THE CAMBRIGDE ASSOCIATION OF MANAGERS

(STANDARD DIPLOMA IN BUSINESS MANAGEMENT)

(HUMAN RESOURCE MANAGEMET I)

(ANALYSIS OF LACK OF EFFICTIVE RECRUITMENT

AND SELECTION PROCEDURE IN THE COMPANY)
(A case study of Kenya Pipeline Company)
Done By: Kenneth Wasonga
Student Number: W-130-13-046
Purpose: Fulfillment of Cambridge Association of Managers
Standard Diploma in Business Management (human resource
management 1)
Date: May 2014
Presented to: Cambridge association of managers,
international Examination and Cambridge UK.
DECLARATION PAGE.
Students declaration.
I Kenneth Wasonga, declare that this project is my original work and
has not been exhibited or and has never been represented for any
awards in/or to any institutions.
Name: Kenneth Wasonga

signature.

Date: May 2014

This project has been submitted for examinations as the supervisor.
Name: John Nyabwari.

Signature.

Date: ..
This project has fulfilled the Quality Assurance Policy Requirements
Name:

signature: ..

Date: ..
Head of Quality Assurance

This project has been submitted for examinations with my approval as

moderator.
Name:

signature:

Date: ..
Project assessment co-ordination
This project has been submitted for examinations with my approval.
Name: Dr. Humphrey Oborah.

Signature: ..

Head of Missions and Curriculum Manager,

Digital Advisory and Learning Center.

ACKNOWLEGDEMENTS
I would like to express my humble gratitude to Kenya
Pipeline for giving me an opportunity to do the research in
their company.
I would also like to thank my lecture, Mr. John Nyabwari for
his interest and encouragement, realistic advice and
practical help that helped me so much in completing this
project.
I would also like to take this opportunity to thank my family
who bore the restlessness and strain throughout the
development of this project especially towards the end of
the project. Their continuous encouragement and support
played a big role in helping me complete the project. They
always advised me that education is the best key to a
successful life.

I thank all my friends for their support and encouragement

throughout my course to the end.
Above all, I thank DALC education for providing me with an
excellent opportunity to do a course that connects the
industry and the class room in a practical manner. They
always remind me that A certificate is just paper Its
content is the value!"

THE ABSTRACT
EXECUTIVE SUMMARY
SECTION A
I did my research in the Kenya Pipeline Company (KPC)
through the standard syllables items provided; i established
that the organization has problems in recruiting and
selecting its employees. There is poor procedure of
recruiting and selecting employees. This caused a lot of
misunderstandings between human resource department
and the management, since employees are being assigned
duties in areas which they dont understand well. Poor
recruitment and selection, results to poor workforce. Hence
leads to poor product as an end result.
To embrace workforce, human resource department must
make sure that, they recruit and select people with skills,
experience and manpower so as to enable the company
achieve its objectives.
The company also does not engage in social responsibility.
The company makes a lot of profits yet it does not give back
to the society in any way apart from paying its taxes. This
makes the Kenyan citizen to know little about the company
and does not appreciate it.
I went ahead to offer advice to the company on how the to
best tackle the problem where the company have to improve
its recruitment and selection strategies.

SECTION B
As the researcher, i was given the authority to carry out
further research on the problems identified in the above
section (section A) and confirm to the human resource
manager, the extend of the problems.
The researcher used a descriptive design that required the
researcher to narrate the findings. Both primary and
secondary data was used. Secondary data was obtained
from the companys journals and website. Primary data was
provided by first-hand information. This was done using
observation and by use of structured close ended
questionnaires administrated to the staff at the office and
those who are in the field distributing oil and reconnecting
the pipes.
An implementation plan was as well designed which shows
how to put into actions of the solutions suggested that can
enhance the cost incurred in term of cost and time. Change
was accepted by board of directors and they decided to put
new systems in place and embrace IT.
Finally, the researcher made a conclusion that Kenya pipeline
implements the solution successfully; it will have a better
position in achieving its goals and objectives and also remain
the best oil refinery in the country.
Acronym
DALC . Digital Advisory and Learning Center.
KPC . Kenya Pipeline Company.
KSHS Kenyan Shilling.
ICT. Information Communication Technology.
IT .. Information Technology.
FM Finance manager.
IT&T .. Information Technology and
Telecommunications department.
CS Commercial services department.

