Head of the Administrative and Recruitment Organization: we should identify human resource challenges in the human resource structure and plan for reorganization.
Head of the Administrative and Recruitment Organization stated during the conference on human resource management: "this conference covers human resources in a wider range than merely the public sector. Nevertheless, due to the influence that the public sector and specially the governmental sector has on all fields, this conference revolves mainly about issues in public sector."
He continued: nowadays 15% of the national workforce are active in the public sector, including the non-governmental public entities and armed forces and 85% are outside the public sector in private agencies and units; but the effect of policies and decisions taken by this 15% on the other 85% is so high that to fully comprehend what happens to the 85%, we need to have a careful analysis of the 15%."
He also added: "many false statements in the field of human resource have been made which have turned out to be believed as true statements due to repetition. First and the most important statement that many have believed to be true is that we have a large government, i.e. large organizational charts and large human resources; and consequently, we have foreseen specific articles in the sixth development plan to reduce the human resource and reform the structures, and in return we have developed projects in the administrative reform plan to move towards agility and downsizing of the government."
He continued by saying that due to an increase in the oil revenues during the 70's, there was a raise in human resource recruitment and delegation of the affairs mainly in the government. At the beginning of the 70's, free education law was passed which required those who study at high schools and universities for free to be recruited by the government and wait for public recruitment up to a year after graduation, and in case the government did not need the graduates they could work in the private sector.
Head of ARO stated that in 1976, 19% of the workforce were active in the public sector. He clarified: "after the Islamic revolution and the changes to the entities and based on new rules and regulations in 1986, the active workforce in the public sector reached 33.2% and in 1991 this rate reached 33.7% in 1991 the first precise survey showed that 18.6% of the public work force had master degree and 81.4% had associate degree or below.
He continued: "from the beginning of the 70's, it was stated that the size of human resources in the public sector is large and there is a need for downsizing. Therefore, the downsizing policy was pursued by supreme administrative council establishment in the second development plan. In 1991, despite a 60% rise in the population and a double increase in the workforce, we were able to keep the rate at 3.1 million employees in the public sector."
He mentioned: "we tried to limit entry to the public sector in the third and fourth development plan. Therefore, 50% of the workforce were allowed to be recruited in the public sector and this amount was reduced to one third in the fifth development plan which is also currently the case. Recently, there has been special need to increase the recruited workforce due to several specific situations as in a sudden increase in the population and the territorial situation."
He pointed out to the human resource statistics in various countries in comparison to Iran and said in Japan, there are 3 million and 323 thousand employees in the local and federal organizations, exclusive of the armed forces. In our country, this amount reaches 2 million and 227 thousand people. If we compare the population in both countries which is 126 million in Japan in comparison to 84 million people in Iran, there is a good relation in between.
He concluded: "when we compare Iran with countries which have also tried to implement the managerial principles in the public sector, the statements about the large size of the government appear to be false. The real problem lies in the fact that 70 % of graduates with master's degree or higher do not have the required skills and specialties to deliver the delegated tasks. Lack of congruency between the human resources and the needs of the public organizations is the main issue. In other words, in some organizations the number of employees is one and half times more than the needed number and some organizations are managed with half the necessary workforce. Despite the fact that there is 30% surplus in the number of employees, we still lack 30% expert and specialized forces to fill vital vacancies in some other organizations. This is what has incurred difficulties in the field of human resources."
He finally added: "to put the statement more appropriately, we need more organized human resources and emphasizing merely on downsizing is not accurate. We have to move the workforce where there is surplus to organizations to there where there is need for new workforce or to expel the unskilled workforce and replace them with experts. This, in return, necessitates passing new rules and regulations and foreseeing acquiring necessary authority's lack of which have always caused challenges when it comes to being passed and implemented in the government and parliament."