Human Resource Plan

Human Resource Plan

Sub-Saharan Africa’s economy has recorded steady economic growth over the last decade.  Thereby attracting many foreign direct investments as business opportunities bloom in this part of the world. The company is reaching out to this region, specifically in Kenya, through opening new market outlets, as confirmed by the business viability report done last year. This has necessitated the development of a clear business entry and sustainability strategy based on the company vision of ‘Providing adequate and affordable housing facility for the world through convenient and flexible Financing’ (Baron, 2016). The management has communicated that the market entry strategy will be through with the acquisition of a subsidiary in the name of ‘Housing Finance Company Of East Africa.’ A new, clear, and enhance Human Resource Plan is inevitable to support the Organization strategy.

The Human Resource plan is contextualized in a flow chart below and explained clearly.

Human Resource Compliance Requirements.

Local and international labor laws relatively regulate Kenyan Labour Market. There is an active trade union that lobbies for its members’ welfare, and therefore compliance is necessary if the human resource is going to succeed in this country. Some of the regulatory frameworks are the statutory minimum wage, which is US$5 per month (Ngandu et al., 2017). This is affordable, and it makes Kenya a choice investment destination in addition to the vast labor force that is highly trained and easily motivated by money. The standard working hours are eight per day beyond which an employee is entitled to an overtime wage based on an employer-employee agreement. Salaries are paid monthly or weekly — the statutory age for a person to qualify for employment I 18 years. In case of summary dismissal employees are not entitled to their terminal benefits. It is essential to note the labor laws in Kenya require that the employee has to contribute 10% of his basic salary and employer 5% towards an employee retirement benefit plan. The labor hour rate of remuneration is not in the legal framework, like labor regulation of developed economies.  Staff is entitled to twenty-one day annual and thirty-day maternity leave. All these are paid leaves.

Existing Staff Ability Analysis

This is necessary to identify managers and supervisors that will be deployed to the four new four regional offices and branches Kenya. The Regions include Nairobi, which will have four marketing branches, Nakuru with two branches, Mombasa with three branches, and Kisumu with five branches. Each marketing branch will have four to seven junior employees, a supervisor, and a manager. The Branch Manager will coordinate all branch activities in line with organizational strategy and will be answerable to the Regional Manager, who will be responsible for region performance. The Regional Managers will be responsible for devising clear, locally tailored organization policy and direction. The Regional Managers will report to the General Manager, who will be reporting to the Global Manager. The General and Reginal Manager must be existing employees of the company since their experience is necessary for effective implementation of the organization strategy, success, and establishment of the organizational culture. Branch Managers will be the managers that were competent in the subsidiary before the acquisition (Baron, 2016).

Recruitment of New Staff in the branches

The junior Officers and Managers will be recruited from the existing labourforce in the market. These will form the most significant part of the local staff fraternity and will be responsible for the implementation of organizational policy.

Outsourcing of Security and Audit Service.

Owing to the high cost of professional and Security services, Human Resource will outsource the services. This will reduce the cost of staff maintenance and retirement benefits and enhance efficiency as the outsourced company has to fulfill the contract performance terms to qualify for renewal of the contracts (Ngandu et al., 2017).

Staff Capacity Building

The continuous training program will be set in place, and adherence emphasized. This is necessary to maintain highly informed and, therefore, competent staff. Every month there will be at least two workshops for capacity building. One will be compulsory for all employees and will be part of the staff appraisal index. The other workshop will be for new employees. The training will emphasize product brand, market awareness, and shrewd management of customer issues to maintain cutting edge customer service. In Habitat plc, customer service is everything.

Staff Remuneration

All employees will receive salaries based on their employee remuneration charter of the company and their marginal productivity. This implies that every employee will receive a salary package and a commission based on their output. Best performances will receive bonuses at individual and branch.  All supervisors and managers will be housed by the company and provided with a car to motivate them to work hard and smart. There will be no need to provide other auxiliary facilities for international employees because these are already available in the Kenyan market. Examples of conventional banking, forex, and medical services.

Staff Appraisal

Staff appraisal will be conducted every three months on every employee by their supervisors or quick heads. The General Manager will be appraised at the General Headquarters of the company by the Board of Directors. The Appraisal Score Card will be based on Key deliverables depending on the position held by staff, and the level of management. Júnior staff who are managers of self will be appraised based on their job description, while managers will be appraised based on the performance of their portfolios. Upward Salary adjustments and promotions will be transparent and based on performance.

Conclusion.

Kenya has been chosen as an investment destination since it has a fast-growing middle class in the economy. Besides, there is a high demand for house acquisition facilitation in terms of mortgages and other forms of credit. Additionally, it has a large number of unemployed young people who are highly trained and motivated, especially in banking, who will provide a competent labor force. Nakuru is a town in Kenya rated as the fastest growing town in Africa, making Kenya an Investment hub in Sub-saharan Africa.

Reference

Baron, A. (2016). Human resource planning. In Encyclopedia of Human Resource Management. Edward Elgar Publishing Limited.

Ngandu, S., Motala, S., Booyens, I., & Sharrock, C. (2017). Strategic framework for Tourism Human Resource and Skills Development in South Africa with an implementation plan & M&E plan.