The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
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 project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" 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/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
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 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.
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 project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" 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/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
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 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.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
The document discusses employee motivation and job performance in selected construction companies in Rivers State. It aims to examine the relationship between employee motivation as the independent variable and job performance as the dependent variable. A descriptive research design was used to collect primary and secondary data through questionnaires distributed to 100 employees of selected construction companies, of which 90 were returned. The data was analyzed using t-tests and Cronbach's alpha to test three hypotheses on the relationship between employee motivation and job performance. Key findings included a positive relationship between conducive work environment, recognition, and promotion on employee motivation and job performance. The study recommends that construction companies improve their work environment, recognition programs, and promotion policies to boost employee motivation and job performance.
Significance of the training on enhancing effectiveness of communication skiIAEME Publication
This document summarizes a study on the significance of training in enhancing communication skills in the IT industry. The study found that most employees in the IT sector have received little training, with 40% attending only one training program. Those trainings focused on technical skills like networking rather than communication. However, effective communication is important for client satisfaction in the IT field. The study concluded that training is needed to develop employees' communication abilities and adapt them to changes in business environments. Providing such training could improve job performance and benefit both employees and organizations.
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.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
The document discusses the role of training on employee performance and organizational effectiveness. It analyzes data collected through questionnaires from 223 employees of public sector organizations in Ethiopia. The results show that:
1) Training design and delivery styles have an effect on employee performance. However, needs assessments and designing training based on job requirements are lacking.
2) Training design positively impacts overall organizational performance, but emphasis is given to on-the-job rather than off-the-job training.
3) Major challenges to training programs are lack of training materials, budgets, and needs assessments. Improving needs assessments and designing training based on job needs could increase individual and organizational performance.
Training and development play a critical role in improving employee performance and motivation. The document discusses several key aspects of effective training programs, including:
1. Training helps employees gain the necessary knowledge and skills to meet changing job demands and technological innovations. It allows organizations to develop their workforce as a valuable asset or "human capital".
2. Studies show training positively impacts business results when implemented as part of a combined human resources strategy. However, few studies isolate the specific effects of training programs.
3. Effective training considers both technical/task-related skills as well as soft skills development. Trainers must understand trainees' backgrounds and organizational culture to facilitate knowledge transfer back to the workplace.
Making employee training and development a tool for efficiency and effectiven...Alexander Decker
This document discusses employee training and development in Ghanaian universities. It begins by defining training and development, noting that training focuses on acquiring specific skills for a job, while development focuses on future career growth. The document then outlines some benefits of training and development, including improved employee performance, productivity and efficiency, higher staff retention which reduces costs, and internal promotion opportunities. It concludes by recommending that Ghanaian university management make training and development continuous to maintain and improve employee skills and motivate professional growth.
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.
The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
The document discusses the challenges and opportunities that the ASEAN Economic Community (AEC) presents for HR practices in Indonesia. Some key points:
1) The AEC aims to create a single market by 2020, expediting integration to 2015, which allows free flow of capital and skilled labor. This poses threats to current HR practices in Indonesia and challenges HR practitioners to stabilize practices.
2) HR departments will be affected by AEC and free flow of labor. Practitioners must ensure stability in areas like employee satisfaction, turnover, and engagement.
3) Possible affected HR areas include managing the workforce amid increased mobility, cultural diversity with foreign investment/expatriates, and developing skills for a integrated market.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Employee Resourcing and Service Delivery in Selected Ministries in Enugu Stateijtsrd
This study investigated employee resourcing and service delivery in selected ministries in Enugu State. The study specifically examined the effect of core activities of employee resourcing ER which was decomposed into Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward to ascertain their effect on employees' service delivery in Enugu State using an econometric regression model of the ordinary least square. Findings revealed that Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward significantly influence employees' service delivery in Enugu State. Based on the findings the study recommends that Enugu State Civil Service should adhere strictly to the procedure of personnel recruitment and also vigorously follow the core activities of employee resourcing ER in the recruitment and retention process to ensure quality service delivery in the state. Ofodeme, Eugenia Amaka | Agbasi, Obianuju Emmanuela | Ani, Ukamaka Teresa "Employee Resourcing and Service Delivery in Selected Ministries in Enugu State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25297.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/25297/employee-resourcing-and-service-delivery-in-selected-ministries-in-enugu-state/ofodeme-eugenia-amaka
Effects of Business Training Needs Analysis on Competencies of Trainees: The ...iosrjce
Human resource development practitioners have employed systematic training cycle approach to
build competencies of the business trainees over the years. In this approach training needs analysis forms the
principle components of the training as it strengthens foundation for the effective delivery of training
programmes. In Marsabit Central and South Districts of Marsabit County, Kenya, business training providers
have tried applying training needs analysis in their training programmes with mixed levels of successes and
failures. Consequently this study was carried out to establish the effects of training needs analysis on the
competencies of business trainees in the study areas. Using descriptive survey design and simple random
sampling techniques, 345 trainees and 81 trainers were surveyed. The study established that at 95% level of
confidence, target group analysis (p=0.000), man analysis (p=0.002) and ad hoc analysis (p=0.000) had
significant effects on the competencies of the business trainees. However, operational analysis (p=0.720) and
community analysis (p=0.945) did not have significant effects on the competencies of the business trainees in
the study areas. The study therefore recommends that business training providers should enhance use of target
group analysis, man analysis and ad hoc training needs analysis techniques. Further studies are also
recommended to establish why the operational and target community analysis did not have effect on the
competencies of the business trainees in the study areas.
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
A Study on Impact of Training Facilities and Training Effectiveness with refe...syamala devi
This study examines the relationship between training facilities and training effectiveness at Amara Raja Batteries Limited in Tirupathi, India. The study collected primary data through questionnaires distributed to 60 employees, with 55 returned. The objectives were to understand the impact of training facilities on effectiveness, employee involvement in training programs, and the methods and frequencies of training. A review of literature found that training facilities are an important factor influencing training effectiveness. The results revealed a significant relationship between training facilities and effectiveness. The study aims to help organizations understand how to improve training outcomes by focusing on facility-related factors.
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Importance of Skill development and Training Sampledissertationprime
This summary provides an overview of the key points from the document in 3 sentences:
Training and skills development are important for improving employee and organizational performance according to the literature. It enhances self-efficacy, motivation, knowledge and skills, which leads to higher quality services, customer satisfaction, and financial benefits. The literature establishes that training is crucial for efficient human resource management, corporate reputation, and long-term organizational sustainability in competitive environments.
This document provides an introduction to small and medium enterprises (SMEs) in India. It discusses that SMEs make up over 90% of enterprises in most developing countries and contribute significantly to GDP, manufacturing output, exports and employment. In India, SMEs account for 39% of manufacturing output and 33% of exports. The document then defines SMEs according to the Indian MSMED Act of 2006, setting investment limits for micro, small and medium enterprises in the manufacturing and services sectors. It notes that while SMEs are important for growth and employment, they face several challenges in competing against large domestic and global firms. The introduction provides context on the historical development and government support for SMEs in India.
This document discusses talent management practices in the manufacturing industry. It begins with an introduction to talent management and its importance. It then discusses some key aspects of talent management in manufacturing such as identifying competency requirements, skills gaps, and development plans. It notes that talent management is crucial in manufacturing due to training investments. It also highlights challenges manufacturing faces in attracting and retaining talent due to perceptions of the industry and competition for skills. The document then analyzes factors like advancing technology and demographic changes that are exacerbating skills gaps in manufacturing and increasing needs for continuous learning. It concludes by emphasizing the importance of talent strategies for manufacturers to address these challenges and future talent needs.
This document outlines the objectives, methodology, and background context of a study on analyzing TVET and its contribution to job creation in The Gambia. The study aims to evaluate TVET services and labor market needs, review TVET policies, and analyze public attitudes towards TVET. A nationwide survey was conducted interviewing over 3,000 youths, parents, and other stakeholders to understand opportunities and challenges with TVET and inform recommendations.
Better linking people to jobs through responsive employment services: Case of...OECD CFE
Presentation by Somean Kuoch, Deputy Director General of the
National Employment Agency, Cambodia, at the 9th OECD Southeast Asian Regional Policy Network on Education and Skills 11-12 October 2017, Ha Noi, Viet Nam.
More information: http://www.oecd.org/employment/leed/employmentesssa.htm
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
The document discusses employee motivation and job performance in selected construction companies in Rivers State. It aims to examine the relationship between employee motivation as the independent variable and job performance as the dependent variable. A descriptive research design was used to collect primary and secondary data through questionnaires distributed to 100 employees of selected construction companies, of which 90 were returned. The data was analyzed using t-tests and Cronbach's alpha to test three hypotheses on the relationship between employee motivation and job performance. Key findings included a positive relationship between conducive work environment, recognition, and promotion on employee motivation and job performance. The study recommends that construction companies improve their work environment, recognition programs, and promotion policies to boost employee motivation and job performance.
