Tag Archives: Human resource

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.

Keywords: Catholic Church, Human Resource Management, Human resource, Staff, training and development

Human Resources and Strategic Management for Sustainable Development in Nigeria: Akwa Ibom State Experience (Published)

Human resource and strategic management is one of the most important requirements for the sustenance of an economy, whether at micro or macro levels. It is a must for any society, country or even enterprise that wishes to survive under complex challenges of a dynamic as well as globalized world. The objective of this study was to examine human resources and strategic management for sustainable development in Nigeria drawing specifically from Akwa Ibom State experience. The study adopted a historical and descriptive research drawing data mostly from secondary sources. The study revealed that Akwa Ibom state government is committed to training its workforce in the critical areas of need such as science, technology and engineering as a core area for sustainable development. The study further revealed that where human resources capital are not strategically managed, it would stalled any meaningful development in the state. The study therefore recommended that the training and retraining of workforce in the state should be focus mostly on the critical areas of science, technology and engineering as against the present emphasis on general administration. Also, the workforce so train should be strategically managed to enhance sustainable development in the state.

Keywords: Akwa Ibom State, Human resource, Management, Nigeria, Sustainable Development

Internal – External Factors Affecting the Human Resource Management of Small and Medium Enterprises in Dong Nai Province (Published)

In Vietnam, Small and Medium Enterprises (SMEs) now are accounting for about 98% of the total number of businesses operating in the country in which the medium-sized enterprises account for only 2.2%, small business strategy and remaining 29.6% and 68.2 % is super small. But in fact, SMEs play a very important role in the national economy. SMEs are the main source of employment and income generation for laborers, helping to mobilize social resources for development investment, poverty reduction… Every year, SMEs create over one million new employees. Employing up to 51% of social workers and contributing more than 40% of GDP to the country. In addition, the research results showed that there were 250 SMEs managers who interviewed and answered about 23 questions. The Data collected from 12/06/2016 to 15/05/2017 in Dong Nai province. The researcher had analyzed Cronbach’s alpha, KMO test, the result of KMO analysis used for multiple regression analysis. The research results were processed from SPSS 20.0 software. The parameters of the model estimated by Least – Squares Method tested for the model assumption with 5% significance level. Finally, the researchers have recommendations improving the human resource management at small and medium enterprises in Dong Nai province.

Keywords: DNU and LHU., Human resource, Management, SMEs

Training and Development in Lokoja Local Government Council Kogi State, Nigeria 2003-2009 (Published)

The centrality of effective training and development to the efficiency of any organization can hardly be overemphasized. This paper empirically evaluated the effectiveness of training and development programmes in enhancing the job performance of Lokoja Local Government Council personnel from 2003-2009. The study adopted the systematic approach to training, as well as its concomitant derivatives such as the frequency, timing, equity and relevance of training programmes, as benchmarks for effective training and development. Data for this study were generated from both primary and secondary sources. Also, the responses generated from the randomly selected respondents were analyzed using simple cross tabulation and percentages. The paper found that the glaring absence of the systematic approach to training is at the root of the numerous obstacles that beset training and development programmes in Lokoja Local Government Council. It strongly recommended, inter alia, the need to incorporate training needs assessments and training evaluations into the configuration of training and development activities in Lokoja Local Government Council.

Keywords: Human resource, Local Government Council, Performance, training and development

Training and Development in Lokoja Local Government Council Kogi State, Nigeria 2003-2009 (Published)

The centrality of effective training and development to the efficiency of any organization can hardly be overemphasized. This paper empirically evaluated the effectiveness of training and development programmes in enhancing the job performance of Lokoja Local Government Council personnel from 2003-2009. The study adopted the systematic approach to training, as well as its concomitant derivatives such as the frequency, timing, equity and relevance of training programmes, as benchmarks for effective training and development. Data for this study were generated from both primary and secondary sources. Also, the responses generated from the randomly selected respondents were analyzed using simple cross tabulation and percentages. The paper found that the glaring absence of the systematic approach to training is at the root of the numerous obstacles that beset training and development programmes in Lokoja Local Government Council. It strongly recommended, inter alia, the need to incorporate training needs assessments and training evaluations into the configuration of training and development activities in Lokoja Local Government Council.

