Department of Human Resource Management

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An Assessment of Employee Wellbeing in Equity Bank During the COVID-19 Pandemic.
(2023) Asiimire, Rebecca
The well-being of employees is a key issue that companies are striving to address to ensure that their employees remain happy and motivated at work. The covid-19 pandemic changed the dynamics of how businesses ensure wellbeing, catching many ill prepared and off-guard. Pandemics cause a short-term fiscal impact and a long-term economic impact on the nations around the world (Alcadipani, 2020). Efforts to curb the pandemic include imposing quarantine, preparing health facilities, isolating infectious cases, and tracing contacts involving public health resources, human resources and implementation costs (Obal & Gao, 2020). The pandemic has not only affected the businesses themselves but also the employees therein. HR managers have developed increasing interest in well-being against the backdrop of the general decline in nature of workplace, ill health resulting from physical, psychosocial and personal factors. Employee wellbeing is about how the job –duties, expectations, stress level, and environment – affects the employee’s overall health and happiness (Krekel, Ward & DeNeve, 2019). Recently, workplace well-being programs have seemingly taken off. These programs have moved from providing health information, counseling, and fitness delivery to using monetary rewards to incentivize employees to stay well (Wieczner, 2013). With this increase in exposure, there has been an increase in attention paid by big businesses to the efficacy and cost effectiveness of well-being programs (Rucker, 2016). Wellbeing in such tough times for people and business is increasingly critical. This is the same scenario we can find in Equity Bank Limited.
Assessing Career Development Practices in the Electoral Commission of Uganda
(Makerere University Business School, 2023) Namono, Racheal
The study was about assessing career development practices in the Electoral Commission of Uganda. It sought to examine the current career development practices in the Electoral Commission of Uganda, challenges of career development practices and identify possible strategies for overcoming challenges of career development practices in the Electoral Commission of Uganda. The researcher used a descriptive cross-sectional survey design that utilized a quantitative approach in the analysis of the findings. A sample size of 260 was drawn from the target population of 800. Primary data was collected using self-administered questionnaires with closed-ended questions gauged on a 5-Likert scale. The researcher used a simple random sampling technique to identify the respondents for the study and data was analyzed using SPSS to establish the reliability and descriptive statistics. The findings of the research indicate that career development practices in the Electoral Commission are quite poor and low as shown by a grand mean of 3.02. The findings revealed that career guidance is low and poor as shown by a mean result of 3.02; career advancement is also poor at 3.00; coaching and mentoring is low and poor as shown by a mean result of 3.04; staff training is also poor at a mean score of 3.04; performance management is also poor with a mean score of 2.99 and staff promotions are also poor with a mean result of 2.99. The findings revealed that respondents agreed with a grand mean of 4.01 that gender stereotypes with a mean of 4.07, inadequate financial resources with a mean result of 4.06, a poor organizational structure with a mean result of 4.05, career and family factors with a mean result of 4.04 and challenges of attracting and retaining talent with a mean of 4.23 as challenges affecting career development practices. Hence the study recommends that the Electoral Commission of Uganda should have a proper performance appraisal system as shown by a grand mean of 4.08 that can be used to determine the attainment of set goals like training needs and career needs of their members of staff, rewards and recognition systems with a grand mean of 4.04 should be based on competences of members of staff, equity and merit; there should also be continuous training needs assessment and self-assessment tool with a grand mean of 4.22 that will help staff to understand their aspirations, training needs, desires and dislikes and lastly, the Electoral Commission of Uganda should ensure equivalent opportunities for all and ensure management support which had a mean result of 4.42.
Assessment of Energy Demand Side Management in Higher Institutions of Learning Lecture Rooms.
