Analysis of Diversity on Work Place for Human Resource Management (Published)
After globalization, our society had been developed more complexly and sophisticatedly. For nations and global enterprises are in need of different strategies for Human Resource management. How to cope with new waves of labor formation and human’s life span change is main research objectives in order to solve HR management difficulty. The research will feature real problem and solution to policy and management in terms of age, culture, gender, languages and so on.
The introduction and use of electronic recruitment (e-recruitment) on the recruitment process in organizations: Benefits of this technology for recruiting organizations (Published)
The success of every organization depends on its human capital, and recruitment by the human resource department is vital in generating organizational human capital. In the past twenty years, the traditional paper-based method of recruitment has been replaced to some extent by electronic recruiting (e-recruitment) in many organizations as many organizations are now utilizing e-recruitment to post jobs and accept resumes on the internet, and correspond with applicants by e-mail. In this paper, recruitment and e-recruitment are theoretically defined, summarized and synthesized and the various benefits accruing to organizations for adopting electronic recruiting are highlighted. I also identified gaps and opportunities for future research and proposed some testable research questions in the domain of e-recruitment, as well as suggested research methods that can be utilized in future research to answer the proposed questions. Important contributions of this paper are highlighted.
Theoretical Perspectives on the integration of Human Resource Management and Strategic Human Resource Management (Published)
This is a descriptive study based on secondary data collected from various research papers and articles. This study theoretically evaluated the links between human resource management (HRM) practices and strategic human resource management (SHRM) and how such integration can enhance overall organizational performance and result in organizational attainment of sustainable competitive advantage. It is a fact that people, not products, markets, cash, buildings, or equipment, are the critical differentiators in the success of an organization. All the assets of an organization, other than organizational workforce are inert; they are passive resources that require human application to generate value. People and how they are managed are becoming more important because many other sources of enhanced profitability and competitive advantage are less powerful than they used to. The key to improved performance and achieving and sustaining a profitable organization is through the productivity of an organization’s workforce, therefore drawing on the Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) literature, I built on the Resource-Based-View of the firm to theoretically articulate how organizations can be more productive and achieve sustainable competitive advantage through the effective management of people. Specifically, I attempted to further the theoretical development of Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) by defining, summarizing and synthesizing the literature on the measurement and integration of HRM and SHRM. I also identified gaps in the literature on the relationship and integration of HRM and SHRM and developed research questions which can be tested empirically in future research and proposed several research methods which can be employed to answer the identified research questions.
Evaluating the Influence and Implications of Strategic Human Resource Management on Organisational Effectiveness of Banks in Kurdistan Region of Iraq (Published)
This study examines the extent in which Strategic Human Resources Management (SHRM) influences the organisational effectiveness of banks in Kurdistan Regional Government (KRG). The study attempts to identify some of the problems affecting Banks’ effectiveness. A total of 93 questionnaires were distributed to one local private bank (Kurdistan Bank), one local public or state-owned bank (Zagros Bank) and one internationally owned bank (Abu Dhabi Bank). Of the above number, 74 questionnaires were successfully retrieved and the results were analysed using SPSS 22. The results from the study showed that most of the variations in organisational effectiveness that are attributed to changes in (SHRM) are observable in the public or state-owned banks. The results also showed that most SHRM practices are insignificant in the context of individual banks but more significant in the context of all banks. Furthermore, it was observed that performance systems have a negative effect on private and internationally owned banks. The conclusion drawn from the study is that the effects of SHRM on organisational effectiveness in the banking sector are the same between the banks. The study is significant as it contributes to the formulation of strategies that will help to attract and retain the right, qualified and skilled employees who can facilitate the performance and success of the banks employees’ welfare. The study is one of the few types of research that looks at the implications of Strategic Human Resources on the organisational effectiveness of banks in the Middle East with regards to KRG. It will also form part and parcel of a foundation for establishing a base for conducting future studies
Human Resource Management Practices and Challenges of the Catholic Educational Unit in Kumasi Metropolis, Ghana (Published)
This study explored the human resource management practices of the Catholic Educational Unit in the Kumasi Metropolis (Ghana) and the challenges of such practices. It was a quantitative research which employed a cross-sectional survey design. A multi-stage sampling technique was employed to select 375 staff members of the educational unit, out of which 295(78%) responded to the questionnaire administered indicating a high return-rate. Data was analysed quantitatively using Means and Standard Deviations. Additionally, Kendall Ranking method was conducted to identify the major challenges of the human resource management practices of the educational unit. It was established that the Catholic Educational Unit in the metropolis has put in place diverse training and development programmes, appraisal practices, career planning and employee participation practices, rewards and compensation policies to enhance the performance of its staff. Among others, the study concluded that one of the key challenges of the human resource management practices of the educational unit in the metropolis was related to ineffective supervision. The study therefore recommended that the unit should put necessary measures in place for effective monitoring and supervision of its staff. A well-established monitoring and supervision system would encourage the employees to perform better at their jobs.