DIST . Distribution department.

PR&PM .. Planning, Research and Performance
Monitoring department.
SS&T ..Supplies, Stores and Transport
department.
HRM Human Resource Management department.

TABLE OF CONTENTS

PAGES
DECLARATION----------------------------------------------2
ACKNOWLEDGEMENT--------------------------------------3
ABSTRACT--------------------------------------------------4-5
ACRONYM---------------------------------------------------6
LIST OF TABLES AND FIGURES----------------------------7-8
CHAPTER ONE
1.1 BACKGROUND OF THE INSTITUTION
9-10
1.2 ORGANIZATIONAL STRUCTURE
1.3 DEPARTMENT OF FOCUS
1.4 ASSESSMENT OF THE COMPANYS PROCEDURES
AND REMARKS, FINDINGS
1.5 STATEMENT OF PROBLEM
1.6 PROPOSED SOLUTIONS AND JUSTIFICATION
1.7 EVALUATION OF SOLUTIONS
1.8 EVALUATION OF OPTIONS
25
CHAPTER TWO
2.1 RE-STATEMENT OF PROBLEMS
2.2 RE-STATEMENT OF SOLUTIONS
26
2.3 BROADER OBJECTIVES

11
12-13
14-15
16-17
18-19
20-23
24-

26
26

2.4 SPECIFIC AIMS

CHAPTER THREE
3.1 RESEARCH METHODOLOGY
27
3.2 RESEARCH DESIGN
27
3.3 POPULATION SIZE
27
3.4 SAMPLING TECHNIQUES
27
3.5 DATA COLLECTION METHOD
3.6 DATA ANALYSIS

26

27-30

34

31-

CHAPTER FOUR
4.1 CONCLUSION
35
4.2 RECOMMENDATION
36
4.3 LIMITATION AND SUGGESTION FOR IMPROVEMENT
37
4.4 IMPLENTATION PLAN
38-39
4.5 REFERENCE
39
4.6APPENDICES
43

40-

CHAPTER 1
BACKGROUND OF THE STUDY.
Kenya pipeline Limited is a State Corporation established
on 6th September, 1973 under the Companies Act (CAP
486) of the Laws of Kenya and started commercial
operations in 1978. The Company is 100% owned by the
Government of Kenya and complies with the provisions of
the State Corporations Act (Cap 446) of 1986. The
Company operations are also governed by relevant
legislations and regulations such as the Finance Act, the
Public Procurement Regulations, and Performance
Contracting.
The main objective of setting up the Company was to
provide efficient, reliable, safe and cost effective means of
transporting petroleum products from Mombasa to the
hinterland. In pursuit of this objective, the Company
constructed pipeline network, storage and loading facilities
for transportation, storage and distribution of petroleum
products.
The Companys other mandate includes:
To build a pipeline for the conveyance of petroleum or
petroleum products from Mombasa to Nairobi.
To own, manage or operate such pipelines and any other
pipelines and associated ancillary facilities.
To market, process, treat, deal in petroleum products and
other products and goods and provide transport and other
distributive facilities, outlets and services in connection
therewith.

KPC's Vision
To be a globally predominant petroleum products handling

and related services provider.

Mission
To efficiently receive, store, transport and deliver
petroleum products and provide related services while
adhering to international standards, exceeding customer
expectations and optimizing value through continuous
innovation.

Organizational Structure
The current organization structure comprises Government
appointed Board of Directors headed by a non-executive
Chairman and a Management team under the Managing
Director supported by three Chief Managers (Technical,
Finance & Strategy and Human Resource & Administration

BOARD OF DIRECTORS
MANAGING DIRECTOR
Manager Finance and Strategy Manager
Human Resource Manager
Administration Manager

Departments
Engineering department.
Operation department
Business development department
Corporate planning department
Finance department

Human resource department

Internal audit department
Information communication technology department
Secretarial department
Administration and procurement which are headed by
managers

DEPARTMENT OF FOCUS.
On this project there are two departments on focus.
First is human resource department which has done
little to ensure that the company employs people with
enough skills to enable it achieve its objectives. The
department has been reluctant in a pointing the
oversight committee which ensure that all the
appointed and newly employed employees meets the
required standard of skills and experience as per the
expectation of the company.
Due to issues like corruption, human resource
department has not been able to conduct fare
recruitment, due to this they have ended up employing
people no enough skills to work for company.
Administration and procurement department which is
headed by various managers has also done little to
work in consultation with the human resource
department, to let the human resource department
know from them required information in most cases

which could help them recruit people with skills to

various departments.