(2023) Samanya, Micheal
Global interest in Energy Demand Side Management (DSM) is growing, particularly in industrial and domestic sectors. However, there is a lack of attention in existing literature regarding DSM practices in higher education institutions, especially in developing countries. This study explores DSM in higher education lecture rooms, examining energy consumption, costs, emissions, and optimization strategies. The analysis of energy consumption patterns in lecture rooms at higher education institutions reveals significant variations throughout the day, emphasizing the need for tailored DSM strategies. Morning sessions consume 2,564 kWh, afternoon sessions 3,467 kWh, and evening sessions peak at 4,095 kWh. Evening sessions stand out as the highest energy consumers due to reduced natural daylight, underscoring the urgency of DSM measures. These variations in energy consumption highlight the importance of adjusting energy use to match actual demand, rather than following static lighting schedules. Key optimization strategies include dynamic lighting control, automated schedules, energy-efficient technologies like LEDs, maintenance of faulty lights, and occupancy-based lighting. These strategies align with the Unified Theory of Acceptance and Use of Technology (UTAUT), emphasizing factors influencing DSM adoption. Integrating these practices can lead to substantial reductions in energy consumption, further reinforced by figures indicating the potential for energy optimization during all sessions. The study results revealed that for 76.58% of the study time, the Lights were kept ON and only switched OFF 23.42% of the study time in the month of March. The study quantified energy costs incurred by keeping lights ON during daytime, demonstrating that keeping lights ON in the selected lecture rooms during the morning, afternoon and evening sessions amounted to about UGX 591,504.24, UGX 797,538.89 and UGX 968,310.83, respectively, in the Month of March. These cost variations emphasize the need for DSM to manage demand and reduce expenses. Additionally, the embedded greenhouse gas emissions attributed to keeping lights ON were assessed to underscore the environmental impact. Keeping lights ON in the morning, afternoon and evening sessions accounted for about 189.23 kgCO2eq, 255.14 gCO2eq and 309.77 kgCO2eq emissions, respectively, in the e month of March. Embracing DSM strategies could contribute to a reduction in the carbon footprint in educational institutions' lecture rooms, aligning with global environmental goals. The study also reveals that energy consumption persists during weekends and holidays, with an actual energy consumption of 504.9 kWh. These figures highlight untapped opportunities for energy conservation during non-academic periods, further underscoring the need for efficient resource allocation. In summary, this study emphasized the dynamic nature of energy consumption in higher education lecture rooms and underscores the significance of DSM strategies in optimizing energy usage. The integration of figures, including frequency, cost, and greenhouse gas emissions, reinforces the importance of DSM in minimizing energy wastage, reducing operational expenses, and contributing to environmental sustainability. Policy recommendations include incentivizing energy-efficient practices, integrating renewables, and fostering collaboration among institutions. Future research avenues involve a comprehensive consumption analysis, longitudinal studies, and advanced technology exploration to further enhance energy management in higher institutions of learning.
Core Self-Evaluations, Vocational Exploration, Career Adaptability and Employability in Ordinary Level Education.
(2023) Sendagire, Robert
The purpose of this study was to establish the relationship between core self-evaluations, vocational exploration, career adaptability and employability of students in O-Level Education among Vocational Secondary Schools in Uganda. The study was based on four objectives; to examine the relationship between core self-evaluations and career adaptability; to investigate the relationship between vocational exploration and career adaptability; to examine the relationship between career adaptability and employability and lastly to determine the mediating role of career adaptability in the relationship between core self-evaluations, vocational exploration and employability of students in O-Level Education among Vocational Secondary Schools in Uganda. A cross-sectional survey design that applied a quantitative approach to the study was adopted to capture views, attitude and opinions of various respondents. Questionnaires were used to source quantitative information. The population of the study was 1386 students who went through respective selected Vocational Secondary Schools in Uganda and the sample size was 302 determined by applying Krejcie and Morgan (1970). Simple random sampling method was used for selection of respondents and data was analyzed using SPSS V21 to establish the reliability, correlation and regression results. MedGraph were used to graphically show the mediation effect as well as to determine direct, indirect and total effects of all variables. The correlation results showed an existence of a significant and positive association between core-self evaluation and employability (r=.371, p<0.01). There was a significant and positive association between vocational exploration and employability (r=.424, p<0.01) and then, there also existed a significant