Organizations need to initiate or induct their employees to prepare and equip them with current skills and knowledge. Employee Induction, which is one of the main ways of introducing employees to their organizations, is often the missing ingredient in most organizations. Orienting employees to their workplaces and their jobs is one of the most neglected functions in many organizations. A well thought out orientation programme, whether it lasts one day or six months, will help not only in retention of employees, but also enhance performance. Organizations that have good orientation programs get new people to have better alignment between what the employees do and what the organization needs them to do and the effect on performance as well. A well planned employee orientation programme will help to get new employees off on the right foot immediately. Effective employee orientation has also been said to be a precursor to good performance. The main objective of the study therefore was to find out how the effectiveness of employee Orientation affects performance and satisfaction. The methodology that was used in collecting the research data was a survey design that used a random sampling technique where questionnaires were distributed. The results indicated that the organization needs quality orientation programs for its employees for better performance and satisfaction.
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ABSTRACT In developing countries manufacturing sector like sugar industry play vital role for overall economic development. Now days, no organization can perform at peak levels unless each employee is committed to the organizations objectives. Hence, it is important to understand the concept of commitment and its feasible outcome. The employees in sugar industry play decisive role in transferring the theory to practical in order to enhance development of industry. The objective of this study was to determine the effects of employee commitment on performance of organization basing on a case study of Arjo Dedessa sugar Factory. To attain this, the study determined factors that affect employee commitment in Arjo Dedessa sugar Factory. This present study also attempted to identify the relationship and theirs effect between employees commitment and organizational performance at Arjo Dedessa sugar Factory. The research is cross-sectional study. Among population of 849 employees currently working in study area, 261 employees and 4 management members were selected as sample of the study. The standard question of Meyer et. al (1990) was adapted to undertake study. All questionnaires were distributed, filled and collected. Statistical package for social sciences (SPSS) version 20.0 to process and analyzed the data collected from the respondents through Pearson correlation and linear regression analyses were performed or made to determine the association between dependent and independent variables. In addition, employees’ commitments have effects on the organizational performance in the study area. Based on the regression results any change of one unit in employees’ commitments brings 0.771 additional performances for the organization at Arjo Dedessa sugar Factory. Thus, some recommendations have been provided to increase commitment by designing motivational package, establishing sustainable regular training program in the company.
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Employees Satisfaction Regarding HR Policies in Public and Private Institutions
Aim of the Study: This study aims to investigate the satisfaction of the employees working in educational institutions in Gwalior. The purpose was to investigate the relationship of the employee within the educational institute whether public or private. Furthermore, to study about how faculty members and other employees are committed to the organization. Methodology: The research was done on the survey-basis. The study was borne on the teaching faculty working in public sector and private sector universities. About 125 questionnaires were distributed and 102 survey forms were returned from the 4 universities giving a response rate of 81%. Results/Findings: The result of this study indicated that most of the faculty members of the private university were not satisfied with the working environment, pay-off, incentive, delegation and the relation with the co-workers. Research Limitations: The research was focused only on the teaching faculty of public and private universities of Gwalior with small sample size. Self-reported measures were used to examine job satisfaction of the faculty members. Practical Implications: The research suggests the educational institutions and human resource manager will understand on how to satisfy faculty by paying better, promoting and maintaining equity in the organization. Keywords: Job Satisfaction, Public University, Private University, Faculty members.
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Whilst searching for service quality improvement, organisations try to provide their customers more facilities and meet their needs faster. In order to do this smart and provident task, companies change the way they behave and communicate with their employees and try to keep them satisfied. Researchers have approved that customer’s satisfaction is derived from employee’s satisfaction. Internal marketing is a term that helps retailers to achieve their objectives in this way. Therefore this research is conducted to assess the impact of internal marketing on retail customer’s satisfaction. In order to gather the required data for this research, secondary data sources were used and the researcher used a questionnaire to analyze the statistical population’s (N. Richards Group employees and customers) viewpoints. This research is of the applicable type regarding the research’s goal, and is a survey research regarding the data collection method. In order to analyze the research’s hypotheses, two questionnaires for employees and customers were designed. After testing the questionnaires reliability and validity they were distributed among 50 of N. Richards Group Masvingo employees and 150 customers. This sample was derived from random cluster sampling method. To analyze the data obtained from the questionnaires, the SPSS software was used. The researcher made use of Product Moment Pearson Correlation, regression, descriptive statistics and frequencies to analyse the findings. After analyzing the gathered data derived from the questionnaire, all the research’s hypotheses were approved. Therefore the researcher concluded that meeting internal customers (employees) needs means meeting external customers’ needs too. The researcher thus recommended that N. Richards Group must adopt internal marketing strategies so as to enhance customer satisfaction in the retail industry.
