Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The study was guided by the following research objectives: -to examine the effect of training on non-teaching employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target population. The whole population formed the sample size. A questionnaire was the main tool for primary data collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The findings established in this study will create a path to improved performance of non-teaching employees not only in Kitale National Polytechnic but all the national polytechnics in Kenya.
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
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
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
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
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
Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Univers...IOSRJBM
Retaining faculty members has been a problem in many universities for decades. When competent teachers quit, they depart with critical knowledge and experience that are essential for maintaininga competitive advantage. The aim of this study was to measure the impact of four facets of job satisfaction on turnover intentions of faculty members of different universities of Rawalpindi/Islamabad. A 16-item, selfadministered questionnaire was used to gather data on independent and dependent variables. In questionnaire, researchers used 5 point Likert scale for variables to measure respondent’s possible responses. 110 questionnaires were completed and returned back. Pearson Correlation and Multiple Regression tests were used to test the hypothesis. The results showed that the three facets of job satisfaction i.e. remuneration, supervisory support and work life policies have significant and negative relationship with turnover intentions while recognition has insignificant relationship with turnover intentions and this relationship did not support the researchers’ prediction. Results have been discussed andrecommendations have been made for universities’ administrations.
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
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
Organisations both in the private and public sector across the globe rely on their workforce for optimum productivity which will in turn result to organisational efficiency. In this case, the need for ensuring employee job satisfaction becomes a matter of necessity to every organisation. Though, studies have been conducted by various researchers and scholars in this area, there is however the need to conduct more studies on job satisfaction and performance of an employee since the employees are believed to be an indispensable part of an organisation. Therefore, this study aims to examine the relationship between job satisfaction and performance of non-academic staff of Bauchi State University Gadau Nigeria (BASUG). Dissatisfaction is believed to be one of the major factors that demotivates and demoralise employee in the workplace which can result to lower productivity thereby affecting the overall performance of the organisation. Consequently an aggregate of two hundred and seventy questionnaires were distributed non- academic staff of BASUG based on systematic random sampling and data collected is analysed using Statistical Package for Social Sciences (SPSS). The outcome of the analysis depicts that there is positive and significant relationship between job satisfactions on the performance of non- academic staff of the University. The study will serve as a policy guide to the management of the Nigerian Universities in areas relating to employee performance improvement through job satisfaction and it will also further make an impetus the field of organisational behaviour and human resource management
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
Employers’ expectation for soft skills as one of the criteria for undergradu...Thesigan Nadarajan
As coordinator for Bangkok University International (BUI) office of Academic and Professional development that comes under purview of the Dean of BUI, I routinely carry out partnership assessment analyses of universities in different countries. In the process, I have observed how progressive universities creatively change in their undergraduate educational structure according to the demands of the industrial and economic trends in order to remain relevant. One such industrial demand is in the form of the current trend towards the services-centred economy that places more importance on soft skills as one of the criteria for graduate employability. Having technical skills such as in Information Technology (IT) alone does not suffice anymore. Employers are beginning to expect and require the added criteria of soft skills for employment considerations. Even in Malaysia, research findings from studies by researchers like Yusof, H.S.M., Munap, R., Said, N.S.M., Ali, S.R.O., & Mat, K.A., (2017) who in their research entitled, “Employers Perspectives on Graduates Employability Skills: Soft Skills,” proved that there is a positive correlation between soft skills and employee productivity that affects employers perspective on undergraduate employability. Another study by Salleh, K.M., Sulaiman, N.L., Mohamad, M.M., & Sern, L.C., (2016) in their research entitled, “Assessing soft skills components in science and technology programs within Malaysian Technical Universities,” confirms the need for soft skills for the employability of graduates. The objective of this theoretical paper is to highlight current employers’ expectation for soft skills as one of the criteria for undergraduate employability. Therefore, this paper will examine and discuss: 1) What are the current employers’ perceptions of soft skills that undergraduates should possess; 2) What are the roles and meanings of soft skills; 3) How individual factors (gender, socioeconomic status) and contextual factors (industry, work culture, social stability) influences the development of soft skills; 4) How soft skills can be integrated as part of the formal learning cycle; 5) How soft skills can be integrated as part of individual personality development; and lastly, 6) How to measure soft skills before and after undergraduate employment. It is hoped that this paper will create awareness of the current industrial and employers’ employment expectations, and the meaning and role of soft skill as one of the criteria for undergraduate employability.
Keywords: Soft skills, integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic
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!
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
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
THE IMPACT OF KNOWLEDGE MANAGEMENT ON THE FUNCTION OF EMPLOYEE PERFORMANCE AP...IJMIT JOURNAL
The study aimed at identifying the impact of knowledge management on the function of employee performance appraisals (it is one of the most important functions of human resources management) in Jordanian industrial public shareholding companies, relying on the descriptive analytical approach. A questionnaire has been developed and distributed on individuals of the study sample consisting of managers of departments and sections of human resources in each company. The number of questionnaire retrieved and valid for statistical analysis (294) representing (86.5%) of the distributed questionnaires. In order to analyze the study sample, reliance was placed on descriptive statistics, represented in the
arithmetic means and standard deviations, in addition to the multiple linear regression analysis in hypothesis testing. The study reached a number of findings, most importantly, the presence of statistically significant impact at the level of (α=0.05) for the knowledge management including its dimensions (knowledge generation, knowledge storage, knowledge sharing, knowledge application) on the function of
employee performance appraisals in Jordanian industrial public shareholding companies. The study has recommended that the Jordanian industrial public shareholding companies should follow an efficient evaluationsystem capable of identifying the employees’ weaknesses
The study presents a conceptual framework showing the moderating role of technological turbulence on the relationship between total quality management and firms performance. Literature was reviewed before arriving at the proposed conceptual framework. From the model, it is proposed that the relationship between total quality management and organizational performance will be stronger when technological turbulence is supportive and taken in to consideration by Nigerian banking industry. Organizations that leverages on opportunities that evolves around its external environment in terms of change in technology has an edge in attaining competitive edge and improving performance of their organizations more efficiently and effectively than competitors do.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
collection was a questionnaire in four point likert scale. 100
copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
motivating factors such as achievement, recognition,
promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
IMPACT OF EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT: TESTING THE M...IAEME Publication
This study analyzed direct and indirect effects of emotional intelligence on job satisfaction, and organizational commitment. On the basis of previous studies, one exogenous variable (Emotional Intelligence) and two endogenous variables, i.e. job satisfaction, and organizational commitment were analyzed through structural model. The participants were 419 academic leaders in Tamil Nadu Universities. They were chosen through Stratified Purposive Random Sampling Method. The results of the study indicate that emotional intelligence direct and indirect effects on job satisfaction, and organizational commitment. Moreover, emotional intelligence not only has a direct effect on job satisfaction, it also has an indirect effect on organizational commitment. Job satisfaction has a strong direct positive effect on organizational commitment. The mediatory role of job satisfaction in the effect of emotional intelligence on organizational commitment is confirmed in the study.
Effect of Knowledge Management on Employee Retention in IT industry: Regressi...AkashSharma618775
Knowledge management (KM) is a tool that includes humans, processes and technology for managing
information and knowledge resources in an organization in order to keep in pace with the industrial
advancements. Knowledge management plays a key role in helping employees in performing their day to day
duties effectively. In addition to this it also has impact on certain lon term associations of employees with their
organization in terms of their survival and development there, which would have a major impact on Employee
Retention in the organizations. Thus studying the effect of Knowledge management on retention of employees in
organizations is very important in analyzing both the individual and organizational development, which would
have significant impact on the better development of the society.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
An Exploratory Study of Factors Influencing Corporate Sustainability on busin...AkashSharma618775
This study evaluates the effect of corporate sustainability on business performance of manufacturing
industries in USA, from 2012 to 2015. These Manufacturing industries are listed in Corporate Social
Responsibility Hub (CSRHub), Morning Star and Global Reporting Initiative (GRI). All data used in this report
were extracted from 37 manufacturing companies’ Sustainability, corporate social responsibility (CSR) and
annual reports. These companies are of diverse sectors such as Automobile, Health care, consumer goods, food,
beverages and technology. Quantitative method of research is used in this study; this also includes the use of
explanatory and descriptive research design. The main issues to be discussed in this study are Donation, Incident
rate reduction and Water Recycled as the independent variables, while Revenue is the dependent variable. Data
analysis was carried out using the regression analysis, descriptive statistics and correlation. E-views software
generated the data for further analysis. The findings imply that donation has a positive insignificance effect on
revenue, reduced incident rate reduction had positive significance effect on revenue and water recycling has
negative insignificant effect on revenue. In the future researches, larger samples of companies form diverse sectors
and subsectors should be studied to broaden the research on company performance especially the non-financial
aspect.
INVESTIGATE THE RELATIONSHIP BETWEEN ORGANIZATIONAL LEARNING CAPABILITIES AND...IAEME Publication
The ability to learn is a vital factor for innovator organizations. Innovation is crucial for the survival of organizations in a dynamic environment. So anticipate the impact of organizational characteristics is the utmost importance on innovation. Organizational background shows that organizational learning capability plays a vital role in the development of companies and increase innovation. This study considers the relationship between organization all earning capabilities and organizational innovation and it is lead to the conclusion that organizational learning effect on organizational innovation. The proposed model of the project as four dimensions: conversation, empiricism, risk-taking and mutual interaction with the external environment and was measured by28items.Scaleshave been validity by the results obtained of data collected from 42 food industry under the Industrial Estates in Kermanshah province.103valid questionnaires were collected and to test the research model was used by confirmed Factors analysis approach. The results showed that organizational learning capability is a significant and positive impact on organizational innovation.