Significance of the training on enhancing effectiveness of communication skiIAEME Publication
This document summarizes a study on the significance of training in enhancing communication skills in the IT industry. The study found that most employees in the IT sector have received little training, with 40% attending only one training program. Those trainings focused on technical skills like networking rather than communication. However, effective communication is important for client satisfaction in the IT field. The study concluded that training is needed to develop employees' communication abilities and adapt them to changes in business environments. Providing such training could improve job performance and benefit both employees and organizations.
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.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
The document discusses the role of training on employee performance and organizational effectiveness. It analyzes data collected through questionnaires from 223 employees of public sector organizations in Ethiopia. The results show that:
1) Training design and delivery styles have an effect on employee performance. However, needs assessments and designing training based on job requirements are lacking.
2) Training design positively impacts overall organizational performance, but emphasis is given to on-the-job rather than off-the-job training.
3) Major challenges to training programs are lack of training materials, budgets, and needs assessments. Improving needs assessments and designing training based on job needs could increase individual and organizational performance.
Training and development play a critical role in improving employee performance and motivation. The document discusses several key aspects of effective training programs, including:
1. Training helps employees gain the necessary knowledge and skills to meet changing job demands and technological innovations. It allows organizations to develop their workforce as a valuable asset or "human capital".
2. Studies show training positively impacts business results when implemented as part of a combined human resources strategy. However, few studies isolate the specific effects of training programs.
3. Effective training considers both technical/task-related skills as well as soft skills development. Trainers must understand trainees' backgrounds and organizational culture to facilitate knowledge transfer back to the workplace.
Making employee training and development a tool for efficiency and effectiven...Alexander Decker
This document discusses employee training and development in Ghanaian universities. It begins by defining training and development, noting that training focuses on acquiring specific skills for a job, while development focuses on future career growth. The document then outlines some benefits of training and development, including improved employee performance, productivity and efficiency, higher staff retention which reduces costs, and internal promotion opportunities. It concludes by recommending that Ghanaian university management make training and development continuous to maintain and improve employee skills and motivate professional growth.
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.
The document discusses the importance and objectives of training and development programs in organizations. It states that training ensures structured learning and behavioral changes to improve organizational efficiency and effectiveness. As technologies and markets change rapidly, companies must invest more in training employees to develop new skills. The objectives of training are to enhance employee skills, adapt to changes, and improve performance. Training is necessary to update knowledge, encourage growth, and maximize resource utilization for organizations and individuals.
The document discusses the challenges and opportunities that the ASEAN Economic Community (AEC) presents for HR practices in Indonesia. Some key points:
1) The AEC aims to create a single market by 2020, expediting integration to 2015, which allows free flow of capital and skilled labor. This poses threats to current HR practices in Indonesia and challenges HR practitioners to stabilize practices.
2) HR departments will be affected by AEC and free flow of labor. Practitioners must ensure stability in areas like employee satisfaction, turnover, and engagement.
3) Possible affected HR areas include managing the workforce amid increased mobility, cultural diversity with foreign investment/expatriates, and developing skills for a integrated market.
Many organizations and institutions are struggling to survive in a business and market environment
which is volatile and fierce, and thus they are doing everything within their means in their quest to keep the
motivation levels of their staff high and to ensure an increase in their competitiveness and an improvement in
performance. Several studies indicate that improved employee performance gives organizations an age over and
above the others in the same business
Employee Resourcing and Service Delivery in Selected Ministries in Enugu Stateijtsrd
This study investigated employee resourcing and service delivery in selected ministries in Enugu State. The study specifically examined the effect of core activities of employee resourcing ER which was decomposed into Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward to ascertain their effect on employees' service delivery in Enugu State using an econometric regression model of the ordinary least square. Findings revealed that Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward significantly influence employees' service delivery in Enugu State. Based on the findings the study recommends that Enugu State Civil Service should adhere strictly to the procedure of personnel recruitment and also vigorously follow the core activities of employee resourcing ER in the recruitment and retention process to ensure quality service delivery in the state. Ofodeme, Eugenia Amaka | Agbasi, Obianuju Emmanuela | Ani, Ukamaka Teresa "Employee Resourcing and Service Delivery in Selected Ministries in Enugu State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25297.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/25297/employee-resourcing-and-service-delivery-in-selected-ministries-in-enugu-state/ofodeme-eugenia-amaka
Effects of Business Training Needs Analysis on Competencies of Trainees: The ...iosrjce
Human resource development practitioners have employed systematic training cycle approach to
build competencies of the business trainees over the years. In this approach training needs analysis forms the
principle components of the training as it strengthens foundation for the effective delivery of training
programmes. In Marsabit Central and South Districts of Marsabit County, Kenya, business training providers
have tried applying training needs analysis in their training programmes with mixed levels of successes and
failures. Consequently this study was carried out to establish the effects of training needs analysis on the
competencies of business trainees in the study areas. Using descriptive survey design and simple random
sampling techniques, 345 trainees and 81 trainers were surveyed. The study established that at 95% level of
confidence, target group analysis (p=0.000), man analysis (p=0.002) and ad hoc analysis (p=0.000) had
significant effects on the competencies of the business trainees. However, operational analysis (p=0.720) and
community analysis (p=0.945) did not have significant effects on the competencies of the business trainees in
the study areas. The study therefore recommends that business training providers should enhance use of target
group analysis, man analysis and ad hoc training needs analysis techniques. Further studies are also
recommended to establish why the operational and target community analysis did not have effect on the
competencies of the business trainees in the study areas.
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
A Study on Impact of Training Facilities and Training Effectiveness with refe...syamala devi
This study examines the relationship between training facilities and training effectiveness at Amara Raja Batteries Limited in Tirupathi, India. The study collected primary data through questionnaires distributed to 60 employees, with 55 returned. The objectives were to understand the impact of training facilities on effectiveness, employee involvement in training programs, and the methods and frequencies of training. A review of literature found that training facilities are an important factor influencing training effectiveness. The results revealed a significant relationship between training facilities and effectiveness. The study aims to help organizations understand how to improve training outcomes by focusing on facility-related factors.
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
Importance of Skill development and Training Sampledissertationprime
This summary provides an overview of the key points from the document in 3 sentences:
Training and skills development are important for improving employee and organizational performance according to the literature. It enhances self-efficacy, motivation, knowledge and skills, which leads to higher quality services, customer satisfaction, and financial benefits. The literature establishes that training is crucial for efficient human resource management, corporate reputation, and long-term organizational sustainability in competitive environments.
This document provides an introduction to small and medium enterprises (SMEs) in India. It discusses that SMEs make up over 90% of enterprises in most developing countries and contribute significantly to GDP, manufacturing output, exports and employment. In India, SMEs account for 39% of manufacturing output and 33% of exports. The document then defines SMEs according to the Indian MSMED Act of 2006, setting investment limits for micro, small and medium enterprises in the manufacturing and services sectors. It notes that while SMEs are important for growth and employment, they face several challenges in competing against large domestic and global firms. The introduction provides context on the historical development and government support for SMEs in India.
This document discusses talent management practices in the manufacturing industry. It begins with an introduction to talent management and its importance. It then discusses some key aspects of talent management in manufacturing such as identifying competency requirements, skills gaps, and development plans. It notes that talent management is crucial in manufacturing due to training investments. It also highlights challenges manufacturing faces in attracting and retaining talent due to perceptions of the industry and competition for skills. The document then analyzes factors like advancing technology and demographic changes that are exacerbating skills gaps in manufacturing and increasing needs for continuous learning. It concludes by emphasizing the importance of talent strategies for manufacturers to address these challenges and future talent needs.
This document outlines the objectives, methodology, and background context of a study on analyzing TVET and its contribution to job creation in The Gambia. The study aims to evaluate TVET services and labor market needs, review TVET policies, and analyze public attitudes towards TVET. A nationwide survey was conducted interviewing over 3,000 youths, parents, and other stakeholders to understand opportunities and challenges with TVET and inform recommendations.
Better linking people to jobs through responsive employment services: Case of...OECD CFE
Presentation by Somean Kuoch, Deputy Director General of the
National Employment Agency, Cambodia, at the 9th OECD Southeast Asian Regional Policy Network on Education and Skills 11-12 October 2017, Ha Noi, Viet Nam.
More information: http://www.oecd.org/employment/leed/employmentesssa.htm
Better linking people to jobs through responsive employment services: Case of...OECD CFE
Presentation by Somean Kuoch, Deputy Director General of
National Employment Agency, Cambodia, at the 9th OECD Southeast Asian Regional Policy Network on Education and Skills 11-12 October 2017, Ha Noi, Viet Nam.
