Bachelor of Human Resource Management
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Item THE EFFECT OF MOTIVATION ON ORGANIZATIONAL COMMITMENT OF EMPLOYEES IN STRESSFUL PROFFESSIONS: A CASE STUDY OF NEW VISION(Uganda Christian University, 2024-09-04) Julia Christy Ayinza KizzaThe concept of employee motivation is recognized as a human resource best practice and has been found vital in the effective management of employees leading to better performance and organizational commitment. In stressful professions, the role of motivation and organizational commitment is more challenging as employees tend to be demoralized by the demands of their work. The objective of this study is to examine the correlation between motivation and organizational commitment within stressful professions, with a specific focus on journalists. The research aims to explore how different factors of both intrinsic and extrinsic motivation influence the level of commitment journalists have towards their organizations. The research design was a case study quantitative approach by utilizing structured questionnaire to gain insights on the subject. Out of the targeted 70 respondents, 53 responded representing a response rate of 76%. Results indicate a strong positive correlation between motivation and organizational commitment. Findings also suggest that enhancing motivational factors can significantly improve retention rates and overall job satisfaction among journalists. The study concludes that organizations, especially those operating in high-stress environments, should prioritize strategies that enhance employee motivation to foster greater organizational commitment.Item The Role of Organisational Justice in Fostering Voice Behaviour. The Case of Selected Government Aided Secondary School Teachers in Kyadondo Wakiso District(Uganda Christian University, 2024-09-10) Ezeresi NyapendiA study was conducted to examine the relationship between organisational justice and voice behaviour in Government Aided Secondary School teachers in Kyadondo County, Wakiso District. It was guided by 3 specific objectives; to examine the relationship between procedural justice and Voice behaviour, to examine the relationship distributive justice and voice behaviour, and to examine the relationship between interactional justice and voice behaviour. A cross-sectional study design was adopted in which both quantitative and qualitative data collection tools were used. Data was collected from 68 respondents in two selected schools of Wakiso district. The respondents included; district leaders, school leaders, and teachers. Quantitative data was analyzed in which descriptive statistics were generated, correlations and regression analysis were generated. Thematic and content analysis were used in the analysis of qualitative data. Findings from correlation analysisshow that there was a strongpositivecorrelation between procedural justice and voice behaviour in Government aided secondary school teachers in Kyadondo county, Wakiso district (r=.501**, p<0.01). In the same vein, there was a strongpositivecorrelation between distributive justice and voice behaviour in Government aided secondary school teachers in Kyadondo county, Wakiso district (r=.523**, p<0.01). Lastly, the Pearson Correlation coefficient (r) showed a strongpositivecorrelation between interactional justice and voice behaviour in Government aided secondary school teachers in Kyadondo county, Wakiso district (r=.541**, p<0.01). Basing on the above findings, the study concluded that organisational justice had a positive significant relationship with voice behaviour in Government Aided Secondary School teachers in Kyadondo County, Wakiso District. To this end therefore, the study recommends the following; the Ministry of Education and Sports should ensure they follow consistent procedures when selecting teachers for promotion and other benefits, rewarding of teachers equitably and above other schools, provision of regular parties and the school leaders should relate and integrate with teachers regularlyItem The Influence of Organization Compensation Practices on Organization Citizenship Behaviors at Sugar Corporation of Uganda Limited(Uganda Christian University, 2024-09-13) Mary AkolThis paper is to establish the influence of organization compensation practices on organization citizenship behaviors at Sugar Corporation of Uganda Limited. There is immense literature on organization compensation practices and Organization Citizenship Behaviors, but hardly much from a developing country context, like Uganda. So, this presents a research gap that this paper sought to fill. The paper was guided by three objectives: a) to establish the relationship between organization compensation practices and Organization citizenship behaviors, b) to examine the other factors Influencing organization citizenship behaviors, c) to establish the organization compensation practices at Sugar Corporation of Uganda Limited. Compensation Practices refer to the cash and advantages that organization give employees in return for work while organization citizenship behaviors involve all employee behaviors that are basic for fir the accomplishment of organizational objectives, yet are not specifically or explicit acknowledged by the formal reward organization. In this paper, it is argued that, compensation practices like salaries and wages are known to be an important, but multifaceted, multidimensional forecaster of OCB. Specifically, the paper suggests that compensation can influence the organization citizenship