 Thank you for keeping us company. We continue with entrepreneurship Tuesday and right about now we want to talk about matters HR, job market and the training. I'm speaking to Josephine Erongo. She's a lead consultant and CEO with Pristine HR Engine Limited. Send in your comments to our social media platforms at Y254 channel. My handle is at Morani Hillary. Welcome to the program. Good morning. Good morning Hillary. It's good to have you here. Good to have you. Thank you for having me here. No, as I was telling you before we began this show, I told our audience we will be talking about the HR, job market and the training. And now with the Pristine Engine tell us how do you go about training, what are some of the requirements, if I'm looking for a job, what is it that I should have? Yes, and maybe the programs that you enroll you people. Thank you for having me Hillary. Allow me to reiterate on the introduction. My name is Josephine Erongo, lead consultant and founder with Pristine HR Engine. Pristine HR Engine Limited is a HR consulting firm. We deal with matters related to HR and we enable organization in matters related to HR. These services that we offer are trainings to ones your question, we do lots and lots of recruitment. We do human resource audits where we get into organization and audit their departments, where we audit their systems and their policies. We also do legal adversaries and in Pristine HR Engine we have many partners and associates. Hence I don't work alone. I have a team and a team of very critical and professionals. When it comes now to training, we do different kinds of training. We do both open house and in house. Open house is where we get to work on a training and we sell it out to the market where organizations as well as individuals get to buy it and we host outside our office or outside the company's premises for example in a hotel. In house training is where we go to organizations and train the staff. For example team building, customer service or customer experience and also team building is a training. People find team building as if it's just PE but team building is a training and after here I'm headed for team building as well. So those are some of the services that we offer. I'm interested in the recruitment and a bit of low because I understand there are so much calls for the HR system to ensure that the people that have been employed are paid well. Is this an organization they want to work for? Is it well-functionable? Is the employee able to maybe claim for something if it happens? So how do you go about this? Okay let me answer on the recruitment. Recruitment is we do offer recruitment where we place talent into organizations. So we set the process where an organization will find a need. For example they need to hire a manager in the organization. For example a finance manager. So they reach out to Preston HR engine and they tell us this is what you want and what we require, we require job description for that particular role, the finance manager role, just an example. So we get to understand the need. That is the first thing that we want to do, to understand the need of the organization and the kind of talent that they want. So when we now position the vacancy or we advertise it to the market, we now match the people who apply or the candidates who apply to the position with what the organization wants. So we match the skill in the market with what the employer wants and now we place. We do the interviews, we shortlist and then we send the successful candidates to the employer to this particular organization that we are hiring for. And then they do the interviews on the side and of course now they get to hire. When it comes to matter of low, low is very diverse. There are very many kinds of labor lows that are there. The one that people, the act that people know is the employment act 2007 and revised 2012. But apart from that there are others. We have fair administrative act. We have WIBA Act. We have occupational safety and health. The WIBA Act is a work injury benefit act. We have NSSF, NHIA. There are very many labor lows. I would love you to elaborate on each because I know of people like for example I have been recruited by a certain company. I have gone there. I have sent some documents say the contract but I do not know clearly this contract stipulates some things that I may need from the company in case I fall sick. Maybe I will be rendered useless. How now do I get to know the contract that I signed is protecting me. The employment act allows, there are contents that needs to be there in every employment contract. There are contents that need to be there. Of course your name, the location, the gender whether you are male or female, the job title, which designation are you hired for. Of course the job description is the statutory. It needs to define also the terms of employment whether you are on fixed contract, whether it is an open contract. And a fixed contract is where it has a start and an end. A start date and an end date and an end year. It has of course the terms and conditions. It has your remuneration when you are supposed to be paid by when, which date of the month. And in case of injury how should you report. So the contract should be able to have all those clauses that will lead you or guide you as an employee to a point that you are not going to be like you have signed and you don't know what you are signing. Of course it's your obligation and mandate to read before you sign. But it's not limited because you find the acts are there in the public domain. It would be very good also as an employee to research on your rights. What is it that is out there that maybe the employee forgot or just did not want to include exactly. Because of course ignorance is not defense right. So in case you are injured there is a guideline from the Weber Act how it's supposed to be done. Where an employer should report the incident because of those injuries that could be incapacitated for a few days or you are incapacitated totally you are not able to go back to the role. For example if you are a machine operator and you chop off your hand you may end up not being a machine operating in that organization. So the Weber requires you to be redeployed somewhere else not to be terminated. So there are other injuries like that's not even an injury fatal. It's an accident that happened and we lost the staff. So there are guidelines on how to go about it. If you lost the staff that report should be now reported to the Occupational Safety and Health that's now a different act as well. Just before you move to that the accident that occurs is it at site or maybe I was home. It could be either. On your way to work accidental card. Of course the employer. If you only of course the employer has to be notified you are not at work but you are still in the payroll. I'm still an employer of that company. It's only that it's not really an liability because you are not at work. So that means there will be some processes. So what good employers should do or what employers should do it's always good to inshua staff. It's not there in the Weber act that you must inshua but it's there that you must compensate. Especially if the accident happened in the line of duty. So the other act you had started talking about. Now I was talking about reporting the matter to the Occupational Safety and Health. The act requires that if it is a fatal accident then it tends to be reported within 24 hours. But if it is this other accident where maybe you are given sick leave. You are not able to work for a few days or even weeks. Then that needs to be reported within not more than 7 days. Not more than 7 days. But of course every organization is supposed to be efficient enough to report every accident like immediately. You don't have to wait that