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Articles and Analysies «Š’›Õ… «Šŕ—»Ū… Last Updated: Dec 30, 2009 - 9:30:04 AM

Human Resource Management/Development can play essential role in Post-Conflict reconstruction semi-autonomous government of South Sudan By: Peter Panom Doyiech , USA
Sudaneseonline.com

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Human Resource Management/Development can play essential role in Post-Conflict reconstruction semi-autonomous government of South Sudan

By: Peter Panom Doyiech , USA

 

In post-conflict era, human resource management/development is a significant vital factor of sustained social and economic development, or it can be said that humans are the agents of nationís developmental enrichment. Notably, some of the importance of human resource development or human capital would be identified or elaborated later in the article.

By definition, human resource development (HRD) is concerned with the provision of learning, career development and training opportunities make it available to the people in order to improve individual skills, teams and more importantly the overall organizational performance appraisal; whether it is the government public service employees, political, or nonprofit organizational setting in post-conflict government. In government institutions or private sectors, HR professionals often have the accountability and responsibility to keep employee records, which include, but limited to   the following types of documents: developing job descriptions and applications, resume reviewing, and educational certification copies, discipline records, family and medical leave Act (FMLA), records payrolls, conducting performance appraisals and evaluations for employees promotions/demotions, salary history, employee time and attendance, hiring process, conducting interviews, labor employee relations, and employee changes information of the documentations concerning benefits & compensation status.

HR professionals are important assets of any organization, because they are conducted themselves as role model for maintaining the highest level of ethical leadership standards and further to set an example for others in the organizations.. In the other hand, HR professionals are always expected to act ethically in every professional interaction, and seek the guidance in questions of fairness, justice, and integrity comply with the labor relations laws, and hold the highest degree of ethical and professional behavior, and ethical professional standards. However, all of these services are met unless the nation has implemented clarity of strategic planning in education as well as situational analysis that requires critical thinking to install HR systems in the government institutions that best the nationís equal employment systems. Successful strategic planning often presents as reinvented model of its objective to help government institutions, private sectors, and businesses of all sizes and types of plan to implement the strategies in an efficient holistic approach, and integrated manner to become high teams and organizations. Government of Southern Sudan needs to develop priorities to educate and organize public services employees strategic planning, develop a plan that identifies nationís ideal vision that hold the future of the people of Southern, specific measures of success and core infrastructure development strategies, ensure successful HR systems implementation because it could maximize the nepotism and favoritism that block the development flows; however, looking into these dimensions would pave the ways forward to build a sustain high performance over the short and long-term goal and objective in the semi-autonomy government of South Sudan.

In this case, the article is emphasized that human resource development could be an importance key component to help the semi-autonomous government of South Sudanís leaderships to take initial roles in establishing equal employment capacities level for public services administration by cultivating a sustainable trust within the semi-autonomous governmentís leaderships. This article is examined the important role human resource management/development can play in promoting and sustaining social and economic development in the post-conflict government of South Sudan . Though, I can also argue that strategic partnership forged between government and civilians would be critical distinct for the success of post-conflict reconstruction in order to prevent the severe recidivism to violent conflicts in the semi-autonomous region of Southern Sudan . It seems to me that governmentís efforts and other private sectors working in the South as well as civil societyís partnership combined is a formidable team for the success of post-conflict reconstruction. For the most part, once perí say that without enmeshed or entangle work of suitable public services employees adequate skills, there would be incessant possibly engulfed the inter-intra tribal conflicts in the semi-autonomous region. Furthermore, this endless violence perpetuated by inappreciable raiders in the region, it is largely refueling major constraints of the emerging infrastructure development initiatives in the semi-autonomous government of Southern Sudan .

