Research Topics: Work Place Issues

Reward And Recognition As Determinants Of Job Satisfaction And Job Performance In Call Center Employees In Cavite

REWARD AND RECOGNITION AS DETERMINANTS OF JOB SATISFACTION AND JOB PERFORMANCE IN CALL CENTER EMPLOYEES IN CAVITE CITY       There are many Call Center Companies in Cavite City because it is basically one of the most strategic locations that may interest many companies and it is just a few minutes travel time in Manila, Philippines. Companies like Sutherland in Carmona, Teletech in Bacoor and American Power Conversion Corporation in Rosario are just among the few Call Centers in Cavite City. Most of these companies offer a guaranteed basic salary and bonuses that offers above industry salaries and wages some may also offer at least P10, 000 pesos to 20,000 pesos signing bonus and these are usually given amount for the newly hired employees.       Teletech and other Business Process Outsourcing Company (BPO) may also give away Ipod and notebook plus the amount of P10,000 pesos while Sutherland can gives as much as P15,000 to 20,000 pesos upon hiring employees. It is quite obvious that call center agents in the Philippines are enjoying good benefits and in spite of difficulty in their job that are usually done during night time the employees turnover in BPO companies in this country is low while job satisfaction are usually high. It is equally beneficial for both companies that they can get the best BPO’s in the Philippines and the call center agents themselves receive the best benefits that they deserved.       Job satisfaction and good performance is highly critical in most companies but the BPO companies also realized that their call center agents usually suffer from stress related issues from their position when they experience tough customers or low sales and in order to remove their stress the BPOs’ may also give relaxation time such as free use of internet, massage service, a place to rest, billiard and shopping hour. They also give regular outdoor exhibits such as field trip and sports, travel and car plan. Most of their call center agents are given all these opportunities especially those who really perform well in their job a good recognition and promotion as early as one year of their services to top supervisory position if they are really qualified.       All these are the benefits they are going to receive in joining such very prestigious BPO companies and at the same these reasons definitely satisfy more of their call center agents more than they are expecting in a company that most applicants would gladly aspire to become one of their employees but call center job is not for everyone, they required certain level of qualification in order to be hired.  Upon interviewing thousands of different call center agents from different companies by the media in most parts of Manila, Rizal, Cavite and Quezon City most of them if not all of them are usually satisfied with their position, company benefits, workflow, convenience and the career advancement opportunities that the BPO company can give.       Some call center agent may say that they may find difficulty in too much pressure studies during pre employment and training period. Another difficulty that they may encounter is the night shift and the toughest customers that burn out and exhausted them but most call center companies do prepare their call center agents about these issues beforehand. Somehow the quality of training and development even add up to job satisfaction of their employees because most of their call center agents are highly skilled in communication and they are becoming an improved individual as it may seems that they are able to handle even the toughest customers after the training. Customers are mostly satisfied in their services.       In an economic comparison the real advantage of their job satisfaction consideration is usually the job importance that they receive in the company they represent in addition to the hefty salary. Most call center agents find it fulfilling to work with pride and security that’s why BPO companies recognize their effort in order to maintain a healthy working environment as much as possible. The rewards and recognition that they have received impacted a great deal that call center agents usually value their work and it shows in their efficiency and performance, most companies have received a good expectation coming from their employees in return to their good service.       The productive effect of this satisfied employees shows in the success of most BPO companies, Philippines have been a good destinations for most call center agents that BPO’s have employed more than 350,000 call center agents from various locations and they continue to expand and hire people from major key cities of the Philippines like in Cavite City. The overall impression performance of these companies has really help the country in developing and serving the world through globalize economy as much as creating good employment opportunity and enrichment of the people through information and communication technology. Call Center agents are mostly proud and privileged that they represent the country around the world using their talents.         Credit:ivythesis.typepad.com

Reward And Recognition As Determinants Of Job Satisfaction And Job Performance In Call Center Employees In Cavite

REWARD AND RECOGNITION AS DETERMINANTS OF JOB SATISFACTION AND JOB PERFORMANCE IN CALL CENTER EMPLOYEES IN CAVITE CITY There are ma...

