Browsing by Author "Tesfaye, Atsede (PhD)"
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Item Assessing Effect Of Manpower Training And Development On Project Performance: The Case Of Telecom Expansion Project (Tep) In Ethio Telecom(Addis Ababa University, 2020-06) Abera, Muluken; Tesfaye, Atsede (PhD)Training and development plays an important role in contributing to project performance. The significance of improved employee performance and job performance has been acknowledged in any organization and this improvement lies on the proper and effective training and development. The purpose of this study is to assess effect of TEP staff training and development in contributing to project performance at Ethio telecom. Both primary and secondary data were collected for the study. In order to collect and analysis primary data 132 staffs of core team and 3 key informant were taken. Questionnaires and interviews used as the method of data collection, and the data collected, analyzed using descriptive statics, correlation and regression analysis using SPSS. The specific objective of the study were grouped into five major sections that; assessing the objective of training and development, training and development need assessment, training and development delivery method, training and development effectiveness evaluation and training and development effect on project performance. The study indicated that 90.2% of the respondent was agreed that the training and development provided were good and relevant to objective of the project. The study also indicated that 76.5% of the respondent was agreed that the training and development needs assessment were conducted by the immediate supervisor in consultation with employee. The Project used both on the job and off-the-job training methods as ascertained by 81.8% of the respondents. It was also found that the TEP had exercised training and development effectiveness evaluation, as agreed by 84.1% of the participants, the training and development effectiveness were evaluated in terms of feedback received from coworkers regarding their job performance. The correlation of the study showed that there is significant positive relationship between three of the training practice, training objectives, need assessment and evaluation but no relationship between training methods implemented and project performance. Recommendation are provided on how to build effective training and development programme at ET. Furthermore, it is recommended for future researchers, to include all regional administrative of the company and to look the whole staffs including temporary employees by expanding to other graphical areas.Item Assessment of Readiness for Digital Human Resource Transformation; The Case of Private Commercial Banks in Ethiopia(Addis Ababa University, 2021-08) Tilahun, Melaku; Tesfaye, Atsede (PhD)The purpose of this study is to assess the readiness for Digital Human Resource Transformation in Ethiopian private commercial Banks in terms top management support and commitment, availability of resources (technology, skill, and budget) HR practitioners’ role and organizational culture which are consider as a key enablers for the successful HR Transformation. The study has covered 8 Ethiopian private commercial Banks taking 80 participants as a target population who are selected purposively. The researcher has used a mixed research approach and descriptive research design as it aimed to address the research problem using interview and questionnaires to collect data. The collected data has analyzed by descriptive analysis method using SPSS Software Version 26. The results of the study shows that, there is good awareness and interest to transform HR in to digitization in private commercial Banks in Ethiopia. It also shows that top managements’ support and commitment, availability of resources (technology, skill, and budget) and organizational culture are found at moderate level. Based on the findings, the researcher has recommend:, HRM department and HR Leaders have to play the leading role to assess their HRM practices, create awareness to the top management and other stakeholders and to actively participate in the transformation process. Since Digital Human Resource Transformation process is relatively very new process in Ethiopian in general and in the banking sector in particular, the researcher recommends other practitioners, scholars, students and also organizations to conduct further research in the area.Item Assessment of Working from Home During Covid-19 : The Case of Agp Poultry Plc (Ethiochicken)(Addis Ababa University, 2021-06) Tasew, Rahel; Tesfaye, Atsede (PhD)Working from home arrangement; as defined by Bossart (2017), is an arrangement in which an employee works from home or some other non-office locations. Although it is commonly used in most developed countries, this arrangement was commonly used in non-developing and developing countries like Ethiopia before the Covid-19 pandemic. Since this pandemic is highly affecting the world economy and is changing the work culture dramatically, most countries; including Ethiopia, are now using working from home arrangement as one solution to keep the gear going. Given the fact that working from home arrangement is a new system to