Masters of Arts in Human Resource Management

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The role of personality in developing high performance teams case study: faculty of education: Kampala International University
(Kampala International University,College of Economics and Management, 2006-06) Kobusingye, Carol
is research analyses the role of personality on team development. It investigates the role of rsonality in team development using the personality temperaments identified by David Kiersey )84),explained using Myer Briggs 16 personality types. It further looked at these personalities line with team roles based on the Belbin team roles .The research identifies the different roles i personalities existing in the education department and their roles in the execution of tasks as II as in developing the education department as unit. ing a new method of management some managers have opted for piling up the existing ployees into different teams but sometimes these teams disappoint the organization and end up aking down. Basically one wonders ifthe right skills ofpeople have been put together and they ‘e failed to add up their knowledge and have results, what could be the problem. As a earcher therefore came up with a notion that if really personality could be taken into account ile forming these groups team development in all performing teams will be realized. research findings have come to make me believe that, there is a close relationship between sonality and team performance through out the developing stages of the team and that each sonality has a crucial role to play in each stage. In this case I’ve used Kiersey temperament ~lel to explain the different personalities and Belbin team roles model to discuss the different ~s played by personalities in the team development .My case study Education department: npala international university has come to prove that these roles and personalities actually do act on team development and that there is a close relationship between personalities and the s given in the development stages.
Impact of recruitment procedures on employee retention in private universities in Rwanda: a case study of University Libre de kigali (ulk-gisenyi)
(Kampala International University.College of Economics and Management, 2007-09) Alexandre, Sebuhura
This report is the result of an academic research entitled "Impact of recruitment procedures on employee retention in Private Universities in Rwanda". The research design consisted of a case study. The researcher chose Universite Libre de Kigali, Gisenyi campus in particular, because is among the first private universities started after 1994 Genocide. The study was guided by three objectives and three research questions. The objectives of the study was to identify the recruitment procedures followed at Universite Libre de Kigali, Gisenyi campus; to investigate the sources and ways of sourcing employees, and assess the impact of recruitment procedure on employee retention . To achieve these objectives and answer research question stratified method of sampling was used to sample the population and purposive method was used to select respondent. Semi-structured questionnaire was used to collect primary data, while books and documentaries were used to collect secondary data, finally SPSS was used to analyse collected data. The study found that Universite Libre de Kigali, Gisenyi campus has a well designed recruitment policy which elaborates the proper procedure to follow during recruitment of, new employees, being lecturers and administrators. As far as source and ways of recruitment, the researcher found that both inside and outside source of recruitment are used simultaneously to attract potential applicants. Even though external source is the main source of employee of Universite Libre de Kigali, Gisenyi campus, internal source was observed to have given much emphasis in order to promote and retain existing competent employees. The researcher discovered that the process of recruitment followed by the university affect in one way or the other the retention of employees. The steps identified to affect retention of employees xiii consist of the design of job description and the time new recruited employees are informed about job description and how candidates are selected. Therefore, it was recommended that well designed and updated job descriptions be designed and available to people concerned in order to avoid misunderstandings on what is supposed to be done and to ensure retention of competent employees at Universite Libre de Kigali, Gisenyi campus.
An investigation into the challenges for the enjoyment of basic human rights by children in child-headed households in Karongi District, Western Rwanda
(Kampala International University.College of Economics and Management, 2007-10) Sarah, Gesare Ong'esa
The study sought to investigate the challenges facing child-headed households (CHHs) in their attempt to enjoy their basic human rights. As such, the study treated variables that included the challenges, coping mechanisms, and community responses to the plight of child-headed households. The instruments used included structured and unstructured questionnaires, interviews, focus group discussions and observation. The target population included 15 local leaders, 10 NGO/CBO staff, 40 children (head of CHHs), and 25 community members. The major findings of the study revealed that child-headed households experience challenges in accessing adequate food, education and health services due to several factors largely attributed to poverty and lack of external support, lack of finances and neglect by the community, which have had negative implications. As a result, children have adapted to means for survival through working in exchange for resources like food and money to meet their survival needs. In most cases children's efforts to eke a living translates to child labor and abrogation of their human rights. The Government of Rwanda has put in place measures to curb some of these challenges by having waivers on fees under universal primary education programme and free health services. However, these measures have not cushioned the impact for the children and as such, they fail to enjoy their human rights. Also, no solid measures have been put in place to address the right to food. Though the community has an opportunity to play a big role in mitigating the problems, their response to the challenges of CHHs has not been sufficient and this is attributed to poverty, lack of involvement of children in matters concerning them and lack of mobilization and sensitization.
