Multiple Levels Analysis of Group EI Infecting Employee EI and Performance

2014 ◽  
Vol 644-650 ◽  
pp. 6051-6055
Author(s):  
Zhan Jun Mei ◽  
Qing Hai Ma ◽  
Xin Xin Shen
Keyword(s):  
Emotional Intelligence ◽  
Management Practices ◽  
Team Members ◽  
Research Perspective ◽  
Individual Level ◽  
Basic Work ◽  
Human Resource Management Practices ◽  
And Performance ◽  
The One ◽  
Object Of Study

On the one hand, as the basic work forms, team is paid more and more attention. Team is a important view of research. At same time, studies find that emotional intelligence is not only a tool in management, but also is antecedent variables. But, on the other hand, according to the previous study, the researches on relation between emotional intelligence and performances are limited in individual level, and don’t make a deep study to the mechanism between them. Based on the two points, this paper chooses team members as object of study, and researches the mechanism from individual level and team level. These results open the black box that emotion intelligence effects performance. At same time, these results provide a good research perspective and bases for follow-up research and in human resource management practices.

scholarly journals TINJAUAN MANAJEMEN SUMBER DAYA MANUSIA YANG MEMPENGARUHI KINERJA: SEBUAH AGENDA PENELITIAN

2020 ◽  
Vol 3 (1) ◽  
pp. 159-176
Author(s):  
Eri Novari
Keyword(s):  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Research Priorities ◽  
Analytical Framework ◽  
Human Resource Management Practices ◽  
And Performance ◽  
The Relationship

There is increasing evidence supporting the relationship between so-called high-performance or high-commitment human resource management practices (HRM) and various measures of organizational performance. However, it is not clear why this relationship exists. This paper argues that in order to provide a convincing explanation about this association, we need to improve the theoretical and analytical framework in three main areas namely the nature of HRM, and especially the reasons for a specific list of HR practices; the nature of organizational performance; and the relationship between HRM and performance. A model is presented to explore this connection. Existing literature on HRM and performance is reviewed based on analysis to identify key gaps in knowledge and help focus further research priorities.

Developing a benchmarking system for architecture design firms

2019 ◽  
Vol 26 (1) ◽  
pp. 139-152 ◽  
Author(s):  
José Luis Salvatierra ◽  
Miguel Ángel Gálvez ◽  
Freddy Bastías ◽  
Tito Castillo ◽  
Rodrigo Fernando Herrera ◽  
...  
Keyword(s):  
Construction Industry ◽  
Performance Indicators ◽  
Design Methodology ◽  
Management Practices ◽  
Content Type ◽  
Construction Company ◽  
And Performance ◽  
Design Firms ◽  
The One ◽  
Benchmarking System

Purpose The construction industry’s business model is mainly based on the interaction among the architecture office, the engineering office and the construction company. The performance and practices of architects’ offices, unlike those of the other actors, are difficult to characterize and there have been few studies on these issues. To better understand architects’ performance, the purpose of this paper is to develop a benchmarking tool based on real practices identified by managers of Chilean architecture offices. Design/methodology/approach The research method includes a complete literature review, followed by a study of a sample of nine Chilean architecture offices, with whom a series of four workshops was developed, to establish both performance indicators and relevant management practices. Finally, these metrics were applied in an architectural office as a pilot case. Findings Four management dimensions were defined: client management, external coordination, internal organization and human resources. Key performance indicators were divided into process, financial and quality indicators. The workshops carried out with the architectural offices demonstrated the relevance of benchmarking tools such as the one developed, which enables the systematic measurement of both management practices and performance indicators. Originality/value Although there have been several efforts to create benchmarking tools for the construction industry, few efforts have focused on architecture offices. Therefore, this research aims to explicitly identify management practices that can be used for this type of organization and to coordinate among multiple actors to find the best way to measure their performance, other than the fulfilment of schedules and budgets.

scholarly journals Human Resources Management Practices as Predictors of Teachers’ Job Security in Secondary Schools in Udi Education Zone, Enugu State.

2019 ◽  
pp. 8-17
Author(s):  
Aniako L. A. ◽  
Cliff I. A.
Keyword(s):  
Secondary Schools ◽  
Management Practices ◽  
Secondary School Teachers ◽  
Human Resources Management ◽  
Job Security ◽  
Human Resource Management Practices ◽  
Training Compensation ◽  
Research Questions ◽  
Enugu State ◽  
And Performance

