Bachelor of Human Resource Mangement

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Job evaluation and its effects on organizational performance:
(Kampala International University, College of Humanities and Social Sciences, 2006) Aribaribo, Nasser
The main aim of the study / research was to investigate the effects of job evaluation to the performance of an organization. During the practical field wo/1111 in First Merchant International Trading Company within Kampala District, the research was conducted freely and successful. The research found out on close analysis that there are quite many effects of job evaluation to the performance of the organization which are both positive and negative to the organisational success. The study was designed to investigate the effects deep in the organisations. The study considered administrators, (top level managers), supervisors (middle level managers) and casual labourers. The research questions were used to investigate the objectives of the study. The study highlighted various effects of job evaluation in respect of performance of the organisation. The main instruments of data collection were: interviews, questionnaires, observation and Focus Group Discussions. The information collected was edited, coded and tabulated manually before feeding into the computer. The findings revealed that the1·e is little involvement of First Merchant International Trading Company in evaluating its job despite of the need. The study further revealed that most of the workers are not informed about job evaluation and not sensitized about it by the people concerned. For example the human resource manager.
The impact of training on the performance of organizations: community empowerment for rural development (ceford
(Kampala International University, College of Humanities and Social Sciences, 2006) Burani, Aluonzi
Job satisfaction and performance of employees in in an organization case of UNICEF Uganda
(Kampala international international: College Humanities and Social Sciences, 2006-04) Carolyn, Kemigisa
This report is an outcome of a research project assessing the level of satisfaction and performance of employees working with the multinational enterprises, case of UNICEF UGANDA. In order to attain this goal, stratified sampling and quantitative methods were used. A questionnaire was administered to collect views from 36 UNICEF employees. Data were presented in the form of tabular summaries. The study revealed that: The level of job satisfaction in UNICEF Uganda is high Factors enhancing job satisfaction in UNICEF Uganda are those controlled by management. There is a relationship between job satisfaction and performance these findings may help improve human resource management in UNICEF and similar organizations.
The impact of motivation on retention of employees in an organization: a case study of ministry of water and environment
(Kampala International University, College of Humanities and Social Sciences, 2006-04) Nakimera, Olivia
This research was based on investigating the impact of motivation on the retention of employees in an organization. It was conducted in Ministry of Water and Environment. The researcher was interested in this topic because a lot of resources have been spent on employees as a means of motivating them but still there was a high level of labour turn over. This research was based on the assumption that there was a significant relationship between motivation and retention. Thus if employees are well motivated, they will unlock their potentials, perform to their expectations, they feel satisfied about their job and committed to work hence be retained by the organizatio11. During the process of conducting this research, it was realized that motivation had a significant relationship with retention of employees in the organization. It was also realized that effective motivation leads to job satisfaction, improves employees performance, leads to employee's commitment as well as improving communication in the organization. Some of the recommendations made by the researcher in this report included improving on the policies or changing policies, provision of recreation facilities, provision of better welfare services, workers participation in management and improving on management employee relations. The study was carried out as a result of the fact that the researcher expected motivation to improve on the retention of staff or employees.
Health and safety on the performance of employees in Kenya Case study: Nzoia Sugar Company.
(Kampala international international: College Humanities and Social Sciences, 2006-07) Robert, Situma Khamala
The report covers five chapters of which at the end, it gives a full analysis on healthy and Safety in organization performance. In chapter one the report dwells on the historical background of the study, the location of the study and where geographically located. The social setting of the people around the study area, in terms of the tribe and the language they speak. The Economical settings in terms of revenue and employment. The organizational structure as per the departments and also the organizational designation from the top management to the bottom. It's also indicated in chapter one that the origin of health and safety as the royal commission of 1972 reported on unnecessary large numbers of life are lost each year through industrial accidents. Environmental factors in health and safety like Atmospheric condition. Noise. Lighting, monitoring. Besides that the objective of the study and the importance of health and safety are also discussed together with the significance of the study on health and safety at Nzoia Sugar Company. In chapter two: In here it's where various scholars like Michael Armstrong looks healthy and safety as "programs that concerned with protecting employees and other person affected by what the company produces and does against the hazards arising from the company. Bennet and Grahams also sees health and safety as the maintenance of safe working conditions and prevention of accidents in an organization. It also concentrates on the health and safety legislations, institutions and employment act. It also presents the extracts from the factory act, employment act and from the workers compensation act. It gives information on internal and international organization that concerned themselves with the health and safety of the employees. Stress as a whole defect on health of employees is discussed. Besides that it indicates the health and safety researches on accidents in the factory so far and ends by giving the health and safety measurement programs.