Recruitment policy and institutional performance a case study of Rukungiri District Local Government
(Kampala International University, school of Economics and Management, 2008-08) Ntamwesigire, George Eric
Recruitment is a great challenge to the organizations because .of its impact on performance. The study is set out to examine the recruitment policy and institutional performance a case study of Rukungiri District Local Government. The study was prompted by findings from performance appraisal reports of staff and complains about low productivity/ performance of Rukungiri District Local Government stalE the researcher 80 respondents which included Rukungiri district staff. Methods such as direct interviews from sampled staff, questionnaires from selected staff books and journals on human resource management as well as internet literature were used. The Researcher was guided by the following questions. What is the relationship between recruitment policy and institutional performance? What are the constraints to recruitment policy and how best can they be overcome? What are the methods used by Rukungiri district local government to recruit its staff? Findings of the study were that there was glaring shortfalls performance in Rukungiri District Local Government due poor staffing practices. Poor human resource planning and poor recruitment methods. The researcher recommended that staffing be marched with the local government’s needs. handbrakes to forestall constraints of recruitment be provided, and methods of recruitment that are used in Rukungiri be improved .
Women participation in the decision making process of private firms: a case study of City Abattoir- Old Port Bell Road Kampala
(Kampala International University.College Of Economics and Management, 2008-10) Safina, Nakajubi
The study focuses on women participation in decision making process of private firms. It aims at finding out the extent to which women participate in leadership and decision making process at City Abattoir. ascertaining the process followed in making decisions at City Abauoir. determining strategies used to empower women to participate in decision making and leadership at City Abattoir, and identifying barriers preventing the participation of women in decision-making process at City Abattoir. To achieve the objectives of the study. a descriptive research design and a case study (City Abattoir) was used. To sample the population of the study, simple random method was used. Both primary and secondary source oi darn were considereu. Semi-strnctured questionnaire was used to collect primary data. while books and documentaries were used to collect secondary data; finally SPSS was used to analyze collected data. The study realised that, at City Abattoir, women occupy high positions of decision making; however, their power to influence decisions is still uncertain. Therefore increase in the numedcal representation of women in decision-making positions has to be complemented by increased substantive representation and the capacity to influence decision-making. It was also found out that decision making process starts with defining the problem and identifying goals to be achieved, it ends with evaluation of decision made. Throughout the process, iuformation is gathered to discover possible alternatives to solve the identified problem. These alternatives are evaluated to assess risks associated with each and every alternative in order to select one with minimum risks. Once the decision is made, employees are called upon implementation. While women are given opportunity to improve their skills through education and training: inexistence of women· s association and lack of policies and/or legislation to ensure participation of \\·omen in decision making imply ineffective strategy to empower women to participate in decision making process at City Abattoir. With regards to barriers preventing women to participate in decision nnking process. it is concluded that family attitude is the main barrier discouraging women to participate in decision making process. It is recommended to the management nf city abattoir to put in place policies and regulations that ensure participation of women in decision making process. In addition, they should encourage women to form associations or groups where they can gather and share information and experience. xiii 1.1 Background of the study CHAPTER ONE
Effects of recruitment procedures On employees’ performance in Universite laique adventiste de Kigali, Kigali- Rwanda
(Kampala international University college of economics and management, 2009-07) Setuza, Rukundo Friend
The study was meant to establish the “effects of recruitment procedures on employees’ performance in Universite Laique Adventistede Kigali, Kigali- Rwanda”. The study was guided by three objectives:to analyse the employee recruitment process used by Universite Laique Adventiste de Kigali; to examine the procedures used in recruiting employees at Universite Laique Aventiste de Kigali; and to establishthe effects (positive or negative) of recruitment procedures on employee performance in Universite Laique Adventiste de Kigali. Stratified method of sampling was used; and purposive sampling was used to select the sample. A self-administered questionnaire was used as the main method of data collection. Nonetheless, documentary review was used as well to supplement and validate the data collected through the self-administered questionnaire. The study found thatUniversite Laique Adventiste de Kigali has a well designed recruitment policy which elaborates the procedures used to recruit new employees, especially the lecturers and administrators. Both inside and outside sources of recruitment are used simultaneously to attract potential applicants. The study found that although external sources are the main source of employees of the University, internal source was observed to have been given special emphasis in order to promote and retain existing competent employees. The study also discovered that recruitment procedures used by the University affects employees’ performance both positively and negatively. In order to maximize the positive and minimize the negative effects of recruitment procedures on employees’ performance, the researcher recommends that UNILAK should: ensure that the process for seeking candidates should not be discriminatory; employees’ recruitment procedures used should always produce clear and updated job descriptions; good records about recruitment should be kept safe; and any procedures that cause negative effects on employees’ performance should as much as possible be minimized, if not completely avoided. xi
