HRM in Higher Education: The Need of the Houriosrjce
Education is today looked on as a business world over, including India and the competition is getting stiff. In this
competitive scenario management of human resources in universities is just as challenging as it is in any other organization.
Though almost all universities and affiliated institutions offer courses in human resource management and train their
students to manage large corporations, they are unable to manage their own human resources effectively. This is especially
so in India where higher education is still controlled by the public sector. Most universities do not have a separate
department dedicated to performing the HR functions. This paper outlines the development of HRM from an administrative
function to a strategic one and discusses the crucial role that it has to play in institutions of higher learning. It highlights the
need for a complete revamp of HR functions of recruitment, placement, training, appraisal, compensation and employee
relations. It argues that State funded universities need to restructure themselves to create this department so that specialized
people can be employed full-time to undertake crucial Human Resource functions. Such a department dedicated exclusively
to the functions of managing human resources can become strategic to an educational institution and become a source of
competitive advantage
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This paper stresses on the need of using Knowledge Management (KM) in the higher education
institutions of Saudi Arabia. The paper is based on the literature review and personal experience of the author in the education sector.The paper aims at highlighting the importance of KM for the educational institutions
particularly for developing countries. It also reviews the readiness of Saudi Arabia for KM application by illustrating different development initiatives taken by the Saudi government in different sectors. However, the literature also identifies many barriers on the way. Keeping the importance of KM for the higher education institutions in view, this paper proposes to adopt the model of Library Knowledge Management Center (LKMC) with needed
modifications for Universities of Saudi Arabia. This LKMC model was proposed by Parker,Nitse, and Flowers (2005) for the small business corporate for providing the Knowledge Management (KM) and Competitive Intelligence (CI) services. The paper discusses different components of the LKMC model and their relevance to the education sector.
HRM in Higher Education: The Need of the Houriosrjce
Education is today looked on as a business world over, including India and the competition is getting stiff. In this
competitive scenario management of human resources in universities is just as challenging as it is in any other organization.
Though almost all universities and affiliated institutions offer courses in human resource management and train their
students to manage large corporations, they are unable to manage their own human resources effectively. This is especially
so in India where higher education is still controlled by the public sector. Most universities do not have a separate
department dedicated to performing the HR functions. This paper outlines the development of HRM from an administrative
function to a strategic one and discusses the crucial role that it has to play in institutions of higher learning. It highlights the
need for a complete revamp of HR functions of recruitment, placement, training, appraisal, compensation and employee
relations. It argues that State funded universities need to restructure themselves to create this department so that specialized
people can be employed full-time to undertake crucial Human Resource functions. Such a department dedicated exclusively
to the functions of managing human resources can become strategic to an educational institution and become a source of
competitive advantage
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This paper stresses on the need of using Knowledge Management (KM) in the higher education
institutions of Saudi Arabia. The paper is based on the literature review and personal experience of the author in the education sector.The paper aims at highlighting the importance of KM for the educational institutions
particularly for developing countries. It also reviews the readiness of Saudi Arabia for KM application by illustrating different development initiatives taken by the Saudi government in different sectors. However, the literature also identifies many barriers on the way. Keeping the importance of KM for the higher education institutions in view, this paper proposes to adopt the model of Library Knowledge Management Center (LKMC) with needed
modifications for Universities of Saudi Arabia. This LKMC model was proposed by Parker,Nitse, and Flowers (2005) for the small business corporate for providing the Knowledge Management (KM) and Competitive Intelligence (CI) services. The paper discusses different components of the LKMC model and their relevance to the education sector.
Entrepreneurship in Malaysia Polytechnicsalihamzahali
The Malaysia polytechnics is expected to lead the field of thrust programs (niche area) and specific technology that can produce quality graduates with entrepreneurship abilities. The paper seeks answers how current entrepreneurship education in Malaysia polytechnics encourages the development of entrepreneurship education in the institutions. In this study, data were collected from Higher Learning Institutions Tracer Study Report from 2012 until 2015 and Key Performance Index (KPI) 2016 and 2017 for Entrepreneurship in Malaysian Polytechnic. A finding shows that entrepreneurship has inclined in Malaysia Polytechnics according to industrial needs and based-on the development of the country. The establishments of Malaysian Polytechnic Entrepreneurship Centre (MPEC) become a great achievement for polytechnic education system in Malaysia. The findings will draw a clearer understanding and better picture of the common features exist in what seems to be a fragmented field of study.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Positive Leadership has been introduced in numerous organizations and it has proved itself a very effective approach, able to generate extremely positive results on people and on the key business aspects, including the financials. The present paper describes a case study carried out in an Indian design academy, where Positive Leadership was introduced into two different modules corresponding to the Foundation and final years of the Design Program. Faculty were randomly selected, and they were then supported so that they could conduct their classes according to the principles of Positive Leadership. After the implementation, the results on students (their satisfaction, learning and academic success) and on faculty were analyzed and, like in so many other spheres, Positive Leadership seems to be able to produce a clear improvement of the teaching-learning process that presents an interesting opportunity for further implementation in Higher Education.
