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An economic Evaluation of training and its Effect on employee performance in Building Construction Directory of Sulaimani province -Kurdistan region ARTICLE INFO ABSTRACT
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Training would provide opportunities to the employees to have a better career life and get better position in the organization. This paper attempts to investigate the effect of training on employee performance. Likewise, for answering study questions "Whether training has a vital effect on employee Performance of Building Construction directory of Sulaimani province-Kurdistan region? To achieve this objective and answering this question , the descriptive analytical method with linear regression model were applied , and the data collected through primary source that are from questionnaires of (70) employees which working in Building Construction Directory of Sulaimani province.The results show that dimensions of training has a strong positive significant influence on employee performance and the regression coefficient of responsiveness is 0.76 with p-value of 0.000, which indicates that the increase in training level by one percent, employee performance increases by 0.76 percent. To conclude, some of suggestion provides to help managers of Building Construction Directory of Sulaimani province to offer regular and different levels of training to guarantee employee desires and incrase work performance.
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... Resonant leaders are aware that their actions have the ability to impact others and use emotional intelligence to guide and help others (Sadq et al., 2021). The process of influencing the behavior of others to work willingly and enthusiastically, focusing on advancing them and building strong relationships with supporters in order to achieve predetermined goals (Budur and Poturak, 2021;Ahmed and Faeq, 2020). Such leaders build empathy and act in accordance with the information they collect through examining challenges from several angles . ...
This empirical study seeks to examine the impact of resonant leadership characterized by sub-variables (mindfulness, hope, and compassion) in reducing workplace bullying in the Commerce and Industry Chamber in Sulaymaniyah City - Kurdistan Region - Iraq. For conducting this study, the data was collected through primary sources using a survey questionnaire collected data from a population consisting of (50) employees of the chamber and a sample size consisting of (45) employees. The obtained data were analyzed using statistical analysis tools by SPSS V.24 . The results showed that resonant leadership has a significant negative impact on workplace bullying. This study recommends providing the appropriate organizational environment and culture in the workplace that works to reduce workplace bullying. The outcome of the research shows that the high existence of workplace bullying, meanwhile using resonant leadership reduces workplace bullying efficiently.
... In the context of the corporate governance, an attempt to seek more concrete causal relationship between good corporate governance and board diversity does not call into the question about the intrinsic diversity with firms (Akoi & Andrea, 2020). In contrast, this exercise will work a long way in providing contextual evidence in support of diversity as a critical and overarching value (Ahmed & Faeq, 2020). ...
The purpose of this research is to investigate the impact of corporative governance on international context in private business in Erbil. A random sampling technique was used, where all employees had equal chances of being selected for the sample. The study was carried out at private business in Erbil. The researchers distributed 170 questionnaires, only 156 questionnaires were received and from 156 questionnaires only 144 questionnaires were completed properly. Corporative governance can be an effective tool that many countries across the world can use to reduce such disparities evident in most firms. The findings revealed that the correlation between corporative governance factor as independent factor and International Context as dependent factor. The value of R for the Corporative governance = .386** which indicates that turnover is significantly but has weak correlation with International Context. Moreover, it was found that the value Beta for turnover = .386> 0.01, this indicates that turnover factor was positively and weak correlation with corporative governance.
... There are two distinct types of economic collapse that may be categorised as a whole: financial and non-financial. There are two types of crises, according to (Ahmed & Faeq, 2020): those that may be classed based on quantitative parameters and those that must be judged based on subjective criteria. Both money and abrupt halt crises are included in the primary group, while debt and banking crises are included in a second group. ...
Money and credit fluctuations, financial crises, and governmental responses have come into the spotlight as a result of the crisis that lasted from 2014 to 2018. The primary objective of this study was to investigate the non-financial elements that have an effect on employee performance in the Kurdistan region of Iraq in general and in Erbil in particular. In spite of this, the researcher came up with five assumptions about study that needed to be evaluated and quantified in order to assess how well employees performed amid financial crises. It was found that job security had the highest value, which indicates that job security has the most powerful and positive association with employee performance during financial crisis. On the other hand, job enrichment was found to be the least powerful factor that influences and is related to employee performance during financial crisis in the Kurdistan region of Iraq. The researcher used simple regression analysis to measure the developed research hypotheses.6
... The world is becoming a global village, in the sense that the technological achievements of this modern time is bringing people closer together (Abejirinde& Anele, 2021). This also means that people from across the world and with different cultural backgrounds are working and communicating with each other (Ahmed & Faeq, 2020 ...