and positive association between career adaptability and employability (r=.409, p<0.01).The regression results however revealed that F=16.738, Sig<0.05 in relation to the independent variables of core-self evaluation, vocational exploration and career adaptability which affirmed the statistical significant predictability of these variables to be associated with the dependent variable and results further indicated core-self evaluation (beta=.037, p<0.05); vocational exploration (beta=.026, p<0.05) and career adaptability (beta=.406, p<0.05), all combined together are significant predictors of employability and could explain 15.8% of variance in employability of students in O-Level Education among Vocational Secondary Schools in Uganda. Mediation results revealed that perceived career adaptability significantly mediates the relationship between core-self evaluation, vocational exploration and employability. After the intervention of the mediating variable, the relationship between core-self evaluation, vocational exploration and employability increases. Consequently, the researcher recommended career counselors among Vocational Senior Secondary Schools in Uganda to attempt to identify the state of adaptive readiness of different student through standardized assessments. Counselors should offer interventions that aim to increase their adaptability or directly facilitate their adaptive attitudes and behaviors. Practitioners and career counselors should also design interventions related to specific indicators of low adaptability in order to better engage students in self-improvement activities for optimal career adaptability.
Correlates of outpatient health care services in an upcountry referral hospital in Uganda: management revival strategies
(2017) Kaziba Mpaata, Abdul; Lubogoyi, Bumali; Okiria, John Charles
The study investigated the correlates of outpatient health care service at Iganga referral hospital using data that was initially collected on resource availability and patient care in the hospital. The objective was to establish the variables that correlate with outpatient health care services offered in the different units and departments of the hospital. The results indicate that the significant correlations of outpatient health care services at the hospital with; (1) child health services (r = .466**, p < 0.0001); (2) maternal health services (r = .420**, p < 0.0001); (3) STI/HIV/AIDS services (r = .304**, p < 0.010); (4) tuberculosis services (r = . 510**, p < 0.0001); (5) equipment, drugs and facilities (r = .422**, p < 0.0001); (6) adequate supervision (r = .459**, p < 0.0001); (7) infrastructure (r = .463**, p < 0.0001); (8) staff training and development (r = .283*, p < 0.017); (9) sanitation facilities (r = .317**, p < 0.007). In addition, the regression results indicate that there is one significant determinant of outpatient health care services which is patient care and attention (β = .426, T = 3.107, P < 0.003). Based on these results, it was recommended that referral hospitals in Uganda should be well managed and funded to offer regular treatment to outpatients and ensure as investigated, that doctors and drugs are readily available to patients who seek services from the hospital. Similarly, it is critical for hospital management to ensure adequate supervision, quality sanitation facilities, enough physical infrastructures and have training and development for significant outpatient health care services.
The curse of financial decentralization to the upcountry districts in Uganda: the neglected service delivery correlates
(2018-06) Kaziba Mpaata, Abdul; Lubogoyi, Bumali
The study identified the variables in the financial decentralization policy that have been neglected so as to render local government service delivery a nightmare in Uganda using the upcountry district of Mbale. The population comprised Mbale Municipality administration covering employees in the office of the town clerk, finance department, health department, education department, engineering and works department and internal audit department. The specific objectives were; (1) to establish the relationship between various aspects of financial reporting and accounting and service delivery under the current decentralization; (2) to examine the relationship between the existing planning and budgeting practices and service delivery; and (3) to analyze the relationship between management of funds and service delivery. Results of the study confirm a positive and significant relationship between financial reporting, and accounting practices and the expected service delivery under the current decentralization [r = .832**, p < 0.0001]; (2) there is a positive and significant relationship between the existing planning and budgeting practices and service delivery [r = .752**, p < 0.0001]; and (3) there is a positive and significant relationship between financial management and service delivery [r = .911**, p < 0.0001]. It was concluded that financial reporting, accounting, planning and meaningful budgeting in the management of funds are key service delivery correlates that local governments must adhere to in order to ameliorate and reverse the trend that is leading financial decentralization to be a curse. It was recommended therefore that the central government should have a strategy to see distant things like local governments that are in the rural setting as if they were close and to take a distant view of close things like municipalities within and around the Capital City.