Keywords: Human resource, Local Government Council, Performance, training and development

Training and Development in Lokoja Local Government Council Kogi State, Nigeria 2003-2009 (Published)

The centrality of effective training and development to the efficiency of any organization can hardly be overemphasized. This paper empirically evaluated the effectiveness of training and development programmes in enhancing the job performance of Lokoja Local Government Council personnel from 2003-2009. The study adopted the systematic approach to training, as well as its concomitant derivatives such as the frequency, timing, equity and relevance of training programmes, as benchmarks for effective training and development. Data for this study were generated from both primary and secondary sources. Also, the responses generated from the randomly selected respondents were analyzed using simple cross tabulation and percentages. The paper found that the glaring absence of the systematic approach to training is at the root of the numerous obstacles that beset training and development programmes in Lokoja Local Government Council. It strongly recommended, inter alia, the need to incorporate training needs assessments and training evaluations into the configuration of training and development activities in Lokoja Local Government Council.

Keywords: Human resource, Local Government Council, Performance, training and development

Human Resource Theory: From Hawthorne Experiments of Mayo to Groupthink of Janis (Published)

Organization is a relatively young science in comparison with the other scientific disciplines. (Ivanko, 2013) Accounts of the growth of organizational theory usually start with Taylor and Weber, but, as Scott (1987) mentions, organizations were present in the old civilizations which goes back to Sumerians (5000, BC) and which experiences its maturation phase with Taylor, Fayol and Weber, continuing to come up to present with modern management methods and principles. The modern organization may be the most crucial innovation of the past 100 years and it is a theory which will never complete its evolution as the human being continues to exist. Understanding how organizations work has been the focus of scientists and scholars until the early part of the 20th century. Just as organizations have evolved, so to have the theories explaining them. These theories can be divided into 9 different “schools” of thought (Shafritz, Ott, Jang, 2005): Classical Organization Theory, Neoclassical Organization Theory, Human Resource Theory, or the Organizational Behavior Perspective, Modern Structural Organization Theory, Organizational Economics Theory, Power and Politics Organization Theory, Organizational Culture Theory, Reform Though Changes in Organizational Culture and Theories of Organizations and Environments. This introductory paper will concentrate on the human relations theory and is divided as follows. The introduction talks about the developments of the organization and organization theory from its early stages with detailed definitions. In section 2, theoretical roots in other words literature review on the subject will be presented. At further section, by looking at the perspectives of the 5 pioneering people (Mayo, Follett, Maslow, McGregor and Janis,) main principles of the classical organization theory are presented one by one. Section 4 mentions strengths and weaknesses of the classical organizational theory and section 5 discusses and concludes the paper.

Keywords: Human resource, Organization, Organization Theory.

Training and Development in Lokoja Local Government Council Kogi State, Nigeria 2003-2009 (Published)

The centrality of effective training and development to the efficiency of any organization can hardly be overemphasized. This paper empirically evaluated the effectiveness of training and development programmes in enhancing the job performance of Lokoja Local Government Council personnel from 2003-2009. The study adopted the systematic approach to training, as well as its concomitant derivatives such as the frequency, timing, equity and relevance of training programmes, as benchmarks for effective training and development. Data for this study were generated from both primary and secondary sources. Also, the responses generated from the randomly selected respondents were analyzed using simple cross tabulation and percentages. The paper found that the glaring absence of the systematic approach to training is at the root of the numerous obstacles that beset training and development programmes in Lokoja Local Government Council. It strongly recommended, inter alia, the need to incorporate training needs assessments and training evaluations into the configuration of training and development activities in Lokoja Local Government Council.

Keywords: Human resource, Local Government Council, Performance, training and development

The Extent of Response to the Social Responsibility Accounting in Tourism Sector: A Case of Jordan (Published)

This study aims at identifying the extent to which the tourism sector in Jordan responds to the accounting for the social responsibility. In order to achieve the goals of the study, a questionnaire has been used to collect the necessary data from 50 participants who have been randomly selected from the field of accounting in the southern region hotels. The statistical results show that there is a clear response from the tourist hotels toward their social responsibility in human resource development on the one hand and toward the preservation of the environment on the other. The study concludes with a number of recommendations including: the need for continuous efforts to meet the social responsibilities, working to keep up with any new requirements, paying more attention to human resources in the surrounding communities, increasing attention to reserves, and providing more support to the community through having a role in creating some attractive tourist environment such as resorts and artificial lakes that will help in prolonging the period of stay of tourists which in turn will reflect positively on those hotels.

