Department of Human Resource and Organisational Studies

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Factors affecting implementation of Universal Secondary Education in selected government aided secondary schools in Kampala District
(Uganda Management Institute, 2012) Bisaso, Ntamu Muhammad
The major objective of this study was to assess the factors affecting implementation of Universal Secondary Education in selected government aided schools in Kampala District. In spite of the implementation guidelines put forward for the major stakeholders of USE, there were problems as regards implementation of the program. A triangulation of both qualitative and quantitative methods was used in the study. The study used a cross sectional survey design to collect data. The data was collected through both opened and closed questionnaires due to the nature of the information needed. The questionnaires were given students and teachers. Head teachers and parents as well as district local authorities were interviewed. The study was conducted in five randomly selected schools in the district. Only parents of S.4 students were used as well as only S.4 students because they had been in the program for four years since its inception. The quantitative data collected was analyzed using SPSS package and thematic analysis was used for qualitative data. The findings of the study showed that the districts had not played their role in as far as recruitment of students, monitoring and supervision of the program was concerned. Government had not done enough in personnel recruitment, funding of the program as well as infrastructural development. Parents had not played their role in community support, provision of scholastic materials, provision of medical care and catering for teachers’ welfare. Among the recommendations, Government should make good the decentralization statute so that the local governments are empowered to carry out their roles as far as implementation of USE is concerned. Government should provide more funding to enable inspection, monitoring and evaluation to take place regularly by the district local authorities. Recruitment of more staff at the District Local Authorities so that they can be more visible at the schools every term or agreeable period. Government should carryout regular recruitment drives of both teachers and non-teaching staff in all schools under USE in Kampala District. Parents should try to provide their children with scholastic materials, medical care, lunch etc. Parents should always endeavor to attend school meetings when invited by the school authorities. Government should hold joint workshops for all stakeholders in the education sector so that there is clarification of roles.
Factors affecting managerial advancement of women in Non-Governmental Organizations in Uganda: a case study of DED
(Uganda Management Institute, 2012) Candiru, Hamidah
The study examined factors affecting managerial advancement of women in non-governmental organizations using DED as a case study. The following objectives guided the study: to examine the extent to which patriarchal settings affect managerial advancement of women in DED; to establish the effect of double blind on managerial advancement of women in DED; and lastly, to assess how social capital affects managerial advancement of women in DED. This study was designed based on a case study. The sample size was 44. Stratified random sampling, simple random sampling and purposive sampling techniques were employed in selecting the respondents. Data collection methods used were; questionnaire, interview, documentary review and observation. Qualitative data analysis involved summarizing and organizing data in a manner that respondents answered research questions. Quantitative data involved descriptive statistics, that included frequencies and percentages, and inferential statistics, whose correlations and regressions were compared. Findings revealed a moderate relationship between patriarchal settings and managerial advancement of women whereby more patriarchal settings were related to less managerial advancement of women and vice versa. DED is patriarchal in that advancement of women to senior management has been greatly reduced. There was a moderate relationship existing between double blind and managerial advancement of women whereby the occurrence of more double blind was related to less managerial advancement of women and vice-versa. There exists a lot of stereotyping and prejudices about women and men which has worked against women’s advancement to senior managerial positions in DED. There was a moderate relationship between social capital and managerial advancement of women whereby more social capital was related to more managerial advancement of women and vice-versa. In DED social capital has not been well developed as such staff have not built much on it, especially women who even do not have time after work. Thus, the study concluded that patriarchal settings, double blind and social capital affect managerial advancement of women in DED. It is recommended that DED should reduce patriarchal settings by establishing family friendly human resource policies. Reduce double blind through sensitization on the potential dangers caused to the female staff and the organization. And, promote social capital through encouraging the staff and more especially women to appreciate why it deserves more attention.
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.
