HR TAKING LEAD IN STRATEGIC MATTERS- RESOLUTIONS FROM THE INAUGURAL NATIONAL HR DIALOGUE 2022

The 1st Annual National HR Dialogue Indeed Set a great pace; promising and equally challenging forecast for us IHRM, our Partner AIMs College, and HR Professionals for the year 2022. Attended by HR professionals from diverse sectors, this HR National Dialogue allowed the delegates to dive deep into strategic discussions and outcomes that have the capacity to take HR to the next level of Effectiveness and Influence.

Delivered in Partnership with AIMs College, the National HR Dialogues was officially opened on 16/2/2022 by our Chief Guest Speaker Hon. Dr. Ochilo Ayacko, EGH, in presence of the IHRM National Chair Mr. Josepth Onyango, CBS, Council Member Dr. Jacob Mbijjiwe, Branch officials, Representatives from IHRM Secretariat?Key Speakers;- Mr. Graig Asega, Dr.Ben Chumo, Mr. Gabriel Nyamu, Mr. Mathangani Muya, Mr. Oscar Olima, Ms. Anne Wamonje, Dr. Paul Wangai, Mr.Bernard Theuri, and our esteemed Delegates. This one-of-a-kind Dialogue came to a Fruitful close Yesterday with final remarks from Mr. Lerapan ole Morintat CEO and managing Director National Oil Corporation Kenya.

One thing that stood out for me is the courage and willingness that all the Delegates had to Invest Time, Quality Engagements, and Thinking to Draw such Forward-Looking Resolutions for the HR Profession 2022 in Kenya. These included:

1.?????HR Role in Fast-Tracking Devolution Progress

●?????HR Professionals committed to take deliberate actions through strategic initiatives and programs towards capacity building the county governments, especially their CPSBs for ensured talent management and delivery of effective and quality service?

●?????Through deliberate means, engage with national players, especially the National Assembly and the Senate, to help ensure effective oversight and compliance by influencing the public agenda for change in the devolved structures

●?????Play our professional role proactively by influencing our members to abide by the law and applicable codes of professional and ethical conduct, and to place appropriate sanctions on errant members who flout the law and best practice guidelines.

2.????HR Towards More Responsive Workplaces on Mental Health and Work Life-Balance

●?????Collaborating with IHRM guidelines as outlined in the workplace Mental Health Handbook [soon to be launched] and other worthwhile initiatives, commit to uphold the highest possible standards and adopt best practices, learning from pioneering initiatives?

●?????Initiate and lead business risk assessment and continuity as part of our business and social responsibility.

3. An Agile HR Approach to Handling Cyclical Change & VUCA World

●?????Better equip ourselves with quality change management skills to continuously and rapidly transition our teams effectively and strongly enable business resilience and continuity

●?????Play our role proactively in anticipating and helping people prepare for and adjust to the defining changes of the workplace

●?????To become solutions-based centers to help people deal with bewildering changes and challenges, some of which are not anticipated in the internal policies.

●?????Being an election year, critically and objectively engage with manifestoes of the respective political players and coalitions, to clearly evaluate their goals, programs, and action in fulfilling our civic duty and secondly to be well aware on how to better hold our leaders accountable beyond the elections as a way of anchoring issue-based political culture

●?????Equip ourselves sufficiently with competence and skills to make effective use of Evidence-Based Management EBM)- an HR skill in demand to effectively drive Successful workplaces in a rather increasingly evolving world of work.

The IHRM has taken lead on this by spearheading research on core areas that HR grapples with most times locally. 2022 moving forward, the institute in collaboration with Inquest will be undertaking research on Employee experience engagement?annually in Kenya. This research report is a critical tool to empowering HR professionals in broadening their capacities and strategies in driving successful organizations and ensuring we can benchmark locally.

1.?????Putting H Back in HR

●?????Marshal and steward the value creation process, keeping people at the center of all that we do, with an eye to the creation and sustenance of business and social value at all times for the benefit of organizations, members, the profession, and society at large.?

1.?????Technology, AI and Big Data on HR and Business Success

●?????Resolve to promote and develop an analytical and evidence-based HR practice that is firmly grounded in data and evidence to improve business and social outcomes; and to

●?????Contribute to corporate and organizational performance through a robust business approach in our undertakings?

IHRM is completely Committed to Continually supporting HR Professionals in implementing these Resolutions and other equally empowering Initiative.