Masters of Arts in Human Resource Management

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    Human resource development and organizational performance:
    (Kampala International University, College of economics and management, 2023-09) Abdirisak, Mohamoud Abdi
    The study sought to investigate the impact of Human Resource Development and Organizational Performance at Somtel Telecommunication Company, Puntland, Somalia. The research was based on three objectives: to determine the effect of employee promotion on organization performance, to identify the effect of Employee job training on organization performance, and to examine effect of job rotation on organization performance. The research design for this study was survey research design. This study used a study population of 200 employees. However for the purpose of this research study, sample selection was a total of 133 subject to Solven’s formula to determine the minimum sample size. The study attained information from the field based on questionnaires. However the findings of the study indicated the following; promotion significantly affects employee performance in Somtel Company with (r-squared=0.088, & Sig=0.000), the findings also indicated that Employee job training has a significant effect on employee performance in Somtel Company, this also implied that effective employee job training improves the level of employee performance in Somtel Company (r-squared=0.102, & Sig=0.000), still the findings indicated that job rotation accounted for 56.2% effect on employee performance in Somtel Company. From the study findings the research concluded that job promotions if improved can generate the performance of Somtel Telecommunication Company, the study conclude further that promotions are an inducement to the generation of performance for Somtel Company. The study also concludes that training in jobs can generate coherence in the performance, training upgrades and updates the employees with the system functionality significant in enabling the performance of the company. The study also concluded that job rotation is a significant attempt to the inducement of the employees to perform in the organization. Job rotation mechanisms developed and designed signify the values provided to the generation of competencies in different field which salvages the employees towards the performance enhancements. From the study findings and conclusion made the researcher recommended that the management need to have promotions based on the employee performance in order to attain the value for the organizations and improve the funding effective role. The management of the organizations need to establish a procedure for promotions in order to attain the value and reduce the challenges in the promotions of the employees. There is need for avenues of communication significant in enabling the performance of the employees to different tasks which enhances the employee’s performance. The management should ensure to maintain job training is stimulated to generate organizational performance. There is need for the development of policy implementations for training needed in enhancing the management of the employees. The management should ensure to maintain job rotation in order to improve organizational performance.
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    Employee retention and organizational performance in Golis telecom, Puntland State, Somalia
    (Kampala International University, College of economics and management, 2022-09) Ahmed, Abdisalan Nur
    This study determines the influence of employee retention on organizational performance at Golis telecommunication company, Puntland Somalia. The objectives were to determine the effect of job satisfaction on organizational performance, to determine the effect of job embeddedness on organizational performance and to determine the effect of job motivation on organizational performance in Golis Telecommunication Company in Puntland- Somalia. The study used a case study descriptive research design with a sample size of 109 respondents and attained information from 102 respondents. The sampling method used was simple random sampling. Data was collected using self-administered questionnaires. The data was analyzed using frequency tables, mean, percentages and simple linear regression was used to establish the effect between employee retention constructs and organizational performance. The majority of respondent were male with 58(56.9%) ranging 38-47 years, (60.9%) were Bachelor holders and had experience 7-10 years (33.3%) The results on the first objective showed that a low statistically significant effect of Job satisfaction on performance of Golis Telecommunication Company .it was rated moderate on average (overall mean, 3.098). The research findings indicate that job satisfaction has significantly generate performance Golis company although this is to low levels. Secondly the study found that Job embeddedness has significant but low effect on organizational performance in Golis telecommunication company Puntland Somalia. It was rated fairly good on average (overall mean. 3.138) The study results based on the findings indicate that presence of Job embeddednes generate low but significant organization performance. Thirdly the study found that Job motivation is significant in inducing the performance of Golis Telecommunication Company. It was rated fairly good on average (2.835) The findings indicate that a moderate significant effect was detected between job motivation and performance of Golis Telecommunication Company. The study conclude that the presence of enhanced job satisfaction is key in developing the performance for the company, the study conclude that parameters developed to job satisfaction can generate the financial health of Golis telecommunication company. Secondly, the study concludes that job embeddedness is an avenue that can generate performance of Golis telecom. The study concludes hence that the avenues for the stimulation of the embeddedness for the employees induce their loyalty to the performance increments among the employees. Thirdly the study concludes that the presence of the job motivation generally induces the performance levels of the employees in Golis telecommunication. The study concludes that generation of means for the motivation in jobs can induce the performance of the entire Golis Company. The study recommends that mechanisms for job determination and measures need to be well assessed. The study recommends further that development of mechanisms towards the design of jobs and job specifications. Secondly the study recommend for salary increment contributes significantly to organization productivity. It’s hence vital to argue that productivity of the organizations can be generated through increased the stakes in allowances provision to the staff finally the study recommend for closer assessment of the communication network and mechanisms significant for cooperation amongst the employees in the organizations. The study recommend for a fair development of avenues which can stimulate the performance mechanism of the company.
