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Background of national water and Sewerage Corporation
The National Water and Sewerage Corporation was set up as a government owned parastatal under decree No. 34 of 1972, and its legislative framework was strengthened by the NWSC Statute, Statute No 7 of 1995. The NWSC operations have grown from 3 towns in 1972 to 15 towns at present. These towns include Kampala, Jinja, Entebbe, Tororo, Mbale, Lira, Gulu, Masaka, Mbarara, Kabale, Kasese and Fort Portal, Bushenyi/Ishaka, Soroti and Arua. The NWSC has moved from efficiency with funds for investment t available in the early 70’s, to dilapidation of the Water and Sewerage systems in the later part of the 1970’s and early 80’s. The mid 1980’s and early 1990’s were characterized by rehabilitation of the Water and Sewerage systems. With the infrastructure in place, the later part of the 1990’s was devoted to improved efficiency and performance enhancement so as to effectively deliver services to the people. The performance enhancement programmes have included both strategic internal reforms, and the involvement of the Private Sector in service delivery, (NWSC, 2015).
The NWSC stands out as a model utility in the African region because of its exemplary achievements. The water service coverage is estimated at 78% . The Corporation produces about 100 million cubic meters of water per annum from 51 water treatment facilities and is distributed through 9,760 Kms of water mains. In addition, NWSC operates 3 conventional sewerage treatment plants and 27 waste stabilization ponds with a total sewer network length of 556.2Km. Non-Revenue Water has reduced overtime from over 60% to the current level of 28%. The NWSC work force as of June 2016 stood at 2,860 staff with a staff productivity ratio of 6 staff per 1000 connections. The number of new water connections averages 30,000 per annum and our customer base is 500,000 accounts of which 99.9% are metered, (NWSC, 2015).
VISION
Our Vision is ‘To be the leading customer centred water utility in the world.’
MISSION
Our Mission is ‘To sustainably and equitably provide cost effective quality water and sewerage services to the delight of all stakeholders while conserving the environment.”
The principal objectives of the Corporation under the NWSC Statute are:
- To manage water resources in ways which are most beneficial to people of Uganda
- To provide water and sewerage services
- To develop Water and Sewerage systems in urban canters and big national institutions throughout the Country.
Our Core values
Profesionalism
Reliability
Integrity
Innovation
Team work
Excellence
Result Oriented
Human resource strategy
Human resources strategy can be defined as: “A Coordinated set of actions aimed at integrating an organization’s culture, organization, people and systems, (Reiche, 2007).
According to Oakland & Oakland, (2001), Organizations should develop human resource policies and strategies, including selection and recruitment, training and development, and performance management, that reflect their beliefs and principles as well as maintaining acceptable relationships between management and employees. However, some human resource departments merely devise policies that deal with current problems or requirements.
Several theoreticians have argued that human resources are potentially the only source of sustainable competitive edge for organizations (Steilberg, & Cerrone, 2006), (Deery, 2008), argues that human resource systems help create workforces whose contributions are valuable, unique, and difficult for competitors to imitate. Yu & Egri, 2005 have conducted research at the organizational level that suggests that human resource practices affect organizational outcomes by shaping employee behaviours and attitudes.
Matrix representation of the Human Resource Strategy
| Objective | Where are we? | Where do we want to be? | How do we get there? | How do we know that we are there? |
| 1. Workforce Planning and Sustainability | Attracting highly skilled workforce. Paying competitive salary. | Having the best employees | Budgeting for employees | Efficiency among employees |
| 2. Recruitment as an Employer of Choice | Advertising job opportunities Transparency in recruitment | The recruitment is done fairly | Recruiting employees fairly | High concentration among employees |
| 3. Reward and Recognition | Offering bonuses | Employees are given salary timely | Paying employees salary timely | Employees love their work |
| 4. Employee Relations | Organizing employee engagement parties | Employees are given engagement parties | Communication within employees | Communication among employees |
| 5. Performance Management and Development | Creating a proper working environment | Workers are able to love their work | Fair treatment of employees | Employees feel sense of employment |
| 6. Learning and Development | Offering scholarship to employees | Employees with the right skills are given priorities | Retaining the best employees | Employees feel part of the organization |
| 7. Leadership and Management Development | Providing proper leadership to employees | Employees feel a sense of responsibility for their job | Offering democratic leadership to employees | There is good communication among employees |
| 8. Employee Engagement and inclusivity | Sharing organizational challenges with employees | employees share organizational benefits | Giving employees equal benefits | All employees fell they are equal |
Organizations have to plan for their work force during the before recruitment, this helps an organization to be in to get the right staff with the right skills to enable the organization to be competitive and increase its productivity
The recruitment of employees should be done ethically by giving all applicants the opportunity and encouraging equal competition amongst employees this will help the organization like kyambogo university to retain and employ, staffs with the right skills and knowledge to run the organizational duties and responsibilities.
Reward and recognition employers should reward employees based on their performance to motivate other staffs work hard and increase productivity in the organization.
Employee recognition, employees should identify and promote talent to help the organizations develop the highly quality workforce.
Employee relations should be promoted in the organization as this will help employees develop a deep sense of organizational belonging which helps to create organizational development and increase in productivity.
Performance management this should be developed within an organization , this helps to indentify organizational weaknesses and enables the management to develop its capacity.
Learning and develop should be promoted in an organization to enable the employees in an organization add on their knowledge and increase productivity.
Leadership and management development should be promoted in an organization, this should be promoted in away that employees who demonstrate high sense of hard work and leadership capabilities should be given an opportunity to lead and be in position to identify their talent.
Employee engagement and inclusivity, employees should be given the opportunity to engage with their fellow employees, this should be created inform of team work in organization to create innovation in the organizational development.
SWOT ANALYSIS
| Strengths Retaining of highly skilled manpower Provision of rewards to enable competitive performance amongst employees. Rewarding the best performers | Weakness The cost in high in retaining employees Some employees may feel like they need to leave Retaining employees for long may make them develop behavior of pride where if they leave the company ,m they can go with clients
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| Opportunities There is opportunities for employees to be learn many skills It creates specialization among employees if they stay for long Employees
| Threats Competitors can get employees of an organization, which can make them learn the secrets of employees. Specialization may make learning of new skills by employees difficult; this may prevent further organizational necessary changes. |
STRENTHS
There is proper employee recruitment strategy which makes the organization to have high quality and competent employee; this has been possible because of employee recruitment strategy which is properly formulated. Enabling learning and development by employees also enables the organization to maintain employee organizational commitment and ensuring continual development. Employer reward and recognition can enable employees develop their talents and create organizational development.
