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.

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.

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.

Businesses across the world are operating in an uncertain environment in which a myriad of disruptive forces, mostly driven by technological advancement, have brought changes that have disrupted the nature of work and skills requirement. These changes have presented opportunities and challenges in skills requirements to both the employer and the employee. Organizational skills requirement has taken a different shape. Employee skills as well require to be developed in order to build capacity to support and manage the digital transformation. Without talented and skilled workforce, a business has little hope of survival in the emerging turbulent environment. It is therefore important for HR Professionals to be aware of the trends shaping the future of their businesses so as to harness the human skills to sync with emerging trends.  

Artificial Intelligence (AI) is here with us.  The AI and its related technologies will have a seismic impact on all aspects of businesses and employees need to upgrade their skills to stay relevant. Organizations need to strategically invest in training and development as they position themselves to respond to the changing business landscape. It is imperative for HR professionals to understand how AI will impact business operations, so that they can start to build the skills and talents necessary to embrace the changes. Imperative is to build a vibrant and resilient talent ecosystem that can meet the organization’s future skills needs. A study carried out by Mckinsey & Company found that technological skills will increase 55 percent by 2030. Aligning employee skills with the emerging technologies can help the organization to have a ready supply of AI enabled skilled talents. Another survey carried out on Kenyan Companies by the International Labour Organization, found digital skills to be “the most important single skill set cited by enterprises as being important for their future success” (ILO 2022).  This means that organizations need to change their skills development tools in order to meet the changing HR skills needs. 

The use of data for decision making has continued to gain prominence. Employers have access to considerable amounts of data over an employee’s lifecycle, but the majority lack the requisite skills to interpret and use this data.  The business of the future will be data driven and having digital and analytical skills needed to interpret data to shape business decisions is critical. Data is going to be the “new oil” to business competitiveness. Businesses that are not able to employ the various emerging technologies to interpret data intelligently would be the laggards in an extremely competitive marketplace (Pareek et al.). It is important that businesses address their employees’ analytics capabilities to link analytics to business outcomes. Businesses can use softwares integrated with AI capabilities to upskill their workforce and develop critical analytical skills in their staff. 

Developments in technology have expanded the possibility for traditional workplaces and new forms of work have evolved. HR professionals can develop the right digital skills in their employees and create the right conditions for remote work.  HR can also optimize the concept of remote work to attract and retain critical talents.  Millennials and GenZs who are highly tech savvy are difficult to attract and offering them the ability to work from “anywhere” can be very appealing to these demographics. 

HR Professionals will not be looking into harnessing their employees’ technical skills only. Developing a new set of soft skills is equally critical. HR needs to find ways to balance technology adoption with maintaining the human touch as they endeavor to integrate people with technology. Organizations require technical skills complemented by soft skills. The International Labour Organization study indicated that soft skills such as creativity and communication were amongst the most important to the future success of business. Also cited as important is teamwork, multitasking abilities/ flexibility and collaborative skills. This means that greater need for social and emotional skills need to be developed going forward.  

The one-million-dollar question is “how is your organization positioning its human resources for tomorrow?”.

By CHRP Janet Mitu

The writer is a human resource consultant, trainer, and a lecturer at the College of Human Resource Management.

mitujanet@gmail.com