Human Resource Issues Research Articles

Merger and Acquisition in Ghana Revenue Authority, Human Resource Issues Involved

The study explored the human resource issues in merger and acquisition using the case of Ghana Revenue Authority (GRA). Specifically, the study sought to investigate how the human resource issues were being dealt with in the merging of IRS, CEPS and VAT into GRA; also the study examines the impact that merging exercise would have on GRA employees and to come out with measures that could be put in place to ensure that future MA the sample size for this study was 217 on a 95 percent confidence level. Of the 217 questionnaires distributed in all the Kumasi offices of GRA, 150 responded and 108 were usable generating an overall usable response rate of 61.7%. Data was collected using a questionnaire which used a 5-point Likert scale questions and was analysed further using descriptive statistics such as mean and standard deviation and frequency. The study established that the human resource department of all the three entities was somehow involved in the entire process of the integration process. The study recommended that in any attempt to implement any policy in the future, management of GRA ought to consult all parties especially the minor groups since it became apparent that most of the employees were not consulted but instead the consultation was done with the employee’s representatives at the expense of the entire workforce.

A comparative study on the level of satisfaction among regular and contractual health-care workers in a Northern city of India.

Introduction:Job satisfaction greatly determines the productivity and efficiency of human resources for health. The current study aims to assess the level of satisfaction and factors influencing the job satisfaction among regular and contractual health-care workers.Materials and Methods:A cross-sectional quantitative study was conducted from January to June 2015 among health care workers (n = 354) at all levels of public health-care facilities of Chandigarh. The correlation between variables with overall level of satisfaction was computed for regular and contractual health-care workers. Stepwise multiple linear regression was done to elucidate the major factors influencing job satisfaction.Results:Majority of the regular health-care staff was highly satisfied (86.9%) as compared to contractual staff (10.5%), which however was moderately satisfied (55.9%). Stepwise regression model showed that work-related matters (β = 1.370, P < 0.01), organizational facilities (β = 1.586, P < 0.01), privileges attached to the job (β = 0.530, P < 0.01), attention to the suggestions (β = 0.515, P < 0.01), chance of promotion (β = 0.703, P < 0.01), and human resource issues (β = 1.0721, P < 0.01) are strong predictors of overall satisfaction level.Conclusion:Under the National Rural Health Mission, contract appointments have improved the overall availability of health-care staff at all levels of public health facilities. However, there are concerns regarding their level of motivation with various aspects related to the job, which need to be urgently addressed so as to improve the effectiveness and efficiency of health services.

EFFECT OF COMPETENCE ON THE PERFORMANCE OF CIVIL SERVANTS IN THE OFFICE OF PUBLIC WORKS AND HOUSING MINISTRY OF THE CENTER OF SUMATRA RIVER REGION III PEKANBARU

Human resource issues in the spotlight as well as the foundation for the company to continue to survive. Human resources mempakan major role in every activity of the company. Although the number of facilities, infrastructure and resources, without the support of human resources activities of the company will not run properly. Thus mempakan human resources issues have to be considered in all his needs. Human resources will determine the successful implementation of the company's activities. For that in achieving organizational objectives required competence adequate human resources in driving performance and employee performance. The general objective of this research is separately the effect of competence on performance. The number of samples in this study as many as 52 people. The results in this study is competency has a positive and significant impact on the performance of employees at the Ministry of Public Works and Public Housing Hall of Sumatra River Region III pekanbaru. Test equipment used in this study using simple linear regression, t test, as well as to determine the influence of variables using the coefficient of determination. In a test of the validity of the entire item statement is valid for values obtained rhitung> rtabel (0.2732). Simple regression results obtained value Y = 21 524 + 0.611X. From the results of the partial test or t test was obtained tcount (5547)> t table (2.008) with a significant level of 0.000 <0.005, meaning that the variable competence positive and significant impact on performance variables. And the coefficient of determination R 2 of 0.381, or 38.1%, meaning that the level of influence or contribution made by the competence variable to variable performance of 38.1% while the remaining 61.9% is influenced by other factors not examined in this study

Values, Obstacles, and Needs of Campus Outdoor Programs to Serve Local Underserved Communities

Although participation in outdoor recreation activities is a right and is essential for the health of individuals and their communities, not all communities have access to outdoor recreation opportunities. Fortunately, many successful outdoor programs at colleges and universities are already in place around the country. These programs have the potential to extend services outside the campus and reach underserved communities. In this research note, we report the findings of focus groups held at the 2015 Association for Outdoor Recreation and Education Annual Conference with administrators of outdoor programs. Challenges, benefits, and needs were identified in extending services, including administrative limitations, human resources issues, and logistical constraints. Potential solutions include reprioritization if programs are to reach out to local underserved communities.

