scholarly journals Impact of HR Practices on Organizational Effectiveness

2021 ◽  
Vol 12 (2) ◽  
pp. 157-168
Author(s):  
K. Sreenivasa Murthy ◽  
K. Sai Kumar
Keyword(s):  
Organizational Effectiveness ◽  
Employee Performance ◽  
Strong Relationship ◽  
Organizational Policies ◽  
Employee Recognition ◽  
Hr Practices ◽  
Policies And Procedures ◽  
Recruitment And Selection ◽  
The Impact ◽  
And Training

The purpose of this paper is to identify the factors for both HR practices and organizational effectiveness along with what extent HR practices impact organizational effectiveness. The data were randomly collected from faculty working in engineering colleges located in around Chennai. An analysis of the data identified compensation, employee performance evaluation, recruitment and selection and training practices are the important HR factors. Similarly, employee recognition, development and encouragement, organizational policies and procedures, and organizational structure are the factors identified for the organizational effectiveness after analyzing the results generally are in tune with previous studies. Regression analysis was applied to test the impact of HR practices on organizational effectiveness, and it is found that there is a strong relationship between the two. It highlights compensation practices are the crucial element of HR practices and have a significant impact on the organizational effectiveness.

scholarly journals Impact of Training on Employees' Performance

2020 ◽  
Vol V (III) ◽  
pp. 120-128
Author(s):  
Muhammad Zia-ur-Rehman ◽  
Riaz Hussain Ansari ◽  
Himayat Ali
Keyword(s):  
Strong Correlation ◽  
Employee Performance ◽  
Strong Relationship ◽  
Levels Of Analysis ◽  
Future Research ◽  
Hr Practices ◽  
The Impact ◽  
Positive Effect

The aim of this paper is to examine the impact of training on employee performance. The study investigates the association and offers proposals for additional investigations. There is a need to check the HR Practices and also quantify the effect across employees' performance. Based on the studies conducted by previous researchers, the study shows similar results that training practices and employee performance have a strong correlation. Taking other aspects into account, it can be said in general that the research discoveries are shifted; however, context remains similar. A few studies have discovered a positive affiliation, some negative, and some no affiliation at all. It was found from the result of the study that training has a positive effect on employee performance. This study shows that there is a solid relationship between training and employee performance. Therefore our result matched with the above researcher. The research shows a strong relationship between training and employee performance. The paper concludes with direction for future research by putting in the various levels of analysis on investigating the effect of training on employee performance.

scholarly journals Impact of Skill Enhancing HR Practices on Employee Performance; Moderating Role of Centralization

2015 ◽  
Vol 03 (01) ◽  
pp. 29-35
Author(s):  
Syeda Fizza ◽  
Keyword(s):  
Job Performance ◽  
Organizational Performance ◽  
Employee Performance ◽  
Tourism Industry ◽  
Service Organizations ◽  
The Public ◽  
Hr Practices ◽  
Authority Structure ◽  
Recruitment And Selection ◽  
The Impact

Bundles of HR practices and job performance relationship is very essential to understand for any organization as better the job performance, better would be the organizational performance. The main purpose of this study was to explore the impact of skill enhancing bundle (training, effective recruitment and selection, effective job description) on employees’ job performance in the public sector tourism industry in Pakistan; to what extent skill-enhancing bundle would influence employees’ job performance when centralization is low or high in the organizational structure. The data was collected (using a questionnaire) from both supervisors and employees working in tourism corporations under provincial and federal government of Pakistan. The sample size was 222. The findings indicate that employees working in service organizations like that of tourism, that follow a centralized authority structure are more likely to exhibit lower job performance because of ineffective implementation of skill enhancing HR practices.

scholarly journals Hotel-Related Factors and Employee Performance "The Case of Jordanian Four Star Hotels"

2020 ◽  
Vol 13 (3) ◽  
pp. 68
Author(s):  
Ashraf Mohammad Alfandi
Keyword(s):  
Multiple Regression ◽  
Employee Performance ◽  
Organization Structure ◽  
Strong Relationship ◽  
Organization Culture ◽  
Related Factors ◽  
Independent Variables ◽  
The Impact ◽  
The Relationship ◽  
And Training

