Human Resource Development Practices and Job Satisfaction in the Telecommunications Sector: A case of Mobile telephone Network,Uganda

Abstract

The purpose of the study was to establish the relationship between human resource development practices and job satisfaction in Mobile Telephone Network-Uganda. The study was guided by four objectives that are to establish the relationship between (i) employee training, (ii) employee involvement, (iii) employee mentoring, (iv) leadership styles and job satisfaction. A co-relational research design was employed using both qualitative and quantitative research approaches. A sample of 252 respondents participated in the study by answering the questionnaire and interview guide. Frequencies and percentages were used to show the distribution of respondents on different items. Pearson’s Linear Correlational Coefficient (r) was used to determine the level of correlation between the variables. The study findings showed that (i) employee training (r = 0.226** & Sig. 0.004), (ii) employee involvement (r = 0.250** & Sig. = 0.001), (iii) employee mentoring (r = 0.289** & Sig. = 0.000) and (iv) leadership researcher concluded that (i) training ultimately benefits both the employee and the organization. (ii) when employees are involved in organizational activities, they gain a professional and personal stake in the organization. (ii) Mentoring programs help employees grow develop and learn new skills under the direction and (iv) a leaderless organization is like an army without generals. The researcher therefore, recommended that; MTN (U) Limited should provide on-the-job and off-the-job training opportunities to her employees to enhance their job satisfaction. MTN (U) Limited should involve her employees in the different organizational activities to enhance their job satisfaction. MTN (U) Limited should mentor her employees during performance a way of enhancing their job satisfaction.