The purpose of this research is to examine the relationship between organizational effectiveness and international environment. The study was carried out among small and medium enterprise in Erbil, Kurdistan. Total of 53 participants involved in this study. Five-point Likert scales was used in this study ranging from not important at all to very important. The findings demonstrated that the correlation analysis between organizational effectiveness and international environment. The value of Pearson Correlation = .858** which is greater than 0.01 this means that there is a positive and strong correlation between organizational effectiveness and international environment. Furthermore, it was found that the value of Beta=.858 which is greater than 0.01 this indicates that there is a positive relationship between organizational effectiveness and international environment.
The current study used leader-member exchange as a mediator and organizational justice perception as a moderator to examine the effects of transformational leadership on employees’ job performance and organizational commitment. The participants in the research were employees of Turkish defense sector companies. By employing the stratified sampling technique, 308 samples were collected. The questionnaire that includes a personal information form and five-point Likert-type ratings was used to collect the data. The findings demonstrate how organizational commitment and employee’s job performance are impacted by transformational leadership in Turkish defense industry firms. The results show how crucial it is for businesses to promote transformational leadership qualities and constructive leader-member exchange in order to enhance employee outcomes. It is advised that Turkish Defense Industry companies put the policies into place that will foster loyalty of employees, organizational effectiveness, leadership potential, and ultimately the success of the business. This paper's findings are useful for both academics and field practitioners in different ways. First, the study contributes to the body of literature by employing a novel model. Using applied analysis to test the model is another crucial component. Additionally, the thesis's findings shed light on how managers' attitudes and actions toward staff members and organizational climate might affect employee behavior, resulting in better business performance for Turkish defense sector organizations that have recently demonstrated noteworthy achievements.
يهدف البحث الحالي الى معرفة دور التنمر الوظيفي) الصراخ العلني، الحرمان من استخدام الموارد، النقد المستمر، الضغط الغير مبرر) في تعزيز نية ترك العمل من وجهة نظر عينة من موظفين في مديرية العامة للسياحة في محافظة السليمانية /اقليم كوردستان – العراق . ولتحقيق الهدف تم استخدام الاستبانة مكونة من (30) سؤال وزعت على مجتمع الدراسة مكونة من (280) مفردة و وزعت(200) اتمارة بالطريقة العشوائية قد اعيدت منها (170) استمارة ، منها (161) استمارة صالحة للتحليل الاحصائي. وقد توصلت البحث الى وجود علاقة ارتباط بين التنمر الوظيفي و نية ترك العمل ، و وجود أثر للتنمر الوظيفي في تعزيز نية ترك العمل، وبناءً على ذلك، فقد قدم البحث مجموعة من التوصيات و المقترحات و من أهمها ضرورة تشجيع الموظفين في المديرية العامة للسياحة على إمتلاك المعرفة القانونية بواجباتهم و حقوقهم و التنوع الثقافي وإستثمار مناخ البيئة الداخلية لحماية انفسهم من الاذى و الاستغلال .
This study aims to examine the impact of People related TQM which consist of (management commitment, employee empowerment, involvement, training, and teamwork) and Corporate Social Responsibility CSR (economical, ethical, legal, and philanthropic) on employee job satisfaction. In conducting this study data is collected through primary source using a random survey questionnaire employee in the construction companies located in Sulaymaniyah City/ Kurdistan Region- Iraq. At the time of conducting this study, there were (40) construction companies registered with the Board of Investment of Kurdistan-Iraq and had permission to operate in Sulaymaniyah City. 200 questionnaires were distributed among 25 companies out of which a total of 130 were usable. The data obtained was analyzed quantitatively using SPSS program. The result of this study reveals that there is a positive significant impact of TQM and CSR individually and simultaneously on employee job satisfaction. The proposed model showed an acceptable fit.
This study aims to examine the impact of People related TQM which consist of (management commitment,
employee empowerment, involvement, training, and teamwork) and Corporate Social Responsibility CSR
(economical, ethical, legal, and philanthropic) on employee job satisfaction. In conducting this study data is collected
through primary source using a random survey questionnaire employee in the construction companies located in
Sulaymaniyah City/ Kurdistan Region- Iraq. At the time of conducting this study, there were (40) construction
companies registered with the Board of Investment of Kurdistan-Iraq and had permission to operate in
Sulaymaniyah City. 200 questionnaires were distributed among 25 companies out of which a total of 130 were usable.
