RESOURCE DEVELOPMENT REQUIREMENTS ANALYSIS HUMANS TO INCREASE EMPLOYEE PERFORMANCE
226221269
Human Resource Development and Employee Performance: The Role of Individual Absorptive Capacity in the Nigerian Oil Sector
Human Resource Development (HRD) is a process whereby the management of an organization improves the skill set and capabilities of its workforce through deliberate training, career and organizational development. This study seeks to investigate the role of HRD in employee performance using individual absorptive capacity as a moderator for selected firms in the Nigerian oil sector. It employed a cross sectional survey research design. The population size comprised 1,274 employees of the selected firms and sample size of 274 employees. To generate data, a 5 point Likert scale questionnaire was used and analysis carried out using Stata version (13) software. The results revealed that HRD has a positive significant relationship with employee performance. Results also showed that individual absorptive capacity has a positive significant relationship with HRD and employee performance, implying that individual absorptive capacity moderates the relationship between the independent and dependent variables. In conclusion, HRD was found to play a significant role in employee performance in the selected companies in Nigeria. The study recommends that management should focus on improving their HRD practices such as training and development, career development, and organizational development in order to increase their individual absorptive capacity and ultimately boost employees' performance. The study contributed to knowledge by revealing that individual absorptive capacity can determine the extent to which HRD practices affect employee performance of selected companies.
Damaro Olusoji Arubayi E D Eromafuru A C S Egbule
226629829
THE RELATIONSHIP AMONG HUMAN RESOURCE DEVELOPMENT PRACTICES, EMPLOYEE JOB SATISFACTION AND EMPLOYEE JOB PERFORMANCE: USING CONFIRMATORY FACTOR ANALYSIS
Purpose: The intention of the article is to analyze the strength of the association between HRD practices and two outcomes variables namely job satisfaction of an employee and employee job performance. Design/methodology/approach: Data was collected through self administrated questionnaire from 540 employees of three regions from Nellore zone of APSRTC is used to test the hypothesis. The reliability and validity of the practices and outcomes are recognized through confirmatory factor analysis (CFA) Construct validity was investigated by convergent and discriminant analysis. In addition to this, the results of the revised model showing god fit .Findings: The main finding of the study is that different HRD practices are implemented synchronously have showed a significantly and positively associated to the job satisfaction of an employee and employee job performance. Research limitations: The results stated in this study are starved from one industry at specified time period. The generalization of results to other sectors should be performed with caution. Hence, the aim of the researchis to encourage further researches on the link between other HRD practices and outcome variables of those practices. Practical implications: The key conclusion that derives from the study is that top management in the organization should concentrate more on best HRD practices to increase the job satisfaction and job performance of employees.
Dr Bandameeda Gangaiah Batta Ankaiah
229220791
The Effective Strategies to Increase Employee Engagement at PT Medco Geothermal Sarulla
Employee engagement is always a serious concern for corporate management, professional human resource researchers and management practitioners because it has an impact on the profitability of a company's business. Some indicators that impact of employee engagement include employee performance, job satisfaction, company performance, organizational commitment and employee turnover. Employee Turnover that demonstrates the trend increased from 2016 2018 and there are some complaints from employees about working conditions constitute of the reason in this research. The purpose of this research is to know the significance of the variables of remuneration, job design, supervisor relationships and co workers, work environment, training and career development and employment demands on employee engagement variables. Data analysis techniques use descriptive correlational. Then conducted analysis with the SWOT approach to determine the strength, weakness, opportunities and threats of each variable. Based on the SWOT analysis and the significance of the dependent variable correlation of employee engagement variables defined the prioritization and effective strategies to improve employee engagement. The population in this study was 101 people who were permanent employees of PT. Medco Geothermal Sarulla. The results of this study show that job design has a positive and significant impact on employee engagement, job demands are negatively and significantly impactful to employee engagement. While remuneration, supervisor relationships and co workers, work environment and training and career development do not have significant effect on employee engagement. Priority and focus strategies to be done to improve employee engagement: 1. job design (job variation, work procedure, work effectiveness) 2. job demands (HR limitations, job urgency) 3. supervisor relationships and co workers (communication, supervisor's guidance) 4. work environment (physical facilities, occupational safety and social relations) 5. training and career development (training related to skill enhancement, career development limitation) 6. remuneration (salary standardization)