Ethiopia, this study aimed at looking to what working from home has been like during Covid-19. To achieve this purpose, a descriptive study design was used to analyse the data collected through close-ended questionnaires from the sample of eighty AGP Poultry head office employees. These respondents were selected using convenience sampling considering availability of data. The data collected from the questionnaire were analysed using descriptive statistical measures such as Mean, mode and frequency analysis. The major findings of this study includes; employees are able to balance life and work commitments while working from home. Although employees of AGP poultry are provided with the access to technology to work from home, they do not have the access to other data and documents to do their jobs smoothly from home. Employees are focused on work while working from home. most of the respondents do not prefer WFH over the traditional office set up. employees are meeting their KPI's working from home but they claim their performance while working from home is not better than their performance while working in a traditional office set up.Item Effect Of Emotional Intelligence On Organizational Citizenship Behavior: The Case Of Commercial Bank Of Ethiopia(Addis Ababa University, 2019-06) Kibneh, Senay; Tesfaye, Atsede (PhD)The main objective of this paper is to examine the effect of Emotional Intelligence on employee’s organizational citizenship behavior: The case of Commercial Bank of Ethiopia. This study depends on data gathered from managers/supervisors, senior staffs and Clerical employees of Commercial Bank of Ethiopia north Addis Ababa district. The study used quantitative research approach and Explanatory research design. The data used in the study was primary data collected through questionnaires adopted from prior literatures. The scope of the research was delimited to randomly selected branches of north Addis Ababa district offices of Commercial bank of Ethiopia. Conceptually the four dimensions of emotional intelligence: self-awareness, self-management, social awareness and relationship management were used. The Wang and law emotional intelligence scale was used to measure the emotional intelligence level of employees and Suzy Fox and Paul E. Specto organizational citizenship behavior check list was used to measure level of employee’s organizational citizenship behavior. Information gathered from respondents using five points Likert scale was analyzed using inferential and descriptive statistics. The findings of the study demonstrated that there was a positive effect of emotional intelligence on employee’s organizational citizenship behavior. The outcome of the present study proposes the effects of emotional intelligence on organizational citizenship behaviors of employees’ for the success of organizational performance through different contributions emotionally intelligent employees’ deliver to their organizationsItem The Effect of Intrinsic Motivational factors on Employees Engagement: The Case of Commercial Bank of Ethiopia(Addis Ababa University, 2020-06) Oli, Tsedalu; Tesfaye, Atsede (PhD)The concept of intrinsic work motivation and employee engagement is a popular term for today’s business and management research. Moreover, intrinsic motivational factors are often considered a useful tool for employee engagement. The purpose of this study is to examine the effects of intrinsic motivational factors on employee engagement in Commercial Bank of Ethiopia. A sample of 335 respondents was drawn from the employees of the Commercial Bank of Ethiopia by using survey software. A structured questionnaire was distributed to the selected respondents. The response rate from the intended sample was 90 percent. Explanatory method is used to conduct the research. Regression analysis was run using SPSS Version 20.0. Quantitative data was used to analyze the data which was collected for the study. The finding of this study shows that from the four factors of intrinsic motivation; namely, Interesting work, Job appreciation and Job autonomy have a positive and significant relationship on Employee engagement and the work achievement negatively affect the employee engagement t. These findings are beneficial for Commercial Bank of Ethiopia to engage their employees. Finally, the researcher suggests that the Commercial Bank of Ethiopia focuses on intrinsic motivational factors to motivate and engage employees better and to achieve the desire objectivesItem Effect of Leadership Style and Employee’s Motivation: A case of Berhanna Selam Printing Enterprise (BSPE)(Addis Ababa University, 2019-07) Worku, Mubarik; Tesfaye, Atsede (PhD)The main purpose of this study was to reveal the effects of leadership style on employees’ motivation in the work place of BSPE. The participants of this study were 83 employees of BSPE. In order to collect quantitative data, the researcher employed probability sampling technique to select participants of the study. Moreover, the researcher applied Bass & Avolio's’ (1995) multifactor leadership questionnaire and Ryan and Deci’s (2002) MySkillsProfile.com Limited questionnaires on motivation. The validity and reliability of MLQ and motivation items had been tested using Cronbach’s alpha for testing the