The Human Resource Directorate handles all matters relating to human resources, and staff welfare which includes planning the Agency’s Human Resource by sourcing, recruitment and selection. capacity building, evaluation, motivation, job enrichment, compensation and allowances are also under the purview of the department. the duties also include evolving safety procedures and its implementation as well as managing the welfare requirements of the workers thereby maintaining a harmonious worker/management relationship.
To provide strategic Human Resources Services in Sourcing, Recruiting, Selecting, Training, Administration, Staff Welfare Services, Supporting and Evaluating the required Personnel for NAMA.
To be the most strategic Human Resources Service provider within the Aviation Industry.
FUNCTIONS OF THE DIRECTORATE
The Department provides necessary support services to other Directorates in the Agency. It is the custodian of the Agency’s human resource and is charged with the following responsibilities:
1.Develop/review and monitor the implementation of HR/Organization development policies and standards.
2.Set objectives and provide overall supervision for Administration as well as supervising, and appraising staff in line with organizational policy, procedure and standard.
3.Maintain a comprehensive and accessible computerized human resource information system (HRIS)
4.Create and facilitate effective staff teamwork.
5.Develop, implement & monitor staff training and development according to identified training needs.
6.Monitor Management practices, organization culture, and values according to international standard.
7.Setting yearly budget for Human Resources of the organization.
To function optimally, the department has five (5) units with the following responsibilities:
1.It is Responsible for all matters relating to promotion
2.Recruitment/placement of all cadres of staff
3.Maintenance of all record of staff and the Agency as a whole.
4.Handling of all matters relating to transfer and deployment of all staff.
5.Upgrading/conversion of all cadres of staff.
Training and Manpower Development Unit
1.It is responsible for the development, implementation and monitoring of staff training and development, in accordance with the identified training needs.
2.It is responsible for the scoring of staff APER forms.
Industrial Relations and Discipline Unit.
1.Advising Management on matters relating to general Industrial Relations and harmonious co- existing within the Agency.
2.Co-coordinating of Unions/Management relations.
3.Handling all disciplinary matters that include investigations, preparation of briefs for Management and serves as secretariat of the Disciplinary committee.
4.Interpreting and implementing provision of the staff conditions of service.
1.Responsible for all matters relating to processing and computation of gratuity, pensions, repatriation and death benefits.
2.Serves as the secretariat of staff pension Board
Staff Welfare Unit
4.Staff Welfare claims
•Create a recruitment model to attract the best hands in the Industry.
•Carry out a systematic Manpower Audit in order to determine the appropriate manning level.
•Provide manpower planning for sustainable growth of the Agency.
•Create and maintain sustainable training programs to meet the requirement of the Agency.
•Encourage the installation of due process and transparency.
•Evolve a system of staff retention that would stand the test of time.
•Develop competency dictionary suitable to the Agency.
•Embrace and evolve the modern and scientific system of recruitment and selection of highly skilled manpower into the Agency.
•Continuous job evaluation, job enrichment and Manpower Planning.
•Training and Re-training of staff both within and outside Nigeria in order to acquire and expose staff to world standard in Air Navigation Services.
•Improve the processes of service delivery.
•Maintain harmonious working relationship with the various Unions and Association in the Agency.
•Institute a system to enlighten and educate the Agency’s staff on the proper application of extant rules and regulations,
•Provide an enabling working environment to enhance productivity.
PERSONNEL ORIENTED REFORMS
•Assessment of the Human Capital and Right-Sizing as appropriate.
•Implementation of Staff Insurance generally in line with the extant reforms (Health & Personnel Insurance).
•Implement National Housing Scheme.
•Carry out a review of the Staff Conditions of Service.
•Evolve appropriate compensation for the core competencies of the Agency.