Masters of Arts in Human Resource Management
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- ItemAssessing the effect of motivation on employees' performance in organizations :(Kampala International University, College of Humanities and Social Sciences, 2009-11) Sakay, Mohamed AdowThe study looked at the role of motivation in promoting employees' performance in an organization taking into consideration MTN Uganda as a case study. The study also investigated the persistent cause of declining employee performance considering motivation as the key variable and performance as the dependant variable. The study was guided by the following objectives:- 1. To establish the factors which affect motivation of employees in a company 11. To describe the indicators of performance of employees nr. To investigate how motivation contributes to performance of employees 1v. To explore what other factors influence performance Empirical data was collected from MTN employees through questionnaire guides for primary data and secondary data being the library, internet and analyzed using quantitative and qualitative approaches. Structured questionnaires were used to collect data from the respondents. Self-administered questionnaires were ideal. The questionnaires comprised of both closed-ended and open-ended questions. The researcher used simple random sampling, stratification and purposive methods, where 130 respondents were randomly picked; top level management, middle level management and support staff, selected from various departments. The key findings of the study suggest that: employee performance is significantly influenced by a number of motivating factors such as good working conditions, prompt payment of salaries, free accommodation and security, allowancef,. 'medical care while the absence of the above conditions affected the employee perform(;ce1it MTN. The study therefore recommends that Managers should always find ways and means of creating and availing motivation means which at least suit the greater number of employees to enable them perform work to the expectation standards.
- ItemAssessing the effect of motivation on employees' performance in organizations: a case study of MTN (Uganda)(Kampala International University, College of Humanities and Social Sciences, 2009-11) Adow Sakay, MohamedThe study looked at the role of motivation in promoting employees' performance in an organization taking into consideration MTN Uganda as a case study. The study also investigated the persistent cause of declining employee performance considering motivation as the key variable and performance as the dependent variable. The study was guided by the following objectives:- 1. To establish the factors which affect motivation of employees in a company ii. To describe the indicators of performance of employees iii. To investigate how motivation contributes to performance of employees iv. To explore what other factors influence performance Empirical data was collected from MTN employees through questionnaire guides for primary data and secondary data being the library, internet and analyzed using quantitative and qualitative approaches. Structured questionnaires were used to collect data from the respondents. Self-administered questionnaires were ideal. The questionnaires comprised of both closed-ended and open-ended questions. The researcher used simple random sampling, stratification and purposive methods, where 130 respondents were randomly picked; top level management, middle level management and support staff, selected from various departments. The key findings of the study suggest that: employee performance is significantly influenced by a number of motivating factors such as good working conditions, prompt payment of salaries, free accommodation and security, allowances, medical care while the absence of the above conditions affected the employee performance at MTN. The study therefore recommends that Managers should always find ways and means of creating and availing motivation means which at least suit the greater number of employees to enable them perform work to the expectation standards.
- ItemAn assessment of small and medium enterprises managers’ performance and their strategic market choice in Kampala Business District: a case study of Private Sector Foundation of Uganda (PSFU).(Kampala International University, College of Humanities and social sciences., 2008-11) Christian R., NahimanaFrom time to time new tactics are being employed by organizations to ensure that management performance and regulatory processes are providing the necessary and accurate information for managerial decisions to be made with due regard to all ethical protocols being observed. Therefore, there is need for SMEs managers to ethically manage markets. A strategic market is a major unpredictable market which can threaten to harm an organization and its stakeholders for management, it is a process that can allow an organization to concentrate its limited resources on the greatest opportunities to increase sales and achieve a sustainable competitive advantage. Although good managerial practices are predictable, they are not unexpected. Poor management practices can affect all segments of society — businesses, churches, educational institutions, families, not-for-profit and the government and are caused by a wide range of reasons. Although the definitions can vary greatly, three elements are common to most definitions of management crisis: a threat to the organization, the element of surprise, and a short decision time. The study was driven by three objectives: to identify managerial skills that facilitate organizational effectiveness in SMEs, to identify the challenges experienced by managers in effective SME performance and strategic market choice, to identify the possible management and market strategies that can be used to improve SMEs economic growth base. To achieve these objectives the researcher sampled 60 respondents from Private Sector Foundation of Uganda and their clients. The study utilizes qualitative research methods. Two data collection instruments were used: structured questionnaire and interviews. The collected data was presented in tabular and figurative forms and analyzed statistically to decipher findings.
