Department of Human Resource and Organisational Studies

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AN ANALYSIS OF THE CONTRIBUTION OF HUMAN RESOURCE MANAGEMENT PRACTICES TO MOTIVATION AMONG BANK OF UGANDA EMPLOYEES
(Uganda Management Institute, 2018-02) KIIZA, OSCAR EDDY
This study analysed the contribution of Human Resource Management practices to motivation among Bank of Uganda (BOU) employees. Specifically, the study sought to analyse the contribution of; performance appraisal, reward and compensation management and engagement practices to motivation among BOU employees. The study used the descriptive research design and adopted both the qualitative and quantitative approaches. Data was collected using a structured questionnaire and interview guide from a sample of 100 respondents. The data was quantitatively and qualitatively analysed using measures of central tendency, Pearson’s correlation, regression analysis and content analysis respectively. The findings of the study indicated that performance appraisal, reward and compensation management and employee engagement practices positively and significantly contribute to motivation among Bank of Uganda employees.
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.
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.
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.
CAREER DEVELOPMENT AND EMPLOYEE PERFORMANCE IN THE INSPECTORATE OF GOVERNMENT IN UGANDA
(Uganda Management Institute, 2014-02) BAINOMUJUNI, REUBEN
This study investigated career development and employee performance in the Inspectorate of Government (IG) in Uganda so as to inform the institution on bettering performance of its employees. The study was provoked by the prevailing continuous and truncated performance of employees of the IG in the face of high public expectation of fulfilling its institutional mandate of promoting the rule of law and good governance in public offices. Using both qualitative and quantitative approaches, the study adopted a correlational study and to some extent a cross sectional survey design and a case study design were relevant. The researcher sampled 183 respondents and collected data from 164 members of staff as well as five members of top management resulting into a response rate of 92%. The data collection methods used included; questionnaire survey, interviews, focus group discussions and documentary review. Analysis of quantitative data was done using descriptive and inferential statistics while narrative analysis was used for qualitative data. The findings of the study revealed that staff training is positive, but insignificantly impacts on employee performance, yet both delegation and career growth prospects significantly affect employee performance. The study concluded that the IG staff trainings have little impact on employee performance; nevertheless both delegation and career growth prospects have significant impact on employee performance. The study recommended that the IG should put in place and or revitalize a systematic training policy and address staff attitude to work in order to better employee performance. It should also streamline feedback process to reinforce effective communication and engender improved delegation of tasks/responsibilities to enhance employee performance. It should further strengthen career growth prospects to produce a workforce that engages in the extra-role behaviour.
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
THE EFFECT OF GOVERNANCE AND LEADERSHIP STRUCTURES ON THE PERFORMANCE OF TRADE UNIONS: A CASE STUDY OF UGANDA NATIONAL TEACHERS' UNION (UNATU), KAMPALA REGION
(Uganda Management Institute, 2016-02) KOMUGISHA, LORNA
The main objective of this study was to examine the effect of governance and leadership structure on the performance of trade unions using a case study of Uganda National Teachers’ Union Kampala region. The study specifically sought to establish the extent to which governance and leadership structures affect the performance of trade unions. A correlation research design was adopted for this study incorporating quantitative methods of data collection and the population of the study was 90 respondents consisting of members and staff of Uganda National Teachers’ Union, Kampala region. Data were analyzed using SPSS data analysis package version 19 which ran descriptive statistics and inferential statistics such as Pearson chi-squares to test hypotheses. The study findings revealed a positive correlation (0.789) between governance structure and UNATU’s performance; positive correlation (0.674) between leadership structure and UNATU’s performance. The study concluded that governance and leadership structures when handled effectively can yield immense positive results hence leading to improved performance of trade unions.
AN EXAMINATION OF THE CONTRIBUTION OF MOTIVATION STRATEGIES TO STAFF PERFORMANCE: A STUDY OF HEALTH WORKERS IN BUNDIBUGYO DISRICT, UGANDA
(Uganda Management Institute, 2014-02) BAMWONJOBORA, CELIA
Motivation is crucial for organizations to function; without motivation employees will not put up their best and the company’s performance would be less efficient. The situation is even more serious in developing countries where working conditions are unattractive. It is in view of this that this study was conducted to examine the contribution of motivation strategies to staff performance in the public sector: a case study of health workers in Bundibugyo district. The case-study approach was adopted for the study with both qualitative and quantitative techniques such as stratified sampling and simple random sampling techniques were employed. Key informant interviews and questionnaires were the methods of data collection for the study and STATA software was used to analyse data collected from the field. The study found that, motivation packages for the health staff of Bundibugyo district were inadequate. This was evident in inadequate salaries and allowances, poor working and living conditions, inadequate supervison and limited opportunities for career growth and development. The implementation of “hard to reach” policy leaves out staff of the urban centres and yet the district is ‘“hard to reach”’. The results also show that motivation is affected by both monetory and non-monetory strategies. The study therefore concludes that there is the need to strengthen health systems to ensure effective service delivery and improved health outcomes. This can be achieved by addressing salary issues, staffing gaps, improving the living and working conditions and intensifying support supervision. The “hard to reach” policy should also be introduced in urban areas to ensure that all health staff are motivated. Government policies and guidelines should be implemented instead of being shelved.