An assessment of post-war female manager empowerment programme: a case study of Juba Town, Southern Sudan
(Kampala International University. College of Economics and Management, 2009-08) Elizabeth P., Remijo
This study attempted to assess the Post-War Women Empowerment Programme in Southern Sudan. The study was set to establish the number of women employed in Ministries of Education and Gender Social Welfare in Juba town of Southern Sudan, to establish to what extent that 25% women empowerment policy has been implemented in the government of Southern Sudan, to identify the factors that hinder the employment of women in Juba town located in Southern Sudan, and to examine the strategies that can be employed to get women actively taking up leadership positions. The study employed a descriptive research utilizing 97 respondents randomly chosen from the area covered by the study. Questionnaires and interview schedules were used to collect views and opinions from the respondents. Research findings revealed that only 34 women are office bearers in the ministry of gender and social welfare, and 31 in the ministry of Education and the rest occupy lower cadreships as office messengers, secretaries and cleaners. On the notion of 25%, research findings revealed that women employed in Juba town, in the area covered by the study do not make 25% of the total workforces, indicating the extent to which female workers have not been incorporated in work. With regard to the factors that hinder the employment of women, it was found that sexual harassment, cultural and traditional beliefs, family work Vs office work, discrimination in jobs by sex, lack of qualifications were among others. In a nutshell, female managers have not frilly realized a meaningful empowerment programme capable of enabling them take up leadership positions in the new government of Southern Sudan. It was recommended that, female manager’s be empowered through education and training opportunities, change in socio — cultural and traditional beliefs, gender sensitization, civil societies participation, encouraging men to support their female counterparts among others.
Relationship between training and performance of the junior teaching staff in Kampala International University (KIU) main campus
(Kampala International University, school of Economics and Management, 2009-11) Joshua Byentaka, Nelson
The study set out to investigate the causes of poor performance of the junior teaching staff and its effect on graduates of Kampala International University. The position held by the junior teaching staff is very vital if the University is to fulfill its mission of producing competent graduates. However, in order to realize that mission, junior teaching staff must be trained. A qualitative and quantitative, correlational cross-sectional study based on variables measured with numbers and analyzed by SPSS (Statistical package for social scientists) was carried out on a sample size of 90 full time junior teaching staff. Data was collected primarily through self-administered questionnaires and triangulated with the face-face interviews. The study revealed that the approaches of training junior teaching staff in Kampala International University include on-the-job and off-the-job approaches. However, both of these approaches have not been given the value they are worth. According to the study, more than a half of the junior teaching staff have never received either of the above training approach. Some junior teaching staff received such training but on very rare basis. The study inferred that the absence of coherent training program for the junior teaching staff has resulted into poor performance of the junior teaching staff thus the production of incompetent graduates by Kampala International University. Empirical evidence on the ground exemplified the failure of the junior teaching staff to beat deadlines, unable to complete course outlines on time, failure to produce exam results/marking as scheduled,
Influence of reward system on the performance of employees in an organization: a case study of Standard High School, Zzana
(Kampala International University.College of Economics and Management, 2010-03) Ismail, Ahmed Mohamad
This study determines the influence of reward system on the performance of employees at Standard High School, Zzana Further sought in the study was, to determine the extent of reward system methodology as employed by directors and head teachers, to determine the level of concern and reward for performance by directors and head teachers, and to determine the relationship between reward system methodology and performance rate of employees of standard high school Zzana The study used a case study research design with a sample size of30 respondents. The sampling method used was simple random sampling. Data was collected using self administered questionnaires. The data was analyzed using frequency tables, percentages, Pearson r was used to establish the relationship between reward system and performance rate. The major finding from the study clearly stipulated that the employees are simply praised but not rewarded with gifts or financial terms. This has affected the spirit of the employees and hence leading to poor performance. Findings on the relationship between reward system and performance rate was found to be positive at 0.546 as represented by Pearson's correlation coefficient. Some major recommendations towards good performance of staff are by involving the employees in the reward systeni methodology ensure good communication with top management and also analyse their performance so that the employees can be rewarded after some tremendous achievement.
