scholarly journals Effects of Training on Employee Performance in Telecommunication Industry of Nepal

Pravaha ◽  
2020 ◽  
Vol 26 (1) ◽  
pp. 109-117
Author(s):  
Laxman Raj Kandel
Keyword(s):  
Human Resource ◽  
Employee Performance ◽  
Policy Decision ◽  
Business Environment ◽  
Research Management ◽  
Telecommunication Industry ◽  
Research Approach ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Telecommunication Companies

Employees are major assets of any organization. The vigorous role they play towards a company’s accomplishment cannot be undervalued. As a result, preparing these unique resources through effective training becomes authoritative so as to use the job performance. Also position them to require on the challenges of the today’s competitive business environment. Though general research has been shown within the area of human research management, the similar cannot be said on employee training specifically because it concerns developing nations. The purpose of this study was to gauge the consequences of training on employee performance, using the telecommunication industry in Nepal. So as to grasp the study aim, four goals were developed and these focused particularly on identifying the training programs’ current within the industry, the target of the training offered, and therefore the methods employed and lastly the results of training and development on human resource performance. The study was supported two case studies of the biggest telecommunication companies operating in Nepal. A qualitative research approach of the facts collection was approved using a questionnaire including of 18 questions dispersed to 240 respondents. Supported this sample the results found, show that training features a clear effect on the performance of employees. The findings can prove useful to human resource managers, human resource policy decision makers, still as government and academic institutions.

Impact of Training Programs on Employees’ Performance: Case Study on Afghanistan’s Telecommunication Companies

2019 ◽  
Vol 11 (1) ◽  
Author(s):  
Ahmad Mujtaba Ahmadi ◽  
Keyword(s):  
Human Resource ◽  
Quantitative Research ◽  
Training Programs ◽  
Research Area ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Development Teams ◽  
Telecommunication Companies ◽  
Or Organization

Employees are playing the major role in any organization, as they are the assets of the company, thus the company’s success depending on the employees’ activeness and their performance. As it is obvious that the company or the organization must invest on effective training on their employees in order to grow up the job performance. The Human Resource Management is the research area, which conducted many research and surveys especially on the factors of training and developing programs on Employees performance. The purpose of this study is to investigate and measure the effects of training programs on Employees performance in Afghanistan’s Telecommunication Companies as a case study. Four objectives were developed in order to understand the study aim. This study is based on four case studies of the biggest Telecommunication companies, which currently they are operating in Afghanistan. A quantitative research was implemented which the data are collected through the questionnaires by approaching 18 questions that distributed to 61 respondents within those four companies employees’. As a result, to findings the resourceful and active Human Resource Managers with respect to the decision makers of the Telecom companies. With respect to Training and development results with optimal utilization of resources in a company or organization. There is no wastage of resources, which may cause extra expenses. Accidents are also reduced during working. All the machines and resources are used economically, reducing expenditure. This case study mainly tangled 4 Telecommunication companies survey (private/Public) sectors, in Afghanistan and the duration of completion of the research was conducted within 6 months period. The questionnaires were distributed to the 61 active employees’ of those telecom companies. mostly the respondents of the questionnaire were from HR, Admin, Training Development teams and technical departments, the data was analyzed through AMOS version 20 and Statistical Package for Social Science (SPSS) Version 20.

scholarly journals The Influence of Training and Development on Employee Performance: A Study on Garments Sector, Dhaka Bangladesh

2020 ◽  
pp. 44-58
Author(s):  
Most. Monowara Begum Mamy ◽  
Rubaiyat Shabbir ◽  
Md. Zahid Hasan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Employee Performance ◽  
Skill Development ◽  
Employee Training ◽  
Policy Decision ◽  
Training And Development ◽  
Research Management ◽  
Business World ◽  
Research Activities

