scholarly journals The Effect of Job Analysis on Service Delivery in Federal Airports Authority of Nigeria (FAAN) 2005-2014

2019 ◽  
Vol 9 (2) ◽  
pp. 195 ◽  
Author(s):  
Igbokwe-Ibeto, C.J
Keyword(s):  
Quality Of Service ◽  
Resource Management ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Commitment ◽  
Job Analysis ◽  
Resource Planning ◽  
Management Tool

The issue of public service delivery has been a high priority subject for organizational researchers and practitioners alike in Nigeria. However, linking human resource management practices such as job analysis that has received considerable attention in developed western countries as a useful human resource planning tool towards improving service delivery in the country is relatively new and requires scholarly attention particularly in the context of Nigerian public sector organizations. Within the framework of New Public Management (NPM) theory, the study examined the effect of job analysis on service delivery in the Federal Airports Authority of Nigeria (FAAN) 2005-2014. The study was guided by two research questions and hypotheses. The study adopted the survey research design. The study relied on primary and secondary data, and multiple stage sampling technique was used to select the sample population.  Pearson Product Moment Correlation Coefficient and Simple Regression Analyses statistical techniques were used with the aid of Statistical Package for the Social Sciences (SPSS) to test the research hypotheses. Findings of the study show that job analysis has a significant effect on employee commitment in Federal Airports Authority of Nigeria at the 5percent levels. There is also a significant relationship between job analysis and quality of service delivery at the conventional 5percent levels. Given the pivotal role that job analysis plays in the 21st century, FAAN should adopt the conduct of job analysis as a basic human resource management tool for proper personnel utilization and improve quality of service delivery. FAAN should through job analysis, identify and develop proper employee commitment scheme, such as training and retraining, and performance review standards that could enhance service delivery. It should also make expertise available to conduct job analysis. This would assist to ensure that all critical aspects such as skills, knowledge and competencies are taken into consideration thereby eliminate the concept of garbage in garbage out. 

scholarly journals Ada apa dengan mutu pelayanan fakultas di perguruan tinggi ? : Implementasi manajemen sumber daya manusia

EKSPOSE ◽  
2020 ◽  
Vol 19 (1) ◽  
pp. 980-996
Author(s):  
Muhammad Azhar Burhanuddin ◽  
H. Azhar Arsyad ◽  
H. Arifuddin Siraj ◽  
Hj. St. Syamsudduha
Keyword(s):  
Quality Of Service ◽  
Resource Management ◽  
Teacher Training ◽  
Human Resource Management ◽  
Human Resource ◽  
Service Management ◽  
Soft Skill ◽  
Inhibiting Factors ◽  
Teaching Faculty

