scholarly journals The Influence of Talent Management on Performance of Employee in Public Sector Institutions of the UAE

2019 ◽  
Vol 8 (2) ◽  
pp. 8
Author(s):  
Mahmoud Kaleem
Keyword(s):  
Public Sector ◽  
Cognitive Abilities ◽  
Management Practices ◽  
Employee Performance ◽  
Research Work ◽  
Talent Management ◽  
Working Environment ◽  
Primary Data ◽  
Raw Data ◽  
The Impact

Talent management is the discipline of using strategic human capital planning to improve the value of business and induce it for enterprises organizations to achieve their objectives. It refers the organization’s ability to recruit, reward, organize, and retain most talented employees available in job market. In the modern era it has become very important and necessary skill for the workforce to acquire the one’s good skills, cognitive abilities, knowledge, and potential to do well for the business strategy to function more appropriately. Talent management is the training strategy for the employees that are set within an organization platform. The organizations where the most productive employees can pick and choose the tasks according to their will and capability are found more beneficial and productive for the organizations. In the adverse economic circumstances, companies are trying to cut their expenses so the talent management system is the means to optimize the performance of each employee. The basic aim of this study is to explore the influences of talent management strategiesto determine the employees’ performancein selected public sector organizations of UAE. The core function of this study examines, how talent management practicescan enhance the employee’s satisfaction and productive performance, instead of being process of hiring, reinforcing and evaluating the aptitude. Efforts have been made to retain, attract, develop, and reward employees. This study puts forward valid descriptive hypothesesdata, based on a survey collected through the employees of the nationalorganizationsofthe UAE. A pre-plannedsurvey has been used on a sample of more than two hundred (200) employees working in different organizations for the collection of primary data. This research work is steered by the following explorative questions:At what level does talent acquisition affectsthe performance of employee, at what level of extensive, does the impact of talent development affects the employee performance, to what extent does the talent retention enhance the performance of the employees, to what extent does the talent management enhance the performance of the employees. The stratified methodology for data collection is adoptedfor the selection the sample size of 200plaintiffs. A well-organized structuredand to the pointquestionnaire is utilized for the collection of raw data. The collected raw data is analyzed for both of inferential (correlation analysis) and descriptive (percentages and frequencies) statistics. Tables and figures are used to represent the data. The finding indicates that talent management practices have direct impact on employee’s motivation, creativity, satisfaction and employee competency. The study recommends that there should be healthy and stress free working environment, career progression opportunity, regular training, welcome employees’ innovative idea and transparent proper promotion policy for the management of talent in the organization.

scholarly journals The Impact of Workplace Stress Management in a Business Organisation in the Service Industries – A Case Study on Kingstel Hotel Limited -Takoradi, Ghana

2021 ◽  
pp. 240-275
Author(s):  
Alex Acquah ◽  
Prof. Huiying Chen
Keyword(s):  
Stress Management ◽  
Management Practices ◽  
Research Work ◽  
Service Industries ◽  
Workplace Stress ◽  
Working Environment ◽  
Primary Data ◽  
Marketing Manager ◽  
Service Personnel ◽  
The Impact

This research presents readers with adequate information about workplace stress and its impact on the productivity of employees in the service industries, factors in the working environment that cause stressful situations and negative health consequences of workplace stress. It was necessary to undertake this research on workplace stress due to the rapid changes in the service industries which come with some sort of pressure and making the workplace more prone to stress for managers and frontline service personnel. Service personnel need to control their personal emotions so that they will be capable of managing the emotions of their customers and provide them with their service requirements in an organization. The major objective for conducting this research work is to analyze the effectiveness of workplace stress management practices at Kingstel Hotel Limited and how sources of job stress for service personnel such as perceived customer demands, uncooperative attitudes of employees, role ambiguity, role conflict, role overload and how teamwork and other mediators such as job autonomy, training, and motivational programs helps to minimize workplace stress. To enhance better understanding and thorough analysis of stressors, questionnaires were administered to service personnel at Kingstel Hotel to gather primary data for further analysis and investigation. The researcher also interviewed the marketing manager of the hotel to gather further information. Moreover, in other not underrating the significant benefits of secondary data, various articles and publications were reviewed to enrich our knowledge and information base. With the use of an online survey, the questionnaire response was translated into tables and figures for further analysis. With the help of SPSS, correlations analyze was conducted to examine correlations in the variables used and the results of the study indicated that service personnel does not have personal stress management activities and this may result in health- related issues at the workplace more often. The study also identified from the analysis that workplace stress management activities will reduce working hours. Findings suggest the more uncooperative colleagues tend to be in an organization, the heavier workload will be for employees and hence higher probability to suffer from stress. Finally, recommendations for future research are given and areas are highlighted where there is a need for more empirical research.

scholarly journals Impact of Organization Politics on Human Resource Management Practices and Employee Performance

