Imagine an organization's human resource management (HRM) system as a complex engine, where every gear and component must function precisely to drive operational efficiency. When this engine becomes outdated, worn, or missing critical parts, the entire organization's performance suffers. For Mali Customs, upgrading its HRM system to better serve reform objectives has become an urgent priority.
Background and Challenges of HRM Modernization
Mali Customs recognizes human resources as the cornerstone of successful reform. With support from the World Customs Organization (WCO) and donor partners, the agency has been advancing HRM modernization through initiatives including:
- Development of contemporary training and capacity-building strategies (incorporating e-learning)
- Career management system improvements
- Professional ethics promotion policies
However, these reforms face significant organizational and external challenges during implementation.
The WCO MADAO Project: Diagnosis and Capacity Building
In November 2016, the WCO's MADAO project conducted a critical mission in Bamako with two primary objectives:
- HRM Diagnostic: Comprehensive evaluation of Mali Customs' HRM system using WCO assessment tools to identify strengths and weaknesses
- Modernization Support: Establishment of a competency-based HRM framework to drive modernization
Core Components of Competency-Based HRM
The competency-based approach focuses on employees' knowledge, skills, and abilities as the foundation for human resource practices. For Mali Customs, this transformation involves five key elements:
1. Competency Model Development
The foundation of the system requires:
- Detailed job analysis to understand responsibilities and work environments
- Identification of critical competencies for each position
- Clear definitions with behavioral indicators
- Competency level grading for performance evaluation
2. Recruitment and Selection
The new approach transforms hiring processes by:
- Incorporating competency requirements in job postings
- Competency-based resume screening
- Behavioral interview techniques
- Standardized competency assessments
3. Training and Development
The system emphasizes targeted capacity building through:
- Current competency evaluations
- Gap analysis to identify training needs
- Personalized development plans
- Multimodal training delivery (classroom, digital, practical)
- Outcome measurement
4. Performance Management
The revised framework aligns evaluation with competencies by:
- Setting competency-aligned performance goals
- Conducting competency-based assessments
- Providing constructive feedback
- Developing improvement plans
5. Career Development
The system creates structured advancement pathways through:
- Individual career planning
- Targeted development opportunities (promotions, rotations, projects)
- Support mechanisms (mentorship, training)
Implementation Progress
With WCO support, Mali Customs' HR team has achieved:
- Comprehensive job description documentation
- Competency model establishment for key positions
- Detailed role profiles including career pathways
- HR staff capacity building
- Development of a modernization action plan
Ongoing Challenges and Future Directions
Despite progress, significant hurdles remain regarding system-wide implementation, ensuring fairness, and employee engagement. Future success will require continued international collaboration, adoption of global best practices, and internal alignment to support the modernization effort.