Employee Competence Research Articles

Mergers & Acquisitions of Banking Institutions and Customer Satisfaction in Rwanda: A Case of KCB Rwanda & BPR

Purpose: The core aim of this research was to analyse the impact of mergers and acquisitions on consolidated banks’ service quality, by applying modified SERVQUAL model that served as a tool to show the change reflected in the service quality matrix after M&A through service quality demands grouped in dimensions of tangibility, assurance, responsiveness, empathy, employee skills, convenience, reliability, access, and financial aspect in the context of Rwandan banks. Methodology: The target population is composed of 428,000 clients of the two banks at the time of their merger while the sample is 385 clients, number arrived at by using the formula by Mugenda and Mugenda. A descriptive case and explanatory study strategy was utilized as the research sake to define client perception of the quality of service and further aimed to clarify the link between M&A and the quality of service and how it impacts client satisfaction. Findings: The findings from the research revealed that service quality demands are satisfactorily responded in both situations of before and after M&A given that in each situation clients’ expectation is generally met, in the range from 63% to 75% before M&A and 58% to 88% after M&A. The t-tests and ANOVA methods were used to examine the field data gathered with emphasis on statistical significance. The research results then provided the extent of the impact of mergers and acquisitions on the overall quality of service and therefore on clients approval. The analysis shows that M&A exercise allowed the increase of overall clients’ satisfaction from the pre-merger positive overall gap of 0.021 to a post-merger positive gap of 0.135. This positive variation was due to improvement of 8 service quality dimensions in the order of Tangibility for 0.207, Empathy for 0.203, Reliability for 0.194, Assurance for 0.171, Employee Competences for 0.149, Convenience for 0.114, and Financial Aspects and Access for 0.031 each. The decrease of satisfaction was observed only on one quality dimension of Responsiveness for -0.073. For the client satisfaction benefit, the research identified “Promptness” as an area of service quality attributes to improve post-2021 mergers and acquisitions at BPR Bank. Unique Contribution to Theory, Practice and Policy: We recommend that during the exercise of M&A, new banking institutions strive to put in place measures for respecting the promised timing of service delivery.

AI adoption and organizational readiness: boosting accounting efficiency in Jordan

Purpose Artificial intelligence (AI) use is on the rise and evolving fast, which expectedly is set to transform the way we carry certain processes in accounting. This study aims to examine the use of AI in enhancing accounting efficiency in terms of AI adoption, employee competence, data quality and organizational readiness. Design/methodology/approach This study gathered data from 192 participants working in the field of accounting in Jordan to look into these factors and how they influence the efficiency of accounting processes. The research hypotheses were tested using partial least squares (PLS)-structural equation modeling. Findings The outcomes of this study documented that a high level of AI adoption, better data quality and competent employees can achieve better accounting efficiency. The PLS analysis also showed that accounting efficiency in Jordan could be enhanced with increased AI adoption level, mainly when organizational readiness elements such as sufficient infrastructure and positive organizational cultures are in place. Originality/value In the realm of emerging markets, this study takes a leading position as the researcher recognizes the vital importance of AI in increasing accounting efficiency across different entities. The outcomes of this study highlight the importance of aligning AI initiatives with broader organizational development strategies to fully gain the advantages of AI in accounting.

Aligning Employability Skills and Career Opportunities Among Employees in the Electronics Industry: A Proposed Upskilling of the Digital Talent Development Strategy in Guangdong Province, China

The research paper investigated the skills gap in the electronics industry, emphasizing the necessity for employees to continuously update their competencies due to rapid technological advancements and the emergence of Industry 4.0. It identified key employability skills, including problem-solving, teamwork, communication, and technology. The study proposed an upskilling strategy to align education and training with industry demands, ensuring employees possessed both technical and soft skills. A descriptive-correlational design and convenience sampling method were used to collect data from 410 respondents across 10 major electronics companies in Dongguan City, Guangdong, China. A Self-administered survey assessed respondents' employability competency levels and the contribution levels in influencers on career opportunities, and further analyzed the significant alignment between employability skills and career opportunities. Based on the results of the findings, the study proposed a digital talent development upskilling strategy aimed at addressing the skills gap and enhancing employability within the sector.

