A presentation which shows the initial steps of formulation of a reward management tool at Bethania Primary School a school owned by Kemondo Orphan Care Center. The presentation also includes other activities done by the trainee during internship period

1. Prepared & presented by: Enock Kasimbazi
Subject: HRM Practical training presentation
Formulation of a performance based reward management tool for
Bethania Primary School

2. Overview
Introduction
General aspects of the organization’s HR system & process
• Organization of HRM
• Recruitment, selection and employee development
• Salary and benefits
• Compliance with labor law
Specific task
• Job description
• Job description Communication
• Steps taken for selecting and recruiting new employee
• Salary and benefit package & Employee development plan
Personal experience
Problem & proposal
• Methodology
• Problem
• The developed reward management tool
• Steps taken to implement the developed tool
• The template developed
Conclusion
• Advantage and disadvantage of tool developed
• More suggestion
• General conclusion

3. Introduction
• Kemondo Children’s Home lies by the shores of lake Victoria in Kagera region, Northwest part of
Tanzania.
• It is was founded by a German missionary Hans Djuka together with Johannes Kasimbazi (Tanzanian)
• The pair start the project with a mission and vision of helping the needy both materially and spiritually.
• Today the orphanage has 123 orphan children living in 9 houses and over 100 children have left the
center to live independently since 1991.
• In 2000 KCH established a school (Bethania Primary School) to give quality education to the orphan
children and the neighboring community.
• To date the school has over 450 students with a boarding unit for outside children which accommodates
191 students
• The school has a market covering the radius of 10 km for day scholars, the introduction of a boarding
section has also
captured the market of students coming from neighboring districts and regions
• KCH today has 73 workers, 43 from the school and 30 from the homes.

4. General aspects of the organization’s HR system & process
Organization of HRM
• KCH has no specific HR office, the human resource functions are performed Co-jointly by the manager’s office, the
accounting office and by the school leadership.
• However as KCH grows there is a need of establishing an independent HR office
Recruiting, selection & Employment development
• School leadership identifies job vacancy and communicates with management
• The vacancy is communicated through word of mouth or management calls for specific suggested people.
• For employee development, the management together with the school leadership arranges for seminars, Bethania
Primary school also participate in seminars prepared by the government and other NGOs.
• For personal development the school leadership encourages the employee to develop a personal development plan
and also to constantly use the library.
• In the end employee leaves the organization due to retirement, termination of contract or end of contract.

5. General aspects of the organization’s HR system & process
Salary and benefit package
• The teachers are paid above the market rate in order to attract and retain teachers
• On top of the salary KCH pays contribution to social security fund and health care insurance
Compliance with labor laws
• KCH complies with all compulsory Tanzanian labor law.

6. Specific Task
Job description
• The job description shows the vacancy post which the
organization is looking for an academic master.
Job description communication
• Announcement will be put on notice board
• Announcement will be posted on the school’s Facebook
page
• There will also be announcement on local radio station

7. Specific Task
Steps taken for selecting and recruiting new employee
• Receiving CVs and then choosing among them among them 10 best CVs
• These chosen 3 will be interviewed by the interview panel
• The 3 successful candidates will be given time to practice their skills before evaluators
• Then the best one will be selected, given a contract a and introduced to the work place
Salary and benefit package
• Salary of 700000 Tsh (304 Euro)
• Contribution to health insurance and social security fund
• House with electricity and water being paid for by KCH
• Bonus every quarter based on performance
Personal development plan
The employee (academic master) will set targets together with the school leadership
The employee will be mentored by the headmaster who was the former academic master
The school will provide opportunity such as seminars and trainings

8. Personal experience
Work place
• In administrative building in accounting office ( performs HR also)
Activities performed
• Preparation of performance management tool
• Writing the report
• Driving the school bus
• Other activities
Difficulties
• It was a challenge in the beginning to prepare the tool
especially finding quantifiable criteria
• The mini-van I was driving was small compared to number of students
Lesson learnt
• More knowledge about performance and reward management
(through reading)
• Learnt a little more about quick books
• The link between theory and real life

9. Problem and Proposal
Methodology
Primary data
• Interviews
• Questionnaires
Secondary data
• Literature review e.g. HRM practices by Michael Armstrong
Method of analysis used was mainly qualitative
Problem
The problem was lack of a sound reward (performance)
management
The existing bonus scheme had following problems;
• Not well communicated
• Evaluation was subjective
• Bonus scheme was backward looking
According to Lawler 1990, there should be a clear line if sight
between effort and reward

10. Problem and Proposal
The developed tool
A tool developed is more of a performance management tool, is forward looking and more of continuous process
The developed template
The general template
Academic Performance
Target vs Actual
No. KPI's W Units F Cut of score/conditon T A S WS
1 Academic Performance 40 Quartery 0.93 37.2
2 Discipline 25 Quartery 0.91 22.75
3 Creativity and personal development 5 Quartery 0.73 3.65
4 Teachers with appointed positions 10 Quartery 0.59 5.9
5 Commitment and responsibility 10 Quartery 0.9 9
6 Seniority 5 Quartery 5 0.33 1.65
7 teamwork 5 Quartery 0.84 4.2
Total 100 84.35
Target vs Actual
No. KPI's W Units F Cut of score/conditon T A S WS
1 Subject average 45 % Quartery 50 80 72 0.9 40.5
2 Accomplishment of syllabus in time 15 time Quartery Full accomplishement 90 90 1 15
3 structure and accomplishment of scheme/Lesson plan 15 time Quartery Full accomplishement 90 90 1 15
4 Commitment to slow learners 10 No. Quartery 5 10 7 0.7 7
5 Exercise and homework (marking and correction) 10 No. Quartery Full accomplishment 40 40 1 10
6 Group activities 5 No. Quartery Full accomplishment 20 20 1 5
Total 100 93

11. Problem and Proposal
Steps of implementing a performance management tool
Performance and development
agreements
• Begins with defining role
requirements, it will tell key results
expected from the holder
• The agreements will involve the
objectives to be accomplished
• The objectives must be SMART
Managing through the year
• The tool developed is to be a
continuous one, done on daily
basis
• Though the process is a
continuous one but it will be
reviewed and rewards given on
quarterly basis
Rating Performance and
rewarding
• The Rating will be generally
calculated as a comparison
between target vs actual
• After summing up all the criteria
the score will be multiplied against
the individual fund allocated.

12. Advantage of the tool developed
• Motivation and retain best performers
• Continuous assessment and mentoring employees
• Forward looking
• History and documentation of performance of employees
Disadvantage
• It is a new concept at the school
• Time consuming and more supervision burden
• Tool may be complicated for lay man to understand
• If tool is misused may lead to demotivation
• More cost to the organization in the short run
More suggestion
• As Herzberg pointed out in the long run money
is not source of motivation.
General conclusion
• The practical training provided a positive
challenge to me. It help me link how the theory
part relates to the practical side of it
Conclusion

13. Thank you!!