-
Research on Talents Training in Colleges and Universities Under the Background of "Belt and Road" Strategy
Issue:
Volume 8, Issue 3, September 2020
Pages:
109-114
Received:
21 November 2019
Accepted:
12 December 2019
Published:
28 April 2020
Abstract: The implementation of the “Belt and Road” national strategy has put forward new and higher requirements for the cultivation of talents in universities. The talent development of colleges and universities actively responds to the “Belt and Road” national development strategy, which is not only the inherent need of higher education reform, but also the strategic requirement for implementing “going out” and “bringing in” talent training. However, at present, some colleges and universities still have problems such as inappropriate positioning of talents, "going out" of talent training and inconsistent needs, and inadequate training of personnel training. Therefore, it is necessary to take active measures to train college talents who meet the needs of the “Belt and Road” strategy: one must establish the goal of talent training, the second is to build a systemic talent training subject, the third is to improve the university personnel training curriculum system, and the fourth is to improve the teaching staff. International construction.
Abstract: The implementation of the “Belt and Road” national strategy has put forward new and higher requirements for the cultivation of talents in universities. The talent development of colleges and universities actively responds to the “Belt and Road” national development strategy, which is not only the inherent need of higher education reform, but also t...
Show More
-
Enterprise Social Media (ESM) Use and Employee Belongingness in US Corporations
Phillip Melvin Randall,
Franklin Mister Lartey,
Tywanda Dynel Tate
Issue:
Volume 8, Issue 3, September 2020
Pages:
115-124
Received:
1 April 2020
Accepted:
20 April 2020
Published:
28 April 2020
Abstract: This study explored social capital theory by investigating the relationship between enterprise social media use (ESM) as measured by an adapted instrument and employee belongingness as measured by the balanced measure of psychological needs (BMPN) scale of employees in USA, moderated by generational age groups. A survey of 155 employees from US corporations was conducted. The results support the theoretical model of social capital as well as three hypothesized relationships. While there was no significant relation between Social-related ESM use and employee belongingness, there was a statistically significant relationship between Work-related ESM use, age generation groups, and employee belongingness. Overall, Generation-X employees showed a higher belongingness score compared to Millennials, and even higher compared to Generation-Z employees. The results indicate that using an internal social media technology for work-related purposes can help employees feel that they belong and are a part of the social makeup of the organization. Work related social media use can also foster greater organizational social capital such as team building resulting in the achievement of organizational objectives and goals. These findings offer implications for research on social capital’s value as an asset for the organization as well as enterprise social media’s ongoing and ever-increasing value.
Abstract: This study explored social capital theory by investigating the relationship between enterprise social media use (ESM) as measured by an adapted instrument and employee belongingness as measured by the balanced measure of psychological needs (BMPN) scale of employees in USA, moderated by generational age groups. A survey of 155 employees from US cor...
Show More
-
Re-Negotiating Employee Contracts: Issues of Content, Context and Process
Kwesi Atta Sakyi,
Esnart Mwaba Tayali
Issue:
Volume 8, Issue 3, September 2020
Pages:
125-138
Received:
27 April 2020
Accepted:
1 June 2020
Published:
17 June 2020
Abstract: This paper is approached from a practical perspective with references given in relevant parts. The objective of this paper is to examine how unfavourable employee contracts in particular and other business contracts in general are renegotiated. The approach adopted here in the paper is both theoretical and practical because of the nature of the topic which is based on a short case study that requires a practical and common sense approach as well as providing an opportunity for probing and plumbing the depths of its theoretical underpinnings. The authors reflected on the theories linked to the topic of negotiation in order to provide deeper insights. Therefore this paper is a review paper that did not require the methodology of collecting primary data from field research. The methodology adopted was part narrative, and part analytical reflection of both praxis and theory pertaining to human resource practices. Therefore the Literature Review part was extended to cover wider field. The paper shares knowledge on re-negotiating employee contracts from the management rather than the legal point of view. The second objective of this paper is to share knowledge and excite readers for them to react by reflecting on their own experiences. The findings of this paper are to be gleaned from the numerous discussions, reviews, examples, and analysis provided from a multidisciplinary point of departure. The paper findings revealed that despite legal contracts being signed as non-negotiable legal instruments, practical imperatives of changing business fortunes and circumstances call for revisiting contracts in order to address any extenuating circumstances. The paper concluded that contracts are not cast in iron or stone and those employees and their representatives can go back to the negotiating table with their employers to re-engage over conditions of service to their mutual benefit in a win-win situation.
