Bachelor of Human Resource Management

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

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The relationship between digital human resource management systems and employee performance at Florence Nightingale Midwifery and Nursing School
(Uganda Christian University, 2026-05-22) Isaac Pikisa
The current research report explores the association between the use of digital human resource management systems and performance of employees at Florence Nightingale Midwifery and Nursing School within Apac District, Uganda. The investigation is based on concerns that although there have been advancements in the digitalization of human resource functions, the resultant improvement in employees' performance is still less than anticipated. There are three particular objectives underpinning this study: to investigate the link between digital recruitment and selection systems and employees' performance; to investigate the link between digital performance management systems and employees' performance; and to investigate the link between adoption of digital human resource systems and employees' performance. There are several theoretical perspectives associated with the investigation into the association between digital human resource management systems and employees' performance. For example, these include the Technology Acceptance Model, Human Capital Theory, and Goal- Setting Theory. These theories suggest that digital human resource systems may be correlated with employees' performance if they are well-designed, fairly implemented, and supported with sufficient employee training programs. A descriptive survey research design was used. A sample size of 66 subjects was selected out of a population of 80 respondents through the Krejcie and Morgan (1970) formula among teaching staff, clinical supervisors, and administrative staff. The data was collected using a structured Likert scale questionnaire and analyzed using the SPSS version 26, which included the calculation of frequencies, percentages, means and standard deviations and the Pearson correlation coefficient used to analyze the relationships between the variables. The results show consistently positive relationships in all the three dimensions of the study Pearson correlation revealed a moderate to strong positive relationship between digital recruitment and selection systems and employee performance (r=0.614, p=0.000); a strong positive relationship between digital performance management systems and employee performance (r=0.671, p=0.000) and a moderate positive relationship between digital human resources system adoption and employee performance (r=0.583, p=0.000). x Conclusively, the study has established that the use of digital human resources systems is positively and significantly related to employee performance at Florence Nightingale Midwifery and Nursing School. It is recommended that investments in digital recruitment and performance management systems should be consistent; establishment of systematic staff training and system review should be undertaken.
Performance appraisal outcomes and employee performance at Glory Education Centre, Bulange, Mengo, Kampala, Uganda
(Uganda Christian University, 2026-05-19) Monica Tumusiime
This study examined the relationship between performance appraisal outcomes and employee performance at Glory Education Centre. The research was guided by three specific objectives: to assess the quality of feedback on employee performance, to evaluate the effect of the reward structure on employee performance, and to assess the effects of professional development on employee performance at Glory Education Centre. A descriptive design was used in the research, with a sample size of 52 participants. Of the participants, 40 were selected from varying ranks of employees in Glory Education Center, giving a response rate of 76.9%. Questionnaires that were structured were used to collect data, analyzed using descriptive methods such as frequency distributions and percentages. According to the results, most of the participants were men (55%), aged 30-39 (37.5%), had bachelor's degrees (40%), and had served for 6-10 years within the institution (35%). From these results, the research participants appeared to be very experienced, educated, and capable of providing insights regarding performance appraisal procedures. Concerning the effectiveness of feedbacks in motivating workers and enhancing their performance levels, research indicated that the process of continuous feedback was more effective than the yearly appraisal process in enhancing employee motivation and performance. The results of the study also pointed out that the reward and compensation policy had a significant effect on employee performance. The finding is that the performance and compensation policy has a significant influence on employee performance, meaning that reward and compensation on the basis of performance enhance employee performance. Additionally, the opportunity to develop professional skills was found to predict employee performance, with the finding that employee participation in professional development activities resulted in high levels of performance. From the above findings, it becomes clear that the performance appraisal outcomes, especially quality feedback, reward, and development opportunities, influence employee performance in Glory Education Centre.
