Training And Development Research Articles

The Mediating Role of Perceived Investment in Employee Development in the Relationship between Transformational Leadership and Task Performance among First-Line Managers in the Banking Sector

The Multiple leadership studies have established a connection between transformational leadership behaviors and the achievement of individual, team, and corporate success. The correlation between transformative leadership and followers' task performance remains ambiguous across many contexts and levels of analysis. Multiple variables and methodologies can influence the correlation. This study examined the impact of transformational leadership on the task performance of banking professionals. The concept of Perceived Investment in Employee Development (PIED) was introduced as a potential mediator between transformational leadership and employee task performance. The suggested approach was evaluated using a representative sample of 449 individuals from six Palestinian banks. The model was tested using Partial Least Squares (PLS)-based structural equation Modelling (SEM). The SmartPLS analyses demonstrated a positive relationship between perceived transformational leadership and task performance. These data further validated the concept of mediation. Furthermore, this study examines the theoretical and practical consequences, constraints, and recommendations for future research.

Identifying Corporate Culture Using the Organizational Culture Assessment Instrument

Research background: Corporate culture undoubtedly plays a crucial role in successfully overcoming the challenges associated with modern trends in today's business environment. Corporate culture is an incredibly fascinating field within organizational management. It requires investigation, as it is not static but evolves and adapts over time. Purpose of the article: The aim of the article was to define the type of corporate culture by identifying both the current and desired corporate culture. Additionally, the study examined the differences in values related to corporate culture. Methods: The Organizational Culture Assessment Instrument was utilized to identify the current and desired corporate culture. This methodology evaluated the company's underlying values and related assumptions, providing a realistic representation of its culture. Findings & Value added: The key conclusions is that in the wood industry, companies were perceived as highly personalized environments, resembling close-knit families where employees frequently interacted and shared commonalities. Alongside mentoring, facilitation, and support, effective management also emphasized cooperation and functional teamwork. Formal rules, loyalty, and mutual trust played a significant role in maintaining cohesion within the company. Employee development, trust, openness, and solidarity were emphasized. Success was based on human resource development, teamwork, employee engagement, and interest. The dominant corporate culture in the wood industry was clan corporate culture. Therefore, leadership based on mentoring, facilitation, and support should be prioritized. The valued added is the finding that the clan corporate culture should continue to prevail in wood industry companies for the next 5 to 10 years. Therefore, it is recommended teamwork, consensus, and a sense of belonging should continue to be prominent in the wood industry's future. Loyalty and mutual trust should be key elements in maintaining company unity. Employee development, trust, openness, and solidarity should also be consistently implemented, along with human resource development, teamwork, employee engagement, and interest. These findings can assist managers in their management practices.

State Requirements for Non-Medical US Cannabis Retail Personnel.

In September 2023, we examined requirements for budtenders working in nonmedical dispensaries in the 20 states with active non-medical cannabis markets. Two coders extracted data from each state's licensing board and/or governmental websites. The age requirement for budtenders was ≥21years old ( n =17) or ≥18 ( n =3). Most states ( n =16) required background checks; 10 specified felony convictions preventing employment, 5 allowed the Department to determine eligibility, and 2 allowed petitions upon denial. Twelve states required fingerprinting. There were application fees ($25-$300) in 13 states. Structured training was required in 7 states, while 5 states required employee training. Given the diverse budtender requirements, the evaluation of budtender standards is essential to assess the impacts of training on regulatory compliance and consumer education, and of application costs and conviction-based employment restrictions on social equity. This must inform the development of effective regulations and enforcement protocols, as well as and how to promote equity in cannabis regulations.

Human Resource Management Challenges in Modern Hospitality at the Coastal Regions

