Bachelor of Human Resource Mangement
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- Item1. Formal communication and organisational performance : a case study of Agency for Technical Corporation and Development(ACTED) Karamoja,Uganda(Kampala International University(KIU), 2014) Longole, Gideon; Longole, Gideon
- Item12. Employee training and organization productivity in Equity Bank-Ongata Rongai Kenya.(Kampala International University(KIU), 2012) Chepkorir, Chelogoy Priscillah
- ItemAbsenteeism and employee performance: a case study of Ewaso Ngiro South Development Authority Narok, Kenya(Kampala International University; College of Humanities and Social Science, 2012-05) Parsaloi, GilbertThis research report is about absenteeism and employee performance in Ewaso Ngiro South Development Authority. It was carried out Narok District in Kenya. The objectives of this study were; To find out the causes of employee absenteeism in Ewaso Ngiro South Development Authority. To establish a mechanism to curb or reduce absenteeism at the workplace and improve employee performance. To examine the relationship between absenteeism and employee performance. The purpose of the study was out examine the contribution of workplace absenteeism on employee performance. The •study was descriptive; it employed both qualitative and quantitative methods of research. The study used both structured and unstructured questionnaire which targeted all citizens since they were relevant in providing the best information needed. Different methods of data collection were employed which includes interviews, questionnaires. The study population comprised of 100 employees out of which 80 were selected and the sample included both the management and some members of staff. The researcher found out that occupational stress to a greater extent contributed to absenteeism among other causes. It was also found out that acknowledging regularity and punctuality and rewarding accordingly was the best way to reduce absenteeism at Ewaso Ngiro South Development Authority. The researcher also found out that there is a relationship between absenteeism and employee performance. Ewaso Ngiro South Development Authority should revise their policies regarding absenteeism and regularity at work this will work towards ensuring that employees adhere to the policies and attend work on a daily process.
- ItemAbsenteeism and employee performance: a case study of Ewaso Ngiro South Development Authority,Narok,Kenya(Kampala International University, College of Humanities and Social Sciences, 2012-05) Parsaloi, Gilbert; KiuThis research report is about absenteeism and employee performance in Ewaso Ngiro south development authority. It was carried out Narok district in Kenya. The objectives of this study were; To find out the causes of employee absenteeism in Ewaso Ngiro south development authority. To establish a mechanism to curb or reduce absenteeism at the workplace and improve employee performance. To examine the relationship between absenteeism and employee performance. The purpose of the study was out examine the contribution of workplace absenteeism on employee performance. The ·study was descriptive; it employed both qualitative and quantitative methods of research. The study used both structured and unstructured questionnaire which targeted all citizens since they were relevant in providing the best information needed. Different methods of data collection were employed which includes interviews, questionnaires. The study population comprised of 100 employees out of which 80 were selected and the sample included both the management and some members of staff. The researcher found out that occupational stress to a greater extent contributed to absenteeism among other causes. It was also found out that acknowledging regularity and punctuality and rewarding accordingly was the best way to reduce absenteeism at Ewaso Ngiro South Development Authority. The researcher also found out that there is a relationship between absenteeism and employee performance. Ewaso Ngiro South Development Authority should revise their policies regarding absenteeism and regularity at work this will work towards ensuring that employees adhere to the policies and attend work on a daily process.
- ItemAbsenteeism and Organizational Performance: A Case Study of Ministry Of Agriculture Food and Cooperative Tanzania(Kampala International University, bachelors degree in Human resource management, 2011-11) Aisia, MaroThe purpose of the study was about absenteeism making original performance the problem may decline of employee performance which may be due to absenteeism. The purpose of the study is establishing relationship between absenteeism and organizational performance in ministry of agriculture, food and cooperation. The study was guided by the following objectives; to examine the causes of absenteeism on employee performance, to examine the effect of absenteeism on employee performance, to establish ways of controlling absenteeism on organization. The study adopted a case study research design where by both qualitative and quantitative strategies of data analyses were used. The researcher drew a sample of 60 respondents, at ministry of Agriculture, Food, and Cooperative in Tanzania as illustrated below. Findings indicates that major causes of employees absenteeism are unsound personnel policies, while the common effect of absenteeism is only psychological effect, the last finding shows major solution is high wages and allowances .. Conclusion in each objective is the first cause absenteeism in ministry play a significantly negative effect which hence low production, the effect in ministry play a very significant role in ensuring absenteeism rates of employee at workplace. But the conclusion of ways to control absenteeism, only payment does play significant role in the organization performance. Basing on the studying the following were the recommendations were suggested by the researcher, the reward system at ministry of Agriculture, Food, and Cooperative needed to be reappraisal so that they are more general and fair to the whole staff. This should be in line with the government pay scales.
