Impact of Growth on the Job and Development of Human Capabilities on Employee Productivity among Selected Nigerian Five-Star Hotels (Published)
The need for organizations to use growth and development programmes to enhance employee productivity is incontestable. The contingency employment policies in Nigerian five-star hotels however, may not create the right atmosphere for growth and development prospects of the employees which may impair their levels of productivity. The study was prompted out of the desire to ascertain the extent to which growth on the job and development of human capabilities impact employee productivity in five-Star hotels in Nigeria. The survey design was adopted. Questionnaire was used for data collection. Regression analysis and Partial Correlation were used for data analysis. The study found that both growth on the job and development of human capabilities have significant impact employee productivity. However, employees’ productivity reduced by 12 percent when the development of human capabilities was not accompanied by growth on the job. Nevertheless, the difference was only two percent when growth on the job was provided in isolation of development of human capabilities. This means that although both growth and development have strong nexus with employee productivity, separately, employee growth enhances productivity more than development in Nigerian five-star hotels. The study recommended that Nigerian hotels, whether private or public, should stop its contingency employment policy and adopt an alternative policy of regular employment that based on permanency. Employee growth should be guided by Management by Objectives (MBO) so that recognition, reward and promotion of staff will be based strictly on level of employee productivity. Also, the hotel industry in Nigeria should train their staff at least once every year in core competences in line with global best practice.
: The objective of all organizations is to improve their performance so the aim of this study is to investigate the organizational performance of 200 employees of ufone & Mobilink franchises in Sargodha city. The population in this study has included all companies in telecommunication in Pakistan. We are conducting the exploratory factor analysis. In analyzing the data the descriptive statistics was used. Software used for data analysis was SPSS version 20.The results shows that the higher level of compensation management, organizational citizenship behavior and employee development practices that will lead to a higher level of organizational performance, also indicate that compensation management, organizational citizenship behavior and employee development is positively associated with organizational performance.0ur result shows that there is positive or significant relationship between independent and dependent variables, so we reject the null hypothesis. There are some areas that need more development in future including the topics that relate to the study that can be conducted on manufacturing firms with more variables
Impact of Employee Development Programs on Organizational Commitment in the Public Universities (Review Completed - Accepted)
Kenyan public universities needed an empirical study to guide them on how they should handle employee development programs of their non-teaching staff. Thus, this study sought to fill this empirical gap by finding out the effect of employee development programs on non-academic staff’s performance in Kenyan Public Universities.
This study adopted descriptive research design that involved a filed survey and questionnaires to collect data. It target 2174 respondents of non-teaching staff. Simple random and purposive sampling was used to select 327 employees as respondents from all the public universities. The study used SPSS to analyzed data
The study revealed that employee development and support influence performance in public universities but not to a large extend as indicated in R squared of 0.8 percent and 0.54 percent. The study recommends that Public Universities should use other motivational strategies and a well designed appraisal procedure to evaluate staff alongside staff development