June 2009 - KICTANet

Executive e-Learning Strategy Development & Implementation workshop, July 6-10, Windhoek Namibia
by Gakiria 10 Jun '09

10 Jun '09

Dear all, Attached for your information. The aim of the workshop is to expose participants to practical success stories on e-Learning strategy development and implementation from a policy and strategic level. There will be expert presentations and coaching by Prof Johannes Cronje, a leading international e-Learning expert from South Africa, including working group sessions and practical, interactive activities. Please refer to the attached information sheet and application form. Kind regards Andrew Gakiria Kenya e-Learning Center

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Executive e-Learning Strategy Development & Implementation workshop, July 6-10, Windhoek Namibia
by Gakiria 10 Jun '09

10 Jun '09

Dear all, Attached for your information. The aim of the workshop is to expose participants to practical success stories on e-Learning strategy development and implementation from a policy and strategic level. There will be expert presentations and coaching by Prof Johannes Cronje, a leading international e-Learning expert from South Africa, including working group sessions and practical, interactive activities. Please refer to the attached information sheet and application form. Kind regards Andrew Gakiria Kenya e-Learning Center

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Re: [kictanet] Day 7 of 10- BPO Discussions, Youth and Gender Issues
by Walubengo J 10 Jun '09

10 Jun '09

My comments on the Employment Laws - I maybe wrong but I tend to think the BPO industry is so young and fragile that employers do get away ignoring most of what could be in the employment laws such as leave, working hours, medical cover etc. Most of these youngsters are technically "casual labourers" engaged on long-term basis without the above employment benefits. And as long as Atwoli (that Labour acrobatic Leader ;-) doesnt get to hear about this - it is good for an emerging industry to be very liberal at the beginning. Eventually, with sufficient maturity (when this will be I dont know), then Employers should be compelled to respect and abide by labor laws. walu. --- On Wed, 6/10/09, Catherine Adeya <elizaslider(a)yahoo.com> wrote: > From: Catherine Adeya <elizaslider(a)yahoo.com> > Subject: [kictanet] Day 7 of 10- BPO Discussions, Youth and Gender Issues > To: "Walubengo J" <jwalu(a)yahoo.com> > Cc: "KICTAnet ICT Policy Discussions" <kictanet(a)lists.kictanet.or.ke> > Date: Wednesday, June 10, 2009, 9:11 AM > > > > > - Day 7 of 10- BPO Discussions, Youth > and Gender Issues - > > > > Morning all, > > Walu has done a fantastic job > moderating so far and now you > are stuck with me for the > next four days. Today’s theme is on Youth and > Gender issues. It is > obvious we have touched on a number of issues that focus on > this theme in the > last few days; however, it is still pertinent to address it > as an exclusive > issue. > > Some of > you have > wondered why we keep referring to S. Africa, Mauritius and > India. I would like > to re-emphasize that those are the countries where the > research was conducted > but views from other countries are welcome. The idea is not > to compare Kenya > per se but to bench-mark on our (or potential) competitors. > Views based on > other countries are very welcome, the researchers could not > visit more > countries due to funding constraints. > > It is useful to begin by noting that > the researchers found > that the unemployment rate (2008 est) was 40% in Kenya, > 21.7% in S. Africa, > 7.6% in Mauritius and 6.8% in India. The researchers also > found that the > minimum qualification for professional staff was a > Bachelor’s degree in all > four countries. However, the > minimum > qualification for operators/agents varied. > In Kenya it was a certificate, diploma or degree > depending on operation; > in S. Africa it was Grade 12; Mauritius school certificate > or below and in > India it was a High school certificate. > > The common work related challenges > include project > management (especially meeting deadlines) and long hours. > Some employees in > Kenya complained about challenges with transportation. The detailed summary findings will be > availed. > > > Generally there were more women in > call centres than male > but more males in the professional cadre. The youth are mostly found in the > agent/operator jobs. The following are some country > specific issues: > > In, India there is the > Equal Remuneration Act ensures that there is equal > remuneration to men and > women for same jobs. Under this law, no discrimination > is permissible in > recruitment and service conditions except where > employment of women is > prohibited or restricted by the law. NASSCOM has launched the Women in > Leadership-IT Initiative > to enhance participation of women in the workforce and > ensure there are > more women leaders in the IT-BPO industry.In South Africa, there are > 40% more females than males below 25 years working in > the BPO sector. > However, there are 7% more males than females above 25 > years old. There is no gender or age based > discrimination in the work place. There exists > no law or policy > that prefers youth from other groups of people in > employment.In > Mauritius, there is no 24 hour work > culture. In addition, the Labor Act prohibits > employment of female > employees in industrial undertakings between 10 > p.m. and 5 a.m; > while youth are not allowed to work between between 6 > p.m. and 6 a.m. Interestingly, > there is > clause that no person shall, except with the > Permanent Secretary's > written consent, transport a female worker or cause a > female worker to be > transported in a goods vehicle; any other vehicle, > unless the vehicle is > provided with an easy means of entering and alighting > which does not > involve climbing. > > 4. > In Kenya we have the Employment Act > which many of you know. > > > This leads > us to > the following discussion questions: > > Discussion Q9: Are the Kenyan laws adequate to > protect the youth and women from > exploitation by BPO&O employers? > > Discussion Q. 10: The BPO sector > is not seen as a long term source of > employment for most employees. Most believe it is a > stepping stone to other > lucrative opportunities. What needs to be done to ensure > the youth and women > view the industry as attractive, especially in terms of > quality of employment > and career progression? > > Discussion Q11: Attrition and > poaching are prevalent in most countries studied. What > mechanisms should > employers adopt to attract and retain their staff? > > Let the games (oops! Discussion) > begin! > > Thanks > > Nyaki > > To be Encl: > Synthesis > 4 – Youth and Gender Issues > > > > >

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UN-HABITAT's Opportunities Fund: New deadline 15. June 2009
by Constance Georgina Khaendi Walyaro 10 Jun '09

