Bachelor of Human Resource Management

Permanent URI for this collection

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

Browse

Now showing 1 - 20 of 64

Examine the Impact of Remote Work on Employee Productivity in MTN
(Uganda Christian University, 2025-05-23) Peter Mucunguzi
The shift to working from home introduced by the COVID-19 pandemic has with it new opportunities and challenges to employee productivity, especially in developing nations such as Uganda. While international evidence is in agreement that team working is fruitful with increased flexibility and decreased commuting, these results heavily rely on contextual factors such as information infrastructure, managerial style, and organizational culture. The research examines how team working influences employees' productivity in MTN Uganda, a major telecommunications company. With a theoretical framework placing remote work as the independent variable and worker productivity as the dependent variable, the current study explores how infrastructural limitations, cultural expectations, and management styles intervene between productivity impacts in remote working environments. Employing the mixed-methods approach, quantitative survey and qualitative interviewing are combined to provide rich insights into the degree to which remote work influences the quality, timeliness, and effectiveness of work. The results are to guide organizational practice and national policy that support effective productive remote work arrangements in Uganda's growing digital economy.
The Impact of Training on Employee Performance at Dairy Development Authority
(Uganda Christian University, 2024-10-14) Devine Ainembabazi
The research examined the the impact of training on employee performance at Dairy Development Authority. The study used a cross-sectional approach under qualitative methods. Cross-sectional studies provide a snapshot of a particular aspect within a population at a single point time, offering simple form descriptive or observational epidemiology conducted on representative samples. A descriptive design was employed, with 80 respondents selected from Dairy Development Authority. Employees were chosen randomly and those who agree 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 employee performance.
The Effect of Flexible Work on Employees' Work- Life Balance
(Uganda Christian University, 2024-10-15) Amelia Karabo Muzoora
This study investigated the effect of flexible work on employees' work-life balance at Centenary Bank Mukono Branch. A quantitative approach was employed, using a descriptive survey method to collect data from 52 employees. The study aimed to determine the impact of flexible work arrangements on employees' ability to balance work and personal responsibilities. The study found that 75% of employees reported benefiting from flexible working practices, such as compressed workweeks and telecommuting. These arrangements improved employees' ability to balance work and personal responsibilities, leading to higher job satisfaction. Employees valued flexible work arrangements, with 72.4% seeking better flexible work options. Flexible work arrangements were found to be essential for employees' work-life balance and job satisfaction. The study provides recommendations for Centenary Bank Mukono Branch to enhance flexible work arrangements. The study identifies areas for further research, including the impact of flexible work arrangements on employee productivity and retention. Further research could explore the challenges and benefits of implementing flexible work arrangements in different organizational contexts. The study's findings and recommendations provide a foundation for future research on the impact of flexible work on employees' work-life balance. The study contributes to the development of strategies and policies that support employees' work-life balance and job satisfaction. Future research should explore the long-term effects of flexible work arrangements on employees' well-being. The study's findings have practical implications for employers seeking to enhance employees' well-being and productivity. Employers can use the findings to inform policies and practices that support employees' work-life balance. The study highlights the importance of employee well-being and job satisfaction in achieving organizational goals. Flexible work arrangements are a critical component of employee well-being and job satisfaction. By implementing flexible work arrangements, employers can promote employees' work-life balance and job satisfaction.
Conflict Management and Employee Performance in Manafwa District Local Government, Uganda
(Uganda Christian University, 2024-10-16) Abigail Oba
This study investigated the influence of conflict management on employee performance in Manafwa district local government. The study specifically examined the influence of Arbitration, Negotiation and confrontation on employee performance in Manafwa District Local Government. The study used a cross section survey research design with both qualitative and quantitative approaches. The study population involved the Chief Administrative Officer, Heads of Departments, Principle personnel officer, Town clerks, sub-county chiefs and community development officers. Data collection utilized questionnaires and interviews. Data was analysed to obtain frequencies, mean, standard deviation, correlations and regression statistics to ascertain the significance of the variables. It was revealed that Arbitration has a significant influence on employee performance (r=.649, p=.000). Respondents appreciated that whenever arbitration is applied in managing conflicts, employees performance is improved. In addition, it was discovered that Negotiation influences employee performance (r=.555, p=.000). Respondents revealed that whenever there is a conflict, the parties in dispute are given an opportunity to meet, discuss and agree amicably. Respondents believe that after negotiation, there is improved employee relations that stimulates employees productivity. The study also realized that confrontation slightly influences employee performance (r=.254, p=.043). Respondents revealed that confrontation can only influence employee performance if it is done well. In conclusion, Conflict management positively influences employee performance in Manafwa District Local Government. It was therefore recommended that Arbitration committees should maintain high level of integrity, transparency and impartiality, negotiation should also be applied in other situations even if there is no conflict and Confrontation can be used only in situations of low productivity, delay in accomplishment of tasks and absenteeism of employees at work.
