Bachelor of Human Resource Mangement

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    The relationship between job description and employee performance; a case study of postal corporation of Kenya
    (Kampala International University,College of Humanities and Social Sciences, 2007-06) Murithi, Kirima
    Human resources are the most dynamic of all the organization's resources. They need considerable attention from the organization's management if they have to realize their full potential in their work. Job description is a management function that cannot be overlooked in any organizations .The success of any organization depends on various factors like tasks and responsibilities that are to be unde11aken in order to achieve the objectives and goals of the organization. The organization therefore has to identify the tasks and responsibilities under each given job and this leads to the establishment of a job description. Job descriptions are taken to be statements of the tasks, duties, objectives, standards and the environment of the job. In recent years, however some managers have avoided using job descriptions in their organizations, believing that the practice encourages employees to behave as if the jobs were their personal property, thus limiting management ability to deploy workers flexibility in different work roles according to needs. Although management has embarked on the services to the employees, performance within the organization has not improved significantly because there has been duplication of activities and responsibilities thus leading to confusion, delays, enors and overlap of roles. It is for this reason therefore that the organization must carry out accurate job description in order to assist in selection, recruitment and placement of the right employees. Job description helps the organization managers to recognize weakness in the organization structure for instance where overlapping areas of authority for example where two or more manager are responsible for the same area. This project sought to identify job description practices in organizations and it focused on Postal services in Kenya. It aimed at determining employees' attitude towards their responsibilities, challenges employees are facing while executing their responsibilities and the effect of job description on performance. In order to conduct the study, the postal corporation of Kenya along Kenyatta A venue in Nairobi, Kenya was identified to be used as benchmark to the other corresponding postal institution.
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    Factors affecting the implementation of Open Performance Review and Appraisal System: a case study Ministry of Foreign Affairs and International Cooperation Tanzania
    (Kampala International University; College of Humanities and Social Science, 2015-05) Yassoda, Fatma S.
    Tanzania is going through profound restructuring that force the public sector to become more efficient and effective. In this respect, one of the most popular tools used in the contemporary reform programme is the application of Open Performance Review and Appraisal System. However, the successful implementation of Open Performance Review and Appraisal System faces numerous challenges and obstacles. The study aimed in assessing the contribution of performance appraisal in the performance of different ministries in the government. The general objective of the study is to identifying factors affecting the smooth implementation of OPRAS in the Ministry of Foreign Affairs and International Cooperation". Specifically the study was to examine the factors affecting the implementation of Performance Appraisal System in Ministry of Foreign Affairs and International Cooperation"; how performance appraisal system affect employees performance in the Ministry and suggesting the strategies for effective implementation or performance appraisal in the Ministry. The study employed a case study design with questionnaires interviews, and documentation as the main data collection methods. This study used both qualitative and quantitative approaches. The study findings revealed that the contribution of performance appraisal in Tanzania faced different challenges including financial resource constraints, poor participation of employees in preparation process. Practicability as well as leadership style. The findings also, revealed that, about 18 percent of the respondents strongly agreed that performance appraisal change the performance or the employees in the ministry while 40.7 percent strongly disagree to the notion that performance appraisal change the performance of the employees. On the other hand. 28. J percent disagree while 13 percent were uncertain. Thus, the identified challenges affect the contribution of Performance Appraisal System in the Ministry. However, the stud y suggested the strategies for better implementation of OPRAS which include clear goals and expectations, political will, monitor performance and rewarding the right behavior.
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    Internal Communication and Employee Retention of Entebbe Handling Services Ltd
    (Kampala International University, bachelors degree in Human resource management, 2015-02) Kabonero, Balam
    This study investigated internal communication and employee retention at ENHAS. The following objectives guided the study: i) to determine the effectiveness of internal communication at Entebbe Handling Services Limited; ii)to establish the level of employee retention at Entebbe Handling Services limited; and iii)to find out the relationship between internal communication and employee retention at Entebbe Handling Services limited. The study used descriptive survey design with a target population of 260 participants. Krejcie and Morgan's (1970) table was used to determine the sample size of 155 respondents from among the supervisory and support staff ofENHAS. Data was collected using questionnaires and analyzed using graphs, frequency and percentages tables. Pearson Correlation Coefficients was used to determine the relationship between internal communication and employee retention at ENHAS. The study established that there was ineffectiveness of internal communication at ENHAS. There were also poor conditions to encourage employee retention at ENHAS. Furthermore, there was a correlation between internal communication and employee retention (r=.023, p<.05). The study concluded that internal communication in regard to supervisory climate and communication climate is not effective at ENHAS and that there were no career development opportunities in the organization since there was poor compensation mechanism making employees not to be committed to the organization. The study recommended that there was need to improve the communication climate at ENHAS which would help make employees satisfied with the amount of information they receive concerning the department they belong to. Furthermore, it was recommended that there was need for management to establish leadership development program within the organization. This would help supervisors to often take interest in the successes of their subordinates.
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    Reward system and employee job satisfaction case study invisible children Uganda
    (Kampala International University, College of Humanities and Social Sciences, 2014-07) Alinga, John; Bosco
    This study was aimed at establishing the relationship between reward system and employee job satisfaction. The objectives of the study were to investigate the different types of reward system, determinants of pay levels, determinants of job satisfaction and the relationship between reward and employee job satisfaction. An exploratory survey study design was used, quantitative methods was employed in the study. The data was collected using self-administered questionnaires which included reward system scale, determinants of pay level scale, determinants of job satisfaction and the relationship between rewards and job satisfaction scale which was coded in frequencies, percentages and tables were employed using excel. The findings indicated that invisible children Uganda offers rewards to employees differently, majority of employees are paid according to how long they have served in the organization; reward system is a critical factor in creating job satisfaction among st workers. The findings concluded the invisible children promote rewards important that reward system is very fundamental in any organization the study recommends that invisible children should establish an efficient and effective system of reward and ensure that rewards are based on merits
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    The relationship between Performance and Conflicts amongst Employees Case study: Uganda Clays Kajansi
    (Kampala International University, College of Humanities and Social Sciences., 2007-08) Kubra, Kaunda
    This research was based on investigating the relationship between performance and conflicts amongst employees in Uganda clays kajansi. The research was interested in this topic because a lot of resources have been spent on employees in the company but still there was low productivity. This research report was based· on assumption that there was a significant relationship between employee, conflicts and organizational productivity. If there are no sound employee conflicts, the employees will work to the expectations towards high productivity. Some of the recommendations made by the researcher in this report include further research to be conducted to investigate how conflicts among employees affect their performance and to know the extent to which employee conflicts affect the entire company. First the research was conduced to the fact that the researcher expected employee relation other than conflicts to work towards high performance.