Purpose: The main objective of this study was to explore the human resource management challenges in modern hospitality at the coastal regions. Methodology: The study adopted a desktop research methodology. Desk research refers to secondary data or that which can be collected without fieldwork. Desk research is basically involved in collecting data from existing resources hence it is often considered a low cost technique as compared to field research, as the main cost is involved in executive’s time, telephone charges and directories. Thus, the study relied on already published studies, reports and statistics. This secondary data was easily accessed through the online journals and library. Findings: The findings revealed that there exists a contextual and methodological gap relating to the human resource management challenges in modern hospitality at the coastal regions. Preliminary empirical review revealed that the high turnover rates prevalent in coastal hospitality, the need for cross-cultural HRM strategies to manage a diverse workforce, the importance of sustainability initiatives in HR practices, the impact of technology adoption on HR efficiency, the necessity of effective workforce planning in hurricane-prone regions, and the role of talent management and career development in attracting and retaining skilled employees. Collectively, these findings highlight the critical role of human resource management in shaping the success and sustainability of hospitality establishments in coastal regions. To address the identified challenges, practitioners in the industry must consider tailored HR strategies that account for seasonal fluctuations, cultural diversity, environmental sustainability, and technological advancements. Unique Contribution to Theory, Practice and Policy: By grounding the study on these three theories; Human Capital theory, Resource-Based View theory, and Contingency theory, researchers can develop a robust framework for exploring the human resource management challenges in modern hospitality at coastal regions, taking into account the importance of human capital development, resource-based competitive advantage, and contextual contingencies. The study therefore recommended for developing tailored HR strategies, investing in employee training and development, promoting sustainability and environmental responsibility, enhancing employee wellbeing, leveraging technology for HR efficiency and being crisis and disaster prepared. Addressing the unique human resource management challenges in modern coastal hospitality requires a proactive and strategic approach. By implementing these recommendations, hospitality businesses in coastal regions can create a more resilient and effective HR management system, leading to improved guest experiences, employee satisfaction, and overall business success. Keywords: Coastal Hospitality, Human Resource Management, Challenges, Modern Hospitality, Coastal Regions

Operational Risks Faced by Financial Institutions in the Digital Age: A Case of Nigeria

Purpose: The aim of the study was to examine operational risks faced by financial institutions in the digital age: a case of Nigeria. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study found that financial institutions in Nigeria are confronted with a myriad of operational risks in the digital age, stemming from the rapid adoption of technology and the evolving cyber threat landscape. The shift towards digital banking and fintech innovations has introduced new vulnerabilities, including cyberattacks, data breaches, and fraudulent activities, posing significant challenges to the security and integrity of financial systems in Nigeria. Operational risks associated with technological disruptions, such as system failures, IT outages, and disruptions to digital payment platforms, can undermine the reliability and efficiency of financial services, leading to customer dissatisfaction and financial losses. The proliferation of mobile banking and digital payment channels has heightened concerns about financial inclusion, data privacy, and regulatory compliance, necessitating robust risk management frameworks and regulatory oversight to safeguard the stability and resilience of Nigeria's financial sector. Unique Contribution to Theory, Practice and Policy: Technology Acceptance Model (TAM), Agency Theory & Resource Dependence Theory may be used to anchor future studies on operational risks faced by financial institutions in the digital age: a case of Nigeria. Financial institutions should prioritize the implementation of robust cybersecurity measures, including regular security audits, penetration testing, and employee training programs. By enhancing cybersecurity awareness and preparedness, institutions can mitigate the risk of cyberattacks and data breaches. Regulatory authorities play a crucial role in shaping the regulatory landscape to address operational risks in the Digital Age. Policymakers should collaborate with industry stakeholders to develop robust regulatory frameworks that promote innovation while safeguarding financial stability and consumer protection.

Analysis of the Impact of Frontliner Employee Performance Assessment at PT. Bank Rakyat Indonesia (Persero), Tbk. KC Jakarta Tanjung Priok

Performance appraisal of frontliner employees at PT Bank Rakyat Indonesia (Persero), Tbk. Kc Jakarta Tanjung Priok has a significant impact on employee development and performance. Through analysis, it can be seen that performance appraisals provide clear feedback, motivate employees to improve their performance, strengthen teamwork, and drive process and system improvements. Supporting factors such as transparent appraisal systems, strong management support, sustainable reward systems, and effective communication contribute to the success of performance appraisals. However, there are also challenges such as subjectivity in appraisals and employee resistance to the appraisal process that need to be overcome. With attention to these constraints and maximization of supporting factors, PT Bank Rakyat Indonesia (Persero), Tbk. Kc Jakarta Tanjung Priok can ensure that performance appraisal of frontline employees becomes an effective tool in achieving organizational goals and overall employee development.

Mechanisms for identifying and regulating opportunistic behavior of personnel in a company

