Bachelor's Degree in Human Resource

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Career development and employee performance: a case study of kapchorwa district local government
(Kampala International University, College of Economics and Management, 2015-03) Chebet, Caleb
This research looks at organizational career development and individual performance among the employees of Kapchorwa District local government. It was undertaken because the district was experiencing a difficulty in employee's performance. The purpose of the research was to establish the effects of career development on individual / employee performance. The objectives of the study were; to establish the relationship between career development and employee performance, to identify the different methods used by the management to develop employee's career in the organizations and to asses' ways of improving career development in organizations The research was conducted in Kapchorwa district local government in eastern Uganda. This research was focused towards the relationship between career development and employee performance. The questionnaire was developed and distributed to the sample. The sample comprised various managers and employees working in Kapchorwa district local government. A total of 160 questionnaires were sent but only 7 5 were returned, thereby achieving a response rate of 46.8%. The research employed a combination of analytical and descriptive research designs more so the research engaged both random sampling and purposive techniques. The study also covered a target population of 300 and a sample population of 75 undertaken. The research found out in its findings that there was a significant relationship between organizational career development and individual performance. It also found out that the methods of career development identified were available but not properly in use and finally the study managed to find out the ways on which career development can be improved in an organization which were lacking in Kapchorwa district local government n its conclusion, it was stated that there was a significant relationship between career development and employee performance in Kapchorwa district, it was also conclude that the methods used to develop peoples careers had a significant on the performance of both the employees and the organization and finally the research conclude that the ways of improving career development if properly managed/followed can actually lead to improved employee performance.
Change management and employee performance: A case study of Somtel Telecommunication Company, gala
(College of Economics and Management, 2015-05) Idil, Mohamud Mohamed
The study was about the impact of change management and employee performance while considering SOMTEL telecommunication company-Galkao. The study was guided by three objectives that is; to establish the effect of readiness to change and employee performance, to find out the effect of resistance to change and employee performance and to find out the effect of feedback analysis in Change management and employee performance. It used data collected using a questionnaire Interviews, and during data collection purposive sampling technique and snowball method were used. Both qualitative and quantitative were used to analyze data as it used a sample size of 60 respondents. The study concludes the ways of change management at SOMTEL Telecommunication Company Limited include; readiness to change, resistance to change and feedback analysis. It also concludes that change management plays a significant role towards employee performance. Still that the challenges faced by SOMTEL Telecommunication Company in change management include; power problem, lack of enough funds, labour turn over, competition from other telecommunication companies and lack of constant market for the products. Lastly, that there is a positive relationship between change management and organizational performance. The study recommended government involvement in the provision of change manage mental needs through adjusting in the labor laws, a greater balance between employees' needs and organizational needs, refresher courses given to managers and career guidance and counseling of workers in case their expectations are not met should be done by the management in organizations. And the impact of change management and employee performance of SOMTEL Telecommunication Company Limited Somalia, the influence of corporation tax on the performance of SOMTEL Telecommunication Company Limited Somalia and the relationship between corporate social responsibility and performance of employees of SOMTEL Telecommunication Company Limited Somalia are suggested areas for studies.
Communication and employee performance case study south Nyanza Sugar Company limited Migori District Kenya
(Kampala International University.College of Economics and Management, 2010-05) Asunta, Lokia A.
The purpose of the study was to identify the relationship between communication and performance. The objectives of the were; • To establish the relationship between communication and employee perf01mance m south Nyanza Sugar Company limited. CD To examine the effect of communication on performance m south Nyanza sugar company limited. CD To find out what forms of communication are used in south Nyanza Sugar Company limited. The design of this study was to completely analyze the questionnaires which contain the findings from the field and literature review in order to improve employee performance. From the analysis it was concluded that communication has both positive and negative impact to employee performance. On the negative side communication causes poor performance, reduces morale and brings about conflict. On the positive side communication increases perfo1mance, improves relationship and helps in decision making. It was recommended that the management should involve employees in any program adopted so that they may feel that they are valuable assets in the company.
