The changing face of HR

The changing face of HR

Sharon Kisire, HR Manager, Kenya Pipelin offers her views on the evolving issues in the human resource industry.

1. What are the latest perspectives on HR as a business partner away from just HR Management? And what does this mean to organizations that want to create conducive work environments?

Not sure it is the latest but what I know is that HRPB takes HR to where the business really is and ensures that HR delivers value where it matters most. HR challenges at the work environment will reach HR management quickly, seamlessly and efficiently through HRPB.

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Employment trends in the gig economy

Employment trends in the gig economy

Allan Ngunze, HR Manager at Population Services Kenya (PS Kenya) shares some insights on the current and future state of HR and what we need to take cognizance of. He spoke to MURUGI NDWIGA.

Being at the centre of hiring, how do you spot talent and how can you tell that a candidate will be a good fit for an organization? Do you make bad choices when recruiting and how do you salvage the situation?

For me attitude is very key, poise and other softer skills and the non-verbal cues that are communicated during an interview. Confidence is also key in terms of being able to articulate issues when questions are asked and or when making presentations.

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Inside the workplace of the future

Inside the workplace of the future

Employees will be at liberty to define their terms of engagement with employers, dress code as well as working hours.

By TABITHA AREBA

In less than a decade from today, the popular term ‘permanent and pensionable employee’ in Kenya’s organisations may not exist. Reporting to work every morning and leaving in the evening will also be meaningless. Additionally, what you wear as well as where and how you sit while carrying out your duties will not count. The new workplace and workforce will have a brand new architecture.

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Boards should make diversity and inclusion top priority

Boards should make diversity and inclusion top priority

The KIM Leadership and Diversity Report (2017) has established that the boards and senior management teams of NSE-listed companies are largely male, lack youth representation and are skewed in terms of skills mix. Andia Chakava, Kenya Chapter chairperson of New Faces New Voices, speaks on the importance of age, socio economic, ethnic and gender inclusion.

1. From a leadership viewpoint, why is diversity and inclusion important to business?

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Real estate ready for tech disruption but mindsets need to shift

Real estate ready for tech disruption but mindsets need to shift

In building and construction, the tide of change driven by innovation has been slowly permeating the fastest growing industry in the country.

By KEN MACHARIA

While most major sectors of the economy have experienced significant disruption occasioned by technology and new platforms, the construction and real estate sector has been slow to adapt to new innovative technologies, not just in Kenya, but globally.

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The fate of Kenya lies with the electorate

The fate of Kenya lies with the electorate

Players must collaborate to strengthen the three pillars upon which the industry stands: talent development, access to capital and an enabling policy environment.

By DAISY AMDANY

It is unfortunate that elections in Kenya have become synonymous with a tribal roll call. Kenyans don’t understand the importance of a vote in terms of guaranteeing or securing their livelihoods. People have sold their birthright and accountability dies on the altar of tribalism. I feel that if my tribesperson wins, I have won, never mind that when problems arise, we suffer as a people. The minute my tribesperson is accused of corruption, we say, “We are being finished.” Yet these people steal for personal gain.

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What millennials need to succeed as entrepreneurs

What millennials need to succeed as entrepreneurs

60 per cent of millennials consider themselves entrepreneurs, and 90 per centre recognise entrepreneurship as a mentality.

By JACQUELINE OCHIENG

Millennials (also known as Generation Y) are described as people born between 1980 and the late 1990s.  This generation is tech savvy, their upbringing more characterised by a liberal approach compared to the generation before them and their life is fast paced. They are known to shift allegiance with ease and hence do not hold on to particular product usage or even stay in jobs for long periods. Unfortunately for them also, their entry into the job market is characterised by periods of rampant unemployment in many countries. Coincidentally, they are also termed the most innovative generation so far, a characteristic key in entrepreneurship.

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Leading with values and purpose

Leading with values and purpose

David Gatende has worked with water and energy solutions company Davis & Shirtliff for the last 31 years, growing through the ranks from a field engineer to Group CEO. He talks about the importance of company culture in retaining staff and value-based leadership.

By KAGENI MUSE

At the reception of Davis & Shirtliff’s Industrial Area office is a conspicuous board with 91 names on it. The first two belong to E.C. Davis and F.R Shirtliff, 1946, the founder members of the water and energy solutions company, followed by other names, each matched with the year each staff member joined the company. The board celebrates employees who have served with the organisation for 25 years.

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The culture of agility and staying ahead

The culture of agility and staying ahead

Companies that empower their workforce – by helping them plan for the unknown, mitigate risk and thrive at work – will be more successful in building a responsive and successful organisation.

By STACY BRONSTEIN

As competition for talent continues to rise and business models are disrupted by technology and socio-demographic shifts, organisations are still taking an evolutionary approach to their talent strategies in the face of revolutionary changes. According to Mercer’s 2017 Global Talent Trends Study, nearly all organisations globally (93 per cent) report they are planning to redesign their structure in the next two years.

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I will have one LESS

I will have one LESS

This is a good rule to employ. Don’t be that person closing the party at 4am in the morning when the cleaners are coming in.

By DEREK BBANGA

I will be the first to admit that a little alcohol in the system makes for an honest, wittier, more stimulating conversation but in business, take your cues from your company culture and the behaviour of your co-workers. Observe if successful employees and managers drink at company events.

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