This document summarizes a study on the effect of women's empowerment on organizational performance in selected private insurance companies in Debre Birhan, Ethiopia. The study examined how women's participation in decision-making, access to information sharing, and training/development impact company performance. A survey was administered to women employees, and results found that participation in decision-making and training/development had a moderate positive effect, while information sharing had a lower impact. The document concludes that companies should improve women's involvement in decisions and access to ongoing training to help boost organizational performance.
The study examined the experiences of 1,000 professional women across different sectors to understand support for careers and the talent pipeline. It found a paradox where most women feel supported, but many have faced gender-related obstacles. Accountancy, Law, and Education were best for women and mothers, while Advertising/Media and Engineering were worst. Flexible work and role models were seen as most important for progress. Addressing unconscious biases and creating a culture where issues can be safely raised could help solve the disconnect between perceived and actual support.
A majority of executives believe gender diversity in leadership links to better financial
performance, but companies take few actions to support women in the workforce.
This study examines factors influencing employee retention at Tamil Nadu Newsprint and Papers Limited. A questionnaire was distributed to 100 employees to understand growth opportunities, work environment, compensation, and support. Findings show that over 50% of employees have been with the company for over 20 years and are satisfied with decision making processes, promotions, transparency, and respect. Suggestions include behavioral training, clear rules, performance ratings, career mapping, and work-life balance initiatives to improve retention. The conclusion is that retaining quality employees benefits both the organization and individual through increased productivity and commitment.
The document summarizes the results of a quantitative research study on corporate social responsibility conducted among 1053 large, medium, and small organizations in Georgia. Some key findings include:
1. Larger organizations are more likely to have formal CSR policies and departments than smaller ones, though dedicated CSR roles are still rare even among large companies.
2. Most large enterprises have implemented at least one CSR project in the last 3 years, compared to over 80% of small businesses that have not.
3. Projects are usually carried out using internal resources rather than outsourcing, and externally initiated projects are often not considered.
The document discusses several important aspects of human resource management practices in China, including research findings that show the importance of internal recruitment, lifelong training programs, and performance evaluations that can be influenced by personal relationships. It also examines concepts like collectivism and the emphasis on relationships in Chinese culture that shape common HR approaches.
6
SURVEY REPORT
INTRODUCTION
Management of knowledge is one of the domineering methods that are being used by the companies in order to encounter their pre-emptive and planned requirements. It is comprised of the ingenuities, procedures, tactics and schemes that endure and boost the modification, sharing, assessment, and storage and information formulation. Therefore, the practices of knowledge management play an important role in attaining company goals and objectives in effective manner. It helps generating value for the company (Alegre, Sengupta and Lapiedra, 2013).SURVEY AIM
To find out the impact of knowledge management in Qatar Airways on their strategic planningOBJECTIVE
Objective of the conducted survey is to scrutinise practices of the knowledge management that affect the strategic planning activities and also evaluate the issues and factors that are associated with the knowledge management and put their both positive and negative impact on the strategic planning of the organisation. In order to analyse, the researcher emphasises on the following research objective:
· To identify the relationship between Knowledge management and strategic planning
· To evaluate the factors of KNOWLEDGE MANAGEMENT that affects the practices of strategic planning.
· To examine how the practices of strategic planning affect the corporate performance of Qatar airways.
· To determine the importance of strategic planning on Qatar airways.SURVEY QUESTION
Intended for obtaining the above-illustrated objectives of this project, the researcher will search pro solutions to the substantial questions:
· Is there any association among knowledge management and strategic planning?
· What are the major elements of knowledge management that affect the strategic planning practices of Qatar Airways?
· How the practices of knowledge management and strategic planning impact the performance of Qatar Airways?
· Are the practices of knowledge management important for organisations?REASEARCH FACTORS
Knowledge management communicates important information widely and quickly and it assists to address this difficulty throughout modified portal as well as particular search engines. If average procedures as well as measures have been distinct they ought to constantly be followed. There are many factors that involve knowledge management. They are either independent or depend on other factors. All these factors are categorized mainly into three categories which are further classified into other factors. (Lindner and Wald, 2011). (IV) (DV)
1. People
a. Knowledge Managers (IV)
b. Communities or Practice (IV)
c. Training and Communication (IV)
d. Measurement and Reward system (IV)
e. Knowledge sharing culture (DV)
f. Knowledge advisors (IV)
g. Employee satisfaction survey
2. Process
a. Knowledge capture and reuse (DV)
b. Communities of Practice (DV)
c. Best practice selection and replication (IV)
d. Project Team Collaboration (DV)
e. Metrics and Reporting (IV)
f. Managem.
