This document summarizes a research article that studied the relationship between casino employees' demographic variables and their quality of work life (QWL) domains. It found that most casino employees were young females who expect to work elsewhere in 5 years, and do not smoke, drink, or gamble. It analyzed correlations between gender, smoking/drinking habits, and QWL domains like economic status, family, esteem, and commitment. For example, it found drinking was negatively related to economic/family QWL and commitment. The study contributes to limited research on QWL for casino employees and can help casinos better manage their diverse workforces.
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The document discusses the interference of politicians in the recruitment and selection of academic staff in polytechnics in the Niger Delta region of Nigeria. It finds that politicians often appoint unqualified candidates to academic positions based on political patronage rather than merit. This undermines the quality of education and graduates. Recommendations are made to discourage political interference and ensure recruitment is based on transparent processes that identify the most qualified applicants.
This document summarizes a study that evaluated the impact of occupational stress on the performance of female nurses at the National Institute of Cardiovascular Diseases (NICVD) in Karachi, Pakistan. The study found that long work hours, lack of support from management, and lack of choice were highly significant in affecting nurse performance. The study collected data from 287 female nurses at NICVD and analyzed it to determine the relationship between occupational stress factors and employee performance. However, the study was limited to NICVD in Karachi.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
This document is a student assignment report on international human resource management issues facing Medical Precision Systems, a US medical device company that expanded internationally. It discusses recruitment and selection, training and development, performance management and rewards, and employee participation and trade unions across MPS' subsidiaries in the UK, France, and Sweden. The report finds that MPS' US-centric HRM strategies did not align well with local employee preferences and makes recommendations for country-specific approaches to better motivate workers in each location.
An analytical study on a factors affecting employee retention in it industry ...iaemedu
This document discusses factors affecting employee retention in the IT industry in India. It begins by providing background on the growth and importance of the Indian IT industry. It then discusses the challenges of retaining knowledge workers in the industry. High attrition rates are expensive for companies as they lose skilled employees and institutional knowledge. The document identifies retention of top talent as important for companies through effective talent management strategies. It aims to analyze crucial retention factors and their impact on employees at a major Indian IT company.
A Study on Recruitment Process of Competent Employees at Lumina Datamaticsijtsrd
The "competence recruitment process" is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency. "A study on effective recruitment process of competent employees at Lumina Datamatics Limited, Puducherry" aimed to find out the existing recruitment process and satisfaction level of employees in the organization. The total population for the study is 120 and the sample size is 60. The type of sample design used for the study is simple random sampling. Primary data was used for the study primary data was collected by using questionnaire. The gathered information is critically analysed by using various statistical tools like Karl Pearson coefficient of correlation to arrive at a meaningful conclusion. From the study, by using Karl Pearson Coefficient of Correlation it was found that there is a significant relationship between age of the employees and competence recruitment process. Vinod. T | Karthik. S | Ranjith Kumar. S "A Study on Recruitment Process of Competent Employees at Lumina Datamatics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29130.pdf Paper URL: https://www.ijtsrd.com/management/other/29130/a-study-on-recruitment-process-of-competent-employees-at-lumina-datamatics/vinod-t
Linking Professional Business Education with Job Performance and career progr...Dr. Syed Kashan Ali Shah
A published research paper on Linking Professional Business Education with Job Performance and career progression: A stakeholder satisfaction perspective
The Interference of Politicians in the Recruitment and Selection of Academic ...Dr. Amarjeet Singh
The document discusses the interference of politicians in the recruitment and selection of academic staff in polytechnics in the Niger Delta region of Nigeria. It finds that politicians often appoint unqualified candidates to academic positions based on political patronage rather than merit. This undermines the quality of education and graduates. Recommendations are made to discourage political interference and ensure recruitment is based on transparent processes that identify the most qualified applicants.
This document summarizes a study that evaluated the impact of occupational stress on the performance of female nurses at the National Institute of Cardiovascular Diseases (NICVD) in Karachi, Pakistan. The study found that long work hours, lack of support from management, and lack of choice were highly significant in affecting nurse performance. The study collected data from 287 female nurses at NICVD and analyzed it to determine the relationship between occupational stress factors and employee performance. However, the study was limited to NICVD in Karachi.
This document summarizes a research paper that studied the effect of recruitment and selection on employee retention, with employee engagement as a mediating factor. The study was conducted on small and medium enterprises in Nigeria. The findings revealed that recruitment and selection alone do not have a substantial effect on retention, but combining it with employee engagement strategies can significantly improve retention. Specifically, employee engagement was found to mediate the relationship between recruitment/selection and employee retention. The document provides background on recruitment/selection, employee engagement, and retention based on previous literature.
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
This document is a student assignment report on international human resource management issues facing Medical Precision Systems, a US medical device company that expanded internationally. It discusses recruitment and selection, training and development, performance management and rewards, and employee participation and trade unions across MPS' subsidiaries in the UK, France, and Sweden. The report finds that MPS' US-centric HRM strategies did not align well with local employee preferences and makes recommendations for country-specific approaches to better motivate workers in each location.