- ItemCauses and impact of inadequate workforce on organizational performance: a case study of Bukoba Urban District Council, Tanzania(Kampala International University, College of Humanities and Social Sciences, 2008-10) Kamugisha, Ishengoma; EmilyThis study carried out an investigation on the causes and impact of inadequate workforce on organizational perfbrmance in Bukoba Urban District Council found in Tanzania. The study was guided by the following specific objectives: to identi& the causes of vacant positions in BUDC. examine the effect of inadequate workforce in BUDC. and to assess the measures put forward by BUDC in filling the vacant positions. This study employed Descriptive Research Design utilizing 114 respondents chosen randomly and purposively. Questionnaires, interview guides and documentary reviews were used to get the views and opinions from the respondents on the subject of investigation. Research findings revealed that staffing practices at BUDC faces several challenges and some of them include: rigid and bureaucratic procedures on acquiring staff, lack of a detailed assessment on human resources requirement, acute shortage of stalL poor remuneration which does not attract stafffrom private sectors, inadequate preparation ofstaff for open competition in filling up vacant promotional outlets among other challenges. On the other hand, it has been found out that it is significant to the organization to have all its established vacant posts filled as it improves performance by rationalizing the workload to required human resources strength. It was also noticed that different steps have been taken to curb the existing human resource requirement. Some of these include among others: spending extra hours to cover the pending assignment. rescheduling of the job description to the existing stalL collaborating with other staff from other institutions, contracting out certain assignment and forfeiture ofemployee? annual leave. Basing on the findings, the researcher put forward the following recommendations: shortening the recruitment process. selection and placement of qualified strait waving out bureaucratic procedures in recruitment processes, improving staff salaries and benefits. developing training and development programmed for employees which will among other things restrict the trained staff from transferring to other district councils in Tanzania
- ItemThe challenges of human resource recruitment and retention in the private sector: a case study of roofings (U) limited Kampala Uganda(Kampala International University,College of Humanities and Social Sciences, 2010-08) Nyiraguhirwa, FloraThe study aimed at establishing the challenges of human resource recruitment and retention in the private sector. The study was guided by three objectives: 1. To fmd out the relationship between challenges and human resource recruitment and retention in organizations. 2. To establish the challenges ofhuman resource recruitment and retention in the private sector 3. Carrying out an investigation on how to meet the challenges of the best and qualified human resource recruitment and retention in Roofings Limited and how to go towards achieving, competence and competency, expertise, and corporate goals. The study was carried out from one selected company in the private sector: Roofings (U) Ltd in the city Kampala district in the Central region ofUganda. The study used a descriptive survey research design in which both qualitative and quantitative methods were used. A self-administered questionnaire and an interview guide were the instruments of data collection. The collected data was presented in frequency counts, graphs, pie charts and score tables with varying percentages calculated. Interpretations and drawing of conclusions were made according to the number ofoccurrences on each item. The study findings revealed that: 1. The challenges of human resource recruitment and retention should be accepted and handled well in order to recruit the right, best and qualified human resource. 2. Ignoring the challenges of human resource recruitment and retention affects negatively the company from getting the right, best and qualified human resource. vi 3. Accepting and embracing the challenges enables the company to get the right, best and qualified human resource that can propel the company to achieve her objectives. The study concluded that; (i) There is a strong relationship between challenges and human resource recruitment and retention; therefore, the management of companies and organizations should opt to take a serious concern on the challenges in order to be able to recruit right, best and qualified human resource and retain them to maximize expertise and high levels of production of goods and services. (ii) In planning, decision making and implementation of the productive activities of companies and organizations all stakeholders should be involved to identify the challenges of human resource recruitment and retention that would hinder good performance of employees to achieve corporate targeted results in a stipulated time.