- ItemAn analysis of employees' response towards corporate social responsibility of Equity Bank, Kisii (Kenya)(Kampala International University; College of Humanities and Social Science, 2011-12) Monene, Richard O.Corporate social responsibility (CSR) is an issue that is receiving top attention in most organizations today in Kenya. Organizations have taken CSR as a competitive tool or edge so as to market themselves and create new customers based on their perception in the society because they are returning back to the society in good faith and will. As such most organizations have in the past undertaken CSR as per what the law dictates. In most cases focus on CSR is directed to the external shareholders but not those that implement them, i.e. the employees. This study was 4ndertaken to determine employee's attitudes towards CSR programs, their involvement, and the obstacles that hinder their involvement in such programs and what effects CSR programs have on the employee's job satisfaction. The study covered employees of Equity Bank.A sample of 10 employees was selected randomly from various departments and questionnaires distributed. Questionnaires were returned and analyzed and after an analysis was done. Data was analyzed and presented in tables frequencies of percentages. It was found out that employees had a positive attitude towards CSR and that their involvement in the various CSR programs was influenced by their attitudes, the most attractive social program that the employees were greatly involved in included, educating customers about the services offered by the bank and training of staff. The major obstacle was found out to be limited time in participating in these programs due to work constraints. The study also revealed that CSR programs do affect employee job satisfaction level.
- ItemAn Analysis of the Effects of Employee Performance Appraisal on Organizational Productivity: A Case Study Of World Vision-Gulu: Gulu District, Uganda(Kampala International University, bachelors degree in Human resource management, 2009-08) AlwochThe problem under investigation was to analyze the effects of employee performance appraisal on organizational productivity and Gulu World Vision was adopted as a case study. This is because, many non-governmental organization do not take performance appraisal as a serious issue. They do not consider it much, so ignore it and do not see it as one of the factor that lowers productivity of the organization. in this organization, there is general outcry that they over work people, they are too strict, it is hard to get employment with them and they can fire employees any time. This explains why many people do not prefer to work with non-governmental organization. There is unfair recruitment and selection in the organization, over working of people, too frequent appraisal of employees which lowered their out put, employees failed to meet deadline and in the end the organization was not cost effective due to many employees who preferred to quit the organization and it had brought general negativity towards the organization and it is due to this that the researcher found it necessary to investigate the problem under study. Employee performance appraisal was characterized by; management's skills, employees' attitudes, and management's prejudice(biasness/hallow effects) while organizational productivity was characterized by high out put, meeting targets,( deadlines) and cost effectiveness. This study was attempting to answer the following research questions: • What is the effect of management's skills on organizational productivity in Gulu World Vision? • What is the effect of employee attitudes on organizational productivity in Gulu World Vision? • What is the effect of management's prejudice on organizational productivity in Gulu World Vision? The data collected was both primary and secondary. The researcher used questionnaires and interviews as the research instruments. Both open ended and close ended questions were used to obtain data from the respondents. The sample size was of 30 respondents chosen through the simple random sampling method .. The respondents comprised of supervisors/administrators and employees from different projects run by the organization. This data was there after analyzed using percentiles as a statistical method. The information showed that performance appraisal is very sensitive and crucial aspect in any organization. And for any organization to perform effectively and efficiently; the management has to ensure proper timing of the appraisal, be fair in rewarding performance and actually employ a lot of interpersonal skills for performance appraisal to operate effectively and be of any meaning to the organization. For improvement, it is recommended that the management and supervisors of employees of Gulu World Vision should know when to appraise, ensure that they give feedback on performance and actually involve a lot of interpersonal relationship in appraisal system and actually recognized and reward high performers so as to ensure that employees embrace performance appraisal and get motivated with it so as to improve on the productivity of the organization.