How innovative and conventional curricula prepare medical students for practice in Sub-Saharan Africa: A comparative study from Mozambique

Medical education in Sub-Saharan Africa is in need of reform to promote the number and quality of physicians trained. Curriculum change and innovation in this region, however, face a challenging context that may affect curriculum outcomes. Research on outcomes of curriculum innovation in Sub-Saharan Africa is scarce. We investigated curriculum outcomes in a Sub-Saharan African context by comparing students' perceived preparedness for practice within three curricula in Mozambique: a conventional curriculum and two innovative curricula. Both innovative curricula used problem-based learning and community-based education. We conducted a comparative mixed methods study. We adapted a validated questionnaire on perceived professional competencies and administered it to 5th year students of the three curricula (n = 140). We conducted semi-structured interviews with 5th year students from these curricula (n = 12). Additional contextual information was collected. Statistical and thematic analyses were conducted. Perceived preparedness for practice of students from the conventional curriculum was significantly lower than for students from one innovative curriculum, but significantly higher than for students from the other innovative curriculum. Major human and material resource issues and disorganization impeded the latter's sense of preparedness. Both innovative curricula, however, stimulated a more holistic approach among students toward patients, as well an inquiring and independent attitude, which is valuable preparation for Sub-Saharan African healthcare. In Sub-Saharan Africa, risks and benefits of curriculum innovation are high. Positive outcomes add value to local healthcare in terms of doctors' meaningful preparedness for practice, but instead outcomes can be negative due to the implementation challenges sometimes found in Sub-Saharan African contexts. Before embarking on innovative curriculum reform, medical schools need to assess their capability and motivation for innovation.

PERAN DAN IMPELEMENTASI STRATEGI PENGEMBANGAN DISBUDPAR KAB. SUMBA TENGAH PROVINSI NTT DALAM PEMBANGUNAN PARIWISATA (SUATU PENDEKATAN KUALITATIF)

Facts indicate the potential of tourism in the Central Sumba Regency has not been able to attract tourist arrivals. The role stakeholders, especially SKPD Department of Culture and tourism (Disbudpar) Central Sumba Regency have a heavy duty to make tourism development. The method used was a case study approach (inductive) using qualitative methods. Data were analyzed using qualitative data analysis techniques with presentation techniques qualitative descriptive data. The results of this research are the role Disbudpar Kab. Central Sumba in tourism development constrained human resources issues and other findings are necessary translation of roles more effectively and efficiently with attention to personal ability, social skills and intellectual abilities in the future culture. The next finding is the difficulty Disbudpar Kab. Central Sumba in the implementation of the work plan caused by many factor. It is important to consider in the future development of tourism is the attention to the internal and external coordination and the determination of the potential market rating that will facilitate the development of tourism attractions such as the establishment or featured travel products and preparation of human resources, infrastructure and other supporting facilities.

Experts' Perceptions on China's Capacity to Manage Emerging and Re-emerging Zoonotic Diseases in an Era of Climate Change.

Zoonotic diseases transmitted by arthropods and rodents are a major public health concern in China. However, interventions in recent decades have helped lower the incidence of several diseases despite the country's large, frequently mobile population and socio-economic challenges. Increasing globalization, rapid urbanization and a warming climate now add to the complexity of disease control and prevention and could challenge China's capacity to respond to threats of emerging and re-emerging zoonoses. To investigate this notion, face-to-face interviews were conducted with 30 infectious disease experts in four cities in China. The case study diseases under discussion were malaria, dengue fever and haemorrhagic fever with renal syndrome, all of which may be influenced by changing meteorological conditions. Data were analysed using standard qualitative techniques. The study participants viewed the current disease prevention and control system favourably and were optimistic about China's capacity to manage climate-sensitive diseases in the future. Several recommendations emerged from the data including the need to improve health literacy in the population regarding the transmission of infectious diseases and raising awareness of the health impacts of climate change amongst policymakers and health professionals. Participants thought that research capacity could be strengthened and human resources issues for front-line staff should be addressed. It was considered important that authorities are well prepared in advance for outbreaks such as dengue fever in populous subtropical areas, and a prompt and coordinated response is required when outbreaks occur. Furthermore, health professionals need to remain skilled in the identification of diseases for which incidence is declining, so that re-emerging or emerging trends can be rapidly identified. Recommendations such as these may be useful in formulating adaptation plans and capacity building for the future control and prevention of climate-sensitive zoonotic diseases in China and neighbouring countries.