I Gusti Made Budiarta Harmein Nasution
236546576
SELF EFFICACY MODEL AND CAREER DEVELOPMENT IN INCREASE EMPLOYEE ENGAGEMENT AND NURSE PERFORMANCE
One of the factors for the success of human resource management in an organization is employee performance. Organizations can be said to be successful when the performance of the organization's employees is good. The results of nursing audits are still low in one room, namely below 90% the high rate of turnover that occurs in nurses every year, the influence of self efficacy on the performance of nurses, and the level of clinical nurse IV are still small. The purpose of this study was to determine and analyze the effect of Self Efficacy and Career Development on Employee Engagement and Nurse Performance at Dharmais Cancer Hospital. The research sample consisted of 200 respondents. The design of this research is explanatory research of causality (explanatory research) The data analysis technique used the Three Box Method and SEM (Structural Equation Model) with the AMOS 24 program. The results showed that self efficacy and career development indirectly mediated by employee engagement had not affected nurse performance; employee engagement does not affect nurse performance; self efficacy has a positive effect on nurse performance; career development does not affect nurse performance; Self efficacy has a positive effect on employee engagement; Career development does not affect employee engagement. Research findings: nurse performance in the high category, self efficacy in the high category, career development in the good category, and employee engagement variable in the engaged category. career development does not affect nurse performance; Self efficacy has a positive effect on employee engagement; Career development does not affect employee engagement. Research findings: nurse performance in the high category, self efficacy in the high category, career development in the good category, and employee engagement variable in the engaged category. career development does not affect nurse performance; Self efficacy has a positive effect on employee engagement; Career development does not affect employee engagement. Research findings: nurse performance in the high category, self efficacy in the high category, career development in the good category, and employee engagement variable in the engaged category.
Gede Pronajaya Rina Anindita Rian Adi Pamungkas
148707756
Culture Confusionism Study to Increase Employee Performance Case Study of PT Bengkalis Kuda Laut, PT Triperkasa Tunggal Abadi, and PT Persada Subur Makmur in Pekanbaru
This study aims to know that Confucian culture can improve employee performance. Empirical evidence found clarity of the phenomenon about Confucian culture that occurred in the three study companies above so that Confucian culture can increase employee performance. This dissertation is expected to contribute to the development of economics, especially human resource management that is exploring the potential of eastern culture that is simple but has a high philosophical value which later became the work ethos that can be entrenched. This research is conducted by using qualitative method, that is approach that leads to circumstances and individuals holistically with inductive pattern, that is collecting, identifying, formulating, analyzing and discussing proposition, and Conclusion and Suggestion. From the results of analysis and interpretation of findings related data this research shows that Confucian Culture Able to Improve Employee Performance and appropriately run as a work culture. It is recommended to the researcher to do research with mixed method so that it is expected to get different result and more deeply.
169114746
A Study of Training and Development and Its Impact on Employee Performance in HDFC Standard Life Insurance
I n the present scenario Human Resource Management plays a dominant role. And in that Training and Development plays a major role. There is need for training and retraining personal in order to enable them to adopt new situations. In this era of knowledge every person needs to embrace a life time of learning and it is up to the organizations to give their employees this opportunities. To find the development of human resource, the T&D functions are combined together for development skills as well as basic aptitudes leading to a continued personnel growth to meet the changing job requirements more than the routine activities. The questionnaire is used to conduct the study of effectiveness of training. The training provides an opportunity to increase the individual skills as well as organization goals. It also covers productivity improvement. So, the training leads high productivity in the organization. The research methodology to be followed in this project includes, exploratory research through experience surveys and analysis of insight stimulating examples, Non probability sampling method (judgment method) in choosing samples. Every organization needs to have well trained and experienced people. Adjust with the environmental changes it is necessary to rise the skill levels and increasing the versatility and adaptability of employees.