As mentioned in the above, there are other challenges indicative of a widely-range of needs that the semi-autonomous region of Southern Sudan must be addressed early in a society that emerging from 22 plus years conflict that drained down the sustainable peace and social-economic development prosperity for entire region. These services include: infrastructure recovery, water, sanitation, decent accommodation for the returnee refugees from neighboring countries of Kenya , Uganda , Ethiopia , Central Africa Republic , and the Democratic Republic of Congo. Furthermore, external and internal food security and agricultural rehabilitation, including the land tenure designation and registration for land ownerships; urgent health care facilities in place across ten Southern states counties, education and basic social welfare requirements, including micro-loans make it available to small agricultural business individuals, partners, access equal employment opportunity and the sufficient income generation; and more importantly, strategic planning and management for demobilization and reintegration of the former SPLA veterans into civilian life which takes priority in the peace process. This initiative could help strengthen and enhance the rule of law in promoting the regionís infrastructure developmental initiatives as stipulated in the CPAís protocol. It is essential for the semi-autonomous government of Southern Sudan to provide humble treatment to the SPLA veterans because of their previous tirelessly conscription serve during the struggle since 1983 to presence necessary to deliberately the birth of the current Comprehensive Peace Agreement (CPA).

Since the inception of the North -South conflicts in 1983, it is estimated that 2. 2 million people lost their lives in Southern Sudan alone, either direct or indirect conflicts. Despite the current CPA, many people find it is difficult to realize what a good policymaking, what is well performed policy agenda setting, designing, implementing and evaluation in a nation that emerging from two decades of civil wars. Therefore, this problem drives from the fact that in many circumstances in public institutions the success in solving social problems does not depend merely on the efforts of a single decision-making, but inviting of multitudes group engagement of the collaborative and collective thoughts are relatively amicable to represent the future of the country or nation. The effort often may results in harboring peace fraternity and tranquility in our respective post-conflict region of Southern Sudan . For the most part, however, post-conflict environment in which disarmament, demobilization and reintegration (DDR) efforts usually take place in forms and often characterized by insecurity, lawlessness, and poor functions of the political structures, economic instability, lack of social services cohesion, but all of these dimensions are critically at play in the systems of the government of South Sudan.

In this case, human resource development availability in public sectors can indeed help our nationís labor employment systems in assessing, analyzing, designing, and implementing crucial programs to introduce equitable and sustainable reintegration opportunities as to provide an appropriate viable benefits and compensation to the SPLA war veterans. Human resource management/development is a mirror for governmentís strategic financial planning as well as employment management. It is virtually refers to the entire scope of strategic decision making in critical dimensions. For instance, set of basic financial planning to meet fiscal year, as well as managerial decisions that relate to controlling the government operations, setting annual budget, all of these elements are focal point on the various HRM/HRD functional areas essentially to promote the nationís social and economic developmental initiatives. As in the case of the semi-autonomous region of Southern Sudan; genuine financial and equal employment management across government ministers could strength or advancement most decisions made to allocate public resources to the right projects in the right place, and carry out by the right people qualified for the job, but a weak public financial management institution usually signaled by very low levels of liquidity and/or very high levels of intensive debt. Thereof many of these veterans could have an opportunity to access into some kinds of training skills in order to rebuild their livelihoods and assist in restoring the rule of law in the semi-autonomous government of South Sudan . And indeed they could also contribute toward the improvement of the human security and achieving meaningful reconciliation amongst the Southern inter-intra tribal conflicts literally refueled by the enemies of peace mainly northern actors.

Furthermore, local knowledge involvement is extremely important when carrying out for disarmament, demobilization and reintegration (DDR) of both former SPLA veterans and the civilians who are still holding guns in Southern Sudan . Moreover, local leaders and community groups such as womenís groups or religious societies can be important allies in the information-sharing and sensitization processes needed to support and encourage successful disarmament processes of the entire ten Southern states. Even when there is a formal end to hostilities in some states, yet the breakdown of law and order the presence of large numbers of small arms in some counties, may results in high levels of armed violence that make it extremely difficult for sustain flowing of the physical infrastructure development initiatives across ten Southern states. In this effort, human resource development could be integral part to contribute relatively in assessing, designing, implementing, and evaluating the measurable objective of training needs and to which level of skills preventing public services employees to deliver the quality of services to the community.  

