COMPANIES IN KENYA WHICH PAY EMPLOYEES BEST SALARIES
If you are searching for employment,look no further than the
list of companies provided here.This list contains top Kenyan
companies,NGOs,government institutions,audit firms,insurance companies as well
as banks that regularly employ Kenyans.
We have also provided the link to the company websites where you can always visit for available job opportunities.
We have also provided the link to the company websites where you can always visit for available job opportunities.
KPMG job vacancies
Link: http://www.kpmg.com/eastafrica/en/careers/career_opportunities/pages/default.aspx
Link: http://www.kpmg.com/eastafrica/en/careers/career_opportunities/pages/default.aspx
Kenya Airways job vacancies
Link: https://staging.kenya-airways.com/Global/About_Kenya_Airways/Careers/Careers/
Jubilee Insurance Kenya job vacanciesLink: https://staging.kenya-airways.com/Global/About_Kenya_Airways/Careers/Careers/
Career is the occupational position a person has held for many years.
Career management
is the process for enabling employees to better understand and develop their
career skills and interests and to use them most effectively both within the
company and without. It is also a personal endeavor by an individual to know
what they want they want, plan their future and have a guide on what direction
they want to take in their life. Some people plan careers early enough while
others realize that they needed to plan when it is sunset of their lives.
Either way, it is important to take the steps to
guide you and be on alert. It is never too late to plan. Career management can
be done both within the organization and even without.
If
it happens in the organization, it involves other people like the human
resource and other managers to help one to shine in their areas of
specialization and of course help the organizations to benefit from this.
Specific career management activities might
include career oriented appraisal, posting open jobs and offering formal career
development activities.
Career
development is a lifelong
series of activities like workshops that contribute to the person’s career
exploration, establishment and success and fulfillment.
Career
planning is a deliberate
process through which someone becomes aware of his or her personal skills,
interests, knowledge, motivations and other characteristics, acquired
information about opportunities and choices, identifies career related goals
and establishes action plans to attain specific goals.
In some respects building a successful
career is an individual task and it can take different directions. Managing
careers has nothing to with being in formal employment of not. An individual
involved in career management needs to have clear goals set through planning
and effective execution of these goals.
There
are steps that one can follow in career management.
Self
evaluation: it is important
that the person doing career management understands their needs and know what
they are really passionate about. A career spans many years and it can be hard
to maintain the same morale that one started with. One needs to know where they
are, where they want to be and how to get there.
Research
career options: careers are
diverse and it is of great importance that one researches on the options of
careers that are there and the skills needed for them. Search within yourself
to see if you have any of the skills that are required of particular career of
your interest.
Have
a road map: The road map
helps the individual to follow what they have put in place in their minds. It
helps one to think strategically and have long term goals for the career. It
may be important to develop the skills ahead of time and put them into use.
Seek
ongoing training;
ongoing training helps to keep one up to date with the changing environment of
careers. This is because one acquires additional skills, knowledge and
education needed for the career and even help them to be at par with the
requirements of the career at the work place.
Have
a personal brand and market yourself: it is important if people know you for something.
It is important for one to be identified with something. Do not be neither here
nor there. Let people know even in the organization your passion and this
obviously gives you a market. Networking is great at this level because that is
how one will market their skills.
Seek
ongoing career development:
career management and planning is a
process and it does have stages and therefore it is crucial to continue
reengineering oneself, evaluate and refine. There are changes in the market
place each day especially those brought by changing technology and business
environment and the needs of the customers and therefore one needs to have may
be a mentor or an advisor.
Shifts
in career development.
Careers have taken a shift for those who
are already working which means that many employers have strengthened the
career focus of their human resources activities. Employees are changed more
often these days so that they can serve their own long term career needs. The
HR therefore needs to facilitate career self analysis, development and
management. If someone is a new employee, they need to come with a vision in
the company that somehow will give them direction in their quest to reach their
career goals.
There are triggers for a
more planned approach to career development. These are;
A policy of continuous
internal promotion and growth, affirmative action programs and a need to improve levels of motivation and job satisfaction,
commitment to the organization and productivity
There is need for a radical shift in the
organization’s developmental path, involving a change of culture that needs to
be combined with a career development program. If career planning and
management is happening within the organization, there are roles played by
different persons in the light of developing careers.
Roles
in career planning and development.
