STRATEGIC SKILLS SEMINAR FOR AFRICA 2004

BRAIN DRAIN IN AFRICA

Presented By: Njeri RiongeCEO, Wananchi Online Ltd

What is Human Resource(s)?

Is the most essential capital undertaking in any economy,

our PEOPLE.

Challenges: Human Resource Management in Africa

Most Organizations and Institutions either: Absolutely ignore the value of fostering

human resources (Our People). Or it’s addressed by structuring a human

resource department with a human resource manager, director etc.

What do the challenges mean? That the most critical and important aspect

of an organization or institution is not addressed.

When it is, a sole departmental head is charged with the responsibility of handling all People strategies for the entire organization.

These heads are not usually considered the most important resource people in the organizational structure.

If this is a fact, organizations are most likely not

harnessing the essence of their MOST IMPORTANT

RESOURCE(s)!!! PEOPLE.

Brain Drain: Why? has it taken place and continues to do so?

Africa has and will continue to loose its PEOPLE to other developed economies where PEOPLE have been identified as the most important resource of any institution or organization and at large the entire ECONOMY.

Opportunities & Solutions Leaders, managers, supervisors and

decision makers in Africa MUST have a paradigm shift; in the way they respond to PEOPLE needs.

Recognize that human resources are and always will be people; human beings who naturally vary in character composition and psychological make up.

Opportunities & Solution Recognize that their 2 specific kinds of

PEOPLE characters BUT not specific. Technical thinkers, logical, authoritative,

detailed, work by the book, persons who develop confidence in self by virtue of what they know. These make for good MANAGERS…

Social thinkers, subjective, little detail, prefer no structure, persuasive hence not telling and therefore not authoritative persons. These make for good LEADERS…

Opportunities & Solutions Recognize that the diversity of these 2

groups is very clear when put together for RESULTS in any given position of authority.

It is prudent and most important that persons managing, directing and supervising in organizations and institutions have some understanding of these diversities in people.

Opportunities & Solutions Ensure organizations have a H.R. (People)

specialist at Board level, who would make strategic input on PEOPLE management.

Ensure that President’s, MD’s & CEO’s of Institutions and organizations are passionate about there PEOPLE

Ensure that the PEOPLE function exists in each Heads of Departments (HOD’s) Job competences.

Results: Exponential increase in turnover. Increase in ROI (return on investments). Developing a robust, happy and friendly

environment with a (PEOPLE) who are focused collectively in achieving common goals

Retaining PEOPLE in African. Hence decreasing BRAIN DRAIN…

Partnerships: A number of tools exist and are easily

accessible - Moresby, Predictive Index etc Leaders in management can partner with these

training and developing specialists to enhance their human management skills.

Mentorship and Networking with Successful Leaders

Psychometric tools can: Simplify and refine the process of

analyzing the profiles of different people. Enable the matching these people with

various job requirements and competencies to ensure that they are fully actualized and that there are of mutual benefits between the person(s) and the organization.

These tools clearly define and develop well thought-out:

Job Descriptions Job Competencies Job Functions Organizational

Structures

Key Result Areas Key Performance

Indicators Organizational

Processes & Policies

Human resource is nurtured when this is the Result:

Diligence Self-Confidence and Self-Drive Skilled people who are willing to

learn on a continuous improvement process at all time

Motivation & Team Work

Role Playing:A case study All key management and supervisory

positions were included Role playing took place every Friday for

11 consecutive ones Closing meetings are held at end of day by

CEO of the day All Branch offices were included

Current Statistical Data:

Lets take time to look at FACT’s about our current Economical

Status in AFRICA in comparison with Developed Nations

Kenya v. Finland: A case study

Population Gross National Income

Per Capita Income

KENYA 31 million US$11.3 billion

US$360

FINLAND 5 million US$122.2 billion

US$23,500

Kenya v. Finland: Note that…

NOKIA alone produces 20% of Finland’s US$54 billion of export earnings.

Even if for the next ten years, we can grow at the rate of 10% cumulatively, the gross national income will only be US$29,309,289.80 billion.

Industrialization by 2020? Think again.

Sub-Saharan Africa Population Gross.

Income

(billions/trillion)

Access to Improved Water

Health Expend.

Total per Capita

S.S.A 688 million US$ 306.5

58% US$29

U.S.A. 288 million US$

10,110

100% US$

4,499

U.K. 59 million US$

1,486.2

100% US$

1,747

Africa: Note that… A total of 739m people share only 14

million telephone lines. Africa’s teledensity is less than 7.1% is one

of the lowest in the world. Some African countries have a teledensity

of less than 1% The continent has only 5,027,000 P.C.s

Kenya: A case in point In a country of 31 million, the only fixed line

operator had 300,000 lines in 2000 to its name and projections would not see this figure rise beyond half a million by 2005.

In less than 3 years, the 2 newly licensed mobile phone operators had connected over 1.8 million people.

In terms of Power, we have 600,000 power customers and an annual budget of 150,000

Africa… Most countries have unemployment rates above

50%. Infrastructure in all areas:electricity,water, roads,

telecommunication, health and education facilities etc. are all lagging far behind the West.

These issues are our main human resource (PEOPLE) competitors.

Addressing the disparities…

The distance between the current unsatisfactory situation, and the cheerless expectations, plans and DEEDS…equals

LAZINESS!

With a contradiction!!!

It is interesting that… In America, at any given time, 57% of the

roughly 80 million strong American workforce are looking to change their careers, go for a raise or take a better job.

Another 5.8 million people are either unemployed and looking for work or to break into the work force for the first time.

Summary: Africa must pursue policies where a

holistic combination of institutional structure’s and people’s abilities and competencies meet their expectations as well as those of the society at large.

Analyze our cultural heritage, PEOPLE challenges and mindsets.

Summary… Recognize that change must begin with

YOU & ME first. We must look into our moral and core

values as well as corporate governance which include responsibility to society, the environment and to government as a whole.

I want to declare my personal commitment and ownership for decreasing Brain Drain in Africa…

Thank you for your attention