TRAINING NEEDS ANALYSIS, IMPLEMENTATION OF TRAINING, AND EVALUATION OF TRAINING TO IMPROVE HUMAN RESOURCE QUALITY: STUDY AT GUNUNG HARTA AUTOBUS COMPANY

In this reform era, institutions or organizations including government, state enterprises or companies, increasingly aware of how the success factors always rests on the issue of Human Resources (HR), because human resources have an important role in the development and achievement of goals, therefore it is necessary to maintenance and development. The success of human resources can be a very important concern for the company and the threat, if not accompanied by a training and control of the resource itself. This research aims to knowing training needs analysis, training implementation, and evaluation of training in the framework of improving the quality of human resources at Gunung Harta Autobus Company in Malang city. This research has shown that improving the quality of human resources in Gunung Harta which a training needs analysis/TNA that cover the needs in the level of organization, in its early stages and in the individual positions. The third analysis has been carried out properly. Evaluation result for human resource development Autobus Gunung Harta seen from written reports provided by the employees who attend training associated with their daily work. However, in the selection of employees to be included in the training and development has not systematic well because not all employees are included in the training program and the development of employee skills. In the implementation of training programs and skills development of employees PO Gunung Harta not experience significant constraints for all employees are obedient to the company's decision is responding employees for training and development as well as the presence of a coach who has been a reliable and trained in training.

Challenges of community-based homestay programme in Sabah, Malaysia: Hopeful or hopeless?

This paper explores the challenges faced by the participants of community-based homestay programme in Dagat Village of Lower Kinabatangan-Segama Wetlands of Sabah, Malaysia. Primary data were gathered through field observation and in-depth interviews conducted with the participants in September 2015 and March 2016. The results of this study revealed that the tourism activities based on homestay programme in Dagat Village have the potential to be developed because of its vast natural resources but it was found that the local community faced many challenges during their homestay operation at the study site, which include lack of infrastructure development, poor promotional activity, lack of trained human resource, safety and security issues, poor local leadership, and lack of tourism management experiences that cause the homestay programme operation to be unsustainable. Therefore, this study recommends the importance of collaboration and partnerships among tourism stakeholders in order to achieve a successful ecotourism development.

COMMUNITY BASED EMPOWERMENT: STUDI PADA KELOMPOK USAHA BERSAMA “SEDAP MELATI” DI DUSUN BABADAN, SITIMULYO, PIYUNGAN, BANTUL, YOGYAKARTA

This study aims to determine the efforts of a small Entreprise of Sedap Melati in resolving some problems related to the issue of developing its productive process. Two theories used in this study, which are communication action theory of Habermas and empowerment of If’s theory. The method used in this study is a qualitative research method using a Participatory Action Research (PAR) model. To collect the data, several methods are used including: observation, interviews, FGD (Focus Group Discussion) and documentation. Interpretative methods of data analysis is done by comparing, sifting through and combining various data residing in the same context, the audit trial (checking the raw data, analyzing them, and making conclusions process) as well as a review by related parties are seriously considered. The results show that Kube Sedap Melati has facing some serious constraints in its development, such as the issue of human resources, marketing, and infrastructure facilities. Some efforts have been undertaken by Kube Sedap Melati to overcome these problems. For the issue of transportation, for example, members of Kube Sedap Melati agrred to hire transports to deliver their products to consumers. They also aware of the needs of having a better promotions, including the use of internet and social media. Based on the analysis using communication actions’ theory of Habermas, there is a necessary for all members of Kube Sedap Melati to establish an open communication between members and administrators, either in a formal or informal ways. Mutual trust among the members is essential in order to overcome their human resource problem. In the context of empowerment, Kube Sedap Melati can actualize in three sides: fist, to create a conducive atmosphere to develop and maximize their potentials; second, to strengthen their competitiveness to other similar enterprises; and third, to protect a strong group and prevent unhealthy competition among them. Other potentials that need to be considered is to include religious practices and traditions of the community as an important source of income through providing some snacks and foods in every religious events or traditions conducted by members of community

