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INDUSTRIAL ATTACHMENT REPORT :( A CASE STUDY AT

DIRECTORATE OF HUMAN RESOURCE MANAGEMENT)

BUNGOMA COUNTY GOVERNMENT

PREPARED BY:

AMANANG’OLE BENARD ILENY

ADM NO. CHRM/10964/2018

AN INDUSTRIAL ATTACHMENT REPORT SUBMITTED IN PARTIAL

FULFILLMENT OF THE REQUIREMENT FOR THE AWARD OF
CERTIFICATE IN HUMAN RESOURCE MANAGEMENT TO SANG’ALO
INSTITUTE OF SCIENCE & TECHNOLOGY

3rd September to 30th November

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DECLARATION
This industrial attachment report is my own Original work and has never been presented for a Certificate
or any other award in any university or institution of learning. No part of this research should be produced
without my consent or that of Sang’alo institute of Science & Technology and Directorate of Human
Resource Management, Bungoma County.

Name: ……………………………………………….. Date: ……………………….

Signature: ………………………………………….

This industrial report has been submitted for and with my approval as Sang’alo institute of Science &
Technology supervisor.

Name: ……………………………………………….. Date: ……………………………..

Signature: ………………………………..

For and on behalf of Directorate of Human Resource

Name: …………………………………………….. Date: ………………………………..

Signature: …………………………………………

Bungoma county Government

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DEDICATION

This work is dedicated to my late beloved mother Mary Ikaale for supporting my education from
Primary to Secondary, family members and mostly Nanak Simon Epus{elder brother}by taking the
responsibilities of a responsible parent for supporting me in my education and teaching me to be God
fearing in collage level. Last but not least without forgetting my beloved friends & school mates at large.

I further dedicate this work to my college lecturers for patiently guiding me through my course.

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ACKNOWLEDGEMENT

This dissertation would not have been possible without the guidance and the help of several individuals
who in one way or another contributed and extended their valuable assistance in the preparation and
completion of this study.

I would like to express my gratitude to Bungoma County Government for including industrial
attachment program which has provided me an opportunity to gain practical working experience in an
organization.

My sincere gratitude to Directorate of Human Resource and Training principals for giving me a
chance to do my attachment in their department with my supervisors devoting their time by schedule and
explaining how work is being done in HRD and assigning me with various tasks during these three
months of attachment period.

Lastly, I would like to thank Madam Charity of SIST for her valuable instructions during attachment
program.

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LIST OF ACRONYMS

SIST-Sang’alo institute of Science & Technology

HRD-Human resource department

HR- Human Resource

STAR –System for time and records

OB- Organization behavior

MC –managerial communication

DHRM-Directorate of Human Resource Management

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TABLE OF CONTENTS

Cover page……………………………………………………………………….

Declaration…………………………………………………………………

Dedication……………………………………………………………………..

Acknowledgement…………………………………………………………

Executive summary/Abstract: ………………………………………………….

Chapter One: INTRODUCTION …………………………………………………………………….

1.1 Background of the attachment.………………………………………………………………..

1.2 Details of attachment at KMC………………………………………………………………….
1.3 Organization profile………………………………………………………………………..
1.3.1 Mission of the organization…………………………………………………………..
1.3.2 Vision of the organization……………………………………………………………….
1.3.3 Organization mandate…………………………………………………………………….

1.3.4 Core values………………………………………………………………………….

1.3.5 Motto…………………………………………………………………………………

1.3.6 Organization Structure…………………………………………………………………

1.4 Tasks and Activities of HR and ADMIN DEPT…………………………………………………..

1.4.1 Roles and Functions of the HR………………………………………………………………

Chapter Two: ACTIVITIES UNDERTAKEN………………………………………………………

2.1 General activities undertaken………………………………………………………………………

2.2 Specific activities undertaken…………………………………………………………………………

2.2.1 Recruitment process and procedures

2.2.2 Leave management

2.2.3Attitude and time management

2.2.4Record management

2.2.5 Employees grievances handling management.

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2.3 Outcomes………………………………………………………………………………………

2.4 Recommendations………………………………………………………………………..2.5
Conclusions………………………………………………………………

CHAPTER THREE: PROGRAM WORKPLACE RELATIONSHIP………………………….