Motivation and teachers performance government aided secondary schools in Uganda
(Kampala international University college of economics and management, 2010-06) Baguma, James
The topic of this study was motivation and performance of teachers in secondary schools: A case study of Ssembabule Church of Uganda secondary school in Ssembabule District.The study was carried out basing on three objectives, namely; determining the effect of salary payment to teachers on their performance, identifying the effect of rewards to teachers on their performance and examining the effect of training on teachers’ performance in Ssembabule Church of Uganda secondary school.In the methodology, the study relied on primary and secondary sources of information.Primary sources included; questionnaires, guides, while secondary sources included official school records that explains background and other vital background information about the school, and magazines, journals, textbooks, pamphlets, internet surfing and handouts which tried to provide information about performance and the effect of motivation on employees performance The study was based on the theory of Hertzberg (two factor theory of motivation) where Hertzberg identified two types of motivation, namely hygiene factors and motivators. It is up to this that the researcher based his theoretical framework. The design of the study was a descriptive survey research. The school had 723 students, out of which the study utilized 90 students of the top three classes; thirty students each from senior four, five and six respectively. Twenty teachers out of who also were used, to provide information in the findings, on salary payment, reward and training. Salary payment was discovered to have a significant effect on teachers’ performance in Ssembabule Church of Uganda secondary school. Respondents (teachers) were not happy about the issues of salary payment, and hence conditions at work were not conducive for working effectively. The researcher recommended that, head teachers and directors of secondary schools should pay salaries promptly; give rewards and other benefits which include training in addition to basic allowances to their teachers that motivates them to work more effectively and vi efficiently. And the recommendations made are; Conclusively, good motivation of staff members is a crucial strategy to create that inner drive and interest in a person to perform well the assigned duties and services that yields high and quality results in terms production; services and goods. Therefore,motivation has a great impact on teachers’ performance as far as students’ performance is concerned. As pertains salary, it is recommended that teachers’ salary in government aided schools needs to be increased. If salary is good and reasonable, then teachers will strive hard to perform at their best as they will be happy enjoying their earnings. Hence, school administrators should press hard through the government put value on teachers ‘salary and offer a reasonable take-home pay to teachers. Furthermore, it is recommended that salary should not only be paid, good and reasonable for teachers,but it should be paid on time, in order to make teachers focus their minds on performance, other than warring of financial crisis.It is recommended that teachers in secondary schools needs to provide with rewards and benefits, like accommodation, feeding, travel fairs, in order to improve on teacher performance. This is because from the observations of the findings in chapter four of the study, there was a low evidence of rewards and benefits provision in the school, which probably cause poor performance.Training as a motivator should be planned and be given to teachers to build their capacity in terms of relevant and modern knowledge subject matter and content for the benefit of students to pass examinations well. It also has a positive impact on teachers’ attitude that instills in the inner drive to work more hard for the best performance of students in both external and internal examinations. School administrator should always try to provide any kind of motivation to all workers not only teachers for efficiency effective performance of the organization.
Rewards and employee performance. A case study of Cairo bank
(Kampala International University, school of Economics and Management, 2010-08) Matovu, Josephine
The purpose of this study was to establish the relationship between rewards and employee’s performance .The objectives were to establish the relationship between rewards and employee commitment and rewards and time management. The researcher used descriptive survey designs and purposive research designs. Both qualitative and quantitative designs were used. The researcher used random sampling technique and handled a sample of 57 employees out of 200 populations. The researcher used both interviews and questionnaire instrument to collect data. The findings indicated that there was a positive relationship between rewards and employee performance. There was also a positive relationship between rewards and employee commitment. There was also a positive relationship between time management and rewards. The researcher recommended Cairo bank should reward its employees equitably without discrimination. The researcher also recommended Cairo bank to adopt policies that can help in increasing employee commitment and time management. According to Mugenda & Abel Mugenda (2003) descriptive research is a process of collecting data to test a hypothesis. It is used to determine and report the way things are. It is a research which attempts to describe things like possible behavior, attitudes, values and character.
