Master of Human Resource Management - Kampala Campus

Permanent URI for this collectionhttps://hdl.handle.net/20.500.11951/1192

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MOTIVATION AND EMPLOYEE COMMITMENT IN PRIVATE HOSPITALS IN KAMPALA, UGANDA
(Uganda Christian University, 2025-09-25) ASIIMWE JESCA
This study aimed at assessing the relationship between motivation and employee commitment in private hospitals in Kampala, Uganda. The study employed a descriptive correlation research design with both qualitative and quantitative approach. The study used a sample size of 254 out of a population of 750 employees in the private the private hospital in Kampala. The study used stratified sampling method. Primary data was collected using both questionnaire survey methods and interviews. Both validity and reliability tests were performed, and coefficients were above the threshold of 0.7. The findings show that intrinsic motivation factors present in private hospitals in Kampala include encouragement, involving staff in decision-making activities, giving staff opportunities to improve their mastery in their profession and provision of opportunities for personal and professional growth, available resources, provision of support in skill development and learning and staff work being valuable. Findings also revealed that salary for staff is competitive compared to other hospitals, recognition programs are in place that acknowledge employee contributions, job security is guaranteed for employees who perform well, the working conditions are conducive to productivity and employees are provided with the tools and equipment necessary for their work. Findings further reveled that participation in decision-making enhances emotional attachment to the hospital, adequate resources for mastery enhance employee satisfaction, intrinsic motivation leads to discretionary effort in job performance, employees who feel their work is worthwhile are more likely to be more committed, recognition of personal achievements develops long- term commitment and opportunity to gain further skill-building makes workers happier and more retained. Furthermore, findings revealed that comprehensive benefit packages contribute to the loyalty of the employees and recognition programs reinforce emotional links with the company. Findings further indicate that competitive salaries minimize employee turnover, the availability of appropriate tools and equipment contributes to the higher commitment of employees, promotion policies that are clearly stated enhance the long-term retention of the workforce, job security influences the commitment of employees to a great extent, and a positive work environment enhances job satisfaction and commitment. The study recommends that managers in private hospitals should endeavor to offer competitive salaries to staff, create an attractive work environment, recognize outstanding performers, involve employees in decision making and also give them liberty to attain further studies. These aspects would enhance employee commitment. The study also recommends that; Private hospitals should develop and implement policies especially reward policy so as to enable managers value employee rewards which would enhance employee commitment. The study further recommends that government of Uganda through ministry of health should regulate reward systems of all private hospitals in Kampala so that workers can be rewarded effectively. This will basically enhance employee commitment. This study informs both policy and practical implication of employee commitment as discussed in the subsequent chapters.
THE IMPACT OF EMPLOYEE TRAINING ON EMPLOYEE PERFORMANCE IN MUKONO DISTRICT LOCAL GOVERNMENT
(Uganda Christian University, 2025) Bakashabaruhanga Moses
Employee performance management has become a foundation of organizational effectiveness, shaping service delivery and development outcomes across sectors. Its historical evolution highlights both global influences and unique local adaptations that continue to inform present-day practices (Cooke et al., 2020). This study examined the effect of employee training on employee performance in Mukono District Local Government (MDLG). It focused on the effects of training-needs identification, training methods, and training evaluation on employee performance. A cross-sectional survey (mixed quantitative and qualitative methods) was conducted with 92 employees and 10 key informants. Data were collected via questionnaires and interviews. The findings indicated significant positive effects of training-needs identification (β=0.332, p<0.001), training methods (β=0.248, p<0.001), and training evaluation (β=0.317, p<0.001) on employee performance. Key factors enhancing performance included clear communication of training needs, practical and engaging training methods, and constructive post-training feedback. Recommendations were revised to match these findings, such as improving needs-identification processes through performance appraisals and feedback sessions, adopting diverse effective training methods (e.g. workshops, on-the-job training, e-learning), and establishing transparent evaluation mechanisms (post-training assessments and feedback) to ensure alignment of training with organizational goals.
