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Item Restricted Performance Appraisal and Employee Performance in Tertiary Institutions: A Study of National Teachers’ Colleges.(Kabale University, 2024) Ndagire, ImmaculateThis study examined the effect of performance appraisal and employee performance of National Colleges a case of National Teacher’s College Kabale, Mubende, and Kariro. Performance appraisal was an independent variable and employee performance was a dependent variable. A descriptive design was used for the investigation. A combination of quantitative and qualitative analysis was conducted on data received from 139 respondents. The data were presented using frequency tables because the descriptive analysis involved describing a single variable and its characteristics. To determine the associations between the predictor and dependent variables at the bivariate level, a Pearson correlation matrix analysis was carried out. A linear regression model was used to fit the data. Research findings from the regression model show that performance standards (R=862), performance measurement (R=756 and result dissemination (R=829) have a positive significance on the employee’s performance at National Teachers’ Colleges. The main conclusion drawn from this research is that Performance appraisal is a systematic evaluation of employee performance, which is crucial in educational settings, particularly in tertiary institutions like National Teachers’ Colleges (NTCs). It serves multiple purposes, including enhancing employee performance, providing feedback, and identifying areas for professional development. In the context of NTCs, the effectiveness of performance appraisal systems can significantly influence overall employee performance and institutional success. Therefore, the study suggests that in order for National Teachers’ Colleges to become accustomed to improving financial performance, more work needs to be done on performance standards, performance assessment, and result distribution.Item Restricted Human Resource Practices and Employee Retention in Local Governments in Uganda: A Case of Kabale District Local Government.(Kabale University, 2024) Baingana, AlexThis study examined the effect of human resource practices on employee retention in Local Governments; a case of Kabale District Local Government. The study was guided by three study objectives which included examining the effect of recruitment and selection practices on employee retention at KDLG, the effect of training and development on employee retention at KDLG, and the effect between human resources compensation and benefits on employee retention at KDLG. A case study research design was used considering utilizing both quantitative and qualitative approaches. The study targeted 134 participants, but 119 managed to respond, including 117 who filled out the questionnaire and 02 who were interviewed. The study findings revealed that there was a very insignificant relationship between recruitment and selection on employee retention at (r = .026, P=0.781 > 0.01), there was a positive but insignificant relationship between development and training and employee retention at (r = .159, P=0.86 >0.01) and there was a positive and significant relationship between compensation and benefits and employee retention at (r = .430**, P=0.00 <0.01). From the linear regression analysis, it was revealed that from the linear regression, it was revealed that recruitment and selection predicted employee retention by only 0.08% with insignificant predictive potential at (Beta = .026, p=.781>0.05), development and training predicted employee retention by only 10.1% with insignificant predictive potential at (Beta = .159, p=.086>0.05) and compensation and benefits predicted employee retention by only 17.8% with significant predicator at (Beta = .430, p=.000<0.05). From the multiple regression analysis, the combined constructs of human resource practices with constructs of recruitment and selection, development and training, and compensation and benefits collectively accounted for 18.8%. However much recruitment and selection positively predicted employee retention at KDLG, it was an insignificant predictor at (Beta = .049, p=.623>0.05) and despite development and training positively predicting employee retention at KDLG, it was an insignificant predictor at (Beta =.227, p=.07 >0.05). Furthermore, compensation and benefits positively and significantly predicted employee retention at KDLG at (Beta =.567, p=.000 <0.05). The study recommended that KDLG must reevaluate its retention strategies, focusing on enhancing job satisfaction, professional development opportunities, and overall workplace conditions to mitigate turnover and ensure the retention of valuable talent. It was also recommended that KDLG reassess its approach to employee development through benchmarking and hiring professional trainers to ensure equitable access to training opportunities, establishing regular and comprehensive training programs, and fostering a culture that prioritizes continuous learning and professional growth. Failure to address these deficiencies will continue to impede efforts to retain talent and hinder the district’s effectiveness. There is also a need for providing competitive salaries, ensuring all employees are on the payroll, offering comprehensive workplace allowances and recognition programs, and equitably distributing work benefits across employees at all levels.Item Unknown Domestic Violence and Psychosocial Development of Children in Rukungiri Municipality Uganda.