• The Journal of Industrial Distribution & Business
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• v.6 no.3
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• pp.9-17
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• 2015

Purpose - The study's aim is to assess performance quality delivered through a performance management system. The case study first measures the effectiveness of the present performance management system of Bhushan Steel Ltd. (BSL), and then secondarily analyzes the employee training impact. Research design, data, and methodology - A case study research approach using a survey was followed. The final sample size was 50, with a simple random sampling technique used. Primary data came from the company itself and the secondary from books, the Internet, journals, etc. Results - BSL employee appraisals are used for many developmental aspects such as competence in the present job, improvements, performance development, and training needs. The results indicate that individual performance can improve if employees perceive the system as more transparent (i.e., not so confidential). Conclusions - Overall, the BSL employees think that the company appraisal system is useful; however, to make it better the company has to improve many aspects including appraisals based on supervisor observations. The company could use a self-appraisal and a 360-appraisal approach to improve such assessments.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.13 no.5
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• pp.55-61
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• 2018

The main purpose of this study is to test the effects of education and training invest of firm performance and to find the strategy of human resources development to industry include company and government, each stakeholder etc. For this purpose, this study empirical tested the causality, effects between education and training and firm performance. Using the HCCP panel data set, panel analysis model is performed with the dependent variables. The results of the study are summarized as follows. First, education and training has a significant impact on the firm sales per employee head. But there is no evidence for the effect of education and training on the net profit per employee head. These study results indicate that firms have to increase the concern and invest for education and training.

• Journal of Fashion Business
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• v.14 no.2
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• pp.27-41
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• 2010

The purpose of this study is to investigate the relationship between service orientation of fashion organization and employee's customer orientation. For this study, salespersons in clothing stores were selected as the subjects. We used 4 factors SERV*OR Scale: service leadership, human resource management, employee's empowerment, service system as an organizational service orientation. The results are as follows: First, Service Orientation of the company in fashion field affects the employee's customer orientation. In other words, a fashion company with a higher service orientation will have employees with a higher customer orientation. Second service orientation factors revealed differences depending on the store. Department stores had no effect on factors such as employee's empowerment, service system, but agency stores and outlet stores had effects on all factors. This influential factor is created due to the difference in fashion distribution. Human resource management especially seemed to carry weight among the factors in all stores. So, first and foremost fashion companies should make efforts on education, training of employee.

• The Journal of the Convergence on Culture Technology
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• v.6 no.3
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• pp.117-124
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• 2020

The purpose of this study was to discover the effects that mentoring functions have on a new employee's job satisfaction and turnover intention. The subjects of this study were new employees with less than five years of experience from K company. A regression analysis was performed on the collected data to examine the relationship between different variables. The study showed that out of the three mentoring functions consisting of career development, psycho-social, and role model, only the career development function had any significant effect. When the career development function of mentoring increased, the new employee's job satisfaction also increased while the turnover intention decreased. This data provides a basis for new employee training in the rapidly changing business sectors.

• Management & Information Systems Review
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• v.6
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• pp.205-226
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• 2001

Under the pressure of competition and efficiency in the 21st century, many firms need to adapt the system of new labor relationship, labor management' innovation. In global economy and information time, country and company have become a business imperative core strategy. Industrial and Labor management culture is more innovation and sustain, development. Therefore, This paper review, the new era of 21st century of knowledged based information society, new labor management culture's shape and the possibility of strong corporate culture's impact. This study suggested several improvement ways of Labor Management. The directions of participation in decisions in labor relation as follows: A manager and employee cope with partnership each other, open management is to successfully operate. Then investment enlarge human resource development, career development, education & training's enforcement etc. Employee are creativity and innovation task centered interested in the working conditions. First of all, employee has to not only effort to productivity improvement, but also voluntarily capacity improvement. These changes are hot issues to employee as well as to manager. Also, Government role is very important. They provide to constructive infra and human resource management should be develop as well as supported to knowledge based employee in socially responsible management. Finally, new labor relations culture' practice can effort the growth to improve upgrading strategy the sound labor-manager.

