This document discusses a study that assessed whether training and compensation of project team members are linked to project performance. The study collected data from 73 employees working on a project in Pakistan. Exploratory factor analysis and reliability testing were conducted on the data. Path analysis using structural equation modeling found that both training and compensation of project team members were positively associated with project performance. The document reviews literature supporting the relationships between training/compensation and performance, and proposes hypotheses that training and compensation would positively impact project performance.
Start the New Year Right — Focus Learning Through Competencies in 2013Human Capital Media
Competencies have been a part of the learning discussion for some time. And, depending on where they are in the cycle of opinion about their value, can trend higher or lower. Recently, some have stated that competencies are no longer welcome in the workplace, or have little value alongside an individual’s business goals. Esoterically speaking, there may be some truth to this. We are not, however, talking about old core values, nor are we trying to define what makes an employable corporate citizen. Rather, we are talking about what aligns a job function/family or what is a specific differentiator for level or role.
Job-specific, task-oriented competencies, associated with tools employees can use and relate to, make a significant positive difference in:
Best practices sharing.
Capturing institutional memory.
Providing consistent communication.
Setting clear expectations for hiring, performance, career engagement and development.
Providing clear skills management and mitigation for workforce planning.
Enabling flexibility in assignments and roles while accelerating capability to learn and deliver.
In this webinar, you will:
Hear case studies and research validating the justification for a learning strategy.
Learn some of the ways to relate business outcomes from learning.
Understand how the Kenexa Job Competency Library can make learning not just on the job, but targeted at the job.
A MODEL FOR ALIGNING SOFTWARE PROJECTS REQUIREMENTS WITH PROJECT TEAM MEMBERS...cscpconf
The fast-paced, dynamic environment within which information and communication technology (ICT) projects are run as well as ICT professionals’ constant changing requirements present a challenge for project managers in terms of aligning projects’ requirements with project team members’ requirements. This research paper purports that if projects’ requirements are properly aligned with team members requirements, then this will result in a balanced decision approach. Moreover, such an alignment will result in the realization of employee’s needs as well as meeting project’s needs. This paper presents a Project’s requirements and project Team members’ requirements (PrTr) alignment model and argues that a balanced decision which meets both software project’s requirements and team members’ requirements can be achieved through the application of the PrTr alignment model.
A model for aligning software projects requirements with project team members...csandit
The fast-paced, dynamic environment within which information and communication technology
(ICT) projects are run as well as ICT professionals’ constant changing requirements present a
challenge for project managers in terms of aligning projects’ requirements with project team
members’ requirements. This research paper purports that if projects’ requirements are
properly aligned with team members’ requirements, then this will result in a balanced decision
approach. Moreover, such an alignment will result in the realization of employee’s needs as
well as meeting project’s needs. This paper presents a Project’s requirements and project Team
members’ requirements (PrTr) alignment model and argues that a balanced decision which
meets both software project’s requirements and team members’ requirements can be achieved
through the application of the PrTr alignment model.
An offering that cuts across the 3 dimensions of Performance Management: Training, Consulting and Outsorcing. Check out what many global corporations have benefited from.
Start the New Year Right — Focus Learning Through Competencies in 2013Human Capital Media
Competencies have been a part of the learning discussion for some time. And, depending on where they are in the cycle of opinion about their value, can trend higher or lower. Recently, some have stated that competencies are no longer welcome in the workplace, or have little value alongside an individual’s business goals. Esoterically speaking, there may be some truth to this. We are not, however, talking about old core values, nor are we trying to define what makes an employable corporate citizen. Rather, we are talking about what aligns a job function/family or what is a specific differentiator for level or role.
Job-specific, task-oriented competencies, associated with tools employees can use and relate to, make a significant positive difference in:
Best practices sharing.
Capturing institutional memory.
Providing consistent communication.
Setting clear expectations for hiring, performance, career engagement and development.
Providing clear skills management and mitigation for workforce planning.
Enabling flexibility in assignments and roles while accelerating capability to learn and deliver.
In this webinar, you will:
Hear case studies and research validating the justification for a learning strategy.
Learn some of the ways to relate business outcomes from learning.
Understand how the Kenexa Job Competency Library can make learning not just on the job, but targeted at the job.
A MODEL FOR ALIGNING SOFTWARE PROJECTS REQUIREMENTS WITH PROJECT TEAM MEMBERS...cscpconf
The fast-paced, dynamic environment within which information and communication technology (ICT) projects are run as well as ICT professionals’ constant changing requirements present a challenge for project managers in terms of aligning projects’ requirements with project team members’ requirements. This research paper purports that if projects’ requirements are properly aligned with team members requirements, then this will result in a balanced decision approach. Moreover, such an alignment will result in the realization of employee’s needs as well as meeting project’s needs. This paper presents a Project’s requirements and project Team members’ requirements (PrTr) alignment model and argues that a balanced decision which meets both software project’s requirements and team members’ requirements can be achieved through the application of the PrTr alignment model.