The study addresses the challenge of employee performance (EP) at the four-star hotels in Jordan by focusing on how hotel-related factors influencing EP. Multiple regression was used to predict EP and explain the impact of five predictors that are organization culture (OC), organization structure (OS), manager attitude (MA), empowerment (EM), and training culture (TC). A correlation was used to compare the relationship between study variables. The results of multiple regression indicated that EM was the strongest predictor of EP followed by MA, and TC, whereas OS and OC found to not influence the EP. Overall interrelations among the independent variables showed a positive strong relationship and positively related to EP. Based on the study findings, several recommendations are offered. Finally, the implications for management are discussed.

scholarly journals PENGARUH KESELAMATAN KERJA DAN PELATIHAN TERHADAP KINERJA KARYAWAN PADA PT. AEROFOOD CATERING SERVICE DIVISI LAUNDRY TANGERANG

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
Rahmi Hermawati ◽  
Mariza Mariza
Keyword(s):  
Significant Influence ◽  
Occupational Safety ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Strong Relationship ◽  
Multiple Linear Regression Analysis ◽  
Significance Test ◽  
Coefficient Of Determination ◽  
Work Safety ◽  
And Training

This study shall aim inestablishing the effect of work safety as well as the training on performance at PT Aerofood Catering ServiceLaundry Division, to specify the effect of training on the performance of employees of PT Aerofood Catering Service Laundry division, and to find out how much influence work safety and training shall impact on performance of employees of PT Aerofood Catering Service Laundry division collectively.The population and sample of this study shall be 50 respondents who are employees of PT Aerofood Catering Service Laundry division. The variables in this study consist of Occupational Safety (X1) and Training (X2) as independent variables while Employee Performance (Y) as the dependent variable. The method of data collecting shall be using observation, questionnaires and interviews. Data analysis shall be using multiple linear regression, analysis of product moment coefficient test, Test coefficient of determination (kd), significance test both partially (t test) and simultaneously / together (test f).In accordance with the results of the study, the variable Safety at PT Aerofood Catering Service Laundry division which shall be categorized as Good while Training variable at PT Aerofood Catering Service Laundry division shall be categorized as Good and Employee Performance variable at PT Aerofood Catering Service Laundry division shall be categorized as GOOD. There is a positive influence between Work Safety and Training on Employee Performance with a regression value of 5,029X1 and 2,107X2. The value of the correlation coefficient (r) shall be 0.997. This means that work safety and training variables have a very strong relationship to employee performance and the value of determination (Kd) of 0.998, It can be concluded that work safety (X1) and training (X2) on employee performance (Y) shall be 99.8% while the rest of 0 , 4% shall be influenced by other factors. Obtained Work Safety (X1) t value or t table (5.629> 1.677), this is also reinforced by a significance value of 0.000 <0.05, it can be said to be significant. This means that Ho shall be rejected and H1shall be accepted, which means, there is a positive and significant influence between training on employee performance. While the value of t count Training (X2)> t table or (25,666> 1,677), this is also reinforced with a significance value of 0,000 <0,05, so it can be said to be significant. This means that Ho is rejected and H1 is accepted, which means there is a positive and significant influence between training on employee performance. The value of F count> F table or (5886.67> 2,800), this shall be also reinforced by a significance value of 0,000 <0,05, so that it can be said to be significant. This means that Ho shall be rejected and Ha shall be training on performance. Keywords: Work Safety, Training and Performance

scholarly journals PENGARUH KUALITAS SUMBER DAYA MANUSIA DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DAN DAMPAKNYA TERHADAP EFEKTIFITAS ORGANISASI PADA BAGIAN KESEJAHTERAAN RAKYAT SEKRETARIAT DAERAH KABUPATEN KARAWANG

BUANA ILMU ◽  
2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Yeni Maryani
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Work Motivation ◽  
Employee Performance ◽  
The Public ◽  
Result Show ◽  
The Impact ◽  
Motivation To Work

