Masters of Arts in Human Resource Management

Permanent URI for this collection

https://testir.kiu.ac.ug/handle/20.500.12306/1392

Browse

Now showing 1 - 20 of 62

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.
Capacity building and staff performance of local government employees of Oyam District Northern Uganda
(Kampala International University, College of Humanities and Social Sciences, 2014-10) Ayikoru, Joyce
The purpose of study was to investigate whether there is a relationship between capacity building and staff performance of LG employees in Oyam District, Northern Uganda, it was guided by three objectives. These are; to investigate the level of capacity building in the LG of Oyam District, to determine the level of staff performance among the LG employees of Oyam District and to establish whether there is a relationship between capacity building and staff performance of the LG employees ofOyam District. The study was based on descriptive correlational research design because it would reveal the relationship between capacity building and staff performance. A total of I 02 LG staff including LCI, LC2, LC3 and LC5 chairpersons with their councilors respectively. Questionnaire was the main instrument of data collection. There were two types of data for this study: Primary data obtained from the field and secondary data obtained from what other researchers have written on the topic such as reports, journals, books and internet documents were used. Data analysis, it was guided by three objectives; these are; to investigate the level of capacity building in the LG of Oyam District; to determine the level of staff performance among the LG employees of Oyam District and to establish whether there is a relationship between capacity building and staff performance of the LG employees ofOyam District. The researcher used means and standard deviation in order to determine the level of capacity building in the LG of Oyam district and the level of staff performance among the LG employees of Oyam District. In order to achieve the third objective, that is to establish whether there is a relationship between capacity building and staff performance the LG employees of Oyam District, the researcher used correlation and regression analysis were used to investigate the relationship between capacity building and staff performance in general. Based on the findings, the researcher therefor-e made the following conclusion in relation to the objectives: The level of capacity building in Oyam District is satisfactory. Meaning that Oyam District ensures that capacity building where the abilities of the staff are enhanced to improve on their performance. The level of staff performance among the LG employees of Oyam district is satisfactory. This means that the performance of staff in Oyam District is shown by the output. There is a significant positive relationship between capacity building and staff performance the LG employees of Oyam district. This leads to rejection of the Null hypothesis that there is no relationship between capacity building and staff-performance the LG employees of Oyam District. The results therefore reveal that, as capacity building increase, staff performance also increases. In the view of the findings, the researcher made the following recommendations; there is need by the local government to improve on the number of short courses organized in the view of improving staff performance. The local government of Oyam district also needs to improve on involvement of employees in policy formulation as this will improve on the motivation of staff hence increasing performance through service delivery. Paying employees according to productivity acts as a motivation to work hard therefore, the local government leaders in Oyam district need to realize this and thus start rewarding employees according to productivity.
Change management and employee turnover in Somtel Telecommunication Company, Bosaso Somalia
(Kampala International University, College of Economics and Management, 2017-05) Sadia, Ahmed All
This study was undertaken to assess the impact of change management on employee turnover in Somtel Telecommunication Company Bosaso, Somalia. The study was motivated by the fact that there was a high rate of employee turnover at the company. The objectives of the study were to 1) to determine change management techniques, 2) to assess the rates of employee turnover, and 3) to establish the relationship between change management and employee turnover at Somtel Telecommunication Company of Bosaso, Somalia. The design adopted was descriptive cross-sectional which involving quantitative and qualitative approaches. Using this method, the researcher used a structured questionnaire and an interview guide (for qualitative responses). A research population of 88 was identified and a sample size of 72 respondents was used. In selecting the respondents the researcher used simple random and purposive sampling techniques, and the data was majorly analyzed quantitatively. From the findings it was found that change management techniques were not adequately utilized as their mean was found to be at 1.87. Employee turnover was also found to be high at a mean of 2.82. With regards to the relationships between change management and employee turnover, it was found that there was a significant negative relationship which was measured at a Pearson Correlation Coefficient of -0.736. Recommendations suggested improvement of awareness creation, change plans to solicit employees’ opinions, enhancing the abilities of employees during change.