A model for aligning software projects requirements with project team members...csandit
The fast-paced, dynamic environment within which information and communication technology
(ICT) projects are run as well as ICT professionals’ constant changing requirements present a
challenge for project managers in terms of aligning projects’ requirements with project team
members’ requirements. This research paper purports that if projects’ requirements are
properly aligned with team members’ requirements, then this will result in a balanced decision
approach. Moreover, such an alignment will result in the realization of employee’s needs as
well as meeting project’s needs. This paper presents a Project’s requirements and project Team
members’ requirements (PrTr) alignment model and argues that a balanced decision which
meets both software project’s requirements and team members’ requirements can be achieved
through the application of the PrTr alignment model.
An offering that cuts across the 3 dimensions of Performance Management: Training, Consulting and Outsorcing. Check out what many global corporations have benefited from.
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
Fundamentals of Human Resource Management 11th Edition DeCenzo Test Bankbitypicowi
full download http://alibabadownload.com/product/fundamentals-of-human-resource-management-11th-edition-decenzo-test-bank/
Fundamentals of Human Resource Management 11th Edition DeCenzo Test Bank
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
Human Resoruce - Training and development (GSK Glaxosmithkline India)←ครђเรђ Batra
It is basically a Training and Development report in which the critical analysis has been done and the methods used in the GSK GlaxoSmithKline and the survey questions
Project-based works, cause of their temporary nature involve some particular problems and challenges that are not normally experienced by operational and functional activities. Project manager, as the highest authority of a project, is exposed to these challenges more than anyone else. This study takes into consideration “authority”, “cross-functional team”, and “workforce motivation challenge” as the three main challenges that are faced by a project manager in interaction with project human resources. Also some solutions are recommended to avoid undesirable effects of mentioned challenges
MODELLING TRAINING EFFECTIVENESS AND ITS IMPACT ON DEVELOPMENT OF MANAGERS IN...IAEME Publication
The study made attempt to evaluate the effectiveness of training provided and its impact in the manager’s development. The banking employees designated as managers, branch managers, asst. Branch managers are consider for this study. A draft Questioner was consists of 6 different set of question. They are personal and demographic profile (6), Training session (6), training content (5), and training aspects (5), transfer of learning (6), manager’s development (8). The conceptual questions are anchored with 7 point linker scale and the Questionnaire was issued to the managers randomly to collect a primarily information as the results were good. Finally, the data analysis with statistical namely IBM SPSS 22 and IBM SPSS AMOS 22. At first frequency table was tabulated for personal and demographic profile. Secondly structure equation model was applied to evaluate the impact of training effectiveness in manager development.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
Organisation Development and Change ManagementManoj Kumar
This PPT is about Organisational Development and Change.This PPT also gives insight on OD process,personel and interpersonal intervention,Team Intervention and Structural invention.This PPt is designed in simple laNGUAGE IN A WAY THAT U.G AND pP.G STUDENTS CAN UNDRSTAND
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
Recruitment and Selection ProjectArie McQuarley.docxaudeleypearl
Recruitment and Selection Project
Arie McQuarley
CSU
Recruitment and Selection Project
The two parts of the project that I will outsource for the recruitment and selection project include strategy and development, as well as the evaluation and control phase. The strategy development phase entails establishing the platform for reaching applicants. The strategy development should be outsourced to an online advertisement company since they understand the most visited sites where applicants look for job vacancies. Besides, the online company has most traffic for candidates looking for job opportunities, unlike the company website, where only a few applicants would reach. Getting the advert too many applicants as possible is essential for acquiring the right talent.
Also, the evaluation and control phase would be outsourced since it involves the coding process. Coding consists of the expertise of a software development company. The company has not developed any system that performs similar or same duties. Hence, there could be delays in the IT department. However, by outsourcing the coding process to software developers, the system would be developed efficiently, making it compatible with various operating systems. Notably, the software developer would ensure that the deadline, six days, is met to enable the closeout phase of the project.
Nonetheless, the part which has the best chance of staying on schedule is the job description phase. The duration is six days and would be met since the most significant elements that would be involved include a listing of the company’s job positions. Then, the qualifications, skills, duty, and other related requirements under those positions would be listed with the help of the HR department. The only part that raises concern about remaining on schedule is the searching and screening phase. During the coding process, searching and screening measures necessitate the real-time application of the recruitment process. Perhaps the approach that is effective from the developer would be unproductive for the company. The process would be involving and would take much time to integrate suitable strategies.
Importantly, I will monitor the progress of the project by setting regular check-ins. Each phase is designed to take six days. Therefore, I will evaluate the achievement of each milestone at the end of the six days and share reports with the project development team. Also, I will clarify expectations by defining the stable plan, which outlines the scope and related tasks that should be achieved at the end of every phase (Papke-Shields & Boyer-Wright, 2017). Hence, as the project manager, I would ensure the project stays on schedule by breaking down the major tasks into smaller ones. In this way, moving from one milestone to the next is streamlined. Also, I will plan unexpected risks since issues halt various project milestones, and prolong the schedule.
