Strategic management and planning in the public service of kenya
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The document discusses strategic management and planning. It provides contact information for Gabriel Lubale and introduces the topic of managing change, which is important for understanding strategic management. It also discusses lessons learned about change from the analogy of blind men touching an elephant and lists some objectives of managing change, such as establishing direction and aligning structures and processes.
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Kenya Power’s recent corporate performance has been strongly influenced by challenges arising from deficiencies in the performance and capabilities of its bulk power suppliers. The general objective of the study was to determine the effects of supplier development on organizational performance at Kenya Power. The study adopted a descriptive research design. The study’s target population was 474 members. The researcher employed the cluster sampling procedure and a sample size of 142 respondents. The researcher used a structured questionnaire administered in three mailings. The researcher processed and analyzed the field data collected using descriptive analysis and inferential analysis using IBM SPSS Statistics Version 22. The descriptive statistics used were mean and standard deviation. Multiple regression analysis was used to model the relationship between organizational performance and the 3 independent variables. The descriptive statistics revealed that the study’s respondents agreed that supplier evaluation, supplier incentives and supplier partnership positively affected organizational performance at Kenya Power. Correlation analysis indicated strong positive correlation between each of the study’s independent variables and organizational performance with the respective r values all being high (range +0.281 to +0.366). The computed value was 0.147 indicating that 14.7% variation in organizational performance at Kenya Power could be explained by the combined variations in the study’s 3 independent variables. The study’s regression model showed that all the three independent variables had a positive relationship with the dependent variable. ANOVA, at a 95 % confidence level, yielded a computed p-value of 0.007 (which was less than the alpha (α) value of 0.05) and a high computed F-Test ratio value of 0.875. The regression model was thus determined to be statistically significant in predicting how supplier development affects organizational performance at Kenya Power. The study recommends that: Kenya Power intensifies and broadens the supplier evaluation and supplier incentivization aspects of its supplier development practices; and that the GoK, through ERC and MoEP, pursue policies that promote competitiveness amongst Kenya Power’s IPP supply base.
Managing the millennials at the Workplace
Presentation to the Congregation of HR Professionals in Kenya at their 2016 HR Annual Conference held at Sarova Whitesands Hotel Mombasa, Kenya
Best practices in public service for kenya
What you need to know if you are in Public Service as State Officer or Public Officer in Kenya. This is relevant to most of Public Officer Worldwide.
Guy kawasaki‘s 10 hindsights accumulated in the past 35 years
what you need to know to be successful after "School". See the source: http://www.slideshare.net/mrcoryjim/guy-kawasaki-10-hindsights-menlo-college-keynote-address-ep
Personality analysis and assessments
Personality assessments are indicators of tendencies, NOT definitive guidelines or answers. This information is meant to inspire personal growth and better understanding of others, not to be taken as gospel.
Emotional intelligence
This document provides an overview of a lesson on emotional intelligence. It defines emotional intelligence as a set of competencies involving self-awareness, self-management, social awareness, and relationship management. It explains that emotional intelligence is relevant in the workplace, as thousands of studies have shown effective leaders use more emotional intelligence competencies than others. The document also discusses how emotional intelligence competencies relate to Kenyan public service competencies and provides examples of developing social emotional intelligence in workers through self-directed learning and cultural transformation.
Personal branding for success
This document provides tips on personal branding and professional image. It discusses developing professionalism through polished social graces and a strong online presence. Some key points include dressing to impress clients, understanding the psychology and messaging of colors, practicing powerful body language and facial expressions, and crafting an elevator pitch and verbal business card to create a memorable first impression. The overall message is that personal branding, nonverbal communication, and professional presentation are crucial for standing out professionally and achieving success.
Effect of supplier relationship management practices on corporate performance...
The document discusses supplier relationship management (SRM) practices at Lighting Company Limited (KPLC), the main electricity distribution company in Kenya. KPLC faces challenges in meeting increasing electricity demand. It relies on other companies like Kenya Electricity Generating Company for power supply. The document analyzes KPLC's power purchase agreements and supplier relationships to understand their impact on corporate performance. It finds that collaborative, long-term relationships with suppliers are important but that KPLC's relationships could be improved. Recommendations are made to enhance KPLC's SRM practices.
Supplier Relationship Management practices on corporate performance in the ke...
This document discusses supplier relationship management (SRM) practices at Kenya Power and their effect on corporate performance in Kenya's energy sector. It provides background on Kenya Power and describes its main electricity suppliers as well as challenges like inadequate supply and high costs. SRM practices at Kenya Power are examined through an analysis of power purchase agreements and perceptions within Kenya Power divisions. Corporate performance is measured using consumer satisfaction surveys. The results suggest Kenya Power needs strong partnerships with suppliers to overcome challenges and build long-term collaborative relationships to help stabilize supply and costs. However, perceptions of relationships differ within the company's divisions, impacting its business performance.
Team building and high performance
This document discusses building top performing teams. It begins with an outline of topics to be covered, including concepts of teams, challenges of teamwork, strategies for effective team leadership, characteristics of top performing teams, and the team development process. It then provides definitions of teams and discusses why teams are important. It explores team participation and emotional intelligence. Various models of team relationships and effectiveness are presented, emphasizing elements like commitment, trust, shared goals, and feedback.
Stores management and stock control
This document provides lecture notes on stores management and stock control. It covers various topics related to stores management including the importance of stores management, identification and coding of materials, records and related systems, stock taking and checking, stock control, economic order quantity, stock levels, and warehousing location and security.