The Role of Own Saving in Solving the Problem of Capital Among SMEs.Student
This document discusses small and medium enterprises (SMEs) in Tanzania and their access to capital through saving. Some key points:
- SMEs contribute significantly to Tanzania's economy but often struggle to access financing to establish and grow their businesses. Their main sources of capital are typically personal savings, retained earnings, and informal loans.
- The study found that SMEs' level of saving and access to own capital was positively associated with their initial capital, daily profits, and number of dependents. Higher values in these areas led to greater saving and capital among SMEs.
- On average, SMEs' capital structures were comprised of 69.49% from own saving and
Company Culture is Key to Unlocking Gender Equality and Narrowing Pay Gap, New Accenture Research Finds
“Getting to Equal 2018” report identifies 40 key factors that help all people thrive
The study examined the experiences of 1,000 professional women across different sectors to understand support for careers and the talent pipeline. It found a paradox where most women feel supported, but many have faced gender-related obstacles. Accountancy, Law, and Education were best for women and mothers, while Advertising/Media and Engineering were worst. Flexible work and role models were seen as most important for progress. Addressing unconscious biases and creating a culture where issues can be safely raised could help solve the disconnect between perceived and actual support.
A majority of executives believe gender diversity in leadership links to better financial
performance, but companies take few actions to support women in the workforce.
This study examines factors influencing employee retention at Tamil Nadu Newsprint and Papers Limited. A questionnaire was distributed to 100 employees to understand growth opportunities, work environment, compensation, and support. Findings show that over 50% of employees have been with the company for over 20 years and are satisfied with decision making processes, promotions, transparency, and respect. Suggestions include behavioral training, clear rules, performance ratings, career mapping, and work-life balance initiatives to improve retention. The conclusion is that retaining quality employees benefits both the organization and individual through increased productivity and commitment.
The document summarizes the results of a quantitative research study on corporate social responsibility conducted among 1053 large, medium, and small organizations in Georgia. Some key findings include:
1. Larger organizations are more likely to have formal CSR policies and departments than smaller ones, though dedicated CSR roles are still rare even among large companies.
2. Most large enterprises have implemented at least one CSR project in the last 3 years, compared to over 80% of small businesses that have not.
3. Projects are usually carried out using internal resources rather than outsourcing, and externally initiated projects are often not considered.
The document discusses several important aspects of human resource management practices in China, including research findings that show the importance of internal recruitment, lifelong training programs, and performance evaluations that can be influenced by personal relationships. It also examines concepts like collectivism and the emphasis on relationships in Chinese culture that shape common HR approaches.
6
SURVEY REPORT
INTRODUCTION
Management of knowledge is one of the domineering methods that are being used by the companies in order to encounter their pre-emptive and planned requirements. It is comprised of the ingenuities, procedures, tactics and schemes that endure and boost the modification, sharing, assessment, and storage and information formulation. Therefore, the practices of knowledge management play an important role in attaining company goals and objectives in effective manner. It helps generating value for the company (Alegre, Sengupta and Lapiedra, 2013).SURVEY AIM
To find out the impact of knowledge management in Qatar Airways on their strategic planningOBJECTIVE
Objective of the conducted survey is to scrutinise practices of the knowledge management that affect the strategic planning activities and also evaluate the issues and factors that are associated with the knowledge management and put their both positive and negative impact on the strategic planning of the organisation. In order to analyse, the researcher emphasises on the following research objective:
· To identify the relationship between Knowledge management and strategic planning
· To evaluate the factors of KNOWLEDGE MANAGEMENT that affects the practices of strategic planning.
· To examine how the practices of strategic planning affect the corporate performance of Qatar airways.
· To determine the importance of strategic planning on Qatar airways.SURVEY QUESTION
Intended for obtaining the above-illustrated objectives of this project, the researcher will search pro solutions to the substantial questions:
· Is there any association among knowledge management and strategic planning?
· What are the major elements of knowledge management that affect the strategic planning practices of Qatar Airways?
· How the practices of knowledge management and strategic planning impact the performance of Qatar Airways?
· Are the practices of knowledge management important for organisations?REASEARCH FACTORS
Knowledge management communicates important information widely and quickly and it assists to address this difficulty throughout modified portal as well as particular search engines. If average procedures as well as measures have been distinct they ought to constantly be followed. There are many factors that involve knowledge management. They are either independent or depend on other factors. All these factors are categorized mainly into three categories which are further classified into other factors. (Lindner and Wald, 2011). (IV) (DV)
1. People
a. Knowledge Managers (IV)
b. Communities or Practice (IV)
c. Training and Communication (IV)
d. Measurement and Reward system (IV)
e. Knowledge sharing culture (DV)
f. Knowledge advisors (IV)
g. Employee satisfaction survey
2. Process
a. Knowledge capture and reuse (DV)
b. Communities of Practice (DV)
c. Best practice selection and replication (IV)
d. Project Team Collaboration (DV)
e. Metrics and Reporting (IV)
f. Managem.