Besides, for this project, the six-warp activities for ...
Human recourse development and performance appraisal in melsta regal finance ltdDanushka Abeyratne
Managing human resources in today’s dynamic environment is becoming more and more complex as well as important. Recognition of people as a valuable resource in the organization has led to increases trends in employee maintenance, job security, etc. Our research project deals with “Human Resources development and Performance Appraisal as carried out at Melsta Regal Finance Ltd”. In this report, we have studied & evaluated the human recourse development and performance appraisal process as it is carried out in the company.
Fundamentals of Human Resource Management 11th Edition DeCenzo Test Bankbitypicowi
full download http://alibabadownload.com/product/fundamentals-of-human-resource-management-11th-edition-decenzo-test-bank/
Fundamentals of Human Resource Management 11th Edition DeCenzo Test Bank
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
Human Resoruce - Training and development (GSK Glaxosmithkline India)←ครђเรђ Batra
It is basically a Training and Development report in which the critical analysis has been done and the methods used in the GSK GlaxoSmithKline and the survey questions
Project-based works, cause of their temporary nature involve some particular problems and challenges that are not normally experienced by operational and functional activities. Project manager, as the highest authority of a project, is exposed to these challenges more than anyone else. This study takes into consideration “authority”, “cross-functional team”, and “workforce motivation challenge” as the three main challenges that are faced by a project manager in interaction with project human resources. Also some solutions are recommended to avoid undesirable effects of mentioned challenges
MODELLING TRAINING EFFECTIVENESS AND ITS IMPACT ON DEVELOPMENT OF MANAGERS IN...IAEME Publication
The study made attempt to evaluate the effectiveness of training provided and its impact in the manager’s development. The banking employees designated as managers, branch managers, asst. Branch managers are consider for this study. A draft Questioner was consists of 6 different set of question. They are personal and demographic profile (6), Training session (6), training content (5), and training aspects (5), transfer of learning (6), manager’s development (8). The conceptual questions are anchored with 7 point linker scale and the Questionnaire was issued to the managers randomly to collect a primarily information as the results were good. Finally, the data analysis with statistical namely IBM SPSS 22 and IBM SPSS AMOS 22. At first frequency table was tabulated for personal and demographic profile. Secondly structure equation model was applied to evaluate the impact of training effectiveness in manager development.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
Organisation Development and Change ManagementManoj Kumar
This PPT is about Organisational Development and Change.This PPT also gives insight on OD process,personel and interpersonal intervention,Team Intervention and Structural invention.This PPt is designed in simple laNGUAGE IN A WAY THAT U.G AND pP.G STUDENTS CAN UNDRSTAND
The International Journal of Engineering and Science (The IJES)theijes
The International Journal of Engineering & Science is aimed at providing a platform for researchers, engineers, scientists, or educators to publish their original research results, to exchange new ideas, to disseminate information in innovative designs, engineering experiences and technological skills. It is also the Journal's objective to promote engineering and technology education. All papers submitted to the Journal will be blind peer-reviewed. Only original articles will be published.
The papers for publication in The International Journal of Engineering& Science are selected through rigorous peer reviews to ensure originality, timeliness, relevance, and readability.
Recruitment and Selection ProjectArie McQuarley.docxaudeleypearl
Recruitment and Selection Project
Arie McQuarley
CSU
Recruitment and Selection Project
The two parts of the project that I will outsource for the recruitment and selection project include strategy and development, as well as the evaluation and control phase. The strategy development phase entails establishing the platform for reaching applicants. The strategy development should be outsourced to an online advertisement company since they understand the most visited sites where applicants look for job vacancies. Besides, the online company has most traffic for candidates looking for job opportunities, unlike the company website, where only a few applicants would reach. Getting the advert too many applicants as possible is essential for acquiring the right talent.
Also, the evaluation and control phase would be outsourced since it involves the coding process. Coding consists of the expertise of a software development company. The company has not developed any system that performs similar or same duties. Hence, there could be delays in the IT department. However, by outsourcing the coding process to software developers, the system would be developed efficiently, making it compatible with various operating systems. Notably, the software developer would ensure that the deadline, six days, is met to enable the closeout phase of the project.
Nonetheless, the part which has the best chance of staying on schedule is the job description phase. The duration is six days and would be met since the most significant elements that would be involved include a listing of the company’s job positions. Then, the qualifications, skills, duty, and other related requirements under those positions would be listed with the help of the HR department. The only part that raises concern about remaining on schedule is the searching and screening phase. During the coding process, searching and screening measures necessitate the real-time application of the recruitment process. Perhaps the approach that is effective from the developer would be unproductive for the company. The process would be involving and would take much time to integrate suitable strategies.
