Training Of Human Resources and Job Satisfaction (Published)
This paper presents the results of a quantitative survey conducted in 278 primary school teachers (teachers and kindergarten teachers) in the prefecture of Ilias with the aim of exploring their views on the impact of training on job satisfaction. In addition, it was investigated whether these views differ according to gender, age, seniority, marital status, specifity (primary school teacher or kindergarten teacher), type of employment relationship (permanent, deputy) and service area (urban area, suburban area, rural area). Τhe research results showed that the majority of participants recognize the contribution of training to job satisfaction mainly indirectly. It is also worth mentioning that a great percentage of the respondents of the survey answer in a neutral way on several items of the questionnaire (neither agree nor disagree). These views appear to be statistically significantly different, on the basis of most predefined variables.
Investigation of the Views of Administrative Officials on the Necessity of Their Participation in Training Programs (Published)
This paper attempts to investigate the views of the administrative officials of the Municipality of Larissa on their participation in training programs relating to their competencies. In specific, it investigates whether they consider training necessary, the reasons why they choose to be trained and the issues in which they feel they need to be trained. The analysis of the findings highlights, first of all, the great need for training officials. The most important reasons are considered to be the acquisition of new knowledge and skills and the addressing of shortcomings, to allow them to solve problems of their daily working life. As regards the subjects covered by the training, they primarily select programs related to the organisation and administration of local government services and to the interpretation of the legislative framework.
The Influence of Education and Training on Employee Working Productivity at PT. Nusantara IV Kebun Marjandi (Published)
The Influence of Education and Training on Employee working productivity at PT. Nusantara IV Kebun Marjandi is a study with a sample of 30 people who are determined randomly. The problems in this research are: Do education and training have a significant effect on work productivity? And the research purposes: 1. to find out the effect of education on the work productivity of the employees, 2. to find out how the effect of training on the employees’ work productivity. The research hypothesis: 1. Education affects the work productivity of the employees, 2. The training has a significant effect on the work productivity of the employees, 3. Education and training have significant effect on the work productivity of the employees. Multiple regression technique is used to analyze the data. From the research results, it is found that education and training have a significant effect on the work productivity of the employees. Work productivity is 68% explained by education and training, while the remaining 32% is explained by other factors which are not included in the model.
The current trend in human resource management underlines the main role of a leader in motivating employees and helping them develop in the respective skills and talents. Researches and studies in the field of human resource management and organizational culture have indicated that effective and successful leaders are those who are exceptional motivators and coaches. In this paper the researcher defines coaching, identifies its skills, techniques, tools, objectives in addition to the major differences and similarities with other approaches such as counselling and mentoring.
Some Solutions Developing the High Quality Human Resources of the Education and Training in Dong Nai Province (Published)
Education and training play an essential role in the preservation, development and continuation of human civilization. In the era of scientific and technological revolution nowadays, education and training are becoming the main motive force for the developmental acceleration and considered as a determining factor for the success or failure of a nation in international competitions and for the success of each individual in his life… The purpose of this study is to Systematize theoretical issues related to the development of high quality human resources.; to analyze the current situation of human resources development is the staff of teachers and pupils in Dong Nai province in recent years; to propose some solutions to develop high quality human resources is the contingent of teachers and pupils in Dong Nai province in the coming time. The study results showed that the researcher had survey and research on the quality of human resources in Dong Nai province, highlighting the strengths and weaknesses of the quality of human resources. Data collected from 2013 to 2014 for the teachers and pupils in Dong Nai province. In addition, the researcher had some groups of solutions mainly aim at developing high quality human resources in the field of education and training in Dong Nai province.
The Effectiveness of Training on Time Management Skill Due To Relaxation Techniques upon Stress and Achievement among Mutah University Students (Published)
The study aimed at investigating the effectiveness of a training program on time management skills due to relaxation techniques upon stress and achievement among a sample of students in Mutah University. The subjects of this study were assigned randomly into two groups: an experimental group which consisted of (38) students who received the training program and a control group which consisted of (37) students who did not receive any kind of training. The stress scale and achievement scores were kept for both groups; before and after exposing to the program. To test the hypotheses of the study; means, standard deviations and Analysis of Covariance (MANCOVA) were computed. The results revealed significant differences between the means of the two groups on the total scores of stress in favor of experimental group, which indicated the effectiveness of the training program in reducing the level of stress, while there is no effect for the groups upon achievement. Furthermore, the results show no significant differences in the effect of gender or the interaction between gender and treatment. (Keywords: time management, stress, relaxation, achievement and college students).