Abstract: This paper is approached from a practical perspective with references given in relevant parts. The objective of this paper is to examine how unfavourable employee contracts in particular and other business contracts in general are renegotiated. The approach adopted here in the paper is both theoretical and practical because of the nature of the top...
Show More
-
Negotiating Employee Contracts Case Study Review Negotiations and Conflict Resolution
Kwesi Atta Sakyi,
Esnart Mwaba Tayali,
Godffrey Kapasa Mweshi,
David Musona
Issue:
Volume 8, Issue 3, September 2020
Pages:
139-145
Received:
27 April 2020
Accepted:
3 June 2020
Published:
23 June 2020
Abstract: This paper is a review of a case study in human resource management with a slant towards the legal aspect of contract of employment and renegotiation of contracts. As none of the authors is a lawyer, the paper is reviewed from the managerial rather than from the legal point of view. Cindy is the lady employee in question who worked for a company for many years and never thought that a time would come when her employer would transfer her to a far off and forlorn place in the midst of nowhere. Her relocation puts her off and she thought she had been unfairly treated by her employer. In the analysis of the issues at stake in the scenario, the authors came to the conclusion that both Cindy and her employers had merit in their case should they go to court for adjudication and pronouncement of a verdict. Cindy on her part did not follow due process at the onset to ask questions about her job. It seemed also that her employers on their part did not do full disclosure about the nature of the job and the need to relocate staff when necessary. The authors decided to use the exploratory approach methodology in this case study review as there was not much information in the scenario to go by. The case study method has been found to be a suitable method of research that enables a phenomenon to be examined closely at a micro level so that knowledge from a small sample can be extended to cover generalizations of all similar cases, using the deductive and inductive approaches. Therefore the authors made some assumptions and used the deductive and inductive approach to arrive at logical conclusions. This article is therefore a narrative article and a commentary that does not include any primary research material. Readers are free to come to their own conclusions on the merit of the case as the main objective of the authors of this article is to generate knowledge for academic discourse. Human Resource practitioners and theoreticians will hopefully find the article stimulating food for thought and pertinent to their work.
Abstract: This paper is a review of a case study in human resource management with a slant towards the legal aspect of contract of employment and renegotiation of contracts. As none of the authors is a lawyer, the paper is reviewed from the managerial rather than from the legal point of view. Cindy is the lady employee in question who worked for a company fo...
Show More
-
Strategic Plan as a Tool for Performance Management in the Tanzanian Public Sector
Stella Malangalila Kinemo
Issue:
Volume 8, Issue 3, September 2020
Pages:
146-151
Received:
3 May 2020
Accepted:
22 June 2020
Published:
4 July 2020
Abstract: The study empirically examined the effectiveness of the implementation of strategic plan in Tanzanian public sector specifically in Ilala Municipality. The study employed case study design and mixed research approaches of qualitative and quantitative. Data was collected using interview, questionnaire and documentary review and was analyzed using qualitative and quantitative analysis. The findings revealed that there is poor involvement of staff in the formulation of strategic plan, inadequate financial ability, inadequate number of staff, lack of expertise in some fields, lack of autonomy in revenue collection and recruitment of staff, inconducive working environment, and budgetary deficit in the implementation of the strategic plan. To enhance effective implementation of strategic plan the study recommends involving more staff in the planning process especially at the stage of identifying strength, weaknesses, opportunities and challenges of the municipality. With respect to lack of autonomy in revenue collection and recruitment of staff it is recommended that the Ilala municipality should be given more autonomy rather than being interfered by the central government. The intergovernmental transfers of funds to Ilala municipality should be made on time without delay for effective implementation of strategic plan. The study argues that unless the obstacles to the implementation of strategic plan are addressed, its implementation will remain ineffective.
