EACC Illuminates the Scope and Magnitude of Corruption in Human Resources within the Public Sector

 The Ethics and Anti-Corruption Commission Exposes Corruption Among Human Resource Managers.

EACC office at Integrity Centre

The Ethics and Anti-Corruption Commission (EACC) has shed light on the unethical practices and corruption prevalent within the domain of human resource management. 

This revelation came to light during the EACC's active participation in the 27th Annual National Conference for Human Resource Management Practitioners, held at the Sawela Lodge in Naivasha.

At the conference, the EACC engaged with human resource management practitioners, enlightening them on the nature and extent of corruption and unethical conduct within their professional purview. 

During this presentation, the Commission's Deputy Director in charge of Ethics Compliance, Patrick Owiny, pinpointed Human Resource Management as one of the high-risk areas for corruption in Kenya's public service, both at the national and county levels.

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EACC emphasized that corruption within HRM has a direct and adverse impact on institutional performance and is a significant contributor to accountability deficiencies within the public service. 

The Commission stressed that human capital remains the most invaluable asset within any organization, despite the ever-advancing technology, as the human interface continues to play a crucial role.

Furthermore, the EACC warned that if left unchecked, corruption can become deeply entrenched and institutionalized within an organization's procedures, systems, and policies, hindering institutional growth and stability.

EACC shared that its reports and investigations have indicated that corruption has permeated various functional areas within HRM. This corruption is particularly noticeable in HR planning, payroll management, recruitment and selection, placement, deployment, and transfers. 

It has also infiltrated training and development, performance management, career progression management, rewards and compensation, and staff motivation.

The Commission highlighted irregular contract extensions, the retention of retired employees on the payroll, nepotism, favoritism, conflicts of interest, double employment, irregular and unlawful recruitment, as major forms of corruption and unethical practices within HRM functions. 

Skewed advertisements or manipulation of qualifications to align with predetermined recruitment decisions, and biased criteria for recruitment, promotions, and training were also identified as corrupt practices by HRM professionals.

Corrupt HR managers have been found to leak confidential information, such as interview questions and job requirements. They have also been known to solicit bribes during the recruitment process. 

Other corrupt practices include payments for work not done, payroll fraud, and disregard for employment procedures. These actions often involve ghost workers channeling funds to their masters.

EACC further revealed that corruption occurs in cases of academic certificate forgery or personation, tampering with HR records, and the mishandling of crucial documents. 

The Commission disclosed that it has received approximately 324 reports related to irregular employment, with 204 of these reports under investigation and 46 referred to various organizations for necessary action.

Out of 143 investigations into irregular recruitment, recommendations for prosecution and administrative action, including the recovery of lost funds and employee dismissal, have been made. Additionally, 172 investigations are ongoing concerning the falsification of academic documents.

EACC called upon professional bodies, such as the Institute of Human Resource Management (IHRM), to enhance the enforcement of professional standards among their members to complement the Commission's efforts. 

The Commission expressed concern about the growing number of unqualified individuals posing as professionals in various fields and urged professional bodies to be vigilant.