Executive coaching and employee performance in corporate organizations in Uganda: a case study of selected corporate organizations in Kampala District
(Uganda Management Institute, 2012) Boonabaana, Nkwasire Elizabeth
This research was conducted with the aim assessing the impact of executive coaching on employee performance in corporate organizations in Uganda; Kampala district. The researcher used the integral theory of everything, the most recent in the people development world, modeled by Wilber, (2000). The theory of everything focuses more on coaching and mentoring as key performance improvement interventions. The study adopted a cross-sectional survey design using a randomly selected sample of executives in MTN Uganda head office, Century Bottling Company head office, SCiUG (Save the Children in Uganda) and DFCU. Through questionnaires, interviews and review of documents, a survey was carried out on coachees, supervisees and coaches who formed the study sample. Both qualitative and quantitative data analysis methods were used to summarize, organize, edit and code the collected data. The data was further analyzed using correlation and regressional techniques to determine the relationship between executive coaching and employee performance. It was established that coach characteristics, coachee characteristics, coach/coachee relationship and coaching methods, all have a positive relationship with employee performance. Regarding coach characteristics, questioning skills featured prominently as a vital element necessary to cause a positive impact on employee performance. Regarding coachee characteristics, the respondents cited openness as the most important in ensuring a positive impact on employee performance. As regards coach/coachee relationship, it was established that the coach’s compatibility with the coachee was more important than trust and confidentiality. The findings also showed that external coaching is the most preferred method of performance improvement as compared to internal coaching. The researcher recommends that organizations should use coaches that have the right competences, experience and good questioning skills, focus on using external coaching than internal coaching method.
HUMAN RELATIONS AND EMPLOYEE PERFORMANCE. A CASE OF KAMPALA INTERNATIONAL UNIVERSITY
(Uganda Management Institute, 2013-05) Gift, Sylivia
This study was focused on establishing the relationship between human relations and employee performance at Kampala International University. The study was guided by the following research objectives:- to examine the influence of communication on employee performance at Kampala International University, to explore how team work influences employee performance at Kampala International University, and to establish the relationship between organizational commitment and employee performance at Kampala International University. The study adopted both qualitative and quantitative approaches. The study design used in this study was descriptive and analytical research to collect data. The respondents for this study came from KI U Staff, the researcher used questionnaires and interview guide to collect data. The key findings were that there is a significant relationship between communication and employee performance at KIU. The study concludes that management had a weak communication strategy to identify all possible risks which may have significantly affected the organization employee performance, therefore management at K.I.U should often examine situation in the institution at a particular time which would have otherwise helped them determine and classify’ areas of potential risk likely to affect the institution and hence document the characteristics of each situation The results also indicated that there is a significant relationship between team work and employee performance at K.I.U teamwork avoids huge losses perceived, and develops and examines alternative options. KIU management should frequently engage with team building Consultants and set clearly defined terms of reference (ToR) notable among of which Should be: to systematically examine the loopholes in the their team work skills; map out the implications and lessons for their team work activities and design alleviations The findings also indicated that organizational commitment has a big influence on the employee performance of K.I. U. organizational commitment eliminates risks that face entities, and in so doing, improve business survivability- organizational commitment enables building a block of approaching to offset unusual exposure, susceptibilities and vulnerabilities; such as diversification. Institutions should create the necessary policy, legal, and regulatory environment which should be supported by the establishment of effective information dissemination systems such as information reference bureaus to provide information on the credit employees. This concludes that institutions like KIU should have keen interest in development organizational commitment hence improved employee performance. Further research was recommended to explore the relationship between employee relations and employee performance in other institutions.
