Human Resource Productivity Research Articles

The Influence of Work Environment and Leadership Style on Employee Productivity

The productivity of human resources needs to be continuously improved through various sustainable efforts. The work environment is one of the important efforts to increase teacher productivity. Schools need to pay attention to the work environment so that teacher productivity increases, both physical and non-physical environments. This research will be carried out at the Adiguna Maritim Polytechnic, which will be held in March 2019. The results of this study show. (1) It can be seen that the adjusted value of the R square is 0.501 or 50.1%. This shows that the Work Environment Variable (X1) and the Leadership Style Variable (X2) can explain the Work Productivity Variable (Y) by 50.1%, the rest 49.9% (100% - 50.1%) is true by other variables outside the research model. (2) The results of the t test (partial) show that t (2.528)> t table (1.697), as well as the significance value of 0.017 <0.05, it can reject the first hypothesis accepted, meaning that the Work Environment Variable (X1) affects the Work Productivity (Y) is accepted. (3) The results of the t test (partial) show that t count (4.269)> t table (1.697), and a significance value of 0.000 <0.05, it can be rejected that the second hypothesis is accepted, meaning that the leadership style variable (X2) affects the work productivity variable. (Y). (4) The results of the simultaneous test (F) can be seen that Fcount (16,585)> Ftable (3,295), and a significance value of 0.000 <0.05, it can be rejected for the third acceptance, meaning that the Work Environment Variable (X1), the Leadership Style Variable (X2 ) influence jointly (simultaneously) on the Work Productivity Variable (Y).

Job Satisfaction among Nurses Working in a Tertiary Level Government Hospital

Introduction: Job satisfaction refers to the employees having a feeling of job stability, career growth and a comfortable work life balance which implies that the employee is having satisfaction at job and the individual’s expectations are met. Job satisfaction is one of the most important factors that determine efficiency and productivity of human resources. It is vital to increase nurse’s job satisfaction to improve patients care quality and ensure adequate nursing workforce which helps in the development of effective strategies to address the nursing shortage and increase the quality of patient care. The objective of this study was to assess the level of job satisfaction among nurses working in the government hospital. 
 Methods: A descriptive cross-sectional design was adopted. All the nursing staffs working in Kanti Children’s Hospital, Kathmandu, Nepal were the study population and the total sample size was 81, selected using stratified random sampling techniques from different wards. The information was collected by using self-administered structured questionnaire. Level of job satisfaction was assessed by using 5point Likert Scale. The collected data were entered into SPSS version 16 and were analysed using descriptive and inferential statistics.
 Results: The study findings showed that almost half (46.9%) of the respondents were satisfied with their current job. The satisfaction mean score obtained by work itself and nursing practice was (23.35 + 4.25) followed by advancement opportunity with mean value (20.44 + 4.97). Similarly, the satisfaction score obtained for recognition and reward (6.80 + 2.62) followed by participation in decision making with mean value (9.45 + 2.24). There was a statistical association between the level of job satisfaction and ethnicity (p = 0.41), marital status (p = 0.005), professional qualification (p = 0.001) and work experience (p = 0.002) of the respondents.
 Conclusions: Based on the findings it is concluded that nearly half of the nurses were satisfied with their job. The most satisfying factor is the work itself whereas the least satisfying factor is the recognition and reward given to them followed by participation in decision making.

Navigating recruitment paradox towards human resource productivity through ambidexterity

Navigating recruitment paradox towards human resource productivity through ambidexterity