AN EXAMINATION OF THE CONTRIBUTION OF MOTIVATION STRATEGIES TO STAFF PERFORMANCE: A STUDY OF HEALTH WORKERS IN BUNDIBUGYO DISRICT, UGANDA
(Uganda Management Institute, 2014-02) BAMWONJOBORA, CELIA
Motivation is crucial for organizations to function; without motivation employees will not put up their best and the company’s performance would be less efficient. The situation is even more serious in developing countries where working conditions are unattractive. It is in view of this that this study was conducted to examine the contribution of motivation strategies to staff performance in the public sector: a case study of health workers in Bundibugyo district. The case-study approach was adopted for the study with both qualitative and quantitative techniques such as stratified sampling and simple random sampling techniques were employed. Key informant interviews and questionnaires were the methods of data collection for the study and STATA software was used to analyse data collected from the field. The study found that, motivation packages for the health staff of Bundibugyo district were inadequate. This was evident in inadequate salaries and allowances, poor working and living conditions, inadequate supervison and limited opportunities for career growth and development. The implementation of “hard to reach” policy leaves out staff of the urban centres and yet the district is ‘“hard to reach”’. The results also show that motivation is affected by both monetory and non-monetory strategies. The study therefore concludes that there is the need to strengthen health systems to ensure effective service delivery and improved health outcomes. This can be achieved by addressing salary issues, staffing gaps, improving the living and working conditions and intensifying support supervision. The “hard to reach” policy should also be introduced in urban areas to ensure that all health staff are motivated. Government policies and guidelines should be implemented instead of being shelved.
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.
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.
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.
FACTORS AFFECTING PERFORMANCE OF ADMINISTRATION PERSONNEL IN PUBLIC UNIVERSITIES IN UGANDA: A CASE STUDY OF MAKERERE UNIVERSITY, KAMPALA
(Uganda Management Institute, 2013-12) MUSOKE, SIMON PETER
The purpose of the study was to assess the factors affecting the performance of administration personnel at Makerere University. The problem of the study was poor performance of administration staff in public universities in Uganda and at Makerere University in particular. Despite the fact that many studies have been done about this problem, it still persists and seems to worsen every year. The following specific objectives guided the study: to identify the individual factors and their influence on the performance of administration personnel in Makerere University; to investigate the organisational factors and their influence on the performance of administration personnel in Makerere University; and to establish the external factors and their influence on the performance of administration personnel in Makerere University. The study used a case-study research design. The sample included 120 respondents and the respondents were selected using purposive technique. Content analysis was done on qualitative data and reorganized it into meaningful shorter sentences. Quantitative analysis mainly consisted of descriptive statistics (frequencies and percentages) and inferential statistics (Pearson correlation and coefficient of determination). The study established that individual (52%), organisational (50%), and external factors (45%) had a significant effect on performance of administration personnel at Makerere University. It was therefore, concluded that individual, organisational, and external factors played an important role in increasing performance at Makerere University. It was therefore recommended that Makerere University management should focus on individual, organisational, and external factors to improve performance of its staff members. Finally, basing on the findings of the study, Makerere University should focus on mostly the individual and organisational factors such as job satisfaction, and skills level to promote effective performance.
FACTORS INFLUENCING PERFORMANCE OF LEARNERS IN SCIENCE SUBJECTS AT ORDINARY LEVEL IN WAKISO DISTRICT, UGANDA.
(Uganda Management Institute, 2018-02) NANDUGWA, FLAVIA
The study assessed the factors influencing performance of learners in science subjects at ordinary level in Wakiso District, Uganda. The study was guided by three objectives namely to establish how Learner factors influence performance of learners in science subjects at ordinary level; to establish how teacher factor influence performance of learners in science subjects at ordinary level and to establish the role of School based factors in influencing performance of learners in science subjects at Ordinary Level. The study used a cross sectional survey research design applying both qualitative and quantitative approaches. From a population of 300 respondents 207 formed a sample. The questionnaires, interviews and document review list were used to support data collection. The response rate of 97% was obtained where key findings revealed a significant positive influence of the learner factors (.397**), teacher factors (.305**) and school based factors (.537**) on the performance of learners in science subjects at ordinary level. From the discussion held about learner factor it can be concluded that encouraging students, changing their attitude, creating a good reading culture and concentration would improve learners’ performance in science subjects. On teacher factors, rewarding teachers and availing them with essential training material would trigger academic excellence. On school based factors it can be concluded that employing qualified science teachers and closely monitor their teaching duties would improve teachers’ performance in science subjects. The study recommended for counseling and motivational speeches to learners, use alumni to liaise with former old boys and girls, organize school science book festivals and practical science fares, conduct training of trainers, bench mark, internal school SACCO, lobby for external sponsorship-partnership, annual fundraising and corporate dinners. The study recommends a future study on the same topic but involving other districts and schools, since this may provide another card for a more holistic picture of performance of learners in sciences at ordinary level in schools.