(Kabale University, 2024) Nyakahoza, JacklineThe study assessed the relationship between domestic violence and the psychosocial development of Children in Rukungiri Municipality, Rukungiri district. The objectives of the study were: to establish the relationship between verbal violence and the psychosocial development of children in Rukungiri Municipality; to examine the relationship between physical violence and the psychosocial development of children in Rukungiri Municipality; and, to establish the relationship between emotional violence and the emotional development of children in Rukungiri municipality, Rukungiri district. The researcher employed a cross-sectional study design adopting both quantitative and qualitative approaches. Data were gathered from 203 participants in the study using a combination of questionnaires and interview guides. The results of the study showed that verbal aggression and children's psychosocial development in Rukungiri Municipality had a positive, strong, and significant association at (r =.762**, P=0.00 <0.01). From the interviews on what different types of domestic violence affected the psychosocial development of children, it was revealed that physical violence, emotional or psychological abuse, verbal abuse, sexual abuse, neglect, financial abuse, witnessing violence, isolation, and social control, stalking and harassment and cultural or religious abuse were the types of domestic violence that affected the psychosocial development of children and these effects of domestic violence on children could vary depending on factors such as the severity, duration, and frequency of the abuse, as well as the availability of support and intervention services. The results of the study showed that physical violence and children's psychosocial development in Rukungiri Municipality had a positive, strong, and significant association at (r =.604**, P = 0.002 <0.01). The results of the study showed that emotional violence and children's psychosocial development in Rukungiri Municipality had a positive, strong, and significant association at (r =.722**, P=0.005 <0.01). The study recommended that community-wide campaigns should be launched to inform people about the connections between drug and alcohol abuse and domestic violence. By informing people about the detrimental effects of substance abuse on family dynamics and stressing the value of getting help for addiction issues, we can lessen the prevalence of drug and alcohol abuse in families. In the same regard, parenting support programs that offer information and tools to help parents become skilled caregivers and manage their stress and frustration should be put in place.Item Unknown Organisational Culture and Performance of Urban Local Governments in Uganda: A Case of Kabale Municipality Kabale District.(Kabale University, 2024) Tushemereirwe, JulietThis study examined the relationship between organizational culture and the performance of urban local governments in Uganda; a case of Kabale Municipality, Kabale District. Specifically, the study was guided by four objectives which included establishing the relationship between organizational adhocracy culture and the performance of KMC, the relationship between organizational hierarchy culture and the performance of KMC, the relationship between organizational clan culture and the performance of KMC and the relationship between organizational market culture and performance of KMC. A descriptive research design utilizing both quantitative and qualitative approaches was used. The study targeted 143 participants but 137 managed to respond hence making a response rate of 95.8%. Data was collected using questionnaires and an interview guide. The findings revealed that all constructs of organizational culture (adhocracy culture, hierarch culture, clan culture, and market culture) combined, predicted the performance of KMC by 86.1%. Adhocracy culture insignificantly predicted performance of KMC at Beta =.064 and with a significant relationship at r=.797**, hierarchy culture was a significant predictor at Beta =.112 and with significant relationship at r=.706**, clan culture was also a significant predictor of performance of KMC at Beta =.678 with a significant and positive relationship at r=.916** and lastly, market culture was also a significant predictor of performance of KMC at Beta =.139 and with significant relationship at r=.816**. Therefore, the performance of KMC was highly related to clan culture, followed by market culture, then Adhocracy culture, and lastly hierarchy culture. The study recommended that there is a need to create a structured system for acknowledging and rewarding innovative ideas and initiatives from staff members, there is a need to introduce a structured system that allows for feedback and input from lower-level staff in decision-making processes as a way of emphasizing the relevancy of hierarchy culture. The study also recommends that there is a need to formalize and expand the mentorship initiatives by implementing structured mentoring programs and there is a need for organizing regular workshops or forums that bring together council members, staff, and community representatives to collaboratively discuss and make decisions on key projects and service delivery initiatives.Item Unknown Human Resource Practices and Employee Retention in Local Governments in Uganda: A Case of Kabale District Local Government.(Kabale University., 2024) Baingana, AlexThis study examined the effect of human resource practices on employee retention in Local Governments; a case of Kabale District Local Government. The study was guided by three study objectives which included examining the effect of recruitment and selection practices on employee retention at KDLG, the effect of training and development on employee retention at KDLG, and the effect between human resources compensation and benefits on employee retention at KDLG. A case study research design was used considering utilizing both quantitative and qualitative approaches. The study targeted 134 participants, but 119 managed to respond, including 117 who filled out the questionnaire and 02 who were interviewed. The study findings revealed that there was a very insignificant relationship between recruitment and selection on employee retention at (r = .026, P=0.781 > 0.01), there was a positive but insignificant relationship between development and training and employee retention at (r = .159, P=0.86 >0.01) and