scholarly journals EFFECT OF HUMAN CAPITAL MANAGEMENT ON EMPLOYEE PERFORMANCE AT CO-OPERATIVE BANK OF KENYA

2019 ◽  
Vol 4 (2) ◽  
pp. 21
Author(s):  
Miriam Wanjiru Nderitu ◽  
Dr. Thomas Waweru Gakobo ◽  
Prof. Isaac Ochieng
Keyword(s):  
Human Capital ◽  
Performance Appraisal ◽  
Employee Engagement ◽  
Positive Impact ◽  
Employee Performance ◽  
Statistical Significance ◽  
Primary Data ◽  
Employee Perception ◽  
Capital Management ◽  
Human Capital Management

Purpose: The general objective of the study was to examine the effect of human capital management on employee performance at Co-operative Bank of Kenya.  The study was guided by three specific objectives namely; to analyze the effect of employee skills, employee perception and employee engagement on employee performance at Co-operative Bank of Kenya.  The study was anchored on theories of human capital and resource based view.Methodology: The study adopted a descriptive research design. This enabled the use of multiple methods for data collection and data analysis and purposive stratified random sampling technique was used with a target population of 198 employees and a sample size of 132. Primary data was collected using a self-administered questionnaire and analyzed quantitatively using descriptive and inferential statistics and presented using frequencies, percentages, tables and charts.Results: The study found out that human capital management has a strong influence on employee performance. The study therefore rejected the three null hypotheses and adopted the alternate hypothesis to indicate that there is statistical significance effect between the independent variables and the dependent variable. The findings revealed that employee skills have a statistical significant effect on employee performance. This was evident because the study found out that the bank develops its employees to take up more responsibilities and to improve on their performance.  The study also found out that the bank identifies the training needs of employees using a formal performance appraisal mechanism. The study also found out that employee perception also influence employee performance positively.  The study indicated that employees perceive that human capital management has a positive impact on skill development. The employees also perceive that they are recognized by the organization which has increased their self confidence ad as a result increased their performance. Employee engagement has also been proven to have a positive significant on employee performance. The employees feels that been engaged has increased their commitment. Engaging employees has helped the organization to achieve its objectives and goals. Contribution to theory, practice and policy: The study recommends that the organization should involve all the employees fully in decision making on decisions concerning development and conduct development on a yearly basis based on performance appraisal.

scholarly journals Human Capital Management Policy Effect on Employee Performance

2020 ◽  
Vol 5 (2) ◽  
pp. 233-243
Author(s):  
Anita Maharani ◽  
Didi Juliansyah ◽  
Roni Putra Sanjaya
Keyword(s):  
Human Capital ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Test Reliability ◽  
Management Policy ◽  
Research Approach ◽  
Capital Management ◽  
Human Capital Management ◽  
Recruitment And Selection ◽  
The Relationship

This study aims to look at the effect of the application of human capital management in terms of practices such as recruitment and selection, placement, training and development, performance appraisal, compensation and benefits, and the relationship between employees and employee performance. This research approach is quantitative, all data obtained will be obtained by taking a number of procedures, the validity test, reliability and hypothesis testing using SmartPLS SEM in finding out the relationship between HCM practices and employee performance, the results of the study show the relationship and influence of the human capital management to employee performance.

scholarly journals Human Capital Management and Work Behavior: Evidence from Nepali Life Insurance Companies

2019 ◽  
Vol 4 ◽  
pp. 48-64
Author(s):  
Prakash Kumar Gautam
Keyword(s):  
Human Capital ◽  
Life Insurance ◽  
Pearson Correlation ◽  
Employee Motivation ◽  
Work Behavior ◽  
Insurance Companies ◽  
Primary Data ◽  
Capital Management ◽  
Human Capital Management ◽  
Workplace Behavior

