Qualified Employees Research Articles

Tax Optimization of Starred Hotels as an Effort Increasing Regional Original Income in the District West Manggarai

This research aims to examine the inhibiting factors in optimizing star hotel tax on local revenue and analyze the efforts and strategies undertaken so that star hotel tax collection increases and runs optimally. This research is a qualitative descriptive study. Data was collected through interviews and strengthened by literature study. The results of the research show that there are obstacles in optimizing star hotel taxes in increasing local revenue, namely limited human resources from the West Manggarai Regency Regional Revenue Agency, both as bailiffs, appraisers and inspectors, then there is still non-compliance by star hotel taxpayers in paying and reporting the tax. The existence of these obstacles means that efforts need to be made, including: improving the quality of tax collectors, coordinating with related agencies, socializing regional regulations to taxpayers regarding star hotel taxes, and intensifying tax assessments and inspections of star hotel tax objects. Researchers also recommend strategies for optimizing star hotel taxes to increase local revenue, including: expanding the revenue base, increasing supervision, and increasing the quality and quantity of employees at the West Manggarai Regency Regional Revenue Agency.

HR-brand: features of formation and development

Relevance. The development of HR management stems from the need for organizations to attract and retain highly qualified employees in the competitive environment of the modern labor market. HR branding is a strategy based on the formation and support of a positive image of the company in the eyes of employees, as well as the company's commitment to the principles and values that bind employees and the organization. Positive evaluations of the organization's employees and their recommendations can attract new specialists and strengthen the company's reputation as a reliable and attractive employer.The purpose of the article is to study a special category of reputation and perception of the company – the HR brand.Objectives: to study the conditions for building an HR brand, its structure and key elements; to consider the history of the origin of the idea of HR branding; to assess the interest in creating a special reputation in the field of human resource management; to justify why it is impossible to build an EVP (employer's value proposition) without HR branding.Methodology. In the course of scientific research, empirical, theoretical, statistical methods and methods of graphical representation were used.Results: the theoretical aspects of building a company's HR brand were studied; the popularity of this topic in science and business was shown. A set of knowledge about the features of HR branding in the Russian and foreign markets has been formed and the prospects for the development of this area are shown. It shows why it is important to work on an HR brand and how to start forming a positive image of the company, its reputation and prestige.Conclusions. The article emphasizes the relevance and importance of the topic under consideration, taking into account the latest trends, prerequisites and prospects for new companies. The possibilities that open up for an employer when forming an original and popular HR brand are considered.

We go way back: Affiliation‐based hiring and young firm performance

AbstractResearch SummaryFounders often tap their prior employment or educational affiliations to facilitate employee mobilization and post‐hiring integration. But, how do these affiliation‐based hiring (ABH) tactics relate to venture performance? We theorize that ABH generally helps founders fulfill relational and resource goals, yet differently depending on the type and proximity of the affiliation they share with new hires. We leverage Danish employer–employee data and test our hypotheses with a sample of 8312 ventures launched across multiple industries and joined by 143,469 employees during 2001–2012. We observe higher profitability, sales levels, and survival rates among ventures that hire from founders' past affiliations, with some nuances. Young ventures perform better when hiring founders' former proximal employment ties in nascent stages and relatively distal education ties as these firms mature.Managerial SummaryFounders often tap their prior professional affiliations—former workplaces and education institutions—to hire, but are there benefits or downsides associated with these affiliation‐based hiring (ABH) tactics? Using a large longitudinal sample of Danish ventures, founders, and hires across multiple industries, we study in depth how different ABH strategies relate to new ventures' profitability, sales, and survival. We generally observe better performance among ventures using ABH tactics, as these seemingly help firms access and retain higher quality employees. However, these relationships vary with the type and proximity of affiliations shared between founders and hires. Ventures perform better when hiring founders' proximal employment ties in the early stages but less so when hiring their schoolmates. Nonetheless, some of founders' education ties become valuable as their firms mature.