The influence of rewards on employee performance: a case study of the Embassy of the Republic of South Sudan in Uganda
(Uganda Christian University, 2026-05-25) Scovia Seidah Moini
The research analyzed the effects of rewards on performance in terms of the staff at the Embassy of the Republic of South Sudan in Uganda, paying attention to monetary rewards, non-monetary rewards, and the general effects of rewards on the performance of employees. Three distinct objectives were used to guide the research, which included analysis of the effects of monetary rewards on employee performance, the influence of non-monetary rewards on employee performance, and the relationship between rewards and employee performance at the Embassy. The research design used in this study was descriptive and cross-sectional with a quantitative research method employed to provide data that could be measured and validated. The study sample was drawn from employees of different departments at the Embassy, and 56 individuals took part in the research. Primary data were gathered using questionnaires, while SPSS software was utilized to conduct data analysis by use of descriptive statistics, Pearson correlation, and multiple regressions. This study was based on two-factor theory by Herzberg, self-determination theory, and social exchange theory, which elaborate the effects of financial and non-financial motivators on the motivation and performance of employees. From the research results, it was noted that there was a positive and statistically significant relationship between monetary rewards such as salary, bonuses, and allowances and the performance of workers, though workers showed moderately high levels of satisfaction with regards to how adequate and fair those monetary rewards are. It is clear that workers were motivated by monetary rewards as they enable the employees' economic needs to be fulfilled and make them work hard towards achieving organizational goals. The research results, however, indicated that non-monetary rewards had a more significant effect on the performance of employees than monetary rewards. Recognition and appreciation from management were linked to high morale, commitment, and productivity among employees. The correlation showed that both types of incentives were positively related to performance, whereas regression showed that nonmonetary rewards were the best predictors of employee performance at the Embassy. This research highlighted the significance of monetary as well as non-monetary incentives to boost the level of employee performance. However, non-monetary incentives play a much bigger role in vii motivating employees than the monetary ones. The study showed that money is not the only factor that motivates employees because they also feel satisfied when they are recognized and appreciated by the employer. From the foregoing, it could be concluded that the best way to improve employee performance would be to adopt a balanced reward system comprising financial and non-financial rewards. The findings have thus led to the recommendation that the Embassy should work on improving its system of financial reward through the fair distribution of adequate salaries and allowances, and at the same time establish a program of formal recognition through methods such as award letters, appreciation programs, and recognition of excellence.
The influence of artificial intelligence on recruitment and selection practices at Inverness Consulting Group
(Uganda Christian University, 2026-05-26) Maria Felister Kauta
Firstly, the main objective of this study is to investigate the impact of AI on the recruitment and selection process at Inverness Consulting Group. Based on this main objective, there are three main research objectives for this study, which include determining the extent of AI adoption in recruitment and selection, the impact of AI adoption on the recruitment process and finally challenges and ethical considerations concerning the use of AI in recruitment. The methodology used in this study included the use of a cross-sectional design, where both quantitative and qualitative approaches were employed. Data were obtained from 38 out of 46 selected staff members through the questionnaire while six key informants were also interviewed. The results indicate that there is a moderate level of AI adoption in recruitment and selection (mean score = 3.29), especially candidate sourcing and managerial support. Similarly, there is also a moderate positive effect of AI adoption on recruitment efficiency and effectiveness (mean score = 3.40), especially screening time (mean = 3.61) and administrative tasks (mean = 3.89). However, the fairness perception was still quite low (mean=2.79). The challenges faced along with ethical concerns were 3.19, which were mainly algorithmic biases (mean = 3.71) and lack of adequate guidance through policies (mean = 2.84). There was an observed medium positive correlation (Pearson correlation = 0.503, p<0.05) between the use of AI system and AI bias perceived by respondents. Multiple regression results revealed that ethical concerns (β=0.233, p=0.010) and use of AI recruitment systems (β=0.198, p=0.049) were significant predictors of difficulties in implementation, with all three predictors accounting for 41.2% of the variance in challenges (R²=0.412). It could be summarized from the findings above that the application of AI is still partial, as the fundamental tools are present while other advanced techniques are yet to be developed and implemented. Moreover, although AI speeds up processes, it lacks the contributions towards increasing fairness and effectiveness in HRM. Ethical concerns, as well as biases and poor guidance policies, constitute major hurdles in responsible AI application. The recommendations offered to managers were to introduce continuous training programs for employees, explainable AI, better data governance and ethical policies, and pilot projects of candidates' facing AI tools.