Background: Human resource is dynamic and complex ever because of changes in local, regional and global dimensions. Managing people for optimal use of their competencies for organizational purpose has no options. Employee motivation and employee turnover is being the central issue in the modern organizations, corporate movement of competent people is being the regular corporate news in business arena. Human capital management (HCM) helps them to be satisfied and being positive to their work and the organization. It helps organization to cope with turnover challenge and deviant workplace behavior. Employee motivation, satisfaction, job burnout, turnover are being common challenges to the management. To cope with such challenges, organizations should have strategic focus on human capital management. Objectives: This study aims to explore the situation of human capital management in Nepali insurance companies and the employee’s satisfaction from human capital management. The study also aims to examine the association between satisfaction from HCM and workplace behavior. To examine the gender influence on workplace behavior of the employees created by HCM. Methods: This study was conducted with correlational research design. Primary data for each variable was collected from 402 employees of different seven life insurance companies having at least five years of business experience. To observe the current HCM practices, 3-Point statements were asked. Structured questionnaire with 5-Point Likert Scale was used to collect responses on satisfaction from HCM and the satisfaction towards positive workplace behavior. Descriptive statistics, Pearson correlation, and independent sample t-tests were used to examine the objectives. Result: Results of the study revealed that Nepali insurance companies have maintained human capital management causing employee satisfaction. Employees have reported that they have positive workplace behavior. Female employees have more positive workplace behavior of employees. Employee’s satisfaction from HCM is obtained having positive relationship with workplace behavior. Conclusion: Nepali insurance companies have satisfactory HCM effective to motivate their employees. Employee’s satisfaction leads for positive workplace behavior. There is no gender difference in satisfaction on HCM while female have more positive workplace behavior in comparison to their male counterparts. Implications: To cope with intense competition among the competitors in Nepali insurance industry, this study provides strong evidence to focus on HCM and positive workplace behavior.

scholarly journals Human Capital Management In The System Of Public Administration In The Context of COVID-19 Pandemic

2021 ◽  
Vol 12 (1Sup1) ◽  
pp. 346-355
Author(s):  
Svitlana Rodchenko ◽  
Tetiana Bielska ◽  
Tetiana Brus ◽  
Yuriy Naplyokov ◽  
Olena Trevoho
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Performance Management ◽  
Public Administration ◽  
Employee Engagement ◽  
Labor Productivity ◽  
Human Potential ◽  
Capital Management ◽  
Human Capital Management ◽  
New Perspective

The article reveals the issues of interdependence of the development of human capital in public administration on the level of its provision by the state in the context of COVID-19. In a democratic, civil, postmodern society, one of the main tasks is the development of systems for managing the efficiency of human capital in the context of public administration, as a means of obtaining higher levels of labor productivity. Today we have to state that the achievement of this efficiency in the use of human resources can be better achieved by orienting the performance management system to promote the attraction of new human potential in public administration at all levels. In this context, a new approach to the human capital management process is being actualized, which includes employee engagement and key factors of employee engagement at every stage. We are talking about a management model that includes the main ideas and offers a new perspective on how to develop and manage the involvement of human resources to achieve high levels of labor productivity in public administration in the context of COVID-19. The purpose of the article is to study the essence, characteristics and role of human capital in the context of public administration in the context of the existence of the epidemic danger of COVID-19

scholarly journals Compromiso laboral y estrés en los empleados de Bancos y Cajas = Commitment and stress on employees in Banks

2013 ◽  
pp. 85
Author(s):  
María Isabel Sánchez Hernández
Keyword(s):  
Human Capital ◽  
Causal Relationship ◽  
Employee Engagement ◽  
Structural Equation Model ◽  
Economic Crisis ◽  
Structural Equation ◽  
Equation Model ◽  
Capital Management ◽  
Human Capital Management ◽  
Capital Humano

<p>La crisis económica de los últimos años ha impactado especialmente en el sector financiero y se ha hecho sentir tanto en el estrés que soportan los empleados de las sucursales de bancos y cajas como en sus niveles de compromiso con la empresa. En este trabajo se analizan los componentes del compromiso laboral en una muestra de 102 trabajadores del sector de la banca confirmándose las dimensiones clásicas del modelo de Allen y Meyer (1996). La relación causal del compromiso con el estrés se testa con un modelo de ecuaciones estructurales dando por resultado que cuanto mayor es el compromiso de la plantilla, menores son los niveles de estrés. Como conclusión se señalan las medidas de gestión del capital humano que podrían mejorar los niveles de compromiso en este sector.</p><p>The economic crisis of recent years has particularly impacted the financial sector. It has been felt in both, the stress endured by employees of banks and the levels of commitment to the company. In this paper the components of employee engagement are analyzed in a sample of 102 workers to confirm the classic dimensions from Allen y Meyer (1996) in banks workers. The causal relationship between employee engagement and stress is tested with a structural equation model. The result is that the higher the commitment of the workforce, the lower the stress levels. In conclusion, proper human capital management could improve engagement levels in the bank sector.</p><h1></h1>

scholarly journals HUMAN CAPITAL AS A DETERMINANT OF STRATEGIC HUMAN RESOURCES MANAGEMENT IN PUBLIC ADMINISTRATION ON THE EXAMPLE OF POLAND

