Bachelor of Human Resource Management

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https://scholar.ucu.ac.ug/handle/20.500.12311/84

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The Effect of Electronic Human Resource Management Practices on organizational Performance: A Case Study of Uganda Clays Limited
(Uganda Christian University, 2023-07-18) Joshua Ocilo
The study examined the effect of electronic human resource management practices on organizational performance. The study was guided by objectives which included; identifying the existing e-HRM practices in Uganda Clays Limited, establishing challenges faced by Uganda Clays Limited in implementing e-HRM practices for better organizational performance and finding out solutions to challenges faced by Uganda Clays Limited in implementing e-HRM practices for better organizational performance. The study was carried out using a cross sectional survey research design where both quantitative and qualitative research approaches were used. The data was collected using questionnaires and during the data collection, both purposive and simple random sampling methods were used. Sample sizes of 50 respondents who are staff of Uganda Clays Ltd were also involved. According to the findings, Uganda Clays Limited employs numerous electronic human resource management strategies, such as electronic recruitment and selection in which UCL uses technology for job postings, online applications, and digital screening of candidates. Electronic Training and Development involves the use of digital platforms for employee training, skill development, and learning management systems, Electronic welfare where there is adoption of technology to manage employee benefits, wellness programs, and welfare initiatives. Electronic employee management systems involves electronic systems are utilized to handle personnel records, performance appraisals, and HR-related information. Electronic assessment involves using digital tools to evaluate and assess employee performance. Electronic Idea and Creativity Exchange system is adopting digital platforms to facilitate idea-sharing and creative collaboration among employees. Finally, There are several challenges faced by UCL in implementing E-HRM practices for example; high costs required needed in the initial implementation of E-HRM practices, limited knowledge and skills by the employees in the use of the E-HRM practices, security concerns, organizational internal resistance, slow internet connectivity and inadequate infrastructure to support implementation of E-HRM practices. Finally, the study recommends that to fully implement e-HRM in the company, strategies should be developed to ensure the cross cultural training of the personnel in the HR Department so that so that they understand other cultural background and people and avoid conflict of interests. The study also recommends that changes like implementation of e-HRM practices in the workplace often require the implementation of additional training for workers. HR must first determine what training is necessary and then implement training measures to ensure all workers can keep up with technical changes
The Impact of Motivation on Employee Performance: A Case Study of RZ Innovations Limited
(Uganda Christian University, 2023-08-17) Jane Namata
This study was conducted to find out the impact of motivation on employee performance of Rz Innovations Limited, based on the objectives to identify the different types of motivation practiced at Rz Innovations, to examine the relationship between motivation and employee performance, to identify the challenges faced by organizations in trying to motivation the employees. The researcher used analytical research design to establish a relationship between motivation and employee performance. Sample size of 45 employees from various departments was used; sampling techniques used were pattern stratified and simple random sampling techniques. Questionnaires and interviews were used to collect data which was processed by recording, editing, tabulation and coding. From the findings, the result highlighted that motivation affects the performance of employees positively and negatively, when motivational tools are not in place, employee's morale decreases. Then decline in performance, absenteeism. Positive motivational tools such as allowances, training, promotions among others, improve employee's morale and performance. The respondents agreed that motivational tools such as fringe benefits, promotion, and remuneration improve employee's level of performance. The study recommends that Rz Innovations Limited should consider mentorship and training its staff to equip them with more skills in order to improve their performance, Rz Innovations Limited should also find a way of improving on early payment of salaries and wages. Finally the researcher recommends the areas for further study to conduct intensive study on the cause of poor motivation practice in private sectors by involving numerous private institutions that will help to improve performance of employees.
The Impact of Motivation on Employee Performance: A Case Study of RZ Innovations Limited
(Uganda Christian University, 2023-08-17) Jane Namata
This study was conducted to find out the impact of motivation on employee performance of Rz Innovations Limited, based on the objectives to identify the different types of motivation practiced at Rz Innovations, to examine the relationship between motivation and employee performance, to identify the challenges faced by organizations in trying to motivation the employees. The researcher used analytical research design to establish a relationship between motivation and employee performance. Sample size of 45 employees from various departments was used; sampling techniques used were pattern stratified and simple random sampling techniques. Questionnaires and interviews were used to collect data which was processed by recording, editing, tabulation and coding. From the findings, the result highlighted that motivation affects the performance of employees positively and negatively, when motivational tools are not in place, employee's morale decreases. Then decline in performance, absenteeism. Positive motivational tools such as allowances, training, promotions among others, improve employee's morale and performance. The respondents agreed that motivational tools such as fringe benefits, promotion, and remuneration improve employee's level of performance. The study recommends that Rz Innovations Limited should consider mentorship and training its staff to equip them with more skills in order to improve their performance, Rz Innovations Limited should also find a way of improving on early payment of salaries and wages. Finally the researcher recommends the areas for further study to conduct intensive study on the cause of poor motivation practice in private sectors by involving numerous private institutions that will help to improve performance of employees.