Ideally, the employer, employee and the
manager all play roles in planning, guiding and developing the employee’s
career.
Life – Cycle Career Management
Employee’s
role
Accept responsibility for your own career. Know that
the career success all lies in your hands. Therefore it is their responsibility
to own what they do and do it well.
Assess your interests, skills, and values. It is
important to know what your interests, skills and values are and pursue them.
Seek out career information and resources. This
should be a daily thing to be done since things are changing.
Establish goals and career plans. This will help in
the direction of the future one wants to take.
Utilize development opportunities. Organizations
provide development opportunities and one needs to use them for their benefit and
benefit of the organization
Talk with your manager about your career plans. Follow
through on realistic career plans.
Manager’s
Role
Provide timely and accurate performance feedback.
Provide developmental assignments and support.
Participate in career development discussions with
subordinates.
Support employee development plans.
Employer’s
Role
Communicate mission, policies, and procedures.
Provide training and development opportunities
including workshops.
Provide career information and career programs.
Offer a variety of career paths.
Provide career-oriented performance feedback.
Provide mentoring opportunities to support growth
and self-direction.
Provide employees with individual development plans
Provide academic learning assistance programs.
Life – Cycle Career Management
The employer’s career
development responsibilities depend on how long the employee has been with the
firm. Career development does not happen in a vacuum.
There are different stages in career development.
When new employees come to
the organization, they need to be guided in order to learn the requirements of
a job. A mentor will be very helpful at this stage. There can be a reality
shock whereby the results of a period that may occur at the initial career
entry of an employee who has high expectations on the job just to be confronted
by the reality of a boring unchanging job.
Job rotation means moving an employee through a pre-planned series of positions in
order to prepare the person for an enhanced role with the company.
Mentoring refers to the formal or informal programs in which mid and senior level
managers help less experienced employee by giving them career advice and
helping them navigate political pitfalls. Mentoring programs can be introduced
in the organization to help employees to develop to greatness and meet their
goals and objectives
Entry to the organization – at this point employees need information about
themselves and their career opportunities; they should be involved in self
assessment activities, in drawing up personal development plans since they are
mostly learning at this level.
Progress within particular areas of work – established employees who
are steadily progressing in particular jobs or areas of work need interesting,
challenging tasks and supervision that gives autonomy and support while making
clear expectations of what the individual can achieve. There should be skilled
career coaching, counseling and planning and mentoring.
Mid-career and change – it is essential not only to facilitate the
continued development of the high fliers, but also to help those unable to move
up, on or out to see that they still have careers, in the sense of meaningful
work, challenges, and opportunities for stimulation and achievement.
Later career – as employees move towards the end of their career with the company,
their careers still need career management. It is particularly important that
the effects of low morale and stress caused by the preoccupation with the
forthcoming termination of employment do not quickly spread through the
workforce.
End of career with the organization – it is the final stage of employment in the
organization that is often the most difficult to manage. Positive policies for
disengagement, as retention should aim to help individuals to understand that
the most important focus for them is that their long-term career path, rather
than simply their career within a particular organization.
Managing promotions and transfers
Promotions and transfers are
crucial parts of most people’s careers. Promotions help people to advance to
positions of increased responsibility as well as benefits. Transfers on the
other hand are reassignments to similar positions in other parts of the firm.
Making
promotion Decisions
Promotions provide
opportunities to reward exceptional performance and to fill other open
positions with tested and loyal employees or employer. Promotions come with
more pay, more responsibility and more often than not with job satisfaction.
Promotion is way of career development but the process is not always a positive
experience for the employee or employer.
There are challenges that come with this
process such as unfairness, arbitraries or secrecy which can diminish the
effectiveness of the process. Therefore, several decisions loom large in any
firm’s promotion process. These are;
Seniority
or competence
It is important to consider whether the
promotion is based on seniority or competence. In most firms’ today,
competitiveness favours competence. For a firm to use competence for
promotions, they need to check whether the unions govern the promotions or
seniority.
Measuring
competence
When an organization decides to use
competence for promotion, then the next challenge is how to measure competence.
This is relatively easy due definition of the job and the standards set for the
job and appraisal records. There needs to be a procedure to predict an
employer’s future performance. Most employers’ use past performance and hope
that since the person did well, it is likely that they will do well even in the
promotion.