The Role of Own Saving in Solving the Problem of Capital Among SMEs.Student
This document discusses small and medium enterprises (SMEs) in Tanzania and their access to capital through saving. Some key points:
- SMEs contribute significantly to Tanzania's economy but often struggle to access financing to establish and grow their businesses. Their main sources of capital are typically personal savings, retained earnings, and informal loans.
- The study found that SMEs' level of saving and access to own capital was positively associated with their initial capital, daily profits, and number of dependents. Higher values in these areas led to greater saving and capital among SMEs.
- On average, SMEs' capital structures were comprised of 69.49% from own saving and
Company Culture is Key to Unlocking Gender Equality and Narrowing Pay Gap, New Accenture Research Finds
“Getting to Equal 2018” report identifies 40 key factors that help all people thrive
Gender Equality Workshops by Encompass HK Benita Chick
The workshops will provide the language, practical tools and tips for companies to effectively incorporate considerations of gender equality and inclusion considerations in their policies, programs and practices, and across the organization. In our workshop we not only focus on why and how we want to achieve gender equality but also the business case on how achieving these goals. We’ll give concrete examples on how companies can benefit from achieving gender equality.
A qualitative research study revealing the barriers to pay parity and opinions on solutions to the industry's gender pay gap. Published in partnership with Women in PR, this report offers a fascinating glimpse into the experiences of twenty senior female PR professionals who shared candid accounts of the issues influencing the gender pay gap in PR.
Executive Summary
Employee engagement has become a top business priority for senior executives. In this rapid
cycle economy, business leaders know that having a high-performing workforce is essential
for growth and survival. They recognize that a highly engaged workforce can increase innovation,
productivity,
and bottom-line
performance
while reducing
costs related
to
hiring
and
retention
in highly competitive
talent
markets.
But while most executives see a clear need to improve employee engagement, many have
yet to develop tangible ways to measure and tackle this goal. However, a growing group of
best-in-class companies says they are gaining competitive advantage through establishing
metrics and practices to effectively quantify and improve the impact of their engagement
initiatives on overall business performance.
An Employee Engagement Study of the Accounting industry in Singapore. This whitepaper provides insights and key drivers that motivates employees to give their best at work.
This is a joint initiative with the Institute of Singapore Chartered Accountants (ISCA).
An Employee Engagement Study of the Accounting industry in Singapore. This whitepaper provides insights and key drivers that motivates employees to give their best at work.
This is a joint initiative with the Institute of Singapore Chartered Accountants (ISCA).
The Effect of Working Experience, Integrity, Competence, and Organizational C...iosrjce
External There search objectives are to seek empirical evidence about the influence of personal
characteristics of the auditor to the audit quality. The population in this study is the auditor who worked on
owned companies in Libya. The data used in this research is the primary data. For the analysis used validity
and reliability test as instrument test. This research used regression analysis and for hypothesis test used F test
and t test. From the result of the research showed that work experience, integrity, competence and commitment
to organizational has significant influence to audit quality. Work experience has the biggest value of arithmetic
and beta coefficient. Hence, the Integrity variable has the strongest influence instead of another variables so
that variable Work experience has a dominant influence toward quality of audit results.
This document summarizes a study that used the Delphi method to identify the necessary competencies for life insurance sales representatives in Taiwan. The study conducted a literature review on changes in the life insurance environment and competencies needed. It employed a modified Delphi method with an expert panel of 5 from life insurance companies and 5 from a university department. The panel identified problem solving, communication skills, IT skills, cultural competence, emotional intelligence, collective competence, and ethics as important competencies. The study recommends designing training to ensure sales representatives have these competencies and conducting a follow-up survey. It also suggests replicating the study in other industries like banking and securities.
July 2016 STRATEGIC FINANCE 17 Career Center’s Ten Tip.docxcroysierkathey
July 2016 / STRATEGIC FINANCE / 17
Career Center’s Ten Tips for
Job Search Success lists
strong ethics as the num-
ber one most desirable
characteristic, advising
candidates to “be honest
with employers. This
includes your online pro-
file, résumé, and cover let-
ter. Honesty is integral
during the interviewing
and job offer process.”
IDENTIFYING INTEGRITY
IN A CANDIDATE
As in past years, JPI hiring
managers say the conversa-
tional interview format still
ranks as the most common
method for assess ing can-
didates, with 73% reporting
that they use the method.
Thus, inter view skills that
demonstrate honesty and
integrity are critical to an
applicant’s success. Hon-
tant trait for applicants at
all experience levels. Re-
spondents suggested they
were most concerned with
honesty, having received
falsified résumés or having
been lied to about a candi-
date’s background in the
past. A strong work ethic,
self-motivation, and ac-
countability follow integrity
in importance for entry or
mid-level positions.