More information: http://www.oecd.org/employment/leed/employmentesssa.htm
Improving the business environment is one of the key strategies to promote local and regional
economic development. However, which factors affect the business environment of the provinces is still
controversial. Using survey data from 400 investors and managers and a multivariate regression analysis
method, this study has identified the factors affecting the business environment of Hai Phong province. The
analysis results show that there are 09 factors affecting the business environment of Hai Phong City, including
entry costs, land access and tenure, transparent, informal charges, time cost, pro-activeness, business support
services, labor training and legal institutions. In
Human Resource Training and Employee Performances in Enugu State, Nigeriaiosrjce
This research examined human resource development, employee Performances and training (HRTD)
in Enugu State Public Service with a focus on five ministries. Its relevance was based on the importance of
human resource training and development towards employee’s effective and efficient performances. This is with
the view that in Enugu State, the government set four (4) Point Agenda and Economic Programmes (EN: Vision
4:2020) which has to be achieved through the efforts of Employees in Ministries, Departments and Agencies
(MDAs). The rationale for this research was also based on the fact that HRTD has lot of effect/implication on
employee job performance for which its lack can be very devastating on organizations (MDAs) total
productivity. Summarily “a nation’s greatest asset is its Human Resource’’. Total population of the various
MDAs used for the survey was 780, while 264 was the sample size and questionnaires were distributed to the
264 sample in the study area. Two hundred and fifty (250) questionnaires were collected back and analyzed.
The data was presented in tabular form under frequencies and percentages were adopted as statistical tool, also
both secondary and primary data were utilized for analysis. The data analyzed revealed that human resource
development and training programme exists in Enugu State Public Service and Employees performances are
positively affected by these HRTD. That is to say there is an effect on employee job performance. Also that these
HRTD programmes available for employees job enhancement has also improved ministerial output, thereby,
enabling the state government to achieve their set economic and social objectives.
Assessment of Local Governance and Development Performance in IndonesiaDr. Astia Dendi
This document summarizes the current models, challenges, and future perspectives of assessing local governance and development performance in Indonesia. It discusses Indonesia's decentralization efforts and development goals, outlines the structure and issues with its existing performance measurement system, and recommends strengthening political commitment, inter-agency collaboration, and capacity building to design a more effective and systematic approach.
An Analysis On The Persuasive Elements In The Malaysian Public Universities ...Miranda Anderson
This document analyzes the persuasive elements used in digital promotional materials of Malaysian public universities. It discusses how universities use promotional materials like websites to attract prospective students and influence their decision to enroll. The study aims to examine how 20 Malaysian public universities combine textual and visual elements in their digital promotions to achieve persuasion. It will use metadiscourse analysis to identify persuasive themes. The results could provide recommendations to improve university websites and attract more student enrollment.
Information Technology And Service ManagementJennifer Perry
The document discusses facilities management in the service industry, focusing on how process analysis and design theories can help hotels create efficient and effective processes for managing accommodations and facilities. Key concepts like process, efficiency, and effectiveness are evaluated, and various methods for process analysis and design are critically examined to show how they could be incorporated by hotels.
My Voice is a platform for improving public services
through citizen feedback. It is comprised of two mutually
reinforcing components: a technology platform and a
programmatic model for engaging governments and
service providers. Together, they enable My Voice to
collect, manage, and analyze citizen feedback for greater
government accountability.
Meet Reboot at this year's IAD Summit in Abuja www.extensia-events.com
Effectiveness of the Public Financial Management Assessment Tool or (PFMAT) i...IJAEMSJORNAL
In both theoretical and practical areas, the issue of public sector management and the use of public finances is highly critical. The management of public finances is vital if public services, like local government, are to operate smoothly and effectively. If public financial management is such a vital element in a country's growth, it is crucial to know, quantify and develop the factors leading to poor public financial management. This descriptive research interest is on the effectiveness of the public financial management assessment tool or PFMAT for local government units. The chosen subject of the study is the Municipality of Talavera, Nueva Ecija, and the focus is on the results of the PFMAT report of the municipality for the covered fiscal years 2014-2016 and 2016-2018. The study revealed that the PFMAT is a standard tool that states the weak areas of the public financial performance of LGU-Talavera, thus paving the way for improved services for the residents of the municipality. LGU-Talavera has gradually improved its public financial performance in 2014-2018. PFMAT is therefore an effective tool for evaluating public finances to strengthen the town's financial capability, thereby enhancing the overall performance of the LGU.
The Challenges of Human Resource Development in Sudanese Civil Serviceinventionjournals
This document summarizes a study on the challenges of human resource development in the Sudanese civil service. The study found that the majority of respondents were dissatisfied with the training situation in their organizations due to issues like bias in training opportunities, inadequate allowances, lack of needs identification, and lack of performance monitoring. Respondents' satisfaction also differed according to their gender, age, education level, work sector, job category, and state of work. The findings revealed relationships between nepotism, favorism, wrongful employment, and understanding job responsibilities, which can lead to lower job satisfaction. The civil service faces challenges like a lack of HR development policy, inadequate salaries, delayed promotions, bureaucracy, poor information systems, and lack
This document summarizes a study that examined the effects of Integrated Financial Management Information System (IFMIS) on financial reporting effectiveness of district local governments in Uganda. Some key findings of the study include:
1) IFMIS was found to positively affect and improve financial reporting effectiveness in Ugandan district governments by ensuring consistency, accuracy, timeliness, transparency and relevancy of reports.
2) IFMIS supports effective budget preparation, transaction processing and financial report preparation, thereby fulfilling the objective of improving financial accountability through prompt reporting.
3) The study found IFMIS improves financial reporting effectiveness through realistic budgeting based on available resources, integration of departmental budgets, ranking of financial priorities, and easy tracking of
Financial inclusion and women investment in low income countries.pptxDorcasPAGAL
Présentation d'un Projet pour appel à financement à une conférence internationale organisée par le Patnership for Economic Policy. Ce projet fait aujourd'hui l'objet d'unn travail d'article qui sera soumis dans une revue à Comité d'auteur
April Wilcox has over 10 years of experience developing and administering supported employment programs for people with disabilities. She has held several roles including employment program supervisor and coordinator of employment services where she grew programs, developed partnerships, and supervised staff. Her experience also includes case management, conducting assessments, writing service plans, and determining eligibility for services. She holds a Master's degree in Human Service Administration and certificates in supported employment, teambuilding, and benefits advising.
Enhancing workforce excellence in the public serviceWahono Syahida
This document discusses the importance of developing an excellent public service workforce in Malaysia. It argues that human capital development is crucial for organizational success and national competitiveness. A skilled and knowledgeable workforce is needed to efficiently implement national development plans like the 9th Malaysia Plan and deliver high quality public services. The document outlines how investing in developing the competencies, culture and information systems of the public service can lead to improved operational performance, value creation for citizens, and ultimately the nation's economic performance and competitiveness. Sustained excellence of the public workforce requires ongoing leadership focus on human capital development and enabling systems.
A National System for Lifelong Guidance - Belfast 231014Deirdre Hughes
The purpose of this presentation was to introduce the building blocks of a national system of lifelong guidance and to explore the structures needed to develop and or strengthen careers education and guidance policy systems and evidence-based practice.
Similar to Benefits of Performance Monitoring and Evaluation in Public Service Institutions (20)
STUDY ON THE DEVELOPMENT STRATEGY OF HUZHOU TOURISMAJHSSR Journal
ABSTRACT: Huzhou has rich tourism resources, as early as a considerable development since the reform and
opening up, especially in recent years, Huzhou tourism has ushered in a new period of development
opportunities. At present, Huzhou tourism has become one of the most characteristic tourist cities on the East
China tourism line. With the development of Huzhou City, the tourism industry has been further improved, and
the tourism degree of the whole city has further increased the transformation and upgrading of the tourism
industry. However, the development of tourism in Huzhou City still lags far behind the tourism development of
major cities in East China. This round of research mainly analyzes the current development of tourism in
Huzhou City, on the basis of analyzing the specific situation, pointed out that the current development of
Huzhou tourism problems, and then analyzes these problems one by one, and put forward some specific
solutions, so as to promote the further rapid development of tourism in Huzhou City.
KEYWORDS:Huzhou; Travel; Development
Enhancing Losari Beach Exploration: Augmented Reality for Immersive Visualiza...AJHSSR Journal
ABSTRACT: South Sulawesi, commonly known as Makassar, boasts rich cultural heritage and customs,
making it a prominent destination for tourism. Among its attractions, Losari beach stands out as a focal point for
visitors seeking to explore the city's natural beauty and cultural offerings. In this context, leveraging modern
technology such as augmented reality presents an innovative approach to showcasing Losari beach to potential
tourists. This research endeavors to introduce tourism assets in a more visually captivating manner through the
use of augmented reality. Utilizing software tools like Unity and Adobe Illustrator, the study focuses on creating
an immersive experience where tourists can interact with virtual representations of Losari beach. By simply
pointing their mobile phone cameras at designated markers or using barcode scanners, tourists can access
augmented reality features embedded within the application. The findings of this research aim to provide
valuable information, particularly for foreign tourists, about Losari beach, positioning it as a compelling
destination within South Sulawesi's diverse array of tourist attractions. Through this technological innovation,
the study seeks to enhance the visibility and appeal of Makassar city's tourism offerings on a global scale.
