DATE : 29.08.

17

NAME : ISLAM MOHAMMAD SAIDUL

SUBJECT : HUMAN RESOURCES MANAGEMENT

TOPIC : FIND THE EFFECT THE PERFORMANCES Of THE EMPLOYEES

Contents

1/ INTRODUCTION

2/ Background of the Study

3/ Problem Statement

4/ Goals of the Study

5/  Definition of key concepts

6/ HUMAN RESOURCE MANAGEMENT

7/ Staffing

8/ Training and Development

 9/ Performance appraisal

10/ Compensation and benefit

11/ Union, employee relations, health and safety

12/ emplotees performances

13/ data sources and collection method

14/ conclusion

Employees are major assets of any organization. The active role they play towards a
company’s success cannot be underestimated. As a result, equipping these unique
assets through effective training becomes imperative in order to maximize the job
performance. Also position them to take on the challenges of the today’s competitive
business climate. Although extensive research has been conducted in the area of
Human Research Management, the same cannot be said on employee training
especially as it concerns developing countries.

The purpose of this thesis was to evaluate the effects of training on employee
performance, using the telecommunication industry in Uganda as case study. In order
to understand the study aim, four goals were developed and these focused particularly
on identifying the training programs’ existing in the industry, the objective of the
training offered, the methods employed and finally the effects of training and
development on employee performance.

The study was based on three case studies of the biggest telecommunication
companies operating in Uganda. A qualitative research approach of the data collection
was adopted using a questionnaire comprising of 18 questions distributed to 120
respondents. Based on this sample the results obtained indicate that training have a
clear effect on the performance of employees. The findings can prove useful to
Human resource managers, Human resource policy decision makers, as well as
government and academic institutions.

# STUDY FROM UGANDA

1. INTRODUCTION

There is no doubt that organizations worldwide are striving for success and out-
competing those in the same industry. In order to do so, organizations have to obtain
and utilize her human resources effectively. Organizations need to be aware of face
more realistically towards keeping their human resources up-to- date. In so doing,
managers need to pay special attention to all the core functions of human resource
management as this plays an important role in different organizational, social and
economically related areas among others that are influential to the attainment of the
organizational goals and thus organizations successful continuation in the market.
This study, therefore, goes on to discuss one of the core functions of human resource
which is training, employee performance, and how the earlier affects the latter.

1.1 Background of the Study

Organizations are facing increased competition due to globalization, changes in

technology, political and economic environments and therefore prompting these
organizations to train their employees as one of the ways to prepare them to adjust to
the increases above and thus enhance their performance. It is important to not ignore
the prevailing evidence on growth of knowledge in the business corporate world in the
last decade. This growth has not only been brought about by improvements in
technology or a combination of factors of production but increased efforts towards
development of organizational human resources. It is ,therefore , in every
organizations responsibility to enhance the job performance of the employees and
certainly implementation of training

and development is one of the major steps that most companies need to achieve this.
As is evident that employees are a crucial resource, it is important to optimize the
contribution of employees to the company aims and goals as a means of sustaining
effective performance. This therefore calls for managers to ensure an adequate supply
of staff that is technically and socially competent and capable of career development
into specialist departments or management positions

1.2 Problem Statement

Despite the increasing effects on training of organizational employees by

organizations, there is still limited literature on human resource development issues in
developing countries and increasing concerns from organizational customers towards
low quality services in the telecommunications sector. It is further worth noting that
while much is known about the economics of training in the developed world, studies
of issues

associated with training in less-developed countries are rarely found. The existing
studies in this relation have taken a general human resource management (HRM)
focus creating a gap on issues such as the effect of training on employee performance.
This study will contribute in minimizing this gap in the literature and thereby establish
the basis to understanding of some aspects of human resource management in general
and training in particular in Uganda.

1.3 Goals of the Study

In light of the above background, the aim of the study is to examine the effects of
training on employee performance within the telecommunication industry in Uganda.
The sub goals included are as follows:

What training programs exist in the telecommunications sector?

What are the training objectives ?
What methods are used and do these methods meet the training objectives?
How does training affect employee performance?

It is expected that the findings of this study will help highlight the ways in which
human resource training can be beneficial not only to the organizations but also to the
career development of its employees. All in all, the results pave way of improving
human resources needed for the competitive performance of organizations operating
in the same line of business as the sample companies in Uganda and Africa in general.

1.4 Definition of key concepts

Human resource management is the way organizations manage their staff and help
them to develop in order to be able to execute organizations’ missions and goals
successfully.

