OUR
OFFICERS – THE MANAGEMENT BOARD
OUR HUMAN CAPITAL MANAGEMENT
POLICY
James Wanderi
Kairu (CV) & REFERENCES
OUR HUMAN CAPITAL MANAGEMENT POLICY
Our
Human Capital Management Policy is such that our Human Capital has been
designed and developed as a dynamic system in order to
provide a sound implementation process to ALKEBULAN through policies and
procedures that provide for dynamic administration and management of
ALKEBULAN’s professional staff. The Human Capital system represents the
rules and regulations, as well as the fundamental rights and responsibilities
of ALKEBULAN employees at all levels.
The
Human Capital system is therefore a result of such rules and regulations and
represents as well as interprets the policies and procedures, through which
ALKEBULAN’s best interest to pursue a corporate vision in Human Capital,
that will give it an unequalled reputation as a caring entity where generation
after generation of people will work and realize their full potential in their
career paths and where staff will be given freedom to become who they are in
the world.
ALKEBULAN’s
purpose for having a dynamic administration and management for its Human
Capital as well as a comprehensive Human Capital system therefore comes from
its primary goal of being a world-class employer and providing one of the
world’s greatest workplaces for its staff.
For
ALKEBULAN to maintain its world-class employment status, as well as provide a
world-class workplace it will require to establish a sustainable balance
between the work and personal needs of its staff. ALKEBULAN aspires to be a
leading world-class employer by carefully tending the architecture of its
workplace and pursuing an ambitious goal of developing a socially responsible
workforce more seriously than its counterparts in the world and issuing several
exemplary annual reports assessing its performance as a corporate cosmopolitan.
Our
dependency on what is called intellectual capital is the key to our success as
a world-class employer.
It
proposes to employ people on the partial basis of personal character and right
attitude and then train them for competence with the appropriate skills for
their career needs.
So
many of ALKEBULAN’s staff may come with no academic or professional
background and then they are given a chance to learn
and they are encouraged to develop their career pursuits. However, some may be
even over qualified and may become strategic in
training the less qualified.
In order to maximize the utilization of
intellectual capital, ALKEBULAN will have a formal system of appraising staff
with a view toward aligning their personal and corporate goals.
Everyone
will be evaluated on the strength of their productivity rather than their
position; on their performance rather than their papers so that what keeps
ALKEBULAN’s staff going is the team culture, a sense that their workplace
is a meritocracy and not where you get ahead because of nepotism or academic
background.
In
many corporations and organizations, there is a trend in staff recruitment
known as the “law of diminishing expertise”. Simply stated,
executives tend to recruit people who have abilities and expertise beneath
their own. As a result, when the corporation grows and more people are hired,
the number of people with lower expertise far exceeds the executives with
higher expertise.
In
order to achieve its goals of being a world-class employer as well as having a
value added workforce, ALKEBULAN intends to pursue the reverse of this
situation through what is referred to as the “law of distinguishing
expertise”.
This
means that ALKEBULAN, will be striving for a new dynamic of doing things namely
recruiting and raising corporate giants. This is based on the belief that
developed characters usually cause corporate underdevelopment.
It
is toward this end that ALKEBULAN’s staff recruitment policies consist of
two principles namely,
·
Making staff recruitment the responsibility of highly developed
characters
·
Making character development the distinguishing factor in staff
recruitment
Since
great workplaces run on the energy generated by a loyal and committed
workforce, ALKEBULAN intends to be a world leader by ensuring that its staff
members are provided with a state-of-the-art work
environment and will blend a socially stimulating atmosphere with a modern
office facility managed on a highly professional interactive level.
There
will be a great deal of staff empowerment with zero tolerance on just following
orders where staff members will debate extensively on policies before they are
adopted. Unlike other corporations, where advancement is typically moving up
the ladder, ALKEBULAN will have something that is the reverse.
For
instance, a senior staff may move to become a specialist staff just to expand
his/her knowledge and skills for a particular position at that level.
OUR SERVICE STRUCTURE
Our
Service Structure has been designed and developed in a manner that enables the
Company to operate through an effective, efficient and
equitable management structure with minimum administrative complexity, in order
to provide all its products and services in an atmosphere where bureaucratic
practice is virtually non-existent and where professional protocol is subjected
to a dynamic performance-based system of service responsiveness.
Our
Service Structure has also been established in this manner in
order to provide a cost-effective payroll system by ensuring the
non-existence of duplicated roles and responsibilities through a qualification
structure of meritocracy.
This
has resulted in the Staff identification and classification systems.
Our
Service Structure constitutes two aspects through which the Staff members are
classified and identified namely, Service Groups and Service Levels.
Service
Groups classify the Staff in three categories mainly for the purpose of payroll
congruence namely Contract Staff, Career Staff and Corporate Staff.
For the purpose of functional congruence
ALKEBULAN’s staff members are identified as Service Levels, which are
classified into five categories, namely Subordinate, Specialist, Support,
Strategic and Senior staff.
STAFF ORGANIZATION
Service Groups: There will be three main
Service Staff, Career Staff and Corporate Staff.
1)
Contract Staff
consist of those who will have worked in the Company for up to two years
and will be usually referred to as entry-level staff.
2)
Career Staff
consist of those who will have worked in the Company for two to five
years and will be usually referred to as expert level staff.
3)
Corporate Staff consist of those who will have worked in the Company for at
least five years or more and will be usually referred to as elite level staff.