Employee Turnover in the Banking Industry

Since most companies spend a lot of time, effort, and money to train employees, it is only imperative that they keep the employees they had invested so much on. It is the managers’ responsibility to lessen employee turnover. Employee turnover can cost a company millions a year. Not only that, but it may also cost the company customer trust.             Employee turnover is defined as the entire process associated with replacing workers who were no longer working with the company. Another person must be hired and trained extensively each time a spot has been vacated. Employee turnover has remained a problem in the business sector, considering one of the hardest issues a business can face is finding and keeping good employees.   Causes of Employee Turnovers             There are many causes of employee turnovers. A worker may voluntarily vacate his or her position, or he or she may be terminated.             Why, you ask, would a person quit his job? There are a number of reasons. It could be the stress a particular job induces. It could be a person is extremely dissatisfied with his lot, which leads to detachment, and the inevitable desire to switch jobs. Poor management can be a factor. Other employees may also quit due to economic reasons – large companies are capable of providing better benefits, bigger paychecks, and more opportunities to further advance one’s career. It might have something to do with the individual’s personal life, such as death, or suddenly has to take care of a member of his or her family.             It has been determined that inefficient organizations tend to have a high level of employee turnover. Employees part of an unstable organization are likely to quit and look for more bankable companies.   Effects of Employee Turnovers             Employee turnovers tend to be very costly, what with separation costs that include separation pay, unemployment compensation, etc. When looking for replacements, companies would have to shell out money for advertisements, screening of applicants, interviewing of eligible applicants, background checks.             So, you’ve finally found a suitable replacement. Next step? Training the new guy. Supervisors and coworkers would have to invest a lot of time and effort into whipping the substitute into shape. Things are not going to get more productive until the person you’ve hired is fully capable and up to speed with the job.             Staff turnovers also put companies at risk – confidential business information could be leaked.   Cases of Employee Turnover in the Banking Industry             In 2001, the Bank of America experienced some problems with employee turnovers. The bank’s staff turnover rate shot up to about 48 percent. Subsequently, the Bank of America sought to bring satisfaction to beloved employees with an ongoing corporate-wide yearly recognition program. It was the responsibility of the managers to booster their recognition programs, and they kicked off each meeting by expressing their gratitude to associates and reminding workers of other recognition options. Leaders encouraged people to nominate their colleagues. Staff were responsible for selecting the ‘best of the best’ for the yearly Award of Excellence incentive trip.             Zions First National Bank – which provides investments and mortgages and insurance services – is no stranger to employee turnover. The bank, which is a subsidiary of Zions Bancorporation, handles over 15 billion dollars worth of assets. It also has more than 2,300 employees working at 135 branches across Utah and Idaho alone. After experiencing employee turnover and understanding that this would both be very pricey and mean the loss of cherished customer relationships. Managers of Zions Bank maintained employee satisfaction and encouraged staff to give out suggestions and comments. The bank also frequently gave out surveys to further understand the needs of their employees.               Maintaining employee satisfaction is they key to preventing the tumult employee turnover brings. Having an efficacious applicant screening process can be very helpful and a cost-effective way of distinguishing qualified applicants who are capable of handling the job. Also, an effective management team is extremely necessary in any company. Managers must be honest and must be open to communication. Managers are responsible for maintaining a friendly atmosphere in the workplace and they must be honest whenever giving advice, respectful when giving orders, and must be professional at all times. The managerial team should be able to meet employees’ needs in terms of security needs, social needs, and esteem needs.   References: <ul style="margin-top: 0in; margin-bottom: 0in" type="disc"> <li class="MsoNormal" style="color: #333333; margin-top: 6.0pt; margin-bottom: 6.0pt"> 	 	Employee Turnover. 2011. Employee 	Turnover. 	[ONLINE] Available at:http://meetingsnet.com/corporatemeetingsincentives/incentives/best_practices/meetings_bank_america_improving/. 	[Accessed 25 May 2011] </li> <li class="MsoNormal" style="color: black; margin-top: 6.0pt; margin-bottom: 6.0pt"> 	 	Ongori, Henry. (May 22, 2007).http://www.academicjournals.org/ajbm/pdf/Pdf2007/Jun/Ongori.pdf.Available: 	http://www.academicjournals.org/ajbm/pdf/Pdf2007/Jun/Ongori.pdf. Last 	accessed May 25 2011. </li> <li class="MsoNormal" style="color: #333333; margin-top: 6.0pt; margin-bottom: 6.0pt"> 	 	Overview of Employee Turnover Research. 2011. Overview 	of Employee Turnover Research. 	[ONLINE] Available at:http://www.sigmaassessmentsystems.com/articles/empturnover.asp. 	[Accessed 25 May 2011] </li> <li class="MsoNormal" style="text-align: justify; margin-top: 6.0pt; margin-bottom: 6.0pt"> 	 	Allegiance. (2007). Case Study: Zions Bank Lowers Employee Turnover.Available: 	http://www.allegiance.com/documents/ZionsEmployeeCaseStudyFIN.pdf. Last 	accessed May 25, 2011 </li> </ul> Credit:ivythesis.typepad.com

Employee Turnover in the Banking Industry

Since most companies spend a lot of time, effort, and money to train employees, it is only imperative that they keep the empl...