An analytical study on a factors affecting employee retention in it industry ...iaemedu
This document discusses factors affecting employee retention in the IT industry in India. It begins by providing background on the growth and importance of the Indian IT industry. It then discusses the challenges of retaining knowledge workers in the industry. High attrition rates are expensive for companies as they lose skilled employees and institutional knowledge. The document identifies retention of top talent as important for companies through effective talent management strategies. It aims to analyze crucial retention factors and their impact on employees at a major Indian IT company.
A Study on Recruitment Process of Competent Employees at Lumina Datamaticsijtsrd
The "competence recruitment process" is a process of recruitment based on the ability of candidates to produce anecdotes about their professional experience which can be used as evidence that the candidate has a given competency. "A study on effective recruitment process of competent employees at Lumina Datamatics Limited, Puducherry" aimed to find out the existing recruitment process and satisfaction level of employees in the organization. The total population for the study is 120 and the sample size is 60. The type of sample design used for the study is simple random sampling. Primary data was used for the study primary data was collected by using questionnaire. The gathered information is critically analysed by using various statistical tools like Karl Pearson coefficient of correlation to arrive at a meaningful conclusion. From the study, by using Karl Pearson Coefficient of Correlation it was found that there is a significant relationship between age of the employees and competence recruitment process. Vinod. T | Karthik. S | Ranjith Kumar. S "A Study on Recruitment Process of Competent Employees at Lumina Datamatics" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29130.pdf Paper URL: https://www.ijtsrd.com/management/other/29130/a-study-on-recruitment-process-of-competent-employees-at-lumina-datamatics/vinod-t
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
"Research proposal on“Human resource management practice in the RMG sector...Akash Islam
This document outlines a research proposal on human resource management practices in the ready-made garment sector of Bangladesh. The research will analyze current HRM practices, identify issues, and suggest improvements. It will use both primary data collection through interviews and secondary data collection from literature. A literature review discusses previous studies on HRM practices in various industries, finding issues like poor training, compensation, and worker relations. The proposed study aims to understand HRM practices in RMG sectors and develop solutions to problems identified.
Influence of Workplace Incivility on Counterproductive Work Behavior: Mediat...sadia butt
This study examines the influence of workplace incivility on counterproductive work behaviors among banking employees in Pakistan. It investigates the mediating roles of emotional exhaustion and organizational cynicism, as well as the moderating role of psychological capital. The study found that workplace incivility has a significant positive association with counterproductive work behaviors. Emotional exhaustion and cynicism partially mediate the positive relationship between workplace incivility and counterproductive work behaviors. Additionally, psychological capital moderates the relationship, weakening the positive association between workplace incivility and counterproductive work behaviors. The findings provide useful insights for managing workplace incivility and reducing counterproductive behaviors.
This document discusses graduate recruitment and selection processes in the UK. It begins by explaining that recruitment and selection form the foundation of human resource management activities like acquiring, training, and rewarding employees. It then examines the importance of recruitment and selection for organizational success and sustainability. The document reviews past literature on various aspects of graduate recruitment. It then scopes its focus specifically to graduate recruitment and selection processes in the UK. It defines key terms and describes the recruitment and selection processes. Finally, it discusses the roles and importance of effective recruitment and selection processes for UK organizations.
This document provides an introduction and literature review for a study examining the moderating effects of human resource management (HRM) practices and job design on the relationship between perceived over-qualification and job satisfaction and turnover intentions. It defines the key variables of interest and reviews previous research establishing the negative relationships between over-qualification and job satisfaction/turnover intentions. The purpose of the study is to determine if HRM practices and job design can alleviate the negative effects of over-qualification.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
This document summarizes a study on the recruitment and selection process of Sai Global Yarntex (India) Private Limited. It provides background on the importance of recruitment and selection for organizations. The objectives of the study were to analyze Sai Global Yarntex's recruitment and selection process and examine employee satisfaction. Primary data was collected through questionnaires with employees. Key findings include that most employees felt the process was good or satisfactory, and they were satisfied with recruitment procedures and selection. The recruitment process was found to be ethical and transparent. Suggestions for improvement included expanding recruitment methods and ensuring selection committees are qualified.
- The document analyzes the human resource aspects of non-agricultural cooperative credit societies (NACC) in Solapur District, Maharashtra, India from 2004-2009.
- It evaluates 200 randomly selected NACC societies out of the total 1327 societies in the district. Key factors analyzed include type of employees, gender, educational qualifications, and reservation category representation.
- The findings show urban NACC societies have the most employees on average, while rural societies employ the most males. Representation across reservation categories is generally satisfactory but some groups like ST are underrepresented in certain society types.
