Investigating the Effect of Human Resource Strategic Orientation on Employee Performance in Federal Civil Service Commision, Abuja-Nigeria

This review aims to provide an indication of the current situation and irregularities that occur in the work environment and its impact on employee performance. Explanatory clues about borderline issues such as measuring positive and negative change in the work environment and employee satisfaction continuously influence employee productivity. Methodology: This study interprets the existing work environment in relation to workload and employee satisfaction. The study relies on a data set involving a variety of experiences and knowledge as well as the current situation in Bekasi. This review is expected to inspire readers to inspire further output in this field. Findings: This study provides an overview of a strategic orientation within existing research lines, helping to advise readers on what to know, what to know, and gaps for further investigation. Value: This study offers an overview of the latest understanding of these concepts in the field of human resource utility.

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Effects of the Monetisation Policy on employee performance in the Nigerian civil service

Africa’s Public Service Delivery and Performance Review ◽

10.4102/apsdpr.v7i1.271 ◽

2019 ◽

Vol 7 (1) ◽

Author(s):

Damian C. Ukwandu ◽

Chiemeka Onyema

Keyword(s):

Social Exchange ◽

Civil Service ◽

Employee Performance ◽

Financial Burden ◽

Civil Servants ◽

Fringe Benefits ◽

Positive Effects ◽

Service Water ◽

Federal Civil Service ◽

The Government

Background: This article examined the enormous financial burden placed on the Federal Government of Nigeria by the management and maintenance of its civil servants. The cost of governance in Nigeria continues to rise mainly because of the provision of fringe benefits (such as free residential accommodation, medical services, transport facilities and utilities, including telephone service, water and electricity) to public servants. Yet, public employees’ performance continues to decline, which leads to low levels of human and physical infrastructure development.Aim: This article examines the effects of the rising cost of governance in Nigeria and how to enhance employee performance. The article interrogates the effects of the monetisation of fringe benefits policy (the Monetisation Policy) of the Obasanjo Administration (2003–2007).Setting: The study was conducted in the Federal Civil Service Secretariat in Owerri, Imo State, Nigeria.Methods: This article is anchored in social exchange theory. The study participants comprised 1007 federal civil servants selected from 32 federal establishments. The participants were selected using the total population sampling technique. A structured questionnaire with a reliability coefficient estimate of 0.742 was used to generate the data for the study. The Statistical Package for the Social Sciences (SPSS) aided the presentation and analysis of data relating to the research objectives using frequency distribution tables and testing research hypotheses with chi-square statistics and Pearson’s product–moment correlation statistic.Results: The findings revealed that the Monetisation Policy has helped to enhance employee payment packages. A statistically significant positive correlation was found between high monetised benefits and high employee performance. The study found that the Monetisation Policy has had positive effects on employee performance in the federal civil service in Imo State.Conclusion: This study concludes that the Monetisation Policy has helped to enhance employee motivation and morale, and to reduce employee work-related stress, which are vital indicators of work efficiency. These factors do not only affect the contextual performance of the civil servants, but also predispose their task performance. The researchers recommend that the Monetisation Policy should be sustained. It is also recommended that the government should introduce other measures aimed at enhancing the motivation of employees who receive lower monetised benefits so as to further improve the overall performance of the Nigerian civil service.

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Impact of Human Resource Development on Public Service Through Employee Performance Of Center Mamuju

Jurnal Ad ministrare ◽

10.26858/ja.v8i1.19816 ◽

2021 ◽

Vol 8 (1) ◽

pp. 129

Author(s):

Nimrah Rahmayanti Yusuf ◽

Widyawati Widyawati ◽

Nurlaela Nurlaela

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Public Service ◽

Civil Service ◽

Employee Performance ◽

Resource Development ◽

Service Agency ◽

District Offices

Public organizations as a place for providing services to the community must be supported by quality human resources. This is inseparable from the human resource development system, in creating superior human resources and having good performance so that the services provided can increase public satisfaction. This research is a quantitative type of research, which is conducted at the Civil Service and Civil Service Agency, Population and Civil Registry Office and five District Offices in Central Mamuju Regency. The sample in this study amounted to 102 people. Data collection was carried out through distributing questionnaires, observations, interviews and supporting documents related to the research topic. The results showed that the development of human resources through employee performance had an influence on the quality of public services in Central Mamuju Regency with an F calculated value of 15.668. greater than the F table, which is 3.09. For the probability value, the value is 0,000, smaller than 0.05.

