Ultimately, IHRM was mandated with setting of standards and professional practices. The Examination Board was authorized to prepare and conduct examinations, while the College of Human Resource Management (CHRM) became the training division. For that reason, HRPK was appointed the CPD provider and was accredited to offer consultancy services in Human Resource Management and for connected purposes.
1. Industrial Relations and Legal Services
2012 witnessed significant legislative on issues of social welfare particularly with the enactment of the new laws, rules and regulations on HR and employment [general rules] among others
AHRPK will ensure that there will be an understanding between the employee and employer. Through good industrial relations an in case employees have issues that need to be addressed by the court of law AHRPK will represent the affected employee in court at subsidized cost, AHRPK has moved to court and obtained orders restraining many organisation from appointments that has not followed the employment act .
2. Research and Advocacy
This division manages implementation of the strategic plan, employee and employer business agenda and policy and administrative research. It also provides update on the social, economic and political developments to guide the organisation decision and help employees in their planning and budgeting. In addition the division conducts the following surveys for members: salary; employee satisfaction, work environment, customer satisfaction, corruption prevention and monitoring and evaluation. Research
The division conducts research and prepared papers on doing business; the role of the private sector in development; employee and employers stand on the proposed increased on NHIF contributions; minimum wage and wage determination in Kenya; and mainstreaming productivity in the labour laws and wage determination. These researches informed the various positions the Association took in its advocacy. Advocacy
The main advocacy initiative the association will undertake is to lobby the government and other organisation on matters affecting the human resource practitioners. This will be successful as the association continues pursuing the government and other entities for reforms in the HR. at the heart of this advocacy is the need `to incorporate productivity as a must in wage determination. Other advocacy initiative includes lobbying the government to review sections of labour laws that have a negative impact on business growth and industrial relations;
3. Project and capacity Building
The project and capacity building department will be carrying out its activities according to work plan to meet member’s needs. Tackling child labour through education
a) HIV and AIDS workplace projects,
b) social dialogue,
c) employee’s wellness,
d) starting and improve your business’
e) women entrepreneurship development and
f) Economic empowerment. g) Social welfare
4 Leadership Development
To assist various parties reach these goals the female future programme got endorsement from some key partners this aims at male domination in business culture globally and its members are committed to doing so on voluntary basis, without the need for quota, such as that imposed in some countries where a certain percentage will be women only.
5 Training and Development
-CPD Provider
A HRPK is committed to creating good relationship between employers, employees and unions and to ensure that employees are well empowered to constantly be in compliance with relevant labour legislations. This work is relevant in fulfilling the IHRM’s strategic objectives of developing a global competitive workforce as well as developing and delivering customer driven services portfolio that enhances employee’s competitiveness. The training unit supports these objectives by professionally empowering members with requisite knowledge and skills to enhance their productivity. It also ensures those members of IHRM benefits from training programmes that are well researched, developed and that suits the training needs and objectives of members. The training programmes are
1. Legal and industrial relation training. Training in legal and industrial relations sought to empower participants with insight and knowledge to effectively handle industrial relations issues and new labour laws. Legal aspect of outsourcing labour, discipline management, managing employment contracts, discipline and staff redundancy and effective negotiation skills
2. Management training
Management training aimed to impart management skills and techniques for better achievement of organisational goals. These trainings are tailored to;
a) Performance management
b) Management /supervisory skills development
c) Customer care
d) Corporate governance
e) Team building
3. Occupational safety and healthy [OSH]training
The objective of OSH training at HRPK is to inform and equip participants with vital skill for good occupational safety and health practice and management in the business 77sector and to ensure compliance to the occupational safety and health Act no 5 of 2007.
6 Consultancy. The associations consulting unit provides long term solution to the problem that employers face in handling workforce issues such as policies systems and structures. The units mandate is to support employers by providing management solutions to enhance their business competitiveness. In 2014 the unit provided expert strategic advice and consultancy to employers in order to enable them to meet human resource needs in sustainable way. These include establishing better human resource management policies, more effective organisational structures, grading structures, equitable salary structures and distinctive job descriptions. When strategic decisions are made in these areas, they create an impact on valuable resources of the organisation i.e. employee’s finances, physical capital and time. The unit offered the much needed advice and prepare reports following careful analysis of the situations at hand supported implementation of the proposals made. Compliance to labour laws. Firms continue to seek support in developing and reviewing their HR policies to comply with the constitution and labour laws. The unit was therefore actively engaged with members by helping them to review their policies and respond to changes in the labour market. Workplace surveys
The year under review also saw many organisations undertake various initiatives to assess the level of satisfaction and other variables in their workplaces. Among the highly sort services for this include: employee satisfaction surveys, work environment surveys, customer satisfaction survey, drug and substances abuse surveys and corruption perception survey among others. Executive search and selection
The unit was instrumental in supporting members and non members in executive search and selection [recruitment] of staff. Making use of our dynamic CV databank in order to reach a wide range of potential employees was crucial. The process was also given a twist of HR assessment centres to establish the fit between the employees and the organisation thereby ensuring value for money and making the recruitment process objective and effective. Job evaluation and remuneration reviews
In 2014, there was an increased uptake of job analysis evaluation, structural review and staff development and planning services. The unit was called upon by several institutions in both public and private sector to offer proposals and eventually conduct job evaluation. The assignment resulted in schemes of service and robust performance management system in addition to other benefits. Human resource audit
In striving to streamline human resource practices and to achieve requisite operational efficiency for improved labour productivity, members increasingly sort HR audit services. Seeking to know how many employees are in employment in relation to the payroll was a pertinent aspect of the audit especially for members with large employee numbers. In addition, these members also sought to find out existing human resource management policies and filing existing human resource management policies and filing existing gaps. Productivity
There have been tremendous developments in enhancing awareness and uptake of practice that will improve national, sectoral, cluster, and enterprise productivity levels. Members increasingly sought training in productivity to understand the concept, its measures and how to improve. There was increased uptake and sharing of continues improvement practice in industry.
7 Regional and Global partnerships
The Association continued to play an integral part in the regional and global partnerships where employers concern needed to be highlighted. The Association was thus involved in a number of conference forums and meetings on its own behalf and that of the business in Africa. The future engagement of the ILO with enterprises. This followed a previous proposal of the employers group for a discussion on the ILO approach to public private partnership [PPPs]