Importantly, I will monitor the progress of the project by setting regular check-ins. Each phase is designed to take six days. Therefore, I will evaluate the achievement of each milestone at the end of the six days and share reports with the project development team. Also, I will clarify expectations by defining the stable plan, which outlines the scope and related tasks that should be achieved at the end of every phase (Papke-Shields & Boyer-Wright, 2017). Hence, as the project manager, I would ensure the project stays on schedule by breaking down the major tasks into smaller ones. In this way, moving from one milestone to the next is streamlined. Also, I will plan unexpected risks since issues halt various project milestones, and prolong the schedule.
Besides, for this project, the six-warp activities for ...
THE HUMAN RESOURCES MANAGEMENT STRATEGIES AND ITS ROLE IN THE ACHIEVEMENTindexPub
Human resource management is the effective and strategic management of an organization's people that helps in completing the required tasks in a timely manner to gain a competitive advantage. It helps in improving the efficiency of employees based on the quality of strategic choices made by the employer to achieve organizational goals. The following article discusses the role of human resources management in organizational development based on the implementation of tasks and processes required for effective workforce management. It can help an organization retain its employees for long-term business by completing its mission and vision objectives in a timely manner.
A Study of Talent Management Practices and Strategies in the Service SectorDr. Amarjeet Singh
Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.
this is performance management of the employees we are found there is lot of employees not satisfied with their job what they have . and we need to improve their performance management in the organization this main reason we did this study
A. HUMAN RESOURCE MANAGEMENT
Objective:
The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention.
UNIT-I
Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM.
UNIT-II
Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement.
UNIT-III
Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs.
UNIT-IV
Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation.
UNIT-V
Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches
Text Books:
1. Dr. J. Jayasankar - Human Resource Management –Margham Publications
2. Dr. C.D. Balaji – Human Resource Management – Margham Publications
3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints
4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd
5. Aswathappa K - Human Resource and Personnel Management
6. Guptha C B- Human Resource Management –Sulthan Chand &Sons.
Books for Reference:
1. Memoria CB - Personnel Management
2. Subba Rao P - Human Resource Management and Industrial Relations
3. Prasad - Getting the right people - MacMillan I Ltd
4. Pattanayak - Human Resources Management - Prentice - Hall of India
5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India
6. Saiyadain Mirza - Human Resource Management –
7. Venkataratanam - Personnel Management & Human Resources –
8. Saxena - Marketing Management - Tata McGraw Hill Pub
9. A. M. Sheikh - Human Resource Development & Management.
10. Dwivedi RS - Human Relations and Organization Behavior
Milestone 1 The human resource segment is a significant body of.docxARIV4
Milestone 1:
The human resource segment is a significant body of an organization or company or any
business body. Anytime the human resource department is mandated in processes of
development and implementation; these processes at any given point should align with the
companies or organizations strategic plans and mission. The human resource departments
undertake various functions such as management of performance, recruitment, compensation,
and training. These roles are essential to an organization, but there is the need for strategic
planning to enable the functions to add value by promoting development and ensure productivity
in the organization (Buller, & McEvoy, 2012). Therefore, it’s crucial to align human resource
functions with an organizational strategic plan.
For a company to have an excellent strategy delivery the human resource must be
incorporated; this enables the human resource department to ensure the choice of the qualified
personnel who will deliver the organizations ambition and enhance development. Secondly, the
alignment ensures adequate training and development. Lastly, there is improved recruitment and
retention of employees, therefore, giving them job security hence more productivity.
The Maersk industry has brought a significant impact when it comes to human resource
management practices within an organization. The industry has incorporated human resource,
and strategic planning and these have enabled the industry to recruit qualified personnel, training
of the staff and lastly retention of the hired employees. Besides that, the fact that the human
resource management has been aligned by strategic management, there has been improved plan
delivery which has largely contributed to productivity in the industry.
The Maersk Company incorporated both the internal and external recruitment strategies.
In the early years the internal recruitment strategy was primarily incorporated. In this approach,
individuals were recruited right after school. Trained for two years and then allowed to work in
the various sectors in the organization. While in the external kind of recruitment, individuals who
are qualified outside the organization were hired to work.
Between the year two thousand and eight and two thousand and twelve under the new
management of Allen as the human resource; the human resource department was aligned with
strategic planning making the company fit in the twenty-first century. The company came up
with a few strategies that were to govern the recruitment process (Groysberg, & Abbot, 2012).
External recruitment was incorporated. To support the growth of the industry experienced
personnel and managers were to be recruited. To meet the needs of the industry recruitment was
based on experience and training was increased for the employees in place.
Nevertheless, the Maersk industry focused on performance therefore for the employees
who underperformed were retrenched; this is an exercise that was never performed before. ...
Successful organizations approach M&As and people integration in a very systematic and methodical manner. Companies use standardized, but adaptable integration playbooks that contain step by step detailed instructions with tools, templates, checklists, process documentation, and tips to cover each major phase of the M&A from beginning to end.
Competency model development: A study of conceptual frameworkinventionjournals
Adjustment between employer with optimum occupation is not easy when jobs are likely to be complicated. This research shows that the more complex the work, the more difficult to identify the most important tasks and competencies associated with successful. Therefore, competency system is necessarily applied to determines the success or failure of the management functions implementation which strictly depend on the quality of human resources.