Management Training and Development: A Leadership Strategy to Performance Management and Job Satisfaction in Kenyan Universities (Published)
Kenya’s university lecturers are generally highly educated. Their capacity to carry out their mandate effectively and their recognition as essential assets to society and world – class institutions depend on their training, experience, commitment and quality of their productivity (Republic of Kenya, 2007). Specific mechanisms ought to be put in place to address the lecturers’ wellbeing, to ensure their motivation, retention and productivity. The author of this paper opines that university management is tasked with the responsibility of facilitating their staff training and development in order to bridge any existing gaps or shortcomings and sharpen their skills. The rationale for training in the work context being to better hone the abilities or skills of the individual and satisfy the short and long term manpower requirements of the organisation. This paper thus focuses on management training and development as a strategic tool to performance management and job satisfaction among Kenyan universities. The study employed convergent parallel mixed methods design with census, random and systematic sampling techniques to select the respondents. Purposive sampling was also used to select information-rich cases. A target population of 2,773 members of university management and lecturers in the chartered public and private universities with their main campuses in Rift Valley Region of Kenya was considered from which a sample of 605 participants was obtained. Questionnaires, interview and document analysis guides were used for data collection. Qualitative data was thematically analysed while quantitative data was analysed using descriptive statistics, Pearson correlation coefficient, independent-samples t-test, One-way ANOVA and regression coefficients, with the use of the Statistical Package for Social Science (SPSS) version 20. The study found that training and development exhibited the strong association with lecturers’ job satisfaction and performance management in the selected Kenyan Universities. For attainment of higher levels of job satisfaction and performance, the study recommended enhancement of training and development programmes in the Universities.
Training and Development Strategies on Employee Commitment in Kenya: Quantitative Analysis Approach (Published)
Employee training is intended to provide an opportunity for advancement and may be perceived as the organization values their employees and their sense of self-worth, therefore will result to building a stronger affective commitment. Thus also resulting to a function of close psychological attachment to the organization and its goals, (McElroy, 2001). The purpose of this study was to analyse the effects of employee training and development strategies on employee commitment. The research hypotheses for the study were; Ho1 training and development opportunities have no significant effect on employee commitment. The study employed a case study research design that was conducted at Moi Teaching and Referral Hospital. The target population was three thousand two hundred (3200) respondents were targeted because that was the group highly affected by commitment and turnover issues in the organisation. A sample size of 340 was extracted from the target population and the sampling techniques used were stratified sampling. Data was analyzed using Multiple regression analysis was performed to test the hypothesized relationships. Based on the observed correlation results, training and development (β = 0.134, p<0.05) indicated that there was a significant positive correlation between employee training and development opportunities and employee commitment. This implies that the perceived empowerment of employees by the hospital was likely to impact positively on their commitment to the hospital.