behavior of employees because it is a payment for individual performance that can increase awareness and performance. Another crucial point is that compensation can inspire employees to contribute extra effort in their jobs, thus contributing toward OCB Key Words: Compensation Practices and Organization Citizenship BehaviorsItem The Effect of Human Resource Planning on Organisational Performance; a Case Study at Ministry of Health Headquarters Kampala(Uganda Christian University, 2024-10-07) Esther NabwireHuman resource planning (HRP) plays a critical role in shaping the organizational performance by aligning workforce capabilitieswith strategic objectives. Thestudy examines the impact of HRP ontheorganizational performance within the Ministry of HealthHeadquarters in Kampala. By employing a mixedmethods approach which includedquantitative surveys and qualitative interviews, theresearch evaluates how strategic HRP initiatives influence key performance metrics such as employee productivity, operational efficiency, and service delivery. The study identifies specific HRP practicessuch as workforce forecasting, skills development, and succession planningthat significantly affect organizational outcomes. Findings indicate that effective HRP contributes to enhanced performance by ensuring optimal staffing levels, improving employee satisfaction, and fostering a proactive approach to human capital management. The results underscore the importance of integrating HRP with broader organizational strategies to achieve improved health service delivery and operational excellence. The implications of this study provide valuable insights for policy makers and HR professionals aiming to leverage HRP as a tool for organizational success in the public sector.Item The Impact of Training on Employee Engagement: A Case Study at Kampala Capital City Authority(Uganda Christian University, 2024-10-04) Isaac Junior OgwangEmployee engagement has emerged as an essential factor for organizational success and workforce retention. In earlier times, companies concentrated mainly on providing financial incentives to drive employee motivation. However, in more recent years, the focus has shifted toward fostering employee engagement, recognizing its impact on commitment to the organization and overall productivity (Kahn, 1990). Employee engagement is typically defined as the level of emotional, mental, and physical involvement that employees have with their work and workplace (Schaufeli & Bakker, 2004). The concept of employee engagement is generally understood to encompass three main dimensions: emotional, cognitive, and physical involvement (Schaufeli & Bakker, 2004). Emotional engagement relates to how employees feel about their work, cognitive engagement pertains to how mentally connected they are with their tasks, and physical engagement refers to the effort they put into their job. Understanding these dimensions provides insight into how employees interact with their work environment and, subsequently, their levels of engagement (Rich et al., 2010).Item The Importance of Business Ethics Towards Employee Productivity: A Case of Pride Microfinance Limited Mukono(Uganda Christian University, 2024-10-10) Macklean NatashaEmployees play a significant role in an organization. He or she is pivotal to building an atmosphere of hope, confidence and trust towards it is a known fact that an employee either makes or breaks the operation of a certain business. A company cannot operate on its own without a workforce, that is, employees. But what makes an employee stay in a particular company despite many difficulties encountered at work? What makes him or her productive and help achieve the goal of the company to succeed in business even though the take-home pay is just good enough to finance his and his family’s basic needs in life? The employees’ willingness to work for an employer may involve certain factors, one of these is Business Ethics. Ethics in business plays a significant role in business. Ethics is a practice of applied or professional ethics which investigates values and moral problems that usually crossed in a business environment and applies to all aspects of individual conduct and of the entire organization (Stanford Encyclopedia of Philosophy, 2008; Vittell, 2006; Singhapakdi, A., Gopinath, M., Marta, J.K. et al., 2008),Item The Effects of Human Relations on Employee Performance a Case Study of Baklim Foundation Limited Mbarara Western Uganda(Agumenaitwe Sharon, 2023-09-10) Sharon AgumenaitweThe 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.Item The Impact of Leadership Styles on Employee Performance in the Insurance Industry: A Case Study on Jubilee Life Insurance(Uganda Christian University, 2024-09-04) Keisha Kego AragoThe study's goal was to investigate how leadership philosophies affect workers' performance in Uganda's Jubilee Life Insurance Company. Examining the impact of authoritarian, supporting, and democratic leadership styles on worker performance, as well as the effects of democratic leadership on worker performance, were the specific goals of this study. The literature review, which was included in chapter two, included papers from different academics to further our investigation. This chapter provided an outline of the key ideas and then went on to discuss more of the specific goals, providing further detail to support the effort and expand the goals of the research. The approach for the research is presented in Chapter three. It includes the research design, in which the researcher used a