- ItemAppraisal System and Institutional Productivity:(Kampala International University, College of Humanities and Social Sciences, 2008-07) Ekwee, StephenThe research was mainly to examine appraisal system and institutional productivity in Stanbic Bank Limited ( Wandegeya Branch) The objectives were to identify the methods of Appraisal, Hurdles in the appraisal system and appraisal factors in the Stanbic Bank (Wandegeya Branch.) From the study findings it was revealed that call satisfaction survey, multi-rater method are appraisal methods in Stanbic Bank. It was also revealed from the findings that inappropriate final judgment, delay in feed back, leakage of information were some of the hurdles in the appraisal system. Response to the appraisal development plan (PDP), ability to deliver bad news criticizing weak performance were appraisal factors considered during the appraisal system. Recommendations were made which included: The encouragement of 360 evaluation/appraisal system which involved the views of stake holders outside the bank for instance customers. Another recommendation was to award appraisal duties to appraisers who have enough job knowledge on the job being evaluated. Final internal evaluation was recommended instead of sending appraisal reports to the Head Office at Crested Towers or the Mother Bank Standard Bank in Johannesburg for final judgment.
- ItemAppraisal system and productivity: a case study Stanbic Bank Uganda (Wandegeya Branch)(Kampala International University; College of Economics and management, 2008-07) Ekwee, StephenThe research was mainly to examine appraisal system and institutional productivity in Stanbic Bank Limited (Wandegeya Branch)the objectives were to identify the methods of appraisal, hurdles in the appraisal system and appraisal factors in the Stanbic Bank (Wandegeya Branch.) From the study findings it was revealed that call satisfaction survey, multi-rater method and appraisal methods in Stanbic Bank. It was also revealed from the findings that inappropriate final judgment, delay in feedback, leakage of information were some of the hurdles in the appraisal system. Response to the appraisal development plan (PDP), ability to deliver bad news criticizing weak performance were appraisal factors considered during the appraisal system. Recommendations were made which included: - The encouragement of 360 evaluation/appraisal system which involved the views of stake holders outside the bank for instance customers. Another recommendation was to award appraisal duties to appraisers who have enough job knowledge on the job being evaluated. - Final internal evaluation was recommended instead of sending appraisal reports to the Head Office at Crested Towers or the Mother Bank Standard Bank in Johannesburg for final judgment.
- ItemAssessing the Impact of HIV/ AIDS on Employees' Performance: A Case Study of Kasanga Primary Health Care in Kasese District – Uganda(Kampala International University, bachelors degree in Human resource management, 2008-01) Margaret P, MwanduThe purpose of this research was to identify the number of people grampling with sickness due to HIV/AIDS related diseases and look for strategies to enhance increase psychosocial support to mitigate spread and the impact of the scourge to employees. further still was to enhance HIV/AIDS policy for its staff/employees, although precautions are taken at work to minimize the rise of HIV infection that hinder employees' performance at the work place. The study was conducted to 50 respondents which constituted into thirty workers, ten local leaders and ten HIV/AIDS clients at Kasanga PHC in Kasese District - Western Uganda, where the problem was cited. During the study, the researcher revealed that it is true HIV/AIDS pandemic triggers absenteeism, stress, depression, low morale, low commitment, stigma, labour turnover, inferiority complex to both infected and non infected employees which eventually hinder employees' performance at workplace. However, the research clarified that if the intervening variables are realized for instance provision of HIV/AIDS awareness programs, better and professional counseling services, free VCT, accessibility of quality ARVs (like Alluvia, Truvada, Nevirapine and Efavirenz), provision of condoms at workplace, presence and observance of the HIV policy, massive campaign and sensitization programs about the HIV/AIDS pandemic and other employees' welfare services for instance food, transport, social and recreational facilities etc, will help to cool down the situation and enhance better performance to employees at workplace. Argument, the research revealed that it is not only HIV/AIDS pandemic hinders employees' performance in the organization. In fact, there are other factors and these proved to have similar negative impacts like of HIV/AIDS pandemic. These factors are: poor managerial roles (planning, organizing, staffing, leading, controlling, budgeting, interpersonal roles, informational roles and decisional roles), poor work conditions (physical condition, work space designing, illumination, noise, music, temperature and humidity), unfair labour practice (poor payment, unequal employment opportunity, promotion, etc), poor communication (upward to downward and downward to upward and horizontal), Unclear policies, Rules and procedures (Contracts, terms and conditions of employment), poor motivation (employees development, fringe benefits, employees' welfare services etc), lack of knowledge and skills etc. However, this justified that an organization can prosper when the above factors are realized rather than the influence of HIV/AIDS clients employed in an organization. For instance, having good managerial roles (planning, organizing, staffing, leading, controlling, budgeting, interpersonal roles, informational roles and decisional roles), good work conditions (physical condition, work space designing, illumination, noise, music, temperature and humidity), fair labour practice (good Vil payment, equal employment opportunity, promotion etc), good communication (upward to downward and downward to up and horizontal), clear policies, rules and procedures (contracts, terms and conditions of employment) and good motivation (employees development, fringe benefits, availability of good employees' welfare services etc). Lastly, I recommend that this research report will provide you with knowledge, skills, techniques and insights that will improve the way you approach and carry out further studies about HIV/AIDS.
