Dominican Republic: Human Resource Management for Innovation in Government

image of Dominican Republic: Human Resource Management for Innovation in Government

This review represents a new policy approach for public sector reviews, linking the traditional thematic public employment and strategic human resource management (HRM) framework to public sector innovation and service delivery challenges in the Dominican Republic. The study is based on lessons learned from the experience of OECD member and key partner countries, starting with an economic and institutional analysis of the Dominican context in a broader regional perspective. The report provides a detailed diagnosis of its public employment management and pragmatic solutions for improving it. The recommendations are based on assessments in the following priority areas: the use of strategic workforce planning and management, the state's ability to acquire and retain workforce competencies and enhancing government's core values, performance management and leadership, HRM reforms and the capacity to implement innovative approaches for a more efficient and effective public administration leading to better service delivery.

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Investing in the future by acquiring, building and retaining talent in the Dominican public administration

This chapter reviews the Dominican workforce capacity and capability. In many OECD countries, competency management has become a key strategic HRM instrument and a vehicle for organisational and cultural change. Having employees with the right capabilities is essential for organisations to get work done to the required quality level and to improve their results, remaining viable through innovation and the capacity to adapt in a changing world. The recruitment process is a highly visible symbol of public service values. Firmly established merit-based recruitment and selection practices based on fairness, objectivity and transparency enable governments to inject new skills into the public administration and contribute to workforce agility, ensuring that the civil service is staffed by competent and efficient employees. Centrally managed training and development programmes aimed at current and potential future leaders are also receiving a great deal of attention in OECD countries and are increasingly linked to other HRM processes.

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