3.1 Summary

3.2 Conclusion………………………………………………………………….

REFERENCES

1. Organization websites.
2. Log sheets.
3. Marystella N Maina-Principal HR Officer.
4. Joseph Kisindai-Principal HR Officer.

APPENDIX

 Logbook sheet 1
 Logbook sheet 2
 Logbook sheet 3
 Logbook sheet 4
 Logbook sheet 5-8

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CHAPTER ONE: INTRODUCTION

1.1 BACKGROUND OF ATTACHMENT

The faculty of management, DHRM has it ultimate objective of preparing students for
professional pursits of business industry and government. The core objective of the attachment is
to fulfill the requirement of certificate program as prescribed by DHRM.
Apart from this, the industrial attachment was completed with the objective of getting practical
knowledge in the HR Directorate of Human Resource.

1.1.1 Specific industrial attachment objectives.

 To gain practical experience of the jobs carried out in the DHRM of the Organization.

 To compare theoretical knowledge of HR with the practical experiences carried out at the
Organization.

 To gain ideas from the experienced people working for HR department.

 To understand challenges faced by the HR department.

1.2 DETAILS OF ATTACHMENT AT BUNGOMA COUNTY GOVERNMENT

Name of the Organization Bungoma County Government

Address Name of Supervisor:Marystella N Maina
Email:bungomacountygovt@gmail.com
Telephone:0713513117
Position Attachee
Department Directorate of Human Resource Management
Working duration Three months
Working hours 8.00am-5.00pm

Name and Designation of attachment supervisor at Marystella N Maina-Principal HR Officer

Bungoma County.
Name and Designation of attachment supervisor at
SIST.

1.3 BUNGOMA COUNTY PROFILE

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Bungoma County Flag Coat of arms Location in Kenya Country Formed March 4th 2013 Capital
Bungoma Government • Governor Wycliffe Wafula Wangamati Area Governor • Total 2,206.9
km2 (852.1 sq mi) Population (2009) • Total 1,375,063 [1] Time zone UTC+3 (EAT) Website
bungoma.go.ke Bungoma County is a county in the former Western Province of Kenya. Its
capital is Bungoma or Bungoma Town. It has a population of 1,375,063 [1] and an area of 2,069
km².[2] In 2010, the neighbouring Mount Elgon District was eliminated and its lands merged
with Bungoma District to form Bungoma County.

The economy of Bungoma County is mainly agricultural, centering on the sugarcane and maize
industries. The area experiences high rainfall throughout the year, and is home to several large
rivers, which are used for small-scale irrigation. People Political Population Economy Education
NGOs Services and Urbanisation Administration Villages and settlements.

The Bukusu who occupy much of the county are resilient and flamboyant people who stood up
against British rule in the late 19th century. In a war that erupted at Lumboka and eventually
ended at Chetambe near Webuye, the Bukusu bitterly resisted British rule. They are farmers who
practice both livestock and crop farmers. And an early British traveler described them as such
when he visited in 1876 "on the East of the Mountain, there are the Bukusu who are greater
livestock breeders and keepers".