Human Resource Management Information System and Organisational Performance a Case Study of Uganda Red Cross Society, Mukono
(Uganda Christian University, 2024-10-21) Puot Deng Nyadoor
The study investigated the impact of the Human Resource Management Information System (HRMIS) on organizational performance at the Uganda Red Cross Society (URCS). The research was guided by three primary objectives: (1) to examine the role of HRMIS in improving organizational performance, (2) to determine the impact of HRMIS on customer service provision at URCS, and (3) to assess how the implementation of HRMIS has affected personnel administration at the organization. The study employed a quantitative research design with a sample size of 30 respondents, comprising management and non-management staff from the Human Resource Department (HRD) at the URCS head office and regional offices. Additionally, 30 customers were randomly selected and interviewed, with two respondents from each region. Data was collected using structured questionnaires and interviews, while a simple random sampling technique ensured that all respondents had an equal chance of selection. The findings, analyzed using Pearson rank correlation and descriptive statistics, revealed that HRMIS has a positive and statistically significant effect on organizational performance. Specifically, HRMIS contributed to improvements in personnel administration, as measured through performance measurement, performance appraisal, job analysis, recruitment, and selection applications. The second objective showed that HRMIS significantly impacted customer service, particularly through communication applications. The study concluded that regular evaluations of the HRMIS, conducted either quarterly or monthly, are essential for identifying areas requiring enhancements. Future research was proposed to explore additional aspects of HRMIS in other sectors. These findings align with previous empirical studies, further underscoring the critical role of HRMIS in enhancing both internal administrative functions and external service delivery at URCS. Keywords: Human Resource Management Information System, Organization Performance, Customer Satisfaction, Effectiveness of the Human Resource Management Information System.
Succession Planning and Employee Retention in Public Organisations in Uganda: A Case Study of Uganda National Roads Authority
(Uganda Christian University, 2024-10-01) Mazin Anwar
This study investigated the impact of succession planning on employee retention in public organizations, with a specific focus on the Uganda Revenue Authority (UNRA) in Kampala. It examined three key variables: talent identification, capacity building, and team leadership, and their influence on employee retention. Data was collected through surveys and interviews with UNRA staff, and was analyzed using Pearson's correlation and regression analysis. The findings revealed a significant positive relationship between talent identification, capacity building, team leadership, and employee retention. Talent identification, capacity building, and effective team leadership were found to have played crucial roles in improving retention rates. The study recommended enhancing talent identification practices, increasing capacity-building efforts, and strengthening team leadership within public organizations. The research highlighted the importance of succession planning as a strategic tool for retaining valuable employees and improving organizational performance. Further research was suggested to extend the findings across different sectors and over longer timeframes.
The Impact of Effective Recruitment and Selection Practice on Organizational Performance at Mukwano Group of Industries
(Uganda Christian University, 2024-10-14) Isabella Niwamanya
This study explores the relationship between effective recruitment and selection practices and organizational performance at Mukwano Group of Industries. The caliber of employees hired and retained significantly influences an organization's overall performance, making effective recruitment and selection crucial. The study aims to identify best practices and areas for improvement, addressing the problem of turnover rates. The review was informative, highlighting that effective recruitment and selection practices are highly instrumental for the acquisition and attraction of the best talent, proper alignment of human capital with organizational objectives, and facilitating a competitive advantage. Identification of gaps in existing literature gave reason for undertaking empirical research into the relationship between recruitment and selection practices and organizational performance.". This approach was very comprehensive, including a mixed-methods approach, a sample size of 44, and data collection through surveying, interviews, and focus groups. The study explored the relationship between the best recruiting and selection practices and organizational performance to underline the best practices and further improvements. These results showed that effective recruitment and selection practices are positively related with organizational performance. It is recommended that effective recruitment and selection practices should be supported and prioritized in any way possible to enhance the level of performance and competitiveness within an organization. Further research was needed to explore the impact of recruitment and selection practices on organizational performance in other Many industries, many contexts. The study adds to the growing knowledge of recruitment and selection by helping to identify good practice influences on organizational performance. These findings have practical implications for organizations in pursuit of performance and competitiveness through the effective recruitment and selection of workers.