Keywords: CSR accounting, Environment, Ethics, Human resource, Tourist Hotels

Information Literacy Skills and Information Utilization by Students In Two Nigerian Universities (Published)

Information Technology (IT) has changed the business world many times over. In the Information Age, the advent of computers and the Internet has increased that impact significantly. Many businesses particularly banking industry cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on Human Resource (HR) practices. The purpose of the study was to investigate the role of IT on HR functions in Fidelity Bank and National Investment Bank (NIB). The Survey approach was adopted for this study, with staff from the HR department as the subjects. The purposive sampling technique was adopted and the SPSS as an analytical tool was used to create tables and correlation of some variables. It was found out that Online Social Network (OSN) among other IT tools is mostly used for recruitment by private banks whereas daily newspapers are used by the public banks. Moreover, the study revealed that HR functions in scope and responsibilities have increased in the last three years in both private and public banks. Furthermore, it was revealed no relationship between the e-recruiting and employee performance. It is recommended that banks endeavour to heighten intensive application of existing HRIS and employee appraisal to help with the implementation of IT in HR functions.

Keywords: E-Recruitment, Human resource, Information Technology (IT), Online Social Network (OSN), Recruitment

Leveraging Information Technology (It) In Recruitment and Selection Processes- A Comparative Study (Published)

Information Technology (IT) has changed the business world many times over. In the Information Age, the advent of computers and the Internet has increased that impact significantly. Many businesses particularly banking industry cannot even function without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on Human Resource (HR) practices. The purpose of the study was to investigate the role of IT on HR functions in Fidelity Bank and National Investment Bank (NIB). The Survey approach was adopted for this study, with staff from the HR department as the subjects. The purposive sampling technique was adopted and the SPSS as an analytical tool was used to create tables and correlation of some variables. It was found out that Online Social Network (OSN) among other IT tools is mostly used for recruitment by private banks whereas daily newspapers are used by the public banks. Moreover, the study revealed that HR functions in scope and responsibilities have increased in the last three years in both private and public banks. Furthermore, it was revealed no relationship between the e-recruiting and employee performance. It is recommended that banks endeavour to heighten intensive application of existing HRIS and employee appraisal to help with the implementation of IT in HR functions.

Keywords: E-Recruitment, Human resource, Information Technology (IT), Online Social Network (OSN), Recruitment

STAFF TRAINING AND DEVELOPMENT IN LOKOJA LOCAL GOVERNMENT COUNCIL KOGI STATE, NIGERIA 2003-2009 (Published)

Keywords: Human resource, Local Government Council, Performance, training and development

THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE (Published)

This study investigates the impact of recruitment and selection criteria on performance using Fidelity Bank Plc, Lagos Nigeria as focal point. The analyses of 130 valid responses obtained through a questionnaire that was administered to randomly selected respondents revealed that recruitment and selection criteria have significant effect on organization’s performance (X2 = 35.723; df = 3; p<0.05). The more objective the recruitment and selection criteria, the better the organization’s performance (X2 = 20.007; df = 4; p<0.05).

Keywords: Human resource, Organization, Performance, Recruitment, Selection

HUMAN RESOURCE MANAGEMENT AND PUBLIC ORGANIZATIONS (Published)

This research provide the most important foundations of human resource management that we can apply in both public and private sector organizations such as job design, control, teamwork, leadership, managerial roles, staffing practices and career management.It then moves on to review the process of HRM in private and public organizations, performance, functions in the PS, in addition to the operations of human resource management in public sector, the main standards and its application, then we talk about the HR role in the public sector reform which is giving greater involvement in public sector in order to improve services.