- ItemChallenges of manpower recruitment in organization: a case study of women legal aid centre, sahringon and catholic relief service in Tanzania:(Kampala International University, Colleges of humanities and social sciences, 2009-09) Theodosia, Mukulo MahrmiThis study looks at the challenges of manpower Recruitment and Selection in Non-governmental organization in Tanzania. The procurement of manpower for an organization is one of the most important functions in the management process. The purpose of this research was to investigate the challenges of recruitment in the organization. The study explored challenges which management faces in recruitment process in organization and suggests ways of overcoming any recruitment drawbacks. The researcher adopted a quantitative and qualitative technique and used descriptive survey design. A total population of the study was 60 respondents and a sample of 30 respondent were selected using a stratified random sampling technique. The research instruments used include questionnaires and interview guides. The researcher found the challenges of manpower recruitment as revealed by respondents, that 24% stressed the lack of knowledge on recruitment process, 12% stressed remuneration obstacles in recruitment, and 48% stressed lack of clear policy on recruitment process whereas 12 % of respondent stressed the lack of ethics on recruitment process. The study carried out revealed poor recruitment and selection practices. It is my concern that such little attention is being given to what must be seen as the most important human resource function resulted in it by developing a best practice Toolkit on manpower recruitment and selection in organization
- ItemChange management and employee turnover in Somtel Telecommunication Company, Bosaso, Somalia(Kampala International University, 2017-05) Sadia, Ahmed AliThis study was undertaken to the impact on change management and employee turnover in Somtel Telecommunication Company, Bosaso, Somalia.
- ItemCivil society organizations and human rights promotion in never again Rwanda(Kampala International University, College of Humanities and social sciences., 2017-11) Mugabe Leon, CharlesThis thesis embarked on an investigation on civil society organizations and human rights promotion in Rwanda with emphasis on Never Again Rwanda. Civil Society Organizations have been crucial in the protection and promotion of Human Rights in Rwanda with their roles ranging from advocacy, legal facilitation and lobbying of government institutions to help overcome torture and all other human rights violations in the country. The situation in Rwanda is not different from any other African country; there are evidences of human rights violations that have been experienced over the years such as limiting of people’s rights, unlawful arrests, and deprivation of services to some communities or people. This report was guided by three objectives and hence investigated the role, challenges and measures of civil society in their efforts to promote and protect human rights in the country. The research was guided by a descriptive survey design, both qualitative and quantitative approaches were utilized with a total of 142 respondent. Both secondary and primary sources of data were utilized as well with random sampling methods. The study found that there are several challenges hindering the role of civil society organizations such as logistical challenges (4.22), inadequate funds (4.11) among other challenges. The findings also revealed that the organization has done a lot in promoting human rights through improved efficiency in aid management and distribution (4.0), increased the understanding of the community on human rights protection (3.65) and also helped promote political growth (3.23). Further still it was found that there is still need for more efforts hence overcoming the challenges affecting the role of NGO5 such as the need for more funding (3.16) and also harmonization of activities by all civil societies (3.38). Conclusions were made in this regard such as the urgent need for funding. The study highlighted need for understanding between donors and NGOs to come up with action on the issue of quality and targeted numbers to increase child- wellbeing and address donor drive agendas. It also has an important monitoring role and can provide independent information, and assessment of local government performance. Civil society organizations may also work directly with local government to strengthen its human rights expertise and awareness. Measures should be taken, both nationally and internationally, to strengthen civil society capacity to monitor and engage with local government. The researcher also intends to carry out a further research on the role of civil society in political development of Rwanda.
- ItemCommunication and employees performance in selected private companies in Garoe-Somalia(Kampala International University; College of Humanities and Social Sciences, 2013-01) Deko, Bashir B.The aim of this study was to explore the relationship between communication and employee performance in selected companies in Garoe, Somalia, the purpose of the study objectives was 1) to determine the demographic characteristics of respondents 2) To determine the level of communication 3) To determine the level of employee performance 4) to establish if there is significant relationship between communication and employee performance, the research instrument was questionnaires, the target population of the study was 200, the sample size of the study was 133 and the study used simple random sampling. From the findings, it was revealed that the majority of the respondents were male, and their age was between early age and old ages, majority of the respondents had experience. From the conclusion, it was revealed that communication and employee performance up to an extent influence each other, Regarding the communication and the level of employee performance the respondents rated that selected companies were poor at all aspects of indicating in ineffective communication such as; poor communication channel, lack of employee satisfaction, high lab our turn over, low productivity and also the study revealed that the communication companies formulated a communication approach but they were not using effectively. However it’s important each company to have effective communication, because Open communication climates encourage employees through supporting them, through allowing them to participate in decision making, and, through trusting them, which assures the integrity of information channels. From the recommendation, they should increase across communication departments and sections it will execute the daily functions of the selected companies. They should provide Performance Appraisal system which will endeavor to appraise staff using 360 degrees appraisal system/approach, Effective and elaborate: communication and understanding of the essence of staff equitable participation in appraisal process of all levels of staff.
