This presentation provides the definition of Human Resource management, recruitment and challenges of HRM in the public sector in Kenya

1. HUMAN RESOURCE MANAGEMENT
The Public Sector
Eliud Bundi Ondara
MPA Student
University of Nairobi

2. Contents
Introduction
Human Resource Planning (HRP)
Job Analysis and Design
Acquiring Human Resource
Human Resource Development
Performance Assessment And Management
Compensation and Reward System

3. Introduction
What is HRM?
Why HRM important in 21st Century?
Evolution and Development of HRM

4. What is HRM?
There are many definitions that have been advanced on HRM.
The process of acquiring, procuring, developing and maintaining
people in the organization.
An organization can not function as buildings, machines and
inventories without people.
HRM is a management function

5. Evolution of HRM - Stages

6. Evolution of HRM - Stages

7. Why HRM is important in the 21st Century
Create meaningful jobs for organizations.
Maintaining the right mix of people in an organization.
Provide organization structure for employee effectiveness.
Creating an positive work environment.
Help develop and retain effective employees.
Manage change and succession.
Enhance employee and stakeholders collaboration.

8. Human Resource Planning
Definition
Importance HRP
Process of HRP

9. Human Resource Planning
Process of analyzing and identifying organization’s employee
needs to achieve its goals.
Availability of human resource for achieving the organization’s
objectives.
It involves forecasting the organization’s future HR needs.
Ensuring supply of the right number and kind of people.

10. Why is HRP important?
Assesses the future personnel needs
Helps organization prepare for change
Creates high talented personnel
Protects weaker sections of the organization
Provides foundations for personnel functions
Matches demand with supply
Maximize the use HR and ensure ongoing development.

11. HRP process
Consider the annual economic sector growth for a period
Review the labour stock in the base year
Translate the annual economic growth in terms of labour needs
Consider the attrition rate
Consider number of people leaving school
Monitor unemployment rate
Fill the gaps between supply and demand

12. Job Analysis and Design
Definition
Importance
Steps of Job analysis and Design

13. Job Analysis and Design - Definitions
Job analysis
The process of analysing and listing the tasks that are included in
the job.
All the steps taken to perform the different tasks; and
All the requirements the respective tasks put upon the jobholder
It provides the basis for Job description – what the job holder does.

14. Importance of Job analysis
It determines:
 Duties, skills and abilities required for a job.
Relationship to other jobs
Conditions under which work is performed
The kind of person required
Materials and equipment requirements.

15. Job Design
Describes the contents, methods and relationships of jobs.
The process is based on an analysis of the way in which work
needs to be organized.
Job design has to start from work requirements because that is
why the job exists.
It also aims to fulfill the social responsibilities of the organization
to the people who work.

16. Sources of information
Employees – line managers, job holders
Job Incumbents
Human resource Manuals
Other organizations

17. Acquiring Human Resource
Employees recruitment and Selection
Employee Selection process
Equal Employment Opportunity

18. Employee Recruitments and selection
Recruitment - the process of identifying and engaging the
people the organization needs.
Selection - that process concerned with deciding which
applicants or candidates should be appointed to a job.
The art of discovering and procuring potential applicants.

19. Steps to Recruitment and selection
Organization analysis on needs.
Defining requirements.
Planning recruitment campaigns.
Attracting candidates.
Selecting candidates – shortlisting, interviewing.

20. Selection?
Interviewing
– Individual (face to face).
– Interview panel
– Selection board
Ability test
– Published, standardized test (Intelligence tests, aptitude tests &
Personality Tests )
Assessment centres
– Run by professionals with standardized multiple assessment techniques

21. Legal Framework
– The Employment Act 1980 & 1982
– The Trade Union Act 1984
– The Wages Act 1986
– The Employment

22. Employee Relations
Meaning and importance
Trade unions

23. Employee relations
The relationship that exists between employers and employees,
and
How they work together to determine the level of pay and
working conditions.
The aim of ER is to achieve an optimum working relationship
between the employees of an organisation and management.

24. Structure of Employee relations
Employees
ER
Trade Unions
Employers
Employer
Associations
Government

25. Employee relations issues
Job classifications
Award conditions
Leave entitlements
Unfair dismissal
Anti-discrimination
Dispute resolution
Contract provisions

26. Trade Unions
Union is a group of workers who have come together to make
collective decisions
Trade unions are formed to protect and promote the interests of
their members.
Their elected leaders negotiate with their employer over:
• Wages
• Working conditions and hours
• Safety and Health
• Other benefits

27. HRM Challenges in Public sector

28. Challenges
Friendships and relations – nepotism, favouritism, bribery
Failure to follow procedures – cost implications
Choosy employees – refusal to work in some parts of the country
Competition – between the public and private sector
Lack of ICTs to manage the HR precesses

29. Questions?