Worldwide, Quality of work life (QWL) has been viewed to include some objective and subjective factors which may condition operations and other inner aspects concerning the quality of relationships and methods of management. The study analyzes the quality of work life indicators in a cohort of department of health workers. Semistructured interviews were conducted, to assess the quality of work life through the identification of the most important indicators and to evaluate the degree of Career Care Programs and the importance of each indicator. Target population was 300 employees with sample size of 180. The study pointed out some macro areas which are relevant to define work life quality of the analysed sample: relationships with colleagues, work organization, taking care of clients, professional ability and professional growth. The agile work environment, performance management, Social Service Care and the management styles seem to be important to determine the differences among the workers in the quality perceived in their work life. However, the study found out that there is low esteem among employees owing to the poor social service care, biased performance management and non-motivating reward systems. This could explain why employees come to work late and leave early yet at some point they are not in the office doing their personal activities during work time.

Globally, business organizations recognize that engaging human resource management practices on an international standard is imperative. But realizing target performance from just scarce resources is a challenge to most organisations. Many organisations are continuously spending time trying to control and master change making them losers. With the current practice, HR has not been able to deliver on training line management in methods of achieving high employee production. This paper investigated the Influence of Elements of Work Realities on HRD Mandate Capability in Banking Organisations in Nairobi County, Kenya. The main objectives pursued included to establish the relationship between employer-employee champion and HRD mandate capability in Banking Organisations in Nairobi County, Kenya; to determine the association between continuous transformation agent and HRD mandate capability in Banking Organisations in Nairobi County, Kenya. A survey of banking institutions was used while a questionnaire and interview schedule and content analysis were used to gather primary data. The target population was 850 and a sample size of 272 was used. Statistical analysis was done using Statistical Package of Social Sciences (SPSS) current version. The findings confirmed that there are problems facing human resource mandate delivery capability. It was concluded that all the two elements of work realities have significant influence on HR mandate delivery capability. It was therefore recommended that organisations need to consider factors such as employer-employee champion and continuous transformation agent elements which are capable of influencing HR mandate delivery capability. Human resource should therefore discontinue their non-value adding traditional practices to service delivery. ABSTRACT AJSRE: https://escipub.com/american-journal-of-scientific-research-and-essays/ 1 Angeline Oyomo et al., AJSRE, 2019; 4:23 AJSRE: https://escipub.com/american-journal-of-scientific-research-and-essays/ 2

Globally, inability to analyze information, to see past customer life cycle disruptions and dispassionately interpret events to anticipate competition threatens performance in the insurance industry. Organizations fail to respond and offer solutions desired by their customers, instead sticking to their traditional products not highly of customer choice. It was against this gap that this paper discussed Customer Centricity and its influence on competitive intelligence in Insurance Firms in Kenya. The objectives of this study were to determine effects of Customer Centricity on Competitive Intelligence of insurance firms in Kenya; to investigate whether Customer Life Cycle practices employed by insurance firms have effects on Competitive Intelligence; to assess whether the Customer Value practices affect Competitive Intelligence of insurance firms and establish the effects of Customer Experience on Competitive Intelligence of insurance firms in Eldoret Town in Kenya, East Africa. A mixed method design was used to study 250 selected from 600 employees of insurance firms in Eldoret. A semistructured questionnaire and an interview guide were used to collect data. Data were analyzed using selected descriptive and inferential statistics The results of applying Spearman and Friedman tests showed that customer centricity and its dimensions significantly affected competitive intelligence, with customer life as the most important, indicated by the Entropy technique. Customer experience emerged top when the Binomial test was applied. A recommendation is made that Managers in the insurance industry embrace all dimensions of customer centricity, especially the dimension of customer life cycles, in order to improve their competitive intelligence.