reliability. The study used descriptive statistics, inferential statistics, two tailed Pearson correlation and regression analysis. The results showed that transformational and transactional leadership styles are the dominant leadership styles at BSPE. The regression results also revealed that transactional leadership style affects employees’ motivation followed by transformational leadership style and laissez-faire leadership style the work places of BSPE.Item The Effect of Leadership Style on Organizational Commitment: The Case of Ethiopia Red Cross Society Headquarters(Addis Ababa University, 2021-06) Dejenu, Sharon; Tesfaye, Atsede (PhD)This study examines the effects of leadership styles on organizational commitment in Ethiopia Red Cross Society National Headquarters. The focus was on three leadership styles – transformational, transactional and laissez faire leadership styles. This study has provided deep structure on the three leadership styles relationship with organizational commitment. The study has been conducted by both primary and secondary research. The primary research was done using the quantitative approach with the help of a survey questionnaire and the secondary research was used through the review of previously published literatures. A total of 130 data records were analyzed using descriptive and inferential statistics with the help of the SPSS Version 20. The findings suggested that transformational leadership style and transactional leadership style have a significant positive effect on organizational commitment, however laissez-faire leadership style has a significant negative effect on organizational commitment. The study recommends transformational and transactional leadership style to fit the context of the humanitarian organization under studyItem Effect of Leadership Styles on Employee Turnover Intention: The Case of Agricultural Transformation Agency (ATA)(Addis Ababa University, 2021-08) Adugna, Eyerusalem; Tesfaye, Atsede (PhD)Employee turnover intention has been a major concern for employers. There are different factors which influence employee’s decision to quit their job. The objective of this study was to examine the impact of autocratic, democratic and laissez-faire leadership style on employee turnover intention. This study was conducted on the employees of Agricultural Transformation Agency (ATA) by purposively sampling 172 respondents from 300 employees working in Addis Ababa Head Quarter Office. The study investigates the impact of leadership style on employee turnover intention using descriptive and explanatory research design. To measure leadership style the study uses quantitative approach using close ended standardized questionnaire analyzed using the regression model with SPSS tool. The results of the study showed that there is significant positive relationship between autocratic and laissez-faire leadership styles on employee’s turnover intention but there is significant negative relationship between democratic leadership style and turnover intention. The result of the study is indicative that organization using autocratic and laissez-faire leadership style will have more employee turnover intention, while employees working under democratic leadership style which promote participative leadership, encouragement and assistance will have less turnover intentionItem The Effect of Organizational Culture on Employee Performance the case of International Medical Corps, Ethiopia Mission(Addis Ababa University, 2020-06) Kebede, Woinshet; Tesfaye, Atsede (PhD)The purpose of this study was to examine the effect of Organizational Culture on Employees Performance in International Medical Corps, Ethiopian Mission. The study adopted quantitative research method and explanatory research design to objectively answer the proposed research questions. 182 sample size were selected using stratified random sampling techniques by classifying homogeneous employees from the four field locations. Structured questionnaires consisted of 57 statements with five point Likert scale were used to collect the data. Statistical Package for Social Science (SPSS) 20 software was used to analyzing the questionnaires. Descriptive statistics was used to measure the central tendency through use of mean scores, percentage and presented in tables. Regression analysis was used to establish the relationship between the study variables. The study found that all the four organizational culture dimensions, involvement, consistency, adaptability and missions were practice at International Medical Corps, Ethiopia Mission. Mission culture is predominantly practiced in the organization followed by consistency organizational practice. According to the results of regression analysis, it can be concluded that 40.1% of variation in employee performance is accountable for organizational culture. Specifically, Involvement and mission sub culture dimensions have a positive and significant effect on employees’ performance. Based on the research findings and research conclusions, major recommendations such as; maintaining significant cultures, mission and involvement and introduce to newly hired employees consistently, improving employees’ capacity development, rewarding and encouraging innovation and risk taking culture to