Opportunities

Reports to: Deputy Facility Director (DFD)

 

Location: Management Support Team (MST) Office, Jakarta

 

Duration and inputs: Various part-time inputs over the period 2010-2012, plus option to extend if exercised by Deacons/AusAID.

 

Purpose

AIPEG is a complex Facility providing a variety of technical assistance, advice and support to selected GOI agencies (MOF, MOT, BAPPENAS and CMEA). The major focus of AIPEG is to build capacity at the individual, organisational and institutional levels through the provision of support to their reform processes particularly in the areas of economic and fiscal management and good governance reforms. Integral to this support are changes in the way the agencies view, manage and develop their human resources.

 

Reform of the GOI bureaucracy is driven also by Presidential Directive which requires the restructure of ministries by 2011 with the aim that they will be more effective and efficient and capable of fulfilling their responsibilities on behalf of the Indonesia public.

 

AIPEG places long term (Lead) advisers in agencies to facilitate, advise, guide and support change at the technical and policy level. However, many of these changes have consequential impact on the skills, qualifications and attributes of the personnel charged with implementing the reforms over the long term. In addition to this HRD systems that concern the development and development management of personnel must be reviewed and realigned to ensure the HRD functions support these technical initiatives. There is a need for significant review and development and implementation of HRD applications.

 

As the Lead Advisers are technical experts in their own fields, their expertise often does not necessarily extend to in-depth understanding of effective human resource development and capacity building theories, concepts and practices. The HRDA will bring this skills set to AIPEG.

 

Focus

The HRDA position will fulfil a Facility-wide advisory role in support of the Lead Advisers, other advisers as required, and to GOI partner agencies.

 

▪ Strategic Guidance. Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. In providing advice the HRDA will take a strategic HRD perspective that assists the GOI agencies and the Lead Advisers incorporate current international thinking and best practice in the areas of human resource development into other changes being introduced through technical and policy initiatives. In delivering such advice the HRDA will consider the GOI reform agenda and liaise with core GOI reform agencies such as MENPAN, to ensure changes advocated in the area of HRD are consistent with GOI reform measures. The HRDA will seek engagement with other donor activities such as those being undertaken by the World Bank, EU, JICA etc from an aid harmonisation perspective.

▪ HRD Planning. The HRDA will assist Advisers and GOI partners in the design of the HRD aspects of activities. This will ensure that GOI Agency reform plans which have an impact on the requisite human resources required to deliver the function for GOI are considered and that appropriate human resource development plans are prepared or at minimum reflected in the reform plans being proposed.

▪ Sustainability. The HRDA will consider the sustainability of all HRDA initiatives proposed. All HRD activities undertaken will include significant capacity building of HRD staff in agencies and at times will require the establishment of functions, systems and procedures.  The focus here will be building systems to facilitate personnel develop their organizational skills, knowledge and abilities by addressing training, career development, performance management and development, coaching, mentoring, succession planning, and the like.

▪ Monitoring & Evaluation. The HRDA will work with the Activity Design & Management Mentor (ADMM), Deputy Facility Director, MEA and Lead Advisers (and other advisers) to ensure that effective measures are incorporated into all HRDA related activities so that outcomes can be measured as part of the AIPEG M&E outputs. In conjunction with the MEA the HRDA will provide or arrange suitable capacity building of HRD staff so that they have the capacity to apply appropriate measures in their own work in future (ie make it sustainable).

▪ Gender Equality. The HRDA will ensure that gender equality is considered in all HRDA initiatives in line with the AusAID guidelines on Gender.

 

Approach

The HRDA shall operate primarily from AIPEG office and report to the AIPEG Deputy Facility Director. However, to in order to work effectively with Lead Advisers the HRDA will spend considerable time working with Lead Advisers in location.

He shall provide both strategic HRD advice to the MST and AIPEG Lead Advisers on HR reform and assist, where applicable with HR Activity implementation.

 

Reporting

The HRDA will report on HRDA matters as follows:

▪ Routine oral briefings to the FD, DFD and ADMM on the status and progressive outcomes of HRDA activities

▪ Monthly written report (in AIPEG prescribed format) on preceding month’s activities and activities planned for the forthcoming month

▪ Contribute HRDA aspects to the FRIP and other reports as required

▪ Brief the FET, AB and EC as required

 

Qualifications

The consultant should hold a postgraduate degree in Human Resource Development.

 

Experience

▪ Minimum of 10 years experience in HRD at the strategic and operational level

▪ Experience in delivering HRD activities successfully (with proven outcomes) in developing countries, particularly in government bureaucracies

▪ Demonstrated ability to train and mentor national counterparts in HRD

▪ Extensive knowledge of the Indonesia Government HR systems, policies and practices

 

Languages

▪ English language skills (fluent) – essential

▪ Bahasa Indonesia language skills (basic or above) – desirable.

 

Success Factors

▪ Conscientious, with an excellent sense of judgment.

▪ Excellent communication and team-building techniques

▪ Ability to thrive in a fast-paced, multi-tasking environment

▪ Demonstrated strong understanding of cultural and social environment in the region, and be able to work successfully in those environments.

▪ Willingness and ability to work effectively with a wide variety of people.

▪ Ability to work as part of a team and coordinate with other project personnel.

▪ Computer literate and strong organizational skills.

▪ Proactive, dynamic, creative, problem-solver

 

HRDMA Inputs 2010 - 2012

The HRDA will undertake a number of inputs over calendar years 2010 to 2012.  While the final number of inputs is yet to be determined, the indicative schedule/duration of inputs is:

Input	Timing	Duration (days)
1	Mar. 10	20
2	Jul. 10	20
TOTAL		40

 

Tasking Notes For Each Specific GOI Activity:

Tasking Notes will be prepared for each specific input stipulating the work to be performed during that input.

 

To be considered please send a written application and CV (4 pages max) to recruit_tamf@uninet.net.id by 29 January 2010. Only short-listed applicants will be contacted. Selections will be made in accordance with Commonwealth Procurement Guidelines.