- ItemCommunication apprehension in the work place and its effects on employee job satisfaction: a case study of global family rescue (GFR) Uganda(Kampala International University,College of Humanities and Social Sciences, 2009-10) Fidel, PeterThis report is a result of the study conducted at Global Family Rescue-Uganda with intention of investigating how communication apprehension affects employees in this organization and how it relates to their level ofjob satisfaction. The objectives of this study were to identifSi the types of communication apprehension facing employees of Global Family Rescue; find out causes of communication apprehension in GFR and investigate effects of communication apprehension on job satisfaction of Global Family Rescue employees. In order to achieve these objectives and answer research questions, an explanatory research design was used and the study was conducted through a case study. Semi-structured questionnaire was applied when survey were completed and returned, data was entered into SPSS for analysis, several tests were run on the data, and significant findings were presented. Writing apprehension was observed to be the main type of communication apprehension affecting GFR employees. While in context based CA, GFR employees proved to be more apprehensive in group discussions and meetings rather than in conversation and public speaking, on the side of audience based CA, GFR employees are more apprehensive when communicating with strangers than when communicating with friends or acquaintances. It was revealed that communication apprehension among GFR employees is mainly caused by the relationship between managers and subordinates as argued by almost three quarter of respondents. This is sometimes due to unclear expectations from supervisors to subordinates. Another fact that causes communication apprehension is the employees’ level of communication skills. Finally, it was discovered that communication apprehension affects employees’ job satisfaction in one way or another. Employees with high level of communication XII apprehension prefer jobs with as little communication as possible, and they are not generally as dominant as those with a low level of communication apprehension. In addition, they are unlikely to volunteer for team projects, rather preferring to work alone, and tend to interact less frequently with small groups, and when they do interact, their quality of contribution is usually far less extensive than that of their peers who do not suffer from high communication apprehension. It was recommended that GFR management should have internal training and development department dedicated to the advancement of its employees as far as communication is concerned. This will help employees to overcome fear of communication.
- ItemCompensation system and employee performance in public sector organizations, a case study of Uganda industrial research institute (UIRI), Kampala-Uganda(Kampala International University, College of Humanities and Social Sciences, 2014-11) Tumuheirwe, AidahThe research was carried out in Uganda Industrial Research Institute about the Compensation systems and employee performance. The purpose of the study was to investigate whether there is a relationship between compensation system and employee performance in Uganda Industrial Research Institute. The research objectives were; i) to examine compensation system in Uganda industrial Research Institute, ii) to determine the level of employee performance in UIRI; iii) to establish the relationship between compensation system and employee performance . The research was guided by a conceptual frame work and supported by motivational theories like Abraham Maslow,Expectancy theory. The methods that were used to collect the data included questionnaires and secondary data. The frequency and distribution tables were used to determine the demographic characteristics of the respondents. To ensure the validity and reliability of the instruments, the researcher employed the expert judgment method. After constructing the questionnaire. the researcher contacted experts in the study area to go through it to ensure that it would measure what it is designed to measure and necessary adjustments was made after consultation and this ensured that the instrument is clear, relevant, specific and logically arranged. The results from the reliability test using SPSS; The researcher made conclusions in terms of strength and weaknesses. For the case of strengths; The level of compensation sy stems in UTRI was high. Me~tning that UIRI’s compensation systems can be regarded as good. The employees revealed that the compensation system is high. Rewards of workers are based on employees’ skills applied to the organization and also UTRI rewards and recognizes individual efforts and contribution very high. The results therefore the results indicate that rewards among the employees in UTRI are as a result of skills. Skilled employees are rewarded highly than those who are not. Also there are recognitions and rewards for individual contributions towards the growth of UIRI.