Communication and employee performance in Kanungu district headquarters
(Kampala International University, College of Economics and Management, 2011-05) Praise, Catherine
The topic of the study was communication and employee performance in Kanungu district headquarters; the problem was to have effective communication in Kanungu district headquarters; the purpose of this study was to establish the relationship between communication and employee performance in Kanungu district headquarters. The objectives of the study were to find out the forms of communication in Kanungu headquarters, to establish the effects of communication on employees' performance in Kanungu district headquarters, and to find out the barriers to effective communication in Kanungu district headquarters. The study used quantitative and qualitative research design. The findings of the study indicated the following; The study discovered that there are forms of communication used in Kanungu district headquarters are downward, upward, horizontal, verbal and written. The effects of communication on performance in Kanungu district headquarters are increased efficiency, increased quality, increased customer responsiveness and innovation. The study also discovered that the barriers to effective communication in Kanungu district headquarters are; language barriers, emotions, channel barriers and stereotyping and others. In conclusion there are different forms of communication used by in Kanungu district headquarters, are upward, downward and horizontal, verbal, and written; communication has both negative and positive consequences on employee performance in Kanungu district headquarters and there are some barriers to effective communication in Kanungu district headquarters such as channel barriers, stereotyping, cultural barriers and others.
Communication and Its effect on employee Performance in an Organisation. Case Study: Ceford in Wakiso.
(Kampala International University, College of Economics and Management Sciences ., 2008-05) Nezia, Manumbu
This research was based on investigating the impact of communication on performance of employees. It was conducted in CEFORD. It covers top administrators and employees as its respondents. The objective of the study was to establish the relationship between communication and performance, effects of communication and performance and form of communication used in CEFORD. The researcher used questionnaires, interviews, and observation as the research instruments. The findings indicated that, communication go hand in hand with performance; and this is evidenced with a massive performance got from the findings. It was also realized that poor relationship among staff, domestic problem, language problem, heavily hinders communication flow in CEFORD. Some of the recommendations made by the researcher in this report included encouragement of open-door communication philosophy where an employee is free to report to superior in case of misfortune. More emphasis should be put on formal communication than informal communication.
Communication and organizational performance: case study of Nakapiripirit District Local Government.
(Kampala international University: College of Humanities and Social Science, 2015-05) Kizito, Longole
The study "'Communication and organizational performance" was carried out in Nakapiripirit District local government with specific aims of establishing the relationship between communication and Organizational Performance. The objectives of the study were; to examine the role of communication and employee performances; to investigate the barriers to effective communication; to investigate the barriers to efficient Organization Performance; and to determine the relationship between communication and Organization Performance. Literature was reviewed on existing facts on the major variables to comprehend the study in order to enrich the study findings. The study relied on a qualitative and quantitative research design where questionnaires and interview guide were administered on a sample of 62 respondents of which all 62 responded. It was established that the forms of communication included downward communication, upward communication, verbal communication, The roles of' communication were; increased financial performance, customer service, social responsibility, employee stewardship, sale growth, revenue growth, employment growth, improving efficiency and promoting spirit of oneness for employees and clients. However it was noted that in trying to communicate, they encountered barriers for effective communication which include language barrier; cultural barriers; individual barrier; stereotyping; organization barriers; interpersonal barrier; attitudinal barrier and many others. The study however, concluded that, for Nakapiripirit District local government to ensure effective communication it required them to improve on the way it transmits information and manage the barriers to effective communication in the organization. The study recommended the following; Use a project management/social collaboration platform, Creating an online forum where employees can easily share information and respond , Providing employees (especially younger ones) with regular feedback , When emailing, leverage the subject line, Use video conferencing, improving the communication channels and Picking up the phone calls.
Compensation and employee motivation in an organization: a case study of war child, Holland, Gulu District
(Kampala International University.College of Economics and Management, 2012-11) Francis, Komakech
The study was conducted in order to investigate the effects of compensation on employee's motivation in war child Holland Uganda. The study sought to establish the effect of benefits on motivation of employees in War Child Holland, to examine the effect to pay on motivation of employees in War Child Holland, to establish the relationship between incentives and motivation of employees in War Child Holland. The literature review was conducted with the aim of establishing and shading more light the effects of compensation on employee's motivation. Different authors clearly agreed that, Motivation is a determinant of perfonnance: however motivation is not synonymous with performance. Motivation does not wholly account for better performance but it is an imp01iant factor on bringing it about (Raymond et al 2004). Organizations that strive to meet the need of the employees reaps ce1iain benefits. Maslow' s theory provides guidance with respect to the needs that employees are motivated to achieve. The study used an exploratory methodology in collecting the necessary data which included questionnaires and interview methods of data collection. The data was tabulated and then analyzed in order to draw inference from the data collected. The information collected from the respondents through questionnaires and interview guide questions were used in order to answer the objectives of the study. More so, the study contained the summary of the findings, conclusions, recommendation. Various findings have been obtained from chapter four where clear and satisfactory conclusions and recommendations have been made on the basis of the research objective stipulated in chapter one. It was evident from the findings that there is a close relationship between motivation and employee performance. Conclusively therefore, it was found out that organizations can not prosper if compensation, motivation and employee performance are not catered for as important elements in an organization. The study further noted that the standards of living among the employees had improved as a result of increased productivity brought about by employee motivation.