HUMAN RELATIONS AND EMPLOYEE PERFORMANCE. A CASE OF KAMPALA INTERNATIONAL UNIVERSITY
(Uganda Management Institute, 2013-05) Gift, Sylivia
This study was focused on establishing the relationship between human relations and employee performance at Kampala International University. The study was guided by the following research objectives:- to examine the influence of communication on employee performance at Kampala International University, to explore how team work influences employee performance at Kampala International University, and to establish the relationship between organizational commitment and employee performance at Kampala International University. The study adopted both qualitative and quantitative approaches. The study design used in this study was descriptive and analytical research to collect data. The respondents for this study came from KI U Staff, the researcher used questionnaires and interview guide to collect data. The key findings were that there is a significant relationship between communication and employee performance at KIU. The study concludes that management had a weak communication strategy to identify all possible risks which may have significantly affected the organization employee performance, therefore management at K.I.U should often examine situation in the institution at a particular time which would have otherwise helped them determine and classify’ areas of potential risk likely to affect the institution and hence document the characteristics of each situation The results also indicated that there is a significant relationship between team work and employee performance at K.I.U teamwork avoids huge losses perceived, and develops and examines alternative options. KIU management should frequently engage with team building Consultants and set clearly defined terms of reference (ToR) notable among of which Should be: to systematically examine the loopholes in the their team work skills; map out the implications and lessons for their team work activities and design alleviations The findings also indicated that organizational commitment has a big influence on the employee performance of K.I. U. organizational commitment eliminates risks that face entities, and in so doing, improve business survivability- organizational commitment enables building a block of approaching to offset unusual exposure, susceptibilities and vulnerabilities; such as diversification. Institutions should create the necessary policy, legal, and regulatory environment which should be supported by the establishment of effective information dissemination systems such as information reference bureaus to provide information on the credit employees. This concludes that institutions like KIU should have keen interest in development organizational commitment hence improved employee performance. Further research was recommended to explore the relationship between employee relations and employee performance in other institutions.
THE RELATIONSHIP BETWEEN SHIFT WORK AND EMPLOYEE PERFORMANCE AT ABACUS PARENTERALS DRUGS LIMITED, UGANDA
(Uganda Management Institute, 2013-07) MUGISHA, RITAH
The study investigated the effects of shift working on employee performance at Abacus Parenteral Drugs Limited. Abacus`s problem is that they a supposed to produce 58,000 bottles every day that they don’t. Expectancy and equity theories guided this research with three objectives. The general objective was to examine the relationship between shift work and employee performance at Abacus Parenteral Drugs Limited. Across sectional survey design was adopted and both qualitative and quantitative approaches were employed. Simple random sampling and purposive sampling were used. The major findings of the study were; a very weak relationship between shift length and employee performance, a weak but positive relationship between shift timing and employee performance and a weak positive relationship between circadian rhythm and employee performance. And conclusions where made that shift length, shift timing and circadian rhythms a related to employee performance at Abacus Parenteral Drugs Limited. The recommendations of the research were management should design all shifts to be eight hours only. Management should let employee chose the shift they want to work on before assigning them any task. Management should put lighter and little work for the night shift and it should be more involving and with lots of movement for these employees to keep them alert and moving from one place to another not to feel sleepy with working.
THE RELATIONSHIP BETWEEN MARKETING COMMUNICATION AND MARKETING PERFORMANCE OF POST BOX SERVICES: A CASE STUDY OF POSTA UGANDA.
(Uganda Management Institute, 2013-08) KAWEESA, ELISHA
The study set out to examine the relationship between marketing communication and marketing performance of post box services at Posta Uganda. It adapted a cross-sectional survey and data was collected from a sample size of 199 using self administered questionnaires and interviews. The objectives of the study were: to establish the relationship and influence advertising, public relation relations, personal selling and sale promotion has on marketing performance of Post Box Services at Posta Uganda. The findings of the study revealed that: there is a positive moderate relationship between advertising and marketing performance, Public relations has a strong relationship and positively, sales promotion also has a positive relationship and personal selling has a strong relationship and positively influence marketing performance of post box services. The study concluded that comprehensive planning of advertising and public relations campaigns improves marketing performance, careful planning and execution of sales promotion leads to improved marketing performance and management of personal selling was very vital to improve marketing performance. It was therefore recommended that Posta should take deliberate action to advertise post box services, come up with a public relations strategy to address how public relations activities are executed, implement well planned sales promotion campaign and effectively manage its sales team to improve marketing performance of post box services. Conclusively results indicate that the four component of marketing communication can predict up to 41.2% of the variance in marketing performance. So it’s highly recommended that the company takes deliberate action to actively engage in marketing communication activities to improve marketing performance of post box services.
THE RELATIONSHIP BETWEEN MARKETING COMMUNICATION AND MARKETING PERFORMANCE OF POST BOX SERVICES: A CASE STUDY OF POSTA UGANDA.
