By Eng. Shammah Kiteme, CE, PMP® 

The engineering profession is regarded as crucial for the normal operations of the society. This is premised on the fact that engineers handle delicate duties which are fatal in case of mistakes. Accidents in their work also lead to big disruptions to normal lives for many people. As such engineers recruited have to be technically suitable and competent to perform their responsibilities at work. 

Engineering is basically an applied science. This means that engineers are trained in pure sciences and mathematics including physics, chemistry, biology and other areas like programming. In their practice, they apply the principles of these pure sciences. 

In the course of their work engineers design structures, mechanical systems, electrical systems, chemical and processing systems. All production and manufacturing involve engineering in one way or the other. There are various specializations in engineering including civil, mechanical, electrical, electronic, biomedical, computer, mechatronic, textile, aeronautical, agricultural, marine and environmental health engineering among others.

Engineers work in all sectors of the economy from agriculture, manufacturing, shipping, energy, transportation, and healthcare among others.

This is the reason why Human Resources practitioners should be well acquainted with the engineering profession. As they recruit, they will find it useful to appreciate what type of an engineer they’re looking for. It could be a civil engineer or a mechanical engineer. They would also have to understand the specialization they are looking for; Is it a structural engineer, highways engineer, water engineer, production, or even a process engineer.

The other aspect to consider in whatever specialization is the level of experience. An engineer will go through five-year training at the university. They will then graduate having an engineering degree. This qualifies them to be registered with the Engineers Board of Kenya (EBK) as Graduate Engineers. After they graduate engineers undergo initial professional development (IPD) where they are expected to develop a level of professional competency. This is supposed to lead to the preparation of a training and experience report and a project report. Both are submitted to the Engineers Board of Kenya (EBK) in a process that leads to a professional interview. If a graduate engineer passes the professional interview they get registered as professional engineers. 

A professional engineer is one who by training and experience has gained sufficient knowledge and skills to be in a position to make sound professional judgment. This is the level where an engineer can take professional responsibility.  A graduate engineer is not expected to take professional responsibility. It is expected that they work under a professional engineer until they pass their professional interview.

Engineers who pass their professional interview must also show valid membership with the Institution of Engineers of Kenya (IEK) before they are issued with a practicing license. IEK is the society while EBK is the regulator. 

An engineer in good standing in both IEK and EBK demonstrates that they are current in their Continuous Professional Development (CPD) points and so engaged in lifelong learning which is crucial for remaining relevant in their careers.

As an HR practitioner therefore, when you are recruiting an engineer, you need to determine whether the role involves leadership or requirements for taking professional responsibility for design decisions. This role should be held by professional engineers. A role that does not necessarily involve taking professional responsibility for design can be held by a graduate engineer who can work under a professional engineer; where the former’s work is checked by the more experienced professional. This is premised on the fact that we become professionals through learning from the masters. Also known as apprenticeship.  

There are studies that have established that engineers make good business leaders. This is because of several factors including the fact that they have an eye for innovative solutions. A majority of Engineers are also practical, a very essential skill in leadership. Their problem-solving skills are important assets as business leaders. By their training engineers are wired to accomplish tasks efficiently. They have good project management skills and a keen eye for the details. Engineers are also good at data and numbers generally, as a matter of fact, they are known to think in numbers. Their technical understanding also gives them an edge when it comes to connecting the business processes that move organizations. 

It is very important that business leaders think systems and this is the way engineers are trained to think. A systems approach to business makes business leaders appreciate the various processes involved in the business. This is perhaps the reason that a Standard & Poor study carried out in America demonstrated that 33% of 500 CEOs had their undergraduate degree in engineering.

IEK offers a platform for recruiters to recruit competent engineering professionals who are our members by listing the vacancies on our website. 

Recruiters can also check whether a candidate they hope to recruit is in good standing as part of due diligence. This can quickly be checked through EBK and IEK websites as well as writing to the two bodies if necessary.

On the other hand, employers should pay subscription fees for engineers in their employment. If the policy doesn’t allow, engineers in employment should be encouraged and facilitated to pay their subscription fees. Employers should also encourage engineers and give them opportunities for learning sessions offered by IEK and EBK to earn CPD points so that they can remain in good standing.

IEK is willing to engage HR professionals in this area by helping design roles for engineers in their organizations. 

It’s important that compensation for engineers is commensurate to the complexity of the work they do and the level of skills required. This is a key determinant for the expected output from their work and the kind of commitment employers expect from the engineer. All licensed engineers are gazetted by EBK and this information is available publicly. Engineers also have a gazetted scale of fees for compensation for their professional services.

It is important that all HR practitioners appreciate these issues even as they engage engineers. 

Eng. Kiteme a practicing Civil Structural Engineer is the Honorary Secretary of the Institution of Engineers of Kenya (IEK). kiteme.s@gmail.com