Keywords: Human resource, Management, Performance, process of HRM, public organizations

HUMAN RESOURCE MANAGEMENT IN EDUCATION: ISSUES AND CHALLENGES (Published)

Human resource management in education is very important and toy with it would result in jeopardy. This is because education personnel’s are the major instrument for achieving educational goals and consequently, national development. Human resources are the key to rapid socio-economic development and efficient service delivery. That’s why this paper stressed that without an adequate, skilled and well-motivated workforce operating within a sound human resource management programme, development is not possible. Every educational system at every level depends heavily on the human resources for execution of its programme. The function of human resource management in education includes staff maintenance, staff relations,staff development, procurement of staff and job performance reward. The challenges of human resource management include poor working condition, problem of staffing, funding, incessant transfer of teacher among others. To address the identified challenges, the following recommendations were made. Education should be made attractive by creating a conducive atmosphere for teachers. More government attention is needed for education sector through improved function as education remains the basis for the progress of all other sectors of the society. A united salary structure should be made for all categories of teachers within the education sectors. The paper equally recommended that standard of education in Nigeria should be up dated to meet the rapid social changes in our present Nigeria society.

Keywords: Educational Goals, Educational System, Human resource, Staff Maintenance, Work Force

PROFESSIONAL AND SOCIAL LIVES OF CAREER WOMEN: STRIKING THE BALANCE (Published)

This research work sought to examine the job demands of women. It sought to analyze the work-life balance of women in selected business entities in Ghana. A quantitative method was employed and data were collected using questionnaires. In all the three firms, 150 questionnaires were distributed but only 100 responses were used for the analysis because some were incomplete. The questionnaires were administered to employees in the banking and insurance sector comprising of those in managerial and non-managerial positions. With the support of statistical tools (crosstabs and chi square) the data was analyzed. The findings suggest that increases in the employment rates and relative earnings of women have increased the opportunity costs of child care and domestic responsibilities which were common to womanhood some years back. It was observed that all the women who worked for more than 8 hours were experiencing work-family conflicts.

Keywords: Behaviour, Career, Discrimination, Entrepreneurship, Human resource

THE EFFECT OF HUMAN RESOURCE TRAINING AND DEVELOPMENT ON THE ORGANIZATIONAL EFFECTIVENESS OF FEDERAL POLYTHECNIC IDAH- NIGERIA (2008-2013). (Review Completed - Accepted)

This research titled “the effect of human resource training and development on organizational effectiveness” is written to explore the extent to which training and development has enhanced organizational effectiveness considering the pivotality of the tool and consequences of its grave neglect by most organizations in recent time.  The researcher elicits data from both primary and secondary sources and the method of data collection were questionnaire, interview and observation.  The data were analyzed using simple percentages, mean score, standard deviation and coefficient of variation respectively.  The paper concludes that human resource training and development is pivotal to enhancing organizational effectiveness thus recommend that: for the nation to achieve improved productivity and efficient service delivery, funding of technical and vocational education should be encouraged and its employees should be constantly trained to compete and achieve the global quest for skillful and motivated manpower with an articulated training and development manuals towards a virile nation.

Keywords: Development, Human resource, Productivity, Training

Challenges encountered by the human resource in the implementation of performance contract in Kenya: A study of registration of persons Kericho district. (Review Completed - Accepted)

The purpose of the study was to find out on the influence of performance contract on public service delivery in the registration of persons Kericho district-Kenya. The study focused on establishing on the challenges encountered by the human resource in the department   as one of the study objectives in the implementation of performance contract in the enhancement of public service delivery using the 2011-2012 service delivery period as the reference point. Performance contracts being a new tool of service delivery focuses on efficiency, effectiveness, transparency, accountability and inclusiveness in terms of the discussed, projected and agreed targets to be realized within a given time frame of the service delivery appraisal period. The study adopted survey design method from a sample size of (220) respondents who were purposefully and randomly identified. Envisaged data was collected by use of questionnaires structured in Likert scale system. The study adopted and enhanced (2012) Vroom’s theory of motivation (1964) to underpin the same as it was viewed to have some sentimental attachments to the human resource in terms of motivation upon successful attainment of the projected performance targets as compared to other related theories such as Rosseau’s (1994) psychological contract theory which was viewed as being verbally transmitted and legally unbinding. Collected data was sorted out, cleaned, coded and analyzed by using statistical packages of social scientists program (SPSS). The analysed data was qualitatively and quantitatively expressed and its findings graphically presented. Based on the study objective, study findings pointed out that the human resources and potential national identity card stakeholders encountered varieties of challenges when implementing the requirements and principles of performance contract in the enhancement of public service delivery in their service delivery entry points as further explained and pointed out in the study findings. From the study findings, it was recommended that challenges encountered by the human resource when implementing performance contract in the area of study be aggressively and expeditiously addressed by the authorized agencies so as to realize the projections and objectives of performance contract terms in relation to effective and efficient public service delivery to various stakeholders as envisaged in the said department’s service delivery citizens charters.

