Organizational Structures and Staffing
Human Resource Management
Project Management
Product/Service Procurement
Capacity Building

Key HR functions

  • Recruitment and onboarding of staff
  • Compensation and benefits
  • Competency frameworks
  • Performance management (to inform staff development and career progression)
  • Training and development
  • Safety and wellness
  • Labour relations and compliance

Human Resource Management (HRM) ensures effective staffing, facilitates staff relationships, and coordinates skill development to meet organizational goals.

Within the EMIS ecosystem, effective HRM plays several key roles, including:

  • Developing an organizational competency framework that identifies core competencies to guide development pathways.
  • Designing job profiles to include generic and specific competencies required for positions.
  • Ensuring that staff development policies are in place that enable staff development in required or desired competencies and skills that would support EMIS implementation.
  • Implementing a performance management system that will identify staff training needs and facilitate career progression.
  • Overseeing change management processes, particularly when introducing EMIS initiatives.

Explore these essential HRM resources

  1. The HRM essentials handbook provides an overview of the foundational aspects of HRM.
  2. The ILO's HRM Manual and Tools contains seven tools that cover HRM best practices.
  3. The HR Strategy template from The Academy to Innovate HR is a step-by-step guide to develop an HR strategy for your organization.

Expanding roles for HR practitioners

Change is an inherent feature of the EMIS ecosystem, which requires HR practitioners to evolve from primarily administrative tasks and to focus on:
  • Talent management strategies. This implies developing targeted approaches to recruit, develop, and retain staff who will advance key strategic areas related to the EMIS ecosystem.
  • Partnering with external stakeholders to identify and meet specific needs. This entails HR professionals working closely with units/departments to support with workforce planning, strategic alignment, change management, and staff development.
  • Facilitating organizational development by identifying employee skill gaps, designing and delivering training programmes, and fostering continuous learning opportunities. See Capacity Building for more information.