Impact of Training Programs on Employees’ Performance: Case Study on Afghanistan’s Telecommunication Companies

2019 ◽  
Vol 11 (1) ◽  
Author(s):  
Ahmad Mujtaba Ahmadi ◽  
Keyword(s):  
Human Resource ◽  
Quantitative Research ◽  
Training Programs ◽  
Research Area ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Development Teams ◽  
Telecommunication Companies ◽  
Or Organization

Employees are playing the major role in any organization, as they are the assets of the company, thus the company’s success depending on the employees’ activeness and their performance. As it is obvious that the company or the organization must invest on effective training on their employees in order to grow up the job performance. The Human Resource Management is the research area, which conducted many research and surveys especially on the factors of training and developing programs on Employees performance. The purpose of this study is to investigate and measure the effects of training programs on Employees performance in Afghanistan’s Telecommunication Companies as a case study. Four objectives were developed in order to understand the study aim. This study is based on four case studies of the biggest Telecommunication companies, which currently they are operating in Afghanistan. A quantitative research was implemented which the data are collected through the questionnaires by approaching 18 questions that distributed to 61 respondents within those four companies employees’. As a result, to findings the resourceful and active Human Resource Managers with respect to the decision makers of the Telecom companies. With respect to Training and development results with optimal utilization of resources in a company or organization. There is no wastage of resources, which may cause extra expenses. Accidents are also reduced during working. All the machines and resources are used economically, reducing expenditure. This case study mainly tangled 4 Telecommunication companies survey (private/Public) sectors, in Afghanistan and the duration of completion of the research was conducted within 6 months period. The questionnaires were distributed to the 61 active employees’ of those telecom companies. mostly the respondents of the questionnaire were from HR, Admin, Training Development teams and technical departments, the data was analyzed through AMOS version 20 and Statistical Package for Social Science (SPSS) Version 20.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

Investigation of Attitudes and Perceptions of Human Resource Managers at Hospitality Establishments Regarding Affirmative Action Programs A Case Study in Eskişehir-Turkey

2017 ◽  
Vol 4 (2) ◽  
pp. 27
Author(s):  
Davut Uysal ◽  
Rahman Temizkan ◽  
Nazmi Taslacı
Keyword(s):  
Affirmative Action ◽  
Human Resource ◽  
Qualitative Data ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Positive Attitudes ◽  
Perceptions And Attitudes ◽  
Attitudes And Perceptions ◽  
Positive Discrimination

The purpose of this study is to examine the perceptions and attitudes of human resource managers at some hospitality organisations regarding the employment of disadvantaged individuals as part of affirmative action program in the province of Eskişehir-Turkey. This study is a qualitative study focusing on real cases to inspire other organisations. The data were collected through active interviews, and the collected data was analysed through the use of manual qualitative data analysis methods. The findings of the study reveal that perceptions of human resource managers regarding disadvantaged individuals at hospitality organisations are closely related to disabled individuals. They do not have positive attitudes towards the employment of disadvantaged individuals in tourism as part of affirmative action programs. They are also against positive discrimination of disadvantaged individuals in the employment in tourism for some reasons. All these findings suggest that participants are confused about some terms regarding affirmative action.

scholarly journals A Path Model of Innovative Customer Orientation and Company Performance with the Moderating Influence of Company Training

2022 ◽  
Vol 12 (1) ◽  
pp. 1-10
Author(s):  
Ayşe Gonül Demirel ◽  
Neslihan Yayla
Keyword(s):  
Human Resource ◽  
Customer Orientation ◽  
Training Programs ◽  
Path Model ◽  
Company Performance ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Training Activities ◽  
And Performance ◽  
The Relationship

This study used a sample of salespeople at various companies to substantiate a path model of innovativeness, customer orientation, and performance; thus, it offers a multi-disciplinary framework. Results indicated a moderating influence of company training programs on the relationship between customer orientation and performance, which can have several implications for human resource managers and sales contact employees. Two features, testing the influence of training activities and measuring customer orientation from the employees' perceptions, distinguish this study from previous studies.

Challenges HR Managers Facing due to COVID-19 and Overcoming Strategies: Perspectives from Georgia

2020 ◽  
Vol 8 (11) ◽  
pp. 1-18
Author(s):  
Iza Gigauri
Keyword(s):  
Human Resource ◽  
Quantitative Research ◽  
Organizational Response ◽  
Human Resource Managers ◽  
Organizational Responses ◽  
Employee Wellbeing ◽  
Resource Managers ◽  
Supportive Behavior ◽  
Flexible Schedule ◽  
Hr Managers

Purpose - The paper aims to clarify the implications of COVID-19 on organizations and Human Resource Management. The study proposes organizational responses to the pandemic, and outlines how to adapt HRM practices to the new normal. It aims to explore how human resource managers support employees and whether top management has a strategic focus on employee wellbeing during the crisis. Design/methodology/approach - The paper opted for quantitative research method using descriptive research design. The data was collected with the survey. Questionnaires were distributed to the HR managers through the Internet. The response rate is 32%. The gathered data was analyzed through SPSS. Findings - The research provides empirical insights on the challenges organizations are facing due to the pandemic. It sheds light on the decisions Georgian managers took in times of Covid-19. The paper suggests that changes in HR policies will lead to successfully overcome emerged difficulties with remote working, flexible schedule, and employee wellbeing. Research limitations/implications - The research results may lack generalizability due to the small amount of participants in the survey. Therefore, researchers are encouraged to conduct future larger-scale research. Practical implications - The paper includes implications for the development of HRM strategy to adapt to the new reality shaped by the pandemic, and for managing remote working systems considering the employee perspectives. Social implications - The paper contributes to decisions of policymakers and governments regarding the workforce, and to the society for responding the changes.  Originality/value - This paper studied the role of HR managers in employee adaptation to the pandemic state, their perceptions towards organizational response to the crisis, and supportive behavior. 

scholarly journals Effects of Training on Employee Performance in Telecommunication Industry of Nepal

Pravaha ◽  
2020 ◽  
Vol 26 (1) ◽  
pp. 109-117
Author(s):  
Laxman Raj Kandel
Keyword(s):  
Human Resource ◽  
Employee Performance ◽  
Policy Decision ◽  
Business Environment ◽  
Research Management ◽  
Telecommunication Industry ◽  
Research Approach ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Telecommunication Companies

Employees are major assets of any organization. The vigorous role they play towards a company’s accomplishment cannot be undervalued. As a result, preparing these unique resources through effective training becomes authoritative so as to use the job performance. Also position them to require on the challenges of the today’s competitive business environment. Though general research has been shown within the area of human research management, the similar cannot be said on employee training specifically because it concerns developing nations. The purpose of this study was to gauge the consequences of training on employee performance, using the telecommunication industry in Nepal. So as to grasp the study aim, four goals were developed and these focused particularly on identifying the training programs’ current within the industry, the target of the training offered, and therefore the methods employed and lastly the results of training and development on human resource performance. The study was supported two case studies of the biggest telecommunication companies operating in Nepal. A qualitative research approach of the facts collection was approved using a questionnaire including of 18 questions dispersed to 240 respondents. Supported this sample the results found, show that training features a clear effect on the performance of employees. The findings can prove useful to human resource managers, human resource policy decision makers, still as government and academic institutions.

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

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