Top Five HR Process Integrations That Drive Business ValueSumTotal
Integration is the new currency of HR. Empirical research reveals that improving HR process, technology, and data integration to eliminate silos and facilitate cross-functional reporting affords significant business benefits.
According to SumTotal’s 2010 State of Global People Management worldwide survey of human resources (HR) leaders, organizations with fully integrated HR and talent processes, systems, and data outperform those organizations that have not integrated by 41% across twelve key HR and business operating metrics.
There is little doubt that improving HR integration and eliminating silos affords significant benefits. Based on SumTotal’s global survey data, this whitepaper dives into the top five HR process integrations that provide organizations with the most business value: better internal, talent mobility, decreased voluntary turnover, better workforce alignment to overall business strategy, improved workforce productivity and faster on-boarding (time-to-productivity).
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
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3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Digital Transformation and IT Strategy Toolkit and TemplatesAurelien Domont, MBA
This Digital Transformation and IT Strategy Toolkit was created by ex-McKinsey, Deloitte and BCG Management Consultants, after more than 5,000 hours of work. It is considered the world's best & most comprehensive Digital Transformation and IT Strategy Toolkit. It includes all the Frameworks, Best Practices & Templates required to successfully undertake the Digital Transformation of your organization and define a robust IT Strategy.
Editable Toolkit to help you reuse our content: 700 Powerpoint slides | 35 Excel sheets | 84 minutes of Video training
This PowerPoint presentation is only a small preview of our Toolkits. For more details, visit www.domontconsulting.com
Company Valuation webinar series - Tuesday, 4 June 2024FelixPerez547899
This session provided an update as to the latest valuation data in the UK and then delved into a discussion on the upcoming election and the impacts on valuation. We finished, as always with a Q&A
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
11.determining project performance the role of training and compensation
1. Journal of Economics and Sustainable Development www.iiste.org
ISSN 2222-1700 (Paper) ISSN 2222-2855 (Online)
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Determining Project Performance: The Role of Training
and Compensation
M. Shahzad Chaudhry1, Masood Nawaz Kalyar2*, Hazoor Muhammad Sabir2, Bashir Ahmad2
1. National University of Modern Languages (Lahore Campus), Lahore 54000, Pakistan
2. College of Management & Administrative Sciences, GC University Faisalabad 38000, Pakistan
* E-mail of the corresponding author: crony_mnk@yahoo.com
Abstract
The HR is one of the important departments for any organization to accomplish its management tasks in an
effective and efficient manner. Major failures of projects may occur due to lack of proper HR planning.
This study is aimed to assess whether training and compensations of a project team have any links with the
project performance. The data was collected from 73 employees from four main consultant companies
working together on a project, located in Lahore, Pakistan. Responses were gone through EFA and
Cronbach’s Alpha test to assure consistency and reliability. Finally, path analysis in SEM using Amos was
run to explore the nature and strength of the links. Results suggest that both training and compensation of
project team members are positively associates with project performance.
Keywords: HR Planning, Training, Project performance, Compensation, Pakistan
1. Introduction
The Human Resource (HR) is one of the important departments for any organization to accomplishing its
management tasks in an effective manner. Major failures of projects may occur due to lack of proper
management/arrangement of this department’s functions such as leadership, training and compensation.
Either most of companies have no formal infrastructure of HR department or they do not implement it
properly. Project Human Management System (PHMS) plays a vital role in all projects by rendering
leadership, training, compensation and system that support these services. Workforce of the PHMS
comprises of qualified and competent personnel to lead project, provide training and how to compensate
the project’s employees. Its pole their efforts to come up with smart solution to fulfil a project’s and system
related requirements.
The PHMS ensures effective implementation of human management system, its inspection, and company
considers this system very important to exercise effective project management. Therefore, it has developed
and integrated project management system environment. This includes world recognition of the shelf
software packages and in-house developed software systems as those have been built to satisfied project
management needs. It includes system for bidding’s project and monitoring, inspection and testing,
material; management, financial control and resource control. The integrated environment, not only,
automates the company’s business process, but also, makes company fully capable of meeting requirement
of construction related projects of any nature.
The rich reporting capability of the system enables project team to monitor all on-going projects and to
measure the actual performance against plan. It also points out impact of leader on the performance, role of
training and compensation and suggests corrective measures for the crisis. The PHMS remains actively
involved in a project throughout its life cycle. Prior to mobilization of a project team, it ensures
configuration and initialization of the system. Besides, it also works out for products of great significant
necessary for the project and helps in making area wise schedule, to meet manpower requirement plan,
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material requirements plan etc. These are prepared mutually by the project team and the PHMS
representatives while considering project goals, challenges and bottlenecks. After the mobilization, it is
ensured that work progress at site is as per document furnished before mobilization, e.g. daily schedules are
generated from the system, distributed to execution, crews, and retrieved duly filled; procurement
according to plan budget is not accessed etc. The PHMS strives to continuously improve the system to
make it more effective. It implements business process. This practice approach helps project keeping its
competitive edge.
