Human resource development and employee performance in SNV Rwanda
| dc.contributor.author | Evelyne, Uvvera | |
| dc.date.accessioned | 2020-01-10T09:41:19Z | |
| dc.date.available | 2020-01-10T09:41:19Z | |
| dc.date.issued | 2011-10 | |
| dc.description | A thesis presented to the school of postgraduate studies and research Kampala International University Kampala, Uganda in partial fulfillment of the requirements of the Degree Masters of Business Administration Human Resource Management | en_US |
| dc.description.abstract | This study on human resource development and employee performance in SNV Rwanda was conducted with the main purpose of establishing whether there is a significant relationship between human resource development and employee performance. The researcher carried out this study while being guided by four research objective: To determine the respondents profile in terms of gender, marital status, age and level of education, to establish the level of human resource development, to establish the level of employee performance in SNV Rwanda and to establish the relationship between human resource development and employee performance. The study employed both descriptive correlation research design. The population of this study was characterized by top, middle and bottom level employees in SNV Rwanda chosen basing on the level they occupy in the managerial hierarchy. Stratified random and purposive sampling techniques were also used to obtain 66 respondents that acted as sample size. The research findings revealed that the level of both human resource development and employee performance is high. The study also portrayed a significant and a positive relationship between human resource development and employee performance In SNV Rwanda. The researcher recommends that both on- the — job and off- the-job human resource development methods and programmes should be used in order to acquaint employees with both theoretical and practical knowledge, skills, abilities and other competences they need to perform up to the company expectations. Rigorous and extensive training needs assessment should be conducted before taking employees for training and further studies in order to ensure that opportunities both off and on the job should be carefully evaluated. This can be done by encouraging them to document reports entailing areas where they are now more competent so that they are tested In order to weigh the stock of knowledge they have acquired and plan for them accordingly. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/6772 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Economics and Management | en_US |
| dc.subject | Human resource | en_US |
| dc.subject | development | en_US |
| dc.subject | Employee | en_US |
| dc.subject | Rwanda | en_US |
| dc.title | Human resource development and employee performance in SNV Rwanda | en_US |
| dc.type | Thesis | en_US |