Organisational Values and Firm Effectiveness: Intervening Role of Strategic Human Resource Management (Published)
The study aimed to investigate the effect of organisational values on firms’ effectiveness using strategic human resource management (SHRM) as a mediating variable. The design for the study was descriptive, and the approach was quantitative. A questionnaire was administered to solicit data from 344 participants. Descriptive statistics, correlation and multiple regression analysis, were done to ascertain the averages, relationships and effects of the independent variable (organisational values) on the dependent variable (firm effectiveness). The study revealed corporate values’ positive and significant effect on firm effectiveness. Besides, strategic human resource management practices mediate the relationship between organisational values and a firm’s effectiveness. The implication is that firm leaders who prioritise corporate values win employees’ trust, enthusiasm and commitment and can manage them strategically to achieve firm effectiveness. The interplay of organisational values, strategic human resource management, and firm effectiveness in a single study, especially in Ghana and in the institutions of higher learning context, makes this study unique. Besides, most studies on values and a firm’s effectiveness have been explorative and carried out primarily in developed economies.
Keywords: Effectiveness, Human resource, Management, Organizational, strategic, values
Assessing the Relationship Between Performance Management and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya (Published)
County governments in Kenya were inaugurated in the year 2013 to continuously find measures that can enable them raise standards of services through practicing appropriate performance practice to deliver quality services. It has been evident that County governments have been experiencing a myriad of problems that constrain their delivery. This study aimed at assessing the relationship between performance practice and quality service Delivery among Lake Region economic bloc counties governments in Kenya. This study was anchored on objective factor theory supported by expectancy and human capital theories. The study used an explanatory design. The target population was nine hundred and eighty-five officials. A sample size of 356 through Yamane‟s (1979) sample size formula at a 95% confidence level, p=0.5 formula. Stratified and simple random sampling was used. Data collection was through questionnaire. Results for the objective performance management was positively significant in relationship to quality service delivery. The study recommended that, County government should always create an adequate performance management framework that will effectively link the performance of County government departments to their development goals.
Citation: Gordon Odongo Olala, Geoffry Kimutai and Christopher Ngacho (2022) Assessing the Relationship Between Performance Management and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya, Global Journal of Human Resource Management, Vol.10, No.6, pp.1-14,
Keywords: Management, Performance, Quality, Service, delivery
Assessing the Relationship Between Hiring Practice and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya (Published)
Human Resource management practices like hiring is some of the practices which made County governments in Kenya to be inaugurated in the year 2013 to help deliver quality services. Since then, it has been evident that County governments have been experiencing a myriad of problems that constrain their delivery capabilities. This study aimed at assessing the relationship between hiring practice and quality service Delivery in Lake Region economic bloc county governments in Kenya. This study was anchored on objective factor theory supported by expectancy and human capital theories. The study used an explanatory design. The target population was nine hundred and eighty-five counties resource officials. A sample size of 356 through Yamane‟s (1979) sample size formula at a 95% confidence level, p=0.5 formula was used. Stratified and simple random sampling was applied. Data collection was through questionnaire. Results for the objective, hiring practice was positively significant in relationship to quality service delivery. The study recommended that, County government should always engage professional associations in hiring process and ensure appropriate hiring methods.
Citation: Gordon Odongo Olala, Geoffrey Kimutai, and Christopher Ngacho (2022) Assessing the Relationship Between Hiring Practice and Quality Service Delivery in Counties of the Lake Region Economic Bloc Kenya, Global Journal of Human Resource Management, Vol.10, No.5, pp.33-46
Keywords: Management, Quality, Service, delivery, hiring
Human Resources and Strategic Management for Sustainable Development in Nigeria: Akwa Ibom State Experience (Published)
Human resource and strategic management is one of the most important requirements for the sustenance of an economy, whether at micro or macro levels. It is a must for any society, country or even enterprise that wishes to survive under complex challenges of a dynamic as well as globalized world. The objective of this study was to examine human resources and strategic management for sustainable development in Nigeria drawing specifically from Akwa Ibom State experience. The study adopted a historical and descriptive research drawing data mostly from secondary sources. The study revealed that Akwa Ibom state government is committed to training its workforce in the critical areas of need such as science, technology and engineering as a core area for sustainable development. The study further revealed that where human resources capital are not strategically managed, it would stalled any meaningful development in the state. The study therefore recommended that the training and retraining of workforce in the state should be focus mostly on the critical areas of science, technology and engineering as against the present emphasis on general administration. Also, the workforce so train should be strategically managed to enhance sustainable development in the state.