2019 ◽  
pp. 32-41
Author(s):  
Joanna Dzieńdziora ◽  
Małgorzata Smolarek
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Public Administration ◽  
Human Resources Management ◽  
Primary Data ◽  
Capital Management ◽  
Human Capital Management ◽  
Personnel Policy ◽  
Resources Management ◽  
Welfare Institutions

Human capital refers to all the competences of employees. It is a resource of knowledge, skills and attitudes existing in every human being and society as a whole, which defines capability of work and adaptation to changes in the environment, and possibility of creating new solutions. The paper is theoretical and empirical in nature and presents the role of human capital in the implementation of personnel policy in an organisation. The aim of the paper is to present diagnosis of the level of human capital that contributes to the implementation of personnel policy of public administration on the example of integration and welfare institutions examined. Empirical part of the paper presents analysis of the survey results within selected aspects of human capital management in the institutions examined. Primary data collected during a quantitative study using questionnaire surveys, with a survey questionnaire as a research tool. The questionnaire was addressed to randomly selected employees of public administration organizations of the type integration and welfare institutions located in Silesian Voivodeship (Poland). Results of research: in the area of a strategy for human capital management there is a clear lack of a comprehensive approach which would enable a consistent use of modern tools for human capital management in this type of institutions. Keywords: human capital, human resources management, public administration.

scholarly journals Relationship between Recruitment Information System and Management of Human Capital: A case of James Finlay Limited, Kenya

2022 ◽  
Vol 5 (1) ◽  
pp. 11-19
Author(s):  
Robert Kiplangat Koech ◽  
Joseph Kirui ◽  
Lydia Langat
Keyword(s):  
Information System ◽  
Human Capital ◽  
Information Systems ◽  
Human Resource ◽  
Simple Random Sampling ◽  
Primary Data ◽  
Technological Advancement ◽  
Capital Management ◽  
Human Capital Management ◽  
Cross Sectional

Technological advancement in the 21st century has unlocked possibilities in all spheres of existence. Lately, with the advent of the Covid-19 pandemic, the workplace has been transformed, and businesses are operating in unchartered waters. A human resource management information system is believed to guarantee a more efficient and effective way of managing human capital in organizations. However, its implementation has not effectively transformed from the manual method of running the human resource functions. Many organizations are, therefore, still stuck with the traditional way of managing human capital. On this basis, this study sought to establish the effectiveness of recruitment information systems in human capital management. The study was anchored on the resource-based theory of the firm and used a cross-sectional research design with a target population of 458 employees. A sample size of 213 respondents was determined while stratified and simple random sampling techniques were adopted to select the respondents for the study. A structured questionnaire was used to obtain primary data from the respondents. The reliability of the questionnaire was tested through a pilot study where an average Cronbach alpha coefficient of 0.89 was obtained. The validity of the questionnaire was ensured by doing a detailed literature review and consultation with subject experts. Descriptive statistics (mean and standard deviation) were used to summarize data, while correlation analysis was used to test the study's hypothesis. Results were presented using tables. The findings established that recruitment information systems had a strong positive relationship (R = 0.873, β1 = 0.518, R2 = 0.762, p = 0.05) with human capital management, indicating that James Finlay Limited should invest more in Recruitment information systems. The study recommended that the company improve the recruitment information system to enhance the job interview process and improve the system to allow efficiency in tracking job applications and appointment processes.