The effects of employee training on organizational performance in Barclays bank, Uganda limited
(Kampala International University, College of Economics and Management, 2010-08) Kobusingye, Agripina
This study analyzed the employee training and organizational performance. The research was conducted at Barclays Bank Uganda Limited in Kampala. The general objective of the study was to determine the effect of employee training on organizational performance. The research questions included, what are the types of employee training programmes in Barclays Bank, what is the effect of employee on productivity and has employee training led to staff retention in Barclays Bank. This study used a case study design, and the total population was 142, sample size was 64 from four branches. Self-administered questionnaire were used as well as Interview guide. The findings of the study are hoped to provide useful information to the Banking sector in designing appropriate and practical policy guidelines that can help improve on employee training and ultimately organizational performance. In conclusion, the findings revealed that training has had a substantial impact on the performance of the bank, although little attention has been paid to the aforementioned, it has brought positive changes in the way business is transacted. Moreover, the study recommended that Barclays Bank management should embark on training that is supported by properly identified training needs if training is to enable them gain a competitive advantage over other financial institutions
Employee selection process and performance: a study in national microfinance bank Mandela Moshi, Tanzania
(Kampala International University, school of Economics and Management, 2010-09) Obedi Anna, Geofrey
This study set out to describe the relationship between selection procedure employee performance in organizations, a study in National Microfinance Bank limited, Mandela Branch-Moshi, and Tanzania. It was based on both cross sectional and descriptive correlational survey designs. A self-administer questionnaire was used to collect primary data from 66 employees, using stratified random sampling. Data analysis was done using SPSS’s relative frequencies, means, standard deviations, Pearson’s Linear Correlation Coefficient and ANOVA. The study wanted to establish whether there is a strong relationship between; i) employee application forms selection procedure; ii) formal job interview selection procedures; iii) formal employment testing selection procedure and iv) employee physical examination and reference checking procedure and performance of the selected employees in NMB, hence the four study objectives, questions and hypotheses. The findings showed that employee performance in NMB Mandela branch was significantly correlated with; i) the employee application forms selection procedure (r=0.464, sig.=0.000); iia) the preliminary interview selection procedure (r=0.334, sig.=0.006); jib) final selection interview procedure (r=0.378, sig.=0.002); but was not significantly correlated with iii) formal employment testing procedure (r=0.228, sig.=0.066); and iv) physical examination and reference checking procedure (r= 0.142, sig . = 0.256). Employee selection as a whole was significantly correlated with employee performance (F = 7.997, sig. =0.000, R square =301), with interviews (f3=0.682, sig. =0.000); and formal testing (13=0.578, sig. =0.000) being more responsible than others. The research was concluded that properly arranged and conducted; i) employee application forms; and ii) job interview will significantly lead to selection of employees with high performance abilities; while iii) formal employment testing selection procedure; and iv) physical examination and reference checking do not (r=0.228, sig.=0.066 & r=0.142, sig.=0.256 respectively). From research findings I recommend that if employee performance is to be improved in NMB, management should improve the; i) employee application forms selection procedure; and ii) job interviews selection procedures, by ensuring that they ask for employee abilities, qualifications, specializations, morale and confidence, technical abilities, written and oral abilities experiences and ensure that the information put is relevant to the job one is applying for. Last but not least NMB should not over rely on formal test like testing employee traits, abilities, likes and dislikes, capacity to learn, intelligence, performance, etc. and physical examination and reference checking, as these may not result into high performing workers.
