Achievement Of Organizational Objectives Research Articles

Significance of Artificial Intelligence in Recruitment Process

HR is the division of a business that is charged with finding, screening, recruitment, training job applicants. It typically finds, trains, hires and fires employees. Organization are increasingly recognizing the critical role of HRD in nurturing their most valuable asset- their people, it starts from the very sourcing, screening, recruiting, induction, performance management and their development. With the changing scenario, technological advancement has impacted HR process significantly. The innovation of artificial intelligence and machine learning are now significantly entered the field of human resource development. AI system can analyze vast amount of HR data to identify potential candidate and predict their chances of getting shortlisted foe a particular job. AI recruitment reduces by automating all the mundane tasks. Recruitment has become a hotbed for AI applications in HR. The platform has led to an improvement in candidate experience by making it easier for job seeker to apply for open position and communicate directly with the company. With the changing scenario and advancement in technology, AI has incorporated in every disciple. It helps I increasing the human efficiency of doing task for quick and better achievement of organizational objectives. HR department in itself is in a pivot position as it starts before any function comes into action. It plays key role in streamlining all the departments and processes that are working towards business operations. AI isn’t here to replace human recruitment but it’s here to make their lives infinitely easier. Though AI finds no comparison to the human brain, still it’s a game changer for improving the quality of work done.

An Analysis of the Implementation of a Quality Management System in Intellectual Property Organization

Intellectual property includes the legal rights and protection afforded to innovation and creativity, such as patents, trademarks, copyrights, and trade secrets. An „intellectual property protection organisation” refers to an institution whose management focuses its activities and efforts on the protection of intellectual property rights (IPR). These organisations’ primary mission is to provide support and services for the protection and administration of the intellectual property rights of individuals, companies, or other entities. Quality Management System (QMS) is a strategic approach adopted by organisations to ensure the quality of products or services offered. This system aims at the satisfaction of activities and the achievement of organisational objectives, in accordance with international standards, such as ISO 9001:2015. Analysis of the implementation of a Quality Management System (QMS) in intellectual property organisations, including a complex and strategic process involving the evaluation, planning, and detailed implementation of the system to ensure success and compliance with organisational standards.

Workplace Ethics and Job Satisfaction with Special Reference to Private Banks

Job satisfaction is crucial not only for the well-being of individual employees but also for the overall productivity, retention, and success of the private bank. Satisfied employees are more likely to be motivated, committed, and contribute positively to the organization's goals. Organizations often invest in creating a conducive environment that fosters job satisfaction as part of their human resource management strategies. Workplace ethics in private banks is essential not only for legal and regulatory compliance but also for building a positive organizational culture, maintaining the trust of clients, and attracting and retaining talent. A commitment to ethical conduct contributes to the long-term success and sustainability of the private bank in a competitive financial environment. The primary objective of this research is to investigate the association between job satisfaction and workplace ethics, focusing on the private banking industry. Acknowledging the critical significance of ethical behaviour and employee satisfaction in the achievement of organisational objectives, this study examines the intricate connections between the two, identifying pivotal determinants that impact job satisfaction in the private banking sector. By utilising an extensive review of relevant literature and empirical data, this research investigates the direct relationship between organisational ethics (including leadership conduct, leadership culture, and adherence to ethical values), and employee job satisfaction. Furthermore, the study illuminates the specific intricacies inherent in private banks, taking into account the one-of-a-kind obstacles and prospects that this industry presents. The study's objective is to provide valuable insights for private banks that are interested in improving organisational performance, fostering a positive work environment, and cultivating long-lasting job satisfaction among their workforce through the elucidation of these connections.

The Strategic Link Between HR Practice and Achievement of Organizational Objectives in Contemporary Organizations

The Strategic Link Between HR Practice and Achievement of Organizational Objectives in Contemporary Organizations

Evaluating the Content Validity: Development of An Instrument for Measuring Functional Building Performance

Managing the selection of relevant criteria for functional building performance is essential for the building management team because it is strongly related with building occupants’ satisfaction and achievement of organizational objectives. In the current state of functional building performance evaluation, previous studies have shown that the criteria vary that depends on the facility types and purpose of conducting performance evaluation. These selection criteria have a direct impact on functional building performance and need to be done in in a systematic way. The content validity of the functional building performance evaluation instrument is essential step in the instrument development. Therefore, this research aims to evaluate the content validity of Functional Building Performance (FBP) evaluation by using Content Validity Index (CVI) and modified Kappa coefficient. In achieving this research aim, a set of questionnaires was developed based on numerous construct items that obtained from previous studies by various authors and researchers. The selected expert panel in the field of historic building management and building performance evaluation such as local municipality, related government agencies, academician and building management team reviewed and rated the instrument to ensure its relevance and representativeness of each item. The final instrument contained 39 items that is valid and considered to be retained and all items will be further tested in next study. The result also shown the S-CVI/ Ave for all items meet the criterion of 0.90.