Aim. To summarize the main mechanisms of regulating and limiting opportunistic behavior in the company.Objectives. To study the tools to prevent opportunistic behavior presented in the studies of consulting companies; to establish which methods of identifying opportunism are more effective; to describe the main mechanisms aimed at reducing the risk of opportunistic behavior in the company.Methods. The author applied methods of generalization of theoretical and practical base of mechanisms aimed at regulating opportunistic behavior, as well as processing and generalization of analytical materials of consulting companies and professional associations.Results. In order to reduce the risk of opportunistic behavior in the company, it is necessary to build an effective recruitment process. Companies need a third-party or internal security service that will reduce the percentage of risk of hiring employees who are detrimental to the company. Companies should also develop preventive measures to combat opportunistic behavior of employees (rules of business conduct enshrined in an official company document, with which the employee should be familiarized). In order to detect opportunism expressed in the so-called shirking, you can install special software on the work computer and use pass systems to track the time of arrival and departure of the employee. In addition, it is necessary to competently build the process of introducing mechanisms to regulate the manifestation of opportunistic behavior in order to avoid organizational conflicts and resistance on the part of the workforce. Creation of an effective system of personnel motivation will draw the attention of personnel to the achievement of the company's goals, because, having achieved them, they will achieve the reward for the work done. This will reduce the risk of opportunistic behavior, and the formation of the personnel reserve of the organization will allow the management to reduce the level of opportunism expressed in the form of misinforming the employer, hiding the true objectives of staying in a new workplace.Conclusions. In practice, there are many mechanisms for regulating and limiting opportunistic behavior of personnel. According to surveys of consulting companies, the first place is occupied by the policy of counteraction to corporate fraud, the second place is shared by the hotline and monitoring of suspicious activity, in which employees are involved by anonymous reporting of information. Then comes training for employees and company management, and data analytics. Tip-offs are used to detect 42 % of corporate fraud, with employees reporting illegal activities in 55 % of cases. Some companies conduct internal investigations, but almost 50 % of them do not respond to opportunism, including fraud.

Under the Radar: A Survey of Students’ Experiences of Discrimination in the German University Context

Universities are commonly imagined as “enlightened institutions” that leave no room for discrimination. While studies from other countries and some studies from German universities cast doubt on this notion, the extent and characteristics of university students’ experiences of discrimination in Germany are not yet sufficiently researched. Therefore, the aim of this study was to assess university students’ experiences of discrimination in a cross-sectional online survey. A total of 890 students completed the questionnaire. Of these, 45% reported that they had witnessed discrimination in the university, while 28% reported first-hand experiences. For those who had experienced discrimination themselves, it occurred repeatedly (68%) or regularly (15.5%). The most common grounds for discrimination were sex or gender (33% of all reported grounds for discrimination), non-German origin (12.5%) and having a chronic illness (7%). University lecturers were mentioned most often (by 80% of those who reported discrimination) as the perpetrators of discrimination. Taking these findings into consideration, universities should revisit their policies and structures that protect students against discrimination and support them in the case of harassment. This could entail obligatory training for university employees but should also consider that the university’s hierarchical structure facilitates abuses of power and can therefore be considered a variable in its own right.

AI Adoption in Jordanian SMEs: The Influence of Technological and Organizational Orientations

This study examines the factors influencing the adoption of artificial intelligence (AI) in small and medium-sized enterprises (SMEs) in Jordan, a key player in the growing Middle Eastern economy. Rooted in the Technology–Organization–Environment framework, we specifically focus on the role of technological capabilities and organizational dynamics in shaping AI adoption within Jordanian SMEs. A comprehensive survey involving 364 SME owner-managers in Jordan serves as the empirical foundation. Findings reveal the significant impact of employee IT knowledge, IT infrastructure, managerial commitment, training initiatives and well-designed reward systems in shaping SME owners’ or managers’ attitudes to AI. These findings provide valuable insights for SME leaders and stakeholders, guiding them in developing strategies to smoothly integrate AI technologies in line with Jordan’s societal needs. The article concludes by emphasizing the study’s contributions, implications and limitations while suggesting potential directions for future research in this field.

A Study On Career Planning and Development for Employees with Reference to HDFC

A Study On Career Planning and Development for Employees with Reference to HDFC

The Future of Patient Data Security: Exploring Emerging Technologies and Collaborative Approaches

Abstract: The protection of sensitive patient data has become a paramount concern in the increasingly digital landscape of the healthcare industry. As healthcare organizations adopt electronic health records and face a growing array of cyber threats, they must navigate a complex regulatory environment, including the Health Insurance Portability and Accountability Act (HIPAA), while implementing robust strategies to safeguard personal health information (PHI). This article provides a comprehensive overview of the challenges and best practices in healthcare data protection, examining the current regulatory framework, the various threats to patient data—such as cyber-attacks, insider threats, and human error—and the key strategies and technologies for enhancing security, including encryption, access controls, and employee training. The article also explores the potential of emerging technologies, such as block chain and artificial intelligence, in revolutionizing healthcare data management and security, and emphasizes the importance of collaboration among stakeholders, including healthcare providers, technology vendors, policymakers, and patients. By recapping the main challenges and strategies discussed, offering insights into the future of data protection in healthcare, and issuing a call to action for prioritizing patient data security, this article serves as a valuable resource for healthcare organizations seeking to strengthen their data protection measures and maintain patient trust in the digital age.