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
The Moderating Effects of Entrepreneurial Learning on the Relationship betwee...theijes
The purpose of this study to know the Influence of Entrepreneurship Orientation on Business Performance with Entrepreneurial Learning as Moderating Variable in Small Medium Enterprises (SMEs) in Southeast Sulawesi (Studies in the Food Industry). Population totaled 109 IKM foods that have met the criteria spread over 4 (four) districts in Southeast Sulawesi province, that consists of: Konsel, Bombana, Kolaka and Kendari. The analysis technique used is Structural Equation Modeling (SEM) of AMOS7 and statistical software package SPSS (Statistic Packages for Social Sciences). In this study, researchers tested the validity of the simple correlation technique with SPSS version 12.0 The results of this study showed that the entrepreneurial orientation plays an important role in improving the performance of SMEs. The next entrepreneurial learning plays an important role in improving the performance of SMEs. There is a direct influence on the business performance of learning entrepreneurial SME food but not significant. The results of this study also prove that the entrepreneurial orientation moderated by entrepreneurial learning plays an important role in improving the performance of SMEs. This means that the entrepreneurial orientation will be stronger and not directly served to increase the performance of SMEs when supported with the right entrepreneurial learning in improving the performance of SMEs. This means that we need a learning that is applied so that the benefits of learning to give importance in the improvement of the performance of SMEs.
Survey: Investigating the Embodiment Roles of Smart Phones as A Modern Techno...journal ijrtem
Abstract : Mobile devices in this modern generation such as cell phones has become the most used instrument in the people’s daily activities including browsing Internet and sending e-mails. In this work, the mobile technology is suggested to help the higher educational students, studies, check their emails, self-testing themselves, following news, search for jobs, the help of new learning environment to learn course subjects easily, collaborative learning opportunity, and remaindering the learning activities automatically (Business, Homework and announcement, exam, self-test, chat, etc.). This application will also have the ability to send a voice call to their teachers and attend conferences through internet, even by video calls. Basically, some methods have been suggested to settle this application according to the available new technology. The preliminary outcomes of the conducted experiment demonstrated the possibility of applying mobile devices within the various help of the businessmen, leaderships, and students in their private works or their business life. In this work, a survey is prepared as two forms, one for personnel information and the second for the use and benefits of using smart phones in business life. Keywords: Smart Phone, Strategic, Planning, Knowledge, Leadership, Manager
The Factors Affecting the Development of Entrepreneurship School in Education...inventionjournals
This study aimed to identify factors involved in developing Entrepreneur school and understanding the Executive requirements of these schools in Educational system of Iran (Case Study of MAZANDARAN province). Relying on the theory of organizational entrepreneurship and data based theory (Grounded Theory) the factors effective in creating a school for entrepreneurs were identified. The population of the study in Interview section was 20 experts in the Field of educational sciences from the University of Educators, entrepreneurship teachers and school administrators and for qualitative validation were 20 faculty members of University of Educators and school administrators. The research tools were open interview and content analysis techniques .The research findings indicate that the two groups factors of inside and outside organization and 3 dimensions of personal, organizational and environmental abilities and 16 components of Features (psychological , attitude, motivational), management style, organizational ,Mental and interpersonal skills, new methods of reward, management support, Delegate, deadline, curricula system , strategic orientation, entrepreneurial culture, entrepreneurship education, space and equipments, government policies, socio-economic and cultural conditions, financial and non-financial support are effective in building this kind of entrepreneur school. Also the results of qualitative validation or questionnaire distribution in the first step have resulted to the Removal of the concepts of parental education; parental social status and evaluation system due to an average of less than 4.In the implementation of the second round questionnaire, Kendal correlation coefficient was calculated and Kendall's w = 0.705 was obtained, suggesting a strong consensus among panel members in the research.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
An Analysis of Selected Factors Influencing Talent Management in Public Secon...inventionjournals
Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. This research therefore sought to explore the factors influencing talent management of Teachers Service Commission in Kenya in the public secondary schools with specific reference to Nyandarua West Sub- County. The overall objective was to examine the factors influencing talent management in schools with specific reference to Nyandarua west Sub- County. The specific objectives was to find out how organizational culture affects talent management, to establish the extent to which training and Development affects talent management, to assess whether workplace environment affect talent management and to establish the extent to which retention strategies affect talent management. The study adopted a descriptive survey design and targeted 25 schools in Nyandarua County. The target population was 25 principles, 350 teaching staff and 230 non-teaching staff. Stratified random sampling and purposive sampling was used in determining the sample size of 121 participants. Sampling was guided by Gay (1976) who postulates that sample size of 10% is considered minimum for large populations and 20% for small populations. The research instruments included questionnaire, an observation schedule and interview schedule. Descriptive data analysis was done for qualitative data while qualitative data was used to supplement interpretation of quantitative data. The findings are interpreted along the study objectives. The findings of the study are aimed to benefit the management of various organizations since they identify the challenges that hinder effective implementation of talent management. This study is of great benefit to the scholars since it has increase the body of knowledge in the field of talent management.
Employers’ expectation for soft skills as one of the criteria for undergradu...Thesigan Nadarajan
As coordinator for Bangkok University International (BUI) office of Academic and Professional development that comes under purview of the Dean of BUI, I routinely carry out partnership assessment analyses of universities in different countries. In the process, I have observed how progressive universities creatively change in their undergraduate educational structure according to the demands of the industrial and economic trends in order to remain relevant. One such industrial demand is in the form of the current trend towards the services-centred economy that places more importance on soft skills as one of the criteria for graduate employability. Having technical skills such as in Information Technology (IT) alone does not suffice anymore. Employers are beginning to expect and require the added criteria of soft skills for employment considerations. Even in Malaysia, research findings from studies by researchers like Yusof, H.S.M., Munap, R., Said, N.S.M., Ali, S.R.O., & Mat, K.A., (2017) who in their research entitled, “Employers Perspectives on Graduates Employability Skills: Soft Skills,” proved that there is a positive correlation between soft skills and employee productivity that affects employers perspective on undergraduate employability. Another study by Salleh, K.M., Sulaiman, N.L., Mohamad, M.M., & Sern, L.C., (2016) in their research entitled, “Assessing soft skills components in science and technology programs within Malaysian Technical Universities,” confirms the need for soft skills for the employability of graduates. The objective of this theoretical paper is to highlight current employers’ expectation for soft skills as one of the criteria for undergraduate employability. Therefore, this paper will examine and discuss: 1) What are the current employers’ perceptions of soft skills that undergraduates should possess; 2) What are the roles and meanings of soft skills; 3) How individual factors (gender, socioeconomic status) and contextual factors (industry, work culture, social stability) influences the development of soft skills; 4) How soft skills can be integrated as part of the formal learning cycle; 5) How soft skills can be integrated as part of individual personality development; and lastly, 6) How to measure soft skills before and after undergraduate employment. It is hoped that this paper will create awareness of the current industrial and employers’ employment expectations, and the meaning and role of soft skill as one of the criteria for undergraduate employability.
Keywords: Soft skills, integrity, communication, courtesy, responsibility, social skills, positive attitude, professionalism, flexibility, teamwork, and work ethic
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!
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
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
THE IMPACT OF KNOWLEDGE MANAGEMENT ON THE FUNCTION OF EMPLOYEE PERFORMANCE AP...IJMIT JOURNAL
The study aimed at identifying the impact of knowledge management on the function of employee performance appraisals (it is one of the most important functions of human resources management) in Jordanian industrial public shareholding companies, relying on the descriptive analytical approach. A questionnaire has been developed and distributed on individuals of the study sample consisting of managers of departments and sections of human resources in each company. The number of questionnaire retrieved and valid for statistical analysis (294) representing (86.5%) of the distributed questionnaires. In order to analyze the study sample, reliance was placed on descriptive statistics, represented in the
arithmetic means and standard deviations, in addition to the multiple linear regression analysis in hypothesis testing. The study reached a number of findings, most importantly, the presence of statistically significant impact at the level of (α=0.05) for the knowledge management including its dimensions (knowledge generation, knowledge storage, knowledge sharing, knowledge application) on the function of
employee performance appraisals in Jordanian industrial public shareholding companies. The study has recommended that the Jordanian industrial public shareholding companies should follow an efficient evaluationsystem capable of identifying the employees’ weaknesses
The study presents a conceptual framework showing the moderating role of technological turbulence on the relationship between total quality management and firms performance. Literature was reviewed before arriving at the proposed conceptual framework. From the model, it is proposed that the relationship between total quality management and organizational performance will be stronger when technological turbulence is supportive and taken in to consideration by Nigerian banking industry. Organizations that leverages on opportunities that evolves around its external environment in terms of change in technology has an edge in attaining competitive edge and improving performance of their organizations more efficiently and effectively than competitors do.
