In an era of rapid technological advancements and shifting market demands, businesses are no longer viewing learning and development (L&D) as a supportive HR function. Instead, it has emerged as a strategic driver that directly influences business performance, innovation, and long-term growth. Organizations that prioritize continuous development at all levels reap the rewards of a more skilled, engaged, and productive workforce.

What is Learning and Development?

Learning and development encompasses activities that enhance employee skills, knowledge, and competencies. From technical upskilling to leadership training, these initiatives are designed to align with both individual and organizational goals.

At CHRM, we believe in making L&D a cornerstone of business strategy. Our CHRM Training Calendar offers a wide range of HR courses and HR trainings tailored to the needs of today’s professionals, ensuring businesses stay competitive.

Why Learning and Development is Critical for Business Success

1. Closing the Skill Gap With industries evolving at an unprecedented pace, many organizations face skill shortages. L&D helps bridge these gaps, ensuring employees remain relevant and productive. By proactively addressing skill deficiencies, businesses position themselves as industry leaders.
2. Enhancing Employee Engagement and Retention Employees value opportunities to learn and grow. Research consistently shows that organizations investing in L&D see higher employee satisfaction and retention rates. Workers are more likely to stay loyal to companies that prioritize their professional growth.
3. Driving Innovation and Creativity A culture of continuous learning encourages employees to think outside the box. It empowers them to innovate and contribute new ideas, directly impacting the organization’s ability to adapt to market changes.
4. Improving Leadership Capabilities Strong leadership is the backbone of any successful organization. L&D programs focusing on leadership development prepare future leaders to take on critical roles, ensuring a seamless transition during periods of change.

How CHRM Supports Learning and Development

At CHRM, we recognize the transformative impact of well-structured L&D programs. Our offerings cater to professionals at all levels, with an emphasis on both foundational and advanced skills.

1. Customized HR Courses
   Our HR courses are designed to address specific industry challenges, whether it’s improving employee engagement, enhancing recruitment strategies, or mastering compliance.
2. The CHRM Training Calendar
   The CHRM Training Calendar provides a roadmap for organizations to plan employee development initiatives throughout the year. With flexible options and diverse topics, businesses can tailor L&D programs to their unique needs.
3. Practical HR Trainings
   Our HR trainings go beyond theory, focusing on actionable skills that professionals can immediately implement. From leadership workshops to team-building exercises, CHRM ensures real-world relevance.

Conclusion

Learning and development is no longer optional—it’s a necessity for businesses that aim to thrive in today’s competitive landscape. By integrating L&D into your strategic vision, you’re investing in the future of your organization. At CHRM, we’re here to guide you every step of the way. Explore our CHRM Training Calendar and unlock the potential of your workforce today.

CHRM College on Tuesday the 14^th of January 2025, welcomed the leadership of The International NGO Roundtable for a pivotal meeting on fostering collaboration and advancing human resource (HR) practices in the NGO sector. Held at the college’s premises, the meeting brought together thought leaders from the two institutions, underscoring the shared commitment to enhancing professional standards and addressing sector-specific challenges.

The session was led by CHRP Margaret K. Kinyanjui, Principal of CHRM College, supported by Leonard Musomba, Head of Consultancy, and Moses Maina, Business Development Manager. Representing The International NGO Roundtable were Chairperson Paul Ngugi, Vice-Chairperson Eve Mutio, Treasurer Samuel Njoroge, Secretary Sylvia Barasa, and Co-opted Member Chris Sakwa.

The meeting underscored the need for collaborative and progressive partnerships for the benefit of the HR profession and the extended value to the organizations where the round table members operate.

The meeting took note of CHRM College’s diverse offerings, which include academic programs, HR and non-HR training, consultancy services, and practical in-house learning initiatives. The team was unanimous that this served as a foundation for identifying synergies between the college and the Roundtable and a source of great value to the partnership.

Paul Ngugi, Chairperson of The International NGO Roundtable, shared insights into the organization’s role as a caucus for HR practitioners within the NGO space. He expressed appreciation for CHRM College’s recent support of the Roundtable’s end-of-year dinner and emphasized the potential for a strategic, mutually beneficial partnership.

The dialogue explored several critical themes, including the importance of tailored training solutions to address the specific needs of NGOs, the development of locally relevant HR case studies through research, and opportunities to enhance professional certification among Roundtable members. Discussions also touched on partnering in varied initiatives  to recognize HR excellence, creating awareness of CHRM’s programs through the Roundtable’s platforms, and leveraging the expertise of Roundtable members as resource persons for training and consultancy.

CHRM College highlighted its ability to provide customized learning experiences, leveraging its partnerships with global certification bodies like the Human Resource Certification Institute (HRCI) and its emphasis on practical, results-driven training. The college also expressed enthusiasm for collaborating on mentorship, internships, and attachments, as well as co-developing events and research initiatives.

