Global Journal of Human Resource Management (GJHRM)

EA Journals

training and development

Human Resource for Health Management Practices on Training and Development between secondary and tertiary healthcare facilities in Cross River State and Ebonyi State (Published)

The study investigate human resource for health management practices on training and development between secondary and tertiary healthcare facilities. The study adopted a descriptive research design. The independent t-test analysis showed that the calculated t- value of 2.412 was greater than the critical t-value of 1.96 at 0.05 alpha level of significance. Specifically, on in-service training, 35.7% and 19.7% of secondary healthcare respondents reported not practiced and practiced to a little extent respectively. This shows significant differences from responses in the tertiary healthcare facilities with only 17.6% and 21.3% respectively reported corresponding responses (that is, negative responses of 55.4% and 38.9% for secondary and tertiary respectively). This observed trend in the secondary healthcare facilities was affirmed by qualitative responses where secondary level respondents verbalized non provision for in-service training. However, in both States, secondary healthcare facilities key informants affirmed the assistance and role of development partners in staff training and development but that such trainings are in their (partners’) area of interest/interventions. It was recommended that bi-annual training, retraining and development of the health workforce should be made an area of utmost priority particularly at the secondary level of care. This is important considering the paucity in stock of HRH and emerging challenges emanating from the trend of disease outbreaks and occurrence.

Keywords: Human resource, cross river state and Ebonyi state., health management practices, secondary and tertiary healthcare facilities, training and development

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


Today we are living in a global economy. Computer based information system has changed the scenario of business. SHRIS is a system that has completely re-engineered the management style. Managers are termed as knowledge workers today. SHRIS has brought revolutionary changes in performing different strategic human resources tasks like recruitment and selection, training and development and it leads to job satisfaction, employee empowerment and promotions ,business process reengineering, more involvement in decision making. The main aim of this research is to highlight the impact of Human resources information system and strategic Human resources Management on organizational performance. Human resources information system has a strong relationship and positive impact on various strategic human resources management decisions whereas organizational performance depends on Strategic Human resources management.

Keywords: Business Process Re-engineering, Employee empowerment, Human resources information system, Job Satisfaction, Recruitment & selection, Strategic Human resources information system, Strategic Management, employee promotions, training and development

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