Gloria N. Nakitare, Samuel Wabala


In the Kenyan insurance industry, talent management is costly, causing workforce instability, reduced efficiency, lower effectiveness, and negative impact on the bottom line. However, there seems to be a reluctance to invest resources for talent management. The general objective of the study was to establish the relationship between career management and employee performance in the insurance industry in Kenya. This study used the descriptive research design. The target population of the study was352 heads of departments in the insurance companies. The study collected primary data using questionnaires.  Descriptive statistics data analysis method such as frequencies, means was applied to analyze numerical data gathered using closed ended questions. The data was presented in form of tables, 3-D figures and pie charts. Content analysis was used to analyze data from open ended questions.  The study carried out a correlation analysis to measure the strength of the relationship between the relative movements of the study variables. A multiple regression analysis was conducted to find the relations between the study variables.  The study revealed that career management had a strong positive correlation with employee performance. The study recommends that the organizations should get the views of their employees on career management. This would help the organization to understand more of what employee’s desire in relation to career management. This will enhance career management in the organization.

Key Words: talent management practices, career management, employee performance

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