Abstract: The study empirically examined the effectiveness of the implementation of strategic plan in Tanzanian public sector specifically in Ilala Municipality. The study employed case study design and mixed research approaches of qualitative and quantitative. Data was collected using interview, questionnaire and documentary review and was analyzed using qu...
Show More
-
Organization’s Human Resource Practices: Determinants of Employees Retirement Preparedness in the Context of Kenya
Githaiga Gathiira,
Stephen Muathe,
James Kilika
Issue:
Volume 8, Issue 3, September 2020
Pages:
152-162
Received:
5 June 2020
Accepted:
1 July 2020
Published:
6 July 2020
Abstract: The premise that human resource (the people) is the most valuable of all organizational resources presupposes the need for organizational strategies to secure the future of both the organization and employees. The role played by employer organizations in employee separation planning is imperative in providing insight into the human resource practices geared towards employees’ eventual retirement. However, separation decisions are ignored in theory and practice, and even the little attempts made has inherent weaknesses. This has left employees’ retirement planning being a concern of individuals just about to retire or otherwise plunging into retirement life without planning at all. Separation planning predicts higher levels of individual’s postretirement adjustment across various occupational settings in both public and private sectors. There is therefore need for judicious management of retirement transition by individual employees and employers through promotion of sound human resource practices. The human resource practices should intentionally influence individual employee’s retirement behaviours by triggering planning for the eventual separation and hence retirement preparedness. The purpose of this study was to assess the effect of organization’s human resource practices and retirement preparedness among public secondary school teachers’ in Kenya. The target population was 1,238 teachers aged 50 years and above, employed in public secondary schools by the Teachers Service Commission in Kirinyaga and Murang’a Counties by 2017. A representative sample of 334 respondents was selected using multistage sampling technique. Data was collected using semi structured questionnaire and interview guide. Logit regression was used to establish the relationships between variables in the study and to test hypotheses at P ≤ 0.05 at 95% confidence level. The study found that human resource practices influence retirement preparedness positively. The study therefore concluded that sound HR practices should be put in place by the employer organizations to offer conducive environment that make employee separation planning and retirement preparedness possible. The study recommended the government through its agencies and/or Commissions to enact frameworks that enforce, monitor and evaluate diversified human resource practices for employer organizations to establish policies and guidelines that facilitate employees’ engagement in programmes that ensure a continuous process of separation planning for successful retirement preparedness.
Abstract: The premise that human resource (the people) is the most valuable of all organizational resources presupposes the need for organizational strategies to secure the future of both the organization and employees. The role played by employer organizations in employee separation planning is imperative in providing insight into the human resource practic...
Show More
-
Recognition Practices and Employee Performance: Understanding Work Engagement as a Mediating Pathway in Kenyan Context
Idowu Owoeye,
David Kiiru,
Jedidah Muli
Issue:
Volume 8, Issue 3, September 2020
Pages:
163-171
Received:
1 March 2020
Accepted:
16 March 2020
Published:
13 July 2020
Abstract: A number of studies have provided evidence buoying intrinsic rewards as human resource interventions for enhancing performance at individual, functional, and organisational levels. While this evidence abounds mostly in the high-income economies, the direct and indirect pathways through which intrinsic rewards such as recognition practices generate employee’s performance lacked empirical and theoretical investigation in the low-income economies. Using survey data from 106 respondents pursuing MBA and PhD programmes at Kenyatta University, this study investigated the relationship between recognition practices, work engagement, and employees’ performance in Kenyan context. The hypotheses of this study were anchored on Social Exchange Theory, and both descriptive and explanatory research designs were employed. Data were obtained from the respondents through self-administered questionnaires and the study instruments were adapted items. The study’s instruments were subjected to Principal Component Analysis to determine the validity and reliability of the research instruments, and thereafter the direct hypothesised relationship was determined through linear regression method. The findings from the analysis revealed positive and significant effect of recognition practices on employee performance in Kenyan context. Furthermore, this study used PROCESS macro and found partial mediating effect of work engagement on the relationship between recognition practices and employees’ performance. The study offers both theoretical and practical implications which revolve round the need to enhance positive attitudinal outcome (work engagement) that will occasion desired performance at various organisational levels via the design and implementation of employee recognition practices in Kenyan context.