This study aims to form a lecturer achievement index model based on student perceptions by looking
at the caseality relationship between latent variables, namely professional, social, personality and pedagogical
competencies of lecturers
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
This study aims to discuss opportunities for developing the concept of Personal Prophetic Leadership
(Perpec-L) as an intrinsic character education model that can increase productivity. This study examines the
relationship between machiavellism, lecturer achievement index, prophet leadership and lecturer
productivity
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.
PERFORMANCE MEASUREMENT OF HIGHER EDUCATIONAL INSTITUTIONS: AN EMPIRICAL STUD...IAEME Publication
There is need to increase the quality in the higher educational institutions. Quality
is the key parameter of discussion among HEIs and essential in competitive era. Every
institution has to perform its role effectively and survival of it is depending on the
capability to attract and retain the stakeholders, with recognition and reputation. The
present study has extracted seven factors by using exploratory factor analysis on
student’s perception. These factors are Digitization of Academic Awards, Campus
Placement, Extracurricular Activities, Infrastructure and Resources, Seminar and
Industrial Visits, Teaching Skills and Students Support System which will be useful for
the educational planners and the administrators in designing a more effective system
that can be valuable to improve the overall productivity of academics in higher
education. Therefore, this research has emphasized that government need to
concentrate on improving the enrollment of the students under NAD and a proper
focus will have to be given on policies and strategies to appoint high quality faculty by
the academicians.
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.
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
Entrepreneurship in Malaysia Polytechnicsalihamzahali
The Malaysia polytechnics is expected to lead the field of thrust programs (niche area) and specific technology that can produce quality graduates with entrepreneurship abilities. The paper seeks answers how current entrepreneurship education in Malaysia polytechnics encourages the development of entrepreneurship education in the institutions. In this study, data were collected from Higher Learning Institutions Tracer Study Report from 2012 until 2015 and Key Performance Index (KPI) 2016 and 2017 for Entrepreneurship in Malaysian Polytechnic. A finding shows that entrepreneurship has inclined in Malaysia Polytechnics according to industrial needs and based-on the development of the country. The establishments of Malaysian Polytechnic Entrepreneurship Centre (MPEC) become a great achievement for polytechnic education system in Malaysia. The findings will draw a clearer understanding and better picture of the common features exist in what seems to be a fragmented field of study.
The influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Positive Leadership has been introduced in numerous organizations and it has proved itself a very effective approach, able to generate extremely positive results on people and on the key business aspects, including the financials. The present paper describes a case study carried out in an Indian design academy, where Positive Leadership was introduced into two different modules corresponding to the Foundation and final years of the Design Program. Faculty were randomly selected, and they were then supported so that they could conduct their classes according to the principles of Positive Leadership. After the implementation, the results on students (their satisfaction, learning and academic success) and on faculty were analyzed and, like in so many other spheres, Positive Leadership seems to be able to produce a clear improvement of the teaching-learning process that presents an interesting opportunity for further implementation in Higher Education.