Mentorship programs on employee skill development: a case study of Public Procurement and Disposal of Public Assets Authority (PPDA)
(Uganda Christian University, 2026-05-22) Arnold Erau
The study aimed at examining Mentorship programs on Employee skill Development Local Government. It was conducted using cross-sectional approach where both the qualitative and quantitative approaches of research were used. The data from the research were collected using questionnaires and interviews, during the collection process, stratified sampling method was used. A descriptive research design was used as well, with a total of 63 respondents selected from Public Procurement and Disposal of Public Assets. The employees were selected randomly from the population and those that wished to participate completed the questionnaire filling process smoothly and were as well interviewed with some of the administrators. The findings from the research indicated that mentorship Programs have greatly impacted on the skill of employees and so the management of PPDA should develop Mentorship programs so as to improve their employee’s job satisfaction at the workplace.
Staff development programs and employee retention: a case study of Uganda Christian University
(Uganda Christian University, 2026-05-20) Josephine N. Nabwire
Staff development programs have become a crucially important human resource strategy in the modern world. Organizations depend on them in order to improve employee competence, organizational commitment and retention. The main aim of this study was to examine the effects of staff development programs on employee retention at Uganda Christian University, Mukono campus. The key staff development strategies which were considered included training and development, mentorship, coaching, and career development opportunities. A quantitative research approach using a descriptive cross-sectional survey design was adopted. Structured questionnaires were randomly distributed to university staff, and their responses were analyzed using descriptive statistics, Pearson correlation and linear regression in SPSS. Out of the 162 questionnaires that were distributed, 117 valid responses were analyzed. The findings indicated that there is moderate implementation of staff development programs at UCU and that the employees generally perceive them positively. However, respondents also pointed out key challenges affecting the effectiveness of these programs. These included limited resources, heavy workloads and unequal access to development opportunities. The results further revealed moderately high levels of employee retention within the institution. Inferential analysis showed that there is a moderate positive relationship between staff development programs and employee retention (r= 0.427, p<0.05). This was a sign that improvements in staff development initiatives significantly increased employees’ likelihood of remaining within the institution. Regression analysis indicated that staff development initiatives are a potential predictor of retention at UCU, Mukono campus. The study concluded that staff development programs significantly contribute to employee retention at UCU. It recommended that the university management strengthen staff development policies through adequate funding, equitable access and regular evaluation to enhance their effectiveness and support long term staff retention.
Examining the impact of labor turnover on organisational performance: Case study of Guaranty Trust Bank Uganda
(Uganda Christian University, 2026-05-20) Liz Akankunda
The purpose of this study was to examine the effects of labor turnover on the performance of commercial banks in Uganda, taking Guaranty Trust Bank as the case study. Two objectives have been proposed for this study, such as: to identify the causes of labor turnover at the Bank, and to measure the performance levels of the Bank. Human Capital Theory is the theoretical framework for this study, which was proposed by Schultz (1961) and Becker (1964), where they consider people as capital and valuable assets and invest in their education, training, and health care services to increase their productivity. Quantitative research method has been adopted in this study that follows the cross-sectional survey research design due to the fact that it involves analyzing data collected at one point in time from the whole population under study. The total population of this study consists of 35 employees, who served as respondents for this study. Findings revealed the following poor working conditions increase my intention to leave the Bank, stressful work demands to employee turnover at the Bank, limited career development opportunities encourage employees to seek jobs elsewhere, lack of training increase staff turnover at the Bank, the organizational culture at Bank influences employees’ decisions to stay or leave, poor work-life balance increases employees’ intentions to resign, inadequate compensation contribute to high labor turn over and poor leadership practices encourage employees to leave. Findings revealed the different the performance level at the Bank such as the Bank has consistently achieved its set goals and objectives, the Bank demonstrates strong financial performance and profitability, the Bank’s market share has improved compared to competitors, sales revenue in the Bank has increased over recent years, resources in the Bank are efficiently and strategically allocated, there has been percentage increase in the number of customers, bank culture enhances employee productivity and performance, and the Bank effectively creates value for its stakeholders.