The impact of employee motivation on organizational productivity a case study at Regency Group of Hotels
(Kampala International University, School of Business and Management, 2006-08) Mukiibi, Moses
The study was undertaken with the purpose of examining the impact of employee motivation on organizational productivity and Regency Group of Hotel was considered for the study. The objective was to establish the relationship between employee motivation and organizational productivity, to examine the types of motivation , to examine the impact of.employee motivation Or:J organizational productivity. The researcher used questionnaires, interviews and observation as the research tools. The data collection comprised both primary and secondary data. Random sampling was also used. The findings indicated that motivation of workers of Regency Group of Hotel is low and this is because of less rewards, lack of recognition of employees, employee needs are not provided and this leads to. low productivity hence failure of Regency Group of Hotels to achieve its set objectives. The general recommendation .was that Regency Group of Hotels should endeavor to motivate employees with different motivation aspects to increase employee commitment, high quality products, efficient employees, maximum profits and maximum productivity thus leading to organizational progress and development.
Exploring the occupational challenges faced by casual labourers in the horticultural industry and how this imp acts on performance (the case of oserian development company (k) ltd)
(Kampala International University,College of Humanities and Social Sciences, 2006-08) Gathuku, Alice W.
The study sought to find out the occupational challenges faced by casual labourers at Oserian Development Company K Ltd, how these challenges further affect their performance. The variables studied were working conditions, remuneration and working hours. The study traces the background of this problem and defines it. The study is established with the objective of determining to what extent working conditions; remuneration and working hours pose a challenge to casual labourers at Oserian Development Company K Ltd, how these challenges further affect their performance. Literature related to the study has been reviewed to give further insight into the problem at hand. Respondents were drawn through random and purposive sampling techniques. Thirty respondents formed the sample size of the study with the main respondents for the questionnaires constructed being twenty six Casual Labourers at ODC. The interview schedules were administered to one Human Resource Manager and to three Green House Supervisors respectively. Data collected was of both primary and secondary nature. Methods of Data Collection were; interview schedules, questionnaires as well as records derived from previously undertaken studies. The data collected was analyzed using frequency distribution tables and percentages, bar graphs and pie charts. From the findings of the study, the researcher had the following conclusions. Casual Labourers at ODC worked under poor working conditions that further affected their efficiency and effectiveness at work. This further affected their performance on the job negatively. The remuneration of casual labourers is poor and this translates into poor living standards for the workers. They cannot fend for themselves and their siblings. This causes psychological stress which impacts negatively on their performance. Workers at ODC are overworked in that they cover more hours of work than is required. - 1 - This causes fatigue and physical stress for the workers. This in turn inhibits them from performing to the fullest of their capabilities and hence affecting performance of the worker and of the company in general. The main recommendations of the study were to improve the working conditions of work, to pay according to contribution of workers; pay overtime pay; use non-monetary rewards as well. Hours of work should be as per the legal requirements; 6 working days in a week; 8 hours of work in a day; observe leave days; overtime pay issued for any extra hours worked; permanent contract to be issued after three months of employment.
The Impact of Training on Performance: A Case Study of Ugachick Company Limited
(Kampala International University, bachelors degree in Human resource management, 2006-08) Akot, Christine
This study reports looks at the effect of employee training on job performance in an organization, particularly Ugachick Poultry Breeders Limited. The methods and techniques of training are discussed in details in chapter two, methodology used to collect data is discussed in chapter three, and information about the study was got from both secondary and primary sources. The findings are based on secondary and primary sources. Presentation and discussion of the findings are discussed in chapter four. Training needs of employees, performance levels and relationship between training and job performance are discussed herein. Recommendations to improve training in order to achieve good results are suggested in chapter five.
Training for retention: a case study of concern worldwide Uganda - Nakulabye
(Kampala International University, College of Humanities and Social Sciences, 2006-09) Yusuf, Fatuma
The major objective of the study was to investigate the effectiveness of training as a means of retaining staff. Data was collected using a questionnaire. The findings of the study revealed that the organization was training its workers by coaching, sponsorship, job attachment, role modeling, mentoring and using workshops. Training was discovered to be leading to motivation, commitment, job satisfaction and retention of workers. The major recommendation of the study was that organizations should give meaningful training to their workers so as to increase motivation of workers and retain them on the job. Organizations should allow on job further studying of the employees. They should not only allow workers to go for further studies but sponsor them and even pay them their salary while on study leave. The researcher's null hypothesis stated that training does not lead to job satisfaction and there by does not lead to employee retention. The alternate hypothesis stated that training increases job satisfaction motivates workers and therefore leads to retention. The study findings however agreed with the alternate hypothesis. The methods employed by the researcher in the study included questionnaires and observations. The data collected was coded and later analyzed using SPSS Statistical Computer Package. The infmmation generated by the program was then used by the researcher to make conclusions and recommendations.