This study aims to form a lecturer achievement index model based on student perceptions by looking
at the caseality relationship between latent variables, namely professional, social, personality and pedagogical
competencies of lecturers
This paper was set to examine training and development in the banking sector and reaffirm the investment in training and development. In line with the assertion made by the literature and the evidences gathered in the process of the study, the following recommendations were made: It is an established fact that no serious minded organization like banks can be staffed by people with expertise and potentials in the various disciplines needed for its total functioning simply by recruitment and selection, it’s the systematic training and development of personnel on continuous basis that can harness the totality of human resources in the organization, banks should ensure that any training and development which takes place is based on proper analysis of its contribution to the effectiveness and efficiency of banking industry. The data collected from different sources was cross checked. Different statistical tools and techniques were used like mean, mode, median, averages, t-test and chi-square. The paper concluded that investment in the area of training and development in the human resources will bear the fruits much fold for the banking industry of the two countries. For the Indian banks have established their training institutes for the purpose of training its staff which was lacking with their counterparts. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern banks which do not respond to the dynamic change that are seen in changed environment may fail to respond to the needs of customers. Training is one of most important and effective means of bringing about change in banking sector. Hence, the study is carried with the aim of studying training implementation in these selected banks.
This study aims to discuss opportunities for developing the concept of Personal Prophetic Leadership
(Perpec-L) as an intrinsic character education model that can increase productivity. This study examines the
relationship between machiavellism, lecturer achievement index, prophet leadership and lecturer
productivity
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.
PERFORMANCE MEASUREMENT OF HIGHER EDUCATIONAL INSTITUTIONS: AN EMPIRICAL STUD...IAEME Publication
There is need to increase the quality in the higher educational institutions. Quality
is the key parameter of discussion among HEIs and essential in competitive era. Every
institution has to perform its role effectively and survival of it is depending on the
capability to attract and retain the stakeholders, with recognition and reputation. The
present study has extracted seven factors by using exploratory factor analysis on
student’s perception. These factors are Digitization of Academic Awards, Campus
Placement, Extracurricular Activities, Infrastructure and Resources, Seminar and
Industrial Visits, Teaching Skills and Students Support System which will be useful for
the educational planners and the administrators in designing a more effective system
that can be valuable to improve the overall productivity of academics in higher
education. Therefore, this research has emphasized that government need to
concentrate on improving the enrollment of the students under NAD and a proper
focus will have to be given on policies and strategies to appoint high quality faculty by
the academicians.
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.
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
Learning transfer in leadership programs.docxSara239500
Understand the importance of leadership development initiatives in corporate environments. It is not enough to evaluate our programs using formative and summative evaluations or implementing the Kirkpatrick evaluation model to gain insights into how participants implement the knowledge or skills after training. We must understand how to design a program that has elements that will promote transfer before, during, and after the program. This paper will examine the impact of learning transfer and the models used to understand better how to achieve this. Afterward, a deep dive will be done into the relationship between learning transfer and leadership development and what elements can be incorporated before, during, and after the programs that can impact transfer.
In the past resource management, a key issue has been how to improve the internal school process to add value through school effectiveness. The answer: a new trend in school management
-knowledge base with empowerment,
to maximize its resources for
operation and continuous development
in management, teaching & learning,
within the new changing 21st century
that adds value
Course Outline
1. Definition & Introduction
Strategic Management
Strategic Educational Management and
Effective Educational Leadership
Basic competences of Educational Mgmt.
2.Sustainable improvement as a key aim of:
Educational Management
Educational Practice
Managing School Resources
Effective Teaching Principals
3. Strategic Management in Education
8 Characterizing features
3 key components 1.Systemic Strategic Thinking, 2. Organizational
Learning and 3. Pedagogical leadership
4. Implications for improving educational practice
5. Conclusion
Strategic Management provides overall direction to the organization and involves; specifying the organization's objectives, developing policies and plans designed to achieve
these objectives, and then allocating resources to implement the plans.
Strategic Management involves the formulation and implementation of the major goals and initiatives taken by top management on behalf of owners, …based on consideration of resources and an assessment of the internal and external environments in which the organization competes.
Presentation of the recent OLT funded Leadership Project on creating a sustainable quality process for mediating an institutions online learning environments (OLEs). Presented at Griffith University & Feb 2013.
The Systems Centre: Learning and Leadership in the Graduate School of Education and the Faculty of Engineering, brings together educational, corporate and community leaders with researchers, to engage in inter-disciplinary research and development, drawing on systems thinking and complexity theory as tools for understanding and re-designing learning systems and the leadership they need.