Employee Engagement during Pandemic: A study of Employee engagement mechanism during covid-19 Pandemic

Employee engagement has been termed as one of the major tools of Human resource management which ensures Job satisfaction and synchronizes the workforce to collectively strive towards the achievement of organizational objectives. The Covid-19 pandemic however changed the implementation and practices of several personnel management tools. The remote working/work from home culture has reduced the impact of traditional mechanisms and has given way to innovations that can be deemed suitable for the “new normal”. This paper attempts to analyze the new 5 C model propagated by several Human resource management practitioners. The assistance of existing literature and investigative articles has been taken while formulating this paper. This paper is of immense importance to scholars/ academicians/professionals working in the field of Human resource or personnel management

Knowledge and Innovation Management Model in the Organizational Environment

The objective of this research is to develop a methodology that allows the construction of a standard of knowledge management and technological innovation applicable to the field of the universities in Mexico, the use of which results in better use of their resources and the improvement of their productivity. The analysis is carried out based on the systematic integration of the knowledge management and innovation models published in recent years, as well as the results of the experiences that propose standards for knowledge management and innovation. The results found are that knowledge management favors and facilitates innovation in organizations and allows them to offer better products and services. These findings are with the application of a methodology and an instrument to measure the maturity of the organizational structure. The application of the evaluation instrument was applied in a single organization. However, it can be considered a case study that empirically contributes to the state of the art of knowledge management. Organizations need to become aware of the high value of the knowledge and experience in various fields of the people who participate in them. It has been observed that the participation of experts facilitates the achievement of organizational objectives and favors knowledge management and innovation. This study provided information and experiences of an administrative nature to a higher education institution, which allowed an improvement in strategic decision-making, the promotion of technological developments, and the improvement of internal processes that lead to greater effectiveness of the academic and research processes.

Establishing a typology for productive intelligence: a systematic literature mapping

This article presents a new typology called Productive Intelligence (PI) that identifies the individual and organizational factors that can impact workers' performance. To achieve the proposed objective, we use a Systematic Mapping of Literature (SLM) protocol, with robust analyzes, based on three bibliometric laws. The initial sample consisted of 13,564 articles published between 1960 and 2018, selecting 93 documents eligible to compose the textual corpus. The proposed typology was developed through the proposition of an analytical framework with the identification of four dimensions of analysis: (I) Human Behavior, (II) Competences, (III) Physical Resources and (VI) Organizational Objectives. The relationship between these four constructs constituted the new typology. This study shows a theoretical evolution on workers' performance, with the proposal of a tool that contributes to the construction of innovative standards to analyze the influence of diversified factors in organizations' work environment. This study brings an essential contribution to the literature in the context of the worker. It provides a theoretical-empirical basis for future studies aligned with the achievement of organizational objectives.

What Is Suitable Leadership for High-Level Radioactive Waste (HLW) Management?

The Nuclear Waste Management Organization of Japan (NUMO) was established in 2000 as the organization responsible for the deep geological disposal of specified radioactive waste. Their siting process was initiated through open solicitation of volunteer host communities. However, no communities came forward with the exception of Toyo Town, which applied for the initial literature survey, but then withdrew the application due to strong opposition in 2007. To identify why the then mayor of Toyo Town failed, we analyzed his behavior and leadership characteristics, including how he collaborated with NUMO and the Agency for Natural Resources and Energy (ANRE). We identified the pattern of Machiavellian leadership, which was most likely the reason why he lost credibility and public trust. To improve the future siting process, we identified suitable leadership for high-level radioactive waste (HLW) management based on leadership theories. We determined that servant leadership is suitable because of its focus on the followers, with the achievement of organizational objectives being a subordinate outcome. With servant leadership characteristics, the leaders of NUMO, ANRE, and candidate municipalities may win trust because they value the people of the host communities and empower them to engage in decision-making during the siting process, which can help raise public acceptance.

