Human Resource Management

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http://etd.aau.edu.et/handle/123456789/40

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Browsing Human Resource Management by Author "Abdurezak Mohammed (PhD)"

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    Assessment on Employees Perception of their Performance and Challenges Faced while Teleworking Due to COVID-19 Pandemic in the World Health Organization Country Office in Ethiopia
    (Addis Ababa University, 2022-06) Addis Tibebe; Abdurezak Mohammed (PhD)
    Telework is a flexible working arrangement which has been increasingly popular in many developed countries. In recent years teleworking or working from home is rapidly increasing due to the COVID-19 pandemic. The purpose of this study was to document the teleworking experience of employees and supervisors and examine effects of teleworking on employees’ performance during the COVID-19 pandemic in one UN agency in Addis Ababa, Ethiopia. A cross-sectional survey design with both quantitative and qualitative data collection techniques was used for the study. The quantitative data was collected using an online survey. Overall, the study result revealed that most of the study participants have worked from home due to COVID 19. Supervisors were reported motivating and supportive. The same or better job performance while working from home was also reported. Working for more hours and work-life conflict due to having work and personal life under the same roof was a challenge for many. The study also analyzes the association between employees satisfaction of their performance while working from home and appropriateness of the home office environment for teleworking, having a supportive supervisor and getting support from colleagues while teleworking from home. This study surfaced many interesting findings that can be used by organizations as an input to develop an appropriate teleworking program for the jobs that can be organized through a fully work from home (WFH) or hybrid working arrangements. Key words: COVID-19, teleworking, working from home, employees’ satisfaction
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    The Effect of Competency Based Recruitment and Selection Practice on the Job Performance : In the Case of Information Network Security Agency
    (Addis Ababa University, 2022-07) Aklile Solomon; Abdurezak Mohammed (PhD)
    Human Resources are critical to an organization's success. Human resource management is critical to an organization's success. As a result, by designing and implementing human resource (HR) plans that are integrated with the business strategy, human resource management must ensure that the organization has the talented, skilled, and engaged people needed to fulfill organizational objectives (strategic HRM). All businesses rely on the performance of their employees. Employees have a critical role in ensuring the long-term viability of companies and the achievement of their objectives. As a result, firms should improve their recruitment and selection procedures in order to hire and retain the best people. One concern that comes to mind when considering a shift from traditional to competency based recruiting and selection is: How might a competency based approach increase the organization's capacity to forecast successful job performance from prospective applicants? The goal of this research is to see how competency based recruiting and selection affect employee performance in the context of an information network security agency. To get a higher quality in the research outcomes, the researcher employed an explanatory/casual study with quantitative research methodologies. The researcher were use Tables to utilized to compile the responses using descriptive statistics including percentage, frequency, measures of central tendency, and mean. A descriptive statistic where used to describe the respondents' overall level of agreement. Analysis was conducted using SPSS (Statistical Package for Social Science) version 23.0.Participants in the data collection process were chosen using simple random sampling approaches. To sample, 248 people were enlisted. A total of 276 personnel were chosen from a target population of 900. Standard questionnaires were used to collect the primary data. Inferential statistics revealed the nature and magnitude of relationships established between competencies based recruitment and selection practice (independent variable) and job performance (dependent variables) using analysis to make inferences from the data collected to more generalized conditions. Descriptive statistics used frequencies in their absolute and relative forms (percentage), whereas inferential statistics used analysis to make inferences from the data collected to more generalized conditions. Inferential statistics were used to perform Pearson Correlation. Correlation result reveal that there is statistically significant relation between dependent and independent variables. In general, one may deduce from the correlation study that competency based recruitment and selection practices and job performance are related. This conclusion is also corroborated by earlier literatures by Ballantyne (2009), who stated that job performance and competency based hiring and selection are strongly positively correlated. Regression results show that A unit change in competency would lead to change in job performance by a factor of 0.463. And a unit change in recruitment and selection would lead to change in job performance by a factor of 0.380 this means competency and recruitment and selection would increase job performance with 25.1%, 46% and 38% respectively. Generally, all the independent variables (competency and recruitment and selection) influence the dependent variable (job performance) since the coefficients for each variable are non-zero (p-value for each variable is <0.05). Key Words: Competency, Recruitment, Selection, job Performance
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    The Effect of Strategic Human Resource Management Practices on Organizational Performance: A Case Study of Commercial Bank of Ethiopia Bole District
    (Addis Ababa University, 2022-06) Yared Solomon; Abdurezak Mohammed (PhD)
    The goal of this research was to investigate the impact of strategic human resource strategies on organizational performance at the Commercial Bank of Ethiopia. Vertical integration of HR and the bank's business strategy, consistency and congruence of HRM processes, high quality of employees and internal practices, and overall performance of Commercial Bank of Ethiopia are all evaluated in this regard. Integration of HR with the organization's business plan should be studied in order to maximize service quality and productivity. According to studies, integrating HR with the organizational business plan has a positive impact on organizational performance. This investigation's exploration structure is straightforward and illustrative. A questionnaire was distributed to 222 respondents from the Bole District and CBE branches. The survey used a five-point Likert scale. To investigate the acquired data, illuminating insights such as standard deviation, mean, recurrence, and rate were used. The data was analyzed using correlation analysis (Karl Pearson).The major findings of this study suggested that strategic human resource strategies had a moderate impact on the overall organizational performance of the Commercial Bank of Ethiopia. As a result, in order to enhance the bank's total performance, the Commercial Bank of Ethiopia must improve its strategic human resource practices based on strategic human resource management principles. Key words: Strategic human resource management, Commercial bank of Ethiopia, Organizational performance
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    The Effect of Teamwork on Employee Performance: The Case of Ethiotelecom
    (Addis Ababa University, 2022-06) Habtamu Dabesa; Abdurezak Mohammed (PhD)
    The general objective of the study is to examine the effect of teamwork on employee performance by taking evidence from employees of Ethiotelecom. More specifically, the study tried to see the relationship of teamwork with communication, complementary skill, purpose and specific goals, clear working approaches and mutual accountability. Primary data was obtained through structured questionnaire from employees of Ethiotelecom. Data were collected through the five point’s Likert scales of questionnaires, and the study used quantitative and qualitative research approach. Simple random sampling technique was used to sample between employees of Ethiotelecom. The researcher proportionally distributed 342 questionnaires to employees of Ethiotelecom and 319 of them were collected for further analysis. In order to meet the research objective, collected data were analyzed through descriptive analysis techniques. correlation and regression analysis methods were used to analyze the collected data by using SPSS software version and Descriptive analysis tools such as frequency, mean and standard deviation to present results statistical analysis tools such as correlation coefficient was worked out and used to investigate the relationships between variables. Regression analysis was performed to study the effect of independent variables on employee’s performance. The study examined five independence variables, communication, complementary skills, purpose and specific goal, clear working approaches and sense of mutual accountability. The explanatory variables explain dependent variables accounted for 36.2%. Research findings indicates that there is a significant relation between teamwork components on employee performance, and also to regression testing that all variables were examined at the same time on employee performance; results showed that all components have a significant effect on employee performance. The researcher recommends that Ethiotelecom which adopt teamwork should consider providing the necessary support to teamwork group as basic components of the organization asset. Key words: Employee performance, communication, complementary skill, purpose and specific goals, clear working approach and sense of mutual accountability