scholarly journals Training-performance relationship: A Study of Nepalese Banking Sector

2017 ◽  
Vol 8 ◽  
pp. 31-41
Author(s):  
Dhruba Lal Pandey
Keyword(s):  
Organizational Performance ◽  
Banking Sector ◽  
Survey Design ◽  
Employee Performance ◽  
Development Program ◽  
Cross Sectional ◽  
Organizational Growth ◽  
Training Performance ◽  
Training Techniques ◽  
Relationship Of

Training is one of the dominant techniques of management development program in modern organizations. Substantial number of studies on human resource management literature focuses the relationship between training and employee performance with its broader implication on organizational growth and profitability particularly the training effect in gaining sustained competitive advantages. This study aims to test the hypothesized relationship of training and organizational performance in Nepalese banking sector. A survey design approach was applied. Ten commercial banks were selected randomly and 230 respondents from various banks participated in the survey. Likert scale questions were used for getting responses. Multiple regression analysis, ANOVA, and simple descriptive statistics were used for data analysis. All training techniques taken individually and in group (formal, informal) were regressed on turnover growth. The study result confirmed that the both incidence and intensity of training has strong effect on organizational performances particularly the turnover growth. Interestingly the study found that the firms investing predominantly in formal training better performed than those relying on informal training. However, the firm size, organization structure and technology have moderating effect on training-performance relationship stressing for requisites of further research to confirm the cross sectional validity of findings rather than to its early generalizations.The Saptagandaki Journal Vol.8 2017: 31-41

scholarly journals Impact of Talent Management on Employees’ Work Outcomes

sjesr ◽  
2021 ◽  
Vol 4 (1) ◽  
pp. 405-415
Author(s):  
Muhammad Shafique ◽  
Dr. Muhammad Zia-ur-Rehman
Keyword(s):  
Employee Engagement ◽  
Management Practices ◽  
Banking Sector ◽  
Positive Impact ◽  
Employee Performance ◽  
Talent Management ◽  
Mediation Effect ◽  
Work Outcomes ◽  
Time Data ◽  
Cross Sectional

The study focuses on empirically examining the relationship of talent management (TM) on employee performance and quit intention.  Further, by taking into account business strategy, the research also culls out the sequential mediation effect of talent management and employee engagement on employee work-related outcomes in the banking sector of Pakistan. Data were analyzed by employing Smart PLS (v.3.2.7) to empirically examine the conceptual model on 1095 talented employees, which were part and parcel of the Banking Sector of Pakistan. The core findings of the research paper are that the talent management practices have a positive impact upon the working of employees as well as quit intentions. Additionally, the study deduced that engagement at employees’ level might contribute partially as a mediation role in between employee work outcomes and talent management. The study employed cross-sectional one-time data collection, therefore its generalizability is suggested as limited with its scope. Human Resource personnel and OB practitioners can create a positive workplace culture in the organization by implementing talent management practices. The study makes value addition in the existing literature of talent management and explore new variable, which is affected by talent management.

scholarly journals PENGARUH BIG FIVE PERSONALITY TERHADAP KINERJA PEGAWAI MELALUI BUDAYA ORGANISASI

2021 ◽  
Vol 5 (1) ◽  
pp. 1066-1085
Author(s):  
Shinta dewi Ambarwaty yusuf
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Big Five ◽  
Significant Influence ◽  
Employee Performance ◽  
Mediating Effect ◽  
Big Five Personality ◽  
And Performance ◽  
Relationship Of ◽  
The Relationship

