Directorate of Human Resources
The Directorate of Human Resources plays a coordinating role in the effective utilisation of human resources in the Hospital, including development and review of appropriate human resource policies and procedures in the light of the labour legislations and Government circulars. It also oversees the employees’ welfare and offers expert advice to divisional, departmental, and unit heads on various issues regarding human resource management. Furthermore, the Directorate also links the Hospital with the Government and other relevant organs on issues that are related to labour and employment.

The Directorate of Human Resources, which comprises of 90 employees is organized into three Departments, namely, the Compensation and Industrial Relations Department, the Recruitment and Training Department, and Security as shown in the diagram below.

Core Functions:
This Directorate has an overall responsibility of coordinating effective human resources management in the Hospital. The functions of the Directorate are broadly divided into five major categories, namely, compensation, performance management, and labour relations, recruitment and selection, training and development.

   (i)Compensation
Compensation is a broad term which covers what employees get in return of their work. Under this function the Directorate is responsible for the equitable and fair determination and administration of staff salaries, incentives, and benefits.

The Directorate ensures that staff salaries are consistently administered and every employee receives his or her entitled emoluments at the appropriate time. Resulting from this duty, the Directorate handles all staff complaints which are raised from time to time regarding salaries and, where appropriate, makes the necessary adjustments.

Incentives are another preoccupation of this Directorate which has to ensure that members of staff are paid appropriate incentives as stipulated by the Hospital incentive policy. The Directorate is also responsible for the review of the Hospital incentives and advises the Management on the measures that should be taken in order to motivate employees and ultimately improve the performance of the Hospital.

The Directorate also manages some of the employees’ benefits. In this regard, it ensures that statutory contributions are deducted from each employee in the Hospital and are remitted to respective social security funds. The Directorate arranges for the payment of terminal benefits for employees upon the end of their employment with the Hospital. In case of terminal benefits payable by the social security funds, the Directorate makes the necessary coordination with the social security funds.

Furthermore, the Directorate also coordinates staff loan arrangements with various financial institutions such as NMB, CRDB and NBC and hire purchase with Tunakopesha limited.

   (ii) Performance Management
The Directorate coordinates and works closely with Heads of Divisions and managers in the management of performance in the Hospital. It plays a key advisory role in performance planning, implementation of work plans, and performance appraisal. The Directorate also is responsible for the administration of staff promotions, increments and other performance related decisions.

Performance planning involves setting of objectives and directions for employees at the beginning of the year where plans to achieve the agreed objectives are developed and agreed between supervisors and employees. The Directorate coordinates the development of performance plans which are basically agreements between employees and their respective supervisors on what and how a given job is to be done so that both parties know what is expected and how success is defined and measured.

In the implementation of work plans, the Directorate works closely with heads of Directorates in ensuring that they provide the necessary support and feedback while employees are working to achieve the agreed objectives in order to enhance performance.

The Directorate has also the overall responsibility in coordinating the formal performance appraisal, usually at the end of the year. It conducts training for appraisers to educate them on important considerations to be borne in mind when they are evaluating staff performance. It also provides managers with the necessary instruments for implementing performance reviews.

Performance needs to be reinforced through various rewards which is one of the important considerations in performance management and appraisal. As it has been pointed out above, the Directorate coordinates the exercise of staff promotions, increments, and other incentives which are awarded by the managers to employees with good performance.

   (iii) Labour Relations
The Directorate is responsible for establishing and maintaining harmonious relations between the Management on the one hand and employees on the other hand conducive for effective and efficient organizational performance.

The Directorate provides technical expertise and performs distinct functions as follows:

• Interprets the provisions of the laws governing labour relations and labour agreements;
• Designs and coordinates the labour relations policy of the Hospital;
• Advises Management and employees on the laws governing labour relations and labour agreements;
• Organises training for managers and employees on the laws governing labour relations and labour agreements;
• Handles employees’ grievances and coordinates the resolution of labour disputes and conflicts
• Administers staff discipline in the Hospital;
• Coordinates collective bargaining between the Management of the Hospital and employees;
• Coordinates the cooperation and interaction between the Management and employees through their union, TUGHE.

   (iv) Recruitment
The Directorate coordinates the process of locating potential job applicants and all other recruitment functions that lead to the selection and appointment of rightly qualified people to fill in vacant positions in the Hospital. The Directorate, in collaboration with user departments, designs appropriate advertisements for vacant positions, coordinates the short-listing of suitably qualified applicants, arranges and coordinates interviews and testing, and arranges for all other requirements leading to the appointment of new employees including orientation and placement.

   (v) Training and Development
The Directorate is responsible for coordinating, designing and managing training and development in the Hospital. Specifically, the Directorate is responsible for conducting training needs assessments, arranging training and workshops, and soliciting information regarding training institutions. The Directorate is also responsible for monitoring and evaluating programmes, evaluating trainers, and maintaining records related to training programmes.

   (vi) Internal Security
The Directorate also handles security to ensure that there is adequate protection of property located in various areas in the Hospital premises using local police auxiliaries and private security. The Directorate also works hand in hand with the police authorities in combating criminal acts.

Challenges:
1)Staff Shortage
The Hospital continues to face staff shortages which now stands at 1,419, with nursing being the most affected division with a shortage of about 800 nurses. Some employees have to work overtime to address the problem.

2)Poor remuneration
Poor remuneration capacity to attract and retain professional staff has continued to be a challenge leading to staff turnover and poor working morale. Related to poor remuneration is rampant theft of the Hospital’s man-hour with scores of specialists sneaking to private hospitals to supplement their income

3)Poor Delivery of Services
Poor service delivery from employees continues to be a problem in the Hospital with scores of patients’ complaints over poor services.The Hospital is addressing this problem through quality improvement initiatives and training in customer care. Complaints raised by patients and other stakeholders are addressed and used as feedback to improve services.