Human Resource Officers Research Articles

The impact of key indicators on the overall performance of Saudi Arabian telecommunication companies

Performance management helps organizations to ensure that they are on the right path. Thus, this requires increasing the ability of organizations to understand their own key indicators to manage and measure their performance. The purpose of this study is to determine the key performance indicators used in Saudi Arabian telecommunication companies. Moreover, it examines whether these indicators impact the overall performance of Saudi Arabian telecommunication companies. This study adopted a quantitative method based on a survey questionnaire. Participants were reached through human resources officers in the telecommunication companies. Questionnaires were distributed to 247 employees at middle and top management levels in Saudi Arabian telecommunication companies using a convenience sampling technique. However, 212 responses were returned completely filled with a response rate of 85.8%. This study used statistical software of SPSS and SmartPLS for data analysis. The results revealed that customer satisfaction, delivery reliability, learning and growth, employee satisfaction, cost, financial performance, flexibility, and quality are the key indicators used in Saudi Arabian telecommunication companies to measure performance. The results also revealed that customer satisfaction, delivery reliability, learning and growth, employee satisfaction, cost, financial performance, flexibility, and quality have an impact on the overall performance of Saudi Arabian telecommunication companies. These indicators can be used to determine the state of organizations, help measure the implementation of strategies, evaluate the organization’s current performance, design strategies for improvement, and evaluate organization’s departments and employees. AcknowledgmentThis paper was supported by the Deanship of Scientific Research, Vice Presidency for Graduate Studies and Scientific Research, King Faisal University, Saudi Arabia [GRANT348].

Perancangan Alat Ukur Potensi Wisata Budaya Pada Kabupaten Rembang Menggunakan Metode SECI dan AHP

Rembang Regency is not a tourist destination in districts or cities in Central Java because tourist visits to tourist objects in Rembang Regency are still relatively small when compared to other areas around Rembang Regency such as Demak Regency, Kudus Regency, and Semarang Regency. The potential for cultural tourism in Rembang Regency is still relatively small compared to natural and artificial tourism. So that the potential to be taken is the potential for cultural tourism. There are six components of tourism development as the basis for research: Attraction, Amenities, Ancillary Service, Activity, Accessibility, and Accommodation. There are additional tourism development components from interviews with the Culture and Tourism Office of Rembang Regency, namely Environment and Human Resources. So that it can be managed clearly and accurately measured and tourism potential can be said to be feasible, it must first design indicators so that tourism managers can find out what must be developed for cultural tourism potential, so that later it is expected to become a tourist destination that can help the economy in the Regency Rembang. This study uses the SECI method (Socialization, Externalization, Combination, and Internalization). After getting the indicator then, calculate the weight using AHP (Analytical Hierarchy Process)

EXAMINING THE FORMS AND STRATEGIES OF TEACHER INDUCTION PROGRAMMES ORGANISED FOR NEWLY QUALIFIED TEACHERS IN SENIOR HIGH SCHOOLS IN GHANA

<p>The education system recognises the positive impact of induction on the retention and professional growth of Newly Qualified Teachers in Ghana. This points out the question of how teacher induction programmes should be planned, organised and implemented, and what it should entail. The study sought to examine the forms and strategies of induction programmes organised for Newly Qualified Teachers in Senior High Schools during their initial professional practice. Using the descriptive case study method, data was gathered from forty-two Newly Qualified Teachers, three Assistant head teachers (Academics) from three sampled schools and one municipal human resource officer, all from Ashanti-Mampong Municipality in the Ashanti Region, Ghana. Questionnaire, interview, observation and document analysis were the research instruments used. Data were analysed using inductive and deductive analysis where similar themes and patterns were identified from responses and compared with literature. Findings show that, though an induction was organised for Newly Qualified Teachers, the schools lacked formal principles to guide and regulate the school-based induction programmes. Orientation and a few aspects of mentoring were the components of the induction programmes while continuous professional development activities were totally absent. Again, the whole induction took place within some hours which put Newly Qualified Teachers at a great disadvantage of not acquiring what they need as support. While assistant head teachers and heads of department were key stakeholders responsible for the induction, the latter was Newly Qualified Teachers’ point of call when faced with challenges. Since it is argued that teachers who receive the full components of induction are likely to adopt and implement effective pedagogical approaches, in the absence of formal policy to guide the planning and implementation of induction in Ghana, there is a need for officials at the district and municipal levels to closely monitor Senior High Schools and ensure proper organisation of their induction programmes.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0953/a.php" alt="Hit counter" /></p>

