Bachelor of Human Resource Management

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

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The contribution of organizational justice on employee engagement. Study of 7 star cleaning services mukono Uganda
(Uganda Christian University, 2026-04-10) Mirabu Gimbo
The resolution of this study remained to observe the character that managerial justice may play in worker assignation at 7 Star spring-cleaning facilities corporation. It further examined the level of determination among employees and the association amongst organizational justice and employee engagement. It involved quantitative approach of data collection from employees of the company of which data was investigated using software of SPSS style 23. Constructed on the results of this study, it remained noted that many of the defendants are not well complex in this company since of the one-sided measures, restrictive and nearly unfriendly them off from their dynamic contribution in decision making procedures assumed following to the company. The training had a major restriction where some people were not assessed since the company had they were inattentive, others stood uninformed then also inadequate funds. This study offers first-hand ideas addicted to in what way objectivity in administrations echoes full in how staffs participate easily on the residence of labor.
Psychological wellbeing and employee engagement in organisations: a case study of "Welcome home" organisation in jinja district, Uganda
(Uganda Christian University, 2026-04-08) Shakira Namale
The study was conducted at Welcome Home Ministries Africa, a children's home serving young orphans in Jinja District, Uganda. The aim of the study was to examine the relationship between psychological wellbeing and employee engagement at Welcome Home Ministries Africa (WHMA). The specific research objectives were to: determine the influence of psychological wellbeing on employee engagement at WHMA; assess the levels of employee engagement among employees; investigate the relationship between psychological wellbeing and employee engagement; and identify factors influencing psychological wellbeing and employee engagement in the organization. Data was collected from a sample of 44 employees including caregivers, engaged for their response through survey and administrators, and support staff engaged through interviews. Quantitative data from the survey were analysed using SPSS software to generate Descriptive statistics including means, variance, standard deviations, mode and frequences and presented in tables and charts. Conversely, qualitative data arising from the interviews were analysed thematically using NVivo software and presented narratively. The study established that Psychological wellbeing among employees at WHMA is high across all measured dimensions; Employee engagement was exceptionally high, particularly in dedication and Vigor; There was strong descriptive evidence of a positive relationship between psychological wellbeing and employee engagement; and that, Organisational culture, positive relationships and growth opportunities are key drivers of wellbeing and engagement, while workload and stress variability represent areas for monitoring. In general sense, WHMA demonstrates characteristics of a psychologically healthy and highly engaged organisations, with minor areas requiring strategic reinforcement. The study thus recommended as follows: WHMA should establish or strengthen employee support initiatives to help employees cope with emotional demands associated with caregiving roles; Implement strategies to improve work-life balance to reduce potential stress and sustain employee wellbeing; Continue expanding training and professional development opportunities for employees to strengthen their competence and career growth; Introduce structured recognition programmes to reinforce employee motivation and engagement; nurturing a supportive and collaborative culture that encourages teamwork, open communication and mutual respect among staff members.
EMPLOYEE TRAINING AND JOB SATISFACTION: A CASE STUDY OF ROOFINGS UGANDA
(Uganda Christian University, 2026-04-17) Patricia Duggan Nakabiito
This research examined the effect of employee training on job satisfaction of Roofings Uganda Limited, which is the major producer of construction materials in Uganda. The research was guided by three objectives: to identify the effect of current training programs on job satisfaction, to identify the challenges faced in implementing training programs and their impact on employee satisfaction, and to determine the effect of on job training on employee satisfaction. The research design was cross-sectional research design with a mixed approach. A sample of 44 respondents out of a population of 50 employees was used to gather the data through structured questionnaires with a five point Likert scale with a 100 percent response rate. Descriptive (frequency, percentages, means, and standard deviations) and inferential statistics (Pearson correlation and multiple regression analysis) were used to analyse quantitative data using SPSS version 26.0 and thematic analysis were used to analyse qualitative data. The results indicated that there was a strong positive correlation between the current training programs and job satisfaction (r = .623, p < .01; β =.312), but post-training feedback (Mean = 3.18) and recognition (Mean = 3.27) were weak. Technical issues during implementation especially lack of budgetary allocation (Mean = 3.61) and lack of training facilities (Mean = 2.89) had a negative impact on job satisfaction ( -.198 =.029). On-job training proved to be the most powerful indicator of job satisfaction (r =.715; 745 =.445, p <.001), and employees preferred mentoring and hands-on training (Mean = 3.75). The authors concluded that although formal training had a positive initial influence, the long-term effectiveness of formal training was undermined by ineffective engagement after training and system resource limitations; but on-job training proved to be the best modality of employee satisfaction. The research suggested formalisation of on-job training into company policy, ring-fencing of training budget, adoption of Kirkpatrick model of evaluation and participatory training needs assessment. Future studies ought to take into account longitudinal studies and moderating impact of organisational culture in the East African manufacturing environment.
