Effect of Career Counselling on Employee Performance in Murang’a Water and Sanitation Company Limited
Christine Syombua Kathukya1, Caroline Igoki Mwangi2, Clifford Machogu3
1Christine Syombua Kathukya, Graduate Assistant, Department of Human Resource Management, School of Business and Economics, Murang’a University of Technology, Kenya.
2Dr. Caroline Igoki Mwangi*, Lecturer, Department of Human Resource Management, School of Business and Economics, Murang’a University of Technology, Kenya. 
3Prof. Clifford Machogu, Deputy Principal, Turkana University College, Kenya. 
Manuscript received on 09 March 2022. | Revised Manuscript received on 04 April 2022. | Manuscript published on 30 April 2022. | PP: 12-20 | Volume-8 Issue-8, April 2022. | Retrieval Number: 100.1/ijmh.H1460048822 | DOI: 10.35940/ijmh.H1460.048822
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© The Authors. Published By: Blue Eyes Intelligence Engineering and Sciences Publication (BEIESP). This is an open access article under the CC-BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/)

Abstract: Career counseling is a career development initiative in which career education is provided to workers by career counselors to help them appreciate their motivations, explain their objectives, commit to action, navigate career transitions, and learn how they can contribute to the organization’s overall effectiveness. The fundamental aims of counseling are to foster behavioral improvement, support decision-making, facilitate the capacity of clients, develop coping skills and improve relationships. Employee performance is a major challenge in organizational management and the key goal of any business enterprise is to take steps to inspire workers to deliver and achieve organizational competitiveness. This study sought to establish the effects of career counselling 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 career coaching, career guidance and counseling programs have influenced employee performance in MUWASCO. The study was guided by trait and factor 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 career counseling and this positively contributed to employee performance. A positive and significant relationship between the variables under investigation was demonstrated. The researcher recommends that the organization under study should formulate a clear policy on career coaching to help workers define their personal goals, prepare their career plans and address their needs. The study also suggests provision of adequate information on career guidance and a career guidance policy directed towards enhancing the competencies of workers. 
Keywords: Career Counselling, Career Development, Performance
Scope of the Article: HRM