Impact of Human Resource Development Practices on Employee Performance in Ghana's Community Banking Sector

Aim – This study investigates the influence of Human Resource Development (HRD) practices on employee performance in community banks, with a specific focus on the mediating role of employee competence. Design/methodology/approach – The study adopted an explanatory research design aligned with a positivist epistemology. Data was collected over three months using a self-administered questionnaire distributed to a sample of 254 employees selected through a stratified random sampling technique from the three leading community banks in Ghana's Ashanti region. Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis was then employed to analyze the collected data. Findings – The analysis revealed significant positive relationships between HRD practices and both employee performance and competence. Furthermore, the study confirms that employee competence mediates the relationship between HRD practices and employee performance. Limitation – The study employs a cross-sectional design, limiting the ability to establish definitive causal relationships. Practical implications – Community banks can leverage this research to design and implement targeted HRD programs that enhance employee skills and knowledge, leading to improved performance and ultimately contributing to the financial well-being of rural communities. Findings on the mediating role of employee competence suggest that HRD practices should go beyond just training and development, encompassing initiatives that foster a learning culture and encourage knowledge application within the organization. The study's focus on community banks in Ghana extends the generalizability of HRD practices research to developing economies, informing HR strategies for these institutions. Originality/value – This study emphasizes the vital role of well-planned HRD interventions in community banks, specifically in enhancing employee skills and knowledge for improved organizational performance. It provides valuable insights into HRD practices within these institutions, highlighting its potential to drive financial inclusion and support economic growth in rural areas. Additionally, the study advances knowledge on HRD-performance dynamics in an underexplored context: community banks in developing economies.

Evaluation of the HR Management and Organization Capacity of Bapenda for Optimizing Regional Fiscal Independence

This research aims to evaluate the capacity of the Tegal Regency Regional Revenue Agency as a regional tax management organisation based on the two OECD pillars, namely human resource management, and organisational management, to assist the Tegal district government's efforts to increase fiscal independence. This research uses a qualitative approach with a case study method. Primary data sources are interviews with seven respondents at the Regional Revenue Management Agency of Tegal Regency and secondary data in the form of documents related to the research topic. The results of the research show that the condition of human resource management capacity and organisational management of the Tegal Regency Bapenda still requires further capacity development, especially capacity in the medium and significant categories. Some of the problems that still need further capacity development include those related to the competence of employees at Bapenda who do not fully fulfil tax administration functions, the division of tasks and authority that is still not effective. Also, there are still policies that have not been evaluated and updated regularly. This research is expected to provide an overview of the condition of human resource management capacity and the Tegal Regency Bapenda organisation's management of regional taxes so that it can be used as a reference in planning organisational capacity development in an effort to achieve regional fiscal independence.

The Impact of Intimate Partner Violence on Gay Men’s Personal and Working Lives

ABSTRACT Research into intimate partner violence (IPV) has focused on the experience of female victims resulting from dominant theoretical frameworks and societal biases casting females as victims and males as abusers. While emergent studies suggest that gay male victims experience a higher prevalence rate and more severe consequences from IPV than heterosexuals victims (male or female), few studies have explored the impact of IPV on gay male victims personal and working lives. We conducted a qualitative case study analysis using an Interpretive Phenomenological Analysis by interviewing four gay males with experience of IPV. Following a description of each case, a cross-case analysis identified the similarities and differences between the participants’ lived experiences according to four main themes: 1) formal support, 2) informal support, 3) workplace support, and 4) workplace performance. We found that the influence of minority stress may amplify the challenges that some gay male victims face when conceptualizing their abuse and seeking support in their personal and working lives. Organizations should develop targeted and inclusive policies that support victims, with LGBTQI±competent Employee Assistance Program (EAP) providers, and gender-neutral language when referring to IPV.

The Effect of Red Tape on Employability Competences of Teachers

Red tape forms a major threat to many public organizations around the world. Building on the Job Demands–Resources model, supplemented by arguments from the psychological process theory of red tape, this study explores how and when red tape affects teachers’ employability competences (i.e., balance, anticipation and optimization, and personal flexibility). Analyses ( N = 908 teachers; 92 school leaders) revealed a negative relationship between red tape, on one hand, and balance and personal flexibility, on the other hand, through perceived impact on work outcomes. Interestingly, the analyses also revealed that when organizations provide sufficient developmental rewards to their employees, the negative consequences of red tape on perceived impact are buffered, which indirectly also benefits employees’ balance and personal flexibility.

The Role of Competence on Performance Leadership Style as an Intervening Variable

This study aims to analyze the effect of employee competence on their performance in the company through the leadership style in the company, while the following research uses a quantitative method that uses a population of employees of the Plastic Woven Packaging Manufacturing Company using a sample of the production department of 100 respondents. The following research results show that the influence of (1) employee competence has a significant influence on performance, (2) employee competence has a significant influence on leadership style, (3) leadership style has a significant influence on performance, while profit sharing has an indirect effect through the mediating variable style (4) Competence has a significant direct effect in order to provide an increase in employee performance even though it is not through Leadership Style as a mediating variable. The company should pay attention and provide an increase in the competence that can affect employee performance.