The Bukusu have produced many prominent people that have served in the Kenyan public life
among them H.E. Dr. Mukhisa Kituyi (SecretaryGeneral of the United Nations Conference on
Trade and Development, UNCTAD), the late Hon Masinde Muliro( Founder Member of original
KADU independence party, Founder member of FORD party) late Hon Wamalwa Kijana (former
vice president), the late Cardinal Maurice Michael Otunga (head of the Catholic Church in
Kenya), the late Elijah Masinde (founder of Dini ya Musambwa), Sudi Namachanja (chief during
colonial days), Hon.Lawrence Sifuna( Second-Liberation hero in the struggle for multiparty
democracy in Kenya), Luka Namulala (community fore teller), among others. Among the women
that have stood out include Dinah Khayota (former women leader), Justice Ruth Nekoye, lawyer
Nancy Barasa and Beatrice Kituyi ( a prominent lawyer and former Permanent Secretary in the
Ministry of Labour), Dr Eusebius Juma Mukhwana (agriculture/Educationist) and Prof Adrian
Mukhebi (agriculture) among others. In Business, Notable figures include Makhanu Munata,
Maurice Butala, Vincent Naliakho, mama Dinah Kibunguchy, Henry Wakwabubi, Tom Katenya,
Mama lutia (Nalondo), Dimina Agencies, Mwalimu Kokonya, Moses Simiyu, Luketelo, Mbaya and
Didimo Satia among others. We have had prominent innovators in the NGO world that helped
champion the cause for the poor in society. One such person is Jim Nduruchi, the 'jigger man'
who started Rise Up Society, a community welfare organization that helped free thousands of
people from the jigger scourge that afflicted mainly the poor from all walks of life. He is the
winner of Google Awards (2016) in the sub Saharan Africa and his movement called 'Love in
action' had brought together people from everywhere on the planet to team up and drum up
support for the suffering rural folk in Kenya.

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Politically, over the last 17 years or so the community have been members of Ford-Kenya, the
party formerly headed by Wamalwa Kijana. Through this party the community has been able to
express and participate in national politics. More recently community members now have MPs
drawn from ODM, PNU, Ford-Kenya and New-Ford-Kenya.Currently, notable political figures
include Governor Wycliffe Wangamati, Senate Speaker Kenneth Lusaka, Senator Moses
Wetangula among others. This large population of approximately 1.4 million, coupled with rural
unemployment has started to put pressure on land and other natural resources.

The main economic activities include: Agriculture, manufacturing, services, and retail Agriculture
Agriculture is the backbone of Bungoma County and most families rely on crop production and
animal rearing. The main crops include maize, beans, finger millet, sweet potatoes, bananas,
Irish potatoes and assorted vegetables. These are grown primary for subsistence with the excess
sold to meet other family needs. On the other hand, the main cash crops include sugar cane,
cotton, palm oil, coffee, sun flower and tobacco.[3] Most families integrate livestock production
with farming. The main livestock kept include cattle, sheep, goats, donkeys, pigs, poultry and
bees. Most of this is on a small scale but some farmers also produce milk and poultry products
for commercial use. [3] Milk farmers sell their milk though cooperative societies including
Sang’alo, Kikai and Naitiri. [4] Manufacturing Contents People Political Population Economy
Coordinates: 0°35′N 34°35′E Rai Paper, formerly Pan- African Paper Mills (East Africa) Limited, is
one of the largest manufacturing companies in the county. The company, which was
incorporated in 1969, is based in Webuye town and manufactures paper products. [5] Pan Paper,
as it was commonly known, struggled and eventually collapsed in 2009 due to a myriad of
factors, including mismanagement. In its heydays, Pan Paper was the largest company in
Bungoma and employed 5,000 people directly and another 30,000 indirectly. [6] Due to its
importance to the economy of Webuye town, the collapse brought the town to its knees with
most businesses shutting down.[7] In an effort to revive the company, the government of Kenya
privatized it in 2016 and it was bought by Tarlochan Ltd, a subsidiary of Rai Group of Companies
for Ksh 900 million (US$ 9 million). Due to long neglect, the company needed a major overhaul
of machinery, with the new owner saying it would cost about Ksh 6 billion (US$ 60 million) to
fully rehabilitate.[8] Today, the company is operating on a lower scale and employees about 500
people. [9] Nzoia Sugar Company Ltd is the other major manufacturing company in the county.
Established in 1975, the company serves over 67,000 farmers within and without Bungoma
County. The company’s nucleus cane estate covers 3,600 hectares while the out-grower zone
spans over 23,500 hectares.[10] Nzoia Sugar has however not provided farmers with a stable
source of income. Frequent closures, occasioned by mismanagement, huge debts and failure to
pay farmers, who in turn refuse to supply cane, have continued to hinder its operations.[11] The
other factories and industries in the county include Malakisi Tobacco Leaf Centre, Webuye Heavy
Chemicals Industry and small coffee factories. Milk plants and large bread bakeries are also
present in the county. [3] Services Sector Bungoma is served by several financial institutions
including major banks such as Barclays, KCB, Equity, Cooperative, National, Family, Diamond
Trust and Bank of Africa. The county also has several micro-finance institutions including K-Rep

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and Kenya Women Finance Trust. Insurance companies with a presence in the county include
British American, Geminia, Pan African, Blue Shield and Amaco among others.