The Systems Centre: Learning and Leadership is hosting a series of expert-led open seminars on these themes. The seminars will also provide a foretaste of our new MSc programme in Systems Learning and Leadership, which opens in October 2011 (http://www.bristol.ac.uk/education/students/masters/sll )
We are delighted that Howard Green, Director of Research and Development at Oasis Academies, formerly Special Adviser on Leadership at the Department of Education, and Visiting Fellow at the Graduate School of Education, will lead our first session entitled:
‘Rethinking Educational Leadership’
“Has the current paradigm for school leadership, with its focus on professional standards and competencies, taken us as far as it can with our efforts to transform schools? How can systems thinking and processes help us to find answers to some of the complex problems that remain unresolved and often block further progress in schools? The seminar will stimulate thinking and discussion about these questions and propose a refocusing of our approaches to school leadership development.”
The seminar took place at 5.00pm on Thursday 5th May at the Graduate School of Education.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
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Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
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Effective leadership tactics
1. Developing Country Studies www.iiste.org
ISSN 2224-607X (Paper) ISSN 2225-0565 (Online)
Vol.4, No.16, 2014
Effective Leadership Tactics : Vision to Raise (TVET) Institutions
Level
Mimi Mohaffyza Mohamad* Norasyikin Omar
Faculty of Technical & Vocational Education Universiti Tun Hussein Onn, Johor, Malaysia
mimi@uthm.edu.my hb120047@siswa.uthm.edu.my
Abstract
Demand for graduates of Technical Vocational Education Training (TVET) is increasing from time to time. The
Tenth Malaysia Plan (RMK 10) for the period 2011 to 2015 show a significant change in the system of Technical
and Vocational Education Training (TEVT) in Malaysia. Ideas and strategies based on achievement and
increasing the foreign countries likes Korea and Germany became a high-income country a model for Malaysia
to continue progressing steps to compete and be in the world. A more holistic approach taken in the first class
human capital formation and the priority to Malaysia as a high income country and respected. To achieve this
mission the main thing that's needs to be done is to increase at the level of TVET Institutions in Malaysia. To
ensure the successful missions, effective leaders needed in TVET Institutions. Based on the study, various
leadership tactics likes effective communication, appreciate the ability of the members, tactical decision making,
control a pressure tactic, rational persuasion tactics, tactics negotiation, motivation and responsibility can be
implemented to ensure Malaysia will raise the TVET Institution level.
Keywords: Effective Leadership, Tactics , TVET Instituition
27
1. Introduction
Hearing the word leader is definitely reflected in the minds of Malaysians faces Malaysian leader figure
like Y.T.M.Tunku Abdul Rahman Putra Al-Haj, Tun Dr Mahathir Mohamed, Tun Abdullah Ahmad Badawi and
Dato 'Seri Mohd Najib Abdul Razak. Leader figures have contributed significantly to the country. In fact,
Malaysia is one of the country that is peaceful to have leaders who adopt an effective leader. The styles of
leadership is one way that can be used by leaders to influence others (Hersey & Blanchard, 1974).
Most of the deputy prime minister in Malaysia was the minister of education and bring new phenomena
to the education system in Malaysia. According to Awang Kechik (2011), the Tenth Malaysia Plan (RMK 10)
for the period 2011 to 2015 show a significant change in the system of Technical and Vocational Education
Training (TEVT) in Malaysia. Ideas and strategies based on achievement and increase foreign countries like
Korea and Germany became a high-income country a model for Malaysia to continue progressing steps to
compete and be in the world. A more holistic approach taken in first class human capital formation and the
priority to Malaysia as a high income country and respected. To achieve this mission the main thing that needs to
be done is to increase the level of TVET institutions in Malaysia. To ensure a successful mission, effective
leaders needed in TVET institutions.
Leadership arises from words meaning leading, show, and head . Within the meaning of simple,
leadership is the ability to influence an individual or a group to achieve group or organization. According Ismail
(1998), the concept of leadership involves eight dimensions of value such as religious, cultural, economic,
political, aesthetic, technological, social, and psychology of the individual leader and the led.
2. Objective
The purpose of this study was to identify effective leadership tactics in improving TVET institutions.
3. Problems
The world is now showing the development toward areas of TVET as a growing country requires
skilled labor in technical fields. To achieve the industry targets for acquisition workers, the main thing to be
considered is the development of TVET institutions
4 Effective Leadership Tactics
4.1 Effective Communication
TVET institutions is similar to other educational institutions. This institution is an institution that has a
hierarchy of administrators to subordinate staff, teachers and students. This means that in a similar study by Raja
Abd. Rahman (2003), senior leaders need to adopt a variety of communication skills including communication
top-down (Downward communication), bottom-up communication (upward communication), and horizontal
communication (horizontal communication) to increase the level of communication with subordinates leadership
within their organizations.
