Headteacher Job in Kenya

A vibrant and a growing private Christian school in Nairobi is seeking applications for a head teacher with the following:

Qualifications

Diploma/graduate/approved teacher status (ATS)

Experience-Not less than eight (8) years in a private Christian school of which five (5) years as a deputy.

Must be born again.

All applications to reach the advertiser by 17th Dec. 2011.

DN.A/1180

P.O. BOX 49010-00100

NBI

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Content Developers Jobs in Nairobi Kenya

Position Title: Content Developer (several positions)

Reports to: Deployment Head

Duty Station: Nairobi, Kenya 

Basic Purpose: To ensure that content for training delivery is created at the stipulated time, cost and quality norms.

Expected End Results: Creation and customization of Content as per the business and people requirement of the region one is operating in. 

Major Activities

• Understand and study the business challenges and the market reality of the region operating in.
• Should create effective content on Product, Process and Skills for both Sales and CS staff working at different levels.
• Update one’s knowledge on country’s laws and regulation so as to create content that enables the sales and CS staff to sell products and service clients while complying with the local laws.
• Get an in-depth understanding of the training requirements of the sales and CS staff so as to create the content accordingly.
• Have thorough knowledge of the competition, company products, pricing and the industry so as create useful and effective content.
• Liaise with Sales and CS trainers to get feedback on the training programs conducted so that relevant changes can be made.
• Construct learning solutions while ensuring quality.
• Create facilitator and participant guides as well as other training material.
• Conduct field study as and when required to obtain ground level data.
• Conducting pilot programs and Training of trainers on the content created

Essential Skills & Knowledge: 

Education

The ideal candidate should be in possession of a Post Graduate qualification, preferably an MBA, especially in English Literature/Mass communication from a recognised university

Relevant Experience:

Have a minimum of 8 years experience in operations or training in a medium to large sized organization, preferably in a telecom/FMCG industry.

Personal Characteristics & Behaviours:

• Have strong and creative written communication skills
• Have proficiency in MS- Office
• Be a team Player
• Be strong on logic and analytical ability
• Possess sound visualization skills
• Have an eye for detail
• Have research orientation.
• Have the ability to work within deadlines
• Experience in writing, editing, proof-reading for tutorials and technical articles would be added advantage.
• Ability to explain complex issues in simple language to a broad consumer audience
• Familiarity with online publishing and active online blogging will be a strong plus

Application Process

Interested candidates are requested to submit their applications on e-mail, together with the latest copy of CV, day time telephone number and details of their current remuneration to: recruit@idp-ea.com to be received on or before Friday 16th December 2011. 

Only candidates who meet the minimum requirements will be contacted.

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Read this and am sure you will do the right thing with your job search thro’ CV

The internet has drastically changed how people approach job searching and how to write an effective CV. Years ago, the classifieds section of a news paper could only reach a limited number of job seekers in a limited area. Today the internet allows job seekers to apply for jobs, thousands of miles away.

The competition that this has created requires that CVs be more precise and outstanding than ever. A great percentage of job seekers find their jobs through the internet and by sending out a good digital CV.

Keywords.

The recruitment firm I work for - Corporate Staffing Services usually scans CVs for keywords related to what the client is looking for. It is believed that more than 80% of all CVs processed by employers are now searched for specific keywords before being forwarded to the relevant person. In terms of recruitment, keywords are typically nouns and phrases that represent specific areas of skill or experience that the employer identifies as important for the job.

Human Resources Personnel go through CVs and distinguish which ones contain more of these keywords than the rest. We are talking about words like leadership, organizational, administrative and many others as would be relevant to the job being applied for. With more employers relying on computers to screen CVs using keywords, job seekers must know how to make their CVs stand out from the thousands of others it competes with. My suggestion is to always make sure that when applying for a position you should carefully study the job description.

You must be honest.

Usually, there will be an outline of the basic skills needed for the job. This should give you a hint of the keywords that should be of interest to the employer. However, do not just throw words in there for the sake of getting the attention of the recruiting personnel. You must be honest.

Also, do not just fix those keywords anywhere lest you come across as someone who is groping in the dark. Place them where they matter most and where they catch the immediate attention of the hiring manager. If you are sending the CV through email, please send it as an attachment and in an standard format for ease of compatibility. Many job seekers embed the CV on the body of the email – this is unacceptable.

