HR MANAGEMENT

John Njane
HR & Strategy consultant, Executive & Business Coach
Mobile No.: 0721801189
Email: Njane.john@gmail.com
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1. The importance and role of HR
2. Job analysis, job design and workforce forecast
3. Recruitment, orientation
4. Training and development
5. Remuneration and benefits
6. Performance management and appraisal
7. Health and Safety policies

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 The role and importance of
HR
If you have employees, you need to be thinking about human
resources.
Regardless of the size of your business, certain employees can be a
liability; managing your HR systematically can mitigate these liabilities
HR encompasses compliance with applicable labor laws, hiring
professionally and creating a channel for dealing with employee
issues, performance management, training, compensation etc.
Have an employee handbook - a good tool for compiling your HR
policies and practices as your business grows.

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 Why HR
HR includes understanding all the laws and regulations, so you know how to handle
people issues from recruitment to building a motivated and engaged workforce.
There are numerous labor laws requiring such things as storing employee files, how
to administer leaves days (annual, sick, maternity, paternity), how to discipline staff
to firing employees.

Small businesses can be hit especially hard by a wrongful termination lawsuit

because they often do not have the financial resources to pay all the costs
associated with a lawsuit.

Good HR support, whether it be outsourced or covered by someone in-house, can

reduce the risk of costly lawsuits and help build a reputable business.

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Options for Covering HR
Responsibilities
Until you reach the point where you have a
full time HR professional, you can use a HR
consultant for compliance checks,
development & reviewing employee
handbook, training, staff disciplinary
procedure, performance management and
recruitment

Regardless of what approach you take to

cover your HR needs, including HR as part of
your business strategy will ensure compliance
with applicable labor laws. It will also provide
a structure for communicating and
implementing good workplace practices with
employees.

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 Discussion
How do you determine the need to recruit? Adhoc or
through Planning and Analysis?

Have you planned/forecasted your staff needs?

What is your optimal staff needs (to avoid understaffing or

overstaffing in your organization)?

What kind of people do you need (interns/fulltime?)

Job Analysis

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 Recruitment
It is the process of attracting
potential candidates and
simulating them to apply for
jobs in the organization

It involves searching for

qualified job candidates in
large numbers that the
organization can select the
most appropriate person to
fill its job needs

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 Interviewing & Hiring
Even if you are only hiring a few people per year,
develop an interviewing and hiring process.

This includes drafting a job description for your

opening, posting the opening on appropriate
websites, screening applications and resumes,
conducting interviews professionally, checking
references & backgrounds, and making an offer.

Prior to conducting interviews, write out a list of the

questions that you want to ask. Your questions
should be about the candidate’s work experience
and skills.

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 Types of contracts
1. Closed ended:
They have a beginning and an end e.g 1st December 2020 to 31st December 2020.
Employers don’t have an obligation to renew the contract after the expiry of the
contract

2. Open ended:
They only have the date of employment but not the end date. They are also
referred to as permanent contracts

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 On boarding
It is the process of integrating a new
employee into the organization and
its culture

Have a standard template for new

hire packet that contains all required
paperwork (PAYE, NHIF, NSSF), new
employee orientation and a training
plan.

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 Performance Management
Strategic approach of delivering sustained success to
organization by improving the performance through individual
performance

 An integrated process of maintaining or improving employee

job performance through the use of objective setting, appraisal,
feedback and coaching

It clarifies the organizations strategic goals and translates them

into individual goals i.e. sets out what is priority for the
organization
Aims of Performance Management
Effective Performance Management
Should recognize, reward and develop employees while
helping managers to identify issues as they occur

Should be linked to the needs of the organization

Should relate the individual’s contribution to the

company’s success. This can be achieved by setting SMART
objectives that are linked to tangible business outcomes

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Organization’s goals

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 Performance Appraisal
Performance appraisal or review is not the same as
performance management

While Performance Management focuses on the present and

the future, performance appraisal is about the past i.e how
the employee has performed

Performance appraisal is how you evaluate the progress

being made by assessing or measuring the employee’s
actual performance against the set targets at the beginning

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Performance Appraisal

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Termination of employment….
1. On account of redundancy:
An employer shall notify the employee personally in writing and
the labour officer. In this case, an employee is entitled for:
i.Leave due to be paid in cash;
ii.one month’s notice or one month’s salary in lieu of notice; and
iii.Severance pay at the rate of not less than fifteen days pay for
each completed year of service.

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 2. On grounds of
misconduct
An employer shall, before terminating the employment of an
employee, on the grounds of misconduct, poor performance or
physical incapacity explain to the employee, in a language the
employee understands, the reason for which the employer is
considering termination

An employee shall be entitled to have another employee his/her

choice present during this explanation

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 Summary dismissal
Summary dismissal takes place when an employer terminates an employment
contract without notice or with less notice than that to which the employee is
entitled by any statutory provision or contractual term;

An employer may dismiss an employee summarily when the employee has by his
conduct indicated that he has fundamentally breached his obligations arising under
the contract or employer’s HR policies;

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 Gross misconduct
For gross misconduct, employers are justified to dismiss employees summarily i.e.
without notice (However, an employer must follow the right disciplinary procedure)
of dismissal of an employee for lawful cause, but the

Lawful grounds for summary dismissal include:

(a) Without leave or other lawful cause, an employee absents him/herself from
work;
(b) An employee becoming or being intoxicated during working hours and rendering
him/herself unwilling or incapable to perform his work properly;
(c) An employee willfully neglects to perform any work which it was his duty to
perform, or if he carelessly and improperly performs any work which from its nature
it was his duty, under his contract, to have performed carefully and properly;

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Lawful grounds for summary
dismissal
(d) An employee uses abusive or insulting language, or behaves in a manner
insulting, to his employer or to supervisor or manager;
(e) An employee knowingly fails, or refuses, to obey a lawful and proper command
which it was within the scope of his duty to obey, issued by his employer or a
person placed in authority over him by his employer;
(f) If an employee is arrested for a cognizable offence punishable by imprisonment
and is not within fourteen days either released on bail or on bond or otherwise
lawfully set at liberty; or
(g) An employee commits, or on reasonable and sufficient grounds is suspected of
having committed, a criminal offence against or to the substantial detriment of his
employer or his employer’s property.

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Thank-you
John Njane
Email: jnjane@Strathmore.edu
Mobile No.: 0721801189

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