The Effect of Competence and Engagement on Employee Performance: The Mediation Role of Organizational Citizenship Behavior

<p>The study aimed to analyze the influence of employee competence and engagement on employee performance mediated role by organizational citizenship behavior (OCB). The sample size used was 93 respondents of employees of Kedungwuni I and II Health Centers, Pekalongan Regency, Central Java, Indonesia. The sample was taken using proportional random sampling, and the data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The results show that competence and employee engagement have a positive effect on OCB. Further findings revealed that competence, employee engagement, and OCB influence toward employee performance. Based on the mediation test, the study concludes that OCB can mediate role in employee performance. This study contributes theoretically by elucidating the pathways through which competence and engagement influence performance and emphasizing OCB as a valuable mediator in this relationship. This framework can guide future research and practical applications for fostering high performance in the workplace.</p>

Optimalisasi Pelatihan Karyawan di Kartika Bawen untuk Meningkatkan Kualitas SDM dan Daya Saing di Industri Garmen

This study aims to analyze the impact of the employee training program implemented by the Kartika Bawen Training Institution in enhancing human resource (HR) quality and competitiveness in the garment industry. The garment industry faces intense competition, making HR quality a key factor in improving productivity and company performance. This research focuses on how appropriate training can improve employee competencies, skills, and motivation. To achieve this goal, the approach used is based on human resource management and employee training theories. Data was collected through in-depth interviews with employees, management, and trainers, as well as direct observations of the ongoing training process. The findings show that well-designed training programs significantly contribute to the improvement of employees' technical skills and soft skills, which positively impact work productivity by 20%. In addition, the training also boosts employees' confidence and prepares them to face challenges in a dynamic work environment. These findings emphasize the importance of structured and continuous training strategies in creating competitive advantages and driving performance improvements in the garment industry.

Demand for employee competencies in the context of digitalization of services

Demand for employee competencies in the context of digitalization of services

Enhancing Corporate Sustainability: ESG Reporting and Employee Competence Development

The increasing importance of ESG (Environmental, Social, and Governance) factors in corporate management has highlighted the need for specific employee competences. While previous studies have focused on external reporting, and the indication what elements should be reported (with no hints how to collect this information), this research shifts the focus to internal uses of ESG information, such as goal setting, performance evaluation, and management. The paper explores the key competences required by employees to successfully implement these internal processes. The authors present the research results on competences needed in individual enterprises (n=53) in Poland, in which ESG reporting is already required or will be required soon. By examining the competence sets necessary for navigating the complexities of ESG reporting, this study contributes to bridging the gap between theoretical knowledge and practical application in corporate sustainability endeavours. Through an investigation involving representatives from various sectors, including but not limited to, environmental advocacy, corporate governance, and social responsibility, this research identifies key competences relevant for ESG reporting and sustainability integration. By elucidating the intersection between employee competences and corporate sustainability objectives, this article offers valuable insights for organisational leaders, HR professionals, and policymakers aiming to foster a culture of sustainability within enterprises.

Leader Emotional Capital Matters in The Automotive Manufacturing Industry

The ability of an organisation to adapt to constant change determines its long-term viability. Organisations that understand the value of excellent leadership in organisational performance will see growth and sustainable profitability. This research focused on the automotive industry in Isipingo, Durban, KwaZulu-Natal, South Africa. To thrive and remain competitive, the automotive sector must adapt to changing conditions, be efficient, and respond rapidly to external forces. Managers are frequently challenged with balancing the frustrations of different interest groups within the sector; becoming skilled and successful leaders; and steering the organisation in the appropriate direction. The emotional competency of employees is a valuable resource designated as emotional capital. The purpose of this study was to investigate whether the emotions of leadership influence employee performance in this Industry Therefore, the research question entailed, what is the role of leaders' emotions? Analysis of extant literature was related to aspects that impact leaders’ emotional capability. The main variables included emotional capital, leadership, emotions, and employee performance. This study was based on a quantitative approach. Primary data was collected through a survey which was analysed using Spearman’s rho correlation. The results highlighted how a leader's emotions affect employees and demonstrated a substantial association between employee performance and the leader's overall emotional state. It was determined that a leader's emotions can have both beneficial and negative effects on employee performance. The recommendations offered useful advice on how to choose tactics that would yield appropriate results for the organisation to be sustainable.

Pengaruh Lingkungan Kerja Dan Kompetensi Karyawan Terhadap Kinerja Karyawan Pada PT Sarana Majukan Ekonomi Finance Indonesia

This scientific work aims to determine whether or not there is an influence between the work environment and employee competence on employee performance at PT Sarana Majukan Ekonomi Finance Indonesia using quantitative statistical research methods. Data collection was carried out in 3 (three) ways, namely observation, documentation study, and questionnaire. The researcher used a purposive sampling method and from the results of the Slovin formula calculation, it was obtained that the number of samples to be studied was 29 respondents. This research uses several tests, namely the data quality test, classical assumption test, hypothesis test, and finally the coefficient of determination test (R2). Based on the discussion of the research results, it can be concluded that the work environment has a partial or separate significant effect on employee performance at PT Sarana Majukan Ekonomi Finance Indonesia, employee competency has no partial or separate significant effect on employee performance at PT Sarana Majukan Ekonomi Finance Indonesia, and the work environment and employee competency has a significant effect simultaneously or together on employee performance at PT Sarana Majukan Ekonomi Finance Indonesia. A comfortable and safe work environment and good employee competence can realize employee performance as expected by the company.

