Department of Human Resource and Organisational Studies

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Browsing Department of Human Resource and Organisational Studies by Subject "Bank of Uganda"

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    Factors Affecting Effectiveness of the Performance Appraisal System in Bank of Uganda
    (Uganda Management Institute, 2018-01) Musiime, Patience
    This study concentrated on the factors that impede effectiveness of the performance appraisal system in Bank of Uganda. Performance appraisals help organisations measure performance, motivate employees and most commonly help to make HR related administrative decisions such as promotions and rewards. The study objective was to determine the influence organizational support, communication and managerial practices have on the effectiveness of the performance appraisal system in Bank of Uganda. The study adopted a cross-sectional research design to collect quantitative and qualitative data using structured and semi-structured questionnaires and an interview guide respectively. The target population was Middle Managers and Banking Officers at Bank of Uganda Headquarters, Kampala. The collected quantitative data was analyzed using Statistical Package for Social Science to inform the relationship between variables. Pearson correlation coefficient/Product Moment and regression analysis was also used to measure the degree and strength of the relationship between factors as independent variable and effectiveness of the performance appraisal system as dependent variable. Qualitative data was analyzed using thematic and content analysis which reinforced the narration of the quantitative data. The study revealed that the identified factors all had a statistically strong positive relationship: organization support (5.7%), communication (46.9%), managerial practices (38.5%) and effectiveness of the performance appraisal system. It can be concluded that communication and managerial practices greatly impact the effectiveness of the appraisal system in BOU. The study therefore recommends the Human Resources Department to sensitize staff in Bank of Uganda on the importance of performance appraisal to iron out the gaps identified by the Supervisors. In addition, Supervisors should be trained to be assertive, management skills and interpersonal relationships. This will go a long way in reducing subjectivity in scoring staff based on friendships and negative sentiments that continue to compromise an otherwise effective performance appraisal system in the Bank.
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    ORGANIZATION DESIGN AND EMPLOYEE PERFORMANCE: A CASE STUDY OF BANK OF UGANDA
    (Uganda Management Institute, 2014-02) Nnaggenda, Jane Nakibunga
    The purpose of this study was to examine the effect of Organization Design on employee performance in Bank of Uganda, centering on three elements of Organization Design that is, Organizational Structure, Rewards and Organizational Culture. The study adopted a correlational research design, since it sought to establish the relationship between Organization Design (Organizational Structure, Rewards and Organizational Culture) and employee performance. The study was also descriptive in nature since it sought to describe characteristics of a group of employees in Bank of Uganda. The sample size was 201 staff of Bank of Uganda out of an accessible population of 247. The data were collected through questionnaires which were statistically analyzed through descriptive, correlation and regression analyses. Qualitative data were obtained through interviews and open-ended questions in the questionnaires. The study found that organizational structure, rewards and organizational culture were all positively and significantly related to employee performance. It was therefore concluded that any improvement in organizational structure, rewards or organizational culture would lead to an increase in employee performance in Bank of Uganda and vice versa. The key recommendations are; Bank of Uganda should enhance its organizational structure, rewards and organizational culture simultaneously in order to improve performance of employees. The organizational structure should be modified, so that it is flexible enough to support employee involvement, allow more decision making at lower levels, and encourage creativity and innovativeness. Bank of Uganda should also improve its rewards by revising its policies on promotion, training and recognition and also introducing performance based pay. Lastly, Bank of Uganda should conduct leadership/ management assessments, in order to identify areas that require improvement, and provide training and development plans focusing on the specified areas. Management practices that encourage employee engagement should also be reexamined to further improve employee performance.