This study aimed at finding out the human resources management practices as predictors of teachers‟ job security in secondary schools in Enugu State. The study adopted a survey research design and was carried out in the 25 public secondary schools in Udi Education Zone, Enugu State. The population comprised 50 respondents (19 male and 31 female) secondary school teachers randomly sampled from the schools. The study was guided by three research questions and three null hypotheses. The instrument for data collection was a questionnaire, sectioned; A, B and C. The instrument was validated by experts while the reliability of the instrument was determined by the use of Cronbach Alpha formula which yielded reliability co-efficient of 0.76. The research questions were answered using mean and standard deviation while t-test was used to analyze the null hypotheses at 0.05 level of significance and appropriate degree of freedom. The null hypotheses tested showed no significant difference in the mean responses of male and female teachers on the training,compensation, and performance appraisal practices which contribute to secondary school teachers‟ job security. It was found among others that training, compensation and performance appraisalwhich are human resource management practices studied; contribute to teachers‟ job security. Therefore, this human resource management practices contribute to teachers‟ job security in secondary schools in Enugu State. Based on the findings, it was recommended among others that teachers‟ training practices should be enhanced since it enhances teachers‟ job security. Teachers should be promoted as at when due and their salaries paid promptly to enhance their job security.

scholarly journals Strategic Human Resource Management Practices and Performance of Employees in the Ministry of Health, Nairobi City County, Kenya

2017 ◽  
Vol 5 (12) ◽  
pp. 211-227
Author(s):  
NYAMBANE ARIRI NYAMBANE ◽  
Stephen M. A. Muathe
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Career Management ◽  
Ministry Of Health ◽  
Human Resource Management Practices ◽  
And Performance

Performance of employees in the Ministry of Health, Nairobi City County has been dismal. There have been instances of inability amongst employees to meet deadlines, low efficiency, and dismal productivity. The objectives of the study included; assessing the influence of recruitment, career management, reward and performance appraisal practices on performance of employees in the Ministry of Health. The study was guided by the strategic management and performance theories. The study adopted mixed methods approach and thus applied descriptive research design. The target population comprised of 15 Departmental Heads and 425 employees all totaling to 440. Using the Central Limit Theorem, 132 respondents, that is, 30.0% of 440, was selected. Stratified sampling was applied to create five strata based on the number of departments in the Ministry of Health Nairobi. Heads of department will be selected using purposive sampling whereas 25 employees will be selected from each department using simple random sampling to avoid bias. This procedure enabled the researcher to realize a sample of 5 heads of departments and 127 employees. The questionnaire was used to collect data from employees whereas interviews with heads of departments. Qualitative data were analyzed thematically along the objectives and presented in narrative forms whereas quantitative data were analyzed descriptively using frequencies and percentages and inferentially analyzed using ANOVA Test Analysis with the help of SPSS Version 23. The study established that, at the Ministry of Health in Nairobi County, employees’ efficiency, productivity and ability to meet deadlines are low. It is also evident that strategic human resource management practices such as recruitment, career management, reward and performance appraisal practices have not been fully exhausted. Thus, the study recommends that the Ministry of Health should endeavor to train their employees in order to improve the organizational performance. The Ministry of Health should provide employees opportunity to make decisions on how to go about their tasks, seeking employees’ input in managerial decisions, delegating to them tasks that they can handle, equipping them with skills required by their jobs, setting achievable targets and incorporating employees in fair evaluation of performance, salary increase and fair administration of rewards. Job performance should be considered in determining the compensation of employee’s performance.

scholarly journals The Impact of Training on Employee Performance in a Selected Apparel Sector Organization in Sri Lanka

2021 ◽  
pp. 13-20
Author(s):  
Kuruppu C.L. ◽  
Kavirathne C.S. ◽  
Karunarathna N.
Keyword(s):  
Sri Lanka ◽  
Management Practices ◽  
Positive Impact ◽  
Employee Performance ◽  
Training Requirements ◽  
Human Resource Management Practices ◽  
Training Content ◽  
Proper Training ◽  
And Performance ◽  
The Impact

The success of any organization depends considerably on the standard of its human capital. Training is a more powerful weapon among Human Resource Management practices, which helps to develop knowledge and skills of employees in an organization. The objective of the study was to investigate the impact of training on operational level employees’ performance in a selected apparel organization in Sri Lanka. Through the analysis of 60 responses of randomly selected sample of machine operators; it shows that there is a strong, positive and significant relationship between training and performance with the correlation value of 0.817.The result of regression analysis indicates that there is a significant positive impact of training content and operational factors on employee performance. Upgrading the training content and identifying the training requirements specifically with a proper training duration are some of the recommendations that the researchers are suggesting improving employee performance.

scholarly journals INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES ON THE PERFORMANCE OF HEALTH WORKERS IN KIAMBU COUNTY, KENYA

2021 ◽  
Vol 7 (2) ◽  
pp. 1-18
Author(s):  
Jacob Mutwiri ◽  
Eunice Mwangi ◽  
Osiyel Edwin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Management Practices ◽  
Health Workers ◽  
Unique Contribution ◽  
Improve Performance ◽  
Human Resource Management Practices ◽  
And Performance