The fundamental objectives of human resource development in both public and private sectors is to underscores the individuality human capital success and variability by fostering human resourcefulness through enlightened and cohesive policies that lean toward educational training, and regards into healthy equal employment opportunities at all levels of the non-governmental and governmental agencies. In this effort, human resource management/development professional can play a significant vital role in aligning human capital with equal employment process possibly to help the semi-autonomous government of Southern Sudan to identify the right people for the right job at the correct time. In the other hand, human resource development objective is to maximized the return on investment from the countryís human capital and minimize financial risk management in any level of departments in the semi-autonomous government of South Sudan . In such initiative, any level of organization, private, or governmental agencies. It is always the accountability and responsibility of human resource management/development skilled people to conduct clarity in the context of an official employment process guiding with viable-documents and fostering activities in aligning with an effective legal framework of such fairness, honesty, integrity and consistent manner that defined cohesive strategies within the countryís constitutional labor laws that governance equal employment opportunity for all citizens.

The core values of public service which all civil servants are expected to share and uphold includes governmentís commitment to implement the society rule of law, with honesty, integrity and accountability for decisions and actions, allowing political morality, impartiality in the execution of public functions, and dedication to professionalism and diligence work ethics in serving the community and the nation with mutual respect and dignity. However, the overall success of these services, human resource management/development could be significant arm to help in this effort; it can assists in the reinforcement or promotion of a decent quality management in public resources administration, but these services enrichment are promised only towards government that is more effective, efficient, transparent, and accessible to provide excellent quality of public service that benefit the entire society. For government to provide developmental training skills to all national employees as well as local civil services employees ranging from counties and way up to the state government officials, however, this idea can strengthen and enhance the rule of employment laws in the government of Southern Sudan . Human resource management/development always provide essential serves both non-governmental and governmental organizations in the following key functions: recruitment & selection, training and developing peopleís career skills, performance evaluation and management, industrial and employee relations and/or labor relations, record keeping all personal data, compensation & benefit, confidentiality, individualsí career development programs, competency of mapping public services employeesí performance appraisal in all government institutions. Without these services available to the people across Southern Sudan, there will be chances to disrupted human capacities building, social capital, and the damages of the countryís physical development infrastructure, and increase lack of social hope and desirability, and mistrust of the government by its entirely citizen populations will be prevailing.

 The effort to integrate lives and livelihoods in societies that emerged from various civil wars into relatively peace need a lot of works to be done and constructive of the strategic planning and management underpinning with holistic approaches that involved citizens concern. In this case, human resource development is necessary tool to step in as in the case of the semi-autonomy government of South Sudan; so that the divine intervention strategies to solved the problematic of favoritism and nepotism, which refueled the epidemic corruption can only be rooted out or minimized by means of introducing HRD, policy and procedure in all government of Southern Sudan institutions Human resource development believes to be one of the best component areas in any level of organizations, whether be the public or private sectors setting. By its very nature, HRD often help post-conflict regions to measures demand and rigorously concerted effort from all concerned citizens to ensure that public resources are managed effectively and efficiently in a way that symbolize or reflect genuine relationships between the government and its citizens. It is essential for the government to engage itís entirely citizens into confident capacity building efforts, so that the body of government could be formidable and solid for the success of the post-conflict reconstruction in Southern Sudan .

The scope of this corruption facing the semi-autonomous government of South Sudan required leaderships to articulate a specific strategic planning and seriousness mobilization of all talent citizens and human capital resources, because it is the only way that our government can entails the infrastructure developmental process that provide opportunity for those who are interesting to be in the driverís seat for the regionís capacity nation building. If post-conflict government do not have a stake to make a real adjustments, or constructive genuine political structures, economic and social relationships with its citizens, then the process of the basics human necessities are likely fail to be implemented and recidivist pressure for renewed of conflicts can eventually disrupted the developmental initiatives, or perhaps the entire physical infrastructure development become an ascendant. It is possible to envisage early staged process of the human resource development for entirely citizens, beginning with reallocation of resources to where needed most. This initiative will promote equal citizens capabilities, making sustainable equal employment opportunities a reality, and ultimately be the evidence of equalizing society living standards or preserving the well-being of the people of Southern Sudan .