Keywords: Akwa Ibom State, Human resource, Management, Nigeria, Sustainable Development
Stakeholder Role in Safety Culture and Safety Performance of Construction: A Conceptual Model (Published)
Project management in the Saudi Arabian construction industry is an activity complicated by the current widespread lack of a mature organisational safety culture, which results in a high incidence of serious and fatal accidents, making it difficult to deliver project objectives. This article addresses this major problem. This research is therefore an attempt to verify the causal relationships and interactions between stakeholder involvement, safety culture, and safety performance in the construction industry, thus providing a better understanding, in turn, may improve safety. To achieve this objective, a conceptual model was developed to enable empirical research via responses to a questionnaire will distribute to construction organisations. The model provided in this study is a systematic approach to assess the safety culture of construction organisations and to guide them in self-assessments. The research contributes to the literature pertaining to assessments of stakeholder involvement and safety culture. Furthermore, it offers a valuable tool to government bodies and regulatory agencies for assessing their efforts in improving safety culture
Keywords: Management, Performance, Policy, Safety Culture
Internal – External Factors Affecting the Human Resource Management of Small and Medium Enterprises in Dong Nai Province (Published)
In Vietnam, Small and Medium Enterprises (SMEs) now are accounting for about 98% of the total number of businesses operating in the country in which the medium-sized enterprises account for only 2.2%, small business strategy and remaining 29.6% and 68.2 % is super small. But in fact, SMEs play a very important role in the national economy. SMEs are the main source of employment and income generation for laborers, helping to mobilize social resources for development investment, poverty reduction… Every year, SMEs create over one million new employees. Employing up to 51% of social workers and contributing more than 40% of GDP to the country. In addition, the research results showed that there were 250 SMEs managers who interviewed and answered about 23 questions. The Data collected from 12/06/2016 to 15/05/2017 in Dong Nai province. The researcher had analyzed Cronbach’s alpha, KMO test, the result of KMO analysis used for multiple regression analysis. The research results were processed from SPSS 20.0 software. The parameters of the model estimated by Least – Squares Method tested for the model assumption with 5% significance level. Finally, the researchers have recommendations improving the human resource management at small and medium enterprises in Dong Nai province.
Keywords: DNU and LHU., Human resource, Management, SMEs
HUMAN RESOURCE MANAGEMENT AND PUBLIC ORGANIZATIONS (Published)
This research provide the most important foundations of human resource management that we can apply in both public and private sector organizations such as job design, control, teamwork, leadership, managerial roles, staffing practices and career management.It then moves on to review the process of HRM in private and public organizations, performance, functions in the PS, in addition to the operations of human resource management in public sector, the main standards and its application, then we talk about the HR role in the public sector reform which is giving greater involvement in public sector in order to improve services.
Keywords: Human resource, Management, Performance, process of HRM, public organizations
CAPACITY BUILDING- A TOOL FOR INCREASE PRODUCTIVITY IN NIGERIA PUBLIC SECTOR ORGANIZATION (Published)
This article examines that in every organization, the aim of every manager is to see that productivity is enhanced and efficiency attained. The means of achieving this goal hinges on many factors but for the purpose of this study we will look into capacity building as a tool for increase in productivity in the public sector organisation in Nigeria. It cannot be over emphasized in these modern management system where there are changes in information system and globalization. This trend has made the public sector organizations realize the very importance of human capital development these days. The origin of training and staff development in Nigeria dated back to 1970. Before this time, training and development had been going on in Nigeria without notice. It has brought to limelight at the 14th Annual General Meeting of Nigeria Employer Consultative Association (NECA) in December, 1970. When Chief Anthony Enahoro, the then federal commissioner for labour and productivity commented on the importance of role of employers in training their employees.
Keywords: Development, Efficiency and Public Sector, Employee Productivity, Management, Training