Performance management and employee productivity in selected manufacturing organizations in Kampala Uganda
| dc.contributor.author | Adawe, Mahad Abubakar | |
| dc.date.accessioned | 2019-11-21T12:46:27Z | |
| dc.date.available | 2019-11-21T12:46:27Z | |
| dc.date.issued | 2016-11 | |
| dc.description | A thesis report presented to the College of Economics and Management in partial fulfillment of the requirements for the award of Master’s degree in Business Administration, Human Resource Management of Kampala International University Kampala Uganda | en_US |
| dc.description.abstract | The purpose of the study was establish the relationship between performance management and employee productivity in the manufacturing sector in Uganda. The objectives was to assess the extent to which performance appraisal influences productivity, to explore the extent to which training influences employee productivity and determine the extent to which performance planning affect employee productivity in manufacturing sector of Uganda. The study adopted a correlation design based on both qualitative and quantitative research approaches. The study was conducted in three manufacturing companies of Steel and tubes industries, Mukwano group of Companies and Harris international limited. The sample population of 221 was interacted with for data collection using the research questionnaires. The study findings were that there was a positive relationship between performance appraisal and employee productivity in the manufacturing sector of Uganda. The results on the effect of training on employee productivity in manufacturing organizations in Uganda revealed a closer relationship between training and employee productivity. Performance planning affect employee productivity in the manufacturing sector of Uganda. The findings reveal significant values much above the level of significance of 0.05 level of significance. The researcher conclude that performance appraisal had a positive but not significant relationship with employee productivity meaning that the effect between the two variables was week. This could be associated to weaknesses in performance appraisal and the fact that other factors much explain employee productivity in the study area. On the second research objective training was found to have a closer but insignificant relationship with the employee productivity the researcher though conclude that the effect was not much and could be associated to constraints in training for employees and probably other key determinants of employee productivity other than training in the manufacturing sector. On the last objective, the performance planning dimension of the performance management was found inadequate even the effect on productivity of employees was low. The researcher recommend that there is need to strengthen the employee appraisal process and involve the employees as a mechanism for reward that can create a productive workforce, there is need for enhanced training on both on job and off job to enable attainment of skills for expertise and performance planning be enhanced through employee participation, there is need for effective assessment of the work anticipated risks before planning for performance and a clear parameter for performance need to be adequately determined | en_US |
| dc.identifier.uri | http://hdl.handle.net/20.500.12306/3985 | |
| dc.language.iso | en | en_US |
| dc.publisher | Kampala International University, College of Economics and Management | en_US |
| dc.subject | Performance management | en_US |
| dc.subject | Employee productivity | en_US |
| dc.subject | Kampala Uganda | en_US |
| dc.subject | Manufacturing organizations | |
| dc.title | Performance management and employee productivity in selected manufacturing organizations in Kampala Uganda | en_US |
| dc.type | Thesis | en_US |