This study discusses the Implementation of Human Resource Management in Improving the Quality of Service of the Tarbiyah and Teaching Faculty of UIN Alauddin Makassar, which aims to determine the process of implementing human resource management in improving the quality of services carried out by the Tarbiyah and Teaching Faculty of UIN Alauddin Makassar; describe the supporting factors and inhibiting factors in the implementation of human resource management in the Faculty of Tarbiyah and Teacher Training at UIN Alauddin Makassar; and found the results of the implementation of human resource management in improving service quality at the Tarbiyah and Teacher Training Faculty of UIN Alauddin Makassar. This research is a qualitative research using theological, managerial and sociological approaches. The data source of this study consisted of the Dean, Deputy Dean, Kabag. TU, Kasubag, several staff, and students. Data collection techniques used were in-depth interviews, observation and documentation study. Data Analysis Techniques use the technique of reducing, presenting, and verifying data or drawing conclusions. Data validity testing uses data triangulation techniques. The results showed that: 1) The process of implementing human resource management in improving the quality of service at the Tarbiyah and Teaching Faculty of UIN Alauddin Makassar, showed that it was in accordance with standards or regulations. 2) While the supporting factors, namely the Stakeholders fully support the policies and programs of the faculties with a collective system of cologists, training soft skills and hard skills, giving the widest possible space for self-development, the availability of arts stage facilities and sports week and good collaboration with the management of the institution student affairs. The inhibiting factors are budget constraints, regulations, communication affordability, senior employees who need special jobs, and if the central server is down. 3) The quality of service management at the Tarbiyah and Teaching Faculty of UIN Alauddin Makassar turns out to show better development, but it still requires optimal coaching efforts so that the quality of service management exceeds customer expectations.Kajian ini membahas Implementasi Manajemen Sumber Daya Manusia dalam Perbaikan Mutu Pelayanan Fakultas Tarbiyah dan Keguruan UIN Alauddin Makassar, yang bertujuan untuk mengetahui proses implementasi manajemen sumber daya manusia dalam perbaikan mutu pelayanan yang dilaksanakan oleh Fakultas Tarbiyah dan Keguruan UIN Alauddin Makassar;  mendeskripsikan faktor pendukung dan faktor penghambat implementasi manajemen sumber daya manusia di Fakultas Tarbiyah dan Keguruan UIN Alauddin Makassar; dan menemukan hasil implementasi manajemen sumber daya manusia dalam perbaikan mutu pelayanan di Fakultas Tarbiyah dan Keguruan UIN Alauddin Makassar. Penelitian ini adalah penelitian kualitatif yang menggunakan pendekatan teologis, manajerial dan sosiologis. Sumber data penelitian ini terdiri dari Dekan, Wakil Dekan, Kabag. TU, Kasubag, beberapa orang Staf, dan Mahasiswa. Teknik pengumpulan data yang digunakan adalah metode wawancara mendalam, observasi dan studi dokumentasi. Teknik Analisa Data menggunakan teknik reduksi, penyajian, dan verifikasi data atau penarikan kesimpulan. Pengujian keabsahan data menggunakan teknik trianggulasi  data. Hasil penelitian menunjukkan bahwa:  1) Proses implementasi manajemen sumber daya manusia dalam perbaikan mutu pelayanan Fakultas Tarbiyah dan Keguruan UIN Alauddin Makassar, menunjukkan telah sesuai dengan standar atau aturan. 2) Sementara faktor pendukungnya yakni  Stakeholder mendukung sepenuhnya mengenai kebijakan dan program-program fakultas dengan sistem kolektif kologial, pelatihan soft skill dan hard skill, memberi ruang seluas luasnya untuk pengembangan diri, ketersediaan fasilitas panggung seni dan pekan olah raga dan kerjasama baik dengan pengurus lembaga kemahasiswaan. Faktor penghambatnya yakni keterbatasan anggaran, regulasi, keterjangkauan  komunikasi, pegawai yang sudah senior membutuhkan pekerjaan yang spesial, dan  jika server pusat mengalami gangguan. 3) Adapun mutu manajemen layanan Fakultas Tarbiyah dan Keguruan UIN Alauddin Makassar ternyata menunjukkan perkembangan yang lebih baik, namun tetap masih diperlukan upaya pembinaan secara optimal agar mutu manajemen layanan melebihi harapan pelanggan.

Competence Management for Business Integration

2007 ◽  
pp. 104-117
Author(s):  
R. Houe
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Manufacturing Process ◽  
Resource Planning ◽  
Management Model ◽  
Erp Systems ◽  
Competence Management

Business integration requires that each partner can guarantee not only the quality of its products, but also the qualification and competence of its workforce. Usual models, like those included in the Human Resource Management modules of Enterprise Resource Planning (ERP) systems, are not sufficient in highly constrained domains like aeronautics. We show in this chapter how a generic competence management model has had to be modified and enlarged to satisfy such constraints. On the base of this model, software has been developed that is currently being implemented in three sites belonging to two companies. We shall show how such software may allow, on one hand, to guarantee that only competent people have been involved in the various steps of the manufacturing process, but also to improve the way operational competences are managed in the company.

