Reward Management System and Employee Performance in Nigeria Deposit Insurance Corporation (NDIC), Abuja (Published)
In every organization, employee performance is the fundamental aspect of organizational performance. In realizing that, a very good working reward system well help enhance employee performance. Confusion mostly arises in organization due to administering fair rewards. This study evaluates the “Impact of reward system on employee performance in Nigeria Deposit Insurance Corporation Abuja”. The study adopted the survey research design where questionnaires were administered to the staff of the organization. The sample size of the study was 323 respondents from NDIC Abuja and the response rate was 100%. The study used spearman rank correlation and multiple regression analysis technique to analyze the data collect from the field. The correlation analysis. The correlation analysis showed that correlation was positive in all dimensions of reward system, which implies that reward system and employee performance is positively related. The regression analysis shows that a 1% increase in recognition will lead to a 67.4% increase in employee commitment to work when all variables are held constant. 1% increase in salary will lead to 2.5% increase in employee commitment when held constant and 1% increase in promotion will lead to a 21.8% increase in employee commitment when all variables are held constant. That promotion and recognition have significant impact on employee performance. While salary is positive but statistically insignificant. The study showed that all independent variables have a significant and positive relationship with the dependent variables. This research recommended that promotion of hard-working staff should be accelerated and it also recommended that NDIC should recognize their hard-working staff using techniques like staff of the month, price and gift can be used to recognize hard working staff.
Keywords: Employee Performance, Organizational Performance, Promotion, Reward system
Diversity and Inclusion: Deploying Technology in Driving Organizational Performance (Published)
This study examined diversity and inclusion technology on organizational performance in the USA. The primary objective was to find out the level of D&I tech tools used in US organisations and the relationship between the use of D&I technology and the organisation’s performance. The survey design was adopted and purpose sampling was used to sample 550 respondents across public and private organisations in America. Descriptive analysis was performed on the data using Excel and SPSS. The findings suggest a connection between organizational performance and the perceived contribution of technology to D&I initiatives. The high agreement percentages in the organizational performance survey suggest that respondents who reflect technology can help D&I outcomes also tend to be more confident in the organization’s capacity to achieve its goals.
Keywords: AI, Diversity and Inclusion, Organizational Performance, Technology, USA
Impact of Human Resource Management on Organizational Performance (Published)
: The objective of all organizations is to improve their performance so the aim of this study is to investigate the organizational performance of 200 employees of ufone & Mobilink franchises in Sargodha city. The population in this study has included all companies in telecommunication in Pakistan. We are conducting the exploratory factor analysis. In analyzing the data the descriptive statistics was used. Software used for data analysis was SPSS version 20.The results shows that the higher level of compensation management, organizational citizenship behavior and employee development practices that will lead to a higher level of organizational performance, also indicate that compensation management, organizational citizenship behavior and employee development is positively associated with organizational performance.0ur result shows that there is positive or significant relationship between independent and dependent variables, so we reject the null hypothesis. There are some areas that need more development in future including the topics that relate to the study that can be conducted on manufacturing firms with more variables
Keywords: Compensation Management, Employee Development, Organizational Citizenship Behavior, Organizational Performance, Telecommunication Sector.