10 Jun '09

If you're having trouble viewing this email, you may see it online. UN-HABITAT's Opportunities Fund: New deadline 15. June 2009 The deadline for applications for the UN-HABITAT Opportunities Fund for Urban Youth-led Development has been extended to 15 June 2009. If your organization is working on an innovative and sustainable project that will improve the lives of young people and make a positive impact on your community, you could be eligible to receive a grant. Please find application documents in English, French and Spanish at www.unhabitat.org/opfund. The Opportunities Fund for Urban Youth-led Development has been set up to support urban based Youth-led organizations in developing countries who are working to improve the living conditions of their communities. The Fund will give grants between $5,000 and $25,000 to organizations led by young people, aged 15-32 years. The Fund is committed to support innovative youth-led projects in areas such as employment, education, environment, health and safety. Applications from organizations partnering with government agencies and the private sector are encouraged. Projects promoting gender equality are particularly welcome. PLEASE DISTRIBUTE TO YOUR NETWORKS!! (French and Spanish translation below - please forward on to your friends!!) --- Fonds d'Opportunités de ONU־HABITAT : Nouveau délai : 15 Juin 2009 La date limite du dépôt des candidatures concernant les fonds d'opportunités pour un développement urbain mené par la jeunesse a été étendu au 15 Juin 2009. Si votre organisation travaille sur un projet durable et innovateur qui contribuera à améliorer la vie des jeunes et d'avoir un impact positif sur votre communauté, vous pourrez être éligible. Les documents pour le dépôt des candidatures sont disponibles sur le site Web : www.unhabitat.org/opfund en Anglais, Français et Espagnole. Les Fonds d'Opportunités pour le développement urbain mené par la jeunesse ont été établit pour soutenir les organisations dirigées par les jeunes qui travaillent dans l'optique d'améliorer les conditions de vie de leur communauté dans les pays en voie de développement. Les Fonds mettrons à la disposition des organisations dirigées par les jeunes âgés de 15-32 ans, les subventions d'une valeur comprise entre 5.000 USD et 25.000 USD. Les Fonds sont destinés à soutenir les projets innovateurs dirigés par la jeunesse, dans les domaines tels que l'emploi, l'éducation, l'environnement, la santé et la sécurité. Le dépôt des candidatures des organisations travaillant en partenariat avec les agences gouvernementales et le secteur privé est encouragé. Les projets promouvant l'égalité du genre sont en particulier sollicités. --- Fondo de Oportunidades UN-HABITAT: Nuevo plazo, 15 de junio de 2009. El plazo para aplicaciones para el Fondo de Oportunidades para el Desarrollo Impulsado por la Juventud Urbana fue extendido para el 15 de junio de 2009. Si su organización está trabajando en un proyecto innovador y sustentable que mejorará la vida de los jóvenes y impactará positivamente en su comunidad, usted puede ser seleccionado para recibir la subvención. Por favor encuentren los documentos en inglés, francés y español en la página www.unhabitat.org/opfund. E Fondo de Oportunidades para el Desarrollo Impulsado por la Juventud Urbana fue creado para apoyar organizaciones dirigidas por jóvenes urbanos en países en vías de desarrollo que estén trabajando para mejorar las condiciones de vida de los jóvenes, entre 15-32 años. El Fondo está comprometido en apoyar proyectos liderados por jóvenes en áreas como empleo, ecuación, medioambiente, salud, y seguridad. Aplicaciones de organizaciones socias de agencias gubernamentales y del sector privado son incentivadas. Proyectos que promuevan equidad de género son particularmente bienvenidos. --- Are you on Facebook? Twitter? If so then follow what is happening at the fund on facebook at: http://tinyurl.com/opfund and join us on twitter at: http://twitter.com/youthfund Looking forward to chatting with you!! --- Youth Led Resource list Please find below a list of resources on urban youth development. Please send us anything more you may have!! Urban Youth Development Articles (click on title) Community Mapping: An Annotated Bibliography (University of Colorado) Creating Livable Cities for All Ages: Intergenerational Strategies and Initiatives (WUF IV) Dialogue Paper Youth in Urban Development: Bringing Ideas into Action (WUF III) Eight Lessons on Peacebuilding from Joaquim Chissano, Former President of Mozambique, UN HABITAT Youth Ambassador (WUF IV) Growing up with expectations. Better understanding the expectations of community partners in participatory action research projects (Community Alliance) Space for Change (please contact author: clarissawilkinson(a)gmail.com) The Youth Friendly City: World Urban Forum III Youth Led Development in Sustainable Cities From Idea, to Policy to Practice (Sustainable Cities) Youth Led Development (PeaceChild) Websites Children, Youth and Environments Journal Environmental Youth Alliance Peacechild International Sustainable Cities TakingITglobal UMAP (University of Colorado) UN HABITAT "Twits" to follow (on twitter!!) who write about youth development Doug Ragan (Community Alliance): twitter.com/ddragan Jennifer Corriero (TakingITGlobal: twitter.com/jenergy Joao Scarpelini (UN HABITAT Youth Advisory Board): twitter.com/jfscarpelini Leaders of Tomorrow: twitter.com/leadersot --- Innovative mobile network links youth globally Mobile Movement is a network that connects people from all over the world with a social mandate using mobile technologies. Their goal is to help bridge the gap between rich and poor with micro-financing, business partnerships and information exchanges. Their first project is in Nairobi, Kenya, where they are working with 15 youth groups from the slums and low-income neighborhoods of Nairobi who are working with UN-HABITAT's "Urban Entrepreneurship Program" which trains young people and encourages the development of socially responsible small businesses. The project gave these youth groups mobile phones so they can shoot video of their projects, and put them on the mobilemovement.tv site for you to see. You can chat with these groups on the Mobile Movement website, share experiences, and, if you like, support their project financially. The Environmental Youth Alliance will manage and administer funds raised by Mobile Movement on behalf of youth participating in the "Urban Entrepreneurship Program". 90% of proceeds go directly to the youth. 10% will be reserved to administer the fund and maintain the website. If you have any questions, please contact the Mobile Movement team at team(a)mobilemovement.tv Click here and join them on Youtube or Facebook. --- Youth Led Survey!! Get Involved and You Might Win a New IPOD!! UN-HABITAT is committed to supporting youth in cities. To do so they need to know more about youth organizations - so, they are asking youth organizations to help by participating in a research program they are undertaking on youth-led organizations by filling out a survey at http://tinyurl.com/youthled. If you complete the survey, you will automatically be entered into a draw to WIN A NEW IPOD! Deadline to complete the survey is June 15th, 2009. Winners will be notified by phone or e-mail. Environmental Youth Alliance Suite 305 - 119 West Pender, Vancouver, BC, Canada, V6B 1S5 www.eya.ca Sustainable Cities 415 - 1788 West 5th Avenue, Vancouver, B.C., Canada V6J 1P2 www.icsc.ca This email was sent to constancegeorgina(a)yahoo.co.uk. To ensure that you continue receiving our emails, please add us to your address book or safe list. manage your preferences | opt out using TrueRemove®. Got this as a forward? Sign up to receive our future emails. powered by --- On Tue, 9/6/09, Opportunities Fund for Urban Youth Led Development <youthfund(a)ca.inter.net>