Commitment and employee performance in the African Union/United Nation’s hybrid operation in Darfur, Sudan
(Kampala International University, College of Economics and Management, 2016-10) Samuel, During
The purpose of the study was to establish the relationship between commitment and employee performance. The research objectives were 1) to determine level of commitment among employees; (2) to examine the level of employee performance in United Nations Hybrid Operation in Dafur, Sudan; (3) to establish the relationship between commitment and employee performance. The study employed the descriptive cross sectional survey design. Correlation was used to establish the relationship between variables and the testing of hypothesis. Triangulation method was used for both qualitative and quantitative approaches. Stratified sampling was used to select a sample from each category of employees, then simple random sampling was used to select respondents from each selected sample from the category. The study adopted self-administered questionnaire and interview guide. The findings revealed that commitment significantly influences employee performance. Employee commitment had positive significant influence on employee performance. Affective commitment, continuous commitment, normative commitment and rational commitment all had negative influence on employee performance. The study concluded that commitment positively correlated with employee performance. Further study noted that employee commitment does influence employee performance. The study recommended that United Nations Hybrid Operations in Darfur (UNAMID) should adopt strategies of increasing employee commitment at work through provision of conducive work environment, recognition, provision of welfare services, respect, giving them bonus for extra work, and appreciation of workers. The study also recommended that United Nations Hybrid Operation in Darfur should train their employees in order to enhance their performance.
Communication and Employee Performance of Moyo District Administration Headquarters of West Nile Region Northern Uganda.
(Kampala International University, College of Economics and Management Sciences ., 2016-11) Leku, Saviour
The purpose of this study was to determine the effect of communication on employee performance of Moyo district administration headquarters West Nile region of Northern Uganda. The study was guided by four specific objectives which included; · identifying the effect of downward, Upward, Horizontal communication and their relationships on employee performance in Moyo district. The study adopted a cross-sectional survey design and with both quantitative and qualitative research paradigms with sample size of 120 respondents being used. Findings reveled that; downward communication had a significant influence on employee performance sig= 0.000; beta=0.576; r2=0.445. Upward communication had a very high influence on employee performance sig=O.OOO; Beta= 0.800; and r2=0.861. Horizontal communication has a significant influence on employee performance, sig=O.OOO; beta=0.385; and r2=0.226. On relationship, all sub variables of communication were found to have significant relationship with employee performance. The study therefore, concluded the communication has significant positive effect on employee performance. There is also a significant positive relationship between communication and employee performance. Upward communication is much fairly than downward and horizontal communication in influencing employee performance. Therefore, the study recommends that management of organizations should improve on upward communication because it is a better predictor of employee performance.
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.
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
The effects of occupational health and safety management on organizational productivity
(Kampala International University, 2019-02) Assey, Anna
The study investigated the effects of occuZ\pational health and safety management on organizational productivity: the case study of Tanzania Portland Cement company limited, Dar Es Salaam – Tanzania, The specific objective of this study were; To determine the factors affecting employees’ health and safety on organizational productivity;To assess the level of accident on organization productivity; To identify the relationship between employees health, safety and organization productivity at Tanzania Portland cement Company Limited. The study was guided by four theories: the theory of compensating wage differentials (CWDs), resource based view theory, the resource dependency theory and McKinsey’s 7S Model. The descriptive survey research design and mixed methods approach were used on the sample size of 171 obtained using the Solvene’s formula, data was collected using interview guide and open and closed ended questionnaire. The results of data analysis indicates that the factors affecting employees’ health and safety management and organizational productivity at Tanzania Portland cement Company Limited include: Working environment, Health and safety at work, lack of Health and safety policy such as hazard reporting system, employee exposure form and medical reports, Accidents at work among others. The findings also revealed that the level of accident affecting organization productivity at Tanzania Portland Cement Company Limited is very high and this was attributed to lack of adequate protective clothing among others. It was also found that there is significant positive relationship between employees health, safety and organization productivity at Tanzania Portland cement Company Limited. The research concluded that health and safety measures have a positive impact not only on safety and health performance but also on company productivity. Research recommended that Employees should have regular and seasoned training courses on safety management,The safety policies of business must be effectively implemented to the later and adherence monitored at every instance among others.