there was a positive and significant relationship between compensation and benefits and employee retention at (r = .430**, P=0.00 <0.01). From the linear regression analysis, it was revealed that from the linear regression, it was revealed that recruitment and selection predicted employee retention by only 0.08% with insignificant predictive potential at (Beta = .026, p=.781>0.05), development and training predicted employee retention by only 10.1% with insignificant predictive potential at (Beta = .159, p=.086>0.05) and compensation and benefits predicted employee retention by only 17.8% with significant predicator at (Beta = .430, p=.000<0.05). From the multiple regression analysis, the combined constructs of human resource practices with constructs of recruitment and selection, development and training, and compensation and benefits collectively accounted for 18.8%. However much recruitment and selection positively predicted employee retention at KDLG, it was an insignificant predictor at (Beta = .049, p=.623>0.05) and despite development and training positively predicting employee retention at KDLG, it was an insignificant predictor at (Beta =.227, p=.07 >0.05). Furthermore, compensation and benefits positively and significantly predicted employee retention at KDLG at (Beta =.567, p=.000 <0.05). The study recommended that it is crucial for KDLG to reevaluate its retention strategies, focusing on enhancing job satisfaction, professional development opportunities, and overall workplace conditions to mitigate turnover and ensure the retention of valuable talent. It was also recommended that KDLG reassess its approach to employee development through benchmarking and hiring professional trainers to ensure equitable access to training opportunities, establishing regular and comprehensive training programs, and fostering a culture that prioritizes continuous learning and professional growth. Failure to address these deficiencies will continue to impede efforts to retain talent and hinder the district’s effectiveness. There is also a need for providing competitive salaries, ensuring all employees are on the payroll, offering comprehensive workplace allowances and recognition programs, and equitably distributing work benefits across employees at all levels.Item Unknown Monitoring and Evaluation and the Quality of Health-Care Service Delivery in Uganda: A Case of Ntungamo District Local Government.(Kabale University., 2024) Nahabwe, JudithThe study aimed to examine the impact that monitoring and evaluation have on the quality of healthcare service delivery in Uganda, using Ntungamo District Local Government as a case. Monitoring and evaluation formed a basis for the independent variable and was conceptualized as implementation type of monitoring and evaluation, beneficiary type of monitoring and evaluation, and Social accountability type of monitoring and evaluation. The quality of health care service delivery formed a basis for the dependent variable and was conceptualized into the acceptability of services, accessibility of services, availability of services, and accommodation of users’ needs. Three objectives guided the study and they were formulated to reflect how the three constructs of the independent variable impact the quality of healthcare service delivery. A cross-sectional research design was used where data was collected from 197 respondents and analyzed using Special Package for Social Sciences version 20 to obtain descriptive and inferential statistics. Qualitative data obtained from interviews were presented in narrative form as direct quotations from the respondents. It was established that the implementation type of monitoring and evaluation has a statistically significant positive relationship with the quality of healthcare service delivery as depicted by a correlation coefficient of r=0.308**. Also, beneficiary type of monitoring and evaluation had a statistically significant positive relationship with the quality of healthcare service delivery in Ntungamo District indicated by correlation results r=0.378**. Social accountability type of monitoring and evaluation indicated a statistically significant positive relationship with the quality of healthcare service delivery reflected by r=0.345**. From the findings, the study concluded that monitoring and evaluation have a medium impact on the quality of healthcare service delivery in Uganda but there are other significant factors responsible for the variations in the quality of healthcare service delivery that are not explained by monitoring and evaluation. Therefore, conducting further research on other factors affecting the healthcare service standards like internal controls in healthcare centers would be an asset.Item Open Access Workplace Environment and Employee Performance in Local Governments in Uganda: A Case of Kabale District Local Government.(Kabale University, 2023) Gasengayire, SarahThe research focused on Kabale District Local Government in Uganda and examined the connection between workplace environment and employee performance in local governments throughout Uganda. The research was directed by a set of objectives which included: to evaluate how organizational environment is associated with employee performance in Kabale District Local Government; to establish how the human environment is linked to employee performance in Kabale District Local Government; and to examine how the technical environment in Kabale District Local Government associated with performance of its employees. The research employed a cross-sectional research design and selected a sample of 146 participants through purposive and simple random sampling methods. The study used questionnaires and interview guide to collect data which was later analyzed using SPSS software that helped to generate descriptive and inferential statistical data and thematic analysis for qualitative data. The findings of the study indicated the Pearson correlation coefficient of r=.994**) which reveals a positive significant