РОЛЬ ІНФОРМАЦІЙНИХ ТЕХНОЛОГІЙ В УПРАВЛІННІ КЛІЄНТООРІЄНТОВАНІСТЮ ТУРИСТИЧНИХ ПІДПРИЄМСТВ

The paper reveals the need and advantages of introducing customer relationship management information systems (CRM-systems) as a modern tool for marketing customer-oriented technologies for managing tourism enterprises. The problems of introduction of CRM tools in the activity of tourist enterprises from the point of view of managers and staff are characterized and the advantages of CRM-system and its complex influence on the efficiency of the tourist enterprise are determined; proposed structural and logical scheme of practical application of CRM-system, focused on adaptation and integration and provides effective information interaction and coordination of tourism entities, established criteria for effective implementation of CRM-information systems based on key results and performance of tourism enterprises. The introduction of modern customer-oriented systems in the activities of tourism enterprises is a complex deterministic process. The key shaping factors of the implementation effectiveness of CRM-systems are as follows: technological readiness, information security, staff competence and effective information technologies that are implemented. One of the main tasks of interaction management is the development of information technology architecture, focused on adaptation and integration, which provides effective information interaction and coordination of the subjects of marketing interaction. The complex influence on the CRM-system of the tourist enterprise is carried out due to to several components of the internal environment: - a set of technological solutions that determines the nature of managerial influence, the choice of specific technologies of customer service, the pace of innovative development of CRM-system; - Information-analytical base, which is formed during the use of CRM technologies and provides the necessary data analytical elements of the enterprise management system; - analytical process, which is provided by appropriate methods of analysis, which are used on the basis of the competencies of the personnel of the enterprise. It is necessary to allocate the basic indicators of efficiency of CRM-system: constancy of addresses and repeated sales; cross-selling (purchase of additional goods and services); sales performance (percentage of successful sales); profitability of transactions; number of sales; number of withdrawals from agreements; revenue; time of each stage of the agreement; percentage of customer retention; costs associated with sales and marketing campaigns; efficiency of interaction with clients; NPS (consumer / brand commitment index). Under the conditions of synergetic combination of these components there is a managerial enrichment of information and marketing activities of the enterprise. Which in turn is reflected in the growth of quality and targeting of services, the overall intensity and quality of customer service, increasing the productivity of human resources and most importantly - the growth of the overall level of competitiveness of the tourism enterprise. This aspect is an important argument that emphasizes the needs for further CRM-technologies integration into the management system of tourism enterprises.

Identifying and Ranking Implementation Strategies of Human Resources Productivity Improvement Management in IRAN Insurance Company

Improving quality of workforce, acquiring new skills, and identifying factors influencing on human resources productivity will help the organization to strive for its improvement. Deploying management strategies for productivity improvement enables productivity to be promoted as a continuous process, identifying productivity paths, and laying necessary groundwork.This study was conducted to identify and rank human resources management improvement strategies in Iran Insurance Company, with effective and impressionable indicators. To do this, two methods of non-probability and snowball sampling were used, opinions of 15 experts of Iran Insurance Company were considered as the largest insurance supply network in the country. Process of this research was consisted of five steps: a) Identifying factors influencing human resources productivity by studying relevant literature, b) Screening of identified factors using Fuzzy Delphi technique in Iran Insurance Company ,c) Determining interactions and prioritizing factors influencing human resources productivity using Fuzzy Demetel; d) Determining deployment strategies for improving productivity through depth interviews with experts; and e) Ranking productivity deployment strategies using Fuzzy Victor method. Results showed that job satisfaction factor is the most effective and also the highest priority among 15 factors influencing human resources productivity in Iran Insurance Company. Results also showed that establishment of productivity research system ranked as the highest among 7 identified research strategies.

Providing a comprehensive model for improving employee productivity indicators in Agricultural Jihad Organization of Ilam province


 The current study aims to design and explain a comprehensive model for employee productivity improvement indicators. This research is objectively a fundamental-practical study, naturally a survey research, and paradigmatically an exploratory blended research. The statistical population consists of human resource experts and organizational behavior in the qualitative section. The targeted sampling and snowball were used to identify the experts. Twenty experts were employed due to the data adequacy. To test the model, 245 employees of Agriculture Jihad Organization of Ilam province were used. The analysis method included the grounded theory and the structural equation approach. Data were collected through deep interviews along with a 69 item questionnaire. The grounded results indicate the fact that the supportive atmosphere and attention to the learning organization were identified in causal conditions. The main phenomenon of individual characteristics was identified in relation to the intervention conditions, the internal and external factors of the organization. The governing body of organizational culture and laws and regulations and merit-based leaders and human resources skills have been identified in relation to the main strategy of human resource management (HRM) practices. The main consequence of this model is also the productivity of human resources, and the results of the partial least squares model were approved and its relationships were correctly designed.