Recruitment Practices And Staff Performance In Public Universities: A Case St...QUESTJOURNAL
ABSTRACT: Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of any organization irrespective of its size and location. Public Universities, known to train professionals that exhibit transformative leadership and successfully run blue-chip companies have equally suffered from rampart industrial unrest and human resource malpractices across Kenya. Could it be a unique trend of organizational deviance that could be reflecting absence of a well executed staff recruitment practice? While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement, knowledge about this aspect in Public Universities remains scanty. The aim of this study was to address this gap by evaluating how recruitment practices affect performance of administrative staff in Public Universities using Masinde Muliro University of Science and Technology, Kenya as a case reference. A cross-sectional survey design was employed while sampling strategy was a blend of multiphase, stratified and purposive sampling. A sample size of 124 out of 1150 comprised mainly of administrative staff was used and that a questionnaire was the principal tool of data collection. Results were analyzed using frequency tables, mean, standard deviation and simple linear regression. The study found that a recruitment policy existed at Masinde Muliro University of Science and Technology, Kenya and that both external and internal recruitment practices were used to recruit employees at the University. However, it was noted that most of the university employees are recruited through media advert, internal advertisement, through transfers and promotions. The results of the regression indicated that recruitment practices are a significant predictor of employee performance, which was explained by 32% of variance and a moderate relationship captured by beta weight value of 0.57. On effectiveness of the recruitment policy, only 30% rated it as effective while 62% were indifferent and 8% rated it ineffective. The study concluded that although a significant relationship between recruitment practices and employee performance existed, it’s effectiveness and therefore positive impact on employee performance depended on employees’ positive perception and rating. It’s recommended that the Universities should avoid biasness in the recruitment process as this will negatively impact on employee performance.
Employee Motivation and Job Performance of Selected Construction Companies in...Dr. Amarjeet Singh
This study was to investigate the relationship
between employee motivation and job performance of selected
construction companies in Rivers State. In this study, we have
two variables employee motivation as the independent
variable and job performances as the dependent variable.
Both of these variables have their dimensions and measures
which will assist the researcher to find out the relationship
that employee motivation and job performances of selected
construction companies in Rivers State, the methodology
adopted was descriptive research design to collect both
primary and secondary data. The population of this study
consists of 100 (one hundred) staff in the selected construction
companies in Rivers State. The instrument used for data
collection was a questionnaire in four point likert scale. 100
copies of questionnaire were distributed to employees of
selected construction companies in Rivers State which 90 was
retrieved for the analysis. The test-re-test method was adopted
in assessing the reliability of the study instrument. The data
were analysed using t-test, while three hypotheses were tested
using cronbach alpha with the help of Statistical tool to
establish the significance of relationship between employee
motivation and job performance of selected construction
companies in Rivers State. From the above it was
recommended that organizations should emphasize on
induction training. Employee motivation plays a vital role in
job performance. Management should evaluate employee
suggestion scheme and use the feedback from the workforce to
improve the company’s environment and fulfill their needs
and skills. People are different and they are motivated by
diverse needs, such as physiological needs, safety requirements
and self-actualization needs. Thus, managers should focus on
reducing job dissatisfaction (working conditions, salary,
supervision, relationship with employee), while using
motivating factors such as achievement, recognition,
promotion and conducive work environment. If employees feel
appreciated for their work and are involved in decisionmaking, their enhanced enthusiasm and motivation will lead
to better productivity and loyalty. The study recommends that
Construction Companies should create better work
environment, recognition and promotion for better job
performance. The study recommends that Construction
Companies should include employees in policy making which
will boost their job performance.
IMPACT OF EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT: TESTING THE M...IAEME Publication
This study analyzed direct and indirect effects of emotional intelligence on job satisfaction, and organizational commitment. On the basis of previous studies, one exogenous variable (Emotional Intelligence) and two endogenous variables, i.e. job satisfaction, and organizational commitment were analyzed through structural model. The participants were 419 academic leaders in Tamil Nadu Universities. They were chosen through Stratified Purposive Random Sampling Method. The results of the study indicate that emotional intelligence direct and indirect effects on job satisfaction, and organizational commitment. Moreover, emotional intelligence not only has a direct effect on job satisfaction, it also has an indirect effect on organizational commitment. Job satisfaction has a strong direct positive effect on organizational commitment. The mediatory role of job satisfaction in the effect of emotional intelligence on organizational commitment is confirmed in the study.
Effect of Knowledge Management on Employee Retention in IT industry: Regressi...AkashSharma618775
Knowledge management (KM) is a tool that includes humans, processes and technology for managing
information and knowledge resources in an organization in order to keep in pace with the industrial
advancements. Knowledge management plays a key role in helping employees in performing their day to day
duties effectively. In addition to this it also has impact on certain lon term associations of employees with their
organization in terms of their survival and development there, which would have a major impact on Employee
Retention in the organizations. Thus studying the effect of Knowledge management on retention of employees in
organizations is very important in analyzing both the individual and organizational development, which would
have significant impact on the better development of the society.
How Organizational Climate Influences Job Satisfaction in Educational Sector ...inventionjournals
The study aims in determining the organizational climate that would result in job satisfaction among academic staff in educational settings. Adequate literature on organizational climate and job satisfaction was reviewed. Findings results into the factors that contribute to shape culture, and its results into a framework, to encompass manifestations of organizational culture in relation to academic excellence. Further researchers can use this conceptual model to include few more pre cursors to outcomes to it, also this model can be tested empirically
An Exploratory Study of Factors Influencing Corporate Sustainability on busin...AkashSharma618775
This study evaluates the effect of corporate sustainability on business performance of manufacturing
industries in USA, from 2012 to 2015. These Manufacturing industries are listed in Corporate Social
Responsibility Hub (CSRHub), Morning Star and Global Reporting Initiative (GRI). All data used in this report
were extracted from 37 manufacturing companies’ Sustainability, corporate social responsibility (CSR) and
annual reports. These companies are of diverse sectors such as Automobile, Health care, consumer goods, food,
beverages and technology. Quantitative method of research is used in this study; this also includes the use of
explanatory and descriptive research design. The main issues to be discussed in this study are Donation, Incident
rate reduction and Water Recycled as the independent variables, while Revenue is the dependent variable. Data
analysis was carried out using the regression analysis, descriptive statistics and correlation. E-views software
generated the data for further analysis. The findings imply that donation has a positive insignificance effect on
revenue, reduced incident rate reduction had positive significance effect on revenue and water recycling has
negative insignificant effect on revenue. In the future researches, larger samples of companies form diverse sectors
and subsectors should be studied to broaden the research on company performance especially the non-financial
aspect.
INVESTIGATE THE RELATIONSHIP BETWEEN ORGANIZATIONAL LEARNING CAPABILITIES AND...IAEME Publication
The ability to learn is a vital factor for innovator organizations. Innovation is crucial for the survival of organizations in a dynamic environment. So anticipate the impact of organizational characteristics is the utmost importance on innovation. Organizational background shows that organizational learning capability plays a vital role in the development of companies and increase innovation. This study considers the relationship between organization all earning capabilities and organizational innovation and it is lead to the conclusion that organizational learning effect on organizational innovation. The proposed model of the project as four dimensions: conversation, empiricism, risk-taking and mutual interaction with the external environment and was measured by28items.Scaleshave been validity by the results obtained of data collected from 42 food industry under the Industrial Estates in Kermanshah province.103valid questionnaires were collected and to test the research model was used by confirmed Factors analysis approach. The results showed that organizational learning capability is a significant and positive impact on organizational innovation.
The Aim Of This Study Is To Investigate The Reciprocal Relationship Between Job Satisfaction,
Employee Commitment And Organizational Performance. Accordingly, A Linear Structural Equation Model
Was Developed To Delineate The Above Interaction And Explore The Mediating Effects Of Commitment On The
Relationship Between Job Satisfaction And Organizational Performance.
The Moderating Effects of Entrepreneurial Learning on the Relationship betwee...theijes
The purpose of this study to know the Influence of Entrepreneurship Orientation on Business Performance with Entrepreneurial Learning as Moderating Variable in Small Medium Enterprises (SMEs) in Southeast Sulawesi (Studies in the Food Industry). Population totaled 109 IKM foods that have met the criteria spread over 4 (four) districts in Southeast Sulawesi province, that consists of: Konsel, Bombana, Kolaka and Kendari. The analysis technique used is Structural Equation Modeling (SEM) of AMOS7 and statistical software package SPSS (Statistic Packages for Social Sciences). In this study, researchers tested the validity of the simple correlation technique with SPSS version 12.0 The results of this study showed that the entrepreneurial orientation plays an important role in improving the performance of SMEs. The next entrepreneurial learning plays an important role in improving the performance of SMEs. There is a direct influence on the business performance of learning entrepreneurial SME food but not significant. The results of this study also prove that the entrepreneurial orientation moderated by entrepreneurial learning plays an important role in improving the performance of SMEs. This means that the entrepreneurial orientation will be stronger and not directly served to increase the performance of SMEs when supported with the right entrepreneurial learning in improving the performance of SMEs. This means that we need a learning that is applied so that the benefits of learning to give importance in the improvement of the performance of SMEs.
Survey: Investigating the Embodiment Roles of Smart Phones as A Modern Techno...journal ijrtem
Abstract : Mobile devices in this modern generation such as cell phones has become the most used instrument in the people’s daily activities including browsing Internet and sending e-mails. In this work, the mobile technology is suggested to help the higher educational students, studies, check their emails, self-testing themselves, following news, search for jobs, the help of new learning environment to learn course subjects easily, collaborative learning opportunity, and remaindering the learning activities automatically (Business, Homework and announcement, exam, self-test, chat, etc.). This application will also have the ability to send a voice call to their teachers and attend conferences through internet, even by video calls. Basically, some methods have been suggested to settle this application according to the available new technology. The preliminary outcomes of the conducted experiment demonstrated the possibility of applying mobile devices within the various help of the businessmen, leaderships, and students in their private works or their business life. In this work, a survey is prepared as two forms, one for personnel information and the second for the use and benefits of using smart phones in business life. Keywords: Smart Phone, Strategic, Planning, Knowledge, Leadership, Manager
The Factors Affecting the Development of Entrepreneurship School in Education...inventionjournals
This study aimed to identify factors involved in developing Entrepreneur school and understanding the Executive requirements of these schools in Educational system of Iran (Case Study of MAZANDARAN province). Relying on the theory of organizational entrepreneurship and data based theory (Grounded Theory) the factors effective in creating a school for entrepreneurs were identified. The population of the study in Interview section was 20 experts in the Field of educational sciences from the University of Educators, entrepreneurship teachers and school administrators and for qualitative validation were 20 faculty members of University of Educators and school administrators. The research tools were open interview and content analysis techniques .The research findings indicate that the two groups factors of inside and outside organization and 3 dimensions of personal, organizational and environmental abilities and 16 components of Features (psychological , attitude, motivational), management style, organizational ,Mental and interpersonal skills, new methods of reward, management support, Delegate, deadline, curricula system , strategic orientation, entrepreneurial culture, entrepreneurship education, space and equipments, government policies, socio-economic and cultural conditions, financial and non-financial support are effective in building this kind of entrepreneur school. Also the results of qualitative validation or questionnaire distribution in the first step have resulted to the Removal of the concepts of parental education; parental social status and evaluation system due to an average of less than 4.In the implementation of the second round questionnaire, Kendal correlation coefficient was calculated and Kendall's w = 0.705 was obtained, suggesting a strong consensus among panel members in the research.