Keywords: Challenges, Human resource, National Identity Cards Applicants, Performance Contracts., Service delivery

Talent Management – An Emerging Strategy To Create a Higher Performing Workforce (Review Completed - Accepted)

This paper describes the concept of talent management as an important pillar of the organizational growth in a holistic way .In this competitive era when each and every firm focuses on their human resource as a valuable asset in order to achieve organization’s objectives. They want to get the best talent from the environment through various means and then managing that talent with complete effectiveness and efficiency. This helps them in maintaining a competitive advantage over others. With this ideology the concept of talent management came into picture. This term came was coined by McKinsey & Company in their publication titled “War on Talent”. Talent management refers to the anticipation of required human capital for an organization and planning to meet those needs. It is the science using Strategic Human Resource Management to improve business value and also to make it possible for companies to reach their goals. Talent management strategies focus on five primary areas: attracting, selecting, engaging, developing and retaining employees. It is very substantial to say that a talent management strategy needs to be linked to the business strategy. Through this paper we want to reflect that the approach of talent management is more evolved and advanced aspect of strategic management

Keywords: Business, Human resource, Objectives, Strategy, Talent management

A Study on the Influence of Strategic Human Resource and Organizational Capacity Building on Performance Improvement of Public Service Delivery in Nakuru County-Kenya (Published)

The study will seek to examine the influence of strategic human resource and organizational capacity building on performance improvement of public service delivery in the departments of the registration of persons Nakuru County (Kenya) using the 2012-2013 performance improvement service delivery period as the baseline. The said departments include registration of births which issues birth certificates, registration of persons which issues national identity cards and registration of refugees which registers political asylum seekers. Nakuru County comprises of 9 sub counties thus- Nakuru Sub County, Njoro, Molo, Subukia, Nakuru North, Kuresoi, Rongai, Gilgil and Naivasha. The study has been prompted to be carried out due to reported incidents of low registration coverage in the issuance of Kenyan National Identification documents in the said county as pointed out by the (2012-2013) county annual registration performance reports which recorded less than 100% coverage contrary to the projected and expected achievement of 100%. The objectives of the study will be to: examine strategies put in place focusing on performance improvement of public service delivery, investigate on types of human resource capacity building advanced aiming at performance improvement of public service delivery, find out the influence of human resource and organizational capacity building on performance improvement of public service delivery, establish challenges and possible remedies encountered by the human resource and relevant organizations on performance improvement of public service delivery. The study will be guided by the Roseau’s psychological contract theory of (1994) which stresses on mutual beliefs and expectations by employees and organizations upon the successful performance of a worker. Descriptive survey research design method targeting a population of 308 respondents and 9 sub counties will be adopted. A sample size of 50% of the same will be used through random and non probability purposeful identification techniques which for the purposes of data collection will translate to 154 respondents and 5 sub counties. Primary and secondary sources of data collection will be employed by using questionnaires as data collection instruments after testing and re-testing them in similar environmental study conditions through piloting techniques to ascertain their validity and reliability as data collection tools. Collected data will be sorted out, coded and analyzed by using descriptive statistics and Statistical Packages for Social Scientists (SPSS) then tabulated in form of frequencies and percentages. Multiple regression statistical model will be adopted to test the advanced study hypothesis thus there is no significance relationship between strategies and performance improvement on public service delivery. Study findings will be subjected to review committee and its findings made open for public information and consumption.

Keywords: Capacity building, Human resource, Organizational, Performance Improvement And Public Service Delivery., Strategic