(Uganda Management Institute, 2013-08) KAWEESA, ELISHA
The study set out to examine the relationship between marketing communication and marketing performance of post box services at Posta Uganda. It adapted a cross-sectional survey and data was collected from a sample size of 199 using self administered questionnaires and interviews. The objectives of the study were: to establish the relationship and influence advertising, public relation relations, personal selling and sale promotion has on marketing performance of Post Box Services at Posta Uganda. The findings of the study revealed that: there is a positive moderate relationship between advertising and marketing performance, Public relations has a strong relationship and positively, sales promotion also has a positive relationship and personal selling has a strong relationship and positively influence marketing performance of post box services. The study concluded that comprehensive planning of advertising and public relations campaigns improves marketing performance, careful planning and execution of sales promotion leads to improved marketing performance and management of personal selling was very vital to improve marketing performance. It was therefore recommended that Posta should take deliberate action to advertise post box services, come up with a public relations strategy to address how public relations activities are executed, implement well planned sales promotion campaign and effectively manage its sales team to improve marketing performance of post box services. Conclusively results indicate that the four component of marketing communication can predict up to 41.2% of the variance in marketing performance. So it’s highly recommended that the company takes deliberate action to actively engage in marketing communication activities to improve marketing performance of post box services.
RELATIONSHIP BETWEEN BRAND EQUITY AND MARKETING PERFORMANCE OF UGANDA BREWERIES LIMITED
(Uganda Management Institute, 2013-08) KEREERE, KENNETH
The study used the case study of Uganda Breweries Limited (UBL) to find out the influence of brand equity on the marketing performance of Uganda Breweries Limited. The research objectives were: to examine the relationship between brand awareness and performance of Uganda Breweries Limited; to find out the role brand associations play in enhancing Uganda Breweries Limited’s Marketing Performance and to assess the effect of brand loyalty on Marketing Performance. A cross-sectional survey research design was used as the major research design for the study. Data was collected using questionnaires and interview guides from a sampled size of 196 respondents out of a target population of 295 individuals. This was complemented by the use of a correlation research design to find out the existence and nature of the relationships between the brand equity dimensions of awareness, associations and loyalty and the Marketing Performance of Uganda Breweries Limited as well as the contribution of each dimension on the company’s marketing performance using regression analysis. The study revealed a positive relationship between brand awareness, brand associations and brand loyalty with Marketing Performance arising out of brand equity. The study concluded that an increase in brand awareness, associations and loyalty would improve the Marketing Performance of Uganda Breweries Limited. The study, hence recommended that management of UBL needed to continuously improve on their brand equity dimensions of brand awareness, associations and loyalty of their customers to realize better Marketing Performance in view of sales, profitability and market share.
ORGANISATIONAL POLITICS AND EMPLOYEE RETENTION IN SELECTED DISABLED PEOPLE’S ORGANISATIONS IN UGANDA
(Uganda Management Institute, 2013-10) NAMAGULU, JULIET
The purpose of the study was to investigate the effects of organizational politics on employee retention in selected Disabled People’s Organizations in Uganda. The problem of the study was low employee retention as a result of organizational politics in Disabled People’s Organizations in Uganda. Disabled People’s Organizations were faced with rampant labour turnover, leading to a loss of competent and committed human resource. In response, Disabled People’s Organizations decided to improve salary packages offered to their employees. Regardless of the efforts, labour turnover persisted thus threatening the performance and survival of Disabled People’s Organizations in Uganda (NUDIPU, 2011). The following specific objectives guided the study: i) to find out the effects of influence on employee retention in Disabled People’s Organizations in Uganda and ii) to assess the effects of power on employee retention in selected Disabled People’s Organizations in Uganda. The study used a cross-sectional survey research design in six selected Disabled People’s Organizations. A sample of 76 respondents was selected using simple random sampling, purposive sampling for key informants and snow ball sampling for former workers of these organizations out of which a 53% response rate was received. The methods used to collect the data were questionnaire survey method and interviewing method. Content analysis was used to edit qualitative data and reorganize it into meaningful shorter sentences. Quantitative analysis mainly consisted of descriptive statistics (frequencies and percentages) and inferential statistics (spearman correlation coefficient of determination). The study findings indicated that influence had a negative and insignificant effect on employee retention with a correlation coefficient of r= 0.013 with a significance p=.945 while power had a positive and insignificant effect on employee retention as indicated by the correlation coefficient of r= .209 with p=.255. Thus, it is concluded that both influence and power did not significantly affect employee retention in Disabled People’s Organizations in Uganda. Basing on the study findings, it was recommended that the management of Disabled People’s Organizations should focus on boosting salary and non-monetary benefits such as setting up opportunities for promotions on merit to give staff a clear path for career growth, management should design or move towards a programme based structure instead of a project based. In addition, board members should trust staff in top management to lead Disabled People’s Organizations, since they have the experience and have been recruited to manage the organizations. This will thus enhance retention in the organizations.