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Entrepreneurs needed for an August Event.
by Jose' 10 Jun '09

10 Jun '09

Hey Folks, We run Kimathi Centre as an urban Digital Village here in Eastlands Nairobi.Every August for two years now we have been partnering with University Of British Columbia and Starthmore university to train young adults on business writing concepts for 18 days then thereafter they graduate with a certificate. During Tuesday and Thursday sessions,we have guest entrepreneurs who come and speak on selected enterprise topics that last for 30-45 minutes.This year we have four sites being- I.C.C church Mombasa road,K.A.G-Bahati in east lands,Friends church-Next to Prestige plaza and Mathare.I am looking for up to 16 practicing entrepreneurs who will psyche up the participants.contact me off list and I will give you more details.Thanking you in advance. Check out this link on the successful entertainers who participated in last years class. http://www.africa.sauder.ubc.ca/testimonials-SuccessStories.html regards, Jose' Best Regards, Jose' Njuki-Imwe Ngunjiri | Readiness | Availability | Uptake | Impact |

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New Mobile Phenomenon
by mwende njiraini 10 Jun '09

10 Jun '09

Dear all, Given that most people including children have access to mobiles, there is now a growing problem being referred to as 'sexting'. (View CBS news clip: http://www.youtube.com/watch?v=2xOZ81dXzdA&feature=channel_page) Are there the parental control services available in Kenya? Kind regards Mwende *Disclaimer: Views expressed here (except those quoted or referenced) are the author’s own*

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Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues
by Esther 09 Jun '09

09 Jun '09

Apologies for joining this discussion late! My contribution to Qtn 7 is that the BPO sector has other processes that are not necessarily ICT, e.g. financial management, payroll, transcription etc. Should we have another database of skills in these fields? In answer to Qtn. 8, the KBPO Society has taken the lead by developing a BPO Training Competency Framework that highlights all skills and competencies required to work in this industry not just by graduates, but by those in tertiary institutions as well. The Framework was developed after an extensive research of international curriculums in India, Mauritius, S. Africa, UK, and US, and is an excellent resource for training institutions, BPO operators, and students. And I agree with the suggestion that it needs to be customized to suit the Kenyan environment very true! While I fully support the idea of entrenching a BPO curriculum in the university program, I am afraid the approval process can sometimes be too long. For training institutions that want to start offering BPO training, they can adopt the BPO Framework and immediately start training and this will ensuring a continuous supply of trained manpower. Esther > > > ----- Forwarded message from Peres Were <pwere(a)cascadegl.com> ----- > Date: Mon, 08 Jun 2009 14:01:55 +0300 > From: Peres Were <pwere(a)cascadegl.com> > Reply-To: Peres Were <pwere(a)cascadegl.com> > Subject: Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues > To: godera(a)skyweb.co.ke > > There is too much emphasis on equipping graduates at the expense of > neglecting those in tertiary institutions, as mentioned by Lily below. > If Kenya is aiming at a niche in Call Centre/Data Processing (which > seems to be the case) then we should look at equipping students even > in tertiary level institutions. > > > > > > > Quoting lily marusoi <lmarusoi(a)yahoo.com>: > >> >> My take on Q 7&8 >> >> We need to come up with a standardized national curriculum for the >> BPO sector a "finishing school" for those aspiring to work in the >> BPO sector. Having looked at the KBPO society training framework I >> feel there is a need to customise it to fit our Kenyan situation as >> some skills set were assumed to be obvious. >> >> When we talk of equiping the graduates, lets not also forget that we >> have so many other youths graduating from tertiary institutions >> with certificates and diplomas. >> >> Some major industry players have hinted that they prefer non >> graduates so long as they have the right attitudes, it is easier to >> train skills but not attitudes which is a major factor in the BPO >> sector. >> >> Regards >> Lily >> >> >> --- On Mon, 6/8/09, Judy Okite <judyokite(a)gmail.com> wrote: >> >> >> From: Judy Okite <judyokite(a)gmail.com> >> Subject: Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues >> To: lmarusoi(a)yahoo.com >> Cc: kictanet(a)lists.kictanet.or.ke >> Date: Monday, June 8, 2009, 11:50 AM >> >> >> to answer both Q 7&8 >> >> my suggestion on this.....all graduates,should be equipped to work >> in a BPO,at the time of their graduation. BPO specifics,should be >> entrenched,within the curriculum.....with this there will be no >> descrimination and I believe it will bring in quality to this >> market e.g in USIU,I know you have to do a foreign language....at >> some point in your 2years of your time with them...it doesnt really >> matter what course your taking and level. >> >> Kind Regards, >> >> >> On Mon, Jun 8, 2009 at 8:06 AM, Walubengo J <jwalu(a)yahoo.com> wrote: >> >> -Day 5 of 10- BPO Discussions, Human Capacity Issues >> >> Morning all, >> >> I trust you had a refreshing weekend. Today I want to introduce the >> theme on Human Resource Development for the BPO industry. The >> Researchers found that India, S.Africa and Mauritius had a >> comprehensive inventory of their skill-base that was also available >> for Validation by prospective employers and investors. Another >> observation was ofcourse the sheer numbers of Indian graduates >> (millions) that made it the largest base of highly skilled pool of >> graduates with strong mathematical/scientific orientation. Whereas, >> Mauritius was producing only 10,000 (university) graduates per year >> compared to Kenya's 30,000 per year, Mauritius had the advantage of >> properly documenting their national graduates database and >> marketing it appropriately to potential clients in Europe/America. >> In addition, the Researchers noted that Mauritius had a government >> funded but Private-Sector oriented ICT Academy that produced >> graduates specificially for the ICT industry. >> >> In Kenya, the Researchers observed that apart from the lack of a >> national database on the available skills/graduates, some of the BPO >> operators were engaged in vicious poaching cycles where Agents >> trained in-house by one Operater are immediately hired by the >> Competing Operators. It was noted, that an attempt has been made by >> the .KE Government to create an Industry-specific University >> (Multimedia University College of Kenya) to address the HR gap but >> its success or otherwise will remain to be seen in a few years time. >> The Researchers also noted that Kenya's English-speaking labor >> force had an edge over the Indian one given that the average Kenyan >> had a "neutral" accent unlike the Indian graduate who tended to have >> an "ethnic" accent that often distracted the Euro-American >> markets/clients. >> >> But this advantage is yet to be exploited - even as the Indians move >> up the BPO value chain and concentrate on non-accent related >> processes such as Software Engineering, Research (Financial, >> Medicine, etc), Product (e.g. Civil and Architectural) Design >> amongst others. Which leads us to todays questions. >> >> Qtn 7: How do we develop a national database on the wide-range of >> available ICT skill in Kenya - specifically which institution should >> be mandated to realise this, ensuring that such a database is kept >> upto date over the years? >> >> Qtn 8: What strategies should the country adopt to ensure a >> continuous supply of relevant and timely BPO-Specific skills? >> >> Please, lets have your comments flowing,dig yahjwalu starting now... >> >> walu. >> >> Encl: Synthesis 3 - HR Issues >> >> >> >> >> >> >> >> >> _______________________________________________ >> kictanet mailing list >> kictanet(a)lists.kictanet.or.ke >> http://lists.kictanet.or.ke/mailman/listinfo/kictanet >> >> This message was sent to: judyokite(a)gmail.com >> Unsubscribe or change your options at >> http://lists.kictanet.or.ke/mailman/options/kictanet/judyokite%40gmail.com >> >> >> >> >> -- >> "Each of us is great insofar as we perceive and act on the infinite >> possibilities which lie undiscovered and unrecognized about us." >> James Harvey Robinson >> >> -----Inline Attachment Follows----- >> >> >> _______________________________________________ >> kictanet mailing list >> kictanet(a)lists.kictanet.or.ke >> http://lists.kictanet.or.ke/mailman/listinfo/kictanet >> >> This message was sent to: lmarusoi(a)yahoo.com >> Unsubscribe or change your options at >> http://lists.kictanet.or.ke/mailman/options/kictanet/lmarusoi%40yahoo.com >> >> >> >> > > > > > _______________________________________________ > kictanet mailing list > kictanet(a)lists.kictanet.or.ke > http://lists.kictanet.or.ke/mailman/listinfo/kictanet > > This message was sent to: godera(a)skyweb.co.ke > Unsubscribe or change your options at > http://lists.kictanet.or.ke/mailman/options/kictanet/godera%40skyweb.co.ke > > ----- End forwarded message ----- > > > > > ------------------------------------------------- > This mail sent through IMP: http://horde.org/imp/ > -- ANDEST BITES LIMITED Caxton House - 2nd Floor Suite 10 Kenyatta Avenue P.O. Box 849, 00600 Nairobi, Kenya Tel: +254-724-164346; 733-720619 URL: www.andestbites.com

