Managerial Employees Research Articles

THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE IN THE CADRE TRAINING AND CONFERENCE CENTER (HOTEL) IN XICHENG DISTRICT, BEIJING

Purpose – The purpose of this study is to examine the impact of human resource management practices on employee performance at the Cadre Training and Conference Center (Hotel) in Xicheng District, Beijing. The unique challenges of HRM in the hospitality sector within a government-operated facility, which operates under different structural and operational constraints compared to private sector hotels.Methodology – This study involves surveying 180 employees at the Cadre Training and Conference Center in Beijing, selected through stratified random sampling. A questionnaire was used to gather data on human resource management practices and employee performance, covering three main sections: respondent information, HRM practices, and performance metrics. Data analysis includes descriptive statistics for initial data review and inferential statistics using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test hypotheses, with a significance level set at 0.05.Results – human resource management practices, particularly in the areas of recruitment and selection, reward system, career management and performance appraisal, have a statistically significant influence on employee performance at Cadre Training and Conference Center (Hotel) in Xicheng District, Beijing, with a predictive power of 83.3%.Implications – The study suggests key implications for enhancing employee performance. Companies should improve performance appraisal systems to ensure fairness, transparency, and alignment with organizational goals. Recruitment processes should be thorough and transparent, attracting the right talent and supporting employee integration. A fair and well-communicated reward system is essential for maintaining motivation, and companies should offer additional benefits to meet employee needs. Lastly, clear career management strategies should be implemented to support employee growth, with regular monitoring to align career development with organizational goals.Originality/Value – This study offers new insights into how specific HRM practices—recruitment, reward systems, career management, and performance appraisals—significantly impact employee performance in the hospitality sector. It provides practical recommendations for improving HR strategies, making it valuable for HR professionals and managers in similar settings.

HRM AREAS INFLUENCED BY NEW TECHNOLOGIES OF INDUSTRY 4.0 – BIBLIOMETRIC ANALYSIS

Industry 4.0 marks a major transformation driven by digitization, automation, and smart technology integration in production, significantly impacting human resources and reshaping work environments and employee management practices. Both, employees and managers must adapt to these technological shifts, which alter traditional approaches to core areas of human resource management, presenting new challenges and opportunities. This article provides a bibliometric analysis that evaluates scientific literature on Industry 4.0 and key HR areas, such as employee education, motivation, and adaptation. The analysis, based on Scopus-indexed publications, summarizes insights in this field. The primary finding emphasizes a shift in necessary employee skills, highlighting a pressing need for updated competencies in response to Industry 4.0 advancements.

Talent Management Practices and Employee Retention: Does It Make a Difference?

Talent Management Practices and Employee Retention: Does It Make a Difference?

Sharing employee management practices and work well-being: a moderated mediation model of organizational commitment and job autonomy

Sharing employee management practices and work well-being: a moderated mediation model of organizational commitment and job autonomy

Human resource management practices and employees’ job satisfaction in public hospitals in Erbil City

Background and objectives: Employees’ jobs satisfaction is the term most widely used and researched in field of management and organization behavior. This study aimed to explore the influence of human resource management practices on employees’ job satisfaction in public hospitals in Erbil city. Methods: A cross-sectional study was carried out at public hospitals in Erbil city, Iraq, between January 2023 and September 2023. A sample of 405 employees was chosen using a convenience sampling method. A designed questionnaire was used to measure employees’ job satisfaction and to assess the impact of human resource management practices, including rewards and incentives, training and development, and employee relations, on job satisfaction among these employees. Results: Employees in the administrative and technical departments reported higher satisfaction compared to medical departments, P<0.001 and 0.0483, respectively. Moreover, the research found that an increase in rewards and incentives was connected to greater job satisfaction, as was the belief that the rewards system served as motivation for employees (r=0.17, P<0.001) and financial rewards are the most important ones to motivate employees (r=0.11, P=0.0331). Employees expressed greater satisfaction when training programs were consistently conducted (r=0.24; P<0.001), training programs were relevant to the needs of the hospital (r=0.23, P<0.001), and when they perceived their coworkers as cooperative (r=0.38, P<0.001). Conclusion: The study revealed there is a significant impact of human resource management practices on employees’ job satisfaction in public hospitals in Erbil City.