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
Employee retention and organizational performance in Golis telecom, Puntland State, Somalia
(Kampala International University, College of economics and management, 2022-09) Ahmed, Abdisalan Nur
This study determines the influence of employee retention on organizational performance at Golis telecommunication company, Puntland Somalia. The objectives were to determine the effect of job satisfaction on organizational performance, to determine the effect of job embeddedness on organizational performance and to determine the effect of job motivation on organizational performance in Golis Telecommunication Company in Puntland- Somalia. The study used a case study descriptive research design with a sample size of 109 respondents and attained information from 102 respondents. The sampling method used was simple random sampling. Data was collected using self-administered questionnaires. The data was analyzed using frequency tables, mean, percentages and simple linear regression was used to establish the effect between employee retention constructs and organizational performance. The majority of respondent were male with 58(56.9%) ranging 38-47 years, (60.9%) were Bachelor holders and had experience 7-10 years (33.3%) The results on the first objective showed that a low statistically significant effect of Job satisfaction on performance of Golis Telecommunication Company .it was rated moderate on average (overall mean, 3.098). The research findings indicate that job satisfaction has significantly generate performance Golis company although this is to low levels. Secondly the study found that Job embeddedness has significant but low effect on organizational performance in Golis telecommunication company Puntland Somalia. It was rated fairly good on average (overall mean. 3.138) The study results based on the findings indicate that presence of Job embeddednes generate low but significant organization performance. Thirdly the study found that Job motivation is significant in inducing the performance of Golis Telecommunication Company. It was rated fairly good on average (2.835) The findings indicate that a moderate significant effect was detected between job motivation and performance of Golis Telecommunication Company. The study conclude that the presence of enhanced job satisfaction is key in developing the performance for the company, the study conclude that parameters developed to job satisfaction can generate the financial health of Golis telecommunication company. Secondly, the study concludes that job embeddedness is an avenue that can generate performance of Golis telecom. The study concludes hence that the avenues for the stimulation of the embeddedness for the employees induce their loyalty to the performance increments among the employees. Thirdly the study concludes that the presence of the job motivation generally induces the performance levels of the employees in Golis telecommunication. The study concludes that generation of means for the motivation in jobs can induce the performance of the entire Golis Company. The study recommends that mechanisms for job determination and measures need to be well assessed. The study recommends further that development of mechanisms towards the design of jobs and job specifications. Secondly the study recommend for salary increment contributes significantly to organization productivity. It’s hence vital to argue that productivity of the organizations can be generated through increased the stakes in allowances provision to the staff finally the study recommend for closer assessment of the communication network and mechanisms significant for cooperation amongst the employees in the organizations. The study recommend for a fair development of avenues which can stimulate the performance mechanism of the company.
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.
Employee training and organizational performance in selected commercial banks in Mogadishu, Somalia
(Kampala International University, 2019-04) Abdikarim, Abdullahi Hussein
The study was to investigate the effect of training on organizational performance in commercial banks in Mogadishu, Somalia. The objectives of the study were as follows: (i) To examine the effect of on-the-job training on organizational performance in Selected Commercial Banks in Mogadishu, Somalia. (ii) To establish the effect of the off-the-job training policies on organizational performance in Selected Commercial Banks in Mogadishu, Somalia. Data was derived through questionnaires distributed to selected employees of Banks branches with a target population of 218 staffs were used as the research instruments. Data analysis was done through descriptive statistics. Descriptive statistics included the use of percentages, means and standard deviation and inferential analysis on variables. The findings indicated that on-the-job training significantly affects the organizational performance of commercial banks in Mogadishu, Somalia (R2 0.343,&sig 0.000), this effect therefore implies that on-the-job training highly contribute to the organizational performance of commercial banks in Mogadishu, Somalia (R2 0.443, & sig 0.000),the findings revealed that there is a significant effect off-the-job training has on organizational performance of commercial banks in Mogadishu, Somalia. Still the conclusions were that; on-the-job training has a considerably high influence on organizational performance of commercial banks in Mogadishu, Somalia, hence the off-the-job training has a positive significant effect organizational performance of commercial banks in Mogadishu, Somalia, and hence indicating that off-the-job training has a bearing on the organizational performance hence there is need for enhancing off-the-job given the state of the performance though other factors complemented in the study. The study recommended that: Commercial banks should conduct Training Needs Assessment in all departments of management should provide training and workshop opportunities for staff in order to keep them updated and improve their knowledge and skills. Poorly performing staff should also be appraised and reasons for their dismal performance determined instead of condemning them. The institution's management should strive to support every department and all cadres of staff. Morale on the other hand increases performance indirectly by reducing absenteeism, accidents, employee turnover. . The study contributed to new knowledge through the following; the following are the employee training techniques used in maintaining the organizational performance of Commercial banks in Mogadishu, Somalia; on-the-job training, and off-the-job training. The following are the measurements of organizational performance; Quality of service, Productivity and Effectiveness of the Commercial banks in Mogadishu, Somalia.