Factors Affecting Management of Performance Appraisal among Public Secondary ...paperpublications3
Abstract: This study sought to establish factors affecting management of performance appraisal among public secondary schools in Trans Nzoia West Sub-County. The study sought to find out effects of training, professional ethics practices, monitoring and evaluation capacity in performance appraisal and the effect of ICT use on performance appraisal. The study used a cross sectional survey research design. Data was collected from a sample of 42 schools out of 94 schools. The respondents were 42 Principals, and 122 teachers who are committee members. Likert scale questionnaire contained closed ended questions whereas the open ended questions solicited more answers from the respondents. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive analysis was used as well as inferential statistics which included Pearson’s correlation coefficient and ANOVA. Data which was categorical was presented as frequencies with their corresponding percentage. This study has described a number of topical issues related to performance appraisal in public secondary schools in Trans Nzoia West Sub-County. In summary, the first objective revealed that the committees of public schools within Trans Nzoia West Sub-County have inadequate training on performance appraisal regulations and procedures. The committee members highlighted that vigorous training be conducted on performance appraisal. For the second objective, the findings showed that professional ethical practices ought to be entrenched among members of the committee. On the third objective, the researcher concludes that even though ICT use has never been fully adopted for performance appraisal in public schools, its implementation would lead to proper functioning of appraisal functions and speeds up performance appraisal activities and hence brings efficiency and integrity. On the fourth objective the findings was adopting Monitoring and Evaluation frameworks for performance appraisal in schools, the Ministry of education should ensure that the functions of performance appraisal are monitored and evaluated frequently and appropriately.
Keywords: Training on appraisal, professional ethics practices, monitoring and evaluation capacity and information communication technology.
Title: Factors Affecting Management of Performance Appraisal among Public Secondary Schools in Trans Nzoia West Sub County
Author: Ooko.A. Mary, Dr. Iravo, Mike, Mr. Nyaberi, Duncan, Mr. Okwaro, Fredrick
ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Paper Publications
An Analysis of Selected Factors Influencing Talent Management in Public Secon...inventionjournals
Talent Management is a set of integrated organizational HR processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. This research therefore sought to explore the factors influencing talent management of Teachers Service Commission in Kenya in the public secondary schools with specific reference to Nyandarua West Sub- County. The overall objective was to examine the factors influencing talent management in schools with specific reference to Nyandarua west Sub- County. The specific objectives was to find out how organizational culture affects talent management, to establish the extent to which training and Development affects talent management, to assess whether workplace environment affect talent management and to establish the extent to which retention strategies affect talent management. The study adopted a descriptive survey design and targeted 25 schools in Nyandarua County. The target population was 25 principles, 350 teaching staff and 230 non-teaching staff. Stratified random sampling and purposive sampling was used in determining the sample size of 121 participants. Sampling was guided by Gay (1976) who postulates that sample size of 10% is considered minimum for large populations and 20% for small populations. The research instruments included questionnaire, an observation schedule and interview schedule. Descriptive data analysis was done for qualitative data while qualitative data was used to supplement interpretation of quantitative data. The findings are interpreted along the study objectives. The findings of the study are aimed to benefit the management of various organizations since they identify the challenges that hinder effective implementation of talent management. This study is of great benefit to the scholars since it has increase the body of knowledge in the field of talent management.
The Influence of Human Resource Development, Organizational Commitment, Compe...inventionjournals
This research aims at examining and analyzing the influence of human resource development, organizational commitment, compensation, working environment, and leadership style to employee performance. This studyis an explanatory research which examines the hypothesis. This research was conducted at SULUTGO Bank Company in North Sulawesi Province. The sample for this research was 135 respondents of the total population which is 204 employees. The technique used for data collection is area proportional random sampling. The data were collected from the distributed questionnaires which was ranked, tabulated and analyzed by the double linear regression statistics. The result of this research shows that: 1) the human resourcedevelopment has positive and significant impact to employee performance.2) The organizational commitment has positive but insignificant influence to employee performance. 3) Compensation has positive but insignificant influence to staff’s performance.4) Working environment impacts positively and significantly to staff’s performance. 5) Leadershipstyleimpacts positively and significantly to staff’s performance
Human resources (HR) must be acknowledged and recognized as an organization’s most valuable asset
and the driving force in creating and sustaining competitive advantage in the global marketplace. Challenges of
ineffective planning, management, and application of HR functions have been the major issues affecting the rate
of employee turnover in organizations. The purpose of this study is to investigate the effects of HR management
practices on tertiary institution performance in Ondo State, Nigeria. A sample size of 327 was taken from a
population of 1776 using Taro Yamane’s (1964) formula, and a stratified sampling technique was adopted. The
questionnaire was recovered in 324 copies, accounting for 99.08% of the total for analysis. The data were analyzed
through ordinary least square (OLS) regression, and it was found that the calculated t-statistics score of 1.645 is less
than the t-statistics score of the four hypotheses. The null hypotheses were rejected, while alternative hypotheses of
2.127 and 2.483 were accepted. According to the findings of the study, HR management practices have a significant
impact on the performance of higher education institutions in Ondo State, Nigeria. It is suggested that effective
planning, well-managed implementation, and a policy free of tribalism and nepotism—a policy free of bias—will
create a competitive advantage and positively impact the performance of tertiary institutions, particularly Rufus
Giwa Polytechnic, Owo.
Evaluation of Human Resource Management Practices on the Productivity and Per...IOSR Journals
The objective of any organization or firm is to achieve higher productivity. The concept of Human Resources within organizations is very vital in the management and survival of any organization; this is because their performance is influenced by a set of human resource practices. The main focus of this study is to determine if human resources management practices (Human resources (HR) Planning, training and development) affect productivity and performance of Transport Organizations. The human resource management practices or HRM practices have to be addressed in this position, in order to examine productivity and performance of the organization. In analyzing the data, both descriptive and inferential statistics were used. A total of 75 questionnaires was distributed out of which 60 was returned. Result of analysis showed that training and development enhances productivity of transport organizations and also adequate human resources planning promotes employee productivity and organizational performance. It is therefore recommended that all level of employees receive adequate training and proper human resource planning should be in place to promote productivity and performance of the Transport industry in Nigeria.
The Effect Of Human Resource Management Functions On Quality Of Services (Ca...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Factors Influencing Employee Retention at Meru University of Science and Tech...iosrjce
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
Impact of Training on Employee Performance (Banking Sector Karachi)iosrjce
The purpose of this research is to determine factors that impact training in banks of Karachi and
how they affect employee performance. The study observe that how training needs establish, how effective the
training methods of banks and their influence of employee performance. Literature review revealed that training
is one of the key element that help employees to gain knowledge and confer motivation ad satisfaction. Training
enhance skills and abilities of employees. Through training employee learn teamwork and integrity. On the
other hand, it also contribute positively towards development of employee performance along with other factors.
The research conclusively find that training affects the performance of employees in banks of Karachi. This is
indicate by the training framework which is designed to achieve organization strategic goals. Data was
collected from Banks of Karachi. Random sampling technique is used by researcher to gather responses from
100 employees through questionnaire. Analysis is done by regression and correlation technique. The findings of
research have shown that the factors of training have positive impact on employee performance of banks of
Karachi.
The aim of this study was to examine the effect of financial distress, rewards and company performance using return on assets (ROA), managerial ownership, ownership concentration, directors' composition and leverage on directors' remuneration with company size, leverage and company age as control variables. The study population comprised manufacturing companies in the food and beverage sector listed on the ASEAN state stock exchange. The study used a purposive sampling method. The sample number consisted of 68 manufacturing companies. The data used are secondary data obtained from ASEAN state stock exchanges. Data analysis used multiple linear regression. The results indicate that ROA, managerial ownership, ownership concentration, firm size and leverage have a significant effect on directors' remuneration, while financial distress, reward, company age and state have no significant effect on directors' remuneration. The implications of study mean that boards of directors can conduct a comprehensive evaluation of the directors' remuneration system by establishing a team that has the authority to provide input and formulation of a remuneration system that meets the principle of fairness.