ASSESSMENT OF INSTITUTIONS PROCEDURES,

FINDINGS AND OBSERVATIONAL REMARKS.
This section focuses on the information I gathered and
observed during my attachment at The Kenya Pipeline
during the month of May 2014.
STARDARD
SYLUBUS
ITEMS
1) There should
be recruitment
and selection
board.

FINDINGS

REMARKS

The company
doesnt have a
well
established
board of
recruiting and
selecting
employees.

The company should work in

hand with the human
resource department to make
sure that they have put a
board in place, which acts as
an oversight authority to
double check the newly
employed employees, Who
have been hired by the
human resource department.
This will enable the company
to have effective manpower,
since its employees will be of
high quality. Hence high
standard of the output which
will enable them to be very
competitive in the market.

2) There should
be systems
approach.

The
management
does not follow
the systems
approach.

It entails the analysis of the

problem and come up with a
blend of solutions. If a
company has to change a
business process or acquire
new technology then some of
the employees jobs
descriptions have to change
and their skills too. This is not
the case at Kenya Pipeline.

3) There should
be consultation
between the
departments.

There is no
consultation
between
various
departments
within the
company.

The consultation process is

very vital to the progress of
any organization. Kenya
pipeline must at all cost
ensure that various
departments do consult one
another before it concludes on
its step. This will help both
department works in hand in
correspond to the aim of the
company.

4. There should
be on-boarding
process.

The company
does not
engage her
new employees
in on-boarding

It Is a process of helping new

employees become productive
members of the company. A
well planned introduction help
the new employee become
operational quickly and adapt
the company environment as
fast as possible thus is will be
very advantageous for the
Kenya pipeline company.

1.5 STATEMENT OF THE PROBLEM

The objective of this section is to try and summarize some
of the procedures not applied by Kenya Pipeline as per the
required standard that courses problems to the company.
STATEMENT OF THE
PROBLEM

JUSTIFICATION

1) There should be
recruitment and
selection board.

This is very important to any

organization. The recruitment selection
in human resource department will help
the company to work as an oversight
authority make sure the any new
selection and hiring that, is being done
by the department are being over
looked to ensure the company has the
right people with right skills to help
them achieve their objectives. This will
also help to reduce the level of
corruption where people are being
employed depending on how you know
the management.

2) There should be
systems approach.

The company has acquired a lot of new

technology but its employees skills are
still the same especially in the IT
department. The company should
retrain all its employees in ICT in order
to match the technology in use.

3) There should be
team work.

The company does not engage fully its

departments in team work. Due to this a
lot of work has been left hanging since
there is no corporation between the
departments. In most cases
departmental managers are not talking
in one voice and this has led to slow of
the work that company is expecting
them to complete within the set frame
time. Hence it has lower the output of
the company.

4) There should be
social responsibility.

The company does not engage well with

its customers and majority of the think
ill of the company. The company makes
a lot of profits but does little to develop
the citizens of the country. The public
does not even know how much taxes
the company remits to the government.

1.6 PROPOSED SOLUTION AND JUSTIFICATION

The objective of this section was to produce recommended
or suggested solutions to the problems investigated above.

STATEMENT OF THE
PROBLEM
1) There should be team
work.

PROPOSED SOLUTION AND

JUSTIFICATION
Solution 1 - frequent meetings
should be held.
Justification the meetings will
give the departmental managers a
chance to get together and discuss
issues and job matters.
Solution 2 weekly or monthly
newsletters/notice.
Justification notices usually
convey information about something
or a warning. When issued regularly,
it will keep the employees updated
about the on goings of the company
and the targets to meet. The notices
will open channels to communication
because the message will be put up
on the notice board where everyone
can read it.

2) There should be social

responsibility.