Evaluating the Impact of Payroll Fraud on Organizational Performance Case study of Stanbic Bank-Head Office
(Uganda Christian University, 2024-09-02) Bernadette Ilunga Nkulu
The influence of payroll fraud on organizational performance: a case of Stanbic Bank-Head office. The general purpose of this research is to establish the influence of payroll fraud on ghost workers, false wage claims, and false expense claims. Pursuing the objectives of this research, a survey design was undertaken and questionnaires with 5-point Likert summated rating scales were used. It was analyzed based on multiple regression analysis, and it has identified the result that ghost workers, false expense claims, and false wage claims are found to be the major factors affecting the organizational performance at Stanbic Bank- Head office. Increase in ghost workers negatively affects the organizational performance of Stanbic Bank but not significant when measured against the false expense claims and false wage claims. This means that Stanbic Bank may not grow into developing the potential to help reduce or eradicate unemployment if pragmatic decisions are not taken concerning this. The findings of the paper concluded that proper management of variables on payroll fraud should be encouraged in the Bank.
Analysing the Impact of Human Resource Management on Organisational Performance: A Case Study of Thiqa Digital Finance
(Uganda Christian University, 2024-09-06) Edith Mutesi
This study investigated how human resource management (HRM) practices affect organizational performance at Thiqa Digital Finance Limited in Uganda. Employing both quantitative and qualitative methods, the research surveyed 44 out of 50 employees, using a descriptive research design. Data collection involved a mix of primary and secondary sources, including questionnaires, observations, and interviews. The study concluded that effective HRM practices such as HR planning, employee training and development, job satisfaction, job evaluation, recruitment and selection, performance appraisal, and occupational health and safety significantly enhance organizational performance. Among these, HR planning emerged as particularly influential. The research highlighted the importance of focusing on training, recruitment, job security, and health and safety to maintain and improve organizational performance. It suggested that HRM practices should be regularly reviewed and updated to sustain or boost company performance.
Effects of Rewards Management on Employee Productivity: Case Study Kakira Sugar Limited Kakira Jinja
(Uganda Christian University, 2024-09-19) Gerald Wanyama
The study established the relationship between rewards management and employee productivity at KSL. The objectives were; to establish the effects of financial benefits on employee productivity, to determine the role of intrinsic rewards on productivity and to determine how management support influences employee productivity in Kakira Sugar Limited. the study adopted a research design where quantitative method was used to enable in data collection. The study findings indicated that there is a strong statistically significant relationship between rewards management and employee productivity. In the study it was concluded that rewards do play a greater role in productivity since most respondents gave insights that rewards contributed a lot on their productivity in KSL. The study does recommend that the company of KSL should continuously use the rewards management system if in case it wants to either improve or maintain the productivity since employees become motivated once rendered with the rewards whether financial or non-financial but it is very good once it is combined that is to say total rewards.
The Role of Strategic Outsourcing on Organizational Performance: A Case Study of Uganda Breweries Limited Ub
(Uganda Christian University, 2024-09-26) Priscilla Kanyange
The purpose of this study was to examine the role of strategic outsourcing on organizational performance. The study employed primary data collection methods to gather firsthand information from Uganda Breweries Limited (UBL). The study employed a survey approach, utilizing a closed questionnaire to collect quantitative primary data from the selected respondents. The findings of the study indicated that outsourcing ensures better risk management, enhances scalability, and provision of special skills and expertise. Outsourcing also enhances the quality of business processes, such as reducing costs and improving the efficiency of the business process. Even though the study revealed that outsourcing has a positive impact on the performance of UBL, the results of the study also further revealed a significant negative relationship between Outsourcing and organizational performance, hence it needs to be done strategically and UBL must evaluate potential disadvantages and advantages before outsourcing practices and concentrate on eliminating underlying reasons that constitute negative implications.
