scholarly journals Effects of Training on Organizational Performance

2018 ◽  
Vol 6 (5) ◽  
Author(s):  
Cross Ogohi Daniel
Keyword(s):  
Organizational Performance ◽  
Employee Performance ◽  
Employee Commitment ◽  
Individual Performance ◽  
Sample Size Determination ◽  
Technological Advancement ◽  
Business World ◽  
Knowledge And Attitude ◽  
The Right ◽  
The Impact

Training is one of the Human Resources functions of the organization. When employees are recruited into the organization, they may not come with all the required skill set to discharge fully their roles in the organization. Hence, the one to equip such new employees with relevant skill set for the good of the organization. Also, the business world is very dynamic and ever changing. Organizations keep innovating making it imperative or organizations to keep training and learning. The rate technological advancement has made it almost impossible for any forward looking organization not to flow with the competition is cut throat. Customers keeping raising expectations which every bank which want to remain in business will necessarily have to meet. The Customer-facing employees will need the right skills, knowledge and attitude to manage the customers with their high expectation. The right skill, knowledge and attitude can be acquired through training. The research attempts to find out the impact which training has employee performance bearing in mind that the aggregate of individual performance will culminate to organizational performance. The study considered the microfinance bank sub-sector from which three banks were selected. Data was collected from 304 respondents who were drawn using Taro Yamane sample size determination technique through structured questionnaire. The data collected was subjected to both descriptive and inferential techniques were used to test formulated hypotheses. The study showed that employee skill, knowledge and ability gained from training has significant effect on productivity. Further findings reveal that training has effect on employee commitment to the organization. The conclusion is that training enhances employee performance as well as employee commitment to the organization. It is therefore, recommended that microfinance banks and all organization should take more active interest in the training of its employees.

Predicting Employee Performance

2020 ◽  
pp. 281-305 ◽  
Author(s):  
Ramona Diana Leon ◽  
Ramona Ioana Tănăsescu ◽  
Carmen Elena Tănăsescu
Keyword(s):  
Organizational Performance ◽  
Task Performance ◽  
Generation X ◽  
Employee Performance ◽  
Banking System ◽  
Contextual Performance ◽  
Individual Performance ◽  
Convenience Sample ◽  
Counterproductive Behavior ◽  
The Impact

The research aims to perform an intergenerational analysis regarding the impact of counterproductive behavior and contextual performance on employees' task performance. The analysis is performed on a convenience sample of 165 employees from three different generations who work in the banking system. The results show that (1) 33.50% of task performance variance is determined by the variance of contextual individual performance and counterproductive behavior, (2) 13% of the variance of contextual individual performance can be explained by the variance in counterproductive behavior, (3) 33.70% of the variance of contextual organizational performance can be explained by the variance of task performance and counterproductive behavior. In addition, significant differences appear regarding the influence of (1) the counterproductive behavior on the contextual performance (Generation X vs. Y), (2) the contextual individual performance on task performance (Generation X vs. Z), and (3) the counterproductive behavior on the contextual individual performance (Generation Y vs. Z).

scholarly journals An Analytical Study on HR Practices in the Public Sector Universities of Azad Jammu and Kashmir

2021 ◽  
Vol VI (I) ◽  
pp. 192-202
Author(s):  
Faheem Ghaznafar ◽  
Ghulam Nabi ◽  
Quratul Ain
Keyword(s):  
Employee Performance ◽  
Employee Commitment ◽  
Primary Data ◽  
Jammu And Kashmir ◽  
The Public ◽  
Hr Practices ◽  
Perceived Performance ◽  
Primary Focus ◽  
The Right ◽  
The Impact

The primary focus of this paper was to analyze the impact of performance evaluation, compensation and promotion on perceived employee performance. Primary data collection was collected from 214 employees serving in various universities of AJK. Data were analyzed through correlation and regression by running SPSS software. Results revealed that all selected HR practices were positively related to employee perceived performance and employee commitment. Employee commitment has also been tested as the mediator between HR practices and employee perceived performance. As per reference (Barren and Kenney, 1986), partial mediation of employee commitment was found between the HR practices and employee perceived performance. The study indicates that if an organization wishes its workforce to be committed to it and wants to enhance its performance, it needs to address its HR practices. Investment in HR practices is undoubtedly the right investment to enhance the commitment and to boost the performance of the employees.

scholarly journals The Influence of Leadership Style, Competency and Compensation on Employee Performance and Its Impact on Organizational Performance in Kementerian Pertanian