 In post-conflict era, empowering public services employees through professional development initiative is the first priority to meet the basic necessities human needs, which include essential educational training, accessible to job opportunities, land, housing, clean water, electricity, telecommunications, transport, healthy environment, nutrition, health care and social welfare etc. Hence, without given recognition to the above element dimensions, the sustainability of social improvement would be very difficult for our nation to catch up with the economic development growth. Furthermore, making human resource development priority in Southern Sudan ; it could be the safeguard to determine and articulate national vision and strategy that can provide an appropriate answer to the question of access an equal employment opportunity for all civil populations in the semi-autonomous government of South Sudan .

With the quest of being more efficient and more effective, the public services sectors must have an alignment strategies and partnership with other private sectors working in Southern Sudan because they are continually prompted to seek way of strategic orientation how human resource development can improve people skills and ready to deployment those talent individual and resources into the workforce with such strategic goal and objective. The logic of this has been broadly accepted, but realizing it fully with clear practical labor strategy dimension is still eluding most of our public service systems in the semi-autonomous government of South Sudan . Specifically, with respect to an alignment of human resource development and strategic planning, and the management processes of the governmentís goal and objective; typically the ministry of labor and work strategic goals in the same manner as that of the ministry of finance fiscal policy through the processes of budgeting, public resources management, and performance accounting principle, in such our respective semi-autonomous government would-be able to cash up with the rests of the yearning microenterprise economic development in East-Africa region.

Furthermore, a greater emphasis on the active role of government of South Sudan public services employees in determining their own learning to articulate developmental agenda on the ground will pose particular challenges with respect to the alignment of the governmentís goal and skills needed to promote sustained infrastructure development initiatives. The intervention of skilled human resource development individuals, practitioners in various ministries, departments, and government agencies would be splendid in that respect. If the worst, the people of Southern Sudan have experienced in the past from the hands of dominated aversive regime in Khartoum; it is time now to relying on our self-organizing training, and relinquish from the power struggles for the available scarce resources is ensue. It is essential that the identification of individual learning gap and opportunities and vocational programs in Southern Sudan ; in which public services employees would be well-integrated with the sufficient knowledge and skills they need in regards to functions or performance well in public resources management systems. This piece of action would eventually encourage citizenís peak productivity in every level of departments. These initiatives have been much spoken in the African public service in recent years, but still under developmental practice. In that regards, there are lot of works need to be done for the sake of our own freedom as nation in that part of the world. In that respect, it would be wisely for our government to layout the foundation of the real civilianís recruitments of the human resource management/development skills people abroad; so that they would be able to participate into the macro-economic nation-state building. Public officials have not been aware of this from the strategic centre to make an easy connection between the human resource development processes and that of the strategic and policy activity of our respective governments. This is partly but let me hasten to add, not exclusively.

As matter of fact, the lack of knowledge and skills within some government officialís mindsets, agitated the loss of stature for those who are associated with human resource development aspects of society that of the educators, trainers or human resource management/development practitioners, professionals. In the other hand, lack of clear vision regarding our own public resources strategic planning and management process contributed largely to the ongoing corruption that undermining the sustained development initiatives, but other structural factors at play. If the needs assessment analytical, or costĖeffectiveness analysis system is broadly not accepted in principle, but the executed practice equal employment would not be able to work better on a systematic leadershipís level. However, if this was coupled with proper systems of human resource development and strategic planning existed in the semi-autonomous government of Southern Sudan ís ministries departments, the situation of corruption would not have been as dire scale as it is right now. The ideal work of human resource development is to making sure that employees are properly well trained, develop individual career success, intervene the lure of favoritism and nepotism hiring policy and procedure in the organization, whether political or non-profit organization sectors.

Likewise, the proper seamless function of equal employment opportunity system in Southern Sudan is still a dream of deferred. It could cause great disillusionment and frustration on the side of those who are dependent on the training and skills. It is just matter of recruitments public employees becoming available in timely manner to ensure successful implementation of the change management process of human resource development. Noticed that human resources development is a conceptualized framework accounted for the expansion of human capital skills within an organization, whether that be the private or governmental organization setting; it is gradually a combination of training and education, in abroad context of adequate health and betterment of the countryís equal employment policies that ensures the continual improvement and growth of both the individual and national gross domestic product (GDP). This would eventually occur through betterment collaboration and understanding of the value-add of different role players in the public institutions process; however, tackling that problem cannot be overcome unless appropriate civil society training is critically undertaken in the most part of local and national levels of the semi-autonomous government of South Sudan .