an accident has happened to an employee like today being Tuesday. And you are reporting it next week Tuesday. You get. So again it calls for every organization to be efficient on reporting such matters whenever they happen. Alright. Now in line of recruiting. Yes. Have you had challenges with the group of people who come and say you are recruiting accountants. Have you had challenges in what the company wants versus what the applicants have. Yes. We have had challenges and challenges are there. For example the budget. Yes. The salary budget. Alright. If an organization is for example has budgeted to pay that position 100,000. And what is in the market. Same skills, same responsibilities, same qualifications. We get candidates that are way above. Right. Yes. Because a role will be asking for a minimum of maybe a degree for an account position. For example maybe a minimum of bachelors of commerce or in finance, NCPK, someone has to be registered, work experience of five years and all that. And then the budget maybe it's 100,000. But you find what is in the market or the candidates who are applying who match the job, everything, the qualification they have done, they have achieved still on the previous designations. But you find now the salary is higher. And they know about it. Yes. And they know about it. And they know about it. It's a challenge that we normally find when we are recruiting for, when we are doing the recruitment. Especially the budgeting. Now how do you advise your clients or the companies that they want to employ in terms of now you have found this. Yes. And this is what they want but you cannot. Yes. How do they reply to this? Do they adjust or they just stay where they want? It will depend. Of course with their financial capacity. Those who adjust, giving an example of 100, those who adjust if a majority of the candidates that we are meeting or those who are applying for the job are quoting 150. So you'll find an organization will adjust from 100 to around 120. And then the 30 they will compensate on other benefits. Because again it's not only the salary. But you'll find an organization may offer 100 but the benefits are good. It's only that now a candidate who is getting 150 cannot really take a road deal because of the benefits. But mainly it's all about the benefits more than the salary. Because the salary you can be on 100,000 for 3 years. But the benefits are good for you. For example the medical. For example the bonus. The company does very well. The bonus can surpass your salary. Before you tell me about now the pristine customer relation and everything else around it. Yes. Have you had challenges with the recruitment now you're doing? This person has come fresh from campus and the company wants this kind of a person. And this person truly they know something. Though they may not have that experience. But also there's a question of the curriculum that we have. Do you have a difference of what is taught in school and what is in the job market? Yes there's a very big difference what is taught in school because that's more on theory. Because what is in the market is practical. And it's reality. And the market is changing, the curriculum is not changing. What is being done about it? What I will advise is let the people who are living in school get more practical in the year internships. Let them do more internships. Because you find attachment is part of the curriculum. But internship is after someone has graduated or you have finished your course. So get more internship apply for internships so that you get to acquit yourself with what is in the market in your industry and in your profession. And you perfect it before you get back to the job. Because right now most organizations are closing down. So you find those who are even cutting down on the wages. So they want entry candidate or staff on an entry level. But now what we look on our side is whether the person has got experiences from the internship. Not really experience in terms of on the job. Alright. Now tell me about the pristine. You dealing with people and everyone out here wants to be an entrepreneur. No one wants to be employed by someone else. I went to school, I did this. I mean this field but I want to have my own house. Now you have your own company. You want to be your own employer. But also you dealing with other people. Now how do you ensure customer relation as you wind up? How do you ensure customer relation and sustaining this customer that tomorrow they will still want to be with you? Yes. How do you go about that? I go about it by feedback. I offer feedback. I believe in feedback. And I believe in starting the process from A to Z. I don't want to start the process from A and then I leave it at J. I'll work with an organization or even the candidates who are looking for employment. I work with them from A to Z. So if it is for example recruitment we recruit from, we start with them and still when they now hire the staff we'll keep checking on the staff because now that's our candidate on our side. We'll keep checking on them if they're finding any challenges. If these are challenges that they have not talked to the employer we find a way of notifying the employer not necessarily getting like directly to say this particular employee that we brought I said one, two, three, four, no. But it's working with both the employer as well as the employee because now the employee is our client. And the employee also remains on our database. We require this particular skill maybe in years to come for another organization. I have to put you on our hot seat right now with this final question. Many times we've gone on interviews and you find so-and-so ako nishinda but ali pewa. Ako shinda ni. Do you people, do you people we speak of Kenya corruption. Do you speak of you people pushing for an agenda and say I'm doing recruitment of 50 guys and you need 20 but I will push for one because I know them. Do that because we... I would say HR. Let me talk about myself and of course on behalf of Prestin we believe in honesty and integrity. Right. We don't believe in corruption. You don't push for someone. I don't push for someone even if it's a relative and I'm saying it out there. It's all about because we require to position the skills that are required so that also the society can benefit. The company cannot shut down. Not because I know a HR in an organization and I'm having a sister who needs employment now I fix it out, no. And even the people who reach out to Prestin they tell us please try and find job for us. Yes when we get a vacancy that matches your position well and good that we will do. Or rather we now redeploy if you are looking like in an admin then we can look for maybe an office a front office or something but not pushing for an organization you are in admin and you want an accounting job because I know a HR or a CEO in that organization. So it's all about morals and I think honesty and integrity. Awesome. I'm giving you less than 30 seconds. Yes please. We have a camera, final recommendations and what you want Kenyans to know. I want Kenyans to know that Prestin HR engine is an organization that will enable your organization in matters related to HR and you can find us on the website www.PrestinHREngine.com as well as the social media and the Facebook. Our numbers are 0711 367 320. Alright thank you so much for coming sharing your prowess in this particular area of job improvement and recruitment I appreciate so much. We wish you all the very best. Back home thank you so much for keeping us company Barry Moe is up next in another segment today you will learn from entrepreneurship we will keep it Y254 my name is Dereva Hillay. She has been my guest Josephine Irongo she is a lead consultant CEO with Prestin HR engine Limited. Thank you so much see you in a bit.