The effect of intrinsic and extrinsic motivation on employee Performance in small and medium enterprises
(Uganda Christian University, 2026-04-17) William Ingabat
This study examined the effect of intrinsic and extrinsic motivation on employee performance in SMEs in Kampala City. Using a mixed-methods approach, data were collected from employees and managers through questionnaires and interviews. The findings revealed that intrinsic motivation such as job satisfaction and personal growth and extrinsic motivation such as salary and rewards both positively influence employee performance. However, a combination of the two was found to produce the best results. The study concludes that effective motivation strategies are essential for improving employee performance and recommends that SME managers balance both intrinsic and extrinsic motivators.
Employee training and organizational productivity: a case Study of rwenzori bottling company limited, mukono
(Uganda Christian University, 2026-04-16) Patience Kyokutamba
This paper has looked at the impact of training workforce on the productivity of an organization in the example of Rwenzori Bottling Company Limited, Mukono. It has discussed some of the popular training methods that involve training through the workplace, seminars and workshops, mentoring and coaching, through e-learning and online classes, through classroom training and team building. In the survey carried out upon the employee it turned out that in most cases there was a positive attitude towards such training programmes. On job training and workshops were particularly popular as it promoted the learning process and collaboration. Although mentoring and coaching ended up being wavering in terms of acceptance, it is very likely that the adoption of the said practices can be enhanced. The flexibility of e-learning systems was an advantage of the systems in that they were able to support the diverse learning needs. In the classroom-based training, face-to-face training was used to encourage face-to-face interaction, which is critical in addressing complex problems, and team building activities were effective in improving communication and collaboration among employees. Overall, the results show the most significant importance of systematic and diversified training programs in determining the formation of skills of employees, their productivity promotion, and the correspondence of their personal interests to the organisational ones. The research establishes that the overall training plans should be continued in order to improve the level of satisfaction among employees and organisational performance.
Exploring the opportunities and challenges of integrating artificial intelligence in human resource management: a case study of ministry of finance, planning and economic development
(Uganda Christian University, 2026-04-15) Sharon Ruteera Kiyonjo
This study examined the opportunities and challenges of integrating Artificial Intelligence (AI) in Human Resource Management (HRM) at the Ministry of Finance, Planning and Economic Development (MOFPED) in Uganda. The study was guided by three objectives: to assess the potential benefits of AI in HR functions, to identify challenges affecting its adoption, and to propose strategies for effective implementation. A mixed-methods research design was employed, combining both quantitative and qualitative approaches. Data was collected from HR personnel, line managers, and IT staff using structured questionnaires and interviews, and analyzed using descriptive statistics and thematic analysis. The findings revealed that AI offers significant opportunities for improving HRM functions, including enhancing recruitment efficiency, reducing bias in employee selection, supporting data-driven decision-making, improving performance monitoring, and identifying employee training needs. In addition, AI was found to enhance communication between HR departments and employees through automated systems such as chatbots. However, the study also identified key challenges hindering AI integration, including high implementation costs, lack of technical expertise, employee resistance due to fear of job displacement, data privacy concerns, inadequate ICT infrastructure, and the complexity of AI systems. The study concludes that although AI has strong potential to transform HRM in public institutions, its successful adoption requires strategic planning, investment in infrastructure and skills development, and the establishment of clear policy frameworks. The study recommends gradual implementation of AI systems, continuous staff training, and increased awareness to enhance acceptance and sustainability within the Ministry.