Performance Model of Nurse Community Approach to Organizational Culture in Indonesia

&lt;p&gt;National problem faced by Indonesia today is the handling of the low quality of Human Resources (HR). HR issues that need attention is the issue of performance. Performance is the rate of success in carrying out the task, as well as the ability to achieve the goals set. The aim of this study was to determine the influence of individual factors, organizational factors, organizational and cultural factors on the Performance of Nurses. This study used a cross sectional study approach. The population used in this study were nurses ponkesdes Tuban and Lamongan district in accordance with the inclusion criteria as much as 55, with a sample size of 48 respondents specified research using simple random sampling technique. The independent variable in this study is the individual factors (abilities and skills), organizational cultural factors and organizational factors, dependent variable is the performance of nurse ponkesdes. Instruments used in the collection of data in the form of questionnaires and performance evaluation sheet. Research analysis using simple linear regression test. Simple linear regression analysis showed variable organizational cultural factors were not statistically significant effect on the performance of the p-value (0.000), organizational factors also significantly influence the performance of the pvalue (0.027). While the variable factors of individual (skills and abilities) does not significantly influence the performance of the p-value (0.103).&lt;/p&gt;

Performance Model of Nurse Community Approach to Organizational Culture in Indonesia

National problem faced by Indonesia today is the handling of the low quality of Human Resources (HR). HR issues that need attention is the issue of performance. Performance is the rate of success in carrying out the task, as well as the ability to achieve the goals set. The aim of this study was to determine the influence of individual factors, organizational factors, organizational and cultural factors on the Performance of Nurses. This study used a cross sectional study approach. The population used in this study were nurses ponkesdes Tuban and Lamongan district in accordance with the inclusion criteria as much as 55, with a sample size of 48 respondents specified research using simple random sampling technique. The independent variable in this study is the individual factors (abilities and skills), organizational cultural factors and organizational factors, dependent variable is the performance of nurse ponkesdes. Instruments used in the collection of data in the form of questionnaires and performance evaluation sheet. Research analysis using simple linear regression test. Simple linear regression analysis showed variable organizational cultural factors were not statistically significant effect on the performance of the p-value (0.000), organizational factors also significantly influence the performance of the pvalue (0.027). While the variable factors of individual (skills and abilities) does not significantly influence the performance&lt;br /&gt;of the p-value (0.103).

Indian companies ignoring HR issues

Purpose The purpose of this paper is to investigate the extent of corporate disclosure on human resources (HR) in the annual reports of top-performing Indian companies. Design/methodology/approach The paper explores the extent to which top 82 companies from India present information about HR in their annual reports. This paper examines the annual reports of each of the top Indian firms listed on the Bombay Stock Exchange, using the “content analysis” method. Statistical tests have been performed to analyze the difference between the HR disclosure score across public and private sectors and disclosure variations among various industrial sectors. Findings In-house training programmers has been noticed to be the favorite item of disclosure followed by safety awards/certifications and statements regarding cordial relations with the employees/unions. A majority of the Indian firms have ignored significant HR issues such as employee welfare fund, maternity/paternity leaves, holiday benefits, employee loans, adopting old age homes, etc. Overall, the paper reflects low HR-related disclosures. Originality/value This is the first paper on the disclosure of HR by the Indian corporate sector in the CSR domain with a disclosure analysis for a period of nine years. This paper provides new directions for the literature in this area and may promote comparative studies on HR-based studies from different perspectives.

Research on the Influence of Corporate Social Responsibility on Organizational Performance based on Structural Equation Model

