Human Resources Management Information System (HRMIS) at the Central Bank of BiH

In 2010, Bosnia and Herzegovina and the Federal Republic of Germany agreed to launch the Program for Strengthening Public Institutions in BiH to support institutions in improving the quality of services and better meeting the demands of citizens. The Program for Strengthening Public Institutions in BiH will last for ten years (2010 – 2020). The German Federal Ministry for Economic Cooperation and Development (BMZ) entrusted Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH with the implementation of the German contribution to this program, reports the BiH news agency Patria.

On September 3, 2014, the Central Bank of Bosnia and Herzegovina (CBBH) and Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) signed a Memorandum of Understanding, marking the continuation of successful cooperation and the beginning of the implementation of Phase II (2014 – 2016) of the Program for Strengthening Public Institutions, which, in addition to the CBBH, includes eight other institutions. By signing the Memorandum of Understanding between the CBBH and GIZ, the CBBH's commitment to achieving common reform goals was confirmed, with an emphasis on the specific needs and planned results of the CBBH.

The Human Resources Management Department had previously recognized the need to improve the human resources management system, but given the complexity and high costs of this project, the possibilities for its development were very limited. Thanks to the cooperation with GIZ, opportunities have opened up for the development of the Human Resources Management Information System (HRMIS), whose goal was to automate processes within the Human Resources Department, provide timely information on all aspects of human resources management, improve information exchange between different organizational units, create a human resources database, and establish necessary records. In September 2013, the functional and technical specification of the project was completed, and with the support of GIZ, the implementation of this project began.

The system is designed as a modern multi-layered web application integrated with the existing Intranet, with a central database, where all CBBH employees will have access only to information for which they have authority according to the hierarchical or organizational structure. HRMIS must function in a way that ensures the integrity of the software and data and must be accessible only to authenticated and authorized users. The system must have protection based on user roles, and the user's identity must be recorded for all transactions in the system. All reasonable precautions must be built into the system to prevent accidental or intentional unauthorized access to personal information contained within the system.

This information system is fully implemented using Microsoft technologies, as a modular solution, and consists of the following modules:

- Organization and systematization of jobs – a module that covers the business process related to the creation of new systematizations, changes to existing ones, and the history of changes.
- Personal records of CBBH employees – a module that covers all personal information about employed CBBH staff.
Register of employment contracts and their annexes – a module that covers all contracts and annexes to employment contracts at the CBBH, as well as other decisions related to employment status.
Workflow – a module that integrates business processes that include decision-making processes. This module covers the following processes:

 a) official travel

 b) training

 c) annual leave

 d) sick leave records

 e) performing additional activities

 f) unpaid leave

 g) paid leave

 h) introduction of overtime work and compensation for overtime work

 i) other records.

Employee working time administration – this module involves maintaining working time records through HRMIS by importing data from the working time recording system into HRMIS, and after verification by authorized persons, the data is imported into the Payroll application. This has significantly automated the process of maintaining working time records.
Employment – a module through which recruitment procedures for employment at the CBBH are carried out. The module covers all aspects of the employment process according to current regulations.
Reporting – this module is divided into sections, where each section relates to reports from the aforementioned modules.
Human resource planning – this module automates the human resource planning process at the CBBH.

The Human Resources Management Information System has been implemented as a complete and comprehensive solution for the business processes of the Human Resources Department. In this way, all processes and data related to the aforementioned organizational form have been consolidated into one system, processes have been automated, data is available in electronic form, rules defined by business processes have been translated into an application solution, which will facilitate the work of the Human Resources Department, as well as the managers of organizational units and forms, and all CBBH employees.

The Human Resources Management Information System has been in the production database since February 2015 and is used by employees of the Human Resources Department. Needs for corrections are identified during use, necessary corrections are made, and the system is selectively made available to other organizational forms of the CBBH and all CBBH employees. Given the complexity and scope of the aforementioned system, the Human Resources Department also expects active cooperation from all CBBH employees in establishing a complete production database, and this process will take at least another six months.

The CBBH has confirmed a high level of professionalism by taking ownership of project activities and processes. The active role of the CBBH guarantees the sustainability of the achieved results that have been delivered.

We highlight the fact that CBBH employees want to improve business processes, that they have a mission and vision, and that our IT professionals have the knowledge, will, and potential to maintain this system and develop it in the future, as it is a "living system" that develops, changes, and adapts to the needs of the CBBH, as the greatest advantage of this system.

We sincerely hope that all CBBH employees will recognize this system as their own, and that in the future they will also be able to provide their suggestions on how to improve the system, because people are the greatest development potential of the CBBH, and the successful implementation of this project is the best proof of that.