The county is served by several post offices and all major mobile telephone operators in Kenya
including Safaricom, Airtel, and Telkom. Courier operators in the county include G4S Security and
Wells Fargo.[3] Some of these service providers, such as Safaricom, employ hundreds through
their services such as Mpesa. [12]

Tourism Despite having some potential for tourism including in the Mt. Elgon National Park [13]
and cultural events such as traditional circumcision, Bungoma’s tourism sector is under-
developed. It is only recently that an upsurge of the hotel industry has been experienced, mainly
driven by business travelers.

[3] Retail Bungoma County has had a vibrant retail sector which has been growing. The major
supermarkets operating in the county include Nakumatt, Naivas, Khetias, and Shariffs.[14] ,

[15] The Main University in the area in Kibabii University which was chartered in 2015. This is a
Government sponsored university located about 10 km from Bungoma town, along the Chwele-
Kimilili road. The vice chancellor is Prof. Isaac Odeo Ipara. Other major educational institutions of
higher learning include: SACRED Training Institute (STI), Sang'alo Institute of science and
technology, Matili Polytechnic, Kisiwa polytechnic and Kibabii Diploma teacher's college. The
county also has major national and county schools such as Friends School Kamusinga, Lugulu
Girls,Kibabii High school, Chwele Girls, Misikhu Girls and Bungoma High school. The residents of
the county highly value education and invest a great deal in it. Major Professionals that have
stride the higher education sector in Kenya include Prof Kassily (medic), Prof Simiyu Wandibba
(archaeology), Prof Vincent Simiyu (history), Prof Henry Kerre (education), Prof Monica Mwiseli
(maths), Prof Barasa Wangila (aquaculture), Prof. Eusebius Mukhwana (agriculture/educationist),
Prof Adrian Mukhebi (agriculture), Prof Ngome Kibanani. There are a number of non-
governmental organizations currently working in Bungoma.

One Acre Fund, in an effort to improve farming incomes, is introducing more profitable crops
and farming techniques to farmers and providing farming inputs in exchange for a share of
future revenues. For over 15 years, SACRED Africa has been working with farmers to improve
farm productivity, soil Health, Technology transfer and marketing of agricultural produce. The
organization pioneered the concept of cereal banking in western Kenya which won a UN award
for innovative resolution of challenges facing smallholder marketing. Stats for Bungoma County
County Stats for the County (Percent) Urbanisation Literacy Attending School (15-18 Yrs) Paved
Roads Good Roads Electricity Access Poverty Rate Stats for the County Source: USAid Kenya
Bungoma Tourist Hotel undergoing renovation in 2015 Education NGOs Services and
Urbanisation Administration 21.7 60.5 87.6 6 46.7 4.5 52.9 Local authorities (councils) Authority
Type Population* Urban pop.* Bungoma Municipality 60,650 44,196 Kimilili Municipality 71,299
10,261 Webuye Municipality 48,806 19,606 Malakisi Town 38,004 3,762 Sirisia Town 22,703 822
Bungoma County County 635,029 10,852 Total - 876,491 89,499 * 1999 census. Source: [1]

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Administrative divisions Division Population* Urban pop.* Headquarters Bumula 129,011 500
Bumula Central 60,605 513 Nalondo Chwele 41,174 2,677 Chwele Kanduyi 163,568 38,407
Bungoma Kimilili 96,674 9,631 Kimilili Malakisi 36,042 3,341 Malakisi Ndivisi 57,336 1,905 Ndivisi
Sirisia 44,088 769 Sirisia Tongaren 133,296 5,313 Nairiti Webuye 114,697 18,257 Webuye Total
876,491 109,490 - * 1999 census. Sources:[16][17] The county has nine constituencies: Bumula
Constituency Kabuchai Constituency Kanduyi Constituency Kimilili Constituency Mt. Elgon
Constituency Sirisia Constituency Tongaren Constituency Webuye West Constituency Webuye
East Constituency ,Chelebe ,Chesakaki ,Kamakuywa, Kapsakwany & Kamisinga.

