The importance of perceived organizational support, from the point of view of human resources. Case study “PAPADOPOULOU SA” (Published)
The present project dealt with the very important concept of perceived, organizational support, which involves 3 basic dimensions: perceived justice, HRM practices and the employee manager relationship.After a critical analysis of the relevant theory and the interpretation of the findings, in regard to the company “PAPADOPOULOU SA”, the following conclusions were drawn:
- The business be moving successfully, at the POS level
- The business has a rich history (full of difficulties, controversies, etc.), which seems to be utilized both in terms of brand image development (communication messages, values that are displayed, etc.), but also internally. What is mentioned on its website is “on point”, in terms of the findings of
- scientific management. It is one of the few Greek companies that can be considered to have understood the deep thoughts and consideration, of the modern scientific management and HRM.
In the business, some suggestions for improvement are recommended, but it should be emphasized that its external success (market shares, profitability, etc.) is not accidental, as it seems that it has managed diligently its working environment / climate and the variables that are considered internal. The dimensions of performance are not so easily separated: the internal dimensions are considered as important as the external ones, as it has been found in a multitude of researches that successful companies are favored by the adoption of a long-term orientation. This is the subject of this paper, in essence. The perceived support that an employee perceives may not “mean much” to the average executive of a business, but it seems to be an extremely important concept at the academic level.Business that focus on similar, “soft” concepts seem to be gradually gaining ground, surviving, and gaining competitive advantage through a series of ways that primarily address the ability to create, transfer, and utilize organizational knowledge.
Citation: Ioanna Dimitrakaki (2022) The importance of perceived organizational support, from the point of view of human resources. Case study “PAPADOPOULOU SA”, Global Journal of Human Resource Management, Vol.10, No.4, pp.17-31
Effect of Covid-19 Lockdown on Human Resource Performance on Deposit Money Banks in Yola Metropolis (Published)
The corona virus pandemic is a global challenge that adversely affected the human race in almost all strata of life especially the economic sector. It is therefore in light of the above that this study examines the effect of Covid-19 lockdown on human resources performance on deposit money banks in Nigeria with particular reference to Yola metropolis. The study adopted dual research method where survey and in-depth interview were deployed to retrieved data from the sampled population which comprises of employees and management staff of various banks in Yola metropolis. Findings of the study revealed that the Covid-19 lockdown adversely and enormously affected the operations of money deposit banks especially in the area of human resource performance as all banks were either partially or totally shutdown during the lockdown. It was also found that panic and incessant fear of the unknown affected the employees from discharging their duties even when the lockdown was lifted. The study recommended among other things that is the need for effective communication in organizations during time of uncertainty such as the outbreak of the corona virus in order to minimize or eliminate fear among employees because it has the potency to deter their performance. Furthermore, there is the need for organizations to always strategize on how to motivate and retain their employees during uncertainties times’ especially economic tumult.
Strategy implementation: Influence of HR on M-Commerce Performance in Kenya’s Commercial Banks (Published)
The overall purpose of the study was to establish the strategic role human resources play in influencing the performance of m-commerce performance in Kenya’s commercial banks. The study was based on positivism research philosophy. A positivist approach to research is based on knowledge gained from positive verification of observable experience. The research design used was explanatory which provided the plan for answering question on the human resources in strategy implementation affect performance of M-Commerce in commercial banks in Kenya. The actual population targeted and used was 40 commercial banks in Kenya because the banks were accessible. The units of analysis for the study comprised of five managers from different management levels and departments from each of the 40 commercial banks in Kenya. Questionnaires were used for data collection. The collected data was analyzed using inferential and descriptive statistics.The study findings were that there was no relationship between HR and m-commerce performance. The influence of HR on m-commerce performance was negative and statistically insignificant. The study findings indicated insignificant relationship between HR and m-commerce performance and this would mean that the resources in the banking industry are no longer rare, inimitable or not able to be substituted. Most of the resources are common to all banks, and therefore the study concludes HR on its own does not support m-commerce performance. The path coefficient was negative and insignificant at -0.042 level, t-value of 0.478, p-value =0.633.The study informs commercial banks in Kenya, Central Bank of Kenya, and the scholars the importance of improvement in specialized skilled staff to manage strategy implementation, motivation and staff retention strategies would be key in ensuring successful strategy implementation and retention.
The success of large organizations relies heavily on its Human Resources as it is the most valuable asset. Human Resources play a fundamental role in creating the uniqueness of most successful organizations. This paper discusses the concept of Human Resources Accounting. It gives a comprehensive roadmap to its definitions, purposes, models and criticism.
Human Resource Management Practices and Their Effect on Employee Turnover in the Hotel Industry, Ghana (Published)
The broad aim of the study was to assess human resource management practices and their effects on employee turnover in the hotel industry in Cape Coast and Elmina. Precisely, the study sought to determine the influence of workforce demographics on turnover, assess human resource management practices that account for turnover and analyse the relationship between human resource management practices and employees intention to quit in the hotel industry in Cape Coast and Elmina. This study adopted the descriptive cross-sectional design. The sample size was determined by using by Krejcie and Morgan (1970) sample size table. In all, 196 non-managerial employees were sampled. The systematic random sampling technique was used in selecting participants. The main instrument used for the collection of data was questionnaire. Data was analysed using measures of central tendencies. Additionally correlation analysis was conducted to establish the relationship between variables. This was set at 95 percent significant level. The findings divulged that compensation boost employees morale and loyalty; hence management should institute measures to provide adequate motivation in the form of prompt payment of salary, allowances, and rewards to hardworking employees.
Nowadays, the rapid development of information and communication technologies in all areas as a key element in the success of any institution, and an important prerequisite for achieving competitive advantage and the ability to survive in an environment of rapid change. Hence, the need to invest the huge leap in communication and information technology and computer applications for use in e-training, as a program for achieving sustainable human development under the knowledge economy. This research paper aims to identify e-training as a new concept in human resources development from the logic of scientific progress, and the importance of information technology in the field of training, education and information awareness dissemination.
Climate Change and Pastoral Conflicts in the Middle Belt and South-East Nigeria: Implication on Human Resource of the Regions (Published)
This paper examined the relationship between climate change and pastoral conflicts as well as their effects on human resource of both the middle belt and south eastern Nigeria. It is ex-post-factor in nature and thus relied heavily on literature with qualitative data and descriptive method of analysis. The study revealed that the pastoralists migrate due largely to extreme and unfavourable weather conditions occasioned by climate change. In the main, Deprivation, frustration and aggression theory was employed to anchor the study. The paper noted that the strength of a nation lies in her resources; however, pastoral conflicts occasioned by climate change has had a far reaching negative consequences on resources of these regions, ranging from waste to absolute destruction and depletion of both human and material resources. The paper recommended that active and sincere government intervention through the establishment of Grazing corridors or ranches in the regions, funding of research and development and establishment of regulatory frame work will help stem the tide
Productivity in the Nigerian public organizations have suffered serious decline as researches have shown that productivity has not really improved even with the enormous human resources at their disposition hence the assertion that the importance of human resources cannot be relegated to the background as organizations’ greatest asset is a well-planned and managed human resources implies that adequate plan must be put in place for those resources to engender productivity vis-à-vis the effective management of the workforce. This general dissatisfaction has put human resource planning out as the solution to the issue of employee’s unproductivity in the Nigerian public organizations. Addressing this issue is the thrust of this paper as it investigates the role of Human Resources Planning (HRP) in ensuring employee productivity in the Nigeria Public Organizations.