Impact of motiation on employee performance
(2024) Mukamutesi Kellen
The study aimed at examining the impact of motivation on employee performance at KCCA. Objectives that guided the study included; the relationship between monetary rewards and employee performance, the relationship between recognition and employee performance and the relationship between motivation and employee performance. The findings showed that motivation had a profound impact on employee performance. The study shows that employees who receive monetary rewards work and achieve their performance targets, promotion opportunities lead to increased job satisfaction and that recognition strategies significantly impact employee performance. The limitation of the study was that it only focused on the impact of motivation on employee performance without considering other factors that may influence performance. The recommendations of the study were; to improve motivation and employee performance, KCCA should develop and implement effective motivation strategies such as recognizing and rewarding employees for their contributions.
Impact of employee engagement on organizational performance
(Uganda Christian University, 2024-10-10) Bukenya Patrick Michael
This chapter introduced the background of the study, general objective of the study, the problem statement, research questions, scope of the study, the conceptual framework, and significance of the study in the long run. This chapter presented the review of other scholars on the study and as well it specifically talked about the review of the specific objectives of the study in the long run. This section will comprise of the research design, area of the study, study population, sample size determination, sample selection, sources of data, data collection instruments, procedure of data collection, data quality control, data processing and analysis and ethical consideration. This chapter consists of data presentation, analysis and interpretation of the findings on the themes of the study This study presented the summary of the findings and as well talked about the conclusion of the study and in the long run lastly it talked about the recommendation of the study.
THE EFFECT OF ORGANIZATION DIVERSITY AND INCLUSION ON EMPLOYEE PERFORMANCE AT TEXTILE INDUSTRY JINJA (U) LTD
(UCU, 2024-10-03) Nakanwagi Shakirah
This study investigated the effect of organizational diversity and inclusion on employee performance at Textile Industry Jinja (U) Ltd. Employee performance is critical to an organization's success, directly impacting productivity, efficiency, and business outcomes. High-performing employees drive innovation, enhance customer satisfaction, and foster a positive workplace culture. Performance management, if properly carried out, is very important because it ensures the realization of all the goals set by organizations to ensure they remain competitive. This research investigates the effects of demographic diversity, cognitive diversity, and cultural diversity on employees' performance. The authors also identified that demographic diversity empowers creativity and innovation while cognitive diversity promotes problem-solving and decision making. Cultural diversity brings a culture of inclusive collaboration and respect for other people's opinions. Diversity-inclusion proved to be positively related to employees' performance. It used a mixed-methods approach by incorporating both quantitative and qualitative methods in its data collection and analyses. The population that was to be studied were all employees working at the Textile Industry Jinja (U) Ltd, and a sample size of was selected. The collection of data was done through the use of questionnaires, interviews, and focus groups, whereas the analysis was done through the use of statistical software and thematic analysis. The findings have indicated that issues of diversity and inclusion do matter in the performance of employees; diverse teams are more creative, innovative, and solve problems much better. The study recommends that organizations should ensure diversity and inclusion initiatives to improve employee performance for the success of the business. Further research is needed to explore the impact of diversity and inclusion on employee performance in other industries and contexts. This will be a contribution to increased knowledge in the area of diversity and inclusion, showing the effects on employee performance caused by demographic, cognitive, and cultural diversity. Therefore, practical implications for organizations involve making improvements in employee performance through diversity and inclusion initiatives that drive business performance.