The Impact of Human Resource Practices on Employee Performance at Royal Van Zanten, Mukono
(Uganda Christian University, 2026-04-09) Sarah Acheng
This research dissertation describes an elaborate study intended on investigating the significant impact of Human Resource (HR) practices on employee performance in the dynamic environment of the modern organizational structures. The correspondence of the HR functions and the indicators of the staff performance can be considered as one of the pillars to the organizational excellence and the maintenance of a competitive advantage. Although the current academic research has confirmed the general relationship between HR practices and increased employee performance, there is an urgent necessity to further examine the particular Hr practices, such as recruitment and selection, employee development, performance appraisal, and reward systems, and their direct effects on the main performance indicators, such as productivity, quality of work, and employee engagement. The main aim of the research is the rigorous analysis of a complex issue on the relationship between HR practices and employee performance. To fulfill this objective, the mixed method research design will be used where quantitative surveys to a well-selected sample of employees will be used and qualitative interviews with Human Resource managers carried out. Such a two-facet strategy does not only help in the thorough analysis of statistics but also helps in the in-depth insights of the contextual factors and employee perceptions that permeate such critical relationships. The expected outcomes of this study will provide meaningful information which will be of tremendous importance to the academic and the practical world of human resource management. This research will provide viable recommendations to companies with the desire to maximize their human resource practices, by determining the exact HR practices that can best improve employee performance. In addition, the findings will be beneficial to the overall academic literature by offering empirical data that will change the theoretical frameworks of HR management and organizational behaviour in their current form.
Impact of Workplace Conflict Management Strategies on Employee Productivity; a Case Study of Ntake Bakery Ltd.
(Uganda Christian University, 2026-04-07) Bridget Naturinda
This study investigated the Impact of Workplace Conflict Management Strategies on Employee Productivity at Ntake Bakery Ltd, Jinja. The research was guided by three specific objectives: to investigate the forms of conflict management strategies used, to examine the performance levels of employees, and to suggest possible solutions to minimize workplace conflicts. A descriptive cross-sectional design was employed, utilizing a mixed-methods approach. Quantitative data was collected from 43 employees via structured questionnaires, while qualitative insights were gathered through interviews. Data was analyzed using descriptive statistics (frequencies, percentages, means, and standard deviations). The findings revealed that collaboration (Mean=3.88) and mediation (Mean=3.63) were the most prevalent and positively perceived conflict management strategies, whereas avoidance (Mean=2.98) was identified as ineffective. Employee productivity was reported to be high (Overall Mean=3.88), strongly linked to a peaceful work environment (Mean=4.09), clear instructions, and regular feedback. Employees strongly recommended conflict resolution training (Mean=3.98), regular team meetings, and neutral mediation as key solutions to minimize disputes. The study concluded that constructive conflict management strategies directly enhance productivity by fostering a harmonious and communicative workplace. It is recommended that management institutionalize collaborative platforms, invest in formal conflict resolution training, and establish clear mediation protocols to sustain and improve employee performance. This research contributes to the body of knowledge on conflict management within Ugandan SMEs and provides practical interventions for organizational development
Building Intellectual Humility Among Employees in Dr. Obote College School
(Uganda Christian University, 2026-03-27) Joyce Apio
The study aimed at exploring building intellectual humility among employees in Dr. Obote College School. It specifically focused on: providing a justification for intellectual humility among employees, examining the awareness and exhibition of intellectual humility among employees, and exploring the mechanisms for fostering intellectual humility among employees in Dr. Obote College School. This research study used the constructivist version of a grounded theory approach to explore ways through which intellectual humility can be built among employees at Dr. Obote College School. Participants were selected by purposive sampling from among administrators, teachers, and nonteaching staff until data saturation was achieved. Data were collected through semi-structured interviews, while analysis, concurrently done with data collection, involved coding, memoing, constant comparison, and theoretical sampling to generate a substantive model. Quality standards are guaranteed through measures of credibility, transferability, dependability, and confirmability, while ethical considerations, such as informed consent, confidentiality, and voluntary participation, are strictly upheld. The research findings indicated that intellectual humility at Dr. Obote College School promotes staff performance, teamwork, decision-making, and professional relationships, although awareness of the concept is generally low among junior and non-teaching staff. The employees showed that humility through assist-searching for, comments reception, and admiration for others; that is cultivated by way of the school through conferences, open-door management, mentorship, professional improvement, inclusive decision-making, and a deferential lifestyle that values reflection. The respondents also emphasized that education in based codecs can be necessary, alongside more potent mechanisms for giving and receiving remarks, popularity mechanisms, and embedding humility into school values for the total institutionalization of humble practices. Finally, the study recommends that developing intellectual humility at Dr. Obote college college be finished via based workshops in capability constructing, more potent mechanisms for remarks, increasing mentorship packages, consultative selection-making, and embedding humility into the center values of the college and its structures for reputation so that you can nurture self-focus, collaboration, non-stop studying, and a tradition of mutual respect.
