Browsing by Author "ELIZABETH NYAMBURA IRUNGU"

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    CAREER DEVELOPMENT PRACTICES AND EMPLOYEE PERFORMANCE IN THE INSURANCE COMPANIES IN KENYA
    (THE CATHOLIC UNIVERSITY OF EASTERN AFRICA, 2025-09) ELIZABETH NYAMBURA IRUNGU
    The purpose of the study was to establish effect of career development practices on employee performance in insurance companies in Nairobi City County. The specific objectives were to examine the effect of professional development courses, structured career paths, employee mentoring programs and to establish effect of staff coaching on employee performance in insurance companies in Nairobi City County. Human Capital Theory, Social Learning Theory, Theory of Work Adjustment and Self-Concept Theory and Theory of Basic Human Values. The study adopted descriptive research design. The populations of study were six NSE listed insurance companies in Nairobi offering general insurance while the target population was 1066 employees. Stratified random sampling design was used. The study adopted Yamane (1972) formulae for sample determination aided in generating 291 sample size from the target population of 1066. Primary data was collected by use of structured questionnaires that was subjected to validity tests such as face validity, construct, content and criterion validity tests. Questionnaire was subjected to reliability tests aided to assess the internal consistency of the aided by Cronbach alpha. Analysis of data involved use of descriptive analysis comprising of mean, standard deviation, frequencies and percentage ratings. Inferential analysis constituted correlation analysis and regression analysis. Findings were presented by use of Tables. From the findings, results showed that at the 1% significance level, the correlation between professional development courses and employee performance was established as r=0.832. Professional development courses correlated highly with employee performance (r = 0.832); Structured career paths showed strong correlation with employee performance (r = 0.952), the high correlations among the career development variables, staff coaching and professional development courses (r = 0.925), and between structured career paths and employee mentoring programs (r =0.895). The study recommended that for professional development courses, the policymakers in Kenyan insurance companies should establish clear guidelines that mandate regular, structured, and role-specific professional development for all employees. Training schedules should be integrated into annual operational plans, with budgets dedicated to continuous learning initiatives. The policymakers should prioritize the development and enforcement of structured career path policies. These should include transparent promotion criteria, competency-based progression systems, and regular career development reviews. The policymakers in Kenyan insurance companies develop standardized mentoring frameworks that clearly outline mentor selection criteria, program objectives, and expected outcomes.