Terms of Reference of the Human Resources Department

       1.Background

National Disaster Preparedness and Food Reserve Authority (NADFOR) is the principal agency for the Government of Somaliland with overall responsibility for the management of disaster related risk, including mitigation and prevention, preparedness and coordination, monitoring and reporting of emergency responses.  The institution is headed by a Commissioner appointed by the president and is supported by five departments, including the Department of Human Resources – a department that is staffed by a director and aided by several technical personnel with various responsibilities.

        2.Scope of the Department of Human Resources

With an overall aim of developing a workforce that is capable of serving the Authority to meet its goals, the department is responsible for the development and implementation of the HR Policies, Strategy and Action Plans in conjunction with other departments to ensure the Authority’s human resources policies, programs and practices fully meet the needs of the organization. The department is composed of the following four units with the following specific functions:

  1. Human Resource management and development Section

The primary responsibility of the section includes the following tasks:

  • Development and implementation of human resources’ policies and strategies that meet the current and future needs of the Authority in line with National Labor and Employment Laws
  • Analyzing, interpreting and implementing human resource management policies and strategies in line with National Labor and Employment Law and NADFOR’s internal policies and procedures
  • Maintain HR Service Manual and records and review it on a regular and update with any new policies and procedures as per the law of the country
  • Maintain awareness and knowledge of latest HR developments policies and procedures and communicate it with all employees
  • Mediating disagreements and disputes between employees and employers Mediating disagreements between employees and other employees
  • Investigate claims of harassment and other workplace abuses and take actions where appropriate
  • Acting as the voice of the organization and/or the voice of the employees during any broader organizational issues pertaining to employee welfare
  • Assist the finance department in payroll administration by providing input with respect to attendance, overtime, increment, special payments

 

  1. Recruitment and Transfer Section

The primary responsibility of the section includes the following tasks:

  • Conducting recruitment, selection of new employees and deployment and placement of human resources;
  • Preparation of employee contracts and termination of existing contracts where appropriate
  • Approval of promotion and other compensation increases and demotions or decreases of compensation in compliance with internal employment contracts and labor and employment law of Somaliland
  • Provide   information to all employees regarding their entitlements
  • Maintain payroll records, staff attendance, timesheets, leave entitlement and sick leaves.
  • Calculate and disburse terminal benefits packages as required
  1. Staff performance and Appraisal Section

The primary responsibility of the section includes the following tasks:

  • Generate policies and procedures for continuous identification of training needs of the staff.
  • Coordinate training needs assessments of employees and organize, approve or provide training opportunities (internal training, educational programs, conferences, etc.) to keep employees up to date in their respective fields
  • Implement staff performance evaluation, and link the results and individual performance and propose appropriate actions where necessary (promotion, demotion, training employment transfer or termination if deemed necessary)
  • Provide employees with information and guidance on career development

 

  1. Training and Development

 

  1. Generate policies and procedures for continuous identification of training needs of the staff.
  2. Implement staff performance evaluation, and link the results of that process to salary review, performance targets, promotion, training where appropriate, including possibility of employment termination
  3. Organize appropriate training programs for employees and conduct follow up on all training activities and make suggestions for deployment to enhance staff performance where appropriate

Providing training opportunities (internal training, educational programs, conferences, etc.) to keep employees up to date in the

 

 

 

 

  1. Diagram of the Structure of the Department

The following diagram illustrates departmental structure