ABSTRACT Influence of the quality of Human Resource and motivation to work the Performance of employees and the Impact on the effectiveness of the organization of the people’s welfare regional secretariat District Karawang. the Purpose of this study to obtain empirical evidence and found the clarity of the phenomenon and conclusions about the influence of Quality of Human Resources and Work Motivation Against Employee Performance and Its Impact on Organizational Effectiveness in the Public Welfare Section Karawang District Secretariat. Basedon data analysis, it indicates regression equation Z = 0,35 X1 + 0,62 X2 + 0,889 Y + ԑ1 + ԑ2. The result show that the quality of human resource, motivation to work and the performance of employees perform positive and significant effect on effectiveness of the organization. Determination test indicates that the value of adjusted R square is 0,79 which means that 79%quality of human resource and motivation to work. Meanwhile, 21,1% is affected by other variables which are not investigated in this research Keywords : Quality of Human Resources, Motivation, employee performance and organizational effectiveness

scholarly journals Pengaruh Pendidikan & Latihan dan Perilaku Individu terhadap Kinerja Pegawai Dinas Perhubungan Kota Solok

2016 ◽  
Vol 1 (01) ◽  
pp. 51-60
Author(s):  
Hendri Irawan
Keyword(s):  
Employee Performance ◽  
Education And Training ◽  
Individual Behavior ◽  
Positive Education ◽  
Department Of Transportation ◽  
Ex Post ◽  
Significant Difference ◽  
And Behavior ◽  
The Impact ◽  
And Training

This study aims to determine: (1) the influence of education and training and behavior of individuals on the performance of employees, (2) the effect of education and training on the performance of employees (3) the impact of individual behavior on employee performance the Department of Transportation Solok. This type of research is ex post facto. The study population was all employees of the Department of Transportation Solok. While the sample is total sampling of 41 people. Data taken with indirect communication technique using questionnaires as a data collection tool.  The results of this study were (1) a significant difference and positive education and training and behavior of individuals on the performance of employees, (2) there is a significant effect and positive education and training on the performance of employees, (3) there is a significant and positive influence on the performance of individual behavior of employees at the Department of Transportation in Solok (a) education and training for employees often conducted by the Department of Transportation in Solok (b) the behavior of individual employees both categories (3.79) (c) performance employees were high (3.82) and means that employees often carry out activities that could improve its performance. Finally suggested to the leadership of the Department of Transportation Solok needs to be improved implementation of education and training for employees. Head of staff should be working to improve the motivation of work, work engagement and improve performance, especially indicators of quantity and quality of services to the community.

scholarly journals The impact of motivation and training on civil servants' work performance

2021 ◽  
Vol 8 (1) ◽  
pp. 147-158
Author(s):  
Zainal Yahya Idris ◽  
Andi Mappatompo ◽  
Joko Purnomo
Keyword(s):  
Work Performance ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
The South ◽  
South Sulawesi ◽  
Study Results ◽  
Office Employees ◽  
The Impact ◽  
And Training

This study's objectives were: (1) to determine and analyze the influence of motivation on employee performance at the BPBD South Sulawesi Province Office. (2) to determine and analyze the variables that have a dominant effect on the BPBD south Sulawesi province Office employees' performance. This research was conducted at the BPBD office of South Sulawesi Province, with a population and sample of all employees totaling 42 people. The data analysis used was descriptive and multiple linear regression analysis. The study results prove that the performance of employees at the South Sulawesi Provincial BPBD Office is influenced by training. This means that the independent variables studied simultaneously affect improving performance; this shows that employees as human resources need opportunities to develop themselves through increased training to higher levels, impacting the South Sulawesi Provincial BPBD Office's work performance

scholarly journals Impact of Technological Advancement on Employee Performance in Banking Sector

2014 ◽  
Vol 4 (1) ◽  
pp. 57 ◽  
Author(s):  
Muhammad Imran ◽  
Nadeem Maqbool ◽  
Huzaifah Shafique
Keyword(s):  
Software Package ◽  
Banking Sector ◽  
Employee Performance ◽  
Statistical Technique ◽  
Primary Data ◽  
Extensive Literature ◽  
Technological Advancement ◽  
The Impact ◽  
Employee Responses ◽  
And Training

