Impact of Selected Human Resource Management Practices on Organizational Performance of Public Universities in Abia State (Published)
This study examines the impact of selected human resource management practices on organizational performance of public universities in Abia State. The selected HRMP employed in this study are compensation and Recruitment and selection. A survey research design was adopted for the study. Data was collected through copies of structured questionnaire. The data collected was analysed using ordinary least square regression analysis. The result reveals that there is a significant impact of recruitment and selection and compensation on organizational performance in public universities in Abia state. Based on the findings, it is recommended that HR expertise with the help of line managers (HODs) should be made to carry out these activities so that people with the appropriate skills, attitudes and knowledge are hired. This will ensure professionalism and institutionalism in the activities of public universities. Furthermore, the management/government should endeavor to link pay to performance. This type of compensation structure is known to ensure fairness, eliminate conflicts and tension and propel employees to higher performance.
Keywords: Abia State, Human Resource Management, Practices, organizational performance public universities
Human Resource Management Strategies and Organizational Crisis Management: A Study of Akwa Ibom State Transport Company (AKTC) (Published)
This study is centered on the human resource management strategies and organizational crisis in Akwa Ibom Transport Company (AKTC). Two objectives were designed for the study along with two research questions as well as two research hypotheses. Survey research design and simple random sampling techniques were used in the study. The population of the study comprised of 237 employees of AKTC and the same number was used for the sample through the Census size determination technique. Pearson Product Moment Correlation (PPMC) analysis was used to test the null hypotheses at 0.05 level of significance. Results from the analysis showed that collaboration has positive and significant relationship with organizational crisis in AKTC; and restructuring has positive and significant relationship with organizational crisis in AKTC. It was concluded that human resource management strategies have positive and significant correlation with organizational crisis in AKTC. It was recommended that management of the studied organization should ensure that collaborative work relations with other organizations are properly discussed and documented in order to reduce the chance of potential crisis between the organizations; and an organizational culture that promotes continuous innovativeness should be encouraged as such culture would help to keep the organization relevant and competitive overtime.
Keywords: Akwa Ibom State Transport Company (AKTC, Human Resource Management, Strategies., organizational crisis management
Analysis of Diversity on Work Place for Human Resource Management (Published)
After globalization, our society had been developed more complexly and sophisticatedly. For nations and global enterprises are in need of different strategies for Human Resource management. How to cope with new waves of labor formation and human’s life span change is main research objectives in order to solve HR management difficulty. The research will feature real problem and solution to policy and management in terms of age, culture, gender, languages and so on.
Keywords: Diversity, Human Resource Management, work place
The introduction and use of electronic recruitment (e-recruitment) on the recruitment process in organizations: Benefits of this technology for recruiting organizations (Published)
The success of every organization depends on its human capital, and recruitment by the human resource department is vital in generating organizational human capital. In the past twenty years, the traditional paper-based method of recruitment has been replaced to some extent by electronic recruiting (e-recruitment) in many organizations as many organizations are now utilizing e-recruitment to post jobs and accept resumes on the internet, and correspond with applicants by e-mail. In this paper, recruitment and e-recruitment are theoretically defined, summarized and synthesized and the various benefits accruing to organizations for adopting electronic recruiting are highlighted. I also identified gaps and opportunities for future research and proposed some testable research questions in the domain of e-recruitment, as well as suggested research methods that can be utilized in future research to answer the proposed questions. Important contributions of this paper are highlighted.
Keywords: E-Recruitment, Human Resource Management, Transaction Cost, employer brand image, signaling theory
Theoretical Perspectives on the integration of Human Resource Management and Strategic Human Resource Management (Published)
This is a descriptive study based on secondary data collected from various research papers and articles. This study theoretically evaluated the links between human resource management (HRM) practices and strategic human resource management (SHRM) and how such integration can enhance overall organizational performance and result in organizational attainment of sustainable competitive advantage. It is a fact that people, not products, markets, cash, buildings, or equipment, are the critical differentiators in the success of an organization. All the assets of an organization, other than organizational workforce are inert; they are passive resources that require human application to generate value. People and how they are managed are becoming more important because many other sources of enhanced profitability and competitive advantage are less powerful than they used to. The key to improved performance and achieving and sustaining a profitable organization is through the productivity of an organization’s workforce, therefore drawing on the Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) literature, I built on the Resource-Based-View of the firm to theoretically articulate how organizations can be more productive and achieve sustainable competitive advantage through the effective management of people. Specifically, I attempted to further the theoretical development of Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) by defining, summarizing and synthesizing the literature on the measurement and integration of HRM and SHRM. I also identified gaps in the literature on the relationship and integration of HRM and SHRM and developed research questions which can be tested empirically in future research and proposed several research methods which can be employed to answer the identified research questions.