Formal organizational communication approaches and employee performance at Kampala international university Kampala, Uganda
(Kampala International University, College of Economics and Management., 2010-09) Speciosa, Nsimbi
The report is based on a study of the relationship between formal organizational communication approaches and employee performance at Kampala International University. The research study was directed by three specific objectives namely, assessing the relationships between downward communication and employee performance; upward communication and employee performance; and horizontal communication and employee performance. The target population for the study was 790 staff members of Kampala International University comprising administrators, academic staff, and support staffs, the research sample consisted of 99 staff members, systematically chosen from the different staff categories using stratified random sampling. The study used a co relational cross-sectional survey design, and a quantitative paradigm. Data was collected through self-administered questionnaires, and an interview guide. Data was analyzed quantitatively using the SPSS statistical software, first to compute relative frequencies, means and standard deviations, and then correlate employee performance with formal organizational communication using Pearson’s Linear Correlation Coefficient. It was discovered through the study that employees perceived their performance to be high, while they rated the different formal communication approaches to be only fair. A significant positive correlation was found to exist between employee performance and downward, upward, and horizontal communications; and with all the three communication approaches combined.
The influence of job satisfaction on the performance of employees, a case study of MTN Uganda
(Kampala International University, School of Post Graduate Studies and Research, 2010-09) Abdirtaffir, Mohammed; Abdile
Quality of Work-Life Balance and Employee Performance in Kigali Independent University
(Kampala International University, Masters of Arts in Human Resource Management, 2010-09) Umubyeyi Ruzagiriza, Angel
In this study the researcher discussed about Quality of work —life and employee performance, case of Kigali Independent University and researcher attempted to assess the effect of quality of work-life balance on employee performance in that university, and this was verify true analyzing the effects of flexible working hours on employee performance, to analyze the effect of dependent care initiatives on employee performance, to assess the influence of wellness program on employee performance, to determine the effect of reduced working hours on employee performance and to determine the effect of health and welfare on employee performance. The second chapter included discussions as to other related literature secondary sources were used for this purpose; they included books on Human resource and personnel management, journal and articles published both in print and online. The organizations documents (from human resource department) were also used to throw some light on issues pertaining to the university. Interviews and questionnaires were used to collect information and descriptive research help us with describing the characteristics of staff of Kigali Independent University, a sample size of 127 had been used to represent a total population of 187 employees that works in Kigali Independent University. Data are mainly primary and secondary data. Both qualitative and quantitative data analysis were used in analyzing the data collected
Training and employee performance in selected Institutions in Dar-es-salaam Tanzania
(Kampala international University college of economics and management, 2010-10) Umul, Kher Ally Seif
The study aims to establish the relationship between training and employee performance and was guided by the following objectives; To assess how training needs assessment affects employee performance at TPB- Dar-es-Salaam; to investigate the importance of on-the-job and off-the-job on employee performance at TPB-Dar-es-Salaam; to examine the effect of performance appraisal on employee performance at TPB-Dar es-Salaam. A descriptive research design was used involving the application of both qualitative and quantitative research techniques. Purposive sampling and simple random sampling were used in data collection. The target population was 160 and the sample size of 113 was obtained. The study found out that training without first performing need assessment end up in conducting poor training. On the job and off the job training techniques significantly lead to low employee performance, Employee performance appraisal significantly lead to low employee performance. HODs in various departments should carry out a thorough needs assessment and task analysis that identifies the content of training and what an employee can do in order to perform competently. Emphasis should be put on the other modes of on-the-job techniques rather than zeroing down on job instruction training. Coaching method should be used because under this type of method, the employee is trained on the job by an experienced worker. Performance appraisal should be done on a quarterly basis unlike on an annually basis at the bank.
The contribution of reward system on employees’ performance in three selected private Universities in Mogadishu
(Kampala International University, College of Economics and Management, 2010-10) Abdulle, Adam Derow
In this study, the researcher studied reward system and employee performance in three selected private universities in Mogadishu. The study was guided by the following objectives; to examine the method of rewarding system in three selected private universities in Mogadishu, to determine the level of employees’ performance in three selected private universities in Mogadishu, to establish the relationship between the methods of rewarding system and employee’s performance The research design used was cross sectional survey design. Data was collected from both primary and secondary sources using questionnaires to collect primary data from a sample size of 120 respondents, from the target population of 400. Frequency, percentages, weighted mean was used to analyze the data. The study indicated the majority of the respondents said that the three selected private Universities in Mogadishu have no effective reward system that intended to the employee in the University. This study revealed that the level of performance in the three selected universities’ employees is not the highest level but is increasing slowly. And also the study reveals that there is no relationship between reward system and employee’s performance in these private universities since the reward is not effective. The findings of our study shows that the R-value is equal 0.189 and according to tables of critical values is equal 0.195. So the critical value is greater than r-value and therefore the null hypothesis is rejected. This interprets that there is no significant relationship between reward system and employee performance in selected private universities in Mogadishu —Somalia. In our findings indicates that the universities give their employee financial and also non-financial reward while the non-financial reward is the gifts, holidays, health and safety and other non-financial reward, although these universities pay monetary and non-monetary financial reward the universities reward is not effective with relation to the performance so these universities must make a system to their rewarding of employees.
