The Project is Headed by Mr. Allan Muhereza, Commissioner  – Human Resource Management Systems.

Implementation of the IPPS falls under the responsibility of the IPPS Division in the Department of Human Resource Management Systems

1. Task Manager: Allan Muhereza, Commissioner Human Resource Management. Systems
   The Commissioner  coordinates the implementation of the HCM in Ministries, Departments, Agencies and Local Governments.
2. Project Manager: Robert Ssaka The Project Manager provides professional and technical support to the Ministry of Public Service in the implementation of the HCM.

Human Capital Management (HCM) System of the Uganda Public Service

Introduction

The Human Capital Management (HCM) System is a major digital initiative by the Government of Uganda aimed at modernizing and improving the management of human resources across the Public Service. It was developed in line with Uganda's National Development Plan (NDP) objectives and the broader e-Government Strategy, seeking to enhance efficiency, transparency, and accountability in the public sector workforce.

Background

Historically, Uganda’s public service HR functions were managed manually or through fragmented systems, leading to inefficiencies such as:

• Inaccurate personnel data.
• Ghost workers on payroll.
• Delays in recruitment and promotions.
• Poor workforce planning.
• Limited transparency in HR practices.

Recognizing these challenges, the Ministry of Public Service (MoPS) initiated the HCM project to automate and integrate human resource management processes, from hiring to retirement.

Objectives of the HCM System

• Streamline and automate HR processes across ministries, departments, agencies (MDAs), and local governments.
• Improve decision-making by providing accurate, real-time data on workforce demographics, performance, and skills.
• Enhance service delivery by ensuring the right people are in the right jobs.
• Eliminate ghost workers and reduce payroll fraud.
• Facilitate self-service for public servants, improving access to personal employment information.
• Support planning through better workforce analytics and succession management.

Key Features of the HCM System

1. E-Recruitment and Onboarding
   – Automation of vacancy announcements, applications, shortlisting, interviewing, and onboarding processes.
2. Employee Data Management
   – Centralized database for personal, educational, and career information of all public officers.
3. Payroll and Salary Management
   – Integration of HR data with payroll, ensuring accurate and timely payments.
4. Performance Management
   – Digital appraisal systems linked to performance contracts and assessments.
5. Training and Development
   – Recording of skills gaps, training needs, and professional development activities.
6. Leave Management
   – Automation of leave applications, approvals, and balances.
7. Retirement and Pension Processing
   – Efficient management of end-of-service benefits and pension processing.
8. Self-Service Portals
   – Online access for employees to update profiles, view payslips, apply for leave, and track performance evaluations.
9. Workforce Analytics
   – Dashboards and reporting tools for real-time insights into workforce dynamics.

Implementation Strategy

The HCM system is being rolled out in phases, covering:

• Central Government MDAs.
• Local Government Authorities.

The implementation involves:

• Capacity building for HR and ICT staff.
• Data cleansing and migration from legacy systems.
• Customization to align with Uganda’s public service regulations.
• Stakeholder sensitization and change management programs.

Benefits Achieved So Far

• Reduction in payroll anomalies such as duplicate employees and ghost workers.
• Faster HR service delivery, e.g., quicker confirmation and promotion processes.
• Improved compliance with HR policies and service standards.
• Cost savings through better management of the wage bill.
• Greater transparency and accountability in public sector HR functions.

Challenges Faced

• Resistance to change among staff used to manual processes.
• ICT infrastructure gaps in rural and remote local governments.
• Data quality issues stemming from legacy systems.
• Capacity gaps in ICT literacy among some HR officers.

Enhancements

The Government of Uganda has further:

• Fully integrated HCM with other national systems like the Integrated Financial Management System (IFMS) and the National Identification System.
• Expanded functionalities to include workforce planning for future skills needs.
• Introduced mobile-accessible versions to enhance usability.