The impact of Employee Motivation on Organisational productivity: A Case Study of Century Bottling Company
(Uganda Christian University, 2023-08-17) Wilson Katwesime
The study investigated impact of employee motivation on organizational productivity at century bottling company Namanve, Kampala. The objectives of the study were; I) To assess the various forms of staff motivation, ii) To find out staff motivation challenges impending on organization productivity, iii) To suggest the solution to the staff motivation challenges The study used cross-sectional research design in nature and this helped in collecting data from a wide section of study respondents. A sample of 30 employees century bottling company was used. Data was analyzed using frequencies and percentages were derived for easy interpretation and statistical tools like tables and figures were used. The findings indicated that employee motivation is a leading factor in organizational productivity that is to say, motivation affects performance positively at century bottling company in that. it increases productivity it enhances job satisfaction and increase knowledge and skills when performing the work. It finally recommended that employers should always give the tests to employees that have attained staff motivation and welfare during evaluation to see if it was conducted effectively. In conclusion, the management of century bottling company should ensure that they do all the activities that are under the motivation programs in order to achieve effective leading to employee performance in the company.
The Influence of Remuneration on Employee Productivity levels: A Case Study of Darling Uganda Limited
(Uganda Christian University, 2023-08-17) Ruth Atuhaire
The study examined the influence of remuneration on employee productivity levels and used a case study of darling Uganda limited employees 2023. The major research gap under investigation was mainly the limited productivity of employees that is attributed to demotivation from employers especially In terms of unfavourable remuneration strategies, and thus, what is causing poor remuneration standards at darling factory? In order to effectively answer the highlighted research problem, the researcher employed the case study research design to examine the data about the influence of remuneration on employee productivity. The case study research design was used as the most suitable research design mainly because the researcher needed adequate details about the problem of study and the time frame was limited. In so doing, the researcher focused on the Darling factory employees as a specific case for the study and from which, generalisation about the findings of the case study would be made. The research established that lack of job security in the private sector, low payments, bad payment schedule and the lack of equity between the amount of work done and payment were the major bottlenecks that affected remuneration and thus resulted into low employee productivity. Therefore, it was concluded that employee productivity and compensation have a significant relationship. That is to say, based on the findings of this study, compensation has a direct effect on overall employee productivity. In doing so, some of the remuneration gaps that needed to be addressed by employers included: a lack of employee motivation due to the absence of fringe and performance benefits; a lack of team building; a lack of job security; a poor payment schedule; and lower salaries paid to the employees. Therefore, the study provided important recommendations that included; provision of on board training to employees, remuneration adjustment and improvement on the job security especially in the private sector of Uganda.
Impact of Compensation Systems on Staff Retention
(Uganda Christian University, 2023-08-19) Margret N Mukabalisa
Employee retention is a critical concern for organizations across various industries, as turnover can result in increased costs and disruptions to operations. The rate at which employees leave the company is becoming more disturbing and this could be as a result of compensation systems used to pay employees and retain competent employees. This study explored the impact of compensation systems on employee retention. The major objectives of this study were to examine the types of compensation systems used by Kiddawalime bakery, to examine the relationship between Compensation systems and employee retention and to identify the challenges involved while compensating employees. The population under the study was 60 employees. Primary data was collected using questionnaires. Hypotheses were formulated to test the relationships between the independent variable and the dependent variables. Result of the study revealed that the compensation systems used are performance based pay and seniority based pay, financial and non-financial there is a significant relationship exist between compensation systems and employee retention, the more an employee is rewarded or compensated, the longer they remain in an organization and there are challenges faced in compensation.