Evaluating Effectiveness and Employee Development Through Performance Appraisal System

Evaluating Effectiveness and Employee Development Through Performance Appraisal System

연구기관 재직자의 심리적 임파워먼트 연구: 성별의 다양성을 중심으로

by exploring the latent psychological empowerment profiles of research institution employees and examining the differences between groups according to gender. The quality of psychological empowerment vary among employees depending not only on individual factors but also on relational and institutional factors. Since psychological empowerment is directly linked to the personal growth and career development of employees, it is essential to examine the factors that influence it. We conducted a latent profile analysis to examine how psychological empowerment profiles differ. First, we identified five profiles based on the extent of research control and overall psychological empowerment in male samples, while four profiles were identified in female samples. Second, the quality of the social network, perceived career development support, and knowledge sharing significantly influenced the probability of belonging to each profile, particularly when the perceptions of these predictor variables are high, this suggests a higher likelihood of belonging to a group with high psychological empowerment. Finally, the group with high psychological empowerment, regardless of gender, was perceived as having higher organizational commitment, career satisfaction, and technical orientation. Based on these results, we discuss the implications for enhancing the psychological empowerment of employees at research institutions and aligning their individual career development with the organization's objectives.

Influencing Hospital Employee Communication Behaviors for Desirable Maternal Health Outcomes in Ghana: An Extension of the Microboundary Spanning Theory

ABSTRACT Strategic internal communication management in healthcare settings may improve maternal care and maternal health outcomes, especially in low-income countries. The study examines how hospital internal communication managers in Ghana strategically influence employee communication behaviors for positive maternal health outcomes using the microboundary spanning theory. Twenty-three hospital internal communication managers were interviewed. Findings reveal that strategies hospital internal communication managers use to influence employee communication behaviors and enhance positive patient-provider communication include employee training programs, provision of timely information, maintaining open lines of communication, provision of essential resources, monitoring and informal surveys, utilizing the grapevine, organizing pregnancy schools and use of infographics produced in multiple Ghanaian languages. The study demonstrates that positive employee megaphoning and scouting behaviors can have financial and prosocial benefits, including enhancing patient healthcare experiences, encouraging women to seek maternal care, and ultimately improving maternal health outcomes. Finally, the study extends the microboundary spanning theory to include employee mandatory communication that occurs in healthcare settings and is the first such study to be conducted in Ghana.

Analysis on the Social Demand and Training Path of the Aged Service Talents: Take Dazhou City of Sichuan Province as An Example

The training of senior service personnel is an important part of the development of senior service industry. The lack of senior service personnel seriously restricts the improvement of senior service quality. At present, there is a large gap in the demand for talents in the elderly care service, the talent structure is unreasonable, and the talent training mechanism is not perfect. In order to better promote the development of pension services, it is necessary to make plans for the construction of pension service talent team as soon as possible, increase preferential policies for the training of elderly service and nursing talents, and vigorously support local colleges and universities to apply for pension service management, nursing and rehabilitation therapy and other related majors, so as to realize the healthy and sustainable development of pension services. This report aims to investigate how can Adidas survive and improve in a consistently changing environment and strong competition. This report focuses on the multi-billion dollar shoe industry in 2021, with green, sustainable, and innovative themes. Sports and fashion will become the trend of the future industry. Adidas' global revenue is 21.23 billion euros, lagging behind the powerful Nike, with a growth rate of 16% compared to 2020, but still lagging behind the level before the 2019 pandemic. A turbulent environment, capturing consumer demand and supply chain management are the main risk issues. The company has made progress in climate change and SDG's, establishing a good brand image, but only 42% of supplier facilities met the standards and lacked the comprehensiveness of goals. They are committed to commercial product innovation, but there is a lack of internal innovation and innovative product sustainability. They opt for a detailed and systematic approach to supply chain management. They also pay attention to employee development and a fair environment, but lack concern for daily life. Adidas has a sound risk management system and has effectively responded to epidemic risks, but measures to address small and potential risks need to be improved. Because they have a certain business scale and continue to work hard, Adidas can survive in the constantly changing environment and competition, but surpassing Nike may require breakthroughs.