Research
(Akurut Ashylen, 2024-10-02) Akurut
This study aims to explore the strategies to enhance employee change readiness on employee accommodation among employees. The research data was collected from Mukono district Local government. This study was guided by three main objectives namely, to identify the level of employee readiness for the changes introduced in Mukono District local government in the last five years to profile the main employees’ interests during an earmarked change at Mukono District Local Government. to explore the possible contribution of employees’ interests-accommodational fostering employee change readiness Mukono District Local Government. A qualitative approach was employed to collect data from the representatives of fifteen respondents from the staff of mukono local government . These respondents have been at this organization for five years and above. The data collection was done through structured interviews and was done inductively. The results indicated that openness and embrace to change, adaptability, dedication and commitment, sense of control and confidence were considered to be instrumental that influenced employee readiness to change. Other factors that emerged as important included, support from the management, provision of incentives, open communication, training and employee empowerment. The study can be said to have identified some of the successful factors that can identify the readiness of Mukono local government district employees from the results below.
The effect of employee motivation on employee practices
(Uganda Christian university, 2024-10-02) Namugalu shalom joy
This research report was undertaken to investigate the effect of employee performance on motivational practices in Mukono district local government. It was guided by three objectives; to examine the effect of employee engagement on motivational practices ABSTRACT of Mukono district local government, to determine the effect of employee job satisfaction on motivational practices of Mukono district local government, to explore the effect of employee autonomy on motivational practices of Mukono district local government. The researcher used a sample size of 63 respondents and used questionnaires and interview guide to collect data and later the data was analyzed using the statistical package for social sciences (SPSS). Results of the first objective showed that employee performance has a significant effect in Mukono district local government.. Supported by the following responses; 54% of the respondents were positive to the statement that high employee performance leads to increased productivity and efficiency in achieving organizational goals; 62% were positive to the statement that high performance often improves morale and job satisfaction, reducing turnover. Results of the second objective revealed that a motivational practice has a significant effect in Mukono district local government. Supported by the following responses; 56% of the respondents were positive to the statement that motivational practices boost employee morale, leading to enhanced productivity and performance, 80% of the respondents were positive to the statement effective motivation increases employee job satisfaction, making them more committed to their roles, it can be observed that 57% were positive to the statement that motivation fosters greater engagement, leading to better focus and dedication toward work. Mukono district local government should provide continuous training and development programs to equip employees with the necessary skills for their roles. Clear communication of expectations and goals, along with regular feedback and recognition for good performance, fosters motivation. Creating a supportive and inclusive workplace culture, where employees feel valued and empowered to contribute, can further enhance performance. Additionally, offering opportunities for career growth and ensuring work-life balance helps t
INFLUENCE OF SUPERVISION SUPPORT ON EMPLOYEE JOB SATISFACTION AT THE OFFICE OF THE AUDITOR GENERAL
(Uganda Christian University, 2024-10-03) Namugere Agnes Faith
The main objective of this study was to establish the impact of supervisory support on work satisfaction among employees in OAG. Other objectives that guided this study include establishing the relationship between supervisory support and job satisfaction; establishing the degree levels at which employees experience job satisfaction; and establishing the strategies that are employed by OAG to improve the satisfaction of employees. These findings showed that the respondents have had a high level of job satisfaction since the majority seem to enjoy working with the auditor general's office. Most the respondents considered the supervisor at OAG in Uganda as their mentor and role model in fundraising. This supervisor was identified to elicit high performance from team members through encouraging critical thinking, while offering guidance through attainable objectives, teamwork, and improving the sense of unity and cooperation among team members. The findings of the research identified that OAG had initiated various approaches to enhance employee satisfaction, which included but were not limited to mentorship programs, regular coaching and feedback, recognition and rewards systems, enhanced communications, training and development programs, flexibility in work, wellness programs, and other training and development programs.