Employee Time on Task and Teachers Work Place Performance in Selected Secondary Schools in Hoima District
(Uganda Christian University, 2025-08-22) MURUNGI DENIS
The study was carried out in Hoima Municipality in Hoima District. The study aimed at examining the effects of employee time on task on teachers‟ work place performance in selected secondary schools. The objectives included, assessing the factors that influence employee time, examining the ways in which employee time on task can affect teachers‟ work place performance, and identifying the challenges teachers face in managing time. The researcher used a cross-sectional survey design basing on triangulations. The population consisted of Municipal Education Officer, Municipal Inspector of Schools, teachers, head-teachers, deputy head-teachers, and students, equivalent to 92. These were selected purposive and simple randomly selected. Questionnaires and interview guide were used in data collection, and analyzed qualitatively and quantitatively. The study revealed that distance to school, school rules and regulations; school transport means for teachers and teachers‟ accommodation are the major factors that influence employee time in schools. The study also revealed that employee time on task majorly leads to finishing content syllabus, having ample time to pass through lesson plans, and complete curriculum in time. It also revealed that improper time demarcation, distance to school from home, and teachers‟ competence are the major challenges teachers face in managing time. The study concluded that employee time on task has an effect on teachers‟ work place performance in secondary schools in Hoima Municipality. The study recommends that there is need for schools to have stringent rules and regulations governing teachers‟ time management through boosting their regularity, punctuality and completion of assignments.
Talent Management and Employee Performance: A Case Study of Hotel Africana Kampala Uganda
(Uganda Christian University, 2025-06-20) Mariam Musa Nakadama
The study sought to examine the relationship between talent management and organizational performance at Hotel Africana in Kampala Uganda. This study focused on examining the relationships between (i) Talent Attraction, (ii) Talent Development, and (iii) Talent Retention and employee performance. This study followed a quantitative approach and correlation research. The researcher administered 61 questionnaires to respondents at Hotel Africana, of which 61 were fully completed, which reflected 100 % response rate. The study objectives were tested, revealing a significant positive association between the study variables. Results on objective three indicated that there is a statistically significant positive relationship between the study concluded that there was an overall statistically significant positive relationship between talent management and organizational performance at Hotel Africana in Kampala Uganda professional development strategies and teachers‘ service delivery. The study therefore recommended that the management of Hotel Africana should ensure effective implementation of planned talent management strategies by ensuring enough budget re-allocation and proper strategies to engage and retain potential employee as the way to enhance organization performance.
The Effect of Job Design on Employee Satisfaction in an Educational Institution: A Case of Kyambogo University
(Uganda Christian University, 2025-05-26) Ritah Flavia Nambasa
The study examined the effect of job design on employee satisfaction at Kyambogo University. Specifically, the study examined the effect of job rotation on employee satisfaction; determined the effect of Job Enlargement on employee satisfaction; assessed the effect of Job Enrichment on employee satisfaction; and examined the extent to which job design approaches affect employee satisfaction at Kyambogo University. A cross-sectional survey design was adopted with a quantitative research approach. Data was collected from a sample of 200 staff at Kyambogo University, using a questionnaire. Findings indicated the effects of job design on employee satisfaction as job rotation programs positively impact employee satisfaction at Kyambogo University. Job enlargement is effective to employee satisfaction as it improved morale of employees at Kyambogo University. Job enrichment is effective to employee satisfaction as it improved employee satisfaction at Kyambogo University. The study concluded that job rotation, job enlargement and job enrichment as components of job design are effective to employee satisfaction at Kyambogo University. The study recommended that there was need for: implementing structured job rotation programs to diversify employees’ roles and enhance their skills across departments, ensuring clear guidelines and training modules for each rotation; expanding job roles through effective job enlargement initiatives should focus on utilizing skills, fostering diversity, and aligning tasks with employees’ capabilities and career goals; enriching job roles with decision-making authority and skill development opportunities is crucial, supported by a conducive environment for innovation and feedback mechanisms to boost job satisfaction and organizational performance at Kyambogo University.

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