- ItemAssessing The Nature And Extent Of HRM Practices In Judiciary System, A Case Study Of The High Court Of Uganda(Kampala International University, bachelors degree in Human resource management, 2016-05) Joshua, SekyanziThe study examined the human resource practices at the High Court. It based on the following objectives. 1. To document the nature and extent of HRM practices carried out 111 the High Court of Uganda. u. To determine the challenges facing the implementation of HRM practices in High Court of Uganda. 111. To identify and analyze mechanisms for sustainable implementation of HRM practices in Judiciary system Primary data was obtained directly from the field by use of data collection instruments. The questionnaires were designed in a way that reflects the objectives of the study so as to enable the researcher gather relevant data relating to the topic. Questionnaires were also preferred mainly because they were more convenient for both the researcher and the respondents' especially busy respondents and they were more flexible in data analysis. Different indicators were used to measure the variable, which were collected using the likert scales. The study identified contribution of HRM practices used in .i1e judiciary, which was aiming at making awareness to the staff about the importance of these practices, used on behalf of the organization, by the personnel department. The effectiveness of HRM practices in modernizing the judiciary creates awareness, promotes a good name for the organization, helps to promote good interpersonal relations among workers and among others. A number of solutions were suggested in improving the use of HRM practices in modernizing the judiciary and these include; increase on remuneration of staff as a motivating factor for improved perfonnance, organization should support and encourage timely feedback especially during the performance appraisal of the staff in order to provide training where necessary, use of proper recruitment channels or use of recruitment agencies among others. The researcher recommends that there should be more effective HRM practices used at the High Court in order fur the organization to compete favorably and globally.
- ItemAn assessment of effects of performance appraisal on management in public sector. A case study of national audit office headquarters Nairobi, Kenya(Kampala International University, Faculty of Business and Management, 2010-04) Albertina, Mumo; KyaloThis Researcher is the output of the way in which the assessment of the impact of performance appraisal could make contribution to organization growth. The study was carried out at National Audits office (NAO) Nairobi headquarter the start of 2009(January to December).the study was conducted so as to verifying empirical and practical impact of performance and excellence .Therefore the study aimed at assessing the appraised staff, identify whether performance appraisal of employees was done well and identify problems caused by lack of proper mechanism of conducting performance appraisal to conditions performance appraisal to employee Performance appraisal helps to improve performance through appropriate feedback, working and counseling to employees. It serves as a telling a surbonate how he is doing and suggesting necessary changes in his knowledge behavior and attitude .It serves stimulate and guide employee's development needs. It's also useful in analyzing training and development needs. These needs can be assessed because performance individual with high potential that can be groomed up for higher position Findings show that NAO has been conducting performance appraisal in order to improve efficiency and effectiveness. The NAO's longer range intention was to meet the organization needs and objectives. But then it's was found that there was lack of awareness among employees on performance appraisal forms are too difficulty for employees, lack of proper performance appraisal section under the personnel and administration department which would specially deal with formulation performance appraisal criteria Its has been recommend that in order for NAO performance appraisal to be effective and efficiency ,performance appraisal unit must be vested under administration personnel appraisal unit must be vested under Director of Administration and personnel who deal more staffs .NAO should form an assessment team which should include a representative from DAP Department.