Service Levels: There
will be five main Service Levels namely Subordinate Staff, Specialist Staff,
Support Staff, Strategic Staff and Senior Staff.
1)
Subordinate Staff messengers, drivers, guards, aides, office assistants, clerks,
carpenters, masons, casuals, etc
2)
Specialist Staff will include professional and technical staff such as
secretaries, consultants, accountants, auditors, technicians, administrators,
architects, civil and mechanical and electrical engineers, quantity surveyors,
land surveyors, etc
3)
Support Staff
will include team leaders and branch managers
4)
Strategic Staff will include executives and senior managers
such as corporate managers, general managers
5)
Senior Staff will include senior executives such as directors
and officers
STAFF RECRUITMENT
Recruitment
of all staff shall be made on the basis of equal
opportunity irrespective of gender, race, social or economic status.
Personality and character shall be the Company’s determinant factors in
staff recruitment and selection. Professional competence will be considered
after character appraisal and the successful candidates will undergo an
orientation program. All new staff shall be contracted for a year with a
probation period of three months during which their performance will be
appraised to determine their suitability and potential. All staff under
probation shall normally be entitled to a portion of their due salary and only
after confirmation of appointment at the determination of the probation period
shall they become entitled to their full pay. All staff must have their
dossiers submitted to the Company’s HR Office immediately their
appointment is confirmed and must have them updated every six months.
STAFF LEAVE OF ABSENCE
All
staff shall be entitled to an annual leave on completion of one year’s
service. The Company’s HR Office will issue dates for leave days for
every staff member at the beginning of each year as approved by the Nominating
& Governance Committee. All staff will be required to observe the dates for
their leave days and their leave allowances will be paid to them while going
for leave. All staff shall be entitled to an ad hoc leave of absence upon
approval of their application for such leave. All staff shall be entitled to a
leave of sickness and any reimbursement requested shall be upon submission of a
certificate of invalidity signed by a recognized medical authority.
All
staff shall be entitled to a leave of compassion for the purpose of attending
to personal mishaps such as illness or demise of close relations. All staff
with dependents shall be entitled to a childcare leave and staff with
pa/maternal needs shall be entitled to a pa/maternity leave with full pay and a
term with half pay. In addition such staff may work
half-day for up to an agreed term after the expiration of the pa/maternity
leave with full pay provided that the duty station does not provide child care
facilities. In case such facilities are available, only the pa/maternity leave
will be admissible for leave of absence.
STAFF DETERMINATION
All
staff shall be entitled to at least one month’s written notice of
termination of services or one month’s salary in lieu of notice provided that termination of service shall not have been
caused by disciplinary action in which case the staff member may be summarily
dismissed. All staff due for retirement shall be entitled to their terminal
benefits. Voluntary retirement shall be considered at the minimum age of 40
years and statutory retirement shall be considered at the minimum age of 50
years except for senior staff, which shall be 60 years. All staff members who
have worked for at least a year in the Group shall be entitled to a Certificate
of Service upon determination of their services provided they were not
summarily dismissed.
STAFF AFFAIRS & WELFARE
All
staff shall be entitled to a hearing of their grievance by the Company’s
HR Office upon application at the said office and the Grievances/Discipline
Procedures shall be followed. All staff affairs shall be co-coordinated by the
HR Office concerned which shall establish and maintain continuous interactive
programs in order to ensure satisfaction of staff in
identifying, resolving and handling issues related to their welfare, general
working and living conditions and other employment issues. All staff shall be
entitled to Company support in relation to career development opportunities in
accordance with the annual staff appraisals through academic advancement,
seminars, workshops, exchange programs, membership in professional bodies and
scholarships. Extensive training opportunities shall be available to all staff
members at the Company’s residential training center where the top brass
shall spend a week every quarter involved in orientation or training
activities.
SERVICE APPRAISAL SYSTEM
All
staff shall be subjected to regular appraisal under the Company’s Service
Appraisal System, which has been developed as the Company’s nervous
system and its most important management tool. The SAS will be used to assess
the performance and potential of a staff member and their strengths and
weaknesses. The SAS will be also used to assess the Company’s work
targets and standards in order to ensure that they are
communicated to all staff in concrete terms and also to ensure that all staff
appraisals are meaningful and measurable. The SAS will detail work targets and
standards to all staff in order to enable them achieve
those targets and standards without much fuss. It will be the
means by which the entire Company and its staff are appraised on the
basis of their performance in relation to each other in order to identify areas
of improvement and review.
|
CORPORATE PROFILE 2023
| PRIVATE PLACEMENT
OPPORTUNITY PROGRAMS | KYC COMPLIANCE PACKAGE 2023 Alkebulan Investments Reserve Limited, is a PRIVATE LIMITED LIABILITY COMPANY, No. PVT-Y2ULBK5Z, incorporated on 26
January 2022, under the Companies Act, 2015 of the laws of the Republic of Kenya | Physical Address: Savvprint
Building, Mirema Drive off Thika Road, Nairobi, Kenya | Mailing Address: Post
Office Box 22350 Tom Mboya Street 00400, Nairobi, Kenya | M: +254-729-252856
| URL: www.alkebulanreserve.com | Emails: info@alkebulanreserve.com, invest@alkebulanreserve.com, fund@alkebulanreserve.com, counsel@alkebulanreserve.com |