Human Resources Planning and Employee Performance of Selected Schools in Bukoto Central Masaka District Uganda

ABSTRACT This study is entitled Human Resources Planning and Employee Performance of Selected Schools in Bukoto central 1~iasaka District, it was conducted in Masaka. The study was set to establish the relationship between Human Resource Planning and employee performance. The study was guided by the following objectives; to determine the characteristics of respondents in terms of gender age and academic qualifications, to determine the extent of Human Resource Planning, to establish the level of employee performance of selecteJ schools in Bukoto central Masaka District and to determine the significant relationship between human resources planning and employee performance. The findings of the study were; there were more male respondents (60) representing 57.2% as the highest number, majority of respondents fell in the age bracket 26-33 years represented by 56 members (53%),and 58 respondents attained a Bachelors Degree (55.2%). The study also revealed that to a great extent there was Human Resource Planning with a mean mark of 2.55, it also reveled that there was a high level Employee Performance with a mean mark of 2.60, finally there was a significant relationship between human resource planning and the level of employee performance. The study concluded that; there was a significant relationship between human resource planning and employee performance of 78.3%. Gaps were bridged which were identified by the study. The Mylon Hliynk Queuing model theory (1991) which guided the study was valid. New information was generated in line with the study objectives. The study recommended that; practice of gender balance as for demography, focusing on the failed areas in human Resource Planning like improving working environment, making proper analysis of over all job performance among others. Regarding Employee Performance, Management of quality services should be done by heads of department, conserving the working environment, evaluating and discussing performance among others. Finally to reinforce the recommendations, then present findings and suggested remedies, and to disseminate evidence-based information and corporation.