Compensation and motivation of employees at pan Africa life assurance limited Kenya
(Kampala International University, College of Economics and Management, 2012-05) Kang'ara, Judy Njambi
The study set out to assess compensation and employee motivation in Pan African Assurance Limited Kenya. It was guided by a number of objectives which were; to assess; the effect of benefit on motivation of employees at Pan Africa Life Assurance Limited, to examine the effect of pay on motivation of employees in Pan Africa Life Assurance Limited .. to establish the relationship between incentives and motivation of employees in Pan Africa Life Assurance Limited. The study was carried out using a self administered questionnaire and the results were analyzed and presented in tables, figures and on content. The sample size was I 32 respondents. The study concluded that there are a number of factors affecting employee motivation. Compensation packages that were being offered to employees were not satisfactory leading to employees' low morale at work. There are still a number of challenges that need to be addressed at all levels of the organization and the ability to create report among the respondents "' a;, to create a conducive environment in order to get the required information and there is also need to enhance employee remuneration to help them love the organization. It is also important to enhance communication skills applied and acquired during work management. The researcher recommends that the organization should use other alternative Ways of Managing work challenges than encouraging demotivation in the organization can train !heir workers according to the organization needs to help them to adopt to new challenges.
Compensation System and Employees' Retention in Uganda Revenue Authority, Uganda.
(Kampala International University, College of Economics and Management Sciences ., 2014-08) Kamugisha, Vincent
Conflict and organizational performance a case study of Sony Sugar Company South Nyanza-Kenya
(Kampala International University, College of Economics and Management, 2010-12) Misati M., Millicent
Conflict Management and Employee Performance in Ministry of Public Service, Southern Sudan.
(Kampala International University, College of Economics and Management Sciences ., 2011-09) Maciek, Samuel Wel
Conflict management and employee performance in Xlusive Cutting (U) limited, Busukuma Sub County, Wakiso district
(Kampala International University, College of Economics and Management, 2012-01) Nandawula, Samalie
Conflicts and organizational performance: case study of center for peace and development
(Kampala International University.College Of Economics and Management, 2012-03) Jama, Hassan Ahmed
The purpose of the study was to establish the relationship between conflict and organizational performance in Center for Peace and Development in Galkaio, Puntland, Somalia. The objectives of the study were; To find out the types of conflicting situations in Center for Peace and Development ; to establish the effects of conflicts on performance of Center for Peace and Development; to establish the ways of how to manage conflict in Center for Peace and Development. Data was collected through use of questionnaires and interviews, and categories of respondents were employees, including the managing director and the human resource manager and the study covered 50 respondents. The data collected was analyzed by the use frequencies, percentages and interpreted and then presented using tables. The findings of the study indicated the following; Conflicts had significant effects on performance of Center for Peace and Development and therefore, this hindered the attainment of the goals of Center for Peace and Development. The study further discovered that there should be ways of how to manage conflict in Center for Peace and Development. In conclusion, Center for Peace and Development should set super- ordinate goals, use compromise, provide resources, alter structural variables and others in order to manage conflicts.
The contribution of induction and orientation on employee's work performance: a case study of Ngo employees in Netherlands development organization (snv) juba, South Sudan
(Kampala International University, College of Economics and Management, 2012-05) Selua, Susan Augustine
The aim of the study was to find out the contribution of induction and orientation on the employee performance as regarding Netherlands development organization. The study addressed three specific objectives and they were to establish the relationship between induction, orientation and employee performance, to examine the effects of induction and orientation and to find out the basic factors that improve induction and orientation. Chapter one entails the background of the study, statement of the problem, the purpose of the study, specific objective of the study, research questions, scope of the study and the significance of the study. Chapter two explains the various literatures related to the meaning of induction/orientation as used in HRM, its contributions to employees' performance, roles of and challenges faced by organizations m implementing induction/orientation programs and the review on induction/orientation programs of Netherlands development organization and NGOs Human Resources Department. Chapter three focused on the various methods, tools and procedures that were used by the researcher in the data collection and procession phrases. Chapter four presents data collected, discussions of the findings, conclusion and recommendations with suggestions for further research in line with the study objectives and research questions related to the study topic which was the contribution of induction and orientation on employees' work performance at Netherlands development organization in juba south Sudan. The discussions of the findings were presented in accordance with the research objectives of the study. Under chapter five The study was driven by study objectives which included to find out the effects of induction and orientation on employees' performance and to establish the obstacles that hinder induction and orientation, and research questions as indicated in chapter one above. In, conclusion therefore the study findings in line with literature review and the research questions, it is important that employee go through induction and orientation for effective performance. It is therefore against this back ground that the researchers recommended that all administrators should value their employees and induct and orient them accordingly if they are to achieve their objectives.
