Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises

Purpose The purpose of this paper is to examine the impact of human resource development practices on employee performance in small and medium scale enterprises. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 500 employees of the selected SME’s. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some human resource development practices impact employee performance. Performance appraisal however does not impact employee performance of the firms studied. Research limitations/implications The research was undertaken in small and medium scale enterprises, and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study will help stakeholders, policy makers and management of SME’s in espousing appropriate and well-articulated HRD practices to improve employee competencies and enhance organizational effectiveness. Originality/value This study extends the literature by empirically adducing evidence that, human resource development practices impact employee performance of small and medium scale enterprises in Ghana.

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The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

Problems and Perspectives in Management ◽

10.21511/ppm.18(1).2020.12 ◽

2020 ◽

Vol 18 (1) ◽

pp. 130-140

Author(s):

Amani Abu Rumman ◽

Lina Al-Abbadi ◽

Rawan Alshawabkeh

Keyword(s):

Human Resource Development ◽

Employee Engagement ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Employee Training ◽

Resource Development ◽

Employee Empowerment ◽

Equation Modeling ◽

The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

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Impact of human resource development (HRD) practices on pharmaceutical industry’s performance

European Journal of Training and Development ◽

10.1108/ejtd-09-2018-0096 ◽

2019 ◽

Vol 43 (1/2) ◽

pp. 188-210 ◽

Cited By ~ 4

Author(s):

Frank Nana Kweku Otoo ◽

Evelyn Akosua Otoo ◽

Godfred Kwame Abledu ◽

Akash Bhardwaj

Keyword(s):

Pharmaceutical Industry ◽

Organizational Performance ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Resource Development ◽

Equation Modeling ◽

Content Type ◽

Pharmaceutical Industries

Purpose The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational performance. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected pharmaceutical industries. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices influence organizational performance through their impact on employee performance. The study further revealed that employee performance mediates the association between HRD practices and organizational performance. Research limitations/implications The research was undertaken in the pharmaceutical industry and the analysis is based on cross-sectional data, which cannot be generalized across a broader range of sectors. Practical implications The findings of the study have the potential to help policy makers, stakeholders and management of pharmaceutical industries in adopting properly and well-articulated HRD practices to enhance the quality of human capital and create sustainable competitive advantage. Originality/value This study extends the literature by adducing evidence empirically that employee performance mediated the association between HRD practices and organizational performance of the pharmaceutical industry in Ghana.

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Impacts of human resource development on engineering, procurement, and construction project success

Built Environment Project and Asset Management ◽

10.1108/bepam-04-2016-0010 ◽

2017 ◽

Vol 7 (1) ◽

pp. 73-85 ◽

Cited By ~ 12

Author(s):

Huong Thanh Nguyen ◽

Bonaventura Hadikusumo

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Project Success ◽

Resource Development ◽

Equation Modeling ◽

Project Implementation ◽

Content Type ◽

Factors Affecting ◽

The Impact

Purpose The purpose of this paper is to identify the impact of human resource development (HRD) on engineering, procurement and construction (EPC) project success (PS), human resource competency (HRC), job performance (JP), and the interrelationship among them. This paper also investigates the impact of EPC project factors (PF) on PS, the factors affecting HRD, including internal factors (IF) and external factors (EF) during EPC project implementation. Design/methodology/approach Structural equation modeling (SEM), SPSS, and AMOS software were used to test nine proposed hypotheses. The respondents comprised 800 participants involved in EPC projects throughout Vietnam. Findings The results show that HRD positively affects HRC, JP, and PS. HRD is influenced by IF but not influenced by EF. HRC positively impacts on JP and PS, while PF directly impacts on PS. Originality/value The study indicates that the development of competent human resources for EPC project implementation plays a considerable role in EPC PS. The findings also give project professionals a tool for improving HRD, and HRC to increase the likelihood of PS.

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Influence of human resource development (HRD) practices on hotel industry’s performance

European Journal of Training and Development ◽

10.1108/ejtd-12-2017-0113 ◽

2018 ◽

Vol 42 (7/8) ◽

pp. 435-454 ◽

Cited By ~ 4

Author(s):

Frank Nana Kweku Otoo ◽

Mridula Mishra

Keyword(s):

Organizational Performance ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Hotel Industry ◽

Resource Development ◽

Equation Modeling ◽

Cross Sectional ◽

Content Type ◽

Employee Competencies

Purpose The purpose of this paper is to examine the mediating role of employee competencies in the association between human resource development (HRD) practices and organizational performance. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 600 employees of the selected hotels. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices impact organizational performance through their influence on employee competencies. The study further revealed that employee competencies mediate the association between HRD practices and organizational performance. Research limitations/implications The research was undertaken in the hotel industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study have the potential to help stakeholders and management of hotels in adopting properly and well-articulated HRD practices to stimulate positive behavior in individuals and impact their knowledge, skills and attitudes. Originality/value This study extends the literature by adducing evidence that employee competencies mediated the association between HRD practices and organizational performance of the hotel industry in Ghana.