For senior-level posi-
tions, the characteristic of
accountability ranked high,
while abilities to make de-
cisions and solve problems
were next in importance.
Hiring managers didn’t as-
sign as much importance
to higher-order traits of
strategic perspective, busi-
ness acumen, and global
competence as prior-year
respondents did.
DePaul University
The report concludes
that “hiring managers are
able to find valuable skills
and traits more easily than
in prior years.”
INTEGRITY IS MOST
IMPORTANT
This year’s JPI report shows
that character traits rank
higher than job skills. Pre-
vious years’ surveys indi-
cated that it was essential
for all candidates to have
integrity, but in 2015, in-
tegrity was the most impor-
ETHICS
HIRING ETHICAL
EMPLOYEES
Hiring managers are increasingly
prioritizing ethics-related character
traits, such as integrity and accounta-
bility, when evaluating job candidates.
BY CURTIS C. VERSCHOOR, CMA, CPA
FOR THE PAST SIX YEARS, the Ca-reer Advisory Board ofDeVry University has stud-ied the gaps between traitsand skills that employersare looking for in job candi-dates and the actual charac-teristics possessed by the
applicants they meet. The 2015 Job Prepared-
ness Indicator (JPI) surveyed 503 full-time hir-
ing managers who screen and hire applicants
with at least a college education.
esty in portraying a specific
desirable outcome that re-
sulted from a team effort is
a better approach than list-
ing achievements on a ré-
sumé to emphasize
single-handed accomplish-
ments. For example, the
statement, “Working to-
gether with IT, my depart-
ment was able to speed
monthly closing time by
three days” is preferable to
“I was able to shorten
monthly closing by three
days.”
Pre-employment tests
are used by 37% of JPI re-
spondents and are available
for a number of attributes,
including integrity. The
provider of one of the in-
tegrity tests notes they are
used “to evaluate an appli-
cant’s honesty and trust-
worth ...
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
Executive Level Recruitment Insights In Marketing TheCandidateLtd
This area investigates key areas surrounding current Executive Level Recruitment Trends. These aspects include the number of Executive Level roles that exist in industries, traits and skills needed, what recruiters are looking for, and how the roles are being filled in an internal and external context.
Trust: How to Get It, Keep It, Measure It and Regain It Paine Publishing
This document summarizes Katie Paine's presentation on trust measurement. It discusses what trust is, factors that influence trust like competence and integrity, and how trust can be measured. It provides examples of trust measurement statements and describes a case study where a non-profit used a trust index to measure different trust drivers among stakeholders. Key takeaways are to define important stakeholders, identify relevant trust questions, conduct surveys over time, and analyze results for insights to improve trust.
CIPR state of the profession benchmarking survey 2010 Apeiron Agency
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR’s Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR's Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues.
This document discusses the importance of employee engagement for organizations. It defines employee engagement as employees exerting discretionary effort and remaining loyal to the organization. Research shows engaged employees are more productive, innovative, and loyal with lower turnover. The document notes that while many organizations implement engagement initiatives, true payoffs are not always realized. It explores drivers of increased focus on engagement including people becoming the primary competitive advantage and retention challenges in the "war for talent". The researcher aims to study engagement levels in the apparel retail sector and relationships between engagement and factors like satisfaction and retention through surveys.
The report provides feedback from a HISCA assessment of the Sample Team. It received feedback from 38 respondents including 27 staff members and 11 patients and family members. The feedback assessed the team's practices and behaviors in relation to five domains of providing high quality care and meeting fundamental standards. Overall, the team scored 3.8 out of 5 for capability, 5.93 for culture, and 86% for engagement. The report identifies the team's top strengths and areas for improvement based on the feedback. It provides detailed results broken down by each domain and questions to help the team focus its development.
Data is the key for development and gender dis-aggregated data is crucial for all gender budgeting activities. Understanding with regard to gender sensitive quantitative and qualitative indicators is a must for mainstreaming gender across sectors and for all stakeholders- private or public
The document discusses various HR related topics such as factors influencing career changes, important elements in an individual's career, changing role of HR, and differing compensation trends based on age. The main drivers for career changes cited in a survey were improved work-life balance, higher income, and changing personal interests. Experience was seen as the most important career element. The role of HR is becoming more strategic and involves identifying capability gaps, obtaining resources, and facilitating organizational change. Compensation preferences differ based on generation, with younger workers preferring lifestyle benefits and older workers focusing more on health and retirement.
The Lasting Impact Report surveyed the returned volunteers from nine companies who volunteered between 20 14 and 2017. The findings show that 91% of respondents were more engaged with their company’s CSR policy, 77% were better able to see how the company’s operations affected the poor and marginalised and 78% were better able to see how the sustainability policy and operations could be improved. Most importantly, 74% actively made recommendations for positive change in their company.