EFFECT OF TOTAL QUALITY MANAGEMENT AND JUST IN TIME ON PRODUCTION COST EFFICIENCY IN PT SEMEN PADANG

The application of Total Quality Management (TQM) is closely related to the quality of existing resources in the company. TQM provides a foundation for quality management and is an alternative in ensuring customer satisfaction, as well as Just In Time (JIT) which is a comprehensive and comprehensive production system. inventory management system where raw materials are purchased and produced as much as needed and used at the right time in every production process. In this study, the authors will examine the effect of TQM and JIT in efficiency of production costs at the manufacturing company PT Semen Padang in period 2016-2019. The data collection method was carried out by distributing questionnaires to each unit manager at PT Semen Padang which included managers of the accounting unit, human resource unit and production unit. The sampling technique used purposive sampling method and there were 67 samples. The analytical method used is to use the classical assumption test. Data analysis was also performed using the multiple regresion method with the SPSS Ver.16 application Based on the results of the hypothesis testing, it shows that Total Quality Management (TQM) has a positive effect on cost efficiency and Just In Time (JIT) has a positive effect on cost efficiency.

Investigating the effect of individual attitude characteristics on human resource productivity effects in Bank Saderat Iran

the present paper aims to "investigate the affect of individual attitude characteristics on human resource productivity effects in saderat bank of iran. the present study is "applied" in terms of purpose and in terms of data collection and methodology, it is "descriptive-correlational research." statistical population consists of 1631 of managers, deputies, supervisors and staff of saderat bank out of which a sample of 360 were selected by stratified random sampling method. in order to collect the necessary data, a questionnaire was developed on the basis of theoretical foundations and opinions of human resource experts. descriptive and inferential analysis of data was done by spss23 and analytical analysis of data by confirmatory factor analysis using amos23. the results showed that most of the components of individual attitude characteristics affect on human resource productivity effects in the saderat bank of iran. therefore, by providing appropriate solutions and planning in order to meet the components of individual attitude characteristics, these characteristics can be strengthened and subsequently enhanced the productivity of manpower.

Explaining a Model of Human Resource Development and Empowerment Using the Service Provision Approach

INTRODUCTION: Health and healthcare services are of paramount importance in every society and are regarded as the essential needs of people. The present study aimed to assess, describe, and explore the model of human resource development and empowerment adopting a service provision approach in Ilam University of Medical Sciences and Health Services in 2019. METHODS: In the current study, theoretical sources were collected using systematic and library studies, and expertschr('39') opinions were collected through open-ended interviews. Thereafter, these sources were analyzed using grounded theory and structural modeling. In this qualitative study, a researcher-made checklist was provided to experts to identify the internal relationship among the components of each variable. The exploratory approach was used in the current study since the focus was on the use of qualitative methods. To identify the dimensions of the model and its associated factors, the indicators were firstly extracted using library studies. The Delphi method was then performed in three steps to monitor the indicators and obtain the final dimensions of the model. The statistical population of the study included all managers and experts of the human resources unit with more than 15 years of work experience in the studied university. MAXQDA software was used to record and manage the codes, and finally, the concept model was designed. FINDINGS: After analyzing the studies and conducting interviews with experts, "employee development and empowerment" was selected as the main category. It encompasses such issues as training and productivity of human resources, development of personnel capabilities, sustainable development of human capital, highlighting the importance of strategic human resource management by the management system, senior managerschr('39') support from human resources, and the independence of human resources unit. The relationship of other classes with the central class can be realized in five ways: causal conditions, control system, motivation, and appropriate counseling lead to the development and empowerment of employees. CONCLUSION: Healthcare organizations assume more importance since their human resources are mostly experts in charge of specialized activities. As evidenced by qualitative and library studies, as well as the conducted interviews, the development and empowerment of human resources in Ilam University of Medical Sciences and Health Services is positively correlated with the service provision approach and exerts a significant impact on it.

Analyzing the Mediating Role of Organizational Commitment in the Relationship between Psychological Capital and Human Resource Productivity

Analyzing the Mediating Role of Organizational Commitment in the Relationship between Psychological Capital and Human Resource Productivity

Behavioural Health Factors and Limitations to the Health of Labour Force: Analysis of the Convergence Process of the EU Economies