The effect of customer service on the client perceived performance of Barclays Bank Uganda
(2017-02) Kaziba Mpaata, Abdul; Lubogoyi, Bumali; Okiria, John Charles
The study examined the effect of customer service on the perceived performance of Barclays Bank Jinja Uganda. It was guided by the following objectives; (1) to establish the relationship between a sustainable customer service culture and the perceived performance of Barclays Bank Uganda; (2) to determine the effect of applied banking technology on the perceived bank performance; (3) to determine the relationship between customer service relations and the perceived bank performance; and (4) to determine the moderating effect of demographic variables of age of the respondent, gender, and education on the perceived performance of the Bank. A sample comprised 58 respondents who had bank accounts and used the bank services on a routine basis. Correlation results reveal that; (1) there is a strong relationship between sustainable customer service and the perceived performance of the bank (.425**, p<0.001) and the regression results support this relationship (β = .397, t = 3.170, p<0.003); (2) there was a significant effect of applied banking technology on the perceived bank performance (β = .501, t = 4.436, p< p<0.001); (3) on the contrary, it is also revealed that there is a negative and insignificant relationship between customer service relations and perceived bank performance (r = .202, p > .128). Concerning the moderating effect of the demographic variables, only age moderated the effect of customer service on the perceived bank performance. It was concluded therefore that while Barclays Bank has maintained its competitive edge in customer service, it has significantly improve on its relationship service marketing strategies in order to preserve its core competence of an international outlook already created.
The effect of internal audit department function on the performance ofthe iinternal control system ofa public hospital in Uganda
(2017-02) Kaziba Mpaata, Abdul; Lubogoyi, Bumali; Okiria, John Charles
This study set out to examine the effect of the internal audit department function on the performance of the internal control system in a not-profit making hospital. It focuses on Mengo Hospital in Uganda. The research was based on the premise that the hospital sector in Uganda has witnessed modest growth over the last decade with numerous financial challenges that culminated into a significant decline in service delivery. One strategy that can work to ameliorate the situation is having in place a system of internal controls that this study examines A survey questionnaire approach was used for data collection from the different departments of the hospital. The study reveals that internal audit function has significant influence on the performance of the internal control system in public hospitals through the following; (1) management and reporting of financial information (β = .648, t = 7.508,p <0.001); (2) compliance with hospital laws and regulations (β = .311, t = 2.89,p <0.005);(3) adhering to accounting procedures (β = .600, t = 6.626, p <0.001); and (4) hospital professional finance management practice (β = .567, t = 6.072, p <0.001). It was concluded therefore that for public hospitals that are not-for profit, there is an urgent need for the governing bodies and top management to ensure that the internal audit function is not only independent as a department but also that such a department is empowered to monitor, verify and control the use of funds so that all the other departments are able to sagaciously carryout their responsibilities and obligations so as to influence the general service delivery and fulfil the mission that is geared towards patient care.
Employee empowerment, job satisfaction and employee loyalty. a case of new vision printing and publishing company limited (NYPPCL).