Remuneration and Employee Productivity of Selected Private Universities in Og...ijtsrd
Employee productivity is germane to the survival of every organization. Private universities in Nigeria are experiencing negative employee outcomes in the area of employee productivity. This is attributable to poor remuneration which is one of the major source of motivation to employees. The study examined the effect of remuneration on employee productivity of selected private universities in Ogun State, Nigeria. The study employed cross sectional survey research design. The population of the study was 3835 faculty and staff of 4 selected private universities in Ogun State Nigeria Crescent University, Covenant University, Bells University and Crawford University . Using the research advisor table, the sample of 450 was determined. Stratified sampling technique was used in selecting the respondents. A structured and validated questionnaire was adopted for data collection. Cronbach’s Alpha reliability coefficients of the constructs ranged from 0.73 to 0.93. The response rate was 73.56 . Data were analyzed using descriptive and inferential simple linear regression statistics. The result shows that remuneration has a positive significant effect on employee productivity of selected private universities in Ogun State, Nigeria ß = 0.547, R2 = 0.269, t = 10.998, p 0.05 . The study concluded that remuneration affect employee productivity of selected private universities in Ogun State, Nigeria. It was recommended that in other for the educational institutions to competitively survive in this present economy, adequate and enhanced human resources management practices in the area of remuneration should be implemented to help in boosting the employee productivity in the universities. Nzeadibe, Nnaemeka G | Akpa, Victoria O "Remuneration and Employee Productivity of Selected Private Universities in Ogun State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42335.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42335/remuneration-and-employee-productivity-of-selected-private-universities-in-ogun-state-nigeria/nzeadibe-nnaemeka-g
This document summarizes a research article that examines the gap between the competencies expected of hospitality graduates by the industry versus what is perceived. The study was conducted in Egypt and used a questionnaire to collect data from 280 hotel managers. The results identified five key competency groups required by the industry: transferable competencies, professional competencies, generic competencies, analytical skills, and conceptual skills. The study found that industry expectations of graduates are higher than their perceptions. It concludes that hospitality education needs to better align with industry needs to ensure graduates have the required competencies.
EMPLOYEE ATTRITION PREDICTION IN INDUSTRY USING MACHINE LEARNING TECHNIQUESIAEME Publication
Companies are always looking for ways to keep their professional personnel on board in order to save money on hiring and training. Predicting whether or not a specific employee would depart will assist the organisation in making proactive decisions. Human resource problems, unlike physical systems, cannot be defined by a scientific-analytical formula. As a result, machine learning approaches are the most effective instruments for achieving this goal. In this study, a feature selection strategy based on a Machine Learning Classifier is proposed to improve classification accuracy, precision, and True Positive Rate while lowering error rates such as False Positive Rate and Miss Rate. Different feature selection techniques, such as Information Gain, Gain Ratio, Chi-Square, Correlation-based, and Fisher Exact test, are analysed with six Machine Learning classifiers, such as Artificial Neural Network, Support Vector Machine, Gradient Boosting Tree, Bagging, Random Forest, and Decision Tree, for the proposed approach. In this study, combining Chi-Square feature selection with a Gradient Boosting Tree classifier improves employee attrition classification accuracy while lowering error rates.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
11.factors affecting employee retention a comparative analysisAlexander Decker
1) The document discusses factors affecting employee retention in two heavy engineering organizations in India.
2) It identifies three key factors for retention in each organization based on surveys of 100 middle managers: competence/relationships, scholastic/future focus, and development/rewards for the first organization and relationship focus, competence/scholastic focus, and rewards for the second.
3) The results indicate these factors play an important role in retention strategies and what middle managers value, though the specific factors differ between similar organizations.
A STUDY ON JOB COMPLETION OF WORKING WOMEN UNDER THE SERVICE SECTORS TIRUCHIR...IAEME Publication
There are many factors that contribute to job satisfaction and empowerment, according to this study. For the purposes of this paper, we will examine how much decision-making and decision-making power women have in the workplace. It is crucial for women to have a voice in all aspects of income generation, distribution, investment, and expenditure in order to achieve economic empowerment. Working women's empowerment programmes aim to help them exercise their rights as equal partners in society to participate in decision-making at all levels and in all spheres, both inside and outside the home. Women’s earning potential is being improved, and efforts are being made to guarantee that they have access to and control over all family/community assets.
A study of the recruitment and selection processAlexander Decker
The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It begins with introducing the concepts of recruitment and selection, their importance and methods. It then outlines the research methodology used which was exploratory in nature and involved questionnaires with a sample size of 30 employees. The findings showed that the company considers job portals and employee references as the most important recruitment sources. It was also found that the selection process considers cost-benefit ratios and aims for a high ratio of selected to joining candidates. In conclusion, the study found the company's recruitment and selection process to be generally effective while noting some areas for improvement.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
The efficacy of retirement plans and flexible scheduling in improving the qua...Alexander Decker
This document summarizes a study that examined the effects of retirement plans and flexible scheduling on service delivery among civil servants in Nandi South, Kenya. A survey of 350 employees found that retirement plans had a significant positive relationship with service delivery, while flexible scheduling was also positively associated with service delivery. Regression analysis confirmed that both retirement plans and flexible scheduling had significant effects on service delivery. The study concluded that implementing retirement plans and policies supporting flexible scheduling can improve service delivery in the public sector.