Ethical leadership and conflict resolution techniques of the academic administrators in selected Private Universities in Mogadishu, Somalia
(Kampala International University , College of Economics and Management, 2011-10) Mohamed, Faisal Abdullahi
The study was guided by the following research objectives; the first objective was to determine the profile of the respondents in terms of: age, gender, highest educational qualification, and rank in the university, position in the university and number of years in present position and the second and third objective was to determine the level of ethical leadership and the level of conflict resolution techniques of the academic administrators and the fourth objective was the relationship between Ethical Leadership and Conflict Resolution Techniques of the academic administrators in selected private universities in Mogadishu, Somalia. The study was conducted through descriptive survey and correlation research design by using quantitative approach with two parts questionnaire and 114 respondents was selected from selected private universities in Mogadishu Somalia. The study utilized descriptive statistics, frequencies and percentage; tables were used in the presentation of data. And also Pearson’s Product Moment Correlation Coefficient was applied to test correlation between Ethical leadership and Conflict Resolution Techniques. The researcher found that the Ethical Leadership and Conflict Resolution Techniques of the academic administrators in selected private universities in Mogadishu Somalia are significantly correlated. Regarding the level of Ethical Leadership was very good and the level of Conflict Resolution Techniques was good with methods applied as indicated the means and standard deviations. The researcher recommended that the private universities should maintain frankness, loyalty and truthfulness whenever they deal with the subordinates or followers. And also Academic administrators should use the best possible technique of conflict resolution as the result of the study.
Extrinsic rewards and employee performance at Monitor Publications limited Kampala, Uganda
(Kampala International University, College of Economics & Management, 2011-09) Kitimbo, Isaiah Hope
The title of this study was Extrinsic Rewards and Employee Performance at Monitor publications Ltd, Kampala, Uganda. The study was guided by a general research objective of determining if extrinsic rewards received by the employees affect their performance. To attain the general objective, answers were sought to such inquiries as the profile of the employees, the level of extrinsic rewards received, the level of employee performance, the significant relationship between the level of extrinsic rewards and the level of employee performance, plus suggesting appropriate programmes to the company management for improvement. This study utilized the descriptive correlation design. The study population comprised 155 permanent staff with a sample size of 108 respondents. The findings revealed a significant and positive relationship between the level of extrinsic rewards and employee performance at Monitor Publications Ltd. In conclusion, from the findings, employees of Monitor Publications Limited were somewhat inspired in their job, which attributed to their good performance. But motivational factors were not sufficiently satisfied in order for energetic factors to come into play. This can block motivation and lead to poor performance in the long run. From the findings of the study, the researcher recommends that the management of Monitor Publications Ltd should invest a substantial amount in the reward policy to induce the staff to perform even better.
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.
Gender based stress and employee’s performance, in the ministry of health government of southern Sudan, Juba
(Kampala International University, College of Economics and Management., 2011-10) Emmanuel, Suzan Gire
The study entitled Gender—Based Stress and employees’ performance in the Ministry of Health, Government of Southern Sudan. The deterioration of employee’s performance was the research Problem, the study was guided by four main objectives: (1) to identify respondents’ demographical characteristics; (2) to determine the level of employee work performance; (3) to determine which Gender faces greater Stress; and (4) to examine the stress factors that lead to poor performance in the MoH-GOSS. The descriptive research design method was used in this study, it involves using questionnaires in collecting data from the respondents and both quantitative and qualitative research designs were used for data analysis. The SPSS was used to analyze all data. The study population comprised 300 employees of MoH-GOSS from which sample size of 169 respondents was chosen, using systematic random sampling method. The data were expressed into tables and were processed using frequency distribution, means and Pearson’s Linear Correlation Coefficient. The research findings stated that the Ministry of Health government of Southern Sudan does not have any strategy for management of stressed employees; and the gender which faces greater stress was the female employee. To overcome the foregoing, the researcher recommends that the ministry should establish a strategy for management of stress in the institution.
Human capital development and employee retention. A study of selected commercial banks Nigeria.