Abstract: This paper assessed the effect of training and development on employee performance using Bank BIC as
the case study. The study focused on the objectives which sought to assess the effect of training and development
on employee performance at Bank BIC, to determine the training and development practices and purposes at
Bank BIC, and to determine the training and development policy at Bank BIC Namibia. A mixed research method
was used with a sample size of 35 respondents. The study found that the majority (59.09%) of the respondents
agreed that training and development are improving their job performance at the Bank BIC. The majority (50
percent) of the respondents strongly agree that training and development are important for growth at the Bank
BIC. The majority (54.55 percent) of the respondents agree that training and development have improved their
morale. The majority (50 percent) of the respondents on the job training is an efficient tool for learning new skills
and improving current skills. The majority (40.91 percent) of the respondents agree that the training and
development that employees received is relevant to their work. The majority (59.09 percent) of the respondents
indicated that there was no specific training schedule at the Bank BIC. The majority (59.09 percent) of the
respondents indicated that the objective of training and development at the Bank BIC is to improve performance.
The majority (86.36 percent) of the respondents indicated that Bank BIC uses on-the-job training and that the
training and development policy at Bank BIC entails involving all the employees in the training program and
making them aware of the objectives of the training program. The study recommended that Bank BIC's training
and development practices should be reviewed regularly, with an appropriate assessment of the organization's
needs and identification of individuals' skills, knowledge, and educational backgrounds. On the other hand, the
organization creates appropriate training methods for employees based on their abilities and educational
backgrounds. The training and development program should be related to the needs of the employees and should
be matched to the objectives of the organization and the training should be chosen based on a proper need
assessment. This allows the organization to determine whether employees are comfortable with their jobs and
work environments, as well as how they deliver quality service
Employee Mentoring and Organizational Effectivenessijtsrd
This study examines the relationship between mentoring and organizational effectiveness. Mentoring in the workplace is a comprehensive business strategy that utilizes the skills and expertise of more experienced employees as resources to those who are new to the company or those who are less experienced in certain areas within the company. The paper after a critical review of the available literature revealed a significant relationship between mentoring and organizational effectiveness. Based on the above conclusion, the paper recommend that There should be more organized formal corporate mentoring programs supported by relevant policies and management will power Management should develop a program advisory team on mentoring with defined objectives, regularly evaluating their performance against set standards and correcting unhealthy deviations from standards where such exist. Victor Barinua | Ibe, Uchenna Mabel "Employee Mentoring and Organizational Effectiveness" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-4 , June 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49978.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/49978/employee-mentoring-and-organizational-effectiveness/victor-barinua
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
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Abstract: The quality of the human resource of an organization is essential to its success. Thus, every organization must seek to improve the quality of its workforce. It is worth noting that in Mumias Sugar Company, most unskilled workers rise up to positions that require specific skills with specific duties. Even some cane cutters find themselves in positions requiring skills, therefore the need for on-the-job-training. It is in this respect that the current study sought to establish the effect of on-the-job-training on employee performance in Mumias Sugar Company; Kakamega County based on the study objectives. The objectives of the study were: To establish the effect of on-the-job-training to employee’s performance at Mumias Sugar Company Limited, to establish the effect of on-the-job-training to employees’ task requirement at Mumias Sugar Company Limited and lastly to establish the effect of on-the-job training to the employees’ satisfaction at Mumias Sugar Company Limited. This study adopted a descriptive research design. The target population for the study was 115 employees where a sample size of 90was selected using Krejcie and Morgan table of determining sample size for research activities. Data was derived through questionnaires distributed to selected employees as well as the finance and human resource managers. Data was analyzed using the chi-squire and presented using frequency tables. The study findings show that on-the-job-training programmes are more likely to enhance employee capability than without. There was a significant direct relationship between on-the-job-training maintained by the firm and employee task requirements. The study recommends that organizations should come up with on-the-job-training programmes that enhance employee efficiency and performance, that will make the employee to love the job he/she is undertaking hence providing employee satisfaction services which intend to increase profitability in the organization.
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Factors Influencing Non-Teaching Employees’ Performance in Kenya: A Case Study of Kitale National Polytechnic
1. ISSN 2349-7807
International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)
Vol. 3, Issue 4, pp: (36-49), Month: October - December 2016, Available at: www.paperpublications.org
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Factors Influencing Non-Teaching Employees’
Performance in Kenya: A Case Study of Kitale
National Polytechnic
Bernadette Nekesa Irungu1
, Dr. Elizabeth Makokha Nambuswa (PhD) 2
,
Prof. Gregory Simiyu Namusonge (PhD) 3
1
Jomo Kenyatta University of Agriculture & Technology (Msc. HRM)
2,3
Jomo Kenyatta University of Agriculture & Technology (PhD)
Abstract: The study aimed at analyzing the factors influencing non-teaching employees’ performance in Kitale
National Polytechnic. Non-teaching employees play a significant role in achieving the goals of an institution. The
study was guided by the following research objectives: -to examine the effect of training on non-teaching
employee’s performance at Kitale National Polytechnic, to analyze the effect of organization culture on non-
teaching employee’s performance at Kitale National Polytechnic, to determine the effect of working environment
on non-teaching employee’s performance at Kitale National Polytechnic and to evaluate the effect of motivation on
non-teaching employee’s performance at Kitale National Polytechnic. The study was conducted through a
descriptive research design. Sixty one non-teaching employees of Kitale National Polytechnic were the target
population. The whole population formed the sample size. A questionnaire was the main tool for primary data
collection. Descriptive and inferential statistics and regression analysis were used in interpreting the collected data.
The study will be able to answer the hurdles that non-teaching employees face while performing their tasks. The
findings established in this study will create a path to improved performance of non-teaching employees not only
in Kitale National Polytechnic but all the national polytechnics in Kenya.
Keywords: Employee Performance, Motivation, Organization Culture, Training & Work Environment.
I. INTRODUCTION
In most institutions of higher learning, students always interact with non-teaching employees for academic and non-
academic purposes. It starts from application, registration, examination issues, accommodation issues, and the lecturing
schedule in addition to many others. Even though website and other helpful sources give the information according to
their needs, it could be argued that students find difficulty when dealing with the non-teaching personnel as compared to
the teaching professionals in higher educational institutions (Yuliarini, 2012). That is why employee performance among
non-teaching employees is amply indispensable as it further leads to the quality of treatment they offer to the students and
the teaching employees. With the unpredictable environment and intense varied needs of students in polytechnics, the
institutions are required to reach certain standards by improving their performance to align with such great demands;
otherwise, a lot of problems will surface, including running the risk of students‟ strikes and eventually leading to
unexpected costs. Hence it is important for these institutions to improve the performance of their employees.
The human resources are the most significant elements in any organization. Manpower utilizes other resources and gives
output. If manpower is not available then other resources are useless and cannot produce anything. Out of all the factors
of production, manpower has the highest priority and is the most significant factor of production and plays a pivotal role
in areas of productivity and quality. Lack of attention to the other factors that are non living may result in reduction of
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profitability to some extent but ignoring the human resource can prove to be disastrous. In a country where human
resource is abundant, it is a pity that they remain underutilized. Employees form a vital component for organizational
success and they act as the path for achieving the expected organizational objectives and mission. Muda et al. (2014)
acknowledges that plenty of resources such as equipments or physical facilities are made worthless without the support of
employees. They also assert that the level of the organizations‟ accomplishment depends on the performance of the
employees. The non-teaching employees of national polytechnics play a significant role in realizing the goals and
objectives of these institutions.
Situma and Iravo (2015) assert that people have an inborn dislike for work and tend to avoid it whenever an opportunity
arises. They are born selfish and indifferent to the needs of the organization, hence their efforts need to be directed
through motivation, controlling their actions and modification of their behavior so as to fit organizational needs. They
always need to be directed to take responsibility and have little or no ambition but above all they seek security. Due to the
lazy inherent nature of human beings they are not able to perform well on their own initiative. In order to make people to
achieve the organizational objectives they need to be persuaded, rewarded, coerced, controlled, directed or threatened
with punishment. If management does not have an active intervention, people tend to remain passive and resistant to the
needs of the organization.
The setting in which most organizations operate is dynamic and competitive. Organizations gradually evolve and develop
with the support of their employees. Managers and supervisors are charged with the responsibility of managing the
performance of their employees. Many organizations have developed three critical stages of managing performance
management: setting expectations for employee performance; maintaining a dialogue between supervisor and employee to
keep performance on track and measuring actual performance relative to performance expectations (Ndung‟u, 2009).
According to Situma and Iravo (2015) organizations should have proper laid down employee training programs to
enhance employee performance and thus increase the levels of employee performance. The diversity of today‟s work
force presents organizational managers with problems of substantial magnitude. Huge differences among non-teaching
employees in every institution and work group means that there is no one best way to deal with them.
In the real world, organizational growth and development is affected by a number of factors. In light with the present
research during the development of organizations, employee performance plays a vital role in improving organizational
performance as well as increasing productivity. This in turn leads to placing organizations in better positions to face
competition and stay at the top. Existing literature presents evidence of an existence of obvious effects of training and
development on employee performance. Some studies have proceeded by looking at performance in terms of employee
performance: In particular Mello J. A. (2006), while others have extended to a general outlook of organizational
performance (Armstrong, M. (2009). In one way or another, the two are related in the sense that employee performance is
a function of organizational performance since employee performance influences general organizational performance.
There is no doubt that organizations worldwide are striving for success and out-competing those in the same industry and
national polytechnics in Kenya are no exception. In order to do so, they have to obtain and utilize their human resources
effectively. Managers need to pay special attention to all the core functions of human resource management as this plays
an important role in different organizational, social and economically related areas among others that are influential to the
attainment of the organizational goals and thus organizations‟ successful continuation in the market. It is, therefore, every
organizations responsibility to enhance the job performance of its employees and certainly implementation of the
determinants of effective non-teaching employees performance suggested in this research is one of the major steps that
should be taken by national polytechnics in Kenya in general and Kitale National Polytechnic in particular. As is evident
that employees are a crucial resource, it is important to optimize the contribution of employees to the organization aims
and goals as a means of sustaining effective performance. The researcher thus chose to analyze determinants of non-
teaching employees‟ performance; factors that have a bearing on employee performance.
