Department of Human Resource and Organisational Studies

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Browsing Department of Human Resource and Organisational Studies by Author "Busingye, Boonabana Mable"

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    Human resource development and employee performance in public service: a case of Ministry of Public Service Uganda
    (Uganda Management Institute, 2012) Busingye, Boonabana Mable
    The study was an investigation of the influence of Human Resource Development on employee performance in Uganda’s public service and used a case study of the ministry of public service. The study was guided by three objectives; To examine the influence of training on employee performance at the ministry of public service. To establish the influence of organizational learning on employee performance at the ministry of public service. To examine the influence of management development on employee performance at the ministry of public service. The study applied a cross sectional case study design with both qualitative and quantitative approaches. The respondents in the study included, top management staff and other staffs in lower positions. Data was collected using questionnaires, interview guides and documentary review check lists and it was analyzed using descriptive statistics based on percentages, means and standard deviation, correlation technique as well as multiple regression analysis. The major finding of this study is that organizational learning had the strongest relationship with employee performance followed by management development and lastly training. In times of the influence, organizational learning had only a significant influence on employee performance. Meantime major conclusion made was that organizational learning has a very great positive influence on employee performance. This study therefore recommends that Ministry of Public Service top management should institute management consultants to spearhead team work and knowledge sharing among staff at different levels. A specific policy for management development should be put in place by top management to cater for middle and lower level managers. Pertaining training, during appraisal process, appraisers should reach a consensus with appraisee on knowledge and skills gaps and upon which training program should be designed by Human Resource Development Department. Areas of further research focus on investigating on other causes of staff attitude towards work among public servants.