Managing workforce diversity in manufacturing organisations has been a problem all over the world including Nigeria. Manufacturing organisations in Nigeria continue to experience occasional drop in performance due to employees’ apathy and non-challant attitudes as a result of high level of dissatisfaction caused by inadequate attention to training and development practices. This study assessed the relationships between training and development practices and employees’ performance in selected manufacturing companies in Nigeria. A cross sectional survey research design was employed, and out of the 1,568 copies of questionnaire that were administered proportionally in the selected manufacturing companies, 1,153 copies were retrieved and found useful. Data were analysed using descriptive statistics and the hypotheses were tested using Analysis of Variance (ANOVA). The results of the findings show f-statistics of 223.717 and so, there is a significant relationship between training and development practices and employees’ performance among Nigerians working in the selected manufacturing companies. Also, f-statistics of 244.391 shows a significant relationship between training and development practices and employees’ performance among other nationals in the selected MNCs. The study concluded that there are significant relationships between training and development practices and employees’ performance in selected manufacturing MNCs in Nigeria.
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
Benefits of Performance Monitoring and Evaluation in Public Service InstitutionsAJHSSR Journal
The overall objective of study was to identify and quantify factors that affect the performance
of employees of the City of Tshwane. Studies conducted by Khale (2015) and Marivate (2014) have found that
the survival of business enterprises conducting business in and around the City of Tshwane depends upon the
quality of municipal services that are provided to business enterprises and the general public by employees of
the City of Tshwane. According to Marivate (2014), poor municipal service delivery is one of the root causes of
protests over poor quality of municipal services. The study was conducted in order to identify key predictors of
performance among employees of the City of Tshwane who are responsible for the provision of routine and
essential municipal services. Data was collected from 188 respondents by using a structured questionnaire of
study. Factor analysis was used for performing data analysis. The results showed that 64% of employees
fulfilled their performance requirements. Results obtained from factor and logit analyses showed that the top
three barriers to satisfactory performance by employees were lack of tailor-made and skills based training
opportunities, low level of formal education, and lack of job satisfaction.
This project is an appraisal of human
resources management in the Nigeria construction industry. The
aims and object of the study included the identification of the
methods adopted for managing human resources in the industry
here in Nigeria. The scope was however limited to human
resources recruitment, selection, training and development. To
achieve these aims and objectives a field survey was carried out
covering fire construction firms. A questionnaire was used to
collect data from the subject of the study. The data was used to
answer the research hypotheses on the recruitment and training
methods adopted in the industry. The analysis of the data reveals,
among others, that construction firms practice a decentralized
system of recruitment, that the on the job training was the most
adapted method by construction firms, and that the major
criteria for selecting applicants for construction jobs were the
academic qualifications and experience, and performance at
interview and tests. Based on these findings, the study concluded
that the methods adopted were limited in scope, and there was
slow level of professionalism within industry.
The Role of Training and Development on Organizational effectivenessAI Publications
The aim of this study is to investigate the relationship between training and development with organizational effectiveness. The research data is collected by developing questionnaire , the research is of qualitative method which tends to address the quality of things in a depth rather than numerical data about the questionnaire , its composed of two parts , the first one interested in collecting personal data , which the second section is shining light on the areas of (training , development and organization effectiveness) the sample were both male and female The researcher had collected the data at private universities by using a random sample , 120 questioners were delivered to different levels of employee at private universities and 102 of them responded to it , the analysis was undertaken by using SPSS. In this study, the researchers tried to shine a light on the training and development and how they can affect effectiveness of an organization for which the researchers decided to choose private universities to distribute my questionnaire and receiving them after they have filled it. the first research question that the researchers have found there is relationship between training and development and also the second research question that the researchers have found that there a direct impact of development programs on the organizational effectiveness and its progress and development is essential for an effective organization.
A Study on Effectiveness Traning and Development at Solara Active Pharma Scie...ijtsrd
Training and Development is a subsystem of on organisation which emphasize on the improvement of the performances of individual and groups. Training is an educational process which involves the sharpening of reaction, learning, behavior and results which enhances the performances of the employees. The objective of the study is to find the level of effectiveness of training and development in Solara Active Phrama Science and to find the association between effectiveness of training and development and job performance. The total population of the study is 120 and the sample size is 60, simple random sampling technique were used for the study. Through questionnaire, primary data was collected and by referring books and journals, secondary data was collected. The researcher used Chi square test to find the effectiveness of training and development. From the study its was found that the Effectiveness of Training and Development at Solara Active Pharma Science ltd is moderate and there is no association between effectiveness of training and development and job performance. Jaya Priya | Aravindasamy "A Study on Effectiveness Traning and Development at Solara Active Pharma Science Limited Puducherry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29185.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29185/a-study-on-effectiveness-traning-and-development-at-solara-active-pharma-science-limited-puducherry/jaya-priya
The Effectiveness of Human Resource Management PracticesWaqas Tariq
An effective human resource management practices namely employee empowerment, training and development, appraisal system compensation are the main factor for the success of a firm on employee retention. In this study, we aim to study how employees regard importance of their empowerment, equity of compensation, job design through training and expectancy toward effective performance management on their retention. Quantitative data was collected using the non probability self administered questionnaire that consist of questions with 5-points Likert scales distributed to our samples of 278 individuals. By using a multiple regression analysis, it is found that a, training and development, appraisal system compensation are significant to employee retention except employee empowerment. Base on the results, training, compensation and appraisal is a fundamental consideration for University of Y lecturers¡¯ retention decision; while empowerment is less fundamental to lecturers¡¯ consideration as this can be attributed to the Asian culture characteristic of higher authority conformity.
Revolutionary Effects of Training on Employees Performance in SCB Bank! By: P...Prof.Saghir Javed
Bonjour, Dear Students, How are you? How was your day? How have you been getting up to? I am very happy and curious to share something impressive and informative with you regarding Training and development of SCB Bank. Well I have prepared a Research Paper on Revolutionary Effects of Training on Employees Performance in SCB Bank successfully. I would like all of my students to read the Research Paper and give your precious opinion and suggestion about this Research Paper through your comments on the Research Paper. Your prompt respond will strongly get appreciated and admired with pleasure and best regards by me. Join me on Skype for further consultation regarding Propounded Research Paper of Revolutionary Effects of Training on Employees Performance in SCB Bank . Have a Good Night! May Almighty Allah Shower his countless mercy upon you and make your every dream possible to come true. Stay Blessed and Calm and thanks to Almighty Allah! Amen!
IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEES’ PERFORMANCE: A CAS...IAEME Publication
Employees are the blood stream of any organization, success and failure of any business entirely depends on employees’ skills, abilities and knowledge which lead to employees’ quality performance. The main objective of this research was to study the impact of training and development practices on employees’ performance of six selected NGOs in Jalalabad city of Nangarhar province of Afghanistan. Quantitative technique was used for data collection through survey questionnaire. A set of 237 questionnaires were distributed and received 200 only. Convenient sampling technique was used and data was analyzed with the help of Statistical tools. Regression and correlation models were applied for testing hypotheses. The result depicted that training and development practices in NGOs of Afghanistan significantly influence employees’ performance. Thus, executive level managers in NGOs of Afghanistan must recognize the importance of training and development practices for the enhancement and effectiveness of employees’ performance through a well-designed training policy for future development and success of their workers.