Non-teaching employees such as drivers, accountants, matrons, cateresses, and security personnel, among others variously
play a vital role in national polytechnics and their contribution helps make education more relevant to the needs and
aspirations of the society. However, the diversity of this workforce presents challenges of substantial degree to their
performance. There have been complaints on the quality, commitment and professionalism of non-teaching employees
emerging from four areas: Training, Organization Culture, Work Environment and Motivation. Employee performance
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affects the overall performance of an organization. Being able to comprehend the factors that affect non-teaching
employees‟ performance is important because an organization will be able to strengthen those factors to improve
performance. Public institutions, especially institutions of higher such as Kitale National Polytechnic plays a significant
role in the Kenyan economy. Poor training or lack of it leads to reduced productivity and poor service delivery, which
leads to customer dissatisfaction. It also results to wastage of materials, equipment and tools. This calls for close and
constant supervisions thus increases in cost of supervision. With organizations fairly increased competition due to
globalization, changes in technology, political and economic environments, training of employees is one of the ways to
enhance employee performance. National polytechnics certainly need to equip their employees with relevant skills and
knowledge to enhance performance. Therefore, the study sought to analyze determinants of non-teaching employees
performance at Kitale National Polytechnic. The study examined the effect of training on non-teaching employees‟
performance, analyzed the effect of organization culture on non-teaching employees‟ performance, determined the effect
of working environment on non-teaching employees‟ performance and evaluated the effect of motivation on non-teaching
employees‟ performance. This is evident in Kenya where in recent times both the teaching labour unions and non-
teaching labour unions front has been overwhelmed with industrial unrests agitating for better incentives and working
conditions.
Research Objectives:
i. To examine the effect of training on non-teaching employee‟s performance at Kitale National Polytechnic.
ii. To analyze the effect of organization culture on non-teaching employee‟s performance at Kitale National Polytechnic.
iii. To determine the effect of working environment on non-teaching employee‟s performance at Kitale National
Polytechnic.
iv. To evaluate the effect of motivation on non-teaching employee‟s performance at Kitale National Polytechnic.
II. LITERATURE REVIEW
Theoretical Framework:
McClelland’s Need Theory:
Poisat (2006) cites Moorhead and Griffin when they discussed McClelland‟s (1961) theory that was based on the
individual‟s need for achievement, affiliation and power. The achievement dimension of this need translates into an
individual‟s desire to complete a task or accomplish a goal more effectively than before, while the need for affiliation
speaks of the need for human companionship and social interaction.
Armstrong and Murlis (2004) further distinguish that the achievement motivational need is driven by goals of success
through competition which an individual may measure against his or her own ideals of what is superior performance. This
theory in applicable to the study in that it explains how an employee who has a strong achievement motivational need can
recognize what needs to be done, complete the work at hand efficiently and not wait to receive praise or recognition
(Marnewick 2011 and Safferstone 2007). An employee‟s need for achievement, social affiliation and power thus
determine performance.
Equity Theory:
Equity theory is based in the idea that employees are motivated by equality. Equity theory deals with employees‟ motives
and it should have wide applications in understanding organizational behavior. Human resource development needs to
take equity theory under serious consideration when dealing with people whether in cases of administering simple tasks
like pay, promotions, and recognition or in cases of training, improvements, and development. Equity theory will help to
explain employee‟s behavior and provide them with the possible factors that might decrease efficiency and performance
(Al-Zawahreh, 2012). Employees seek to maintain equity between the inputs that they bring to a job and the outcomes
that they receive from it against the perceived inputs and outcomes of others. The belief in equity theory is that people
value fair treatment which causes them to be motivated to keep the fairness maintained within the relationships of their
co-workers and the organization.
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Maslow’s Need Theory:
Muchinsky (2006) defines Maslow‟s Need Theory as a “theory of motivation based on a sequential ordering of human
needs that individuals seek to fulfill in serial progression, starting with physiological needs and culminating in the need
for self-actualization”. According to Kreitner, (2004) Maslow (1943) believed that the source of motivation resided in the
fulfillment of certain needs. He defined these needs as Physiological needs Safety needs, Love needs, Esteem needs and
Self-Actualization needs. Maslow‟s classification of needs is helpful in this study. It helps to explain why employees are
motivated differently in the same situation. It also shows that employees are motivated by unsatisfied needs and that
satisfied needs have no motivational power. The theory further explains that as lower level needs are fulfilled, higher
level needs replace them and govern a person‟s behavior. This will help deal with employee‟s needs individually.
Conceptual Framework:
The Conceptual Framework demonstrates how Independent Variables (Training, Organization Culture, Work
Environment and Motivation) influence the Dependent Variable (Non-Teaching Employees‟ Performance).
Employee Performance:
Landy and Conte (2007) define performance as behaviour. They continue to include specific actions and behaviours that
are relevant and applicable to an organization‟s goals into the concept of performance, and conclude that it is this
performance that an organisation will hire an employee to do, and to do well. Numerous researches have been introducing
various methods to evaluate organizational performance (Wong & Wong, 2007; Prajogo, 2007). This includes the quality,
quantity, knowledge or creativity of individual towards the accomplished tasks that are in accordance with the
responsibility during a specified period. High level performance is realized through efficient and effective performance of
employees. Workers satisfied about the job are committed and extend more effort to job performance. Organizational
commitment is involvement and loyalty of employee in an organization. It shows such bond of employees with the
organization that employees are enthusiastic to give something of them in order to add to the organization‟s health
(Mowday, Steers, and Porter 2009).
According to Armstrong and Baron (2005), performance management is about cheering productive flexible behaviour,
and has as its goal to achieve human capital advantage. They continue to support the believe that people are the most
important source of competitive advantage, and recognize that, as opposed to other forms of competitive advantage
resulting from improving factors such as design or process, the human resource factor is very difficult to reproduce or
replicate, making it so important to organizations.
5. ISSN 2349-7807
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Training & Employee Performance:
The link between training and employees performance is continuous, and aims to keep employees from falling into a
common trap where the skills that employees are able to present to employers have been studiously gained at the
employer‟s behest and despite being valuable skills, they don‟t necessarily provide an accurate and comprehensive picture
of the employee‟s overall abilities (Dyer. 2005). Training can be defined as a developing process of employees‟ expertise
in order to improve their performance by enabling employees to be more efficient and effective while performing their
tasks. Training is a type of action which is planned, systematic and it results in enhanced level of ability, knowledge and
competency that are necessary to perform work effectively. Existing literature presents evidence of an existence of
obvious effects of training and development on employee performance. According to Wright & Geroy (2001) notes that
employee competencies change through effective training programs. Training has been proved to generate performance
improvement related benefits for the employee as well as for the organization by positively influencing employee
performance through the development of employee knowledge, skills, ability, competencies and behaviour (Appiah
2010).
According to Heathfield (2012), the right employee training, development and education at the right time, provides big
payoffs for the organization in increased productivity, knowledge, loyalty and contribution. According to Ivancevich
(2010), training and development is a process that attempts to provide employees with information, skills and
understanding of the organization and its goals. Additionally training and development aids an employee to continue to
make the necessary positive contribution to the success of employing organization in terms of his / her good performance
on the job.
Organization Culture & Employee Performance:
According to Muda et al. (2014), effective communication enables a company to have good coordination among the teams
or units in an organization whereby the absence of it will reflect problems in running business operations or critically
cause the damage between individuals. The authors suggest that the persons who are involved in communication
processes need to possess both basic skills and abilities, otherwise, the information could be missed to understand
appropriately.
A positive culture in an organization enhances the performance of the employees. According to the Stewart (2010), norms
and values of organizational culture highly affect those who are directly or indirectly involved with the organization.
These norms are invisible but have a great impact on the performance of employees and profitability. The most important
characteristic is shared value.
Work Environment & Employee Performance:
The work environment can cause job stress which has been known universally as a social problem (Denyer. 1974). Stress
is a combination of factors that disrupt the workers physically and psychologically (Lu, 1997), and affects employees
wellbeing as a whole (Conway et al., 2008).This is in line with the studies that have been conducted on the effect of job
stress in terms of medical matters such as heart disease, gastroenteritis, sleep disorders and other accidents that will
decrease the rate of job performance, and the increased rate of absence and job displacement (McVicar, 2003; Mitoma et
al., 2008&Muecke, 2005) which in the long run affects employees performance.
According to Mcvicar (2003) a safe workplace is central to the ability to enjoy health, security, and the opportunity to
achieve success in life and overall achievement of organizational goals. They consider Hazards at the Workplace as those
aspects of work environment that have the potential of causing immediate and sometimes violent harm to a worker. These
safety hazards include: poorly maintained equipment, poor lighting, and exposure to hazardous chemicals among others.
Through management of these hazards the institution will be able to increase efficiency and effectiveness in the
organization through maximum utilization of employees at the workplace.
Motivation & Employee Performance:
Beck (2000) consider motivation as a theoretical concept that describes why employees “choose to engage in particular
behaviours at particular times”, and it would be these influencing factors that result in the employee experiencing a want
and need, or the lack thereof, to perform, or to achieve something, hence the employee‟s motivation to excel and achieve
more.