There is need to increase the efficiency of this project by focusing leadership, training and compensation
more effective, and analysing its impact on the project. These factors are such an essential part of the
project success for any company that they have to set up a section to both explain the impact of the factors
on functions, and help HR professionals to execute effective strategies. This study focuses on the role and
contribution of training and motivation towards efficient performance of the project team towards
successful achieving and accomplishing the project.
The research is closely related to the area of training and compensation because it shows these human
resource practices’ effects on the performance and motivation of the employees in this project. So the
different projects should emphasis specific type of human resource practice(s) to integrate their HR
practices with project goals and to solve their excellence performance through these HR practices.
2. Literature Review
Kovács & Gergely (2009) illustrate that human recourse management is integral to any organization. It
encompasses personals as assets and revenues of an organization. The effective and efficient leadership
exploitation of the very recourse can help attainment of organization’s goal and individual object. Human
resources can vividly be turned as a pillar under who support an organization can certain and progress in
this competitive and demanding era. It’s not the plan or the machine that matters what matters is the man
behind machine and plan. The successful company, human recourse owns its success to it. Human resource
and the success is compliance with the talent, professional, commitment and skill of its human resource.
“The better the human resource, the better the prospects of an organization.” In case management, human
talent and organization can stand in good stead. Special force must be given on the imperative aspect of
human resource management. In preview carries many functions.
Mishra (2007) explore the role of project management which is helpful to create a balance between task,
the individual, and the team. The project manager and the functional managers are responsible to create this
balance and make it possible to achieve the desire objectives of the project. Setting the level of expectations
and measurements of the performance, the purpose of this process is to develop a set of objectives which id
helpful for the project team and then to assist the team members and their functional managers in setting
individual objectives. Here important thing is motivational element because some time objectives and tasks
are complex to finish them. Motivation made it easier and quiet helpful for the completion of tasks. The
employees show better performance and achieve goals and objectives in required time period. Checking the
latest Individual performance with the set objective and compare with others help to understand the
performance measurements. If appropriate, review the Human resource plan by the project manager and
functional manager its quiet easy to check performance of individuals and note down the focus area in
project.
Birch, Kephart, Murphy, Pallas, Alder, & MacKenzie (2007) developed an analytical framework based on
the compensational factors. These factors can be purely related to the performance of the employees, their
time which devote for the achieving the company goals. In this framework attention of compensation
regarding health care services focused on individual efforts to meet the goals of the company effectively
and share high market value of that company. The further requirements for human resources compensation
depend on four elements: performance, education and experience, level of assignments and part in
achieving the company’s goals. The conceptual framework also presented demographical factors which
influence on the compensation of employees. The researchers linked positively these factors with
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compensation and analyse their effect on the performance. They use co-relational analysis and got positive
results.
Dessler, G. (2004) describes the various training programs are formulated to provide dual purposes.
Courses like, team building, managerial skills, Negotiation and conflict resolution can be fully utilized to
improve inter as well as intra personal and communication skills. Technical training programs not only
cover the theoretical aspect of civil, electrical and mechanical technologies but also how efficiently and
effectively companies make use of it at different sites. Company trains their employees regarding
communication skills, which help them to enhance interpersonal skills, effective work and personal
grooming of employees. It can train their employees technically particularly computer based knowledge is
provided to all employees and other training includes training of electrical engineers, civil engineers and
computer engineers. It can train their employees to work with others outside the organization by training
them regarding communication skills, interpersonal skills, conflict resolution.
Jackson & Schuler (1990) described the planning regarding human resource had traditionally been used by
organizations to ensure that the right person is in the right job at the right time. Under some conditions the
traditional ways were helpful to manage the HR staff but due to environmental uncertainty and instability,
it was not helpful for long term because high environmental instability, demographic shifts, changes in
technology, and heightened international competition were forced to change your planning. For leading
organization they should forecast the future and then plan the things according to it. It is really helpful for
cost and time saving. In addition, organizations must develop long-term as well as short-term solutions in
favoured of both companies and employees. When companies compensate and train their employees
according the need of the employees they must performed according the requirements and achieving the
objectives of the companies.
3. Theoretical Framework
3.1. Training
Edwards & Rees (2006) were analysed to provide training opportunities to make company’s human
resource efficient, compatible and skilful, and to bring them at its required levels. Employee development
is something that most people imagine as intrusive all-day group training sessions. Unfortunately, this
dreaded approach to employee development is just the opposite of how employee development should
occur and feel to employees. Employee development can manifest itself in many forms of training,
evaluations, educational programs, and even feedback. If executed correctly, the effects of training on
employee performance can often encourage growth within the worker and the organization itself.
Dessler (2004) introduce the motivation, training and development of employees in the area of
management. Motivation increase through education and support by the training companies can develop the
skills through giving them training.