KEYWORDS: Visualizing, Losari Beach, Augmented Reality
DEVELOPMENT STATUS AND COUNTERMEASURES OF TMALL DURING THE COVID-19 EPIDEMICAJHSSR Journal
ABSTRACT:China's e-commerce enterprises have developed rapidly, among which Tmall has become one of
the largest retail shopping websites in China.But in the past year, the Covid-19 epidemic has brought a huge
impact to Chinese e-commerce enterprises, and Tmall is no exception.Therefore, the development status of
Tmall in the new crown epidemic situation was analyzed, and the viewpoint was put forward :Tmall1 stabilized
the situation in the face of the epidemic situation and made a very correct countermeasures.The influence of this
epidemic on Tmall was deeply analyzed, and the conclusion was made: the new crown epidemic is both a
challenge and an opportunity forTmall.
KEYWORDS:Tmall; COVID - 19 outbreak ; The electronic commerce
Factors affecting undergraduate students’ motivation at a university in Tra VinhAJHSSR Journal
ABSTRACT: Motivation plays an important role in foreign language learning process. This study aimed to
investigate student’s motivation patterns towards English language learning at a University in Tra Vinh, and factors
affecting their motivation change toward English language learning of non-English-major students in the semester.
The researcher used semi-structured interview at the first phase of choosing the participants and writing reflection
through the instrument called “My English Learning Motivation History” adapted from Sawyer (2007) to collect
qualitative data within 15 weeks. The participants consisted of nine first year non-English-major students who learning
General English at pre-intermediate level. They were chosen and divided into three groups of three members each
(high motivation group; average motivation group; and low motivation group). The results of the present study
identified six visual motivation patterns of three groups of students with different motivation fluctuation, through the
use of cluster analysis. The study also indicated a diversity of factors affecting students’ motivation involving internal
factors as influencing factors (cognitive, psychology, and emotion) and external factors as social factors (instructor,
peers, family, and learning environment) during English language learning in a period of 15 weeks. The findings of
the study helped teacher understand relationship of motivation change and its influential factors. Furthermore, the
findings also inspired next research about motivation development in learning English process.
KEY WORDS: language learning motivation, motivation change, motivation patterns, influential factors, students’
motivation.
The Impact of Work Stress and Digital Literacy on Employee Performance at PT ...AJHSSR Journal
ABSTRACT :This research aims to analyze the correlation between employee work stress and digital literacy
with employee performance at PT Telkom Akses Area Cirebon, both concurrently and partially. Employing a
quantitative approach, the study's objectives are descriptive and causal, adopting a positivist paradigm with a
deductive approach to theory development and a survey research strategy. Findings reveal that work stress
negatively and significantly impacts employee performance, while digital literacy positively and significantly
affects it. Simultaneously, work stress and digital literacy have a positive and significant influence on employee
performance. It is anticipated that company management will devise workload management strategies to
alleviate work stress and assess the implementation of more efficient digital technology to enhance employee
performance.
KEYWORDS -digital literacy, employee performance,job stress, multiple regression analysis, workload
management
The Settlement of Construction Disputes Through Dispute Councils From the Per...AJHSSR Journal
ABSTRACT:This research differs from the practice of business activity in the construction services industry,
which may lead to construction disputes. The settlement of construction disputes is a consensus based on the
basic principle of debate. If the discussions between the parties do not reach an agreement, the parties may take
measures to resolve the dispute through the dispute council. Because the standard governing the disputes
committee was not fully regulated, they did not comply with the principle of legal certainty. Therefore, further
research was needed to establish a theoretical basis for regulating the disputes committee in settling construction
disputes. This research is a standard legal research using a legal regulatory, conceptual, and comparative
approach. The research results show that the ideal concept of resolving construction disputes through a dispute
council based on the value of legal certainty is to establish that the position of the dispute council is a special
court that has the authority to resolve construction disputes under construction services agreements. To realize
the position of the Court of Disputation as a special court, it must be based on the creation of philosophical
values, the creationof legislative regulations, and the creation of the institutional structure of the Court of
Disputation.
KEYWORDS-Construction Disputes, Dispute Council, Special Court
VALUES OF ORAL LITERATURE IN THE SOCIETY: A STUDY OF FOLKTALES OFOGBA IN RIVE...AJHSSR Journal
ABSTRACT : Oral literature is a creative work of art that portends high merit and has the creative use of
imagination in preliterate societies. It adopts the genres of literature: drama, prose and poetry in the oral milieu,
using performance as its hallmark. It thrives on the use of oral data because of its orality. This paper focuses on
the moral values or oral literature in the society using Ogba as a spring board. The study was carried out in
communities ofOgba. The population of the study consists of ten towns and village, in Ogba. The theoretical
framework used is Dell Hyme’s ethno-poetics because the works of oral literature relate to the society. This
paper concludes that oral literature serves to against all odds; communicate ideas, emotions, beliefs and
appreciation of life. The folktales in Ogba for instance, serve similar purpose through their
rendition/performance. Through the stories, the younger generation in Ogba society is familiarised with the
customs, traditions, and rituals prevalent in the society. This paper therefore recommends the use of oral
literature in all its genres to inculcate moral values and lessons to the teenagers and youths. Against this
background, Ogba (African) themselves must cease to regard oral literature as primitive and fetish.
KEYWORDS: Values, Oral Literature, Society, Ogba, Folktales
Pormalistikong Pagdalumat sa mga Tula ni Ron CanimoAJHSSR Journal
ABSTRACT: Nilayon ng pag-aaral na ito na masuri ang dalawampung (20) tula ni Ron Canimo gamit ang
pormalistikong dulog batay sa mga sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at
Simbolismo, (c) Imahen, (d) Tema, at (e) Diksiyon. Layunin din nitong mataya ang antas ng pagtanggap ng
ginawang pagsusuri gamit ang nabuong instrumento sa pagtataya nito. Sinunod dito ang Input-Process-Output
na balangkas ng pag-aaral at ginamitan ng kwantitatib-deskriptib-ebalwatib na pamamaraan. Sa pamamagitan
ng talatanungang ibinatay sa ginamit ni Morales (2014) na naimodipika ayon sa kahingian ng kasalukuyang
pag-aaral, tatlong (3) gurong eksperto ang nagsilbing tagataya dito na siyang tumiyak sa kahusayan ng nabuong
pagsusuri ng mananaliksik. Gamit ang Content Analysis, natuklasan na makabagong pamamaraan ang istilo na
ginamit ni Ron Canimo sa pagsulat ng mga tula. Lahat ng kanyang mga tula ay walang sinusunod na sukat at
tugma, may iba‟t ibang tayutay at simbolismong ginamit, magkaibang pandama ang pinagana dahil sa mga
imahe at paglalarawang ginawa, iba‟t ibang uri ng pag-ibig ang tinalakay at gumamit ng pormal, impormal o
kumbersasyonal na wika at makabagong istilo sa pagsulat ng tula. Gamit ang mean at standard deviation,
lumabas na “Mataas” ang antas ng pagtanggap sa kabuuan ng mga gurong eksperto na tumaya sa nabuong
pagsusuri. Lumabas din na “Mataas” ang antas ng kanilang pagtanggap sa nabuong pagsusuri batay sa mga
sumusunod na elemento: (a) Sukat at Tugma, (b) Talinghaga at Simbolismo, (c) Imahen, (d) Tema, at (e)
Diksiyon. Mula sa natayang pagsusuri at kinalabasan ng antas ng pagtanggap dito, naitala ang mga paksa sa
Junior High School Filipino na maaaring lapatan at gamitan ng nabuong pagsusuri.
KEYWORDS: Kumbensyunal, Pagdalumat, Pormalistiko, Ron Canimo, Tula
SCHOOL CULTURE ADAPTATION AMONG INDIGENOUS PEOPLES COLLEGE STUDENTS AT A PRIV...AJHSSR Journal
ABSTRACT: This qualitative study investigates the adaption experiences of indigenous college students at the
University of Mindanao, Matina-main campus. Eight major themes emerged, including difficulties with language
proficiency, online learning, classroom interaction, examination systems, grading procedures, school regulations,
resource accessibility, coping mechanisms, and future goals. Implications include the requirement for targeted
language proficiency and technology use support, an understanding of adaption processes, interventions to
improve resource accessibility, and equitable public administration policies. The study underlines the importance
of adaptation in various educational contexts, as well as the role of educators and legislators in creating inclusive
learning environments.