1.3.1. Mission of the Bungoma county Government.

 “To harness all potentials of the county through inclusive participation and collective
responsibility to generate wealth for sustainable socio-economic development”.

1.3.2. Vision.

 “A hub of diversity and socio-economic development”

1.3.3 Mandate.
 To provide civic education on county policies and plans.
 To promote efficient and effective human resource management and development for
improved public service delivery.
 To establish norms and standards to ensure that the county and department machinery
functions optimally and those norms and standards are adhered to.
 Decentralization, local governance and rural urban engagement.
 Supporting and facilitating democratic governance.
 Coordinate of the devolved units.
 Dissemination of county government policies.
 Conflict management and resolution.
 Coordination of governance in the public service.

1.3.4 Core values.

 Transparency and accountability

 Professionalism and integrity
 Commitment and teamwork
 Neutrality and objectivity
 Timeliness and excellence
 Advocacy for citizen participation

1.3.5 MOTTO:
 “Our heritage, our wealth”

1.3.6 DIRECTORATE HRM STRUCTURE.

DIRECTOR HR

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D/DIRECTOR

ASST.DIRECT ASST.DIRECTOR ASSIT.DIRECTOR ASSIT.DIREC

OR T & D PERFORMANCE PENSION EXIST & TOR HR
MGT & POLICY WELFARE PLANNING

PRINCIPAL PRINCIPAL PRINCIPAL PRINCIPAL

TRAINING TRAINING & TRAINING & TRAINING &
&DEVELOPMENT DEVELOPMENT DEVELOPMENT DEVELOPMENT

CHIEF HR
OFFICER

SENIOR HR
OFFICER

HR
ASSISTANT

CLERICAL

SUPPORT
STAFF

1.4 TASKS AND ACTIVITIES OF HR DIRECTORATE.

1.4.1 Tasks and Responsibility of human resource department.

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The Human resource department has broadly classified the functions into two topics of what we
believe and what we do.

What we believe.

We believe in professional service for profit. Our HRs philosophy is to provide employee
recruitment and retention programs which produce optimum employee satisfaction and
performance. We are enablers that support people in reaching their full potentials by giving
managers, employees the tools to develop and succeed in their roles.

What we do.

1. HR representatives’ initiate partnerships with all managers and supervisors of the county.
2. The HR and legal staff are consulted when confronted with issues, or when outside feedback
may be seen as beneficial.

3. HR representatives’ develop business strategies that are alignment with the county objectives
by focusing on all aspects of the human assets.

CHAPTER 2: ACTIVITIES UNDERTAKEN.

2.1 GENERAL ACTIVITIES

The following are activities undertaken.

 File management

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 Employees relation
 Recommendations preparation.

The first responsibility I was assigned on this three months attachment period was file management.
Secondly, was allocated the work of leave preparation, recommendation preparation and suitability of
employees data sheet update. Attitude and time management, Leave management and performance
management.

2.1.1 INTRODUCTION

The HR department deals with the management of the people within the organization. The department is
responsible for attracting employees designating them in their positions and ensuring their performances.

All employees’ record is retrieved from the system for time and recording (STAR) and is updated every
day. The attendance annual leaves, causal leaves, sick leaves etc are also updated on a daily basis into the
system.HR also handles the following

 Employee orientation and placement.

 Recruitment process
 Payroll administration
 Training and developments

2.2 SPECIFIC TASKS UNDERTAKEN

2.2.1 Recruitment process and procedures.

The recruitment process includes analyzing the requirements of the job, attracting employees to
that job, screening and selecting applications, hiring and integrating the new employees to the
organization.

The following are steps of recruitment process that I learnt:

Step 1: Identify the job vacancies from departments.

Step 2; Receiving and analyzing indents

Step 3: Forwarding to county public service board.