So far, the culture of civil servants is still at issue especially supported by personalities that are in the public spotlight in providing services to the community. The purpose of this study was to determine the description of a person's personality through Big Culture, Organizational Culture Overview and Balitbangda Employee Performance in Jambi Province and determine the relationship of influence between big five personality and organizational culture on employee performance both simultaneously and partially and to test organizational culture as a moderating variable on the influence Big five personality on performance. This study uses survey research techniques, census sampling techniques that are all Balitbangda employees as samples and data analysis is done descriptively and perivikatip. Descriptively describe the variables studied from the variables without testing. Perivikatip examine the relationship of influence between the independent variable and the dependent variable. The results of data processing indicate that descriptively Big Five Personality, organizational culture and performance are in the quite good category. The perivikatip test shows that there is a significant significant influence on the Big Five Personality of organizational culture and has a positive relationship. Organizational culture has a positive and significant influence on organizational performance, Big Five Personality has a positive and significant influence on performance. There is a significant mediating effect of the interaction of the Big Five Personality and Organizational Culture on the influence of the Big Five          Personality on the Performance of Balitbangda Jambi Province Employees

scholarly journals Analisis Hubungan Pengajaran dengan Mutu Pelayanan Rumah Sakit di Rumah Sakit Islam Kota Padang

2020 ◽  
Vol 20 (2) ◽  
pp. 551
Author(s):  
M Adharudin ◽  
Yulastri Arif ◽  
Dorisnita Dorisnita
Keyword(s):  
Service Quality ◽  
Organizational Performance ◽  
Free Market ◽  
Market Competition ◽  
Active Role ◽  
Cross Sectional ◽  
Cost Efficient ◽  
Cross Sectional Design ◽  
Relationship Of

Hospital service quality is an assessment of services obtained from patients with cost-efficient and results from the organization's organizational performance. Free market competition requires us to improve quality in all fields, especially in health services to be recognized internationally, the phenomenon of people prefering to seek treatment abroad is a big challenge in improving the quality of hospital services. The purpose of this study was to determine the relationship of Teaching with the services quality in Padang City Islamic hospitals. The study design used was descriptive correlation with cross sectional design. The sample of this study were 325 inpatients. The results of this study prove that there is a relationship between teaching and service quality in Padang City Islamic hospitals (P = 0.006). This study recommends hospitals to increase the active role of nurses in improving service quality with the COPA model approach, which is teaching that can be applied in hospitals.

Does organizational virtuousness and psychological capital impact employee performance: evidence from the banking sector

2019 ◽  
Vol 34 (5) ◽  
pp. 17-19 ◽  
Author(s):  
Shubha Dubey ◽  
Namita Ruparel ◽  
Rajneesh Choubisa
Keyword(s):  
Banking Sector ◽  
Psychological Capital ◽  
Employee Performance ◽  
Underlying Mechanism ◽  
Internal Variables ◽  
Cross Sectional ◽  
Content Type ◽  
Research Perspective ◽  
Cross Sectional Design ◽  
Rated Performance

Purpose Positive psychology views organizational virtuousness (OV) and psychological capital (PsyCap) as significant external and internal variables. From a research perspective, both OV and PsyCap have indicated a positive relationship with employee performance. However, the underlying mechanism of the causal relationship needs to be explored. Design/methodology/approach The study employed a cross-sectional design. The sample was collected through snowball technique from (n = 122) Indian bank employees from the public (51 per cent) and private sector (49 per cent). Findings OV and PsyCap reveal a positive effect on self and supervisor-rated performance of the Indian bankers. OV predicts PsyCap. Overall, OV and PsyCap impacts supervisor-rated performance. Research limitations/implications Our study demonstrates that organizations can develop employee OV to enhance their PsyCap. It is essential to improve their perceptions of OV. Moreover, this relationship also empowers employee performance, thereby emphasizing the importance of OV among employees, managers and organizations. Study findings seem robust, but other researchers should extend this work into other sectors and with larger sample sizes. Originality/value Our study is the first to explore the relationships between OV and PsyCap. Also, it assesses the variable’s impact on self and supervisor rated performance. The results of our study provide insights into banking employees' performance that managers can use in their daily operations.