KEYWORDS: indigenous college students, adaptation, educational challenges, coping strategies
The effect of Institutional Ownership, Sales Growth and Profitability on Tax ...AJHSSR Journal
ABSTRACT: This research aims to test, analyze and obtain empirical evidence about the influence of
institutional ownership, sales growth and profitability on tax avoidance. The object of this research is
manufacturing companies in the consumer goods industry sector listed on the Indonesia Stock Exchange (BEI)
in 2018-2022. This research used quantitative research methods and causal research design. The sampling
technique in this research used non-probability sampling with purposive sampling as the basis for determining
the sample so that a sample of 55 samples was obtained. The data used is secondary data obtained from the
official website of the Indonesia Stock Exchange (BEI) during the 2018-2022 period. The data analysis method
used was multiple linear regression analysis with several tests such as descriptive statistical tests, classical
assumption tests, and hypothesis testing using SPSS version 26 statistical software. The results showed that the
institutional ownership variable has no effect on tax avoidance, while the sales growth and profitability has a
negative and significant effect on tax avoidance.
KEYWORDS: Institutional Ownership, Sales Growth, Profitability, Tax Avoidance
MGA ESTRATEHIYA SA PAGTUTURO KAUGNAY SA PASALITANG PARTISIPASYON NG MGA MAG-A...AJHSSR Journal
ABSTRAK: Ang mga estratehiya sa pagtuturo ay mahalagang kasangkapan sa paghahatid ng mabisang
pagtuturo sa loob ng silid. Tinukoy sa pag-aaral na ito ang antas ng kagustuhan ng mga mag-aaral sa pagsasadula,
pangkatang talakayan at paggawa ng mga koneksyon sa tunay na karanasan sa buhay bilang mga estratehiya sa
pagtuturo ng panitikan sa Filipino at pasalitang partisipasyon ng mga mag-aaral sa Baitang 7 ng Misamis
University Junior High School, Ozamiz City. Ang ginamit na disenyo sa pananaliksik na ito ay deskriptivcorrelational. Ang mga datos sa pag-aaral ay nagmula sa kabuuang populasyon na 120 na mag-aaral at tatlong
mga guro na tagamasid sa pasalitang partisipasyon ng mga mag-aaral. Ang Talatanungan sa Kagamitan sa
Pagtuturo ng Panitikan at Checklist batay sa Obserbasyon sa Pasalita na Partisipasyon ay ang instrumentong
ginamit sa pagkalap ng datos. Mean, standard deviation, Analysis of Variance at Pearson Product-Moment
Correlation Coefficient ang mga ginamit na estatistiko na sangkap. Inihayag sa naging resulta na ang tatlong piling
estratehiya sa pagtuturo ng panitikan sa Filipino ay may pinakamataas na antas ng kagustuhan ng mga mag-aaral.
Ang antas ng pakilahok ng mga mag-aaral sa paggamit ng tatlong estratehiya sa pagtuturo ng panitikan ay
pinakamataas na nagpapahiwatig na aktibong nakilahok ang mga mag-aaral sa mga gawain. Inihayag din na
walang makabuluhang kaibahan sa antas ng kagustuhan ng mga mag-aaral sa mga estratehiya sa pagtuturo ng
panitikan sa Filipino. Ito ay nangahulugan na gustong-gusto ng mga mag-aaral ang pagkakaroon ng mga
estratehiya sa pagtuturo. Walang makabuluhang kaugnayan ang kagustuhan sa mga estratehiya at antas ng
pakikilahok ng mga mag-aaral. Hindi nakaapekto sa kanilang pakikilahok ang anumang estratehiyang ginamit ng
guro.
KEYWORDS : estratehiya, karanasan, pagsasadula, pagtuturo, pangkatang talakayan
The Role of the Instruction of Reading Comprehension Strategies in Enhancing ...AJHSSR Journal
ABSTRACT :Throughout my studies and teaching English in different language centers and higher studies
institutions, I have come to conclude that students consider Reading comprehension as a nightmare that
frightens them and hinders their language acquisition in the Moroccan EFL Context. This may cause them to
develop an internal psychological obstacle that grows as their lack of the necessary instruments or tools to
overcome are not equipped with. They become lost and unaware about or unfamiliar with the necessary reading
comprehension strategies that could help them to face the problem of misunderstanding or non-understanding
of English texts. Respectively, this article which is only one part of my whole study aims at showing the effect
of teaching reading strategies in enhancing the S1 students‟ familiarity with reading strategies and raising their
frequency use. A sample of 283 University students in EFL context have been chosen randomly and have
attended the usual academic reading classes, yet only 76 are subject to this survey. 38 of them constitute the
experimental group who have attended the treatment regularly in one of the language centers and the other 38
participants are chosen randomly from the whole population to constitute the Control group. They all have
Psychosocial Factors and Deviant Behaviors of Children in Conflict with the L...AJHSSR Journal
ABSTRACT:This study aims to determine the relationship between psychosocialfactors and deviant
behaviors among children in conflict with the law (CICL) inDavao Region. The researchers want to discover the
prevalent factors thatdrive these children to their behaviors. Further, the study sought to determinethe
manifestation of psychosocial factors in terms of life satisfaction, emotionalsupport, self-esteem, and personality
traits. The study's data came from N-83children in conflict with the law (CICL) at the Regional Rehabilitation
Center forYouth (RRCY) in Bago Oshiro, Davao City; all respondents are male. This studyused a total
enumeration sampling technique due to the relatively smallpopulation size. The researchers adapted the
Psychosocial surveyquestionnaires by Zabriskie & Ward (2013) and by John and Srivastava (1999)as well as the
Deviant Behavior Variety Scale (DBVS) by Sanches et al. (2016).Through the use of a validated questionnaire,
the mean and standard deviationare determined. The researchers modified this questionnaire and translated itinto
the respondents' mother tongue (Cebuano) for them to comprehend itbetter. The study discovered no significant
relationship between psychosocialfactors and deviant behaviors of children in conflict with the law (CICL) in
theDavao Region
KEYWORDS :Children in Conflict with the Law (CICL), deviant behaviors, psychosocial factors
Entropy: A Join between Science and Mind-SocietyAJHSSR Journal
ABSTRACT: Entropy is join, intersection and interaction between natural science and human mind-society.
We proposed that if internal interactions exist in isolated systems, entropy decrease will be possible for this
system. Management in system is a typical internal interaction within the isolated system. The purpose of
management is to use regulating the internal interactions within the system, and to decrease the increasing
entropy spontaneously. We propose the principle of social civilization and the developing direction is: freedom
of thought, rule of action. Both combinations should be a peaceful revision and improvement of social rules and
laws. Different countries and nations, different religions and beliefs should coexist peacefully and compete
peacefully. The evolution of human society must be coevolution. Its foundation is the evolution of the human
heart and the human nature.
KEYWORDS: entropy, science, society, management, mind, evolution.
A Model of Disaster Resilience Among Colleges and Universities: A Mixed Metho...AJHSSR Journal
ABSTRACT :This research paper aimed to create a comprehensive framework for measuring disaster
resilience in colleges and universities. The study used a mixed method through Exploratory Factor Analysis
(EFA), which involved analyzing data from a survey questionnaire. The questionnaire was developed based on
in-depth interviews with 12 selected participants from the University of Mindanao, as well as relevant literature
and studies. It was reviewed and validated by 10 experts using a method called Content Validity Ratio (CVR).
This questionnaire was then administered to 400 students from 10 different colleges in University of Mindanao.
After conducting the Exploratory Factor Analysis and performing rotations and iterations, the researchers
identified five main constructs that characterize disaster resilience among colleges (1) disaster preparedness, (2)
disaster awareness, (3) community readiness, and (4) disaster management, (5) disaster resilience. The
researchers aimed to create an organization called “Council of College Disaster Volunteers (CCDV)” which
consist of student volunteers. These factors can be used to develop effective management strategies and
strengthen efforts in preventing and managing disasters and accidents.
KEYWORDS:content validity ratio, criminology, disaster resilience, disaster management, exploratory factor
analysis, and Philippines.
Environmental Struggles and Justice Among Lumad Farmers of Davao CityAJHSSR Journal
ABSTRACT : The study described the various environmental struggles experienced among the participants
and their status in accessing justice. The study followed a qualitative multiple-case study approach; the
participants are the Lumad farmers of Marilog, Davao City selected through a Critical sampling method and
aims to present the environmental violations experienced by the Lumad farmers in Davao City and how it
affected their families and sustenance further, their status in accessing justice is also explored. The study
concluded that the most common struggles the participant experience are Illegal logging and improper waste
disposal, which affect their farms, family, health, and income. Their preferred means to accessing justice is
through barangay settlement; the rigors of accessing courts, such as distance, expenses, fear of ruling, and the
hassle of being called to be present in court, are the most prevalent barriers that hinder the lead farmers from
accessing justice or seeking legal action. Nevertheless, the participants believed that the government would help
them in accessing justice.
