U4 Anti-Corruption Resource Centre

This Anti-Corruption Helpdesk brief was produced in response to a query from a U4 Partner Agency. The U4 Helpdesk is operated by Transparency International in collaboration with the U4 Anti-Corruption Resource Centre based at the Chr. Michelsen Institute.

Query

What are typical corruption and integrity risks in the area of human resource (HR) management in the public sector, and what are good anti-corruption practices?

Purpose

We are planning to conduct a workshop on corruption risks and anti-corruption in HR management in the public sector.

Content

1.Overview of corruption risks in HR management in the public sector

2.Anti-corruption practices in HR management

3.References

Caveat

This Helpdesk Answer was treated as an urgent query and provides a preliminary overview of corruption challenges in HR management processes and approaches to address them.

Previous Helpdesk Answers have specifically focussed on low salaries, the culture of per diems and corruption and on salary top ups and their impact on corruption and anti-corruption.

Summary

In many developing countries, weak HR management processes have resulted in oversized and under-qualified civil services, with distorted incentive structures and poor work ethics that ultimately undermine the goal of building a strong, efficient and accountable public sector. Corruption, particularly in the form of favouritism, nepotism and abuse of authority, can affect all HR management processes, including the management of recruitments and promotions, compensation, conditions of services and personal records. Preventing corruption in HR management involves merit-based HR and recruitment policies, transparent pay packages and internal controls, as well as integrity management systems, including the implementation of codes of ethics, ethics training, and whistle-blowing mechanisms. 

Authors

Marie Chêne, Transparency International, mchene@transparency.org

Date

04/05/2015

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