An organization’s have various resources such as; human and non- human resources. Employees are human resources. They are also life blood of an organization as like as capital. They plays an important role by performing different activities within and outside the organization. So every organizations should give more attention to the improvement of employees for achieving more effective outcome from them. Also make them efficient to survive in the competitive business world. Many researchers have conducted research activities in the field of Human Research Management, the same cannot be said on employee training and development especially as it concerns developing countries like Bangladesh. The purpose of this study was to evaluate the effects of skill development training on employee performance, using the garments industry in Bangladesh. For understanding the aim of this study, three goals were developed and these focused particularly on investigating the meaning and importance of training, examining the methods are used to develop employee’s skills and finally evaluating the influence of skill development training on employee performance. This conceptual paper also aimed at studying the influence of skill development training on employee performance and to provide suggestion as to how firm can improve its employee performance through effective training programs. The study was based on some garments industry operating in Dhaka, Bangladesh. The qualitative and quantitative both approaches of the data collection were adopted using a questionnaire comprising of some structured questions distributed to 170 respondents between two garments industries; Masco Industries Limited (Composite knit garments) and Walmart Garments, Narayangonj. Based on this sample the results obtained indicate that training have a clear effect on the performance of employees. The results of this study can be useful to Human resource managers, Human resource policy decision makers, as well as government and academic institutions. This research found that strong relationship exists between employee training and development with employees’ performance. The results reveal that the more the employee gets training, the more efficient their level of performance would be.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

scholarly journals The views of HR practitioners on ethical issues within organisations: A South African perspective

2014 ◽  
Vol 9 (4) ◽  
pp. 413-428
Author(s):  
R Wordsworth ◽  
BJ Erasmus
Keyword(s):  
South African ◽  
Human Resource ◽  
Ethical Issues ◽  
Ethical Behaviour ◽  
Human Resource Managers ◽  
Human Resource Professionals ◽  
Human Resource Department ◽  
Resource Managers ◽  
African Perspective

This article reports on the results of a survey conducted among human resource practitioners in South Africa regarding their involvement in and experience of business ethics and unethical behaviour in their organisations. The results of the study concur with the theoretical perception that human resource managers have an important role to play in the institutionalisation of good ethical behaviour in the organisation, with the majority of respondents reporting that the human resource department is a primary resource for ethical initiatives and that human resource professionals are involved in the formulation of ethics policies. The article provides some insights in terms of the role of the human resource managers in the management of ethics. In so doing, an attempt is made to address the question of whether human resource managers should be the drivers of ethics initiatives in the organisation.

scholarly journals Human Resource Management and Business Adaptability and Adjustability in Business Development

2017 ◽  
Vol 3 (2) ◽  
pp. 213
Author(s):  
Fanny YF Young
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Development ◽  
The Internet ◽  
Human Resource Managers ◽  
Continuity Planning ◽  
Human Resource Department ◽  
Resource Managers ◽  
Business Resilience

Business adaptability and adjustability is highly important for the business development. It was suggested human resource managers and executives could pay an important contribution to this area. The aim of this study was to search the literature to see how the human resource managers and executives can improve the business adaptability and change of the companies. The internet was searched using various search engines like Google Scholars, Proquest and Google using keywords like human resource management, business adaptability and adjustability and business resilience. All selected papers were individually studied and any relevant materials were identified. Result showed that there were roles of human resource managers and executives in building business adaptability and adjustability such as acting as strategic partners, employee sponsors or advocates, change mentors and there were contributions which include transition the human resource department to a profitability factor; making profit to the company and engaging in people-focused approach to business continuity planning for crisis.

scholarly journals Kleinstaaterei im Dienstrecht der deutschen Bundesländer

2020 ◽  
Author(s):  
Nicolai Dose ◽  
Felix Wolfes ◽  
Carolin Burmester
Keyword(s):  
Public Administration ◽  
Case Studies ◽  
Human Resource ◽  
Online Survey ◽  
Civil Service ◽  
Civil Servants ◽  
Human Resource Managers ◽  
Federal States ◽  
Resource Managers ◽  
German Federal States

With the federalism reform of 2006, the German federal states gained legislative power over their civil servants. This did not only lead to a substantial difference in pay levels but also to fragmented civil service regulations with different degrees of attractiveness. Requests to move to another state have created various problems in the different areas of the civil service. They are partly caused by the fragmented regulations and partly by an informal agreement between the states. By making use of an online survey among human resource managers in the different areas of public administration and 32 case studies of civil servants who either aspire to move to or have moved to another state, this book systematically identifies and analyses civil servants’ motivations for and hindrances to doing so. In this way, it reveals both obstructive and conducive factors which explain mobility. Moreover, the authors put forward some reform proposals.

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