This framework provides for mechanisms to guide the assessment of the current and future human resource (HR) requirements and trends in the different sectors of the economy. This is in a bid to meet the country’s short-term, medium term and long-term HR requirements.

1. FINAL PROJECT
The Future of Work: Preparing for Disruption
A proposed solution which conveys how the nature of
work is changing and what my Country Uganda is
doing to prepare and support her workforces
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2. 2
The National Human Resource
Development Planning Framework
(NHRDPF) For Uganda

3. Outline
 Background
 Gaps Addressed by the framework
 Objectives of the framework
 Users of the framework
 Policy legal &Institutional frameworks
 Elements of the NHRP framework
 Monitoring and evaluation framework
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4. Background
 The Uganda Vision 2040 recognizes that, underdeveloped
human resources is one the strategic bottlenecks to socio-
economic development.
 The second National Development Plan recognized that
Uganda’s labour market continues to face a shortage of
requisite skills, with only few people being in possession of
some form of education and training qualification.
 The change in the global economic environment with the focus
on the knowledge based economy represents a paradigm shift
on how the country repositions its human resources.
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5. Background
 The nature of work is changing and therefore it is important for
Governments to identify and examine the current technological
trends, the nature of future jobs, and the new skills or critical
human skills required to meets the dictates of the transformed
workplace.
 In such a situation, the implementation of a national strategic
policy approach that comprises suggestions for: a collaborative
educational awareness; new learning programs and strategic
policy actions is deemed important
 To realize the above, a framework was developed to provide
mechanisms to guide the assessment of the current and predict
the future HR requirements, and trends in the different sectors
of economy.
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6. Key Gaps Addressed by the
framework
 This framework provides strategic guidance to support effective
Human Resource Development planning to address the
following Gaps:
1) Skills mismatch on Uganda’s Labour market;
2) Inadequacy of HR related data to support HRD Planning;
3) Unharnessed demographic dividend in the country;
4) Absence of a comprehensive approach for government to
ensure that, the right laborforce is produced and
channelled in the right sectors of the economy at the right
time to tap into the emerging opportunities;
5) Lack of clear coordination framework for HRD Planning to
streamline and rally a wide range of stakeholder
interventions to the overall national strategy;
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7. Media Imaging The Labour Market
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8. Objectives of NHRPF
i. Provide a comprehensive HRD Planning process
cascaded at all levels.
ii. Establish a systematic structure for coordinating and
guiding the Country on HRD planning in line with the
national development agenda.
iii. Establish a mechanism for prioritizing and
communicating HR supply and demand requirements for
sustainable development and inclusive growth.
iv. Provide a collaborated system for continuous collection
and reporting of the relevant HR information to guide
policy, implementation as well as M&E.
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9. Users of this Framework
 Users of this framework all State and Non-state
actors.
 It is a guiding principle for Human Resource
Development Planning in the country including:
stakeholders at National level; Sectors; Local
Governments; Ministries, Departments and Agencies
(MDAs);
 Development Partners; Civil Society organizations
(CSOs); Private Sector; Education and training
institutions; Employers and the general public
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10. Policy Legal & Institutional Frameworks
This framework takes cognizant of the existing global,
regional and domestic legal, policy and institutional
provisions which underpin HRD Planning in Uganda. These
include:
1. The Uganda Constitution, 1995
2. National Planning Authority Act, 2002
3. Sustainable Development Goals
4. Africa Agenda 2063
5. The EAC Common Market Protocol, 2010
6. Employment Act, 2006
7. The Occupational Safety and Health Act of 2006
8. Government White Paper on Education (1992)
9. E.t.c
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11. Principles Of The Framework
The key principles of this framework include:
1.Economic growth for employment creation and employability for all
2.Productive citizenship for growth and development
3.Economic and Social Empowerment and Employment Equity for all
4.Strong delivery and quality assurance systems
5.Focus on quality and relevance of education and training
6.A culture of excellence in skills development and lifelong learning
7.Effective collaboration mechanisms for HRD Planning
8.E.t.c
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12. THE FRAMEWORK
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13. ELEMENTS OF THE NHRDP FRAMEWORK
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Annual work plans/Budget
Manpower
Survey Data
and other UBOS
Data
Labour Market,
Industry and
occupational
data
LMIS
30-Year Human Resource
Development Strategy
10-Year National Human
Resource Plan
5-Year National Human
Resource Development
Plan
5-Year Sector/LG Human
Resource Development Plan
5- Year Strategic Plan for
MoES & Other Key
Institutions to Meet
National HR Demands
5- Year Sector/LGDS
Development Plan
10-Year National
Development Plan
5-Year National
Development Plan
30-Year Uganda National
Vision
National Human Resource Development Planning
Framework