relationship between organizational environment and employee performance. The findings indicated a correlation results of (r=.905**) which revealed that human environment has a high positive significant relationship with employee performance. The study revealed that there was a positive significant relationship between technical environment and employee performance in Kabale District Local Government as indicated by a Pearson linear correlation coefficient (r) of .934** with a p-value of .000. The research findings indicated a significant positive association between organizational environment and employee performance. The research findings indicated that human environment has a high positive significant relationship with employee performance. The study recommended that Kabale District should always set targets to be achieved by each and every staff within a specific period of time and the necessary resources should be provided to all staff to aid them in the process. The study also recommended that the Ministry of Local Government and individual local governments should continue to strengthen the setting of standards and procedures to be followed by local government in performing their work. Kabale District Local Government should embrace building of teamwork to ensure that members of staff learn from each other on how to do things and devise means of executing their tasks. The study further recommended that there was always need for effective teamwork communication and the management of the local government and the Ministry of Local Government should always communicate effectively to the local government staff. Finally, the study recommended that employees should always be given the necessary and right equipment to help them perform their jobs.Item Open Access Human Resource Management Practices and Employees’ Retention in Local Government in Uganda: A Case Study of Kisoro District Local Government.(Kabale University, 2023) Mugisha, GodfreyThe study analyzed the relationship between human resource management practices and employee retention in Uganda's local government, specifically in Kisoro District. The study had three objectives: to examine the relationship between rewards and employee retention; to establish the relationship between training and employee retention; and to investigate the relationship between performance appraisal and employee retention. The study employed a cross-sectional research design with a mixed-methods approach and selected 325 respondents using purposive and simple random sampling techniques. The data were collected through questionnaires and interviews and analyzed using SPSS for quantitative data and content analysis for qualitative data. The findings indicated that rewards dimension has a significant positive relationship between with employee retention in Kisoro District Local Government with r=.994**, p=.000. The findings indicated that the relationship between training and employee retention was found to be statistically and positively significant since correlation coefficient of r=.905**, p=.000. Additionally, the findings showed a statistically significant positive correlation (Pearson linear correlation coefficient = .934**, p = .000) between performance appraisal and employee retention in Kisoro District Local Government. To address this issue, the researcher recommends that the district should establish enhanced rewards for staff and a salary structure that sets aside funds for employee rewards. Promotion criteria should be fair and based on staff effective performance. In addition, the researcher suggests that the district should always offer opportunities for staff training and development for improved performance and retention.Item Open Access Adopting Positive Selection Technology and Improving Seed Quality in Smallholder Potato Farmers in South-Western Uganda.(Kabale University, 2023) Kajura, Tibanyendera DeoThe Potato is an important food and nutrition security as well as cash crop in Uganda, especially in the highlands where over 200,000 households who are at subsistence level depend on it for their livelihoods. Despite the importance of the crop there has been considerable reduction in yield to the current yield of 4.2 tons ha-1 by smallholder farmers which is far short of its potential on-station yields of over 25 t ha-1, mostly due to inadequate supplies of high quality seed that compels farmers to continuously use their own recycled seed with latent infections by bacterial wilt (Ralstonia solanacearum), viruses and other tuber-borne pathogens. To address this, technologies and innovations such as Positive Selection technology have been developed and promoted among smallholders to enable them generate their own clean seed on-farm for increased productivity. The main objective of the study was to assess the adoption of Positive Selection Technology and improvement of seed quality by smallholder potato farmers. Specific objectives were to: i) ascertain the adoption and use of Positive Selection by smallholders, ii) assess the extent to which Positive Selection has improved seed quality, iii) establish factors affecting farmers’ uptake of Positive Selection Technology, and iv) assess the attitudes/or perceptions of potato farmers in adopting and application of the technology. The study was conducted in two districts of Rubanda and Kabale where the technology was first popularized and promoted. A household survey was conducted with 130 respondents randomly selected. Descriptive statistics were used to analyse the data. Chi-square tests, Pearson correlation and simple regression analyses were run between different variables to assess their interactive effects on adoption of the technology. Findings of the study showed 30.0% adoption of the technology by farmers who used Positive selected seed compared to 26.9% who used certified seed. Results of the study also indicated a 12.8% and 33.1% reduction in virus and bacterial wilt disease incidences respectively with a subsequent yield increase of 112.5% attributed