• July 31st, 2018
  • Posted by athanne

Kenya Business Review: Employing Workers in Kenya

Employing Workers in Kenya describes that though labor relations in Kenya are generally sound and the Kenyan labor market is more flexible than that of most African countries, a package of five new labor laws enacted just weeks before the election represents to employers a difficult and costly turn of events. The practical implications of a number of new worker-friendly provisions, including increased allowances for leave and disability, remain highly contested.

Again, however, the great majority of Kenya’s workforce is employed outside of the formal sector, so the actual reach of the labor market laws and institutions discussed here extends to a small fraction of the economy. This highlights how essential it is for Kenya to shape and administer its labor and other regulatory reforms with the goal of minimizing barriers that keep microenterprises and their workers locked into the informal economy. Such workers need social protections at least as much as those in the formal sector.

Kenya’s New Labor Law Regime of Employing Workers in Kenya

Kenya’s new labor law regime of Employing Workers in Kenya states just weeks prior to the election, a set of five draft laws pertaining to labor relations were seized from the drawing board where they had been in development for at least five years and, to the delight of the nation’s labor unions, were quickly debated and enacted. The five new laws are a mix of basic labor principles that bring Kenya into line with international labor standards, and additional provisions that make formal employment in Kenya a very generous proposition.

Five New Labor Rules for Employing Workers in Kenya

The five new Labor rules for Employing Workers in Kenya are as follows;

  • Employment Act,
  • Labor Relations Act,
  • Labor Institutions Act,
  • Work Injury Benefits Act,
  • Occupational Health and Safety Act


  • July 30th, 2018
  • Posted by athanne

Kenya Business Review:Protecting Investors in Kenya

Protecting Investors in Kenya is an issue that the Government should take very seriously. Investors seek opportunities where they can succeed, and to determine those opportunities, investors must be able to accurately predict chances for success and weigh risks. In predictable environments where risks are manageable and minimized, investors will flock.

Challenges facing Protecting Investors in Kenya

There are various challenges that face the issue of Protecting Investors in Kenya. They include:

  • Corporate governance,
  • Capital markets,
  • Corruption
  • Investors


  • July 30th, 2018
  • Posted by athanne

Importance of Strategic Human Resource Management

Strategic Human Resource Management can been termed as the  linking of  the human resources department with the strategic goals and the objectives of the organization in order to improve the organization’s  performance and to develop the organization’s culture to ensure that there  is innovation and flexibility . Business Training in Kenya has more articles.

Strategic Human Resource Management requires the  accepting  of the Human resource function as a partner in the formulation of the company’s strategies and also in the implementation of those strategies through the human resource activities of the company.

Strategic Human Resource Management deals with taking care of the organization’s human resource and managing the human resource appropriately to help in the generation of the organization’s profit and also drive the organization towards achieving its goal.

Importance of Strategic Human Resource Management

Strategic Human Resource Management is normally performed to help the companies and organizations best meet the needs and expectations of their employees while promoting and working towards achieving  the  company goals.

Strategic Human Resource Management also deals with any aspects of the enterprises that affect the employees, including the employee hiring and firing, employee pay, their benefits, training, and administration issues of the employees.

Strategic Human Resource Management also provides the work  incentives to employees, the safety information, the sick leaves and catering for vacation issues of the employees.

Strategic Human Resource Management is also concerned with the  proactive management of an organization’s workforce or employees. Strategic Human Resource Management requires thinking ahead leading and also putting up ways for a company to better meet its employee’s needs and vice versa for the employees. Strategic Human Resource Management influences the way in which  things are done in the organization including the training, hiring and firing of employees.

Importance of Strategic Human Resource Management continued


  • July 29th, 2018
  • Posted by athanne

Communication Cycle

Communication cycle is a resource that takes one through communication that connects people together regardless of the channel used. It is a mandate for communication to take place with all the elements concerned correlating to each other. In any organization whether a business, government or education institute, the Communication Cycle is the same. Business  Training in Kenya has more articles

Proponents of Communication Cycle

Communication Cycle consist of a sender and a receiver, a message and medium. Communication cannot exist if one of the elements is missing. Communication Cycle begins with a sender or the source to which the message comes from. This is followed by information or the message the sender need to send the message can anything be virtually anything, encoding is how the message is transmitted to another party. Next is the medium or the transmitter for the message to travel from the sender to the receiver. One should choose the best medium as it can fail information to reach the destination and it must not change the content of the message it can be either a piece of paper, radio, or email. One must a media or channel depending on the type of message, in   Communication Cycle mostly written words do not convey tone and so special care must be taken when using such channel. The next component is the destination or the receiver of the message or the target group. A receiver can be a television, employees, depending on the type of information. Next component is the decoding where the message is interpreted for its content. Here the receiver thinks and internalizes the message and he or she compares the message with his or her experiences. The last and final process  in a Communication Cycle is the feedback  where the receiver conveys to the sender that he or she understand the information he or she formats the information and replies it and sends it to the transmitter to send back.

Barriers to Communication Cycle