Abstract: A number of studies have provided evidence buoying intrinsic rewards as human resource interventions for enhancing performance at individual, functional, and organisational levels. While this evidence abounds mostly in the high-income economies, the direct and indirect pathways through which intrinsic rewards such as recognition practices generate ...
Show More
-
Examining the Effect of Knowledge Acquisition and Information Distribution on Employees’ Performance in Classified Hospitality Firms in Kenya
Njoroge Paul Thumbi,
Bula Hannah,
Wanyoike Rosemarie
Issue:
Volume 8, Issue 3, September 2020
Pages:
200-208
Received:
4 September 2020
Accepted:
18 September 2020
Published:
12 October 2020
Abstract: Performance at employees’ level is critical to the overall performance of the organization since employees have the first sight of service and product delivery. Knowledge acquisition and information distribution have been acknowledged in literature as fundamental constructs of organizational learning with significant impact on performance. However, most studies have focused on performance at organizational level with limited attention to employees’ performance. Empirical literature is inconclusive on the effect of knowledge acquisition and information distribution on employees’ performance in different contexts. Therefore, the objective of this study was to examine the effect of knowledge acquisition and information distribution on employees’ performance in the hospitality sector in Kenya. Using purposive and stratified random sampling, a sample of 225 respondents was selected from 75 classified hospitality firms in Kenya. Data was collected using a self-administered questionnaire and analyzed using multiple regression and correlation analyses. The results indicated that knowledge acquisition and information distribution were significantly positively correlated with employees’ performance and had higher effect on employees’ performance dimensions of service delivery and efficiency. The findings underscore the significance of acquiring new knowledge, exploiting the existing knowledge, sharing knowledge and distributing information to improve service delivery and efficiency in the hospitality sector The findings emphasis the need to align new knowledge to firm’s strategy and processes in order to enhance impact on employees’ performance.
Abstract: Performance at employees’ level is critical to the overall performance of the organization since employees have the first sight of service and product delivery. Knowledge acquisition and information distribution have been acknowledged in literature as fundamental constructs of organizational learning with significant impact on performance. However,...
Show More
-
Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service
Judith Chepkemoi,
Mwangi Kungu,
Razia Mbaraka
Issue:
Volume 8, Issue 3, September 2020
Pages:
172-180
Received:
6 June 2020
Accepted:
28 June 2020
Published:
17 July 2020
Abstract: The study determined the moderating role of career development practices on the relationship between open communication and organizational citizenship behaviour. The study was anchored on the social exchange theory. The study employed explanatory research design ingrained with the pragmatism philosophy. The target population of the study comprised of 702 employees drawn from Kenya Forest Service North Rift Conservancy. Multi stage sampling technique was used to select a sample size of 248 respondents. The primary data for the study was collected using closed ended questionnaires and semi-structured interview schedule. Data was analyzed quantitatively using descriptive statistics (frequencies, percentages, means, standard deviation) and inferential statistics (Regression, Correlation and ANOVA) while qualitative data was analyzed using thematic analysis. The hypothesis was tested using multiple regression model and hierarchical regression for moderation. Findings of hierarchical regression showed that career development practices moderate the relationship between open communication and OCB (β=.24, p<0.05, R2Δ=.01). This implies that firms with career development practices have higher probability of improving OCB with open communication. It therefore calls for formulation and promotion of open communication and its effective implementation. Moreover, in order for open communication to enhance OCB, organization needs to implement career development practices.
