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The Central Board of Revenue (CBR) has set new goals for the implementation of human resource strategy to facilitate taxpayers through better management. In this regard, HRM team headed by Member, HRM, Zafar Aziz Osmani concluded a two-day strategy planning meeting on Tuesday. The meeting reviewed the HRM strategy, recognise successes, identify areas of further improvement and evolve goals for 2005.
HRM teams from the CBR headquarters as well as field officers from Karachi, Lahore, Islamabad and other cities attended the meeting.
The participants included Farida Amjad, chief, HRM, Mohammad Idrees, chief, HR Administration, Zulfiqar Kazmi, secretary, HR Development, Shahid Zaman, secretary, HR Projects, Asghar Chaudhry, secretary, HR IS, Sameera Yaseen, secretary, HRM, Lahore, Majid Yousafani, secretary, HRM, Karachi, Aliay Zafar, second secretary, Hasmin Yousuf, second secretary, Tariq Jamal, second secretary and Shazia Abid, second secretary.
It was agreed to immediately implement directives of the board-in-council. The role of HRM will be focused on strategy and policy issues while the HRM field formations will ensure timely implementation of the CBR policies by the field formations.
The HRM field officers will also provide ongoing facilitation and guidance to the field formation units of customs, sales tax on HR-related issues like job description updating, training needs identification and provision using CBR's internal and external resources, support to field reform units on internal job posting, implementation of code of conduct initiative and new performance management system.
During the meeting, it was noted that the parliamentary committee on finance and revenue has appreciated the launching of the MBA tax management program for tax officials, sources said.
The HR team evaluated challenges faced in the process and devised plan to proactively manage them for the future batches of probationers.
The process of internal job posting was also evaluated in details on the basis of feedback from the field formations.
It was agreed the process would be further streamlined through enhancing the web-based submissions and scrutiny mechanism in future.
Training needs for all service groups was discussed in detail in line with the recently concluded TNA report.
The HRM team also reviewed the training strategy presented to the council and took into consideration their feedback suggesting a comparison of the training organisation structure in the revenue departments in other countries.
The draft strategy for the new performance management system was also reviewed and it was agreed to roll it out to members, the DG's and field collectors and regional commissioners for their feedback and guidance.
Aliya Zafar updated the CBR on the board-in-council feedback on the organisation structure presentation for the CBR wings. The council's suggestion to review the current structure ensuring that the role of CBR is limited to policy and strategy level activity and implementation actually rest with the field was also discussed.
It was agreed that based on the feedback from the CBR wings, further modifications will be made by the HRM in the respective proposed organisation charts.
The HRM strategy meeting concluded with identified goals and objectives and action plans with time lines and responsibility for each function for the period ending in December 2005.

Copyright Business Recorder, 2005

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