Challenges of Teaching and Learning of Accounting Education in Tertiary Institutions in Enugu State of Nigeria (Published)
The main purpose of the study was to determine the challenges of teaching and learning accounting education in tertiary institutions. The study was guided by two research question and two null hypotheses. The population was 33 lecturers of accounting education in tertiary institutions in Enugu State. No sampling was carried out due to the manageable size of the population. The instrument used for data collection was a 17 item questionnaire developed by the researcher. The instrument was validated by three experts and the reliability of the instrument was determined using Crombach Alpha which yielded reliability index of 0.84. The instrument was administered by the researcher and three trained research assistants. 31 out of 33 copies of questionnaire were well responded to, returned and used for data analysis representing 93.93 percent return rate. Mean and standard deviation were used for data analysis and t-test statistics was used to test the null hypotheses. Some of the findings include; poor remuneration of teachers, lack of qualified accounting education teachers, lack of supporting staff, poor office condition, inadequate classroom and lack of model office as the challenges to teaching accounting education in tertiary institution. The null hypotheses showed no significant difference between the experienced and inexperienced lecturers rating on the itemized challenges. Based on the finding it was recommended among others that qualified and competent accounting education graduates should be employed, classroom facilities should be provided and maintenance of facilities should be carried out from time to time.
The global competition and swiftness of changes emphasize the importance of human capital within organizations, as well as the swiftness and ways of knowledge gaining of that capital. Learning and development as many refer to it now is one of the most important aspects of our lives and our work. Many people view training as an activity that produces the result or outcome of learning and learning is typically viewed as new knowledge, skills and competencies or abilities. In this report we will discuss the training and development and its importance now a day for all organizations in order to achieve and reach their objectives and goals through set a training plan and then translate this plan to real training courses for each employee to refine and improve their skills, knowledge…est. Also we will talk about the several types and methods of training and development. Finally, how much value or interest that this training and development can offer to the employees and the company itself.
Strategy implementation: Influence of HR on M-Commerce Performance in Kenya’s Commercial Banks (Published)
The overall purpose of the study was to establish the strategic role human resources play in influencing the performance of m-commerce performance in Kenya’s commercial banks. The study was based on positivism research philosophy. A positivist approach to research is based on knowledge gained from positive verification of observable experience. The research design used was explanatory which provided the plan for answering question on the human resources in strategy implementation affect performance of M-Commerce in commercial banks in Kenya. The actual population targeted and used was 40 commercial banks in Kenya because the banks were accessible. The units of analysis for the study comprised of five managers from different management levels and departments from each of the 40 commercial banks in Kenya. Questionnaires were used for data collection. The collected data was analyzed using inferential and descriptive statistics.The study findings were that there was no relationship between HR and m-commerce performance. The influence of HR on m-commerce performance was negative and statistically insignificant. The study findings indicated insignificant relationship between HR and m-commerce performance and this would mean that the resources in the banking industry are no longer rare, inimitable or not able to be substituted. Most of the resources are common to all banks, and therefore the study concludes HR on its own does not support m-commerce performance. The path coefficient was negative and insignificant at -0.042 level, t-value of 0.478, p-value =0.633.The study informs commercial banks in Kenya, Central Bank of Kenya, and the scholars the importance of improvement in specialized skilled staff to manage strategy implementation, motivation and staff retention strategies would be key in ensuring successful strategy implementation and retention.