The Effects of Motivation on Staff Productivity/Performance at the Francis Su...iosrjce
The paper examines the impact of motivation on staff performance and productivity in the university
library, using structured questionnaire and interview tools administered on 72 para-professional staff. The
study sought to know what their possible motivating factors are and to what extent they can be influenced for
higher performance and productivity. The result revealed both the factors and the degree of influence in the
following descending order, participation in decision making, job security, challenging work assignment,
monetary reward and job incentives. It was evident that their productivity was at its lowest ebb as further
inquiry revealed that apart from the mass retrenchment of staff in 2004, only three (4.2%) of the staff were
sponsored for training between 2004-2011.Recomendations were made for regular management and staff
dialogue in addition to training of staff on new information technologies as their level of backwardness was
appalling
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
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.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
Human resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The main objective of this study was to determine whether training has an outcome on employee performance and organizational effectiveness. This study is both qualitative and quantitative in nature. In order to address the objective of the study, descriptive study design was used in which data was collected across a sample population through simple random sampling. Two hundred thirty-four (234) questionnaires were distributed for the collection of data and 223 were filled and returned back. The methodologies that were used to collect the data were questionnaire and interview augmented by different literature's found in the organization. Results show that training and delivery style have effect on employees performance and also training design have positively affect the overall organizational performance, the organizations predominantly used on-the-job training method, though there is a trade-off between the two methods and less emphasis has been given to off-the-job training methods, the major challenges of human resource training programs of organizations are shortage of training materials, shortage of budget for employee training's, absence of training needs assessment. Hence, it is better if organizations design a training program based on the need assessment result or the requirements of the job and employee deficiency of ability for the job in order to increase individual as well as the overall organization performance.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
BIM Term Paper Proposal on Applications of ICT on Office Management santo BD
BIM Term Paper Proposal
Topics is "Applications of ICT on Office Management and organization Development"
Broader objective of the study :
? ? Main objective of this study- ICT applications how to help office management and
to develop organization.
Specific objectives: The specific objective of the study will be:
• Identify the ICT applications using for office management.
• To identify impact on employment productivity of using ICT applications.
• Cost benefit analysis of using ICT applications in the organization.
Bangladesh Institute of Management (BIM), Dhaka
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
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 influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Employee Resourcing and Service Delivery in Selected Ministries in Enugu Stateijtsrd
This study investigated employee resourcing and service delivery in selected ministries in Enugu State. The study specifically examined the effect of core activities of employee resourcing ER which was decomposed into Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward to ascertain their effect on employees' service delivery in Enugu State using an econometric regression model of the ordinary least square. Findings revealed that Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward significantly influence employees' service delivery in Enugu State. Based on the findings the study recommends that Enugu State Civil Service should adhere strictly to the procedure of personnel recruitment and also vigorously follow the core activities of employee resourcing ER in the recruitment and retention process to ensure quality service delivery in the state. Ofodeme, Eugenia Amaka | Agbasi, Obianuju Emmanuela | Ani, Ukamaka Teresa "Employee Resourcing and Service Delivery in Selected Ministries in Enugu State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25297.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/25297/employee-resourcing-and-service-delivery-in-selected-ministries-in-enugu-state/ofodeme-eugenia-amaka
The digital transformation significantly changes
the traditional way of how organizations manage their
human resources. Besides the automation of HRM
processes, information technologies also have increasing
impact on the talent management process, such as
employee attraction, selection and hiring, workforce
planning, engagement and performance management,
training and development, health and safety, and retention
management, all prompting a focus on redesigning the
organization around teams, implementing analytics and
organizational network analysis and driving a global focus
on diversity, culture, learning, and careers. The aim of this
study is to get insights in the consequences of a digital
HRM solution for an organization and its business
performance. A structured questionnaire was used for the
study. Data was collected from 75 respondents. The
findings of the study conclude that on the 15 statements
which were identified the responses to majority of these
factors showed a significant difference.
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.
INCLUSIVE TRAINING AT WORKPLACE THROUGH INFORMATION TECHNOLOGYIAEME Publication
Information technology plays an important role in the training process. It plays an important role in the day to day life of the employee. At present IT is the driving force behind each and everything. In case of training IT has replaced the traditional way of training. Inclusive training tries to address the individual training as per the requirement of the employees. Through this paper the authors have tried to understand the concept and creation of workplace training. In this regard secondary data has been collected and the objective is to understand the concept of inclusive training and the importance of information technology in this direction.
Human resource is an asset to any organization and as a result training has become an issue that has to be faced by every organization. The main objective of this study was to determine whether training has an outcome on employee performance and organizational effectiveness. This study is both qualitative and quantitative in nature. In order to address the objective of the study, descriptive study design was used in which data was collected across a sample population through simple random sampling. Two hundred thirty-four (234) questionnaires were distributed for the collection of data and 223 were filled and returned back. The methodologies that were used to collect the data were questionnaire and interview augmented by different literature's found in the organization. Results show that training and delivery style have effect on employees performance and also training design have positively affect the overall organizational performance, the organizations predominantly used on-the-job training method, though there is a trade-off between the two methods and less emphasis has been given to off-the-job training methods, the major challenges of human resource training programs of organizations are shortage of training materials, shortage of budget for employee training's, absence of training needs assessment. Hence, it is better if organizations design a training program based on the need assessment result or the requirements of the job and employee deficiency of ability for the job in order to increase individual as well as the overall organization performance.
Although performance appraisal is concerned with the evaluation of workers job performance, it at the same time serves to highlight the specific objectives of an organization. As the employee is being evaluated the organization is also evaluating itself by comparing objectives and standards of performance, reviews the whole appraisal framework and design as well as organizational values and culture. Performance appraisal is a veritable tool for organizations to evaluate and increase the quality of education and training of their workforce with a view to developing lifelong learning patterns and strategies to sustain productivity throughout longer working periods. Motivation as it relates to employee productivity is often behind the drive for performance and self-actualization and provides opportunities for higher productivity. Productivity is an important measure of goal achievement because getting more done with less resources increases organizational profitability. Using the exploratory research design and 109 participants the result of the study indicates a strong positive correlation between performance appraisal and employee productivity. It suggests that the issue of performance appraisal in charitable organizations should be addressed. In view of the result of the study, the paper recommends that performance appraisal should carefully review employee’s strengths and weaknesses against requirements for possible future higher responsibilities.
BIM Term Paper Proposal on Applications of ICT on Office Management santo BD
BIM Term Paper Proposal
Topics is "Applications of ICT on Office Management and organization Development"
Broader objective of the study :
? ? Main objective of this study- ICT applications how to help office management and
to develop organization.
Specific objectives: The specific objective of the study will be:
• Identify the ICT applications using for office management.
• To identify impact on employment productivity of using ICT applications.
• Cost benefit analysis of using ICT applications in the organization.
Bangladesh Institute of Management (BIM), Dhaka
Dynamics of Motivation strategies for KnowledgeworkerIJERA Editor
The article is a study and analysis paper attempting to evaluate a strategy to motivate knowledge worker as a
part of improving the performance of an organisation as well as Knowledge Management (KM) activities). To
establish a good knowledge management system in a firm, human resources are vital tool. The productivity of
the firm and to remain competitive in the field, human resources are fore most important. The challenge lies
with the conversion of tacit knowledge residing in the human resources has to be brought out in code able form
by means of training, documents, lecture etc.
As a human resource development activities, the knowledge worker has to be picked up based on the
performance as desired by the firm. Subsequently to retain the knowledge level and further growth of the firm,
proper training, sharing of the knowledge, motivating the knowledge workers by different techniques to
felicitate knowledge management activities are essential. Different motivational methods applicable for different
knowledge level workers are brought out. The dynamics of the motivational strategies for knowledge workers
depending upon the organisational culture and human behavioral aspects are brought out.
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 influence of performance training and development on organizational perfo...IJAEMSJORNAL
Even everyday banks are promoting various employees training and development programs for their staffs, but still there is no certain or effective instrument to confirm how they influence to banks’ performance. Therefore, this research planned to determine the relationship between training and development with banks performance and its comparison between training and development. The researcher distributed 250 questionnaires, but only 209 questionnaires were received from employees and been completed. The researcher used a quantitative research method to investigate the most of significance factor that affects banks performance, through measuring and comparing employee training and employee development at banks. The findings of multiple regression analysis revealed that the effect of employee training on banks performance is stronger than the effect of employee development on banks performance in Erbil.