KEYWORDS :access to justice, criminology,environmental justice, environmental struggles, lumadfarmers
CYBERBULLYING EXPERIENCES OF UNIVERSITY OF MINDANAO CRIMINOLOGY STUDENTSAJHSSR Journal
ABSTRACT:This paper explores the cyberbullying experiences among Criminology students at the
University of Mindanao. A simple random sampling method was used to distribute the study's online
questionnaire to the respondents and to survey the target population. This study has four hundred (400)
respondents, and the respondents are Criminology students at the University of Mindanao. The findings of this
study revealed that the level of cyberbullying experiences is sometimes manifested. On the other hand, the
cyberbullying experiences of the students indicate a moderate level, which indicates that the cyberbullying
experiences of the respondents are sometimes manifested. Also, the computations showed that among the
indicators presented, the highest mean is obtained in the psychological effect, which implies that there is a
significant effect of cyberbullying experiences of the respondents in terms of the Gender level of the
respondents. Therefore, respondents with a low level of cyberbullying experiences tend to have a moderate level
of cyberbullying experience. However, there is no significant effect in terms of age and year level of the
respondents according to the results regarding the psychological, emotional, and physical impact of
cyberbullying.
KEYWORDS :cyberbullying, emotional, experiences, psychological,physical effect, and simple random
sampling method.
A philosophical ontogenetic standpoint on superego role in human mind formationAJHSSR Journal
ABSTRACT: One of the most significant contributions of psychoanalysis to understand the human being is the
elaboration of a model about the mind from a topical and dynamic perspective. Freud explains the mind by the
constitution of the preconscious, conscious, and subconscious. Later, by three dynamic components: the id, the
ego and the superego. Such an organization of the psychic apparatus supposes not only individual elements, but
social influences along the process of hominization. In this paper, we recover the findings of the renowned
anthropologist Lewis Morgan, trying to link some of them to the psychoanalytic theory. Especially highlighting
the importance of superego in Haidt’s social intuitionism.
Keywords: evolutionism, intuitionism, psychoanalysis, Freud, Haidt, Morgan
Improving Workplace Safety Performance in Malaysian SMEs: The Role of Safety ...AJHSSR Journal
ABSTRACT: In the Malaysian context, small and medium enterprises (SMEs) experience a significant
burden of workplace accidents. A consensus among scholars attributes a substantial portion of these incidents to
human factors, particularly unsafe behaviors. This study, conducted in Malaysia's northern region, specifically
targeted Safety and Health/Human Resource professionals within the manufacturing sector of SMEs. We
gathered a robust dataset comprising 107 responses through a meticulously designed self-administered
questionnaire. Employing advanced partial least squares-structural equation modeling (PLS-SEM) techniques
with SmartPLS 3.2.9, we rigorously analyzed the data to scrutinize the intricate relationship between safety
behavior and safety performance. The research findings unequivocally underscore the palpable and
consequential impact of safety behavior variables, namely safety compliance and safety participation, on
improving safety performance indicators such as accidents, injuries, and property damages. These results
strongly validate research hypotheses. Consequently, this study highlights the pivotal significance of cultivating
safety behavior among employees, particularly in resource-constrained SME settings, as an essential step toward
enhancing workplace safety performance.
KEYWORDS :Safety compliance, safety participation, safety performance, SME
Psychological Empowerment and Empathy as Correlates of ForgivenessAJHSSR Journal
ABSTRACT: The study explores Psychological Empowerment and Empathy as Correlates of Forgiveness.
The two variables are regarded to have influence on the decision one makes to forgive another. The study aimed
at examining the relationships between psychological empowerment and forgiveness, empathy and forgiveness
and to identify which one of the two,Psychological Empowerment or Empathy, is the more powerful predictor of
forgiveness. The study took a survey design with a sample of 350 drawn from a population of university students
using a self-administered questionnaire with four sections: Personal information, Psychological empowerment
scale, Toronto Empathy questionnaire, and the Heartland Forgiveness Scale (HFS). Data analysis employed
Pearson’s product moment correlation and regression analysis to test hypotheses. The results show significant
relationships between psychological empowerment and forgiveness as well as empathy and forgiveness.
Empathy was found to be the more powerful predictor of forgiveness.
KEY WORDS: Psychological empowerment, empathy, forgiveness
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This presentation was provided by Steph Pollock of The American Psychological Association’s Journals Program, and Damita Snow, of The American Society of Civil Engineers (ASCE), for the initial session of NISO's 2024 Training Series "DEIA in the Scholarly Landscape." Session One: 'Setting Expectations: a DEIA Primer,' was held June 6, 2024.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
How to Manage Your Lost Opportunities in Odoo 17 CRM
Benefits of Performance Monitoring and Evaluation in Public Service Institutions
1. American Journal of Humanities and Social Sciences Research (AJHSSR) 2018
A J H S S R J o u r n a l P a g e | 90
American Journal of Humanities and Social Sciences Research (AJHSSR)
e-ISSN :2378-703X
Volume-02, Issue-07, pp-90-97
www.ajhssr.com
Research Paper Open Access
Benefits of Performance Monitoring and Evaluation in Public
Service Institutions
Yohannes Worku* and Mammo Muchie
Faculty of Mangement Sciences Tshwane University of Technology
159 Nana Sita Street, Pretoria 0001, South Africa
ABSTRACT: The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
KEYWORDS: City of Tshwane, Performance monitoring, Skills-based training, Odds ratio
I. INTRODUCTION AND BACKGROUND TO STUDY
The City of Tshwane is home to the seat of the South African Government and Pretoria. The quality of
municipal services provided to residents, business enterprises and other stakeholders are known to affect
viability in business enterprises. Several researchers have conducted surveys in the past decade with a view to
identify obstacles that undermine the quality of municipal services delivered by employees of the City of
Tshwane. In this regard, developmental challenges that stifle profitability in start-up enterprises have been
reported by Seeletse (2012), Bezuidenhout & Nenungwi (2012), Booysens (2011), Brownson (2014), Marivate
(2014), Worku (2015) and Khale (2015). The authors have reported that small, micro and medium-sized
enterprises (SMMEs) often fail due to poor or inadequate municipal services, over-regulation, unnecessary
bureaucratic procedures, lack of transparency, lack of good governance, lack of efficiency in the administration
and management of license applications, inability to assess and evaluate tax, lack of entrepreneurial skills, lack
of accounting and auditing and bookkeeping skills, inability to draw up business plans, inability to make oral
presentations, inability to network with business rivals and competitors, difficulty in securing loans from
commercial banks and micro-lending financial institutions and lack of infrastructure.
The study was conducted in order to assess the potential benefits of tailor-made skills based training
programmes to improved performance among employees working in the City of Tshwane. The study was
conducted by using a combination of quantitative and qualitative methods of data collection and analyses. A
review of the literature shows that there is a significant relationship between providing tailor-made skills based
training programmes to employees and improved performance to clients and stakeholders. The City of Tshwane
(Khale, 2015) has received qualified audit reports from the Auditor-General in the past several years due to
factors that are known to affect service quality in local governments and municipalities.
Studies conducted by Khale (2015) and Marivate (2014) have shown that the quality of municipal services
provided to customers, ratepayers and newly established small enterprises is a key predictor of sustained growth
and economic development. According to Seeletse (2012) and Henrekson (2014), there is a statistically
significant association between the perception held by residents about service quality and overall economic
growth and development in the major metropolitan cities of South Africa. The study by Horn (2010) has shown
that it is impossible to alleviate unemployment and poverty among the urban population without improving the
quality of essential municipal services. Shree and Urban (2012) have found that the rate at which small
enterprises grow depends upon the quality of municipal services that are provided routinely.
2. American Journal of Humanities and Social Sciences Research (AJHSSR) 2018
A J H S S R J o u r n a l P a g e | 91
Findings from the study are vital for improving the quality of essential municipal services that are routinely
provided to residents, businesses, clients, stakeholders and the general public. The results are vital for
developing training and development plans for the City of Tshwane for improving the current quality of
municipal service delivery. The study will propose feasible remedial actions for addressing issues such as poor
performance and poor service delivery.