Performance Evaluation of Chinese Companies across Various Sectors in Bangladesh Business and Built Environment (Published)
Bangladesh is a country with about 168million people with a GDP growth of 6.5% 2004. This is due to its market-based economy which is the 43rd largest in the world in nominal terms, and 30th largest by purchasing power parity. With its geographical location, economic and population fundamentals, it has attract foreign direct investment (FDI) allowing it full participation in regional and continental development partnerships with its neighbors especially China. China viewed Bangladesh as a crucial and vital partner to its regional development plans especially to its land locked western region. These led to Chinese companies entering the Bangladesh economic sectors to invest and execute projects. However, these Chinese companies must take (or have taken) into cognizance the labour laws, the available & the level of human capacity, the business terrain, the cultural ramifications of the Bangladesh workforce, also the priorities and dynamic government policies. These will influence the performances and overall success of collaborations across various sectors. The study evaluated the performances of Chinese Companies across Various of Bangladesh. It also provides a summary of the main findings in line with the research problem and the research aim. The literature reviewed led to identification of the twelve sectors. The evaluations and assessment show that the performance of Chinese companies across the twelve sectors varies accordingly and that they have a very good performance across eight sectors and satisfactorily / fair across four sectors. These performances are influenced by the levels of collaborations of Bangladeshi people, government and country towards the Chinese companies across various sectors. Altogether, and over some time will lead to better understanding of each other’s work habit, culture, barriers and differences that may will boost the performances of the Chinese companies in future collaborations.
Effectiveness of Human Resource Management Performance in Jordanian Universities in Light of Societal Changes from the Point of View of their Administrative Leaders (Published)
The aim of this study is to identify the degree of effectiveness of human resources management performance in Jordanian universities in light of societal changes from the point of view of the administrative leaders. In order to achieve the objectives of the study, the researcher used the descriptive analytical approach as it is the most suitable method for the current research. A questionnaire was used as a means of collecting data. The study sample consisted of 210 administrative leaders from public universities and 115 administrative leaders from private universities. The results of the study showed that the degree of effectiveness of human resources management performance in Jordanian universities from the point of view of the administrative leaders was moderate, arithmetic mean of which was of (3.44) and standard deviation of (0.73). It also showed a statistically significant impact of societal changes on the effectiveness of human resources management performance.
The Contribution of in-Company Training to Skills Improvement and Human Resources Development (Published)
The following research comes to explore the importance and contribution of in-company training human resources to the business. The literature review shows that education, as a tool for shaping attitudes and attitudes and developing new skills, can play a key role in improving staff skills and thus influencing the overall growth and competitiveness of an enterprise. In the present study, a survey of mixed methods was conducted with quantitative (questionnaire) and qualitative (interview) data and with sample employees from the Greek construction company “Avax”. Answers confirm that education provides employees with all the skills and support they need in order to be more efficient and thus increase their competitiveness and productivity. This research adds further data to the area of in-company education and training, since this kind of research in Greece is limited. In addition the impact of the economic crisis and the change in the culture of businesses trying to survive through training and investing in human resources is highlighted.
The purpose of research is to analyze the problems of women’s cooperatives in Sampang. Benefits of this study are consistent with Nawacita President Jokowi is to realize economic independence by moving the strategic sectors of the domestic economy. The methodology used in this research is qualitative descriptive. Data collection techniques in this study is the observation and interviews. The research subject is women’s cooperatives (members, administrators). The type of data in this study, there are two primary data and secondary data. Primary data were obtained from observations and interviews, while the secondary data obtained from the documentation, literature and the literature of the relevant agencies. In this study the validity or correctness of the information and the stabilization achieved by using triangulation is done by comparing the information of members of Women`s cooperative ( Kopwan) with the position (status) are different. The study population was women’s cooperatives in Sampang with purposive sampling election. From the research findings, Kopwan very weak performance from the aspect of technological mastery (the market), access to market information and sources of capital .Moreover, human resource capacity is still low. The conclusion of this study is the need to strengthen management, capital support and appropriate technology. There was also need for the availability of raw materials and human resources (HR) is concerned to improve the performance of SMEs and Kopwan on Madura.
The success of large organizations relies heavily on its Human Resources as it is the most valuable asset. Human Resources play a fundamental role in creating the uniqueness of most successful organizations. This paper discusses the concept of Human Resources Accounting. It gives a comprehensive roadmap to its definitions, purposes, models and criticism.
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.