Hsuman resource development is the integration of individual, career and organization

development roles in order to achieve maximum productivity,

Employee performance is defined as the outcome or contribution of employees to

make them attain goals while performance may be used to define what an
organization has accomplished with respect to the process, results, relevance and
success Uganda National Development Program define performance as the
achievement of specific tasks measured against predetermined or identified standards
of accuracy, completeness, cost and speed. Employee performance can be manifested
in improvement in production, easiness in using the new technology, highly motivated
workers.

2. HUMAN RESOURCE MANAGEMENT

Human Resource Management involves the management of the human resources

needed by an organization and also being certain that human resource is acquired and
maintained for purposes of promoting the organization’s vision, strategy and
objectives. In other words, HRM focuses on securing, maintaining, and utilizing an
effective work force, which organizations require for both their short and long term
survival in the market. In order for HRM to achieve its organizational objectives,
managers should perform a number of basic functions which represent what is often
referred to as the management process. It is worth noting that in the existing
management literature, HRM functions have been differently classified by different
researchers despite the fact that they all serve the same purpose of making available
effective human resources. The basic functions being referred to above are human
resource planning, organizing, staffing, leading, and controlling. In relation to the
above and a focus in this study are Briscoe’s core HRM functions namely staffing,
training and development, performance appraisal, compensation and benefits, and
finally union and employee relations and health and safety .

2.1 Staffing

Staffing ensures that the right people are available at the right time in the right place.
This involves identifying the nature of the job and implementing a recruitment and
selection process to ensure a correct match within the organization. In other words,
the function of staffing involves hiring the required people, selection amongst the
available pool the persons most suitable for the job in question, and sometimes
retrenching or firing. When the people considered as fitting the required criteria are
identified, HRM is required to arrange for and where needed conduct the interviews.
Both selection and interviewing are performed in order to recruit the required
personnel. One of the staffing objectives has always been and has been advocated for
ensuring that people are recruited, they should be retained and this objective can be
implemented with the right people in place.

2.2 Training and Development

This involves training and development of workforces and managers . Training and
development are often used to close the gap between current performance and
expected future performance. Training and development falls under HRD function
which has been argued to be an important function of HRM . Amongst the functions
activities of this function is the Identification of the needs for training and
development and selecting methods and programmes suitable for these needs, plan
how to implement them and finally evaluating their outcome results .

Guest (1987) argues that policies are necessary to ensure that employee performance
is evaluated, which in turn ensures that the appropriate training and development take
place. With the help of the performance appraisal reports and findings, the
organization can be able to identify development needs. However, individuals
themselves can help to indicate the areas requiring improvement as a result of the
issues raised in the performance appraisal process and their career path needs.

2.3 Performance appraisal

Performance appraisal is a process that is carried out to enable both the individual and
the organization to analyze, examine and evaluate the performance of specified
objectives over a period of time. This process can take up formal and informal forms .
The purposes of performance appraisal have been classified into two groups that is the
developmental and administrative purposes. The developmental purposes of
performance appraisal include providing performance feedback, identifying individual
strengths/weaknesses, recognizing individual performance, assisting in goal
identification, evaluating goal achievement identifying individual training needs,
determining organizational training needs, improving communication and allowing
employees to discuss concerns. On the other hand, administrative Under the
developmental purposes are purposes of performance appraisal include but are not
limited to documenting personal decisions, determining promotion candidates,
determining transfers and assignments, identifying poor performance, deciding
layoffs, validating selection criteria, meeting legal requirements to mention a few.

1. Manager and/or supervisor

Appraisal done by an employee’s manager and reviewed by a manager

one level higher.

2. Self-appraisal performance

By the employee being evaluated, generally on an appraisal form

completed by the employee prior to the performance interview.

3. Subordinate appraisal
Appraisal of a superior by an employee, which is more appropriate for

developmental than for administrative purposes.

4. Peer appraisal

Appraisal by fellow employees, complied into a single profile for use in

an interview conducted by the employee’s manager.

5. Team appraisal
Appraisal based on total quality management concepts, recognizing

team accomplishments rather than individual performance.

6. Customer appraisal

Appraisal that seeks evaluation from both external and internal Customers.