AN ANALYSIS OF INSTITUTIONAL MANAGEMENT CHALLENGES FACED BY CHURCH-RUN INSTITUTIONS AS A RESULT OF CORPORATE GOVERNANCE

Church run institutions face a host of challenges in their quest to execute their mandate. This study sought to analyse the challenges faced by church run institutions in Zimbabwe. The study investigates some critical challenges faced by church run teachers’ colleges in Zimbabwe. The study employed a manifold case study research design to allow for an in-depth study of phenomenon. Three church run teachers’ colleges were studied as they offer rich insights on the study under review. The research study used an interpretivist paradigm which is located in the qualitative approach. The interpretivist paradigm is concerned with understanding the world as it is from experiences of the informants. The paradigm was the most suitable for this study as it allowed for the researcher to use qualitative data collecting techniques such as interviews, focus group discussions and document analysis. This study used a purposive sampling technique as it allowed selection of informants with rich experiences of (CRTCs), subsequently, three principals, three student representative councils, three Church Education Secretaries and three human resources (HR) officers were selected to participate in this study. The study showed that the interplay of following bodies namely education Boards, advisory councils, church main councils, the University of Zimbabwe and the Ministry responsible for tertiary institutions pose a potential challenge as managers of these church run institutions grapple with a seemingly a surmountable task to satisfy the needs and interests of each entity. The results also showed that the existing policies and procedures of both the responsible authority and the ministry pose a challenge as both entities have their own expectations which they would not want compromised. From the findings, there is a worrying factor with regards to recruitment of staff, as the church, whenever there is a vacancy especially for lecturers, they would naturally want to have somebody from within their system. The church would want their members to be given an opportunity above other competitors and that disturbs the way the institution is run because management will want the best qualified person. So, nepotism was identified as a big challenge for the institution that leads to another challenge of labour issues. The study concluded and recommended engagement of all stakeholders including the student body in the management of church-run teachers’ colleges.

Developing Compensation Pay Plans for, Chief Executive Officers, Managing Directors, Professionals, Paralegals, Clerks such as Accounting, Human Resource Officers, Qualified Practical Nurses, Secretaries to CEOs in Exempt and Non-exempted Jobs

Developing Compensation Pay Plans for, Chief Executive Officers, Managing Directors, Professionals, Paralegals, Clerks such as Accounting, Human Resource Officers, Qualified Practical Nurses, Secretaries to CEOs in Exempt and Non-exempted Jobs

Optimalisasi Regenerasi Narapidana dan Inovasi Dalam Kegiatan Kerja di Lembaga Pemasyarakatan Kelas IIB Ciamis

Work Activities are the implementation of the Correctional Institution function as a place to provide guidance to Correctional Inmates. Guidance for prisoners is based on Law Number 12 of 1995 and its implementation is explained in Government Regulation Number 31 of 1999. Based on the goal of prison to achieve social reintegration, the Correctional Institution needs to optimize the regeneration of prisoners and create innovations in work activities as a provision of expertise to return to public. This study uses a qualitative research method with a case study approach to the implementation of work activities at the Class IIB Ciamis Correctional Institution. The results of the study explain that the Class IIB Ciamis Penitentiary implements self-reliance development through 7 areas of work activities with the number of prisoners involved as many as 26 people out of a total of 170 inmates or 15.3%. There were 144 prisoners or 84.7% of other prisoners who were not involved. The conclusion of this study is that the optimization of prisoner regeneration must be carried out immediately by collaborating with stakeholders to increase the demand for production quantities so that it involves more productive and active prisoners in activities, and the need to increase the competence of Human Resources officers, and the innovation that has been carried out by the Class IIB Ciamis Penitentiary is to create a spinach chip product (KEBAYA LACI) as a superior independence development program.
 