Assessing the Impact of Leadership Style on Employee Performance in Local Government: A Case Of Hoima District Local Government
(Uganda Christian University, 2023-08-20) Emily Nakanyike
This study aimed to assess the impact of different leadership styles on employee performance at Hoima District Local Government. The investigation focused on three specific objectives: the impact of laissez-faire, democratic, and autocratic leadership styles on employee performance. The study used a cross-sectional design and combined both quantitative and qualitative research methods. The sample size consisted of 54 respondents, were involved. The study employed simple random and stratified sampling techniques. Data collection methods included questionnaires and interviews. The study revealed that there is a positive correlation between employee performance and the laissez faire leadership style, democratic leadership style, and moderate positive correlation with autocratic leadership style in the Local Government. In conclusion, all three leadership styles had a positive impact on employee performance. The recommendation is for leaders to involve employees in the decision-making process of the Local Government by allowing them to participate in committees such as Finance, Disciplinary, Security, procurement, and welfare.
Motivation and Employee Performance at Coca-cola Company Limited
(Uganda Christian University, 2023-08-22) Bridget Kwiocwiny
The research was intended to examine the impact of motivation on employee performance. The research was basically carried out to determine the level of effect motivation as on employee performance. Managers and leaders spent a great time on how to motivate employees. They informed and explain the organization vision to employee and influence them to behave in ways that ensure achievement of organizational goal, through motivation. Various scholars explain and define the concept of motivation differently and many scholars come up with theories concerning motivation and they include Victor H. Vroom theory of motivation. Hertzberg two factor theory of motivation and expectancy theory of motivation among others One of the greatest challenges to the organization is to make all employees contribute to the success of the organization in a moral and socially responsible way. Due to dynamic and competitive organizational environment, organizations need to realize the importance and value of employees. The main purpose of the study is to establish the relationship between employees' motivation and their performance towards the organization. The research was carried out to see if there is any link between motivation and performance and which one will lead to the other. There are three main research objectives and they include; the factors that influence employee motivation, the challenge organization face as they implement motivation and the effect motivation has on employees' performance. The study reviewed literature written by scholars in relation to employees' motivation and their performance in coca Cola Company limited. Among the scholar who contributed to motivation was Victor H. Vroom expectancy theory of motivation. Hertzberg two factor theory of motivation among others The researcher used quantitative and qualitative method that will help her obtain data and information which may be applicable in other organizations. In this case systematic random sampling and stratus sampling was used to select the sample done by the researcher herself, questionnaires were given to the employees of coca cola company to fill in with the help of the researcher. The data obtained in the field has been concerning the impact of motivation on employee performance in coca Cola Company has been analyzed, interpreted by either using tabulation. Finally, the impact of motivation has on employees performance has been discussed by considering the factor, the morale employees and the effect motivation has on employees' performance as well as the challenges organizations face during motivation of employees. The research concluded that the employees should be given the factors that motivate them highly. It has been recommended that the researcher has to come up with various suggestions and recommendations to policy makers and future researchers to combat the issues.
Assessing the Impact of Leadership Style on Employee Performance in Local Government: A Case of Hoima District Local Government
(NAKANYIKE EMILY BHRM, 2023-08-23) Emily Nakanyike
This study aimed to assess how different leadership styles affect employee performance in Hoima District Local Government. The district's recent performance appraisal prompted this investigation, which focused on three specific objectives: the impact of laissez-faire, democratic, and autocratic leadership styles on employee performance. The study used a cross-sectional design and combined both quantitative and qualitative research methods. The sample size consisted of 54 respondents, and the response rate was 74%. The study employed simple random and stratified sampling techniques. Data collection methods included questionnaires and interviews. The study revealed that there is a positive correlation between employee performance and the laissez faire leadership style, democratic leadership style, and moderate positive correlation with autocratic leadership style in the Local Government. In conclusion, all three leadership styles had a positive impact on employee performance. The recommendation is for leaders to involve employees in the decision-making process of the Local Government by allowing them to participate in committees such as Finance, Disciplinary, Security, procurement, and welfare.