14. Elements of the NHRP Framework
The framework has Five (5) principal elements:
1.The 30 year National Human Resource Development Strategy
2.10 year National Human Resource Plans
3.The 5 year National Human Resource Development Plans
4.The 5 year Sectoral Human Resource Development Plans
5.The Annual Plans and Budgets.
The Labour Market Information System remains a critical
reinforcing component for all the elements of this framework.
Other policy frameworks may be developed: the National Human
Resource Development Policy; and the National Content Policy,
relevant laws and regulations among others
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15. The 30 Year National Human Resource
Development Strategy (NHRDS)
The NHRDS shall set long-term aspirations and targets for
attaining the desired Human Resource needs of the country.
Shall provide the guidance on the implications on the Required
Human resource needs to attain Vision 2040 aspirations.
It shall set the agenda over the long-term period for HRD to
ensure adequate integration and alignment of HR needs in the
long-term within the national development objectives.
Shall set long-term HR goals and targets that are necessary to
drive the economy towards realizing the aspirations in the national
vision.
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16. The 10 Year National Human Resource Plans
(NHRP)
The NHRP is necessary to operationalize the 30-Year
National Human Resource Development Strategy.
The 10-Year NHRP shall provide the strategic
direction and interventions for sustainable HR
development guided by the trends in HR supply and
demand requirements.
The 10-Year NHRPs shall provide a road map to
respond to the structural skills mismatches and prioritise
critical occupational skills under the various
occupational categories and industries.
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17. Process for developing the 10 Year National
Human Resource Plans (NHRP)
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18. The 10 Year National Human Resource Plans
(NHRP)
The 10 Year Plans shall therefore provide a
comprehensive overview of:
1)the Human Resource situation in the country resulting from the
National Manpower/Human Resource surveys;
2)the Human Resource demand and supply trend analysis; and
3)the strategic direction for sustainable human resources
development over a 10 year period.
The National Manpower Survey shall be regularised to
support development of the NHRPs with short to medium
term focus and a basis for mid-term assessment of the 10-
Year NHRPs
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19. The 5- Year National Human Resource
Development Plan (NHRDP)
Six 5-Year NHRDPs shall be developed to operationalize the three
10-Year NHRPs within the 30 year Human Resource Development
Strategy period.
The NHRDP shall also be the National Capacity Building Plan and
shall stipulate the planned strategic interventions & objectives
designed to provide nationals with the necessary skills to meet current
and future job demands.
The priorities in the 5-Year NHRDP shall guide the allocation of
budgetary resources.
The plan will be subjected to mid and end-term reviews for purposes of
tracking progress and continuous alignment to the national development
strategy
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20. The 5- Year Sector Human Resource
Development Plans (SHRDP)
Each sector shall develop a SHRDP every after 5 years.
Each sector will undertake an assessment of the sector specific
human resource needs using the value chain approach, and in
consultations with LGs, private sector and other relevant
stakeholders.
The Ministry of Public Service shall also develop the human
resource development plan for the Uganda Public Service.
The SHRDP shall form part of the overall process for
development of the 5 year National HRD plan
LGs shall also produce their 5 year Capacity Building Plans.
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21. Annual Work Plans And Budgets
The National Budget shall spell out the priority activities for HRD
for the year and their budgetary allocations consistent with the
MTEF projections.
The priority activities shall be selected to realize the objectives
and strategies in the 5-Year National and Sector Human Resource
Development Plans
LGs and MDAs shall be required to plan for activities towards
realizing the desired human resource in line with their Sectoral
Human Resource Development Plan.
In the Annual Work plans and budgets, all sectors shall take
regard of the National and Sectoral Human Resource Development
Plans.
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22. The Labour Market Information System
(LMIS)
LMIS forms an important component that reinforces
all the elements of the NHRPF.
The LMIS shall provide quantitative and qualitative
information and intelligence on the labour market.
A fully fledged LMIS shall have 5 components i.e.;
1.A Job Matching Data Base,
2.External Employment Management Information System,
3.Internal Employment Information System,
4.Labour Claim Information System and
5.Labour Officer Information Sharing System
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23. Linking LMIS To Labour Supply And Labour
Demand
Education and training institutions shall annually
undertake tracer studies as a mandatory evaluation
mechanism for their programmes to:
Follow up on the impact of their education and training
programmes
Get feedback to enable improvement of programmes
offered
The LMIS shall be linked to education and training
institutions & employers to continuously input supply data
as well as get information on key skills demands on the
labour market.
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24. Financing Framework
Financing for the various HR plans as well as
coordination activities shall be neutrally integrated in the
National and sectoral Annual budgets.
Therefore, all elements of this framework are in-line
with the existing Medium Term Expenditure Framework.
However, to ensure sustainable financing, the steering
committee shall study and make recommendations on
viable mechanism for financing Human Resource
Planning and Development.
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25. Monitoring & Evaluation of Human Resource
Planning And Development
An effective monitoring and evaluation system shall be very
critical at every level of implementation.
At every stage of implementing the NHRPF, there will be a
comprehensive and timely M&E interventions within the existing
Government mechanisms
Specific strategies for M&E of the HR Planning and
development shall be developed and linked to specific
operational plans.
Detailed M&E plans shall be drawn for each term (short,
medium, long) of the NHRPF
Each implementing institution shall develop and integrate a
system for quarterly and annual reporting of specific HRD
initiatives within the existing reporting system
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26. END
THANK YOU
FOR GOD AND MY COUNTRY
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