Assessing Career Development Practices in the Electoral Commission of Uganda
| dc.contributor.author | Namono, Racheal | |
| dc.date.accessioned | 2024-07-23T08:36:15Z | |
| dc.date.available | 2024-07-23T08:36:15Z | |
| dc.date.issued | 2023 | |
| dc.description | Research Dissertation Submitted to Makerere University Business School (Faculty of Graduate Studies and Research) in Partial Fulfilment of the Requirements for the Award of the Degree of Master of Human Resource Management of Makerere University. (Plan A). | |
| dc.description.abstract | 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. | |
| dc.identifier.citation | Racheal, N. (2023) Assessing Career Development Practices in the Electoral Commission of Uganda. Unpublished Masters Dissertation Makerere University Business School. Kampala, Uganda. | |
| dc.identifier.uri | http://hdl.handle.net/20.500.12282/5036 | |
| dc.language.iso | en | |
| dc.publisher | Makerere University Business School | |
| dc.title | Assessing Career Development Practices in the Electoral Commission of Uganda | |
| dc.type | Thesis |