The effect of Workforce Diversity on Employee Performance in Higher Education Sector

2019 ◽  
Vol 6 (3) ◽  
pp. 1-8
Author(s):  
Faisal Khan ◽  
Amir Sohail ◽  
Muhammad Sufyan ◽  
Maaz Uddin ◽  
Abdul Basit
Keyword(s):  
Higher Education ◽  
Organizational Performance ◽  
Ethnic Diversity ◽  
Employee Performance ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Statistical Technique ◽  
Education Sector ◽  
Workforce Diversity ◽  
Cross Sectional

Every organization needs to adopt workforce diversity due to which diverse work team every member has different skills, abilities and capabilities to improve organizational performance The objectives of this study are to investigate the relationship and effect between demographic variables especially Age, gender and education background diversity and dependent variable Employee performance among the employees of Higher education sector in Swabi district, KP Pakistan. The data has been collected on cross sectional through questionnaires and simple random sampling technique has been used. The population of this study is 440 faculty members of Higher Education Sector Districts, Swabi KP. Furthermore, the data has analyzed through different statistical technique by using SPSS software .The findings of the study shows that there is positive relationship between independent variables (Age, gender, education background and ethnic diversity) and dependent variable (Employee performance). In last, the study shows the recommendations for further researches and implementation for the individual, organization and policy makers.

Evaluating the Influences of Employees Training and Development on Organizational Performance of Deposit Money Banks

2020 ◽  
pp. 35-43
Keyword(s):  
Organizational Performance ◽  
Staff Training ◽  
Survey Design ◽  
Rank Correlation ◽  
Training And Development ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Spearman’S Rank Correlation ◽  
Spearman’S Rank Correlation Coefficient ◽  
Job Orientation

The aim of this study was to empirically examine the association between staff training& development and Organizational performance of deposit money banks in Rivers State. The study applied cross sectional survey design in structured questionnaire to collect data from 66 personnel of designated positions of any accessible branch of the 22 deposit money banks. Spearman’s Rank Correlation Coefficient tool was employed with the help of SPSS Version 21.0, in statistically analyzing data. Results revealed that staff training and development have positive and significant relationship with organizational performance. Consequently, the study concludes that staff training and development are strategic assets in equipping employees with the necessary tools to improve productivity. The research recommends that banks that want to improve productivity are encouraged to invest more on staff training and development; particularly mentoring and job orientation.

Evaluating the Influences of Employees Training and Development on Organizational Performance of Deposit Money Banks

2020 ◽  
Vol 2 (1) ◽  
pp. 35-43
Author(s):  
Obabuike Ikeni Nkpurukwe ◽  
Jonathan Peter Uzah ◽  
Andy Fred Wali
Keyword(s):  
Organizational Performance ◽  
Staff Training ◽  
Survey Design ◽  
Rank Correlation ◽  
Training And Development ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Spearman’S Rank Correlation ◽  
Spearman’S Rank Correlation Coefficient ◽  
Job Orientation

The aim of this study was to empirically examine the association between staff training& development and Organizational performance of deposit money banks in Rivers State. The study applied cross sectional survey design in structured questionnaire to collect data from 66 personnel of designated positions of any accessible branch of the 22 deposit money banks. Spearman’s Rank Correlation Coefficient tool was employed with the help of SPSS Version 21.0, in statistically analyzing data. Results revealed that staff training and development have positive and significant relationship with organizational performance. Consequently, the study concludes that staff training and development are strategic assets in equipping employees with the necessary tools to improve productivity. The research recommends that banks that want to improve productivity are encouraged to invest more on staff training and development; particularly mentoring and job orientation.

scholarly journals An Assessment of the Impact of Performance Management on Employee and Organization Performance - Evidence from Selected Private Organizations in Tanzania

2018 ◽  
Vol 8 (3) ◽  
pp. 199
Author(s):  
Janes O. Samwel
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Employee Performance ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Resource Officers ◽  
Private Organizations ◽  
Practice Performance ◽  
Effective Performance ◽  
The Impact

