Organizations the world over face challenges today which require reforms in the management

Career counseling is a career development initiative in which career education is provided to workers by career counselors to help them appreciate their motivations, explain their objectives, commit to action, navigate career transitions, and learn how they can contribute to the organization's overall effectiveness. The fundamental aims of counseling are to foster behavioral improvement, support decision-making, facilitate the capacity of clients, develop coping skills and improve relationships. Employee performance is a major challenge in organizational management and the key goal of any business enterprise is to take steps to inspire workers to deliver and achieve organizational competitiveness. This study sought to establish the effects of career counselling practices on employee performance in Murang’a Water and Sanitation Company Limited (MUWASCO) in Murang’a County in Kenya. Specifically the study sought to establish the extent to which career coaching, career guidance and counseling programs have influenced employee performance in MUWASCO. The study was guided by trait and factor theory. Descriptive survey research design was adopted in the study. The target population was 150 employees and the researcher employed census sampling technique. The data collection instrument was self-administered questionnaires. Absolute forms of mean, standard deviation and percentages were employed in descriptive analysis. Regression analysis was used to establish the relationship between dependent and the independent variables of the study. The response rate was 85% hence reliability and validity of the study. From the analysis it was observed that the organization has implemented career counseling and this positively contributed to employee performance. A positive and significant relationship between the variables under investigation was demonstrated. The researcher recommends that the organization under study should formulate a clear policy on career coaching to help workers define their personal goals, prepare their career plans and address their needs. The study also suggests provision of adequate information on career guidance and a career guidance policy directed towards enhancing the competencies of workers.

An individual's thought processes and decision making are guided by the information learned from the time of birth until death. The various experiences and education received throughout a lifetime along with genetic predisposition contribute to the development of a person's knowledge. The knowledge acquired from different sources throughout the lifespan merge to create an individual's lived-knowledge. Lived-knowledge plays an important role in establishing the attitudes, decision making, values, beliefs, and other thought processes that make an individual unique. Consequently, lived-knowledge not only influences the personal life of an individual, but it also affects the person's professional practice as well. For example, the success of the advanced practice nurse (APN) is dependent on the effectiveness of clinical skills and decision making developed from formal education. Additionally, APNs must incorporate past experiences as a means to building a positive rapport and identifying with their patients, making, lived-knowledge crucial to the development and success of APN practice. A concept analysis of lived knowledge utilizing Walker and Avant's eight step methodology was conducted to clarify the meaning of the concept lived-experience in the context of the APN.

Career development has gained a lot of interest over time as organizations and employees attempt to match individual goals with organizational goals to maximize performance. Value proposition, in human resource management focuses on the value that organizations and employees place on their worth, thereby the future of work for both. This chapter reviewed existing literature and linked the relationship between the two constructs to inform on their contribution to the future of people management. Global changes have made it necessary for employers and employees to re-examine the world of work and people management. How organizations manage employee careers is strategic in adding value to both the organization and the employees. The methodology employed was to search online and identify literature, review, and analysis were done per construct reviewed literature. Further the link between the career development and employee value proposition was identified. The limitation is that most of the available literature on the two constructs is before the Covid-19 pandemic and does not emphasize the future. The findings are that career though fast changing remains an important motivator for employees as an aspect of the employee value proposition that would impact people’s management futures.