The International Olympic committee, the national Olympic committees, the national sports federations and sports development in the selected places consist of the Olympic sports organizations. All these sports bodies must be managed in order to fulfill their roles. The purpose of this study was to review the published knowledge about the human resource management characteristics of these sports organizations. After the thorough and exhaustive review of the international literature and the content analysis of the most important articles, the following was found: The management of human resources of the Olympic sports organizations has a number of particular characteristics. They have very few staff members, the human resources are volunteers and few of them are paid. So, in order to organize the human resources management of these sports bodies in a better way, they should develop a human resource strategy, to recruit and motivate human resources, to develop human resources through training and to develop skills for managing the human recourses. It is concluded that all of these competencies are needed for the efficient administration of an Olympic sports organization and they are essentials for it to meet their objectives and fulfill its role.
Human Resource Management of College Educators in Teling Manado Tkt Iii Rumkit Nurses’s Academy (Published)
Borrowing the concept of management in general, human resource management of college can be defined as an effort to planning, organizing, mobilizing and assessing the human resources of college so it can contribute as much as possible to the development of college and the achievement of programs and work plans. A college human resource management research is an integral part of the evolving Human Resource Management context that specializes in human resource management in college. College human Resource Management becomes a concept, fact and idea, a group (genus), campus and personal community. It emphasizes the complicated parts of a lecturer as figure and as an ordinary human and intellectual community group (educated) that can be elaborated in scientific and cultural studies. The existence of College Human Resource Management becomes a “challenge” as well as the needs of college and stakeholders. It more focuses in managing the work of all potential lecturers as well as to minimize the various shortcomings it has. In the end College Human Resource Management able to display professional lecturers profile in carrying the duty which they have, which is to carry A College Tri Dharma. But in the midst of incessantly, in college it can still found lecturers who are not in accordance with educational qualifications, lecturer status that has not been in accordance with the standards of competence and not all lecturers have NIDN. This is very contradictory to the goals of college which is to achieve, for example, most college in Indonesia have aspirations towards world class university (WCU). Based on the phenomenon and reality that disclosed, the problem in this research was formulated as follows: 1). How does the lecturer planning human resource at Teling Manado TKT III Rumkit Nurses’s Academy, 2) How is the development of lecturer human resources at Teling Manado TKT III Rumkit Nurses’s Academy, 3) How to monitoring and evaluate of lecturer human resources at Teling Manado TKT III Rumkit Nurses’s Academy, 4) How is the organization motivate lecturers to improve human resourcesof educator and professionalism as a lecturer at the Teling Manado TKT III Rumkit Nurses’s Academy. The study’s perspective is descriptive-qualitative with phenomenology design. Data were collected through interviews, observation and documentation. Samples were taken using purposive sampling by snowball sampling. On the other hand data analysis is using Grounded Theory which was developed by Strauss and Corbin (1990: 57) through several procedures, namely: Open Coding, Axial Coding, and Selective Coding. The results of this study are: 1) the Corps or alamamater in an institution is very important in terms of planning, especially recruitment and selection, 2) Climate and organization culture is a consideration in terms of planning, 3) Development brings behavioral changes toward specialization, differentiation and professionalism teachers or lecturers in teaching, personal, social and professional, 4) Improved performance and responsibility to the duties and functions for educators or lecturers is the responsibility of educators or faculty and educational institutions so that deviations or errors can be avoided, 5 ) Efforts to maintain consistent professionalism ability of educators or lecturers performed either by educators or lecturers as well as institutions themselves wherever they are located, so that the optimal results on improving professionalism of teachers or lecturers can be sustainable. In this case, the commitment of all stakeholders in education to run the college human resources management with a good and responsible is key to success with the creation of a lecturer professional where the out-put finally able to produce graduates who are competent.