Impact on Work Life Balance on Employee Wellbeing

Performance appraisal helps to improve overall organisational efficiency. The employee productivity could be positively manipulated by the sustainable performance appraisal system of an organisation. The professional relationship between the employees, providing formal education and other aspects helps to influence the employee development. This helps to enhance the overall organisation performance by reviewing the job-related various internal and external work environment of the employees, which can be achieved through motivating the employees, providing training and maintaining a positive organisational culture. This present study analyse their performance appraisal system and its impact upon their employee development, through conducting survey among participants selected from working professionals and with the help of ANOVA technique, analysed the relationship between performance appraisal on employee development and productivity.This Project aims to evaluate the impact and effectiveness of performance appraisal by delve into various dimensions of appraisal, including its design, implementation, and outcomes. Additionally, key performance indicators (KPIs) such as employee engagement, job satisfaction, retention rate and organizational productivity will be analysed and recommendations are to assess for overall impact of performance appraisal system on organizational success.

The Influence of Motivation, Employee Development and Teamwork on Employee Performance through Employee Engagement in Service Industry Employees

The Influence of Motivation, Employee Development and Teamwork on Employee Performance through Employee Engagement in Service Industry Employees

Human resource strategies for resilient supply chains in logistics and transportation: A critical review

This study systematically reviews and analyzes the literature on Human Resource Management (HRM) strategies for enhancing supply chain resilience in the logistics and transportation sector, identifying the pivotal role HRM plays in fortifying supply chains against disruptions. Utilizing a systematic literature review and content analysis, this research examines articles from peer-reviewed journals, focusing on publications from 2004 onwards to capture contemporary HRM practices and their impact on supply chain resilience. The methodology involves a detailed search strategy across multiple databases, employing specific inclusion and exclusion criteria to ensure the relevance and quality of the literature reviewed. Key findings reveal that workforce agility, technological integration in HRM practices, leadership development, and the cultivation of a resilient organizational culture are essential components of effective HRM strategies in this context. These elements collectively contribute to the resilience of supply chains, enabling organizations to maintain operational continuity during disruptions. Based on these insights, the study proposes strategic recommendations for industry leaders and policymakers, emphasizing the importance of investing in employee development, adopting technology-enhanced HRM practices, and fostering ethical and sustainable HR practices to support supply chain resilience. Concluding, the study highlights the need for further research, particularly empirical studies that examine the direct impact of HR strategies on supply chain performance. This research underscores the critical role of strategic HRM in enhancing supply chain resilience, offering a roadmap for future efforts in the logistics and transportation sector.

Digital technologies in personnel management

This paper examines the pivotal role of digital technologies in the transformation of personnel management within contemporary enterprises. As businesses increasingly emphasize efficiency, adaptability, and innovation, digitalization in human resources (HR) management is becoming indispensable. The integration of cutting-edge technologies such as Artificial Intelligence (AI), Big Data, Machine Learning (ML), the Internet of Things (IoT), and 5G within HR processes stands at the forefront of this transformation, enhancing productivity and fostering sustainable organizational development. The study focuses on several critical aspects of HR digital transformation including recruitment, employee development, performance evaluation, and engagement strategies. It systematically examines the impact of digital technologies on these HR functions and assesses how they contribute to creating a more effective work environment. The research underscores the potential of digital tools to not only streamline HR processes but also to enhance employee satisfaction and organizational efficiency. Empirical evidence from leading companies that have successfully integrated digital HR solutions suggests significant cost reductions and improved operational efficiency. The paper analyzes these cases to identify the benefits and challenges associated with HR digitalization. It further discusses the implications of these technologies on corporate culture and the overall workforce management. Ultimately, this article provides a comprehensive overview of the challenges and opportunities presented by HR digitalization. It offers insights into effective strategies for implementing digital transformations in HR processes, based on practical examples from industry leaders. The findings aim to assist organizations in making informed decisions about optimizing their HR operations through digital technologies, thereby enhancing their overall effectiveness and adaptability in the digital era.

Fire emergency response system at PT X based on International Safety Rating System (ISRS)

Fire is the unwanted occurrence of fire. Preparedness in the face of catastrophic fire events is part of the Occupational Safety and Health (K3) standards that must be implemented in the company. PT X is a company engaged in concrete manufacturing. In the production process, many potential hazards, such as fires, can cause losses. This research aims to study the fire emergency response system at PT X. The method used is descriptive research, with data collection done cross-sectionally. The analysis was carried out descriptively by clearly and thoroughly describing the condition of the object of study and comparing it with the applicable regulatory standards. The results showed that PT X had implemented a fire emergency response system and efforts to prevent and overcome fire hazards. PT X's efforts include forming a firefighting team providing fire hazard management facilities such as fire extinguishers, fire blankets, first aid kits, evacuation stretchers, and other infrastructure facilities. PT X has conducted fire emergency response and first-aider training for employees and workers. This research concludes that PT X has implemented an emergency response system well and refers to the International Safety Rating System.