Staff Development Programs and Employee Performance in Selected Microfinance Institutions in Uganda.
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Date
2014-10
Authors
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Journal ISSN
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Publisher
Kampala International University, College of Economics and Management Sciences .
Abstract
This study set out to establish the relationship between staff development programs
and employee performance in selected microfinance institutions in Uganda. The study
was based on four specific objectives: (i) to determine the influence of training on
employee performance in the selected microfinance institutions in Uganda, (ii) to
examine how employees' promotion affects their performance in the selected
microfinance institutions in Uganda, (iii) to find out how of rewards affect employee
performance in microfinance institutions in Uganda, (iv) to determine the level of
employee performance in microfinance institutions in Uganda and then later the study
established the relationship between the independent variables and the dependent
variable and also recommended strategies that will further enhance employee
pe,formance basing on the findings of the study. It was based on descriptive correlation
survey design. SAQ were used to collect primary data from 175 out of 310 employees,
using simple random sampling. Data analysis was done using SPSS's frequencies and
percentages; means; and Pearson's Linear Correlation Coefficient.
The findings showed that majority of the respondents were male, with age range of 26
- 30 years, more than half were single; holders of Master's degree and above. It went
ahead to reveal that the level of staff development programs were at mean "'2 (low
level). On the other hand the level of employee performance stands at a mean "'3 (high
level). Th2 findings from PLCC showed a positive and significant relationship between
the development programs and employee performance at (r = 0.894, sig. = 0.000).
The researcher recommended that if employee performance is to be improved in
microfinance institution, managements should; a) ensure that employee salary is paid in
time, (b) improve/ increase on the salary scale, (c) introduce a system of giving
employees fringe benefits and (d) ensure that there is gradual introduction of new
institutional policies and programs among others.
Description
Dissertation submitted in Fulfillment of the Requirements for the Master's
Degree of Human Resource Management in the Department of
Human Resource, Faculty of Business and Economic
Sciences at Kampala International University.
Keywords
Staff Development, Employee Performance, Programs, Microfinance Institutions, Uganda