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The purpose of this study is to analyse the impact of Pay practices on the Employee Attrition in Defence PSUs in India. Pay Practices are most important aspect of employee attrition in government or private organisation. Private Sector participation in the Defence Industry of India is the major reason behind this research issue of employee attrition. This entry of the private companies to Defence Sector has become a kind of a challenge for Public Sector Undertakings (PSUs) and the DPSUs are very much concerned about retaining the employees and minimising attrition. The present research focused on the pay practices and its impact on employee attrition rate and employees satisfaction. This research issue has been addressed from two perspectives of Junior / Middle Level Executives and Senior Level Executives. A comparative research on the pay practices and its association with attrition in DPSUs was conducted. Chi square analysis was performed to ascertain the association and check the hypotheses.
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International Journal of Engineering and Management Research, (IJEMR)
Human resource is the key component for any organization's success. It is crucial for organization to manage their human resources effectively and to their satisfaction, so that they stay longer without leaving the organization. Job satisfaction is identified as one of the factor that causes turnover intention of human resources in any organization. The study evaluates the job satisfaction of quantity surveyors in building construction firms of DarEs -salaam, Tanzania; with objectives being; to identify factors influencing job satisfaction; to determine level of job satisfaction; and to recommend interventions that can be applied to improve job satisfaction of quantity surveyors in building construction firms. The study considered a descriptive design where quantity surveyors employed by Class I to IV building construction firms were used, as a unit of analysis. In collecting data, a total of 55 questionnaires were distributed, whereby 42 were returned. Quantitative data were analyzed using Statistical Package for Social Sciences (SPSS), while qualitative data were analyzed thematically. The study revealed the major factors influencing job satisfaction of quantity surveyors, in order of importance, which includes; the working condition; organization commitment; pay; self-satisfaction of work done; job recognition; appreciation; relationship with co-workers; training and development opportunities; job security; job feedback; and job involvement in decision making and responsibilities. Furthermore, findings indicated that; the overall level of job satisfaction of quantity surveyors in building construction firms, is an average level of satisfaction with the mean score value of 3.02 and mode of 4.00. Moreover, it revealed that; quantity surveyors in building construction firm, have low level satisfaction in terms of job involvement in decision making and responsibilities; feedback and communication; job security; level of supervision; training and development opportunities; and the company's promotion policies. Various interventions recommended to improve job satisfaction of quantity surveyors in building construction firms includes; adequate recognition of the work by the quantity surveyors in the construction firms should be fully appreciated, and encroachment by other professionals should be highly discouraged. Advancement opportunity in career progression and professional development should be encouraged to improve quality service delivery. The work to be done by quantity surveyors should have clear goals, while objectives and interference by other professionals should be checked.
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Conflict is inevitable in nearly all the Type of institutions and if it is ignored, its consequences may not be in the interest of the Type of institution or any institution. This research paper investigated the existence of conflicts, teachers and management officials' capability to manage conflicts effectively from the perspectives of teachers and management officials. Present paper also analysed the association between dependent variable (government and private institutions) with conflict management capabilities. 11 null hypotheses were formulated to address this research problem; and were tested with the Chi square test. In this exploratory research, primary data of 762 teachers and management officials out of which there were 602 teachers (Assistant professors and Associate professors) and 160 management officials were used. Findings of the study revealed all the null hypotheses were rejected, hence it can be concluded that there is association between both the dependent and independent variables. Finally it is concluded that government and private institutions have conflicts and the approach of the teachers and management officials is different while dealing with existing conflicts.
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