 Keywords: Work Activities, Regeneration, Innovation, Correctional Institution

Medical students’ opinions on career planning course: evaluations of the relationship between course and faculty attributes and student characteristics

Abstract Objectives The Presidency of the Republic of Turkey Human Resources Office has stated that a Career Planning Course (CPC) should be implemented in higher education curricula by 2020. An institutional CPC consisting of 10-online sessions was designed and implemented in at Ege University Faculty of Medicine (EUFM) curriculum. This study reports the design, implementation, and evaluation of this new CPC at EUFM. Methods A descriptive, cross-sectional research design was used in this study. An online questionnaire (n=253) focusing mainly on Kirkpatrick-model Level 1 was administered to gather students’ feedback on CPC as well as perceptions regarding the concept of “Career Planning”. Percentage distributions were used for categorical variables and mean ± standard deviation calculations were used for numerical variables. Student’s t-test was used to compare students’ characteristics with career planning and important factors, and Pearson correlation test was used to evaluate competency areas with the mean scores of important factors in career planning. Statistical significance level was accepted as p<0.05. Thematic analysis was applied to qualitative data. Results The perception of the term “career planning” revealed 12 themes of which “life” was the most common (140/245; 57.1%), followed by “professional life” (102/245; 41.6%). Participants’ total satisfaction rate was found 65.6% (Mean=39.36 ± 14.88) for the course. Students were most satisfied with the goals and content appropriateness (7.77 ± 3.08). The stimulating and motivating attribute of the CPC was the least satisfactory item. Conclusions An evaluation report, based on students’ feedback, was shared with the faculty members involved in education via an interactive web page. The survey not only benefitted course educators but also helped students to reflect on the course content. CPC can help students to address their strengths and weaknesses and hopefully to take supportive initiatives at the beginning of their career.

FIVE LESSONS FROM TWO AFRICAN AMERICAN LEADERS: CULTURE CHANGE FOR GREATER INCLUSION

AbstractThis article is written by two African American corporate leaders who “share 5 key lessons for leaders as you undertake culture change efforts to create a more inclusive and diverse organization and to achieve higher performing organizational goals and outcomes.” They also “share learnings that are differentiated for white leaders and leaders of color.” Deese relates his experience as the President of Manufacturing at a major pharmaceutical company. High discusses his work as Chief Human Resources Officer of a major industrial supply company. The five key lessons, in the authors’ words, are: (1) Tie the culture change work to the organization’s objectives, and measuring impact and outcomes. (2) While culture change is hard—it’s not as hard as we make it! (3) The organization needs to see a leader genuinely leaning into discomfort to learn new ways of being—and demonstrating the courage to change oneself. (4) Working within a predominately white organization the investment in getting to know and create positive relationships and partnerships with peers and colleagues is a vital element for the success of the change effort. (5) As African American men and leaders, it is critical for us to recognize that just by our presence we are agents of change and live under a microscope.

Lifestyle as a Predictor of Socio-Economic Status in Retirement

Most studies on retirement planning focus on preserving money and accumulating wealth and ignore the lifestyles of individual employees. This study promotes a discussion on lifestyle as a predictor of socio-economic status in retirement. Based on 236 pensioners from the Busoga sub-region, we used ‘the way of living’ to indicate lifestyle. We used household expenditure, access to healthcare, and housing quality to indicate socio-economic status. We used descriptive measures to report on lifestyle and Spearman’s correlation coefficient to document the relationship between workers’ lifestyle and socio-economic status in retirement. Strong attachments to family and intimate relations during one’s working life predict a satisfying retirement life. Civil servants who avoid harmful substances and exercise regularly are likely to retire in good health. There is a moderate and significant association between lifestyle and socio-economic status among civil servants in Uganda. Supervisors and human resource officers in government agencies and departments should conduct regular workshops to help government workers build strong attachments to their families, friends, social groups, and communities. We provide a solid foundation for working individuals to always reflect on the quality of their relations with their families, friends, social groups, and communities. This study contributes to the retirement planning research by shifting the focus to lifestyle, arguing that all forms of saving and financial planning for the future hinge on an individual worker’s lifestyle.

Analysis of the Needs of the Number of Employees Based on the Calculation of the Workload on the Company's Market Area of the City of Medan

