Tenders are invited for Installation of a Public Human Resources Information System (HRIS) in Lebanon Closing Date: Friday, 23. May 2025 Intervention Sector(s): Training & Capacity Building Expertise France is working with the Civil Service Board to install a public human resources information system. Presently, the CSB has a tool for storing data relating to each public employee: personal information, status, current and past positions, specific conditions of service, leave, diplomas, training, languages spoken, salary and allowances, promotions, sanctions, etc. This information is updated by the CSB itself, on the basis of declarations made by administrations and sent in by post, as the tool is not connected to the outside. The tool can also be used to run queries to analyse the data available. It was developed in-house and is managed by the Personnel files unit in the Department of Employees, which has 7 staff. The tool currently lists data relating to around 10,000 current employees. The main problems in the current situation are as follows: Difficulties in updating and ensuring the reliability of the data centralised and managed by the CSB, Mainly paper-based human resources management processes, Limitation of human resources management practices based on basic data, Minimal accountability on the part of administrations in managing their human resources. The introduction of an HRIS for the Lebanese civil service, managed by the Civil Service Board, is intended to address these issues and promote greater transparency and efficiency in the management of public human resources. Technical specifications A number of options are under consideration for the selection of a suitable technology, ranging from the development of a new proprietary tool to the use of an existing turnkey solution. Given the sensitivity of the data being processed, non-cloud-based solutions are preferred. The Civil Service Board would have a complete, centralised database, while the administrations would have a partial database, corresponding to the scope of their employees and the functionalities that will be available to them. The administrations would work on specific interfaces, depending on their role. For example, the Ministry of Finance will have to be able to transmit information relating to staff salaries and allowances, the supervisory bodies (Central Inspection, Court of Audit, High Disciplinary Council) will transmit data relating in particular to sanctions taken against staff, and the administrations employing staff will have to be able to update their personal files. A temporary database could be set up to enable the Civil Service Board to check the reliability and consistency of data updated by administrations, before validating it. The aim will be to migrate the data currently available, and to carry out the first update so as to obtain a reliable census of all public employees currently employed and remunerated. Objectives and expectations of the assignment Objectives The aim is to make the HRIS an effective human resources management (HRM) tool for the Lebanese civil service, in terms of day-to-day personnel management as well as analysis and forward-looking management of staff, jobs and skills. More specifically, the objectives are as follows: Digitise current management processes, as well as documents and data shared between the CSB and administrations, for major efficiency gains. Automate certain steps and increase the frequency of sharing in order to make data more reliable and provide consistent information in real time. Contribute to the transfer (decentralisation) of part of the HR management of public employees to the administrations, where it is relevant for these activities to be carried out locally. Enrich staff files with new data, particularly relating to their skills and performance. Raising the overall level of HRM by developing practices linked to forward-looking management of staff, jobs and skills, with the help of the HRIS. The assignment is situated prior to HRIS development work and is intended to inform imminent strategic decisions and prepare the operational modalities for deploying the tool. Expected deliverables Technical scenarios: advantages and disadvantages of different solutions and strategic, operational and technical implications, based on the following criteria: Suitability of the solutions functionalities with what is expected System reliability and scalability Security and protection of sensitive data Ease of integration with administrative processes Total cost (development, maintenance, training, support) HRIS blueprint, including: A study of the existing system A detailed description of the expected functionalities Mapping of new processes Internal (CSB) and external (administrations) organisational implications The roadmap leading up to the successful adoption of the tool by its stakeholders Performance indicators to assess the adoption and impact of the HRIS Technical specifications for the development of the tool Change management and risk management plan, including user skills development requirements. Conditions of the assignment The service provider must plan to travel to Beirut in order to work with the teams from the Civil Service Board and Expertise France. Some of the tasks involved in producing the deliverables may be carried out remotely. The service provider will be part of an ecosystem consisting of: Within Expertise France, the Project Director, the Head of the Civil Service component of the project, the long-term expert dedicated to the Civil Service component, and the short-term expert mobilised by the project team on IT matters. Within the Civil Service Board, the President of the CSB, who is responsible for deciding on the future shape of the HRIS and is involved in the work, the Director General of the Department of Employees, the Personnel Files unit and the IT team. In its technical and financial offer, the service provider will have to present the way in which it proposes to involve public entities in the process (public administrations, in particular the Ministry of Finance, supervisory bodies and municipalities), in order to: Adapt the HRIS to the needs and capabilities of the various entities. Facilitate user acceptance and ownership of the system. Test and validate functionalities and processes via pilot administrations. Ensure interoperability with existing systems, particularly within the Ministry of Finance. The service provider must pay particular attention to change management in its technical offer. The day-to-day working language may be French or English. Deliverables must be submitted in English. Knowledge of Arabic would be an asset. How to apply In order to access the tender consultation space or to submit their bid, bidders must connect to the French government procurement platform at: https://www.marches-publics.gouv.fr/?page=Entreprise.EntrepriseDetailConsultation&id=2763464&orgAcronyme=s2d Tender Link : https://daleel-madani.org/civil-society-directory/expertise-france/calls/installation-public-human-resources-information-system-hris-lebanon
