text: havealI>eparate powertoappoint theirstaff. Thepolicies oftheOrgan1.zatl.on 1.1'1 ~A!litters ofhUi'!lanreflourc,es ~anagement areco-ordinated withthedirectors of per~onnel oftheagenclel!> thathaveentered intoaspecial relationship withthe United!lations, inparticular, thosethathavesubscribed totheStatute ofICSU, withwhIchtheOffice oflitmlanResources Management, onbehalf ofthe SeCl':!1!tary-Gerunal, workz;veryclosely intheexercise ofthemandate ofthe Cotffi~~$i ~§i0-11.. 41.24 Onthebasil')oftheabO';.IBorientation andstrategy, foursubprogrammes are propolib€!d unaertheprogr~e, asfollows: SObprDqra.~4f;,e 1.Policy planning andanalysis lhtbprogram."f,e 2.RecruitrrJent, placement andcareer development SUbprogrM',,-ne 3.Staffadmini!1ltration andtraining SUbprogrBlM'4!! 4.}o1edical andemployee assistance 41.~5Priority willbegivemtoactivities undersubprogramme 2(Recruitment, p18c@ment Ii1ndcan:!HH' development) andsUbprogramme 3(Staffadministration andtraining) . B.SubprQgrammes SUEPROGRA.MHE 1.POLICY PLANNING ANDANALYSIS 41.26 'rho1ll\gis18tivm authority forthesubprogramme derives fromArticles 8,100 and101oftheCharter oftheUnited Nations; General Assembly resolutions 33/143, 35/210, 43/224 and44/185; theSecretary-General's bulletin ST/SGB/224; andthe gtaftRegUlations andRulesoftheUnited Nations. 41.27 Theabsence ofacomprehensive, up-ta-date management information system has hampered thedrawing upofacomplete inventory ofhumanreSOurces. Thelackof ~uchinformation hasinturnhadanegative effect ontheprocess ofhuman re~ource~ planning, review andanalysis ofpersonnel pOlicies andprocedures. 41.28Theobjectives ofthesubprogramme are: (a)Todevelop along-term humanreSOurce planning strategy ofthe Organization, sothatshort-term aswellaslong-term staffing needscouldbeforecast andrt1@t: ; Digitized by Dag Hammarskjöld Library- polict~sF ~~~itcr thaeff~ctive"'<'"''''.'''' ..'',,$ana!"t;>vil:ewofUnited Nations a~ddBv~lop g\1id~lin~s and~ethods co ofthos{jj ~-olici~s l'llud p!"ocedun~s: (c)To11ta.int~il~ hlli~an re80urc~s ofth~ (o) to~nd infor~~t:io"l:1 functions willbe h~~n resourc~s will b~r~view~d, l\'!~dhUI'tIl11.nIn the!l'U.bprogr~te. plaliliuinq Inth&t:connection. aCCurat~ dat.",em led,cBn'trl1ilil!l1i!d andmain'ti'j,ined i!l.Sis re:sourC~:!li information systertl. Apr~cis~ cu:rr",:n.tly av&ilable willprovide asoundbasisfor 11~Bds. Withtheintroduction ofnewandsophi3t.icated tochl}O •aml topersontH~l records willbeprovided wichdue tot:h~nt!!t1Idfor confidentiality. Atthesametime,substantial et'fCirt~ will b~d@vot~d monitoring theconsist.mt application ofparsonm.ll lc.l<!!!l1> 11l.nd translating conclusions drawnfrom L~eprocess into lines. (&)Objectives 41.30Thelegislative authori tyforthe 5ubprogrMlim(~ derives from.l'\.rticles 8,100 and101oftheCharter oftheUnited Nations: a.neral As.embly resolutions 33/143. 35/210, 41/213. 42/62. 42/220, 43/224 and44/185: andtheSt~ffRegulations and RulesoftheUnited Nations. inparticular article. IandIV,regulations 1.2,4.1, 4.2,4.3and4.5. 41.31 Oneofthemainproblems withregard torecruibnent Andplacement ofstafE istheabsence ofanup-ta-date information systemthatwouldpermit th(~timely identification ofallpresent andforeseeable vacancies andtheirmatching of tandidates withskillsthatfilltherequirements forthepostsinquestion. A further challenge isthatithastobeachieved within th€!framawork ofthe directives oftheGeneral Assembly, establishing priorities andobjectives in specific areas. 41.32 Withrespect tothecareer development ofstaff. thedifference inliving conditions between different dutystations oftheOrganization hasmadejob rotation difficult. Thereistherefore aneedtoencourage staffserving at
analysis: The text appears to be discussing the management and development of human resources within an international organization, specifically the United Nations. It highlights the importance of effective recruitment, placement, and career development strategies, as well as the need for a comprehensive management information system. The text also touches on the challenges faced by the organization in terms of staff rotation and the impact of living conditions on job satisfaction.