Diversity and employee performance. case study: Kampala International University
(Kampala International University, College of Economics and Management, 2010-08) Musungu, Enos A.
The purpose of this study was to identify the relationship between increased diversity in workplace and employee performance. An interdependent, diverse work environment is a necessary component of a successful organization, and if management and other employees cannot adjust differences within the cultures of the people, chaos will soon follow. In order for an organization to remain competitive, management must know how to manage diversity and employee performance. The design of this study was to completely analyze the questionnaires which contain the findings from the field and the literature review in order to give a congruent recommendation on how to utilize diversity aspects in order to improve on the performance of the workforce. From the analysis it was concluded that diversity has both a negative and positive impact to the organization. For example on the negative side, diversity causes ill feelings among the employees. Miscommunication at workplace and misunderstanding at the workplace. On the positive side diversity help an organization to gain competitive advantage, new ideas get way in to the organization and it also promotes creativity. It was recommended that the management should do the following: secure top management support and commitment, assessing the workforce, attracting employees, developing employees and retaining employees in order to cultivate a diverse workforce.
The effect of employee relations on organizational performance (a case study of Siaya town council - Siaya Kenya)
(Kampala International University, College of Economics and Management, 2012-04) Chiange, Dominic
The effect of employee turnover on the performance of employees in organizations: a case study of Bidco Uganda Limited in Jinja.
(Kampala International University.College of Economics and Management, 2016-11) Vicky, Nyamwiza
The study was carried at Bidco Uganda Limited-Jinja. It was intended to examine the effect of employee tum over on the performance in organization, the main objectives of the study were to examine the effects of Employee turnover at Bidco Uganda Ltd, to assess employee performance at Bidco Uganda Ltd and to establish the relationship between employee turnover and performance at Bidco Uganda Ltd. The methods used in the study were quantitative and qualitative in nature. Questionnaires were used in the study. Simple random stratified sampling procedure was used to get a preventative sample size of one hundred (100) respondents. The selected respondents were selected from the human resource, production, marketing, accounting, customer care and procurement departments. The study findings revealed that In reference to the research question one, low salary 40%, lack of career development 25%, lack of assistance programme with 11 %, poor employeeemployer relation with 10%, poor decision making process with 14% are the causes of employee turnover in Bidco limited-Jinja. The findings also found out the following measures to prevent employee turnover, good pay with 44%, improved relationships with 27%, effective performance appraisal with 6%, and employee recognition and appreciation with 23%. The study found out the following effects of employee turnover to organization wastage of resources with 35%, 27% for low productivity, tarnishing organization reputation with 15% and management distraction with 23%. The study identified the following relationships between employee turnover and performance, Product development and innovations with 34%, financial performance with 26%, productivity and efficiency with 25% and finally effects on customer satisfaction with 15%. The study concluded that wastage of resources is the main effect of employee turnover in Bidco other effects are low productivity, tarnishing organization reputation and management distraction as other effects of employee turnover to the organization. It was also concluded that low salary is the cause of employee turnover in Bidco Uganda limited however other causes suggested are lack of career development, lack of assistance programme, poor xi employee-employer relation, poor decision making process and lack of recognition in Bidco Uganda Limited-Jinja. From the findings it is concluded that good pay is the most appropriate measure to control employee turnover in the company however the respondents also suggested improved relationships, effective performance appraisal, and employee recognition and appreciation as addition measure to Bidco Uganda Limited-Jinja. And finally it was concluded that the main factor that indicates the relationship between employee turnover and performance is the effect on Product development and innovations other relationships suggested are effects on financial perfornmnce, productivity and efficiency and customer satisfaction. The study further recommended establishing education programmes, employee recognition, financial incentive and putting in place guarantee that employee rights and protection in the workplace are adopted. The study also suggested the area for fmiher study such as factors affecting employee turnover in Post Conflict situations and Involvement of the Non Government Organizations in strengthening employees' rights like labour unions.