to use of the improved seed quality through Positive Selection technology. Pearson correlation analysis showed significant difference in yield of positive selected with unselected and certified seed (P=0.000 and 0.001 respectively). Chi-square test indicated relationship with less significant effect (p>0.05) for all demographic factor on adoption of PS technology, while all technological factors had relationship with significant effect on technology adoption. Institutional factors that had significant effect were information access, awareness and extension services. Study findings indicated that adoption of Positive Selection Technology was influenced by demographic, socio-economic, institutional and technological factors. Based on these findings, Positive Selection technology is being applied, though adoption is still low in Uganda. It is further eminently shown that the technology can improve seed quality by reduction of tuber-borne diseases with subsequent increased productivity. Demographic, socio-economic, institutional and technological factors that affect the adoption of technologies should be thought of by government and development agencies involved in designing intervention strategies focused on seed quality improvement. More farmer trainings on the technology are needed to equip farmers with knowledge and skills for effective application of the technology. Farmers should be advised to complement Positive selection with other yield enhancing technologies such as fertilizers and crop protection products and if embraced by all farmers on a large scale, it will result into increased availability of clean seed and productivity.Item Open Access Teacher Transfers and Academic Performance of Learners in Uganda: A Case of Government Aided Primary Schools In Kalaki District.(Kabale University, 2023) Okello, George WilliamThis study aimed to examine the correlation between teacher transfers and learners’ academic performance in government aided primary schools in Kalaki District. The specific objectives of the study were to establish the relationship between voluntary transfers of teachers on learners' academic performance in government aided primary schools in Kalaki District the effects of routine transfers on learners' academic performance of government aided primary schools in Kalaki District and, the relationship between forced transfers on learners' academic performance in government aided primary schools in Kalaki District. The study adopted cross-sectional research design with the use of both quantitative and qualitative approaches. A sample size of 248 from a population of 369 respondents was selected to participate in the study. Both purposive and simple random sampling techniques were used in this study. Out of above sample size of 248, 195 respondents were able to fully take part in the study giving a response rate of 78.6%. The study established a significant positive relationship between voluntary transfers and academic performance of learners (r =0.640, p=0.000<0.000). The study also revealed a significant positive relationship between routine transfers and performance of teachers (r =-0.816, p=0.000<0.005). Further, the study indicated a significant positive relationship between forced transfers and performance of teachers (r=-0.814, p=0.000<0.005). The study concluded that: voluntary transfers, routine transfers and forced transfers enhance innovativeness of teachers as well as their performance. The study recommended that voluntary transfers should be used to enhance innovativeness of teachers for better performance. Routine transfer of teachers is generally a good policy in terms of performance and that the MOES is justified to transfer teachers who have overstayed. Forced transfers enhance innovativeness of learners especially if the teachers underperform and are therefore forced out of school.Item Open Access Employee Turnover and Education Sector Service Delivery in Local Governments in Uganda: A Case Study of Rubanda District Local Government.(Kabale University, 2023) Mucunguzi, EllyThe purpose of this study was to investigate how employee turnover affects education service delivery in Rubanda District Local Government. The objectives that guided the study were: to examine the extent of the problem of labour turn over and its causes in Rubanda district; to establish the effect of employee turnover in the education sector service delivery in Rubanda district, to identify the strategies to reduce on employee turnover in the education sector in Rubanda district, while the outcome variable was the provision of services in the education sector. The cross-sectional survey was followed in the study. Data from 165 respondents was gathered; quantitative and qualitative analysis was also performed. Frequency tables were employed to describe the data since descriptive analysis required presentation of a single variable and its characteristics. A Pearson correlation matrix was used to determine the correlations between the predictor factors and the dependent variable at the bivariate level. To fit the data, linear regression models were employed. According to research results from the regression models, the provision of services in the education sector in Rubanda District local government is positively impacted by the extent of the problem of labour turnover and its causes (R=7612); the effects of employee turnover on the education sector in Rubanda district local government (R=654); and strategies to reduce employee turnover on education in Rubanda district local government(R=866). The fundamental finding of this study was that, to the bigger extent, labour turnover and its causes affect education sector service delivery in Rubanda district local government and there are strategies that could be employed to reduce employee turnover in the education sector in Rubanda district local government. Therefore, this study recommends that Rubanda district local government should concentrate on implementing the identified strategies to reduce employee turnover, thereby enhancing the provision of education services.Item Open Access Employee Compensation and Retention of Civil Servants In Uganda: A Case Of Rubanda District Local Government.