This engagement exemplifies CHRM College’s commitment to building impactful partnerships that drive innovation, promote professional excellence, and support the growth of HR practice across diverse sectors. By working closely with The International NGO Roundtable, the college continues to play a vital role in shaping the future of HR in Kenya and beyond.

For more information on our programs, training, and consultancy services, please reach out through our contact page or connect with us on our social media platforms.

HR professionals today face increasingly complex challenges that go beyond compliance with labor laws, requiring skills to foster productive and harmonious workplaces. Recognizing this, the College of Human Resource Management (CHRM) invites you to the Guided Employee and Labor Relations Clinics on December 10th and 11th, 2024, in Nairobi.

This program is designed to provide HR practitioners with actionable knowledge and skills to address employee relations issues effectively. Facilitated by renowned experts CHRP Odhiambo Ooko FIHRM and CHRP Raphael Olala, it combines practical insights with legal expertise to help participants navigate challenges such as grievance handling, performance management and compliance with labor laws like the Employment Act, OSHA, and DOSH frameworks. By mastering these, you can minimize legal risks, maintain employee rights, and foster a culture of accountability and safety in your organization.

Participants will also explore strategies to resolve workplace conflicts and engage in a mock disciplinary hearing, bridging the gap between theory and practical application. Emerging trends such as remote work policies, employee wellness programs, and managing multigenerational teams will also be addressed, ensuring attendees stay ahead in a rapidly changing work environment.

This clinic is tailored for HR managers, legal practitioners, and business leaders seeking solutions to workplace challenges like poorly drafted contracts or recurring disciplinary issues. Over two days, participants will gain both theoretical and hands-on expertise. Day one focuses on labor law frameworks, while day two emphasizes workplace dynamics and interactive problem-solving.

At just Kshs. 15,000 (exclusive of VAT and meals), this program is an invaluable investment in your career and organizational success. Secure your spot today via this link. For more information, visit www.chrm.or.ke or contact Grace Kibaara at 0721921558 or Moses Maina at 0711800009.

Don’t miss this opportunity to build a strong foundation for workplace harmony and compliance. Join us in December to gain the tools and insights needed to excel in employee and labor relations.

As Gen Z enters the workforce, companies are seeing a major shift in workplace culture, communication styles and expectations. Having grown up in a digital-first world, Gen Z has been shaped by platforms like TikTok, Instagram and YouTube. These platforms have not only influenced their entertainment but also their approach to work, creativity and collaboration. To bridge the generational gap, companies must understand how to engage with this dynamic group and leverage their digital fluency and creativity.

The saying “necessity is the mother of invention” rings especially true for Gen Z. From birth, they’ve been immersed in new technologies that have become integral to their daily lives. Their comfort with these tools has fueled a deep understanding of how to use them for creative expression and problem-solving. Platforms like TikTok aren’t just sources of entertainment for them—they’re cultural hubs where they communicate, share trends and build communities. Unlike in previous generations where information spread slowly, today’s Gen Z experiences the rapid, viral spread of content, changing the way they process and communicate information at work.

Other generations sometimes struggle to understand Gen Z’s unique communication style. Some may view this new way of working and exchanging ideas as foreign or even disruptive. But the challenge often lies in older generations failing to fully grasp how technology has transformed Gen Z’s world. The friction isn’t due to Gen Z being “difficult,” but rather a mismatch in how information is delivered and received.

Take TikTok, for example. For those unfamiliar with the platform, it might seem like a simple distraction, but for Gen Z, it’s an ecosystem of creativity and opportunity. Many Gen Zs are building entire careers on TikTok, leveraging the platform to showcase their talents, reach massive audiences and even generate income. Older generations may struggle to understand how something like TikTok can be a legitimate career path, but we live in a world where creativity and digital presence are key. TikTok stands at the center of this transformation, where content is delivered quickly, creatively and with wide reach. Unlike older models of structured work, Gen Z has the freedom to approach tasks in innovative ways something organizations are still learning to adapt to.

Gen Z also brings a strong sense of purpose to their professional lives. They seek meaningful work where inclusivity, diversity and social impact are prioritized. A notable example is the “TribeLess” movement in Kenya, where Gen Zs used TikTok to organize protests addressing governance issues. Their ability to mobilize and create social change online speaks to their deep understanding of technology and its power to drive real-world impact.

So how can organizations bridge this generational gap and adapt to Gen Z’s way of working? Here are a few strategies:

Offer Flexible Work Hours: Gen Z thrives in flexible environments. Companies can accommodate this by offering remote work options and flexible hours, focusing on results rather than rigid 9-to-5 schedules. Some businesses are already seeing increased productivity from employees who aren’t confined to traditional work hours.

Embrace Digital Tools: Platforms like Zoom, Slack and Microsoft Teams are essential in today’s digital workplace. These tools facilitate real-time communication and collaboration, allowing employees to stay connected, regardless of location. Gen Z is particularly adept at using these tools to create efficient and creative work environments.

