Strategic human resource development practices adopted by water service providers within Athi water services board
Mkalama, Rose N
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Strategic human resource development is concerned with the continuous building of productive capacities within organization to enable them remain competitive in the market place. It focuses on planned human resource deployments and plans that are centred directly at the organization's employees. Strategic human resource development practices are employee developmental activities which an organization deliberately undertakes to ensure that the employees within the organization have the right skills, knowledge and attitudes to drive the organizational strategy. The water sector, which is one of the pillars of vision 2030, must have the right people to drive the objectives of the water sector reforms and to achieve the vision. Water Service Providers (WSPs) are organizations appointed by Water Service Boards under the Water Act 2002 to provide water services within specified service areas. The study focused on WSPs operating within the Athi Water Service Board. The objective of the study was to establish the strategic human resource development practices adopted by Water Service Providers both at the macro and micro levels. This was a descriptive census design and hence all the eleven registered, licensed and operating Water Service Providers within the Athi Water service board were taken for the study. Both primary and secondary data were used and data was analysed using descriptive statistics. The study established that amongst the micro strategic human resource development practices, on the job training, job rotation and information technology are practiced at higher frequencies than job design, job enlargement, career development, job enrichment, multitasking and 360 degree feedback practices. On the other hand, amongst the macro practices peer consultation and delegation are highly practiced whereas empowerment and coaching are not common while succession planning is not practiced at all. Mentoring is practiced but at a moderate level. The study concluded that there were no sufficient strategic human resource development practices adopted by the Water Service Providers. This was considered not sustainable for the sector as the employees do not have the necessary skills, knowledge and attitudes to enable the sector achieve its main objective of providing affordable and efficient water services.