- ItemAn Assessment of the Causes of Labor Turnover at CRDB: A Case Study of CRDB Bank, Head Office, Dares Salaam(Kampala International University, bachelors degree in Human resource management, 2011-04) Baraka, MbogoniThe study intended to assess the causes of labour turnover at the CRDB Bank PLC. The study was carried out at the CRDB Bank PLC Head Office in Dar es Salaam. Therefore, the study aimed at assessing the causes of labour turnover at the Bank; examining the extent of the turnover and the measures does the Bank undertake to reduce the labour turnover. The literature review revealed that there are various causes of labour turnover, measurements methods to measure the extent of labour turnover and the strategies/measures to retain employees. The study involved 100 respondents from the selected five departments. The simple random and purposive sampling techniques were used to select the sample size. The data collection methods such as questionnaire, observation, interview and documentation were involved in the data collection, to analyze the collected data into the meaningful and useful information, both qualitative and quantitative methods were used. The findings showed that the extent of turnover is low with the current rate of 5.5% per annually. The causes are such termination due to negligence, breach of Bank operations, and poor performance, resignation due to need for career move, further studies, family or personal matters, more salary and benefits, job location, higher position, few to mention, other causes are deaths, abscondment, and retirement. The Bank does undertake various measures such as annual salary and benefits review, adapting clear career growth, improving HR policies, recognition awards to performing staff, and ensure staff abides to ten corporate values. Finally the researcher concludes by recommendation which were as follows: job rotation enrichment and enlargement,_recognition of ones education qualifications/professional and experience by assigning tasks relevant to ones capabilities, improving the methods of getting/promoting various managerial positions, Proper review and implementation of the bank's scheme of services, few to mention the recommendation of the researcher.
- ItemCareer Development and Employee Performance In Pentagon Club And Restaurant- Kampala Uganda(Kampala International University, bachelors degree in Human resource management, 2015-12) Jadoo, TuyisengeThe study on career development and employee performance was guided by three research objectives that were set to: (a) examine various method of career development in Pentagon Club and Restaurant. (b) Determine the factor that affects performance in Pentagon Club and Restaurant and lastly ©examine the relationship between career development and performance in Pentagon Club and Restaurant Kampala Uganda. The results indicated that career development has a great impact on the employee performance as its absence in the company had negatively affected the employee's performance as required by the management. The company should put in place the specific techniques of career development to be used in the company to ensure that there is consistency in its operations and this can be achieved through considering workshops and seminars The researcher recommends that the whole management should be sensitized about the benefits of effective use of career development and adoption of the appropriate methods so that proper skills are attained by the employees with the aim of improving on their performance for example through the Provision of training to the management of the company on how they can effectively apply career development can improve and performance of not only the employees but also the whole company in general.
- ItemCareer development and employee performance tn uganda police force, vippu nsambya, Kampala district :(Kampala International University, College of Humanities and Social Sciences, 2019-02) Muyego;Anthony
- ItemCareer development and organizational performance case study: Tanzania Electric Supply Company Limited headquarter Dar es salaam, Tanzania(Kampala International University, School of Business and Management, 2010-05) Nandi, StephaniaThe study was carried out in Tanzania Electric Supply Company (TANESCO) along Morogoro Road, Dar -es -Salaam, Tanzania. The study focused on career development and organizational performance. The study was limited to career development which was characterized by management styles, succession planning, and training and organizational performance which were characterized by improved Quality of work lives, attraction of talent individuals, motivation and satisfaction basing on the period of January 2009 up to date. The study was guided by the following objectives: To examine the effects of management style on organizational perf01mance at Tanzania Electric Supply Company, to assess the effects of succession planning on the organizational performance at Tanzania Electric Supply Company and to examine the effects of training on organizational performance at Tanzania Electric Supply Company. The study adopted a case study research design the main purpose was to communicate a problem in more precious investigations and whereby both qualitative and quantitative methods of data analysis were used. Tanzania Electric Supply Company has a population of workforce of 4,896 persons. This consists of workforce from Tanzanian mainland and island of Zanzibar where they are in different departments such as engineering, finance, human resources, information technology and marketing. The study findings signposted that majority of the respondents in TANESCO 9 (or 30%) had worked for 06- 1 0 years and skilled. It revealed that employees had over stayed in the organization due to some activities such as training and succession planning and the research findings showed that the dominm1t management style was participative. Aligning on discoveries the following recommendations were proposed by the researcher: Career or job changes by employees in TANESCO should be based on the understanding of organizations' job descriptions, understand job posting systems, and selection policies. Coordinated, integrated efforts of the HR staffs, employees, managers and organizations are the key to success in careerr development at T ANESCO.