Role of Internal Audit: A Case of Commercial Bank of Ethiopia

The objective of the study was to assess what roles does internal audit plays in the achievement of organizational objectives. To achieve the objective of the study, both qualitative and quantitative analysis methods were employed to investigate primary data, which were collected through interview and questionnaire. Secondary data was also used to some extent. The study result shows that internal audit plays indispensable role on achievement of organization’s objectives through ensuring effective and efficient utilization of resource, advocating ethical conducts throughout the organization, assessing and identifying system inefficiencies and providing recommendation for better achievement. Moreover, findings shows that compliances/traditional audit is the dominant one type of audit practiced. The study also identifies absence of sufficient training, no/little encouragement by management and lower acceptability of findings as major barriers to efficient audit function. Based on the findings the audit department is recommended to extend its scope in assessing risks proactively, create continuous and direct contact with management, to have harmonious relationship and develop their value-adding role. Keywords: audit , internal audit, role DOI: 10.7176/EJBM/12-22-05 Publication date: August 31 st 2020

Effect of Communication Gaps in the Achievement of Organizational Objectives in Adamawa State University, Mubi, Nigeria

The research study on the impact of communication gap in the achievement of organizational objectives identified how lecturers experience communication gaps through lack of communication skill, having different perceptions, difference in status, distrust, individual emotions, poor listening skill, gender differences, cultural differences and technological jargon. The main purpose of the study is to examine the impact of communication gaps in the achievement of Organizational Objectives; a Case Study of Adamawa State University, Mubi. The study adopted descriptive research design. The total population of the study is eight hundred and twenty-four (824) which comprises of two hundred and thirty-two Academic Staff (232) and five hundred and ninety-two (592) non-academic Staff of different carders. Therefore, the sample size for this study is 269 arrived at using Yemani Yaro formula (1964). The instrument used for collecting data from the respondents is the questionnaire, and the data gathered from the respondent was analyzed using percentage analysis. The result shows that there is significant and positive relationship between variables of the study (r=0.857, P< 0.05). Also, it was discovered that poor directives by management causes confusion among employees, communication gap can also influence reduction in information flow between management and subordinate staff, the information provided by the university management are not enough. Also, there is always opposition when opinion of all concerned are not sought in the management meeting before any decision taken. The study therefore, recommends that the management of ADSU Mubi should make clear communication in order to make directive as easier as possible to employees in order to avoid confusion among employees in discharging their duties, there is also need for good flow of information between the management and their subordinates in the institution, it also good for the management to put in cognizance the interest of the organization as well as all staff as a whole in every decision making in the institution.

Logistics Effectiveness Through Systems Thinking

Various emerging concepts influence logistics management as scholars are developing the body of knowledge. So also, the progress and the multidisciplinary aspect of knowledge that has been influencing logistics management has changed the way scholars and researchers think about logistics as an arena of application. This, in turn, influences the logistics practices. There has been an incredible shift in organizations towards an inter-disciplinary approach where all functions of an organization interact towards the achievement of organizational objectives. This shift, therefore, calls for logistics to adapt to the emerging concepts in order to contribute meaningfully to the overall goals of the organizations. Hence, adopting a grounded theory approach with in-depth literature review this article endeavors to discuss the application of systems thinking the approach to logistics management.

Toma de Decisiones Efectivas desde el Contexto de las Organizaciones Inteligentes en las Escuelas Primarias

Este ensayo tiene como propósito mezclar los aportes que nos brinda las tomas de decisiones efectivas desde el contexto de las organizaciones inteligentes en las escuelas primarias, así como lo establecido por el autor Senge (2004), en su libro titulado La Quinta Disciplina, el arte y la práctica en la organización abierta al aprendizaje, donde nos induce que aprender a ver la realidad con nuevos ojos, permite detectar ciertas leyes que nos lleva a entenderla y manejarla con los cambios actuales de la sociedad. Es por ello, que las organizaciones inteligentes se considera un proceso no una condición que establece estrategias y se orienta a través de la planeación, y no de la improvisación, donde se puede promover y ampliar la toma de decisiones efectivas en beneficio del colectivo institucional. En otras palabras, se puede decir, que las organizaciones inteligentes desde una perspectiva de la escuela primaria originan amplios elementos de información para todo el colectivo institucional, de manera voluntaria y entre otras cosas, permite alcanzar la toma de decisiones efectivas utilizando la implementación de estrategias organizativas adecuadas al sector educativo en beneficio y logro de los objetivos organizacionales.