The Impact of Cultural Dimensions and Quality of Life on Smartphone Addiction and Employee Performance: The Moderating Role of Quality of Life

AbstractSmartphones, while ubiquitous and beneficial, can lead to problematic use. This study investigates the intricate interplay between cultural dimensions, smartphone addiction, and employee performance. Through the lens of distraction theory, attachment Theory, coping theory combined with Hofstede's cultural dimensions, and self-regulation theory and quality of life, we examine how collectivism, individualism, uncertainty avoidance, and masculinity cultural dimensions influence smartphone addiction and its subsequent effect on employee performance. The findings, based on data collected from 233 employees at a major medical center in the Midwest region of the USA and employing structural equation modeling, reveal a significant cultural influence on smartphone addiction, ultimately leading to a decline in performance. However, quality of life emerges as a crucial moderator, mitigating the negative impact of smartphone addiction. This research offers valuable insights for information systems scholars, highlighting the importance of cultural context in understanding smartphone addiction. Furthermore, the study equips managers with practical knowledge to address smartphone addiction within a culturally diverse workforce. By implementing strategies that enhance employee quality of life, organizations can foster a more productive and engaged work environment.

PENGARUH REMUNERASI, PENGUKURAN KINERJA, DAN ANALISIS JABATAN TERHADAP KUALITAS MUTU PEKERJAAN PEGAWAI DI BIRO KEUANGAN UNIVERSITAS NEGERI JAKARTA TAHUN 2022

Nowadays, people are increasingly smart and aware of getting quality products or services. People are very intelligent and understand about quality products or services. For this reason, an institution is required to provide quality products or services to provide satisfaction to consumers. Providing quality products or services, of course, cannot be separated from the extent of human resources (HR) owned by an institution. The reason is, through quality human resources, quality products or services will of course be produced. In the midst of increasingly tight business competition like today, improving the quality of employees is one of the important things for an institution. Because, the quality of products and services is largely determined by technology, systems, work methods and personal integrity to contribute the best quality work. Several factors that influence the quality of employee work are 1. Remuneration is a component that can increase employee motivation. With appropriate remuneration, an employee will work at his best. In this way, remuneration is something that can influence employee productivity and work performance; 2. Performance measurement is a process of assessing work progress against predetermined goals and objectives, including information on the efficiency of resource use in producing goods and services; 3. Job Analysis is a systematic process that aims to find out about the main points of the position which consists of several tasks, jobs, authority and responsibilities, as well as about the qualification provisions for the things sought such as experience, expertise, ability, education so that they can carry out their duties well in their position.

Effect of Job Training on Employee Performance Mediated by Employee Quality in The Employment BPJS Branch In Medan Raya

In this study, researchers wanted to see the direct and indirect effects between training variables as independent variables and employee quality as mediating variables and employee performance as the dependent variable. This type of research uses quantitative, this research was conducted at the BPJS Employment BPJS Branch Office in Greater Medan which consists of BPJS Employment Medan City Branch Office, Branch, North Medan, Tanjung Morawan Branch and Binjai Branch. The population of this study was 80 employees and the sample used was all the population using the saturated sample technique. The data source used is primary data sources and data collection is done by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measurement tool. The results of this study are as follows Job training has a positive and significant effect on employee performance with an original sample value of 0.463 and P values of 0.000. Job training has a positive and significant effect on employee quality with an original sample value of 0.590 and p values of 0.000. Employee quality has a positive and significant effect on employee performance with an original sample value of 0.511 and p values of 0.000. Job training has a positive and significant effect on employee performance through employee quality directly with original sample results of 0.302 and p values of 0.000

Higher Education Marketing Strategy Through 7P To Increase Public Interest (Case Study at STKIP PGRI Trenggalek)

This research aims to find an in-depth picture regarding Higher Education Marketing Strategies through 7P to Increasing Public Interest. This research uses a qualitative method with a phenomenological approach, a type of field study with a case study design. Data collection techniques include in-depth interviews, direct observation, and documentation review. Data analysis using Triangulation compares and cross-checks the degree of trustworthiness of information obtained through different sources. Research locus at STKIP PGRI Trenggalek. Research results show 7P, product (various services offered), price (relatively cheaper than other universities). Place (location, very strategic and easy to access), Promotion (carried out internally and externally), People (competent and qualified lecturers and employees), Physical Evidence (facilities and infrastructure that meet the requirements to support lectures). Process (The process of lecture activities that can meet student needs). Analysis results via SWOT to determine strengths, weaknesses, opportunities, and challenges. Knowing the strengths that STKIP PGRI Trenggalek has, it can be utilized to improve weaknesses and use existing opportunities to avoid threats from external factors. Incessant promotions and always prioritizing service have increased its image and resulted in the number of enthusiasts always increasing.