Employee Resourcing and Service Delivery in Selected Ministries in Enugu Stateijtsrd
This study investigated employee resourcing and service delivery in selected ministries in Enugu State. The study specifically examined the effect of core activities of employee resourcing ER which was decomposed into Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward to ascertain their effect on employees' service delivery in Enugu State using an econometric regression model of the ordinary least square. Findings revealed that Human Resource Planning HRP , Recruitment process, Selection and induction, Performance management, Learning and development and Recognition and reward significantly influence employees' service delivery in Enugu State. Based on the findings the study recommends that Enugu State Civil Service should adhere strictly to the procedure of personnel recruitment and also vigorously follow the core activities of employee resourcing ER in the recruitment and retention process to ensure quality service delivery in the state. Ofodeme, Eugenia Amaka | Agbasi, Obianuju Emmanuela | Ani, Ukamaka Teresa "Employee Resourcing and Service Delivery in Selected Ministries in Enugu State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd25297.pdfPaper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/25297/employee-resourcing-and-service-delivery-in-selected-ministries-in-enugu-state/ofodeme-eugenia-amaka
Self Efficacy and Achievement Motivation as Correlates of Job Performance amo...ijtsrd
Arik Air as an airline organisation, knows that the quality of sound service and service delivery are almost entirely dependent on the quality of the staff. However, in the last four years, to cope with the challenges of government policies that negatively impact overseas training, Arik Air management adopted the strategy of inviting acquitted foreign professional resource persons and trainers from ICAO and others such bodies as well as reach cooperation arrangements with reputable foreign training institutions to come to Nigeria and conduct training sessions for the organisation’s staff. However, not all employees have undergone there various training programme so far. Based on this, the study investigated the role of self efficacy and achievement motivation in job performance among employees of Arik Air.Cross sectional survey research design was adopted and data was gathered using standardized scales of measurements. Frequency distribution revealed that more of the respondents 127 50.4 were males, while the other 125 49.6 were females.Findings revealed that there exists significant and positive relationship between job performance and self efficacy r = .48 P .01 . Also, there exists significant and positive relationship between job performance and achievement motivation r = .30 P .01 . When combined, self efficacy and achievement motivation contributed about 40 variance in job performance F 2, 249 = 56.092 P .01 . only self efficacy ß = .25 t = 4.239 P .01 had independent influence on job performance among employees in Arik Air.From the findings, it was recommended that management of Arik Air endeavour to send their employees on training which will boost the employees efficacy and subsequent increase in job performance. Also, it was was therefore recommended that employees should be pushed to develop self drive in carrying out daily activities and subsequent increase in job performance. Ojo Adeshina A | Adeleke Tajudeen Debowale | Bambi Titilayo Adebisi | Mosope Akinkunmi Agbebi "Self-Efficacy and Achievement Motivation as Correlates of Job Performance among Employees of Arik Air" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31895.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/31895/selfefficacy-and-achievement-motivation-as-correlates-of-job-performance-among-employees-of-arik-air/ojo-adeshina-a
This study investigated training and development strategies on career growth of employees in
commercial banks in Nigeria via survey research design. Specifically, the units of analyses are employees of
four (4) commercial banks in four cities in Delta State. The instrument of data collection was questionnaire
which was administered to one hundred and nine (109) respondents, out of which one hundred and three (103)
were fully retrieved. T
Remuneration and Employee Productivity of Selected Private Universities in Og...ijtsrd
Employee productivity is germane to the survival of every organization. Private universities in Nigeria are experiencing negative employee outcomes in the area of employee productivity. This is attributable to poor remuneration which is one of the major source of motivation to employees. The study examined the effect of remuneration on employee productivity of selected private universities in Ogun State, Nigeria. The study employed cross sectional survey research design. The population of the study was 3835 faculty and staff of 4 selected private universities in Ogun State Nigeria Crescent University, Covenant University, Bells University and Crawford University . Using the research advisor table, the sample of 450 was determined. Stratified sampling technique was used in selecting the respondents. A structured and validated questionnaire was adopted for data collection. Cronbach’s Alpha reliability coefficients of the constructs ranged from 0.73 to 0.93. The response rate was 73.56 . Data were analyzed using descriptive and inferential simple linear regression statistics. The result shows that remuneration has a positive significant effect on employee productivity of selected private universities in Ogun State, Nigeria ß = 0.547, R2 = 0.269, t = 10.998, p 0.05 . The study concluded that remuneration affect employee productivity of selected private universities in Ogun State, Nigeria. It was recommended that in other for the educational institutions to competitively survive in this present economy, adequate and enhanced human resources management practices in the area of remuneration should be implemented to help in boosting the employee productivity in the universities. Nzeadibe, Nnaemeka G | Akpa, Victoria O "Remuneration and Employee Productivity of Selected Private Universities in Ogun State, Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd42335.pdf Paper URL: https://www.ijtsrd.commanagement/hrm-and-retail-business/42335/remuneration-and-employee-productivity-of-selected-private-universities-in-ogun-state-nigeria/nzeadibe-nnaemeka-g
The Effect of Knowledge Sharing and Transfer of Training on The Performance o...QUESTJOURNAL
ABSTRACT: This study aims to determine the effect of knowledge sharing and transfer of training on employee performance Balai Wilayah Sungai Sulawesi IV Southeast Sulawesi Province. This study uses a quantitative approach, the study subjects were overall employee of Balai Wilayah Sungai Sulawesi IV who have been trained in the amount of 80 respondents. The data used is primary data that is through the deployment of questionnaires, which are then analyzed using statistical methods namely multiple linear regression analysis. Based on the results found that the knowledge sharing and transfer of training together have a positive significant effect on employee performance improvement. This means that any increase in by the employees either through knowledge sharing or transfer of training it will impact on employee performance improvement Balai Wilayah Sungai Sulawesi IV Southeast Sulawesi Province.
Employee Productivity and Organizational Performance Evidence from Pharmaceut...ijtsrd
This study examined the relationship between employee productivity and organizational performance of pharmaceutical firms in Ebonyi State, Nigeria. Survey research design was adopted, and data were gathered through the questionnaires administered to respondents. Pearson coefficient correlation was employed to test the hypotheses via SPSS version 20.0. From the analysis, the study concluded that employee motivation and organizational climate have positive significant relationship with organizational performance of pharmaceutical firms in Ebonyi State, Nigeria. Based on the results, this study recommended among others that Businesses should guarantee that feedback is provided on a regular basis so that appraisers can determine whether they are fulfilling management expectations or the organizations goals. To empower employees, there should be rewards for excellent accomplishments as well as training for unfavorable results. Nosike, Chukwunonso Joseph | Okerekeoti, Chinedu U. "Employee Productivity and Organizational Performance: Evidence from Pharmaceutical Firms in Nigeria" 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/ijtsrd49955.pdf Paper URL: https://www.ijtsrd.com/management/business-administration/49955/employee-productivity-and-organizational-performance-evidence-from-pharmaceutical-firms-in-nigeria/nosike-chukwunonso-joseph
A Survey of Influence of Staff's Training and Development Programme on Susten...ijtsrd
The study was carried out on survey of influence of staff's training and development programme on sustenance of Entrepreneurial Development Training Programme EDTP of Ondo State, Nigeria. Descriptive survey research design was adopted for the study. The study population comprised, personnels of EDTP who had passed through training and development programme, either through the non system or formal system of education. The sample size of the study was sixty 60 respondents, selected through a snow balling sampling technique. A self developed questionnaires by the researchers, entitle ""Survey of staff training development programme on sustenance of entrepreneurial development and training programme of Ondo State, Nigeria"" was used to gather data for the study. The instrument was validated by an expert on test and measurement while its reliability was determined through test retest method. 0.68 coefficient reliability was obtained. The research questions formulated for the study were analysed, using descriptive statistics frequency counts, percentages and means . Based on the results of the study, conclusions were made that staff's training and development programme could enhance peronnel's performance as well as facilitating effective organization and management of EDTP of Ondo State, Nigeria. Based on the conclusions, recommendations were made that the personnel of EDTP of Ondo State, Nigeria should be encouraged by Ondo State Government being a major provider of the programme in the state. Also, Ondo State Government should endeavour to assist on the financial demand of training and development of the personnel of EDTP of Ondo State, Nigeria etc. Erinsakin, Martins Ojo | Mrs. Obe, Oyedunni Adebunmi | Mrs. Agun, Paulinah Olusola ""A Survey of Influence of Staff's Training and Development Programme on Sustenance of Entrepreneurial Development Training Programme of Ondo State, Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-2 , February 2020,
URL: https://www.ijtsrd.com/papers/ijtsrd30076.pdf
Paper Url : https://www.ijtsrd.com/humanities-and-the-arts/education/30076/a-survey-of-influence-of-staff%E2%80%99s-training-and-development-programme-on-sustenance-of-entrepreneurial-development-training-programme-of-ondo-state-nigeria/erinsakin-martins-ojo
Effects of Motivation on Higher Education Lecturer’s Performance the Moderati...AI Publications
In the modern world, education is broadly established to be the prominent mechanism for promoting economic progress. In Nigeria Higher education, which is a crucial aspect of education, and is expected to contribute significantly to economic growth and development. The objective of this study is to primarily through relevant literature, review previous literature in finding the effects of motivation on employee performance; moderating effects of working environment. This study provides comprehensive oversights on the relationship between motivation, working environment and employee’s performance of higher education in Nigeria. Previous literature reveals there is a dearth of studies exploring the association between the variables under studies whether conceptual or empirical. Though, the findings of the few studies reviewed there were inconsistent, the paper suggest that there is positive relationship between motivation, working environment and employee’s performance. The study recommends the framework to be tested empirically by testing the moderating effect of working environment on the relationship between motivation and employee’s performance.