Describes changing trends of Career Transition in companies including start-ups. The delay in job landing is on account of (i) stigma associated with hiring a laid off employee (ii) lack of support by organization to build employees confidence (iii) lack of mobility on account of house lock , children education(iv)Lack job matching mechanism. Echoes the research of 2012 Nobel Prize in Economics winners Drs. A E Roth and L S Shapely on labour market inefficiencies.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
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Gender Equality Workshops by Encompass HK Benita Chick
The workshops will provide the language, practical tools and tips for companies to effectively incorporate considerations of gender equality and inclusion considerations in their policies, programs and practices, and across the organization. In our workshop we not only focus on why and how we want to achieve gender equality but also the business case on how achieving these goals. We’ll give concrete examples on how companies can benefit from achieving gender equality.
A qualitative research study revealing the barriers to pay parity and opinions on solutions to the industry's gender pay gap. Published in partnership with Women in PR, this report offers a fascinating glimpse into the experiences of twenty senior female PR professionals who shared candid accounts of the issues influencing the gender pay gap in PR.
Executive Summary
Employee engagement has become a top business priority for senior executives. In this rapid
cycle economy, business leaders know that having a high-performing workforce is essential
for growth and survival. They recognize that a highly engaged workforce can increase innovation,
productivity,
and bottom-line
performance
while reducing
costs related
to
hiring
and
retention
in highly competitive
talent
markets.
But while most executives see a clear need to improve employee engagement, many have
yet to develop tangible ways to measure and tackle this goal. However, a growing group of
best-in-class companies says they are gaining competitive advantage through establishing
metrics and practices to effectively quantify and improve the impact of their engagement
initiatives on overall business performance.
An Employee Engagement Study of the Accounting industry in Singapore. This whitepaper provides insights and key drivers that motivates employees to give their best at work.
This is a joint initiative with the Institute of Singapore Chartered Accountants (ISCA).
An Employee Engagement Study of the Accounting industry in Singapore. This whitepaper provides insights and key drivers that motivates employees to give their best at work.
This is a joint initiative with the Institute of Singapore Chartered Accountants (ISCA).
The Effect of Working Experience, Integrity, Competence, and Organizational C...iosrjce
External There search objectives are to seek empirical evidence about the influence of personal
characteristics of the auditor to the audit quality. The population in this study is the auditor who worked on
owned companies in Libya. The data used in this research is the primary data. For the analysis used validity
and reliability test as instrument test. This research used regression analysis and for hypothesis test used F test
and t test. From the result of the research showed that work experience, integrity, competence and commitment
to organizational has significant influence to audit quality. Work experience has the biggest value of arithmetic
and beta coefficient. Hence, the Integrity variable has the strongest influence instead of another variables so
that variable Work experience has a dominant influence toward quality of audit results.
This document summarizes a study that used the Delphi method to identify the necessary competencies for life insurance sales representatives in Taiwan. The study conducted a literature review on changes in the life insurance environment and competencies needed. It employed a modified Delphi method with an expert panel of 5 from life insurance companies and 5 from a university department. The panel identified problem solving, communication skills, IT skills, cultural competence, emotional intelligence, collective competence, and ethics as important competencies. The study recommends designing training to ensure sales representatives have these competencies and conducting a follow-up survey. It also suggests replicating the study in other industries like banking and securities.
July 2016 STRATEGIC FINANCE 17 Career Center’s Ten Tip.docxcroysierkathey
July 2016 / STRATEGIC FINANCE / 17
Career Center’s Ten Tips for
Job Search Success lists
strong ethics as the num-
ber one most desirable
characteristic, advising
candidates to “be honest
with employers. This
includes your online pro-
file, résumé, and cover let-
ter. Honesty is integral
during the interviewing
and job offer process.”
IDENTIFYING INTEGRITY
IN A CANDIDATE
As in past years, JPI hiring
managers say the conversa-
tional interview format still
ranks as the most common
method for assess ing can-
didates, with 73% reporting
that they use the method.
Thus, inter view skills that
demonstrate honesty and
integrity are critical to an
applicant’s success. Hon-
tant trait for applicants at
all experience levels. Re-
spondents suggested they
were most concerned with
honesty, having received
falsified résumés or having
been lied to about a candi-
date’s background in the
past. A strong work ethic,
self-motivation, and ac-
countability follow integrity
in importance for entry or
mid-level positions.
For senior-level posi-
tions, the characteristic of
accountability ranked high,
while abilities to make de-
cisions and solve problems
were next in importance.
Hiring managers didn’t as-
sign as much importance
to higher-order traits of
strategic perspective, busi-
ness acumen, and global
competence as prior-year
respondents did.