In addition, senior leaders also need to use formal communication and formal, intrapersonal and
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Vol.4, No.16, 2014
interpersonal communication, and media and communications technology (ICT) as it is an important skill to both
parties in the organization. Leaders should also diversify strategies and communication style of leadership in the
organization, including adopting strategies understand the vision, mission and objectives of the organization to
subordinates. Further, the leaders also necessary on wise use of problem-solving strategies and decide to increase
the motivation and psychology, and overcome communication barriers within their organizations.
4.2 Appreciate The Ability of the Members
According to Liden, Wayne, & Sparrowe (2000) an effective leader is a leader who appreciates the
talent and potential possessed by the existing organization. The context of this show as a leader in TVET
institutions should also appreciate the potential of teaching institutions, especially in the various branches of
TVET such as civil, mechanical, electrical, information technology, and technology management.
4.3 Tactical Decision Making
The success and effectiveness of an organization TVET is affected by decisions made by the
administrator or leader. The decision made by a leader of TVET institutions such as the Vice-Chancellor will
provide a good or bad effect on the institution. Decision making is a process of thinking and making judgements
based on the situation (Sidin, 1988). The process of thinking about things too deeply connected sequence of
activities or methods that can be used as an action or solution to a problem. Mohd (2003), states that the mind is
human nature to think in order to launch and become the norm if the decisions made one for not using common
sense. Thus, effective leaders will make decisions involving all parties. The decision depends on the
circumstances surrounding the individual or group decision-making and effectiveness of the results is evident in
the successful implementation of the decision.
According to Hussain (1991), the decision to be a risk when dealing with unpredictable future. the risk
that arises when a decision is based on the possible results to be obtained. Leaders in TVET institutions play an
important role in effective decision making to develop the field of TVET memanndangkan organizations now
developing for the industrial market. If the polls are right then, TVET institutions can grow even can help
students to obtain suitable employment eligibility.
Moreover, leaders who dare to take risks is a leader who is willing to take full responsibility for the
entire organization to respond proactively to change. Yusof (2004), states that good decision-making process
requires the review of various alternatives. Muhammad (2000) states that drafted and formulated alternative
should be shared to all for the purpose of discussion and feedback. When an agreement is reached it will be
signed and distributed to the announcement and implemented. A flexible leader will choose the most effective
alternative. Similarly, to ensure enhanced levels of TVET institutions, leaders is needed. For example, to ensure
cooperation with between the industry and TVET institutions in the training should emphasize all aspects of the
industry. Placement of students for industrial training should also coincide with the field of study to ensure that
the knowledge gained from the industry can be applied to students in TVET disciplines respectively.
In reality, the practice of decision-making is part of the life of every leader. However, every leader has a
different approach or way in making the decision to produce alternative and liability risks. The differences in
decision-making approach resulted in a decision that is made effective or not. Thus, effective leaders tactic
involves tactics make the most effective decision for the organization. In a deeper context, the approach used by
a leader must consider the impact on all parties (Yusof, 2004). For example, the implementation of teaching
practices between polytechnics and TVET Institutions in Malaysia so good, yet gaps still exist due to the
Education Service Commission place the pure graduate from mechanical, civil, electrical and other qualifications
of graduates with pure mechanical, civil and electrical with professional education
4.3.1 Types of Decision Making for Effective Leaders
Four kinds of ways results in an organization that commands style, analytical style, behavior style and
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style of conceptual behaviour:-
4.3.1.1.Commands style
This style is typically used when a leader uses only little information in decision-making method is the
most simple and obvious as not to find many alternatives. Leaders just use their position to direct the human
resources, employee or member of the organization to complete a task in a given time period. For example, the
administrator of a TVET institutions ordered his staff to conduct audits to discipline students.
4.3.1.2.Analytical style
This style requires a consideration of all the alternatives proposed to get a best solution. Leaders will
solve the problem or conflict in a way to analyze the cause of the problem carefully to find the best solution. For
example, the leader of the deans meet to discuss the issue of employability of undergraduate education. Dean
will ask other staff to provide recommendations and the outcome of the proposal, the dean will produce a new
idea results from a combination of the recommendations given.