2019 ◽  
Vol 2 (2) ◽  
pp. 39-47 ◽  
Author(s):  
Rehana Yasmeen ◽  
Munaza Bibi ◽  
Ali Raza
Keyword(s):  
Public Sector ◽  
Data Collection ◽  
Management Practices ◽  
Employee Performance ◽  
Primary Data ◽  
Organizational Goals ◽  
Hrm Practices ◽  
Collection Data ◽  
Negative Effect ◽  
The Impact

Purpose- The purpose of this study was to investigate the impact of nepotism & favoritism as a form of organization politics on HRM practices and employee performance. Design/Methodology- Explanatory research design was employed to determine the effect of nepotism & favoritism on HRM practices and employee performance. Primary data collection method was used among employees working in different public-sector hospitals based on their accessibility. For this study, the sample of 150 employees was used. The adapted questionnaire was used for data collection. Data were analyzed using SPSS.  Findings- The correlation analysis revealed a significant relationship between favoritism, employee performance & HRM practices whereas nepotism has a significant association with employee performance but the insignificant relationship with HRM practices. The outcomes of the study unveiled a significantly negative effect of nepotism on employee performance & HRM practices while favoritism has a significantly positive effect on employee performance & HRM practices.  Practical Implications- The study outcomes might help public sector hospitals HR department to incorporate some changes regarding their policies to prevent the nepotistic & favoritism practices which can lead to creating a politics in the organization in which everyone works to fulfill his or her self- interest without focusing towards organizational goals achievement.

Occupational Health and Safety Management and Employees’ Performance in Ardova Plc

2021 ◽  
Author(s):  
Olasunkanmi Olusogo Olagunju ◽  
Ejekwu Pascal Andy
Keyword(s):  
Occupational Health ◽  
Safety Management ◽  
Employee Performance ◽  
Research Work ◽  
Health And Safety ◽  
Occupational Health And Safety ◽  
Simple Random Sampling ◽  
Working Environment ◽  
Primary Data ◽  
Statistical Tool

Abstract The vital purpose of this research work is to examine the impacts of occupational health and safety management on employee's performance. It aims to investigate the nexus between the practice of OHS, safe working environment and performance of employees. The research work adopt a descriptive approach to scrutinize the contributions of provision of adequate health and safety equipment to performance of employees at Ardova Plc. Aside collecting primary data from the staffs of Ardova Plc in Lagos State cutting across diverse socio-economic class, simple random sampling was utilised in the study using 90 questionnaires to collect the primary data. However, descriptive data was therefore analyzed using Statistical Tool to show the Cross-tabulation, correlation and Chi-Square Test. The research study concludes that practice of occupational health and safety management can boost employee performance, and further suggest some policy recommendations.

scholarly journals A Study of Talent Management Practices and Strategies in the Service Sector

2020 ◽  
Vol 10 (5) ◽  
pp. 21-29
Author(s):  
Shweta Bobhate
Keyword(s):  
Service Sector ◽  
Sampling Method ◽  
Management Practices ◽  
Systematic Approach ◽  
Employee Performance ◽  
Talent Management ◽  
Primary Data ◽  
Unexplored Area ◽  
Research Questions ◽  
And Performance

Talent management is a mechanism which involves hiring, assigning, transferring, growth and retaining of employees in the organisation. It is important because it ensures top talent is attracted and effective employee performance, employee’s engagement and retainment of top talent. A thorough review of the work carried out shows that businesses are experiencing a talent shortage in this competitive period, which has placed pressure on them to recruit the best talent and to ensure that workers enter the company and choose to remain in the organization rather than seeking opportunities elsewhere. The importance of the different components of talent management for employees was another unexplored area. Existing research has not been able to resolve the problem of defining the importance of the different talent management elements and the weighting they bear for employees. The problem of employee perception and management perception of the efficacy of talent management activities has also not been discussed, to address this gap the researcher has attempted to study talent management practices in service sector. The author followed a systematic approach to address the research questions, the literature was reviewed, in research methodology, primary data was collected through questionnaire which followed a sampling method accompanied by hypothesis testing which revealed that the effective practices boosts up the efficiency of the employees and performance of the organization too.

scholarly journals The Impact of Training on Banks Employee Performance

2021 ◽  
pp. 22-28
Author(s):  
Mohannad Abu Daqar ◽  
Milán György Constantinovits
Keyword(s):  
Significant Relationship ◽  
Employee Performance ◽  
Research Work ◽  
Primary Data ◽  
Training Design ◽  
Time Duration ◽  
Permanent Staff ◽  
Main Instrument ◽  
Training Delivery ◽  
The Impact

The main aim of conducting this research work is to explore the impact of Training on Employees Performance in the banking industry in Palestine. The Data for this study were collected from the permanent staff working in banks in Palestine through a questionnaire designed to achieve the objectives of this study as the main instrument to gather the primary data; 10 banks have been selected for this purpose. The result shows that there is a significant relationship between Training Material and Employee Performance, and also a significant relationship between Training Delivery and Employee Performance, while the study revealed that there is no significant relationship between (Training Design and Training Content) and Employee Performance. The researcher recommended banks to focus on giving useful and easy to read and see the material, handouts, and activities in training. Moreover, Banks should consider focusing on training that best helps employees in applying and learning various types of knowledge and skills, providing clear instructions for all activates, and providing trainings with reasonable time duration.