EMPOWERING ORGANISATIONAL KNOWLEDGE CREATION AND PERFORMANCE: A MODERATING FO...IAEME Publication
This paper examined the role of dynamic capability as a moderator in explaining
knowledge creation processes and performance of Professional and TechnologyDriven Firms. The role of four ontological dimensions (socialization, externalization,
combination and internalization) of knowledge creation in a spiral model were
explored. A total of 424 out of 450 members of the sampled firms participated,
representing 94% response rate. The information was acquired through the use of an
organized questionnaire while the participant targets include managers,
administrators, supervisors, and other classes of employees who were entreated to
honestly answer items in the questionnaire. The study evaluated construct test validity
(measurement) and structural model to establish the factor structure and degree of
relationship of a number of observed variables. Our results indicate that ability to
creatively combine resources and competencies has significantly helped sampled firms
to create new knowledge and improving such knowledge in offering greater value to
satisfy customers’ requirements and enhance performance outcomes
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
Effect of Human Resource Development on Organization Productivity A Study of ...ijtsrd
This study examines the effect of human resource development on organization productivity A study of selected manufacturing firms in Anambra State. The model's estimates were estimated via multiple econometric model of the ordinary least square to ascertain the effect of Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC on organization productivity of selected manufacturing firms in Anambra State. The results show that Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC have significant impact on productivity of selected manufacturing firms in Anambra State. This study therefore recommends that Manufacturing firms should strive to employ competent employees in order to improve their productivity. Employees that have developed expertise from experience should be retained and encouraged by firms because they are source of improving productivity. Manufacturing firms should invest in human resource development to produce innovative and Creative IandC employees for the organizations. Manufacturing firms should encourage and include Learning and Education LandE , Experience and Expertise EandE and Innovation and Creativity IandC in their budget because they have been found to significantly impact on productivity of manufacturing firms. Ofodeme, Eugenia Amaka | Ezeanolue Uju Scholastica | Nwakoby, Nkiru Peace ""Effect of Human Resource Development on Organization Productivity: A Study of Selected Manufacturing Firms in Anambra State, Nigeria"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23004.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23004/effect-of-human-resource-development-on-organization-productivity-a-study-of-selected-manufacturing-firms-in-anambra-state-nigeria/ofodeme-eugenia-amaka
Total Ionization Cross Sections due to Electron Impact of Ammonia from Thresh...Dr. Amarjeet Singh
In the present paper, we have employed modified Khare-BEB method [Atoms, (2019)] to evaluate total ionization cross sections by the electron impact for ammonia in energy range from the ionization threshold to 10 MeV. The theoretical ionization cross sections have been compared to the available previous theoretical and experimental results. The collision parameters dipole matrix squared M_j^2 and CRP also have been calculated. The present calculations were found in remarkable agreement with the available experimental results.
A Case Study on Small Town Big Player – Enjay IT Solutions Ltd., BhiladDr. Amarjeet Singh
Adequately trained Manpower is a problem that affects the IT industry as a whole, but it is particularly acute for Enjay IT Solution. Enjay's location in a semi-urban or rural area makes it even more difficult to find a talented employee with the right skills. As the competition for skilled workers grows, it becomes more difficult to attract and keep those workers who have the requisite training and experience.
Effect of Biopesticide from the Stems of Gossypium Arboreum on Pink Bollworm ...Dr. Amarjeet Singh
Pink bollworm and Lepidoptera development quickly in numbers which is a typical animal group that produces around 100 youthful ones inside certain days or weeks. This assault influences the harvests broadly in the tropical and sub-tropical temperature areas. Thus, to keep up with the yield of harvests the vermin ought to be kept away by utilizing pesticides. The unnecessary measure of the purpose of pesticides influences the dirt, land, and as well as human well-being, and contaminates the climate. Thus, an ozone-accommodating biopesticide is extracted from the stems of the Gossypium arboreum. Thus, the extraction of biopesticide from the stems of Gossypium arboreum demonstrated that the quantity of pink bollworm and Lepidoptera is diminished step by step in the wake of showering the arrangement on the impacted region of the plant because of the presence of the gossypol.
Artificial Intelligence Techniques in E-Commerce: The Possibility of Exploiti...Dr. Amarjeet Singh
E-Commerce has transformed business as we know over the past few decades. The rapid increasing use of the Internet and the strong purchasing power in Saudi Arabia have had a strong impact on the evolution of E-Commerce in the country. Saudi Arabia is yet another country that will release artificial intelligence power to fuel its growth in the economic world. Recently, artificial intelligence (AI) applications that can facilitate e-commerce processes have been widely used. The impact of using artificial intelligence (AI) concepts and techniques on the efficiency of e-commerce, particularly has been overlooked by many prior studies. In this paper, a literature review was conducted to explore and investigate possible applications of AI in E-Commerce that can help Saudi Arabian businesses.
Factors Influencing Ownership Pattern and its Impact on Corporate Performance...Dr. Amarjeet Singh
This study on factors influencing Ownership pattern and its impact on corporate performance has used five industries data viz Automobile industry, IT industry, Banking industry, Oil & Gas industry and pharmaceutical industry for five years from 2017 to 2021. First the factors influencing ownership pattern was identified and later its impact on corporate performance was analysed. Multiple Regression, ANOVA and Correlation was used in SPSS 28. Percentage of independent directors on the board and size of the company has significant impact on Indian Promotor holding and non-institutional ownership has significant impact on corporate performance.
An Analytical Study on Ratios Influencing Profitability of Selected Indian Au...Dr. Amarjeet Singh
Every country with a well-developed transportation network has a well-developed economy. The automobile industry is a critical engine of the nation's economic development. The automobile industry has significant backward and forward links with every area of the economy, as well as a strong and progressive multiplier impact. The automotive industry and the auto component industry are both included in the vehicle industry. It includes passenger waggons, light, medium, and heavy commercial vehicles, as well as multi-utility vehicles such as jeeps, three-wheelers, military vehicles, motorcycles, tractors, and auto-components such as engine parts, batteries, drive transmission parts, electrical, suspension and chassis parts, and body and other parts. In the last several years, India's automobile sector has seen incredible growth in sales, production, innovation, and exports. India's car industry has emerged as one of the best in the world, and the auto-ancillary sector is poised to assist the vehicle sector's expansion. Vehicle manufacturers and auto-parts manufacturers account for a significant component of global motorised manufacturing. Vehicle manufacturers from across the world are keeping a close eye on the Indian auto sector in order to assess future demand and establish India as a global manufacturing base. The current research focuses on three automotive behemoths: TATA Motors, MRF, and Mahindra & Mahindra.
