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Career Development Practices and Employee Performance in Murang’a Water and Sanitation Company Limited in Kenya

dc.contributor.authorKathukya, Christine S
dc.contributor.authorMwangi, Caroline Igoki.
dc.date.accessioned2024-11-22T12:42:15Z
dc.date.available2024-11-22T12:42:15Z
dc.date.issued2024
dc.identifier.citationKathukya, C. S. & Igoki, C. (2024). Career Development Practices and Employee Performance in Murang’a Water and Sanitation Company Limited in Kenya. East African Journal of Business and Economics, 7(2), 241-250. https://doi.org/10.37284/eajbe.7.2.2423en_US
dc.identifier.issn2707-4269
dc.identifier.otherhttps://doi.org/10.37284/2707-4269
dc.identifier.urihttp://repository.mut.ac.ke:8080/xmlui/handle/123456789/6490
dc.description.abstractCareer development encompasses a range of practices designed to enhance employees' skills, knowledge, and competencies, enabling them to progress in their careers. As organizations strive for competitive advantage in a rapidly changing labour market, fostering employee growth has become a strategic priority. The purpose of this study was to determine the effect of career development practices on employee performance in Murang'a Water and Sanitation Company Limited in Kenya. The study had a target population of 150 employees working in MUWASCO. The researcher employed a census sampling technique and used self-administered questionnaires in data collection. Data analysis was conducted using SPSS version 22, which involved both descriptive and inferential statistics. The study found that career management, planning, and counselling significantly influenced employee performance, with career counselling emerging as the most effective practice at MUWASCO. Regression analysis indicated that changes in career development practices would impact employee performance. The study concluded that there is a positive and statistically significant relationship between career development practices and employee performance. The findings indicate that effective career development initiatives lead to increased employee engagement, motivation, and job satisfaction, all of which contribute to enhanced performance. Therefore, it is recommended that MUWASCO invest more resources in skills development, offer incentives to encourage participation in development programs, establish clear career guidance policies, and organize regular seminars, mentorship programs, and conferences. Additionally, adopting a variety of career development practices, such as job rotation, career progression ladders, job enrichment, and succession planning, could help achieve optimal performance.en_US
dc.language.isoenen_US
dc.publisherEast African Journal of Business and Economics, Volume 7, Issue 2, 2024en_US
dc.subjectCareer Development, Career Planning, Career Management, Career Counselling, Employee Performanceen_US
dc.titleCareer Development Practices and Employee Performance in Murang’a Water and Sanitation Company Limited in Kenyaen_US
dc.typeArticleen_US


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