Bachelor of Human Resource Management

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

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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) Naturinda Bridget
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
This research report investigates the effect of health and safety practices on job performance at Pro Heli International Services Ltd in Nakasongola, Uganda. Findings from 117 employee respondents across aviation, hotel and operations departments reveal that inadequate safety measures including insufficient training, poor PPE provision and weak hazard reporting contribute to reduced productivity, higher absenteeism and lower morale.
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.
The Influence of Occupational Health and Safety Practices on Employee Wellbeing in Uganda's Health Facilities: A Case Study of St. Mauritz Health Centre Iii, Obiya Palaro, Gulu City
(Uganda Christian University, 2026-02-27) Arthur Ronald Apire
This study examined the influence of Occupational Health and Safety (OHS) practices on employee wellbeing at St. Mauritz Health Centre III in Gulu District, Uganda. The study focused on health and safety training and the implementation of health and safety policies and their impact on the physical and psychological health of employees. The study followed the Job Demands-Resources Model in explaining the relationship that exists between workplace resources and stress. The study adopted a mixed-methods approach in a cross-sectional study. The study collected quantitative data from health workers through the use of questionnaires. The study also collected qualitative data from health workers. The study analyzed the quantitative data through descriptive statistics. The study also analyzed the qualitative data through thematic analysis. The study found that health and safety training had a positive impact on physical health. The study found that health and safety training helped to enhance employees' physical health through increased awareness of health and safety hazards and prevention of infections. However, the study also found some gaps that existed in health and safety training. The study found that occupational health and safety policies had a positive impact on employees' psychological health. The study found that effective implementation of occupational health and safety policies helped to enhance employees' psychological health. However, the study also found some gaps that existed in the implementation of occupational health and safety policies. The study concluded that occupational health and safety practices had a positive impact on employees' physical and psychological health. However, the study also found that occupational health and safety practices are effective when there is a focus on training and on physical and psychosocial health.
Examine the Impact of Remote Work on Employee Productivity in MTN
(Uganda Christian University, 2025-05-23) Peter Mucunguzi
The shift to working from home introduced by the COVID-19 pandemic has with it new opportunities and challenges to employee productivity, especially in developing nations such as Uganda. While international evidence is in agreement that team working is fruitful with increased flexibility and decreased commuting, these results heavily rely on contextual factors such as information infrastructure, managerial style, and organizational culture. The research examines how team working influences employees' productivity in MTN Uganda, a major telecommunications company. With a theoretical framework placing remote work as the independent variable and worker productivity as the dependent variable, the current study explores how infrastructural limitations, cultural expectations, and management styles intervene between productivity impacts in remote working environments. Employing the mixed-methods approach, quantitative survey and qualitative interviewing are combined to provide rich insights into the degree to which remote work influences the quality, timeliness, and effectiveness of work. The results are to guide organizational practice and national policy that support effective productive remote work arrangements in Uganda's growing digital economy.
The Impact of Training on Employee Performance at Dairy Development Authority
(Uganda Christian University, 2024-10-14) Devine Ainembabazi
The research examined the the impact of training on employee performance at Dairy Development Authority. The study used a cross-sectional approach under qualitative methods. Cross-sectional studies provide a snapshot of a particular aspect within a population at a single point time, offering simple form descriptive or observational epidemiology conducted on representative samples. A descriptive design was employed, with 80 respondents selected from Dairy Development Authority. Employees were chosen randomly and those who agree to participate completed questionnaires and were interviewed along with the company’s administrators. The results revealed that training positively impacts employee performance, and management should enhance training programs to improve employee performance.
The Effect of Flexible Work on Employees' Work- Life Balance
(Uganda Christian University, 2024-10-15) Amelia Karabo Muzoora
