The Effect of Career Development on Employee Perfomance Case Study: Ecobank Uganda Limited (Eug)
Author: KIMERA PATRICIA ANGELA
Supervisor: Michael Byamugisha Tibenderana
The study was conducted to establish the effect of career development on employee performance in the banking sector: a case study of Ecobank Uganda Limited (EUG). Objectives of the study were; to establish the effect of career development on employee performance, to assess the challenges of career development on employee performance and, to establish the relationship between career development and employee performance.
The study was conducted using quantitative and qualitative study designs. The sample consisted of fifty six (56) employees and questionnaires were formulated and served to each of them. However, as a result of misplacement and failure to answer the questionnaire promptly, eleven (11) questionnaires were not returned and two (2) were considered invalid. There was a decrease in the sample size from fifty six (56) to forty three (43), giving us a response rate of 76.8%. Some key informants were interviewed to enrich data collected through the questionnaires. The analysis was done using the Statistical Package for Social Science (SPSS) version 17, where frequencies and descriptive statistics were deduced. The findings were presented in form of figures, tables and bar charts.
The study revealed that career development has an effect on employee performance and that Ecobank Uganda Limited (EUG) would need a proper mix of career development tactics to positively influence employee performance. The recommendations from the study were that the organization should maintain good working conditions throughout the entire job span such as provision of medical care and comfortable infrastructure which leads to increased employee performance. Special consideration for female staff in terms of rooms for breast feeding and baby gifts help to motivate them in exploiting their skills. People with physical disabilities need to be placed in positions that do not involve a lot of mobility and educational standards for the different job sets.