A Bayesian Approach to Investigating Factors Influencing Polytechnic College Students’ Academic Achievement

TVET plays a significant role in human resource development and, as a result, in a society’s progress and prosperity. The study is aiming at identifying the key factors influencing students’ academic success at polytechnic colleges. The study’s target population was regular Bahir Dar Polytechnic College students in the 2019/2020 academic year. Stratified random sampling was employed to conduct a cross-sectional survey of 536 participants. The author employed SPSS version 25 and WinBUGS 1.4 for quantitative data analysis. Bayesian logistic regression was used to model the factors that significantly influence TVET students’ academic achievement. Gender, age, family monthly income, study hours, stimulant use during the study, English language proficiency, EGSECE score, previous perceptions of TVET, teacher satisfaction, and field of study placement satisfaction were identified as factors that significantly influenced TVET students’ academic achievements. Being female, having a low family income, studying for a shorter period, using stimulants while studying, having a low English language proficiency, having a low EGSECE result, having a negative perception of TVET, and having low satisfaction with field of study were all linked to lower academic achievement in this study. According to the findings, students should spend more time in learning and consume fewer stimulants during their studies. The Ministry of Education should modify the TVET curriculum to aid students in improving their English language skills. Teachers in TVET should also receive ongoing capacity-building training. Finally, rather than imposing norms and limits (in terms of student achievement), TVET colleges should respect students’ free choice of training sector (department).

Organizational Culture, Employee Motivation, Workload and Employee Performance: A Mediating Role of Communication

The current study seeks to investigate the mediating role of employee communication in the relationship between organisational culture, employee motivation, the workload on employee performance in Batam Port Management Partnership and Business Development Section, Indonesia. This quantitative study involved 50 Batam Port Management Partnership and Business Development with 150 respondents participated in this study. The data collected using a census approach by distributing the questionnaire, and the data analysed with structural equation modelling – partial least square (SEM-PLS). This study indicated that Organizational Culture and Communication have a significant positive relationship with employee performance. Besides that, Motivation and Workload do not have a significant effect on employee performance. In addition, communication mediates the relationship between workload and employee performance. In conclusion, the present study proved that communication is a significant factor in determining employee performance and plays a significant role as mediating variable between workload and employee performance. This study contributes significantly to the theory and government policy in the term of human resource development. The findings of this study can assist the Batam Port Management Partnership and Business Development in increasing their employee performance through communication.

Exploring the influence of training and development on employee’s performance: Empirical evidence from the Indian tourism industry

The aim of this paper is to explore the influence of training and development on employee’s performance through different dimensions. Moreover, this study proposes a model in the area of human resource development to be used for testing and improving the performance of employees in the Indian travel and tourism sector. An integrated model was developed highlighting the relationship between the training and development and employee performance. Using the sample of 146 employees, structural equation modelling (SEM) was employed to validate the hypothesized relationship by evaluating the responses of employees working in the Indian travel agencies. The findings of this study demonstrate a strong relationship between training and development and employee performance in the travel industry and also can be used by managers and HR professionals for organizing exclusive training programs for improving employee's performance based on the dimensions used in this paper. The present study provides an empirical and theoretical explanation of different dimensions associated with training and development and employee performance, especially in the Indian tourism industry.

The challenges confronting the training needs assessment in Saudi Arabian higher education

This research examines the problems encountered by the Training Needs Assessment (TNA) system from the perspective of faculty members and Human Resources (HR) managers in emerging public universities in the Saudi Arabian Higher Education sector. It aims to understand how problems with this will affect the success rate of Training and Development (T&D) curriculums. The research comprises an analytical study using a case study method of analysis. Qualitative data collection was carried out using semi-structured interviews with 75 senior managers and faculty members of four selected universities, selected using purposive non-random sampling. The data was analysed using Thematic Analysis (TA). The results highlight the insufficiency of the TNA techniques applied to ascertain training requirements. The primary obstacles to successful TNA were inadequate HR processes, insufficiently experienced HR directors, poor engagement, and favouritism concerning the selection of candidates for T&D. These issues affect the enthusiasm of those in the department. Additionally, resources required for T&D, particularly time and money, are misused, which could influence the growth potential of the universities against the country’s Vision 2030 plan. The findings indicate procedural differences in selecting and approving staff requests for Human Resource Development (HRD) support, managerial discretion in selecting participants for HRD programmes, and selective or restricted access to HRD programmes for foreign-born employees, which raises significant questions about equality policies. This study is unique as a contribution to the literature in exploring the challenges faced by the TNA process in Saudi Arabian Higher Education, therefore broadening understanding in the field as a whole, especially concerning the developing countries and Gulf Cooperation Council of Nations. The study concludes that there is currently unsatisfactory commitment in determining the staff training needs by the HR departments of Saudi Arabian public universities, which damages morale and leads to a lack of faith between HR directors and departmental staff. Finally, this study contributes to the area of policy decision-making by reporting the present situation surrounding the issues related to the application of TNA in T&D.

Reducing Lookism in the Workplace

Lookism issues have been studied in the fields of economics, social science, physiology, and business. Studies have shown that physical appearance affects employers' judgment about the quality of an employee. The purpose of this chapter is to explore the effects of lookism on career development in organizations. In addition, this chapter discusses the strategies for reducing lookism in the workplace from a human resource development perspective and provides four strategies for reducing lookism. First, legislation should include and address issues of physical attractiveness. Second, diversity education and training should be provided to students, employees, and employers. Third, diversity management should be practiced in the workplace. Fourth, appropriate employment processes should be adopted. Future research should study lookism over a wider range of occupations across different cultures. In addition, future studies should develop theories and conceptual frameworks to support and explain current issues of lookism in the workplace.

Nursing care for the Amazon population: knowledge production and human resource development

ABSTRACT Objectives: to analyze knowledge production adherence from a master’s course in nursing in the Amazon to care and health demands in the region, with an emphasis on neglected tropical diseases and traditional populations in the Amazon. Methods: a descriptive study, with a quantitative approach and documentary basis, analyzing dissertations defended in a Graduate Program in Nursing at the Universidade do Estado do Pará in association with the Universidade Federal do Amazonas, from 2012-2019. A descriptive statistical analysis was performed. Results: of the 105 dissertations analyzed, 30 (28.6%) were related to neglected tropical diseases. Of these, 11 (10.5%) dealt with Chagas disease, leishmaniasis, tuberculosis, malaria, and leprosy. Traditional populations in the Amazon participated in only 11 (10.5%) studies. Conclusions: knowledge production in a master’s course has adherence to care and health demands in the region; however, it needs to enhance its production to strengthen its identity.

Evaluation of Refresher Training Programme on Conservation Agriculture Practices

Human behavior consists of knowledge, skill and attitude and timely up gradation of thesethree components is must for better human resource development. Training is medium formodification of human behavior to efficiently discharge one’s own duties and responsibilitiesat their respective work place. The paper attempts to evaluate the impact of 10 daystraining programme entitled “Conservation agriculture practices for enhancing productivityand resource use efficiency in major cropping pattern” conducted in the Division ofAgronomy, SKUAST-Jammu on knowledge of the participants regarding different aspectsof conservation agriculture as well as their opinion towards overall organization of trainingprogramme. Gain in knowledge was taken as indicator for assessing the immediate outputof the training programme. Participants were exposed to pre and post knowledge test andthe results of two sample paired t-test (p=.000) so applied revealed that there wassignificant gain in knowledge about different aspects of conservation agriculture afterattending the training programme. Overall majority of the respondents were of opinionthat training programme was well planned and very effective and they had learned differentpractical aspects of conservation agriculture.