Enterprise Social Media (ESM) Use and Employee Belongingness in US Corporations

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.

Compliance Audit Sebagai Alat Untuk Mendorong Tercapainya Tujuan Organisasi (Studi kasus pada Hotel The 101 Suryakencana Bogor)

The purpose of this study was to determine the implementation of compliance audit at The 101 Suryakancana Bogor Hotel, knowing the achievement of Bogor 101 The Hotel Suryakancana through a predetermined procedural policy, and knowing whether compliance audit is influential in achieving the 101 The Suryakancana Bogor Hotel goal.
 The method used in this study is a qualitative descriptive method. This method aims to understand the phenomena that occur based on existing theories compared to practice when conducting research in the field. The author explains the implementation of compliance audit, achievement of organizational objectives, and compliance audit as a tool to achieve organizational goals.
 The results showed that the implementation of compliance audit at The 1O1 Suryakencana Hotel Bogor was conducted through five stages: audit planning, audit testing and evaluation, reporting of audit findings, recommendations and monitoring and follow-up. Audit Compliance at The 1O1 Suryakencana Bogor Hotel can be said to be "Good" because it has an average value of 5 in period I and period II auditing and does not experience a change in criteria. In its achievement and service goals, The 1O1 Suryakencana Bogor Hotel has provisions and standards or SOP (Standard Operating Procedures) and rules regarding grooming for employees to provide a good image to guests staying at the hotel. The implementation of grooming and SOP regarding the arrival of guests has been carried out well, but there are several stages and rules that are not obeyed by the relevant department staff, so the stages and rules cannot be fully achieved. The implementation of compliance audit at The 1O1 Suryakencana Hotel Bogor has been running well, especially in hotel services, evidenced by reduced audit findings in period I and period II and findings between period I and period II are not the same and not repeated. Additionally, hotel revenue receipts after the first audit period experienced an increase in the following month Achievement of the objectives of the hotel is increasingly achieved. Satisfaction and comfort of guests or customers are also fulfilled supported by the image provided by the hotel through its employees and compliance with applicable procedures.

The Influence of Interpersonal Communication on Relationship Management in Banks in South-East Nigeria

Today’s global market is characterized by numerous changes like the 2008 global economic crisis that led to the exit of many banks across the world, cut-throat competition and customers’ changing demands among others, causing organizations to rethink and remodel business strategies to ensure competitive advantage. Relationship management, a PR tool has been identified as one of the new business strategies employed by organizations for building sustainable relationships with their various publics. The Excellence Theory of public relations which provides the theoretical background for this study explains that an organization can only be deemed to have attained organizational effectiveness when it is able to establish a sustainable relationship between the organization and the various publics on whom its success or failure depends. What the excellence theory advocates is now popularly referred to as relationship management. A major concern for public relations practitioners therefore has been how to develop and maintain long lasting relationships between organizations and their different publics.The overall purpose of this study therefore, was to investigate the extent to which interpersonal communication influences relationship management in Nigerian banks and the realization of their organizational objectives. The study adopted the use of both qualitative (in-depth interview) and quantitative (survey) approaches. The questionnaire and in-depth interview schedule were the instruments for data collection. The questionnaires were administered to 400 customers drawn from 15 selected banks in South Eastern Nigeria. An in-depth interview was also conducted among 15 selected employees of these banks. The employees were senior officers who interfaced daily with customers, like branch service or operation managers, relationship managers, and heads of customer service. Quantitative data generated as well as formulated hypotheses were tested using Pearson’s correlation analysis and chi square, while qualitative data was analyzed using thematic analysis. These were done with the aid of the Statistical Package for Social Sciences (SPSS) and NVIVO. The study established that relationship between banks and their customers is still interpersonal, even in this era of mediated computer and internet banking services, and that interpersonal communication dominates as the most preferred and most popular communication strategy in these banks. Finally, the study demonstrated that interpersonal communication is still very relevant in building and maintenance of sustainable relationships between banks and their customers, and that social media has not after all displaced, but rather complements it. This suggests that this study has answered the excellent question - ‘how, why and to what extent does communication, and in the context of this study, interpersonal communication in the Nigerian banking environment, contribute to the achievement of organizational objectives?’ DOI : 10.7176/IAGS/75-04 Publication date : August 31 st 2019

Budget Management and Organizational Effectiveness in Nigeria

The study examined the relationship between budget management and organizational effectiveness. Budget management is a useful mechanism for enhancing managerial behavior and necessary in motivating managers towards the achievement of organizational objectives. Organizational effectiveness is the reflection of how well resources are used by management that results to productivity and overall profitability. Budget management reinforces planning, coordination, motivation, communication as well as top management action. The exploratory research design was used for the study, and through data analysis, it was found that budget management has positive correlation with organizational effectiveness. The study suggests that management at all levels and times must ensure that deviations from budget are checked to avoid mismanagement and enterprise failure.

