[kictanet] Day 5 of 10- BPO Discussions, HR Issues

[Judy Okite]

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 at 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
>
>
>
>
>
>
>
>
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-- 
"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
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