This study investigated the effect of flexible work on employees' work-life balance at Centenary Bank Mukono Branch. A quantitative approach was employed, using a descriptive survey method to collect data from 52 employees. The study aimed to determine the impact of flexible work arrangements on employees' ability to balance work and personal responsibilities. The study found that 75% of employees reported benefiting from flexible working practices, such as compressed workweeks and telecommuting. These arrangements improved employees' ability to balance work and personal responsibilities, leading to higher job satisfaction. Employees valued flexible work arrangements, with 72.4% seeking better flexible work options. Flexible work arrangements were found to be essential for employees' work-life balance and job satisfaction. The study provides recommendations for Centenary Bank Mukono Branch to enhance flexible work arrangements. The study identifies areas for further research, including the impact of flexible work arrangements on employee productivity and retention. Further research could explore the challenges and benefits of implementing flexible work arrangements in different organizational contexts. The study's findings and recommendations provide a foundation for future research on the impact of flexible work on employees' work-life balance. The study contributes to the development of strategies and policies that support employees' work-life balance and job satisfaction. Future research should explore the long-term effects of flexible work arrangements on employees' well-being. The study's findings have practical implications for employers seeking to enhance employees' well-being and productivity. Employers can use the findings to inform policies and practices that support employees' work-life balance. The study highlights the importance of employee well-being and job satisfaction in achieving organizational goals. Flexible work arrangements are a critical component of employee well-being and job satisfaction. By implementing flexible work arrangements, employers can promote employees' work-life balance and job satisfaction.
Conflict Management and Employee Performance in Manafwa District Local Government, Uganda
(Uganda Christian University, 2024-10-16) Abigail Oba
This study investigated the influence of conflict management on employee performance in Manafwa district local government. The study specifically examined the influence of Arbitration, Negotiation and confrontation on employee performance in Manafwa District Local Government. The study used a cross section survey research design with both qualitative and quantitative approaches. The study population involved the Chief Administrative Officer, Heads of Departments, Principle personnel officer, Town clerks, sub-county chiefs and community development officers. Data collection utilized questionnaires and interviews. Data was analysed to obtain frequencies, mean, standard deviation, correlations and regression statistics to ascertain the significance of the variables. It was revealed that Arbitration has a significant influence on employee performance (r=.649, p=.000). Respondents appreciated that whenever arbitration is applied in managing conflicts, employees performance is improved. In addition, it was discovered that Negotiation influences employee performance (r=.555, p=.000). Respondents revealed that whenever there is a conflict, the parties in dispute are given an opportunity to meet, discuss and agree amicably. Respondents believe that after negotiation, there is improved employee relations that stimulates employees productivity. The study also realized that confrontation slightly influences employee performance (r=.254, p=.043). Respondents revealed that confrontation can only influence employee performance if it is done well. In conclusion, Conflict management positively influences employee performance in Manafwa District Local Government. It was therefore recommended that Arbitration committees should maintain high level of integrity, transparency and impartiality, negotiation should also be applied in other situations even if there is no conflict and Confrontation can be used only in situations of low productivity, delay in accomplishment of tasks and absenteeism of employees at work.
Human Resource Management Information System and Organisational Performance a Case Study of Uganda Red Cross Society, Mukono
(Uganda Christian University, 2024-10-21) Puot Deng Nyadoor
The study investigated the impact of the Human Resource Management Information System (HRMIS) on organizational performance at the Uganda Red Cross Society (URCS). The research was guided by three primary objectives: (1) to examine the role of HRMIS in improving organizational performance, (2) to determine the impact of HRMIS on customer service provision at URCS, and (3) to assess how the implementation of HRMIS has affected personnel administration at the organization. The study employed a quantitative research design with a sample size of 30 respondents, comprising management and non-management staff from the Human Resource Department (HRD) at the URCS head office and regional offices. Additionally, 30 customers were randomly selected and interviewed, with two respondents from each region. Data was collected using structured questionnaires and interviews, while a simple random sampling technique ensured that all respondents had an equal chance of selection. The findings, analyzed using Pearson rank correlation and descriptive statistics, revealed that HRMIS has a positive and statistically significant effect on organizational performance. Specifically, HRMIS contributed to improvements in personnel administration, as measured through performance measurement, performance appraisal, job analysis, recruitment, and selection applications. The second objective showed that HRMIS significantly impacted customer service, particularly through communication applications. The study concluded that regular evaluations of the HRMIS, conducted either quarterly or monthly, are essential for identifying areas requiring enhancements. Future research was proposed to explore additional aspects of HRMIS in other sectors. These findings align with previous empirical studies, further underscoring the critical role of HRMIS in enhancing both internal administrative functions and external service delivery at URCS. Keywords: Human Resource Management Information System, Organization Performance, Customer Satisfaction, Effectiveness of the Human Resource Management Information System.

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