Bachelor of Human Resource Management

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

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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.
Examining the impact of labour turnover on organisational performance
(Uganda Christian University, 2024-09-26) Bulya Maria Antonny Cindy
The research examined the impact of labor turnover on organisational performance at Guaranty trust bank Uganda. The study used a cross-sectional approach, combining both qualitative and quantitative methods. Cross-sectional studies provide a snapshot of a particular aspect within a population at a single point in time, offering a simple form of descriptive or observational epidemiology conducted on representative samples. A descriptive design was employed, with 100 respondents selected from Guaranty Trust bank. Employees were chosen randomly, and those who agreed to participate completed questionnaires along with the company's administrators. The results revealed that turnover negatively impacts organisational performance, and management should enhance training programs to improve employees' job satisfaction.
EXPLORING THE RELATIONSHIP BETWEEN WORKPLACE DIVERSITY AND INNOVATION AT WORLD VISION INTERNATIONAL
(Uganda Christian University, 2024-09-26) NIWAHA JOEL
The study aimed to explore the relationship between workplace diversity and innovation at World Vision International in Uganda. The research specifically examined how gender diversity, ethnic diversity, and cultural diversity contribute to the organization’s innovation outcomes, including new product development, process improvement, and market performance. A quantitative research design was adopted, using a sample of 50 respondents drawn from the Human Resources department, based on their experience. Data were collected through structured questionnaires, and the analysis was conducted using descriptive statistics, correlation, and regression analysis. The results indicated that workplace diversity has a positive and significant impact on innovation within the organization. Both gender and ethnic diversity were found to significantly contribute to innovation outcomes, with correlation coefficients of 0.60 and 0.68, respectively. The regression analysis revealed that workplace diversity explained 45% of the variance in innovation, with both gender and ethnic diversity being significant predictors. These findings suggest that organizations like World Vision can enhance their innovation capabilities by fostering a diverse and inclusive workforce. The study concludes with recommendations for organizational policies that promote diversity and innovation and identifies areas for further research.
LEADERSHIP STYLES AND ORGANIZATIONAL PERFORMANCE A CASE STUDY OF UGANDA POLICE HEADQUARTERS NAGURU
(ucu, 2024-09-20) LAKARABER EVE
ABSTRACT This study investigated the influence of leadership styles on organizational performance at the Uganda Police Headquarters (UPH) in Naguru. The study used a quantitative cross-sectional design to collect data from 50 managers. The data was collected using a survey questionnaire, and hierarchical multiple regression was used in the data analysis. The results showed that leadership styles e.g., transformational, transactional, autocratic, and democratic are most commonly practiced at the Naguru headquarters and how these leadership styles influence key performance indicators (KPIs) such as crime clearance rates, public trust surveys, and officer satisfaction with consideration of if their specific leadership styles that are more effective in enhancing police performance. The findings of the study assisted policymakers in making policy decisions concerning the leadership development programs of the Ugandan Police Force.
Effect of recruitment and selection on employee retention
(U.C.U, 2024-09-20) Okumu martin
ABSTRACT The study concluded that organizations like Ntake Bakery should invest in strategic human resource practices that prioritized recruitment and selection to maintain a competitive edge and reduce turnover. Recommendations were provided for enhancing recruitment strategies and improving employee retention within the manufacturing sector. The study investigated the effect of recruitment and selection practices on employee retention at Ntake Bakery, Jinja, Uganda. In the organization, it was observed that employee retention was very significant in organizational success through maintaining knowledge and reducing turnover costs. This study showed how effective recruitment and selection processes enhance retention rates, hence the organization gets to secure the services of its best staff. This was a descriptive survey study that utilized quantitative and qualitative data from employees and managers of Ntake Bakery. The target population was all employees in various departments; however, sample size determination followed Krejci and Morgan's formula, 1970. Sampling was done through stratified random sampling to ensure that different departments were represented in proportion. Data collection was carried out using structured questionnaires and semi-structured interviews to gather information about employee experiences, recruitment practices, and organizational cultures. Indeed, the findings showed that human resource management practices, including recruitmen and selection, did significantly affect employee retention. From the findings, it is identified that linking of recruitment and selection with the organizational objectives and expectations from employees enhance job satisfaction, organizational commitment and hence retention of employees. Other key factors identified by this research retain The study recommended that organizations such as Ntake Bakery invest in strategic human resource practices focusing on recruitment and selection to retain their competitive advantage and minimize their turnover ratio. Recommendations were made to reduce the manufacturing industry's high level of employee turnover and to enhance its recruitment strategies.