DePaul University
The report concludes
that “hiring managers are
able to find valuable skills
and traits more easily than
in prior years.”
INTEGRITY IS MOST
IMPORTANT
This year’s JPI report shows
that character traits rank
higher than job skills. Pre-
vious years’ surveys indi-
cated that it was essential
for all candidates to have
integrity, but in 2015, in-
tegrity was the most impor-
ETHICS
HIRING ETHICAL
EMPLOYEES
Hiring managers are increasingly
prioritizing ethics-related character
traits, such as integrity and accounta-
bility, when evaluating job candidates.
BY CURTIS C. VERSCHOOR, CMA, CPA
FOR THE PAST SIX YEARS, the Ca-reer Advisory Board ofDeVry University has stud-ied the gaps between traitsand skills that employersare looking for in job candi-dates and the actual charac-teristics possessed by the
applicants they meet. The 2015 Job Prepared-
ness Indicator (JPI) surveyed 503 full-time hir-
ing managers who screen and hire applicants
with at least a college education.
esty in portraying a specific
desirable outcome that re-
sulted from a team effort is
a better approach than list-
ing achievements on a ré-
sumé to emphasize
single-handed accomplish-
ments. For example, the
statement, “Working to-
gether with IT, my depart-
ment was able to speed
monthly closing time by
three days” is preferable to
“I was able to shorten
monthly closing by three
days.”
Pre-employment tests
are used by 37% of JPI re-
spondents and are available
for a number of attributes,
including integrity. The
provider of one of the in-
tegrity tests notes they are
used “to evaluate an appli-
cant’s honesty and trust-
worth ...
The document discusses recruitment, including defining it as the process of searching for prospective employees and stimulating them to apply. It outlines the objectives of recruitment such as attracting skilled candidates and developing an attractive organizational culture. The recruitment process, factors affecting recruitment, sources of recruitment (internal and external), methods of recruitment, and modern recruitment techniques and sources are also summarized.
Executive Level Recruitment Insights In Marketing TheCandidateLtd
This area investigates key areas surrounding current Executive Level Recruitment Trends. These aspects include the number of Executive Level roles that exist in industries, traits and skills needed, what recruiters are looking for, and how the roles are being filled in an internal and external context.
Trust: How to Get It, Keep It, Measure It and Regain It Paine Publishing
This document summarizes Katie Paine's presentation on trust measurement. It discusses what trust is, factors that influence trust like competence and integrity, and how trust can be measured. It provides examples of trust measurement statements and describes a case study where a non-profit used a trust index to measure different trust drivers among stakeholders. Key takeaways are to define important stakeholders, identify relevant trust questions, conduct surveys over time, and analyze results for insights to improve trust.
CIPR state of the profession benchmarking survey 2010 Apeiron Agency
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR’s Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues
CIPR state of the profession benchmarking survey 2010 Eva Shirokova
As the voice of the profession, the CIPR provides insight into the role of PR practitioners and the profession. The 2010 CIPR's Annual State of the PR Profession Survey of almost 2,000 members, carried out by ComRes, reveals that while the profession has remained resilient, with slight increases in the majority of communications budgets, economic pressure continues.
This document discusses the importance of employee engagement for organizations. It defines employee engagement as employees exerting discretionary effort and remaining loyal to the organization. Research shows engaged employees are more productive, innovative, and loyal with lower turnover. The document notes that while many organizations implement engagement initiatives, true payoffs are not always realized. It explores drivers of increased focus on engagement including people becoming the primary competitive advantage and retention challenges in the "war for talent". The researcher aims to study engagement levels in the apparel retail sector and relationships between engagement and factors like satisfaction and retention through surveys.
The report provides feedback from a HISCA assessment of the Sample Team. It received feedback from 38 respondents including 27 staff members and 11 patients and family members. The feedback assessed the team's practices and behaviors in relation to five domains of providing high quality care and meeting fundamental standards. Overall, the team scored 3.8 out of 5 for capability, 5.93 for culture, and 86% for engagement. The report identifies the team's top strengths and areas for improvement based on the feedback. It provides detailed results broken down by each domain and questions to help the team focus its development.
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yeshihareg wendimhunegn research presentation.pptx
1. The Effect of Women Empowerment on
Organizational Performance: A Case of Selected
Private Insurance Companies in Debre Birhan
branches
By: Yeshihareg Wendimhunegn
AUGUST,2022
2. Introduction
Women empowerment: is a process of enabling women to
realize their identity, power, and ability and to fully use their
potential, creativity, and talent in the sphere of all their lives.
3. • Women’s empowerment is essential to sustainable development of a
country. Many developing countries like Ethiopia are working in
poverty alleviation and sustainable development by setting women
empowerment and gender equality as one of the priority goals of
millennium development goals.