Purpose: The general objective of the study was to establish the role of human resource management practices on the performance of health workers in Kiambu County, Kenya. Methodology: The study adopted cross sectional research design, using both descriptive quantitative and qualitative techniques. The study targeted managers and workers of four hospitals which were purposefully chosen. The data was collected by administering questionnaires to the respondents and conducting KII to the managers. The data was analyzed using SPSS V27. The data was presented using tables and charts to summarize responses. For further analysis and comparison, the generated quantitative reports were subjected through tabulations, percentages, measure of central tendencies, correlation coefficient, chi square test, and inferential statistics. Findings: The study reviewed that training opportunities and performance management practices improves staff motivation and performance (mean of 4.23, and 4.13). Planning (2.66) was biggest hindrances to utilizing training to improve performance. The managers were not well trained on using appraisals, ratings and feedback (2.06) for performance management. The institutions were not embracing performance culture (2.60), and using it for continuous improvement (1.82). Additionally, the study showed that hospitals did not carry out performance measurement regularly (2.81) and the systems for data collection were inadequate (2.43). Unique contribution to theory, practice and policy: The study showed that human resource management practices improve health workers performance. Institutions should formulate and review policies to support human resource management practices that improve performance of the health workers

Self Organising and Virtual Teams

2018 ◽  
Author(s):  
Mohamed Salama ◽  
Maria Mataj
Keyword(s):  
Emotional Intelligence ◽  
Project Management ◽  
Virtual Teams ◽  
Team Performance ◽  
Management Practice ◽  
Team Members ◽  
Sixth Edition ◽  
High Performing ◽  
Talented People ◽  
And Performance

Amid the shift towards digital economies in the context of globalisation, project team members are required to work together remotely, utilising the current highly accessible technology (Han and Beyerlein, 2016). Virtual teams are growing rapidly in today’s world as companies are being involved in a constant fight for existence, due to the very vibrant and continuous competition which makes organizations emerge in different countries. Being a global organisation involves synchronization among people situated in diverse geographical areas, thus there arises the necessity for managing global virtual teams, assigned to resolve issues at a global level (Paul et al., 2016). The existence of a variety of technologies allows companies to have access to a large pool of talented people located all over the world, as it reduces costs and facilitates cooperation among different locations and time zones (Paul et al., 2016). According to Hertel et al. (2005), the allocation of work among employees has become more efficient due to the evolvement of technology. Consequently, for international companies to collaborate with each other and to have high performing virtual teams, there has been a need to consider the impact of cultural diversity on virtual teams’ practices and performance (Han and Beyerlein, 2016). This discussion should also include self-organising teams in the context of agile methodologies and beyond. In addition, studies have been focusing on how emotional intelligence impacts teams and groups (Wolff et al., 2001). However, limited research has been conducted on how culture and emotional intelligence impact virtual team performance in the context of project management. This chapter aims to discuss the critical area of managing project teams with emphasis on the relationship between culture, communication, emotional intelligence and trust in self-organising and virtual teams, and how the interaction between these factors impact team performance. This attempts to answer the call by the sixth edition of the PMI PMBOK that emphasised the importance of developing the soft skills of project managers in the pursuit of enhancing project management practice amid the growing interest in sustainability in general. In addition, this endorses and further justifies the suggested paradigm shift that the authors advocate, in pursuit of sustainable project management.

scholarly journals Testing The Moderating Effect of the Strategy on the Relationship between Human Resources Management and Performance: A Subgroup Analysis. The Case of Tunisia

2016 ◽  
Vol 7 (1) ◽  
pp. 64
Author(s):  
Hamid JERY ◽  
Saloua SOUAÏ
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Subgroup Analysis ◽  
Management Practices ◽  
Human Resources Management ◽  
Added Value ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
And Performance

<p>In a fast movement environment where organizations are struggling to survive and succeed in the market, the focus is increasingly placed on resources that can provide a sustainable competitive advantage. Wright, McMahan and McWilliams (1994), like other researchers have realized that human resources can generate this advantage since they are rare, difficult to substitute and imperfectly imitable. The more human resources are exploited and the more they get enriched and provide added value to the organization through creativity and innovation.</p><p>We note that the prerequisite for the added value creation is individual motivation and competence at work. Thus, it is assumed that the development of human resources management enables to meet the competitiveness challenge. Human resources managers have to enhance staff motivation and to ensure continuous knowledge improvement.</p><p>In this research, we try to explain the link between the human resource management practices and performance through the contingency approach. To do this, we opt for the subgroup analysis as a methodological framework. Our results lead to recognize that the interaction effect between certain human resource management practices and innovation level can provide an explanation as to changes in the level of performance of the Tunisian industrial firms.</p>

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