adopt changes were suggested by the researcher for possible consideration by International Medical Corps, Ethiopia Mission.Item The Effect of Organizational Culture on Employee Performance”: Empirical Evidence from MOHA Soft Drinks Industry Summit Partners(Addis Ababa University, 2021-06) Eshetu, Nurayehu; Tesfaye, Atsede (PhD)The purpose of this study was to assess the effect of organizational culture on Employee performance, by adapting the Denison organizational culture model that developed four cultural traits namely (Involvement, Consistency, Adaptability and Mission) to show connection between culture and employee performance at MOHA Soft Drinks Industry Summit partners’ branch. The study adopted descriptive plus explanatory approach. The target population consisted of employees of MOHA Soft Drinks Industry particularly Summit Partner’s branch. The target population of this research was 400 employees out of which 200 were taken as a sample using purposive sampling technique. A questionnaire was used to collect data and was analyzed using descriptive and inferential statistics and the results were presented in Tables. The study indicated that MOHA Soft Drinks Industry, shown very high quality in defining a meaningful long term for the organization, high understanding of translating the demands of the external environment into action, high awareness of building human capability and creating a shared sense of ownership and responsibility throughout the organization and high permanence of defining the values and systems that are the basis of the culture. On the other hand employees have strong feelings about their organization they feel comfortable in their organization and highly recommend it as a great place to work at. This shows, despite luck of knowledge about culture in MOHA Soft Drinks Industry among employees, they managed to build strong beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of the organization. Finally the study concluded that there is a positive relationship between organizational culture and employee performance in MOHA Soft Drinks Industry (summit partners’ branch). Furthermore it was recommended that organizational culture should be enhanced in Industries since it influences performance. The findings of the study are expected to provide a source of information for policy makers, researchers and human resources professionals to understand link between organizational culture and employee performance in MOHA Soft Drinks Industry.Item The effect of Performance Appraisal system on Employee Performance: in the case of Bole Sub-City Administration(Addis Ababa University, 2020-06) Hibiste, Lekulu; Tesfaye, Atsede (PhD)This research aimed to measure effect of performance appraisal on employees’ performance. The study used structured questionnaire to analyze the effect of performance appraisal on employee’s performance. Primary data was collected by own mainly from Bole Sub-City management bodies and employees by questioner and interview. The data were collected through structured questionnaires from Samples of 311 respondents were selected based on Simple random sampling technique. The effect was analyzed through correlation analysis. The results indicated that 360 degree performance appraisal methods significantly affect the employees’ performance. Performance appraisal had an impact on employees’ performance, thus, when appraisal is fairly done, employees tend to be motivated and it reflects in their work output. On the other side, when it’s poorly done employees become bitter and it affects their performance. Effective and fair performance appraisal process would enhance employees’ performance. This study recommends that performance appraisal should be used as a supporting tool for policy making. Employees should be ensured of transparency in appraisal process and it must be made sure that employees’ perceive appraisal process as a tool of workforce developmentItem The Effect of Selected Human Resource Management Practices on Job Satisfaction in the case of Tsehay Industry S.C Kaliti Metal Products Factory(Addis Ababa University, 2020-07) Asratie, Tesfahun; Tesfaye, Atsede (PhD)In the competitive environment using effective and efficient Human Resource Management (HRM) practices are the key to achieve both short and long term objectives. In this line employee job satisfaction is one of the most complex areas for manager’s to manage their employees for the success of organizational goal. The aim of this study is to investigate the effect of selected HRM practices on employee job satisfaction at Kaliti Metal Products Factory. Both descriptive and explanatory research design were employed. Quantitative approach was employed and the data was collected using structured questionnaires. The researcher used stratified random sampling techniques that constitute a sample of 208 employees. Out of them 196 respondents returned the questionnaires. The data obtained was coded and analyzed using the statistical package for social science (SPSS). Descriptive and inferential statistics were employed to examine the effect of selected HRM practices (namely training and development, performance appraisal and compensation) on job satisfaction. The correlation and regression analysis results showed that there