The data obtained was analyzed quantitatively using SPSS program. The result of this study reveals that there is a
positive significant impact of TQM and CSR individually and simultaneously on employee job satisfaction. The
proposed model showed an acceptable fit.
The goal of this study is to look into the factors that influence stock exchange investment in Kurdistan, namely in Erbil. Emerging countries can leverage these marketplaces to develop their economies as well, however some developing countries may be unfamiliar with the process. For firms looking for profitable investment opportunities, the stock exchange is a popular option. Investors typically take their chances in these markets based on researching predicted profits and dangers associated with those investments, as these marketplaces are where monetary transactions are done. Investors typically shun high-revenue investments due to the significant dangers associated with them, opting instead for low-risk, low-revenue ventures. The current research was analyzed using a quantitative manner. Erbil was the location of the research. Only 71 questionnaires were received and completed properly after the researcher distributed 100 surveys. In order to uncover factors influencing stock exchange investment, the researcher employed single regression analysis. The data show that the supply and demand element that influences stock has the highest value, followed by the economy factor, the third component, competition, and finally the politic element, which has the lowest value. According to the findings, supply and demand seems to play an important impact in stock exchange investment in Kurdistan.
The aim of the current study was to look at job resources manifested by (supervisor support and co-worker support) as a deciding factor in employees' green behavior in private businesses of tourist companies in Erbil-Kurdistan region-Iraq. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. The researchers distributed 250 questionnaires, but only 235 were returned. In order to achieve the objectives of the study and answer the question the researchers adopted a hypothetical construct reflecting the nature of the correlation and influence relationships between the variables of the study, based on a number of hypotheses which were subjected to a series of statistical tests through the (SPSS Vr. 24), and the results revealed that hypotheses are supported as the independent variable (job resources) has a strong positive affect on a dependent variable (employee green behavior). Based on the conclusions, the current study provides number of recommendations such as: managers in tourist companies should properly evaluate employee green behavior, and depend on it for promotional opportunities, payments, and reward, for employees to be encouraged and motivated to participate in green activities in their workplace.
Employees play the key role in an organization. Training is one of the important tools of HRM to increase employees job related competitiveness and effectiveness. This paper is focusing on the training practices and impact of training of Square Pharmaceuticals Limited, one of the leading pharmaceuticals companies of Bangladesh. In this paper researcher tries to focus on the trainings importance and training impact on the employees. Researcher tries to find out the impact of training by frequency analysis and through some graphical representation she tries to focus on the increasing trend of training in the organization. In conclusion it can be said that training has a significant role in development of employee performance in an organization. Organization should emphasize on the competitive training program for the development of their employees as well as organization.
Employees are major assets of every organization. The accomplishment of the industry depends on its employee performance. Therefore, upper management knows the significance of expense in training for the advantage of improving employee performance and also places them to get the challenges of the today’s competitive business environment. This research also aims to see the “Impact of Training on Employee Performance in Pharmaceutical Industry in Karachi Pakistan”, in which Training consider as independent whereas dependent variable ‘Employee Performance‘ having its Performance areas i.e.; demonstrating team work, communication skill, customer service, interpersonal relationship and reduced absenteeism and its Developments areas i.e.; job-satisfaction, employee motivation, new technologies, efficiencies in process and innovation in strategies as its levers. The paper presents a concise summary of the literature on the value of training in improving the performance of the employees. Four pharmaceutical companies are selected. A survey of 356 employees via self administrated questionnaire with the help of random sampling technique is conducted with the response rate of 96%. Two sets of hypothesis are developed which relate directly to the research questions. SPSS 19 is used to perform reliability, descriptive, correlation and regression analysis. The analysis shows a positive significant relationship between them and the results reveal that the more the employee gets training, the more efficient their level of performance would be. The last section of the paper concludes along with recommendation to give guidelines for future research.
