Establishment Matters

Oversee recruitment, placement and training of public and cadre officials/staff towards high quality and effective administration



Competency Area

Personnel Management


Contributes to record maintenance, regular responses

Understands labour relations laws and regulations pertaining to hiring, classification, benefits (such as DoPT Performance Appraisal Report PRA System, Guidelines for Cadre Management)

Responds to staffs' queries on personnel matters (such as benefits, management)

Maintains the record of employee information

Guides in recruitment and performance evaluation

Assists in determining growth and maintenance needs of the cadre (such as promotions, utilisation of deputation and other reserves, fresh intake)

Documents performance evaluations strategies (such as competency-based, 360 feedback, Behaviorally Anchored Rating Scales etc.) with regard to alignment/adoption with existing systems

Identify, collect, and monitor employee performance indicators

Assists in administrative processes to ensure timely payments

Manages staffing and compensation processes

Reviews personnel processes (such as human resource requirement planning, career planning, mentoring, on-the-job training etc.) to identify bottlenecks and delays

Organises workshops/events to promote awareness of workplace engagement and wellbeing

Counsels the employees on issues and grievances related to workplace engagement and productivity (such as workplace safety and wellbeing) as per the National Policy on Safety, Health and Environment at Workplace

Coordinates with programme management staff and senior leadership to develop resource guides (such as employee handbook, workforce competency requirements) and organisation policies

Adapts personnel strategies, policies and programs to address emerging organisational needs (such as work-life balance, hybrid work, diversity and inclusion)

Proposes changes in personnel policies (such as recruitment, performance evaluation) to ensure adequate representation of socially and economically deprived sections of society

Prioritises innovation and assessment approaches to personnel practices

Encourages application of technology to ensure the effective delivery of personnel services (such as eHRMS rewards and recognitions)

Monitors eHRMS to facilitate constant interaction with stakeholders/user Ministries/Departments to track views on policy aspects

Promotes personnel strategies and practices to drive staff engagement and stakeholder alignment to the organisational values (such as transparency, accountability, zero tolerance of corruption)

Streamlines distribution of HR functions between ministry/department and cadre units