(2018-11-07) Kentaro, Beatrice
The purpose of the study was to establish the relationship between Employee Empowerment, Job Satisfaction and Employee Loyalty at the NVPPCL (New Vision Printing and Publishing Company Limited). The study was also guided with the following objectives: to establish the relationship between Employee Empowerment and Job Satisfaction; to establish the relationship between Employee Empowerment and Employee Loyalty; to establish the relationship between Job Satisfaction and Employee Loyalty and to establish the prediction of Employee Empowerment and Job Satisfaction on Employee Loyalty. The study adopted a cross sectional survey design with a quantitative approach. Data was collected from 224 respondents using a self-administered questionnaire with closed ended questions from a population of 670 employees. Data was analyzed using the SPSS 17.0 version and subsequent analyses (reliability, validity, correlation ad regression) were carried out to respond to the research objectives. Study results revealed that there was a significant positive relationship between Employee Empowerment and Job Satisfaction of employees (r= .46, P≤.01); a significant positive relationship between Employee Empowerment and Employee Loyalty of employees at NVPPCL (r = .26, P≤.01); a significant positive relationship between Job Satisfaction and Employee Loyalty at NVPPCL (r = .53, P≤.01). The results from the regression analysis revealed that of the two independent variables, Job Satisfaction was found to have a significant effect on Employee Loyalty (β = .52, P< .01). Results in the regression analysis further revealed that a combination of predictor variables, Employee Empowerment and Job Satisfaction accounted for a 27% variation in Employee Loyalty. This means that there are other factors the explain a variation in Employee loyalty at NVPPCL. Based on the results, the study established that in order to achieve high levels of Employee Loyalty, NVPPCL should achieve ensure high levels of Job Satisfaction; foster a positive work environment, ensure employees are empowered, fulfilled, engaged, involved and developed at work. This is vital to the growth and survival of organizations such as NVPPCL.
Employee Turnover Intention in Finca Uganda.
(2020) Ngabirano, Mercy
Human resource is considered to be the center of organizational competitiveness in the economy. The researcher adopted a cross sectional design for this study and a quantitative approach was used. The researcher only focused on the six branches and head office of FINCA Uganda Ltd (MDI) in the central division of Kampala district. The study population included 185 employees in the six branches and head office of FINCA Uganda Ltd (MDI)in the central division of Kampala District. The sample size contained 127 respondents and 53% response rate was obtained. In this study, slow promotion system, Limited career opportunities, and less salary received by employees in FINCA Uganda Ltd (MDI) were found to be the causes of employee turnover intention. Team performance disruption, costs of hiring and training new workers, loss of customers, productivity losses, damaged morale and loss of job-specific skills were found to be the Consequences of employee turnover intention in FINCA Uganda Ltd (MDI). Different employees being motivated by different factors relative to their desire to stay with an employer is a challenge to FINCA Uganda Ltd (MDI). Enhancing remuneration packages, providing training and development opportunities, balancing between financial position of the organization and the ever-increasing expectations of new generation workers, providing career progression opportunities, creating conducive work environment and providing quality leadership were the suggestions that agreed with the responds.
Employee Value Proposition, Transformational Leadership, Employee Engagement and Innovative work Behavior.
(Makerere University Business School, 2018-10) Ssebiragala, Brian
The study was set out to investigate the relationship between employee value proposition, transformational leadership, employee engagement and innovative work behavior. It was directed by four objectives; to establish the relationship between employee value proposition and employee engagement, to establish the relationship between transformational leadership and employee engagement, to establish the relationship between employee engagement and innovative work behavior, to establish the relationship between transformational leadership and innovative work behavior. A sample of 196 from a population of 400 employees of the Medical Research Council according to Krejcie and Morgan, (1970) table was used. The proportionate stratified random sampling technique was used together with simple random sampling particularly manual lottery method to get a sample from the strata from which data was collected revealing the following results. Correlation results revealed a positive relationship between employee value proposition and employee engagement (r=.247, P≤.01), a positive relationship between transformational leadership and employee engagement (r =.257, P≤.01), a positive relationship between employee engagement and innovative work behavior (r =.486, P<.01) and a positive relationship between transformational leadership and innovative work behavior (r =.154, P ≤.05). Regression results showed the variable in the model predicting only 22.7% on the variance in the dependent variable with employee engagement being the most dominant predictor of innovative work behavior (Beta = .489, P ≤.00). The researcher recommended that organizations focus on identifying more precedent factors of engagement as this is a strong predictor of innovative work behavior. He also recommends more research into other predictors of innovative work behavior because variables in the model according to the regression analysis could only predict innovative work behavior by 22.7%. This could be an area for future research.