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The employee motivation is obviously important. In fact, it is one of the most important and essential factors for the
achievement of employees, and ultimately the organizational targets and goals (Berman et al., 2010). Ololube(2006)
asserts that motivation to work, whether intrinsic or extrinsic are very essential in the lives of workers because they form
the fundamental reason for working in life. It represents the complex forces and needs which provide the energy for an
individual to perform a particular task (Shulze & Steyn, 2003). Moreover, employee motivation serves as an essential
component of business operations whereby high motivation coincides with job satisfaction, a sense of pride in one‟s work,
a lifelong commitment to organization which enhances performance and productivity (Linz et al., 2006).
The motivated employees relate to the manners of self satisfaction, sell-fulfilment and commitment that are expected to
produce better quality of work and oblige to the organizations‟ policies which will extensively materialize efficiencies and
competitive advantage. Motivation increases the job involvement by making the work more meaningful and interesting as
well as the fact that it keeps the employees more productive and improves their subsequent job performance (Kamery,
2004&Ekerman, 2006).
III. METHODOLOGY
Research Design:
The study applied a descriptive research design. The major purpose of descriptive research design is description of the
state of affairs as it exists at present (Kothari 2004). This is appropriate to obtain information concerning the current status
of the phenomenon to describe what the current situation is with respect to the variable of the study. Mugenda and
Mugenda (2003) agree that descriptive design is most preferred because it gives a report on things as they actually are.
Target Population:
The target population of the study was all non-teaching employees of Kitale National Polytechnic who comprised of 61
employees as shown in the table below.
Table 3.1: Target Population
Category Target Population
Admission 8
Grounds 14
Security 2
Technicians 11
Catering 5
Library 3
Clerks 5
Farm Manager 1
Nurses 1
House Keeper 1
Drivers 3
Messengers 2
Secretaries 5
TOTALS 61
Source: KNP (2016)
Data Collection Instruments:
A questionnaire was the main tool for data collection. A questionnaire is a research instrument that gathers data over a
large sample and its objective is to translate the research objectives into specific questions, and answers for each question
to provide the data for hypothesis testing. The advantage of a questionnaire over other instruments include the fact that
questionnaires are: Practical and large amounts of information can be collected from a large number of people in a short
period of time and in a relatively cost effective way, they can be carried out by the researcher or by any number of people
with limited affect to its validity and reliability and the results of the questionnaires can be quickly and easily quantified
by either a researcher or through the use of a software package.
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Data Analysis:
Upon completion of the data collection exercise, all completed questionnaires were edited to eliminate errors that might
have been made by the respondents. All the data from the study were coded to classify the responses given into categories
for ease of analysis. The coded data was analyzed using descriptive statistics such as frequency counts, percentages, as
well as determination of correlation coefficients and regression analysis that accept or reject null hypotheses, with the
help of Statistical Package for Social Sciences version 20.Descriptive and inferential statistics and regression analysis
were used in interpreting the collected data.
IV. DATA PRESENTATION, ANALYSIS & DISCUSSIONS
The social demographic characteristics were based on gender, age of the respondent, position in the institution, length of
period in the workplace, academic qualification, marital status and terms of employment as presented in Tables 4.1, 4.2
and figure 4.1 below.
Table 4.1 Individual characteristics
Classification N (%)
Gender
Male 25 (41)
Female 36 (59)
Age
of
Respondent
18-28 18 ( 29.5)
29-39 21 (34.4)
40-50 15 (24.6)
Over 50 2 (3.3)
Marital Status
Single 18 (29.5)
Married 40 (65.6)
Divorced 0 (0.0)
Separated 3 (4.9)
From Table 4.1 its evident that the institution had more female than men at 59% and 41% respectively with majority
falling in the age group (29-39) by 34.4% followed by the age group (18-28) by 29.5% and age group (40-50) by 24.6%,
only 3.3% were above 50 years, an indication that majority of the institution‟s non-teaching staff were youthful. Most
respondents were married at 65.6% followed by the single at 29.5% only 4.9% were separated while there were no
divorcee cases.
Figure 4.1 Education level
The findings in figure 4.1shows that diploma holders were the majority at 34.4% followed closely by the certificate and
KCSE at 27.9% and 21.3% respectively, only 4.9% were in the other category whom were KCSE with others not
specifying there education level, an indication that the institutions non-teaching employees were literate.
21.3%
27.9%
34.4%
11.5%
4.9%
0.0%
5.0%
10.0%
15.0%
20.0%
25.0%
30.0%
35.0%
40.0%
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Note that none of the respondents was a supervisor as evident from Table 4.2, meanwhile a whopping 72.1% were support
staff followed at a range by the Head of section and Head of unit at 14.8% and 11.5% respectively. This is in line with the
academic qualification figure 4.1 where majority were diploma, certificate and KCSE graduates an indication that the
non-teaching staff were appropriately placed. This could also mean that the results will be biased towards the support staff
who were the majority in the sample.
Similarly Table 4.2 indicates that 32.8% of the non-teaching employees had worked for a period between 11-20 years,
29.5% had worked for a period of less than 5 years, and 26.2% had worked for a period of 6-10 years while only 4.9%
had worked for 21-30 years, none had worked for more than 30 years. This is in line with Table 4.1 data on age where
majority of the non-teaching staff were youthful therefore not worked for a long period, it could also be an indication of
some level of turnover within the non-teaching staff, resulting from terms of employment, the nature of work which could
require more energetic employees thereby excluding the aged or as a result of furthering their education the non-teaching
staff get into technical jobs elsewhere.
Table 4.2 Employment characteristics
Classification N (%)
Position in
the Institution
Head of Section 9 ( 14.8)
Head of Unit 7 (11.5)
Supervisor 0 (0.0)
Support Staff 44 (72.1)
Working
years
Less than 5years 18 (29.5)
6-10 years 16 (26.2)
11-20 years 20 (32.8)
21-30 years 3 (4.9)
More than 30 0 (0.0)
Terms of
employment
Permanent 9 (13.2)
Contract 36 (52.9)
Temporary 22 (32.4)
When it comes to Terms of employment 52.9% were on contract, 32.4% were on Temporal terms while only 13.2% were
permanent. This confirms our earlier observation of a possible higher turnover because their terms are not fixed and
therefore since the non-teaching employees were literate a possibility of getting jobs with better terms elsewhere is
probable similarly their contract may not be renewed from time to time.
Response to dependent variable:
Table 4.3 Performance of Non-Teaching Employees
Item
Strongly
Disagree
Disagree Neutral Agree
Strongly
Agree
Mean Std
Dev
I value quality work
6
( 9.8)
2
( 3.3)
5
( 8.2)
25
(41.0)
23
(37.7)
3.93 1.22
Our organization‟s Employees
Evaluation Report is a good
indicator of my performance
4
(6.6)
7
( 11.5)
4
(23.0)
27
(44.3)
9
(14.8)
3.49 1.09
I work within the set working
hours
7
( 11.5)
5
( 8.2)
6
(9.8)
22
(36.1)
21
(34.4)
3.74 1.33
In my organization poor
employee performance is not
tolerated
8
(13.1)
8
(13.1)
5
( 8.2)
19
(31.1)
20
(32.8)
3.52 1.48
I work to meet institutional set
objectives
22
( 36.1)
5
( 8.2)
7
( 11.5)
10
(16.4)
17
(27.9)
2.92 1.69
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From table 4.3 on performance of non-teaching employees, 9.8% strongly disagreed that they value quality work, 3.3%
disagreed, and 8.2% were neutral. Those who agreed 41.0% while 37.7% strongly agreed that they value quality work. In
response to the statement “our organization‟s employee‟s evaluation report is a good indicator of my performance”, 6.6%
strongly disagreed, 11.5% disagreed, and 23.0% were neutral, 44.3% agreed while 14.8% strongly agreed. When asked
whether or not the employees work within set working hours 11.5% strongly disagreed, 8.2% disagreed, 9.8% were
neutral, 38.1 agreed while 34.4% strongly agreed. 13.1% strongly disagreed that poor employee performance is not
tolerated, 13.1% disagreed, 8.2 were neutral, 31.1% agreed while 32.8% strongly agreed. In response to „I work to meet
institutional set objectives‟ 36.1% strongly disagreed, 8.2% disagreed, 11.5% were neutral, 16.4% agreed while 27.9%
strongly agreed.
From the analysis above (table 4.3) the views were positive with 78.7% agreeing that they value quality work, 59.1%
thought that organization employee evaluation report was a good indicator of their performance, 70.5% were of the
opinion that they work within the set working hours, 63.9% agreed that poor employee performance was not encouraged
while 44.3% both agreed and disagreed that they work to meet institutional set objectives which had a potential effect on
their performance.
Response to Independent Variables:
Organization Culture:
The findings as shown in Table 4.4 below were based on the level of agreement towards the effects of organization
culture towards the non-teaching employee‟s performance. A total of 23% strongly agreed and agreed to the idea that
“information is widely shared so that everyone can get the information he or she needs when it‟s needed” while a total of
21.3% strongly disagreed and 18% disagreed to the same. As for whether co-operation across different parts of the
institution was actively encouraged 37.7% and 26.2% both agreed and strongly agreed respectively while 16.4% and 11.5
both disagreed and strongly disagreed to the same.
Table 4.4 results also indicate that 47.5% and 26.2% agreed and strongly agreed respectively to having a shared vision of
what the institution will be like in the future while a total of 19.6% both disagreed and strongly agreed to the same. When
asked whether the leaders practice what they preach the following responses were received 42.6% agreed, 16.4% strongly
agreed, 16.4% strongly disagreed while 11.5% disagreed. A total of 67.2% both agreed and strongly agreed to the
adoption of new and improved ways of working while only a total of 24.6% both strongly disagreed and disagreed to the
same.