The Impact of Motivation on Performance of Organizations: A Case Study of Arua District Local Government
(Kampala International University, bachelors degree in Human resource management, 2006-09) Jamal, Olima Buga
Effects of leadership styles on staff performance: a case of world vision
(Kampala International University, College of Humanities and Social Sciences, 2006-11) Nakiganda, Immaculate
This Study Analyses the Effects of Leadership Styles on Staff Performance in World Vision. The major areas of concern to the researcher were to find out the effects of leadership styles on staff performance in world vision. The different leadership styles used in World Vision were established and the attitude of staff towards different leadership styles. The methodology of this study is basically qualitative and quantitative The findings of this study are that not all staff has got knowledge of management styles in organization. The study findings also point out that some management styles hinder performance and all organizations should be a ware of this. There is need to have a planned approach to managmg people effectively for performance. It requires establishing a more open, flexible and caring management style so that staff will be motivated, developed and managed in a way that they can perform effectively in the organization. Good management practices are instrumental in helping achieve organizational objectives and enhance productivity. Lastly, all managers must adopt a more open, flexible and caring style in managing their staff. Such an approach is reflected in a number of ways. The three most common practices recommended here are: Managing people effectively, Enhancing staff's competencies, and Delivering quality service through training.
Recruitment and Selection Practices and Performance of Front Desk Office at Sheraton Hotel
(Kampala International University, bachelors degree in Human resource management, 2007-03) Rehema, Nabagala
This study set out to establish the effect the recruitment and selection practices in Sheraton Hotel and how they affect performance of front Desk Officers. The study was carried out along a number of objectives, which included; to identify the methods used in the recruitment and selection processes, to evaluate the role of effective communication in the success of an interview exercise in selection of front desk staff and to examine the challenges affecting the recruitment and selection process of front desk staff at Sheraton. The study was carried out using a self-administered questionnaire to the staff and an interview guide. The data collected was entered in the Computer and analyzed using the Special Package for Social Scientists (SPSS) to generate frequencies and percentages for comparison. The findings of the study indicated that, a number of methods are used in the recruitment process. Theses methods include, advertising in the Newspapers, radios and head hunting among others. There are also internal recruitment methods which included; talking to colleagues during meetings, using notice boards, memos, bulletins; to mention but a few. The results also indicated a significant relationship between effective communication and the results of an interview exercise. It was also found out that, a number of challenges affect the communication process in recruitment. These included; failure of prospective applicants to get information about the job, failure to become aware of the shortlist, poor attitude of people about Hotels; to mention but a few. From the study results, the researcher made a number of recommendations, which include the following; there is need to improve the way basic salary is provided. The researcher also recommended ~ the need to make additional payments part of the reward package for all the employees. Finally, the researcher recommended that during Staff recruitment exercise, there is need to use Communication methods that can adequately attract the required staff. This is because, it was found, that some of the methods were more effective because they helped to reach many people especially the news papers and that they can help in attracting good candidates from a far, that some of the methods are easy to use especially the internal methods which can lead to getting good candidate without having to spend any money on informing the candidate. There is need for the hotel management to improve the ways in which the Interview exercises are managed. This is because, It was revealed from the study that there are a number of issues which affect the interview exercise and which unless they are taken care of, there is a likelihood of getting poor results. The interviews exercise can be improved by making sure that skilled people are contracted to do the job of conducting the interviews. Finally, There is also need for the hotel to consider ensuring that the challenges to the recruitment process are minimized. This is because from the study, a number of challenges were found to affect the process of recruitment
Restructuring and institutional performance case study: Nairobi City Council
(Kampala International University, School of Economics and Management, 2007-04) Munioh, Danson; Karinga
A descriptive cross sectional study was carried out in NCC, between the months of December 2006 to February 2007; it involved finding the impact of restructuring of organization and its performance. The objective of the study is to establish the impact of the restructuring on NCC. Restructuring of NCC should result in the following; improved customer satisfaction, staff motivation, improved performance The research designed used is descriptive research design, which is concerned with specific prediction and characteristics of a group. The sample size comprises 40% of the respondents. Data was collected through questionnaires and interviews. The recommendation made, is that any responsible restructuring should be undertaken in a socially responsible manner with the following points well locked into:- Reward employees with a reasonable return over time. Is customer focused. Considers employees as its most important asset, provide meaningful work, fair wage and benefits, ensure their employability and provide an enabling work environment. Contribute to the prosperity and social cohesion of the communities in which it operates. Apply the golden rule "do unto other as you would have them do unto you" to the employee. The above ideas support the view that business has a social as well as an economic mission. This emphasizes that the organization should be responsible also to those who are affected by its decisions and actions.
