Re-nurturing of workforce talents from crisis to consistency: a Kenyan school perspective

Abstract

Strong talent management leads to a greater workforce. Studies have shown that it is imperative that organizations up their game in this era of organizations competitiveness. The global society has become tight with products from schools struggling to keep pace with the job market. Education is not responding first to increased market demands with research suggesting that, students need to be imparted with the proper knowledge which is vital in achieving vision 2030. However, a talented workforce which was churning out talented students in the past decades has become increasingly exam oriented. By strictly focusing on the academic basics, the work force is failing to address the complexities and needs of the 21st century learners. If we are to seriously address the dysfunctional workforce, more efforts have to be made to address the problem of untalented workforce. Being a theoretical paper secondary sources of data were sought. The causes of untalented workforce are well known but what can be done about it requires a management‟s will. As to mitigating the problem of untalented workforce, multi managerial transformations and mechanisms need to be adopted to help schools develop a talented workforce. One example is performance evaluation to identify potential. Ultimately though, stability in re-nurturing the workforce depends on increased investment in knowledge management particularly in underperforming schools where majority of the students obtain a mean grade of below C+ thus cannot pursue the mainstream academic careers. As we prepare ourselves in marking the attainment of Education For All (EFA), we need to reflect seriously at what causes de-nurturing of the workforce and articulate on interventions to be done at national, regional and global levels to reduce the impact on a multitude of youths who are not receiving quality education.