Objective:

The objective of the Human Resource Management Subcommittee is to examine and analyse the status of human capital interventions of RERA members with the view to identify commonalities, divergent practices, trends and other aspects that could hamper the effective utilization, and development of the energy sector at national and regional level.

Scope of Work:

The HRMS is mandated to:

  1. Analyse the consistency of HR practices between Member countries with regard to HR policies and procedures relating to human capital capacity building initiatives;
  2. Analyse and report on collective interests of Members on matters relating to capacity building;
  3. Implement Staff exchange programs between Member countries;
  4. Implement a data base of Training Service Providers;
  5. Coordinate implementation of Talent Management Strategies and review succession planning practices to ensure pipeline succession for key positions among Member States and RERA Secretariat;
  6. Exchange development initiatives targeted at exposing young school leavers to influence careers within the energy industry as a pipeline talent management focus;
  7. Investigate and compare practices in capacity building and remuneration among RERA Member States and RERA Secretariat;
  8. Ensure uniform Performance Management practices and recognition of Staff contribution in RERA activities;
  9. Make recommendation to the Portfolio Committee on Terms and Conditions of Service for Secretariat for approval; and
  10. Drive Training Needs Analysis with the objective of producing a report that guides training plans among Members.

Main Initiatives in 2021:

Planned for implementation in 2021 include the following initiatives:

Engagement and Integration

Establishing stronger networks for localized delivery and the regionalization of regulatory training program.

Scheduling & Capacity Planning

Ensuring members have standardized methodology and  approach to matching availabilities and skills across regulators that can be leveraged in the interest of peers within the regulatory group:

  1. New Board Member/Commissioner orientation program and pack; and
  2. Introduction to Regulation
Candidate Selection

Ensuring transparent approach to candidate selection that matches the regulatory business requirements

Peer to peer reviews

Improving regulator capabilities to drive business performance.

Return on investment for Training

Tracking the return on investment for capacity building initiatives.

 

COMMITTEE MEMBERS

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