The impact of training on employee performance: a case study of Aweki Investment Ltd in Lira City West Division
(Uganda Christian University, 2026-06-23) Job Isaac Okello
The study examined the impact of training practices on employee performance at Aweki Investments Ltd in Lira City West Division, Uganda. Employee performance still remains a strong determinant of organizational success and training has become an important strategy for improving the knowledge, and the skills of workers. Despite the efforts put in through various training initiatives, challenges related to employee performance continue to exist in many establishments and companies including Aweki Investments Ltd. The Kirk Patrick’s four levels training evaluation model guided this study, and it also adopted a descriptive survey research design. The data were collected from the employees of Aweki Investments Ltd using the structured questionnaires. The data collected were analyzed using descriptive statistic techniques, including frequencies, percentages, mean and standard deviations to determine the relationship between training practices and employee performance. The research findings revealed that the training practices have a positive effect on the employee performance. The workshops were found to enhance employees’ technical skills and knowledge and their productivity. Let alone retreats contributed to teambuilding and employee engagement but its effect wasn’t seen as much significant on the overall staff performance. This study concluded that well-structured training programs, particularly workshops and mentorships serve a big role in enhancing the employee performance and recommends that Aweki Investments Ltd should strengthen its training and mentorship program and regularly assess training outcomes and allocate resources to more training and development initiatives for better employee perform
Performance management practices and employee performance in MTN, Uganda
(Uganda Christian University, 2026-05-30) Jackline Atukwatse
The purpose of the study was to determine the effect of performance management (PM) practices on employee performance in MTN, Uganda. More specifically, the study thought to assess the effect of performance appraisals on employee performance in MTN, Uganda, to assess the effect of training and development on employee performance in MTN, Uganda and to assess the effect of performance feedback on employee performance in MTN, Uganda. The study employed a cross-sectional survey design in the research. Data was collected using a structured questionnaire. In conclusion, MTN, Uganda, actual performance could be compared to the desired performance; therefore, the outcome is evaluated and a development plan is set based on the weakness. MTN, Uganda therefore needs to put more investments on training to maximize performance of its employees by making them more effective and efficient. To increase and maximize performance, MTN, Uganda needs to carry out performance reviews through giving performance feedback to its employees so as to motivate them, and in doing so, they not only reduce staff turnover but also attract the right kind of people who can give maximum performance. The researcher recommended that MTN, Uganda needs to realize that it is a telecommunication firm that is there to serve Ugandans. The telecommunication firm should turn around the challenges it faces, re-inventing their workforce, processes, procedures and practices by embracing the performance management (PM) aspects of; performance appraisal, training and development and performance feedback. For further research, the researcher would suggest that a survey of different company in a different sector in the country should be carried out on performance feedback instead of focusing on MTN, Uganda. This will enable the other researchers to collect information relating to performance feedback from staff of different service firms.