scholarly journals A South African Study Of Influence Of Fairness Of Human Resource Management Practices On Service Quality

2016 ◽  
Vol 32 (3) ◽  
pp. 871-882
Author(s):  
Lineo Winifred Dzansi
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Service Quality ◽  
Service Delivery ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Perceived Fairness ◽  
Hrm Practices

This paper deals with the problem of poor service delivery in municipalities across South Africa – a problem that seems to elude a lasting solution. It assesses the extent to which perceived fairness in human resource management (HRM) practices affect service quality of selected municipalities in South Africa. Falling on organizational justice theory, it is posited that the HRM practices of municipalities could explain the poor service being delivered by municipalities in South Africa. Quantitative data collected from employees of nine randomly selected municipalities in the Free State Province was used to create indices for employee fairness perceptions of HRM practices as well as service quality as perceived by customers. From regression analysis, the results indicate that: employees perceive HRM practices as unfair; service delivery does not meet citizens’ expectations; and, statistically speaking, quality of service delivery is significantly and positively related to perceived fairness in HRM practices namely compensation (distributive); recruitment and Selection (procedural); and promotion (procedural) at the .05 and .01 levels of significance – meaning that fair HRM practices are important for quality service delivery.

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

Research on the practice of modern apprenticeship training from the perspective of competency

2021 ◽  
pp. 002072092110032
Author(s):  
Wang Shuwei ◽  
Zhang Yong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Moral Education ◽  
Human Resource ◽  
Work Motivation ◽  
Apprenticeship Training ◽  
Work Meaning ◽  
Apprenticeship Education ◽  
The Relationship

Whether the apprentice is competent for the job and produces performance for the organization is the key index to test the quality of apprenticeship education. Based on competency theory, this paper investigates the influence of competency dimensions and work meaning on performance. Through the competency questionnaire analysis of 224 shop managers in apprentice project enterprises, it is found that: the part of the competency dimension of personality traits, motivation and values hidden in the iceberg model has a significant impact on performance through work meaning; the relationship between work values and work meaning of apprentices is stronger, and that the relationship between work motivation and work meaning of non-apprentices is stronger. Therefore, we should pay more attention to the cultivation of multiple values of apprenticeship, especially the significance of moral education. The results provide reference for upgrading the quality of talent training in Colleges, reconstructing talent training objectives and the practice of human resource management in enterprises.

scholarly journals Perceived Serviceability of Outplacement Programs as a Part of Sustainable Human Resource Management

2019 ◽  
Vol 11 (17) ◽  
pp. 4748 ◽  
Author(s):  
Zdenka Gyurák Babeľová ◽  
Augustín Stareček ◽  
Dagmar Cagáňová ◽  
Martin Fero ◽  
Miloš Čambál
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Slovak Republic ◽  
Perceived Usefulness ◽  
Negative Effects ◽  
Research Results ◽  
Industrial Enterprises ◽  
Generational Groups

Work and employment are important elements of every working person’s life. If an employee loses his or her job, he or she loses an important and determining part of his or her life. To reduce the negative effects that affect the quality of an employee’s life, outplacement programs were established as a part of sustainable human resource management. Sustainable human resource management emphasises the importance of employee care. Outplacement, for its part, includes support for employees at their last stage in the organization. The main aims of the paper are to present the research results focused on the perceived usefulness of outplacement programs for dismissed employees, to analyse the relationships between the emotions felt by redundancies and other employees as well as the comparison of differences in emotions felt by different generations of dismissed employees. A valid collection tool (research questionnaire) was developed for research purposes and distributed to employees of industrial enterprises in the Slovak Republic. Overall, the research set was composed of n = 692 employees from different generational groups. The research results proved the existence of a relationships between the emotions felt by redundancies and other employees and differences in emotions felt by employees from different generational groups.

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