Effects of human resource development practices on service quality of services offshore outsourcing firms

2015 ◽  
Vol 32 (7) ◽  
pp. 703-717 ◽  
Author(s):  
Vathsala Wickramasinghe
Keyword(s):  
Quality Of Service ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Survey Methodology ◽  
Likelihood Estimation ◽  
Resource Development ◽  
Offshore Outsourcing ◽  
Content Type

Purpose – The purpose of this paper is to investigate the influence of human resource development (HRD) practices on the quality of service of services offshore outsourcing firms in Sri Lanka. Design/methodology/approach – Survey methodology was used and 402 respondents who fulfilled the selection criteria set for the study responded. To examine the hypothesised relationships structural equation modelling with maximum likelihood estimation was performed using AMOS 16. Findings – The analysis yielded two component factor structure for HRD practices, which were termed as talent engagement and job-related training. It was found that both talent engagement and job-related training significantly positively predict the quality of service. The study provided empirical data to support the contention that organisations should develop and engage capabilities of employees to enhance the quality of service. Originality/value – Characteristics of service business demand the effective use of human resource. Therefore, it is expected that the findings of this study will provide useful information for academics and practitioners to make informed decisions on the influence of HRD practices on the quality of service.

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

2019 ◽  
Vol 43 (1/2) ◽  
pp. 188-210 ◽  
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.

Integration of waqf-Islamic microfinance model for poverty reduction

2015 ◽  
Vol 8 (2) ◽  
pp. 246-270 ◽  
Author(s):  
Mohamed Aslam Haneef ◽  
Ataul Huq Pramanik ◽  
Mustafa Omar Mohammed ◽  
Md. Fouad Bin Amin ◽  
Aliyu Dahiru Muhammad
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Poverty Alleviation ◽  
Structural Equation ◽  
Poverty Reduction ◽  
Resource Development ◽  
Project Financing ◽  
High Interest Rate ◽  
Content Type ◽  
Islamic Microfinance

Purpose – This paper aims to develop an integrated waqf-based Islamic microfinance (IsMF) for poverty reduction in Bangladesh. Microfinance institutions (MFIs) have been constrained by the high cost of funds, high interest rate charges and poor human resource quality of the recipients. Islamic MFIs have recently evolved with the hope of overcoming these financial, ethical and human capital deficiencies faced by the conventional financial institutions. Moreover, a good number of integrated models have been proposed to enhance the role played by Islamic MFIs. Most of these models, however, lack empirical justifications. Design/methodology/approach – The research uses survey techniques. A total of 381 respondents were included in the survey. The integrated waqf-based Islamic microfinance model (IWIMM) was earlier on developed using literature and intellectual discussions. There are six constructs presenting the IWIMM, namely, waqf resources, IsMF, takaful, project financing, human resource development and poverty alleviation. In the survey instrument, 45 items represent the six constructs, but only 26 items have been retained after factor analysis. Structural equation modelling has been adopted to examine the relationship among the constructs. Findings – The results show that there are significant relationships between IsMF and takaful, waqf resources and human resource development, takaful and human resource development, IsMF and human resource development and, waqf resources and project financing. The results also indicate that poverty alleviation is possible through the integration of these constructs. Research limitations/implications – Though the paper has studied conventional and Islamic MFIs in Bangladesh, one of the populated Organisation of Islamic Cooperation (OIC) member countries and also where poverty incidence is high, further studies need to be conducted in other OIC member countries to adopt the model in line with practical and regulatory environment of those countries. Similarly, the study is based on the perception of the respondents, which limits the generalization of the result. Practical implications – The paper proposed a model that has the potential of being applied for poverty alleviation programmes in most of the OIC member states. Originality/value – The present paper has developed an IWIMM for poverty reduction.

scholarly journals ANALISIS HUMAN RESOURCE DEVELOPMENT, COMMUNITY DEVELOPMENT, DAN NETWORKING, DALAM MEMPENGARUHI COMPETITIVE ADVANTIGE PERGURUAN TINGGI KEAGAMAAN ISLAM DI INDONESIA

2019 ◽  
Vol 1 (1) ◽  
pp. 20-27
Author(s):  
Sutiah Sutiah
Keyword(s):  
Quality Of Service ◽  
Community Development ◽  
Competitive Advantage ◽  
Human Resource Development ◽  
Human Resource ◽  
High Performance ◽  
Safety Management ◽  
Resource Development ◽  
Development Analysis

