Human Resources research undertaken during the graduate program (1)
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The document summarizes a human resources research project undertaken by the author during their graduate program. The research examined the impact of training and development programs on service quality, employee commitment, and intention to leave at a large global hospitality chain in the Middle East. The research surveyed over 100 employees and conducted interviews with key stakeholders. It analyzed the data using statistical tests and concluded that training had a significant positive correlation with service quality and negative correlation with intention to leave. It also identified the most effective type of training program for the organization.
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making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
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technique was used in 1CPD researchStudent nameInstructor nameCourse.docx
1
CPD research
Student name
Instructor name
Course title
Date
Introduction
Training department has been experiencing a decline in the attendance of the nurses to the CPD activities for the last two years. Based on this decline, it is important as a training department to look forward examining some of the factors that might have led to the decline. Therefore, a survey which involves a cross sectional study design was mandatory to investigate these factors. The primary aim of the survey was to collect data using questionnaires on what motivated the nurses to attend the continuing professional development (CPD) activities along with the impact of these activities on the nurses’ performance as they perceived. The department will be trying to find strategies that will enhance CPD participation. However, the finding will be used to improve attendance and planning the next year continuing professional activities annual plan. The research managed to collect qualitative data. The dependent variables are variables that change based on other variables, thus these variables are the questions asked to the respondent such as what motivated them to undertake CPD activities, the strategies they consider to enhance their CPD activities and how these strategies impact their learning including their colleagues and organization and also how they can measure the impact of the CPD they attended on their growth and development and effectiveness of the strategies identified. The independent variables are variables that do not change based on other variables. In this case, the independent variables are the responses from the participants.
Research questions
There were four research questions. These are as follows;
· What motivates them to undertake CPD activities?
· What strategies do they consider in enhancing your CPD activities?
· How these strategies made impact on their as a learner, to their colleagues or the organization in which they work?
· How do they measure the impact of the CPD they attended on their growth and development and the effectiveness of the strategies identified?
Research hypothesis
Hypothesis
The hypothesis is the proposed explanation with limited evidence that guide the research by giving it a starting point. In most cases, the research consist of two hypotheses, this include null hypothesis and alternative hypothesis. The null hypothesis is the hypothesis that has no significant difference between the specified populations while alternative hypothesis is the hypothesis that has a significant difference between the specified populations.
Hypothesis one
Null hypothesis: There is no significant difference between the respondent views.
Alternative hypothesis: There is a significant difference between the respondent views.
Or
H0: μr=μr where r represent respondent views
H1: μrμr
Hypothesis two
Null hypothesis: There are no significant factors led to decline in the attendance of the nurses to the CPD activities for the last two ...
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International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
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The research planned is based on the human resource management. HRM is the most important area of concern for each and every business organizations. This is because organizations depend on the entrepreneurial behavior at a great extent that calls for a high degree of motivation and achievement to engender business excellence. The organizational performance has greatly been affected by the human resources and thereby, it is essential to follow right training and proper skills development. The extent to which the employees are committed to their work and organization has a significant on a performance of the organizations.The effective training and skills development not only bring required change in the human behavior, but also enhance employee‟s willingness to work and the desire to constantly improve his performance.
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on employee performance at Bank BIC, to determine the training and development practices and purposes at
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was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality serviceThe Effects Of Competency, Compensation, And Work Motivation On Employee Perf...
The Effects Of Competency, Compensation, And Work Motivation On Employee Perf...International Journal of Business Marketing and Management (IJBMM)
The aim of this study was to analyze the effects of competency, compensation, and work motivation
on employee performance. The population in this research was state civil officers from five offices/agencies in
the environment of the local apparatus organizations in the Yapen Islands Regency. Probability sampling
technique was used in 1CPD researchStudent nameInstructor nameCourse.docx
1
CPD research
Student name
Instructor name
Course title
Date
Introduction
Training department has been experiencing a decline in the attendance of the nurses to the CPD activities for the last two years. Based on this decline, it is important as a training department to look forward examining some of the factors that might have led to the decline. Therefore, a survey which involves a cross sectional study design was mandatory to investigate these factors. The primary aim of the survey was to collect data using questionnaires on what motivated the nurses to attend the continuing professional development (CPD) activities along with the impact of these activities on the nurses’ performance as they perceived. The department will be trying to find strategies that will enhance CPD participation. However, the finding will be used to improve attendance and planning the next year continuing professional activities annual plan. The research managed to collect qualitative data. The dependent variables are variables that change based on other variables, thus these variables are the questions asked to the respondent such as what motivated them to undertake CPD activities, the strategies they consider to enhance their CPD activities and how these strategies impact their learning including their colleagues and organization and also how they can measure the impact of the CPD they attended on their growth and development and effectiveness of the strategies identified. The independent variables are variables that do not change based on other variables. In this case, the independent variables are the responses from the participants.
Research questions
There were four research questions. These are as follows;
· What motivates them to undertake CPD activities?
· What strategies do they consider in enhancing your CPD activities?
· How these strategies made impact on their as a learner, to their colleagues or the organization in which they work?
· How do they measure the impact of the CPD they attended on their growth and development and the effectiveness of the strategies identified?
Research hypothesis
Hypothesis
The hypothesis is the proposed explanation with limited evidence that guide the research by giving it a starting point. In most cases, the research consist of two hypotheses, this include null hypothesis and alternative hypothesis. The null hypothesis is the hypothesis that has no significant difference between the specified populations while alternative hypothesis is the hypothesis that has a significant difference between the specified populations.
Hypothesis one
Null hypothesis: There is no significant difference between the respondent views.
Alternative hypothesis: There is a significant difference between the respondent views.
Or
H0: μr=μr where r represent respondent views
H1: μrμr
Hypothesis two
Null hypothesis: There are no significant factors led to decline in the attendance of the nurses to the CPD activities for the last two ...
The Effect Of Human Resource Management Functions On Quality Of Services (Ca...
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
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Human Resources research undertaken during the graduate program (1)
- 1. Human Resources research undertaken during the graduate program I had undertaken a research on the “Impact of training and development on service quality, commitment and employee intention to leave” at one of the largest global hospitality chains in one of their Middle East locations. Though there is a proliferation of training and development programs which are being conducted by service organizations, a need was felt for this research as there are very few investigations pertaining to the efficacy of the training and development programs being conducted by these organizations particularly in the region. My research focused upon the following aspects: Correlation of training and development with the service quality delivery of employees Relationship of training and development with intention to leave of employees Appropriate selection of training and development program having maximum impact on organizational commitment of employees Accordingly, I had surveyed over one hundred employees of the organization and had conducted focus interview with various key stakeholders for my research. Thereafter, the survey data was analyzed using Pearson-R test and also independent T- test using SPSS statistical software. My Research concluded a significant positive correlation of training and development program with service quality deliverance and a negative correlation on employee intention to leave. Further, the research was also able to identify the right type of training and development program to be undertaken by the said organization, which was extremely useful towards management of human resources at the organization.