The key points covered are: the importance of efficient stores management for business success; classification and codification of materials to facilitate management; the relationships between the stores department and other departments like production and sales; common classification categories for materials; advantages of codification systems; and characteristics of effective codification systems. Common codification methods like alphabetical, numerical, and alphanumeric systems are also discussed.
Corporate communication for managers
This document discusses corporate communication and basic communication skills. It provides information on different types of corporate communication, including communications with internal and external publics. It also outlines the four basic communication skills of writing, speaking, listening, and reading. Additionally, it gives guidance on various aspects of writing, such as knowing your audience, purpose, and style. Effective communication skills are important for both academic and professional success.
Performance management in public service of kenya a practical approach for ...
This document provides guidance on completing performance evaluations using form GP 247A in the Kenyan public service. It discusses challenges civil servants face in implementing the partial 360 degree feedback system. The document outlines how to rate values, competencies, objectives and targets. It emphasizes using the supplementary Guide to the Performance Appraisal System and recommended language to accurately assess performance. Sample completed forms are included to illustrate setting objectives, targets, and mid-year reviews.
Pas in the public service performance appraisal system
This document provides an overview of staff values and competences as they relate to performance appraisal in the public service. It discusses the objectives of performance appraisal which include linking individual performance to organizational goals and enabling continuous assessment of work progress. Key aspects of the performance appraisal process are outlined, including work planning, setting performance targets, ongoing monitoring and evaluation, and end-of-year evaluation. Core values like integrity and competencies like professionalism that are assessed are also highlighted. The document concludes by discussing rewards and sanctions and common challenges in implementing performance appraisal.
Values and competences in public service
This document discusses staff values and competences that are important for performance management. It notes that achievement of performance targets depends on certain competences, and that results are realized through adherence to defined values and ethics. It then lists the core values that are shared standards for staff conduct, including integrity, respect, meritocracy and fairness. It also outlines important competences for all staff like customer focus, professionalism, communication and teamwork. Finally, it identifies managerial competences such as planning, training staff, managing resources and evaluating performance.
An introduction to the county governments of kenya
The document provides an introduction to county governments in Kenya. It discusses that the 2010 Kenyan constitution established a devolved system of governance with 47 county governments. Each county has a county assembly and county executive, led by a governor. The executive is responsible for oversight of administration and service delivery. Other decentralized units include urban areas, cities, and sub-counties headed by administrators. The objective of county governments is to promote democracy, civic participation, and equitable sharing of resources across Kenya.
Untapped huge business opportunities
Ease of doing Business in Kenya. Entrepreneurship, Start-ups, Start your own business in the Supply Market. Be your own boss!
Building a high performance culture in saccos and smes that is globally com...
This document discusses performance management frameworks in the public sector. It begins by defining key concepts like performance management and performance appraisal. It outlines the objectives of performance management systems in improving organizational effectiveness. It then discusses Kenya's performance management system which includes work planning, competency assessment, performance appraisal, monitoring and evaluation, and rewards/sanctions. Some achievements of Kenya's system include political support, benchmarking sector standards, and driving flagship projects. Challenges include lack of sensitization, resources, and rewards for high performers. Overall, the document provides an overview of performance management theories and frameworks and highlights Kenya's implementation and achievements/challenges.
Stress management slideshare
Thank you for your insightful question. While stress management techniques can help in the short term, prolonged exposure to stress without adequate breaks can overwhelm the body's coping abilities. When the stressful situation is removed upon retirement, the body may still be primed for stress and have a harder time unwinding, leading to illness. Maintaining work-life balance and periodically "recharging" even during stressful periods is important for long term health.
More from Gabriel Lubale (20)
EFFECTS OF SUPPLIER DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE AT KENYA POWER ...
EFFECTS OF SUPPLIER DEVELOPMENT ON ORGANIZATIONAL PERFORMANCE AT KENYA POWER ...
Guy kawasaki‘s 10 hindsights accumulated in the past 35 years
Guy kawasaki‘s 10 hindsights accumulated in the past 35 years
Effect of supplier relationship management practices on corporate performance...
Effect of supplier relationship management practices on corporate performance...
Supplier Relationship Management practices on corporate performance in the ke...
Supplier Relationship Management practices on corporate performance in the ke...
Performance management in public service of kenya a practical approach for ...
Performance management in public service of kenya a practical approach for ...
Pas in the public service performance appraisal system
Pas in the public service performance appraisal system
An introduction to the county governments of kenya
An introduction to the county governments of kenya
Building a high performance culture in saccos and smes that is globally com...
Building a high performance culture in saccos and smes that is globally com...
Strategic management and planning in the public service of kenya
- 1. Strategic Management and Planning Gabriel Lubale Phone: +254 726 934 441 E-mail: gabriellubale@yahoo.com Website: www.gabriellubale.com Copyright © 2013 www.gabriellubale.com 1
- 2. Introduction To appreciate Strategic Management and Planning Public Service or any organization. You need to understand Managing Change. Copyright © 2013 www.gabriellubale.com 2
- 3. …. Persons With Disability of blindness touched an Elephant Copyright © 2013 www.gabriellubale.com 3
- 6. Lessons Learnt What is true in nature and attested by gurus, is also true in business and life. You do not require to climb Mt. Everest to know it is tallest! Copyright © 2013 www.gabriellubale.com 6
- 10. Objectives of Managing Change Copyright © 2013 www.gabriellubale.com 10
- 11. Objectives of Managing Change … contd Copyright © 2013 www.gabriellubale.com 11
- 12. Objectives of Managing Change … contd Copyright © 2013 www.gabriellubale.com 12
- 27. If you have any questions and comments Copyright © 2013 www.gabriellubale.com 27