WORK-LIFE BALANCE INITIATIVES AND JOB SATISFACTION AMONG ADMINISTRATIVE STAFF IN PRIVATE UNIVERSITIES IN UGANDA: A CASE STUDY OF BISHOP STUART UNIVERSITY
(Uganda Management Institute, 2013-10) MWESIGA, MARK DONALD BIKOSA
This study investigated work-life balance initiatives and job satisfaction among administrative staff. Bishop Stuart University was used as a case study. Work-life balance initiatives were conceived as the independent variable and job satisfaction as the dependent variable. The purpose of the study was to establish the effect of work-life balance initiatives and job satisfaction among administrative staff in private universities in Uganda. The objectives of the study were to establish the effect of health promotion on job satisfaction, to determine the effect of paid time off on Job satisfaction and to investigate the effect of flexible work arrangements on job satisfaction among administrative Staff of Bishop Stuart University. The study took a case study research design and both qualitative and quantitative methods of data collection and analysis were used. Data was collected using self-administered questionnaire and interview guide. Validity and reliability of research instruments were tested. Both descriptive and inferential statistical techniques of analyses were used. The study revealed a moderate positive correlation between health promotion and job satisfaction as well as a moderate correlation between paid time off and job satisfaction among administrative staff. The study also revealed a weak correlation between flexible work arrangements and job satisfaction among administrative staff. The study concluded that Health promotion and paid time off tend to be associated more with job satisfaction than the flexible work arrangements. The study recommends that institutions should invest heavily in health promotion activities, which can be utilized by employees, as this will enhance the physical fitness of employees that is important for employee job satisfaction. The researcher recommends that institutions should keep on encouraging and implementing paid time off initiatives as this helps workers to have enough time away from work to attend to personal issues. The researcher further recommends that institutions should not emphasize flexible work arrangements among administrative staff because they contribute less towards employee job satisfaction
RESULT ORIENTED MANAGEMENT PRACTICES AND INSTITUTUTIONAL PERFOMANCE IN UGANDA. A CASE OF IBANDA DISTRICT LOCAL GOVERNMENT
(Uganda Management Institute, 2013-11) KOMUJUNI, ANNAH
The study examined the role of result oriented management practices on the performance of Ibanda District local Government and looked at the role of strategic planning, implementation monitoring and performance measurement and how they affect performance of the district. The study used cross sectional survey design with both qualitative and quantitative approaches. The study population included CAOs, sub county chiefs, district staff members, district planners and local council leaders. Data collection utilized questionnaires and interviews. Means were obtained to show the central tendency of responses, and correlations to show relationships among variables. Findings revealed a significant positive relationship (r=852, p=.000) between strategic planning and performance of the district. The district has a mission, vision and goals that are understood by all. Planners set unrealistic goals that are not achievable. Performance indicators exist but are rarely achieved beyond average. Implementation monitoring and performance are positively related (r=.745, p=.000). Resource allocation prioritization is largely violated by politicization, data collection is only done regularly by the health team, other departments do not have them and staff performance appraisals are rarely done. Performance measurement is significantly related (r=.611, p= .000) performance of Ibanda District Local Government. Only indicators that attract political attention are provided with feedback. It was therefore concluded that all the three aspects (strategic planning, implementation monitoring and performance measurement) significantly influence performance of the district. Most employees do not thoroughly understand ROM, Unrealistic goals are some times set, there is no actual prioritization of resources, key performing aspects are rarely captured and feedback system is very poor. It was therefore recommended that the district should conduct refresher courses specifically in ROM, need to carry out needs assessment, prioritize resource allocation according to urgency and put a system in place for all the identified indicators.
