector.
Context
According to the National Water Sector Strategy and Investment
Program (NWSSIP), the “shortage of qualified human resources
constitutes the biggest constraint to building the capacity
necessary for sound water management”. The prevailing situation can
be characterised in a few words.
-
The decentralised utilities
inherited a labour force from the national central
provider without much of a choice and without the opportunity to
recruit or retrench staff in accordance to a clear business
plan.
-
Almost the entire labour force is
employed under the Civil Service Conditions
(low salaries but high job security).
-
As a result the utilities suffer from
an excessive number of employees who cannot be fully utilised
and from a severe lack of qualified senior professionals; in
short the utilities are over-staffed and the
personnel is under-qualified.
The Personnel Development Component
addresses this severe problem through a holistic approach for
developing the human resources in the water sector.
This
approach is based on essentially ten Strategic Guiding Principles
which form the backbone of a wider framework concept.
Important elements of the comprehensive approach are for
example:
-
Encouraging water utilities to
establish HRD departments
-
Encouraging water utilities to
increase their financial allocation to HRD/training
-
Improving staff performance
assessments
-
Introducing performance based
incentives
-
Identifying skills and knowledge gaps
for determining training demand and proper planning of training
events
Upgrading the qualification of employees
in the urban water and sanitation utilities through short term
training in technical, administrative and financial subjects remains
an important tool, but does no longer maintain the predominance it
used to have earlier. And even within the support to training new
opportunities for enhancing on the job training for transferring
skills from experienced to junior employees, for enhancing team
building on the managerial level and raising awareness on the
depleting water resources have been pursued.
Achievements since 2007
-
Based on a SWOT analysis 10 strategic
guiding principles developed as backbone of activities
-
Manual describing the implementation
in detailed circulated
-
Process of institutionalizing HRD at
water utilities ongoing
-
Utilities make increased contributions
to training costs
-
Concept for improved performance
assessment of employees developed
-
Concept for performance based
incentives developed
-
Training offers expanded, diversified,
well coordinated and responding to demands from utilities
-
A total of 1,127 water sector
employees, thereof 35 females trained between 2007 and 2009
-
Tracer study carried out showing
usefulness of training
-
HRD Centre established as service
provider for utilities
Outline of present phase: July
2009 to June 2012
Component objective:
The management of human resources development in the water sector
has improved. Indicators
-
The national training programme for
urban WSS of the new coordination centre for human resource
development is used by at least 7 water utilities to improve
human resource management (2009: 0, representative survey).
-
At least 4 water utilities apply 6 of
the 10 principles adopted by MWE for improved human resource
development (0 in 2009).
-
The new association of water utilities
provides advisory services in operational development as
mandated (representative survey of water utilities).
-
At least 75 % of personnel
(representative survey) in water utilities state that in-house
human resource development has improved.
Major Activities
-
Strengthening the capacities of HRD
Centre
-
Supporting the implementation of the
Strategic Guiding Principles by UWSS through advisory assistance
-
Supporting the implementation,
diversification and expansion of national training programme
-
Supporting the institutionalisation of
HRD in utilities
-
Supporting the establishment of a
national association of UWSS.
Expected Impact
Urban Water & Sanitation Utilities (UWSUs) manage the development of
their human resources for improved performance.
Duration
Phase I: July 2009 – June 2012
Counterpart Organisation
Ministry of Water and
Environment
Partnerships
HRD Centre under
Ministry of Water and Environment, Water and sanitation utilities,
National Water and Sanitation Authority (NWSA), Skills Development
Fund (SDF), Ministry of Technical Education and Vocational Training
(MTEVT), public and private training providers, KfW Development
Bank, German Development Service (DED), InWent
Contact Person
Dr. Peter Herrmann / Team Leader
Office : +967 1 561 781/2
Fax: +967 1
561
787
E-mail: PHerrmann@gmx.net
The Personnel Development Component is implemented by
GOPA/RODECO/Engicon, commissioned by GTZ
www.gopa.de;
www.rodeco.de;
www.engicon.com
|
Water Sector
Factsheets
Detailed
Information about the Yemeni-German Water Sector Program and its
Components.
Download English Version,
1,1 MB, PDF
Download
Arabic Version, 1,1 MB, PDF
The
Components:
Consolidation of Sector
Reform in
Urban Water Supply and Sanitation
 more
Human Resource Development
in the Water Sector
more
Development of Independent and
Commercialized Urban Water and
Sanitation Utilities
more
Decentralization of Water Resources Management
more
Strengthening Local Actors in Arid
Areas for Sustainable Water use at the Community Level in Amran
more |