Giving priority to introduce human resource development in all levels of the semi-autonomous government of South Sudan , it would probably reduce corruption and increase our peoplesí living standards depending on substantial resources and efforts. Therefore, in the light of giving room to the HRD, decentralization may facilitate systems of incentives designed for different public services agencies and units. In other hand, it is very important for our government to recognize human resource development, because it is the medium that drives the equal employment process between training and learning in a broadly fostering environment and the people. HRD is not a defined object, but a series of organized training management process; it is the structure that allows for individual development, potentially that satisfying the organizations, or the nationís social and economic prosperity. The rewards systems could be tailor made for the specific situation and this contribute more fully to improved equality and social relationships between the government and society, and more importantly this process would also help to facilitate monitoring this epidemic corruption through clarity jobs description, assessment and evaluation of all government officials performance appraisal based on the task individual laborer is being assigned. But without significant increase investment in education and occupational skills training provide to public services employees in Southern Sudan; the semi-autonomous government of South Sudan might be continuing lack of sustainability as well as inefficiencies of social progression would be significantly a setback for the regionís overall macro-economic potentiality and competitive advantage between our respective semi-autonomous government and the rests of East-Africa regional trade corporations.  

Henceforth one of the key roles of human resource management/development is to support the government to develop the institutional capacity levels needed to reach its developing goal targets. Furthermore, the challenges to appropriately develop public services enrichment is in greater needs for human resources strategy because it can be the best part of the governmentís institutional capacity building processes that can play a vital role for the success of our countryís social and economic development growth. If the administration capacity is weak, for instance, decision makers are not well equipped with the necessary human capital which is knowledge and skills to implement rules. In this case, a government is unable to effectively and efficiently carry out its own policy. A good example element of this strategy is the skills and ability to make an accurate budgeting forecast for governmentís fiscal year, but the more difficulties for the cast of budget forecasting; the more the countryís leadership cannot make the best decisions on how to spend public money. Consequently, it is very important that the semi-autonomous government of Southern Sudan understand that the continuation of armed conflicts across ten Southern states is the sign of disrupted or destroyed national and local economies, because it reduces productive capacities and livelihoods, while encouraging corruption and the diversion of resources into violent in the semi-autonomous region of Southern Sudan.

        Post-conflict Country develop-prior to introduce an aggressively human resource development process in the first place. There may be a chance to strengthen and enhance social and economic development; the state could constructs roads, public buildings, bridges, dams, powerhouses, and varieties of medical facilities, etc.

        Increase in productivity- occurred when betterment education is introduced in society, with the aim of improving skills, and provision of healthy atmosphere will result in proper and most efficient use of resources (natural and non-natural) which will also be increasingly the socio-economic growth and its production.

        Eradication of social and economic backwardness- in this case human resource development has an ample effect on the backwardness economy, and the provision of educational and various health services facilities will result in promoting a healthy society with due to the availability of human resource development which will contribute into the national economic development.

        Entrepreneurship increase- education, clean environment, good health, but investment on human resource development will help government to operate equal employment opportunity effectively and efficiently in this small businesses, and generate more jobs opportunities would be created in the semi-autonomy government of South Sudan , and even business environment will flourish in all tenth southern states.

        Social revolution- would possibly occur unless human resource development is present in the employment system. It with this system HR will promote socio-economic life of the people of Southern Sudan and eventually drastically change and overall war thinking phenomena could possibly changes and progressive thoughts for respecting humanity would be restoring in the minds of the people of Southern Sudan .