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    Reward management and employee performance in national energy corporation of Somalia Garowe Puntland
    (Kampala International University, College of economics and management, 2023-09) Mohamed, Abdullahi Mohamed
    Thus the purpose of the study was to assess the relationship between reward management and employee Performance in National Energy Corporation of Somalia Garowe Puntland. The problem was that Employee performance in National Energy Corporation of Somalia Garowe Puntland has consistently reduced. Customer complaints have consistently increased in the same period indicating the deteriorating employee productivity levels. The study objectives are to determine the relationship between Pay management and employee performance, secondly to establish the relationship between Promotions Management and employee performance and finally to examine the relationship between Fringe benefits and employee performance in NECSOM company of Somalia Garowe, Puntland. The data was collected through use of closed ended questionnaires which were sent to 125 who provided responses and information for the study. These were based on a correlation research design. Results indicated a positive relationship between Pay management and employee performance in national energy corporation of Somalia Garowe, since the sig. value (.000, r=.720).The results on objective indicated a positive relationship between Promotions management and employee performance in NECSOM company, since the sig. value (.000, r= 0.661). It was found that Fringe benefits management and employee performance in NECSOM company was significantly related, (P-value =.000), r-values of 0.678. Based on the findings the study results conclude that pay management can be used to induce the employee performance in NECSOM Company of Somalia Garowe. The study results show that pay management is significant in generating the employee performance. Secondly the study concludes that promotions management is an avenue in enabling the employee performance, the study concludes that the enhancement of the promotions in NECSOM Company can generally induce the employee performance in the company amongst the employees. Thirdly the study concludes that fringe benefits if worked upon it can have an avenue of enabling the employee performance amongst the employees, the study results reveal and means that fringe benefits is good in generating the performance of the employees. The study recommend for the need in training should be offered to employees to transfer information from the experts to the employees so as to enhance knowledge, attitudes and skills, which as a result would enable the employee to better perform a current task or job. The study recommended that there is need for a productive consideration of mechanisms related to job promotions are fundamental in enhancing the performance for the employees and hence the organization performance. There is need for the development of the provision of payment-based experience of the staff and skills in the organization performance functionality. The study also recommended that there is need for a productive consideration of mechanisms related to job promotions are fundamental in enhancing the performance for the employees and hence the organization performance.
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    Communication and Employee Performance of Moyo District Administration Headquarters of West Nile Region Northern Uganda.
    (Kampala International University, College of Economics and Management Sciences ., 2016-11) Leku, Saviour
    The purpose of this study was to determine the effect of communication on employee performance of Moyo district administration headquarters West Nile region of Northern Uganda. The study was guided by four specific objectives which included; · identifying the effect of downward, Upward, Horizontal communication and their relationships on employee performance in Moyo district. The study adopted a cross-sectional survey design and with both quantitative and qualitative research paradigms with sample size of 120 respondents being used. Findings reveled that; downward communication had a significant influence on employee performance sig= 0.000; beta=0.576; r2=0.445. Upward communication had a very high influence on employee performance sig=O.OOO; Beta= 0.800; and r2=0.861. Horizontal communication has a significant influence on employee performance, sig=O.OOO; beta=0.385; and r2=0.226. On relationship, all sub variables of communication were found to have significant relationship with employee performance. The study therefore, concluded the communication has significant positive effect on employee performance. There is also a significant positive relationship between communication and employee performance. Upward communication is much fairly than downward and horizontal communication in influencing employee performance. Therefore, the study recommends that management of organizations should improve on upward communication because it is a better predictor of employee performance.
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    Impact of recruitment procedures on employee retention in private universities in Rwanda: a case study of University Libre de kigali (ulk-gisenyi)
    (Kampala International University.College of Economics and Management, 2007-09) Alexandre, Sebuhura
    This report is the result of an academic research entitled "Impact of recruitment procedures on employee retention in Private Universities in Rwanda". The research design consisted of a case study. The researcher chose Universite Libre de Kigali, Gisenyi campus in particular, because is among the first private universities started after 1994 Genocide. The study was guided by three objectives and three research questions. The objectives of the study was to identify the recruitment procedures followed at Universite Libre de Kigali, Gisenyi campus; to investigate the sources and ways of sourcing employees, and assess the impact of recruitment procedure on employee retention . To achieve these objectives and answer research question stratified method of sampling was used to sample the population and purposive method was used to select respondent. Semi-structured questionnaire was used to collect primary data, while books and documentaries were used to collect secondary data, finally SPSS was used to analyse collected data. The study found that Universite Libre de Kigali, Gisenyi campus has a well designed recruitment policy which elaborates the proper procedure to follow during recruitment of, new employees, being lecturers and administrators. As far as source and ways of recruitment, the researcher found that both inside and outside source of recruitment are used simultaneously to attract potential applicants. Even though external source is the main source of employee of Universite Libre de Kigali, Gisenyi campus, internal source was observed to have given much emphasis in order to promote and retain existing competent employees. The researcher discovered that the process of recruitment followed by the university affect in one way or the other the retention of employees. The steps identified to affect retention of employees xiii consist of the design of job description and the time new recruited employees are informed about job description and how candidates are selected. Therefore, it was recommended that well designed and updated job descriptions be designed and available to people concerned in order to avoid misunderstandings on what is supposed to be done and to ensure retention of competent employees at Universite Libre de Kigali, Gisenyi campus.