A Study on Factors Influencing the Financial Performance Analysis Selected Pr...Dr. Amarjeet Singh
The growth of a country's banking sector has a significant impact on its economic development. The banking sector plays a critical role in determining a country's economic future. A well-planned, structured, efficient, and viable banking system is an essential component of an economy's economic and social infrastructure. In modern society, a strong banking system is required because it meets the financial needs of the modern society. In a country's economy, the banking system plays a crucial role. Because it connects surplus and deficit economic agents, the bank is the most important financial intermediary in the economy. The banking system is regarded as the economy's lifeline. It meets the financial needs of commerce, industry, and agriculture. As a result, the country's development and the banking system are intertwined. They are critical in the mobilisation of savings and the distribution of credit to various sectors of the economy. India's private sector banks play a critical role in the country's economic development. So The financial performance of private sector banks must be evaluated carefully.
An Empirical Analysis of Financial Performance of Selected Oil Exploration an...Dr. Amarjeet Singh
After the United States, China, and Japan, India was the world's fourth biggest consumer of oil and petroleum products. The nation is significantly reliant on crude oil imports, the majority of which come from the Middle East. The Indian oil and gas business is one of the country's six main sectors, with important forward links to the rest of the economy. More than two-thirds of the country's overall primary energy demands are met by the oil and gas industry. The industry has played a key role in placing India on the global map. India is now the world's sixth biggest crude oil user and ninth largest crude oil importer. In addition, the country's portion of the worldwide refining market is growing. India's refining industry is now the world's sixth biggest. With plans for Reliance Petroleum Limited to commission another refinery with a capacity of 29 MTPA next 16 to its 33 MTPA refinery in Jamnagar, Gujarat, this position is projected to be enhanced. As a consequence, the Reliance refinery would be the biggest single-site refinery in the world. Based on secondary data gathered from CMIE, the current research examines the ratios influencing the profitability of selected oil exploration and production businesses in India during a 10-year period.
Since 1991, thanks to economic policy liberalization, the Indian economy has entered an era in which Indian businesses can no longer disregard global markets. Prior to the 1990s, the prices of a variety of commodities, metals, and other assets were carefully regulated. Others, which were not rolled, were primarily dependant on regulated input costs. As a result, there was no uncertainty and, as a result, no price fluctuations. However, in 1991, when the process of deregulation began, the prices of most items were deregulated. It has also resulted in the exchange being partially deregulated, easing trade restrictions, lowering interest rates, and making significant advancements in foreign institutional investors' access to the capital markets, as well as establishing market-based government securities pricing, among other things. Furthermore, portfolio and securities price volatility and instability were influenced by market-determined exchange rates and interest rates. As a result, hedging strategies employing a variety of derivatives were exposed to a variety of risks. The Indian capital market will be examined in this study, with a focus on derivatives.
Theoretical Estimation of CO2 Compression and Transport Costs for an hypothet...Dr. Amarjeet Singh
SEI S.p.a. presented a project to build a 1320 MW coal-fired power plant in Saline Joniche, on the Southern tip of Calabria Region, Italy, in 2008. A gross early evaluation about the possibility to add CCS (CO2 Capture & Storage) was performed too. The project generated widespread opposition among environmental associations, citizens and local institutions in that period, against the coal use to produce energy, as a consequence of its GHG clima-alterating impact. Moreover the CCS (also named Carbon Capture & Storage or more recently CCUS: Carbon Capture-Usage-Storage) technology was at that time still an unknown and “mysterious” solution for the GHG avoiding to the atmosphere. The present study concerns the sizing of the compression and transportation system of the CCS section, included in the project presented at the time by SEI Spa; the sizing of the compression station and the pipeline connecting the plant to the possible Fosca01 offshore injection site previously studied as a possible storage solution, as part of a coarse screening of CO2 storage sites in the Calabria Region. This study takes into account the costs of construction, operation and maintenance (O&M) of both the compression plant and the sound pipeline, considering the gross static storage capacity of the Fosca01 reservoir as a whole as previously evaluated.
Analytical Mechanics of Magnetic Particles Suspended in Magnetorheological FluidDr. Amarjeet Singh
In this paper, the behavior of MR particles has been systematically investigated within the scope of analytical mechanics. . A magnetorheological fluid belongs to a class of smart materials. In magnetorheological fluids, the motion of magnetic particles is controlled by the action of internal and external forces. This paper presents analytical mechanics for the interaction of system of particles in MR fluid. In this paper, basic principles of Analytical Mechanics are utilized for the construction of equations.
Techno-Economic Aspects of Solid Food Wastes into Bio-ManureDr. Amarjeet Singh
Solid waste is health hazard and cause damage to the environment due to improper handling. Solid waste comprises of Industrial Waste (IW), Hazardous Waste (HW), Municipal Solid Waste (MSW), Electronic waste (E-waste), Bio-Medical Waste (BMW) which depend on their supply & characteristics. Food waste or Bio-waste composting and its role in sustainable development is explained in food waste is a growing area of concern with many costs to our community in terms of waste collection, disposal and greenhouse gases. When rotting food ends up in landfill it turns into methane, a greenhouse gas that is particularly damaging to the environment. Composting is biochemical process in which organic materials are biologically degraded, resulting in the production of organic by products and energy in the form of heat. Heat is trapped within the composting mass, leading to the phenomenon of self-heating. This overall process provide us Bio-Manure.
Crypto-Currencies: Can Investors Rely on them as Investment Avenue?Dr. Amarjeet Singh
The purpose of this study is to examine investors’ perceptions about investing in crypto-currencies. We think that investors trust in crypto-currencies is largely driven by crypto-currency comprehension, trust in government, and transaction speed. This is the first study to examine crypto-currencies from the investor’s perspective. Following that, we discover important antecedents of crypto-currency confidence. Second, we look at the government's role in crypto-currencies. The importance of this study is: first, crypto-currencies have the potential to disrupt the current economic system as the debate is all about impact of decentralization of transactions; thus, further research into how it affects investors trust is essential; and second, access to crypto-currencies. Finally, if Fin-Tech companies or banks want to enter the bitcoin industry may not attract huge advertising costs as well as marketing to soothe clients' concerns about investing in various digital currencies The research sheds light on indecisiveness in the context of marketing aspects adopted by demonstrating investors are aware about the crypto.
Awareness of Disaster Risk Reduction (DRR) among Student of the Catanduanes S...Dr. Amarjeet Singh
The Island Province of Catanduanes is prone to all types of natural hazards that includes torrential and heavy rains, strong winds and surge, flooding and landslide or slope failures as a result of its geographical location and topography. RA 10121 mandates local DRRM bodies to “encourage community, specifically the youth, participation in disaster risk reduction and management activities, such as organizing quick response groups, particularly in identified disaster-prone areas, as well as the inclusion of disaster risk reduction and management programs as part of youth programs and projects. The study aims to determine the awareness to disaster of the student of the Catanduanes State University. The disaster-based questionnaire was prepared and distributed among 636 students selected randomly from different Colleges and Laboratory Schools in the University
The Catanduanes State University students understood some disaster-related concepts and ideas, but uncertain on issues on preparedness, adaptation, and awareness on the risks inflicted by these natural hazards. Low perception on disaster risks are evidently observed among students. The responses of the students could be based on the efficiency and impact of the integration of DRR education in the senior high school curriculum. Specifically, integration of the concepts about the hazards, hazard maps, disaster preparedness, awareness, mitigation, prevention, adaptation, and resiliency in the science curriculum possibly affect the knowledge and understanding of students on DRR. Preparedness drills and other forms of capacity building must be done to improve awareness of the student towards DRRM.
The study further recommends that teachers and instructor must also be capacitated in handling disaster as they are the prime movers in the implementation of the DRRM in education. Preparedness drills and other forms of capacity building must be done to improve awareness of the student towards DRRM. Core subjects in Earth Sciences must be reinforced with geologic hazards. Learning competencies must also be focused on hazard identification and mapping, and coping with different geologic disaster.