- ItemConflict resolution strategies and employee performance in Kampala Capital City Authority, Uganda(Kampala International University, College of Humanities and Social Sciences, 2019-12) Tumwebaze, EsterThis study investigated the effect of conflict resolution strategies on employee performance in Kampala Capital City Authority (KCCA). The following objectives guided the study: i) to establish the effect of negotiation as a conflict resolution strategy on employee performance in KCCA; ii) to establish the effect of third party intervention as a conflict resolution strategy on employee performance in KCCA; and iii) to establish the effect of compromise as a conflict resolution strategy on employee performance in KCCA. This study adopted descriptive crosssectional survey design. The target population was 498 participants and the sample was 222 respondents. The study used simple and purposive sampling technique. The main research instruments included: questionnaires and interviews. Data was analyzed using frequency and percentage tables, mean and standard deviations, and linear and multiple regression analysis. The study made the following conclusions: The study revealed that Negotiation significantly affects employee performance at KCCA due to the use of win-win, and win-lose strategy that enables employees to amicably address their grievances successfully to their satisfaction(Adjusted R Square=0.079, p=0.00). In addition, the study revealed that Third party intervention significantly affects employee performance at KCCA due to the involvement of the third party whom the conflicting parties are well acquainted with hence the best way of resolving conflicts (Adjusted R Square=0.173, p=0.00). Similarly, the study also revealed that Compromise significantly affects employee performance at KCCA because the compromise strategy of conflict resolution is the easiest and cheapest means of solving a conflict (Adjusted R Square=0.243, p=0.00).Therefore the study concluded that conflict resolution has significant effect on employee performance. Thus the study made the following recommendations: KCCA management should adopt the use of negotiation so as to address issues that can lead to conflicts before they break open. KCCA management should adopt the use of third party intervention as a form of conflict resolution strategy. The management of KCCA should also encourage the use of compromise as a conflict resolution strategy. Contribution to Knowledge: Several studies have been done in the area of conflict resolution and employee performance but with mixed results, e.g. studies by Olang (2017); Ajike et al., (2015); Awan and Saeed (2015); Toku (2014). However, the current study adds to the body of knowledge that three different types of conflict resolution strategies, that is, negotiation, third party intervention, and compromise all have significant influence on employee performance, with compromise strategy providing the greatest evidence of improvement in employee performance.
- ItemCultural diversity and culturally related conflicts in Kampala International University, Kampala, Uganda.(Kampala International University; College of Humanities and Social Science, 2013-07) Kavita, Lawrence N.The study was carried out in Kampala International University, (Main Campus) Kampala District, Uganda with the following objectives: To determine the profile of respondents, to determine the level of cultural diversity; to determine the level of cultural related conflicts and to examine the relationship between the two variables. The study utilized descriptive survey research design, in particular descriptive correlation. Data was collected through questionnaires and interviews and analyzed by using Pearson's correlation coefficient. One hundred and one respondents constituted the sample size. The findings showed that majority of the respondents were male (61 %) while the minorities were females (39%). Findings revealed that majority of respondents w1ere of the age 41-50 (39%) followed by 31-40 (25%) 51 and above with (19%) and the least was 21-30 with (18%), It was also seen that the respondents composition was we’ll balanced. The majority of the respondents were master's holders with (55%) PhD with (25%) and bachelors with (21 %). The findings also showed that the respondents who participated in the study were literate and were able to understand the questions presented to them. respondents had experience of 5-6yrs (61 %) mainly masters holders, while respondent who had served for 3-4yrs where at (28%) while 7yrs and above were at (12%). It was recommended that the curricular and extra-curricular activities need to reflect more on diversity issues and that the creation of internal practices to emphasis on open and trusted mechanism for students to freely interact.
- ItemCultural diversity and moral behavior among selected university students in Zanzibar(Kampala International University; College of Humanities and Social Science, 2013-12) Shadida, Ali J.The study was carried out in Zanzibar Universities, Tanzania with the following objectives: To determine the profile of respondents; to determine the level of cultural diversity; to determine the level of moral behaviors; and to examine the relationship between the two variables. The study utilized a descriptive survey research design, in particular descriptive correlation. Data was collected through questionnaires and analyzed by using Pearson's linear correlation coefficient. Two hundred four respondents constituted the sample size. The findings of the study indicated that majority of respondents (Students) were in the age range of 31-40 years with 41% and Lecturers were in the age range of years 31-40 with 68.8%. Majority of respondents (students) were male (59.6%) and male lectures 62.5%.Majority of the students and lectures possessed bachelors and masters with (55.1 %) and (60.4%) respectively, In working experience 47.9% of lecturers had an experience of 5-6 years. The level of cultural diversity was high, with an overall mean of (2.65), the level of moral behaviours is high, overall calculated (2.80).The level of cultural diversity and level of moral behaviors are significantly correlated (Sig value= 0.015). The researcher concluded that cultural diversity was rated high, hence concluding that the University students highly use different languages, beliefs, values and knowledge. Level of moral behavior was generally rated high and this was indicated by the average mean (mean=2.80), therefore concluding that the University students in Zanzibar are well disciplined. The researcher recommends that the University of Zanzibar should embrace and appreciate cultural diversity within the institution, there should be a representation of all regions of countries in terms of cultural diversity with the senior administration staff, senior academic staff, teaching staff and the student's body. The researcher recommended that the University of Zanzibar in particular should support the development of policy and strategies at individual university level that addresses elements of difference, such as gender, disability, and ethnicity, this will help to reduce on moral degeneration among students, the University lecturers and students should be aware of the varied cultures, behaviour, and expectations of the different groups and sub-cultures on campus and how they interact with each other and should be more equipped in order to manage such diversities, the University should provide opportunities for discussions on diversity and its challenges, this will benefit both new and continuing lecturers and students by discussing challenges related to the multicultural academics and social space at the university.