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Pengaruh Pengembangan Sumber Daya Manusia Dan Religiusitas Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Bank Unit Usaha Syariah Di Kota Palembang

SALAM Jurnal Sosial dan Budaya Syar i ◽

10.15408/sjsbs.v8i1.19551 ◽

2021 ◽

Vol 8 (1) ◽

Author(s):

Menik Lestari ◽

Dinnul Alfian Akbar ◽

Chandra Zaky Maulana

Keyword(s):

Job Satisfaction ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Resource Development ◽

Partial Least Square ◽

Least Square ◽

Equation Modeling ◽

Purposive Sampling

This research uses quantitative research, the aim is to determine the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. In this study, data was collected by distributing questionnaires to 100 employees using a purposive sampling method to determine respondents' responses to existing variables. The analysis was performed using the method of Structural Equation Modeling (SEM) based on partial least square (PLS). The results of the analysis show that human resource development has no effect on employee performance, religiosity has a positive and significant effect on employee performance. Human resource development has a positive and significant effect on job satisfaction, religiosity has a positive and significant effect on job satisfaction, and job satisfaction variables have a positive and significant effect in moderating human resource development on employee performance and religiosity on employee performance. This means that the more often human resource development is given, the higher the employee's performance and the higher the employee's religiosity, the higher the employee's performance will be and will result in job satisfaction for employees at the Sharia Business Unit Bank in Palembang City. Keywords: Human Resources Development, Religiosity, Employee Performance, and Job Satisfaction. AbstrakPenelitian ini menggunakan jenis penelitian kuantitatif, tujuannya yaitu untuk mengetahui besarnya pengaruh pengembangan sumber daya manusia, religiusitas, terhadap kinerja karyawan dengan kepuasan kerja sebagai variabel intervening. Dalam penelitian ini data dikumpulkan dengan meyebarkan kuesioner terhadap 100 karyawan menggunakan metode purposive sampling untuk mengetahui tanggapan responden terhadap variabel yang ada. Analisis dilakukan dengan menggunakan metode Structural Equation Modelling (SEM) berbasis partial least square (PLS). Hasil analisis menunjukkan bahwa pengembangan sumber daya manusia tidak terdapat pengaruh terhadap kinerja karyawan, religiusitas berpengaruh positif dan signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja, religiusitas berpengaruh positif dan signifikan terhadap kepuasan kerja, Dan variabel kepuasan kerja berpengaruh positif dan signifikan dalam memoderasi antara pengembangan sumber daya manusia terhadap kinerja karyawan dan religiusitas terhadap kinerja karyawan. Ini berarti semakin sering pengembangan sumber daya manusia diberikan maka semakin tinggi kinerja karyawan dan semakin tinggi religiusitas karyawan maka kinerja karyawan akan semakin tinggi dan akan menghasilkan kepuasan kerja bagi karyawan pada Bank Unit Usaha Syariah di Kota Palembang. Kata Kunci: Pengembangan Sumber Daya Manusia, Religiusitas, Kinerja Karyawan, dan Kepuasan Kerja.

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Contending claims to causality: a critical review of mediation research in HRD

European Journal of Training and Development ◽

10.1108/ejtd-07-2015-0056 ◽

2016 ◽

Vol 40 (8/9) ◽

pp. 595-614 ◽

Cited By ~ 1

Author(s):

Rajashi Ghosh ◽

Seth Jacobson

Keyword(s):

Data Collection ◽

Human Resource Development ◽

Human Resource ◽

Critical Review ◽

Resource Development ◽

Equation Modeling ◽

Causal Process ◽

Cross Sectional ◽

Content Type ◽

Mediation Models

Purpose The purpose of this paper is to conduct a critical review of the mediation studies published in the field of Human Resource Development (HRD) to discern if the study designs, the nature of data collection and the choice of statistical methods justify the causal claims made in those studies. Design/methodology/approach This paper conducts a critical review of published refereed articles that examined mediation in Human Resource Development Quarterly, Human Resource Development International, Advances in Developing Human Resources and European Journal of Training and Development. Mediation studies published in these journals from 2000 to 2015 were identified and coded. The four journals sampled were chosen to provide breadth of coverage of the different types of empirical studies published in the field of HRD. Findings The review findings imply that HRD scholars are not employing experimental or longitudinal designs in their studies when randomized experiments and longitudinal studies with at least three waves of data collection are regarded as the golden standards of causal research. Further, the findings indicate that sophisticated statistical modeling approaches like structural equation modeling are widely used to examine mediation in cross-sectional studies and most importantly, a large number of such studies do not acknowledge that cross-sectional data does not allow definite causal claims. Research limitations/implications Although the findings urge us to rethink the inferences of mediation effects reported over the past 15 years in the field of HRD, this study also serves as a guide in thinking about framing and testing causal mediation models in future HRD research and even argues for a paradigm shift from a positivist orientation to critical and postmodern perspectives that can accommodate mixed methods designs for mediation research in HRD. Originality/value This paper presents a critical review of the trends in examining mediation models in the HRD discipline, suggests best practices for researchers examining the causal process of mediation and directs readers to recent methodological articles that have discussed causal issues in mediation studies.

