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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

1 1

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

09 Jun '09

Ikua, Very true. Security procedures for many organisations is often considered an extra cost burden to be avoided. It actually requires compelling legislation to have it practiced and instituted - not just in BPO setups but accross other sectors as well. I long for the day when organisations file their (financial) audited accounts TOGETHER with their Information Systems (IS) Audits. walu. --- On Tue, 6/9/09, Evans Ikua <ikua(a)lpakenya.org> wrote: > From: Evans Ikua <ikua(a)lpakenya.org> > 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, 11:23 AM > Listers, > One area I see as a major challenge for our industry will > be Security (Data Protection). For any oversees company to > outsource their data processing to us, they will need to see > data protection legislation in place. This will assure them > that their data and information will not be vulnerable. I > suggest that the PS should fast track the Data Protection > Bill and also involve the industry in the process. > > KEBS is in the process of adopting certain ISO standards on > IT security but there is an urgent need for legislation in > this area. > > > --Evans Ikua > Linux Professional Association of Kenya > Tel: +254-20-2250381, Cell: +254-722 955 831 > Eagle House, 2nd Floor > Kimathi Street, Opp. Corner House > www.lpakenya.org > > > Quoting godera(a)skyweb.co.ke: > > > > > Dr.Ndemo, > > > > This is very encouraging. We at the Kenya BPO and > Contact Centre Society had > > initiated a similar sensitisation program with the > late Dr.Juma Okech who had so > > graciously agreed to facilitate the sensitisation > engagements with various > > government departments but as fate would have it,we > lost our dear friend. > > I can see the predicament on the argument on why other > organisations would also > > not ask for tax breaks thus creating a major headache > for government but I > > believe there are other incentives for local BPOs that > we can possibly work > > out,especially in the area of skills development. > > > > Gilda Odera > > Quoting bitange(a)jambo.co.ke: > > > >> 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: godera(a)skyweb.co.ke > >> Unsubscribe or change your options at > >> http://lists.kictanet.or.ke/mailman/options/kictanet/godera%40skyweb.co.ke > >> > > > > > > > > > > ------------------------------------------------- > > This mail sent through IMP: http://horde.org/imp/ > > > > _______________________________________________ > > kictanet mailing list > > kictanet(a)lists.kictanet.or.ke > > http://lists.kictanet.or.ke/mailman/listinfo/kictanet > > > > This message was sent to: ikua(a)lpakenya.org > > Unsubscribe or change your options at http://lists.kictanet.or.ke/mailman/options/kictanet/ikua%40lpakenya.org > > > > > > > _______________________________________________ > 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 >

1 0

[Fwd: Re: Day 5 of 10- BPO Discussions, HR Issues]
by Marilyn M. Kamuru 09 Jun '09

09 Jun '09

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

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

09 Jun '09

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

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Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues
by waudo siganga 08 Jun '09

08 Jun '09

Dear Catherine - That report (which dealt with the overall ICT workforce rather than just BPO) was handed over to the sponsor, USAID in Dec. 2006. I do not know what they did with it but I have attached a copy for those who may want to browse it. It contained some policy recomendations maybe some are still relevant. Kind Regards, Waudo On Mon, 08 Jun 2009 06:12 -0700, "Catherine Adeya" <elizaslider(a)yahoo.com> wrote: Apology I meant CSK (Computer Society of Kenya) conducted a study some years back and not CFSK (Computers for Schools Kenya). N ____________________________________________________________ From: Catherine Adeya <elizaslider(a)yahoo.com> To: elizaslider(a)yahoo.com Cc: kictanet(a)lists.kictanet.or.ke Sent: Monday, June 8, 2009 3:13:47 PM Subject: Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues Tim et. al, If I am not wrong there have been attempts to find a way to develop a skills inventory in Kenya especially of IT or IT-related graduates. I do believe CFSK conducted a study a few years back, am not sure what became of the study. There were also attempts by others to develop such a database but some were curtailed due to lack of funding or good-will....if some of you are out here in cyberspace kindly do share so we build on what you have done and do not reinvent the wheel. Walu, you may remember some of the round-tables we were involved in some years ago. What we realized immediately is that the universities did not even know where their graduates were, they did not have an active alumni network to help them identify the sectors that were absorbing their graduates and where the gaps were as this could inform curriculum review. I know it is a long shot to expect the universities to do this but I think it would help if specific departments tried to collate this information. If the potential graduates knew it would be beneficial for them to share that information once they graduate then it may ease the process. Beneficial in two ways, to help with curriculum review and place share their names and details with those looking for the relevant skills....ok am waffling I know. I think the team was on to something there but we kind of dwelt too much on the successful South African model where they did an excellent study titled the SAITIS study as far back as 1998 and I think updated the study and implementation around 2004 or so, I can't remember off the top of my head. I know that relevant institutions came together to share their expertise in the study so that it was representative and collaborative. The studies basically covered a number of issues including the national IT Education and Training intiatives in SA (including schools, tertiary institutions, government and private sector iniatives. It attempted to categorize jobs and skills in the IT industry and looked at it in the context of global trends. There are similar studies elsewhere but I thought I may highlight on this one as I read about it years ago. Best, Nyaki ____________________________________________________________ From: Mwololo Tim <timwololo(a)gmail.com> To: elizaslider(a)yahoo.com Cc: kictanet(a)lists.kictanet.or.ke Sent: Monday, June 8, 2009 1:47:11 PM Subject: Re: [kictanet] Day 5 of 10- BPO Discussions, HR Issues Bwana Ndemo, These are good initiatives. However, I believe we need to look at the total secondary and tertiary education system to make sure it produces the skill sets we require for the BPO&O sector, depending on the strategy we take as a country. One university college, which is new and still struggling to "stand up", so to speak, will not do. Of course we need the skills inventory you talk about to know where we are so that we can take an appropriate strategy for skills development. I know KNBS is currently very busy focusing on the census and I am not sure they have adequate capacity to push several large projects simultaneously, which may mean delays here. We might therefore need to find ways of expediting this exercise. tim On Mon, Jun 8, 2009 at 1:31 PM, <[1]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 [2]kictanet(a)lists.kictanet.or.ke [3]http://lists.kictanet.or.ke/mailman/listinfo/kictanet This message was sent to: [4]timwololo(a)gmail.com Unsubscribe or change your options at [5]http://lists.kictanet.or.ke/mailman/options/kictanet/timwol olo%40gmail.com References 1. mailto:bitange@jambo.co.ke 2. mailto:kictanet@lists.kictanet.or.ke 3. http://lists.kictanet.or.ke/mailman/listinfo/kictanet 4. mailto:timwololo@gmail.com 5. http://lists.kictanet.or.ke/mailman/options/kictanet/timwololo%40gmail.com

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