THE CONTRIBUTION OF WORKPLACE READINESS TO EMPLOYEE ENGAGEMENT AT AIRTEL UGANDA
(Uganda Management Institute, 2013-11) NAKAWUKA, STELLA
The study examined the contribution of workplace readiness to employee engagement at Airtel Uganda. The specific objectives included assessing the contribution of resources to employee engagement at Airtel Uganda, investigating the contribution of work life balance to employee engagement at Airtel Uganda and examining the contribution of training of employees to employee engagement at Airtel Uganda. The researcher used a cross sectional survey design. A total of 113 respondents participated in the study. Simple random Sampling method was used for selecting the study respondents, with the exception of the Heads of Department who were selected using purposive techniques. Findings revealed a weak positive correlation between resources and employee engagement whereby resources accounted for 10.2% variance in employee engagement, a weak positive correlation between work-life balance and employee engagement whereby work-life balance accounted for 6.6% variance in employee engagement, and a moderate positive correlation between training and employee engagement whereby training accounted for 25.3% variance in employee engagement. Workplace readiness clearly had a significant contribution to employee engagement. Therefore, companies should ensure work place readiness to improve employee engagement. According to the study, employees expect organizations to provide resources in order to meet the organization’s objectives. More so there should be a balance between work and life to improve employees’ morale to work. Training both skill acquiring and knowledge based are vital in increasing employee engagement; Airtel is a dynamic business with so many trainings tailored to the changes in skills needed. This has led to increased engagement within the organization
RESULT ORIENTED MANAGEMENT PRACTICES AND INSTITUTUTIONAL PERFOMANCE IN UGANDA. A CASE OF IBANDA DISTRICT LOCAL GOVERNMENT
(Uganda Management Institute, 2013-11) KOMUJUNI, ANNAH
The study examined the role of result oriented management practices on the performance of Ibanda District local Government and looked at the role of strategic planning, implementation monitoring and performance measurement and how they affect performance of the district. The study used cross sectional survey design with both qualitative and quantitative approaches. The study population included CAOs, sub county chiefs, district staff members, district planners and local council leaders. Data collection utilized questionnaires and interviews. Means were obtained to show the central tendency of responses, and correlations to show relationships among variables. Findings revealed a significant positive relationship (r=852, p=.000) between strategic planning and performance of the district. The district has a mission, vision and goals that are understood by all. Planners set unrealistic goals that are not achievable. Performance indicators exist but are rarely achieved beyond average. Implementation monitoring and performance are positively related (r=.745, p=.000). Resource allocation prioritization is largely violated by politicization, data collection is only done regularly by the health team, other departments do not have them and staff performance appraisals are rarely done. Performance measurement is significantly related (r=.611, p= .000) performance of Ibanda District Local Government. Only indicators that attract political attention are provided with feedback. It was therefore concluded that all the three aspects (strategic planning, implementation monitoring and performance measurement) significantly influence performance of the district. Most employees do not thoroughly understand ROM, Unrealistic goals are some times set, there is no actual prioritization of resources, key performing aspects are rarely captured and feedback system is very poor. It was therefore recommended that the district should conduct refresher courses specifically in ROM, need to carry out needs assessment, prioritize resource allocation according to urgency and put a system in place for all the identified indicators.
HUMAN RESOURCE MANAGEMENT PRACTICES AND JOB SATISFACTION IN PUBLIC SERVICE IN UGANDA; A CASE STUDY OF GULU DISTRICT LOCAL GOVERNMENT.