(Kabale University, 2024) Tubenawe, AkileoThe purpose of this study was to investigate the effect of employee compensation on the retention of civil servants in Rubanda District Local Government. The study was guided by specific objectives, which included: examining the effect of employee base salary on the retention of civil servants; examining the effect of employee mandatory benefits on the retention of civil servants; and, analyzing the effect of performance incentives on the retention of civil servants in Rubanda District Local Government. The study used a cross-sectional survey research design, utilizing both qualitative and quantitative data approaches. Using simple random and purposive sampling techniques, a total of 72 respondents were selected to participate in the study. Questionnaires and interview guide methods of data collection were used in the study. On the impact of employee compensation on civil servants, the majority 100% of respondents agreed that their pay was low compared to the positions they held; on receiving overtime pay when they put in long hours, 23.6% of the respondents agreed with the assertion, compared to 76.4% of them who disagreed. There was a significant positive relationship between employee base salary and the retention of civil servants (p = < 0.01, rho= .648**) which suggested offering higher base salaries as an effective strategy for improving employee retention within the civil service. On the effect of employee mandatory benefits on the retention of civil servants, it was concluded that the majority 86.1% of the respondents disagreed that they were pleased with the level of leadership at their place of employment, the study found a significantly strong positive relationship between employee mandatory benefits and the retention of civil servants (p = < 0.01, rho= .756**) which suggests that by offering comprehensive benefits packages, organizations can enhance employee satisfaction, increase loyalty, and reduce turnover rates among civil servants. On the effect of performance incentives on the retention of civil servants, the majority (100%) of the respondents agreed that they had been responsible for their activities at the district; 69.4% agreed that they had been respected to perform their activities; and 30.6% disagreed. Lastly, 93.1% of the respondents agreed that they used fellow workers to motivate others, compared to 6.9% of the respondents who disagreed with the statement. The study found that a significant and strong positive relationship existed between performance incentives and the retention of civil servants (p = < 0.01, rho .741**). It was recommended that staff base-salaries be offered for efficient service delivery. From the study, retaining experienced civil servants can contribute to better service delivery, effective governance, and overall development in the district.Item Open Access Training and Employee Performance in Uganda: A Case of National Water and Sewerage Corporation Rukungiri District.(Kabale University, 2024) Twongyeirwe, UsterThis study investigated the relationship between Training and Employee Performance in Uganda considering the case of the National Water and Sewerage Corporation-Rukungiri District. The study's specific goals were to examine the relationship between on-the-job training and employee performance, determine the relationship between off-the-job training and employee performance, and find out the challenges that affect training and employee performance at NWSC Rukungiri District. Senior human resource managers and managerial and technical level personnel made up the sample of 96 respondents that the study studied using a cross-sectional and descriptive survey design. Self-administered questionnaires and interviews were used to gather primary data,.Statistical Package for Social Sciences (SPSS 26.0), descriptive statistics, linear regression, and analysis of variance (ANOVA) were used to analyze quantitative data. Content exploration and thematic integration with the quantitative results were part of the qualitative data analysis process. The research findings indicate a statistically significant positive relationship (r=0.772, p<0.01) between on-the-job training and employee performance at NWSC-Rukungiri District. The study also found out that off-the-job training and employee performance at NWSC-Rukungiri District had a moderately significant positive relationship (r=0.683, p<0.01). The study further established that on-the-job training accounts for 59.7%, while off-the-job training accounts for 46.0% of employee performance. The study further established that both on-the-job and off-the-job training methods are significant predictors of employee performance (p<0.05). However, on-the-job training is a stronger predictor of employee performance (β=0.593, p<0.05) than the job training method (β=0.477, p<0.05). The study also established that training generally accounts for 69.8% of the employee performance at NWSC Rukungiri District. The study established that the main challenges to training at NWSC-Rukungiri District are lack of enough funds, use of inappropriate training technology, and lack of training feedback. The study concluded that improving training through both on-the-job and off-the-job methods would improve employee performance. It was recommended that in the attempt to improve employee performance, training should be improved through both on-the-job and off-the-job methods although priority should be given to on-the-job training approaches, while the identified challenges to training should be addressed to enhance the effectiveness of training on employee performance.Item Open Access Perennial crop farming and food security in Kigezi: a case study of Kigezi highland tea(Kabale University Interdisciplinary Research Journal (KURJ, 2022-12) Julius, ChamaThis