Career Planning, Training and Development for Middle Level Manarges: A Case Study of Jomo Kenyatta University of Agriculture & Technology

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dc.contributor.advisorWanjere, M.Den_US
dc.contributor.advisorGongera,en_US
dc.contributor.authorLiyokho, Scholastica Khakayi
dc.date.accessioned2023-06-30T08:45:50Z
dc.date.available2023-06-30T08:45:50Z
dc.date.issued2005
dc.descriptionThis Project is Submitted in Partial Fulfillment of the Requirement for the Degree of Masters in Business Administration (HRM), Institute of Open Learning of Kenyatta University, Department of Business Administration, School of Humanities and Social Sciences. September 2005en_US
dc.description.abstractMiddle level managers consist of a very important sector of the administrative workforce of the university and any other organization. This group of workforce is faced with problems in their daily duties which will be addressed in this study. There is need for organized laid down procedures for them to follow as they execute their daily duties. Lack of job descriptions, elaborate career paths, upward mobility in time cause worry to this cadre of employees. This study is therefore geared towards establishing the extend to which the university has tried to develop careers of middle level managers and how career planning has been effected. The researcher used questionnaire to gather information for this study .During the administration of the questionnaire, the researcher interacted with the respondents to gather more information from them and how their problems could be solved. The questionnaire was administered to the forty-five middle level managers of which majority concurred that further training was required. Most middle level managers experienced support from their immediate supervisors. They also expressed the need for rewards to be linked to performance to heighten motivation towards working environment. Indeed, the" results of the findings indicate that the middle level managers should be exposed to : job rotation, seminars and workshops, further training both on- job and offjob training. The researcher concluded that the managers should be exposed to further training, semmars, job-rotation within a span of five years and gets the next promotion .en_US
dc.description.sponsorshipKenyatta Universityen_US
dc.identifier.urihttp://ir-library.ku.ac.ke/handle/123456789/26020
dc.language.isoenen_US
dc.publisherKenyatta Universityen_US
dc.subjectCareer Planningen_US
dc.subjectTraining and Developmenten_US
dc.subjectMiddle Level Manargesen_US
dc.subjectJomo Kenyatta University of Agriculture & Technologyen_US
dc.titleCareer Planning, Training and Development for Middle Level Manarges: A Case Study of Jomo Kenyatta University of Agriculture & Technologyen_US
dc.typeThesisen_US
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