CAREER DEVELOPMENT AND EMPLOYEE PERFORMANCE IN THE INSPECTORATE OF GOVERNMENT IN UGANDA

Abstract

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.