Solution 1 - invest in the

sponsorships of local talents.
Justification - this will improve the
quality of life of the community
members. They can also donate to
local charities institutions in order for

them to help the vulnerable.

Solution 2- environmental friendly
through setting a management team
to work closely with institutions
charged with environmental issues
e.g. NEMA.
Justification - the primary focus of
corporate social responsibility is the
environment. The Kenya pipeline
should reduce carbon emissions and
use bio-degradable pipes. It should
work with NEMA and help the Kenyan
citizens keep their environment clean
and free from any kind of pollution.

1.7 EVALUATION OF SOLUTIONS

This section analyses the advantages and disadvantages
of each solution and which is the best recommendation
STATEMENT OF THE
PROBLEM
1) There should be team
work.

PROPOSED SOLUTION AND

EVALUATION
Solution 1 - frequent meetings
should be held.
Evaluation- the implementation will

take 2 months and it will cost KSHS

200,000
Advantages
Holding regular meetings
departmental managers are
updated faster cutting down the
time for individual conversations.
In open meetings everyone in
attendance can share their ideas,
get feedback from each other
and work towards a common
goal.
When departmental managers
attend the regular meetings they
will create a cordial affiliation
amongst themselves and
strengthen their bond in the long
run.
Meetings will improve individual
morale.
Disadvantages
Hold the regular meetings will
potentially cut down on
production since the managers
will not be working at that time.
The more people a meeting will
have the more distractions there
will be.
Solutions 2- weekly or monthly
newsletters.
Evaluation the cost implementation
is KSHS 10,000 per month.
Advantages
Gives managers a sense of
knowledge of what is going on.
In notices a written record of the
message is kept so some
employees wont say they didnt
see it.
Notices can be created in such a
way that they attract attention.
Notice can contain diagrams and
written information thus easily
understood by stood by
employees.
Disadvantages
Sometimes the message isnt
clearly sent across because not a
lot of detail can be included.

 It will take a lot of time to

distribute the notices in all the
branches of KP in the entire
country.
It is easy to take down a notice
or cover it up with another.
If the notice does not look
attractive enough someone can
easily ignore them and think that
the information is not that
important.
2) There should be
social responsibility.

Solution 1 invest in the

sponsorships of local talents.
Evaluation - the cost of
implementation is KSHS 1,000,000
per month.
Advantages
The company will have satisfied
customers who will in turn think
and speck well about the
company.
The company will have a positive
PR.
There will be customer retention.
The living standards of the
community will be better.
Disadvantages
It will cost the company a lot of
money.
It can be difficult for the
company to choose which talents
or charity should be given what
amount of money.
Some money many be misused if
not accounted for.
Solution 2- environmental friendly
through setting a management team
to work closely with institutions
charged with environmental issues
e.g. NEMA.
Evaluation- the implementation will
cost KSHS 500,000 per month.
Advantages
It will make the customers happy
to know that the company cares
for them and the environment

they live in.

Potential pollution will be
reduced.
The company will gain free
advertising through word of
mouth.
Disadvantages
A lot of money will be used.
Money may be misuse if not well
accounted for.

1.8 EVALUATION OF OPTIONS

Option 1
Problem 1-Solution 1 - frequent meetings should be held.
Duration Month
1
Costs
200,00
(KSHS)
0
Benefits 50,000
(KSHS)

Month Total
2
200,000 400,000
300,000 350,000

Costs:
Month 1- putting the structures in place.

Month 2- cost of renovating the hall where meetings will be

held.
Month 3- cost incurred during the first meeting held.
Month 4- cost incurred during the second meeting held.
Benefits:
Month 1Month 2Month 3Month 4-

No major impact
no major impact that can be seen or felt.
Staff begin to anticipate the meetings.
morale in improve

Net Results of 4 months = Total Benefits Total Costs

=400,000 350,000
=KSHS 50,000

Option 2 Problem 2Solution 1 invest in the sponsorships of local talents.