4. • Studies indicate that the representation of women in top level of
position has a positive effect on performance of the company. Diaz-
Garcia et al. (2013) also shows that women bring different ways of
operating skills to the company. Their involvement and participation
in the workforce and decision making increases company
performance. This is supported by Achkar and Bori (2020).
5. Statement of the problem
• it has been observed that the practices of empowerment of
women in order to enhance company performance is very low
in insurance industry. Organization success can become true
with equal involvement and participation of women and men.
This lead organizations to attain the objectives and goals.
Empowerment enables employees to feel efficient and
confident to decide by their own which their decision makes a
change on company success and performance.
6. • This study therefore has attempted to fill this gap via assessing
the relation between women empowerment and company
performance in private insurance companies specifically in
Debre Birhan branches, the research was to examine whether
participating in decision making, sharing information, and
training and development significantly affect company’s
performance.
7. Research questions
• How do participation of women in decision making affect the selected
insurance company’s performance?
• How do sharing information to women affect the selected insurance
company’s performance?
• How do training and development of women affect the selected insurance
company’s performance?
8. Objectives of the study
General objective
• General objective of the study is to identify the effect of
women empowerment on selected private insurance
company’s performance in Debre Birhan, Ethiopia.
9. Specific objectives of the study
• To identify how women participation in decision making affect the selected
insurance company’s performance.
• To examine how sharing of information to women affect the selected insurance
company’s performance.
• To examine how training and development of women affect the selected
company’s performance.
10. Scope of the Study
• This study however, focused on only three empowerment
practices; participation in decision making, sharing information,
and training and development. The study focused on only non-
financial performance
11. • There are 17 private insurance companies which operates in
Ethiopia. However, the study was limited to four private
insurance companies where they were selected based on their
market share. Therefore, the research was focused on female
employees of these selected private insurance companies only
in Debre Birhan.
12. Significance of the Study
• This study would help future researchers as base line studies
and for reference purposes. This study will identify the
importance of women empowerment for company performance.
13. • The findings, therefore believed to benefit
The companies’ human resource management to give attention
and make necessary policies regarding women empowerment.
Women employees which helps them realizing their potential and
contribution to the success of the company.
The information which was gathered and analyzed in the study would
help other private and public organizations, and also other
stakeholders to look at their status.
14. RESEARCH METHODOLOGY
Research Design and Approach
• This research is aimed to identify the effect of women empowerment
on organizational performance.
• To meet the objectives both explanatory and descriptive research
design was employed. The study used quantitative approach where
research approach is the procedure and strategy of data collection,
analysis, and interpretation.
15. Target Population
• There are 18 insurance companies which operates in Ethiopia
including Ethiopian Insurance Corporate (EIC) which governed by the
government of Ethiopia.
• Therefore, the target population for the study was only female
employees of the selected private insurance companies in Debre
Birhan branches.
16. • Multi-stage sampling technique was employed to select the samples
out of 17 private insurance.
• Then using simple random sampling method, NILE insurance
company were selected from the top one, AWASH insurance company
from the medium, and BERHAN and LUCY insurance companies
were selected from the low level. After that, female employees were
selected based simple random sampling method.
17. Now to determine the sample size of the study, the formula which
provided by Taro Yamane (1967) is used with 95% confidence level.
Sample size will helps to decide who is going to be included or not from
selecting in the study.
𝑛 =
𝑁
1 + 𝑁𝑒2
18. • Data Type and collection method
for this research I have used primary data source to collect the data from
female employees of the selected private insurance companies through
structured questionnaires. 5-point Likert scale approach was used to
enable participants to rate their level of agreement from “strongly
disagree” to “strongly agree”.
19. • Method of Data Analysis
Descriptive statistical approaches were used to analyze the data
collected from respondents through questionnaires. The analyzed data
were presented by means of tables, percentages and charts are also
applied.
20. DATA PRESENTATION, ANALYSIS,
INTERPRATATION, AND DISCUSSION
• Demographic description of respondents
Under this section the demographic characteristics of respondents have
been described.
for the study, the demographic information which collected from
respondents consists age, work experience in the company, educational
level, and current position in the company are included.
21. The majority of female employees were under the age category of
31-40 years which consists 46.8%, 35.3% of respondents were
between 18-30 years range, respondents who are in age group of
41-50 years were consists 15.0% and the rest 2.9% of respondents
were above the age of 50 years. This shows that majority of female
employees of the selected private insurance companies are
youngest and are at the productive age range.
22. • In respect to educational qualification, out of the total
respondents 77.5% of female employees were degree holder,
the next majority of respondent have master’s degree and above
were 15%. In the next place, 4.6% and 2.9% of respondents
have diploma and certificate respectively. This show that
majority of women employees of the selected private insurance
companies are educated.