Table 4.4 Effects of Organization Culture on Non-Teaching Employees Performance
Item
Strongly
Disagree
Disagree Neutral Agree
Strongly
Agree
Mean Std
Dev
Information is widely shared
so that everyone can get the
information he or she needs
when its needed
13
( 21.3)
11
( 18.0)
9
( 14.8)
14
(23.0)
14
(23.0)
3.08 1.49
Cooperation across different
parts of the institution is
actively encouraged
7
(11.5)
10
( 16.4)
5
(8.2)
23
(37.7)
16
(26.2)
3.51 1.35
We have a shared vision of
what the institution will be
like in the future
6
( 9.8)
6
( 9.8)
3
(4.9)
29
(47.5)
17
(27.9)
3.74 1.25
The leaders and managers
“practice what they preach”
10
(16.4)
7
(11.5)
8
( 13.1)
26
(42.6)
10
(16.4)
3.31 1.34
New and improved ways to do
work are continually adopted
6
( 9.8)
9
( 14.8)
5
( 8.2)
20
(32.8)
21
(34.4)
3.67 1.35
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Generally the non-teaching employees had a positive view on organization culture as the total response on both strongly
agree & agree were on the higher side as compared to the total response on disagree & strongly disagree for all the
variables.
Table 4.5: Effects of Training on Non-Teaching Employees Performance
Item
Strongly
Disagree
Disagree Neutral Agree
Strongly
Agree
Mean Std
Dev
Workplace training
opportunities encourage me
to work better
9
( 14.8)
4
( 6.6)
2
( 3.3)
25
(41.0)
21
(34.4)
3.74 1.39
The work I perform is not
equivalent to my training
22
(36.1)
17
( 27.9)
5
(8.2)
9
(14.8)
7
(11.5)
2.33 1.43
The institution has a training
programs for its employees
8
( 13.1)
10
( 16.4)
9
(14.8)
23
(37.7)
10
(16.4)
3.23 1.36
The training I received
helped me to enhance high
quality of product/service
4
(6.6)
10
(16.4)
7
( 11.5)
17
(27.9)
23
(37.7)
3.74 1.30
Trainings help me to enhance
the use of tools and machine,
operational safety
6
( 9.8)
10
( 16.4)
4
( 6.6)
16
(26.2)
25
(41.0)
3.72 1.40
The findings from Table 4.5 indicate that most of the respondents had a fairly positive feeling towards training on non-
teaching employees except that 36.1% and 27.9% both strongly disagreed and disagreed respectively to the variable on
the relationship between work and training as compared to a total of 26.3% who were of the contrary opinion. As for the
opinion on whether workplace training encouraged them to work better a total of 75.4% agreed while only a total of
21.4% disagreed. Similarly a total of 54.1% were of the view that the institution had training programs for its employees,
65.6% thought the training received helped them to enhance performance while a total of 67.2% agreed that trainings
helped them enhance the use of tools.
Table 4.6: Effects of Work Environment on Non-Teaching Employees Performance
Item
Strongly
Disagree
Disagree Neutral Agree
Strongly
Agree
Mean Std
Dev
My work environment is
conducive for anyone to work
6
( 9.8)
5
( 8.2)
2
( 3.3)
27
(44.3)
20
(32.8)
3.77 1.35
Tools and equipment are at
my disposal to use and are in
good condition
6
(9.8)
4
( 6.6)
4
(6.6)
35
(57.4)
11
(18.0)
3.62 1.24
My work environment is free
from health hazards
4
( 6.6)
7
( 11.5)
6
(9.8)
27
(44.3)
16
(26.2)
3.67 1.26
I am able to fulfill my various
needs and goals in life such
as those of family, friends,
spiritual pursuits and self-
growth
6
(9.8)
4
(6.6)
9
( 14.8)
28
(45.9)
13
(21.3)
3.57 1.27
Teamwork is used to get
work done, rather than
hierarchy.
7
( 11.5)
5
( 8.2)
8
( 13.1)
16
(26.2)
24
(39.3)
3.69 1.44
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Table 4.6 indicates that respondents had positive views towards work environment with respect to all variables. For
instance a total of 77.1% agreed to having a conducive working environment, 75.4% agreed that tools and equipment
were at their disposal for use and were in good condition, 70.5% thought the work environment was free from hazards,
67.2% opined that they were able to perform various needs and goals such as family and spiritual and finally 65.5%
agreed that team work was used to get work done rather than hierarchy.
Table 4.7: Effects of Motivation on Non-Teaching Employees Performance
Item
Strongly
Disagree
Disagree Neutral Agree
Strongly
Agree
Mean Std
Dev
I am motivated by the
provision of non-cash based
incentives
12
( 19.7)
12
( 19.7)
7
( 11.5)
19
(31.1)
11
(18.0)
3.08 1.43
The term of employment
affects my level of motivation
12
(19.7)
11
( 18.7)
6
(9.8)
17
(27.9)
15
(24.6)
3.20 1.49
I am motivated by the
prospects of promotion
5
( 8.2)
7
( 11.5)
5
(8.2)
24
(39.3)
20
(32.8)
3.77 1.26
I am valued as a hard working
individual within my
organization
7
(11.5)
10
(16.4)
8
( 13.1)
19
(31.1)
17
(27.9)
3.48 1.36
Table 4.7 views were fairly positive with 49.1% agreeing to being motivated by the provision of non-cash benefits against
39.4% who were of the contrary opinion. 52.5% agreed that they were de-motivated by the terms of employment, 72.1%
opined that the prospects of promotion motivated them while 69% agreed that they were valued as hard working
individuals. If we can relate to the Maslow‟s hierarchical classification then the non-teaching employees in Kitale
polytechnic were at the same situation therefore no much variations.
Determinants of effective non-teaching employee performance:
Table 4.8: ANOVA
Model Sum of Squares DF Mean Square F Sig.
Regression
1 Residual
Total
44.622
27.454
72.076
4
56
60
11.156
.490
22.755 .0000b
a. Dependent Variable: Performance
b. Predictors: (Constant), Motivation, Training, Organization culture and work environment
The Anova table provides an F-test for the null hypothesis that none of the explanatory variables are related to
performance of non-teaching employees performance in Kitale National polytechnic. Here we clearly reject null
hypothesis F (4, 56) =22.755, p<0.001 and so we conclude that at least one of the explanatory variables; organization
culture, training, work environment and motivation is related to performance of the non-teaching employees in Kitale
National Polytechnic.
Table 4.9: Regression analysis for performance
Coefficientsa
Model Unstandardized
Coefficients
Standardized
Coefficients
t Sig. Collinearity Statistics
B Std. Error Beta Tolerance VIF
1
(Constant) .190 .387 .490 .626
ORGANIZATION CULTURE .217 .125 .221 1.733 .089 .420 2.383
TRAINING .180 .149 .160 1.212 .231 .392 2.552
WORK ENVIRONMENT .438 .138 .438 3.177 .002 .358 2.790
MOTIVATION .077 .149 .063 .521 .605 .458 2.185
a. Dependent Variable: EFFECTIVE NON TEACHING EMPLOYEE PERFORMANCE
Y = 0.190 + 0.217X1 + 0.180X2 + 0.438X3 + 0.077X4 + Ɛi
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In this section the results of the relationship between effective non-teaching employee performance and organization
culture, training, work environment and employee performance is reported. Table 4.9 indicates that the coefficients of the
estimated variables had the expected signs. The effect of training and motivation were insignificant, therefore, their effect
on performance of non-teaching employees cannot be measured by this model.
The effect of organization culture was significant at 10% level clearly demonstrating that organization culture factors like
having a shared vision, leaders practicing what they preach and innovation were highly correlated with effective
performance. This means that holding other factors constant a unit change in organization culture results in a 0.217
change in performance. A robust relationship exists between work environment and non-teaching employee performance.
It was significant at 5% level with a positive coefficient of 0.438; similarly the set of standardized beta coefficients
suggest that adjusting for the effect of other explanatory variables work environment has the strongest effect on the
performance of the non-teaching employees contributing 43.8%.
The study results can be interpreted to mean that performance of non-teaching employees in Kitale national polytechnic
depends on organization culture and work environment.
V. SUMMARY, CONCLUSION & RECOMMENDATIONS
Summary:
The study aimed at analyzing the factors influencing non-teaching employees‟ performance at Kitale National
Polytechnic, it was guided by the following research objectives; to examine the effect of training on non-teaching
employees performance, to analyze the effect of organization culture on non-teaching employees performance, to
determine the effect of working environment and to evaluate the effect on motivation on non-teaching employees
performance. The study will be able to answer the hurdles that non-teaching employees face while performing their tasks.
The study results indicated that performance of non-teaching employees in Kitale national polytechnic depends on
organization culture and work environment. The findings established in this study will create a path to improved
performance of non-teaching employees not only in Kitale national polytechnic but all the national polytechnics in Kenya.
Conclusion:
In conclusion the study demonstrates that there is effective performance at Kitale National Polytechnic as indicated by
78.7% agreeing that they value quality work, 70.5% were of the opinion that they work within the set working hours
while 63.9% agreed that poor employee performance was not encouraged (table 4.3).This was majorly influenced by
organization cultur:e and work environment which were significant at 10% and 5% level respectively (table 4.9).
Recommendations:
From the study it was noted that work environment and organization culture significantly influenced performance. It is,
therefore, recommended to management to invest more in work environment and organization culture in order to improve
the performance of non-teaching employees. Secondly, this was a case study based on one institute hence it does not give
a national view - a wide scale research is recommended. A further study on the same topic where the performance of non-
teaching employees is linked to the institution performance for more insights is also recommended. Lastly, this study is
relevant and can be applied to other learning institutions like schools, colleges‟ universities and any other organizations
where we have support/administrative staff.
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