are significant positive relationship between the selected HR practices and job satisfaction. Finally, the paper recommended that the company should develop and implement better HRM practices to enhance the satisfaction of employeesItem The Effect of Training and Development Practices on Employee performance: A case of Federal Ethics and Anti-Corruption Commission(Addis Ababa University, 2020-06) Ketsela, Simegn; Tesfaye, Atsede (PhD)The main purpose of this research is to investigate the effect of training and development practice toward the enhancement of employee performance at FEACC. Data was gathered from Head Office and Addis Ababa city branches. The study used both primary and secondary sources of data. Primary data were collected using five Point Likert-Scale questionnaires and 126 responses were properly filled and returned indicating a 95% of response rate. The study applied both quantitative and qualitative data (mixed method) research approach using stratified random sampling method. This method was employed to select the sample from each stratum to make the sample more representative of the population. The data was analyzed using descriptive and explanatory research design methods. The inferential statistics analysis results indicate that all the independent variables training need assessment, training implementation and training evaluation are positively and significantly correlated and predict the dependent variable employee performance. It is recommended a need for the management of the concerned Commission to improve the current training and development practice in an attempt to inspire employee for higher levels of performanceItem The Effect of Workplace Environment on Employee Performance the Case of Commercial Bank of Ethiopia(Addis Ababa University, 2021-06) Akalu, Endale; Tesfaye, Atsede (PhD)The main objective of this study is to investigate the effect of working environment on employees’ performance of Commercial Bank Ethiopia at special and Grade IV Branches in Addis Ababa. To achieve the objective, the researcher employed explanatory research design, and Quantitative research approach is used to analyze data collected from primary sources and secondary sources were used to supplement the primary data gather from questionnaire. The researcher used Convenience and stratified random sampling techniques to reach and distribute questionnaires to respondents. The target population of the study was 645 employees who are working at 12 branches found in Addis Ababa area and 247 sample were drown. The data was analyzed using (SPSS) version 20 which, the descriptive statistics include the mean and standard deviation. The inferential statistics (correlation analysis and regression analysis) was also used in analyzing the relation between independent and dependent variables. The finding of the study indicated that the organization culture has insignificant effect on employee performance, the trainings need of employees are not identified in appropriate manner and performance expectation set to an employee are not appropriate. Accordingly, the study recommends the management of the bank to make bank wide cultural audit and locating the areas where the top management bodies should intervene to improve organizational cultural practices and employee’s performance, to identify employees training need based on performance gap, competency gap and interest of employee and review the current goal and target set by supervisorsItem Effects of Outsourcing Employees on Organizational Performance in Commercial Bank of Ethiopia(Addis Ababa University, 2020-06) T/giorgise, Yanit; Tesfaye, Atsede (PhD)Outsourcing is a management strategy through which a company assigns some non-core functions to more specialized, more effective and more efficient service providers such that the organization can be left to perform and concentrate with the core business activities. The aim of this study is to assess the effects of outsourcing on organizational performance at CBE. The researcher used Explanatory research design and purposive sampling to select a sample form in carrying out this study and targeted population of 200 branch managers from six major departments. Data was collected from primary sources through survey method by use of questionnaires. The quantitative data was analyzed through descriptive statistics and inferential analysis by use of statistical package for social sciences (SPSS) version 20 software. Both correlation and regression analysis were done and the results reviewed that: costs and the performance of the bank is having an insignificant strong positive relationship as implied by (r=0.137, p>0.134). Focus and the performance of the bank is satisfactory have a significant moderate positive relationship as shown by correlation coefficient of (r=0.278, p<0.002). There is a significant positive relationship between quality and the performance of the bank is satisfactory (r=0.375, p<0.000). According to the regression analysis, quality driven outsourcing has a significant impact on performance (β= .263, t= 3.557, p < 0.05). However, since significant value p> .05 cost driven and focus driven outsourcing do not significantly predict performance. Finally the researcher recommended CBE should outsource with a