Foster Creative Expression: Just as TikTok encourages users to think outside the box, companies should promote creativity within their teams. Hosting regular brainstorming sessions, allowing employees to share ideas, and using video or multimedia formats can spark innovation and new ways of problem-solving.

Encourage Knowledge Exchange: Mentorship is a two-way street. While older employees can share industry knowledge and experience, younger employees can teach their colleagues about digital trends, social media, and the latest technologies. This exchange benefits the entire organization, fostering mutual respect and collaboration across generations.

Integrating Gen Z into the workforce presents both challenges and opportunities. By understanding and adapting to their values especially their digital savviness, demand for authenticity, and desire for meaningful work companies can build stronger bridges between generations. As TikTok has shown, embracing new communication styles and creativity opens up endless possibilities for businesses willing to evolve. In this rapidly changing world, those who adapt will thrive, and Gen Z will undoubtedly play a key role in shaping the future of work.

The 8th Annual Talent Summit, hosted by CHRM College in collaboration with the College of Human Resource Alumni Association (CHRMAA), will bring together HR professionals, thought leaders, and emerging talent at the stunning Prideinn Paradise Resort in Mombasa from the 19th to the 22nd of November. This year’s theme, “Mastering the Future of Talent: Navigating Change in a Dynamic World,” sets the tone for an event dedicated to reshaping the future of talent management in an era of rapidly evolving workplace landscapes.

As the summit kicks off on Tuesday, the 19th, the focus is clear: equipping HR professionals with actionable strategies and insights to thrive in an era of unprecedented change. From talent acquisition and retention to creating resilient workplaces, every aspect of this summit is designed to address the most pressing challenges faced by the HR industry today.

One of the unique aspects of this summit is its emphasis on networking and mentorship. Attendees are encouraged to connect not only with peers but also with the next generation of HR professionals, Generation Z, whose innovative perspectives promise to redefine traditional HR practices. The summit serves as a platform for building bridges, fostering collaborations and creating a community that supports personal and professional growth.

Over four days, the summit will offer a rich lineup of sessions, workshops and panel discussions led by distinguished experts. The program will cover a spectrum of topics, such as:

• Leveraging technology to streamline talent acquisition and enhance retention strategies
• Building adaptable and inclusive workplaces that prioritize employee well-being
• Strategies for navigating an increasingly competitive talent landscape

The summit isn’t just about knowledge-sharing; it’s also a celebration of the vibrant HR community. The cocktail dinner on Friday night, themed around African, will be a highlight, a moment to showcase creativity, enjoy camaraderie and embody the lighter side of HR.

As the HR community gathers at this pivotal moment, the message is clear: the future of talent is not just about keeping pace with change but leading it. Let this year’s summit be a beacon for HR professionals committed to transforming challenges into opportunities and shaping workplaces that inspire and thrive.

In today’s rapidly evolving business landscape, attracting top talent has become increasingly challenging. As industries grow and innovate, the competition for highly skilled professionals intensifies. Companies must adopt strategic approaches to not only find but also retain the best candidates in a crowded market.

One key strategy is offering competitive compensation and benefits. While salary remains a crucial factor, it’s not the only consideration. A comprehensive benefits package that includes health care, retirement plans, flexible working arrangements and wellness programs can significantly enhance a company’s appeal. In a competitive market, top candidates seek more than just a paycheck, they look for benefits that improve their overall quality of life.

Building a strong employer brand is another essential strategy. A robust employer brand is vital for attracting top talent. Candidates are drawn to organizations with a positive reputation, values aligned with their own and a clear vision. Showcasing the company’s culture, success stories, and growth opportunities through social media, employee testimonials and a strong online presence can create a compelling image.

Talented professionals are also attracted to organizations that invest in their growth and development. Providing training programs, mentorship and opportunities for advancement can set a company apart. Top candidates want to know they have room to grow within the company and that their careers will progress. Clear communication about potential career paths and professional development opportunities is crucial.

Additionally, flexible working conditions have become increasingly important. The global shift toward remote and flexible work has reshaped the job market. Top talent now seeks organizations that offer flexibility, whether through remote work options, flexible hours or hybrid models. Companies that provide these options are better positioned to attract highly skilled professionals who prioritize work-life balance.

Emphasizing diversity and inclusion is also critical. Top talent is increasingly looking for employers that prioritize these values. A diverse workforce enhances creativity and innovation and attracts a broader pool of candidates. Companies should highlight their commitment to creating an inclusive work environment where all employees feel valued and respected.

Creating a positive candidate experience is essential. The recruitment process is often a candidate’s first interaction with the company and it should be a positive one. Timely communication, clear expectations and constructive feedback can leave a lasting impression. A negative experience can drive away top candidates, even if they are initially interested in the position.

Encouraging employee referrals can be highly effective. Current employees are often among the best sources for attracting top talent. By offering incentives and creating a referral program, companies can leverage their employees’ networks to find skilled professionals.