Human Resource Training and Development and Improved Employee Performance in Nigeria Public Sector Organizations : Some Critical Policy Options

In linking human resource management (HRM) to organizational sustainability, linear variance-based methods are not suited for addressing the complexity of how various HRM practices interact and have an impact on sustainability outcomes for multiple stakeholders. However, so far, empirical evidence for a configurational approach, acknowledging synergy and equifinality between various practices, is scant. Therefore, this study aims to provide empirical evidence for synergistic effects and equifinality in the link between sustainable HRM practices and employee sustainability outcomes. Building on the Ability Motivation Opportunity (AMO) model, this study adopts a configurational approach to unveil how sustainable HRM practices, in various combinations and in different ways, can impact employee sustainability outcomes (commitment and job satisfaction). The study applied a fuzzy set Qualitative Comparative Analysis (fsQCA) on a secondary data set consisting of employee surveys in 30 Dutch public sector organizations. The findings reveal that combinations of various AMO-enhancing practices are especially conducive to commitment and job satisfaction. Moreover, aligning these practices with work context factors (transformational leadership style and low work pressure) can lead to relatively high levels of commitment and job satisfaction. This study indicates that configuration matters and that there is not one best way to achieve employee sustainability outcomes. This leaves ample leeway for human resource managers to design a suitable and integrative HRM system for their own organization.

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Peran kepemimpinan transformasional dalam meningkatkan employee engagement dan dampaknya pada kinerja pegawai

Journal of Business Management Education (JBME) ◽

10.17509/jbme.v4i1.15880 ◽

2019 ◽

Vol 4 (1) ◽

pp. 1-12

Author(s):

Riska Afiani ◽

Ahim Surachim ◽

Masharyono Masharyono

Keyword(s):

Transformational Leadership ◽

Public Sector ◽

Employee Engagement ◽

Employee Performance ◽

Computer Software ◽

Total Sample ◽

Cross Sectional ◽

High Category ◽

Public Sector Organizations ◽

The Impact

The objectives of this research are to determine whether how much influence transformational leadership has on employee engagement and its implications for the performance of employees of public sector organizations. The design of this study was a cross-sectional method and used descriptive and verification type research methods. Data for this study were collected using a saturated sample with a total sample of 40 people. Analysis of this research data using simple linear regression with SPSS 24.0 for Windows computer software program (Statistical Product for Service Solution). The results of this study indicate that transformational leadership in public sector organizations is quite effective, employee engagement is in the high category and employee performance is in the high category. The current study found that the impact of effective transformational leadership can increase employee engagement and vice versa, if transformational leadership is not effective then employee engagement will not increase. This also happens to employee performance, if employee engagement is low it will result in low employee performance and conversely if employee engagement is high then the performance of employees will also increase.

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Human Resource Training and Development as Facilitators of Corporate Social Responsibility

Journal of Economics and Development ◽

10.33301/2012.14.03.05 ◽

2012 ◽

pp. 88-98

Author(s):

Thang Nguyen Ngoc

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Developing Country ◽

Human Resource ◽

Training And Development ◽

Primary Data ◽

Positive Relationships ◽

Labor Practices ◽

Human Resource Training ◽

Corporate Social

Recent corporate social responsibility (CSR) literature has emphasized the impor- tance of labor practices in the CSR implementation. The research presented in this paper explores how employees respond to human resource training and development of CSR in the context of a developing country. Based on primary data collected via a self-administered survey in Vietnam, we provide evidence of the perceptions of employees of CSR and conclude that CSR can be an effective way for firms to main- tain positive relationships with their employees.