After interview, selection of employees follows orientation and placement of the new employees follows.I
gained practical skills pertaining recruitment process in the county.

2.2.2 LEAVE MANAGEMENT

All employees are entitled to annual, compassionate, sick and maternity. I learnt the need of proper record
keeping of employees’ leaves. At least 5-6 weeks in a year is employees leave. Majority of annual leaves
are paid leaves .I was responsible in recording employees annual leaves in the company system.

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2.2.3 ATTITUDE AND TIME MANAGEMENT

In this particular Organization, HR department has a branch of department that deals with employees’
attitude and time management. I learnt the need to keep records concerning employees’ attitude and
timing in the organization as this promote accountability and productivity of the organization. Learnt
skills are as follows log in and out of employees at workplace.

2.2.4 RECORD MANAGEMENT

This also falls under HR department. It is concern with record keeping of the Organization documents,
files and receiving of letters and documents before being delivered in particular departments. Here all
employees’ files are stored in a proper manner.

2.2.5 EMPLOYEES’ GRIEVANCES HANDLING MANAGEMENT.

Employees’ grievances are concerns, problem or complaints raised by an employee about workplace
issues such as their work, workload, where they work. During my three months attachment I learnt that
the following steps are to be followed in employees’ grievance management.

1. INFORMAL ACTION – Initially and as soon as they can the line manager should have a
quiet word with the employee making the complaint. Problems can often be settled
quickly and informally in the course of everyday work. However, if the grievance is not
settled at this stage or circumstances make this route inappropriate then, if they have not
already done so, the employee should be requested to submit a formal Grievance letter.

2. INVITE EMPLOYEE TO A FORMAL MEETING – This should be held in a private and

confidential room between the Manager designated to hear the Grievance and the
employee who may be accompanied by a work colleague or Trade Union official. This is
the opportunity for the grievance to be thoroughly discussed and any witnesses called.

3. INVESTIGATION – Depending on the complexity of the grievance it may be necessary

to adjourn the meeting so that further investigation may take place before any decision is
taken.

4. COMMUNICATE DECISION & KEEP RECORDS – After the grievance meeting and
any investigations have taken place, the employer needs to decide whether to uphold or
dismiss the grievance and communicate this decision to the employee in writing without
unreasonable delay, usually within 10 working days. The HR Director or Manager
handling the employee grievance must ensure that the minutes of all formal grievance
meetings are taken and copies given to the employee for information. The minute taker
should not be part of the discussions about the outcome of the grievance or appeal other
than to record the key points of the discussion.

5. APPEAL – if the Grievance is rejected or partially rejected then the employee has the
right to appeal against that decision. The appeal should be heard promptly and wherever

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possible by a Manager not previously involved in the case. The employee may be
accompanied as before and notified in writing of the decision, again within 10 working
days is standard practice.

2.3 OUTCOMES AND BENEFITS.

Based on my three months term as attachment is realized that I was successful to gather a lot of
significant learning experiences which would be helpful in my future career. The HR department
of Directorate of Human Resource Management offered me ample space and opportunities,
not only to learn but also to exhibit my skills as a HR team member. My contributions were well
recognized by the organization. I successfully completed all the assigned duties and handed them
over to the senior supervisor at the end of the attachment. Interview schedule and result summary
update was completed successfully .Where I tried to update the data to the best of my knowledge
as HRD is the department that connects all the department of any organization, I was introduced
to many department heads and seniors who gave me a wider spectrum of the organization. The
following are skilled gained by the end of three months industrial attachment:

 How to update leave and attachment reports.

 Importance of a good relation between HR department and employees.

 Grievance and complaints handling mechanisms

 Importance of employees leaves management.

 How to prepare various correspondences.

 How to sort, record and file correspondences.

 Printing and uploading document on internet.

2.4 RECOMMENDATION

Few recommendations based upon my understanding and knowledge. They are:

1. More team building and across department exercises should be introduced so that the
department can interact and come up with a better package product to fascinate the
quests.

