Please use this identifier to cite or link to this item: http://hdl.handle.net/20.500.12306/9606
Title: Human resource management and crisis handling in telecommunication firms in Uganda: a case study of Uganda telecom
Authors: Miigi
Keywords: Human resource management
Crisis
Handling
Telecommunication
Firms
Issue Date: Dec-2012
Publisher: Kampala International University.College of Economics and Management
Abstract: This study set out to determine the extent to which human resource management handles crisis handling in telecommunication firms in Uganda. The study was based on four specific objectives: (i) to determine the profile of respondents in terms of gender, age, marital status, level of education, position in the organization, length of service, (ii) to determine the levels of performance of human resources management on crisis management , (iii) to determine the level of extent of crisis management in telecom firms in Uganda (iv) to determine if there is a significant relationship between human resource management and crisis management in telecom firms in Uganda (v) to recommend strategies that will further enhance employee performance 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 - 39 years, more than half were single; holders of Master's degree and above, it was dominated by lecturer and majority with experience of more than three years. It went ahead to revealed that the level of work stress at mean :::;2 (low level). On the other hand the level of staff performance in stands at a mean :::;3 (high level). The findings from PLCC showed a positive and significant relationship between work stress and staff performance at (r = 0.894, sig. = 0.000). The researcher recommended that if staff performance is to be improved in UTL, management 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 university policies and programs among others.
Description: Research report presented to the School of Business Kampala International University Kampala, Uganda in partial fulfillment of the requirements for the degree in Resource Management
URI: http://hdl.handle.net/20.500.12306/9606
Appears in Collections:Bachelor's Degree in Human Resource

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