Purpose: The purpose of this study is to check the impact of technological advancement on employee performance in banking sector.Methodology: This paper was completed with the help of extensive literature on technological advancement and employee performance available on the databases and websites. Primary data has been used in this paper to check the impact of technological advancement on employee performance. SPSS 16 software package is used to analyze the employee responses and statistical technique Regression analysis is used to check the impact of technological advancement on employee performance.Findings: Total of 140 questionnaires has been distributed among different banks and out of which 100 were get completed and returned. After analyzing the data very efficiently, we find that technological advancement has significant impact on motivation and training of employees. Motivation has significant impact on employee performance but training has no significant impact on employee performance. Moreover as the concerned for technological advancement and employee performance, there is significant relationship among them.Research limitations / Implications: More research will be require on this theory “impact of technological advancement on employee performance in banking sector” 

scholarly journals PENGARUH MOTIVASI DAN DIKLAT TERHADAP KINERJA KARYAWAN SWASTA (STUDI KASUS : PT. HASRAT TATA JAYA PEKANBARU)

2019 ◽  
Vol 10 (3) ◽  
pp. 315-323
Author(s):  
Muhammad Ali Aqsa
Keyword(s):  
Quantitative Methods ◽  
Employee Performance ◽  
Simple Random Sampling ◽  
Education And Training ◽  
T Test ◽  
Significance Level ◽  
Performance Variables ◽  
Simultaneous Test ◽  
The Impact ◽  
And Training

This study aims to determine the impact of motivation and education and training on the performance of private employees, in which this research was conducted at PT. Hasrat Tata Jaya Pekanbaru. The number of samples in this study was determined based on Slovin formula, so that a sample of 72 people was obtained, while the approach used in sampling was through simple random sampling. While the data analysis in this study uses quantitative methods with multiple linear regression. Based on the results of research on the motivation variable, the results obtained that the value of t count is greater than t table (2.652> 1.994) with a significance level of 0.010 smaller than 0.05. Then H1 is accepted. Based on the results of the t test above it can be concluded that motivation has a positive and significant effect on the performance of employees at PT. Hasrat Tata Jaya Pekanbaru. While the results of testing on education and training variables, the results obtained that the value of t count is greater than t table (2,084> 1,994) with a significance level of 0.041 smaller than 0.05. Then H2 is accepted, Based on the results of the t test above it can be concluded that education and training has a positive and significant effect on the performance of employees at PT. Hasrat Tata Jaya  Pekanbaru. In a simultaneous test (F test), obtained f count greater than f table that is equal to 86,600> 3.13 with a significance level of 0,000 smaller than 0.05, this means that H3 is accepted. Which means that simultaneously the motivation and education variables and training have a positive and significant effect on employee performance variables. So it can be concluded that motivation and education and training together (simultaneous) have a positive and significant effect on the performance of private employees at PT. Hasrat Tata Jaya  Pekanbaru. The large impact caused by the two variables is 71.50%, this explains that motivation and education and training have an effect of 71.50% on the performance of employees at PT. The Desire of Tata Jaya Pekanbaru, while the rest was not assessed in this study.

scholarly journals Impact of on-the-job Training on Employee Performance (A Case Study of Microfinance Banks in District Khairpur)

2014 ◽  
Vol 13 (5) ◽  
pp. 4524-4529
Author(s):  
Dr. Syed Muneer ◽  
Turab Ali Shah ◽  
Syed Hassan Abbas
Keyword(s):  
Linear Regression ◽  
Job Training ◽  
Employee Performance ◽  
Reduction Technique ◽  
Independent Variable ◽  
On The Job Training ◽  
Data Reduction Technique ◽  
The Impact ◽  
And Training

The study was conducted to examine the impact of on-the- job training on employee performance by using a questionnaire for collecting responses from the sample to check the above relation through SPSS 16. Data reduction technique was used to form the factors from number of variables and then linear regression was applied by putting employee performance as a dependent variable and training as a independent variable. Study concluded that 50% of employee performance depends on- the- job training. 

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