Entrepreneurship Competencies, Psychological Capital, Social Capital and Self-Employment of Graduates
(Makerere University Business School, 2022-04-09) Kiryowa, Richard
The researcher set out to find the relationship between entrepreneurship competencies, psychological capital, social capital and self-employment of graduates. The study was guided by the following research objectives; to examine the relationship between entrepreneurship competencies and social capital, to examine the relationship between psychological capital and social capital, to examine the relationship between social capital and self-employment and to examine the relationship between entrepreneurship competencies and self-employment. IX To obtain this, a cross sectional survey was used in the selection of 411 self-employed graduates from Mukono and Buikwe districts. The collected data was analysed using the Statistical Package for Social Scientists (SPSS). The results showed that there was a positive significant relationship between, entrepreneurship competencies and social capital, psychological capital and social capital, social capital and self-employment. There was also a significant relationship between entrepreneurship competencies and self-employment. Results show that entrepreneurship competencies, psychological capital and social capital account for 71.6% of the self-employed graduates. The study therefore recommended that graduates need to acquire more social capital and psychological capital in order for them to get into self-employment.
Examining Person-Job Fit in De-zyn Forum (Uganda) Limited.
(2023) Bageya, Evelyn
The purpose of the study was to examine the level of person-job fit, understand the challenges of maintaining desired person-job fit and identify strategies that may be employed to improve person-job fit at De-Zyn Forum Uganda limited. The researcher used a descriptive cross-sectional survey design that utilized a quantitative approach in the analysis of the findings. A sample size of 56 employee was drawn from the total population of 65. Primary data was collected using self-administered questionnaires with closed ended questions gauged on a 5-Likert scale. The researcher used proportionate simple random sampling technique to identify the respondents for the study and data was analyzed using SPSS to establish the reliability and descriptive statistics. The findings of the research indicated that the level of person-job fit in De-Zyn Forum Uganda limited is quite poor and low as shown from a grand mean of 3.08. The findings of the research showed that respondents agreed with a grand mean of 4.40 on challenges of maintaining desired person-job fit in De-Zyn Forum Uganda Limited. The findings of the study revealed that respondents agreed with a grand mean of 4.07 on strategies that may be employed to improve person-job fit at De-Zyn Forum Uganda Limited. The findings revealed that respondents agreed with a grand mean of 4.40 that role ambiguity, failure to match the person to the defined role, ever changing working environment, failure to clearly define the needs of specific roles, lack of self-initiated behaviors, lack of career initiative and lack of concern on employee needs and wellbeing are the challenges of maintaining desired person-job fit. Hence the study recommends that there is need for employees to be matched with jobs that are in line with their natural talents and passions so as to increase productivity. The organization should also provide clearer job roles and responsibilities together with explicit job expectations from time to time to ensure satisfactory person-job fit. There is need for the organization to provide detailed and specific information about training opportunities, level of responsibility, their values, policies, and culture so that individuals can assess their person job fit. The organization can enhance the fit of an employee with the job through training, remuneration, better hiring practices and provision of high involvement practices among others.
Financial controls and the perceived performance of the sugar factory in a family business enterprise: evidence from the Madhvani sugar factory in Uganda
(2017-04) Kaziba Mpaata, Bumali; Lubogoyi, Bumali; Okiria, John Charles
This paper examines what it takes for family businesses to succeed with a focus on the Madhvani group sugar factory in Uganda. A sample of thirty (36) supervisors was used to determine the effect of financial control practices on the perceived performance of the factory. The main purpose of the study was to examine the effect of financial controls in predicting the performance of the sugar factory which has been a success story for the family for decades now. The specific objectives were; (1) to determine the relationship between compliance with financial policies and procedures and the perceived performance of the sugar industry; (2) to establish the relationship between the application of adequate financial and management controls and the perceived performance of the sugar factory; and (3) to ascertain the effect of safeguarding assets on perceived performance of the sugar factory. Results reveal that; (i) there is a significant and positive correlation between compliance with financial policies and procedures and the perceived performance of the sugar factory [r = .774**, p<0.0001]; (ii) there is a significant and positive relationship between adequate financial and management controls and the perceived performance of the sugar factory (r = .894**,p<0.0001). Similarly, the research indicated a significant and positive correlation between safeguarding assets and the perceived performance of the factory [r = .844**, p<0.0001]. In addition, Anova results also support the tested hypothesis that there is a significant and positive main effect of financial controls on the perceived performance of the sugar factory [F = 135.921, p<0.0001]. It was concluded that family firms that strive to be well-managed with strong financial controls succeed because they are built with the financial discipline to last and survive generations. Therefore, the need for a professional administrative business approach is arguably critical for a successful family enterprise.
