Strategic Management Practices on Employee Engagement of Nigerian National Petroleum Corperation (NNPCL) (Published)
Employee involvement with the company has steadily increased throughout the world, and their responsibilities will inspire them to work diligently for the company. As noted by the researcher, strategic management practices in NNPC and employee engagement lies in the disconnect between strategic goals and the daily experiences and needs of employees. NNPC often fail to effectively communicate their strategic vision, involve employees in the planning process, or ensure that strategic initiatives which includes; strategic formulation, implementation, evaluation and control are meaningfully engaged by the employees. With this, the study examines the effect of strategic management practices on employee engagement of Nigerian National Petroleum Corporation in Nigeria. A sample size of 289 participants was used. Both descriptive statistics and inferential data analytical tools were used. It was found that strategic formulation (STRF; β1=0.194; p=0.002 <0.005). had a significant effect on employee engagement of NNPC. It was further discovered that strategic implementation (STRI; β2= 0.170; p=0.000 <0.005).) had a significant effect on employee engagement of NNPC. Also, strategic evaluation (STRE; β3= 0.195; p=0.001<0.05) had a significant effect on employee engagement of NNPC. It was concluded that there is a positive and significant effect of strategic control (STRC; β4= 0.138; p=0.031<0.05) on employee engagement of NNPC. The study therefore concludes that it is very important that management in NNPC should keep on practicing charisma at NNPC when dealing with their employees. This way it is assumed that employee concerns will be reduced and confidence in their jobs increased. Based on the conclusion, the study recommends that since the strategic management practices in NNPC is significantly related, the organization should keep on positioning mechanisms to improve technical and business skills of taking such risks through more strategic formulation, implementation, evaluation and control. This will keep enhancing their business skills to overcome the challenges in employees not being dedicated
Keywords: : Strategic Management Practices, Evaluation, Formulation, Implementation, control and dedication
Impact of HR recruitment process on Jordanian universities effectiveness. (Published)
The purpose of this study is to examine the impact of HR recruitment process on achieving effectiveness for Jordanian Universities.
The variables of this study consisted of independent variable (HR recruitment process) and dependent variable (Jordanian universities. effectiveness).
The study employed the statistical analytical descriptive approach based on the literature review approach and field work to test the study hypothesis.
The population of this study Consisted of HR managers and heads of HR departments in Jordanians universities
A sample of40 heads and managers of HR in Jordanian universities was randomly selected.
The study used a questionnaire as a tool to collect data and to measure study sample individuals attitudes toward the impact of recruitment process on Jordanian universities effectiveness.
The findings of the study indicates that there is an impact of individuals attitudes toward HR recruitment process on Jordanian universities effectiveness in the following order, HR recruitment strategy, HR recruitment resources, HR recruitment strategy obstacles, HR recruitment ethics and HR recruitment sources evaluation.
The findings also, indicate that there is a positive correlation with statistical significant at significant level ( 0.05≥α ) among study sample individuals attitudes toward all dimensions of independent variable and dependent variable.
Although the findings indicate that there is impact of every independent variable dimension on dependent variable.
The study recommended that Jordanian universities have to pay more attention to HR recruitment ethics and diversify their external HR recruitment resources in order to reach justice and equality for the applicants and to increase effectiveness through recruitment of qualified applicants.
Keywords: Effectiveness Internal & External Sources, Ethics, Evaluation, HR Recruitment, Obstacles, Strategy