Purpose: Assessment of the scale of impact of behavioural factors on the level of burden placed the EU economies with consequences of the so-called chronic conditions in the context of limitation to a potential productivity of human resources and identification of convergence processes taking place in this area. Design/Methodology/Approach: The scale of impact of behavioural factors on the level of limitations to the health of labour force of the EU countries was measured with a number of years of life lost (YLL) and years lived with disability (YLD) for people of working age due to chronic conditions. Verification of the hypothesis on a persistent high level of dispersion was based on the analysis of the convergence process in a group of the EU states (β and σ) in the years 1997-2017. Findings: The obtained results indicate that the level of health limitations determined by behavioural factors is subject to strong diversification in the EU-28 group. The observed inequalities concern particularly the Old-New Europe relation, indicating a great burden with health consequences of citizens from Central and Eastern European countries. The conducted assessment of the convergence process in the EU-28 group has indicated that despite the implemented cohesion policy in that area, a high level of dispersion of the studied phenomenon is still maintained. Practical Implications: The obtained results of an assessment of the convergence process among the EU countries in the area of health inequalities constitute a real basis for the design of measures within the scope of rational cohesion policy and estimation of economic costs of the phenomenon of a limited productivity of human resources. Originality/Value: The presented analysis results constitute the author’s original contribution to the discussion on the scale, reasons, as well as social and economic inequalities in health observed in the context of Old Europe and New Europe.

Investigating the Effectiveness and Influence of Factors Affecting Human Resources Productivity by Multi Criteria Decision Making Methods (Case Study of East Azarbaijan Electric Power Distribution Company)

Investigating the Effectiveness and Influence of Factors Affecting Human Resources Productivity by Multi Criteria Decision Making Methods (Case Study of East Azarbaijan Electric Power Distribution Company)

INCREASED PRODUCTIVITY OF HUMAN RESOURCES BASED ON KEY PERFORMANCE INDICATOR AND TRAINING

This study aims to discuss methods in an effort to increase human resource productivity in a company based on Key Performance Indicators (KPI) and providing training. The concept of human resource development is a way that is carried out with the intention of making human resources a source of competitive advantage, based on practical experience that effective human resource development can increase work productivity, morale, and the potential in institutions, development programs. The assumption of work productivity can be seen as a mental attitude that always has the view that today's life must be better than yesterday and tomorrow must be better than today. Employees who have this attitude will be encouraged to be dynamic, creative, and open while remaining critical and responsive to new ideas and changes. This requires an appropriate human resource development strategy. Work productivity is the result of the interaction between work ability (ability) and motivation (motivation). Work motivation can be influenced by the physical condition, social conditions of the work environment, as well as the basic needs of employees. Productivity can be interpreted, among other things, from the aspect of individual appearance. Thus, employees who have the ability and high motivation in carrying out their duties will be able to support the organization by becoming a productive employee characterized by fulfilling job qualifications, positive job orientation, maturity, highly motivated, and able to get along effectively.

PENGARUH JUMLAH PRODUKSI DAN KUALITAS SDM TERHADAP PENDAPATAN KARYAWAN PADA KONVEKSI HIJAB AL – VIETA TUNGGUL PACIRAN

Community income becomes a reference that an area is considered prosperous. The existence of the industrial revolution 4.0 makes the spirit for the community to compete to improve the quality of community resources so that they are not colonized by technological sophistication. This study aims to analyze and discuss the effect of the amount of production and quality of human resources on employee income in the Al-Vieta hijab convection. The research method used is quantitative research. The sample used is a saturated sampling of production employees with 25 respondents. Analysis of the data used is validity, reliability, classic assumption test and multiple linear regression using SPSS 20. The mathematical model as a representation of the effect of the number of production and quality of HR on employee income in hijab convection Al-Vieta. The results showed that there was an effect simultaneously on the amount of production and the quality of human resources on employee income at the Al-Vieta hijab convection. The results of the coefficient of determination (R ^ 2) of 0.725, meaning that the amount of production and quality of human resources contribute to affect employee income by 72.5% while the remaining 27.5% is influenced by other variables outside the variables studied by researchers.