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Day 6 of 10- BPO Discussions, HR Issues (Continued)
by Walubengo J 09 Jun '09

09 Jun '09

Hey, Amazing contributions. The value of a network is indeed a function of what their membership puts on the table and I have to agree I have never seen so much value put forth in such a long time... Luckily, on our schedule, which I copy below for the benefit of the late-joiners, we have another day (today) to exhaust the HR issues. ===schedule===== 1.The policy, legal and institutional frameworks for BPO sector (2days, Walu moderating) 2.Subsidies accorded to BPO sector (2days, Walu moderating) 3.Human capacity issues (2days, Walu moderating) 4.Youth and gender issues (2days, Nyaki moderating) 5.Strengths and challenges for Kenya as a BPO destination (2days, Nyaki moderating) ====ends=== So lets have more contributions on HR and ofcourse belated contributions on previous themes (just post against the corresponding theme/subject line) walu. --- On Tue, 6/9/09, n_macharia(a)yahoo.co.uk <n_macharia(a)yahoo.co.uk> wrote: > From: n_macharia(a)yahoo.co.uk <n_macharia(a)yahoo.co.uk> > Subject: Re: [kictanet] [Fwd: Re: Day 5 of 10- BPO Discussions, HR Issues] > To: jwalu(a)yahoo.com > Cc: "KICTAnet ICT Policy Discussions" <kictanet(a)lists.kictanet.or.ke> > Date: Tuesday, June 9, 2009, 1:52 AM > Marilyn, > I agree with you entirely on the fact the graduates have > the necessary business, computing and relevant techinical > skills to take up jobs in BPO. Obviously no academic > ttaining must be followed by job training. > The present universities curriculum are under constant and > regular reviews to make absolutely relevant and demand > driven. CHE (Commision for Higher Education) demands > that reviews and revions be done after every Five years. > Such curriculum developments and revisions must provide > evidence of all stakeholders participation ( professionals, > industry, government, alumni etc) in curriculum development. > In addition, IUCEA is also giving new guidelines for > curriculum development esp for accreditation purposes. The > formation of other bodies would look to mw like duplication. > The principal focus is to create a suitable environment to > manage and operate domestic BPOs which will be building > capacity while > we manage and repair our tarnished image > abroad. Such investiments would not only create the > much needed job opportunities but would also provide avenues > for skills development and transfer. > > Nancy > Sent from my BlackBerry® > > -----Original Message----- > From: "Marilyn M. Kamuru" <mkamuru(a)emanageafrica.com> > > Date: Mon, 8 Jun 2009 18:00:16 > To: <n_macharia(a)yahoo.co.uk> > Cc: KICTAnet ICT Policy Discussions<kictanet(a)lists.kictanet.or.ke> > Subject: [kictanet] [Fwd: Re: Day 5 of 10- BPO > Discussions, HR Issues] > > > > Excellent point! I think we are making a huge mistake > especially in light > of the post election violence focusing so heavily on the > foreign investors > and the international BPO market. > > I have been following this discussion and as a local BPO > operator focused > on the domestic market I can tell you we have a difficult > time convincing > local companies to outsource and while all this talk is > good frankly I > think we are missing the point. If the point is > development, then why > aren't we focusing on how to develop this industry as > quickly and > effectively as possible? In my view the low hanging > fruit are the > domestic opportunities but we need a lot more work in the > form of > government incentives to operators AND businesses to > promote and support > the nascent outsourcing industry. Yes, I read the > post on the judiciary > plans to outsource the transcription but I think there is > plenty more work > that can be outsourced and if the government wasn't so > focused on the > foreign investor and looked at the government as a consumer > of outsourced > services and the local private sector we may make more > progress. My hope > is that we can focus on creating the environment that makes > it conducive > to manage and operate domestic BPOs which will be building > capacity while > we manage and frankly repair our much tarnished image > abroad. Just like a > company needs to look at reinvesting retained earnings > before it seeks > outside financing, we need to look at what we can do > locally before we > start tapping the international market, especially given > the heightened > risk factors that Kenya faces since 2007/8. > > This means: > 1. Government departments, agencies outsourcing work > to local companies > and looking at outsourcing not as a way to shed jobs but as > a means to > better manage scare resources. > 2. Tax breaks for local BPO operators and private > companies contracting > outsourcing services locally to incentivize operator > investment and > company adaption of services in this industry. Tax > breaks should be > immediate and not dependant on the entry or attraction of > foreign > investors. Those of us currently in operation are > betting on Kenya. > Instead of waiting we are putting our money to work > believing in the > future of this country...I don't think we are asking for > too much when we > ask the government to support our development. > 3. Less focus on what we do not have and a greater focus on > what we have. > Skills, entrepreneurs and an optimistic view of our country > as well as a > domestic market and potential to tap into the larger > regional market (EAC > & COMESA). > > Finally, I am of the contrarian view: we have the skill > set, but because > we are not willing to start where we are we are asking > students and > graduates to pay more money to get additional certification > before we can > get foreign investors interested in our country...Frankly I > think we place > too much stock in certificates and paper > qualifications. If we ask these > graduates to take another training class with the promise > of better > opportunity they will...instead I suggest we recognize the > current > intellectual capital that we have and those of us in the > industry focus on > the job training and going back to the role that government > can play, > obtain tax credits for this on the job training. Lets > us make sure these > graduates have work and build on that instead of creating > additional > hurdles to employment. > > > Subject: Re: [kictanet] Day 5 of 10- BPO > Discussions, HR Issues > From: "S.Murigi Muraya" <murigi.muraya(a)gmail.com> > Date: Mon, June 8, 2009 5:17 pm > To: mkamuru(a)emanageafrica.com > Cc: "KICTAnet ICT Policy Discussions" > <kictanet(a)lists.kictanet.or.ke> > Priority: Normal > > > > Let us also factor in on the job training to improve > our skill sets. > > Software engineers become masters of their craft by > doing projects and > > by exchanging (code and concepts) with their peers. A > classroom setting > > possibly contributes to less than 10% of all their > success. > > > > There have been a number of comments in these (BPO) > discussions > > comparing us with India, South Africa and Mauritius. > > > > We cannot rely on the whims of those with negative > (but often valid) > > perceptions towards us. We need to give ourselves a > chance that is of > > our own creation. > > > > @ 40 Million (our 2010 population) growing at 2.5% > > (https://www.cia.gov/library/publications/the-world-factbook/geos/ke.html > > and others estimate our population growth @ almost > 2.7% per annum) we > > will add 1 Million Kenyans to our population next > year. 2030 is sure to > > see us with a population of at least 60 Million. > > > > With that in mind and given the fact political > instability is the > > current (and unfortunately valid) excuse to avoid > Kenya, we would be > > most ignorant NOT to focus most of our BPO efforts > internally. This will > > build up LOCAL companies and on a REGIONAL basis. This > will build up > > local talent who may otherwise be demoralized for not > being Western > > enough to Foreign BPO companies. > > > > > > > > > > > > > > bitange(a)jambo.co.ke > wrote: > >> Walubengo, > >> With respect to capacity building, the Government > has done the following > >> Established Multimedia University to focus on IT > Skills Development; > >> Contracted the Central Bureau of Statistics > through CCK to conduct ICT > >> Skills inventory in Kenya and Set up a task force > to look into Skills > >> development as recommended by MaKinsey in the just > concluded Value > >> Proposition. We are in the process of > appointing other stakeholders > >> into > >> the committee. > >> > >> Although we do not have a sector strategy on > Capacity building, the > >> Governemnt takes issues of skills development very > seriously. This is a > >> matter that NESC emphasizes as key to our > competitiveness. In this > >> regard > >> we look forward to a quick finalization of the > skills inventory and the > >> task force recommendation. > >> > >> Regards > >> > >> > >> Ndemo. > >> > >> > >> > >> > >>> -Day 5 of 10- BPO Discussions, Human Capacity > Issues > >>> > >>> Morning all, > >>> > >>> I trust you had a refreshing weekend. > Today I want to introduce the > >>> theme > >>> on Human Resource Development for the BPO > industry. The Researchers > >>> found > >>> that India, S.Africa and Mauritius had a > comprehensive inventory of > >>> their > >>> skill-base that was also available for > Validation by prospective > >>> employers > >>> and investors. Another observation was > ofcourse the sheer numbers of > >>> Indian graduates (millions) that made it the > largest base of highly > >>> skilled pool of graduates with strong > mathematical/scientific > >>> orientation. > >>> Whereas, Mauritius was producing only > 10,000 (university) graduates > >>> per > >>> year compared to Kenya's 30,000 per year, > Mauritius had the advantage > >>> of > >>> properly documenting their national graduates > database and marketing it > >>> appropriately to potential clients in > Europe/America. In addition, the > >>> Researchers noted that Mauritius had a > government funded but > >>> Private-Sector oriented ICT Academy that > produced graduates > >>> specificially > >>> for the ICT industry. > >>> > >>> In Kenya, the Researchers observed that apart > from the lack of a > >>> national > >>> database on the available skills/graduates, > some of the BPO operators > >>> were > >>> engaged in vicious poaching cycles where > Agents trained in-house by one > >>> Operater are immediately hired by the > Competing Operators. It was > >>> noted, > >>> that an attempt has been made by the .KE > Government to create an > >>> Industry-specific University (Multimedia > University College of Kenya) > >>> to > >>> address the HR gap but its success or > otherwise will remain to be seen > >>> in > >>> a few years time. The Researchers also > noted that Kenya's > >>> English-speaking labor force had an edge over > the Indian one given that > >>> the average Kenyan had a "neutral" accent > unlike the Indian graduate > >>> who > >>> tended to have an "ethnic" accent that often > distracted the > >>> Euro-American > >>> > >> %3 > >> > >> > >> ---------------------------------------------- > >> This message has been scanned for viruses and > >> dangerous content by Jambo MailScanner, and is > >> believed to be clean. > >> --------------------------------------------- > >> "easy access to the world" > >> > >> > >> _______________________________________________ > >> kictanet mailing list > >> kictanet(a)lists.kictanet.or.ke > >> http://lists.kictanet.or.ke/mailman/listinfo/kictanet > >> > >> This message was sent to: murigi.muraya(a)gmail.com > >> Unsubscribe or change your options at > >> http://lists.kictanet.or.ke/mailman/options/kictanet/murigi.muraya%40gmail.… > >> > >> > > > > _______________________________________________ > > kictanet mailing list > > kictanet(a)lists.kictanet.or.ke > > http://lists.kictanet.or.ke/mailman/listinfo/kictanet > > > > This message was sent to: mkamuru(a)emanageafrica.com > > Unsubscribe or change your options at > > http://lists.kictanet.or.ke/mailman/options/kictanet/mkamuru%40emanageafric… > > > > > -- > Many thanks and best regards, > > > Marilyn Muthoni Kamuru > eManage Africa Limited > P.O.Box 18136 00500 > Nairobi, Kenya > Tel: (254) 20 828 383; 2034 550 > Personal Cell: (254) 0725 527 972, 0736 225 384 > www.emanageafrica.com > > > -- > Many thanks and best regards, > > > Marilyn Muthoni Kamuru > eManage Africa Limited > P.O.Box 18136 00500 > Nairobi, Kenya > Tel: (254) 20 828 383; 2034 550 > Personal Cell: (254) 0725 527 972, 0736 225 384 > www.emanageafrica.com > > > _______________________________________________ > kictanet mailing list > kictanet(a)lists.kictanet.or.ke > http://lists.kictanet.or.ke/mailman/listinfo/kictanet > > This message was sent to: n_macharia(a)yahoo.co.uk > Unsubscribe or change your options at http://lists.kictanet.or.ke/mailman/options/kictanet/n_macharia%40yahoo.co.… > _______________________________________________ > kictanet mailing list > kictanet(a)lists.kictanet.or.ke > http://lists.kictanet.or.ke/mailman/listinfo/kictanet > > This message was sent to: jwalu(a)yahoo.com > Unsubscribe or change your options at http://lists.kictanet.or.ke/mailman/options/kictanet/jwalu%40yahoo.com >

