SELECTED HUMAN RESOURCE MANAGEMENT PRACTICES AND EMPLOYEE COMMITMENT IN SECURITY PLUS UGANDA LIMITED
NAMIYINGO, MAUREEN KATUSHABE
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Despite efforts to put in place HRM practices of faire recruitment, training and rewarding, employees still demonstrated low commitment levels, such as abscondment from duty, pilferage, late coming for work. The study investigated the relationship between human resource policies and employee commitment at Security Plus (U) Ltd. Specifically, the study objectives related to investigating the relationship between recruitment, training and reward policies on employee commitment at Security Plus (U) Ltd. The study used a mixed methods design using both quantitative and qualitative approaches. The study population comprised of Managers, Supervisors, Security guards and Support staff of Security Plus (U) Ltd. Data was collected using a questionnaire survey and interviewing methods and was analyzed using measures of central tendency, correlation and regression analyses. The study found a significant positive relationship between recruitment and employee commitment (r = 0.814**) and it was the second strongest significant predictor of employee commitment in the company (β = 0.385, t = 4.397, Sig = 0.000). There was a significant positive relationship between training and employee commitment (r = 0.791**), but the multiple regression results revealed that training had no significant impact on employee commitment in the company (β = 0.088, t = 0.963, sig = 0.338). Reward practices had a high and positive significant relationship with employee commitment (r = 0.819**) and it was the strongest predictor of employee commitment in the company (β= 0.534, t = 8.989, sig = 0.000). To enhance employee commitment in Security Plus, the study recommends that the management of the company, in liaison with the human resource function, should adopt the use of a multiplicity of advertising platforms, including print media, online and social media in complement with radio announcements and use of existing staff. The Human Resource function should conduct a salary survey and establish an equitable pay scale in the security industry and consider the higher pay level in the industry. The company should also consider giving annual bonuses to all staff based on income generated in that financial year. The above should be complemented by giving staff loans for their spouse to invest in income generating activities to supplement income.