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Pengaruh Knowledge Management terhadap Pengembangan Sumber Daya Manusia dan Kinerja Karyawan Perhotelan di Sulawesi Selatan

Jurnal Kawistara ◽

10.22146/kawistara.56756 ◽

2020 ◽

Vol 10 (2) ◽

pp. 199

Author(s):

Andi Hasbi

Keyword(s):

Knowledge Management ◽

Structural Equation Modeling ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Hospitality Industry ◽

Employee Performance ◽

Resource Development ◽

Equation Modeling ◽

Hotel Employees

Many studies have linked knowledge management and human resource development to create standardized services. However, the relationship between the two in the hospitality industry is still lacking as an object of research. The purpose of this study was to analyze the influence of knowledge management on the development of hospitality HR in South Sulawesi. This research uses a quantitative approach with inferential statistical analysis. This research was conducted in three selected districts, namely, Bone Regency, Soppeng Regency, and Wajo Regency, which were the research locus. The population in this study were all-star and non-star hotel employees in the three districts. The total sample is 200 hotel employees and respondents are selected using the accidental method. Data collection using a questionnaire that was built based on previous research. The data analysis technique uses descriptive analysis and Structural Equation Modeling, which is processed in Linear Structural Relation software (LISREL 8.5). The results indicated that there was a significant influence on the development of human resources in hospitality. This means that to improve the outcome of hospitality HR including education, training and the development of the hospitality industry is required to be able to maintain and maintain knowledge management through the implementation of job procedures, able to transfer personal knowledge and technological mastery. Knowledge management directly has a little positive and significant impact on employee performance, but simultaneously Knowledge Management has a very positive and significant effect on employee performance through HR development. This research implies that performance-based training and development and application of knowledge management should be carried out simultaneously in the hospitality industry to produce standardized services in each district.Keywords: Employee Performance; Human Resource Development; Knowledge Management; Linear; Structural Equation Modeling; and Structural Relation software.

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PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2012.v16.i4.2332 ◽

2012 ◽

Vol 16 (4) ◽

pp. 391

Author(s):

Agung Widhi Kurniawan

Keyword(s):

Job Satisfaction ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Sampling Technique ◽

Resource Development ◽

Equation Modeling ◽

Significance Level ◽

Job Motivation

This study aims to explain the effect of leadership and human resource development on job satisfaction, job motivation and employees performance. Analysis by using Structural Equation Modeling (SEM) with alpha 5% to test the significance of research variable. The data were taken from all Bank Sulselbar employees using cluster random sampling technique. The total respondents were 184 respondents. Questionnaire (main instrument), interview, observation, and documentary were used in collecting the data. Results of analysis (at significance level of 5%) showed that: 1) leadership has a significant effect on job satisfaction, 2) human resource development has a significant effect on job satisfaction, 3) leadership has a significant effect on job motivation, 4) human resource development has a significant effect on job motivation, 5) leadership has a significant effect on employee performance, 6) human resource development has a significant influence employee performance, 7) job satisfaction has a significant effect on job motivation, 8) job satisfaction has a significant effect on employee performance, and 9) job motivation does not significantly affect on employee performance.

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PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

EKUITAS (Jurnal Ekonomi dan Keuangan) ◽

10.24034/j25485024.y2012.v16.i4.119 ◽

2018 ◽

Vol 16 (4) ◽

pp. 391-408

Author(s):

Agung Widhi Kurniawan

Keyword(s):

Job Satisfaction ◽

Human Resource Development ◽

Human Resource ◽

Structural Equation ◽

Employee Performance ◽

Sampling Technique ◽

Resource Development ◽

Equation Modeling ◽

Significance Level ◽

Job Motivation

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Human resource development (HRD) practices and banking industry effectiveness

European Journal of Training and Development ◽

10.1108/ejtd-07-2018-0068 ◽

2019 ◽

Vol 43 (3/4) ◽

pp. 250-271 ◽

Cited By ~ 6

Author(s):

Frank Nana Kweku Otoo

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Organizational Effectiveness ◽

Structural Equation ◽

Banking Industry ◽

Resource Development ◽

Equation Modeling ◽

Content Type ◽

Employee Competencies ◽

The Relationship

Purpose The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource development (HRD) practices and organizational effectiveness. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 550 employees of the selected banks. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices impact organizational effectiveness through their influence on employee competencies. The study further revealed that employee competencies mediate the relationship between HRD practices and organizational effectiveness. Research limitations/implications The research was undertaken in the banking industry and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study will help policymakers and management of banks in espousing suitable and well-articulated HRD practices to harness the competencies of employees and inordinately enhance organizational effectiveness. Originality/value This study extends the literature by empirically adducing evidence that employee competencies mediated the relationship between HRD practices and organizational effectiveness of the banking industry in Ghana.

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