Training and Employee Performance in the Privately Owned Enterprises in Uganda: A case of Ntake Bakery Group of companies
(Uganda Christian University, 2023-08-24) Isaac Ssemanda
The study investigated training and employee performance at Ntake Bakery Kampala Nalukologo. The objectives of the study were; I) To find out the training programs carried out, ii) To assess the effects of training on employee performance, iii) To find out the relationship between training and employee performance and iv) To establish factors that affect employee performance in Ntake Bakery. The study used cross-sectional research design in nature and this helped in collecting data from a wide section of study respondents. A sample of 51 employees at Bakery was used. Data was analyzed using frequencies and percentages were derived for easy interpretation and statistical tools like tables and figures were used. The findings on training programs indicate that management at Ntake Bakery does training needs assessment, training design and training evaluation though some of the activates under these training programs are not conducted for example during the evaluation tests are not given to the employees in the company that have attained training and also in training needs assessment the budgets are not drawn to cater for the training process. The findings indicated that training is a leading factor in employee performance of Ntake Bakery that is to say, training affects performance positively at Ntake Bakery in that. it increases productivity it enhances job satisfaction and increase knowledge and skills when performing the work. The findings showed that there are other factors that affect employee performance at Ntake Bakery besides training such as enough tools and equipment, clear organizational policies among others. Management should devise means of increasing the commitment of employees towards the training policy of the Bakery and also Management should take into consideration the rapid employee promoter score and competition from other Bakeries. It finally recommended that employers should always give the tests to employees that have attained training during evaluation to see if the training they conducted was effective. On the findings about the relationship between training and employee performance at Ntake Bakery.it was revealed that there is are positively relationship between training and employee performance at Ntake Bakery because the respondents agreed with the statement. In conclusion, the management of Ntake Bakery should ensure that they do all the activities that are under the training programs in order to achieve effective training leading to employee performance in the company
Non-financial Rewards and Employee Engagement: A Case Study of Uganda’s Health Sector
(Uganda Christian University, 2023-08-28) Xavier Okwii
This research explores the concept of non-financial rewards and employee engagement among employees in Uganda’s health sector.it sets to identify the various types of non-financial rewards such as employee recognition programs, flexible work hours, opportunities for training and professional development, career development, and job security among others that influence the level of employee engagement. The study was also carried out to evaluate the effects of non-financial rewards on employee engagement and as well assess the relationship between non-financial rewards and employee engagement. The study was conducted on a population sample size of 80 respondents at Mukono General Hospital. Respondents comprised of doctors, nurses, hospital administrators, medical technicians, midwives and other staff. Data was collected using a 5 point likert scale. First the overall responses were analyzed and then the group responses were also analyzed using regression analysis. The results revealed that the biggest percentage of the respondents showed positive response towards non-financial rewards as being offered and there were differences in responses towards each subset of non-financial rewards. Further studies also indicated a high percentage of the respondent’s response on employee engagement due to the provision of non-financial rewards and how these non-financial rewards generally affect their level of engagement with Mukono General Hospital.
Training and Employee Performance in the Privately Owned Enterprises in Uganda: A Case of Ntake Bakery Group of Companies
(Uganda Christian University, 2023-08-29) Isaac Ssemanda
The study investigated training and employee performance at Ntake Bakery Kampala Nalukologo. The objectives of the study were; I) To find out the training programs carried out, ii) To assess the effects of training on employee performance, iii) To find out the relationship between training and employee performance and iv) To establish factors that affect employee performance in Ntake Bakery. The study used cross-sectional research design in nature and this helped in collecting data from a wide section of study respondents. A sample of 51 employees at Bakery was used. Data was analyzed using frequencies and percentages were derived for easy interpretation and statistical tools like tables and figures were used. The findings on training programs indicate that management at Ntake Bakery does training needs assessment, training design and training evaluation though some of the activates under these training programs are not conducted for example during the evaluation tests are not given to the employees in the company that have attained training and also in training needs assessment the budgets are not drawn to cater for the training process. The findings indicated that training is a leading factor in employee performance of Ntake Bakery that is to say, training affects performance positively at Ntake Bakery in that. it increases productivity it enhances job satisfaction and increase knowledge and skills when performing the work. The findings showed that there are other factors that affect employee performance at Ntake Bakery besides training such as enough tools and equipment, clear organizational policies among others. Management should devise means of increasing the commitment of employees towards the training policy of the Bakery and also Management should take into consideration the rapid employee promoter score and competition from other Bakeries. It finally recommended that employers should always give the tests to employees that have attained training during evaluation to see if the training they conducted was effective. On the findings about the relationship between training and employee performance at Ntake Bakery.it was revealed that there is are positively relationship between training and employee performance at Ntake Bakery because the respondents agreed with the statement. In conclusion, the management of Ntake Bakery should ensure that they do all the activities that are under the training programs in order to achieve effective training leading to employee performance in the company.
