The Ethics and Anti-Corruption Commission has revealed how human resource managers engage in graft and corruption.
This was after the Commission participated in the 27th Annual National Conference for Human Resource Management Practitioners recently held at Sawela Lodge in Naivasha.
EACC engaged the HRM practitioners on the nature and extent of corruption and unethical practices in their functional areas.
In the EACC Presentation made by the Commission’s Deputy Director in charge of Ethics Compliance Patrick Owiny, the Commission singled out Human Resource Management as one of the high corruption risk areas in Kenya’s public service, at both national and county levels.
"Corruption in HRM has a direct adverse effect on institutional performance and is a major contributor to accountability shortfalls in the public service," EACC told the practitioners.
The Commission noted that human capital is the most valued asset in any organisation because even with new technological advancements, the role of the human interface remains critical.
EACC said corruption, if not prevented, can be entrenched and institutionalised in the procedures, systems, and policies of an organisation thus hindering institutional growth and stability.
"The Commission informed the HRM practitioners that the reports it has processed so far indicate that corruption has permeated most functional areas in HRM," EACC said.
This, EACC said, particularly manifests in Human Resource planning; payroll management, recruitment and selection, placement, deployment, and transfers.
Corruption has also permeated in training and development, performance management, management of career progression, rewards/compensation and staff motivation.
The Commission said that based on reports received and investigations undertaken, one of the major forms of corruption and unethical practices in HRM functions is irregular extension of contracts.
"Retention of retired employees in the payroll, nepotism and favouritism, conflict of interest, double employment and irregular and unlawful recruitment are major forms of corruption and unethical practices in HRM," the Commission said.
Skewed advertisements or manipulation of qualifications to suit pre-determined recruitment decisions and skewed criteria for recruitment, promotions and training are also corrupt practices by HRM.
Corrupt HR managers also leak confidential information, for instance, interview questions, and job requirements.
They also outrightly solicit bribes in the recruitment process.
"Payments for work not done- arising from leaves, absenteeism cases that are not reported or accounted for; Payroll fraud- siphoning public funds through ghost workers who channel the funds or part of it to their masters and total disregard of employment procedures are corrupt practices," the Commission said.
EACC said corruption also happens where there is forgery of academic certificates or personation of persons named in certificates.
"There is also tampering with HR records - an employee's documents are plucked off from files or crucial documents not filed. eg forged certificates, disciplinary records, and sexual harassment reports," EACC said.
The Commission said it has received about 324 reports touching on irregular employment out of which 204 have been taken up for investigations and 46 referred to various organisations for action.
"143 investigations on irregular recruitment have been finalised with recommendations for prosecution and administrative action such as recovery of lost funds and dismissal from employment," the commission said.
Additionally, EACC said 172 investigations on the falsification of academic documents are ongoing.
"The Commission expects professional bodies such as IHRM to intensify enforcement of professional standards among their members to complement the efforts of EACC," the Commission said.
EACC said the fact that the country is witnessing an upsurge in cases of unqualified persons masquerading as professionals in diverse fields should raise an alarm to various professional bodies.