Historical Perspective

At its inception in 2003, Kyambogo University (formed through a merger of three institutions, namely, ITEK, UPK and UNISE) did not have a Human Resource Management Unit (Report of the Restructuring, 2004).  The restructuring report recommended the Human Resource Development Unit to handle staff Training and Development.

Consequently, in response to the unrest and strikes resulting from the implementation of the imperfect structure and resultant problems of integration of merged staff the establishment of Human Resource Unit was recommended (Adhoc Committee, 2006: ii).

In 2006, an HR section of two staff, namely, a Human Resource Development Officer and a Senior Administrative Assistant was created and appended to the Office of the University Secretary for administrative convenience because it had not been provided for in the University structure.

In 2007 the Cabinet Committee on the unrest and strike at Kyambogo University (2007:50) directed the establishment of a Human Resource Department with competent human resources given the vital role it plays in running a University. As a result, the process of establishing the Directorate of Human Resources started in November 2009 to address the concerns about the inadequate handling of the HR function. This was justified by the increasing rate of recruitment vis-à-vis glaring inadequacy in handling human resource requirements, ever-increasing demands for staff welfare and inadequate capacity of the already existing HR section. 

Starting as a reaction to the HR challenges, the Human Resource Unit was elevated to a full HR directorate which was operationalized in 2010-2011 with 2 Sections: HR Planning, Development and Welfare and Human Resource Management and Records. Currently, the Directorate has a team of 21 staff (12 Male: 9 Female) and it is headed by a Director. It is gradually transforming from a purely operational and transactional in character to a strategic partner responsible for ensuring optimum utilization of the human resources in the pursuance of the corporate goals of the university.

Vision, Mission, Core Values & Principles


To contribute to the advancement and promotion of knowledge and development of skills in science, technology and education through the attraction and retention of well-qualified and motivated Human Resources.


To be a Centre of Human Resources excellence in transforming Kyambogo University into a world-class university.

Core Values
  • Quality
  • Equity
  • Integrity
  • Professionalism
  • Selflessness
  • Loyalty
Cardinal Principles
  • Accountability
  • Transparency
  • Discipline
  • Impartiality
  • Decency
  • Diligence
  • Efficiency
  • Effectiveness
  • Economy – Cost – Effectiveness
  • Evidence-based Human Resources

Laws and Regulations

  • Constitution of Uganda, 1995 (as amended)
  • The Universities and other Tertiary Institutions Act, 2001 (as amended)
  • Employment Act, 2006
  • Occupational Safety and Health Act, 2006
  • Labour Disputes (Arbitration and Settlement) Act, 2006
  • The National Social Security Fund Act CAP 222
  • The Workers’ Compensation Act, 2000
  • The Labour Union Act, 2006
  • Employment Regulations, 2011.
  • The Leadership Code Act, 2006
  • The Uganda Public Service Standing Orders, 2010
  • Kyambogo University Human Resources Manual, 2014 (as amended)
  • Kyambogo University Disciplinary Rules, 2017

To effect these laws and regulations to reflect changes in the terms and conditions of service, the University implements Circular Standing Instructions and Establishment Notices from Government and develops policies and guidelines. In this regard, we have the Kyambogo University Medical Insurance Policy, 2017, Kyambogo University HIV/AIDS Policy, e.t.c and Kyambogo University Administrative circulars issued from time to time. 

Partnerships & Collaborations

The Directorate has collaborations with;

  1. The government of Uganda Agencies;
  2. Public Service Commission on Recruitment of Human Resources.
  3. Ministry of Public Service on; (Restructuring and Revamping the Records Management System (Registry).
  4. The government of Cuba through an MoU with the Ministry of Education and Sports to recruit Cuban Professors.
  5. Collaborations on Staff Capacity Development: ( Mak –SIDA –SAREC, DAAD – Germany, MoES (African Development Bank), Norhed – MVP/Enable and BTC –Enable).
  6. Public Universities on Human Resources Management matters e.g. Makerere University.
  7. Association of Commonwealth Universities HR in HR Community.

Updates and Future Plans


The Directorate is currently coordinating;

  1. The implementation of the Staff Medical Insurance Scheme following a University Council Policy on Staff Medical Insurance.
  2. The Performance Contracts for Members of Senior Management. The Vice-Chancellor, Deputy Vice-Chancellors have already signed the Performance Contracts and Agreements as provided for in Regulation 15.7. The rest of the Senior Managers will sign by the end of April.
  3. The process of reviewing the Human Resource Manual, 2014 (as amended).
  4. The process of Training Needs Assessment to inform the Staff Training and Development.

Future Plans

The Directorate plans to;

  • Conduct outreaches to Department and Faculties / Schools on Human Resources Management function.
  • Conduct a Human Resource Audit next Financial Year 2019/2020.
  • Revamp the manual records and information management in the University
  • Develop a DHR Brochure
  • Complete the drafting of the Workplace Sexual Harassment policy/guidelines.
  • Develop a Rewards and Sanctions framework.
  • Introduce an online Recruitment and Selection of Human Resources in the medium term.