The effect of human resource development on job performance in private organizations; a case study of Bishop Stuart University (Mbarara)
(Kampala International University, College of Economics and Management, 2011-07) kakwezi, Sarah
The topic of the study was the effect of Human Resource Development on job performance in private organizations a case study of Bishop Stuart University (Mbarara), the problem of the study was to examine the effect of Human Resource Development on performance of employees. , The purpose or the study was to determine the relationship between human resource development and job performance Bishop Stuart University using across section survey design and maintaining high rate of job performance. ' The objectives of the study were,; to establish the policy the university has in place on Human Resource development, to identify the relationship between Human resource development and job performance and to examine the challenges the university faces 'in implementing Human Resource Development Programme. The research used both descriptive and analytical research design. The findings of the study indicated the following: It was found out that the university uses employee career development and employee training as the policies on human resource development. lt was also found out that there is a great relationship between Human resource development and job performance in Bishop Stuart University Mbarara. It was further found out that the university faces some few problems of funds in implementing human resource policies.- The recommendation of the study included the following; ,there should be a unified system' of human resource development in order to improve on job performance. Financial rewards should be properly and adequately integrated in, the total systems of promoting good employee relations at Bishop Stuart University due to the fact that it's among best. ways employees can perceive that management values them as great resources. The past effectiveness of suggestion boxes should be resumed at Bishop Stuart University if the confidential interests of employees that can not be expressed in public for example in internal monthly meetings and are liable to affect the sub county activities arc lo be known by top management committee in order to be addressed.
The effect of performance appraisal on employee productivity:
(Kampala International University, College of Economics and Management, 2012-05) Gumisiria, Lilian
The research was carried out under the topic, "the effect of performance appraisal on employee productivity in ministry of works and transport of Uganda.''The study was aimed at establishing the relationship between performance appraisal and employee productivity in ministry of works and transport of Uganda. The purpose of the study was to establish the relationship between performance appraisal and employee productivity in ministry of works and transport of Uganda. The objectives of the study were to establish the factors affecting productivity of employees in ministry of works and transport of Uganda, to establish forms of performance appraisal used in ministry of works and transport of Uganda and to establish how performance appraisal is used in ministry of works and transport of Uganda. The researcher used descriptive research design in the study. The sampling technique used was Stratified random sampling and a Sample of 240 management staff was used in the study. The findings of the research were; poor motivation effected employee productivity most while lack of feed back on performance affected it least. Traits method is the one commonly used while results method is the one least used. Performance appraisal is mostly used to identify training needs and least used to improve communication.
The effect of public relations on organizational performance in the Uganda manufacturing sector; a case study of Mukwano Group of Companies (MGCS) Kampala-Uganda
(Kampala International University, College of Economics and Management, 2017-06) Chelangat, Shila
This study aimed at determining the effect of public relations on employee performance in the manufacturing sector, a case of Mukwano Group of Companies (MGCs). The study employed an exploratory research approach to collect data from a sample of 92 respondents of which 54 were male which representing 59%, and 38 which was 41% were Female. Simple random sampling technique was used in selecting the sample. The questionnaire was the main instrument of data collection and the data tables expressed in terms of Percentages (%) were used for data analysis. That's Primary data was collected using self-administered questionnaires, on a face to face environment to ensure clarification of issues to the respondent and to attain high response rate and minimize errors. Secondary data was obtained through reviewing the existing literatures using literature review guide (study objectives). The data obtained was analyzed using both qualitative and quantitative data analysis techniques including frequencies and percentages cross tabulations where appropriate. The findings of the study revealed that even if very small, a firm has the opportunity to achieve its set goals, attain competitiveness and outmaneuvers its rivals if it constructs a culture that fully utilizes the opportunities that come with public relations techniques , it further found that a manager needs to select appropriate public relations techniques/options so that they may advance to a desired level of performance and it finally found that Managers can help the firms' employees increase its overall capacity by looking for unmet employee needs and communicating them to the public relations committee members and human resources experts as a way to increase their employee performances in return. And recommends that due to the existence of the above mentioned limitations, future studies need to address the above limitations in order to obtain more convincing results. More specifically, special attention should be given to obtaining a bigger sample and lastly, continuation of the subject matter of this research could be based on a different case study in order to gain a richer and bigger picture of the effect of public relations on employee performance.

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