Browsing by Author "Mukungu, Lookman"

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    Human Resource Planning and Delivery of the Brand Promise in UMEME, Uganda
    (Uganda Management Institute, 2013) Mukungu, Lookman
    The study was carried out at the head quarters of Umeme in Kampala and at Kansanga offices The study focused on investigating the relationship between human resource pallning and delivery of the brand promise in Umeme: The study was based on the following research objectives; to establish the relationship between recruitment and delivery of the brand promise in Umeme, to examine the relationship between training and delivery of the brand promise in Umeme and to analyze the relationship between restructuring and delivery of the brand promise in Umeme. The study employed a cross sectional survey research design and both quantitative and qualitative approaches. In total, a sample of 100 respondents was who included top administrators, section heads and employees of Umeme. In collecting the data, the researcher used both secondary and primary sources. Data collection methods used was questionnaires and interviews, and was analyzed using Pearson correlation coefficient Analysis of variance and regression analysis. The study findings revealed that: there is a significant relationship between recruitment and delivery of the brand promise in Umeme; training and delivery of the brand promise in Umeme are significantly positively related whereas, restructuring and delivery of the brand promise in Umeme are significantly positively related. In conclusion therefore; it was concluded that (i) the Umeme recruits employees who are able to perform on merit. (ii)The trainings in Umeme are adequately funded and have helped the employees to improve on their level of skills. (iii)The restructuring exercise in Umeme is occasionally done. The restructuring is aimed at moving employees from areas or positions where they are inefficient to positions or areas where they will perform. It was recommended that (i) there is need to recruit employees who will be an asset to the organization hence who are highly qualified. (ii)Similarly, there is need to allocate more funds to training and training programmes should match the needs of the organization. The trainings should be properly planned and programmed. (iii)There is need to come up with a well planned restructuring policy so that the company does not lose skilled and quality employees during the restructuring exercise.