Internal and External Labour Market for Kenya based Small acale Organisations
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The nature of labour required by our organisation fall in to three categories:
1. Highly skilled 2.skilled 3.unskilled
As seen from the table, highly skilled employees are in short supply in Kenya; As a result METL was forced to recruit expatriates from abroad to provide quality services with competent professionals. They are appointed on a two year renewable contract as per government norms.
The main problem what METL faces is to retain this highly skilled labour with an incentive scheme as they are in high demand. In order to lock them in ,METL has come up with a profit sharing strategy where the senior management or the highly skilled labour is given a profit share of the project. Similarly the other deterring factors for a highly skilled employee to leave the job and opt for a new employment is the strict government legislation that, when an expatriate employee leaves the job he has to give the letter of no objection from the previous employer to the new employer. In order to motivate highly skilled employees METL gives them limited financial powers and are send abroad for training in the new relevant technologies.
The skilled employed or the medium category is readily available in the market...