Climate change and soil health are intertwined complex processes that affect each other. The aim of this review was to find out the impact of climate change on soil health, its implication on food security and human welfare across the globe. The study found out that soil health is affected by land use practices and several anthropogenic activities carried out on landscapes; climate change and variability. Soil health also contributes to soil water retention, crop productivity, households’ food and income security culminating into a large contribution towards achieving sustainable development goals across the globe. Soil components affect climate and climate affects soil health and human wellbeing. The review article concluded that climate change and soil health are complex and intertwined multidisciplinary processes that require multidisciplinary approaches for better understanding and improvement of crop production. Appropriate climate smart agricultural practices are recommended to enhance soil health and mitigate and adapt to the changing climate for the improved farmers’ income, food security and human wellbeing across the globe.

The study aimed at investigating the relationship between Human Resource function and employee job performance in Kamwengye district. Particularly, to establish the influence of supervision on job performance in Kamwenge District. The research design was cross sectional research design. The study was informed by 69 respondents who participated in the study and these were selected using simple random sampling and purposive sampling whereby data was conducted using questionnaire survey and interview guide. The data was analysed using descriptive, inferential statistics, and content analysis. The study found and concluded that supervision has a strong statistically significant association with job performance

PurposeThe purpose of this paper is to study relationship between organizational rewards, andperformance of Health Centre IV workers in greater Mbarara District.MethodsThis study used cross-sectional, explanatory and correlational approaches, and it utilised healthcenter IV’s workers’ data that were collected by using a questionnaire survey from a sample of 200 healthworkers from 11 health centres from greater Mbarara district.FindingsResults revealed that rewards, were significantly associated with health workers’ performances.Contrary to previous thinking, organizational rewards and constructs do not significantly predict healthworkers’ performance. Once health centre IV’s have appropriate reward strategies for their health workersin health facilities, they are likely to work hard by meeting deadlines, being available at their work stationand they would eventually enhance on job performance.Research limitations/implicationsThis study focuses on rewards, and performance of health workers’ inhealth centres iv in greater Mbarara and it is possible that these results are only applicable to the publichealth centres iv in greater Mbarara. More research is therefore needed to further understand the relationshipbetween rewards, and performance of health workers in other sectors such as the private health sector andin other areas of the country like northern, central and eastern Uganda.Practical implicationsThe results are important for health policy development and implementation, forexample, in terms of primary health care and reporting lines for the health workers so as to enhance on theirperformance in public health sector.Originality/valueAs far as the authors are aware, no research has hitherto been undertaken thatinvestigates the relationship between reward practices on health workers’ performance in health centres IVin greater Mbarara district. Thus the results of this study will provide health practitioners with better insightsin some reward practices that could be adopted by government/health practitioners so as to improve theperformance of health centres IV workers.Paper typeResearch paper

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The purpose of this paper is to study relationship between organizational rewards, and performance of Health Centre IV workers in greater Mbarara District. This study used cross-sectional, explanatory and correlational approaches, and it utilised health center IV's workers' data that were collected by using a questionnaire survey from a sample of 200 health workers from 11 health centres from greater Mbarara district. Results revealed that rewards, were significantly associated with health workers' performances. Contrary to previous thinking, organizational rewards and constructs do not significantly predict health workers' performance. Once health centre IV's have appropriate reward strategies for their health workers in health facilities, they are likely to work hard by meeting deadlines, being available at their work station and they would eventually enhance on job performance. This study focuses on rewards, and performance of health workers' in health centres iv in greater Mbarara and it is possible that these results are only applicable to the public health centres iv in greater Mbarara. More research is therefore needed to further understand the relationship between rewards, and performance of health workers in other sectors such as the private health sector and in other areas of the country like northern, central and eastern Uganda. The results are important for health policy development and implementation, for example, in terms of primary health care and reporting lines for the health workers so as to enhance on their performance in public health sector. The results of this study will provide health practitioners with better insights in some reward practices that could be adopted by government/health practitioners so as to improve the performance of health centres IV workers.