The work load has an important role to determine the number of employees in a company, although supported factor-other factors. Through counting against the work load can be known whether there is an excess of employees, balance the number of employees or on the contrary. This study aims to determine How the needs of the number of employees PD Market City Of Medan through the calculation of the workload of employees of the Company Area (PD) City of Medan and how the composition of the office or position of human resources in the PD Market City Of Medan which has a load of work overload, inload and underload. The study was conducted on employees of PD Market City Of Medan which is one of Regional Owned Enterprises (BUMD) in the City of Medan. The method used the method of calculation of the workload based on the approach of the work and approach tasks per task position, then using the formula of calculation of the amount of the needs of the employee after getting the results of a calculation task completion time. The data Analysis technique used using standard JKE and formula FTE. The results of this study show, on job analysis is generally the workload of employees is underload, only 2 people overload, however, does not need the addition of employees. This shows not need to there is the addition of the number of employees PD Market City Of Medan. Of the 72 respondents of the study, it was found 38 employees underload, 7 employees overload and 27 employees inload. Meanwhile, if viewed from the Unit Market, from 17 Units Market, there are 14 Units Market underload, 2 Units Market overload and 1 Unit Market inload. Keywords: Workload Calculation, The Needs of The Number of Employees, FTE.

Green Human Resource Management and Corporate Sustainability of Oil and Gas Companies in Port Harcourt, Nigeria

The goal of this study is to determine the level of awareness of Green Human Resource Management (GHRM) among Human Resources (HR) Managers and HR officer at various levels in the Nigerian oil and gas industry. To collect data, a cross sectional design using quantitative research methodology was used. Data were obtained from 180 HR managers and HR officers in the chosen study organizations. Theory of green economy underpinned the study. The descriptive data analysis is given in relation to the level of relationship between the variables, and a regression analysis was used to determine the predictability of the corporate sustainability using the independent variables (GHRM). The findings of the study showed significant relationships between the independent variables (green recruitment and selection, green training and green rewards management) and corporate sustainability (r = 310, .469, .417; p < .01) respectively; and F (3, 176) = 30.43, p = .000, with R2 of .342 showed that GHRM is a good predictor of Corporate sustainability. The study recommended that to attain outstanding corporate sustainability, organizations should implement the necessary GHRM practices. Schools should include Green activities in their curriculum so as to inculcate and imbibe the culture of green practices. Finally, the government should incorporate GHRM methods into Nigerian Labour law and promote firms that adopt green HRM.

Effects of Human Resource on Quality Service Delivery of Mission Hospitals in Mery County, Kenya

Prudent human resource management is at the core of every successful entity whether private, for profit, public, faith based and not-for-profit organizations. The human resource is the driver of other resources towards organizational development and harmonization of service delivery. This study endeavoured to explore the role of human resource in facilitating quality delivery of services in mission hospitals in Meru County of Kenya. The population were stakeholders of the mission hospitals, both internal and external clients including the chief executive officers (CEOs), Finance and Human Resource officers, public relations officers and other staff internally and, patients, suppliers and neighbours as external stakeholders. There were eight mission hospitals in the County and all of them were included in the survey. The design was a descriptive study with both purposive judgmental sampling at selection of top-level respondents and simple random sampling among the respondents at other levels. Piloting of the study instruments was carried out at Wamba hospital in the neighbouring Isiolo county which is also a mission hospital to test and improve them. Data collection was through structured questionnaires which were administered through drop and pick method or by research assistants on behalf of those who could not directly react to them like patients and some neighbours. Data was analyzed using SPSS version 23 and descriptive statistics used to interpret and describe the findings. Correlation analysis was done to establish the relationship between the dependent and the independent variables and significance established at 95 percent. The findings revealed that there was positive correlation between human resource and quality of service delivery in mission hospitals in Meru County (R=0.71, F=21.397, P=0.00). Human resource was critical to organizational success in determining customer royalty and repeat visits through the quality of services offered by competent, committed and skilled staff that lead to positive word of mouth marketing of hospitals. The study recommended greater emphasis on customer care, improved human resource management for quality service to enable the hospitals retain and attract more clients. Studies on the same in private and public hospitals were advocated. Keywords: Human Resource, Quality Service Delivery, Mission hospitals, DOI: 10.7176/EJBM/14-6-05 Publication date: March 31 st 2022

The State of Records Management Practices in Public Offices: A Case of Kinondoni Municipal Council in Dar es Salaam, Tanzania

This study assessed the current state of records management practices at the Kinondoni Municipal Council (KMC) in Dar es Salaam, Tanzania for good service delivery. Specifically, the study examined the state of the existing records management programme and identified the challenges encountered in managing records. The study employed a mixed methods research design that had recourse to both quantitative and qualitative approaches for data collection and analysis. Its sample of 64 respondents was selected from a population of 124 respondents using purposive sampling for top management officials and records and simple random sampling for other KMC employees comprising action officers and Human Resources Officers (HROs). Triangulation of data collection methods was employed using questionnaires, interviews, observations and documentary review. The key findings show that the KMC lacked an effective records management programme to ensure effective records management practices. Records management programme lacks institutional legal and regulatory framework, hence the largely ineffective records management practices at the KMC. Inevitably, the council contended with several challenges including lack of security measures, and lack of skills and lack of guidance from the Records and Archives Management Department (RAMD). Thus, the study recommends that the KMC should improve its records management programme by establishing legal frameworks, training staff and prioritising the records management unit.

