Faculty Satisfaction In Higher Education:  A TQM Approach

This paper was aimed to investigate the levels of satisfaction among faculty members in higher education in Pakistan. Five hundred faculty members were surveyed from leading public and private universities through an instrument developed by the authors and 450 were completed and returned. Percentage method was used to analyze and interpret data. The results highlighted the value of the survey as a strategy for management and human resource planning in universities.

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A shotgun marriage: Employment equity and human resource planning

South African Journal of Business Management ◽

10.4102/sajbm.v30i1.752 ◽

1999 ◽

Vol 30 (1) ◽

pp. 23-32

Author(s):

Michèle Boonzaier ◽

Billy Boonzaier

Keyword(s):

Human Resource ◽

Resource Planning ◽

Action Plans ◽

Employment Equity ◽

Public And Private ◽

Human Resource Planning ◽

Resource Requirements ◽

Discrimination In Employment ◽

Managerial Positions ◽

Action Measures

The current state of human resource planning in South Africa is that many companies conduct virtually no such planning or provide it only for senior managerial positions. Employment equity legislation will, however, force the hand of managers and human resource practitioners in the public and private sectors alike to engage in regular human resource planning. The Employment Equity Act (1998) seeks to address the existing discrepancies in the distribution of jobs, occupations and income amongst South Africans by not only eliminating unfair discrimination in employment, but also making provision for affirmative action measures to promote a diverse and representative workforce. The employment equity audit requires the preparation of a workforce profile and consequent employment equity plan to address discrepancies. The main purpose of human resource planning is to identify future human resource requirements (in terms of numbers, skills, and particular characteristics, inter alia gender, race and disability) and to develop action plans to eliminate any discrepancies between the demand and supply of labour that are forecast. The article presents a comprehensive model of human resource planning, incorporating the practical implications of the Employment Equity Act, as a workable guideline to assist managers in compiling thorough forecasts and action plans in fulfilment of organizational and employment equity requirements.

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ANALYZING AND MODELING THE ROLE OF HUMAN RESOURCE INFORMATION SYSTEM ON HUMAN RESOURCE PLANNING AT HIGHER EDUCATION INSTITUTION IN INDONESIA

Russian Journal of Agricultural and Socio-Economic Sciences ◽

10.18551/rjoas.2017-08.14 ◽

2017 ◽

Vol 68 (8) ◽

pp. 118-124

Author(s):

H. Susilo ◽

E.S. Astuti ◽

Wiyata

Keyword(s):

Higher Education ◽

Information System ◽

Human Resource ◽

Education Institution ◽

Resource Planning ◽

Higher Education Institution ◽

Human Resource Planning ◽

Human Resource Information System ◽

Resource Information

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The role of administration and faculty in developing character education within public and private universities in Kuwait

International Journal of Educational Management ◽

10.1108/ijem-07-2019-0231 ◽

2020 ◽

Vol 34 (4) ◽

pp. 664-676

Author(s):

Meznah Saad Alazmi ◽

Ayeshah Ahmed Alazmi

Keyword(s):

Higher Education ◽

Character Education ◽

Character Development ◽

Private Universities ◽

Faculty Members ◽

Medium Effect ◽

Public And Private ◽

Content Type ◽

K 12

Purpose The purpose of this paper is to explore the role of administration and faculty members in developing character education within public and private universities in Kuwait. It further aims to explore the value of character education in effecting the quality experience of higher education. Design/methodology/approach The researchers employed a quantitative research paradigm, using a questionnaire survey method to collect data from faculty members at major public and private Kuwaiti universities. They used Statistical Package for the Social Sciences to analyze a total of 298 questionnaires. Findings The findings revealed that universities do indeed play a “strong” role in student character education. However, within public universities, it is the faculty themselves who form the key ingredient in the process rather than the administrative body, which is perceived to have a “Medium” effect. Conversely, at private universities, the administration and faculty both merited a “strong” role in developing character education. Practical implications The study will provide leaders with several recommendations to improve the integrated development of universities through fostering character education. Originality/value While K-12 education has received significant attention regarding the moral and character development of students over the last few decades, this study, extends this research significantly into higher education; focusing upon character development at university and comparing its implementation at both public and private institutions.

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Influences of working condition and faculty retention on quality education in private universities in Bangladesh

International Journal of Educational Management ◽

10.1108/ijem-03-2018-0121 ◽

2019 ◽

Vol 33 (1) ◽

pp. 149-165 ◽

Cited By ~ 3

Author(s):

Mohammad Ali Ashraf

Keyword(s):

Higher Education ◽

Human Resource ◽

Working Condition ◽

Private Universities ◽

Faculty Members ◽

Quality Education ◽

Private Higher Education ◽

Equation Modeling ◽

Faculty Retention ◽

Content Type

Purpose The purpose of this paper is twofold: first, to examine the influence of working condition on faculty retention and quality education in the private higher education sector; and second, to see whether there is any mediating role of faculty retention linking working condition and quality education in the private universities in Bangladesh. Design/methodology/approach To attain these objectives, a total of 516 data were collected from the faculty members of the private universities located all over the country based on random sampling procedure. Data were analyzed using structural equation modeling technique. Findings The findings of the study reveal that though working condition has a direct significant influence on both faculty retention and quality education and faculty retention has a partial mediating influence on quality education in private higher education institutes in Bangladesh. Research limitations/implications From a research perspective, the study results demonstrate once again the robustness of the Muslow’s hierarchy need theory of motivation for helping to explain the faculty members of the private universities. As more and more studies of faculty behavior and its antecedents are done within the similar framework, the author is more able to discover and confirm which antecedents are most important, helping the author build a robust theory of quality education affected based on human resource practices by the management of the institutes. Practical implications From a practical perspective, as a cumulative body of work on the nexus between human resource management and quality education emerges, the author will be better able to advise private university authorities on the elements they need to address in order to excel quality education. In this study, the one area of findings that may help university authorities the most concerns work environment. These findings imply that in order to excel quality education the authorities of the private universities should focus more on friendly and enjoyable working environment for prolonging faculty retention and excelling quality education. Originality/value This study has revealed an important contribution focusing the influence of working condition on faculty retention as well as quality education in private universities in Bangladesh.

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Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

Jurnal Ilmu Pemerintahan Nakhoda ◽

10.35967/jipn.v10i1.1600 ◽

2013 ◽

Vol 10 (1) ◽

pp. 49

Author(s):

Muhammad Ridwan

Keyword(s):

Human Resources ◽

Human Resource ◽

Resource Planning ◽

Civil Servant ◽

Civil Servants ◽

Human Resource Planning ◽

Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

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