Page 284 - Proceeding 2015

FAMP MANOLE Cristina
CCASP HUMAN RESOURCES POLICIES AND STRATEGIES IN THE LIGHT OF ROMANIAN PUBLIC
ADMINISTRATION

The specialty literature shows that rewarding employees is a very important field of the M.R.U., which

affects both employee behavior and organizational effectiveness (Manolescu, 2001, p.456). Regarding
public administration, the salary cuts introduced by the Law no.118/2010, and the budgetary constraints
PROCEEDINGS OF THE 11 TH ADMINISTRATION AND PUBLIC MANAGEMENT INTERNATIONAL CONFERENCE
have made the Law on the unitary pay of personnel paid from the public funds no.284/2010 to be applied

only partially. The main aspects for which are not applicable the law of unitary pay of personnel are those
concerning to the method of determine wages (using hierarchal coefficients and the reference value), and
granting of bonuses and allowances, which just represents principal factors such as to ensure the unitary

pay. At the same time, through art. 23 of the law there is the possibility of monthly prizes up to 2% of the
salary’s expenses for relevant staff in positions to obtain outstanding results , the provision could not be
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applied due to budgetary cuts. Currently the ministry is considering the introduction of a new provision
that would foster professional performance by awarding an excellence prize up to 2 basic wages / year,
which will not generate additional costs to those agreed with the sphere of international banks, as it will

provide savings to the salary fund .
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30 th – 31 st October 2015 ”Strategic Management for Local Communities” Bucharest
d) From the perspective of training of civil servants

According to the theory of management, professional training and development represents fundamental

activities aimed at developing human resources in general and the development of individual’s career in
particular. From this point of view, the main problem facing the government at present is that few
institutions and public authorities communicate annually to the National Agency of Civil Servants, the plan

for professional training of civil servants and the forecast of required funds (those being substantially
reduced because of recent budgetary cuts). Other issues concerning the training system of civil servants
is the fact that : there is not a national database containing tutorials and training courses on specific fields
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practiced by the civil servants; there isn’t a uniform quality management mechanism on training programs;
there isn’t a validating system of correlating training needs with the attributions needs for the job for each
public official, practiced in various forms of professional development, etc.

To all the problems mentioned above are added some objective aspects generated by the current socio-
economic and political environment, which is reflected in our country and will influence the labor market,

4 Article 23 of Law no. 284/2010 regarding the unitary remuneration of personnel paid from public funds, as amended
and supplemented
5 The Strategy for Strengthening Public Administration, 2014-2020 (Project)
6 Idem

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