Stress Management Proposal

STRESS MANAGEMENT PROPOSAL         In most companies where there are lots of things to do to meet the quota or targets, is it stressful in the sense that you will think that is as if you have not done your part would be the reason for low performance that will degrade the standard of your work and basically add up to the headache you are experiencing. Plus the loud voice of your boss his frightening looks and customers anger would blow your mind. Whatever kind of job you would go onto stress will always be a part of the job. Stress on the other hand can cause obesity, sleeplessness, unhealthy habit, diabetes and other chronic ailment. Stress on the job can even be a cause of psychological factors that can sap your energy, drain your emotion and break your sensitivity.       In some cases where management are fed up to poor performance of their employees have thought about Artistic and healthy ways to cope up with such works, they have come up with some kind of stress relieving program to avoid the continuous low intensity performance of their workers. Employees have long for this kind of activities since then. If given an opportunity to suggest some kind of stress relieving program that can be applied inside the company, I would like to suggest about the following programs rank according to their effectiveness: 1.    Exercise – This activity is often neglected specially in the office where most employees tend to sit all day and the process continues all week long. A simple and basic exercise workout program before the work process can strengthen the body and remove physical stress. Employees can feel good about themselves physically and such activity can remove physical ailment and overall wellness. It can even stimulate mental alertness and stimuli reflexes to work. This should be done at least thrice a week. 2.    Spiritual counseling — A weekly prayers and devotion can absolutely uplift the spiritual strength of a group or individual. It can give meaning to life and encourage a deeper meaning in God’s presence. It will enrich the soul to become an effective individual. This can empower the low self esteem of employees and give them a higher meaning of life. This activity can give them a sense of hope and a sense of purpose as a whole to know the meaning of existence. 3.    Social Bonding – This can be done at least once a week or twice a month where employees can have an opportunity to interact with each other, know themselves and socialize. This activity can increase cooperation and promote a sense of belonging and nourishes group activity. The activities involve should not be expensive, a simple gathering and entertainment may be enough. 4.    Productivity training in disguise — This can be another form of social activity which involve a training course about the job. A combination of work and play. Example: A group quiz about customers or data about the job, a presentation contest and the likes. This will encourage the employees to learn more about the job without pressure. It can be done according to the availability and funds of the company. This is a kind of training that can be taken lightly by employers so they participate voluntarily.       All the following stress management is just a proposal but it has been widely used in many organizations and these have been very effective on their part. These four proposals involved a complete four psycho-social components including Physical, Social, Spiritual and Emotional basis. This will balance the company’s needs in stress management. All the activities involved can nurture and empower groups or individuals and basically the results are expected to be equally successful. I highly recommend such activities to be performed in any other organization because it has been proven respectively in many other companies all over the world.         Alternatively I would also recommend the following stress management activities which is not highly recommended but can be performed individually during break time or during free time. These activities are also effective for personal use. This is good for home and in offices; ·         Eat healthy, eat the right amount and balance diet ·         Exercise at least  3 times a week, a simple walking will do ·         Have a good laugh, since laughter is the best medicine ·         Drink lots of water it can help release stress. ·         Have a good night sleep or take a nap during break time           Basically managing stress at work should not be stressful; a good Human Resource Management can easily find ways to identify the means according to their employees needs. If the following proposals have been implemented properly could very well contribute to the success at work and in every employees overall personality. Basically it should generate growth to the company’s success and profitability.              Credit:ivythesis.typepad.com

Stress Management Proposal

STRESS MANAGEMENT PROPOSAL In most companies where there are lots of things to do to meet the quota or targets, is it stressful i...