Analyzing the Effect of Health and Safety Practices on Job Satisfaction: A Case Study of National Drug Authority.
(Nerima Emily Katrina, 2023-08-31) Emily Katrina Nerima
Employees in the different medical fields are exposed to many hazards at their workplace and this is likely to influence their levels of job satisfaction if the correct measures are not put in place by their employers. The most affected employees are those who work in laboratories. The objective of this study was to determine the perceived influence of occupational health and safety practices on job satisfaction among employees of National Drug Authority. The research design was cross-sectional survey and a structured questionnaire was used to collect data which was analyzed using descriptive statistics including percentages and frequencies. Out of the targeted 57 respondents 54 completed their questionnaires representing a response rate of 95%. The research established that occupational health and safety practices influence job satisfaction. Majority of the respondents had a positive perception on the occupational health and safety practices that are in place. They agreed that accident prevention measures in place, wellness programs and health benefits provided by NDA were satisfactory. It established that employees were satisfied with the health benefits, emergency care given to workers injured while on duty. They were satisfied with the wellness programs, health campaigns, health and safety information availed to them, health and safety training and education as well. However, respondents were not as satisfied with the refresher training on health and safety as well as training during change of jobs. With all that, this shows there is a strong relationship between health and safety practices and job satisfaction. It was recommended that NDA facilitate more safety training to equip workers with safety skills which enable reduce accident rates at work and also boost the level of staff job satisfaction so as to keep up with the changing trends in the labor market.
Effect of Learning and Development Practices on Employee Retention: A Case Study of Miika Eco Resort Hotel
(Uganda Christian University, 2023-09-01) Rosette Ninsiima
The purpose of this dissertation is to investigate the effects of learning and development practices on employment retention within the context of Mika Eco Resort Hotel. In recent years, employee retention has become a critical challenge for organizations, particularly in the hospitality industry. Therefore, this study aims to examine the relationship between learning and development practices and employee retention, identify specific practices that significantly contribute to retention, and propose strategies for optimizing learning initiatives to enhance employee retention. To achieve these objectives, a mixed-methods research approach was adopted, involving both quantitative and qualitative data collection methods. A sample of 62 employees from Mika Eco Resort Hotel participated in the study, providing valuable insights through questionnaires and interviews. The quantitative data were analyzed using correlation and regression analysis to test the hypotheses, while the qualitative data underwent thematic analysis to identify impactful learning practices. The findings revealed a strong positive correlation between the implementation of effective learning and development practices and employee retention. Specific practices such as personalized career development plans, ongoing performance feedback, and mentorship programs were identified as significant contributors to employee retention. Based on the research outcomes, evidence-based strategies were formulated for organizations to optimize their learning initiatives and foster a culture of continuous growth, ultimately leading to improved employee retention rates. This dissertation contributes to the existing literature on human resource management and provides practical implications for organizations seeking to enhance employee retention through targeted learning and development practices. The research outcomes serve as a valuable resource for Mika Eco Resort Hotel and other hospitality establishments to strengthen their employee retention strategies and create a more engaged and committed workforce.