Objectives of study
The research study aims to achieve the following objectives:
To identify and quantify key predictors of satisfactory municipal service delivery by employees of the City
of Tshwane; and
To assess the degree to which a comprehensive monitoring and evaluation programme could be used for
performance monitoring and evaluation;
Research problem
Studies conducted by Seeletse (2012), Bezuidenhout & Nenungwi (2012), Booysens (2011), Brownson
(2014), Marivate (2014), Worku (2015) and Khale (2015) have shown that the quality of essential municipal
services provided by employees of the City of Tshwane depends upon socioeconomic factors such as level of
education, the provision of skills-based and tailor-made training programmes to employees and the
implementation of a comprehensive monitoring and evaluation programme to employees. Khale (2015) has
reported that small, micro and medium-sized enterprises (SMMEs) often fail due to poor or inadequate
municipal services, over-regulation, unnecessary bureaucratic procedures, lack of transparency, lack of good
governance, lack of efficiency in the administration and management of license applications, inability to assess
and evaluate tax, lack of entrepreneurial skills, lack of accounting and auditing and bookkeeping skills, inability
to draw up business plans, inability to make oral presentations, inability to network with business rivals and
competitors, difficulty in securing loans from commercial banks and micro-lending financial institutions and
lack of infrastructure. The study aims to assess the degree to which skills based and tailor-made training
programmes are helpful in ensuring satisfactory and efficient service delivery by employees of the City of
Tshwane.
II. LITERATURE REVIEW
The contribution made by small, micro and medium-sized enterprises (SMMEs) to the national economy has
been acknowledged by the South African Chamber of Commerce and Industry (2016). According to the report,
about 20% of all units exported by South Africa are produced by small and medium-sized enterprises. Although
it is generally accepted that growing the SMME sector of the economy is vital for the alleviation of poverty and
unemployment, the support provided to the sector since April 1994 has been grossly inadequate (Marivate,
2014). The South African SMME sector is characterized by lack of entrepreneurial skills (Edoho, 2015; Worku,
2014; Seeletse, 2012; Asah, Fatoki & Rungani, 2015), over-regulation (Shree and Urban, 2012), too much
bureaucracy (Henrekson, 2014), difficulty in securing loans (Brownson, 2014) and poor municipal services
(Khale, 2015).
The annual report issued by the South African Chamber of Commerce and Industry (2016) for the financial
year 2014/2015 has confirmed that problems of over-regulation and lack of good governance stifle growth and
sustained profitability in start-up enterprises. Asah, Fatoki and Rungani (2015) have reported that lack of basic
entrepreneurial skills, difficulty in securing loans, cumbersome bureaucracy and corruption hinder profitability
in the SMME sector. Edoho (2015) has argued that it is essential to provide tailor-made skills based training
opportunities to aspiring entrepreneurs as a means of addressing the critical shortage of business and
entrepreneurial skills among black Africans. Reports published by Khale (2015) and Marivate (2014) have
shown that poor service delivery by local governments and municipalities as well as lack of adherence to good
governance principles stifle sustained development in SMMEs.
According to Henrekson (2014), Ladzani and Netswera (2009), Seeletse (2012), Marivate (2014), Brownson
(2014), Shree and Urban (2012), Booysens (2011), Bezuidenhout and Nenungwi (2012), Asah, Fatoki and
Rungani (2012), Edoho (2015) and Worku (2014), the task of addressing the underlying causes of failure in
start-up enterprises operating in various parts of South Africa requires policy-related intervention.
Mafunisa (2004) and Snyman & Vorster (2011) have reported that skills based training programmes are
essential for improving service quality standards in areas such as water and lights, road maintenance, finance,
tax collection and waste management. According to Phago (2009) and McNamara (2008), the training of
employees must be aligned to key performance areas and indicators. Such a goal could only be achieved by
assessing the training needs of employees. In this regard, Sanderson (2011) has proposed a guideline that could
be used for aligning the training needs of employees with key performance areas. The author has pointed out
that performance monitoring and evaluation should be used as a tool for aligning the training needs of
employees with key performance areas of employees.
3. American Journal of Humanities and Social Sciences Research (AJHSSR) 2018
A J H S S R J o u r n a l P a g e | 92
The City of Tshwane is home to a large number of businesses and government departments. The City of
Tshwane has been operating as a metropolitan municipality since 2000. It is located in Gauteng Province and
includes Pretoria (Breetzke and Horn 2006). In 2008, the municipality merged with Metsweding, Cullinan and
Bronkhorstspruit forming the single-largest metropolitan municipality in Southern Africa. It comprises 7
regions, 105 wards, 210 councillors and residents estimated at 2.5 million (Phago 2009; Horn 2010; Snyman
and Vorster 2011; Aigbavboa and Thwala 2013). Because of its size and composition, it is classified as
Category A Grade 6 Urban Municipality under the Municipal Demarcation Board in terms of Section 4 of Local
Government Municipal Structures Act, 1998 (Act 117 of 1998). Its management comprises an executive
mayoral system (Phago 2009; Horn 2010; Snyman and Vorster 2011; Aigbavboa and Thwala 2013).
The formation of the new City of Tshwane was consistent with the Gauteng Global City Region Strategy
aimed at reducing the number of municipalities in the province and instituting new structures by 2016. In line
with the new structures, the Mayoral Executive System combines with a ward participatory system along with
Section 2(g) of the Determination of Types of Municipality Act, 2000 (Act 1 of 2000). These change processes
were geared towards local government transformation and aimed at enhancing the performance of employees in
their positions of providing service delivery (Diedericks and Joubert 2006; Horn 2010). In fact, the Constitution
of the Republic of South Africa (1996) states that municipalities must structure and manage their administration,
budgeting, and planning processes in such a manner as to prioritise the provision of essential needs of
communities and promote social and economic development.
The efficient provision of services remains a priority as stated in the municipalities’ charter. Yet,
municipalities in South Africa are constantly faced with challenges of how best to advance the status quo
(Cameron and Sewell 2003; Cameron 2005; De Waal and Gerritsen-Medema 2006; Diedericks and Joubert
2006; Aigbavboa and Thwala 2013). Government and such bodies as South African Local Government
Association (SALGA) instituted a number of changes for stepping up the efficient provision of services.
Notwithstanding those change processes and prioritisation, municipalities particularly City of Tshwane continue
to encounter challenges relating to improving service delivery in their areas of jurisdiction (Nel and Rogerson
2005; Phago 2009). Thus, employees’ performance in municipalities is under close scrutiny.
The potential benefits of skills based training opportunities to employees of large municipalities such as the
City of Tshwane have been shown in studies conducted by Seeletse (2012), Bezuidenhout & Nenungwi (2012),
Booysens (2011), Brownson (2014), Marivate (2014), Worku (2015) and Khale (2015). The authors have
reported that small, micro and medium-sized enterprises (SMMEs) often fail due to poor or inadequate
municipal services, over-regulation, unnecessary bureaucratic procedures, lack of transparency, lack of good
governance, lack of efficiency in the administration and management of license applications, inability to assess
and evaluate tax, lack of entrepreneurial skills, lack of accounting and auditing and bookkeeping skills, inability
to draw up business plans, inability to make oral presentations, inability to network with business rivals and
competitors, difficulty in securing loans from commercial banks and micro-lending financial institutions and
lack of infrastructure.
III. METHODS AND MATERIALS OF STUDY
The design of study was cross-sectional and descriptive. Data was collected from 181 employees of the City
of Tshwane by using a structured questionnaire of study. Purposive sampling was used for selecting eligible
respondents working for the City of Tshwane in various Departments. Quantitative data analyses were
performed by using frequency tables, cross-tab analyses, factor analysis (Hair, Black, Babin & Anderson, 2010)
and logit analysis (Hosmer & Lemeshow, 2013).
Results of study
Table 1 shows the general characteristics of the 188 respondents who took part in the study. The table shows
that 49% of respondents have had past training opportunities. The percentage of employees with satisfactory
performance was equal to 52%. It can be seen from the table that 60% of respondents have matric level
academic qualifications. The percentage of respondents with degree level qualifications is only 14%. The table
shows that 60% of residents rent property. The table shows that 61% of respondents earn salaries of 10, 000
Rand or less. It can be seen from the table that respondents who took part in the study are characterized by low
level of skills, low level of formal education, and lack of expertise in areas that require advanced operational
competence in municipal service delivery.