IMPACT OF STRESS ON EMPLOYEES PERFORMANCE IN PUBLC SECTOR UNIVERSITIES OF SINDH

2020 ◽  
Vol 6 (2) ◽  
pp. 114
Author(s):  
Mansoor Ahmed Soomro ◽  
Dr. Muhammad Saleh Memon ◽  
Prof. Dr. Noor Shah Bukhari
Keyword(s):  
Public Sector ◽  
Stress Level ◽  
Quantitative Research ◽  
Employee Performance ◽  
Working Environment ◽  
Reward Structure ◽  
Organization Performance ◽  
Exploratory Research ◽  
Keywords Stress ◽  
The Impact

The main objective of this study was to measure the “Impact of Stress on Employee Performance in Public Sector Universities of Sindh.” In every organization performance of employee is debatable subject, to determine stress level in public sector universities and to predict employees performance and an exploratory research was conducted, by considering reward structure, and working environment as independent variable and employee performance as dependent variable. Stress felt by employee during work was major focus of study, study findings reveals that stress is directly related with employee performance, if stress level changes it also bring change in employee performance. Stress impact positively and negatively as result, increase in performance were seen when employee considered it positive, employees became enable to give their performance in better way if stress is positive, and if negative stress is their it can inadequately affect the routine and job of staff. It`s observed that mostly stress impact negatively on performance of employees and it causes physical, psychological, behavioral and social problems. Research results revealed that reward structure has positive and significant effect on employee performance; similarly, there is important contribution of working environment on employee performance too. Stress is indispensable factor to study, working environment and reward structure has massive effect on employees as factor of stress. A quantitative research technique was applied to conduct this study. A survey questionnaire was designed to collect responses. 5-point likert sale used to measure the data. Responses were collected from 310 respondents to test the model in relative to impact of stress on employee performance, data of employee relating to all categories of management in public sector universities of Sindh. Keywords: Stress, employee performance, working environment, rewards structure.

The Impact of Shariah Governance and Corporate Governance on the Risk Management Practices: Evidence from Local and Foreign Islamic Banks in Malaysia

2018 ◽  
Vol 15 (2) ◽  
pp. 1-20
Author(s):  
Sabri Embi ◽  
Zurina Shafii
Keyword(s):  
Risk Management ◽  
Corporate Governance ◽  
Management Practices ◽  
Principal Component ◽  
T Test ◽  
The Body ◽  
Primary Data ◽  
Islamic Banks ◽  
Shariah Governance ◽  
The Impact

The purpose of this study is to examine the impact of Shariah governance and corporate governance (CG) on the risk management practices (RMPs) of local Islamic banks and foreign Islamic banks operating in Malaysia. The Shariah governance comprises the Shariah review (SR) and Shariah audit (SA) variables. The study also evaluates the level of RMPs, CG, SR, and SA between these two type of banks. With the aid of SPSS version 20, the items for RMPs, CG, SR, and SA were subjected to principal component analysis (PCA). From the PCA, one component or factor was extracted each for the CG, SR, and RMPs while another two factors were extracted for the SA. Primary data was collected using a self-administered survey questionnaire. The questionnaire covers four aspects ; CG, SR, SA, and RMPs. The data received from the 300 usable questionnaires were subjected to correlation and regression analyses as well as an independent t-test. The result of correlation analysis shows that all the four variables have large positive correlations with each other indicating a strong and significant relationship between them. From the regression analysis undertaken, CG, SR, and SA together explained 52.3 percent of the RMPs and CG emerged as the most influential variable that impacts the RMPs. The independent t-test carried out shows that there were significant differences in the CG and SA between the local and foreign Islamic banks. However, there were no significant differences between the two types of the bank in relation to SR and RMPs. The study has contributed to the body of knowledge and is beneficial to academicians, industry players, regulators, and other stakeholders.

Research from China finds no significant difference in impact of public service motivation (PSM) in public and private sectors

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Employee Performance ◽  
Intention To Leave ◽  
Public And Private ◽  
Content Type ◽  
The Public ◽  
Significant Difference ◽  
Set Up ◽  
The Impact

Purpose The authors assumed PSM would be higher in the public sector, but they set up a trial to find out if this was the case. Design/methodology/approach To test their theories, the authors conducted two independent surveys. The first consisted of 220 usable responses from public sector employees in Changsha, China. The second survey involved 260 usable responses from private sector employees taking an MBA course at a university in the Changsha district. A questionnaire was used to assess attitudes. Findings The results found no significant difference between the impact of public sector motivation (PSM) on employee performance across the public and private sectors. The data showed that PSM had a significant impact on self-reported employee performance, but the relationship did not differ much between sectors. Meanwhile, it was in the private sector that PSM had the greatest impact on intention to leave. Originality/value The authors said the research project was one of the first to test if the concept of PSM operated in the same way across sectors. It also contributed, they said, to the ongoing debate about PSM in China.

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