Tag Archives: training and development

Human Resource for Health Management Practices on Training and Development between secondary and tertiary healthcare facilities in Cross River State and Ebonyi State (Published)

The study investigate human resource for health management practices on training and development between secondary and tertiary healthcare facilities. The study adopted a descriptive research design. The independent t-test analysis showed that the calculated t- value of 2.412 was greater than the critical t-value of 1.96 at 0.05 alpha level of significance. Specifically, on in-service training, 35.7% and 19.7% of secondary healthcare respondents reported not practiced and practiced to a little extent respectively. This shows significant differences from responses in the tertiary healthcare facilities with only 17.6% and 21.3% respectively reported corresponding responses (that is, negative responses of 55.4% and 38.9% for secondary and tertiary respectively). This observed trend in the secondary healthcare facilities was affirmed by qualitative responses where secondary level respondents verbalized non provision for in-service training. However, in both States, secondary healthcare facilities key informants affirmed the assistance and role of development partners in staff training and development but that such trainings are in their (partners’) area of interest/interventions. It was recommended that bi-annual training, retraining and development of the health workforce should be made an area of utmost priority particularly at the secondary level of care. This is important considering the paucity in stock of HRH and emerging challenges emanating from the trend of disease outbreaks and occurrence.

Keywords: Human resource, cross river state and Ebonyi state., health management practices, secondary and tertiary healthcare facilities, training and development

Level of Satisfaction of Employees with Trainings, Job Design and Employment Security in Rivers State Ministry of Sports (Published)

The study focuses on the level to which workers are satisfied with training and development, job design and employment security in the Rivers State Ministry of Sports. Three research questions and hypotheses guided this study. The design for the research is a cross-sectional survey. The sample size for the study was 243 employees of Rivers State Ministry of Sports drawn through census sampling technique. A self-structured questionnaire titled “”Level of Employees ‘ Satisfaction with Training, Job Design and Job Security Questionnaire” (LESTJJQ) was used. Mean, standard deviation and z-test were used for data analysis at 0.05 alpha level using SPSS version 23. The finding reveals that to a moderate extent employees’ are satisfied with the training and development in Rivers State Ministry of Sports. To high extent workers are allowed to plan how they do their work, while some of the employees’ were not satisfied with lack of job autonomy in making decisions. Also, there is a significant difference in the male and female employees’ satisfaction with training and development, job design and employment security in Rivers State Ministry of Sports. It is recommended that regular training and retraining programs for employees should be developed by the various parastatals. Stakeholders should ensure an effective job design to enhance the status and self-fulfillment needs of employees. There is a need for job security to allow workers to feel valued and fulfilled.

Keywords: Job Design, employees’ satisfaction, employment security and rivers state ministry of sports, training and development

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

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

Evaluating Organizational Uses of Performance Appraisal System: A Conceptual Analysis and Framework for the Future (Published)

Organizational effectiveness and efficiency may be realised when employees are frequently assessed. While performance appraisal and organisational effectiveness has gained attention among scholars, there are little studies on the specific uses performance appraisals or media through performance appraisal exercises improve corporate effectiveness. In this light, this study examines organisational uses of appraisal systems. To address the research aim, thematic literature review approach is employed to assess the organisational benefits or uses of performance appraisal results. The study finds that employee performance appraisal results are used by organisations as an instrument to enhance employee motivation, improve corporate communication, facilitate employee training and development and boost overall corporate success or effectiveness. The study therefore recommends that organisations must not see employee performance appraisal as just an annual activity but recognise it as a continuous activity and an important resources that can provide enormous benefits to enhance the success of the organisation. By these findings the study contributes significantly to knowledge by developing a model of performance appraisal outcomes. The model shows the mechanisms through which performance appraisal practices positively affect organisations and also for empirical testing particularly in developing countries’ contexts.

Keywords: Employee Appraisal, Internal Communication, Motivation, Organisational effectiveness, Performance Appraisal System, 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

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

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

INTEGRATED ROLE OF HRIS & SHRM (SHRIS) IN BANKING SECTOR OF PAKISTAN (Published)

Today we are living in a global economy. Computer based information system has changed the scenario of business. SHRIS is a system that has completely re-engineered the management style. Managers are termed as knowledge workers today. SHRIS has brought revolutionary changes in performing different strategic human resources tasks like recruitment and selection, training and development and it leads to job satisfaction, employee empowerment and promotions ,business process reengineering, more involvement in decision making. The main aim of this research is to highlight the impact of Human resources information system and strategic Human resources Management on organizational performance. Human resources information system has a strong relationship and positive impact on various strategic human resources management decisions whereas organizational performance depends on Strategic Human resources management.

Keywords: Business Process Re-engineering, Employee empowerment, Human resources information system, Job Satisfaction, Recruitment & selection, Strategic Human resources information system, Strategic Management, employee promotions, training and development