• Safety and Health at Work
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• v.7 no.2
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• pp.166-170
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• 2016

A brief emergency planning educational presentation was taught during work hours to a convenience sample of employees of various workplaces in Northern Missouri, USA. Participants were familiarized with details about how an emergency plan is prepared by management and implemented by management-employee crisis management teams - focusing on both employee and management roles. They then applied the presentation information to assess their own organization's emergency preparedness level. Participants possessed significantly (p < 0.05) higher perceptions of their organization's level of emergency preparedness than non-participants. It is recommended that an assessment of organizational preparedness level supplement emergency planning educational presentations in order to immediately apply the material covered and encourage employees to become more involved in their organization's emergency planning and response. Educational strategies that involve management-employee collaboration in activities tailored to each workplace's operations and risk level for emergencies should be implemented.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.1
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• pp.519-529
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• 2021

This study aims to investigate the impact of Human Resource Management Practices (HRMP) on improving Employee Performance (EP). The study is accomplished by hypothesizing the impact of HRMP on EP, additionally, this impact is theorized to be mediated through job satisfaction. Employee engagement is also taken into account because of the potential moderating effect it has within the theorized model. Data was collected from 480 questionnaires which were distributed among commercial banks' workers in Jordan and were analyzed using structural equation modeling techniques (SEM), path analysis, and confirmatory factor analysis (CFA). Analysis of a moment structures (AMOS) software version 24 was applied to complete our analysis. The results show that HRMP had a positive impact on EP, as well as job satisfaction and its components (job stability and job enrichment). The mediating role of job satisfaction (enrichment and stability) was discovered. Finally, employee engagement emerged as a moderating variable linking HRMP and EP. The findings of this study show the importance of the role played by job satisfaction and employee engagement in achieving human resources performance goals. Future analysis is recommended to gain deeper insight into the relationship between HRMP, job satisfaction, worker training, and performance appraisal.

• Asian Journal for Public Opinion Research
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• v.10 no.2
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• pp.123-146
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• 2022

This study aims to identify the effect of the relationship between human resources management (HRM) and total quality management (TQM) on improving employee performance. Several previous qualitative studies have stated that TQM and HRM are separate methods. This article describes a new method using a quantitative approach. This research is needed to fill the gap in the literature by empirically analyzing the relationship between HRM, TQM practices, and organizational performance. Data was collected quantitatively from 100 employees in Indonesia through questionnaires and online survey methods. The data collected were analyzed using structural equation modeling (SEM) with the Lisrel 8.5 system. TQM-oriented HRM is operationalized as a second-order latent variable measured by four factors (training, empowerment, teamwork, compensation). The findings support the validity of the TQM-oriented HRM model as a hierarchical, second-order latent construct and show a strong relationship with employee performance. The results of this study are different from previous studies, which showed that TQM and HRM are separate methods. The results of our research provide an academic and practical overview that TQM-oriented HRM can be used to help organizations build platforms for human resources policies aimed at improving employee performance.

• East Asian Journal of Business Economics (EAJBE)
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• v.10 no.1
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• pp.59-69
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• 2022

Purpose - Burnouts cause the workers to quit their jobs because with the heavy workloads that the employees get subjected to, they feel that they have little control over what they have to accomplish in the workplace. The purpose of this research is to provide adequate solutions using brief consultation process, reducing negative psychological factors. Research design, Data, and methodology - The current research conducted the 'Qualitative Content Analysis' (QCA), which is one of the most employed analytical tools; it has been used widely all over the globe in various research applications in library science and information. Primarily, this analysis is often used as a method in the quantitative tool until the recent decade. Result - Based on ultimate systematic literature analysis, excessive workloads can get addressed by finding proper solutions to the issues of depression, anxiety, irritability, and discouragement. The solutions are (1) Combating Excessive Workloads using Effective Employee Selection, (2) Employee Effective training, and (3) Job redesigning. Conclusion - Selecting or recruiting employees that have skills for the given job also makes it possible for the organization to run its employees effectively and with minimal cases of workload as an organization understands the capabilities and capacities of workload an employee can complete.

• Korea Journal of Hospital Management
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• v.12 no.4
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• pp.22-44
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• 2007

The objective of this study is to examine relevant factors of the service level of aged care facilities. The sample used in this study consisted of 357 aged care facilities in Korea. Data were collected with self-administered questionnaire and 140 returned questionnaire were analyzed by SPSS Version 12.0. The major findings of the study are as follows: First, there was no significant mean difference in the service level by the facility characteristics, except the length of operation. Second, it was found that both administrative characteristics and employer characteristics were positively associated with the level of nursing and supportive services. Third, the study results revealed that the following three variables of employee education and training, community networks, and employer's philosophy and management principles had significant positive effects on the level of nursing services. Meanwhile, the following two variables of employee education and training, and community networks had significant positive effects on the level of supportive services. In conclusion, in order to improve their service level, the managers of aged care facilities in Korea should make efforts to provide more employee education and training, establish networks with the community stakeholders, for example, local clinics and hospitals. It is also recommended for the government to make a policy inducing more qualified private investors to enter the aged care market, as well as to strengthen the qualification of the managers of the public aged care facilities.