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand the current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between various HRM practices and organizational performance.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
This document discusses the impact of COVID-19 on employee engagement in the IT industry and proposes a remediation plan. It identifies factors like professional, personal, emotional, financial, social, economic, and psychological factors that affected employee engagement. It categorizes the levels of impact as critical, high, medium, and low and describes the stages of impact as preliminary, intermediatory, and advanced modes. The document also discusses organizational changes like transitioning to online functioning and infrastructure optimization. Finally, it analyzes changes in employee behavior during the pandemic in terms of advantages like work-life balance and cost savings, and disadvantages like lack of supervision and increased healthcare costs.
This document summarizes a research article that examines the effect of leisure on the quality of work life of front office employees in the hotel industry. The study found that leisure has a definite positive effect on employees' overall quality of work life. Specifically, it found a relationship between leisure and improved physical health and safety. However, employees reported lacking sufficient time to participate in leisure activities. The research contributes new information on the relationship between leisure and quality of work life for front office employees in South African hotels.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
"Research proposal on“Human resource management practice in the RMG sector...Akash Islam
This document outlines a research proposal on human resource management practices in the ready-made garment sector of Bangladesh. The research will analyze current HRM practices, identify issues, and suggest improvements. It will use both primary data collection through interviews and secondary data collection from literature. A literature review discusses previous studies on HRM practices in various industries, finding issues like poor training, compensation, and worker relations. The proposed study aims to understand HRM practices in RMG sectors and develop solutions to problems identified.
Influence of Workplace Incivility on Counterproductive Work Behavior: Mediat...sadia butt
This study examines the influence of workplace incivility on counterproductive work behaviors among banking employees in Pakistan. It investigates the mediating roles of emotional exhaustion and organizational cynicism, as well as the moderating role of psychological capital. The study found that workplace incivility has a significant positive association with counterproductive work behaviors. Emotional exhaustion and cynicism partially mediate the positive relationship between workplace incivility and counterproductive work behaviors. Additionally, psychological capital moderates the relationship, weakening the positive association between workplace incivility and counterproductive work behaviors. The findings provide useful insights for managing workplace incivility and reducing counterproductive behaviors.
This document discusses graduate recruitment and selection processes in the UK. It begins by explaining that recruitment and selection form the foundation of human resource management activities like acquiring, training, and rewarding employees. It then examines the importance of recruitment and selection for organizational success and sustainability. The document reviews past literature on various aspects of graduate recruitment. It then scopes its focus specifically to graduate recruitment and selection processes in the UK. It defines key terms and describes the recruitment and selection processes. Finally, it discusses the roles and importance of effective recruitment and selection processes for UK organizations.
This document provides an introduction and literature review for a study examining the moderating effects of human resource management (HRM) practices and job design on the relationship between perceived over-qualification and job satisfaction and turnover intentions. It defines the key variables of interest and reviews previous research establishing the negative relationships between over-qualification and job satisfaction/turnover intentions. The purpose of the study is to determine if HRM practices and job design can alleviate the negative effects of over-qualification.
Training and Development Practices and Employees’ Performance in Selected Man...Dr. Amarjeet Singh
Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
This document summarizes a study on the recruitment and selection process of Sai Global Yarntex (India) Private Limited. It provides background on the importance of recruitment and selection for organizations. The objectives of the study were to analyze Sai Global Yarntex's recruitment and selection process and examine employee satisfaction. Primary data was collected through questionnaires with employees. Key findings include that most employees felt the process was good or satisfactory, and they were satisfied with recruitment procedures and selection. The recruitment process was found to be ethical and transparent. Suggestions for improvement included expanding recruitment methods and ensuring selection committees are qualified.
- The document analyzes the human resource aspects of non-agricultural cooperative credit societies (NACC) in Solapur District, Maharashtra, India from 2004-2009.
- It evaluates 200 randomly selected NACC societies out of the total 1327 societies in the district. Key factors analyzed include type of employees, gender, educational qualifications, and reservation category representation.
- The findings show urban NACC societies have the most employees on average, while rural societies employ the most males. Representation across reservation categories is generally satisfactory but some groups like ST are underrepresented in certain society types.