Rewards and Employee Retention in Local Government Acase Study of Mukono District Local Government
(Uganda Christian University, 2026-03-09) Mercy Winnie Kedi
The research investigated the potential role of human resource management rewards in promoting employee retention in the local government of Uganda, particularly in Mukono District. The research had three objectives. To investigate the nature of rewards provided to employees in Mukono District local government, to investigate the current status of employee retention in Mukono district local government. to investigate the relationship between employee rewards and employee retention in Mukono district Local Government, Uganda. The research used a qualitative research approach and targeted 25 respondents using purposive and simple random sampling methods. The research used the employee checklist and group discussion methods to gather data, which was then analyzed using content analysis to analyze the qualitative data. The research results showed that the rewards dimension has a significant positive relationship between employee retention in Mukono District Local Government. retention in Kisoro District Local Government. To solve this problem, the researcher recommends that the district should create better rewards for employees and a salary structure that allocates money for employee rewards. Promotion should be fair and dependent on effective performance by employees. Additionally, the researcher recommends that the district should always provide opportunities for staff training and development for better performance and retention.
Assessing the Effect of Occupational Health and Safety Practices on Employee Performance at Snaptec (U) Limited
(Uganda Christian University, 2026-03-25) Noella Mwebaza
This research investigates the critical effect of occupational health and safety practices on employee performance within Uganda’s construction sector, specifically focusing on Snaptec (U) Limited in the central region of Uganda. The construction industry is essential for socio-economic development but remains one of the most hazardous sectors globally and locally, often characterized by low compliance with safety regulations like the Ugandan Occupational Safety and Health Act of 2006. Grounded in Herzberg’s two-factor theory, the study categorizes OHS practices as fundamental “hygiene factors” that are necessary to prevent job dissatisfaction and support high productivity. The research specifically evaluates three OHS variables: the implementation of safety policies and procedures, the provision of personal protective equipment (PPE), and the effectiveness of safety training and awareness programs. Using a mixed methods approach with a case study design, data was gathered from a diverse sample of 29 participants, including project managers and casual laborers, through structured questionnaires and in-depth interviews. The findings demonstrate that proactive safety management significantly enhances employee morale, commitment, and job satisfaction while reducing absenteeism and project delays. However, the study also identifies significant implementation gaps, such as inconsistent PPE supplies and inadequate safety drills, which hinder optimal performance. The dissertation concludes that strategic investment in OHS is not merely a regulatory requirement but a vital driver for organizational competitiveness and worker well-being. It recommends that construction firms in Uganda prioritise robust safety cultures and that policymakers strengthen enforcement mechanisms to ensure a safer and more
Justice and Employee Engagement a Case of Nile Breweries Uganda
(Uganda Christian University, 2026-03-16) Rebecca Ajolo
The study was carried out to investigate the relationship between organizational justice and employee engagement in Nile Breweries Uganda. The specific objectives of the study were to examine the level of employee engagement, examine the perception of employees on organizational justice, and finally determine the relationship between employee engagement and organizational justice. A descriptive correlational study was used to answer the study objectives, which was based on the quantitative study design. The study was carried out among 172 employees of Nile Breweries Uganda, who responded to structured questionnaires on employee engagement and perception of organizational justice. The data was analyzed using SPSS Version 26 software. Basically, the employees are super committed and engaged, scoring high marks in the study. In addition, the study found that employees perceived organizational justice to be high, with a mean of 3.85. Moreover, interactional justice was the highest, which showed that communication was essential in enhancing employee engagement. The study concluded that organizational justice was essential in enhancing employee engagement, which was further confirmed by the strong positive relationship between employee engagement and organizational justice, which was significant at 0.01, with a Pearson’s r of 0.635. In addition, regression analysis showed that interactional justice was the strongest predictor of employee engagement, with a regression coefficient of 0.311. Key Words: Organizational Justice, Employee Engagement, Fairness, Nile Breweries Uganda.
Work-life Balance and Employee Productivity a Case Study of Makerere University Business School Entrepreneurship, Innovation and Incubation Centre (M-eiic) Kampala
(Uganda Christian University, 2026-03-26) Immaculate Ivone Kayaga
At the Makerere University Business Schools Entrepreneurship Innovation and Incubation Centre we are exploring how work-life balance affects employee productivity. Its tricky space where innovators juggle multiple roles and we are looking at how things like flexible work arrangements and support systems can help them thrive. By understanding what works best we hope to help M-EIIC create policies that boost productivity and keep innovators happy and healthy.