Notably, war and its aftermath conflicts in Southern Sudan affected different members of our communities in different way. For instance, number of young men and boys, and some women and girls, join armed during the struggle in 1983, where some have learned to value violence as an effective way of resolving interpersonal conflict and making a living. In this case, however, some women and girls develop alternative coping strategies and take on new decision-making responsibilities in the absence of male workers and heads of the households whether resided in the refugee camps in the following countries of Ethiopia , Kenya , Uganda , Central Africa Republic , and Democratic Republic of Congo etc. Furthermore, many who remained in the village during the war become vulnerable to gender-based violence of poverty, and ill effects of losing traditional essential way of lives or services make it complexities in the most parts of the semi-autonomous region of Southern Sudan . Consequently, the elderly people have been losing the sense of protection and support they expected in their old ages and find authority eroded, especially when their knowledge of traditional means to resolve conflict is replaced by gun violence which becomes an answer to the solution of solving-problems in any corners of Southern Sudan. It is time for our semi-autonomy government of South Sudan to articulate what best for the future of the people of South Sudan . Thereof the future of January 9, 2011 referendum needs a internal preparatory of strategic planning and conceptual framework that aligned with the past historical failure of various Peace Agreements abrogated by the National Islamic Front (NIF) now the NCP regime in Khartoum.

 Apparently, the war is over; therefore, the entire civil populations need a critical strategy of recruitments and reintegration from a war stigmatized phenomenon into a new phase of the societal social interactions and economic standardization by introducing sustainability of social improvements through the use of human resource management/development into all public institutions. In doing so, all governmental authorities needs to mobilize peopleís voices and minds to design and agreeing on a national vision and strategy that could guide the framework and rationale thinking for the future of the people of Southern Sudan.   In that respect, however, a quick installment of the HRD systems in all government institutions, it is an appropriated option to regulate or eradicate the magnitude segments of this radically favoritism and nepotism of the hiring policy and procedure, or perhaps there may be possibility to end the increasingly lure of corruption affected the heart of the some government officials in Southern Sudan. HRD would be the betterment tools to help the semi-autonomy government of South Sudan to identify and assess the areas in which key public service employeesí needs rigorous human capital skills. And more importantly their knowledge-based skills and capability would ensure or guarantee employment equality when it comes to the employment decisions based on individual skills and ability to contribute into sustainable of macro-economic development enrichment. This program can be best channeling or exercising through the government of South Sudan Minister of public service labor and human resource development; Madam Awut Deng Acuil, the wife of late commander Dhol Acuil. In my perspective, any HR generalist or specialist abroad can argues that lack of human resource management/development training skills as well as supply chain command in the ground; make it very difficult for the semi-autonomous government of Southern Sudan employment systems to identified ghost employees, and not only that but also interpreting the rule of equal employment opportunity in all levels of the government institutions make it very difficult because of the absence of HRM/HRD systems in the post-conflicts region.

The absence of these knowledge-base skills available to the people, the more government officialís behavior of favoritism and nepotism would not change. It would further promote tremendous scale of hatred, and so the clashes between inter-tribal conflicts across Southern Sudan will be continuing into unbelievable scale if radical deployment of human resource development is not introduced. However, failure of our government to redefined a culture of collaboration and understanding amongst ethnics tribal communities in the South; then there is chance for our entire society to become a culture of impunity in which the lost of the life of human being is value as a meant of achievement or fulfillment of a personal greedy. This kind of sentiment would probably adverted or affected transitional processes, and therefore it is crucial for the government of South Sudan necessary to purpose contingency plans to make use of human resource management/development, so that a return to tribal conflicts can be prevented or eliminated in the early stage. This can be done by engaging and motivating civil populations into some kinds of developmental training skills; it would also drain down insecurity disrupted the developmental efforts in the most parts of Southern Sudan . The full understanding nature or origins of this current corruption adversely affect all levels of government officials are necessary to be undertaken by introducing HRD, strategy in all governmentís public sectors so that an equal employment opportunity would be prevailing.

