Rewards Management and Employees’ Performance in Non-Government Organizations in Uganda a Case of Rakai Health Sciences Program
Author: SEMANGO GEOFFREY
Supervisor: Cyprian Ssebaggala , Antonate Tebitendwa
The study was set out to examine the effect of Rewards Management on Employees’ Performance in RHSP. it was guided by the following specific objectives: to determine the assess of staff promotion on Employee Performance, to examine the effect of staff training on Employee Performance and to establish effect of Pay Rewards on Employee Performance. The study was guided by descriptive and correlational research designs based on both quantitative and qualitative approaches and used a sample size of 131 for analysis using both questionnaires and interviews and findings are as below;
The study findings also revealed a correlation coefficient of 0.703**, significant at 0.01 level of a two tailed test with 131 degrees of freedom. Hence the study findings imply that there is a high positive significant relationship between promotion and Employee Performance. On running the regression to ascertain the effect of promotion and Employee Performance, findings revealed that promotion affects Employee Performance in RHSP by Beta value of 0.53.
On objective two of the study, findings also revealed a correlation coefficient of 0.781**, significant at 0.01 level of a two tailed test with 131 degrees of freedom. In addition, a Beta value of 0.692 was obtained when a regression was run to ascertain the extent to which staff training affect Employee Performance. The study findings also revealed a correlation coefficient of 0.560**, significant at 0.01 level of a two tailed test with 131 degrees of freedom. A regression analysis also showed a Beta value of 0.396, implying that Pay Rewards affects Employee Performance but the effect is not significant because of the low Beta value with a moderate relationship.
In conclusion, the study findings revealed that there is high positive significant relationship between Rewards Management and Employee Performance. And the study recommends that Management of RHSP should make good use of the employee plans to identify good performing employees for promotion since it has been discovered that it is one of the ways in which employees can be rewarded.