April - May 2017 HRMagazine.pdf - April MaY 2017 Official...

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VOL . 12 Issue 51 APRIL - MAY 2017 Official Magazine of the Institute of Human Resource Management
Mistakes That Make Good Employees Leave HRM vs. Politics A glimpse from Bright Hub Project management Inside this issue of Motivate individuals and teams without cash incentives 6 EDITORIAL 3 Smooth Transition Key for Posterity LEADERSHIP 4 Leadership vs Management vs Bosses MOTIVATION 6 Motivate individuals and teams without cash incentives COVER 8 The First Lady of IHRM (K) Beating all odds to make history. A matter of discipline, focus and hard work not chance STRATEGY 13 Key Roles of Human Resource Professionals in Strategic Plan Implementation GALLERY 14 News and Happenings EMPLOYEE RELATIONS 16 HRM vs. Politics A glimpse from Bright Hub Project management EMPLOYEE RETENTION 18 Mistakes That Make Good Employees Leave DEVELOPMENT 20 Reforming the Public Sector RECRUITMENT PROCESS 22 Value of Behavioral Assessment in the Recruitment Process JOKE 23 All Employees Must Read this… EXIT 8 16 18
LEADERSHIP EDITORIAL Smooth Transition Key for Posterity A t the face of it, succession is meant to be easy; almost automat- ic after all it is a process of inheriting a title, office or proper- ty. This could not be further from the truth. Succession especially in a company setting is not easy. It is a tedious process that has to be well thought out and meticulously carried out. Succession planning identifies future leaders it can be an im- portant way of identifying employees who have the potential to develop skills which can help move an organization in a desired direction at the same time enabling them move up the ranks in an organization. Unfortunately due to lack of proper planning, or- ganizations are at times forced to head hunt and hire what most employees would consider an ‘outsider’ as opposed to promoting an ‘insider’. A succession plan can be used before its main intent is neces- sary. It can be used to build strong leadership, help a business sur- vive the daily changes in the marketplace, and force executives to review and examine the company’s current goals and the plan in place to help attain such goals. Lack of a succession plan can be problematic for the person leav- ing and the person expected to fill those shoes. An old Chinese proverb says, “The best time to plant a tree was 20 years ago; the second best time is today; that being said it is necessary for any organization to have a succession plan. At the Institute we have had a few months of transition and the succession has taken place. We welcome the new Executive Direc- tor Mrs. Dorcas Wainaina and trust that the Institute will soar to greater heights through her leadership. We hope you will enjoy this edition of the HRManagement and trust that you will play your part in enabling your organization come up with a good succession plan.

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