The Human Resources Department

 

 

 

 

 

 

PRINCIPLES

SRUOM Activity is based on the following principles:

• Legality – this means that, in all actions, SRUOM employees are required to strictly observe the law, the constitutional and fundamental rights and freedoms of employees, in accordance with the Universal Declaration of Human Rights, the European Convention on Human Rights and Fundamental Freedoms, the Constitution of the Republic of Moldova, and other applicable laws and regulations.

• Professionalism – SRUOM employees are obliged to perform their duties with responsibility, competence, efficiency, and fairness, applying the experience and skills acquired. • Moral integrity – SRUOM employees must behave in a manner that ensures honesty and integrity in the performance of their duties.

• Confidentiality – this sets forth the obligation of SRUOM employees to guarantee the processing, use, and security of data and information obtained in the performance of duties provided by law, by not disclosing them to third parties.

• Respect – SRUOM employees are obliged to conduct themselves in an honorable and courteous manner in relations with other employees, superiors, colleagues, subordinates, and other persons both in the performance of duties and outside of them, and to respect state institutions, social values, and ethical norms.

MISSION

      The mission of SRUOM is to contribute to the achievement of AMTAP's strategic objectives in promoting and implementing efficient human resources management, as well as developing, coordinating and implementing personnel policies, providing assistance to all staff of the institution in the field of competence, implementing mechanisms for hiring, monitoring and motivating academic staff in accordance with the institution's human resources policy.

OBJECTION

       In order to achieve its mission, SRUOM has the following objectives:

• ensuring and organizing activities for strategic human resources planning;
• ensuring human resources management and collaboration with managers of all structural subdivisions of the institution regarding employment in the workforce;
• ensuring recruitment mechanisms, selection, and promotion of personnel, hired within the limits set by current legislation, to attract the best candidates and meeting the institution’s staffing needs;
• promoting and supporting professional mobility and flexible and effective policies for ongoing training and development of employees;
• managing performance by implementing a system for evaluating employee performance to monitor and support their development, as well as to identify and reward exceptional performance;
• ensuring a healthy and fair work environment by creating a positive and safe working climate that fosters motivation, collaboration, and employee well-being, while respecting their rights and responsibilities.

POWERS

SRUOM employees have the following duties:

• participate in the development of staff strategy and policies, especially in designing AMTAP’s organizational structures, its subdivisions, and the allocation of positions within them;
• participate in drafting AMTAP’s Collective Employment Contract;
• participate in the review and updating of normative acts related to human resource management;
• organize and coordinate recruitment, candidate selection for vacant positions, hiring, and integration of new employees, within the limits set by applicable law;
• participate in commissions for competitions to select leadership personnel, scientific-didactic staff, and researchers to fill vacant positions;
• participate in external evaluation for authorization and accreditation of study programs (Cycle I, Cycle II);
• coordinate the planning process, determine the optimal number of staff units, and prepare, approve, and amend staffing tables;
• cooperate with the heads of AMTAP structural subdivisions to ensure equal rights for employees and non-discriminatory treatment of them;
• provide methodological and informational assistance in the field, and ensure the application of legislation regarding staff salary;
• participate in ensuring workplace discipline, inform AMTAP leadership about violations, propose disciplinary and organizational measures, where applicable;
• monitor the psychological working conditions in relation to the requirements and standards of the domain, and, if necessary, develop and present to AMTAP leadership measures to improve them;
• participate in commissions for expert evaluation of work accidents, commissions concerning employee activities in hazardous conditions, propose solutions for prevention and improvement;
• participate in commissions regarding conflict resolution and mediation of employee grievances and collaborate with trade union representatives;
• finalize and edit draft orders concerning human resource management, including the conclusion of individual employment contracts (appendix ROF-19-A1), resignations/terminations, transfers, ordinary/social leaves, etc.;
• finalize individual employment contracts, supplementary agreements to the employment contract, various requests (ROF-19-A1), procedures, etc.;
• consult in the elaboration and adjustment of job descriptions according to the occupied function to increase staff efficiency;
• maintain records of employees and manage personal files;
• ensure updating, completion, and retention of personal files and MR-2 personal files for employees, master’s students, and students;
• keep the personnel database up to date and complete;
• maintain records of employment status (insured, uninsured) of employees and students at CNAM;
• maintain military status records for employees, master’s students, and recruited students and coordinate with territorial military centers;
• record actual working time for each employee, including overtime, work on days off, holidays, as well as absences;
• finalize, register, and issue various types of certificates, attestations, sworn statements, certified copies, and extracts from orders at the written request of employees;
• organize annual vacation scheduling for employees in collaboration with AMTAP subdivisions;
• issue termination sheets for employees at the end of the employment contract and for students/master’s students when releasing documents from personal files;
• issue documents from the personal files of students/master’s students for temporary use upon the rector’s signed request;
• process and deliver to AMTAP’s archive documents related to staff and students;
• prepare reports, accountability statements, and statistical analyses requested by management and other competent institutions within legally established terms;
• ensure the implementation of the personal data security policy, including procedures and measures to ensure the security of processing personal data (prevention, monitoring, detection) and handling of the data;
• inform employees about AMTAP leadership decisions regarding human resource management topics, as well as changes and irregularities that occur;
• maintain records of correspondence addressed to SRUOM and ensure the preparation of responses and information to letters/requests assigned, and comply with resolution deadlines;
•  communicate with internal and external environments on human resource management issues within the delegated competencies.

SRUOM employees also exercise other duties in the field of activity delegated by the head of SRUOM or the rector of AMTAP in accordance with the legislation in force.

 

Regulation on the organization and functioning of the human resources department and work organization