Remuneration and Employee Productivity of Selected Private Universities in Og...ijtsrd
Employee productivity is germane to the survival of every organization. Private universities in Nigeria are experiencing negative employee outcomes in the area of employee productivity. This is attributable to poor remuneration which is one of the major source of motivation to employees. The study examined the effect of remuneration on employee productivity of selected private universities in Ogun State, Nigeria. The study employed cross sectional survey research design. The population of the study was 3835 faculty and staff of 4 selected private universities in Ogun State Nigeria Crescent University, Covenant University, Bells University and Crawford University . Using the research advisor table, the sample of 450 was determined. Stratified sampling technique was used in selecting the respondents. A structured and validated questionnaire was adopted for data collection. Cronbach’s Alpha reliability coefficients of the constructs ranged from 0.73 to 0.93. The response rate was 73.56 . Data were analyzed using descriptive and inferential simple linear regression statistics. The result shows that remuneration has a positive significant effect on employee productivity of selected private universities in Ogun State, Nigeria ß = 0.547, R2 = 0.269, t = 10.998, p 0.05 . The study concluded that remuneration affect employee productivity of selected private universities in Ogun State, Nigeria. It was recommended that in other for the educational institutions to competitively survive in this present economy, adequate and enhanced human resources management practices in the area of remuneration should be implemented to help in boosting the employee productivity in the universities. Nzeadibe, Nnaemeka G | Akpa, Victoria O "Remuneration and Employee Productivity of Selected Private Universities in Ogun State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42335.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42335/remuneration-and-employee-productivity-of-selected-private-universities-in-ogun-state-nigeria/nzeadibe-nnaemeka-g
This document summarizes a research article that examines the gap between the competencies expected of hospitality graduates by the industry versus what is perceived. The study was conducted in Egypt and used a questionnaire to collect data from 280 hotel managers. The results identified five key competency groups required by the industry: transferable competencies, professional competencies, generic competencies, analytical skills, and conceptual skills. The study found that industry expectations of graduates are higher than their perceptions. It concludes that hospitality education needs to better align with industry needs to ensure graduates have the required competencies.
EMPLOYEE ATTRITION PREDICTION IN INDUSTRY USING MACHINE LEARNING TECHNIQUESIAEME Publication
Companies are always looking for ways to keep their professional personnel on board in order to save money on hiring and training. Predicting whether or not a specific employee would depart will assist the organisation in making proactive decisions. Human resource problems, unlike physical systems, cannot be defined by a scientific-analytical formula. As a result, machine learning approaches are the most effective instruments for achieving this goal. In this study, a feature selection strategy based on a Machine Learning Classifier is proposed to improve classification accuracy, precision, and True Positive Rate while lowering error rates such as False Positive Rate and Miss Rate. Different feature selection techniques, such as Information Gain, Gain Ratio, Chi-Square, Correlation-based, and Fisher Exact test, are analysed with six Machine Learning classifiers, such as Artificial Neural Network, Support Vector Machine, Gradient Boosting Tree, Bagging, Random Forest, and Decision Tree, for the proposed approach. In this study, combining Chi-Square feature selection with a Gradient Boosting Tree classifier improves employee attrition classification accuracy while lowering error rates.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
11.factors affecting employee retention a comparative analysisAlexander Decker
1) The document discusses factors affecting employee retention in two heavy engineering organizations in India.
2) It identifies three key factors for retention in each organization based on surveys of 100 middle managers: competence/relationships, scholastic/future focus, and development/rewards for the first organization and relationship focus, competence/scholastic focus, and rewards for the second.
3) The results indicate these factors play an important role in retention strategies and what middle managers value, though the specific factors differ between similar organizations.
A STUDY ON JOB COMPLETION OF WORKING WOMEN UNDER THE SERVICE SECTORS TIRUCHIR...IAEME Publication
There are many factors that contribute to job satisfaction and empowerment, according to this study. For the purposes of this paper, we will examine how much decision-making and decision-making power women have in the workplace. It is crucial for women to have a voice in all aspects of income generation, distribution, investment, and expenditure in order to achieve economic empowerment. Working women's empowerment programmes aim to help them exercise their rights as equal partners in society to participate in decision-making at all levels and in all spheres, both inside and outside the home. Women’s earning potential is being improved, and efforts are being made to guarantee that they have access to and control over all family/community assets.
A study of the recruitment and selection processAlexander Decker
The document discusses a study of the recruitment and selection process at SMC Global Securities Ltd. It begins with introducing the concepts of recruitment and selection, their importance and methods. It then outlines the research methodology used which was exploratory in nature and involved questionnaires with a sample size of 30 employees. The findings showed that the company considers job portals and employee references as the most important recruitment sources. It was also found that the selection process considers cost-benefit ratios and aims for a high ratio of selected to joining candidates. In conclusion, the study found the company's recruitment and selection process to be generally effective while noting some areas for improvement.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
The efficacy of retirement plans and flexible scheduling in improving the qua...Alexander Decker
This document summarizes a study that examined the effects of retirement plans and flexible scheduling on service delivery among civil servants in Nandi South, Kenya. A survey of 350 employees found that retirement plans had a significant positive relationship with service delivery, while flexible scheduling was also positively associated with service delivery. Regression analysis confirmed that both retirement plans and flexible scheduling had significant effects on service delivery. The study concluded that implementing retirement plans and policies supporting flexible scheduling can improve service delivery in the public sector.
Relationship between human resource management practices and perceived perfor...Alexander Decker
This document summarizes a study that examined the relationship between human resource management (HRM) practices and employee performance in 5 hospitals in Jordan. The study found that HRM practices, such as planning, selection, recruitment, training, job evaluation, motivation, and compensation, can impact hospital performance. A survey was administered to hospital staff to understand the current HRM practices and their effect on performance. The results showed that HRM practices in Jordanian hospitals need improvement and that compensation had the greatest impact on increasing employee performance levels. The document provides context on the healthcare workforce in Jordan and reviews literature on the relationship between various HRM practices and organizational performance.