- ItemDeterminants of loan repayment in rural areas: a study of Lyamujjungu Cooperative Bank, Kabale District(Kampala International University, College of Humanities and social sciences., 2009-08) Nabeeta, Karanzi SoteriThe study examined the factors affecting loan repayment in Maziba Sub-county_ Ndorwa County-Kabale district. The objectives of the study were to examine social, economic and managerial factors affecting loan repayment in loan repayment in Lyamujungu Cooperative Bank. Empirical data was collected by the use of questionnaires, interview guide and documentary review and analyzed using thematic and content analysis. The findings show that loan repayment increased if the group had initial savings or if group members could repay the loan in case of default and when the group has written rules and regulations. The economic factors included the borrowers financial status, the homogeneity of the group members in terms of their economic background and the pooling ability to repay the loan. The findings further show that most respondents most of those borrowers who diverted the money for other uses other than specified in the loan application forms failed to pay back. Managerial related reasons in failure to follow up is one of the causes of none payment as well as the repayment period, high interest rates, poor attitude of the respondents in repaying the loan, and failure to acquire the money in time. These combined to have an impact on the ability of the borrowers to repay the loan. The researcher concludes that there is a significant relationship between the financial status and loan repayment and a significant relationship between managerial factors and loan repayment. The researcher recommends that lending institutions must emphasize collateral and improve loan management strategies as a means of improving loan recovery.
- ItemEffect of change on organisational culture of national water and sewerage corporation Uganda limited(Kampala International University, 2010) Aketch, JackieThis research sought to explore the effects of change on the culture in National Water and Sewerage Corporation Uganda limited. The research was guided by these objectives: To find out the existing initiatives to change in National Water and Sewerage Corporation, To determine the perceived characteristics of organisational culture in National Water and Sewerage Corporation Uganda limited, and To determine the extent to which change affects organisational culture.
- ItemThe effect of staffing on organizational productivity: a focus on filling up of positions in Ngara District council in Tanzania(Kampala International University,College of Humanities and Social Sciences, 2007-10) milian, Rugainamula; RwegasiraThis study investigated into the effect of staffing on organizational produ~)1Q~ I focused on filling up vacant posts in Ngara District Council. In this study, causes of inadequate workforce, impact of inadequate workforce on organizational performance and measures taken to curb the situation were dealt with. The study was prompted by unsatisfactory performance in staffing practices of District Council. The population studied was 268 persons comprised of Councilors, Heads of Departments and other Council employees. The sample of 114 respondents was used to get the findings. Data collection instruments used in this study were unstructured questionnaires, interview guides, observation and documentary review. From the research, the findings indicate that staffing practice at NDC is facing several problems among which are too bureaucratic procedures on acquiring staff coupled with various appointing authorities, lack of detailed assessment on human resources requirement, acute shortage of staff, relatively poor remuneration which does not attract staff from private sectors, inadequate preparation of staff for open competition in filling up vacant promotional posts, as well as insecurity environment of NDC that scares away prospective applicants. On the other hand it has been found that it is quite significant to the organization to have all its established posts filled as it improves performance by rationalizing the workload to required human resource strength. It was also noticed that different steps have been taken to curb the existing human resource requirement. Some of these include spending extra hours to cover the pending assignment, rescheduling of the job description to the existing staff, collaborating with other staff from other institutions, contracting out certain assignment and forfeiture of employees’ annual leave. Basing on those findings, the recommendations made include: shortening the long process of recruitment, selection and placement; waving some bureaucratic procedures in recruitment process with particular consideration of Ngara District Council that is in such unattractive geographical location, improving salaries and benefits, develop the training and development policy which will among other things restrict the trained staff from transferring to other district councils.