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Re: [kictanet] [Fwd: Re: Day 5 of 10- BPO Discussions, HR Issues]
by Jotham Kilimo Mwale 09 Jun '09

09 Jun '09

That is a good move by the PS and I hope some fruits will come out of it soon. I have this feeling (and I stand to be corrected) that the BPO sector is somewhat relying too much on the government for them to do business. I say so because I keep hearing of incentives, tax breaks, and others. As the PS has rightly pointed, this may cause other sectors (agriculture, tourism, manufacturing, financial services, etc) to demand similar treatment, a situation I think is not sustainable. One way of building the sector without much reliance on the incentives and tax breaks is to have a vibrant domestic BPO sector to build capacity and confidence in readiness for the external business (when it comes after putting our image in order). As we wait for the PS to convince his colleagues on the need to outsource some jobs locally, I suggest that the sector operators mount an aggressive campaign to do the same (to complement the PSs efforts) and also venture into private sector. Someone has suggested that KNBS could make use of local BPOs during the coming census, and I add that KRA could also do the same as they process end of year tax returns. Is the sector ready for these jobs if they were to be given today? This takes me to the issue of training. In the absence of a national BPO skills competency programme, the options are numerous and the result is varying skills training programmes in the market (many in-house) without a benchmark for what is relevant or not. This gives rise to various competing programmes, mostly foreign, and different operators having their own preferences. How can we build a national database of BPO skills in such a situation? Put another way, given the varying skills needs of the sector, is there need for a national qualification? Regards, Jotham --- On Mon, 6/8/09, bitange(a)jambo.co.ke <bitange(a)jambo.co.ke> wrote: From: bitange(a)jambo.co.ke <bitange(a)jambo.co.ke> Subject: Re: [kictanet] [Fwd: Re: Day 5 of 10- BPO Discussions, HR Issues] To: jokilimo(a)yahoo.com Cc: "KICTAnet ICT Policy Discussions" <kictanet(a)lists.kictanet.or.ke> Date: Monday, June 8, 2009, 9:58 AM Listers, I have consulted with my colleagues in those departments that are looking at outsourcing and they are willing to discuss with stakeholders to gain better understanding of the trade. I will therefore arrange for this meeting towards the end of the month. One thing that may be difficult for us is the Tax Break request for local BPO organizations. If that is granted, Treasury will be hard put to explain why all other organizations should not get the tax break. I understand tax break for export of service but locally sourced jobs, we may be asking for too much. Ndemo. > > Excellent point! I think we are making a huge mistake especially in light > of the post election violence focusing so heavily on the foreign investors > and the international BPO market. > > I have been following this discussion and as a local BPO operator focused > on the domestic market I can tell you we have a difficult time convincing > local companies to outsource and while all this talk is good frankly I > think we are missing the point. If the point is development, then why > aren't we focusing on how to develop this industry as quickly and > effectively as possible? In my view the low hanging fruit are the > domestic opportunities but we need a lot more work in the form of > government incentives to operators AND businesses to promote and support > the nascent outsourcing industry. Yes, I read the post on the judiciary > plans to outsource the transcription but I think there is plenty more work > that can be outsourced and if the government wasn't so focused on the > foreign investor and looked at the government as a consumer of outsourced > services and the local private sector we may make more progress. My hope > is that we can focus on creating the environment that makes it conducive > to manage and operate domestic BPOs which will be building capacity while > we manage and frankly repair our much tarnished image abroad. Just like a > company needs to look at reinvesting retained earnings before it seeks > outside financing, we need to look at what we can do locally before we > start tapping the international market, especially given the heightened > risk factors that Kenya faces since 2007/8. > > This means: > 1. Government departments, agencies outsourcing work to local companies > and looking at outsourcing not as a way to shed jobs but as a means to > better manage scare resources. > 2. Tax breaks for local BPO operators and private companies contracting > outsourcing services locally to incentivize operator investment and > company adaption of services in this industry. Tax breaks should be > immediate and not dependant on the entry or attraction of foreign > investors. Those of us currently in operation are betting on Kenya. > Instead of waiting we are putting our money to work believing in the > future of this country...I don't think we are asking for too much when we > ask the government to support our development. > 3. Less focus on what we do not have and a greater focus on what we have. > Skills, entrepreneurs and an optimistic view of our country as well as a > domestic market and potential to tap into the larger regional market (EAC > & COMESA). > > Finally, I am of the contrarian view: we have the skill set, but because > we are not willing to start where we are we are asking students and > graduates to pay more money to get additional certification before we can > get foreign investors interested in our country...Frankly I think we place > too much stock in certificates and paper qualifications. If we ask these > graduates to take another training class with the promise of better > opportunity they will...instead I suggest we recognize the current > intellectual capital that we have and those of us in the industry focus on > the job training and going back to the role that government can play, > obtain tax credits for this on the job training. Lets us make sure these > graduates have work and build on that instead of creating additional > hurdles to employment. > > > Subject: Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues > From: "S.Murigi Muraya" <murigi.muraya(a)gmail.com> > Date: Mon, June 8, 2009 5:17 pm > To: mkamuru(a)emanageafrica.com > Cc: "KICTAnet ICT Policy Discussions" <kictanet(a)lists.kictanet.or.ke> > Priority: Normal > > >> Let us also factor in on the job training to improve our skill sets. >> Software engineers become masters of their craft by doing projects and >> by