Durati
on
Costs
(KSHS
)
Benefi
ts
(KSHS
)

Month
1
1,000,0
00

Month
2
1,000,0
00

Month
3
1,000,0
00

Month
4
1,000,0
00

Month Total
5
1,000,0 5,000,0
00
00

800,00
0

1,000,0 1,000,0 1,200,0 1,500,0 5,500,0

00
00
00
00
00

Costs:
Month 1- putting the structures in place.
Month 2- advertising to the public about the charities
invested in.
Month 3- advertising to the public about the charities
invested in.
Month 4- money contributed to athletics.
Month 5- money contributed to degree scholarships.
Benefits:
Month 1- No major impact
Month 2- communities are now involved by the company.
Month 3- charities are chosen to be invested in.
Month 4- improvement is seen in athletics.
Month 5- students enrolled in higher learning institutions.
Net Results of 5 months = Total Benefits Total Costs

=5,500,000 5,000,000
=KSHS 500,000

CHAPTER TWO
2.1 RESTATEMENT OF THE PROBLEM
The Kenya pipeline company does very little to encourage
team work within the departmental managers, hence
majority of the duties in the company has to be done by
teams especially those in the distribution department.
The company also does not engage in corporate social
responsibility especially towards the community.
2.2 RESTATEMENT OF THE SUGGESTED SOLUTIONS.
The solutions I suggested for the company is to hold regular
meetings with the departmental heads (departmental
managers) and discuss issues and agendas about the
company.
The company should also invest in the community by
sponsoring games and their local community projects such
bore holes, self help groups etc. Also support local talents of
the upcoming youths by supporting them with money and
advice on how to go about it.
2.3 BROAD OBJECTIVES.
The main objective of doing this project was to find out why
the departmental managers of KPC do not work as a team
and in consultation to finish their duties on time. Also to find
out why the recruitment procedures in the company are poor
and whats the cause of the wrong procedures of recruiting
new employees.
I wanted to find out whether the company can engage in
social responsibility with the local communities.
2.4 SPECIFIC AIMS.
To find out the problems the company is facing.

To improve recruitment procedure in the company.

To help the company give back to the society.

CHAPTER 3
3.1 RESEARCH METHODOLOGY
In this unit, I will move forward and conduct an in- depth
research to meet the objectives and aims.
3.2 RESEARCH DESIGN
As the researcher, I shall use a descriptive research design.
It is relevant with the research being undertaken.
3.3 TARGET POPULATION AND SIZE
The case study focuses on Kenya Pipeline Company.
A sample size of 500 employees was selected at stratified as
respondents from the population of 750 employees. I arrived
at this number by taking a third of the general population.
3.4 SAMPLING TECHNIQUES
As the researcher, I picked the respondents using the
stratified sampling technique.
3.5 DATA COLLECTION
The structure and strategy of investigation taken so to have
this projects detailed information and control variance,
various data collections and procedures were used.
Data collected from top management
Method used: oral interviews
Reason for choosing the method: mangers are generally
learned people, it is easy to understand and communicate
with them. They are also very busy so answering
questionnaires will be difficult. I used this method because I
wanted to probe for additional data and ask for clarification
of the information that I was not sure of or needed clarity. I
stated with general questions that allowed the respondent to
lead the way.
Data collected from the managers.
Table 1:
MANAGER
S
Managers

FM

IT&T DIST PR&PM SS&T HRM

are
dissatisfied
with the
current
situation
Managers
1
willing to
embrace the
new change
Managers
unsure
about the
change
Number of
1
managers

Data collected from middle level staff

Method used: Questionnaire
Reason for choosing the method: This form of data
collection was selected for middle level staff because they
agreed to take 490 employees from their busy schedule and
give insight into the problems. Also they are well educated,
so no fear or favor was expected from their responses.
Data collected from the employees.
Table 2:
departmen
t
Employees
who are
dissatisfied
with the
current
situation
Employees
who are
willing to
embrace the
new change
Employees
who are
unsure
about the
change
Number of
employees.