FACTORS INFLUENCING PERFORMANCE OF LEARNERS IN SCIENCE SUBJECTS AT ORDINARY LEVEL IN WAKISO DISTRICT, UGANDA.
(Uganda Management Institute, 2018-02) NANDUGWA, FLAVIA
The study assessed the factors influencing performance of learners in science subjects at ordinary level in Wakiso District, Uganda. The study was guided by three objectives namely to establish how Learner factors influence performance of learners in science subjects at ordinary level; to establish how teacher factor influence performance of learners in science subjects at ordinary level and to establish the role of School based factors in influencing performance of learners in science subjects at Ordinary Level. The study used a cross sectional survey research design applying both qualitative and quantitative approaches. From a population of 300 respondents 207 formed a sample. The questionnaires, interviews and document review list were used to support data collection. The response rate of 97% was obtained where key findings revealed a significant positive influence of the learner factors (.397**), teacher factors (.305**) and school based factors (.537**) on the performance of learners in science subjects at ordinary level. From the discussion held about learner factor it can be concluded that encouraging students, changing their attitude, creating a good reading culture and concentration would improve learners’ performance in science subjects. On teacher factors, rewarding teachers and availing them with essential training material would trigger academic excellence. On school based factors it can be concluded that employing qualified science teachers and closely monitor their teaching duties would improve teachers’ performance in science subjects. The study recommended for counseling and motivational speeches to learners, use alumni to liaise with former old boys and girls, organize school science book festivals and practical science fares, conduct training of trainers, bench mark, internal school SACCO, lobby for external sponsorship-partnership, annual fundraising and corporate dinners. The study recommends a future study on the same topic but involving other districts and schools, since this may provide another card for a more holistic picture of performance of learners in sciences at ordinary level in schools.
HIRING PROCEDURES AND EMPLOYEE PERFORMANCE IN GRACE GLOBAL IMPACT MINISTRIES IN UGANDA
(Uganda Management Institute, 2014-02) MULAAZA, REBECCA
This study examined the effect of hiring procedures on employee performance in Grace Global Impact Ministries located in Entebbe, Uganda. The objectives of the study were: to determine the relationship between defining requirements and employee performance in GGIM, to establish the effect of attracting candidates on employee performance in GGIM, to assess the effect of checking applications on employee performance in GGIM, To find out the modulator effect of operation factors on the relationship between hiring procedures and employee performance in GGIM. A cross sectional research design with both qualitative and quantitative approaches was used. Sampling was done involving a sample determination table (Krejcie and Morgan, 2005) and a sample of 53 employees was used. Data collection procedures included questionnaire, interview and documentary review. Major findings using Pearson`s Production Moment Correlation Analysis showed a significant positive relationship between defining requirement, attracting candidates, checking application and operation factors on employee performance. Recommendations of the research were that, first, management and leadership should plan for the human resource and ensure that all the jobs are analyzed before being advertised. Second, managers and policy makers should make sure that competitive employees are attracted to apply whenever job/jobs are advertised. Third, that the administration should make sure that the selection team does it without biasness and nepotism; candidates should be selected in accordance to their performance in the interviews. Fourth, the leadership style should be balanced and attract employee contributions on the issues which affect their work performance.
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.
HUMAN RESOURCE DEVELOPMENT AND EMPLOYEE PERFORMANCE IN THE MINISTRY OF PUBLIC SERVICE
(Uganda Management Institute, 2018-02) KABUGHO, BARBRA MATTE
The purpose of the study was to assess the role of human resource development on employee performance in the Ministry of Public Service. The specific objectives of the study were to establish the contribution of training on employee performance in the Ministry of Public Service, to establish the contribution of performance management on employee performance in the Ministry of Public Service and to establish the contribution of leadership development on employee performance in the Ministry of Public Service. A cross sectional study design was adopted. Both quantitative and qualitative techniques were used to analyse data collected. In this study, 122 respondents out the targeted sample of 151 respondents participated in responding to questions in the questionnaire and interview guide. Analysis involved descriptive statistics such as frequencies and percentages, and inferential statistics such as Spearman’s rank correlation coefficient, coefficient of determination and regression. Findings revealed a significant positive moderate correlation (rho = .409, p = .000) between training and employee performance whereby better training contributed to better employee performance and less training activity contributed to lesser employee performance. There was a significant positive moderate correlation (rho= .582, p = .000) between performance management and employee performance and a significant positive moderate correlation (rho = .597, p = .000) between leadership development and employee performance. It was concluded that human resource development measured in terms of training, performance management and leadership development had an important role in enhancing employee performance. Thus, it was recommended that these measures of human resource development have to be improved to help employees perform better at work.

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