The task of developing the policy was assigned to consultants who worked hand in hand
with government officials through meetings, focus group discussions, and interviews.
The draft policy document passed through various processes and government organs for
discussion, improvement, and approval as follows:
- Discussion of the draft policy with different stakeholders,
- Review of the draft policy to take into account the issues raised by stakeholders,
- Discussion of the revised draft policy by senior management in the ministry of
public service, - Preparation and presentation of cabinet memorandum,
- Revision of policy to take into account cabinet recommendations,
- Approval of policy by cabinet,
- Issuing a memo on policy to the public service for implementation,
- A clear institutional framework for managing staff training and development was
established. That is the ministry of public service, line ministries, departments, and
local governments, - Establishment of training committees in each public service entity,
- Establishment of professional development committees for each team to cater for
professional development needs e.g. engineers, HR, and legal etc, - Designated training liaison officer in each entity,
- Emphasis on the role of chief executives and line manager,
- Highlight on the obligations of government officers,
- Listing of training categories including induction/orientation, performance im-
provement, professional development and pre-retirement, - Encouraging increased use of non-conventional training and development methods
e.g. coaching, delegation, mentoring, taskforce activities, attachments, study visits,
rotation and transfers, e-learning etc. - Bonding for 3 years following completion of long term training
- Evaluation of training, before during and after.
In order to ensure effective implementation of the policy, a number of strategies were
adopted;
- Issuing guidelines on implementation;
- Sensitisation of stakeholders;
- Development of systems and tools including a competence dictionary, the interac-
tive and result oriented performance appraisal scheme, competence profiling for
each job, incorporating human resource development issues in quality assurance,
continuous monitoring and evaluation.
Review questions
- What is human resource policy? Explain how human resource policies relate to
strategic human resource management in organisations. - By using one human resource policy in your organisation, explain how such a
policy should be developed. - By making reference to factory ordinance cap 297 of 1950 and other relevant
legislation, explain the challenges facing managers in ensuring health and safety
of employees.