The effect of customer relationship management on customer satisfaction performance in the hotel industry in Jordan

Despite extensive research and practice in the topic of customer relationship management (CRM), the hotel industry still lacks clarity on the effect of CRM on customer satisfaction performance. Thus, the study aims to investigate the effect of CRM through different dimensions (key customer focus, CRM organization, knowledge management, and CRM-based technology) on customer satisfaction performance in Jordanian hotels. A quantitative research approach through questionnaire adopted from relevant literature was used for data collection. The study participants were managers of Jordanian different star hotels. A total of 101 managers were involved in this study, and different key statistical analyses were applied to achieve its purpose using SPSS, regression and correlation analysis after validating the study measures and scale. The results showed that all dimensions of CRM have a positive and significant effect on Jordanian hotels’ customer performance and key customer focus has the greatest effect on customer satisfaction out of four CRM dimensions that were examined, followed by CRM organization and knowledge management. Although the technology of CRM considerably impacts customer satisfaction, this impact is very slight. Therefore, the results suggested that the hotel managers should pay attention to their internal resources such as top management support and employee involvement and assess the impact of CRM implementation of customer-orientation culture to improve their performance and consequently establish a competitive advantage.

Accounting for Transparency: a Framework and Three Applications in Tax, Managerial, and Financial Accounting

AbstractThis article presents how the Collaborative Research Center TRR 266 Accounting for Transparency understands and studies transparency in organizations and markets. Starting from our transparency definition, which is rooted in a sender/receiver framework, we discuss how accounting, taxation, and their regulation affect transparency and illustrate selected economic consequences of transparency. We use three analyses to exemplify our research approach. These analyses illustrate that (i) firms use tax literacy and tax advice as substitutes in their strategies to cope with signals sent by tax regulators about complex tax regulations, (ii) trade-offs between tighter management controls and employee motivation lead firms to design hybrid work environments that facilitate information exchange within the firm, and (iii) managers’ understanding of how financial statement users benefit from firm disclosures affects the managers’ assessments of disclosure regulation. Overall we argue that transparency is context-specific, hard to achieve, and often has ambiguous consequences. We conclude by highlighting selected transparency-related questions that interdisciplinary work with a particular emphasis on institutional details can meaningfully address.

Do Internal and External Control Systems Foster Accountability Practices in Public Institutions in Ghana?

Improving governance results in Ghana requires a culture of candour among public institutions. This paper tried to determine what extent do internal and external control systems foster accountability practices in public institutions in Ghana. The research also sought to assess the strengths and shortcomings of current control mechanisms, offering practical recommendations for improving institutional accountability and reinstating public trust in governmental operations. A comprehensive understanding of internal and external control mechanisms in Ghana's public sector is urgently required owing to the nation's particular challenges, including widespread accountability issues, corruption, and misappropriation of financial resources. The study adopted agency theory to underscore the propensity of public officials to pursue self-interest in the absence of sufficient control, complimented by stewardship theory, which posits that alignment with organisational objectives may improve ethical conduct around officials. Internal and external controls are essential for sustaining public confidence and averting corruption. Internal controls include management audits and performance evaluations, while external controls entail regulatory supervision by independent organisations, guaranteeing the effective and ethical utilisation of public resources. The study adopted a descriptive research design, utilising both quantitative and qualitative approaches. A non-probability sampling with purposive and convenience sampling technique was used. This was to ensure that knowledgeable people were selected by the judgment of the researcher. The population of the study was 5000 comprising senior management and non-managerial employees of public institutions. A sample of 300 respondents received the questionnaires with 259 (86.33%) returning same. The research used SPSS with Multiple Linear Regression via a stepwise model. The qualitative data using semi-structured interviews was transcribed with quotation marks into a text box. This study emphasised the significance of internal and external control mechanisms in enhancing accountability inside public institutions. Issues such as insufficient funding and political interference underscore the need of improving these systems. With overall R2 of 15.2% the Null hypothesis was rejected. The study concludes that both internal and external control mechanisms assist in regulating behaviour; nevertheless, political factors, insufficient training, and limited resources may render them almost ineffective. The apparent autonomy of external controls enhanced their efficacy in promoting accountability. The paper therefore, recommends enhancing Internal Control Mechanisms by allocating additional resources for training and innovative audit technology. Enhance External Oversight by augmenting the capabilities and independence of external auditing institutions to mitigate political meddling. And finally, the public's trust in accountability systems may be bolstered by the encouragement of transparency and integrity in reporting.