Not only are performance and human resources management (HRM) bound tightly together, but Sims even goes so far as to say that the way people are managed in coming decades will be the most important determinant of organizational success. He shows how success is determined by a firm's skill in attracting, developing, and retaining its human capital; how a firm's people are what give it a measurable advantage over the competition; and how an organization's commitment to developing its people's abilities and skills is an obligation at all levels. Sims focuses on practical, real-world human resources problems and activities emphasize the need for managers to prove themselves excellent people managers as well, and covers the traditional HRM tasks and responsibilities in ways that will give them new meaning and urgency. By focusing on current challenges, emerging issues, and HRM innovations now on the horizon, Sims' book is essential for managers and executives throughout the organization, and indeed throughout all sectors of the economy.
Sims provides a firsthand understanding of the importance of HRM and lays out the tools to help managers do it well. He emphasizes repeatedly how important it is for organizations to understand that their success depends on their ability to attract and keep talented employees. With its persuasive discussion of the trends and emerging issues in the development of proactive human resources policies and practices, the book shows how to anticipate and work towards the development and retention of the right people. It emphasizes the importance of taking a strategic approach to all of the various human resources activities, and proves throughout that for an organization to prosper and earn a profit, goals must be set and initiatives taken in all areas of HRM and by all people, whatever their levels of responsibility may be.
The ultimate aim of any training program is to add value and once a training program cannot add value, it should be reworked or altogether cancelled. Without training, it will be very difficult to acquire skills and without skills organizations will not achieve its objectives through people. Some organizations see training as an expensive venture and may put embargo on training and utilize the money for other projects in the organization. Organizations must encourage learning organizations through its serious approach to training and development. A leadership organization is one which continuously enhances the skills of its entire workforce. Organizations should show in words and indeed its resolve to place high emphasis on training by having a training philosophy, identifying training needs, training objectives, training administration and also evaluating training needs. It is discovered that organizations show poor attitude to training administration by not preparing and equipping their trainees before, during and after a training program. More importantly, research efforts should be devoted to identifying missing gaps in the reviewed materials. Priority would be given to empirical analysis of the significance of identifying specific and appropriate needs before venturing into training and the reason why training fails.
This paper posits the concept of “appropriation” to explain the underlying ethos and rationale for seeking to secure the contribution of people to organizational functioning. Human resource management (HRM) practice is therefore largely underpinned by the objective of appropriating the human resource “value.” This is ignored by the practitioner-oriented literature which has a financial interest in helping organizations to secure this value, and by the academic literature which is unwilling to confront the contradictions and uncomfortable truths inherent in such activities. The traditional approach to appropriation is characterized by such concerns as skill-formation, commitment to the organization, shared corporate values, and a reliance on formally constituted governance structures with a putative integrative ethos. This paper advocates a reconstitution of the appropriation regime to incorporate the concepts of knowledge and learning. We draw from the innovation management literature to highlight the problematic nature of appropriation and to clarify the implications of appropriation to the management of the knowledge that resides in people. Finally, we suggest how future research might proceed within an Appropriation-Learning (A-L) perspective.
Each chapter in Human Resource Development provides the reader with commentary, activities and review sections in an integrated approach. The action-oriented approach is vital for practicing managers but increasingly for postgraduate and final year undergraduates who have work experience. It is this aspect of the book that fills a gap that currently exists in the market. This text reflects organizational realities and balances and integrates the coverage of individuals, teams and organizational learning.The book is written in a straightforward manner and explains concepts and key issues in a lucid style. The activities are focused and are better suited to encouraging readers to learn. © 2005, Juani Swart, Clare Mann, Steve Brown and Alan Price. All rights reserved.
Technological advances offer new paradigms for university training. In particular, multimedia tools have strengthened the distance learning and e-learning approaches. E-Learning is a subset of two large worlds, specifically, "information technology" and "education and training." Converting a traditional course to e-learning may represent a complex endeavour, and as such it requires accurate planning, monitoring, and control to make the conversion effective and economical. In this paper, after reviewing some general concepts and components of e-learning programs, the e-learning model and guidelines for developing countries are presented. Then, the case study of the first e-University (or Virtual University) established in Iran is reported.
Sustainable competitive advantage has proved elusive for companies in the 1990s. While making enormous investments in technology, research, and state-of-the-art marketing, many of today's managers continue to ignore the single most important factor in achieving and maintaining competitive success: people. Yet all evidence indicates that the source of competitive advantage is shifting from technology, patents, or strategic position to how a company manages its employees. In this excerpt from his newly published book, Competitive Advantage through People, Jeffrey Pfeffer describes how successful companies have overcome the barriers to change and offers a solid framework—with specific actions—for implementing these changes in any industry.