SAO Admin & Finance DAG conducts training program on HR and staffmanagement

The training aimed learning staff management and effective use of Human Resources approaches was conducted by Administrative and Finance Deputy Auditor General, Mr.Mujeeb Rahman Sherzad at SAO conference hall on May 9, 2018.

The purpose of three days training attended bydirectors, managers and SAO staffwas how to recognize and understand the place and importance of management of entity staff, Human Resources and how to distinguish differences and similarities between staff management and Human Resources management.

The following phrases coveroverall content of the training

  • What is the difference between managing of staff and Human Resources?
  • Who is responsible for handling HR duties?
  • What are those activities to manage HR?
  • What are HR’s duties and responsibilities?
  • What are HR mandates?

During the training, the Admin and Finance DAG said: “every day the science in the world is getting wider. So we need to be prepared and cognizant with the development of the science in various sections particularly with those we have direct relation”.

English scholars defined:staff managing is part of Management which usually has relation with the staff at work.

Mean while, he added HR management is a broad process includes planning, organizing, guidance and encouragement, controlling, procurement, HR development and facilities to keep them inside the system. In other words, the HR management is a wide and extended process that even resolves needs of the entity, staff and society.

According to his statement the Americans have defined HR management with few differences to British definition as follow:

 Managing human resources is part of management connected with planning, organizing and controlling. Human Resources are required to: recruit, develop and maintain staff as well as use staff’s work force to achieve the goals.

  • Entity’s goals  shall be obtained effectively
  • Staff’s goals shall be achieved beside the entity goals

He added other definition in this regards says: HR management is consisted of activities applied for recruiting, maintaining and ensuring staffs performances to obtain the entity’s goals. These activities are: recruiting, training and capacity building, evaluation of performances and providing feedback, salary scale and other services provided by entity for the staff as well as facilitates the relationship among the them.

“These goals are categorized into various levels; Individual’s goals are in primary level, entity’s goals in secondary and the society’s goals are in the last level .Hence, all the aforementioned goals shall be connected as a chain.” he said.

According to his statements individual’s goals can play an effectiverole in improving the entity and human resources; e.g. the condition shall be created in a way to encourage the individuals to effectively contribute in obtaining the entity’s goals. 

He stated the other features of the management are: mutual respect among the staff, promoting trust between managers and staff, staff‘s self-steam, guidance, training and consulting. Therefore,HR is not the final determiner departmentin an entity rather it assists the entity to attain the goals. In other words, the nature of HR existence is to assist other high-ranking departments in achieving the entity’s goals. Also the effective role of HR shall be understood in this regard.

“If any entity is deemed to be evaluated in terms of quality and effectiveness, the staffs are the key features to be addressed and evaluated; because they are the reflector of the essence and reality of the entity. Based on their performances the entity can be evaluated and judged. The entity depends on how to develop the staff competencies and build their capacities to achieve the entity’s goals." he added.