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MOTIVASI DAN DISIPLIN KERJA PENGARUHNYA TERHADAP KINERJA PEGAWAI KANTOR REGIONAL X BADAN KEPEGAWAIAN NEGARA DENPASAR MELALUI LINGKUNGAN KERJA SEBAGAI VARIABEL INTERVENING

Journal MISSY (Management and Business Strategy) ◽

10.24929/missy.v2i1.1445 ◽

2021 ◽

Vol 2 (1) ◽

pp. 11-23

Author(s):

Wayan Arya Paramarta ◽

Komang Budi Arnawan

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Work Environment ◽

Human Resource ◽

Civil Service ◽

Employee Performance ◽

Partial Least Square ◽

Service Agency ◽

Regional Office ◽

Insignificant Effect

Human resource management should build disciplinary behaviour for employees who compete competitively in the current era of globalization. Besides, with the existence of human resource management, it is expected that they have to create the best performance for companies that want to advance or develop, so they are required to have quality employees. The purpose of this study was to analyses the influence between motivation and work discipline on employee performance at the Regional Office X Denpasar State Civil Service Agency through the work environment as an intervening variable. The type of data used in this study is qualitative data and quantitative data, with data sources namely data. primary and secondary. The data collection method was carried out by distributing questionnaires to respondents, while the data analysis method in this study used Partial Least Square (PLS) with Smart PLS version 3.2.9. The results of this study indicate that motivation has a positive but insignificant effect on employee performance, work discipline has a positive but insignificant effect on employee performance, motivation has a positive and significant effect on the employee work environment, work discipline has a positive and significant effect on the employee work environment, work environment. positive and significant effect on employee performance. Furthermore, motivation has a positive but not significant effect on performance through the work environment of employees, work discipline has a positive and significant effect on performance through the work environment of the employees of Regional Office X Denpasar State Civil Service Agency.

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Effect of Career Fulfilment on Employee Performance in Federal Civil Service Commission, Abuja-Nigeria

Review of Politics and Public Policy in Emerging Economies ◽

10.26710/rope.v2i2.1711 ◽

2020 ◽

Vol 2 (2) ◽

pp. 47-57

Author(s):

Mohammed Nuhu ◽

Turner Itari ◽

Abdullahi Ndagi

Keyword(s):

Sample Size ◽

Civil Service ◽

Employee Performance ◽

Partial Least Square ◽

Least Square ◽

Software Analysis ◽

Management Domain ◽

Service Commission ◽

Federal Civil Service ◽

Civil Service Commission

Purpose: The study on the effect of career fulfilment practices on employee performance is still scanty in the human resource management domain. The objective of this study is to determine the effect of career fulfilment practices on employee performance in the Federal Civil Service Commission (FCSC), Abuja-Nigeria. Design/Methodology/Approach: The study is a cross-sectional survey. Hence, researchers adopted the primary data approach of data collection. The population of the study is 400 (FCSC, 2021). Using Krijcie and Morgan (1970), the sample size is 196. The researchers increased the sample size by 50% based on Salkind's (1997) suggestion. Thus, the final sample size of the study is 294 using the stratified random sampling technique. The study administered 294 copies of the questionnaires and was used for the analysis. The returned questionnaires were inputted, coded, and screened using Statistical Package for the Social Science (SPSS) version 22 software. Analysis was carried out using Partial Least Square Structural Equation Modelling (PLS-SEM). Findings: Findings showed that career fulfilment practices have a positive and significant effect on employee performance in FCSC, Abuja-Nigeria. Implications/Originality/Value: The study concluded that FCSC, Abuja-Nigeria, government, labour Unions and policymakers should promote career fulfilment practices that will improve employee performance in FCSC, Abuja.

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