Human Resource Development and Employee Performance in Airtel Uganda
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Date
2018-09
Authors
Journal Title
Journal ISSN
Volume Title
Publisher
Kampala International University, College of Economics and Management.
Abstract
The study examined the effect of human resource development on employee
performance in Airtel Uganda. The study spelt out the problem by showing that despite
the emphasis Airtel puts on its human resource development, the performance of
employees is still wanting as evidenced by employees’ failure to produce quality work,
failure to write report, constant absenteeism, late coming and failure to address
customer concerns. The study had three specific objectives which included; i) to
examine the effect of training on employees performance in Airtel Uganda, ii) to
ascertain the effect of job mentoring on employee performance in Airtel Uganda, rand
finally iii) To establish the effect of job rotation on employee performance in Airtel
Uganda. The study followed a descriptive cross sectional survey design. It had a
population of 160 and a sample size of 113 respondents. Purposive sampling was used
in order to collect high quality of information needed. However the findings of the study
indicated the following; training significantly affects employee performance in Air-tel
Uganda with (r-squared=0.411, & Sig=O.000), the findings also indicated that job
mentoring has a significant effect on employee performance in Airtel Uganda, this also
implied that effective job mentoring improves the level of employee performance in
Air-tel Uganda (r-squared=0.338, & Sig=0.000), still the findings indicated that job
rotation accounted for 41.1% effect on employee performance in Airtel in Uganda. The
researcher concluded that; applying of training as a human resource development
system can lead to the improvement in the employee performance since it increases on
the quality of work, productivity and efficiency of employee while at work, performance
can be improved once job mentoring is effectively done because it helps to increase
customer care by the employees within Airtel, thus giving satisfaction to the customer
by availing them desired service when needed, still it was concluded that job rotation
has a positive significant effect on employee performance in Airtel Uganda. It was
recommended that; on training, the management of Airtel Uganda should enhance
employee training and ensure that employees are offered with both on the job training
and off the job trainings in order to ensure effective performance of employee, the
management of Airtel Uganda should ensure that there is continuous mentoring of its
employees and this will enable employees work effectively and efficiently. The study
contributed to knowledge through the following; one of the most prominent findings
from this study is the fact that it has provided evidence to support the fact that human
resource development can improve the employee performance in Air-tel Uganda,
another important revelation that can be attributed to this study is that it is now clear
that human resource development is somehow lacking, little is done through to improve
employee performance in Airtel Uganda.
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Description
A Thesis Presented to the College of Economics and Management in Partial Fulfillment of the Requirements for the Award of a Master’s Degree in Business Administration of Kampala International University Kampala, Uganda
Keywords
Human Resource, Employee Performance, Airtel Uganda