Lack of good governance, often underpinned by the absence of mutual respect for the rule of law, social exclusion, and ignorance has been witnessing by many human rights advocates in Southern Sudan as the underlying issue that caused mistrust amongst the regionís government officials. However, this policy of exclusion and ignorance has been the case in some African conflicts in the early 1980s and 1990s. For instance, the case of Burundi and Rwanda is largely measure the segments of social exclusion, injustice; tribal competitions for the scarce resources, poverty, lack of democracy, ideological issues of ethnics division line has the tendency speculation to continue weaken ethnics social relationships in those countries. Furthermore, rebuilding bridges of effective communications between social groups is the only guarantee when government is introduced a constructive open door policy that allow citizenís participation in the political process, because it is necessary for the safeguard of nationís peace tranquility and prosperity, but daunting challenge for social reconstruction in this context.

Post-conflict reconstruction policy always must be deliberately sensitized and fostered by the emergence of human resource development, in which access to basics training skills for all public service employees must be given priority to access decent amount of training. However, this initiative will help our country to improve or renovate traditional agricultural productivity, and will overlay the way to access to regional trade markets and distribution systems and the market-based to stabilize farm-gate market price in Southern Sudan . If government gives civil society room in decision-making in the semi-autonomous government of Southern Sudan , then there would-be add challenges to restore basic services mostly in education, health, food security, perhaps the increasingly life expectancies and income opportunities for entirely citizens, especially women, disabled persons, youth and rural population in Southern Sudan . Typically, the war has debilitated the productive capacity levels of our citizens, and displaced most of the agriculturally productive segments. For instance, the war has brought along widespread of devastated hunger and malnutrition severely affected children and elderly populations in most parts of Southern Sudan .. Hence, improving food security is the basic substance to be given caution in any systematic post-conflict nation. This could be done by quick introduction of human resource development into the public sectors because it can tackles the inhabitant lack of knowledge and skills by engaging civil populations to acquire some kinds of human capital, or proper knowledge-base training skills to use in the labor workforce.

At this stage, rebuilding efforts are much more likely to be accomplishing, if it takes place in the context of an official conceptual framework, or revenue-sharing strategy reach out the entire civil populations. It would be terrible mistake for the semi-autonomous government of South Sudan to largely depends on foreign aid; instead to engage and mobilize its own people abroad because some of them have acquired enough knowledge and skills in various fields of education, health, engineering, social science, business, and information age technologies to participate fully in building-nationís macro-economic prosperity. In this regards, the cornerstone of promoting the countryís physical development infrastructure is based with an economically responsible and accountable government that respect and defends the rule of law; therefore, civil society will have stake in seeing their country run smoothly and under a transparent legal framework that hold government accountable for managing the countryís public resources.

This foreign aid consuming right now in the semi-autonomous government of South Sudan could somehow along the way be terrible debt, in which the countryís future investment will be on spending to repay back the foreign money. More importantly, social capital by which the invisible glue of relationships that holds business, as well as economic development prosperity and the political life together; it is the core essential of any nationís development in most countries, whereby healthy economies often depends on the combinations of both zero and middle class people required to pay taxes in return for the governmentís accountability, transparency, and responsibility for managing public resources effectively and efficiently. As in the case of our country, the semi-autonomous government of South Sudan has to do more in order to maintain its obligation and legitimacy of self-governance as emerge from a war ravage toward newly born nation on the face of the African continent as well as the international community combined. It is important that civil society and politically involved citizenry are to be considered as equally as the backbone of longer-term assets in regard to sustainable of the social and economic development in our respectively semi-autonomous government of South Sudan .

It is time to stop pretending that the aid-based development model currently flows in by foreign NGOs will continue to generate sustained social and economic growth in the semi-autonomous government of Southern Sudan ; it will not happen at all. It is hardly for any country on the planet to reach a substantial development prosperity without critical introduction of education started from the early childhoodís education, primary, elementary, secondary, technical vocational training, and further to higher education levels. As matter of fact, it is realistic that talent individuals in the semi-autonomous government of Southern Sudan are well aware of this fact-finding piece pointed out in this article. More importantly, it is incumbent upon post-conflict governments to seek civilianís participation in both public and private sectors, regardless of how puny their contributions may seem. The action of the government itself can catalyze private sectors activities in the capacity building efforts. Such initiatives are not too farfetched, but the experiences of human resource management/development professional in the capacity level could provide useful framework contributions that are meaningful for the enrichment level of the semi-autonomous regionís physical infrastructure development initiatives.