Moderating effect of work experience on motivation and performance at Islamic hospital

Purpose – This study examined the moderating effect of work experience on the relationship between work motivation and employee performance at an Islamic hospital in East Java. It explores how varying levels of experience influence the impact of motivation on performance, providing insights into improving workforce effectiveness.Methodology – An explanatory design was used with a sample of 150 Islamic hospital employees selected using proportional sampling. Data were collected through structured questionnaires using a five-point Likert scale. Multiple and interaction regression analyses were performed using IBM SPSS Statistics version 25 to assess the relationships between work motivation, work experience, and employee performance as well as the moderating role of experience.Findings – The results show a significant positive relationship between work motivation and employee performance, with motivated employees consistently achieving higher performance levels. Work experience significantly moderated this relationship, amplifying the positive effect of motivation on performance. Employees with more experience experienced greater performance improvements when motivated, highlighting the critical role of experience.Implications – These findings provide practical insights for hospital management, suggesting that motivational strategies should consider different levels of experience. Customized training programs, experience-based development, and rewards aligned with work experience can enhance motivation and performance, and improve retention and organizational outcomes.Originality – This study contributes to the existing literature by providing empirical evidence of the moderating effect of work experience on the motivation-performance relationship in the healthcare sector, offering practical recommendations for experience-based employee management development strategies. Motivation strategies to optimize employee performance and enhance organizational outcomes.

Sustainable personnel management in the hospitality industry: Enhancing organizational performance through employee engagement and commitment

Purpose: This study investigates the relationships between sustainable personnel management practices, employee engagement, organizational commitment, and organizational performance in the hospitality industry, focusing on hotels and restaurants. Methodology: A mixed-methods approach was employed, combining quantitative surveys of 500 hospitality employees with qualitative interviews of 20 HR managers and sustainability officers. Structural equation modeling was used to analyze the quantitative data, while thematic analysis was applied to the qualitative data. Results: The study identifies key drivers of sustainability in personnel management, including employee training and involvement in green initiatives. Implementing sustainable personnel management practices is associated with improved employee engagement, organizational commitment, and organizational performance. The research also highlights challenges and opportunities in implementing sustainable practices in the hospitality industry. Theoretical contribution: This study extends the existing literature by demonstrating the mediating roles of employee engagement and organizational commitment in the relationship between sustainable personnel management and organizational performance in the hospitality context. Practical implications: The research provides a step-by-step implementation guide and timeline for hospitality managers to integrate sustainable practices into their personnel management systems. It also highlights the importance of technology in supporting sustainable HR practices and overcoming implementation challenges such as resource constraints and lack of awareness. Sustainable Development Goals (SDGs): SDG 8: Decent Work and Economic Growth; SDG 11: Sustainable Cities and Communities; SDG 12: Responsible Consumption and Production

امكانية تحسين فعالية الرقابة الداخلية باستخدام اشارات خطر التدقيق للحد من حالات الغش والاحتيال: دراسة نظرية