Cost Performance Assessment of High Rise Hospital Building Construction Project

Cost is one of most important aspects of all type of construction. This research has been designed to study the cost performances of Hospital for Advanced Medicine and Surgery (HAMS) Kathmandu building construction project. In this research the proposed work schedule was compared with actual work progress in site and the estimated cost of the work was compared with the actual cost. The responses from a questionnaire survey and review of records from concerned representative were examined to identify the factor affecting the performance of building construction. The factor affecting the performance was identified and presented in various ways for the interpretation. Out of 23 activities, 14 activities got delayed. The total number of days delayed was 16 days out of 80 days. The reasons were low numbers of labors, rain, change in design, deficiency of material, poor working conditions, non-confidence in workers and poor performance of machinery. The quantity of formworks, M25 concrete and steel got exceeded by 2360.72 sqft, 1820.28 cuft and 3561.36 kg respectively due to change in design. The total excess in cost was 1,668,004.824 rupees which was 12.58%of total cost. Effective and efficient training courses for engineers in scheduling, cost, productivity, information systems and management of human resources must be conducted. The study quality and safety would not have been compromised. Good performance of any construction project refers to continuous improvement of the project activities to achieve the project objectives in terms of time, cost, quality, safety and ethics. Further research should be designed to study the construction performances of Hospital for Advanced Medicine and Surgery (HAMS) building construction project based on quality control and safety.

The Effect of Enterprise Architecture on Human Resources Productivity from the Perspective of Medical Librarians

Background and Objectives: Enterprise architecture began 22 years ago. The purpose of this study is to determine the effect of Enterprise architecture on human resource productivity from the perspective of librarians of Mazandaran University of Medical Sciences. Material and Methods: This research in terms of purpose was applied, in terms of relationship of variables was correlational, and in terms of data collection was survey-analytical. The study population included all librarians (45) of Mazandaran University of Medical Sciences. Sampling of census and data collection tools were two standard Two prefabricated enterprise architecture, Ghadrdan & colleagues, and the productivity of Ala Al-Malaki 's human resources and colleagues. The validity of the questionnaires was content validity and their reliability was confirmed by Cronbach's alpha (0.96 and 93.65). Data were analyzed by SPSS software using Kolmogorov-Smirnov test and Pearson correlation. Results: The average of enterprise architecture was (3.17) and human productivity (2.94). Enterprise architecture and its layers (business layer, information layer, application layer and technology layer) have had a significant positive impact on labor productivity of studied libraries (Sig>0.05). The results of the Pearson correlation test also showed that; There is a positive and significant relationship between enterprise architecture and its layers and the productivity of human resources of libraries of Mazandaran University of Medical Sciences (the value of the coefficient is equal to 0.547). Conclusion: The results of the study showed that by improving the level of enterprise architecture, the productivity of human resources in libraries will be improved. Therefore, it is necessary for organizations to design and implement enterprise in the organization in order to achieve appropriate productivity, based on the missions specified in their strategic document and with the motivation to implement the best processes.

Catalogue of sponges, cnidarians, and echinoderms from Brazil based on a historical inventory of the Invertebrate Collection Paulo Young (CIPY)

Scientific collections represent a highly relevant social legacy. They provide a source for research and production of human resources at several academic levels and play a key role for the preservation of biodiversity. The Invertebrate Collection Paulo Young (CIPY), held at the Universidade Federal da Paraíba (UFPB), contains one of the most complete collections of shallow water marine invertebrates from Northeastern Brazil. It contains about 18,000 catalogued samples, and circa 2-3 times more samples awaiting identification and registration. The samples were collected in a variety of natural and artificial marine environments (e. g., coastal reefs, mangroves, and shipwrecks). The main collection is subdivided into seven main groups (Porifera, Cnidaria, Mollusca, Annelida, Crustacea,Echinodermata, and Ascidiacea), and other smaller groups (Bryozoa, Echiura, Sipuncula,Pycnogonida, Enteropneusta, and marine Turbellaria). Using only identified and registered samples, we catalogued 285 species among the phyla Porifera (89 spp.), Cnidaria (93 spp.), and Echinodermata (103 spp.). The collection has 36 types of species (including three Porifera, one Cnidaria, and four Echinodermata). Considering its representativeness, this collection has a valuable record of Brazilian national marine diversity. Thus, the CIPY deserves to be known, recognized, and made available for study.

Experiences of the one-health approach by the Uganda Trypanosomiasis Control Council and its secretariat in the control of zoonotic sleeping sickness in Uganda

