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Ministry of Health


Human Resources Management and Development

Human Resources Management & Administration Unit

Employment and Human Resource Administration is part of the Human Resource Management Section. Its purpose is to help the section achieve some of it’s functions. 

This involves Employment Practices and Procedures – Conditions of Service; which include recruitment and selection, promotions, transfers, discipline, capability problems, grievances, termination, wage and salary administration, terminal benefits, equal opportunities, sexual harassment etc.  

Human Resource (HR) Information System – the setting up and managing of computerized  Health HR information systems and other records to provide a database  and to assist in decision – making.

Human Resource Development Unit

Human Resource Development (HRD) is another component of the Human Resource Management Section. HRD is a coordinated process of training and development interventions and programmes for the Ministry that is directed at producing the necessary numbers of appropriate skilled health employees to meet the Ministry’s current and future requirements.


Training fills the gap between what someone can do and what he/she is able to do. Its aim is to ensure that as quickly as possible, employees can reach an acceptable level of performance in their jobs. Training builds on this foundation by enhancing skills and knowledge as required to improve performance in the present job or to develop potential for the future.


Development is the modification of behaviour through experience, education and instruction. It provides for people to do better in existing jobs and prepares them for greater responsibility in the future. It builds strength and helps to overcome weakness and ensures the Ministry has expertise it needs. Furthermore, it aims at identifying talent, improve skills, widen experience and help health workers to grow in their ability to accept greater responsibility

Training and Development

The fundamental aim of Training and Development is therefore, to help the Ministry to achieve its purpose by adding value to its key resource (health workers). Training and Development in the Ministry ensures investing in employees to enable them perform better and empower them to make the best use of their natural abilities. The objectives for Training and Development are:

  • Develop competencies of employees and improve their performance;
  • Help employees grow within the Ministry in order that as far as possible , its future needs for human resources can be met from within; and
  • Reduce the learning time for employees staring in new jobs through appointment, transfer or promotion, and ensure that they become competent as quickly as possible.

Human Resources Management Services


The Division strives to ensure that the Ministry’s service delivery to the public remains effective and efficient at all levels, and is capable of adapting to the national development needs and priorities. It is also responsible for introducing effective measures to combat inefficiency and wastage; promote efficiency and productivity and achieve optimal utilization of resources allocated to the Ministry.

Purpose of the Division

To promote and maintain an efficient and effective Ministry’s public service delivery that is capable of adapting to the national socio-economic development needs through developing and maintaining sound and effective Ministry’s organisational structures, operational systems and practices.

Functions of the Division

  1.  To advise management and propose on organisation development initiatives like functional reviews, work systems and methods, job evaluation, quality and productivity improvements, service charters implementation with a view to having appropriate organisational structure, functions, staff complements, operational systems that are cost effective; and enhance the Ministry’s service productivity;
  2. To monitor the effective implementation of the Ministry’s establishment so that only the necessary establishment is adhered to and retained to undertake core and priority functions of the Ministry;
  3. To identify operational constraints in order to provide possible solutions for improved service delivery;
  4. To analyse jobs in order to develop the Ministry’s appropriate job descriptions and specifications; and 
  5. To coordinate  the Ministry’s personnel audits with the view to verifying if employees’ details already captured/held in the database (HRMIS) match with what is on the ground as well as providing the missing details.

Planning Unit

Human Resource Planning (HRP) is another component of the Human Resource Management Section. HRP systematically assesses the numbers and types of health employees that will be required by the Ministry to effectively deliver its programmes and ensures that necessary recruitment, training and related programmes are put in place to provide the required human resource. The function analyses the strategic objectives of the Ministry and assesses the human resource required to achieve them.

HRP in the Ministry sets out requirements in both qualitative (what sort of people) and quantitative (how many people) terms. It provides the basis for other Human Resource Management programmes and policies of the Ministry in areas such as recruitment, training and development and it ensures that such policies are consistent with overall Government goals and objectives. 

Human Resource Planning is therefore, continuously analyses the Ministry’s human resource needs under changing environment so that proper steps are taken to provide the necessary numbers of appropriately skilled personnel to ensure the long term effectiveness of Ministry.

Aims of Human Resource Planning in the Ministry 

The aims of HRP are to ensure that the Ministry:

  • Obtains and retains the number of people it needs with skills, expertise and competencies required;
  • Makes the best use of its human resources;
  • Is able to anticipate the problems of potential surpluses or deficits of people; and
  • Reduces its dependence on external recruitment when key skills are on short supply by formulating retention and employee development strategies.

Human Resource Planning generally comprises five key steps:

  • Forecasting future Health Human Resource needs;
  • Projecting future Health Human Resource supply;
  • Comparing forecast needs with projected supply;
  • Developing plans, policies and programmes to meet Health Human Resource needs; and
  • Evaluating Human resource planning effectiveness.

-Meet the Team Leads

Duff Msukwa

Director of Human Resource Management

Deputy Director of Human Resource Management

Chief Human Resource Management Officer