(Kampala International University, 2019-04) Ogundele, Dolapo
The Nigerian banking industry is widely known as one of the highest paying sectors in Nigeria and as such attract a variety of talents that hope to hitch their tent with one of the many banks in the country. It is however, not a secret that most bankers in Nigeria move from one organization to another, never remaining in one place for too long. This high level of turnover in the banking industry have led many to believe that the banking industry is unreliable and fails to take care of the needs of their human capital. It is against this backdrop that the researcher tried to understand the role of human capital development in employee retention and how intervening factors like family, work-life balance and peer pressure might be influencing bankers’ decision to remain committed to a bank. The objectives of this study are 1. To access the relationship between training and development of employees and employee retention. 2. To examine the relationship between employee rewards and employee retention. 3. What are the intervening influence of social factor, work life balance and time flexibility, on the relationship between human capital development and retention Using both quantitative and qualitative methods, this study aimed to find out the relationship between human capital development activities and staff retention in the Nigerian banking industry. The questionnaire was validated using face validation and content validity index. The results of the validity tests showed that the research instruments were valid. 10 Nigerian banks were carefully selected as the case study for the study. The study population for this research is 77,690 and 400 questionnaires were used for the analysis, also 20 people from the selected banks were interviewed and their responses integrated into the analysis. The findings showed that there is indeed a significant relationship between training and development and employee retention in the Nigerian banking industry. The higher the presence of training and development in the organization the more employees feel loyal and want to remain in that organization. The second findings also shows that there is a positive relationship between rewards and retention, the better the reward system in place in the organization, both monetary and non-monetary, the higher employee retention. 3. The study also showed that other variables such as work-life balance, peer/family/spouse pressure and public perception about an organization can greatly impact on staff’s decision to remain or leave an organization. This study concluded that staff retention can be improved upon if employees are regularly trained, human resources is advancing and there are a lot of technological changes, when employees are trained based on trends in the industry, employees tend to stay. Objective 2 concluded that bankers are constantly seeking for better pay, hence, to attract and retain the best hands, banks must pay competitive salaries. According to the third findings, it was concluded that factors like peer pressure, family etc. affect employees intention to remain in the industry. This study ends by recommending that banks ensure they carry out proper training and evaluation of staff if they are going to attract and retain suitable hands. It was also recommended that banks should give cognizance to factors like work-life balance, staff welfare, proximity to family amongst other things when making their human capital development plans, as it was shown in this study that these factors can greatly influence staff decision to remain at or leave an organization. The findings of this study will contribute to knowledge in the field of human resource and organizational psychology/behavior. The study will help the banking industry and other organizations understand the factors that influences staff decision to leave or remain and will guide them in formulating policies that aim at ensuring employees retention.
Human resource development and organizational performance:
(Kampala International University, College of economics and management, 2023-09) Abdirisak, Mohamoud Abdi
The study sought to investigate the impact of Human Resource Development and Organizational Performance at Somtel Telecommunication Company, Puntland, Somalia. The research was based on three objectives: to determine the effect of employee promotion on organization performance, to identify the effect of Employee job training on organization performance, and to examine effect of job rotation on organization performance. The research design for this study was survey research design. This study used a study population of 200 employees. However for the purpose of this research study, sample selection was a total of 133 subject to Solven’s formula to determine the minimum sample size. The study attained information from the field based on questionnaires. However the findings of the study indicated the following; promotion significantly affects employee performance in Somtel Company with (r-squared=0.088, & Sig=0.000), the findings also indicated that Employee job training has a significant effect on employee performance in Somtel Company, this also implied that effective employee job training improves the level of employee performance in Somtel Company (r-squared=0.102, & Sig=0.000), still the findings indicated that job rotation accounted for 56.2% effect on employee performance in Somtel Company. From the study findings the research concluded that job promotions if improved can generate the performance of Somtel Telecommunication Company, the study conclude further that promotions are an inducement to the generation of performance for Somtel Company. The study also concludes that training in jobs can generate coherence in the performance, training upgrades and updates the employees with the system functionality significant in enabling the performance of the company. The study also concluded that job rotation is a significant attempt to the inducement of the employees to perform in the organization. Job rotation mechanisms developed and designed signify the values provided to the generation of competencies in different field which salvages the employees towards the performance enhancements. From the study findings and conclusion made the researcher recommended that the management need to have promotions based on the employee performance in order to attain the value for the organizations and improve the funding effective role. The management of the organizations need to establish a procedure for promotions in order to attain the value and reduce the challenges in the promotions of the employees. There is need for avenues of communication significant in enabling the performance of the employees to different tasks which enhances the employee’s performance. The management should ensure to maintain job training is stimulated to generate organizational performance. There is need for the development of policy implementations for training needed in enhancing the management of the employees. The management should ensure to maintain job rotation in order to improve organizational performance.