The 1857 war was a watershed moment in the history of the Indian subcontinent. The battle has sparked academic debate among historians and sociologists all around the world. Despite the fact that it has been more than 150 years, this battle continues to pique the interest of historians. The war's causes and events that occurred throughout the conflict, persons who backed the British and anti-British fighters, and the results and ramifications, are all aspects of this conflict. In terms of outcomes, many academics believe that the war was a failure for those who started it. It is often assumed that the Indians who battled the British in this conflict were unable to achieve their goals. Many gains accrued to Indians as a result of the conflict, but these achievements are overshadowed by the dispute over the war's failure. This research effort focuses on the war's achievements for India, and the significance of those achievements.
Haryana's Honour Killings: A Social and Legal Point of ViewDr. Amarjeet Singh
Life is unpredictably unpredictable. Nobody knows what will happen in the next minute of their lives. In this circumstance, every human being has the right and desire to conduct their lives according to their own desires. No one should be forced to live a life solely for the benefit and reputation of others. Honour killing is defined as the assassination of a person, whether male or female, who refuses to accept the family's arranged marriage or decides to move her or his marital life according to her or his wishes solely because it jeopardizes the family's honour. The family's supreme authority looks after the family's name but neglects to consider the love and affection shared among family members. I have discussed honour killing in India in my research work. This sort of murder occurs as a result of particular triggers, which are also examined in relation to the role of the law in honour killing. No one can be released free if they break the law, and in this case, it is a felony that violates various regulations designed to safeguard citizens. This crime is similar to many others, but it is distinct enough to be differentiated in the report. When the husband is of low social standing, it lowers the position and caste of the female family, prompting the male family members to murder the girl. But they forget that the girl is their kid and that while rank may be attained, a girl's life can never be replaced, and that caste is less valuable than the girl's life and love spent with them.
Optimization of Digital-Based MSME E-Commerce: Challenges and Opportunities i...Dr. Amarjeet Singh
The impact caused by the Covid-19 Pandemic on Micro and Small and Medium Enterprises (MSMEs) was so severe and fatal
that not a few went out of business. The heavy burden is borne by MSME actors due to social restrictions imposed by the
government, the declining purchasing power of the people, a product that continues to decline until capital runs out. Plus
inadequate knowledge in carrying out marketing strategies and product innovations are the main trigger for the lack of
enthusiasm for MSME actors as well as bankruptcy. MSME digitalization-based e-commerce is an opportunity and the right
solution in dealing with the obstacles caused by the impact of Covid-19, as well as a challenge for MSME actors to design old
ways in new ways through digital business.
Modal Space Controller for Hydraulically Driven Six Degree of Freedom Paralle...Dr. Amarjeet Singh
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It is a known fact that a large number of Steel Industry Expansion projects in India have been delayed due to regulatory clearances, environmental issues and problems pertaining to land acquisition. Also, there are challenges in the tendering phase that affect viability of projects thus delaying implementation, construction phase is beset with over-runs and disputes and last but not the least; provider skills are weak all across the value chain. Given the critical role of Steel Sector in ensuring a sustained growth trajectory for India, it is imperative that we identify the core issues affecting completion of infrastructure projects in India and chalk out initiatives that need to be acted upon in short term as well as long term.
A blockchain is a decentralised database that is shared across computer network nodes. A blockchain acts as a database, storing information in a digital format. The study primarily aims to explore how in the future, block chain technology will alter several areas of the Indian economy. The current study aims to obtain a deeper understanding of blockchain technology's idea and implementation in India, as well as the technology's potential as a disruptive financial technological innovation.
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Training and Development Practices and Employees’ Performance in Selected Manufacturing Companies in Nigeria
1. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-11, Issue-2 (April 2021)
www.ijemr.net https://doi.org/10.31033/ijemr.11.2.20
136 This Work is under Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
Training and Development Practices and Employees’ Performance in
Selected Manufacturing Companies in Nigeria
Taiwo, Sunday F.1
, Dr. Alase, Peter O.2
, Dr. Hassan, Tolani, A.3
and Okusanya, Adedoyin, O.4
1
Principal Lecturer, Department of Business Administration and Management, Moshood Abiola Polytechnic, Abeokuta,
NIGERIA
2
Lecturer, Department of Business Administration, Ekiti State University, Ado-Ekiti. NIGERIA
3
Lecturer, Department of Business Education, Tai Solarin University of Education, Ijagun-Ijebu-ode, NIGERIA
4
Lecturer, Department of Business Education, Tai Solarin University of Education, Ijagun-Ijebu-ode, NIGERIA
2
Corresponding Author: olualase1971@gmail.com
ABSTRACT
Managing workforce diversity in manufacturing
organisations has been a problem all over the world including
Nigeria. Manufacturing organisations in Nigeria continue to
experience occasional drop in performance due to employees’
apathy and non-challant attitudes as a result of high level of
dissatisfaction caused by inadequate attention to training and
development practices. This study assessed the relationships
between training and development practices and employees’
performance in selected manufacturing companies in Nigeria.
A cross sectional survey research design was employed, and
out of the 1,568 copies of questionnaire that were
administered proportionally in the selected manufacturing
companies, 1,153 copies were retrieved and found useful.
Data were analysed using descriptive statistics and the
hypotheses were tested using Analysis of Variance (ANOVA).
The results of the findings show f-statistics of 223.717 and so,
there is a significant relationship between training and
development practices and employees’ performance among
Nigerians working in the selected manufacturing companies.
Also, f-statistics of 244.391 shows a significant relationship
between training and development practices and employees’
performance among other nationals in the selected MNCs.
The study concluded that there are significant relationships
between training and development practices and employees’
performance in selected manufacturing MNCs in Nigeria.
Keywords-- Training and Development Practices,
Performance, Manufacturing Companies
I. INTRODUCTION
Employees have been identified as the most
valuable organizational resource both in the private and
public sectors all over the world considering their
contributions into accomplishing organisational set targets
(Fatile, Afegbua, & Etim, 2020; Mudah, Rafiki & harahap
2014). Meanwhile, making employee to perform in their
roles to the satisfaction of the organisation has often
remain a big challenge among practicing managers, even
though, organisations, through adequate motivational
strategies have been trying to position them for greater
efficiency and competitiveness (Lee & Wu 2011).
Employee performance is falling in most Nigerian
organizations and this has been identified as a major
setback to the country’s industrialisation drive (Fatile,
Afegbua, & Etim, 2020; Inuwa, 2016; Izuogu, Modo, &
Onyekwere, 2018; Ogbulafor, 2011).
Employees’ skill, knowledge, and expertise can
further be sharpened by their exposure to adequate
functional training and development sessions which have
been reported to be the antidote to performance deficits
and decrease in the productivity of organisations (Fatile,
Afegbua, & Etim, 2020; Idubor & Osiamoje,
2013).Nowadays, majority of employees always feel
dissatisfied and are fond of displaying non-challant and
unperturbed attitudes and this has been derailing targets to
the detriment of individual and group performance
(Mowday, Porter and Steers, 2013).Employee job
performance in manufacturing MNCs continues to dwindle
as a result of perceived incidences of unfairness or bias in
selection of training participants and inadequate employee
development programmes signaling that training has been
relegated to the background and does not really matter in
the scheme of things(Adelere, 2017; Fatile, Afegbua, &
Etim, 2020;Izuogu, Modo, & Onyekwere, 2018; Onyema,
2014).
Low productivity of employees occasioned by
employee apathy caused by continued lack of attention on
the benefits inherent in human resource management
practices (especially employee training and development
practices) has been reported in the literature(Adelere,
2017; Alase, Taiwo, & Ogbechi, 2020; Bayraktaroglu &
Cickusic 2014; Ezejiofor, Nwakoby & Okoye, 2015;
Ihionkhan and Aigbomian, 2014;Izuogu, Modo, &
Onyekwere, 2018;Onyema, 2014). Moreso, Mahadevan &
Yap (2019) suggested that future research should look into
analyzing the relationship between training and
development and organizational productivity and
performance. Apart from this, Izuogu, Modo, &
Onyekwere (2018) in their study suggested that future
study should consider wider sample.
2. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-11, Issue-2 (April 2021)
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137 This Work is under Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
This study aims to determine whether or not there
is relationship between the explanatory variable and the
predictor variable and then fill all these gaps identified in
literature.
II. LITERATURE REVIEW
Training and Development (TD) Practices
Training has been defined as “the formal and systematic
change of behaviour as a result of learning which occurs
through education, instruction, development and planned
experience” (Armstrong, 2006). Training and development
practices are unavoidable in the workplace so that
employees can have a firm grasp of their roles or duties.
Employees’ training refers to programmes that provide
workers with required information, new skills, or
professional development opportunities. Due to fast pace
global and technological development, the firms are now
facing new changes as well as challenges. Technological
advancements have moulded the need of capabilities and
competencies required to perform a particular task. Thus,
to cope with these challenges, more improved and
effective training programmes are required by all
organisations. Effective training programmes assist in
establishing total conducive learning session aimed at
sensitizing the workforce and training them to withstand
upcoming challenges more easily and in time (Elnaga &
Imran, 2013).
Training can be on the job or off the job
depending on the need in question. Appropriate training is
required for various needs such as: to solve pertinent
problems, to boost performance, and also for continuous
development of human resources. The practice is one of
the most important aspects of human resource management
practice needed to keep organisations ahead of their
competitors (Elnaga & Imran, 2013; Ibojo and Asabi 2014;
Ihionkhan and Aigbomian, 2014; Onyeama, 2014).
Training and development can advance the level of self-
awareness of a person, enhance talent of an individual and
enhance the motivation of an employee (Wexley &
Latham, 2002). The activities of organisations have turned
more knowledge-driven and as such, training and
development now perform eternally supplementary
significant functions to meet the educational desires of
persons as well as tactical essentials of the organisation
(Elnaga & Imran, 2013).
Training can be on the job or off the job
depending on the need in question. Appropriate training is
required for various needs such as: to solve pertinent
problems, to boost performance, and also for continuous
development of human resources. The practice is one of
the most important aspects of human resource management
practice needed to keep organisations ahead of their
competitors (Elnaga & Imran, 2013; Ibojo and Asabi 2014;
Ihionkhan and Aigbomian, 2014; Onyeama, 2014).
Training and development can advance the level of self-
awareness of a person, enhance talent of an individual and
enhance the motivation of an employee (Wexley &
Latham, 2002). The activities of organisations have turned
more knowledge-driven and as such, training and
development now perform eternally supplementary
significant functions to meet the educational desires of
persons as well as tactical essentials of the organisation
(Elnaga & Imran, 2013). Training is important in that it is
an imperative tool for the organisation to revamp the
performance of all the personnel for organisational growth
and success.
Training benefits outweighs its shortcomings
because through it an employee will become more efficient
and productive if he is trained well. Firms can develop and
enhance the quality of the current employees by providing
comprehensive training and development. Training is
essential not only to increase productivity but also to
motivate and inspire workers by letting them know how
important their jobs are and giving them all the
information they need to perform those jobs. The general
benefits received from employee training are: increased
job satisfaction and morale, increased motivation,
increased efficiencies in processes, resulting in financial
gain, increased capacity to adopt new technologies and
methods, increased innovation in strategies and products
and reduced employee turnover.
Employee Performance
Performance is attained via objectives measured
in terms of standards set by individual organisations
(Richard, 2009). Performance measurement can be carried
out through objective and subjective dimensions (Bhatti,
Awan & Razaq 2013). Performance from the objective
dimension considers financial and market-based measures,
like capacity utilisation, profitability and market share.
From the subjective dimension are customer and employee
based measures, such as service quality, employee
performance and customer satisfaction. However,
observations have shown that financial performance
employed by firms are falling short of expectations and so,
the need to consider dimensions that take the human factor
into consideration because of rapid changes such as
increased product quality and movement of people and
accelerated technologies across the globe (Moers, 2015). It
is in view of this that this work considered employee
performance from the angle of employees’ contributions to
the ultimate goal of the organization occasioned by their
exposures in the form of training and development.
Faiza, & Nazir (2015) defined employee
performance as feedback gotten through attitudes
demonstrating new skills acquired by the employee or the
type of training the employee has acquired. Kinicki &
Kreitner (2007) posit that employee performance
3. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-11, Issue-2 (April 2021)
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138 This Work is under Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
determinants are reflected in the level of happiness and
satisfaction derived by employees on their different roles.
This study, thus, defines employees’ performance as the
positive difference made in the output and other set targets
of organisations occasioned by the level of employees’
exposures.
Different empirical studies have found significant
relationships between training and development practices
and employee performance on one side and then, between
HRM practices and employee performance on the other
(Elnaga & Imran, 2013; Ibojo & Asabi, 2014; Ihionkhan &
Aigbomian, 2014; Izuogu, Modo, & Onyekwere, 2018;
and Onyema, 2014); while others like Oladipo and
Abdulkadir, (2011) and Alinno and Igwe (2017) found
moderate relationships and no relationship between the
explanatory and predictor variables respectively.
Conceptual Framework
Training and Development Practices Employees’ Performance
Researchers’ model (2020)
Theoretical Framework
The resource-based view of the firm upon which
this study is hinged highlights that human capital is of high
importance since they do fill gaps through adding values
that are very rare, inimitable and non-substitutable
(Barney, 1991). This is in support of the important roles
individual employee play in organisations and thus,
categorise them as peculiar and inevitable, and that they
should be exposed to necessary skills and developmental
sessions that will assist them in accomplishing set
corporate goals and objectives, and thereby, boost his/her
performance most especially in an international setting
where diverse workforce abound. Unique offerings are a
guarantee to sustainable competitive advantage and the
human side of the organisations have been found to be
relevant through enough exposures to necessary skills
(Teeche, Pinsno, & Shuen, 1991)
III. METHODOLOGY
This study made use of cross-sectional survey
design since it allowed responses to be elicited from staff
of Nestle Foods Plc, Unilever Plc, Cadbury Plc,
GlaxoSmithKline Plc, International Breweries Plc and
Guinness Nigeria Plc head offices through structured
questionnaires. 1,568 copies of questionnaires were
administered proportionally and 1,153 copies were
retrieved and found useful for the study. Purposive
sampling technique (maximum variation sampling method)
which is a deliberate choice of participants considering
their qualities (nationalities) was employed in this study
(Etikan, Musa, & Alkassim, 2016). Data were analysed
using descriptive and inferential (Anova) statistics. The
population for this study consisted of all quoted food and
beverages manufacturing multinational corporations in
Nigeria (Osundina, 2014). The target population was six
thousand, three hundred and fifty-six (6,356) (NSE Fact
Book, 2020) full-time employees of the quoted food and
beverages multinational corporations.
The questionnaire was pre-tested in one of the
non-listed food and beverage multinational corporations –
Wamco Campina (producer of peak milk) plc. This pilot
test was carried out before the actual survey following
slight modifications in the scale to ensure appropriate
questions were asked along with its design, wordings and
measurement scales. The measuring instrument yielded
4. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
Volume-11, Issue-2 (April 2021)
www.ijemr.net https://doi.org/10.31033/ijemr.11.2.20
139 This Work is under Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
satisfactory level of reliability (Nunnally & Bernstein,
1994).The human resource management practice policies
and practice scale (HRMPPS)(Demo, Neva, Nune, &
Rozzett, 2012) was used for training and development
practices and it showed alpha coefficient of 80% same as
the 80% threshold recommended by authors such as
Nunally & Bernstein (1994).Employee performance was
measured by an adopted instrument in the work of Liao,
Lu, Huang& Chiang (2012). The 5-point Likert Scale
ranged from Agree (A) to Strongly Disagree (SD) and with
Cronbach Alpha of 0.90.The five items considered in the
instrument are: (1). I understand the criteria of
performance review of my company. (2). I understand my
work schedules and how to carry it out. (3). I am able to
find solution to unexpected schedules on time. (4). I
maintain good record of attendance in this company, and
lastly, (5). I always carry out assigned duties effectively
and efficiently.