4.3.1.3.Conceptual style
Social-oriented conceptual style and tend to look for creative solutions. For example in staff
development, staff development strategy, staff selection and so in view of various best solution. Administrators
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in TVET institutions can make decisions based on the conceptual style in managing and administering human
resources in the TVET institutions.
4.3.1.4.Behaviour Style
This style has favored a decision made at the meeting. Each member is given the opportunity to express
their suggestions or ideas. After that, the alternative will be based on a majority decision. For example, a dean
held a meeting to discuss the problems and decisions made based on majority decision.
4.4 Tactics Pressure Control
Controlling stress is effective leadership tactics. This is because failure to control stress will have
adverse effects on the self, staff and organization. Leaders who are depressed will put pressure on members of
the organization. Uncontrolled stress can lead to better relations between leaders and members affected. As a
result, the relationship between leaders and members of a low ebb and organizational goals are achieved.
However, every human being, including leaders or members will not miss the stress. Othman (2002) states that
reasonable pressure is necessary to improve the performance of the organization, but the pressure cannot be
controlled will cause a person to experience leaders who can influence the health and so on.
4.5 Rational Persuasion Tactics
Moreover, rational persuasion tactics is also one of effective leadership tactics. According Suryana
(2010), rational persuasion tactic is a tactic to influence subordinates to use the grounds of logic or data to
persuade the facts, where the demand or desire required to be carried out and the results diinginikan. Moreover,
rational persuasion tactics can be associated with communication. This is supported by Miller (1980) which
states the purpose of rational persuasion tactics in terms of communication is any message that we want to aim to
strengthen, develop, or modify the response of others.
4.6 Negotiation Tactics
Furthermore, negotiation tactics is also effective leadership tactics. In a study of the effectiveness of
management practices in Educational Consultation undertaken by Dimin (1999), which takes the definition of
consultation from that it is considered to be a formal process and occurs when the parties involved are trying to
find a solution between them. Gulbro & Herbig (1996) state negotiations as the method used to enable an
agreement is reached with the use of cooperative and competitive elements. Cooperative means that the two
sides of the same desires that want to reach an agreement. Competition also means both parties involved to make
a balance of the two elements so that results will be available. For example, if the administrator wants to ensure
that students TVET institutions have Malaysian Skills Certificate (SKM), the institution primarily. Administrator
must ensure the SKM adjusted.
4.7 Motivated
Tactics of effective leadership are closely connected to motivation. In human social models motivated
by social needs, friendship and acceptance of others on the individual self (Mayo, 1933). Motivation refers to the
granting by the relationship that exists between people. According to Maslow (1943), there is a relationship
between motivation and Maslow's hierarchy of needs. Examples of teaching in TVET institutions. They will
seek to ensure student achievement as well as the ability to get promoted or achieve a higher ranking. This
situation shows the motivation of a leader plays a big role.
4.8 Responsibility
Other tactics practiced by a leader to produce effective leadership is the responsibility of tactics. A
leader TVET institutions responsible for the students, lecturer and senior staff and subordinates. In education, the
administrator of an organization responsible for all activities carried out in the institution. The responsibilities of
an administrator not only to the leadership of the institution but also in the culture and climate change
institutions, the level of professionalism and moral lecturer, performance and achievements of the students, both
in the curriculum and co-curriculum and the success of TVET institutions at various levels.
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5. Conclusion
In conclusion, a leader is someone who is very important in a group. According to Yuki (2002),
leadership is often associated with the structure, power, motivate, stimulate, inspiration, uncertain goals, create a
vision and responsibilities and provide motivation to those who are under his command. In institutions such as
TVET institutions, the main leader of the Vice-Chancellor. The Vice-Chancellor is the person with overall
responsibility in leading the management and administration of the organization to achieve its goals and
objectives of the institution. Similarly, administrators Administrator followed by senior staff and lecturer who
played a role in developing the TVET institutions. This style of leadership is the key to the success of tree
institutions. Various leadership tactics likes effective communication, appreciate the ability of the members,
tactical decision making, tactic pressure control, rational persuasion tactics, negotiation tactics, motivation and
responsibility can be implemented to ensure Malaysia will raise the TVET Institution level.
4. Developing Country Studies www.iiste.org
ISSN 2224-607X (Paper) ISSN 2225-0565 (Online)
Vol.4, No.16, 2014
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