quantitative approach; the study population was 90, and the sample size was 56; the researcher used a questionnaire as the data collection tool, asking respondents to fill it out with as much primary data as possible; the data quality, which includes validity and reliability; and the methods of data presentation In Chapter four, the researcher analyzed the results for each of the objectives using the previously specified sample size. The researcher also went on to interpret the results from Jubilee Insurance Company, providing the study findings in relation to the objectives. Lastly, Chapter five which is the last chapter summarized data in a more precise way. In addition, it provided the recommendations and conclusions of the study.Item The Impact of Human Resource Planning on Organisation Performance. A Case of Wamuco Motors Ltd(Uganda Christian University, 2024-09-04) Stacey Patricia NakyeyuneThis research explored the impact of Human Resource Practices (HRP) on organizational performance at Wamuco Motors Ltd., integrating both qualitative and quantitative methods. The study focused on key HR practices, including workforce planning, demand forecasting, skills assessment, succession planning, recruitment strategies, training and development, employee retention strategies, use of technology, and HR metrics and analytics. Data was collected through surveys, interviews, and focus groups with employees and HR professionals, analyzed using thematic analysis, excel and R-studio. The findings revealed that effective HR practices significantly enhance organizational performance metrics such as financial performance, customer satisfaction, employee satisfaction, innovation capacity, operational efficiency, market share, employee productivity, organizational reputation, and quality of products/services. Skills assessment and the use of technology emerged as the strongest predictors of positive performance outcomes, with robust correlations indicating their critical role in driving organizational success. Employee retention strategies also showed strong positive impacts, underscoring the importance of retaining skilled employees. However, the study identified areas for improvement, particularly in succession planning and the application of HR metrics and analytics. Enhancing these practices could further optimize performance and ensure sustainable growth. The research concluded that by investing in and refining HR practices, Wamuco Motors Ltd. can achieve higher efficiency, better employee engagement, and stronger market positioning. This comprehensive analysis provided actionable insights for HR professionals and organizational leaders aiming to leverage HR strategies for enhanced performance and competitive advantage.Item Examining the Impact of Training and Development on Employee Performance at Uganda National Airlines Company Limited(Uganda Christian University, 2024-09-04) Tahidi Judith NatashaThe research examined the impact of training and development on employee performance at Uganda National Airlines company Limited. The study used a cross-sectional approach, combining both qualitative and quantitative methods. Cross-sectional studies provide a snapshot of a particular aspect within a population at a single point in time, offering a simple form of descriptive or observational epidemiology conducted on representative samples. A descriptive design was employed, with 53 respondents selected from Uganda Airlines. Employees were chosen randomly, and those who agreed to participate completed questionnaires and were interviewed along with the company's administrators. The results revealed that training positively impacts employee performance, and management should enhance training programs to improve employees; job satisfaction.Item 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 OciloThe 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 changesItem Examining the Impact of Employee Training on Organizational Performance: A Case Study of Mukono District Local Government(Uganda Christian University, 2023-09-12) Ruth BabiryeThe 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.Item The influence of Leadership Styles on Organizational Performance: A Case Study of Uganda Police Force, Naguru(Uganda Christian University, 2023-09-08) Phionah AmbasiizeThe 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.Item Assessing the Impact of Performance Management Systems on Staff Productivity at Rakai District Local Government(Uganda Christian University, 2023-09-07) Karen Nyakato AcenThe 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.Item Impact of Compensation Systems on Staff Retention(Uganda Christian University, 2023-08-19) Margret N MukabalisaEmployee 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.Item 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 NakanyikeThis 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.Item Non-financial Rewards and Employee Engagement: A Case Study of Uganda’s Health Sector(Uganda Christian University, 2023-08-28) Xavier OkwiiThis 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.Item 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 SsemandaThe 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 companyItem The Impact of Motivation on Employee Performance: A Case Study of RZ Innovations Limited(Uganda Christian University, 2023-08-17) Jane NamataThis 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.Item 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 SsemandaThe 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.