The Impact of Training and Development on Employee Performance
(Uganda Christian University, 2026-03-17) Joan Wanyana
This study aimed at establishing the effects of training and development on employee performance for Uganda Clays Limited. This study was based on three main objectives. First, it aimed at establishing the training and development methods used by the organization. Secondly, it aimed at establishing the challenges facing the organization regarding training and development. Finally, it aimed at establishing the link between training and development and employee performance.This study adopted a mixed research approach that integrated both quantitative and qualitative research methods. This study used quantitative research methods through questionnaires and qualitative research methods through key informant interviews. This study targeted employees from different departments within the organization. This study used the stratified sampling approach for the purpose of ensuring sufficient representation. This study used descriptive statistics and correlation analysis for the purpose of analyzing the quantitative data, while thematic analysis helped in interpreting the qualitative data.The findings of the study showed that the most applied training methods in Uganda Clays Limited were on-the-job training, workshops, and supervision, while online training was not significant in the organization. The findings of the study also showed that the challenges facing training in most organizations, such as time constraints resulting from production, budget constraints, and the absence of evaluation mechanisms, were present in this study. Furthermore, the study findings showed a positive relationship between training and employee performance in terms of developing skills, increasing productivity, efficiency, and reducing errors, although motivation was influenced by other factors such as rewards and recognition.The study concluded that training and development are significant in developing employee performance, although this depends on the support of the organization, efficient management of resources, and evaluation of the effectiveness of training in the organization. The study also recommended the use of training planning, learning technology, and monitoring to enhance the effectiveness of training in the organization
Health and Safety Programs and Employee Performance in Uganda: A Case Study of Lubega Institute of Nursing and Health Professionals
(Uganda Christian University, 2026-03-18) Charity Mercy Atiang
The study aimed at examining the impact of health and safety programs on employees’performance using a case study of Lubega School of Nursing and Health Professionals. The study’s main areas of focus included finding out the effect of work environment on employee performance, examining the impact of health insurance on employee performance and examining the effectiveness of safety training programs on employee performance in Lubega School of Nursing and Health Professionals. The researcher used a cross sectional and quantitative research design. A closed ended questionnaire was designed and a sample size of 66 employees were selected using stratified sampling and simple random sampling method. Data analysis was done using SPSS and was presented with tables, frequencies, means and standard deviations. Multiple regressions and correlation analysis were also performed. The study results highlighted the fact that there was a significant role of the health and safety practices on employee performance. The findings discovered that Health and safety increased employees’time spent at the workplace and reduced employee injury rates which enhanced performance. The study recommended that organizations needed to cultivate a supportive work environment that promotes collaboration and open communication, implementing equitable recognition and Reward systems can drive motivation. There is also a need to prioritize providing comprehensive health insurance coverage. Organizations needed to implement comprehensive safety training initiatives. These would aim at creating a safer work environment, which enhances overall employee performance.
The Impact of Workplace Stress on Employee Mental Health: A Case Study of Daily Monitor, Uganda
(Uganda Christian University, 2026-03-24) Prudence Maria Nagawa
This study investigated the impact of workplace stress on the mental health of employees at Daily Monitor, a leading Ugandan media house. A mixed-methods, cross-sectional case study design was employed. Quantitative data were collected via structured questionnaires from 46 employees (85.2% response rate) using a 5-point Likert scale, and qualitative insights were gathered through semi-structured interviews with 8 participants. Data analysis was conducted using descriptive statistics, Pearson correlation, and multiple linear regression. The results of the descriptive statistics showed a workforce of mostly young, male journalists who experienced a great deal of stressors. The workload was found to be critically high (mean composite 3.82), where journalists experienced a constant need to fulfill tight deadlines. The work environment was found to be severely unsupportive (mean 2.51), where a glaring absence of mental health facilities was noted. The mental health of the employees was found to be substandard (mean 3.50), where a great deal of exhaustion, stress, and sleep problems were reported. Conflict at work was found to be moderate (mean 2.78). Inferential statistics supported the presence of a cause-and-effect relationship. The Pearson correlation showed a strong and significant relationship between all stressors and mental health. The multiple linear regression showed a strong relationship between the combined stressors and mental health, where 70.7% of the variance of mental health was explained by the presence of workload, conflict, and work environment. Workload was found to be the strongest predictor of mental health, where 31.7% of the explained variance was due to workload. The study concludes that the major cause of the mental health crisis at Daily Monitor is the excessive workload and the unsupportive work environment. The study, therefore, recommends that, as a matter of priority, the organization needs to implement the structured system for the management of workloads, implement the mental health support framework that includes counseling services, and enhance the physical and digital work environment. The recommendations are evidence-based and directly address the key factors identified in the study, quantifying the issues at Daily Monitor, providing the organization with an opportunity to address the problems.