He also describe training need exists when there is a gap between what is required of a person to perform
their work competently and what they actual know. A “training needs assessment”, or “training needs
analysis”, is the method of determining if a training need exists and if it does, what training is required to
fill the gap. The assessment can be as detailed and involved as needed. It can polish its resources through
give training of 2 to 3 week to every employee - be it at the lower level or managerial level because the
project has some standards and work procedures so that every employee has orientation about their work &
policies. Specialize training is mostly covering specialized technical skills in particular discipline or project
system. It would be use of current new software and technology. The knowledge and skills gained during
the training will increase abilities and allow participants to perform their jobs at an acceptable level.
Performance met expectations for work quality and quantity. Employees understand their job completely
and make few errors after training. The needs assessment can be quite simple and obvious. By conducting
training needs analysis management can target the group that needs to be trained as well as hone in on
exactly what training is required. On the basis of discussions above, it is proposed that training of project
team members could result in better project performance.
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H1: Training of project team is positively associated with project performance.
3.2. Compensation
Compensation is the reward or anything that is given in return against services rendered from labour.
Edwards & Rees (2006) proposed a direct effect on the performance of employees i.e. if u adds further
benefits in the basic salary of your employees they will motivate and give significant performance. In their
research they analyse the performance of the employees after giving the medical facilities to the old
employees its shows the better results. HRM strives to achieve organizational goals and the goals of
employees through effective personnel programs policies and procedures. Successful performances of the
personnel function can greatly enhance the bottom line of any organization. The personnel practitioners
however are challenged more today than at any time in the history by a changing and more demanding
labor force that has high expectation about the work place. At the same time, rapidly advancing
technologies and outside influences are changing the nature of our jobs. It is thus more critical and more
difficult to maintain a work environment that motivates and satisfies Human Resources.
Employee benefits can range anywhere from promised bonuses, Vacation time, Health coverage, and most
of all raises. Usually if these are given to employees based on quality and quantity of something they will
work much harder and increase productivity. This can lead to a competitive work place that's
uncomfortable. Also if you want quantity over quality usually the quality will go down and sometimes you
will lose customers.
According to Cascio (1991) Compensation which includes direct cash payment, indirect payments in the
form of employee benefits and incentives to motivate employees to strive for higher levels of productivity
is a critical component of the employment relationship. Compensation affected by forces as diverse as labor
market factors. Collective bargaining, government legislation and top management philosophy regarding
pay and benefits
Compensation may be defined as money received for the performance of work plus many kinds of benefits
and services that organizations provide their employee. Compensation is recompense, reward, wage or
salary given by an organization to persons or a group of persons in return to a work done, services
rendered, or a contribution made towards the accomplishment of organizational goals. Wage, dearness
allowance, bonus and other allowance are examples of monetary compensation, while good
accommodation, children education, transport facilities, subsidized ration of essential commodities, etc.
come under non-monetary compensation. In short, wage paid to collar workers or salaries paid to white
collar employee can be classified as compensation. A good compensation package is a good motivator.
Hence, the primary responsibility of the HR manager is to ensure that the company's employees are well
paid. So it may propose that project team compensation might have a relationship with project
performance.
H2: Project team compensation has positive links with project performance.
INSERT FIGURE 1 HERE
4. Methodology
4.1. Data Collection
Through structured questionnaire, data was collected from the companies, which make
joint venture (JV) for this project and their departments specially HR department and
different engineering departments included in the project. The leadership questionnaire
was adopted from Paice et. al. (2000). The questionnaires include the questions based on
leadership and project performance at the level of maturity that is satisfactory
performance. The project performance instrument was adopted from (Keller, 1986). In
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the questionnaire, “five point liker scale (strongly agree, agree, no idea, disagree and
strongly disagree)” was used to check the significant impact. The questionnaire was
distributed among the top subject specialist and section comprising engineering,
sociology, environment, institutional development and so on.
The sample used in the study includes 80 employees from four main consultancies
companies working together on a project, located in Lahore, Pakistan. The sample is a
true representative of the population. The total population size is 145 employees working
on this project. Among these responses, 73 were filled in the usable format.
The filled questionnaire was processed by the computer and visualized graphically and in
tabulated form. It was examined by using Statistical Package for the Social Sciences
(SPSS-16); enabled to know the HR system of the organizations in depth resulting as well
as summarizing the findings of each organization regarding three major factors.
4.2.Data Analysis and Results
Data was analysed on different performance effecting parameters including leadership.
The results were derived through using statistical tool. Data was also analysed using the
frequency analysis to describe the results. In frequency analysis tables took frequency
and present values to describe and conclude the results. In order to address the research
questions, exploratory factor analysis (EFA), correlation analysis and path analysis was
used to conduct analysis. Principal components analysis (PCA) was used as factor
extraction method in the study. When principal components analysis (PCA) is used, it is
generally assumed that the original variables or items are correlated, and principal
components analysis will develop a new group of variables that are uncorrelated
(Chatfield & Collins, 1980). Finally, path analysis was run in Amos 16 to test the
hypothesis whether any links exist between leadership and project performance. All the
dimensions of training construct were explored by using exploratory factor analysis.