The effect of compensation practices on employee performance
(Uganda Christian University, 2024-09-13) Iriau Catherine
ABSRTACT The objective of this study was to assess the role of salary in enhancing the performance of employees at the National Council of Sports. This study seeks to fill a knowledge gap concerning what is known about compensation policies that have an impact on the performance of employees. The policy meant was to evaluate the effect of compensation management on employee performance in National Council of Sports. The study’s specific objectives were: to determine the effect of direct pay on employee productivity in National council of sports; to establish the effects of indirect pay on employee productivity in National Council of sports; and finally to assess the impact of non-monetary data on employee performance in the national council of sports These findings of this research assisted in formulating and devising acceptable and better compensation systems to help bring about improvement and boost the performance level of employees by boosting their morale and attitudes toward work for better performance and a strong competitive advantage. It employed a descriptive research design, thus allowing the use of questionnaires as a research instrument. The target population in this study was one hundred fifty (150) employees of NCS, which comprised management, support, and subordinate staff in the establishment. From this population, 45 respondents were obtained using stratified proportional random sampling, with qualitative and quantitative data analysis using SPSS before presenting on tables. The data analysis led to conclusions and recommendations answering the research questions. The data were presented in the forms of pie charts, tables, graphs, and figures.
The effects of occupational health and safety on employee well-being in public hospitals
(Uganda Christian University, 2024-09-13) Apiyo Scovia
ABSTRACT This research examined the impact of occupational health and safety on the well-being of health workers at Gulu Regional Referral Hospital in Uganda. The study aimed to explore the effects of occupational health and safety on employee well-being, determine the influence of safety measures on the wellbeing of health workers, and evaluate the impact of personal protective equipment (PPE) on their welfare. A cross-sectional research design was utilized, involving a sample of 54 participants through self-administered questionnaires and interview guides. Both quantitative and qualitative methods were employed for data analysis. Quantitative analysis included descriptive statistics such as frequencies, percentages, and means, alongside inferential analyses which comprised correlation and regression analyses. The descriptive findings indicated that while the well-being of health workers, psychological safety, and safety measures were rated positively, the availability of personal protective equipment was deemed moderate. Furthermore, inferential results showed that psychological safety and safety measures positively and significantly influenced the well-being of health workers, whereas personal protective equipment had a negative and insignificant impact on their well-being. Consequently, the study concluded that psychological safety is a critical aspect of occupational safety essential for the welfare of health workers, and that safety precautions are vital prerequisites for their well-being; however, inadequate personal protective equipment negatively affects their performance. It is therefore recommended that health institution management foster psychological safety for health workers, establish clear safety protocols, and ensure the provision of adequate personal protective equipment.
The role of communication quality on employee change readiness
(Uganda Christian University, 2024-09-11) Igoe Daphine
ABSTRACT The role of communication quality on employees’ change readiness is a topic of growing interest in organizational research. Effective communication plays a crucial role in facilitating successful change initiatives within organizations. However, there is a gap in research that specifically examines the impact of communication quality on employees’ readiness to embrace and adapt to change. This article aims to address this gap by exploring the relationship between communication quality and employees’ change readiness. Studies have shown that high-quality communication during change initiatives enhances employees’ understanding of the rationale behind the change, the intended outcomes, and their role in the process (de Chernatony, et al., 2006, p.820) and (Sandhu, 2009, p.81). Clear and transparent communication fosters trust, reduces uncertainty, and creates a sense of psychological safety among employees. This, in turn, positively influences employees’ change readiness by increasing their willingness to engage in the change process and their confidence in their ability to adapt. Furthermore, effective communication provides employees with the necessary information and resources to navigate the change successfully. It enables open dialogue, encourages feedback, and creates opportunities for employees to voice their concerns and contribute their ideas. When employees feel heard and valued, they are more likely to embrace change and actively participate in its implementation.