The Role of Employee Competencies in the Sustainable Development and Energy Efficiency of Agile Organizations

The aim of this study was to examine how the development of employee competencies affects the efficiency of green energy utilization in organizations and how these activities support the sustainable development of enterprises. This research focused on identifying the specific agile competencies that have the greatest impact on energy efficiency and on integrating these competencies with sustainable development goals. Quantitative and qualitative analyses were conducted based on data collected through online surveys among employees of companies using green energy. The research results indicate a significant relationship between the level of agility in employee competencies and the energy efficiency in enterprises. Most companies achieve better results through the application of agile practices. This study’s findings confirm that investments in the development of agile employee competencies and the integration of renewable energy sources can significantly contribute to improving energy efficiency and increasing the competitiveness and innovation of organizations. Moreover, the need for further research on methods for assessing and implementing agile practices in various operational settings, with a focus on sustainability aspects, was emphasized.

Employee Competency: The Effect of Training on Improving the Attitude of Training Organizers in Carrying Out Duties

Employee Competency: The Effect of Training on Improving the Attitude of Training Organizers in Carrying Out Duties

Employee Training and Delivery of Services at the Postal Corporation of Kenya

Purpose: Service delivery is an essential aspect for an organization to gain competitive advantage, since service delivery deals with how a service or a product is delivered to the client and whether it’s fairly or unfairly done hence determining prosperity or downfall of organization. A sure way of realizing full potential of an organization is use relevant human resource development mechanisms appropriately. Human resource development mechanisms describe an organization’s strategies of investing in activities and programs that are intended to develop competence, skills, and knowledge of employees. The study aimed to examine possible association between employee training efforts and service delivery in Postal Corporation of Kenya in Nairobi. Methods: The study is anchored on SERVIQAL model and it deployed a positive research philosophy paradigm and quantitative research design, targeting a population of 400 respondents comprising 300 employees and 100 clients, 40% sample size is obtained from target population translating to 160 respondents. Results: Key finding of the study was that employee training is a significant determinant of service delivery at Postal Corporation of Kenya. As such, the corporation’s efforts at enhancing the capacity of its employees were established to be significantly linked to the quality of the corporation’s services. Conclusion: The study recommends deliberate planning and enhancement of the employees’ skills and knowledge to ensure continued competitiveness of the corporation.

Influence of leadership, work environment, and employee competence on the performance of employees of the UPT Puskesmas Pulau Kundur Karimun regency through job satisfaction

influence of leadership, work environment, and employee competence on the performance of employees of the UPT Puskesmas Pulau Kundur Karimun regency through job satisfaction

Analisis Kompetensi, Produktivitas Kerja, dan Kinerja Pegawai pada Pusat Pengelolaan Pendapatan Daerah Wilayah Karawang

This research aims to find out and understand the results of competency analysis, work productivity and employee performance at the P3DW Karawang Office. This research uses qualitative methods with a descriptive approach, and data is collected through interviews, observation and documentation. The research results show that employee competency at the P3DW Karawang Office is good, but special training and providing equal development opportunities for all employees are still needed to improve their skills. Employee work productivity is considered quite good, supported by effective communication and cooperation with superiors. However, this research also found that several facilities and infrastructure in the office were still inadequate. Therefore, it is necessary to make efforts to improve facilities and develop human resources more intensively to ensure employee performance can continue to improve and support the achievement of organizational goals..

Analisis Komunikasi Interpersonal untuk Meningkatkan Kinerja Pegawai pada Dinas Kependudukan dan Pencatatan Sipil Kabupaten Karawang

The aim of the research is to determine, analyze and explain the impact of interpersonal communication on employee performance at the Population and Civil Registration Service of Karawang Regency. Using qualitative methods with interview, observation and documentation techniques, this research reveals that interpersonal communication plays a crucial role in achieving optimal performance. Key elements such as openness, empathy, positive attitudes, and orientation towards others are the main focus in daily interactions in the work environment. Even though employee performance has been recognized with awards from the West Java Province Population and Civil Registration Service, this research also identified the problem of frequent miscommunication, which can hinder work effectiveness. Employee competency development programs, such as "Dukcapil Belajar," have been proven to contribute to improving performance. The results of this research emphasize the importance of effective interpersonal communication to support organizational success and suggest that efforts to improve interpersonal communication continue to be made to minimize miscommunication and support the achievement of organizational goals.