Please use this identifier to cite or link to this item:
|Title:||Staff Development Programs and Employee Performance in Selected Microfinance Institutions in Uganda.|
|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.|
|Appears in Collections:||Masters of Arts in Human Resource Management|
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.