Human resource management practices and performance of selected supermarkets in Kampala, Uganda
(Kampala International University, College of Economics and Management, 2019-05) Agboola, Adenike Olufunmilayo
The study examined the effect of human resource management practices on performance of selected supermarkets in Kampala Uganda. The study spelt out the problem by showing that despite the emphasis the supermarkets in Kampala Uganda put on human resource management practices, the performance is still wanting as evidenced by failure to give high quality services to customers. The study had three specific objectives which included; i) to examine the effect of staff recruitment on performance of selected supermarkets in Kampala Uganda, ii) to ascertain the effect of training and development on performance of selected supermarkets in Kampala Uganda, and finally iii) To establish the effect of compensation on performance of selected supermarkets in Kampala Uganda. The study followed a descriptive cross-sectional survey design. It had a population of 200 and a sample size of 121 respondents. Purposive sampling was used in order to collect high quality of information needed and data was analyzed using both qualitative and quantitative data analysis techniques such as frequencies and percentages, charts, and SPSS (Statistical Package for Social Sciences statistics). The findings of the study indicated the following: staff recruitment significantly affects performance of selected supermarkets in Kampala Uganda with (r-squared=0.411, & Sig=0.000); training and development has a significant effect on performance of selected supermarkets in Kampala Uganda, this also implied that effective training and development improves the level of performance of selected supermarkets in Kampala Uganda (r-squared=0.338, & Sig=0.000); and compensation has a significant effect on performance of selected supermarkets in Kampala Uganda with (r-squared=0.533, & Sig=0.002). The researcher concluded that; applying of staff recruitment as a human resource management practice can lead to the improvement on the performance of supermarkets since it increases on the quality, productivity and efficiency while at work, performance of supermarkets can be improved once training and development is effectively done because it helps to increase the customer care by the employees within selected supermarkets in Kampala Uganda, thus giving satisfaction to the end customer by availing the desired services and products when needed, and finally applying of compensation as a human resource management practice can lead to the improvement on performance since it increases on the quality, productivity and efficiency during work execution. It was recommended that; the management of selected supermarkets in Kampala Uganda should enhance employing high quality and qualified staff, the selected supermarkets in Kampala should ensure that there is continuous mentoring of employees and this will enable employees work effectively and efficiently. The study contributed to knowledge by filling the identified research gaps. The study covered both the content and geographical gap of human resource management practices and performance of supermarkets. The study also revealed some of the measures that could be adopted to improve performance of supermarkets in Kampala, Uganda.
Human resource practices and employee performance in Montserrado Local Government-Liberia
(Kampala International University, 2018-10) Famata, K. Kendor
The study established the effect of human resource practices on employee performance in Montserrado County in Monrovia, Liberia, three specific objectives guided this study and these were i) determining the effect of promotional opportunities on employee performance in Montserrado County in Monrovia, Liberia; ii) establishing the effect of training opportunities on employee performance in Montserrado County in Monrovia, Liberia, and (iii) investigating the effect of performance appraisals on employee performance in Montserrado County in Monrovia, Liberia. The study adopted the following designs; descriptive correlational to measure the degree of association between variables, cross-sectional research design was used because data was drawn/collected from a wide spread of respondents and multiple linear regression analysis was used to establish the significant effect between variables. The study used a research population of 200 and a sample size of 133. The findings indicated that promotional opportunities significantly affects employee performance in Montserrado County in Monrovia, Liberia, the findings revealed that there is a significant effect training opportunities has on employee performance in Montserrado County in Monrovia Liberia and the findings of this study proved a positive significant effect performance appraisal has on employee performance in Montserrado County in Monrovia, Liberia. The researcher concluded that; promotional opportunities has a positive significant effect on employee performance in Montserrado County in Monrovia, Liberia, hence concluding that promotional opportunities contribute to employee performance in Montserrado County in Monrovia, Liberia, and finally performance appraisal has a positive significant effect on employee performance in Montserrado County in Monrovia, Liberia, hence concluding that good performance appraisal increases the level of employee performance in Montserrado County in Monrovia, Liberia and poor performance appraisal system reduces it. The researcher recommended that; the management of Montserrado County should make sure that promotions are based on how well an employee does the work but not basing on tribe and religion, the employees in Montserrado County should have the opportunity to have ‘a say’ in organizational policies and decisions that affect them, this can be done by allowing employees to attend meetings and let them contribute during decision making, and the dimensions of access to services should always be a pre-condition for quality in Montserrado County in Monrovia, Liberia. The study contributed to new knowledge by identifying different human resource practices used in Montserrado County in Monrovia, Liberia which included promotional opportunities, training opportunities and performance appraisals. The following are the measurements of employee performance in Montserrado County in Monrovia, Liberia; work efficiency, service delivery and goal accomplishment.

Browse

Browsing Masters of Arts in Human Resource Management by Title

Results Per Page

Sort Options