Human Resource Planning and Organizational Performance: A Case Study of Finn Church Aid Uganda
(Uganda Christian University, 2023-09-01) Joyce Eimani
The study was about human resource planning and organizational performance. A case study of Finn church Aids Adjumani. The objectives of the study were, to examine the nature of human resource planning on organizational performance, to find out factors affecting human resource planning on organizational performance, to assess the relationship between human resources planning on organizational performance. The problem of the study was the looming challenges some organization in Uganda are facing in attracting and retaining skilled and valuable employees to meet service delivery need. The research target a population of so employees of Finn church aids among who were randomly selected according to the department which included the Administration, finance department, information technology and marketing department. The study adapted a descriptive research design which involve surveying people and recording their responses for analysis within the descriptive design. The study also incorporated both qualitative and quantitative approaches to understand better the relationship between variables in the research problem. The cross sectional research was used to help collect views of sample population at a single point of time. The research finding was that human resource planning have a great effect on the performance of the organization. The finding also showed that competitive advantage can be obtain by proper recruitment and selection (fadare,2015) puts it a cross that for organization to gain competitive advantage, they should devise a strategy to carefully recruit and select the most that the training design of the organization is in accordance to the need of employees which enable them to perform better. The finding showed that training and development increase the overall performance of the organization about this is in agreement with Shepard 2003.the study findings further showed. The finding show that regarding the organizations practice of conducting regular workforce analysis to identify skill gap and talent requirements reflects a proactive approach to address skill shortage. This approach could contribute to maintaining a competitive workforce and ensuring that organization has the right talent to achieve its objective. The finding further states that the overwhelmingly positive response (90%) about employees being satisfied with opportunity for career advancement and goal achievement is promising sign. This suggests that the organization is providing a conducive environment for career growth, which can enhance employee motivation and retention. The recommendation to the organization were the organization should address concerns related to collaboration across department, diverse and inclusion effects and potentially varying levels of employee engagement which in long run can contribute to enhancing organizational effectiveness ,employee satisfaction and overall performance. The organization should address the issues of work life balance, employee engagement through clear communication, employee engagement initiative and effective recruitment strategies that in the long run could help the organization align its practices with employee expectations and contribute to improved organizational performance. The organization should invest in other human resource planning methods that have a high effect on the performance of the organization and also prioritize succession planning so as to be more effective to the organization.
Assessing the Impact of Performance Management Systems on Staff Productivity at Rakai District Local Government
(Uganda Christian University, 2023-09-07) Karen Nyakato Acen
The study aimed at assessing the Performance Management Systems on Staff Productivity in Rakai District. The specific objectives of the study are to examine the relationship between training and employee productivity, to establish the relationship between reward system and employee productivity, to find out the relationship between communication and employee productivity at RDLG. The study employed a cross-sectional descriptive design where both qualitative and quantitative research approaches are used. The study targeted top management officials, line managers for different departments, human resource officials, employees and support staff of RDLG. The qualitative data is analyzed using thematic and content analysis whereas quantitative data is analyzed by the Statistic Package for Social Sciences (SPSS, version 21). The study results are interpreted with the use of descriptive and inferential statistics where percentages, mean standard deviation and Pearson correlations coefficients are used. The findings revealed that training is the most important factor that influences employee productivity at RDLG which needs serious attention to ensure its continuity and quality. The results on reward systems indicated that when employees are well motivated and their efforts appreciated, there is a high possibility of increasing their productivity. Results on communication revealed that effective communication plays a significant role in making awareness about organizational goals, objectives and activities among employees. The study recommended that there is a need for the management of RDLG to put in place mechanisms to ensure that training of employees continues and be well elaborated for the employees to gain the required skills and knowledge to continue providing good quality health services to the clients to enhance employee productivity levels, the study recommended that the organization should reward its employees. For every opportunity possible, the management at RDLG should formally recognize good employee efforts for enhanced work performance. Another recommendation by the study is that, effective communication should be used by RDLG management to avail information about the goals, objectives and activities of the organization.
Assessing the Impact of Performance Management Systems on Staff Productivity at Rakai District Local Government
(Uganda Christian University, 2023-09-07) Karen Nyakato Acen
The study aimed at assessing the Performance Management Systems on Staff Productivity in Rakai District. The specific objectives of the study are to examine the relationship between training and employee productivity, to establish the relationship between reward system and employee productivity, to find out the relationship between communication and employee productivity at RDLG. The study employed a cross-sectional descriptive design where both qualitative and quantitative research approaches are used. The study targeted top management officials, line managers for different departments, human resource officials, employees and support staff of RDLG. The qualitative data is analyzed using thematic and content analysis whereas quantitative data is analyzed by the Statistic Package for Social Sciences (SPSS, version 21). The study results are interpreted with the use of descriptive and inferential statistics where percentages, mean standard deviation and Pearson correlations coefficients are used. The findings revealed that training is the most important factor that influences employee productivity at RDLG which needs serious attention to ensure its continuity and quality. The results on reward systems indicated that when employees are well motivated and their efforts appreciated, there is a high possibility of increasing their productivity. Results on communication revealed that effective communication plays a significant role in making awareness about organizational goals, objectives and activities among employees. The study recommended that there is a need for the management of RDLG to put in place mechanisms to ensure that training of employees continues and be well elaborated for the employees to gain the required skills and knowledge to continue providing good quality health services to the clients to enhance employee productivity levels, the study recommended that the organization should reward its employees. For every opportunity possible, the management at RDLG should formally recognize good employee efforts for enhanced work performance. Another recommendation by the study is that, effective communication should be used by RDLG management to avail information about the goals, objectives and activities of the organization.