FM IT&T CS

DIST PR&PM SS&T HRM

10

60

50

40

20

20

10

30

30

40

30

10

40

15

12

20

10

65

22

43

105

102

90

40

Data collected from operational staff

Method used: Questionnaires
Reason for choosing the method: The operational staffs
are dispersed and it is difficult to get them together. Despite
that, most might not know how to read and write and also
some do not have time so therefore questionnaire was most
appropriate because they are quite easy to answer since it is
straightforward and will not take long to fill in the form.
Data collected from operational staff.
Table 3
Department DIST
Employees
dissatisfied
with the
current
situation
Employees
willing to
embrace the
new change
Employees
unsure about
the change
Total number
of employees

30

40
10
50

3.6 DATA ANALYSIS, RESULTS/FINDINGS

In this section, I the researcher will represent the data in a
way that gives information about the magnitude of the
problem.
Method of Analysis: Use of column Graphs
Reason for choosing this method: column graphs are
used to compare two situations or more. It will compare the
level of acceptance among the different categories. It is
important because it will give an analysis of the number of
people in the department and give a focus to where the
management needs to be keen on the implementation plan.
Bar Graphs are easy to make, understand and interpret the
information in a laymans language and can be understood
even by people with low levels of education.
Data collected from top management staff
Graph 1:
From the graph we can see that:
From the finance department managers, 1 is
dissatisfied with the current situation, 1 is willing to
embrace new change but none of the remaining is not
sure about the change.
From the IT&T department managers, 2 are dissatisfied
with the current situation, 1 is willing to embrace new
change but none of the remaining is not sure about the
change.
From the CS department managers, 1 is dissatisfied
with the current situation, none is willing to embrace
new change but 1 of the remaining are not sure about
the change the rest do not see a problem with the
situation.
From the Distribution department managers, 1 is
dissatisfied with the current situation, no one willing to
embrace new change but 1 of the remaining is not sure
about the change.
From the PR&PM department managers, 2 are
dissatisfied with the current situation, 2 are willing to
embrace new change but none of the remaining is not

sure about the change.

From the SS&T department managers, 2 are
dissatisfied with the current situation, no one is willing
to embrace new change and no one of them is not sure
about the change.
From the HR department managers, 4 are dissatisfied
with the current situation, 2 are willing to embrace new
change but 2 of the remaining are not sure about the
change.
Data collected from middle level staff
Graph 2:
From the graph we can see that:
From the finance department employees, 5 are
dissatisfied with the current situation, 20 are willing to
embrace new change but 10 of the remaining are not
sure about the change.
From the IT&T department employees, 10 are
dissatisfied with the current situation, 10 are willing to
embrace new change but 2 of the remaining are not
sure about the change.
From the CS department employees, 5 are dissatisfied
with the current situation, 30 are willing to embrace
new change but 8 of the remaining are not sure about
the change the rest do not see a problem with the
situation.
From the Distribution department employees, 60 are
dissatisfied with the current situation, 30 are willing to
embrace new change but 15 of the remaining are not
sure about the change.
From the PR&PM department employees, 50 are
dissatisfied with the current situation, 40 are willing to
embrace new change but 12 of the remaining are not
sure about the change.
From the SS&T department employees, 40 are
dissatisfied with the current situation, 30 are willing to
embrace new change but 20 of the remaining are not
sure about the change.
From the HR department employees, 20 are dissatisfied
with the current situation, 10 are willing to embrace

new change but 20 of the remaining are not sure about

the change.
Data collected from operational staff
Graph 3:

From the graph above it can be seen that:

Staff employees from the distribution department 30 of
them are dissatisfied with the current situation, 40 are
willing to embrace new change and 10 are not sure
about the change.
CHAPTER FOUR
4.1 CONCLUSION
The Kenya pipeline company is facing problems of social
responsibility. The company being a monopoly in the market,
majority of the industries and citizens are supplied with oil
by the company yet the company does not give back to the
same citizens. As the researcher I recommended that the
company should look into what the society in struggling with
and try as much as they can to help them.
The company departmental managers also do not like
working as a team yet majority of the duties need
teamwork. This is leading to a lot of misunderstandings and
the companys goals are not meet on time. The human
resource department should encourage the departments to
embrace teamwork.
The data analysis has shown us that most of the managers
and majority of the employees are willing to accept the
change while the rest were not sure.

4.2 RECOMMENDATION
The company should encourage the managers to work in
teams and get along well. This will make the goals achieved
on time and the teamwork will make both managers create a
strong working bond in the long run.
The board of directors should sit down and decide on how
the company will be socially responsible to the communities
around them. They should decide how much money will be
used and what charities the company will be engage in.

