Strategic Advisory Service on Human Resources

People are critical to the success of CGIAR's mission of mobilizing science in the service of poor farmers.

A new Strategic Advisory Service for Human Resources (SAS-HR) set up by five CGIAR Centers (CIAT, CIMMYT, IPGRI, IWMI, and WorldFish) in cooperation with CGIAR System Office, is working to attract, motivate, develop, and retain staff.

In April, SAS-HR held its first workshop at CIMMYT headquarters to develop a human resources framework to meet management needs. The ultimate goal is to achieve each Center's vision through the development of high caliber, committed, and motivated staff.

Although CGIAR Centers share common human resources problems, do they communicate with each other and share successful solutions? "Now five of them do just that, as partners in SAS-HR," said N.P. Rajasekharan, Director, SAS-HR.

"In talking about common problems we did find a big convergence," said Koen Geerts, IPGRI's Director of Finance and Administration and workshop participant. "Why not exchange information rather than re-invent wheels, sometimes the wrong wheels?" Geerts felt that it was a big accomplishment for five Centers to come together and discuss shared problems.

Sharing Best Practices

A highlight of the workshop was the showcasing of best practices with each Center presenting its most successful human resources strategies. IMWI focused on implementing the OneStaff approach, which was also mentioned as one of IPGRI's strengths; WorldFish explained its job evaluation system, and CIAT presented its use of the Internet for recruitment, occupational health program, and social welfare fund. CIMMYT described its national staff administration, corporate policies, and how it managed a recent downsizing effort.

"The advisory group for SAS-HR is on track to address my main expectations," said Joachim Voss, Director General, CIAT. "I hope they will help us to create sensible, effective, and cost-saving changes."

Participating Centers save time and costs by sharing ideas, strategies, and solutions. Using staff and management input, they are already defining human resources needs, developing strategies that recognize Center diversity and autonomy, creating solutions, and establishing an e-community of HR professionals.

Promoting Effectiveness and Equity for CGIAR Center Staff

To ensure success, CGIAR Centers must display not only excellence in science but also organizational effectiveness said Masa Iwanaga, Director General, CIMMYT, and host of SAS-HR. Other speakers included Eric Schlesinger of the World Bank’s Human Resources Department who described the 360-degree appraisal process and its benefit of peer evaluations.

In an example of cost-effective communications, Francisco Reifschneider and Ravi Tadvalkar from the CGIAR Secretariat briefed participants by video conference about the first CGIAR systemwide compensation survey being conducted.

“People are the foundation of our knowledge-based CGIAR system,” said Reifschneider. He endorsed the “OneStaff” initiative, which aims to create an inclusive and equitable environment for all staff members regardless of differences in employment contracts. The initiative will promote transparency by providing equal opportunities and clearly explaining differences in benefits to staff. It could facilitate movement from national, to regional, to international staff categories by clearly defining what is needed for advancement. He felt that OneStaff will help to further develop and support the vision and values that SAS-HR participating Centers have for their staff, adding that the “Concept behind OneStaff requires a gradual transition in the organizations, part of the evolution of the CGIAR System as a whole.”

To foster wider learning within the CGIAR, many SAS-HR meetings and initiatives will be open to all Centers.