The Influence of Organizational Culture on Employee Engagement and Performance in Centenary Bank, Kampala
(Uganda Christian University, 2026-03-05) Gloria Mercy Akao
This paper analyzed how organizational culture has influenced employee engagement and performance at Centenary Bank in Kampala. The problem that was studied happened to be the poor levels of engagement and fluctuating performance outputs, evidenced by absentees, staff turnover, and declining customer satisfaction, even after numerous human resource practices like induction programs, refresher training, performance-based bonuses, and recognition schemes. The research aims were to investigate the effect of organizational values and culture on employee engagement and the effect of culture in performance of various categories of staff. The sample size was 1000 full-time employees, and a purposive sample of 36 employees was taken to make sure that managers, professional/technical, support, and branch employees were all represented. The information source was gathered by using interviews, a focus group discussion, and reviewing documents, which were analyzed based on a thematic content analysis. The results showed that the organizational culture of Centenary Bank is found to be values-based, balanced, and embracing, and integrity, teamwork, and innovation are always placed at the forefront. Nevertheless, it was observed that there were weaknesses in communication, merit promotion, and rewarding contributions, which constrained the complete implementation of employee engagement. The practice of performance management was organized with a tendency to require more quantitative goals than qualitative ones, including collaboration and flexibility. They reviewed the documents and found that the fostering of these cultural values and practices was formally instilled in the institutional text, which strengthened but at the same time identified the spheres of disconnect between the policy and lived experience. The research findings conclude that organizational culture is the main key to determining engagement and performance in Centenary Bank. Enhanced communication, recognition, and equity would serve to increase employee commitment, and performance would be more strategic in purpose. The results can be added to the bodies of knowledge about organizational culture in African financial institutions and offer a practical implication to the leaders who want to promote engagement and competitiveness.
The Influence of Leadership in Building Intellectual Humility Among Employees: A Case Study of Mbarara Districtlocal Government
(Uganda Christian University, 2026-03-04) Desire Nabahinda
This study was guided by three objectives namely; to explore the manifestations of intellectual humility among employees, to explore the dominant leadership style in the organization, to explore the influence of leadership on intellectual humility. The study adopted a qualitative approach. Employees working at Mbarara District Local Government were eligible to participate in the study. 12 participants who were selected through a point of data saturation principle participated in the study. The findings described employees as open to learning from others especially in supportive departments. Only about half of respondents observed employees openly admitting to mistakes. In addition, other factors including; social environment, individual character emerged to be other factors that influence intellectual humility.
Effect of Health and Safety Practices on Job Performance a Case Study of Pro Heli International Services Ltd Nakasongola
(Uganda Christian University, 2026-03-03) Danielle Kembabazi
The purpose of this research is to examine the effect of health and safety practices on job performance at Pro Heli International Services Ltd Nakasongola, Uganda assessing current practices, challenges, and improvement frameworks across aviation, hotel, and operations departments. It used a correlational design with stratified random sampling from 271 employees, collecting 117 questionnaire responses with 33 aviation staff, 36 operations staff, 18 hotel staff plus interviews and statistical analysis. Key findings highlight effective management provision of PPE in a timely manner, alongside opportunities for aviation staff to enhance consistent wearing of PPE shoes for optimal safety and performance. Conclusions confirm strong practices that boost motivation and performance, recommendations include PPE registers for fitting or replacement , regular training of PPE wear, better communication and fearless reporting for long-term results.
Examining the Impact of Training and Development on Employee Performance in Adjumani District Local Government
(Uganda Christian University, 2026-03-03) Concy Kareo Mandera
The study aimed at examining the impact of training and development at Adjumani District 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 Adjumani District Local Government. 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 training and development greatly impact the performance of employees and so the management of ADLG should develop training programs so as to improve their employee’s job satisfaction at the work place.

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