The Impact of Knowledge Management on the Performance of Commercial Banks’ Employees in Jordan (Published)
This study examined the impact of knowledge management on the performance of commercial banks’ employees in Jordan, the sample of the study consisted of 150 employee from 12 commercial banks located at Irbid Governorate of Jordan, a set of questionnaire was distributed to them and collected in order to conduct this study. Descriptive statistics were used to analyze the data using the Statistical Package for the Social Sciences (SPSS). Simple regression test was used to test the hypotheses to achieve the objective of the study. The results of the study showed that there is a statistically significant impact at the level of (α ≤ 0.05) for knowledge management in the functional performance of employees of commercial banks, as well as, there are no differences in the responses of members of the sample to the impact of knowledge management on the performance of employees of commercial banks due to the functional variables (age, gender, academic qualification, and years of experience).
E-Training & Employees’ Performance a Practical Study on the Ministry of Education in the Kingdom of Bahrain (Published)
The research examines the impact of e-training on employees’ performance in the ministry of Education in the Kingdom of Bahrain. Efficient operation of business, relies heavily on high-quality employee performance, which in turn, requires competent training. To remain competitive and comply with the emerging labor market infrastructure, organizations are taking advantage of the evolved online technologies to train employees faster, and in a more effective way. Therefore, one of the researchers as being working in the ministry of education throughout a number of years, has indicated that there is a problem in terms of the readiness of the ministry of education to act upon e-training.The research adopts the analytical descriptive approach, utilizing a questionnaire to identify the impact of e-training on employees’ performance. The selected sample consists of 194 employees working at the Ministry of Education. The research concludes that there is a positive and significant relationship between e-training and employees’ performance as the value of the correlation coefficient was 0.358 while the simple regression coefficient reveals that the efficiency of the e-training influences the job performance by 25.3%. The results also indicates that there are statistical differences in terms of demographic variables such as (qualification, and job experience).
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
Assessing the Human Resource Management Practices of Public Banks from Employees’ Perspective: Case Study of Selected Branches of Ghana Commercial Bank, Kumasi (Published)
Human Resource Management (HMR) Practices and their impacts on employees’ performance have received enormous cover in literature. This work took a look at five selected HRM practices and assessed their impact on employees’ performance. The main objective of the study was to examine the impacts of these HRM practices on the performance of employees in four selected branches of Ghana Commercial Bank (GCB). The sample for the study was 80 employees from the selected branches of the bank. Data for the study was collected through the administration of structured questionnaire. Descriptive statistics such as charts, tables and regression analysis were used to analyze and present the data collected. The study established a very important relationship among HRM practices and employees’ performance. The selected HRM practices which formed the independent variables are training & development, motivation, performance appraisal, internal communication, and reward/remuneration while employees’ performance stood as the dependent variable. It was found that, the independent variables together explained 98% of the variance in employees’ performance. Internal communication came in as having the strongest relation with employees’ performance in respect of all the independent variables. It contributes a high percentage of 41% to explain the variance in employee performance. Performance appraisal showed up taking the second slot in the rank of significance in terms of the individual contributions of the measurement dimensions. It accounted for 26.6% of the overall relationship among the selected HRM practices on employees’ performance. Motivation came in third place of significance accounting for 22.9% of the overall variance in employees’ performance considering the selected employees’ performance measurement variables for the study. Training & Development of employees took the fourth most significant slot among all the five (5) measurement dimensions employed in the research. It accounts for about 21% of the variance in the overall impact of the measurement dimensions on employees’ performance and lastly 15.1% of the employees’ performance is explainable by reward/ remuneration. Recommendations were then given in accordance with the research findings
THE ROLE OF THE FINANCIAL AND MORAL INCENTIVES ON EMPLOYEES’ PERFORMANCE IN ACADEMIC LIBRARIES: CASE STUDY OF JORDAN (Published)
The study aimed to investigate the role of the financial and moral incentives on employees’ performance in the academic libraries in Jordan. This study aimed at identifying the role of the academic libraries in meeting the librarians’ societal needs, knowing the implemented incentives approaches and the level of performance in the academic libraries. Methodology approach used data about the role of the financial and moral incentives on employees’ performance in academic libraries were obtained through a survey questionnaire distributed to employers in the academic libraries in Jordan. The study used 5 public universities (n=5, 20.83%) and 5 private universities (n=5, 20.83%) out of 24 universities in Jordan, were selected for the purpose of this study. Social implications regarding this study, the results indicated that there was a relationship between financial, moral incentives and employees’ performance as well as between financial, moral incentives and internal library process and users’ satisfaction, caution must be exercised in generalizing the results from this study to other situations in the service academic library environment. The findings indicated that there was an adequate level of incentives provided to librarians. The financial incentives ranked in the 1st place while moral incentives ranked in the 2nd place. Regarding the value, this study has verified further research opportunities that could enrich the understanding of incentives and employees’ performance in the Jordanian academic libraries.