Human resource management practices and efficiency of lecturers in public and private universities in Central Uganda.

Abstract

This study investigated human resource management practices and lecturer efficiency in public and private universities in Central Uganda. The objectives were to: examine the relationship between staffing of academic departments and lecturer efficiency in universities in Central Uganda, investigate the relationship between compensation of staff and lecturer efficiency in Central Uganda, analyze the relationship between staff development and lecturer efficiency in universities in Central Uganda, and examine the relationship between staff participation in university management and lecturer efficiency in universities in central Uganda. The study was conducted through a cross-sectional survey design. Both qualitative and quantitative methods were employed for the study. The population was composed of lecturers, students, Deans, Heads of department and student leaders. The total sample was 839 and was selected using purposive, convenience and systematic sampling techniques. Data were collected between September 2010 and July 2011 using questionnaires, an interview guide, Focus group discussions guide and document analysis guide in Makerere University, Kyambogo University, Uganda Martyrs University and Kampala International University. Qualitative data were coded and organized into meaningful categories for easy interpretations, while quantitative data were analyzed through percentages and frequencies. Pearson Product Moment Correlation was used for data analysis. The study established that staffing, development and participation in university management significantly affect lecturer efficiency, while compensation does not. The study concludes that human resource management practices have an impact on lecturer efficiency in public and private universities in Central Uganda. Basing on the above findings, the researcher recommends that university management makes appropriate departmental staffing in terms of lecturer-teaching load, lecturer-student ratio and lecturer teaching experience. Secondly, universities in Uganda should make it mandatory for all lecturers to attend staff development programmes at least every five years to equip them with further knowledge and skills that will enable them perform university mandates with efficiency. Thirdly, government and University Councils should compensate lecturers according to their competence, skills, performance and contributions. Fourthly, university administration should let lecturers participate in the management of universities by involving them in planning, academic leadership and decision making. Finally, the researcher recommends that further research be conducted on other human resource management practices that affect lecturer efficiency, human resource management practices and lecturer efficiency in other tertiary institutions of Uganda, and effect of university policies on lecturer efficiency in universities of Uganda.