G Sabitha
55998291
Human Resource Development (HRD) Practices and Organizational Performance: The Mediating Role of Employee Competencies
The aim of this paper is to examine the role of employee competencies on the association between human resource development practices and organizational performance. An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 800 employees and guests of the selected hotels. The validity of the model and hypotheses were tested using structural equation modeling (SEM) The reliability and validity of the dimensions are established through confirmatory factor analysis. The results indicate that some human resource development practices impact organizational performance through their influence on employee competencies. The finding further indicated the mediating role of employee competencies on the association between human resource development practices and organizational performance. The research was undertaken in the hotel industry and the analysis based on cross sectional data which cannot be generalized across a broader range of sectors and international environment. The findings of the study have the potential to help policy makers, stakeholders and management of hotels in espousing properly and well articulated HRD practices which will stimulate positive behaviours in employees and impact their knowledge, skills and attitudes, and in turn increase productivity and performance. This study contributes to the human resource development literature, integrating HRD practices and employee competencies into a comprehensive research model that influences organizational performance.
Francis Otoo
225783648
Employee performance management: charting the field from 1998 to 2018
Purpose: The purpose of this paper is to study the development and consider the future of one of the most controversial areas of human resource development employee performance management (PM) Design/methodology/approach: Through bibliometrics, a multiple correspondence analysis identifies the main research directions of PM studies and provides a map of descriptors and a list of authors, along with a framework to track PM literature over 20 years (1998 2018) Findings: Scholars have attempted to address some of the questions raised by earlier researchers. However, critical questions remain unanswered, and there is increasing dissatisfaction with the process. The most glaring yet unaddressed problem with PM is poor employee acceptability of the process. Practical implications: If the research gaps are addressed, the lack of acceptability of the PM could be resolved and more effectively managed in the future. Originality/value: The study particularly addresses poor employee "acceptability" of the PM process, a subject that has received limited attention by scholars.
Jane F Maley Dabic Marina Miriam Moeller
221212108
Building Employee Performance through Organisational Commitment
The purpose of this research is to describe the level of organisational commitment and employee performance, and measure the effect of organisational commitment on employee performance. The method used in this research is descriptive verification. The data was obtained through the distribution of questionnaires, with an analysis unit of 225 employees in a large company in Indonesia. The results showed that the respondents' perceptions of organisational commitment were in the strong category, and employee performance was in the high category. Based on the results of the calculation of regression, it has proven that employee performance is influenced by organisational commitment in the very strong category. Thus, it can be interpreted that the high level of employee performance is built on the strength of organisational commitment. The results of this study are expected to contribute to the development of human resource management theory, specifically related to strengthening organisational commitment in order to improve employee performance. Practically, the results of this research can be used as a reference for companies to create a strong organisational commitment, so that the performance of employees increases.
Janah Sojanaha Nova Rahmawati Chaidirb Tjutju Yuniarsihc
169235508
HR Development And Compensation Development Strategy On The Satisfaction Of Work And Its Impact On Employee Performance
Based on the performance measurement, the 2016 Performance Indicator agreed between the Director General of Health Efforts Development of Ministry of Health and the President Director of Abdul Moeloek Hospital has not fully achieved the set target. The authors suspect that the target is not achieved is due to lack of performance and employee job satisfaction. This is the impact of the management of human resource management that is allegedly less targeted, especially in the areas of human resource development and employee compensation is not appropriate. This research is survey with Path analysis. Functional employee of General Hospital. Abdul Moeloek numbered 669 employees. Samples taken by 250 respondents. The conclusion of this research is that the research support the proposed hypothesis, that is (1) there is relationship of human resource development and compensation to the employees, (2) there is influence of human resources development and compensation partially to employee job satisfaction, (3) the influence of human resource development and compensation simultaneously on job satisfaction of employees of RSAM, (4) there is influence of job satisfaction on RSAM employee performance. Suggestion from this research is employee development must be done continuously according to employee requirement and compensation in the form of remuneration succeed to improve job satisfaction and employee performance, therefore must be maintained. Keywords: Human Resource Development, Compensation, Job Satisfaction and Employee Performance.
Nova Mardiana Andi Desfiandi Ardanta Istari