Keywords: Competitive Advantage, Human Resource Management, Resource-Based View, Strategic Human Resource Management, Sustainable Competitive Advantage, contingency approach
Evaluating the Influence and Implications of Strategic Human Resource Management on Organisational Effectiveness of Banks in Kurdistan Region of Iraq (Published)
This study examines the extent in which Strategic Human Resources Management (SHRM) influences the organisational effectiveness of banks in Kurdistan Regional Government (KRG). The study attempts to identify some of the problems affecting Banks’ effectiveness. A total of 93 questionnaires were distributed to one local private bank (Kurdistan Bank), one local public or state-owned bank (Zagros Bank) and one internationally owned bank (Abu Dhabi Bank). Of the above number, 74 questionnaires were successfully retrieved and the results were analysed using SPSS 22. The results from the study showed that most of the variations in organisational effectiveness that are attributed to changes in (SHRM) are observable in the public or state-owned banks. The results also showed that most SHRM practices are insignificant in the context of individual banks but more significant in the context of all banks. Furthermore, it was observed that performance systems have a negative effect on private and internationally owned banks. The conclusion drawn from the study is that the effects of SHRM on organisational effectiveness in the banking sector are the same between the banks. The study is significant as it contributes to the formulation of strategies that will help to attract and retain the right, qualified and skilled employees who can facilitate the performance and success of the banks employees’ welfare. The study is one of the few types of research that looks at the implications of Strategic Human Resources on the organisational effectiveness of banks in the Middle East with regards to KRG. It will also form part and parcel of a foundation for establishing a base for conducting future studies
Keywords: Banking Sector, Effectiveness, Human Resource Management, KRG, Strategic Human Resource Management
Human Resource Management Practices and Challenges of the Catholic Educational Unit in Kumasi Metropolis, Ghana (Published)
This study explored the human resource management practices of the Catholic Educational Unit in the Kumasi Metropolis (Ghana) and the challenges of such practices. It was a quantitative research which employed a cross-sectional survey design. A multi-stage sampling technique was employed to select 375 staff members of the educational unit, out of which 295(78%) responded to the questionnaire administered indicating a high return-rate. Data was analysed quantitatively using Means and Standard Deviations. Additionally, Kendall Ranking method was conducted to identify the major challenges of the human resource management practices of the educational unit. It was established that the Catholic Educational Unit in the metropolis has put in place diverse training and development programmes, appraisal practices, career planning and employee participation practices, rewards and compensation policies to enhance the performance of its staff. Among others, the study concluded that one of the key challenges of the human resource management practices of the educational unit in the metropolis was related to ineffective supervision. The study therefore recommended that the unit should put necessary measures in place for effective monitoring and supervision of its staff. A well-established monitoring and supervision system would encourage the employees to perform better at their jobs.
Keywords: Catholic Church, Human Resource Management, Human resource, Staff, training and development
Human Resource Management Characteristics of the Olympic Sports Organizations (Published)
The International Olympic committee, the national Olympic committees, the national sports federations and sports development in the selected places consist of the Olympic sports organizations. All these sports bodies must be managed in order to fulfill their roles. The purpose of this study was to review the published knowledge about the human resource management characteristics of these sports organizations. After the thorough and exhaustive review of the international literature and the content analysis of the most important articles, the following was found: The management of human resources of the Olympic sports organizations has a number of particular characteristics. They have very few staff members, the human resources are volunteers and few of them are paid. So, in order to organize the human resources management of these sports bodies in a better way, they should develop a human resource strategy, to recruit and motivate human resources, to develop human resources through training and to develop skills for managing the human recourses. It is concluded that all of these competencies are needed for the efficient administration of an Olympic sports organization and they are essentials for it to meet their objectives and fulfill its role.