Formal
or informal process
Many firms have informal promotion
processes. They do not post positions and so key managers may use their
unpublished methods to make decisions. This is however tricky because the
managers can promote the people they know not based on competence.
On the contrary, many employers
establish formal published promotion policies. Such components as formal
promotional policy describing criteria for awards promotions, job posting
policy which posts open positions and their requirements are included in the
formal process of promotion.
Vertical,
horizontal or other
Promotions are not necessarily as easy
as they seem. At times when the company is downsizing, the employee may be
demotivated. Other employees may not be interested in managerial positions due
to their job interests like engineers.
In this case, several options are available; some firms create two
parallel career paths; one for managers and the other for individuals like high
performing engineers.
Another option is to move the person horizontally.
For instance, move a production employee to human resource so as to develop his
or her skills and to test and challenge his or aptitudes. Promotions are also
even when people remain in the same job. The job itself can be enriched which
will require employees to undergo more training to enable them to take more responsibility.
Handling
transfers
A transfer is a move from one job to
another usually with no change in salary or grade. Employers seek transfers for
enrichment, more interesting jobs, greater convenience or advancement. Transfers
could be done to fill a person where there is need. Transfers can aid in
employee growth and especially for those who have nowhere to go.
Transfers depend on the policies of the
organization. Some firms will do transfers more often than others. Some
employees may be transfers due to family matters.
Enhancing
diversity through career management.
Enhancing diversity through career
management requires some special preparations on the part of the employer. It
is necessary to guard against intentional and unintentional bias and
discrimination in promotion decisions. People should not be discriminated based
on their gender, age or race. In some
organizations, women do not get promotions and this can lead to low success
rate in women moving to the top of organizational career ladder.
Career management and Employee
commitment.
Career management fosters employee
commitment. The employer’s career planning and development provide career
planning and development activities should be aimed at the employee’s success
in their career. With the effect of globalization, many employees may be less
committed to their jobs because technology is being used to cut on costs and
they may be afraid of losing their job. Career development programs can be
introduced. This could be workshops, training on skills and vocational
guidance. Workshops help employees to assess themselves and identify their
weaknesses and strengths. These programs since they are aimed at employee
career development help employees to be committed to their work.
Career oriented appraisals can also be
used to develop employees. These could be annual or semi annual and they
provide excellent opportunity to review career related issues. Performance
appraisals should not only be used to tell the employee what he or she has done
or not but also provide the occasion to link the employee’s performance, career
interests and development needs into a coherent career plan.
Retirement
Retirement may mean different for
different people. For some, it may be a blessing because they are free from the
daily demands of their job. At the same time, it can be slightly adrift due to
not having a job to go to. Some people continue to work in a normal capacity
even after normal retirement. Retirement is not easy since some people would
like to continue being active and so there is need for preretirement
counselling which aimed at easing the passage of their employees into
retirement.
Some of the practices common at the
preretirement counselling are explanation of the social security benefits,
leisure time counselling, financial and investment counselling, health
counselling, psychological and careers outside the company.
When someone is retiring they need to be
honoured for the work they have done and so it is important for the firm to
create a culture that honours experience and value the older workers. Companies
also can offer flexible work by designing jobs such that staying on is more
attractive than leaving. They can also offer part time work as an alternative
to outright retirement. All retirement procedures must comply with the law of
the land.
Disadvantages
of lack of good career planning
Risk of
employee leaving the Company
Employer-sponsored
career planning programs fail to consider the possibility that an employee will
leave the company. If an employer invests time and money in an employee,
grooming her for a future employment opportunity, the company loses that
investment when the employee leaves the business.
Lacks
consideration of employee interests
Many
employer-sponsored career planning programs look at the future needs of the
company and consider which internal candidates already possess the skills to
move into those roles. Companies do not consider individual goals differ from
those of the company
Lacks
understanding of employee's personal needs
An employee
experiences a variety of personal situations during his employment term with a
particular company. These situations include family deaths, birth or adoption
of children, caring for disabled family members or caring for aging parents.
Employer-sponsored career planning programs consider only the work experience
of the employee, not his personal life. The employee may need less
responsibility to care for family needs than what is available on the path
designed by the employer.
References
Dessler, G.
(2008). Human Resource Management 11th ed. New Jersey: Prentice Hall.
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