Relationships of Training Programs and Employee Job Satisfaction

Relationships of training programs and Employee Job Satisfaction Employee performance is related to various factors within the workplace.  This could include job satisfaction, knowledge, and management.  Training and performance, however, have a definite relationship.  Training programs could be the answer to a number of problems in an organization which relates to poor performance. “Satisfaction with training and development is a major factor in decisions regarding people’s careers.  It is a factor that prospective employees evaluate in the job-hunting process.  It is cited in surveys as to why workers accept or decline jobs with certain employers and employees leave one employer for another.  A sample of workplace surveys shows the importance of workplace training from a variety of perspectives.  Ranstad’s 2001 North America Employment Review survey of twenty-six hundred American and Canadian employees found that 80 percent of respondents said receiving training that increases their skills and abilities was a key component of what they looked for in jobs.  Results of a 2000 survey of 271 network professionals conducted by Lucentcare showed that the most important factor in job satisfaction was the opportunity to learn new skills.  A 2001 Network Computing survey of fourteen hundred information technology (IT) professionals found that IT employees felt educational and training opportunities were critical in their job.  A survey of one thousand employees of Xerox’s European Business Service Centre found training and education were key priorities for staff. (The relationship between satisfaction with workplace training and overall job satisfaction.  https://docs.google.com/viewer?url=http%3A%2F%2Fwww.csupomona.edu%2F~dhorner%2Fwebpages%2FHRD311%2FGroup2-art.pdf, retrieved 14 April. 2011.)” “Job training is defined as a set of planned activities on the part of an organization to increase the job knowledge and skills or to modify the attitudes and social behavior of its members in ways consistent with the goals of the organization and the requirements of the job.  Training is systematic development of the knowledge, skills, and expertise required by a person to effectively perform a given task or job.  Job satisfaction is how people feel about their jobs and different aspects of their jobs.  (The relationship between satisfaction with workplace training and overall job satisfaction.  https://docs.google.com/viewer?url=http%3A%2F%2Fwww.csupomona.edu%2F~dhorner%2Fwebpages%2FHRD311%2FGroup2-art.pdf, retrieved 14 April. 2011.)”  The definitions of job satisfaction and job training can be fused to form the word job training satisfaction which is how people feel about the aspects of job training they receive. Training has an impact on employee performance.  “Training programs increase an employee’s job knowledge. An increase in job knowledge means that the employee will feel more comfortable doing his job and will perform at a high level.  Job satisfaction can come from feeling comfortable within the organization, job proficiency and even from the knowledge that an employee can work hard and get promoted. Training programs can contribute to all of these factors and lead to more satisfied employees who perform at exceptional levels.  Training employees about the organization, where each employee fits in the organization and how the organization fits into its overall industry creates innovation. In other words, employees who have a knowledge framework, delivered through training, are creative in solving problems, both in the short and long term.  When training programs are offered as a method to progress in one’s career, they also have an effect on how an employee performs. Employees who know they have a future with the organization are more likely to be high performers.  Effective training targets the gap between what is expected and what is currently being done. This human performance orientation, especially if delivered through training, makes an employee aware of her goals and how she will reach them.  (Relationship between training & employee performance.  http://www.ehow.com/facts_5848845_relationship-between-training-employee-performance.html.)” A company’s training efforts have wide-reaching effects on its employees and on the organization.  The attitudes towards training and development are important pieces in the employees’ feelings about the job and organization.  “In spite of the amount of research done on organizational commitment, satisfaction, coaching, and employee development as individual or organizational outcomes, very little research has been done on relationships between organizational commitment, employee development, satisfaction with employee development and coaching.  Managers concerned with the level of job satisfaction among their employees may want to encourage more learning opportunities in the workplace. (The relationship between satisfaction with workplace training and overall job satisfaction.  https://docs.google.com/viewer?url=http%3A%2F%2Fwww.csupomona.edu%2F~dhorner%2Fwebpages%2FHRD311%2FGroup2-art.pdf, retrieved 14 April. 2011.)”  Credit:ivythesis.typepad.com

Relationships of Training Programs and Employee Job Satisfaction

Relationships of training programs and Employee Job Satisfaction Employee performance is related to various factors within the workplac...