2.4 Compensation and benefit

This involves the designing and implementation of individuals and organizations pay
and benefits schemes. Employee compensation and benefit practices differ across
employment units on several dimensions and organizations. Barry, Harvey & Ray
(1994) state that employee compensation and benefit can be considered of crucial
importance to both the employers and employees in such a way that it plays a key role
of being one of the essential hearts of employment relationships. They continue by
explaining that this is so in such a way that while employees typically depend on
wages, salaries, and so forth to provide a large share of their income and on benefits
to provide income and health security. For employers, compensation decisions
influence their cost of doing business and thus, their ability to sell at a competitive
price in the product market. In addition, compensation decisions influence the
employer's ability to compete for employees in the labor market (attract and retain), as
well as their attitudes and behaviors while with the employer.

2.5 Union, employee relations, health and safety

Trade Unions are organization of workers, acting collectively, seeking to protect and
promote their mutual interests through collective bargaining. The role of trade unions
is mainly to protect employees’ interests and they tend to be the link between the
organization management and employees. Therefore, there are a lot of negotiations
between management and unions in either resolving dispute between employees and
management or try to fight for the best interest to its members (employees). It is
important to note that, in the absence of the trade unions representing employees,
most organizations would be more inclined to setting and thereby focusing on HRM
policies promoting efficiency. Because of this representation however, organizations
are forced into focusing on those policies that not only reflect organizational benefits
but also putting consideration for the preferences of workers being represented by the
union as a whole.

3.5 Employee performance

Employee performance is normally looked at in terms of outcomes. However, it can

also be looked at in terms of behavior. Kenney et al. stated that employee's
performance is measured against the performance standards set by the organization.
There are a number of measures that can be taken into consideration when measuring
performance for example using of productivity, efficiency, effectiveness, quality and
profitability measures briefly explained hereafter. Profitability is the ability to earn
profits consistently over a period of time. It is expressed as the ratio of gross profit to
sales or return on capital employed . Efficiency and effectiveness - efficiency is the
ability to produce the desired outcomes by using as minimal resources as possible
while effectiveness is the ability of employees to meet the desired objectives or target
(Stoner 1996). Productivity is expressed as a ratio of output to that of input (Stoner,
Freeman and Gilbert Jr 1995). It is a measure of how the individual, organization and
industry converts input resources into goods and services. The measure of how much
output is produced per unit of resources employed . Quality is the characteristic of
products or services that bear an ability to satisfy the stated or implied needs . It is
increasingly achieving better products and services at a progressively more
competitive price (Stoner 1996).

As noted by Draft (1988), it is the responsibility of the company managers to ensure

that the organizations strive to and thus achieve high performance levels. This
therefore implies that managers have to set the desired levels of performance for any
periods in question. This they can do by for example setting goals and standards
against which individual performance can be measured. Companies ensure that their
employees are contributing to producing high quality products and/or services through
the process of employee performance management. This management process
encourages employees to get involved in planning for the company, and therefore
participates by having a role in the entire process thus creating motivation for high
performance levels. It is important to note that performance management includes
activities that ensure that organizational goals are being consistently met in an
effective and efficient manner. Performance management can focus on performance
of the employees, a department, processes to build a product or service, etc. Earlier
research on productivity of workers has showed that employees who are satisfied with
their job will have higher job performance, and thus supreme job retention, than those
who are not happy with their jobs . Further still, document that employee performance
is higher in happy and satisfied workers and the management find it easy to motivate
high performers to attain firm targets.

4.2 Data sources and collection methods

This section details the sources of the data used in the dissertation and the data
collection methods employed.

The study is limited to those companies that provide telecommunications services in

Uganda. In choosing the telecommunication companies to be studies, purposive
sampling was used and Mobile Telephone Network (MTN), Warid and Uganda
TeleCom (UTL) were selected. These were specifically chosen because they are
among the biggest and popular telecommunication companies in Uganda. The target
size for this study is 120 employees for telecommunication companies. Simple
random sampling was then applied when selecting respondents from the three
telecommunication companies and this was done to eliminate bias.

6. CONCLUSION

The importance of training and development in the corporate world has been
highlighted in the previous literature. Thus, it is essential to examine any issues
related to training and development in any business sector. The purpose of this study
is to examine the effects of training on employee performance within the
telecommunications industry in Uganda. Moreover, sub goals are developed to
facilitate a clear achievement of the purpose of the study. These include (1) what
training programs exist in the telecommunications sector, (2) what are the training
objectives, (3) what methods are used and do these methods meet the training
objectives, and finally (4) examine the effects of training on employee performance.
The sample of the study is based on the three biggest telecommunication companies
operating in Uganda.
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