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Table 1: General characteristics of respondents (n=188)
Characteristics of respondents Frequency and percentage
Past training opportunity Yes: 98 (52%)
No: 90 (48%)
Performance in most recent quarter Adequate: 68 (52%)
Inadequate: 63 (48%)
Job satisfaction Satisfied: 79 (60%)
Not satisfied: 52 (40%)
Highest level of education Matric or below: 71 (54%)
Certificate or diploma: 30 (23%)
Bachelor’s degree: 22 (17%)
Master’s degree: 4 (3%)
Doctorate or more: 4 (3%)
Gender Male: 68 (52%)
Female: 63 (48%)
Age category 20 years or less: 4 (3%)
21 to 30 years: 33 (25%)
31 to 40 years: 49 (37%)
41 to 50 years: 35 (27%)
51 years or more: 10 (8%)
Duration of service Less than 5 years: 16 (12%)
5 to 10 years: 34 (26%)
11 to 20 years: 29 (22%)
21 or more: 52 (40%)
Race Black or African: 116 (89%)
White: 8 (6%)
Coloured: 5 (4%)
Asian: 2 (2%)
Marital status Single: 56 (43%)
Married: 42 (32%)
Divorced: 5 (4%)
Windowed: 4 (3%)
Others: 24 (18%)
Perception of low salary Yes: 62 (47%)
No: 69 (53%)
Perception of lack of appreciation Yes: 29 (22%)
No: 102 (78%)
Perception of poor career development Yes: 31 (24%)
No: 100 (76%)
Perception of low salary Yes: 42 (32%)
No: 89 (68%)
Perception of lack of incentives Yes: 51 (39%)
No: 80 (61%)
Negative perception of performance evaluation Yes: 47 (36%)
No: 84 (64%)
Table 2 shows results obtained from cross-tab analyses. At the 5% level of significance, the results show that
inadequate performance is significantly associated with lack of training opportunities, low level of formal
education, lack of job satisfaction, lack of performance monitoring and evaluation, short duration of
employment, perception of low salary, perception of poor employee benefits, perception of poor career
development, perception of lack of incentives for employees, and perception of lack of appreciation from
customers, in a decreasing order of strength.
Table 2: Results obtained from Pearson’s Chi-square tests of associations (n=188)
Inadequate performance Observed Pearson chi-square value P-value
Lack of training opportunities 16.9754 0.000***
Low level of formal education 16.2946 0.000***
Lack of job satisfaction 16.0558 0.000***
Lack of performance monitoring and evaluation 14.3888 0.000***
Short duration of employment 13.4939 0.000***
Perception of low salary 13.3229 0.001**
Perception of poor employee benefits 13.3229 0.002**
Perception of poor career development 11.3609 0.004**
Perception of lack of incentives for employees 11.3295 0.007**
Perception of lack of appreciation from customers 10.9430 0.017*
Legend: Significance levels at * P<0.05; ** P<0.01; *** P<0.001
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Results obtained from logit analysis
Table 3 shows results obtained from logit analysis. At the 5% level of significance, the results show that
inadequate performance is significantly associated with lack of training opportunities, low level of formal
education, and lack of job satisfaction, in a decreasing order of strength.
Table 3: Results obtained from logit analysis (n=131)
Factors that affect inadequate performance Odds Ratio 95% C. I. P-value
Lack of training opportunities 6.80 (4.87, 8.36) 0.000
Low level of formal education 4.12 (2.89, 6.02) 0.000
Lack of job satisfaction 3.76 (2.28, 5.69) 0.000
The odds ratio of the variable lack of training opportunities is equal to 6.80. This indicates that an employee
who is not trained on the job is 6.80 times as likely to underperform in comparison with another employee who
is trained on the job. The odds ratio of the variable low level of formal education is equal to 4.12. This indicates
that an employee who has a low level of education (matric level or less) is 4.12 times as likely to underperform
in comparison with another employee whose level of formal education is high (above matric level). The odds
ratio of the variable low level of job satisfaction is equal to 3.76. This indicates that an employee who has no job
satisfaction is 3.76 times as likely to underperform in comparison with another employee who has job
satisfaction.
IV. RESULTS OBTAINED FROM FACTOR ANALYSIS
Factor analysis (Field, 2010:134) was used for identifying and quantifying key predictors of inadequate
performance among employees. The following procedures were followed while performing factor analysis
(Computation of the correlation matrix for all variables, Extraction of initial factors, and Rotation of the
extracted factors as a terminal solution). Factor analysis produced 3 influential predictor variables that
influenced inadequate performance by employees. Factor analysis is useful in cases where the correlation among
the variables of study is significant. The correlation matrix in this study showed that several pairs of variables
had correlations exceeding 0.3, thereby showing that factor analysis was appropriate. In this study, a cutoff point
of 0.3 was used as is recommended by Field (2010:138). The Cronbach Alpha test for internal consistency was
used for testing the suitability of the 29-item structured questionnaire of study. The test gave a value of 0.881
and an associated level of significance that was smaller than 0.001. Furthermore, Bartlett’s test of Sphericity
was used for testing the adequacy of the correlation matrix, and gave an estimate of 0.848, a figure that was
greater than the cut-off point of 0.5, thereby confirming the suitability of factor analysis.
Table 4: Estimates obtained from the Kaiser-Meyer-Olkin and Bartlett's test
Kaiser-Meyer-Olkin (KMO) measure of sampling
adequacy
0.848
Observed value of chi-square statistic for KMO test 1108.07
Bartlett's Test of sphericity degrees of freedom 248
P-value for Bartlett's Test of sphericity degrees of freedom 0.000
Table 5 shows the total variance explained by the top 3 influential variables of study.
Table 5: Results estimated from factor analysis
Factors that affect
inadequate performance
Eigen value
Percentage of explained variance in
viability
Cumulative percentage of
explained variance
Lack of training
opportunities
5.119 39.159 39.159
Low level of formal
education
4.708 27.308 66.467
Lack of job satisfaction 3.619 13.650 80.117
The results shown in Table 5 provide estimates for the percentage of variance explained by the 3 factors that
were extracted by using the principal axis factoring method. Each of the 3 extracted factors has an Eigen value
of magnitude greater than 1, thereby indicating its level of importance in terms of accounting for viability in
business. The 3 extracted factors collectively account for 80.117% of the total variability in viability (the
dependent variable of study). Based on the estimates shown in Table 5 above, it can be concluded that
inadequate performance is significantly associated with lack of training opportunities, low level of formal
education, and lack of job satisfaction, in a decreasing order of strength. The 3 factors listed above accounted for
80.117% of total variability. This figure is above 75%.
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Summary of key results obtained from in-depth interviews
The key findings obtained from in-depth interviews conducted with 12 employees of the City of Tshwane could
be summarised as follows:
Providing training opportunities to employees on a regular basis is vital, and needs to be adequately
planned, resourced and funded so that all employees could benefit from such training programmes.
Training programmes must be modelled after key performance areas and key performance indicators as a
means of saving valuable resources and time.
Promotion opportunities must not be given to employees who fail to improve their performance after taking
a training opportunity.
A comprehensive performance monitoring and evaluation programme must be implemented with a view to
identify the training needs and priorities of employees.
All sorts of complaints made by customers on poor service delivery must be duly investigated by suitably
qualified and independently appointed bodies in order to address performance-related problems promptly
and efficiently.
Employees who had a training opportunity were relatively more productive and better motivated at work in
comparison with employees who did not have training opportunities. Training and development
opportunities provided to employees by the City of Tshwane were not aligned to the skills needed for
performing Key Performance Areas (KPAs). Although the municipality continues to provide training via its
respective departments, its training academy and external service providers, there is rampant service
delivery protests in City of Tshwane particularly in the townships.
The evaluation of performance of employees was plagued by the perception of racism, partisanship and
political interference.
There was an acute shortage of adequately trained experts in key areas of service delivery. Although the
City of Tshwane has initiated internship and learnership programs that are aimed at offering training and
development programmes, such efforts were not implemented vigorously.
Performance monitoring and evaluation was not done in the context of seeking to improve service delivery
but to increase salaries and determine whether bonuses could be awarded.
There was insufficient follow-up after training and development programs to determine if the performance
of trainees has improved significantly.
Regionalisation was hampered by lack of trained, suitably qualified and dedicated personnel.
Key findings of study
The study has shown that inadequate performance is significantly associated with lack of training opportunities,
low level of formal education, and lack of job satisfaction, in a decreasing order of strength. Results obtained
from in-depth interviews have also shown that the City of Tshwane lacks effective monitoring and following up
systems for training and development. Training and development programmes need to be aligned to the key
performance areas of employees. The City of Tshwane is characterized by erratic and inept approaches to
training and development which result in the absence of accountability and necessary resources for ensuring
employees are given power to and adequately prepared to deal with the service delivery challenges. There is a
need for a strategic, well-planned, needs-based, outcomes-based and competency-based approach to training and
development which is closely linked to the expected performance of municipal employees as stated in the IDP
and allied policy documents.
Recommendations of study
Based on findings obtained from the study, it is recommended to the City of Tshwane to develop and implement
a comprehensive performance monitoring and evaluation programme as a means of ensuring adequate
performance and service delivery by all employees of the City of Tshwane. It is strategically beneficial for the
City of Tshwane to provide employees with career growth paths and development programmes. Tailor-made
and skills based training opportunities should be provided to employees as a means of providing them with
incentives and motivation at work. The training programmes must be aligned with the operational and business
needs and requirements of customers of the City of Tshwane. The City of Tshwane should forge strategic
partnerships and collaborations with key stakeholders such as research and academic institutions with a view to
acquire suitable training and development programmes.
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