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 "Abraraw Chane (PhD)"

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    Assessment of Human Resource Development Practices and Challenges: the Case of Ministry of Labor and Skills
    (Addis Ababa University, 2023-06) Mekuria Shanko; Abraraw Chane (PhD)
    All organizations, whether they are corporate, public, or non-governmental, must work in partnership with people. This is especially true for organizations that provide services, like government agencies. The purpose of this study was to assess human resource development practices and challenges at the Ministry of Labor and Skills and suggest possible solutions to curb the problems in human resource development practices at the organization's main office. The study focused on the four main HRD functions: training and development, career development, organization development, and challenges. This study employed a quantitative research method. Quantitative data was used in the assessment. The study used both primary and secondary data sources. The survey research design employed by the researcher involved taking a sample of 169 respondents through a stratified, simple random sampling technique to collect data through a questionnaire. To achieve this purpose, a descriptive type of research design using the survey method of data collection was used. Data were analyzed and interpreted using descriptive statistics based on SPSS 20.0 and quantitative technique. The results proved Ministry of labor and skills were not in a good track in practicing training and development, career development, organizational development .In addition, the opportunities were not given to employees to participate in the training and development program need assessment and design. The researcher endorsed that training needs assessment; design and evaluation techniques should be modified to meet the needs of HR development of MOLS. This study also calls for proper Career development program implementation. Finally, the study advises that the upper management should support each human resource development activities to attain its objective effectively
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    The Effect of Employee Empowerment on Service Quality: In the Case of Hibret Bank SC Company
    (Addis Ababa University, 2022-06) Alemayehu Terefe; Abraraw Chane (PhD)
    Employee empowerment is believed to improve organizational performance, among organizational performance measures service quality is an important performance measurement in financial sector like banks. The major objective of this study is to determine the effect of employee empowerment with employee participation in decision making, training information sharing, and team work on service quality in Hibret bank SC. The study used quantitative approach with explanatory research design and data were collected from clerical staffs of Hibret bank and from the total population of 7107 the sample size were and sample respondents were selected in probability multi stage sampling by first drawing sample districts and then selecting 8 branches from four districts and finally 4 employees from randomly selected branches and questionnaires distributed for344 employees and 208 respondents response were used for data analysis. Participants’ response were collected via email and analyzed using SPSS 24 version and presented using frequency, percentage, mean standard deviation, correlation, multiple regression and ANOVA.this study founds positive relationship service quality with training, teamwork and information sharing while employee participation in decision making with service quality shows negative relationship. Based on this finding researcher recommends promoting the practice of teamwork for quality service delivery, and training in relation to quality service delivery and information shall be shared to create common understanding on vision, goal of the company having in mind a vision and goal helps to work attain those goals and this in turn can possibly help to improve service quality. Keywords: Employee empowerment, service quality, SERVQUAL model
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    The Effect of Selected HRM Practices on Employees’ Engagement: The Case of Motor and Engineering Company of Ethiopia (MOENCO)
    (Addis Ababa University, 2022-07) Yibeltal Hailu; Abraraw Chane (PhD)
    Employees are the most valuable resource of an organization and assessing the effect of selected HRM practices towards their effect on engagement make a difference to company performance. Hence, the primary reason of this learning about is, to look into the effect of chosen HRM practices (Recruitment and Selection, Training and Development, Reward Management and Performance Management) on Employees’ Engagement in The Motor and Engineering Company of Ethiopia (MOENCO). Explanatory research design have been used and quantitative data through primary source were collected from a sample collected of 86 employees using random sampling technique, and the statistics have been analyzed in descriptive and inferential analysis. A Structured questionnaires developed in form of a 5 factor Likert scale were used for data collection. Data have been amassed and analyzed by using package deal for social sciences (SPSS). Descriptive data for the respondents had been presented to apprehend the profile of respondents in MOENCO and the descriptive analysis had been presented on the variables of the study as well. The study also underlies the correlation between the selected HRM practices and Employees’ Engagement and found strong correlation between the variables. The study had also presented the regression model and identified coefficient of the variables to Employees’ Engagement. The study revealed the selected HRM practices had 53% factor to effect the dependent variable in MOENCO, i.e. Employees’ Engagement. In a nutshell, we can conclude that the independent variables, Recruitment and Selection, Training and Development, Reward Management and Performance Management had great effect on Employees’ Engagement in MOENCO. From the independent variables listed. Reward Management and Performance Management were more influential variables to affect Employees’ Engagement, accordingly, the researcher had recommended the company to review its reward and performance management practices and develop function which can entirely focus and address the major disengagement areas, by developing right structures and guidelines on these selected practices. So that, the ultimate purpose of the company can be met and a robust organizational performance can be achieved through engaged work force and helps MOENCO take advantage from the most invaluable asset of the company. Keywords: HRM Practices, Employees’ Engagement, Recruitment and Selection, Training and Development, Reward Management, Performance Management
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    The Effect of Work-Life Balance on Job Satisfaction: The Case of Avon Industries Plc
    (Addis Ababa University, 2022-06) Alemayehu Moges; Abraraw Chane (PhD)
    The study aimed at exploring the effect of work life balance on job satisfaction in Avon Industries Plc. Addis Ababa. To achieve this purpose, explanatory study design were used to analyze the data collected through cross-sectional survey questionnaire from a sample of 147 respondents were selected using random sampling technics. The study variables were: Work Life Balance, Flexible Work Arrangement, Job Characteristics, working pressure, and work hour and Job satisfaction. Correlation and regression analysis was conducted using Statistical Package for Social Science software Version 20. Multiple regression analysis was used to determine the effects of the independent variables on the dependent variable. The study's major findings include that all variables significantly explain variations in job satisfaction. Working Hour & Work pressure has the same significant impact on job satisfaction in the organizations under study. Based on the study's findings, it is suggested that management recognize the impact of work-life balance on job satisfaction and implement work-life balance programs, practices, and policies, insure employees is working not more than eight hour With a small investment at the right place and right time & job satisfaction will can eliminate or transform the quality of your relationship and life. Key words: - work-life balance, job satisfaction, Job Characteristics, Work Hour, work pressur