Model Specification
The study adapted the linear regression
model(Howell, 1992)and so, the determinants of training
and development practices on employees’ performance in
the MNCs manufacturing companies are given by:
EPerf.N = f (TD)
EPerf.N = β0 + β1TD + µi -----------------------------------(3.1)
EPerf.ON = f (TD)
EPerf.ON = β0 + β1TD + µi -----------------------------------(3.2)
Where: EPerf.N= Employees’ performance of
Nigerians; EPerf.oN = Employees’ performance of other
nationals and TD = Training and development; Equations
3.1 and 3.2 centred on employees’ performance among
Nigerians and other nationals with respect to training and
development practices.
IV. RESULTS AND INTERPRETATION
Demographic Analysis of Respondents
The analysis in Table 1 on Companies showed
that out of the total respondents in the study, 96
respondents representing 8.3% were employees of
Cadbury Nig. Plc., 191 respondents representing 16.6%
were Guinness Nig. Plc’s employees, 182 (15.8%) were
employees of Unilever Nig. Plc., 197 (17.1%) were
representatives of International Brewery Plc., 325
respondents representing 28.2% were members of staff of
Nestle Nig. Plc., and the remaining 162 representing
14.1% were members of staff of Glaxo Smithkline Plc.
This implies that Nestle Nig. Plc. and Cadbury Nig. Plc.
have the highest and the lowest number of staff
representatives respectively. 965 respondents representing
83.7% were male participants and 188 representing 16.3%
were female participants in the study. Also, 882 (76.5%)
were Nigerians while 271 (23.5%) were non-Nigerians.
This implies that food and beverage section of
manufacturing industry have higher proportion of male
staff than female staff. It also indicated that most of the
employees are Nigerians while about 24% were Non-
Nigerians in the context of this study.
Table 1: Demographic Distribution of the Respondents
S/N Demographic variable Grouping Frequency Percent
1. Companies Cadbury Nig. Plc.
Guinness Nig. Plc.
Unilever Nig. Plc.
International Brew. Plc
Nestle Nig. Plc
Glaxo Smithkline Plc
96
191
182
197
325
162
8.3
16.6
15.8
17.1
28.2
14.1
2. Sex Male
Female
965
188
83.7
16.3
3. Nationality Nigerians
Other Nationals
882
271
76.5
23.5
4. Marital Status Single
Married
Divorce
Widowed
148
773
212
20
12.8
67.0
18.4
1.7
5. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
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140 This Work is under Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
5. Age 16-25
26-35
36-45
46-55
56 years and above
35
137
454
509
18
3.0
11.9
39.4
44.1
1.6
6. Years of Experience 1-5
6-10
11-15
16-20
21 years and above
71
121
309
469
175
6.9
10.5
26.8
40.7
15.2
7. Highest Educational Qualification Primary
Secondary
Graduate
Postgraduate
Professional
7
22
565
324
235
0.6
1.9
49.0
28.1
20.4
Source: Field Survey (2020)
Test of Hypotheses
Ho1: There is no significant relationship between Training
and Development practices and employees’ performance
of Nigerians in food and beverages manufacturing MNCs
in Nigeria
The findings from the ANOVA in Table 2 helps
in indicating the weakness or the strength of the model.
According to Bathke (2004), an insignificant F-test value
indicates a weak regression model. From the findings
obtained in Table 2, the F-test value is 223.717 with a
significance value of 0.00 at 0.05 level of significance.
Since the p-value 0.00 obtained was < 0.05, the F-test is
significant hence, the conclusion that the regression model
was a good fit.
Table 2: Analysis of Variance (ANOVA)
ANOVAa
Model Sum of Squares Df Mean Square F Sig.
1
Regression 600.910 5 120.182 223.717 .000b
Residual 616.173 1147 .537
Total 1217.082 1152
a. Dependent Variable: Employees’ performance for Nigerians
b. Predictor: (Constant), Training and Development
Source: Data Analysis ((2020)
The f – statistics of 223.717 thus shows that the
model is statistically significant. It shows that there is a
significant relationship between training and development
practices and employees’ performance among Nigerians
working in selected manufacturing MNCs in Nigeria.
Ho2: There is no significant relationship between Training
and Development practices and employees’ performance
of other nationals in food and beverages manufacturing
MNCs in Nigeria.
The findings from the ANOVA in Table 3 helps
in indicating the weakness or the strength of the model.
From the findings obtained in Table 3, the F-test value is
244.391 with a significance value of 0.00 at 0.05 level of
significance. Since the p-value 0.00 obtained was < 0.05,
the F-test is significant, hence, the conclusion that the
regression model was a good fit.
Table 3: Analysis of Variance (ANOVA)
ANOVAb
Model Sum of Squares Df Mean Square F Sig.
1
Regression 707.666 5 141.533 244.391 .000b
Residual 664.259 1147 .579
Total 1371.925 1152
a. Dependent Variable: Employees’ performance of other nationals in Nigeria
b. Predictor: (Constant), Training and Development.
Source: Data Analysis (2020)
6. International Journal of Engineering and Management Research e-ISSN: 2250-0758 | p-ISSN: 2394-6962
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141 This Work is under Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
The f-statistics of 244.391 thus shows that the
model is statistically significant. It shows that there is a
significant relationship between training and development
practices and employees’ performance among other
nationals working in selected manufacturing MNCs in
Nigeria.
Discussion of Findings
The test of research hypothesis, Ho1 shows that
there is a significant relationship between training and
development practices and employees’ performance. The
f-statistics of 223.717shows that the model is statistically
significant. It implies a significant relationship between
training and development and employees’ performance
among Nigerians working in selected manufacturing
MNCs in Nigeria. In the same vein, Hypothesis (Ho2)
reveals f-statistics of 244.391shows that the model is
statistically significant. It shows that there is significant
relationship between training and development practices
and employees’ performance among other nationals
working in selected manufacturing MNCs in Nigeria.
The findings corroborate the findings in the works
of Bayraktaroglu & Cickusic (2014);Elnaga and Imran,
(2013); Ibojo and Asabi (2014); Ihionkhan and Aigbomian
(2014);Izuogu, Modo, & Onyekwere, (2018); Mahadevan
& Yap (2019);Onyema (2014) all revealed strong and
significant relationships between human resource
management practices especially training and development
practices and employee performance, while Oladipo and
Abdulkadir, (2011) reported moderate influence of HRM
practices on organisational performance and employees’
job satisfaction and Riyadh, et al., (2015) found that only
HRM practices are not enough to achieve organisational
performance. The individual control variables significantly
affect employees’ satisfaction of Nigerians and other
nationals in Nigeria and this in effect means that the
employees of studied MNCs have all adjusted and
embraced the same style of socializing.
The implication arising from the result is that
training and development practices as a result of learning,
education, instruction, development and planned
experience are an effective tool in enhancing employees’
performance. This is because effective training
programmes have a lot to do in constructing a more
conducive learning environment for the workforce and
training them to cope with the upcoming challenges more
easily and in time. It is no news that employees who have
no formal training and knowledge on the job will perform
less and may not derive satisfaction from the job because
everything he/she does will be faulty. The fact that the two
models are statistically significant mean that human
resource management practices constitute the bridges
between the home-country policies and practices, and then
the different cultures of work-force on their payrolls in
subsidiary operations (Myloni, Harzing,& Mirza, 2004).
Bayraktaroglu & Cickusic (2014) revealed that there is a
huge impact on employees’ performance when it comes to
the training programs.
V. CONCLUSIONS AND
RECOMMENDATIONS
Training and development practices play essential
and contributory roles in the improvement of employees’
performance among Nigerians and other nationals working
in manufacturing MNCs in Nigeria and give them more
competitive edges over their competitors, which then leads
to increase in productivity. A platform for regular and
open-to-all training and development programmes devoid
of subjective and bias determination of participants should
be put in place to avoid employees’ obsolescence because
times and seasons change. This is necessary in order to
enhance their skills and use of technology for faster
employee job performance.
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