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Linking human resource training and development, employee commitment and job satisfaction: The moderation role of the work environment

International Journal of Management Entrepreneurship Social Sciences and Humanities ◽

10.31098/ijmesh.v4i1.535 ◽

2021 ◽

Vol 4 (1) ◽

pp. 55-75

Author(s):

Abel Gebremedhn Desta

Keyword(s):

Job Satisfaction ◽

Work Environment ◽

Human Resource ◽

Structural Equation ◽

Addis Ababa ◽

Employee Commitment ◽

Training And Development ◽

Equation Modeling ◽

Human Resource Training

The main purpose of this article was to investigate the link between human resource training and development, employee commitment and job satisfaction, and the moderation role of the work environment. The quantitative research design was adopted using 212 valid questionnaires that were filled by selected private banks in Addis Ababa, Ethiopia using a convenience sampling technique. To validate the factor structure of the observed variables confirmatory factor analysis was applied and Structural Equation Modeling was used to test the hypothesized relationship. The results showed that training and development positively relate to organizational employee commitment and employee job satisfaction of workforces, while the work environment positively moderates this relationship. This implies that investing in human resource training and development positively affects the employee’s commitment to the organization and enhances their satisfaction. The more the work environment is conducive the better the relationship between the study variables. Finally, the implication, limitations, and future studies were discussed. Keywords: Training and Development, Commitment, Work Environment. Job Satisfaction

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Strategi Pengembangan Sumber Daya Manusia Dalam Meningkatkan Kinerja Karyawan

Tadbir: Jurnal Manajemen Dakwah ◽

10.15575/tadbir.v3i2.1161 ◽

2018 ◽

Vol 3 (2) ◽

pp. 1-16

Author(s):

Miftahudin Miftahudin

Keyword(s):

Human Resource ◽

Development Process ◽

Employee Performance ◽

Employee Education ◽

Theoretical Understanding ◽

Evaluation Strategies ◽

Human Resource Training ◽

Human Resource Education ◽

Descriptive Method

The purpose of this research is to find out how the process of human resource training conducted by the Synergy Foundation, how the process of human resource education conducted by the Synergy Foundation, how the career development process is carried out by the Sinergi Foundation in an effort to improve the quality of employee performance. The method used in this research is descriptive method, using a qualitative approach. Based on the results of the study, the training process carried out was based on the results of the annual Sinergi Foundation evaluation. Strategies carried out in training by on the job, and recommending their employees to attend training outside the institution. Furthermore, the process of employee education is more focused on employee theoretical understanding. Straregi is used by conducting education within the institution and sending its employees to study outside. Development of the quality and quantity of employees, the leadership has policies and directives for all employees in the structural to have a new concept with the aim that each department has innovation about the development of its department.

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Impact of Training & Development Programs on Working Proficiency of Employees in Rajasthan: Engaged in Technical and Professional Institutions

International Journal on Future Revolution in Computer Science & Communication Engineering ◽

10.17762/jardcs.v11.si51171.1178 ◽

2019 ◽

pp. 1171-1178

Author(s):

Preeti Kulhari ◽

Vinita Agarwal

Keyword(s):

Human Resource ◽

Positive Impact ◽

Employee Performance ◽

Training And Development ◽

Education Sector ◽

Primary Data ◽

Success Factor ◽

Public And Private Sector ◽

The Impact

The quality of Human Resource of any organization is regarded as an asset as well as a success factor. So every organization must improve the quality of Human Resource by investing time as well as resources. This can be achieved through the process of training. Training positively affects the job performance of the employees. Training plays an important role in inculcating positive changes in skill, knowledge and attitudes. So in today's fast changing world regarding technology and environment, training and development programmes are very essential to improve the performance of the employees at each and every level. Training is very necessary in Education sector also. This paper aims to determine the relationship between training and its impact on the performance of the employees in the education sector of Rajasthan. This study assesses whether training has positive impact on employee performance or not. For this study, a questionnaire was designed with structured questions to collect primary data from employees of various public and private sector institutions. In this paper, the impact of training and development on the working efficiency of employees especially in technical and professional institutes of Rajasthan .We all know that Education Industry is a growing industry now, where numerous private institutes have been opened so proper development of faculty as well as students has become an indispensable part since they are the future of our country.

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