Bachelor's Degree in Human Resource

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Now showing 1 - 5 of 108
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    Reward systems and employee performance in National Social Security Fund
    (College of Economics and Management, 2013-09) Kawuchi, Hakim
    The purpose of the study is to investigate the contribution of reward systems to employee performance at National Social Security Fund Uganda. And the objectives of the study are; to examine the nature of rewards used in national social security fund, to examine the level of performance in national social security fund, to establish the contribution of reward systems to the performance of employees in national social security fund, to recommend strategies of improving employee performance based on the study findings. The research findings revealed that Employee compensation is one of the most important human resource functions. In today's service-based economy pay often equals 48 % or more of the cash flows of an organization. From the object 2 it was revealed, naturally, the level of performance are strongly influenced by an organization's reward system. Performance must deal with issues like. This showed that the effect of reward policies on the performance of academic staff was that they provide significant level of employee satisfaction as seen by 40% response. From the recommendation of the findings revealed that NSSF should put more emphasis on paying wages, salaries, bonus and so on as a form of financial rewards in stimulating employee behavior. It is important to understand that for the organization to achieve its stated goals management in the organization should provide employees with financial rewards as a form of motivation in order to enhance high performance. From the findings, the conclusion showed that the job security is the reward system practiced in national social security funds as seen by 14% response.
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    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.
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    Training and employee performance in organizations: a case study of dahabshiil money transfer company, Mogadishu, Somalia
    (Kampala International University, College of Economics and Management, 2013-11) Abobakar, Mohamed Guled
    The study was to establish the effects of training on employee performance at Dahabshiil Money Transfers. It was an investigation based on three research objectives that included establishing how training needs are determined at Dahabshiil Money Transfers Company, effects of training on employee performance and finally the establishing organizational issues which constrain train training in the organization. The study adopted an analytical research design were 60 respondents who were majorly employees of Dahabshiil company were selected and interacted with in data collection through the use of the questionnaire. The findings were that the key aspect of training analysis needs was operational analysis according to the majority respondents who agreed with the total respondents others were analysis of job difficulties and job description, Views of the training manager had, Performance appraisal, Organization and developmental plans, Technological inventions that dictates the need for training, Customer complaints and Introduction of new policies. It was further found that training affect employee performance at the organizations through Quality improvements in performance, Enhancement on way of operation, Employee management was recorded, Improved adherence to policies was found to have, Ethical observations was recorded, Consistency in work, Improved employee motivation had and Improved technical expertise .researcher found that training has been manifested in the organization through employee management. The organizational issues which constrain training including failure to ensure that adequate resources (finance, people and time) that has been a key challenge for training required in implementing the training, employee's failure to understand the training needs of organization and lack of top management support for the training, Inability to gain the understanding and acceptance of employees, Poor needs assessment and Limited access to training facilities dues to cost, training was found essential for the organization hence recommend for its adoption.
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    The impact of employee relations on labour stability: A case study of Ssabagabo Sub-county Headquarters-Makindye.
    (Kampala International University, College of Economics and Management Sciences ., 2009-01) Besigye, Rowland
    The study intended to investigate the Impact of Employee Relations on the rate of Labour Stability mainly at SCHQs- Makindye while being guided by a problem statement that is to say Employee Relations is a gate way to labour stability justified by foreign countries like United States where employees are treated as great resources resulting into lower labour turnover rates in the country (Pastay G. 2001). However, at SCHQs- Makindye, the concept seemed to have been taken for granted which forced the researcher to end up conducting a detailed research in order to examine the impact of employee relations on the rate of labour stability. The main specific objectives of this study were to investigate the relationship that existed between industrial democracy on the rate if labour stability, the importance of participation and involvement on the rate labour stability and lastly the effects of leadership style on the rate of labour stability respectively. In data collection process, the researcher employed instruments like closed and self administered questionnaires and interviews for primary data and extensive library research for secondary data which were all analyzed using Microsoft excel, presented in tables and pie charts for easy interpretation. In as far as findings are concerned, the study found out that industrial democracy is a road map to knowledge management and a way of streamlining sub-county activities using methods such as delegation, motivation, transparency and good leadership styles. the study further found out that participation and involvement are practices important in promoting decision making process and problem solving activities and that leadership is an integral part of management AND every one's business in an organization justified by the participate style that was popularly used at the sub county. However, the study revealed that the activities which this research rotated on such as industrial democracy, participation and involvement plus leadership style were practiced in favour of the ruling party while segregating other parties at the sub-county. Further more the study found out that the sub-county had inefficient suggestion boxes and poor treatment of employees revealed by low wages and salaries that they were getting compared to the standards of living. Thus, it can be recommended that all sub-county employees should be allowed to participate in the sub-county activities regardless of the political party in which they belong and financial rewards should be properly integrated in the total systems of promoting good employee relations in order for labour stability to prevail at the sub-county.
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    The effect of recruitment on the Performance of Organisations: Case study of East Africa University, Bossaso (EAU), Somalia.
    (Kampala International University, College of Economics and Management Sciences ., 2012-11) Najma, Said Hassan
    This study on the Effect of Recruitment on Employees' Performance in East Africa University in Punt land Somalia, aimed at finding out about the major recruitment practices used by the university and how they affect employee performance; and was guided by four objectives: To determine the demographic characteristics of the respondents, to examine source of recruitments used and employee performance in East Africa university in Punt land, to investigate the employee performance in EAU in Punt land and to determine the relationship between recruitment and employees' performance in East Africa university. To figure out the problem, literature was reviewed on the main variables of the study to enrich field responses. It mainly focused on the methods of recruitment, their advantages, disadvantages and the suggested literal best methods of going about the recruitment process. Both qualitative and quantitative research designs were relied upon and used on a sample of 52 respondents from East Africa in Punt land Somalia. The findings indicated that the East Africa University was dominated by men (with 61.5%), and that level of education of most of the employees was dominated by degree holders. It was further seen that the main source of recruitment at East Africa University was internal recruitment and they only use external when there is no qualified employee within the organization. It was also found that the employees' performance at East Africa university was poor as seen in findings because there is conflict, ambiguity of jobs, labor turnover and customer dissatisfaction which all represent employee performance in the company as the mean mostly showed agree. The study further concluded that recruitment and employee performance of EAU are significantly correlated and that the relationship between them is strong at 0.04 confidence level. More so the study discovered that east Africa University does not systematically follow the process of recruitment and also does not have any career development programs to employees thus a recommendation that the East Africa university has to train all its staff and use the recommended recruitment methods in order to improve its performance.