With the economic and social transformation, corporate social responsibility has become an important factor affecting the enterprises performance. In this paper, we make an empirical analysis of the relationship between corporate social responsibility and organizational performance by using structural equation model. The result shows that CRS has an impact on the human resource management practice and organizational performance, at the same time, the HRM system has played an intermediary role. Enterprises to fulfill corporate social responsibility will significantly enhance the efficiency of human resource management, and obtain recognition of employees. So that it is necessary for enterprises to undertake the social responsibility in the long-term, and CRS will provide potential value for enterprises' competitive advantage. With the transformation of China's economic and social, enterprises take the initiative to take social responsibility in practice is very important. In particular to take the subject of corporate social responsibility of a company, enterprise or organization, from the perspective of system, resources and competitive advantage, the enterprise bear the social responsibility is not only necessary and to the survival and development of enterprises and competitive advantage are potential value. The relationship between corporate social responsibility and corporate financial performance of long debate and research still continues, with the stakeholder theory is put forward, and were more likely to enterprise stakeholders (1). The construct, and enterprise staff is enterprise key stakeholders, is the important resources of enterprises, business objectives or performance is obviously affect employee goals and can be influenced by the employee, the enterprise must on today's human resource issues active response, and to obtain the legitimacy of enterprise operation, coordination of the enterprise and employee relations, taking the way of harmonious relationship between employees and organizations to realize the sustainable development of enterprises. Enterprises to the human resources and social issues management, into the enterprise human resources management policy and practice operation, affect employee behavior and attitude to meet the demand of human resources and obtain competitive advantage and organizational performance. Carol put forward the Pyramid model of corporate social responsibility; corporate social responsibility is divided into economic responsibility, legal responsibility, and ethical responsibility. Many disputes about corporate social responsibility mainly focus on enterprise, such as principal -agent theory, property rights theory, from the perspective of the nature of these enterprises to find the main body of social responsibility (2). Corporate social responsibility from the

LO067: Emergency department management of diabetic ketoacidosis and hyperosmolar hyperglycemic state: national survey of attitudes and practice

Introduction: The 2011 Canadian Diabetes Association (CDA) Clinical Practice Guidelines were developed in order to help physicians manage hyperglycemic emergencies in the emergency department (ED), including diabetic ketoacidosis (DKA) and hyperosmolar hyperglycemic state (HHS). The goal of this study was to determine physician attitudes towards these guidelines and to identify potential barriers to their implementation in the ED. Methods: We distributed an online, cross sectional survey to 500 randomly selected members of the Canadian Association of Emergency Physicians (CAEP) who were currently practicing physicians. A total of 3 email notifications were distributed on days 1, 7 and 14. The survey consisted of 23 questions relating to physician management of DKA and HHS in the ED. The primary outcome was overall physician familiarity and usage of the guidelines using a 7-point Likert scale. Secondary outcomes included physician attitudes towards the guidelines as well as any perceived barriers to their implementation in the ED. Simple descriptive statistics were used to illustrate the survey results. Results: The survey response rate was 62.2% (311/500) with the following participant characteristics: male (62.6%), CCFP(EM) training (46.1%) and working in major academic centers (50.5%). The overall awareness rate of the CDA guidelines was 22.9% (95% CI = 18.3%, 27.5%). 58.9% (95% CI = 53.3%, 64.3%) reported the CDA guidelines being useful. The most frequently reported barriers to CDA guideline implementation were concerns about education issues (56.0%), lack of time and disruption of flow (23.9%), staffing and human resource issues (26.7%) and poor policy adherence (25.5%). Physician’s ideal changes to optimize the management of these patients included improved coordination for follow-up with family physicians (79.9%), increased diabetes education for patients (73.9%) and increased availability to diabetes specialists (47.5%). Conclusion: In this study, although Canadian ED physicians were generally supportive of the CDA guidelines, many were unaware that these guidelines existed and barriers to their implementation were reported. Future research should focus on strategies to standardize DKA and HHS management by ensuring physician awareness and education to ensure the highest quality of patient care.

The paradox of development. The challenges of a French subsidiary vis-à-vis its Latin-American corporate headquarters

Subject area International Human Resource Management. Study level/applicability Master in Management, MBA. Case overview This case is based upon a real Latin-American multinational company operating in France. The character called Anne, Human Resources Director of the French subsidiary, has to implement an organizational project, while at the same time managing local constraints. She also deals with the internal employee survey on working conditions. Through this case study, students will analyze international human resources issues in a company that has offices in different locations and therefore has to deal with different cultural and legal constraints. It tackles questions of employee satisfaction, working conditions and internal communication. It deals with the specific role of the Human Resources (HR) Director of a multinational company’s foreign subsidiary, who has to comply with headquarters’ instructions concerning the implementation of organizational projects and also abide by local laws and regulations. Expected learning outcomes “The Paradox of Development” case has four main learning objectives: It illustrates some well-known cultural values frameworks, such as Hall and Hall’s (1990), Hofstede’s (1991), Trompenaars and Hampden-Turner’s (1998) and the GLOBE study’s (House et al., 2004) in a concrete way. It teaches students how to deal with the particular issues and constraints of multinationals when operating abroad, especially when the company’s headquarters are located in a developing country while the subsidiaries are in a developed country. And it helps them better understand the role of an HR Director in such a context. It illustrates the shift from standardization–localization debate [global integration – local adaptation dilemma, Bartlett and Ghoshal (1989); Prahalad and Doz (1987)] towards the choice of HR practices among three options, not two: standardization towards headquarters’ practices, standardization towards global best practices and localization (Pudelko and Harzing, 2007, 2008). It tackles the issues of employee satisfaction and working conditions in an international context where employees have different cultural values. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management