Abstract The contemporary business environment is always fraught with risks, uncertainties and uncertainties, including errors and fraud, which can have serious financial consequences for an organization's reputation. Despite the implementation of internal control systems in these institutions, these risks still exist and recur as the business and operations are completed. This is where the research problem of ineffectiveness arisesInternal controls in mitigating the occurrence of errors and cases of fraud within institutions. This motivates auditors to take a proactive approach to identifying and addressing weaknesses. This approach is to use the potential of audit risk signals as a means of enhancing the effectiveness of internal control measures. This study aimed to increase the auditor's efficiency in detecting financial fraud by studying and analyzing the impact of using audit risk signals in improving the effectiveness of internal control, and evaluating internal control systems and the extent of reliance on it. The study relied on the descriptive approach through the use of theses, letters, periodicals, books and websites that dealt with the subject of the study, especially those related to the topics of audit risk signals and internal control. The study concluded several conclusions, the most important of which are: that the availability and use of audit risk signals by the auditor helps to achieve savings in the time and cost allocated to the audit process, and to direct attention to citizens who have the possibility of fraud, which achieves the effectiveness of the audit process in general, and the high efficiency of the audit in particular, there is a lack of access to sufficient and reliable information before starting the audit, and this indicates that there are obstacles that limit the importance of good communication with employees and the collection of information necessary to understand the situation accurately. The study also included several recommendations, the most important of which are: the need for auditors to be distinguished by the ability to analyze the causes and search for the real roots of the problem instead of relying only on apparent signals. Auditors should adhere to strong and transparent audit practices such as audit risk signals to ensure the correctness and reliability of employees' transactions, management, assets and financial reports in order to improve the effectiveness of internal control.

INFLUENCE ON TURNOVER IN THE HOUSEKEEPING DEPARTMENT: A CASE OF SOME SELECTED HOTELS IN BOLGATANGA MUNICIPALITY

In the competitive business world, employee turnover has been a pressing issue facing organisations around the world. The study sought to investigate the influence on turnover in the housekeeping department of some selected hotels in Bolgatanga municipality. A descriptive survey design was used. The population of the study comprised 200 employees from the housekeeping department of five hotels in Bolgatanga Municipality. The study used purposive and simple random sampling to select 100 housekeeping employees and 40 hotel management employees. The main instrument used in this study was the questionnaire. Descriptive statistics such as mean and standard deviation were used to summarise the data. The study revealed high employee turnover in the housekeeping department of hotels in Bolgatanga municipality. It was revealed that 3-4 employees leave the housekeeping department of the sampled hotels in Bolgatanga Municipality every year. The results show that employees' expectations are a major determinant of turnover in the housekeeping department of hotels in Bolgatanga municipality. The study revealed that employee expectations have a significant influence on employee turnover in the housekeeping department (p<0.01). It was concluded that improving the employee benefit package, paying employees more and providing more flexible working hours would solve the problem of employee turnover in the housekeeping department of the hotels. It was recommended that hotel industry management should endeavour to use the interview as a tool during the hiring process to understand the job expectations of employees and that the qualified candidates whose job expectations can be met by the hotel should be hired.

Large Scale Contractor Management Dashboard

Advancements in digital technology have considerably boosted productivity and economic growth over time. Numerous businesses and organizations use a variety of software to organize their work efficiently. This system's main objective is to convert from a manual to an automated method for more effective management. An Employee Management System is one of the systems that contribute significantly to the management of a business. However, this article highlights the deployment of an automated system to replace the paper-based approach that general contractor companies have been using for decades. Laravel is one of the most popular framework technologies for system development among developers. Laravel enables developers to concentrate on the design architecture and functionality of an online application, making it easier for other developers to manage their tasks. Furthermore, role-based access control (RBAC) in Contractor Management System (CMS) has increased the system's security by granting users access depending on their jobs. On-site users will be able to access the system with the tip of their fingers. This development aims to simplify the organization's staff management and will elaborate further on the technologies employed in the proposed system.