COVID IMPACT ON EMPLOYEE ENGAGEMENT IN AN IT INDUSTRY AND THE REMEDIATION PLANIAEME Publication
This document discusses the impact of COVID-19 on employee engagement in the IT industry and proposes a remediation plan. It identifies factors like professional, personal, emotional, financial, social, economic, and psychological factors that affected employee engagement. It categorizes the levels of impact as critical, high, medium, and low and describes the stages of impact as preliminary, intermediatory, and advanced modes. The document also discusses organizational changes like transitioning to online functioning and infrastructure optimization. Finally, it analyzes changes in employee behavior during the pandemic in terms of advantages like work-life balance and cost savings, and disadvantages like lack of supervision and increased healthcare costs.
This document summarizes a research article that examines the effect of leisure on the quality of work life of front office employees in the hotel industry. The study found that leisure has a definite positive effect on employees' overall quality of work life. Specifically, it found a relationship between leisure and improved physical health and safety. However, employees reported lacking sufficient time to participate in leisure activities. The research contributes new information on the relationship between leisure and quality of work life for front office employees in South African hotels.
This presentation is a high level overview of our project, how it came to be, preliminary budget breakdown and examples of how we will recognize those who donate to our project. This project is fully controlled by the Society and once the park is completed the new skatepark will be donated to the City of Fort Saskatchewan where they will look after the maintenance (less than $8,000 per year) on their new asset.
This document summarizes a research study that investigated the relationship between personality types and leisure activities of 1,502 casino employees. It found that positive personalities like extraversion and openness to experience correlated with greater leisure satisfaction and happiness. A positive relationship was also found between traits like agreeableness and cooperativeness and leisure/happiness. Considering mediation effects, leisure preference had the greatest impact in mediating the relationship between personality and happiness. The results indicate that human resource managers should consider employees' personality types to help determine the kinds of leisure activities that could increase worker happiness and productivity.
The member for Keppel gave their maiden speech in parliament, thanking the people of their electorate and acknowledging the traditional owners of the land. They spoke about growing up in Rockhampton and wanting to see the Keppel region thrive. The speech focused on three key messages: promoting the natural beauty and environmental protection of Keppel to support tourism; addressing unemployment through improving the local economy; and boosting infrastructure and population growth in the region.
A finalidade é de auxiliar a um administrador de rede na escolha da plataforma de computação em nuvem mais adequada para cada projeto, em causa vai se explorar a plataforma Eucalyptus. Em busca fornecer características relevantes, funcionalidades e benefícios.
This document provides an overview of Ambuja Cement's marketing strategies, including segmentation, targeting, positioning, the 4Ps of marketing (product, price, place, promotion), and a discussion of its pricing strategy. It describes Ambuja Cement's segmentation based on consumers and geography. It also discusses Ambuja Cement's advertising through print, outdoor media, and its partnership with a private ad agency. The document then analyzes Ambuja Cement's pricing strategy and considerations, channels of distribution, and its position as a "star" in the BCG matrix in relation to competitors and substitutes.
UltraTech Cement is India's largest cement producer and has a strong domestic presence as well as operations in other countries. It has a total annual capacity of over 50 million tons and is expanding further through acquisitions and capacity additions. While the company faces short-term headwinds from a slowdown in the real estate sector, management remains optimistic about long-term growth prospects in India given increasing urbanization and infrastructure development. UltraTech Cement will continue focusing on market leadership, cost efficiencies and expanding capacity to capitalize on future cement demand growth in India and abroad.
This document is a summer training report submitted by Aman Keshawani towards his post graduate degree in management. The report details his internship experience at Ambuja Cement Ltd, where he studied the company's financial tools and marketing strategies. The report includes an introduction to the cement industry and Ambuja Cement, objectives of the study, history and development of ACL, company profile, SWOT analysis, learning about financial planning and analysis, capital structure, leverage analysis, and ACL's marketing segmentation, pricing, distribution channels, and sales promotion strategies.
This document provides an overview of Ambuja Cement's marketing strategies. It discusses their product mix, which includes various types of cement. It describes their brand name strategy, noting they are named after their first plant's location. It also outlines their packaging, distribution channels through dealers and retailers nationwide, pricing approach, and promotional activities including sales personnel, seminars, and advertisements.
The catalytic role of hotel industry in human resource development in calabar...Alexander Decker
- The document examines the role of the hotel industry in human resource development in Calabar, Nigeria.
- It finds that the hotel industry has provided training to over 200 staff, with three-star hotels providing the majority (56.5%) of training. The most common types of training were on-the-job training and training in hotel service and administration.
- The hotel industry pays taxes to the government, which are used for human resource development initiatives like scholarships and employment. Tax revenues paid by the hotel industry to the government fluctuated over the period studied, ranging from $22-40 million annually.
