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MANAGEMENT OF HUMAN RESOURCE FUNCTION:

MANAGEMENT OF HUMAN RESOURCE FUNCTION:. Values and Principles, Procedures, Roles and Responsibilities of Different Actors. Patrick G. Gichohi , CBS Commissioner, Public Service Commission

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MANAGEMENT OF HUMAN RESOURCE FUNCTION:

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  1. MANAGEMENT OF HUMAN RESOURCE FUNCTION: Values and Principles, Procedures, Roles and Responsibilities of Different Actors Patrick G. Gichohi, CBS Commissioner, Public Service Commission Induction Meeting for Governors and Deputy Governors, 13th to 17th, December 2017, Diani, Kwale County

  2. Functions of PSC: The Convergence • Values & Principles of Public Service • HR Procedures • Roles and Responsibilities of HR Actors • Lessons /Emerging Issues HIGHLIGHTS

  3. 1 PSC Functions – The Convergence • Ensure efficiency and effectiveness. • Development of Human Resource. • Establishment and abolition of offices. • Exercising disciplinary control. • Promotion of values and principles in Art. 10 & 232. • Recommendations on: conditions of service, code of conduct and qualification. • Hearing and determining appeals from county governments – Article 232 • Norms & standards, capacity building and technical support to counties.

  4. 2 Values & Principles of Public Service Anchoring on Article 232 (1) of the Constitution: • High standards of professional ethics • Efficient, effective and economic use of resources • Responsive, prompt, effectiveand impartial services • Public participation in the policy making process • Accountability for administrative acts;

  5. Values and Principles of Public Service Article 232 • Transparency, timely and accurate information • Fair competition and merit in appointments and promotions • Representation of Kenya’s diverse communities • Equal opportunities for appointment, training & advancement.

  6. Human Resource Policies and Procedures Manual Discipline Manual 3 HR Procedures • Recruitment, selection & appointments • Terms and Conditions • Training and development • Performance management • Discipline • Succession management • Separation Diversity Policy Framework for Organizational Design Human Resource Development Policy Performance Rewards and Sanctions Policy Internship Policy Policy on Establishment and Abolition of Office HR Planning & Succession Management Framework for Review of Terms of Service

  7. Terms and Conditions • Contracts, P&P, secondment. • Tenure based. • Uniformity and adherence to terms . • Recognition of unions as per the constitution / law. Recruitment, Selection & Appointments • Establishment, declaration, advertisement. • Shortlisting-interviewing-appointment. • Guided by values and principles. • Guided by policies – PSC issued.

  8. Training and Development • TNA, Skills gap est. • Budget prioritization • Re-skilling /on-the-job • Equity in opportunities • Appropriate skill-based deployment • Collaboration with national govt. • Value-for-money Performance Management • Adoption of the PSC framework • Establishment of county PAS systems • Integration of individual accountability • Building technical capacity • Performance rewards and sanctions

  9. Succession Management • Development / adoption of PSC succession management framework. • SM for continuity and stability • Adoption of HR planning • Innovative approach to address gaps – outsourcing, ICT • Enabling environment for millennials Discipline • Sensitization, dissemination of regulations, codes etc • Adherence to policies, guidelines and legislation • Adoption of alternative interventions • Due process, fair administrative action

  10. Separation • Conformity to the pensions Act • Termination based on procedures, due process, laws • Gratuity at the end contract period • Align to PSC Act (Voluntary retirement, 50 year rule) • Retirement in public interest – no longer applies • Retirement on abolition of office – PSC Act

  11. 4 Roles and Responsibilities of HR Actors

  12. HR Actors………

  13. HR Actors

  14. 5 Lessons /Emerging Issues • Harmony imperative - Counties and national government • Service continuity and stability • Staff mobility constraints (county-county, county-national) • Role conflict (CECs/CS, COs, CPSBs) • Operational and budget autonomy for CPSBs • Capacity limitations in the HR function (structures, personnel) • Transfer of service • PSC as an appellate body (Article 232) • Challenges in resource utilization. • Inclusivity in Recruitment

  15. Lessons / Emerging Issues • Efficiency, effectiveness and economy challenges in resource utilization. • People participation in policy making. • National cohesion - Face of Kenya, inclusivity. • Adoption of technology / innovations.

  16. Thank You

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