Internal Communication and Employee Retention of Entebbe Handling Services Ltd
| dc.contributor.author | Kabonero, Balam | |
| dc.date.accessioned | 2020-08-07T06:33:34Z | |
| dc.date.available | 2020-08-07T06:33:34Z | |
| dc.date.issued | 2015-02 | |
| dc.description | A Research Proposal Submitted To the College Of Business and Management in Partial Fulfillment of the Requirements for the Award of Bachelors' Of Human Resource Management Degree of Kampala International University | en_US |
| dc.description.abstract | 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. | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/13773 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, bachelors degree in Human resource management | en_US |
| dc.subject | Internal Communication | en_US |
| dc.subject | Employee Retention | en_US |
| dc.subject | Entebbe Handling Services Ltd | en_US |
| dc.title | Internal Communication and Employee Retention of Entebbe Handling Services Ltd | en_US |
| dc.type | Other | en_US |