Garda Confidential No.: 1 800 666 111

Garda HRM Division

Functions of the Garda HRM Division

Human Resource Management Functions

 

Garda HRM has the following responsibilities:-

 

Resource Planning

  • Effective Recruitment: Recruitment of a full-time Garda service and the Garda Reserve. Recruiting excellent people to fulfil the organisation's vision, Excellent People delivering Policing Excellence.
  • Employee Movement: Allocation and transfers of staff to best facilitate the organisation’s business needs, taking into account the needs of individual members.
  • Development of Secondment and Exchange programmes with foreign police services, to increase long- term organisational capacity and foster a progressive learning culture.
  • Pensions management: At the end of a career as at the start, to provide a professional and supportive service to members at a time of significant personal change.

 Employee Relations

  • Partnership: The Partnership Structures in An Garda Síochána enable Management, Staff and the Staff Associations to:-
      1. Engage in a meaningful way in modernising An Garda Síochána through consultation, participation and cooperation
      2. Jointly own and implement the action plans as part of the public pay agreements
      3. Ensure a participative approach to resolving issues and challenges generally
      • Conciliation & Arbitration: The Conciliation and Arbitration scheme provides for the determination of claims and proposals relating to conditions of service of members of the ranks they represent.

       Employee Development

      • Management Development: Garda HRM is proactive in providing information on important issues to Garda managers. As part of the ongoing commitment to organisational development, the use of seminars will be expanded in the future to ensure that operational managers on the ground are capable of addressing all necessary HRM issues.
      • Career Development: One of the key responsibilities for HRM is the selection of appropriate personnel for promotion. In recent years, the organisation has developed a competency-based promotion system. It is vital that An Garda Síochána’s promotion process selects the best possible candidates in a clear and transparent manner. Only in these circumstances will An Garda Síochána ensure its future leadership capabilities.
      • Student/Probationer monitoring: Developing the best possible service by monitoring new Student and probationer Gardaí to ensure the highest standards of behaviour, work and service provision.

       Strategic Human Resources

      • HR Policy: Working under the HRM Manager, HRM is supporting an ongoing modernisation strategy.
      • HR Information Systems: HRM is currently working with external providers to develop a HR Information Technology package for the organisation.
      • Civilianisation: HRM has been vital to the implementation of the Civilianisation programme over the last decade. We continue to play an important role in supporting the Civilian Human Resources Directorate.

       Positive Working Environment

      • Occupational Health/Absence Management: Ensuring proactive management of all absence by empowering management to best utilise resources.
      • Work/Life Balance: Supporting families and a work life balance by providing statutory and discretionary facilities such as career breaks, job sharing and term-time.
      • Grievance and Bullying policy: Supporting a positive working environment through our new and accredited bullying policy. Managing bullying cases to ensure fair and efficient investigations.
      • Diversity and Equality: In line with An Garda Síochána’s Diversity and Equality Policy, HRM is currently studying best international practice and developing an internal Human Resources diversity policy. We aim to be a first class diversity service provider.