2. Enough Office stationeries should be put in place to avoid unnecessary shortages.

3. Computers should be installed with Anti-virus to a void loss of data.

4. Generator should be put in place to Substitute in case of blackouts.

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5. Bungoma county government should organize social functions where employees can
interact through other like team building events. This is important because employees get
to know each other more in a different forum.
6. Bungoma county government should provide more training to the employees especially
on their area of specialization and be trained on safety and fire responses of the building.
7. The organization could do more in terms of motivating the staff example is conducting
salary review more often; this will help the organization satisfy their employee’s needs,
recognizing employees like rewarding the best performing employees in the organization.

8. Students should also be allowed to rotate in different departments in order to develop

them in to all-round managers and give them the privilege to have an overview of the
whole organization’s management.

2.5 CONCLUSIONS

My one year learning experience in Sang’alo institute of Science and Technology (SIST) gave
me a solid foundation to understand hardcore corporate culture. Therefore, I was quite prepared
to blend in the department that carried huge responsibilities and these three months industrial
attachment in Directorate of Human Resource, Bungoma County Government has honed by
understanding of HR practice. It gave me an important exposure and an insider look of such a big
organization.

I could use my theoretical knowledge of HR in real practice while participating in many

discussions.

CHAPTER THREE: PROGRAM WORKPLACE RELATIONSHIP.

8.1 SUMMARY

The industrial attachment program was a truly rewarding experience.

I encountered with real life HR activities and also received the opportunity to perform in those activities.

The Organization offered a friendly and cooperative environment. Everyone in the HRD was occupied
with their own routine work which I believed limited my learning possibilities.

However the attachment has helped me bridge the gap between real life practices. This three (3) months
attachment has certainly helped me learn how tasks are performed in the workplace.

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Our curriculum has provided us with an extremely relevant academic knowledge. All the academic
learning may have not been applied in practices; I could still see the need of its implementation how it
could bring about positive changes to the HR department.

A. ORGANIZATION BEHAVIOR (OB).

The study and application of knowledge about how people, individuals and groups act in the
organization. I was impressed by the nice, welcoming ambience and even more with the friendly
behavior of the coordinators which demonstrated that HR department was successful in keeping a
stress free working environment.

B. MANAGEMENT COMMUNICATION (MC)

Effective communication is the one key component of the Human Resource in any organization
and it becomes particularly more important for an organization to have a good communication
between the management and the staff will be passed down the line in the form of good
communication between staff and the customers

8.2 CONCLUSION

It was an absolute worthwhile experience working at Directorate of Human Resource, Policy Section.
The friendly welcoming staff and the space they have created for a trainee allowed me with ample
opportunities to learn and know myself as worker.

This experience brought out my strength and also the areas I needed to improve. It added more
confidence to my professional approach, built a stronger positive attitude.

On completion of this attachment period, I came to know about the importance of HRs and the role of
HR Director, Deputy HR Director, Assistant Director HRs, Principal HR Officers, Senior HR
Officers, Chief HR Officers’, HR Officers and Assistant HR Officers.

As a student on attachment, though I had a limited space to work, I still managed to grab plentiful of
experiences. I made the best of every opportunity I was given and made utmost use of my abilities and
knowledge to fulfill all my responsibilities. I could implement my academic skills into practice and my
efforts were highly acknowledged.

Hence, I can sum up by saying that my attachment experience was a milestone to my academic and
professional experience. I thoroughly enjoyed the challenges that came along every single day. These
lessons that I have learned will be a valuable one for my future endeavors as well.

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REFERENCES

1. Bungoma county website, bungoma.go.ke.

2. Logbook sheets-daily activities records.

3. Marystella N Maina-Principal HR Officer.

mmarystella@gmail.com

Tel No: 0713513117

4. Joseph Kisindai-Principal HR Officer.

Tel No: 0712853631

5.Christine Masinde-Deputy Director HR

Email:christineandyba@yahoo.com

Tel: 0713575847

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APPENDIX

1. Logbook sheet week 1

2. Logbook sheet week 2

3. Logbook sheet week 3

4. Logbook sheet week 4

5. Logbook sheet week 5

6. Logbook sheet week 6

7. Logbook sheet week 7

8. Logbook sheet week 8

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