Performance management is one of the important key activities performed by organizations to monitor the performance of their employees. Organizations must regularly evaluate the performance of their employees in order to understand their current and future abilities. The purpose of this paper is to assess the impact of performance management on employee and organizational performance. The study adopted a cross-sectional survey research design and involved a sample size of 120 human resource officers and managers from selected private organizations in Tanzania. Data was collected using structured questionnaires and interviews and analyzed using descriptive and inferential statistics and the results presented using tables. The findings of the study reveal that private organizations practice performance management and have effective performance management system to evaluate/appraise the performance of their employees. Moreover, the findings reveal that there is a significant relationship between performance management and employee performance as well as between performance management and organizational performance. The study recommends the need of the private organizations to maintain and continue practising and implementing effective performance management systems, also to continue evaluating the performance of their employees frequently because it helps to determine training needs and at the same time acts as a motivational strategy hence leads to a better performance of employees and organization.

scholarly journals Influence of Training Strategies on Employee Performance in Public University Campuses in Kericho County, Kenya

2020 ◽  
Vol 16 (3) ◽  
pp. 88
Author(s):  
Benjamin Bett Cheruiyot
Keyword(s):  
Survey Design ◽  
Employee Performance ◽  
Target Population ◽  
Public University ◽  
Study Data ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
University Campuses ◽  
The Public ◽  
Training Strategies

The focus of this study was to investigate the influence of training strategies on employee performance in public university campuses in Kericho County, Kenya. The study was motivated by concerns on employee performance in public university campuses despite the various training strategies adopted by the public institutions to enhance employee performance. The study adopted a cross-sectional survey design.  A sample of 106 employees, representing 26% of the target population, was selected from four public university campuses namely; University of Kabianga (UK), Moi University (MU), Kenyatta University (KU), and Kisii University (KSU). Stratified random sampling was utilized in selecting the respondents for the study. Data was collected through a questionnaire and analyzed using both descriptive and inferential statistics. A pilot study was conducted on the data collection instrument to pre-test its validity before the main survey, while data reliability was measured using Cronbach’s alpha coefficient. Statistical Package for Social Sciences (SPSS) version 23.0 was used to aid in coding, entry and analysis of quantitative data. Finally, there is a conclusion and recommendation based on the findings. The study found out that the relationship between training strategies and employee performance was significantly positive. The conclusion from the findings of this study is that motivated employees are the main drivers of the public institutes’ performance. Given the findings, the study recommends that public universities improve training strategies to improve the level of employee performance.

scholarly journals Association between rewards and employee performance: An empirical research on Omani banks

2021 ◽  
Vol 5 (1) ◽  
pp. 15-21
Author(s):  
Mythili Kolluru
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Structural Equation ◽  
Banking Sector ◽  
Employee Performance ◽  
Equation Modeling ◽  
Participatory Management ◽  
Optimum Performance ◽  
Middle East Countries ◽  
Performance Matrix

The current paper aims to explore the association between rewards and employee performance in the Oman banking sector. This study evaluates data of 500 bank employees across 18 listed banks in the Sultanate of Oman. A theoretical framework is discussed to assess the effects of rewards on employee performance. According to this literature review, it is proven that rewards influence employee performance. Güngör’s (2011) study shows that organizations develop reward strategies to motivate and increase employee performance. Salah (2016) proves that rewards have a strong influence on employee performance, and he further states that incentives encourage employees to work with purpose and increase organizational performance. The outcomes are examined using factor analysis, structural equation modeling, and multivariate analysis of variance. The results of this study provide critical insights into how companies can adopt effective reward management to sustain and compete in the dynamic business landscape and modulate performance management in Omani banks. Overall, a statistically significant association between the rewards system and employee performance in Oman’s listed banks is established in this study. The study further underscores the need to design and evolve employee-centric policies to get optimum performance. It also offers guideposts for managers and policy planners working in the Middle East countries’ banking sector to develop holistic policies to succeed in stiff, cut-throat competition and ensure participatory management for best performance. Herein, extrinsic and intrinsic rewards are studied concerning their impact on the performance matrix. A proper insightful reward management system may lead to optimum performance, better outcomes, and a robust financial plan

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