Work Relations and Job Satisfaction of Customer Service Representativesijtsrd
This research emphasizes the association between work relations of customer service representatives in terms of their personal profiles, of workplace relationships, of job satisfaction, of organizational commitment and employee loyalty. Jeric H. Pediglorio "Work Relations and Job Satisfaction of Customer Service Representatives" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-2 , April 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd56241.pdf Paper URL: https://www.ijtsrd.com.com/other-scientific-research-area/other/56241/work-relations-and-job-satisfaction-of-customer-service-representatives/jeric-h-pediglorio
Impact of Staff Turnover on the Financial Performance of Nigerian Deposit Mon...ijtsrd
This study determined the effect of staff turnover on the financial performance of Nigerian banks. Ex Post Facto research was adopted for the study. Panel data approach, for a period of 10 years 2011 2020 was adopted. A sample of ten out of twenty two banks in Nigeria were used for the study The data were analyzed using regression technique with aid of E view 9.0 at 5 level of significance. The study revealed that staff turnover cost has a negative impact on profit margin and return on assets of Nigerian banks. Based on the findings of this study, the researchers suggest that there is a pressing need for Nigerian commercial banks to participate in proactive strategic planning and initiatives to reduce staff turnover. As a result, the management should try to ensure that its trained and experienced staff has all of the necessary comfort and ease to accomplish their jobs. Dr. Elena Platonova | Fatimehin Kolawole | Olaniyi Ayo Rufus | Adebisi Joel Adewale "Impact of Staff Turnover on the Financial Performance of Nigerian Deposit Money Banks" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd50167.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/50167/impact-of-staff-turnover-on-the-financial-performance-of-nigerian-deposit-money-banks/dr-elena-platonova
Quality of work life sustains robust work culture an empirical study on ntc m...iaemedu
1) The document analyzes the quality of work life (QWL) conditions for workers at National Textile Corporation (NTC) mills in Tamil Nadu, India.
2) It finds that workers have different levels of satisfaction with various QWL factors, with interpersonal relationships, recognition, and participatory management rated most positively and welfare facilities and physical working conditions rated least positively.
3) The study concludes that improving certain QWL factors like interpersonal relations, participatory management, and physical working conditions could help ensure a robust work culture at the NTC mills.
This document summarizes a research study on factors that influence employee turnover intentions in the tourism sector in Zimbabwe. It finds that gender, education level, push factors (such as low pay and poor working conditions), and pull factors (such as better opportunities elsewhere) all significantly impact turnover intentions. The tourism industry in Zimbabwe experiences high turnover rates and loses many skilled employees like guides and hunters to neighboring countries that offer better compensation. Addressing factors like pay, working conditions, training opportunities, and competitive benefits could help reduce employee turnover according to the research.
This study aimed to identify factors influencing employee turnover intentions in Zimbabwe's tourism sector. The tourism sector employs about 300,000 people but has a high turnover rate, losing skilled employees like guides and hunters to neighboring countries. Previous research identified demographic, personal, pull, and push factors as influencing turnover intentions. The researcher conducted a questionnaire survey of 120 employees in Zimbabwe's top tourism destinations to examine how gender, education level, push factors, and pull factors relate to turnover intentions. Regression analysis was used to analyze the relationships between these independent variables and employees' turnover intention scores.
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QUESTTON 1 25 points Save Answer
Describe the similarities and differences that exist between inpatient healthcare facilities and outpatient
healthcare facilities. Give three examples of inpatient fucilities and three examples of outpatient facilities. Be
sure to include information about the seryices each facility named provides.
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Discuss the usage of data in health care today. As a heatthcare administrator, hcniv would you make the best
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Discuss how expanded life spans and the new opportunities people have to obtain preventive health
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You are the administrator of a 250-bed hospital in the Midwest. A recent report from your county tells you that
the population within a 2S-mile radius of your facility is getting younger. The median age has decreased from
35 years of age to 29 years of age, whlch is related to the opening of a new college campus. How will this
transition to a younger patient poputation afrect your facility? Are there services in your facility that may need to
be expanded? Are there services in your facility that many need to be reduced or eliminated? How might these
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https://www.tandfonline.com/action/journalInformation?journalCode=whrh20
Journal of Human Resources in Hospitality & Tourism
ISSN: 1533-2845 (Print) 1533-2853 (Online) Journal homepage: https://www.tandfonline.com/loi/whrh20
How do changes in human resource management
practices influence employee engagement?
A longitudinal study in a hotel chain in the
Philippines
Alfred Presbitero
To cite this article: Alfred Presbitero (2017) How do changes in human resource management
practices influence employee engagement? A longitudinal study in a hotel chain in the
Philippines, Journal of Human Resources in Hospitality & Tourism, 16:1, 56-70, DOI:
10.1080/15332845.2016.1202061
To l ...
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRYpaperpublications3
This document summarizes a study on factors affecting employee retention in a textile industry. It analyzes data collected from 100 employees using tools like ANOVA, correlation analysis, and regression analysis. The study finds that workers' participation in management and trade unions have a strong positive correlation with employee retention. It recommends that industries improve working conditions, offer training programs, competitive pay, and opportunities for career growth to increase retention. Retaining valuable employees is beneficial for both organizations and individuals.