23. According to the data gathered revealed that, most of the
respondents were officer which consists of 46.2%. The
respondent who are in division head/supervisor position were
found to be 24.3%, followed by respondents who are in other
position such as clerk, casher, and secretary. The rest of
respondents who are in managerial position were 8.1%. This
indicates that participation of women in highest level such as
managerial position in the selected companies is very low.
24. According to the data gathered revealed that, most of the
respondents were officer which consists of 46.2%. The respondent
who are in division head/supervisor position were found to be
24.3%, followed by respondents who are in other position such as
clerk, casher, and secretary. The rest of respondents who are in
managerial position were 8.1%. This indicates that participation of
women in highest level such as managerial position in the selected
companies is very low.
25. • Descriptive analysis for Women Empowerment practices and
Organizational Performance
• The research was focused on examining the effect of women
empowerment on organizational performance in the case of selected
private insurance companies. Accordingly, questions related with
women empowerment practices (participating in decision making,
sharing information, and training and development) and
organizational performance were asked.
26. Respondents selected their level of agreement on the questions based on
the five point Likert scales. Mean and standard deviation scores were
also used to compare their level of agreement on the statement.
• According to Zaidatol (1993), the perception said to be low is when
the mean score is 3.39 and below, moderate if it is between 3.40 and
3.79, and is high if the value is 3.80 and above.
27. The overall mean value of women participation in decision making
is 3.686 (SD = 0.7042) which means that the practice of women
participation in decision making in the selected companies is
moderate. Therefore, companies has to focus on providing an
opportunity to women employees to participate in decision
making.
Participation in decision making
28. The overall mean score of sharing information is 3.3083 (SD = 0.810) this
indicates that female employees of the selected private insurance companies
have low or neutral perception on the issue. Therefore, companies has to
improve the access to information for female employees where they can get
necessary information widely in order to know what is going on in the
company and make thoughtful decision.
Sharing information
29. Training and Development
In this regard, as respondents moderately agreed on the companies
considers training as part of company strategy, companies should have an
active training and development programs in order to upgrade women
employee’s knowledge and skills. When an opportunities of training and
development is available and given at the right time with the assessment of
needs, women could enable to do their job effectively, improve problem-
solving capabilities so to this they can get the chance for promotion.
30. CONCLUSION AND
RECOMMENDATION
To answer the research questions, the data were collected from 57
women employees of selected private insurance companies and
analyzed by using tables, percentages and charts.
• In order to identify the effect, I took participation of women in
decision making, sharing information, and training and
development as a dimension for women empowerment. The result
showed that all the mentioned variables has a positive and
significant relationship with company’s performance.
31. • Based on the descriptive analysis, female employees of the selected
private insurance companies have moderate perception toward their
participation on decision making. However the perception of female
employees of the selected private insurance companies on the practice
of sharing information and training and development was low.
32. • the three dimensions of empowerment (participation in
decision making, sharing information, and training and
development) has a meaning on performance of the
organization. Participation of women on decision making
has a positive and significant effect on the selected private
insurance companies.
33. • Sharing information has also a positive and significant effect on the
selected private insurance companies. The companies has a mission
and vision, which guides all its activity and women employees have a
good understanding of the company’s mission and vision.
34. • Training and development has a positive and significant effect on the
performance of selected private insurance companies. The companies
somehow considers training as part of company strategy.
• There is also no sufficient training in the companies to enable women
employees to do their job effectively and to better equipped with
problem solving and also training is not given to women employees at
the right time with the assessment needs.
35. • Recommendation
• The researcher recommends the selected private insurance companies
to give attention to women empowerment such as including in their
policies and plans in relation with their performance.
• Regarding to women participation in decision making the selected
companies has to give the opportunity to women employees the right
to decide what method they can use to accomplish their job and the
opportunity to participate in decision making.
36. • The companies has to improve the training and development program
to upgrade women’s knowledge and skills because it has a major
effect on company’s performance. As they (women) received
sufficient training, they will enable to do their job effectively and
equipped with problem solving and also improve their chance for
promotion for company’s performance ultimately.
37. Limitations and feature research direction
• Due time and financial limitation outlying branches were not
included and the study was only conducted in Debre Birhan.
This study might not express the actuality of the total
population. Hence, other future researchers could investigate it
in another companies or organizations in broad.
38. Only three empowerment practices were undertaken to
identify the association among women empowerment and
company’s performance. However, this three practices are
found to be very critical and has a great attachment with
empowerment and performance. Therefore, the other
practices were left for other future researchers.
39. • Company’s performance can be measured by either financial or non-
financial perspectives. I choose to look on non-financial perspective:
customer satisfaction to Measure Company’s performance.
• There was a scarcity of available data related to the study and some
respondents were not filled or returned the questionnaire on time.