FOCUS ◽  
2020 ◽  
Vol 1 (1) ◽  
pp. 28-42
Author(s):  
Sugito Efendi ◽  
Suwardi Suwardi
Keyword(s):  
Organizational Performance ◽  
Leadership Style ◽  
Structural Equation ◽  
Research Method ◽  
Quantitative Methods ◽  
Employee Performance ◽  
Equation Modeling ◽  
Survey Method ◽  
Directorate General ◽  
The Impact

This study aims to analyze the influence of leadership style, competence, compensation on employee performance and the impact on organizational performance on the employees of the Directorate General of Agricultural Infrastructure and Facilities. This study used a survey method by distributing questionnaires to employees of the Directorate General of Agricultural Infrastructure and Facilities. As the respondent. This research method uses quantitative methods with technical analysis of Structural Equation Modeling (SEM) with the AMOS version 22 application. The research sample used in this study were 158 respondents. The results showed that leadership style, competence and compensation directly had a positive and significant effect on employee performance. Leadership style, competence and compensation directly have a positive and significant effect on organizational performance. Leadership style, competence and compensation indirectly have a positive and significant effect on organizational performance through employee performance.

scholarly journals Organizational Learning and Motivation: Assessing the impact on Employee Performance

2016 ◽  
Vol 5 (2) ◽  
pp. 355 ◽  
Author(s):  
Puja Sareen ◽  
Parikshit Joshi
Keyword(s):  
Organizational Learning ◽  
Organizational Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Employee Motivation ◽  
Primary Data ◽  
Hygiene Factors ◽  
And Performance ◽  
The Impact

<em>Organizational learning has the potential to improve organizational performance. For any organization to sustain long term benefits it requires to establish a mechanism to tap the knowledge and use this knowledge in taking future decisions. This study tries to capture the role of Organizational Learning and Employee Motivation and its impact on the Employees’ Performance. The study is exploratory and descriptive in nature. The questionnaire used for primary data collection has its items collected and derived from various standardized questionnaires available. The analysis of the primary data shows that there is a positive correlation between Organizational Learning and Organizational Performance. On understanding Herzberg theory of motivation the study came to conclusion that employees consider hygiene factors of motivation more significant than the motivator factors. The motivation level of employees in an organization has positive impact on the overall performance of any organization. The study helps the organizations to understand the relationship between learning and performance considering motivation as a mediating variable. </em>

scholarly journals The Mediation Model of Interrelationships among 4 C’s of Work Environment, Employee Performance and Organizational Performance in Pakistani organizations

2018 ◽  
Vol 2 (3) ◽  
pp. 176-180 ◽  
Author(s):  
Saima Aftab ◽  
Komal Bhatti
Keyword(s):  
Organizational Performance ◽  
Work Environment ◽  
Career Planning ◽  
Employee Performance ◽  
Individual Performance ◽  
Strong Positive Correlation ◽  
Mediation Model ◽  
Management Communication ◽  
Services Sector ◽  
Organizational Performances

Objective and subjective aspects of Individual and Organizational performances (Valmohammadi & Roshanzamir, 2015) has been focus of research arena at number of instances to conclude about micro, meso and macro level phenomenas within organziations. This study aims to provide a unique outlook on 4 C’s of work environment (meso) and their interrelationship with Organizational Performance through i-e individual performance (micro). Career planning, Consultative management, Communication and Culture (performance oriented) are taken as 4 important C’s, constituting a comprehensive whole of Work environment. The study proposed two research hypotheses. Data was collected through 5 point Likert scale questionnaires, from 297 employees of 42 manufacturing and services sector firms in Pakistan. Bivariate Pearson’s Correlation, Preacher and Hayes Process v 3.0, Model 4, and Bootstrapping is used for data analysis. Results indicate that all four C’s of work environment have strong positive correlation with organziational perfomance through individual performance acting as a mediator.

scholarly journals To Understand the Team Cohesiveness, Teamwork Quality and Team Performance in Employee Performance in University

2019 ◽  
Vol 8 (2S9) ◽  
pp. 853-858
Keyword(s):  
Organizational Performance ◽  
Team Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Organization Performance ◽  
Negative Effects ◽  
Team Cohesiveness ◽  
Positive Effects ◽  
Overall Performance ◽  
The Impact

The purpose of this research is to seek and identify the impact teamwork has on organizational performance. The research to understand the teamwork quality, team cohesiveness and team performance in employee performance, identify the positive or negative effects of teamwork on employees and to examine the impact of teamwork on organization performance. Therefore, it is to determine how teamwork could effect and improve University employee’s performance within the organization. In fact, it is also to understand on how methods like teamwork quality, team cohesiveness, and teamwork performance have could be used to have positive effects in employee overall performance. The research study used correlation techniques in order to analyze the relationship between two variables that was Teamwork and Organization Performance. In many of the journals and article that was collected, there was clear evidence that teamwork and other measures of team performance are positively related with organization performance. The study of the research shown that there was a significant positive impact of teamwork on organizational performance and employee’s overall performance.

