scholarly journals The Impact of Human Resource Development on Employee Performance and Organizational Effectiveness

2013 ◽  
Vol 7 (3) ◽  
pp. 307-322
Author(s):  
Mohanad Ali KAREEM ◽  
◽  
Ibrahim Jaafar HUSSEIN ◽  
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Employee Performance ◽  
Resource Development ◽  
The Impact

scholarly journals The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

2020 ◽  
Vol 18 (1) ◽  
pp. 130-140
Author(s):  
Amani Abu Rumman ◽  
Lina Al-Abbadi ◽  
Rawan Alshawabkeh
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Training ◽  
Resource Development ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

scholarly journals The Impact of Human Resources Development and Organizational Culture on Employee Performance

2021 ◽  
Vol 4 (2) ◽  
pp. 2227-2233
Author(s):  
E. Kosmajadi
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Good Condition ◽  
Resource Development ◽  
Survey Method ◽  
Statistical Process ◽  
The Impact

Research is motivated by the phenomenon of low employee performance, presumably due to suboptimal human resource development and a less conducive organizational culture. The study aims to identify and analyze: a. human resource development, organizational culture, employee performance; b) the magnitude of the influence of human resource development on employee performance; c) the importance of the impact of organizational culture on employee performance; and the extent of the effect of human resource development and organizational culture on employee performance. This research uses a quantitative approach with a survey method. The data collection tool used a questionnaire distributed to 44 employees. The data obtained were analyzed descriptively and through a statistical process. The results showed: a. From the results of descriptive analysis of human resource development, organizational culture and employee performance are in good condition, but there are weaknesses in certain aspects. The results of the verification analysis show; b) human resource development has a significant effect on employee performance with a magnitude of influence of 66.69%; c) organizational culture has a significant impact on employee performance with the importance of the result of 51.84%; and d) the development of human resources and organizational culture together have an effect on employee performance with the magnitude of the influence of 78.30%, the remaining 21.70% is influenced by other factors that are not included in the model. In conclusion, both partially and simultaneously, human resources and organizational culture's development affects employee performance.

Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises

2018 ◽  
Vol 42 (7/8) ◽  
pp. 517-534 ◽  
Author(s):  
Frank Nana Kweku Otoo ◽  
Mridula Mishra
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Medium Scale ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of human resource development practices on employee performance in small and medium scale enterprises. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 500 employees of the selected SME’s. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some human resource development practices impact employee performance. Performance appraisal however does not impact employee performance of the firms studied. Research limitations/implications The research was undertaken in small and medium scale enterprises, and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study will help stakeholders, policy makers and management of SME’s in espousing appropriate and well-articulated HRD practices to improve employee competencies and enhance organizational effectiveness. Originality/value This study extends the literature by empirically adducing evidence that, human resource development practices impact employee performance of small and medium scale enterprises in Ghana.

scholarly journals Pengaruh Pengembangan Sumber Daya Manusia dan Disiplin Kerja terhadap Kinerja Pegawai (Studi pada Bagian Umum dan Hukum Tata Laksana Universitas Brawijaya)

2021 ◽  
Vol 007 (01) ◽  
pp. 128-135
Author(s):  
Maria Lusianita
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Resource Development ◽  
Work Status ◽  
Moderating Effects ◽  
Insignificant Effect ◽  
Years Of Service ◽  
The Impact

Employees in an agency need to be managed professionally in order to achieve a balance between the needs of employees and the guidance untill their capabilities of the agency. Organizations benefit from operational continuity with increased performance, while employees feel they have a greater commitment to the organization. In line with the phenomenon of human resource development, employee work discipline must also be developed. This study aims to explain the impact of human resource development and work discipline on non-PNS employees and employees. The results of the study state that the development of human resources on employee performance shows a positive but insignificant effect, besides that the effect of work discipline on employee performance shows a positive and significant effect. In addition, the moderating effects of age, work status, and years of service also do not have a significant effect.

scholarly journals The Impact of Human Resource Development (HRD) Practices on Organizational Effectiveness: A Review

2016 ◽  
Vol 6 (3) ◽  
pp. 131-140 ◽  
Author(s):  
Md. Bashir Uddin ◽  
◽  
Kamrun Naher ◽  
Afroza Bulbul ◽  
Neser Aminul Ahmad ◽  
...  
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Resource Development ◽  
The Impact