exchanging (code and concepts) with their peers. A classroom setting >> possibly contributes to less than 10% of all their success. >> >> There have been a number of comments in these (BPO) discussions >> comparing us with India, South Africa and Mauritius. >> >> We cannot rely on the whims of those with negative (but often valid) >> perceptions towards us. We need to give ourselves a chance that is of >> our own creation. >> >> @ 40 Million (our 2010 population) growing at 2.5% >> (https://www.cia.gov/library/publications/the-world-factbook/geos/ke.html >> and others estimate our population growth @ almost 2.7% per annum) we >> will add 1 Million Kenyans to our population next year. 2030 is sure to >> see us with a population of at least 60 Million. >> >> With that in mind and given the fact political instability is the >> current (and unfortunately valid) excuse to avoid Kenya, we would be >> most ignorant NOT to focus most of our BPO efforts internally. This will >> build up LOCAL companies and on a REGIONAL basis. This will build up >> local talent who may otherwise be demoralized for not being Western >> enough to Foreign BPO companies. >> >> >> >> >> >> >> bitange(a)jambo.co.ke wrote: >>> Walubengo, >>> With respect to capacity building, the Government has done the >>> following >>> Established Multimedia University to focus on IT Skills Development; >>> Contracted the Central Bureau of Statistics through CCK to conduct ICT >>> Skills inventory in Kenya and Set up a task force to look into Skills >>> development as recommended by MaKinsey in the just concluded Value >>> Proposition. We are in the process of appointing other stakeholders >>> into >>> the committee. >>> >>> Although we do not have a sector strategy on Capacity building, the >>> Governemnt takes issues of skills development very seriously. This is a >>> matter that NESC emphasizes as key to our competitiveness. In this >>> regard >>> we look forward to a quick finalization of the skills inventory and the >>> task force recommendation. >>> >>> Regards >>> >>> >>> Ndemo. >>> >>> >>> >>> >>>> -Day 5 of 10- BPO Discussions, Human Capacity Issues >>>> >>>> Morning all, >>>> >>>> I trust you had a refreshing weekend. Today I want to introduce the >>>> theme >>>> on Human Resource Development for the BPO industry. The Researchers >>>> found >>>> that India, S.Africa and Mauritius had a comprehensive inventory of >>>> their >>>> skill-base that was also available for Validation by prospective >>>> employers >>>> and investors. Another observation was ofcourse the sheer numbers of >>>> Indian graduates (millions) that made it the largest base of highly >>>> skilled pool of graduates with strong mathematical/scientific >>>> orientation. >>>> Whereas, Mauritius was producing only 10,000 (university) graduates >>>> per >>>> year compared to Kenya's 30,000 per year, Mauritius had the advantage >>>> of >>>> properly documenting their national graduates database and marketing >>>> it >>>> appropriately to potential clients in Europe/America. In addition, >>>> the >>>> Researchers noted that Mauritius had a government funded but >>>> Private-Sector oriented ICT Academy that produced graduates >>>> specificially >>>> for the ICT industry. >>>> >>>> In Kenya, the Researchers observed that apart from the lack of a >>>> national >>>> database on the available skills/graduates, some of the BPO operators >>>> were >>>> engaged in vicious poaching cycles where Agents trained in-house by >>>> one >>>> Operater are immediately hired by the Competing Operators. It was >>>> noted, >>>> that an attempt has been made by the .KE Government to create an >>>> Industry-specific University (Multimedia University College of Kenya) >>>> to >>>> address the HR gap but its success or otherwise will remain to be seen >>>> in >>>> a few years time. The Researchers also noted that Kenya's >>>> English-speaking labor force had an edge over the Indian one given >>>> that >>>> the average Kenyan had a "neutral" accent unlike the Indian graduate >>>> who >>>> tended to have an "ethnic" accent that often distracted the >>>> Euro-American >>>> >>> %3 >>> >>> >>> ---------------------------------------------- >>> This message has been scanned for viruses and >>> dangerous content by Jambo MailScanner, and is >>> believed to be clean. >>> --------------------------------------------- >>> "easy access to the world" >>> >>> >>> _______________________________________________ >>> kictanet mailing list >>> kictanet(a)lists.kictanet.or.ke >>> http://lists.kictanet.or.ke/mailman/listinfo/kictanet >>> >>> This message was sent to: murigi.muraya(a)gmail.com >>> Unsubscribe or change your options at >>> http://lists.kictanet.or.ke/mailman/options/kictanet/murigi.muraya%40gmail.… >>> >>> >> >> _______________________________________________ >> kictanet mailing list >> kictanet(a)lists.kictanet.or.ke >> http://lists.kictanet.or.ke/mailman/listinfo/kictanet >> >> This message was sent to: mkamuru(a)emanageafrica.com >> Unsubscribe or change your options at >> http://lists.kictanet.or.ke/mailman/options/kictanet/mkamuru%40emanageafric… >> > > > -- > Many thanks and best regards, > > > Marilyn Muthoni Kamuru > eManage Africa Limited > P.O.Box 18136 00500 > Nairobi, Kenya > Tel: (254) 20 828 383; 2034 550 > Personal Cell: (254) 0725 527 972, 0736 225 384 > www.emanageafrica.com > > > -- > Many thanks and best regards, > > > Marilyn Muthoni Kamuru > eManage Africa Limited > P.O.Box 18136 00500 > Nairobi, Kenya > Tel: (254) 20 828 383; 2034 550 > Personal Cell: (254) 0725 527 972, 0736 225 384 > www.emanageafrica.com > > > _______________________________________________ > kictanet mailing list > kictanet(a)lists.kictanet.or.ke > http://lists.kictanet.or.ke/mailman/listinfo/kictanet > > This message was sent to: bitange(a)jambo.co.ke > Unsubscribe or change your options at > http://lists.kictanet.or.ke/mailman/options/kictanet/bitange%40jambo.co.ke > > ---------------------------------------------- > This message has been scanned for viruses and > dangerous content by Jambo MailScanner, and is > believed to be clean. > --------------------------------------------- > "easy access to the world" > > ---------------------------------------------- This message has been scanned for viruses and dangerous content by Jambo MailScanner, and is believed to be clean. --------------------------------------------- "easy access to the world" _______________________________________________ kictanet mailing list kictanet(a)lists.kictanet.or.ke http://lists.kictanet.or.ke/mailman/listinfo/kictanet This message was sent to: jokilimo(a)yahoo.com Unsubscribe or change your options at http://lists.kictanet.or.ke/mailman/options/kictanet/jokilimo%40yahoo.com