The Economic Impact of AI Technology – Take Claude and GPT-4 As Examples

With the rapid development of science and technology, artificial intelligence (AI) technology has become the core field of global economic competition. Especially in recent years, the emergence of advanced AI models such as Claude and GPT-4 has not only led to a new round of technological revolution, but also had a profound and extensive impact on the global economy. The competition in these AI technologies is reshaping the economic pattern of various industries, creating new growth drivers, but also bringing many challenges and uncertainties. In the manufacturing sector, the application of AI technology has greatly improved production efficiency and quality, but it also requires companies to constantly update equipment and train employees to adapt to new production models. In the service industry, the application of AI customer service, intelligent recommendation and other technologies has improved the customer experience, but also put forward higher requirements for the skills and quality of employees. In addition, the wide application of AI technology also poses new challenges to data security, privacy protection and other aspects. How to enjoy the convenience brought by technology while ensuring data security and personal privacy has become an urgent problem to be solved. Therefore, in the face of the economic changes brought about by AI technology competition, policy makers, entrepreneurs and researchers need to conduct in-depth research and discussion, formulate reasonable policies and strategies, to better respond to challenges, seize opportunities, and promote the sustainable and healthy development of the economy.

Current problems of using artificial intelligence inHR management in Kazakhstan

The article provides an understanding of artificial intelligence in the field of HR, and it is said that the digitization of the industry is reflected in the widespread use of artificial intelligence. The theory and history of the field of artificial intelligence is systematized by reviewing the works of researchers. The possibilities of using artificial intelligence are clarified and its efficiency is considered. As a result of the study, it was determined that artificial intelligence is used in four main categories in the field of HR, and it was found that there is a high demand for automated resume search, analysis, and selection services. At the same time, in order to invite candidates for a vacant position, including the identification of qualified talented employees, chatbots, Skype interviews, the use of information on online recruiting platforms such as HeadHunter, notification of vacancies at fairs, and pilot projects introduced by the state will be analyzed. The features of artificial intelligence programs introduced in the Kazakhstan labor exchange, and changes brought to the HR system, the advantages and disadvantages will be discussed. Especially as the most effective programs in the field of artificial intelligence in recent years: IBM's Deep Blue program, Alvinn program for driving, and Microsoft Application and Services Group's talking robot program, the importance of research on the specificity of programs in the field of medicine and pharmaceuticals will be analyzed and considered as examples of regional enterprises.

Analisis Sistem Pengendalian Intern Persediaan Pada PT Wahana Subur Jaya

This research aims to find out and analyze the description of the internal control system for inventory of goods implemented at PT Wahana Subur Jaya. The type of research used in this research is qualitative research using comparative descriptive research methods. Data collection techniques are carried out by means of interviews and observations based on elements of internal control consisting of: 1) organizational structure that clearly separates functional responsibilities, 2) authorization system and recording procedures, 3) healthy practices, 4) high quality employees according to his responsibilities. From the research results, the internal inventory control system implemented by PT Wahana Subur Jaya is adequate. However, there are still some that do not comply with the elements of internal control according to the theory where there are several overlapping tasks in running the organization and the separation of functional responsibilities of the warehouse admin section.

Digitalization as a factor of labor market dynamics

Dedicated to studying the impact of digitalization on the labor market and employment. The existing approaches to the essence of the concept of digitalization are considered, the ongoing changes in the labor market are analyzed, options for classifying the new composition of professions are presented depending on their exposure to digitalization, and an analysis of modern requirements for the social and technical skills of employees due to the active use of new technological tools is carried out. Statistical data on the dynamics of the prevalence of digital skills is presented, the influence of digital technologies on professional requirements and personal qualities of potential employees is revealed. Attention is paid to new forms of employment, such as the gig economy and working with distributed teams, showing their advantages and disadvantages, as well as the challenges they pose to society. It is shown that in modern conditions the requirements for the employee’s adaptive ability, the presence of a certain flexibility of thinking and behavior, and a deep understanding of the consequences of his activities are increasing. It is concluded that workers’ skills in using digital technologies are becoming one of the determining factors in the labor market and affect a person’s status in work. Modern society needs a worker with a broad scientific and technical outlook and a desire to acquire new knowledge. The key trends in the digitalization process in the near future are highlighted, and recommendations are offered to employees for adapting to new changes in the labor market.