The Effectiveness of the Training Programs on Employees performance: An empirical study at private sector companies in Saudi Arabia (Published)
Human resource is the lynchpin of any organization; either non-profit or profit oriented. Without people, an organization cannot exist. Attention on the people and the meeting of their needs is important to achieve corporate objectives.In this rapidly changing world, the management and achievement of employee’s performance is gradually become more challenging and multi-tasking in an organization. There are continuous efforts and strategies lying down by many organizations to accomplish their objectives and also achievements of excellence by gaining competitive advantage. On the other hand employees are required to be creative, competent, innovative, flexible, and trained enough to handle the information effectively. Performance of employees is affected by different factors at work place. Job performance assesses whether a person performs a job well. Employee performance indicates the effectiveness of employee’s specific actions that contribute to attain organizational goals.This study aim to investigate the effectiveness of the training programs on employee’s performance at Saudi Arabia’s private sector. The study is an analytical study in order to find out the effectiveness of the training programs on employee performance. The researcher designed and distributed 250 questionnaire forms where he retrieved 230 forms and excluded 30 forms due to the lack of information which means overall sample is 200. The result indicated that all the variables are positively correlated to each other also the total average value for domain reality of training was 3.47 which fall in the range of Likert scale between (3.41- 4.20), which also reflect the respondents agree with private sector companies provide effective training programs matching up with their expectations however there are some respondents disagreed about the comprehensiveness of training material and trainer motivate their trainees.The total average value for domain role of training programs for improving the employee’s performance
Examination of ICT Compliance and Utilization for Curriculum Delivery among Social Studies Teachers In Nigeria (Published)
Information and communication technology (ICT) has brought profound changes to almost all aspects of life, including educational practices. The role of ICT in the development of knowledge is widely recognized. This study investigated how teachers’ Compliance and Utilization of ICT impact on their curriculum delivery in Nigeria. Four research questions were raised and answered in this study. The study adopted survey design. The population of this study is 681 social studies teachers in 2015/2016 academic year, from where a total of 204 respondents were sampled. A 16-item instrument titled “ICT Compliance and Utilization Assessment Questionnaire” (ICUAQ) developed by the researcher and validated by experts in the Faculty of Education, University of Uyo was used for data collection with a reliability coefficient of 0.81, established through a correlation analysis. Data generated based on the research questions were analyzed with descriptive statistics using percentage. Findings revealed that social studies teachers show noncompliance attitudes towards ICT, measured in terms of acceptance of ICT training, and accessing ICT resources. The study revealed that teachers make less use of ICT in terms of frequency in the use of ICT in lesson preparations, teaching and learning. Based on the findings, the study concluded that objective of ICT in education in Nigeria has not been met, and that social studies teachers are yet to derive the benefits of ICT in curriculum delivery. Consequently, the study recommended that government and other stakeholders such as Parents Teachers Association (PTA) and Old Students should liaise with schools to determine the training needs of staff members and help them to organize appropriate training programmes.
Organizations invest in improving skills, competences, and knowledge of employees to enable them do better on their jobs. Investing in people development is crucial for bolstering organizational performance. Training assumes great significance in the healthcare industry as personnel need to update their skills, understanding of health needs of patients and to offer quality healthcare services to patients. The researchers set out to explore healthcare staffs’ perception of the influences of training on performance.
The Influence of Counselling, Training and Consultancy on Venture Start-Ups by Women and Youth in Baringo County, Kenya (Published)
Enterprise development interventions are critical to the development of an entrepreneurship society. The support interventions are critical to new venture starts-ups among the vulnerable members of society. This paper examines the influence of counselling, training and consultancy enterprise development interventions facilitate new venture start-ups among women and youth. The paper is based on a study of new venture start-ups among women and youth in Baringo County. The study adopted a survey design. The target population of the study was 1049 respondents from which a sample of 281 was randomly selected. Questionnaire and data sheet were used as the data collection instruments. The collected data was analyzed using both descriptive and inferential statistics. The findings of the study showed that most of the entrepreneurs in Baringo County are influenced by group members to engage in new business ventures. Other motivators include personal imitative, family members and access to entrepreneurship training. Unfortunately, most of the youth and women entrepreneurs have never received any business management training in basic accounting, book keeping and entrepreneurship skills. This can be attributed to the fact that, as attested to by most of the respondents, most of the training available is not for free or subsidized. Therefore, most of these budding entrepreneurs may not afford to take part in training. Nevertheless, the entrepreneurs admitted that there they needed training to enhance their capacity to successfully run their enterprises. The regression model indicated that there is a significant relationship between consultancy, training and counselling and new venture start-ups (p=0.022). The study concluded that support is generally available and relatively easy for farmer-owned commodity processing businesses to obtain. The study recommended that the county government of Baringo should support entrepreneurs by creating a favourable business environment for their operations.