An Analysis on Human Resource Development Culture and Climate of Chemical Based Public Sector Enterprises in Kerala, India

2021 ◽  
Vol 2021 (6) ◽  
pp. 132-135
Author(s):  
Balakrishnan A ◽  
Dr. KVM Varambally
Keyword(s):  
Public Sector ◽  
Human Resource Development ◽  
Human Resource ◽  
Deep Structure ◽  
Positive Culture ◽  
Resource Development ◽  
The Individual ◽  
The Impact ◽  
Culture And Climate

The impact of Globalization creates a competitive horizon with new markets, new products, new mindsets, new competencies, and new ways of thinking about business. As an outcome of this, the market places become more complex, uncertain, competitive, and transformational. In this era, the major challenge faced by any organization is to maintain a peaceful as well positive culture and climate inside the organization. The human resource development climate of an organization plays a significant role in ensuring the competency, motivation, and development of its employees. Here the term climate denotes the quality of the internal environment. It influences morale and the attitudes of the individual toward his work and his environment. Culture refers to the deep structure of organizations, which is rooted in the values, beliefs, and assumptions held by organizational members. The study was aimed to analyze the Human Resource Development culture and climate of chemical-based public sector enterprises in Kerala. The results indicated that the Human Resource Development climate in an organization is average and the perception of employees regarding Human Resource Development culture and climate does not differs significantly based on age, job approval status, and qualification. But it differs significantly based on gender and experiences.

scholarly journals Pengaruh Pengembangan Sumber Daya Manusia Dan Religiusitas Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Bank Unit Usaha Syariah Di Kota Palembang

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Menik Lestari ◽  
Dinnul Alfian Akbar ◽  
Chandra Zaky Maulana
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Purposive Sampling

This research uses quantitative research, the aim is to determine the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. In this study, data was collected by distributing questionnaires to 100 employees using a purposive sampling method to determine respondents' responses to existing variables. The analysis was performed using the method of Structural Equation Modeling (SEM) based on partial least square (PLS). The results of the analysis show that human resource development has no effect on employee performance, religiosity has a positive and significant effect on employee performance. Human resource development has a positive and significant effect on job satisfaction, religiosity has a positive and significant effect on job satisfaction, and job satisfaction variables have a positive and significant effect in moderating human resource development on employee performance and religiosity on employee performance. This means that the more often human resource development is given, the higher the employee's performance and the higher the employee's religiosity, the higher the employee's performance will be and will result in job satisfaction for employees at the Sharia Business Unit Bank in Palembang City.  Keywords: Human Resources Development, Religiosity, Employee Performance, and Job Satisfaction.  AbstrakPenelitian ini menggunakan jenis penelitian kuantitatif, tujuannya yaitu untuk mengetahui besarnya pengaruh pengembangan sumber daya manusia, religiusitas, terhadap kinerja karyawan  dengan kepuasan kerja sebagai variabel intervening. Dalam penelitian ini data dikumpulkan dengan meyebarkan kuesioner terhadap 100 karyawan menggunakan metode purposive sampling untuk mengetahui tanggapan responden terhadap variabel yang ada. Analisis dilakukan dengan menggunakan metode Structural Equation Modelling (SEM) berbasis partial least square (PLS). Hasil analisis menunjukkan bahwa pengembangan sumber daya manusia tidak terdapat pengaruh terhadap kinerja karyawan, religiusitas berpengaruh positif dan signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja, religiusitas berpengaruh positif dan signifikan terhadap kepuasan kerja, Dan variabel kepuasan kerja berpengaruh positif dan signifikan dalam memoderasi antara pengembangan sumber daya manusia terhadap kinerja karyawan dan religiusitas terhadap kinerja karyawan. Ini berarti semakin sering pengembangan sumber daya manusia diberikan maka semakin tinggi kinerja karyawan dan semakin tinggi religiusitas karyawan maka kinerja karyawan akan semakin tinggi dan akan menghasilkan kepuasan kerja bagi karyawan pada Bank Unit Usaha Syariah di Kota Palembang.  Kata Kunci: Pengembangan Sumber Daya Manusia, Religiusitas, Kinerja Karyawan, dan Kepuasan Kerja.

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