Factors and circumstances affecting the business performance of firms based on new technologies

New technology-based firms (NTBFs) invent, develop, and commercialize original technologies whose research, development, and commercial success is highly uncertain and risky. Their growth is lengthy and often insufficient, but investors’ growth expectations are high. The study aims to determine factors and circumstances that affect the growth of new technology-based firms. The source of knowledge is a personal experience from a guided interview with the founder, which is recorded in the questionnaire. The research sample includes 67 NTBFs doing business in Slovakia. The respondents’ statements were analyzed using critical discourse analysis (CDA) with the support of artificial intelligence. The results are the factors that influence the business performance of the investigated companies. The performance of companies that show a long-term loss is affected by very limited access to financial resources, restrictive regulations, and a lack of qualified employees. The performance of companies that show a long-term profit is influenced by favorable access to external capital, effective management of human resources, optimization of internal processes, and improvement of marketing. The order of the identified factors expresses their importance in the thematic group. The secondary results are the accompanying circumstances of the growth of the investigated companies, namely the reasons for the establishment of NTBF and entry into business, commercialization of new technology, and cooperation with investors and banks. The combination of limited access to finance and a lack of qualified human resources creates a complex set of obstacles to the business performance of NTBFs. AcknowledgmentThis work was supported by the Scientific Grant Agency of the Ministry of Education of the Slovak Republic and Slovak Academy of Sciences (VEGA) under the grant “Accelerating the growth of innovative enterprises - scaling up scale-ups and new technology-based firms (NTBFs)”, number 1/0006/22.

The mediating role of work motivation: The effect of leadership, workload, and reward on employee performance

Employee performance is considered key in achieving company goals, reflecting commitment, dedication and contribution to the company's vision. Motivation, as the main driver in the work environment, is a key factor in motivating employees to contribute optimally. Effective leaders have the ability to influence employee behavior. Heavy workloads, especially for drivers and helpers, can have a negative impact on employee motivation. Companies are advised to seek an optimal balance in workload to ensure employee well-being and productivity. Recognition and reward strategies are expected to maintain high quality employees. The aim of this research is to analyze the relationship and influence of leadership, workload and rewards on employee performance with work motivation as a mediating variable at liquefied petroleum gas distributors in Sidoarjo, Indonesia. This research used a cluster sampling technique with a total of 105 respondents. SPSS software was used to analyze the data. The findings demonstrate leadership, workload and rewards have a positive effect on employee performance, however work motivation cannot mediate leadership, workload and rewards on employee performance.

STRATEGI PENINGKATAN KUALITAS KARYAWAN PADA PT.SAWIT KHATULISTIWA LESTARI PEDADANG ESTATE KETUNGAU HILIR KABUPATEN SINTANG

This study examines the strategies for improving the quality of employees at PT. Sawit Khatulistiwa Lestari Pedadang Estate in Ketungau Hilir, Sintang Regency. The focus of this research is to identify the strategies used to enhance the quality of employees at PT. Sawit Khatulistiwa Lestari Pedadang Estate. The research employs a descriptive qualitative method. The subjects of this study include managers, general employees, and employees from the R&D (Resource and Development) department. Data collection techniques used in the study are interviews, observations, and documentation studies. The results of this study indicate that the company motivates and ensures the well-being of employees as a means of improving employee quality. The management frequently conducts training to enhance employees' skills, not only in industrial activities but also in personal and self-development skills. Employee attendance is quite high, with employees arriving and leaving according to working hours and being able to perform tasks according to their positions and responsibilities. However, challenges arise from frequent budget shortages due to the fact that a large portion of PT. Sawit Khatulistiwa Lestari Pedadang Estate's land is still non-productive and in maintenance, and the process of appointing permanent employees takes a long time. Based on the conclusions above, several recommendations are suggested: Regular training for employees at PT. Sawit Khatulistiwa Lestari Pedadang Estate is needed to improve employee quality. To determine job satisfaction as an effort to improve employee quality, periodic opinion surveys should be conducted. The company's financial management needs to be improved to ensure timely wage payments. The company should seek funds that can be fully invested in maintaining the non-productive portion of the land.