The effect of job satisfaction on organizational commitment among early childhood educators in mukono region.
(2024-09-10) Ayiyo Ayinza Ruth
THE CONTRIBUTION OF ORGANIZATIONAL JUSTICE ON EMPLOYEE ENGANGEMENT AT 7 STAR CLEANING SERVICES MUKONO, UGANDA.
(UGANDA CHRISTIAN UNIVERSITY, 2024-09-09) GRACE PRECIOUS NAMATOVU
The purpose of this research study was to examine the role that organizational justice may play in employee engagement at 7 Star cleaning services company. The research also aimed at other objectives that included; examining the relationship between procedural justice and employee engagement, examining the relationship between distributive justice and employee engagement and examining the relationship between interactional justice and employee engagement. The research involved quantitative approach of data collection from employees of the company of which data was analyzed using the SPSS version 23. Based on the findings of this research, it has been noted that many of the respondents are not well engaged at this company because of the unfair procedures, limiting and almost cutting them off from their active involvement in decision making processes undertaken at the company. The study had a major limitation where few people were assessed since the company had many other students who had chosen it, making the workers exhausted with answering students. This research study provides new insights into how justice in organizations reflects much in how employees engage voluntarily at the place of work.
EXPLORING THE IMPACT OF ETHICAL HUMAN RESOURCE PRACTICES ON ORGANISATIONAL PERFORMANCE A CASE STUDY OF UGANDA PRISON SERVICES HEADQUARTERS.
(UGANDA CHRISTIAN UNIVERSITY, 2024-09-24) Nassali Rebecca Ruth
This study explores the impact of ethical human resource practices on organizational performance, focusing on the Uganda Prison Services Headquarters as a case study. The research investigated key HR practices, including fair compensation, timely salary payments, employee engagement, training and development opportunities, anti-harassment policies, and diversity and inclusion initiatives, to understand their influence on employee satisfaction, motivation, and overall organizational effectiveness. Findings reveal significant challenges such as delayed salary payments, perceived unfair compensation, limited employee engagement, and inconsistent policy implementation, which negatively impact organizational performance. The study provides actionable recommendations to address these challenges, including improving financial management, enhancing communication strategies, promoting transparent pay structures, and implementing comprehensive training programs. The findings underscore the importance of ethical HR practices in fostering a positive work environment, enhancing employee performance, and achieving organizational goals
STRESS MANAGEMENT ON EMPLOYEE PERFORMANCE
(2024-09-04) MUSIIMENTA DORCUS
This concept of stress management is recognized as a best practice for Human resource management and has been found with vital and crucial effect on the employee performance because it leads to either productivity or unproductivity of employees. Therefore, this research explores the relationship between stress management practices and employee performance within the 7 star cleaning services at Uganda Christian University. The performance of employees leads to the achievement of organizational goals and objectives though it can be affected by work related stress which in the end reduces productivity, increases absenteeism and reduces job satisfaction. This study therefore aims to identify how effective stress management can enhance employee performance in an environment with stress. In this study a mixed methods approach was used, both quantitative from the structured questionnaires and qualitative from the interviews with the 92 employees. The study revealed a positive correlation between stress management practices and employee’s performance which indicated that positive stress management leads to improved productivity. Stress management practices that were identified include supportive leadership, effective communication and resources to mitigate resources should be provided. The findings show that 7star is a high stress sector since it provides cleaning services so stress management practices have to be implemented. Therefore, through implementing a supportive environment, there would be an improvement in employee well-being enhance performance and reduce costs associated with poor performance. In conclusion, there is need for continuous training on stress management practices and culture of supportive leadership employed.

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