Managing Human Resources in Public Health Care System in South Asia: Case Study of Pakistan

Health care is considered as one of the fundamental rights of every individual. At the same time, efficient and effective delivery of health care service requires pro-active management of health care professionals. The purpose of this article is to highlight human resource issues and challenges faced by health care professionals in South Asia and identify suitable strategies for better management of health care professionals. By using data from a pilot study in Pakistan’s public health sector in the province of Punjab, the article explores ways of implementing productive reforms to upgrade human resource management system in the public health care sector in South Asian countries.

Librarian Research Competencies in Canadian Large Research Libraries

Column Editor's NotesThis workforce column, guest written by Marianne Sorensen and Kathleen Delong, takes up the perennial question of the role of research in the professional practice of the academic librarian. The article also showcases recent Canadian human resources research and provides a strong evidence base from which an important strategic workforce issue, is identified. It goes on to provide some options to close the gap in the knowledge, skills, and competencies of the 21st century academic librarian. This article well and truly fulfills the intended purpose of this column, namely to provide an avenue through which to explore library human resource issues, showcase research, and share emerging new models of professional practice. I invite further contributions to our ongoing discussion! Please submit articles for this column to the editor at vicki.williamson@usask.ca

Doing business in India: cross-cultural issues in managing human resources

Purpose– Given the increasing global significance of Indian markets, multi-national corporations (MNCs) are keen to do business here; however, cross-cultural issues can be barriers in managing human resources (HR) in international businesses. The purpose of this paper is to understand how MNCs can successfully do business in India, with special reference to cross-cultural issues and management of HR.Design/methodology/approach– In-depth interviews were conducted with executives working in MNCs and Indian MNCs based in India and abroad. Respondents were senior professionals, working in diverse sectors and had global work experience for about five years. Majority of the interviews were conducted in Delhi and some were conducted in Singapore. Interviews responses were qualitatively analysed.Findings– Findings reveal that MNCs wanting to do business in India need to have a long-term business focus, a well-defined expatriate policy and deep pockets to experience growth and payoffs on investments. In order to be successful, they need to understand India culturally and geographically, build trusting relationships with HCNs, partner with local players who are familiar with domestic challenges and localize the best practices of the west. Attrition and retention being the major challenges in India, compensation alone is not enough to attract and retain talent. Understanding Indian psyche and offering individuals a unique value proposition such as challenging roles and professional growth is imperative for creating an attractive employer brand in order to win the war for talent.Research limitations/implications– Though sample size is small, this research has implications for MNCs operating in India or planning to set up Indian operations.Originality/value– Inferences have been drawn out of primary data collected from senior executives who were handling core MNC operations and sharing their wealth of experience. The findings give fresh insights into the whole issues of MNC management involving cross-cultural and HR issues.

The Usage of Data Mining Technology in Financial Information System: An Application on Borsa Istanbul

&lt;div&gt;&lt;p&gt;Data mining technology is one of the new technologies that have become increasingly popular. Data mining enables to form forecasts and models regarding future by making use of past data. It can be costly, risky and time consuming for enterprises to gain knowledge. Firms gain important competitive advantage by data mining methods. This study analyzes on the readiness to implement and the extent of utilization of data mining technologies in the Financial Information Systems (FIS) in Borsa Istanbul and also researches the level of understanding of, perceptions of and readiness to implement data mining technologies within the Borsa Istanbul. Analysis was undertaken using SPSS. Manufacturing and financial enterprises are the universal of this study. Primary data were obtained by using survey method and questionnaire technique and findings of the study were evaulated. Technological, organisational and human resources issues had a significant role in the decision to, or not to utilize data mining technology. The ability to use data mining technology was found to be increased the performance of the Financial Information System.&lt;strong&gt;&lt;/strong&gt;&lt;/p&gt;&lt;/div&gt;