INTRODUCTION

“What is human resources?” William R. Tracey, in The Human Resources Glossary defines Human Resources as: “The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. Human resources management involves strategic integration, developing a coherent and consistent set of employment policies and gaining commitment. The main objective of the Human Resources function is to foster commitment from employees to the success of the Organisation through quality orientation in their performance and that of the whole organization.

The Human Resources Department must compliment the Organization’s goals. Human Resources programs and practices must be implemented with the goal of balancing the needs and meeting the goals of both the Organization and the employee.

Departmental Mission

To facilitate the development of a dynamic, efficient, effective and transparent Ministry.

Ministry Mission

To promote and sustain a viable agricultural sector and to development and manage land resources through the provision of appropriate technical, administrative and advisory services in order to optimize, technical administrative and to contribute to equitable and sustainable social and economic development of Zimbabwe.

Staff Compliment

The Ministry has a total of sixteen thousand nine hundred and two (16 902) employees. These include professional and non-professional staff. The biggest staff compliment is found in the Department of Research and extension which has an estimate of five thousand (5000) employees

Departmental Report Structure

The Human Resources Department normally consist of clerical staff (support), professional and managerial jobs. Clerical employees now professionally known as Assistants usually include typists and clerks. Professional employees are specialists in the fields such as employee relations, recruitment and selections, placements, employee testing and Labour relations. The Manager/ directors oversees the clerical and professional employees and co-ordinate the Organization personnel activities

Departmental Objectives. (Does the Human resource function affect the success of an Organization?)

Human Resources Department perform roles, which are critical to the success of the Ministry. Listed below are some of the main objectives of the department:

• Create and implement policy
• Maintain Communication
• Offer advice to other department on personnel and other related issues
• Control personnel programs and procedures.
• Management of Ministry Establishment
• Implementation of performance Management
• Implementation of Public Service Regulations
• Human Resources Development
• Improvement employee relations
• To implement health and safety policies
• Implementation of client’s charter

Organization cannot operate without polices as these defines what is acceptable and what is not. Just like any other department, the Human Resources Department has laid down laws and regulations, which are formulated by the employer (Public Service Commission). Currently regulations governing the operation of all civil servants are found in the Public Service Regulation, 2000. These regulations include procedures to be followed when processing the following:

• Appointment, Performance appraisal and career mobility. (Section 3-14)
• Resignation, termination of employment and retirement. (Section 15-18)
• Grading and Salaries. (Section 19-20)
• Allowances (section 21-29)
• Indemnification of drivers (section 30-34)
• Leave (section 35-41)
• Disciplinary procedure (section 42-52)
• Grievance procedure (section 53-55)
• Maintenance of Services (section 56-62)
• General (section63-67)

Arms of the Ministry

The Ministry of Agriculture and Rural Resettlement has thirteen (12) departments, which deal with different aspects of Agriculture. This department are headed by Directors and below listed are the departments

• Livestock and Veterinary Services
• Agricultural Services
• Agricultural Economics and Marketing
• Finance Department
• Agricultural Engineering and Technical Services
• Human Resources
• Livestock Production and Development
• Agricultural Research and Extension
• Veterinary Field Services and Tsetse Control
• Veterinary Technical Services
• Agricultural Education
• Internal Audit

In order for the above mentioned departments to achieve their departmental goals there is need for a Human Resources section, which should be responsible for staff relations, grievances, e.t.c. promotions, regradings etc. The section works hand in hand with the Ministry’s human resources section.

Importance of Performance Management.

(What is Performance Management)?

Performance Management refers to the process of measuring output by the determining the gap between the desired performance and actual performance of individuals. The gap can be identified as the Training Need of an individual

Performance management is a very important function of Human Resources. Below is a diagram, which depicts its importance.

Objectives of Performance Appraisal

Evaluate Developmental

s1. Compensation decisions 1. Performance feedback

2. Staffing decisions 2. Direction for future Performance

3. Evaluate Selection System 3. Identify Training and Developmental Needs

Challenges

Currently the Human Resources Department is facing several challenges, which deter the department from effectively performing its duties. Among these challenges are:

1. Manpower Shortages

2. Lack of adequate resources to implement performance management.

3. Inadequate resources to train Ministry staff in identifies training needs

Despite the challenges and difficulties the department encounters in performing its duties, it still remains as the lifeline of the Ministry as its functions determines the success the Organisation as a whole.