Factors Affecting the Building Of Accounting Work In Public Sectors in Dong Nai Province (Published)
Accounting information is essential for managers to set strategies and business decisions. Therefore, if wrong accounting information will lead to inappropriate management decisions, the business may be in a difficult situation. Besides, a strong accounting system must be clear accounting books, thorough analysis will help the executive make effective business decisions. On the other hand, clear accounting books and the tax settlement for the authorities will quickly, saving time, create favorable conditions for production and business. Accounting only occurs when people engage in business and exchange. This makes sense, if we want to do business with each other in any kind of organization; we need a system to track all transactions and its transitions. And that’s why accounting is needed. This study results showed that there were 350 accounting managers of public sectors in Dong Nai province who interviewed and answered about 13 questions. Data collected from November 2016 to June 2017 for accounting managers of public sectors in Dong Nai province. The study had been analyzed Cronbach’s Alpha, KMO test, and the result of KMO analysis used for multiple regression analysis. Accounting managers’ responses measured through an adapted questionnaire on a 5-point Likert scale (Conventions: 1: Completely disagree, 2: Disagree, 3: Normal; 4: Agree; 5: completely agree). Hard copy and online questionnaire distributed among 1.000 accounting managers of public sectors (PS) in Dong Nai province. In addition, the exploratory factor analysis (EFA) results showed that there were two factors, which included of factor following human resource management factor (X1) and facility management factor (X2) with significance level 5 percent. In addition, all of two components affecting the building of the accounting work of public sectors (PS) in Dong Nai province with significance level 5 percent. The research results processed from SPSS 20.0 software.
Effects of Gender on Emotional Intelligence and Professional Development In Secondary School Teachers (Published)
The study was focused to determine the effect of gender on emotional intelligence and professional development in male and female secondary school teachers. The objectives of the study were, i) Finding the psychometric properties of the scales used in the study. ii) Comparing male and female secondary school teachers on the variable of emotional intelligence iii) Comparing male and female secondary school teachers on the variable of professional development. The research study was co-relational and comparative study with survey type. The sample consisted of 200 secondary school teachers (100 male and 100 female teachers). The questionnaires were based on five point Likert Scale. Once the data was selected, it was presented and tabulated. The data was analyzed using statistical tools i.e. percentages, mean scores, standard deviations, correlation and t-test scores. The item total correlation and inter-scale correlation coefficients suggested that both scales and their sub-scales are also strongly and significantly correlated to each other at 0.01 levels of significance. Some major findings of the research study indicated that female secondary school teachers were more emotionally intelligent and professionally developed than male secondary school teachers. Both variables emotional intelligence and professional development seemed to correlate with gender significantly at 0.01 levels. High mean scores on female secondary school teachers indicated high level of emotional intelligence and professional development and low mean scores on male secondary school teachers indicated low level of emotional intelligence and professional development as compared to females.