Also unforgivable is to send a document that requires a password to open.I need not tell you that doing so not only makes you seem insecure but also begs the question about how you expect me to know the password. Although, it would seem easier to send a p.d.f document, most employers seem to be wary of this because they may not like opening such documents. So a word document is best.

But if you want to protect your CV from tamper, a p.d.f copy is the best choice. Do not scan the CV and then save it as jpeg – often it will look distorted. The subject of your email should also catch the reader’s attention by featuring words that are more enticing than ‘CV’ or ‘Profile’

Common mistakes.

But beware: just because you have loaded your CV with keywords, converted it to the most compatible format and emailed it to an employer under an enticing subject doesn’t mean it won’t be discarded later due to other problems.

So, avoid the following mistakes that are often committed in CVs:

•  Typos or grammatical errors.
•  Including too much information.
•  Not listing achievements in former roles.
• Poor layout and / or design.
• Including tool little information.

Considering the extent of today’s competition and the huge numbers involved, CV writing is not a process you can afford to leave to chance.

Designing the right CV can make all the difference in the world. It will determine whether your candidacy rises to the top or sinks to the bottom of the heap.

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Qualities of a good employer

There are good employers and there are bad employers. For anyone who has worked for more than a few years or changed jobs more than once you know that you can work for a great company and still have a miserable boss. For each of us the traits of a good employer might be slightly different to fit our personal needs even our needs at specific times in our lives. The traits of a great manager might vary based on our own personality quirks and even the stage of our career. One thing is certain though there are common traits that make a stellar employer and a standout manager.

Let's start with the common values that distinguish an employer as excellent or heads and shoulders above the rest.

A) Treats all employees as valuable members of the organization from the file clerk to the CEO. This includes providing consistent benefits and fair compensation plans commensurate with market and contribution.

B) Treats all employees with respect and courtesy and requires that that same treatment be accorded at all levels of the organization. This is not only part of the employee manual but also part of the culture. It is a socially ingrained into long-term employees but it is also an actionable breach when an employee consistently behaves with a lack of respect or courtesy toward their peers or employees. This would be particularly true when the breach is that of a supervisor or manager toward their employees.

C) Provides a learning environment for all employees. Organizations that focus on internal learning and encourage employees toward both internal cross training and external education will reduce attrition and increase employee satisfaction. The rapid rate of change especially in technology today demands that employees continually enhance skills and knowledge throughout their career. Organizations that recognize the need for skills management, encourage, and contribute to their employees to learning, cross training, and continuing education will find themselves with a committed workforce.

D) Has an open door policy that is not just part of the employee manual but is part of the culture. There is a real difference between hearing that the door is always open if you have concerns and knowing that you are able to walk into your manager's office or even their manager's office with your issues and concerns. If the culture of the company is one of open communication and real concern for the organizations reputation, its customer's needs, and its employees concerns the doors of leadership will be open to any employee of the company. This is not to say that employees should not be respectful of the formal chain of command, however, there will be times when that chain of command must be bypassed due to circumstances that are outside of the formal chain of command or official process; this is the real test of what the company handbook says versus the culture of the company.

E) Provides opportunity for advancement based on contribution and capabilities. An organization that looks inside for talent first will be one that retains talent. All too often organizations will seek outside for new leadership rather than looking within their organization for those they can mentor and grow. This creates a lack of commitment to the company as members ready for the next step with the skills and willingness to work hard look outside for the opportunity to contribute. Those organizations that create and commit to mentorship programs succeed in growing their next generation of leadership who will continue their culture and commitment to excellence.

F) Finally has a standard of excellence and ethics in its treatment of its financial management that can withstand the closest audit. This standard is true of all its financial transactions including vendor, customer, stockholder, and employee. Whether the company is a publicly or privately held organization the standard of excellence is the same. The ethical management of funds and treatment of relationships hold true. Respect for these relationships is a key indicator of whether this employer is worthy of your trust and commitment.

Bottom line is that great managers and excellent organizations have several similarities. Those that are ethical and treat individuals with respect tend to attract and retain the best employees thus be the best places to work. There are of course other components of a good employer that are less esoteric then the above description; things like medical benefits, educational benefits, family leave. I did not discuss these since most medium to large organize offer some form of benefit to their employee and these are more of a competitive nature rather than the foundation of what makes a truly great organization.

Whatever or whoever your employer is, ask yourself whether he practices this or not? If you manage people, are you doing it the right way?

We wish you a good day in the office.

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