Keywords: Human Resource Management, Olympic Sports Organizations, Strategic Human Resource Management
Human Resource Management of College Educators in Teling Manado Tkt Iii Rumkit Nurses’s Academy (Published)
Borrowing the concept of management in general, human resource management of college can be defined as an effort to planning, organizing, mobilizing and assessing the human resources of college so it can contribute as much as possible to the development of college and the achievement of programs and work plans. A college human resource management research is an integral part of the evolving Human Resource Management context that specializes in human resource management in college. College human Resource Management becomes a concept, fact and idea, a group (genus), campus and personal community. It emphasizes the complicated parts of a lecturer as figure and as an ordinary human and intellectual community group (educated) that can be elaborated in scientific and cultural studies. The existence of College Human Resource Management becomes a “challenge” as well as the needs of college and stakeholders. It more focuses in managing the work of all potential lecturers as well as to minimize the various shortcomings it has. In the end College Human Resource Management able to display professional lecturers profile in carrying the duty which they have, which is to carry A College Tri Dharma. But in the midst of incessantly, in college it can still found lecturers who are not in accordance with educational qualifications, lecturer status that has not been in accordance with the standards of competence and not all lecturers have NIDN. This is very contradictory to the goals of college which is to achieve, for example, most college in Indonesia have aspirations towards world class university (WCU). Based on the phenomenon and reality that disclosed, the problem in this research was formulated as follows: 1). How does the lecturer planning human resource at Teling Manado TKT III Rumkit Nurses’s Academy, 2) How is the development of lecturer human resources at Teling Manado TKT III Rumkit Nurses’s Academy, 3) How to monitoring and evaluate of lecturer human resources at Teling Manado TKT III Rumkit Nurses’s Academy, 4) How is the organization motivate lecturers to improve human resourcesof educator and professionalism as a lecturer at the Teling Manado TKT III Rumkit Nurses’s Academy. The study’s perspective is descriptive-qualitative with phenomenology design. Data were collected through interviews, observation and documentation. Samples were taken using purposive sampling by snowball sampling. On the other hand data analysis is using Grounded Theory which was developed by Strauss and Corbin (1990: 57) through several procedures, namely: Open Coding, Axial Coding, and Selective Coding. The results of this study are: 1) the Corps or alamamater in an institution is very important in terms of planning, especially recruitment and selection, 2) Climate and organization culture is a consideration in terms of planning, 3) Development brings behavioral changes toward specialization, differentiation and professionalism teachers or lecturers in teaching, personal, social and professional, 4) Improved performance and responsibility to the duties and functions for educators or lecturers is the responsibility of educators or faculty and educational institutions so that deviations or errors can be avoided, 5 ) Efforts to maintain consistent professionalism ability of educators or lecturers performed either by educators or lecturers as well as institutions themselves wherever they are located, so that the optimal results on improving professionalism of teachers or lecturers can be sustainable. In this case, the commitment of all stakeholders in education to run the college human resources management with a good and responsible is key to success with the creation of a lecturer professional where the out-put finally able to produce graduates who are competent.
Keywords: College, Human Resource Management, Lecturer
Challenges Faced by Small and Medium Sized Enterprises during Recruitment and Selection of Employees within the Madina Metropolis in the La Nkwantan/Madina Municipality of the Greater Accra Region of Ghana (Published)
Small and Medium Size Enterprises (SMEs) contribute a greater percentage to Gross Domestic Product (GDP) in ensuring economic growth, employment, income stability and poverty reduction in most developing countries like Ghana. Inspite of the critical role played by SMEs in the development of this country, most of these enterprises face challenges in the recruitment and selection practices in their bid to engage competent staff. The study examines employee recruitment and selection practices of SMEs into details with the aim of identifying their challenges and establishing best practices in recruitment and selection systems applicable and convenient for such enterprises considering their important role to the country. In order to investigate the challenges, a conceptual and theoretical framework of the study was designed. These guided the design of data collection instrument to suit the research. The study combined the use of questionnaires and semi structured interviews as methods of data collection and analysis as well as the use of secondary data through accessing publications and reports and studies made by other researchers in the study area. Simple random sampling was used in selecting the respondent for the survey. The study found out among other things that poor planning, lack of employee competencies, lack of recruitment skills, ineffective job analysis, ineffective selection methods, poor leadership, lack of good conditions of service are some of the challenges faced by the SMEs in recruitment and selection of employees.In the view of the researcher recommendations such as enhancing the recruitment and selection skills of entrepreneurs, developing good job analysis, extensive advertising and promotion, improving conditions of service and collaborating with reputable recruitment agencies to support SMEs among others would lead to cost effective recruitment and selection processes, retention of staff and the strategic engagement and management of staff to attain maximum benefit and improve profit of the SMEs.
Keywords: Human Resource Management, Recruitment and Selection practices, SMEs