(Uganda Management Institute, 2013-11) ANGEYO, EVELYNN
Effectively and efficiently administered Human Resources Management practices create job satisfaction among the employees of any entity. The study problem noted a gap in the HRM at the GDLG due to inadequacies of resources and un-imbalanced redistribution of the HRM practices that eventually cause job un-satisfaction among employees. The study sought to examine the impact of Human Resources Management practices on job satisfaction among employees in Public Service in Uganda. The findings were obtained from the employees at Gulu District Local Government among 10 departments and with a total number of 79 employees participating in the research study. Questionnaires and interview guides were used as data collection tools and through this 74 participants responded through questionnaires and 5 key persons through interview guide. This therefore brought to a total number of 79 respondents at a respondent rate of 70.5%. The data was gathered and analyzed using a statistical package of SPSS to examine the impact of HRM practices on Job Satisfaction at GDLG. Throughout a Pearson Correlation was used to analyze the direction and magnitude to which the dependent and the independent variables of the study were related. Apparently from the findings of the study, all the three tested independent variables of HRD, Performance Management and Reward Management were found to have positive influence on the employees job satisfaction, however, it was to a weak/ low extend. The research findings were then compared to the past literature reviewed and the researcher gives recommendations to the Human Resources and administration department at the district to carry out effective and efficient HRM practices that should be fairly distributed to all the employees to derive their job satisfaction. Further research can also be carried out in the related fields so as to evoke discussions on how to improve the HRM practices at the GDLG.
AN ASSESSMENT OF SOME SOCIO-CULTURAL DETERMINANTS OF WOMEN’S CAREER ADVANCEMENT IN THE PUBLIC HEALTH SECTOR OF UGANDA: A CASE OF MULAGO NATIONAL REFERRAL HOSPITAL
(Uganda Management Institute, 2013-12) BYAMUKAMA, ELIAS
The general objective of this study was to assess how some socio-cultural factors affected women’s career advancement in Uganda’s public health sector showcasing Mulago National Referral Hospital (MNRH). To achieve this objective, the following specific objectives were developed: i) To establish if family and work life balance had shaped and influenced women’s career advancement trajectory in MNRH, and, ii) To assess the extent to which gender prejudice had accentuated gender inequalities in career advancement in MNRH. The researcher collected data from 89 participants (50 females and 39 males) employees of MNRH who were categorized into four managerial levels: Oversight/strategic level, senior management level; operational/middle management level and lower/support management level. Simple random sampling method was used to select appropriate respondents while purposive sampling was used to select key informants. Data was coded, edited, before classifying it into categories and entered into the statistical package for social scientists (SPSS) for analysis. Analyzed outputs included simple frequency, cross tabulations and correlations which formed the basis for analysis in addition to data from key informants. The study established that family and work balance conflicts and women’s career advancement were insignificantly related (rho = 0.043; p> 0.05 (= 0.686), and gender stereotypes and career advancement of women were insignificantly related (rho = 0.0187; p>0.05(= 0.079). The conclusions were that family-work balance complexity and gender stereotypes did not affect career advancement of women. From the above findings, the study recommended that the Mulago hospital management should design a system that gives women progressively more responsibilities and change the system that confines women to only support roles or jobs that require soft skills, and that MNRH management should design a system that qualitatively evaluates women’s contribution and drop the system that only relies on one’s ability to put in extra hours beyond regular work hours in order to be promoted.
HUMAN RESOURCE MANAGEMENT PRACTICES AND SUSTAINABILITY OF PUBLIC TRANSPORT ORGANIZATIONS: A CASE STUDY OF GATEWAY BUS SERVICE LIMITED
(Uganda Management Institute, 2013-12) MABUTU, JOSEPH
The transport industry is an important aspect of any growing economy like Uganda. Many private individuals and companies do participate in the transport business and Gateway bus service limited is one of them. Gateway bus service was established in 1982 and is one of the pioneer Bus Companies in Uganda with over 200 employees. It operates both locally and internationally. The study was aimed at examining the relationship between HRM practices and sustainability of Gateway bus service limited, focusing on recruitment and selection, training and development, and reward management. Simple random and purposive sampling techniques were used in the selection of respondents. Data was collected and analysed using quantitative and qualitative methods where questionnaires and interviews were used as the instruments to collect data. The findings of the study indicate that there was no recruitment and selection policy, no room for many people to apply and those who came looking for jobs rarely got employed. Head hunting and hand picking were most commonly used practices for recruitment and selection activities, it was inconsistent and discriminatory, hence recruitment and selection at Gateway bus service limited was not professionally handled. It was further discovered that the company had no training and development policy to help guide on issues of training of the staff, hence the company relied on informal programs of training done once at the time of entry. It was also discovered that the company had no reward policy; rewards were determined by the directors based on their judgement and were not uniform. Many were not satisfied with their remuneration, the staffs were mainly rewarded with allowances and salary. The researcher recommends that the management of Gateway bus service should set up a recruitment and selection policy to help in guiding on issues to do with employment of people into the company, and must be handled by a human resource specialist. The researcher further recommends that there must be an establishment of a training policy to provide a framework within which decisions can be made and supported with regard to the training and development of individuals and groups within the company. It was also recommended that a reward management policy be established to help in the formulation and implementation of ways to best handle issues to do with the rewarding of employees.