The Role of Human Capital Management in Enhancing Engagement and Retention Among Top Talent in Organization: A Critical Literature Revie

2016 ◽  
Vol 4 (4) ◽  
pp. 54
Author(s):  
Roshidi Hassan
Keyword(s):  
Human Capital ◽  
Performance Appraisal ◽  
Development Program ◽  
Capital Management ◽  
Human Capital Management ◽  
Continuous Training ◽  
Vital Component ◽  
The Many ◽  
Reward And Recognition

In this challenging global economic, organizations are fighting in the war of talent to remain competitive. It is no doubt that the role of human capital management (HCM) is the upmost important for organization and there are many aspects of HCM that can be applied and used by human capital practitioners. On the other hand, the organization needs to understand the many aspects of HCM and try to link it in order to make employees engage and retain in the organization especially the top talent. Employees who are engaged are said to become more committed to the organization and thus build some emotional link between the employees and employer, which in turn lead to retention. Detailed literature review was undertaken to explore the role of HCM in enhancing engagement and retention among the top talent.  Through the literatures reviewed, it was found that several HCM practices such as creating great work environment, encouraging positive discretionary behaviour, and competitive reward and recognition had actually help in enhancing employee’s engagement. While some HCM practices also such as equitable reward package, continuous training and development program, and fair performance appraisal significantly contributed to employee’s retention. Hence, this paper will focuses on discussing the role of HCM as a vital component to enhance engagement and retention of top talent based on findings and suggestions from reviewing the vast literatures.

scholarly journals Managing Human Capital as a Strategic Source of Sustainable Enterprise Development and Competitive Advantage

2020 ◽  
Vol 5 (1) ◽  
pp. 20-29
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Capacity Building ◽  
Employee Engagement ◽  
Pearson Correlation ◽  
Training And Development ◽  
Capital Management ◽  
Enterprise Development ◽  
Human Capital Management ◽  
Efficient Management

Managing institutions workforce encompasses enormous challenges, which warrants careful assessment of elements that constitute its effective and efficient management to ensure outstanding performance, organisational development and sustainability is enhanced. This study examined procedures and processes of managing human capital as a strategic source of sustainable enterprise development and competitive advantage. In this regard, it reviewed several pieces of literature that identified considerable elements of human capital management. This study however employed descriptive quantitative and correlational methodsfor the collection, classification and presentation of data, which was obtained through the distribution of three hundred (300) questionnaires to employees of 2 financial institutions. Data obtained from survey was analysed using percentages and Pearson correlation. Results of data analysed showed that staff capacity building (training and development), employee engagement and commitment and compensation and rewards management serves as strategic elements which facilitate the efficient management of organisations human capital. Further facts revealed, emphasised that, the judicious management of aforementioned components reinforces organisations capacity to strategically position their workforce for competitive excellence. More findings disclosed that, an efficient performance management system ensures the conduct of staff capacity building programmes and the provision of adequate toolsfacilitate the enhancement of skills and competencies for effective job performance. Also, recognising employees for their immense contributions through financial and non-financial rewards strengthens organisations management capability. In addition, effective engagement strengthens employer-employee relationship which supports and improve task, adaptive and contextual performance. In relation to the foregoing facts about human capital management, this study is noteworthy to human capital specialists, general management practitioners, business consultants and training and development specialists.

scholarly journals The Influence Of Developing Human Capital Management Toward Company Performance Study At Developer Company In Makassar Indonesia

2018 ◽  
Author(s):  
Muhammad Hidayat
Keyword(s):  
Human Capital ◽  
Organizational Climate ◽  
Direct Effect ◽  
Work Group ◽  
Employee Performance ◽  
Company Performance ◽  
Capital Management ◽  
Human Capital Management ◽  
Performance Study ◽  
Individual Motivation

Human capital is the key factor to drive a company in achieving its vision and mission. Therefore, developing the human capital management aims to achieve the company's human capital quality, it is one of the most important company’s strategies today. This study is intended to determine the influence of human capital management development toward the company performance, to answer this question the five important factors in human capital management, namely individual capabilities, individual motivation, leadership, organizational climate and work group effectivenes, they are analyzed to determine their effects on employee performance and company performance on four developer companies in South Sulawesi Indonesia. This study proved that organizational climate has a direct effect on employee and company performance. Work group effectiveness directly affects employee and company performance. Individual capability, individual motivation and leadership have a direct effect on employee performance. than the employee performance directly affects the company performance.

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