- ItemCareer development and organizational performance case study: Tanzania electric supply company limited headquarter dares salaam Tanzania(Kampala international international: College of Economics and Management, 2010-05) Stephania, NandiThe study was carried out in Tanzania Electric Supply Company (TANESCO) along Morogoro Road, Dar -es -Salaam, Tanzania. The study focused on career development and organizational performance. The study was limited to career development which was characterized by management styles, succession planning, and training and organizational performance which were characterized by improved Quality of work lives, attraction of talent individuals, motivation and satisfaction basing on the period of January 2009 up to date. The study was guided by the following objectives: To examine the effects of management style on organizational performance at Tanzania Electric Supply Company, to assess the effects of succession planning on the organizational performance at Tanzania Electric Supply Company and to examine the effects of training on organizational performance at Tanzania Electric Supply Company. The study adopted a case study research design the main purpose was to communicate a problem in more precious investigations and whereby both qualitative and quantitative methods of data analysis were used. Tanzania Electric Supply Company has a population of workforce of 4,896 persons. This consists of workforce from Tanzanian mainland and island of Zanzibar where they are in different departments such as engineering, finance, human resources, information technology and marketing. The study findings signposted that majority of the respondents in TANESCO 9 (or 30%) had worked for 06- 1 0 years and skilled. It revealed that employees had over stayed in the organization due to some activities such as training and succession planning and the research findings showed that the dominm1t management style was participative. Aligning on discoveries the following recommendations were proposed by the researcher: Career or job changes by employees in TANESCO should be based on the understanding of organizations' job descriptions, understand job posting systems, and selection policies. Coordinated, integrated efforts of the HR staffs, employees, managers and organizations are the key to success in career development at TANESCO.
- ItemCo-worker support and employee job fit a case of grace land hotel and gardens in Bunga(Kampala international international: College Humanities and Social Sciences, 2019-08) Ali, Kizito YakubuThe study was about co-worker support and employee job fit. a case of grace land hotel and gardens in bunga. The general objective of the study was to examine the relationship between worker support and employee job fit. A case study of grace land hotel and gardens in bunga. In order to understand the study aims, three objectives were developed and these focused particularly on: - (i) To assess the nature of co-worker support in organizations (ii) To examine the level employee job fit grace land hotel and gardens in bunga, (iii) To examine the relationship between co-worker support and employee job fit. The study adopted across sectional design using a quantitative approach which adopted a questionnaire tool comprising of questions which were distributed to 50 respondents to the entire population of study. Based on the results obtained Indicated co-worker support work has a greater impact on employee job fit that’s to say if there are good co-worker support workers will see no reason as to why they cannot be attached to their job fit in organizations. The tool used for data collection during was questionnaire, Ethical Consideration, Document Analysis. Data source were primary data and secondary data. The findings can prove basing on the following; researcher examined the relationship between coworker support and employee job fit of different workers in grace land hotel and gardens in Bunga.
- ItemCo-worker support and employee job fit: a case of grace land hotel and gardens in Bunga(Kampala International University, College of Humanities and social sciences., 2019-08) Kizito Yakubu, AliThe study was about co-worker support and employee job fit. a case of grace land hotel and gardens in bunga. The general objective of the study was to examine the relationship between co-worker support and employee job fit. A case study of grace land hotel and gardens in bunga. In order to understand the study aims, three objectives were developed and these focused particularly on: - (i) To assess the nature of co-worker support in organizations (ii) To examine the level employee job fit grace land hotel and gardens in bunga, (iii) To examine the relationship between co-worker support and employee job fit. The study adopted across sectional design using a quantitative approach which adopted a questionnaire tool comprising of questions which were distributed to 50 respondents to the entire population of study. Based on the results obtained indicated co-worker support to work has a greater impact one employee job fit that’s to say if there are good co-worker support workers will see no reason as to why they cannot be attached to their job fit in organizations. the tool used for data collection during was questionnaire, Ethical Consideration, Document Analysis. Data source were primary data and secondary data. The findings can prove basing on the following; researcher examined the relationship between coworker support and employee job fit of different workers in grace land hotel and gardens in bunga
- ItemCommunication and employee performance case study: Yumbe District Headquarters(Kampala International University, College of Humanities and Social Sciences, 2009-07) Buga, Ismail; VuniThis research was based on investigating the impact of communication on perfonnance of employees. It was conducted in Yumbe District Headquarters. It covers top administrators and employees as its respondents. The objective of the study was to establish the relationship between com1nunication and performance, effects of communication on performance and form of communication used in Yumbe district headquarters. The researcher used questionnaires, interviews, and observation as the research instruments. The data collection compromised both primary and secondary data. The findings indicated that, communication go hand in hand with performance. And this is evidenced with a massive performance got from the findings. It" was also realized that poor relationship among staff, domestic problem, language problem, heavily hinders communication flow in Yumbe district headquarters. Some of the recommendations made by the researcher in this report included encouragement of open-door communication philosophy where employees are left free to report to superior in case of misfortune, more emphasis should be put on formal communication than informal communication.