The Moderating Effect of Level of Education on Capital Resource for Increased Employee Performance: A Case of Courier Companies in Kenya (Published)
The concept and perspective of level of education from human capital theory stems from the fact that there is no substitute for knowledge and learning, and that, they need to be relentlessly pursued and focused on by employees. This is according to Rastogi, (2000). Sustaining enterprise competitiveness –is human capital the Answer? He emphasizes on the need for a desire of individuals to invest their skills and expertise in the organization and their position. Many organizations however fail to embrace importance of knowledge, skill and learning as portrayed by high employee turnover as a result of incompetence. This paper analyses the moderating impact of the level of education given dynamic capital resource capabilities on employee performance. Its focus is on Courier companies in Kenya. It is rooted to the Resource based theory, which encourages a shift toward the employee skills and their relative contribution to value creation. A target population of 2800 was considered and a sample size of 339 respondents arrived at using Cochran’s formula. The study was explanatory and used simple random sampling. Data was analyzed using descriptive and inferential statistics. Correlation and moderated regression analysis were used to test the hypothesis. Level of education was found to moderate the relationship between capital resource capabilities, and employee performance. The study provides new insights into factors influencing employee performance through the moderation of level of education. The paper recommends that courier companies should identify their critical capital resource capabilities putting emphasis on those that enhance employee performance and train employees on computer usage and internet.
Utilization of Human Capital Resource Capabilities as a Competitive Tool in Organizations for Improved Employee Performance in Courier Companies in Kenya (Published)
Employees are the backbone of the organization and ensures that company policies and programs are implemented effectively. Employee performance is linked with capital resource capabilities. This paper sought to examine utilization of human capital resource capabilities as a competitive tool in organizations for improved employee performance in courier companies in Kenya. For comparison in analysis, other resource capabilities tested included; physical resource, financial resource and social resource. The study involves human capital theory. From a target population of 2800 a sample of 339 respondents was obtained using Cochran’s formula. Simple random sampling was used and employed explanatory research design. Data was analyzed using descriptive and inferential statistics. Correlation and moderated regression analysis were used to test the hypotheses. The results revealed that physical capital resource capabilities had the greatest influence on employee performance, financial capital resource capabilities which also had a positive and statistically significant influence and finally the human capital resource capabilities which this paper aimed to examine had a positive relationship but statistically insignificant influence. Social capital resource capabilities were found not to be significantly associated with employee performance. The study recommends that courier companies should identify their critical capital resource capabilities putting emphasis on those that can enhance employee performance and train employees on computer usage and internet. The policy makers such as ministry of communications and information technology should also put emphasis on technological advancements in the provision of courier services.
The Integration of Information & Communication Technology in Secondary Education Institutions in Morocco (Published)
This theoretical and applied study aims to study the situation of the information and communication technology (ICT) in the education system in Morocco, especially analysis of the remarkable evolution of the use of the ICT in the public secondary educational institutions in the area of Educational Delegation of Fez in the Regional Academy for Education and Training Fez-Boulemane in Morocco, through the selection of ten institutions for secondary education representing 50% of the total of secondary institutions in Educational Delegation of Fez, as well as evaluating the acquisition of knowledge in schools on the basis of the ICT and working on the diagnosis of the role of “MASSAR” Program within the framework of the process of the school measure. Among the results that have been reached at present is the quantitative weakness of the computer network used in high school, and in the limited value of the information technology used by the students, which will enable them to get to school knowledge. As that the recruitment of “MASSAR” Program in administrative and educational process, remains very limited.
