PRESENTATION OUTLINE

1. HR MANAGEMENT IN THE COUNTYOrientation Workshop for Accounting Officers at Andy Mac, Voi31st July,2014

2. PRESENTATION OUTLINE 1. Introduction 1.1 Concept of HRM 1.2 key functions of HRM 1.3 HRM operating systems 2. HRM in County Public Service 3. The Role of Public Service 4. Functions and Powers of Public Service Commission and the County Service Boards 3. The National values and Principles of Governance 4. The values and Principles of Public Service

3. Outline Continued (a) Constitutional and legal provisions of HRM in the County Public Service 6. General principles of HRM in the Public Service 7. Terms and Conditions of Service in the County Public Service 8. Staffing of County Governments 9. Transition from current Public Public Service 10. Key Human Resource Policies in the Public Service 11. HRM Policies, Regulations and Procedures on County Public Service

4. 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.

5. 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.

6. HRM Operating Systems HRM 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;

7. HRM Processes &Programs • HR 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.

8. Standard Functions of HRM • HR Planning • Selection & Staffing • Personnel Research & Info Systems • Compensation & Benefits • Employee Assistance • Employee Relations • Training & Development

9. The Role of the Public Service • The 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.

10. 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.

11. Principles of HRM in the Public Service The general principles of HRM in the Public Service include the following; • Recruitment and placement based on the needs of the Public Service guided by mandates of National and County governments. • Objective, fair and competitive recruitment criteria. • Performance management and evaluation. • Fair and consistent disciplinary processes. • 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).

12. Terms & Conditions Generally 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.

13. Staffing • Proposed Norms and Standards:- a) Establishment and Abolition of offices to be based on; • Functional responsibilities and Organizational structures. • Workload analysis. • 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).

14. 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).

15. Staffing in the transition period • Audit of staff serving in Ministries/ Departments and former Local Authorities. • Audit to focus on numbers, cadres, grades, gender, age, qualifications and deployment. • Information obtained to facilitate deployment of staff prior to and after the establishment of County governments. • Public officers serving in respective counties to initially be deemed to be on secondment from the National Government on their existing terms of service.

16. Staffing Continued • Gradual assumption of responsibility of staffing by County Governments. • 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.

17. Non- Observance of Principles & Values Poor service delivery Demoralized work force Low value for money (unsustainable growth rate) Judicial petitions by citizens

18. Thank you