HR MANAGEMENT IN THE COUNTYOrientation Workshop for Accounting Officers at Andy

Mac, Voi

31st July,2014

PRESENTATION OUTLINE

1. Introduction1.1 Concept of HRM 1.2 key functions of HRM1.3 HRM operating systems

2. HRM in County Public Service 3. The Role of Public Service4. Functions and Powers of Public Service Commission and the County Service Boards3. The National values and Principles of Governance4. The values and Principles of Public Service

Outline Continued

(a) Constitutional and legal provisions of HRM in the

County Public Service6. General principles of HRM in the

Public Service7. Terms and Conditions of Service in

the County Public Service8. Staffing of County Governments9. Transition from current Public Public

Service10. Key Human Resource Policies in the Public

Service11. HRM Policies, Regulations and

Procedures on County Public Service

Concept of HR

Concept of HRM- HRM is a strategic and coherent approach

to the management of an organization’s most valued assets-the people working there who individually and collectively contribute to the achievement of its objectives.

Key Functions of HRM- HRM is concerned with achieving objectives

in three (3) key areas, namely;Resourcing and Development - For

employee attraction and retention;Valuing employees- To enhance motivation and commitment; and

Creating a conducive climate -In which productive and harmonious relations between the Management and employees can flourish.

- HRM is also a management discipline that deals with “ people management” in the organization.

HRM Operating SystemsHRM operates through Human Resource

Systems that bring together:HR Philosophies – describing the values and

guiding principles adopted in managing the people;

HR Strategies- deciding the direction in which HRM intends to go;

HR Policies- which are guidelines defining how the values, principles , and strategies should be applied and implemented;

HRM Processes &ProgramsHR processes - consisting of the formal

procedures and methods used to put HR strategic plans and policies into effect; and

HR programs- which enable the HR strategies policies and practices to be implemented according to plan.

Standard Functions of HRMHR PlanningSelection & StaffingPersonnel Research & Info SystemsCompensation & BenefitsEmployee AssistanceEmployee RelationsTraining & Development

The Role of the Public ServiceThe Public Service;

Plays a key role in sustainable socio-economic development of any country;

Is central to the delivery of public goods and services needed for economic growth and development;

Creates the required enabling environment for national growth and development.

Is the connecting link between the state and the people, as such it is the incubator of public trust in Government.

The Role Continued

The Public Service is responsible for: Formulation of development policy and

translation of National/County vision into projects and programmes;

Implementation of policies and programmes of Governments to achieve sound economic development;

Raising of revenue and overseeing public expenditure; and

Transparent and accountable management of public affairs.

Principles of HRM in the Public ServiceThe general principles of HRM in the Public Service

include the following;1. Recruitment and placement based on the needs of

the Public Service guided by mandates of National and County governments.

2. Objective, fair and competitive recruitment criteria.3. Performance management and evaluation.4. Fair and consistent disciplinary processes.5. Remuneration, pensions and other terminal benefits.

The above principles form the primary basis for legislation on Public Service (PSC Act 2012 and County Governments Act, 2012).

Terms & ConditionsGenerally the Terms and Conditions of

Service in the Public Service cover the following key areas;

1. Remuneration.2. Medical Benefits.3. Pensions and Gratuities. 4. Housing.5. Transport.

6. Working Conditions.

Staffing1. Proposed Norms and Standards:-

a) Establishment and Abolition of offices to be based on;• Functional responsibilities and Organizational

structures.• Workload analysis.

b) Appointments (including acting appointments) -• Staff establishment approved by the County

government;• Existence of vacant posts;• Sustainability of the wage bill (Article 230);• Kenya’s diverse communities (Article 232);• Gender, ethnicity, disability (Article 232);• Fair competition and merit (Article 232).

Staffing Continued Confirmation of appointments

• Satisfactory performance and conduct.• Period of service on probation.• Passing of examinations (where applicable)

d) Disciplinary control and removal of persons holding or acting in offices in County Public Service –

• Article 236 on protection of public officers;• Fair Administrative practices (Article 47).

Staffing in the transition period1. Audit of staff serving in Ministries/

Departments and former Local Authorities.2. Audit to focus on numbers, cadres, grades,

gender, age, qualifications and deployment.3. Information obtained to facilitate deployment

of staff prior to and after the establishment of County governments.

4. Public officers serving in respective counties to initially be deemed to be on secondment from the National Government on their existing terms of service.

Staffing Continued8. Gradual assumption of responsibility of

staffing by County Governments.9. Re-organisation and deployment of staff in

the transition period to be guided by the following principles:-

a) Matching staffing with functions. b) Harmonization of terms and conditions

of Service. c) Preservation and protection of pensions.

Non- Observance of Principles & Values

Poor service deliveryDemoralized work force

Low value for money (unsustainable growth rate)Judicial petitions by citizens

Thank you