Strategic Human Resource Management and Employee Satisfaction: A Case Study

Strategic human resource management (SHRM) is the process whereby management establishes an organization's long term direction, set specific performance objectives, develops strategies to achieve these objectives in the light of all relevant internal and external circumstances and undertake to execute the chosen action plan. This will emphasize the implementation of a set of policies and practices that will build an employee pool of skill, knowledge and abilities that are relevant to organizational goal. It is concerned with the planned human resource activities intended to enable an organization to achieve its goals by using ethical practices. SHRM focuses on human resources activities with organizational objectives. Strategic HRM objectives are identified according to business strategy. This study is an analytical one, which concentrates on the strategic human resource management practices in National Aluminium Company Limited (NALCO). The NALCO has been selected for the purpose of the study to draw a clear picture on the impact of strategic human resource management practices on organizational success. The study has explored various aspects of strategic HRM practices experienced by NALCO in the prevailing competitive environment through an in-depth empirical study based on primary data, which yields some valuable knowledge on the alignment of HRM practices towards survival and sustainability of the organization. More importantly, the gaps identified during the literature review were addressed in the empirical study. A model has been derived based on the hypothesized issues which finds it essential for the organization to come up with the initiatives towards employee training, fair compensation, cordial industrial relations to energize people towards the achievement of organizational objectives. Thus, strategic HRM practices when implemented in the true sense will help the organization to channelize individual and group efforts towards individual satisfaction and organizational prosperity by creating the sense of ownership.

FINANCIAL MONITORING AND PROGRAMME PERFORMANCE BY PUBLIC BENEFIT ORGANIZATIONS IN KISUMU COUNTY, KENYA

Many Public Benefit Organizations (PBOs) have emerged within Kenya with the aim of offering solutions to the many problems being faced by the citizens. Donors provide funds to these organizations with a belief that the funds will be utilized towards the achievement of organizational objectives as laid out in the detailed implementation plans and annual work plans. In order to maximize the efficient use of resources and to create the highest level of transparency and accountability in these organizations, financial monitoring systems have been put in place. This research study aimed at finding the effects of financial monitoring interventions on programme performance for the Public Benefit Organizations in Kisumu County. Primary data was collected using a semi-structured questionnaire with close- ended questions. A sample of 50 PBOs was selected out of which data was successfully obtained from 42 PBOs representing 84% response rate which was sufficient for the study. Data was analyzed using ANOVA (analysis of Variance) and descriptive statistics used included frequencies, percentages, mean and standard deviations Data testing was conducted to obtain a good-fit estimation, tests were carried out to ensure statistical assumptions, such as linearity of variables. The study concluded that when all the three financial monitoring techniques are conducted simultaneously and other factors are held constant, PBOs’ programmes attained performance threshold with a performance percentage of 76.2 %. The results showed that financial monitoring positively contributes to programme performance for Public Benefit Organizations in Kisumu County. Article visualizations:

A Contribuição do Escritório de Gestão de Projetos – EGP na Gestão Estratégica de uma Universidade Comunitária

The project management has gained significant importance in the context of organizations, to facilitate changes and implement planning and development processes. It is through the Project Management Office (PMO) that is the alignment of strategies, the implementation of actions to achieve the results, aiming at the implementation on time, and costs set out in the strategic plan nearing the planned execution. In this article, we have the objective to analyze how the implementation of PMO can contribute to the strategic management of a Community University of Santa Catarina. This study was characterized as qualitative research, bibliographic references and participant observation. With this perception the PMO is intended to act in the supervision and coordination, with support in correcting problems and dissemination of project management practices. The results indicate that through strategic planning are defined actions and projects to the achievement of organizational objectives. Thus, the implementation of PMO can make a positive contribution in monitoring the implementation, with the management and implementation of best practices for delivery of strategic projects for the purpose defined in the mission and vision of the organization.