Employee engagement and organizational productivity: a case study of Wakiso District Local Government
(Uganda Christian University, 2026-06-15) Maria Awidi Ayoo
The purpose of the study was to explore the impact of employee engagement on organizational productivity in Wakiso District Local Government (WDLG). In particular, it investigated the impact of leadership empowerment on organizational productivity in WDLG, assessed the impact of communication channels on organizational productivity in WDLG and found out the impact of career development on employee engagement on organizational productivity in WDLG. The study was carried out utilizing a cross-sectional survey research design and a quantitative research methodology. Simple random sampling technique was applied during the data collection phase. Data was collect from 80 participants made up of top management, middle management, and lower management employees of Wakiso District Local Government using a questionnaire. It was discovered from the findings that communication channels, empowerment of leaders, and career development were major determinants of organizational productivity within the local government organization in Wakiso District. Communication is critical in improving employee understanding, cooperation, trust, and crisis management; leadership empowerment creates an environment of accountability, innovation, adaptability, and loyalty; whereas career development ensures employee competency, job satisfaction, loyalty, and organizational success. Finally, the study recommended that Wakiso District Local Government should strengthen effective and transparent communication systems, promote leadership empowerment through training and participatory decision-making, and enhance career development opportunities through continuous training, mentorship, and professional growth programs to improve organizational productivity.
The role of employee motivation strategies on staff retention in the hospitality industry: a Case of Hotel Golden Tulip Canaan Kampala
(Uganda Christian University, 2026-05-06) Charlotte Akankwatsa
The purpose of the study was to investigate the impact of motivation on employee retention in the hospitality industry using Hotel Golden Tulip Canaan as a case study. The study was guided by three research objectives namely: to examine the various types of motivation strategies at Hotel Golden Tulip Canaan, to find out the challenges and possible solutions in motivating employees at Hotel Golden Tulip Canaan and to identify factors influencing staff retention in the hospitality industry. The study was guided by the Herzberg's Two-Factor Theory which stated that employees are motivated by two factors such as hygiene and motivational factors. The study population consisted of employees of Hotel Golden Tulip Canaan. Out of the 60 employees, a sample 52 respondents was determined according to the Krejcie and Morgan (1970). The study adopted a simple random sampling technique to collect data because this technique is very useful for situations where there is need to reach a targeted sample. Findings revealed that there are the various types of motivation strategies at Hotel Golden Tulip Canaan for example employees reported being motivated through rewards for excellence, the provision of work-life balance initiatives, and training opportunities that help them improve their skills, some employees feel that management listens to employee feedback, some work hard because their want to earn promotions or bonuses, some take pride in their achievements at work and are motivated by the salary and benefits. Finding revealed the challenges and possible solutions in motivating employees at Hotel Golden Tulip Canaan and these include flexible work schedules and wellness programs help me stay motivated despite long working hours and irregular shifts, training and support from supervisors help me manage stress caused by high customer expectations, management considers individual employee needs and backgrounds when implementing motivation strategies, clear career development opportunities in this hotel motivate me to perform better in my job, the compensation and benefits among others. Findings revealed that there are different factors influencing staff retention in the hospitality industry employee retention and these include I feel more committed to staying with my company, opportunities for growth and development increase my desire to remain in this job, when I feel motivated at work, I am less likely to consider leaving the company, I am likely to stay longer with the company when my contributions are valued and a positive and motivating work environment influences my decision to stay.
The effect of work stress on employee productivity: Case study of Uganda Christian University
(Uganda Christian University, 2026-05-19) Ruth Phiona Acwee
Due to the negative implications on the wellbeing of the employees and the performance of an organization, the issue of work-related stress has gained prominence in the contemporary organizations. Major changes in the workplace of institutions of higher learning have escalated the levels of stress among employees due to the growing workloads, role multiplicity, and stress on performance. This paper discussed the impact of job stress on the productivity of employees in Uganda Christian University (UCU). The study relied on the Job Demands-Resources (JD-R) Model and the Transactional Theory of Stress, which is why the selected research design is a cross-sectional survey design with a mixed-method approach. Structured questionnaires were used to obtain the data of 23 academic and administrative staff. A form of descriptive statistics, frequency and percentage, was used to analyse quantitative data. The results showed that workload, multi-tasking, lack of supervisory support, and worklife imbalance were the biggest contributors to the work-related stress in employees who worked in UCU. Even with the stress, employees have indicated that they had high productivity in terms of meeting deadlines, quality work, and were motivated. Nonetheless, the findings showed that stress decreases employee productivity and concentration, which is a threat to the long-term productivity in case it is not adequately addressed. The research arrived at the conclusion that work stress adversely affects the productivity of employees at UCU especially in decreasing efficiency and work effectiveness. The research suggests that additional personnel should be hired to lessen the workload, improve the supervisory aspect, foster work-life balance, and introduce stress management programmes to improve employee wellbeing and maintain productivity in tertiary education institutions.