Work/family conflict & employee productivity a case study of Citibank Kenya
(Kampala international international: College Humanities and Social Sciences, 2007-05) Irene, Maina Nyakweya
The myth that family and work occupy separate spheres is fast fading in the face of tremendous demographic and economic changes (Voydanoff 1984). It is apparent that the demographics of the workplace have greatly changed in this century. This has led to a substantial increase in interest and focus by many employers and employees on achieving an appropriate balance between work demands and family life which is also critical for business success through improved productivity of employees. The purpose of the study was to examine the relationship between work/family life conflicts and employee productivity at Citibank Kenya. That is, to specifically assess the impact of work/family conflict on organizational productivity. The sample size for the study was 36 respondents. The research instruments used in data collection was a questionnaire which consisted of both open and closed ended questions. The data collected was analyzed using Ms Excel and presented in frequency table, pie chart and graph form. The study revealed that work life conflict was a new concept to most of the respondents. The study established that there were work life balance programs in place though they were not sufficient enough to counter conflict and ensure that there is a balance between work and family roles of employees which would enhance performance and productivity. The study showed that the specific working conditions that contributed to most of the work family conflict were: excessive working hours, scheduling incompatibilities between work and family roles and few numbers of employees leaving most of them with heavy workloads. There were several consequences / effects of conflict established by the study. The most significant ones were lower job satisfaction which eventually led to low morale, motivation and overall low or poor productivity plus lower contentment with life in general to the level of some employees intending to leave paid employment. The bank should therefore implement written work life policies and programs, sensitize all employees on the benefits of work life balance. Some of the programs that should be introduced may be family sick days, extensive resource and referral services such as medical services, child care services, paternity leave policies and flexible work arrangements all as a means to help employees attain this important balance and render them more productive and satisfied individuals both at work and at home.
Employee commitment and organizational performance a case study of Kenya power and lighting company
(Kampala international international: College Humanities and Social Sciences, 2007-06) Stellah, Nyambura Mwaniki
Employee commitment is only one of the many factors that affect performance, but it certainly is a key factor and constitutes one of the many means available to an organization for improving pe1formance (Salancik 1997). Employee commitment and organization performance therefore go hand in hand as the performance of the organization is greatly determined by the commitment that employees have. Commitment helps in achieving the planned objectives thus leading to high organizational performance. The purpose of the study was to examine the factors that affect employee commitment at Kplc. That is, to specifically access the impact of employee commitment on organization performance. The research has a sampled out population of 40 respondents. The research instruments used in data collection was interviews and questionnaires that constituted both open and closed ended questions. The findings are represented inform of pie charts, frequency tables and graphs. The study revealed that, employee commitment has a counteractive effect of improved productivity, performance, employee morale, efficiency, effectiveness and reduces absenteeism as a dissatisfying factor at the work place. Means through which employee commitment is promoted and addressed is also a concern of this study. The research aims at investigating how team building, organization culture, rewards, participation and involvement affect employee commitment. The study also identified how extrinsic and intrinsic factors affect employee commitment and the findings the study were that, rewards as extrinsic factors to a large extent affect employee commitment. Participation and employee involvement as an intrinsic aspect to a relative extent affect employee commitment. The study showed that team work slightly affects employee commitment. Culture is a hardly known factor that has little or no effect to employee commitment. All the factors mentioned above have a counteractive effect on performance, efficiency and effectiveness in organizations.