What Makes Employees Green Advocates? Exploring the Effects of Green Human Resource Management.

Green advocacy has been the focus of both practitioners and theorists for decades. However, little attention has been paid to employee green advocacy despite its significance to employee green behaviors and the environmental sustainability of organizations. In an effort to contribute to this nascent field, this study investigates what promotes employee green advocacy and its psychological mechanisms. Based on cognitive consistency theory, we propose that green human resource management (GHRM) can influence employees’ organization-based self-esteem, which motivates them to engage in employee green advocacy to sustain their positive self-image and avoid possible cognitive disorders. Perceived organizational support moderates the relationship between GHRM and employee organization-based self-esteem. Data from a sample of 135 employees and their chief human resource officer (CHO) supported our hypotheses. We discussed the theoretical and practical implications of our findings.

Legal Literacy of Human Resource Officers in Malaysia

Legal literacy among human resource officers is essential in the course of dealing with employees in any organisation. Lack of legal awareness among human resource officers has led to the failure in protecting the rights of employees at the workplace and has resulted to legal claims being filed against human resource officers and employers. This paper analyses legal literacy of human resource officers in Malaysia in particular on their awareness of the Employment Act 1955. A total number of 6 human resource officers in Malaysia participated in this study. Qualitative study by way of semi-structured interview is conducted and the data is analysed using thematic analysis. Additionally, content analysis is adopted to analyse secondary sources in form of parliamentary statute and court cases. The findings show that legal literacy of human resource officers influence the protection of worker’s rights and benefits at the workplace. It is observed that human resource officers that lacks legal literacy on the Employment Act 1955 tend to disregard worker’s right at the workplace. The study concluded that legal literacy is highly recommended to human resource officer since it can enhance professionalism and ensure fair treatment of workers. This research holds a significant implication as it assists the government in improving the education program on human resource. Apart from that, this research contributes to the society as it gives awareness on the importance of hiring a human resource officers with relevant background. Additionally, this study contributes to the theory of legal literacy in analyzing the legal literacy on the employment law.

Prime Data Tech Pvt. Ltd: Resolving Employee Recruitment Dilemma using HR Analytics

Prime DataTech Pvt. Ltd (PDPL) was a US-based company, with its Indian headquarters in Bengaluru. The company provided database management systems, web development, cloud computing, and security services. PDPL recently won a major Fortune 50 client for its ERP system implementation and was looking for recruiting employees who would fit the role of consultants and managers. However, Jeffery Gladwell, CEO, PDPL, was concerned about the tendency of prospective candidates to accept an offer and not join the organization. Therefore, he wanted to apply HR analytics to solve this problem. He instructed Aishwarya Verma to prepare a recruitment strategy under the supervision of the Chief Human Resource Officer (CHRO) Vaidya. Having only a week to deliver results, Verma was tasked with the big responsibility of deriving insights from HR recruitment databases and thereby developing a predictive model, which could envisage the joining status of a candidate.

CHRO firm dinosaur versus CHRO role gorilla: the effect of CHRO company and role tenure on firms’ social performance

Academics and practitioners emphasize the rising importance of Chief Human Resource Officers (CHROs). CHROs act as heads of staff—they motivate the personnel and offer guidance. This study helps clarify the impact of increasingly relevant CHROs and reveals how their company and role tenure influence firms’ social performance. Drawing on a multisource longitudinal dataset of S&P 500 firms, we empirically validate our hypotheses. The sample contains 283 companies with 1944 firm-year observations from 2005 to 2017 and combines manually collected top management team data with data from Thomson Reuters Datastream. Our results show that there is a negative relation between CHROs with long company tenure and firms’ social performance, whereas CHROs with long role tenure positively relate to firms’ social performance. We also investigate the moderating role of CEO prior experience (i.e., HR experience, education, company and role experience) on the effect of CHRO company and role tenure on firms’ social performance. Surprisingly, CEO prior experience negatively moderates the relationship between CHRO role tenure and firms’ social performance. Overall, this article offers novel implications for the CHRO role and uncovers a distinction between two types of CHROs: CHRO firm dinosaurs versus CHRO role gorillas.