Keywords: Educational Management, Educational Planning and Leadership, Educational Psychology, Emotional Intelligence, Human Resource Management, Professional Development, Secondary Schools Teachers, Teacher Education, Teaching Strategies
Challenges Faced by Small and Medium Sized Enterprises during Recruitment and Selection of Employees within the Madina Metropolis in the La Nkwantan/Madina Municipality of the Greater Accra Region of Ghana (Published)
Small and Medium Size Enterprises (SMEs) contribute a greater percentage to Gross Domestic Product (GDP) in ensuring economic growth, employment, income stability and poverty reduction in most developing countries like Ghana. Inspite of the critical role played by SMEs in the development of this country, most of these enterprises face challenges in the recruitment and selection practices in their bid to engage competent staff. The study examines employee recruitment and selection practices of SMEs into details with the aim of identifying their challenges and establishing best practices in recruitment and selection systems applicable and convenient for such enterprises considering their important role to the country. In order to investigate the challenges, a conceptual and theoretical framework of the study was designed. These guided the design of data collection instrument to suit the research. The study combined the use of questionnaires and semi structured interviews as methods of data collection and analysis as well as the use of secondary data through accessing publications and reports and studies made by other researchers in the study area. Simple random sampling was used in selecting the respondent for the survey. The study found out among other things that poor planning, lack of employee competencies, lack of recruitment skills, ineffective job analysis, ineffective selection methods, poor leadership, lack of good conditions of service are some of the challenges faced by the SMEs in recruitment and selection of employees.In the view of the researcher recommendations such as enhancing the recruitment and selection skills of entrepreneurs, developing good job analysis, extensive advertising and promotion, improving conditions of service and collaborating with reputable recruitment agencies to support SMEs among others would lead to cost effective recruitment and selection processes, retention of staff and the strategic engagement and management of staff to attain maximum benefit and improve profit of the SMEs.
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.
HUMAN RESOURCE MANAGEMENT AND EFFECTIVE CURRICULUM IMPLEMENTATION IN EBONYI STATE, NIGERIA (Published)
This paper is on human resource management and effective curriculum implementation in senior secondary schools in Ebonyi State, Nigeria. It is a survey research which employed a descriptive design. The study sampled 113 teachers drawn from 1045 English language teachers using stratified random sampling which include the principals, vice principals and deans of studies in Ebonyi State. Questionnaire was used as the instrument. A trial test was carried out and ascertained the validity and reliability of the instrument and a value of 0.89 was obtained from the test. Responses from all the questionnaire indicated that adequate human resources such as teachers language laboratory operators and school administers, motivation of teachers and school location can improve English language curriculum implementation in senior secondary schools in Ebonyi State. The hypothesis indicated that there is no significant difference in the opinion of teachers in the urban and rural areas. Some of the recommendations given were that the government should embark on recruitment of qualified English language teachers, workshops be organized for teachers and allow them attend other workshops organized outside their schools. Wages of secondary school teachers should be reviewed and that teachers should show more commitment in discharging their duties.
TO STUDY THE EFFECTIVENESS OF HRM PRACTICE IN TEXTILE INDUSTRIES, IN MADHYA PRADESH., INDIA (Published)
HR policies provide an organization with a mechanism to manage risk by staying up to date with current trends in employment standards and legislation. The policies must be framed in a manner that the companies vision & the human resource helping the company to achieve it or work towards it are at all levels benefited and at the same time not deviated from their main objective. Each company has a different set of circumstances, and so develops an individual set of human resource policies.Over the years of my own experience in corporate sector, it was noticed that organization can reach certain level without policies and procedures but as it grows big it requires well laid down structure, policies and procedures for its functioning or it falls down. It is a general belief that those organizations which have well laid HRM Practices can better meet the competitive environment than those organizations having weak HRM practices. In this study, focus is on studying and analyzing the role of HRM practices on the growth and development of the organization. Its main purpose is identify the prevailing HRM practices and then analyse the effectiveness of these practices in Textile industries in Madhya pradesh. For reaching our goal we have collected information regarding HRM practise in 60 Textile industries considering variables namely Manpower planning, Staffing practices, Training and career development, Performance Appraisal, compensation and Incentive, Unionization, team work, Employee participation and Working conditions which form exclusive part in measuring the prevailing HRM practices in MadhyaPradesh,India. After this we were able to analyse the effectiveness of these HRM variables in Textile industries
Productivity in the Nigerian public organizations have suffered serious decline as researches have shown that productivity has not really improved even with the enormous human resources at their disposition hence the assertion that the importance of human resources cannot be relegated to the background as organizations’ greatest asset is a well-planned and managed human resources implies that adequate plan must be put in place for those resources to engender productivity vis-à-vis the effective management of the workforce. This general dissatisfaction has put human resource planning out as the solution to the issue of employee’s unproductivity in the Nigerian public organizations. Addressing this issue is the thrust of this paper as it investigates the role of Human Resources Planning (HRP) in ensuring employee productivity in the Nigeria Public Organizations.