<b>Human Resource Management System (HRMS): Enhancing Efficiency and Accuracy in Workforce Management</b>

Human Resource Management Systems (HRMS) have become indispensable for modern organizations aiming to streamline workforce operations and optimize resource allocation. By integrating employee data into a centralized platform, HRMS enhances transparency, ensures compliance, and supports evidence-based decision-making. In the context of the Khyber Pakhtunkhwa (KP) government, the implementation of HRMS has revolutionized the management of public sector employees, particularly within the healthcare domain. This initiative addresses challenges such as data discrepancies, resource inefficiencies, and policy compliance gaps, ensuring a more efficient and accountable workforce. My tenure as a Monitoring & Validation Officer at Palladium Group, Islamabad, between June 2024 and December 2024, provided first-hand insights into the transformative potential of HRMS in improving workforce management practices

Think and act like owners in family firms: Does managerial level matter?

Conventional thought believes that employees' concern for the firm has never been as great as that of its owners. Making non-owning employees think and act like owners leading to the best performance at work is an eternal challenge for many family firms. We investigate how employees’ sense of belonging attitude, subjective norms and perceived behavior control (PBC) affect their intention and behavior to provide the best performance at work. We also test whether the managerial level (supervisor and above vs. staff and operators) moderates these relationships. Using a moderated mediation model applied to a sample of 409 employees from Indonesian family firms, we find that employees’ sense of belonging, subjective norms and perceived behavioral control (PBC) are positively related to their intention to provide the best performance at work. However, the relationship pattern differs between the two employee groups, namely managerial and non-managerial employees. For managerial employees (supervisory and above), their PBC has no relationship to their intention or behavior. In contrast, their attitude and subjective norms have a positive relationship with their behavior through their intention. For non-managerial employees (staff and operators), the relationship between subjective norms and behavior is fully mediated by intention. In contrast, the relationship between attitude and behavior and between PBC and behavior is partially mediated by intention. We also find that the effect of attitude on intention is stronger for managerial employees but the effect of subjective norms and PBC is stronger for non-managerial employees.

Evaluation of The Policy Implementation of The Appointment of Honorary Teachers to Become State Civil Servants with Work Agreements in Jember District

Government Minister No. 49 of 2018 concerning the Management of Government Employees with Work Agreements (GEWA) explained that government agencies must arrange the needs of the number and type of GEWA positions based on position analysis and workload. problems with the availability of teachers in Jember Regency, especially at SMA/SMK, include a growing number of honorary teachers because many have opened their retirement period, honorary teachers are uneven and there are still non-linear in submitting study offers, supplements, and education. The Jember Regency Government has prepared 26% of the formation for Teachers in the Implementation of Appointment of Civil Servants of GEWA that is adjusted to the employee burden of 30% of the APBD. Data from BKSDM of Jember Regency recorded that the number of honorary teachers for elementary to high school/high school levels in the sub-district was around 2,787 people. and is not comparable to the 26% quota of teacher formations in the education district of Civil Servant PPK Students in Indonesia. Research results show that unsuitable and unfulfilled include effectiveness, efficiency, adequacy and equalization. Meanwhile, the other 2 dimensions including responsiveness and accuracy are appropriate and fulfilled.

Impact of Knowledge Management Process on Employee Performance: Employee Creativity as Mediator

This study investigates the impact of the knowledge management process on employee performance. This study's objective is to examine the knowledge management processes under investigation, including knowledge sharing, knowledge utilization, and knowledge discovery, to find out the mediating role of employee creativity in the context of a healthcare center in the Hail health cluster. The study is conducted among full-time healthcare professionals (HCPs) working in the Hail Health Cluster in Saudi Arabia. 218 participants were surveyed with a well-structured questionnaire based on a previous study. The data was collected in July and August 2024 and Structural Equation Modeling (SEM) was applied to analyze the data. The findings reveal that all proposed hypotheses are supported, indicating a significant positive relationship between knowledge management processes and employee creativity. Furthermore, employee creativity was found to mediate the relationship between knowledge management processes and employee performance, demonstrating that the enhancement of creativity through knowledge sharing, utilization, and discovery positively influences performance outcomes. These results highlight the importance of fostering effective knowledge management strategies within healthcare settings to boost both creativity and performance among employees. The implications of this study suggest that healthcare organizations, particularly in the Hail Health Cluster, should prioritize knowledge management as a core strategy to drive employee performance through increased creativity.