Examining the influence of information technology in the recruitment process: case of Hofokam Micro Finance LTD Hoima Branch
(Uganda Christian University, 2026-04-08) Lillian Ritah Murungi
The purpose of this study was to investigate the influence of information technology on recruitment efficiency with specific reference to Hofokam Microfinance Limited, Hoima Branch. The specific objectives of the research were to investigate the influence of e-recruitment platforms and digital applicant databases on recruitment efficiency with specific reference to Hofokam Microfinance Limited, Hoima Branch. The research was cross-sectional and employed both quantitative and qualitative research approaches. The research was conducted among 45 respondents consisting of HR personnel, recruitment officers, and recent job applicants. The Correlation Analysis revealed that Digital databases showed the strongest positive correlation with recruitment efficiency (r=0.82,p<0.01)., E-recruitment platforms followed (r=0.78,p<0.01) and Social media also had a strong correlation (r=0.74,p<0.01).Regression Analysis results established that The three IT factors together explained 76% of the variance in recruitment efficiency (R2=0.76,F(3,41)=43.6,p<0.001).Digital databases made the strongest unique contribution (β=0.47,p<0.001), E-recruitment platforms contributed significantly (β=0.33,p=0.001) and Social media also had a meaningful impact (β=0.30,p<0.001). It was concluded that Information technology has a strong, positive, and significant influence on recruitment efficiency. Digital databases were identified as the most impactful tool. The following Recommendations were made; strengthen digital infrastructure, Enhance database maintenance practices, Develop a clear social media policy and Provide digital literacy support for applicants.
Human Resource Management Information Systems and organization performance.
(Uganda Christian University, 2026-05-11) Charity Saida Tiberious
This study examined the influence of Human Resource Management Information Systems (HRMIS) on organizational performance at Uganda Red Cross Society, Mukono. The study was guided by three objectives, which included examining the effect of HRMIS on recruitment efficiency, assessing the influence of HRMIS on staff development and training effectiveness, and evaluating the impact of HRMIS on organizational performance in terms of efficiency, productivity, and service delivery. The study adopted both qualitative and quantitative research approaches using questionnaires and interviews as data collection methods. The findings of the study revealed that HRMIS significantly improves recruitment efficiency through faster processing of employee information, improved record management, and enhanced decision-making. The study further established that HRMIS positively influences staff development by improving performance appraisal, training coordination, and employee monitoring. In addition, the study found that HRMIS has a strong positive effect on organizational performance through improved efficiency, productivity, communication, and service delivery. Correlation and regression analysis confirmed that HRMIS variables significantly influence organizational performance. The study concluded that HRMIS is an important strategic tool that contributes significantly to organizational performance when effectively implemented and utilized. However, challenges such as inadequate employee training, technical failures, and limited technical support affect the full utilization of the system. The study therefore recommended continuous employee training, strengthening technical support, improving HRMIS infrastructure, promoting positive attitudes towards technology, and enhancing data security within organizations.
The influence of human resource policies on employee turnover: a case study of Ngora District Local Government in Uganda
(Uganda Christian University, 2026-05-08) Margret Aguti
the purpose of this study was to assess how human resource policies affect employee turnover. A case study of Ngora District local government in Uganda. The objectives of the study were. To find out how compensation affects employee turnover. To determine the effect of communication policy on employee turnover. To determine how performance appraisal affect employee turnover within Ngora District Local Government. The research utilized a cross-sectional research design, where data was collected from 50 respondents and 55 staff, of which some were permanent and others contract employees across all major departments and sectors. E.g. Management and administration, health services, education and sports, finance, production and marketing, works and technical service, community-based services, natural resources, planning, internal audit, trade industry and commercial services, statutory bodies, political wing, office of resident district commissioner, information and ICT unit, district procurement and disposal unit, lower local government administration, specialized units within departments e.g. registry and statistics. The research findings revealed that there were unclear compensation structures, poor communication channels and ineffective performance appraisal systems contributing to low job satisfaction and high turnover among employees. The study recommends that Ngora district local government prioritizes fair and competitive compensation, clear communication of HR policies, implement effective performance appraisal systems focusing on fair promotions, feedback and career growth to increase retention and reduce employee turnover.
