Human resource practices and staff performance at Education Service Commission in Uganda
| dc.contributor.author | Gwanyi, Swaibu | |
| dc.date.accessioned | 2018-08-13T08:33:49Z | |
| dc.date.available | 2018-08-13T08:33:49Z | |
| dc.date.issued | 2018-05 | |
| dc.description | A research thesis submitted to the college of education, open, distance and e-learning in partial fulfillment of the requirements for the award of the Master’s Degree in Education Administration and Management of Kampala International University | en_US |
| dc.description.abstract | The study was about HR Practices and Staff Performance at Education Service Commission. The study was based on the following three objectives; to determine HR practices at education service commission; to examine the level of staff performance at education service commission and to establish the effect of HR practices on staff performance at education service commission in Kampala, Uganda. A sample of 151 respondents both female and male staffs of the service commission were used for the study. The study employed cross-sectional research design and methodology used was both qualitative and quantitative. Questionnaires were the major tools of data collection. In regard to HR practices at education service commission; it was revealed by the majority 53.6% of respondents who strongly agreed that career development is the responsibility of the staff; majority 74.2% agreed that staff’s career aspirations within the commission are discussed with immediate supervisor; majority 54.3% strongly disagreed that advertisements are used by the commission to recruit; majority 35.1% disagreed that every staff goes through various training programmes every year and majority 50.3% disagreed that staffs are provided performance based feedback and counselling. In regard to level of staff performance at education service commission; it was revealed by the majority 33.1% and 31.1% respectively disagreed and strongly disagreed that the commission is not able to meet the goals it sets; majority 54.3% agreed that commission achieves its stated goals; majority 25.8% and 44.4% strongly agreed and agreed respectively that each department understands the role it plays in achieving commission's goals and majority 67.5% strongly disagreed that the commission is able to satisfy the owner(s)/shareholders. In regard to effect of HR practices on staff performance at education service commission; It was revealed that there is a significant effect between HR practices and staff performance in education service commission, Kampala, Uganda. This was revealed by a moderate positive linear correlation whereby human resource practices affects staff performance at education service commission. The strength of association between the variables was moderately high (r = 0.480), and the correlation coefficient was moderately significant from zero (p < 0.001). It was recommended that the commission should; plan for the career and development of staffs, use advertisements in its recruitment process, establish measures of paying for performance to improve staff performance, use profit sharing/bonuses as a mechanism to reward higher performance and provide staffs with performance based feedback and counselling. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/1202 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University. College of Education, Open, Distance and E-Learning | en_US |
| dc.subject | Human resource practices | en_US |
| dc.subject | Staff performance | en_US |
| dc.subject | Education Service Commission | en_US |
| dc.subject | Uganda | en_US |
| dc.title | Human resource practices and staff performance at Education Service Commission in Uganda | en_US |
| dc.type | Thesis | en_US |