The relationship between job description and employee performance; a case study of postal corporation of Kenya
(Kampala International University,College of Humanities and Social Sciences, 2007-06) Murithi, Kirima
Human resources are the most dynamic of all the organization's resources. They need considerable attention from the organization's management if they have to realize their full potential in their work. Job description is a management function that cannot be overlooked in any organizations .The success of any organization depends on various factors like tasks and responsibilities that are to be unde11aken in order to achieve the objectives and goals of the organization. The organization therefore has to identify the tasks and responsibilities under each given job and this leads to the establishment of a job description. Job descriptions are taken to be statements of the tasks, duties, objectives, standards and the environment of the job. In recent years, however some managers have avoided using job descriptions in their organizations, believing that the practice encourages employees to behave as if the jobs were their personal property, thus limiting management ability to deploy workers flexibility in different work roles according to needs. Although management has embarked on the services to the employees, performance within the organization has not improved significantly because there has been duplication of activities and responsibilities thus leading to confusion, delays, enors and overlap of roles. It is for this reason therefore that the organization must carry out accurate job description in order to assist in selection, recruitment and placement of the right employees. Job description helps the organization managers to recognize weakness in the organization structure for instance where overlapping areas of authority for example where two or more manager are responsible for the same area. This project sought to identify job description practices in organizations and it focused on Postal services in Kenya. It aimed at determining employees' attitude towards their responsibilities, challenges employees are facing while executing their responsibilities and the effect of job description on performance. In order to conduct the study, the postal corporation of Kenya along Kenyatta A venue in Nairobi, Kenya was identified to be used as benchmark to the other corresponding postal institution.
Employee behavior and organizational performance a case study of Celtel company
(Kampala international international: College Humanities and Social Sciences, 2007-07) Steven, Alituha.Z.
The purpose of the study seeks to examine the role of employee behaviors m the organization. Through the study objectives, the researcher intends to investigate the determinants of employee behaviors, employee feelings on the reward systems and the relationship between employee behavior and organization performance. The researcher used both questionnaire and interview research instruments. The data collection comprised both primary and secondary data. Findings of the study observed that employee behaviors in Celtel Company was due to management and leadership style, working conditions, promotion policy, job satisfaction and dissatisfaction; job security, employee perception and traits/ trait concept. The conclusion is that the company should try to seek and solve the problems of poor employee behaviors through improving the style of treating and handling their staff / employees, improve on working conditions, improve on the rewards and remunerations and take employees for training and development. The general recommendation has been made that Celtel Company should try to change the management style, working conditions, training programmes to change the perception and traits of the employees, the company should also try to look into the way how it remunerates and rewards its employees. It is not only better payments that derive employee job satisfaction but rather a combination of factors including job security, promotion policy and others.
The Impact of Participative Management on Organizational Performance: A Case Study of Kigo Prison Farm
(Kampala International University, bachelors degree in Human resource management, 2007-07) Ibianyiya, Concy
The relationship between Performance and Conflicts amongst Employees Case study: Uganda Clays Kajansi
(Kampala International University, College of Humanities and Social Sciences., 2007-08) Kubra, Kaunda
This research was based on investigating the relationship between performance and conflicts amongst employees in Uganda clays kajansi. The research was interested in this topic because a lot of resources have been spent on employees in the company but still there was low productivity. This research report was based· on assumption that there was a significant relationship between employee, conflicts and organizational productivity. If there are no sound employee conflicts, the employees will work to the expectations towards high productivity. Some of the recommendations made by the researcher in this report include further research to be conducted to investigate how conflicts among employees affect their performance and to know the extent to which employee conflicts affect the entire company. First the research was conduced to the fact that the researcher expected employee relation other than conflicts to work towards high performance.
Management of Occupational Stress at MTN Uganda
(Kampala International University, College of Humanities and Social Sciences, 2007-08) Adikin, Mary Stella O.
The purpose of this study was to establish the impact of occupational stress on employee performance and how effectively it can be managed. The objectives of the study were to identify causes of occupational stress in MTN Uganda, examine management competence in managing occupation stress and assess the effect of occupational stress on employee performance and finally assess the challenges experienced by management in managing occupational stress. The researcher used questionnaire, interview and observation as the research instruments. The data collection comprised of both primary and secondary data, the researcher also used random sampling in some cases. The findings revealed that the causes of occupational stress were many although we listed a few. Most of this was attributed to internal factors like. From the results, a number of conclusions and recommendations were made and these include; The fact that though MTN Uganda has tried to manage stress by verifying the factors that cause occupational stress, it was concluded that occupational stress impacts on employees' performance and remains a challenge to managers. Occupational stress had substantial impact on the organisation not just the well being of employees, occupational stress management practices at MTN Uganda were not effective. The recommendations include; The research has indicated that causes of occupational stress have hindered employee performance and managers are faced with lots of challenges in managing it. MTN Uganda should provide managers with training specifically on how to manage occupational stress. This is because they will be able to help employees cope with stress at their work place and also there will be improved performance. The study indicated that the impact of occupational stress is felt at all levels of management. That is by employees and even employers and it impacts on the customers because they will not be accorded the services that they deserve since employees are stress on the jobs

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