Staff training and employee performance in Tanzania leaf tobacco company-Tabora region
(Kampala International University. College of Economics & Management, 2011-04) Mwizamholya, .D Rhoda
The quality of Human Resource is an asset to any organization and as a result Training has become an issue that has to be faced by every organization. The amount;, and quality of training carried out varies enormously from organization to organization due to factors such as the degree of external change, for instance, new markets or new processes, the adaptability of existing workforce and importantly the extent to which the organization supports the idea of internal career development. Most organizations meet their needs for training in an ad hoc and haphazard way whiles others set about identifying their training needs, then design training activities in a rational manner and finally assess the results of training. This study, therefore, sought to determine the relationship between Training and Development on Tanzania Leaf Tobacco Company. The research was intended to determine the role and impact of training on employees with emphasis on the Iower, middle level staff and the administrators of Tanzania Leaf Tobacco Company, who were randomly selected. The study assessed the training and development process of Tanzania Leaf Tobacco Company and whether training has improved employee performance. A questionnaire was designed using structured questions to collect primary data from employees of Tanzania Leaf Tobacco Company. Personal interviews were held with some management staff of the organization. The results indicated that Tanzania Leaf Tobacco Company’s employees were not well informed about training and development programmes in the organization. Most of the employees were of the view that training was effective tool for both personal and organizational success. The findings revealed that training practices, methods and activities at Tanzania Leaf Tobacco Company are not in fine with the best practices regarding the planned and systematic nature of the training process as is generally known. It was recommended among other things that the processes involved in training be duly followed, Tanzania Leaf Tobacco Company should help its staff identify their career paths and to guide them in the pursuit of higher education
Reward systems and employee motivation in Kampala International University main campus, Kampala, Uganda.
(Kampala international University college of economics and management, 2011-08) Besigye, Rowland
This study on Reward systems and employee motivation in Kampala International University was conducted with the main purpose of establishing the relationship between reward systems and employee motivation. The researcher carried out this study while being guided by four research objective that were oriented towards determining the respondents profile in terms of gender, age, level of education, type of employment and length of service, to determine the level of existing reward systems in KIU main campus Kampala Uganda, the level of employee motivation in KIU main campus Kampala Uganda, to establish the relationship between reward systems and employee motivation in KIU main campus Kampala Uganda. Literature on the study variables suggests that financial rewards cannot solely motivate employees but a mix of both financial and non financial can. So if properly integrated in Kampala international total reward system employee motivation would be achieved.The study employed both descriptive correlation research design. The population of this study was characterized by academic staff and administrators chosen basing on the faculties where they belong and length of service. Stratified random and purposive sampling techniques were also used to obtain 175 respondents that acted as sample size. The research findings revealed that Reward systems expressed in form of financial and non financial rewards, have got a significant and positive relationship with employee motivation KIU main campus Kampala Uganda (r=0.491, sig=0.000). More still regression analysis, proved it that all the two aspects of reward systems included in the regression model contribute over 33% towards variations in employee motivation in KIU main campus Kampala Uganda (Adjusted R2 =0.333) and of two rewards administered in KIU main campus, non financial rewards have the biggest impact with a beta value of 0.421, suggesting that non financial rewards contribute alone contribute over 42% towards variations in employee motivation followed by financial rewards that contributes over 25% (Beta=O.255) towards variations in employee motivation. The researcher recommended that there should be a unified system of ensuring that all workers get equitable rewards and benefits in order to eradicate the prevailing de-motivation arising of reward and benefits differentials among employees of the same rank and qualifications and in the same geographical areas though in different faculties. Furthermore employees’ salaries and other financial benefits should be pegged on labour market conditions, cost of living, and performance in order to leave employees in a reasonable saving position whenever inflation rates and cost of living rise.

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