In 2009, Jonglie state governor Gen. Kuol Mayang Juukís current visit to the United States ; he made it clear during his speeches that favoritism and nepotism disrupted the regionís physical infrastructure developmental initiatives in all ten Southern statesĒ. In his state of Jonglie, he called those access employments through favoritism and nepotism as ďghost employeesĒ. He had rooted out unidentified names in his state database employment systems. By it is nature, nepotism means favoring relatives or family members in a workplace setting, but this act is tricky category when favoritism is given to a relative over an equally qualified candidate for the job. This is not surprise to mention because most of the government officials working in the semi-autonomous region are adversely affected by the notion of favoritism and nepotism. If this sentiment of favoritism and nepotism continues in the employment system; however, I would point out that it will underscores the lack of macro-economic progression and peace prosperity in the semi-autonomous region of Southern Sudan in many years to come. Notably, the impact thereof is undermined by the absence of a successful integration of the human resource management/development (HRM/D) into the semi-autonomous government of Southern Sudan employment system.

Notwithstanding, human resource management/development (HRM/D) approaches have found its way with potential good effect into the public service domain mostly in the global-north nations. However, the normative commitment to what it has to offer in these nations flourish the effect of outstrips evident the reality of what it is on the ground. As in the case of the semi-autonomous government of South Sudan, there is a great concern to define a crucial role human resource development can play more on the scale to strengthen and enhance public services employeesí human capital skills with the promising alternative approaches of the methodologies and techniques to use in the employment process. I would recommend that the semi-autonomous government of Southern Sudan need to define or create a legislature called Equal Employment Opportunity Commission (EEOC). For instance, this law would probably allow individuals citizen to access an equal employment opportunity if he/she is qualified for the job across ten Southern states. Furthermore, this piece of legislature can also help the local and national semi-autonomous government officialsí in ten Southern states to fight or eradicate the notions of favoritism and nepotism employment practices. Moreover, this approach matter most the developmental enrichment of the strategic alignment through education with the core social and economic development activities in the semi-autonomous government of Southern Sudan; specifically at all levels undersecretaries, ministries departments.

If our politicians knowing the facts of destiny and expectation of the people Southern Sudan , it would be seldom enough to move forward with our envisioning ideal which led us to what might be the result of 2011 referendum. It is not enough to have dream or vision if it is not paired with a plan for delivery to the destiny of the peopleís freedom for which they fought for more than two decades of civil wars. The journey of the people of Southern Sudan can be viewed as a continual state of success planning progression ambition due to the birth of CPA, because it is unlikely compared to the birth of Peace Accordsí inked by Anya-Anya   leader Gen. Joseph Lagu with Northern counterparts on March 27, 1972 in the City of Addis-Ababa, Ethiopia. Notably, nationalism vs. tribalism in this twenty 21th-century because nationalism literally values regionís culture, equal income opportunity, equal resources distributions, and equal access to the political processes. In contrast, promoting tribalism in multi-society like South Sudan ; it is accounted for severe consequences possibly to disrupt viable peace stability and physical infrastructure development and prosperity. One good example for preserving the nationís economic stability, it is the notion of introducing HRM/HRD in the employment systems, because it can helps our nation to build social and macro-economic progression as well as the existence of peace tranquility. For instance, this idea has been safeguarded social relationships in the following nations of Tanzania and Ghana in the early 80s and 90s. Ultimately, nation successes in its destiny only when leaderships secured equal opportunity for entire citizens, and created a constructive open door policy that allow fellow country men and women ideas and suggestions in the political processes, but rejected the ideas of fragmental ideological tribal division perpetuated by some of the government officials in the semi-autonomous region of Southern Sudan . There is a chance to agree with readers that Human resource development availability in a nation that emerging from a war traumatize is the most valuable in promoting healthy labor relations equal employment with fairness, justice, integrity, and prosperity for all. Ultimately, unity of nation bringing along prosperity, tranquility, humility, and behold the soul of all citizens as one people, one community, and one nation!!


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