SERVICE QUALITY PERSPECTIVES AND CUSTOMER SATISFACTION IN BANK OF AFRICA (U) LIMITED
(Uganda Management Institute, 2013-12) AYEBARE, DOREEN
The study assessed the relationship between service quality perspectives and customer satisfaction in Bank of Africa (U) Ltd. Despite all the interventions the bank put in place to serve customers better, many were still complaining about poor services delivery, low product quality, high prices and rates, inadequate security, access and timeliness of services were lacking among others. Specific objectives that guided the study were to establish the relationship between service responsiveness and customer satisfaction, assess the relationship between reliability of service and customer satisfaction, and assess the relationship between tangibles of service and customer satisfaction in the bank. It was majorly a quantitative, cross-sectional survey, with some qualitative components. A sample size of 194 out of population of 11,274 was selected using purposive and simple random sampling methods. Questionnaire survey was the main method of data collection in addition to interviews for key informants. A response rate of 75.3% was realised. Quantitative descriptive statistics, reliability tests, bi-variate correlations and linear regression analysis were generated using the Statistical Package for Social Sciences (SPSS) software. The results confirmed that there was a positive and statistical significant relationship between service quality perspectives and customer satisfaction in Bank of Africa (U) Ltd; hence the hypotheses formulated were upheld. It was then concluded that service quality highly relate to customer satisfaction. The implications of the finding are that Bank of Africa Management should improve on the dimensions of tangibles and sustain responsiveness and reliability of services in order to constantly improve customer satisfaction. Further research is recommended on the other factors that affect customer satisfaction rather than reliability, tangibles and responsiveness.
CAPACITY DEVELOPMENT INTIATIVES AND THEIR IMPLICATIONS ON EMPLOYEE PERFORMANCE IN MOYO DISTRICT LOCAL GOVERNMENT - UGANDA
(Uganda Management Institute, 2013-12) BUA, VICTOR LEKU
Over time, citizen’s demands for services from their Governments have increased. In order to respond to such demands, the public sector must depend on the quality of its human resources. To achieve this, massive capacity development initiatives have been initiated and implemented by Government for the entire Public Service (PS), but with no significant implication on employee performance hence poor service delivery and waste of tax payers’ money. This study therefore sought to examine the implications of capacity development initiatives on employee performance in Moyo DLG. The specific objectives of the study were; to assess the implications of performance improvement and professional development program on employee performance. The finding indicated that performance improvement and professional development programs have positive correlation with employee performance at a regression of .576 and .512 respectively. However, employee performance assessment results show that only 17.5% employees registered improvement in performance after participating in capacity development programs. There is insignificant contribution of performance improvement programs to employee performance. Only 20 employees underwent professional development program in the review period, emphasis were solely put in capacity development at the expenses of an integrated approach to employee performance encompassing ‘hard’ capacity such as work environment, tools and equipments, financial and human resources; and managerial capacities and ‘soft’ capacity including vision, goal setting, leadership, employee remuneration, motivating and supervising staff. There is serious contravention of the PS policies which recommends mandatory attendance to some programs. The study thus recommends implementation of capacity development initiatives as a total package (hybrid of all programs); transparency; strict enforcement; regular review and monitoring and evaluation; a systems approach to capacity development focusing on policies, power relations, social norms, procedures, and Individual skills, knowledge and experience. A system of auditing the outcomes of capacity development programs to provide information about the degree to which employee performance can justifiably be attributed to capacity development.

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