Pengaruh Quality of Work Life (QWL) dan Kepuasan Kerja Terhadap Kinerja Karyawan PT. Tunas Dwipa Matra Lampung

This study was conducted to determine the effect of quality of work life and job satisfaction on employee performance (empirical study at PT. Tunas Dwipa Matra Lampung). The population in this study were all employees of PT. Tunas Dwipa Matra Lampung totaling 442 employees. The sampling technique in this study used the simple random sampling method, namely randomizing from a total population of 442 employees with the Slovin formula where the error limit is 5% or 211 employees as sample test respondents. The results of multiple linear regression analysis show that quality of work life and job satisfaction have a positive and significant effect on employee performance. In terms of quality of work life, companies need to consider employee welfare, such as holding recreation. This can help reduce stress and anxiety, which can have a positive impact on mental health. And in business activities, companies need to provide opportunities for all employees according to their respective duties and responsibilities, thus creating work that motivates workers, achieves high job satisfaction, and produces increasingly qualified employees.

Identifying the Components of Organizational Culture in Hospital Environments: A Qualitative Study

Background: Weak organizational culture is one of the main factors of inefficiency in hospitals. Identifying the type of organizational culture of hospitals is an important step in increasing productivity. Therefore, this study was conducted with the aim of identifying the components of organizational culture. Methods: This qualitative study was conducted in Shahid Sadoughi Hospital in Yazd in 1400. The statistical population included the nurses of Shahid Sadoughi Hospital in Yazd. The sampling method used in this study was purposive and snowball sampling. To collect data, semi-structured interviews were used. The content analysis method was used to analyze the texts using MAXQDA version 10 software. Results: In this study, 13 experts were interviewed. The results of the data analysis showed that the 11 main components of organizational culture at Yazd University of Medical Sciences are rational, ideological, agreement and participation, hierarchical, constructive, passive, work and open culture, club, stronghold, flexible, Learner, and value orientation. Conclusion: The identified components of organizational culture can help healthcare managers and policymakers to improve service quality, job satisfaction, and organizational commitment of employees, improve organizational performance, and increase patient satisfaction.

Research on Energy-Saving Efficiency and Influencing Factors of Green and Low-Carbon Enterprises Based on Three-Stage DEA and Tobit Models

Implementing the “dual-carbon” objective has profoundly affected China’s businesses, prompting a continuous process of transformation and innovation. Green, low-carbon transformation, upgrading, and sustainable development have emerged as the means to achieve high-quality company growth, with firms playing a crucial role in achieving the “dual-carbon” target. By prioritizing firms’ green, low-carbon, and sustainable growth, not only can their economic efficiency be improved, but it also serves as a vital measure to advance high-quality development. To achieve this objective, it is crucial to analyze the elements that impact the energy-saving effectiveness of businesses to develop optimization tactics that can enhance their competitiveness. This study combines the three-stage Data Envelopment Analysis (DEA) and the Tobit model to assess the energy-saving efficiency of green and low-carbon firms from 2018 to 2022. The analysis focuses on selected samples from various areas and industries. The study investigates the relationship between energy-saving effectiveness and different regional and industrial parameters, considering the distinct attributes of each firm and the key elements that influence its energy-saving performance. The findings indicate that green, low-carbon firms typically demonstrate suboptimal energy-saving efficiency but have considerable room for improvement. Upon considering environmental concerns, it becomes clear that the primary limitation on energy-saving performance is the lower efficiency of the enterprise scale. The energy-saving efficiency of green, low-carbon firms varies significantly across different regions and industries. On average, northern firms in the energy-saving and carbon reduction industry, as well as the resource recycling industry, have higher energy-saving efficiency compared to southern enterprises. In contrast, the environmental protection industry in southern firms demonstrates a better average energy-saving efficiency compared to their northern counterparts. Employee quality, policy support, and automation are key factors that greatly enhance the energy-saving efficiency of firms in both regions. Enterprise size has a beneficial impact on the energy-saving efficiency of southern firms but a negative impact on northern enterprises. Moreover, the industry and financial structures exert a detrimental influence on enhancing the energy-saving efficiency of green and low-carbon firms. Thus, in order to improve the energy-saving effectiveness of businesses, it is essential to utilize the elements that have a positive influence on energy-saving performance and reduce the impact of those that have negative impacts. This strategy will enhance the energy-saving efficiency of businesses and promote the development of an environmentally friendly and low-carbon society.