Today every university including PTKIN cannot avoid continually being prepared and competing with various other universities both at national and international levels. In winning the competition and replying to higher education the competitive advantage factor is taken into account. High performance of university which is based on three aspects, namely cost-based, product-based, and service-based. PTKIN must have quality and service excellence, as well as the ability to compete in the costs and excellence of majors / study programs offered. There are many factors that influence highly competitive universities, including the factors of human resource development, community development (analysis of community development) and the ability to build networks and cooperation. This study tries to annul the most dominant factors towards competitive advantage . The study took samples of Lecturers and Education Personnel at PTKIN UIN Malang, UIN Surabaya, UIN Jogjakarta, and UIN Bandung using simple random techniques. The sample of respondents is 200 people and check. Statistical analysis used multiple regression components of the Multivariate Principle. Research (1) The results showed (1) All the variables of Human Resource Development (HRD), Community Development Analysis (CDA), and Network Cooperation (NP) related to Competitive Advantage (CA) or PTKIN competitiveness (production quality), quality of service (quality of service), also competitive advantage in financing and quality of safety management (price) unless the CDA converter variable is smaller than the others. (2) HRD variable regression coefficient value of 0.714. Increasing HRD, CA will also increase by 0.714 or 71.4% of the CDA variable value of -0.168. This means, if other factors are considered constant, there is no direct effect of CDA on CA or smaller than HRD and NP because the results are -0.168. While the NP variable value is 0.409. This means, for each increase in NP, CA will also increase by 0.409 or 40.9%. (3) The results of simultaneous testing show differences in variation together between HRD, CDA, NP against CA is 75.8% or accepted 24.2% is used by other factors that are not rejected. From the results of this study, PTKIN is important for developing HR (HRD) and increasing network and quality cooperation (NP) as well as developing CDA to increase PTKIN's competitiveness towards international class or WCU (Word Class University).

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

2017 ◽  
Vol 7 (1) ◽  
pp. 73-85 ◽  
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.

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

2018 ◽  
Vol 42 (7/8) ◽  
pp. 435-454 ◽  
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.

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

2018 ◽  
Vol 42 (7/8) ◽  
pp. 517-534 ◽  
Author(s):  
Frank Nana Kweku Otoo ◽  
Mridula Mishra
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Medium Scale ◽  
The Impact

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.

Human resource development (HRD) practices and banking industry effectiveness

2019 ◽  
Vol 43 (3/4) ◽  
pp. 250-271 ◽  
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.

Ethics, corporate social responsibility and the role of human resource development: the academic experts’ view

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amin Alizadeh ◽  
Deepu Kurian ◽  
Shaoping Qiu ◽  
Khalil M. Dirani
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource Development ◽  
Human Resource ◽  
Sampling Technique ◽  
Resource Development ◽  
Structured Interview ◽  
Academic Programs ◽  
Content Type ◽  
Corporate Social

Purpose The purpose of this study is to get the perspectives of human resource development (HRD) scholars about connections among HRD, corporate social responsibility sand ethics. The authors also sought to discover if HRD academic programs need to have ethics-related courses for their graduate students. Design/methodology/approach In this paper, the authors reviewed the literature and interviewed ten HRD scholars who substantially contributed to the field of HRD and have influential publications related to ethics or corporate social responsibility to find out the relationship between HRD, ethics and corporate social responsibility. A semi-structured interview method was adopted to collect data and purposeful sampling technique was used for analyzing data into identified themes. Findings The results from the interviews were categorized into seven different themes. While some scholars argued that ethics-related discussion needs to be integrated within every course, most scholars stated that ethics can be a required standalone course for HRD graduate programs. Originality/value Despite ongoing consideration of the ethical nature of HRD, little research has been conducted on how ethics and corporate social responsibility are represented in the field of study and practice. To the best of the authors’ knowledge, this study is the first empirical paper in HRD that collected and analyzed experts’ perspectives in this topic.

An Analysis on Human Resource Development Culture and Climate of Chemical Based Public Sector Enterprises in Kerala, India

2021 ◽  
Vol 2021 (6) ◽  
pp. 132-135
Author(s):  
Balakrishnan A ◽  
Dr. KVM Varambally
Keyword(s):  
Public Sector ◽  
Human Resource Development ◽  
Human Resource ◽  
Deep Structure ◽  
Positive Culture ◽  
Resource Development ◽  
The Individual ◽  
The Impact ◽  
Culture And Climate

The impact of Globalization creates a competitive horizon with new markets, new products, new mindsets, new competencies, and new ways of thinking about business. As an outcome of this, the market places become more complex, uncertain, competitive, and transformational. In this era, the major challenge faced by any organization is to maintain a peaceful as well positive culture and climate inside the organization. The human resource development climate of an organization plays a significant role in ensuring the competency, motivation, and development of its employees. Here the term climate denotes the quality of the internal environment. It influences morale and the attitudes of the individual toward his work and his environment. Culture refers to the deep structure of organizations, which is rooted in the values, beliefs, and assumptions held by organizational members. The study was aimed to analyze the Human Resource Development culture and climate of chemical-based public sector enterprises in Kerala. The results indicated that the Human Resource Development climate in an organization is average and the perception of employees regarding Human Resource Development culture and climate does not differs significantly based on age, job approval status, and qualification. But it differs significantly based on gender and experiences.

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

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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