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LETTER OF MOTIVATION FOR MSc HRM PROGRAMME The attainment of Ugandas independence in 1962 created a heavy demand for

skilled manpower that possessed higher education. As the British colonial masters left the country, vacancies were created. Recruitment standards were lowered in order to realize the numbers required to fill the manpower shortages. Hence, the workforce was filled up with a few graduates without experience and the majority of staff had limited educational background. The situation was made worse during the period of political instability 1970s to 1985, first with the expulsion of Indians by Idi Amin and the introduction of sectarian considerations in the recruitment of workers, and secondly due to brain drain arising from the exodus of Ugandans into exile due to the political instability at the time. No wonder the human resource capacity during this period greatly deteriorated and was characterized by inefficiency, ineffectiveness, unresponsiveness and waste. After a long and gruesome guerilla war, in which many people lost their lives and property, a new government under Yoweri Museveni came into power in 1986 and inherited an inefficient, ineffective, unresponsive, demoralized workforce which was generally not delivering services of the required standard. While these setbacks have been tragic, there have been important advances. Since 1995 a new Constitution, an Employment Act and numerous labour laws that contained a wealth of provisions on employment procedures, promotion of human resource management and development were promulgated by the government. Unfortunately, like the previous governments, the current government has continuously failed to take appropriately robust measures to promote and uphold the human resource management principles and general tenets of workers rights and development. Human resource managers occupy a strategic position in the development of a country. However, in Uganda and many African countries, it has been found out that this strategic position is not recognized in the formulation of strategies. Human resource managers may not be professionally tuned to the critical role they should play. While Ugandas government and a number of corporate bodies have recruited heavily a number of professionals to fill various vacancies, the HRM function is commonly discharged by generalist administrators, often coming under an administrative team. In Uganda, there are uncoordinated and fragmented approaches to human resources development; uncoordinated training programmes; inadequate linkages between training output and the labour market requirements; wastage and misplacement of personnel; and lack of monitoring mechanisms to determine the capacity and productivity of the trained personnel to contribute meaningfully to national development. Largely, the country has not been able to recruit and retain the needed well-trained and skilled personnel due to a host of challenges that include low salaries; poor conditions of service; over centralization; neglectful and outdated procedures; loopholes in administrative procedures leading to largely uncompetitive working environment. This state of affairs has translated into low institutional productivity and human resource flight through brain drain from my country. As an aspiring Human Resource practitioner, I realize the need to have both a solid understanding of the environment in which the organization operates and the ability to deliver services efficiently. I need to acquire expertise in strategic organisational management; work organization; be an employee champion and an agent of continuous transformation. In addition, for me to play these roles effectively, I need to gain specialty in all aspects of human resource management and development. To be the agent of change that I aspire to be and to carry out human resource management and development more effectively I need further training at graduate level. In reviewing the Manchester University education options available, I have been deeply impressed by the curriculum, faculty and facilities at the University. I am further enthralled to learn this programme offers a student an opportunity to learn from their home country by

distance learning at an international and African perspective something about international management, organisational behavior, Human Resource development and change. I would therefore be both privileged and grateful were I to be given an opportunity to pursue the studies. I strongly believe that such a masters degree will improve and expand my professional skills / knowledge and enable me to advance my career in not just the area of human resources and development but more importantly the closely linked areas of international management and organisational development and change. As an aspiring Human Resource Practitioner, I firmly believe that my experience and desire to further develop my skills and knowledge in the above fields as a post graduate student makes me a suitable candidate for admission to the University of Manchester. I am pleased, therefore, to submit my application supported by this letter of motivation; and I look forward to hearing from you in due course.