Reactive tabu search and mixed-integer linear programming for multi-day assignment, scheduling, and routing problems of specialised education and home-care services

In this paper, we address the Multi-Day Assignment, Scheduling, and Routing Problem for Specialized Education and Home Care Services (SEHCS-MASRP), which involves heterogeneous employees and missions, posing a complex optimisation challenge. To tackle this, we propose a novel Mixed-Integer Linear Programming (MILP) model that considers employee qualifications, service requirements, scheduling constraints, routing decisions, and multiple objectives across the planning horizon. Additionally, we develop two metaheuristic approaches: a Reactive Tabu Search (RTS) algorithm incorporating either a Probabilistic Greedy Heuristic (PGH) or a Greedy Randomized Adaptive Search Procedure (GRASP) for initial solutions and a tailored genetic algorithm (GA). The three approaches aim to minimise wasted and overtime hours, total travel distances, and the number of assignments with an unsatisfied specialty while balancing wasted hours, overtime hours, and travel distances among the employees. Gurobi uses the proposed MILP model to find the optimal solutions, which are then compared with RTS and GA results across various instance sizes based on real-life SEHCS scenarios. Experimental results demonstrate the efficiency of MILP, RTS, and GA. MILP achieves proven optimal solutions for smaller to large instances. For huge instances, RTS generates high-quality solutions within reasonable computing times, outperforming GA performance. Notably, RTS consistently finds solutions within 5% of optimality for most instances.

The Influence of the Reward and Punishment System on Improving Service Quality at the BPJS Health Office

This research aims to determine the influence of the reward and punishment system on improving service quality at the Gorontalo Province Health BPJS Office. The analytical method used is a quantitative method, with primary data sources and secondary data and uses a deductive approach. The population in this study were all employees of the BPJS Health Office of Gorontalo Province with a total of 42 respondents. The sampling technique used a saturated sampling technique. Based on the results of the analysis, it can be seen that the t count of the Reward Variable is obtained t count 5.419 > t table 1.682 and with a significance level of 0.000 < 0.05, so in this case the Ha1 hypothesis is accepted, which means that Rewards have a significant effect on improving the quality of service at the Gorontalo Province Health BPJS Office. Meanwhile, giving punishment has no significant effect on improving the quality of services at the Gorontalo Province BPJS Health Office. This is proven by the tcount of 0.311 which is smaller than the ttable value of 1.682 indicating a significance level value of 0.757 which is greater than 0.05, so the hypothesis (Ha2) is rejected. which means that the Punishment system has no significant effect on the level of Service Quality at the Gorontalo Province Health BPJS Office. Based on the results of the ANOVA test, the calculated F value was 10.535 with a significance level of 0.000. The Fcount value is compared with the Ftable value, namely 3.23 so that Fcount > Ftable is obtained or by paying attention to the significance level F=0.000 which means ≥ 0.05, which means there is a simultaneous influence between Reward and Punishment on Improving Employee Quality at the Provincial BPJS Health Office Gorontalo.

Consequences of Outsourcing Strategies on Employee Quality of Work Life, Attitudes and Performance in Nepalese Commercial Banks

This study examines the consequences of outsourcing strategies on employee quality of work life, attitudes and performance in Nepalese commercial banks. The dependent variable is organizational performance. The selected independent variables are employee satisfaction, employee commitment, cost-efficiency, quality control, training and development and leadership behaviour. The primary source of data is used to assess the opinions of the respondents regarding employee satisfaction, employee commitment, cost-efficiency, quality control, training and development and leadership behaviour. The study is based on primary data of commercial banks with 120 respondents. To achieve the purpose of the study, structured questionnaire is prepared. The regression models are estimated to test the significance and importance of consequences of outsourcing strategies on employee quality of work life, attitudes and performance in Nepalese commercial banks. The result shows that employee satisfaction is positively correlated to organizational performance. It indicates that higher the employee satisfaction, higher would be the organizational performance. Likewise, the result shows that employee commitment is positively correlated with organizational performance. It indicates that higher the employee commitment, higher would be the organizational performance. The result also reveals that cost-efficiency is positively correlated with organizational performance. It indicates that increase in cost-efficiency leads to increase in organizational performance. Similarly, training and development is positively correlated with organizational performance. It indicates that providing proper training and development to employees leads to increase in organizational performance. Likewise, quality control is positively correlated to organizational performance. It indicates that better the quality control of products, higher would be the organizational performance.