Effect of job design on employment performance
(Uganda Christian university, 2024-09-26) Mr.Khangire Willington
This study investigates the effects of job design on employee performance in financial institutions, with a specific focus on Post Bank in Mukono District. The research aimed to examine the impact of key job design elements—job rotation, job enlargement, and job enrichment—on employee performance, motivation, and skill development. A quantitative research design was employed, utilizing structured questionnaires distributed to a sample of 48 employees. The data collected was analyzed using descriptive statistics, correlation, and regression analysis to identify patterns and relationships between job design practices and performance outcomes. The findings indicate that job design significantly influences employee performance in financial institutions. Job enrichment was identified as the most effective element, showing a strong positive correlation with employee motivation and productivity. Employees who experienced enriched job roles reported higher levels of job satisfaction and engagement, suggesting that providing more meaningful and challenging tasks can enhance performance. Job enlargement also demonstrated a positive impact, as employees perceived the expansion of their job roles as an opportunity to develop diverse skills, though the extent of this impact varied among respondents.However, job rotation yielded mixed results. While a segment of employees acknowledged an increase in motivation and engagement due to job rotation, a considerable number expressed uncertainty about its effectiveness in fostering a deeper understanding of different roles within the organization. This suggests that while job rotation can be beneficial for skill diversification, its implementation must be carefully managed to ensure it meets the employees' development needs and aligns with organizational goals. The study concludes that well-implemented job design strategies can significantly enhance employee performance by promoting motivation, skill development, and job satisfaction. The research recommends that financial institutions like Post Bank adopt a structured approach to job design, incorporating training programs and mentorship initiatives to support employees in their expanded and enriched roles. This approach is expected to cultivate a more motivated, skilled, and productive workforce, ultimately contributing to the organization's overall performance and success.
IMPACT OF CHANGING DEMOGRAPHICS ON SERVICE DELIVERY OF COMPANIES. A CASE OF MTN UGANDA CUSTOMER SERVICE CENTERS IN KAMPALA UGANDA.
(2024, 2024-09-26) Kambale Kamate Jacob
The study focused on examining the impact of changing demographics on service delivery in MTN Customer service centers in Kampala Uganda. the study was guided by the following objectives: to examine the impact of age on service delivery of companies; to assess the impact of sex on service delivery of companies.; and, to assess the impact of marital and family status on service delivery of companies. In order to give a thorough analysis of the research problem and explore the nature of the relationship between study variables while concentrating on the case's dynamics within its actual setting, a case study research design was used in this study. Furthermore, the majority of the study's methodologies were quantitative. The study used 40 respondents from MTN Centers in Kampala as a sample size. Data was collected using a questionnaire. Data was analyzed through use of percentages, means and standard deviations. Data was presented using frequency tables and interpreted using standard deviations. The study concluded that age has a significant impact on service delivery as it determines easy access to service, affects the way customer care is provided and also determines quality of service. Staff behaviour and attitudes are also decided by the age of staff. The study also concluded that confidentiality is also determined by age. The study also concluded that does not impact service delivery as it does not increase one’s capacity to offer periodic follow-up to services delivered, does not enhance improved public information to customers, improved information sharing with customers is not determined by a staff’s gender and gender of a staff also does not determine how a staff attends customer complaints on time. The study further concluded that the impact of marital and family status on service delivery is substantial as marital and family status determines quality of service, whereas staff behavior and attitudes are also decided by the marital and family status of staff. The study recommends that age should be considered in matters of service delivery as it determines easy access to service, affects the way customer care is provided and also determines quality of service. More so, staff behaviour and attitudes that are also decided by the age should put into consideration when recruiting staff. The study also concluded that confidentiality should also be determined by age as older people tend to keep secrets of customers especially sensitive customer personal details. The study also recommends that gender should be concentrated on when determining service delivery parameters as it does not increase one’s capacity to offer periodic follow-up to services delivered and it does not enhance improved public information to customers or information sharing with customers. The study also recommends that the impact of marital and family status on service delivery should be emphasized it determines quality of service, whereas staff behavior and attitudes are also decided by the marital and family status of staff.
Impact of financial rewards on employee engagement
(Uganda Christian University, 2024-09-26) Twine Julius
The study's goal was to investigate how Unifi Financial Credit Uganda Limited employees' engagement is affected by financial rewards. The purpose of the research questions was to direct the investigation. It was decided to link employee involvement with financial benefits using a conceptual framework. A descriptive research design was employed in the study, along with quantitative techniques. 33 employees answered the study of the 50 employees and supervisors in the Benefits Department, Compliance and Record Department, and Accounts and Audit Department. Primary data on the study's aims were gathered through the use of questionnaires. The study found a strong correlation between employee engagement and monetary benefits. According to the study's findings, senior management should make sure that employee engagement is conducted frequently to reduce unnecessary complaints, and continuous improvement in working conditions will change the attitude of employees and hence engagement.

Browse

Recent Submissions