The influence of Leadership Styles on Organizational Performance: A Case Study of Uganda Police Force, Naguru
(Uganda Christian University, 2023-09-08) Phionah Ambasiize
The study examined the influence of leadership styles on organizational performance at Uganda police force Naguru. The objective of the study were: i)To examine the different leadership styles practised in Uganda Police Force; ii)To establish factors affecting organizational performance in Uganda policy Force; iii)To access the relationship between leadership styles and organizational performance. The study used was descriptive in nature. It focused on quantitative data which was analyzed accordingly so as to study the research objectives. The design was to be preferred because the researcher was based on the views of respondents to reach at conclusions and make recommendations. A sample of 52 employees at Uganda police force Naguru was used, data was analyzed using frequencies and percentages were derived for easy interpretation tables and figures were used. The findings indicated that Uganda Police Naguru practice leadership styles that is to say Autocratic, transformational and democratic and have improved the employee performance in the organization to work effectively. The findings indicated that leadership style is essential leading factor in the organizational performance of Uganda police force Naguru that is to say, different leadership styles increase productivity which also enhances job satisfaction and increase knowledge and skills when performing the work. And the findings show that democratic and transformational leadership have a considerable positive effect on organizational performance. Moreover, the findings finally recommended that leadership styles have partial mediation impact in the relationship to the organizational performance for Naguru Uganda Police Force which contributes to the achievement of its objectives and the improvement of performance. It was revealed that they are other factors that affect organizational performance at Uganda police force Naguru besides Government policy, institutional resources, and such factors include enough tools and equipment, clear organizational policies and procedures, reward and motivation among others. Management should devise means of increasing the commitment of employees towards the leadership styles at Uganda police force.
The Effects of Human Relations on Employee Performance a Case Study of Baklim Foundation Limited Mbarara Western Uganda
(Agumenaitwe Sharon, 2023-09-10) Sharon Agumenaitwe
The purpose of this study was to investigate the impact of human relations on employee performance, with a focus on Baklim Foundation Limited, located in Mbarara city, Western Uganda. The study aimed to address three specific objectives: to assess the effect of communication on employee performance, to evaluate the influence of conflict resolution on employee performance, and to explore the impact of collaboration on employee performance. A cross-sectional survey research design was employed, utilizing a quantitative research approach. A sample of 40 respondents was selected from the organization using simple random sampling. Data collection was conducted through questionnaires, and the analysis was performed using descriptive statistics, correlation and multiple regression analyses. The findings also revealed the significant effect of communication, collaboration and conflict resolution on the performance of employees at Baklim Foundation Limited. Finally, the study recommended that BFL and other organizations should focus more on implementing fair conflict resolution mechanisms, open and flexible communication channels and assign some work to employees in groups to encourage collaboration with in the organization.
Examining the Impact of Employee Training on Organizational Performance: A Case Study of Mukono District Local Government
(Uganda Christian University, 2023-09-12) Ruth Babirye
The study examined the impact of employee training on organizational performance at Mukono District Local Government. It was carried out using an explanatory research design where both qualitative and quantitative research approaches were used. The data were collected using questionnaires and interviews, and during the data collection, a stratified sampling method was used. A sample size of 92 respondents who were management and staff of MDLG was also used in the study. From the findings, the results highlighted the importance of training needs assessment in aligning training objectives Job rotation and formal training courses were identified as effective training methods, while coaching and mentoring also contributed positively. Furthermore, conducting assessments, giving tests, and monitoring employee progress through training evaluation were found to enhance organizational performance. These findings underscore the significance of a comprehensive and well-structured training and evaluation process in fostering growth and success within MDLG. In conclusion, implementing these practices can lead to continued improvement in organizational performance and ultimately contribute to the success of the district. Finally, the study recommends that MDLG should prioritize and strengthen training needs assessment to align training programs with organizational goals and employee development needs. Additionally, MDLG should invest in effective training methods such as job rotation and formal training courses, while promoting coaching and mentoring for skill development. Establishing a comprehensive training evaluation process, fostering a learning culture, encouraging collaboration and knowledge sharing, and conducting long-term impact assessments will contribute to continuous improvement and enhance organizational performance in MDLG.

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