Elimination of sleeping sickness from endemic countries like Uganda is key if the affected communities are to exploit the potential of the available human and livestock resources (production and productivity). Trypanosoma brucei rhodesiense, the parasite that causes acute sleeping sickness in humans, is transmitted by tsetse flies and co-exists in non-human animal reservoirs. Uganda by Act of Parliament in 1992 decided to handle the complex approach to control of sleeping sickness and animal trypanosomiasis by establishing the Uganda Trypanosomiasis Control Council (UTCC) and its secretariat the Coordinating Office for the Control of Trypanosomiasis in Uganda (COCTU). The Institutional arrangement aimed to promote engagement with key stakeholders across nine key ministries and the community, all vital for control of zoonotic sleeping sickness, creating a One Health platform, long before such practice was common. From 2006, approaches by the Public Private Partnership, Stamp Out Sleeping Sickness (SOS) have required involvement of stakeholders in the promotion of insecticide treated cattle as live tsetse baits, targeting elimination of zoonotic sleeping sickness. Experiences in promoting sustainability of these interventions have been captured in this study as part of the Tackling Infections to Benefit Africa (TIBA) partnership. Meeting transcripts, focus group discussions and questionnaires were used to collect data from the different stakeholders involved in a rapid impact live bait study over 12 months from Dec 2017. The study provides unprecedented insights into the stakeholders involved in the application of a One health approach for control of zoonotic sleeping sickness across the most important active human African trypanosomiasis focus in East Africa. This unique study is fundamental in guiding multi-stakeholder engagement if the goal to eliminate zoonotic sleeping sickness is to be realised. A major challenge is timely feedback to the community as regards human and animal disease status; rapid diagnostic services that can be delivered from facilities established in close proximity to the affected communities and well equipped in-country reference laboratories are key to delivering effective control and best One Health Approach.

Job Satisfaction and Employee Performance at Finlays Kenya Limited in Kericho County, Kenya

Employees in an organization have always been key assets and their departure could have significant effect on the implementation of the organization’s performance and may eventually cause a phenomenal decline in productivity. As such, employees’ job satisfaction is important in the long-term growth and success of a company. Employee satisfaction would ensure customer satisfaction and effective succession planning. The productivity and efficiency of human resource depend upon a number of dynamic factors which range from personal factors to organizational policies. Job satisfaction being one of the very most important factors which impact the productivity of human resources. Human resource is therefore one of the most important assets in any organization which serves as an engine in the organization for providing a sustainable source of energy and service delivery. This study sought to establish the relationship between job satisfaction and employee performance at Finlays Kenya Limited. The specific objectives of the study were to determine the influence of work environment, remuneration, promotions and training and development on employee performance at Finlays Kenya Limited. The study was anchored on Hertzberg’s Two Factor Theory, Locke’s Range of Affect Theory and Maslow’s theory. The job characteristics model has also been used to anchor the study. The study used descriptive research design. The target population of this study comprised of permanent employees at Finlays Kenya Limited who total to 641 ranging from engineers, accountants, high level managers, middle level managers and supervisors. Stratified random sampling was used to select the sample size of 128 which is 20 percent of the total study population. The validity of this research employed the econometric technique to establish the relationship between job satisfaction and employee performance at James Finlays Kenya Limited. Cronbach's Alpha was used to measure the co-effective of internal consistency and in this way reliability of the instrument. Primary data was collected using a semi structured questionnaire administered to respondents. Data collected was analysed through descriptive and inferential statistics by the use of SPSS. Findings were presented by use of tables, frequencies, percentages, means and standard deviation. The findings of the study will be useful to the manufacturing and service industry players. The study concluded that job satisfaction has a significant direct influence on employees’ performance. Salary and other rewards constitute the most important element of job satisfaction besides promotions/job position which enables employees to do the job and meet their expectations. At the same time, leadership is necessary for employees’ performance with senior managers at prime position to influence performance of their employees through job satisfaction. The researcher therefore recommends that, organizations should invest highly on training and development of their employees, their remunerations, and promotions as well as improve their working conditions in order to realize the desired employees’ output.

Production Planning and Operational Efficiency in the Food and Beverage Industry in Nigeria

This study empirically tested the relationship between production planning in terms of manpower planning and material planning and operational efficiency of food and beverage industry in Rivers sate, Nigeria. It attempts to provide answer to the relationship between production planning and operational efficiency. Fifteen (15) firms were purposively selected from the food and beverage industry in Port Harcourt. Using the Spearman Rank Order Correlation Coefficient, we analyzed the data collected from the human resource manager, production manager and financial manager of the 15 selected food and beverage firms in Port Harcourt. We found that a positive significant relationship exists between production planning and operational efficiency and that organizational age moderate the relationship between the independent and dependent variables. Based on the findings, we recommended that all food and beverage firm should with seriousness embark on proper planning of production activities irrespective of the age of the organization among others.