Abstract: The study determined the moderating role of career development practices on the relationship between open communication and organizational citizenship behaviour. The study was anchored on the social exchange theory. The study employed explanatory research design ingrained with the pragmatism philosophy. The target population of the study comprised ...
Show More
-
The Rise of HR Analytics: Exploring Its Implications from a Developing Country Perspective
Alfred Boakye,
Yvonne Ayerki Lamptey
Issue:
Volume 8, Issue 3, September 2020
Pages:
181-189
Received:
1 May 2020
Accepted:
12 June 2020
Published:
25 August 2020
Abstract: Effectively managing human capital is critical to organizations today. This has strategic implications for businesses to gain competitive advantage. HR analytics has proven to increase HR’s contribution to the bottom line. The objective of the study is to investigate the implications of HR analytics in a developing country, Ghana. Adopting a qualitative approach to research and using a thematic analysis, Twenty (20) organizations were purposively sampled from public and private organizations in Greater Accra Region-Ghana. The study indicated that HR analytics makes employee sourcing meaningful towards employee performance and finally to increase productivity, and to retain talents for continuous growth and effectiveness. Most organizations do not use HR analytics and those that use it lack analytics competencies, management support, possess poor data and/or are unable to use analytical tools effectively. Though analytics is widely used in developed countries, developing countries are yet to glean the full benefits. It is recommended that educational and professional institutions review their course catalogues to include courses in HR analytics in training experts in the field. The great insights from the study will add up to existing literature on HR analytics and to provide a framework for organizations to design HR solutions to employee management challenges.
Abstract: Effectively managing human capital is critical to organizations today. This has strategic implications for businesses to gain competitive advantage. HR analytics has proven to increase HR’s contribution to the bottom line. The objective of the study is to investigate the implications of HR analytics in a developing country, Ghana. Adopting a qualit...
Show More
-
The Influence of Human Resource Practices on Job Satisfaction in Decentralized Health Service Delivery: A Case of Shinyanga Region in Tanzania
Lazaro Alman Kisumbe,
Lameck Yusuph Mashala
Issue:
Volume 8, Issue 3, September 2020
Pages:
190-199
Received:
24 July 2020
Accepted:
21 August 2020
Published:
27 August 2020
Abstract: The study examined the influence of Human Resource (HR) practices on job satisfaction in the decentralized health service delivery in Shinyanga region, Tanzania. The influence of HR practices on job satisfaction is vastly examined by different scholars. Their findings revealed mixed results ranging from significant positive to adverse influence on job satisfaction. Thus, to bridge the knowledge gap, this study examined the specific HR practices in the specific area context. The specific HR practices tested in this study included human resource planning (HRP), supervision, performance appraisal, training and compensation. The region was selected because over different periods of time, it experienced unsatisfactory performance in health service delivery. This was reflected by inability of the region to attain 50% of the Mellenium Development Goals related to health and lowest achievements in health service delivery as reflected in the preparatory stage in launching the Results Based Financing in which the region ranked the last in the then 21 regions of the country. An explanatory Survey research design with mixed research approach was employed for the study. The survey data were collected from 287 respondents and supplemented by the qualitative data. The study found that all the five HR practices had some chances on job satisfaction. However, HRP and supervision revealed significant chances of having job satisfaction implying that they were effectively undertaken. Nevertheless, these practices were constrained by the ineffective employees’ participation in HRP and the inability of the Council Health Management Teams (CHMTs) to provide supportive supervision in health facilities. It was thus recommended to enhance employees’ participation in HRP and supervision for improving job satisfaction. Likewise, it is also important for the facilities to continuously appraise human resource performance and use the results in making human resource decisions.
Abstract: The study examined the influence of Human Resource (HR) practices on job satisfaction in the decentralized health service delivery in Shinyanga region, Tanzania. The influence of HR practices on job satisfaction is vastly examined by different scholars. Their findings revealed mixed results ranging from significant positive to adverse influence on ...
Show More