Analysis of Performance Management, Loyalty and Image of the Head of the Hotel Service towards the Perception of the Tomini Bay Community in the Framework of Strengthening the Maritime Area of Gorontalo Province

The aim of this research is to analyze hotel performance management in the context of hotel business management loyalty and the image of the hotel manager towards the perception of the people of the Tomini Bay area to strengthen the maritime region in Gorontalo province. The benefit of this research is to analyze the consistency of hotel management performance, including leadership and employees with hotel business management loyalty and the image of the head of hotel on the perception of the people of the Tomini Bay area to strengthen the maritime region in Gorontalo province. This is survey research with a mixed method approach, combining qualitative interviews with hotel leaders and quantitative analysis of employee performance data and perceptions of hotel users (consumers). The results conclude the importance of the results of appropriate leadership performance management analysis and increasingly implementing proactive and productive strategies for hotel business management loyalty in facing challenges, maintain high performance, and ensure long-term success in the hotel industry to maintain the image of the hotel business towards improving the public perception of the Tomini Bay area to strengthen the maritime region in Gorontalo province.

The Effect of Remote Work on Talent Management and Employee Retention in the IT Sector in Bangalore During Covid-19

This study seeks to examine the effect of adopting remote work in the period of “COVID-19 on the talent management and employee retention of IT firms in Bangalore”. Given the shift towards remote work, there was a new set of issues when it comes to human capital management and employee retention. This paper also focuses on how approved remote working policies such as flexible working arrangements, communication technology and performance appraisal systems; combined with talent management initiatives; impacted the rate of attrition among employees at this period of volatility. Exclusively survey research method for the study and data was gathered using a structured questionnaire administered only on the IT professionals in Bangalore. Analytical utilization of SPSS was employed in order to assess correlations between employment of remote work policies as well as Talent management strategies and Employee retention rates. As the result, it indicates that organization with proper remote work policies experienced considerably positive effect on retaining the employees by focusing their needs on flexibility and work-life balance. Moreover, other talent management methods, like virtual training, performance management, and engagement activities became important contributors to the workforce satisfaction. Although both practices were important, it was identified that remote work policies had a slightly more significant impact on retention. This evidence implies that organisations that have put into practice remote working policies and adjusted their talent management practices were able to retain their workforce. This research will be relevant for understanding the best practices and prospects for retaining employees in the IT businesses in Bangalore as well as other global organizations functioning within the new format of work. Considering ongoing changes that are taking place as organisations transition to and establish post-pandemic working environments, these insights can help organisations understand how to effectively manage their people and organise remote work to retain and enhance employees’ commitment and satisfaction.

Human Resource Management Practices and Employees’ Professional Development in Selected Money Deposit Banks in Osun State, Nigeria

The broad objective of this study was to examine the influence that Human Resource Management Practices (HRMPs) have on the performance and overall development of selected money deposit banks' employees in Osun State, Nigeria. Primary data was quantitatively collected from 125 employees of the banks with the aid of a structured questionnaire and analysed using SPSS 21; specific analyses carried out include percentages, means, standard deviations (SD) and ANOVA. Results showed a high-level correlation between HRMP adoption and the development of banks' employees studied (r = .720). The model indicated that substantial total variance in the banks' employees' performance (51.8%), culminating in their personal and professional development, was explained by the human resource management practices the banks engage in (R2 = .518, p < .05). Of all the HRMPs considered, performance appraisal, training and development, and job security in descending order were the most significant HRMPs (all at p < .05). In conclusion, appropriate and effective HRMPs were found to be fundamental to developing the needed human resources within the banks for enhanced employee overall performance and organisational continuity.