Human Resource Management Practices and Their Effect on Employee Turnover in the Hotel Industry, Ghana (Published)
The broad aim of the study was to assess human resource management practices and their effects on employee turnover in the hotel industry in Cape Coast and Elmina. Precisely, the study sought to determine the influence of workforce demographics on turnover, assess human resource management practices that account for turnover and analyse the relationship between human resource management practices and employees intention to quit in the hotel industry in Cape Coast and Elmina. This study adopted the descriptive cross-sectional design. The sample size was determined by using by Krejcie and Morgan (1970) sample size table. In all, 196 non-managerial employees were sampled. The systematic random sampling technique was used in selecting participants. The main instrument used for the collection of data was questionnaire. Data was analysed using measures of central tendencies. Additionally correlation analysis was conducted to establish the relationship between variables. This was set at 95 percent significant level. The findings divulged that compensation boost employees morale and loyalty; hence management should institute measures to provide adequate motivation in the form of prompt payment of salary, allowances, and rewards to hardworking employees.
Nowadays, the rapid development of information and communication technologies in all areas as a key element in the success of any institution, and an important prerequisite for achieving competitive advantage and the ability to survive in an environment of rapid change. Hence, the need to invest the huge leap in communication and information technology and computer applications for use in e-training, as a program for achieving sustainable human development under the knowledge economy. This research paper aims to identify e-training as a new concept in human resources development from the logic of scientific progress, and the importance of information technology in the field of training, education and information awareness dissemination.
Climate Change and Pastoral Conflicts in the Middle Belt and South-East Nigeria: Implication on Human Resource of the Regions (Published)
This paper examined the relationship between climate change and pastoral conflicts as well as their effects on human resource of both the middle belt and south eastern Nigeria. It is ex-post-factor in nature and thus relied heavily on literature with qualitative data and descriptive method of analysis. The study revealed that the pastoralists migrate due largely to extreme and unfavourable weather conditions occasioned by climate change. In the main, Deprivation, frustration and aggression theory was employed to anchor the study. The paper noted that the strength of a nation lies in her resources; however, pastoral conflicts occasioned by climate change has had a far reaching negative consequences on resources of these regions, ranging from waste to absolute destruction and depletion of both human and material resources. The paper recommended that active and sincere government intervention through the establishment of Grazing corridors or ranches in the regions, funding of research and development and establishment of regulatory frame work will help stem the tide
Arrangement of Human Resources to the Strengthening Of the Economy on the Businessemen of Micro, Small and Medium Enterprises (Msmes) In Makassar, Indonesia (Published)
Hernita. Arrangement of human resources to the strengthening of the economy in SMEs in Makassar, Indonesia. Type of qualitative research using Phenomenology approach. Source of data in this study include: 1) Primary Data Sources, 2) Secondary Data Sources. This research instrument is the researchers themselves, in which the researcher as an instrument to obtain accurate data supplied by a variety of methods. Reality in Makassar prove that there is a tendency not balance between providing qualified human resources with rate changes. It is then result in distortions between energy needs with expertise, skills and competency are not able to put up certain of educational institutions on the level of human resource needs in the community. Whereas compliance with those requirements should be obtained from outside the existing educational institutions. A drastic change from the New Order became the order of the reform should be the basic foundation for reorienting education must reset the system and the pattern of implementation of national education
Service Innovation and Competitive Advantage (Published)
Service Innovation suggests how the concept of service can be improved which is already in practice. This can be either refined competence in customer relations, channel of distribution or innovation in technology or it can be combination of all three. Investing in the development of both physical and non-physical components of products and services available for sale can lead to enhanced business prospects, ultimately ensuring success.
This paper attempts to indentify core ingredients of service innovation and their impact on Online B2B industry in attaining competitive advantage with a resource based view. The difference found in organizational performance in the context of Online Business can be partially explained by Information Technology, Human Resource Management, Research & Development and strategic alliances practices and policies.
Furthermore, the research also attempts to establish how proper implementation of Human Resource Management practices, experienced adoption of Information Technology and IT-enabled services, well connected and inform Research and development can all together render greater service innovation opportunities whereas strategic alliance is the mediocre variable which requires lots of efforts to impact positively on service innovation.
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.