4.3 LIMITATIONS AND SUGGESTIONS FOR

IMPROVEMENT
There were various problems i faced while carrying out
the research at the company.
First, the operational staffs were at first not willing to

furnish the research with information because of fear of

victimization, should it be discovered who exactly the one
who gave the information was.
The managers were very busy; therefore getting them
to fill out the questionnaires and this posed challenge in
analyzing the data. They also were not comfortable with
revealing company information as they felt they would look
incompetent and unable to draft contracts well to improve
performance of the company.
Lastly, due to limitations of finances and resources that
would assist the researcher was limited to the main branch
only which is in Nairobi, whereas information acquired from
distribution centers which is in Mombasa town would have
been beneficial to this research. The other problem was lack
of adequate time.
In future, researchers should have enough and readily
available resources to enable them to get as much as
information as possible from a bigger section of the
organization and its recommended that adequate time needs
to be made available to enable good research work to be
carried out.

4.4 IMPLEMENTATION PLAN

Implementing the new system requires a careful plan. This
involves reducing cost of implementation as well as time
taken to complete the implementation successfully.
Implementation of the new system of performance requires
a consideration of the method used.
As for employee training, it should not be rushed so that the
employees do not come out half backed. Good lessons and
enough time should be set aside.
Schedule of activities and financial obligations
In scheduling of activities, a Gantt graph was used. It
displays activities to be carried out and also how long will
the process take. It further carries the costs associated with
the implementation as well as also the member of staff
involved.
DESCRIPTIO
N

Month Month 2
1

Month
3

Month
4

Month 5

Board of
directors
meeting.
Employees are
divided into
teams to work
together
Advertising to
the public to
come up with
charities that
the company
can invest in.
Monthly
meetings held
in the
company.
Contributing
money to the
public.

REFERENCE
www.google.com
www.kpc.co.ke
Nyabwari John O. strategic management (5 editions)
Jomo Kenyatta foundation, Nairobi Kenya.

APPENDICES
Questionnaire
I am a student of DALC on a research mission to obtain
information concerning the quality of product within our
company, causes and best measures of containing the
problems wherever encountered. This is mandatory for the
fulfilment of CAM Advanced diploma in Business
Management. I would kindly ask for vital information that
would enable me to complete my research work. And any
information given will be treated with confidentiality.
Questions asked to the managers during the
interviews.
PART A
OPTIONAL
Name:
Department: .
Section: .
Designation/job title:
PART B
Are you satisfied with the job you are doing?
Yes
No
How were you appointed in the company?
.............................................................................
.............................................................................
..............
3) How is the communication method in the company?

Good
Practical
Poor
Below standard

How many meetings are scheduled in a month in the

Companys diary
Twice a month
Once a month
Anytime
Rarely
What improvements need to be made in the Company?
Give your suggestions?
.............................................................................
.............................................................................
.............................................................................
.....................
How does the company give back to the society and the
community around?

7)does the company invest in the local communities in

sponsring talents and education?
Yes
No
Not sure.
8)should the company use notice boards to communicate to
its employees?
Yes
No
Not sure.
Questions asked to the employees and operational
staff.
Questionnaires
Kindly fill in the questionnaire according to the relevant
questions asked. This information will be treated with great
confidentiality and neither will it be used to victimize any of
you. It is meant to improve the companys current situation
so as to provide the customers with the best service and
meet their demands.
1) (I) Department
Job Status..
Gender..
(II) Education level attained?
Secondary level
College level

 University level
(III) Relevant skills of the job
- Skilled
- Semi skilled
- Unskilled
(2) Do you know or practise effective business management
basic skills?
a) Yes
b) No
3) Do you know or practise effective business
communication basic skills?
(A) Yes
(B) No
4) What kind of problems do you normally face at work?
....................................................................................
....................................................................................
..............
Are you happy with your job?
Yes
No
Not sure
How satisfied are you with the companys services?
Very satisfied
Satisfied
Unsatisfied
Not sure
How does the company give back to the society and the
community around?

7)does the company invest in the local communities in

sponsring talents and education?
Yes
No
Not sure.

8)should the company use notice boards to communicate to

its employees?
Yes
No
Not sure.