Recruitment and employee performance in ministry of local government
(Uganda Christian University, 2026-05-05) Shakirah Mutoni Nansubuga
This study examined the effect of recruitment on employee performance in the Ministry of Local Government in Uganda. Specifically, the study assessed the role of internal recruitment, examined the effect of external recruitment, and established the relationship between recruitment practices and employee performance. A descriptive research design was adopted, employing both qualitative and quantitative approaches. Data were collected from a sample of 109 employees across various departments using questionnaires and interviews, with a response rate of 89.9%. Quantitative data were analyzed using SPSS, while qualitative data were analyzed through thematic content analysis. The findings revealed that recruitment practices in the Ministry are generally inadequate, characterized by lack of transparency, limited merit-based decision-making, and political interference. Internal recruitment was found to have minimal positive impact on employee performance due to favoritism in promotions and transfers, which negatively affected employee motivation and morale. External recruitment, on the other hand, was found to introduce new skills and innovation, although its effectiveness was undermined by procedural weaknesses and inadequate orientation of new employees. The study further established a moderate to strong positive relationship between recruitment and employee performance (r = 0.624), with recruitment practices explaining 38.9% of the variation in employee performance. The study concludes that effective, transparent, and merit-based recruitment is critical in enhancing employee performance and improving service delivery in public institutions. It recommends strengthening merit-based recruitment systems, minimizing political interference, improving transparency in both internal and external recruitment processes, and enhancing onboarding programs for new employees
Role of training on employee performance: a case study of Century Bottling Company Ltd, Namanve
(Uganda Christian University, 2026-04-29) Norman Rukaari
This study examined the role of training on employee performance at Century Bottling Company Ltd (CBCL) in Namanve, Uganda. The research evaluated how on-the-job and off-the-job training impact staff productivity. Data was collected from a sample of 105 employees using a descriptive research design that integrated questionnaires and document reviews. On-the-Job Training: Improved technical skills and confidence for 67% and 65% of respondents, respectively. However, 72.2% reported that this training was not relevant to their specific job descriptions. Off-the-Job Training: Fostered creativity for 59% of respondents and updated industry knowledge for 56%. Over half (53%) found these skills easy to apply at work. Performance Levels: While 68% saw improved output quality, only 31.5% consistently met formal Key Performance Indicators (KPIs). Conclusion & Recommendations The study concludes that training is vital for organizational growth but is currently hampered by a lack of specialization. It recommends that management designs specialized training programs directly matched to individual job descriptions to bridge the existing performance gap and ensure efficiency.