study critically examines the contribution of tea growing in Kigezi region and how it affects the growth of other crops that are meant for food consumption. It underscores the performance of tea as a cash crop and as a means of generating foreign exchange for the country as well as a source of employment. This study establishes that the tea sector has not in any way affected food security in the region of Kigezi and has instead improved household incomes, been a source of employment and boosted revenue for households. The sector has however registered some challenges like limited faith among the out growers who prefer their own traditional crops. There have also been challenges of lack of coordination from stake-holders like NEMA, the district local governments and government ministries, departments and agencies. The study recommends to government that policy makers design a comprehensive tea policy that streamlines conflicting agencies and also learn best practices from neighboring countries like Kenya where the sector has performed immensely well. Farmers also need constant sensitization on the benefits of the cash crop.Item Open Access Human Resource Management Practices and Performance of Small and Medium Enterprises (S.M.Es) in Uganda: A case of Ntungamo Municipality.(Kabale University, 2021) Atyanga, PatrickThe study examined how human resource management practices influenced the performance of SMEs in Ntungamo Municipality among service and manufacturing industries. Specifically, the study examined the influence of employee resourcing on the performance of small scale enterprises, explored the influence of employee rewards management practices on the performance of small scale enterprises, and established the influence of employee training practices on performance of small scale enterprises. The study utilized a cross-sectional survey design based on questionnaires and interviews, and a mixed methods research approach. A sample of 169 was selected from 300 employees using simple random and purposive sampling techniques. Quantitative data was analyzed using descriptive statistical techniques of mean and standard deviations. Regression analysis was used to establish the influence of human resource practices on performance of SMEs. The results showed that human resource practices significantly influence about 50% of the variations in performance of SMEs in Ntungamo district. Specifically, employee resourcing significantly influences 38.0%, reward management significantly influences about 19.7% while employee training significantly influences about 25.5% of the variation in performance of SMEs in Ntungamo district. Conclusively, human resource management practices have a significantly influence performance of SMEs. The significant findings make the applications of RBV Paradigm RBV, Attraction Selection theories to solving performance challenges of small scale businesses from a human resource management perspective. In recommendation, small scale businesses with few employees should set up human resource departments to handle human resources. Small scale owners extend their marketing channels to online to match the business competition and development. In future, a study on the influence of human resource management practices on performance business organizations, comparing small and large scale enterprises in Ntungamo district is still necessary. Human Resource Management, Practices, Performance, Small & Medium Enterprises, S.M.Es, Ntungamo Municipality, Uganda.Item Open Access Women Development Through Women Cooperatives In Kicukiro District Of Kigali City(Kabale University, 2013) Firmin, MurayireThe purpose of this research was to investigate women's participation in development through cooperatives and how cooperatives can be made more effective as instruments to empower women in development in Rwanda, taking Kicukiro District of Kigali City as a case study. It was carried out with the following study objectives in mind: to investigate women's contributions to development through cooperatives, to identify the challenges that women face in development through cooperatives, and to devise strategies for overcoming setbacks that women face in Kicukiro District of Kigali City development through cooperatives in Kigali City. Data was collected using a questionnaires, face-to-face interviews, and focus group discussions, and they were guided by the questionnaire, which was distributed to be filled out by 100 respondents, who constituted the sample size of this study. Existing literature on cooperative enterprises was reviewed, and the information generated contributed to a better understanding of the cooperative movement and its contributions to the socioeconomic welfare of its members. The study showed that cooperatives have helped women contribute greatly to development, although, as members of the cooperative, they were facing a multiplicity of challenges. These challenges were tested with a variety of strategies ranging from social to economic measures. There is a need for government support in order to exploit the full potential of the cooperative movement and attain women's development through iItem Open Access Technical and Vocational Education and Training as Factors in the Socio-Economic Development of Rwanda A Case Study of Bushoki Sector, Rulindo District(Kabale University, 2014) Albertine, Bamutake ZikamaSocio-economic development gaps are a constraint to development in Rwanda. Technical and vocational education and training (TVET) has been advanced as a solution to this constraint in government policies and programs. This research assessed the TVET strategy of the government as a factor in the socioeconomic development of Rwanda, taking the Bushoki Sector of Rulindo District as a case study. Specific objectives were to identify skills gained from TVET by its beneficiaries, establish the relationship between TVET and new enterprise development and job creation, thereby improving employment opportunities for its graduates and