Abstract:
Performance of an organization largely depends on the workforce it has. Employee performance may be
affected by many factors, career management among them. The literature reviewed provided information on
effects of career management on performance in organizations in various parts of the world thereby giving a
limited global view. The studies reviewed indicate a gap in literature that this area of study still remains largely
un-explored, shown by the fact that literature on career management in Kenya is lacking, yet the subject has a
global attention evidenced by scholarly work reviewed in this study. Similar studies have not been done at
county level in Kenya and in particular, Murang’a County. It is against this background that the study sought to
establish the effects of career management practices on employee performance in Murang’a Water and
Sanitation Company Limited (MUWASCO) in Murang’a County in Kenya. Specifically the study sought to
establish the extent to which skills development, supervisory support and performance feedback have been
implemented and their effect on employee performance in MUWASCO. The study was guided by Super’s life
span theory. Descriptive survey research design was adopted in the study. The target population was 150
employees and the researcher employed census sampling technique. The data collection instrument was self-
administered questionnaires. Absolute forms of mean, standard deviation and percentages were employed in
descriptive analysis. Regression analysis was used to establish the relationship between dependent and the
independent variables of the study .The response rate was 85% hence reliability and validity of the study. From
the analysis it was observed that the organization has implemented skills development, supervisory support and
performance feedback as indicated by 39%, 70.47% and 81.89% respectively. The research findings revealed
that 84.25% were in agreement that career management practices have contributed to employee performance.
The study therefore concluded that career management practices highly influence employee performance and
thus recommends that the organization should organize regular seminars, workshops and training sessions to
improve the skills of workers. The study suggests use of training needs analysis to inform preparation of training
programs for effective outcomes. Further, mentorship and career guidance programs are recommended to guide
career goals and plans in order to enhance employee performance