Integration of Mathematics and Informatics as a Base for Training in Information Technology (Published)
This paper develops a proposal for a joint Mathematics-Informatics course as a means of improving information technology skills. The structure of such a course should be based on common content line, thesaurus, organizational forms and education methods, and application and programming facilities between the two disciplines
Socio-Economic Factors Affecting ICT Utilization by Youths in Fish Farming In Kaduna State, Nigeria (Published)
Background ICT brings forth new development surfacing in agriculture. Youths need to improve their ICT abilities for the promotion of agriculture. This study was carried out in Kaduna state Nigeria. Objective the broad objective of the study was to determine the socio – economic factors that affect the utilization of ICT in fish production by youth in Kaduna State. Methods 100 youths were randomly selected and administered questionnaire. Data were analyzed using descriptive statistics, regression and correlation analysis. Results The results showed that age, education, pond size, quantity of fish produce and training contributed significantly to ability to use ICT in fish production. Some factors were found to be positively related to ICT utilization. Age, education and training made positive contributions at 5% level of probability. Conclusion It was therefore concluded that youth need resources (education and training) in order to utilize ICT in food production. It is recommended youth need empowerment and training to utilize ICT for food production
Effect of Human Capital Investment on Organizational Performance of Pharmaceutical Companies in Kenya (Published)
Provision of adequate health care services to their population remains a major challenge for governments in Africa. In Kenya, the number of trained Pharmacists is increasing with time but still insufficient relative to the population in need (one pharmacist for every 8,710 persons, or approximately 0.1 per 1000 persons. Kenya had about 8 pharmacists for every 100,000 people). It was estimated that for the country to meet its health related Millennium Development Goals, the pharmacy workforce needed to grow by 28 per cent annually between 2010 and 2015. Whereas, Kenya’s population is estimated to be 43 million (provisional) in 2014, the number of registered pharmacist in 2013 was 2,202 and rose to 2,355 with a ratio of 5 pharmacists per 100,000 persons. In summary we have approximately 5:100,000, meaning 5 pharmacists to 100,000 persons, while the requirement is approximately 1:10000, meaning 1 pharmacist to 10000 persons. The current numbers of pharmacists are not adequate for achievement of the post-2015 Sustainable Development Goal 3. The study sought to establish the effect of Human Capital Investment on Organizational Performance of Pharmaceutical Companies in Kenya. The independent variables include: training, education, knowledge management and skills development. The main underpinning theories in this study include: Human Capital, Skill Acquisition and Sustainable Resource Theory. 200 observations were used in the study. Study used questionnaires in data collection, descriptive and inferential statistics used in the analysis. The found a positive significant relationship between human capital investment and organizational performance. The study recommends provision of quality education, relevant training linked to industry requirement, the study suggest adoption of German Dual Vocational Education and Training system to facilitate and strengthen linkage between education sector and the industry. Promotion of knowledge management through teamwork, social networks and knowledge management systems; training on employability and transferability skills to enhance Skills Development. The enterprises to go beyond traditional apprenticeship, Soft skills assessment in schools, embrace technology and promote intrapreneurship. The study also suggest introduction of Skill Development Fund to equip the communities and businesses with relevant skills required in the dynamic global market place.
The prevailing rate of work performance among workers in most organizations in developing countries, particularly in Nigeria gingered our impetus or concern in carrying out the research as titled here of. However, the meaning of training, types of training, human resource training functions was critically addressed. Methodologically, the researcher made use of secondary source to generate theoretical data, which interestingly led the researcher into concluding after central thesis of the work, that training is a measure rather than a solution to worker’s performance vis-à-vis productivity in Nigeria.
MEASURING THE EFFICIENCY AND EFFECTIVENESS OF THE HUMAN RESOURCES TRAINING FUNCTION AT ORANGE JORDAN (Published)
The objective of this paper is to measure the effectiveness and efficiency of the human resources training function at one of the telecommunication companies in Jordan “Orange Jordan”. The target population for this study is 140 unit managers and their assistants at Orange Jordan. A total of 105 unit managers participated in the completion of questionnaires. Data analysis was done by factor analysis; explanatory and confirmatory data modeling and Cronbach’s alpha-values and practical significance by means of effect sizes. The findings of the study stipulate that the primary function of training department today is to ensure the implementation of the standards of effectiveness and efficiency to accomplish an organization’s goals and objectives. Using Training as a competitive advantage means analyzing the factors necessary for the organization’s long-term success. Areas such as training design, training processes, training policies, effective trainer, training strategies, training goals and objectives are essential to this concept. In order to formulate appropriate competitive advantage through the effectiveness and efficiency of the training function, it is first recommended to analyze the firm’s strategic needs. The training department should create a complete model of training function and a more coherent attempt must be made to improve the level of internal communication between the unit managers and their employees. This would create an environment within Orange Jordan that can promote mutual respect, trust and concern between management and employees.