• Function as the secretariat to the National HRD Coordination Committee. The NHRD-CC will function as a body governing implementation of the NHRD Policy. The NHRD-CC will provide a formal platform for different key HRD agencies to come together and partner, and discuss, deliberate and dialogue on different HRD agenda, challenges, and opportunities in the country.
• Planning and Development of comprehensive national HRD policy documents, plan and road-map.
• Coordinate and collaborate with all HRD agencies and stakeholders in the country and develop a strong HRD network.
• HR planning and forecasting, producing annual HRD Reports and advisories based on emerging HR trends and needs of the country and therefore act as a think-tank to visualize future HRD challenges, opportunities and trends in all sectors of the economy.
• Advice, guide and support Royal Government and stakeholders on all aspects of HRD (issues, challenges and opportunities).
• Review and update national HRD policy from time to time to adjust with the changing domestic and international environment, labour market demands and social expectations.
• Act as the nodal/focal agency in liaising with global or international HRD institutions and agencies/donors supporting HRD programs in the country.
• Support agencies in planning and developing their sectoral HRD needs by providing broad direction and support.
• Develop monitoring and evaluation mechanism or system to assess outcome and impact of any HRD policy intervention and services.

Labour Market Information and Research Division (LMIRD)

• Conduct Research on National employment and labour issues and trends, particularly research directed to generating information of practical value for policy formulation, preparing new programs and projects, and program and project implementation and evaluation.
• Develop a system for sharing and disseminating information, and work in close cooperation with other ministries, departments and agencies involved in the collection and compilation of labour and employment information. The Department is expected to become the nation’s recognized and respected focal point for labour and employment information, and serve as the institutional memory of the country’s labour Information system.
• Collect, manage, and provide national level data and information on human resources outside the civil service sector including the informal sector.
• Manage and update Employer-Employee registration, particularly information concerning the profiling, composition, levels and trends in employment and retrenchment in the non-civil service sector.
• Conduct surveys and coordinate data related to labour market needs and forecasting to support development of relevant policies, programs, and reports.
• Develop LMI on existing supply and demand of human resources and carry out projection to support HR planning and forecasting.
• Collect labour market information at national level and conduct labour force thematic studies on an annual basis.
• Manage and coordinate Bhutan Labour Market Information System (BLMIS) to ensure timely and reliable data and information on TVET, foreign workers, employment, unemployment, and other aspects of labour market information.
• Provide survey, tracers, and M&E support to MoLHR programs.
• Develop and maintain a consolidated labour market information in collaboration with different departments and agencies.

Training and Development Division (TDD)

• Carry out training needs assessment of the non-civil service sector.
• Plan, coordinate and implement (short term, long term) in-service HRD programs.
• Plan, develop and implement human resource and skills development projects
  • Plan, coordinate and implement training and development scholarship programs in-country and ex-country.
  • Establish linkages with donors/agencies/organizations/institutions that are focused towards developing human resources, within and outside the country, and in making training/fellowship offer more demand/need based.
  • Implement all the donor assisted ad-hoc/planned offers for fellowship/scholarship for the non-civil service sector.
  • Streamline procedure related to HRD of the non-civil service sector, and ensure implementation of training and development programs as per the HRD Rules and Regulation for the non-civil service sector.
  • Facilitate endorsement for self-funded HRD programs from the non-civil service sector.
  • Plan and design appropriate scholarship programs to support the HRD of the non-civil service sector.
  • Maintain and update HRD database for the non-civil service sector and generate HRD Data on quarterly basis.

Objectives

• Create cohesion and synergy in HRD planning and effort to develop Bhutan as a knowledge-based society
• Develop intelligent, timely, and reliable labour market information and research to ensure effective response and planning to the labour market needs
• Enable skills training and development of the workforce to enhance life-long learning, productivity and workforce development.

DNHRD STRUCTURE