Motivation and productivity of staff:an empirical study of the Ministry of Finance, Planning and Economic Development
(Uganda Christian University, 2026-04-24) Nashiba Ahmed Kaudha
This study examined the relationship between employee motivation and staff productivity at the Ministry of Finance, Planning and Economic Development (MoFPED) in Uganda. The study was motivated by persistent performance challenges within the public sector, including low employee morale, limited recognition systems, constrained career advancement opportunities, and concerns about overall productivity. The main objective was to assess how intrinsic and extrinsic motivational factors influence productivity and to propose practical remedies to address identified challenges. A mixed-methods research design employing concurrent triangulation was adopted. Quantitative data were collected from a stratified random sample of 36 employees using structured questionnaires, while qualitative data were gathered through in-depth interviews and focus group discussions with 15 key informants. Quantitative data were analyzed using descriptive statistics, correlation, regression, factor analysis, and ANOVA, while qualitative data were analyzed thematically to complement statistical findings. The findings revealed generally low satisfaction with existing motivational strategies, particularly in areas of career advancement, recognition systems, and performance-based incentives. Inadequate salary and limited promotion opportunities emerged as the most significant motivational challenges. Despite these concerns, staff reported moderate levels of productivity, particularly in meeting work targets and maintaining quality standards. Statistical analysis demonstrated a strong positive and significant relationship between motivation and productivity (r = 0.682, p < 0.01), with motivation factors explaining 52.6% of the variance in productivity. Reward systems were identified as the strongest predictor of productivity outcomes. The study concludes that employee motivation significantly influences productivity at MoFPED and that strengthening both reward and development systems is essential for improved organizational performance. It recommends enhancing recognition programs, establishing clear career progression pathways, improving working conditions, and implementing transparent performance management systems to strengthen the motivation–productivity nexus in Uganda's public sector.
The influence of reward systems on employee performance: a case of Hima Cement Limited
(Uganda Christian University, 2026-04-24) Emmanuel Okello
The impact of reward systems on the performance of the employees in the Hima Cement Limited as a case study has been discussed in this paper. The study has been informed by three objectives; the plan was to determine the impact of monetary reward systems, to compare the impact of the non- monetary reward systems and the overall impact of the two reward systems on the performance of the employee. The method and research design is quantitative approach and cross-sectional. The sample used to provide data was one hundred and thirty-three (123) out of 180 employees sampled to use purposive and simple random sampling methods. Primary data were collected using structured questionnaires, and were analyzed using descriptive statistics, Pearson correlation analysis, and multiple regression analysis. These results showed that monetary rewards influence positively employee performance significantly but cannot be adopted because they possess a number of weaknesses like late payment and subjectivity. It was also realized that the non-monetary rewards were better and lasting on the performance of the staff, specifically the increase of motivation, job satisfaction and commitment. The research also indicated that a mix of the monetary and non-monetary reward systems bring significant percentage change to workers performance and hence reward systems combined are more effective than those that employ one reward system. The conclusion of the paper is that the application of financial rewards is important on a larger scale but may not be applied independently to encourage the workers to work regularly. Non monetary rewards would be of great significance since the promotion of the intrinsic motivation and balanced reward system is also essential to get the best results. This study concludes that the management of the Hima Cement Limited should contemplate the adoption of a holistic total reward strategy that not only incorporates a non-monetary element but also a monetary element, but must be fair, transparent and must be adopted in good time. This will boost the morale, output and performance of the organization.
Impact of reward system on the employee performancee: case Study of Centenary Bank Mukono Branch
(Uganda Christian University, 2026-04-21) Laurine Mary Nabukenya
This research report examines the impact of the reward system on employee performance at the Centenary Bank Mukono Branch. The study is structured into five chapters, each addressing critical components of the research. Chapter One introduces the concept of the reward system and its significance in enhancing organizational performance. It outlines the background of the study, emphasizing the relationship between reward systems and employee performance. The chapter states the research problem, objectives, and questions, alongside the scope and significance of the study. Chapter Two reviews existing literature on the relationship between reward systems and employee performance, providing key theoretical foundations and presenting various models. The chapter defines the objectives of the study, which include: - Assessing the relationship between the reward system and employee performance. - Evaluating the effect of extrinsic rewards on employee performance. - Investigating the effects of intrinsic rewards on employee performance. Chapter Three discusses the research methodology, specifically employing a quantitative approach and a descriptive survey design. It details sample selection, data collection methods, and instruments, such as questionnaires. The chapter highlights the findings, indicating that a well-structured reward system significantly influences employee motivation and performance. Results show that both extrinsic and intrinsic rewards lead to enhanced employee engagement and satisfaction, showcasing a clear connection between effective reward mechanisms and improved organizational effectiveness.

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