Factor loading of the items ranged from 0.558 to 0.812. The alpha value for the construct
was 0.614, higher score showed higher level of project team practices. In the same way,
all the dimensions of compensation and project performance were also explored by using
EFA. Factor loading of the items ranged from 0.625 to 0.852 and 0.471 to 0.783 for
compensation and project performance respectively. The alpha values for the construct of
compensation and project performance were 0.81 and 0.69 respectively.
Table presents the means, standard deviations and correlation coefficients among
variables of interest. The results from descriptive statistics indicate that training is
positively linked with compensation (R2=0.561, p<0.01) and project performance
(R2=0.629, p<0.05) of project team members. In the same way, compensation was also
found strong positively linked with project performance (R2=0.744, p>0.01). Results
suggest that training and compensation are linked with outcome variable.
INSERT TABLE 1 HERE
Structural Equation Modelling (SEM) technique was used to determine the strength of the
relationship among dependent and independent variables. For this purpose, path analysis
was run using Amos 16. Joreskog and Sorbom (1993) suggested the following criteria for
goodness-of-fit indices to be used in assessing the fitness of model: X2 /df ratio was
recommended less than 3; the values of NFI, RFI, CFI, and TLI were recommended to be
greater than 0.90. A chi-square of 7.96 on 4 degrees of freedom and p<0.01; and some
other goodness-of-fit statistics (GFI = 0.91; RFI = 0.95; TLI = 0.93; CFI = 0.98; RMR =
0.009 and NFI = 0.96) indicated goodness of fit of the data well to the model.
INSERT FIGURE 2 HERE
The standardized regression coefficient value of training for performance is 0.58, p<0.01
with R2=0.24; which means the increase in training by 1 is responsible for increase in
performance 0.58.Similarly, the standardized regression coefficient value of
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compensation for performance is 0.63, p<0.05 with R2=0.37; which means the increase
in compensation by 1 is responsible for increase in performance 0.63. Results indicate
that there is significance positive effect of compensation and training on performance.
Data fully supported our hypotheses.
5. Discussions and Conclusion
The fundamental assumption of this study is that the ultimate goal of the entire
commercial organizational project is to maximize their performance and successfully
implement these factors to get maximum results. All the activities are engaged and
organized to achieve this goal and the most important, regarding these factors, to achieve
performance. The study shows that the project has its own scheduling for every step/stage
especially in case of human resource, which is very important natural resource. But the
results show that most of the projects fail to achieve this goal due to the little attention of
management towards the human resource factors such as leadership, training of the
employees and their level of compensation. This study is useful to understand the effect
of human resource on the project performance especially on the implementation of these
factors.
This study suggests that training of project team members and compensation plans are
such an essential part of the project success for any company that they have to set up a
section to both explain the impact of the factors on functions, and help HR professionals
to execute effective strategies. This study focuses on the role and contribution of training
and motivation towards efficient performance of the project team towards successful
achieving and accomplishing the project. Arrange training for them to understand the
work, helpful to achieve project goals and know about new procedures and technology
used in work. Compensation directly affects the employees’ performance, while
providing them incentives and financial benefits according to their performance.
Employees have their own way of working; looking their own interest rather than
project, so there is need of strong leadership who make bound and mange like a team.
There are huge differences like cultural and working style between expatriate and local
staff. They do not have respect and not proactive in their work. The research is intimately
related to the area of interest because it shows that these human resource practices have
effects on employees’ motivation and their performance in the project so the other
companies should emphasis on specific type to integrate their HR practices with project
goals and to solve their problems through HR practices.
The project needs to combine these results for creating relationships of specific HR
factors (e.g. Training and Compensation) with project performance. This breakthrough
for the project in linking the impact of specific HR factors to project performance would
be achieved by very close co-operation between its HR managers, project management
and employees.
6. Limitations of the Study
Besides significant managerial and academia implications of the results, the present study
also has some limitations in its scope and subjects of study. First, the data was of cross
sectional nature that was collected only over a single period of time. Second, the study
focused only on a single project rather to study multiple projects. Third, data could be
used to test some other statistical and econometrics techniques to draw more generalized
conclusions and implications. Finally, data was only of quantitative nature and only
training and compensation were taken as HR factors to explore the relationship between
HR factors and project performance. However, future studies could focus on multiple
dimensions of HR planning as well as leadership styles to explore the links in depth.
Future studies could also be based on both qualitative and quantitative nature of data.
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Appendix
Table 1: Descriptive Statistics and Correlation Matrix
Mean S.D 1 2 3 4
Gender 1.43 0.29
Age 33.40 6.44 -.289
Training 3.59 0.518 .807** .257**
Compensation 4.25 1.601 .447** .524* .561**
Project Performance 4.11 0.649 .389** -.203** .629* .744**
N=73, *p<0.05, **p>0.01
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