It’s time to bring performance appraisal into the twenty-first century

2015 ◽  
Vol 23 (7) ◽  
pp. 23-26 ◽  
Author(s):  
Shahina Javad ◽  
Sumod S.D.
Keyword(s):  
Performance Management ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Appraisals ◽  
Appraisal System ◽  
Business World ◽  
Content Type ◽  
Rating Method ◽  
Modern Business ◽  
The Right

Purpose – Examines the weaknesses of many current performance appraisals and shows how to improve them. Design/methodology/approach – Draws on examples from companies such as Cisco, Google and Infosys. Findings – Shows that there are two main sets of reasons for the failure of performance management – system related and people related. System-related problems crop up while defining the performance goals or designing the appraisal system. People-related problems usually arise while discussing the results of appraisals. Practical implications – Investigates the importance of the three key elements of performance appraisal – the appraiser, the appraisal period and the rating method. Social implications – Shows how important performance appraisal can be in the modern business world where skilled and talented workers are at a premium. Originality/value – Argues that present-day organizations need to develop an ongoing process to manage employee performance, make sure the right things are being measured, and that the feedback is carried out as constructively as possible.

scholarly journals Effect of Employees’ Commitment on Organizational Performance in Selected Firms

2020 ◽  
Vol 1 (1) ◽  
pp. 108-120
Author(s):  
Ogala S. C
Keyword(s):  
Organizational Performance ◽  
Equal Opportunity ◽  
Survey Design ◽  
Employee Commitment ◽  
Positive Influence ◽  
Performance Appraisals ◽  
Sample Population ◽  
Brewing Industry ◽  
Capital Development ◽  
The Impact

This study investigated the effect of employee’s commitment on organizational performance in selected brewing firms.  Two objectives which are ;To examine the impact of  employee commitment on organizational profitability  in brewing industry in Nigeria To examine  the dimensions of employee commitment on performance in brewing industry in Nigeria guided the study. Also two research questions and hypotheses were drawn along that line. A survey design was adopted with a sample population size of 216 drawn using Taro Yamani. Data were presented and analyzed using tables and simple percentages. Also, hypotheses were tested using parametric statistics. Findings revealed that Organizational profitability had a positive influence on employees performance in the area studied (Zc=4.226 > Zt =1.645) and Inadequate employees development programmes had a positive influence on employees commitment in the area studied (Zc=4.531 > Zt =1.645). It was recommended that Organizations should regularly embark on performance appraisals because; it will go a long way to know whether the human capital development is producing the needed result and that there should be a systematic view towards employees’ commitment development in organizations. That is to say all levels, sections should be given equal opportunity to develop.  As generally stated, if you fail to plan, then you are planning to fail

scholarly journals The Impact of Industry Variables on Company`s Performance

2017 ◽  
Vol 8 (1) ◽  
pp. 202-209
Author(s):  
Enida Pulaj
Keyword(s):  
Organizational Performance ◽  
Primary Data ◽  
Business World ◽  
Construction Companies ◽  
Major Development ◽  
High Level ◽  
S Model ◽  
The Impact ◽  
The Relationship ◽  
Competitive Forces

Abstract Everywhere, in the business world and not only, we speak about the competitiveness. And while talking about this concept, it seems appropriate to explain what the competitiveness is and how it influences the organizational performance. Nowadays, there has been a growing intensity of competition in all business areas and this has resulted in a greater attention to analyze the competitive behavior under environmental dynamics and complexity. The industry is the "arena" where starts and applies every company`s activity. Usually, facing the high level of competition, it is necessary to study all the variables which influence the organization in order to achieve goals such as: the profitability and ensuring organization`s longevity. The purpose of this paper is to examine the relationship between industry forces and organizational performance to test the applicability of Porter`s model explaining the differences in the performance of construction companies. The methodology used is in the function of links between variables that characterize the industry and the realized performance, expressed through overall performance. The primary data collection was conducted through a questionnaire. Besides the demographic characteristics of the sample, the questionnaire as well aims to collect information on a high number of variables. Geographically, the companies participated by completed the questionnaire, were performing their business activity in Vlora region (such as Vlora city, Orikum and Himara), covering areas where construction sectors had the major development, including urban and coastline areas. The processing data collected via questionnaire shows that the construction industry is characterized by a high level of competitiveness and market fragmentation.Through the empirical analysis of competitive forces, the study contributes to the specific orientation that investors and managers should have when they face a high rivalry among companies.

Sign in / Sign up

Export Citation Format

Share Document