other job seekers, analyze the contribution of TVET to the satisfaction of basic needs and promotion of developmental activities generally, and recommend ways of improving TVET's effectiveness for the sustainable socio-economic development of the Bushoki sector in Rwanda. The study adopted a mixed approach, i.e., quantitative and qualitative methodology, to data collection and analysis, including the use of a questionnaire, interviews, and document reviews to collect data. The sample composition was 79 percent men and 21 percent women. The dominant skills generally believed to have been gained from the training program are: hair cutting and dressing (18 percent of respondents), tailoring (18 percent of respondents), handcrafts (14 percent of respondents), and driving (10 percent of respondents). Most of those graduates from TVET have gained jobs from others (48 percent of respondents), while others are self-employed (41 percent of respondents). The incomes of TVET graduates contribute to the provision of food (78 percent of respondents), health insurance (67 percent of respondents), social events (58 percent of respondents), buying clothes (52 percent of respondents), education (45 percent of respondents), building houses (25 percent of respondents), and savings (22 percent of respondents). Among the challenges of TVET, the study found the major ones to be limited access to credits, a skills gap, inadequate infrastructure, insufficient raw materials, and an uninformed population. Among the recommendations made in the study are the need to support the facilitation of credits, TVET cooperatives, and TVET training centers in rural areas. Rwanda will achieve long-term socioeconomic development goals with effective TVET interventions.Item Open Access Operation Wealth Creation and Poverty Reduction in Kabale District: A Case Study of Rubaya Sub-County(Kabale University, 2022) Katusiime, MarionThis research investigated the overall contribution of Operation Wealth Creation (OWC) towards the reduction of Poverty in Rubaya Sub-County, Kabale District. The specific objectives of the research were: to examine different activities implemented under Operation Wealth Creation (OWC) in the poverty reduction; to assess the contribution of Operation Wealth Creation (OWC) towards poverty reduction; and to determine the challenges affecting the implementing of Operation Wealth Creation (OWC) towards the reduction of poverty in Rubaya Sub-County, Kabale District. Classical and neoclassical theories formed the basis for theoretical review as well building and formulation of the conceptual framework. The study employed a across sectional research design, involving quantitative and qualitative data collection and analysis methods to answer the research questions. Eighty two (82) questionna ires were administered randomly to selected farmer beneficiaries of Operation Wealth Creation (OWC), five (5) key Informant Interviews (KIIs) were conducted with purposively selected Kabale District Officials and Rubaya Sub County Officials; four Focus Gro up Discussions were carried out involving selected Farmer Group Members in Rubaya Sub County.The finding of the research indicated that there is no significant relationship between Operation Wealth Creation (OWC) and poverty reduction in Rubaya Sub-County. . Operation Wealth Creation (OWC) faced a number of challenges such as poor coordination among stakeholders at both National and District levels across the agricultural sector, low quantity and quality inputs, huge losses due to no or limited extension services, lack of supervision and monitoring of OWC activities, corruption and the elite capture, among others.Item Open Access Ecotourism and Poverty Reduction in Uganda. A Case Study of Batwa Communities in Kisoro District.(Kabale University, 2022) Kukundakwe, ObadiahThis study examined whether Ecotourism can lead to poverty reduction in Batwa communities living in Kisoro District. The study was guided by guided the three specific objectives which were to; examine the effect of Ecotourism on poverty reduction in Batwa communities in Kisoro District, assess the effect of cultural Tourism on poverty reduction in Batwa communities Kisoro District, and identify challenges affecting tourism with respect to poverty reduction goals amongst the Batwa Communities in Kisoro District. The participants were the Batwa Community selected from different areas of Kisoro district. A sample size of 317 respondents was considered for the study. Purposive and snowballing sampling techniques were used. Data was collected using questionnaires and interview guides and analyzed using Statistical Package for Social Sciences (for quantitative data), and thematic analysis for qualitatitative data. Findings indicate that the Batwa communities would wish to engage in Ecotourism, but, they are discriminated, not given proper education in order to compete with others, lack awareness on available opportunities and they lack raw materials to make goods for sale. On recommendation, the government should have a Batwa representative in parliament just like any marginalized communities that have a representatives in parliament so as to address their needs.Item Open Access Training and Employee Retention in Microfinance Institutions in Rukungiri District, Uganda.(Kabale University, 2021) Dudu Isa, MuhammedEmployee retention is one of the major problems facing companies with the challenge of competitive environment. The big business challenge is to align goals with the growing demand for a balanced organizational climate that meets basic human needs and where work is synonymous with personal fulfillment (Teixeira &França, 2013). Therefore, this proposed study focused on the influence of employee training on retention of employees in selected microfinance institutions in Rukungiri District. This chapter covers the background to the study, statement of the problem, purpose of the study, specific objectives, research questions, scope, significance and conceptual framework