The Impact of Motivation on Employee/Work Performance : A Case Study of Electricity Company of Ghana

The Impact of Motivation on Employee/Work Performance in the Electricity Company of Ghana   Employment must be associated with decent work environment, decent company policies and a well designed safety measures for the employees; most especially for a working environment such as electrical companies in Ghana.  In this connection, there have been so many reports of fatalities, injuries and malpractices among various electrical companies in Ghana that are not given serious attentions by the authorities. It is maybe because there is no strong evidence on the incidents.  This case study found out that employment in electrical companies in Ghana is associated with low standard of working conditions among the employees in the organization.  Allegedly, many employees are being physically abused by their employers. (http://www.uneca.org/eca_programmes/nrid/pubs/PowerSectorReport.pdf) Motivation is very integral part of any organization, in order to inspire the work force to excel in their jobs with all willingness and enthusiasm; this is a major factor to make the employees happy and contented while doing their tasks in a company.  Aside from this fact, an excellent working condition and environment both coincide in order to motivate employees to perform well in their jobs.  Furthermore, decent work condition is a best strategy to attain sustainable development among the workers.  In similar, promoting the rights of the employees during working hours can be categorized as a promotion of human rights in the work place. This condition could have led to excellent productivity, fair income, security among workers, and could have even provided social protection and better prospects for personal and professional development and growth among the employees.  However, this is not the case of the electrical employees in Ghana. Based on the research, there are about 200 million of children between the ages of 5 to 15 years old who are already working in different companies for their survival.  In the same way, there are about 12.5 million of people who are engaged in forced labor in various electrical companies in the region as well.  Additionally,   most of the workers in Ghana’s electrical companies do not even have basic incentives.  The worst thing is it is very rare case to find an employee in Ghana who is being treated decently by the owner or management. Majority of the working people in electrical companies are not receiving minimum salary from their employers. This is the primary reason that many households are being deprived of having decent living condition.  More than that, working people is frightened to fight for their rights at work places because they fear of loosing their jobs.  As a result, the employees have been just accustomed with the mismanagement, substandard working conditions, as well as the negative rules and policies of the companies.  According to research, many workers are being tortured and killed, some are sent to long term imprisonment  after attempting to stand  up for  their individual rights as employees. Some of the employees are being exploited and abused by their employers,  but, instead  of taking revenge, they are more  contented of the  inhuman treatment of their employers, as long as there is little amount of money they can take home for their family, and as long as they  have the job, it is already fine with them. (http://allafrica.com/stories/201008180948.html) Consequently, working with electricity is a dangerous job.  Many employees such as engineers, electricians and other professionals work with electricity directly, that includes the working on overhead lines, cable harnesses and circuit assemblies.  Besides, office employees, laborers, sales people are all work with electricity indirectly are also exposed to electrical hazards conditions of the working environment. In Ghana, electricity industry has been considered a serious workplace hazard in the region.  This is the major reason that OSHA’s is a regulatory agency in Ghana for electrical standards policies   that must be implemented by electrical companies in the region. They are designed in order to protect their entire work force from dangers such s electric shock, electrocution, fires and explosions.  Nevertheless,   this electricity working   regulations are not followed by the electrical companies in the region.   At the same time, many workers are not aware of the potential electrical hazardous elements in their working environment.  This factor makes them even more susceptible to the danger of electrocution.  In view thereof, various reports revealed that thousands of youth die early in the electrical industry, or acquired respiratory problems and other diseases due to occupational hazards they get from electrical companies.  The most  significant fact here,  youth  make about eighty percent of the total Ghana’s population, and only few of them are employed, and  worst thing is most of them working are even employed by abusive employers.  To end this study, it may therefore conclude that electrical companies in Ghana do not even know what “motivation” in work places is like.   And, it could have been a tough job for the Ghana government to escalate the working condition of the employees in electrical industry. (http://www.osha.gov/SLTC/electrical/index.html) References: (http://www.uneca.org/eca_programmes/nrid/pubs/PowerSectorReport.pdf) (http://allafrica.com/stories/201008180948.html) (http://www.osha.gov/SLTC/electrical/index.html) Credit:ivythesis.typepad.com

The Impact of Motivation on Employee/Work Performance : A Case Study of Electricity Company of Ghana

The Impact of Motivation on Employee/Work Performance in the Electricity Company of Ghana Employment must be associated with decent ...