Government funding and resources availability in the delivery of primary education in Uganda
(2017-04) Kaziba Mpaata, Abdul; Lubogoyi, Bumali; Okiria, John Charles
This study focused on the relationship between government funding and the resource availability in the delivery of primary education in Uganda The focus was on one of the upcountry districts of Mubende in Uganda which is among the many with grappling challenges in making up first grades at the Primary Leaving Examination level. The specific objectives were; (1) to determine the relationship between government funding and the availability of teachers, teaching and learning; (2) to ascertain the relationship between government funding and pupil accessibility to UPE schools; and (3) to examine the relationship between government funding and the availability of physical facilities in UPE schools. The sample comprised 102 stakeholders from ten (10) UPE schools who were selected from the district using simple random sampling. Results reveal that despite the national will and subvention that government continues to provide to schools at this level, there are still significant challenges with the availability of quality teachers, teaching and learning (r = .828, p<0.0001), accessibility (r = .398, p<0.0001) and the overall physical facilities in place are lacking and insignificant (r = .134, p>.180). It was concluded by a reminder that since the education is the yardstick that measures the achievements and aspirations of the nation, there is urgent need for government to not only significantly increase the funds allocated to UPE, but also provide it in a timely and continuous manner to enable education be offered with quality. It was finally observed that all stakeholders have a duty to ensure accessibility by all pupils who are beneficiaries at this level by playing their roles as parents and support the schools to ensure an attractive and/or conducive learning environment.
Human resource Practices and teacher engagement in the rural setting of Ugandan schools
(2014-01) Angundaru, Gladys; Lubogoyi, Bumali; Bagire, Vincent
The study sought to examine the relationship between human resource practices and teacher engagement in secondary schools in the far north district of Arua. The study was premised on the counter- productive work behaviors of some secondary school teachers working in the rural setting of Uganda. There was however, lack of local empirical studies on the factors driving this trend. Cross sectional research design was adopted for the purpose of the study using a sample of 226 respondents out of the total population size of 514 teachers in the selected local government. Pearson Correlation and regression analysis were used to find out the extent to which HR practices predict teacher engagement. The research findings showed a positive Correlation between the study variables. The study concludes that there is need for the policy makers and school administrators to introduce and effectively apply HR practices namely recruitment and selection, reward, performance management, staff development programmes and employee involvement aimed at inducing teachers’ engagement despite the upcountry setting in which they work. An earlier version of this paper was presented at the 19thAnnual international management conference of Makerere University Business School, September 2 -5, 2014.
Improving employee engagement in Makerere University Business School
(Makerere University Business School Institutional Repository, 2015-08-01) Wanyama, Deborah
This study focused on three main objectives which involved, examining the level of employee engagement at Makerere University Business School (MUBS), the challenges associated with employee engagement and the possible strategies that can be employed to improve employee engagement. A cross sectional design was adopted and therefore the data was collected once without a repeat. A quantitative approach was used and self administered questionnaire method was employed to collect the data. The results revealed that MUBS is experiencing low levels of employee engagement. The respondents also showed the challenges that discourage employee engagement are present in the institutions. Finally, the respondents agreed that to enhance employee engagement would require the best human resource practices would be the way out to improve employee engagement and as a result a recommendation on the same is advanced. In conclusion, other research designs and approaches can be applied in order to give a more comprehensive view of the real situation.