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Re: [kictanet] [Skunkworks] e-Gorvenment: What have been the achievements and challenges?
by John K. Njoroge 09 Jun '09

09 Jun '09

Muskiv (MKC): Certainly, there has been great progress towards the achievements of e-Government in Kenya, via alot of Public-Private-People Partnerships (PPPP). The Directorate of e-Government (DeG) continously works together with all Government Agencies in this Government Agenda. Below is a small description of the various developments. So far: *Government-to-Citizen (G2C) * - e-Services for Citizens include: - Public Service Jobs Online - Tracking status of ID & Passport Applications (Online and Via SMS) - Checking Exam Results & Candidate Selection (Online and Via SMS) - Government Information Portal (www.information.go.ke) - Submitting Tax Returns Online - Reporting Corruption Online - Kenya Judiciary (e-law Reports) - HELB Loan Repayment Status Online - Other, in progress include – Land registration, Health Information, civil registration, etc - All govt. ministries have information websites showing among others, their services (and service charter), functions and day-to-day activities, organization structure, news and events, etc. *Government-to-Business (G2B) * - e-Services for Businesses in Kenya include: - Submitting Tax Returns Online - Customs Services Online - Reporting Corruption Online - Kenya Judiciary (e-law Reports) - Other, in progress include – Companies registry. - All govt. ministries have information websites showing among others, their services (and service charter), functions and day-to-day activities, organization structure, news and events, etc. - Specifically: - E-procurement – Website for Public Procurement Oversight Authority (PPOA). Efforts through PPOA (conjunction with Min. of Finance) are ongoing to develop a government-wide procurement portal to harmonize government procurement. - Central Bank Of Kenya Website gives financial indicators – Interest rate, inflation, Com bank rates, exchange rates, monthly economic reviews - Ministry of Trade website gives trade regulations and laws and related links e.g. to KAM ** *Government-to-Government (G2G) *This Government-to-Employee (G2E) component you mentioned exists under G2G. - e-Services for Government include: - Public Service Jobs Online - Reporting Corruption Online - The Government Common Core Network (GCCN) – This is a private network for Government of Kenya. It entails networking of Government Buildings including KICC. A Network Operation Centre (NOC) managed by a network management team already in place. - Integrated Financial Management Information System (IFMIS) at Min. of Finance. IFMIS is used government-wide by all government agencies. - Integrated Personnel and Payroll Data (IPPD) at Min. of State for Public Service. IPPD is used government-wide by all central government agencies. - Enterprise Messaging And Collaboration System (EMACS) – EMACS, a Government email system for all civil servants, is intended to improve cross-ministry communication and to be used government-wide by all government agencies. Its adoption has been rather slow (but picking-up now). Note, public sector organizations (at all levels) continue to face challenges with inter- and intra-agency communications – from emergency preparedness and management to budgeting and basic health and human services. The email system, therefore, provides improved collaborative work processes and streamlined sharing of information across public sector entities. - The website for Public Procurement Oversight Authority (PPOA) provides necessary information for all Government Procurement Officers (to use in their day-to-day activities). These efforts through PPOA (conjunction with Min. of Finance) are ongoing to develop a government-wide procurement portal to harmonize government procurement. - Standardization of IT hardware and systems – Technical Specifications are similar across-board as developed by the Directorate of e-Government. Government websites are primarily Content Management Systems and database-driven. - Monthly ICT Forums held for the sole purpose of exchanging experiences across government. - Ongoing recruitment of ICT Officers even during Civil Service recruitment embargo. - Regular technical training and capacity-building in ICT, taking up to 15% of the e-Government budget annually. - Annual review of technical specifications for ICT equipment. - Partnerships with development partners (local and international) on various e-Government areas, e.g. ICT equipment and capacity-building. The future is bright for the Government of Kenya and indeed Kenya as a country, in terms of e-Government and the use of ICTs and the Internet. We are all working together and your support and encouragement is duly welcome. Visit www.e-government.go.ke or contact us at DeG for detailed information. On Mon, Jun 8, 2009 at 4:06 PM, muskiv <kulebak(a)gmail.com> wrote: > Skunkers, > The achievement of e-Government in Kenya has been one of the main > priorities of the Government of Kenya towards the realization of national > development goals and objectives for Wealth and Employment Creation, as > stipulated in the Kenya Vision 2030. The Government of Kenya established the > e-Government Programme in June 2004. Subsequently, the Directorate of > e-Government (DeG) was established in June 2004 as a Government commitment > to make e-Government a reality and to ensure that it provides better > services to Kenyans. > > We have all seen effort across different Govt arms towards adoption of some > form of e-government and if my memory doesn't fail me, i know there have > been lost of exchanges in this forum directly and indirectly in this > respect. (e.g. KRA onlines services...and whether they work, the e-gov > portal launched by KICTB etc) > > I read Mworia's article on making of a revolution (posted Frid last week... > I think 5/0/08) and what captured my attention are the misconceptions that > many of us could be harboring. > > Now...(To the Point) to those knowledgeable than some of us are, could some > one highlight to me what the broad achievements and REAL impediments have > been within the last 5 years regarding the provision of following > e-government services: > 1. Government-to-Citizen (G2C) > 2. Government-to-Business (G2B), > 3. government-to-Employee (G2E), and > 4. Government-to-Government (G2G) > > Much said. > > Many thanks. > > MKC > > > > _______________________________________________ > Skunkworks mailing list > Skunkworks(a)lists.my.co.ke > http://lists.my.co.ke/cgi-bin/mailman/listinfo/skunkworks > Other services @ http://my.co.ke > Other lists > ------------- > Skunkworks announce: > http://lists.my.co.ke/cgi-bin/mailman/listinfo/skunkworks-announce > Science - http://lists.my.co.ke/cgi-bin/mailman/listinfo/science > kazi - http://lists.my.co.ke/cgi-bin/mailman/admin/kazi/general > > -- John K. Njoroge Directorate of e-Government (KENYA) Tel: 020-2227411 (Ext 22098) Other Email: kabogojn(a)kenya.go.ke; john.njoroge(a)e-government.go.ke; kabogojn(a)hotmail.com

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