Automated Payroll Management in Ugandan Manufacturing Organizations

Automated Payroll Management in Ugandan Organizations   Payroll software automates payroll processing by gathering the attendance, leaving data, computing pay and salary, generating pay slips, sending statement on salary transfer to bands and processing income tax and statutory reports. The need for payroll automation is directly proportional to the employee population in an organization.[1]   Software solution provider FreeBalance has been tapped to provide an Integrated Personnel and Payroll System (IPPS) to the Republic of Uganda in 2009 which is to be implemented in five phases. It is aimed at upgrading public service efficiency in the country.[2]   Uganda’s manufactured exports specializes in low technology products like textile yarn and fabric and its very low production of simple labor-intensive products like footwear or travel goods suggests that its dominating textile exports are primarily resource based. The country aims to promote science and technology for industrial development, but is challenged by the shortage of skilled technical and management personnel and the lack of standards and quality awareness. A culture of manufacturing quality and efficiency is starting to emerge and long and short term measures will have to be implemented to sustain its growth.[3] Improvements in machinery and equipment, inventory control and training systems, process technology and research and development strategies can be done at the firm level. Bolstering the basic and high tech infrastructure in both foreign and local firms in Uganda will lead to the expansion of its manufacturing and the dominance of independent firms among foreign companies offers growth opportunities for the former.[4] Case studies have shown that automated personnel information systems in Uganda cannot be effective unless source data and management of electronic records are addressed from the start.[5]     A computerized automated information management system has been started by the defense ministry of Uganda in 2009 to address numerous paper-work, manipulation by paymasters, deficient response in accidents and ghost soldiers in payrolls. The system disallows impersonation in the army and provides fingerprint security and identification cards with biometric data on the soldier, name-specific pay slips and easier processing of survivors’ benefits.[6]   Upon mentioning their number, officers would give their cards or place their left thumbs on a machine and their bio-data would appear on a screen. The system would enable effective record-keeping, the scanning and archiving of important documents and the improved handling of logistics, including tracking fuel.[7]   The St. Mary’s Hospital Lacor in Uganda chose Microsoft Dynamics NAV 2009 with Microsoft SQL Server 2008 data management software to integrate its procurement, inventory, and accounting processes  in one business management system. The non- profit charitable institute also functions as a nursing school and a research facility. To maintain the confidence of foreign donors, hospital administrators had to ensure financial transparency, reduce operating costs and comprehensively control inventory and stores. The installed system enabled the hospital to fully automate financial controls for the first time, resulting in upgraded budgeting and management of information,  complete visibility of inventory and absence of human error risk in accounting. It has also allowed administrators better decision making based on business intelligence and  to be free for higher value tasks.[8]   The Microsoft partner provided full transparency over cash and charge payments,  integration of teaching hospital records with financial systems and adequate local  support.[9]     		 		 		 		[1] “Payroll Processing in Minutes 		– Completely Automated”, PRLog, 11 September 2009, <http://www.prlog.org/10339234-payroll-processing-in-minutes-completely-automated.html> 		[accessed 9 May 2011] 		 		 		 		[2] “Government of the Republic of 		Uganda Selects FreeBalance Software for Integrated Personnel and 		 		Payroll System (IPPS)”, PRWeb, 11 November 2009, <http://www.prweb.com/releases/FreeBalance/Uganda_IPPS/prweb3182934.htm> 		[accessed 9 May 2011] 		 		 		 		[3] “Africa’s Technology Gap: Case 		Studies on Kenya, Ghana, Uganda and Tanzania”, July 2003, <http://www.unctad.org/en/docs/iteipcmisc13_en.pdf>   		[accessed 9 May 2011] 		 		 		 		[4] Rajah Rasiah and Henry Tamale, 		“Productivity, Exports, Skills and Technological Capabilities: A 		Study of Foreign and Local Manufacturing Firms in Uganda”, United 		Nations University, Institute for 		New Technologies, January 2004, <http://www.intech.unu.edu/publications/discussion-papers/2004-1.pdf> 		[accessed 9 May 2011] 		 		 		 		[5] Piers Cane and Anne Thurston, 		“Personnel Records: A Strategic Resource for Public Sector 		Management”, pdf, March 1997, <http://www.irmt.org/documents/research_reports/personnel/IRMT_personnel_recs.PDF> 		[accessed 10 May 2010] 		 		 		 		[6] Henry Mukasa, “Uganda: Defense 		Computerizes Information System”, allAfrica.com.,18 November 		2009, <http://allafrica.com/stories/200911190325.html>  		[accessed 10 May 2011] 		 		 		 		[7] ibid 		 		 		 		[8] “Hospital Integrates Inventory 		with Accounts in Single Business Management System”, AkiliAfrica, 		pdf, 		January 2010, <www.microsoft.com/casestudies/ServeFileResource.aspx?..>  		[accessed 10 May 2011] 		 		 		 		[9] ibid Credit:ivythesis.typepad.com

Automated Payroll Management in Ugandan Manufacturing Organizations

Automated Payroll Management in Ugandan Organizations Payroll software automates payroll processing by gathering the attendance, leav...

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