International Journal of Business and Management Invention (IJBMI)inventionjournals
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.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRYpaperpublications3
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN A TEXTILE INDUSTRYpaperpublications3
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
This document summarizes a research study that examined the relationship between work-life conflict and employee turnover intention in the Sri Lankan apparel industry, with a focus on the mediating role of job satisfaction. The study hypothesized that: 1) there is a negative relationship between work-life conflict and job satisfaction, 2) there is a negative relationship between job satisfaction and turnover intention, 3) there is a negative relationship between work-life conflict and turnover intention, and 4) job satisfaction mediates the relationship between work-life conflict and turnover intention. A survey was administered to 100 operational employees across 10 apparel companies, measuring work-life conflict, job satisfaction, and turnover intention. The results found support for the hypotheses and
Financial Incentive a Motivation Tool for Enhancing Employee Performance in a...ijtsrd
This document summarizes a research study that examined the relationship between financial incentives and employee performance in selected hotels in Awka, Nigeria during an economic recession. The study involved surveying 45 employees from 3 hotels using questionnaires. The results found a significant positive relationship between financial incentives like commissions and employees' commitment levels, supporting expectancy theory that incentives motivate performance. The researcher recommends hotels tie incentives directly to performance levels to encourage high performance and improve motivation. In conclusion, the study provides insights for hotel managers on using incentives to boost employee performance during an economic downturn.
UNLV Management Role of Facilities Management Questions.docxwrite5
The document discusses the roles and competencies required of facilities managers in the hotel industry. It identifies 20 significant facilities management roles in hotels, with maintaining preventive maintenance schedules being the most important. The document also examines the interconnectivity between facilities management roles, competencies, and skills needed in hotels. Key competencies for facilities managers include technical skills like building maintenance as well as soft skills like communications and change management.
An Analysis of The Retention of Trained Employees of The Food and Beverage Se...ijtsrd
Hospitality means the relationship process between a guest and a host, and it also refers to the act or practice of being hospitable, that is, the reception and entertainment of guests, visitors, or strangers, with liberality and goodwill. Hospitality frequently refers to the hospitality industry jobs for hotels, restaurants, casinos, catering, resorts, clubs and any other service position that deals with tourists. The study assessed the factors that determine for higher rates of labour turnover in the food and beverage sector of the hotel industry in Sri Lanka both costal and up country locations across. The study is to examine the rate of turnover, identify factors accounting for it and suggest solutions to address them. Outstanding star graded hotels in the study area were selected. Purposive sampling technique was used to select 100 management and staff graded employees who are willing to respond to the questionnaire. The objective of the study is to find the core reasons why employees leave hotels, especially in the food and beverage department Kitchen and Restaurant departments . What are the measures the organization can follow to retain these employees and how to turn over can be reduced C L De Silva | Dr. S Perera "An Analysis of The Retention of Trained Employees of The Food and Beverage Sector in The Hotel Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37915.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/37915/an-analysis-of-the-retention-of-trained-employees-of-the-food-and-beverage-sector-in-the-hotel-industry/c-l-de-silva
1) The document discusses the relationship between capacity building, employee productivity, and organizational performance in cooperative banks in Nagpur, India.
2) Statistical analysis showed a strong positive correlation between high capacity building/employee productivity and high organizational performance. High levels of skills training, motivation, and satisfaction were linked to increased quality, profits, and efficiency.
3) Conversely, low capacity building/productivity correlated with low performance. Banks needed to boost training and motivation to remain competitive.
A modelling framework on factors to determine job performance among frontline...Alexander Decker
This document presents a proposed framework to model factors that influence job performance among frontline employees in the Malaysian hotel industry. The framework includes two independent variables (transformational leadership and emotional intelligence) and two mediating variables (organizational commitment and communication satisfaction). Thirteen hypotheses will be tested regarding the relationships between these factors and job performance. The study aims to test the validity and reliability of this model through a pilot study. A literature review covers previous research on job performance and how it relates to transformational leadership, emotional intelligence, organizational commitment, and communication satisfaction.
Assessment of performance appraisal techniques by small and medium size hotel...Alexander Decker
- The document discusses a study that assessed performance appraisal techniques used by small and medium-sized hotels in Ghana.
- The study found that performance appraisal was mainly done on a daily basis and was used for individual discussions of employee concerns and training needs.
- Hotels tended to use low-cost, less time-intensive human resource practices instead of more sophisticated approaches due to their size.
Factors influencing the satisfaction of clients towards guest houses a study ...Alexander Decker
The document discusses a study on factors influencing guest satisfaction at guest houses in Khagrachari District, Bangladesh. Researchers surveyed 207 guests and used factor analysis to identify three key factors: 1) Services (e.g. water, restaurants, lobbies), which had the strongest influence on satisfaction. 2) Value Added Services (e.g. cleanliness, prices, amenities). 3) Reservation System (e.g. ease of booking, check-in/out). The study aims to help guest houses improve satisfaction by focusing on these important factors.