The Ethics and Anti-Corruption Commission (EACC) has identified Human Resource Management (HRM) as one of the high-corruption risk areas within Kenya’s public service, both at the national and county levels.
This revelation was made during the 27th Annual National Conference for HRM practitioners, held at Sawela Lodge in Naivasha and organized by the Institute of Human Resource Management (IHRM). The conference was officially opened by Head of Public Service Felix Koskei.
EACC reported that they have received approximately 324 reports related to irregular employment. Out of these, 204 cases are currently under investigation, and 46 have been referred to various organizations for action. The Commission also disclosed that 143 investigations into irregular recruitment have been concluded, with recommendations for prosecution and administrative actions, including the recovery of lost funds and dismissal from employment.
Furthermore, there are 172 ongoing investigations regarding the falsification of academic documents. The report highlights that corruption has infiltrated various functional areas within HRM, including human resource planning, payroll management, recruitment and selection, placement, deployment, transfers, training and development, and performance management.
EACC identified other high-risk areas encompassing financial management, public procurement, and project implementation. The report underscores that corruption in HRM has a direct, adverse impact on institutional performance and is a significant contributor to accountability shortfalls in the public service.
EACC emphasized that human capital is the most valued asset in any organization, as the role of human interface remains critical, even in the face of technological advancements. The Commission also cautioned that if corruption is not prevented, it can become entrenched and institutionalized within an organization’s procedures, systems, and policies, impeding institutional growth and stability.
The findings serve as a call to action to address corruption risks within HRM in the public sector and the broader implications it has on institutional integrity and effectiveness.
By BRUHAN MAKONG