Improving the current Staff Performance Appraisal System in Uganda Prison Service
(Makerere University Business School, 2018-09-04) Okiring, David Moses
This study was based on an examination on the forms of performance appraisal system, challenges and the strategies to improve the current staff performance appraisal system as a management tool in the Uganda Prisons Service and was based on three objectives which were; to examine the forms of staff performance appraisal system in the Uganda Prisons Service, to analyze the challenges facing the effectiveness of the current staff performance appraisal system in the Uganda Prisons Service and to find out the strategies that can be used to improve effectiveness of the current staff performance appraisal system in the Uganda Prisons Service. The study adopted cross sectional research design with a population study of 1,025 respondents and sample size of 285 respondents. The questionnaires were distributed to Uganda Prisons Service staff and partners who provided various opinions on the issue of effectiveness of the current staff performance appraisal system. The study found out that those performance appraisal systems in Uganda Prisons Services are important for improving the level of employee performance as well as achieving the organizational; goals and objectives. Therefore, Uganda Prisons Services should have a consistent reward system that recognizes and remunerates good performance. When linking remuneration to performance, employees need to understand specific performance goals and how to achieve them. Negativity of the respondents on research objectives and lack of motivation to provide the necessary information, led to denial of important information. Further researcher need to be done to ascertain why there’s high attrition rates among the junior staff of Uganda Prisons Service.
The Influence of District local government revenue collection on delivery of basic community services in Uganda
(2017-04) Kaziba Mpaata, Abdul; Lubogoyi, Bumali; Okiria, John Charles
The study examined the influence of local government revenue collection on the delivery of services in Masaka which is one of the oldest districts in Uganda. It focused on the following specific objectives; (1) the relationship between the existing tax base on service delivery; (2) the relationship between the existing mobilization capacity and service delivery; and (3) the effect of practicing transparency on the delivery of services in the district. The sample comprised market vendors and other small scale entrepreneurs who pay local tax in the district. Purposive sampling was employed in that only those local community members who pay taxes to the district authorities from their businesses were studied. This technique yielded sixty (60) respondents out of whom 23 were female. Results reveal that; (1) there is a positive and significant relationship between the existing tax base and the delivery of basic community services in the district [r = .382, p < 0.03]; (2) there is also a significant relationship between the existing mobilization capacity and the delivery of basic community services [r = .419**, p < 0.0001] However, alternative hypothesis for study objective (3) was not supported in that there was a negative and insignificant relationship between the existing transparency and the delivery of basic community services[r = .088, p> .504]. It was therefore recommended that if district local governments are to succeed in their revenue collection efforts, there must be significant steps taken to ensure that there is transparency in terms of tax assessment, award of tender and the general procurement of district services.
Internal Control and Employee Performance in Savings and Credit Cooperatives (SACCOS) in Adjumani and Moyo Districts during COVID-19 Pandemic.
(2023) Candia, Gloria
Internal control measures are important in promoting SACCO functionality and employee performance. However, several reports have shown that SACCOs in West Nile have poor employee performance characterized by poor task performance and counterproductive behavior such as fraud, theft leading to loss of member’s savings and SACCO closure. This study was conducted to examine internal control effectiveness and employee performance of savings and credit cooperatives in Adjumani and Moyo Districts. The study sought to assess 5 major research questions; seeking to establish the relationships between control environment, risk assessment and management, control environment, information and communication, monitoring and review and employee performance. The study used a cross-sectional descriptive study design employing quantitative methods of data collection where 82 SACCO staff was selected through convenience and purposive sampling procedures. Data was collected using a pretested self-administered questionnaire, entered into Statistical Package for Social Scientists (SPSS) from where it was analyzed using descriptive statistics. Study findings showed positive significant relationships between internal control measures and employee performance. There were positive relationships between control environment, risk management, control activities, information and communication, monitoring and review and employee performance. There is a need for the administration of SACCOs in Adjumani and Moyo districts to improve internal control measures as a means of promoting employee performance and improving safety of members’ savings.

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