- ItemThe effeteness of rewards in improving employees’ performance in private universities in Rwanda: a case study of University Libre Dekigali-Gisenyi Campus(Kampala International University, College of Humanities and social sciences., 2009-10) Emmanuel Ndabarinze, BukambizaThis report is a result of an academic research titled Effectiveness of reward in improving employees’ performance in private universities in Rwanda: A case study of ULK-Gisenyi. The objectives of the study were to analyze different techniques used in evaluating employees’ performance at ULK, to investigate various forms of reward given to employees of ULK and to analyze criteria used in rewarding employee. To answer research questions and achieve objectives, a case study was used as a case study; a sample random technique was used to sample the population of the study and a questionnaire was used to collect primary data. It is discovered that there are many techniques used in evaluating employees’ performance at ULK Gisenyi Campus. Graphic rating was discovered to be the main evaluation technique that is used as agreed by 92.5% of participants. Work standard approach is the second performance appraisal technique as agreed by 80% of participants. In this technique, management establishes the goals openly and sets targets against realistic output standards and essay writing appraisal which was observed to be the third technique. As far as this study is concerned, it was realized that nonmonetary rewards are the major forms of rewards given to employees of ULK-Gisenyi campus. Praise/recognition from supervisors was observed to be the main reward which is most of the time given to employees of this university. Paid leave is the second form of reward and is followed by professional growth and development opportunities. The third form of reward is very important on both employees and the organization at the same time. The results of the study revealed that at ULK, employees are rewarded based various criteria. However, quantity of work done was observed to be the most criteria that employers base on to reward the employees. The second criterion is the level of customer satisfaction. In conclusion, the rewards were found to be effective since people are rewarded based on known criteria and the process of rewarding employees start from performance evaluation, where each and every employee is evaluated against certain standards and objectives either set by the organization or employees. However, in order to make rewards more effective in enhancing employees’ performance, the researcher recommends that employees be should be involved in the design of reward system or in the choice ‘of appropriate reward which can motivate employees. Relatedly, appropriate appraisal techniques and approaches should be designed on each and every type of work or department since the evaluation criteria might differ and some of the techniques might have limitations which may not allow the manager to appraise employees’ work properly.
- ItemEmployee commitment and organisational performance in universities in Mogadishu, Somalia(Kampala International University, 2016-11) Safia, Sheikh IbrahimThe study determined the relationship between employee commitment and organisational performance in universities in Mogadishu, Somalia.
- ItemEmployee compensation and job satisfaction in salaam Somali bank, Mogadishu Somalia(Kampala International University, College of Humanities and Social Sciences, 2016-11) Khadra, Hagi Mohamad KulmieThe study was set to investigate the employee compensation on employee satisfaction was based on three objectives that were determining the effect of job based, skills based and performance based compensations on job satisfaction in Salaam Somali bank. The study was conducted based on a cross-sectional design based on the quantitative approaches where the employees of Salaam Somali bank provided the information. The intervention was through the questionnaires. The population of 280 and the sample was 165 respondents. The study findings were that job based compensation accounted for 36.2% influence on employee satisfaction. This means that that job based compensation affected job satisfaction affect the employee satisfaction in Salaam Somali bank by 3 6.2%. On the second objective skills based compensation affected job satisfaction by 34% and the third objective performance based compensation on Job satisfaction had 11% effect on employee satisfaction in Salaam Somali Bank. The researcher concluded that job based compensation on job satisfaction in Salaam Somali bank established that job based performance was low though a significant relationship was found that job based compensation has an effect on performance. The second objective were the responses established that skills based compensations prevailed in Salaam Somali bank. It was established that somehow the skilled employees were being compensated though the effect of skills based compensation on employee satisfaction was positive. Performance based compensation effect on job satisfaction finally argued that the employees were not highly compensated based on performance dimension even when the effect of compensation on satisfaction of employees was found positive however much the effect was not so important. The researcher recommends that employee’s interviews could be conducted to measure their perceptions of organization’s ability to address this issue. Also monitoring to ensure that correct compensation is assigned to the jobs done by the employees so that changes in variables like pay scales, employee input in policy. There should also be rewards based on the profitability of the organization, there is need for assessment of the organizational skills competence and provide the skills appropriate.