The Influence of Performance Feedback Practices on Implementation of Teachers’ Performance Appraisal in Public Secondary Schools in Makueni Sub- County, Kenya

The current study purposed to establish the influence of performance feedback practices on implementation of teachers’ performance appraisal in Public secondary schools in Makueni Sub-County, Kenya. The study objectives sought to investigate the influence of timely and regular feedback, involving teachers and clear guidelines on implementing of performance appraisal of teachers in public Secondary Schools in Makueni Sub-County. This study was underpinned on Goal setting theory. Descriptive survey research design was adopted targeting 44 head teachers of public secondary schools, 563 secondary school teachers and 1 Teachers’ Service Commission Human Resource Officer. Stratified Proportionate Sampling and simple random sampling methods got employed to select 22 principals and 56 teachers from the secondary schools. Census and purposive sampling techniques were applied to select 1 Teachers Service Commission Human Resource Officer. Questionnaires and interview schedule were adopted as tools for data collection. Validity and reliability of instruments was established by way of a pilot study and Split-half technique respectively. Data was analyzed qualitatively and quantitatively with the help of descriptive as well as inferential statistics with the aid of SPSS computer software. Quantitative data was presented by way of cross tabulation tables and frequency distribution tables. Qualitative data was organized into themes based on study objectives and presented in a narrative form. Correlation analysis was done using Pearson’s Product moment Correlation (r). Analysis on Principals and teachers’ responses indicated a positive interrelationship ( r (20) = 0.704, r (20) 0.712, r (20) 0.632 and r (56) = 0.783, r (56) = 0.744, r (56) =0.665 all at p<0.05 ) existing between timely and regular feedback, involving teachers as well as clear guidelines and implementing of teachers’ performance appraisal respectively. The study concluded that regular and timely feedback, involving teachers and clear guidelines have positive influence on implementation of performance appraisal for teachers and need to be practiced in schools. Keywords: Performance Feedback, Implementation, Performance Appraisal, Regular Feedback, Timely Feedback, Involving Teachers, Clear Guidelines DOI: 10.7176/JEP/12-33-06 Publication date: November 30 th 2021

Positive psychological science: Improving everyday life, well‐being, work, education, and societies across the globe. DonaldsonSI, CsikszentmihalyiM & NakamuraJ (EDS.) New York, NY: Routledge, 2020, 304 pages, $52.95 softcover.

Personnel PsychologyVolume 74, Issue 4 p. 867-868 BOOK REVIEW Positive psychological science: Improving everyday life, well-being, work, education, and societies across the globe. SI Donaldson, M Csikszentmihalyi & J Nakamura (EDS.) New York, NY: Routledge, 2020, 304 pages, $52.95 softcover. Eleni Lobene, Corresponding Author Eleni Lobene eleni.lobene@gmail.com Chief Human Resources Officer, District Growth, Washington, DC, USA Correspondence Eleni Lobene, Chief Human Resources Officer, District Growth, 1200 Potomac Ave. S.E., Washington, DC 20003. Email: eleni.lobene@gmail.comSearch for more papers by this author Eleni Lobene, Corresponding Author Eleni Lobene eleni.lobene@gmail.com Chief Human Resources Officer, District Growth, Washington, DC, USA Correspondence Eleni Lobene, Chief Human Resources Officer, District Growth, 1200 Potomac Ave. S.E., Washington, DC 20003. Email: eleni.lobene@gmail.comSearch for more papers by this author First published: 13 October 2021 https://doi.org/10.1111/peps.12487Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Volume74, Issue4Winter 2021Pages 867-868 RelatedInformation

PRACTICING WHAT WE PREACH: Modeling the Way for Students by Developing Faculty and Staff as Leaders

When our students told us they wanted our faculty and staff to practice the leadership competencies that we were outlining in our university’s leadership competency model, we decided to take on the challenge. Based on principles of effective leadership development, the College of Business and Office of Human Resources created and continue to refine a leadership development program for faculty and staff at the University. This article describes the development of this program and how it has grown over the past few years to model the way for our students.