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