clear picture in mind as to why they want to outsourceItem Factors Affecting Leadership Effectiveness From Employees Perspective: A Case Of Ethiopian Electric Power (EEP)(Addis Ababa University, 2019-07-10) Bekele, Lydia; Tesfaye, Atsede (PhD)The purpose of this study is to assess employees‟ perspectives on factors affecting leadership effectiveness at Ethiopian Electric Power (EEP). In the process of the study, data was acquired by taking one hundred twenty five samples from eight hundred thirty total employees using convenient sampling, yet one hundred sixteen usable and complete questionnaires were returned back. Sample is taken from non-management staffs of EEP. To achieve the objectives of the study and enable the researcher to answer the research questions explicitly as possible, the descriptive method was selected as the means to identify factors affecting leadership effectiveness. The reason to follow this approach is to answer the research questions using quantitative analysis. In the study data collection has been conducted by preparing structured questionnaire for non-management group. Descriptive statistics is used to show an accurate profile of demographic information and to assess factors that have impact on the effectiveness of leadership at EEPHO.The findings indicate that the employees perceive that the leadership effectiveness is affected in areas concerning empowerment, motivation, communication, and vision sharing. Accordingly these factors are the areas for improvement. Therefore recommendations based on the conclusions drawn are made in the end of the studyItem Impact of Work Life Balance on Employee Performance: A Case of Zeta Construction PLC(Addis Ababa University, 2020-06) Abayneh, Tsedenia; Tesfaye, Atsede (PhD)Work life balance has the most dominant effect on employees performance and their productivity by sustaining well being of workers and lessen work stress, which in return maximize efficiency. The main purpose of this study was to disclose the impacts of work life balance on employee performance in the case of Zeta Construction PLC. The participants of the study were employees of Zeta Construction in Addis Ababa. In order to collect data, the researcher employed simple random sampling techniques to select participants of the study and total 154 questionnaires were distributed and came out 100% response rate. Plus the researcher used quantitative research strategy to further describe the phenomenon and applies both descriptive and explanatory approach. In addition to analyze the data SPSS version 26 were used, the reliability of questionnaire items had been tested using Cronbach's alpha, the study applied descriptive statistics, Pearson's correlation analysis and regression analysis. The result indicated that among the work life balance factors leave and job sharing are the most important and significant factors to achieve employee performance, and job stress has strongly negative relationship to the dependent variable. Based on the finding : the company should work on different work life balance practices as employee shows great interest and employee performance will be highly influenced by those factors and also Employees must also take the lead to share a job amongst themselves to lessen the job stress to increase performance and productivity.Item The Perception Of Employees On Performance Appraisal Practice: The Case Of Major General Haylom Araya Military Academy(Addis Ababa University, 2019-06) Ezezew, Tesema; Tesfaye, Atsede (PhD)Performance appraisal is very important in the army for rewards and promotions which consequently lead to professional and career development, to determine whether military personnel have the capability to accomplish their mission as per their rank and level of training. The main objective of the study was to assess the perception of employees on performance appraisal practice at MGHA Military Academy. The researcher used descriptive survey type the reason that the researchers used descriptive because it describes the nature and characteristics of the population. Census methods were used to collect and analyze data. The data collection tools were interview and questionnaire. Total of 163 questionnaires were distributed to all permanent employees and the response rate was 100%. The researcher mainly deployed mixed type of research approach. SPSS 20 version was used to process the primary data. Interview was also conducted with higher officers. Study found out that MGHA military academy uses PA to measure employees’ job performance twice a year. However, MGHA military academy faces huge problems in its performance appraisal practice, mainly in areas such as deficiency of rater capacity to evaluate employee performance, rater bias in evaluating performance, lack of communicating performance standards and expectations to the employees. Moreover, there is absence of employee participation in setting performance evaluation criteria and performance review discussions. In addition to these problems the performance appraisal result of the staff members of the academy does not have any contribution in terms of rewards, incentives, training, promotion and positions. Overall the conclusion of the research confirmed that the performance appraisal practice at MGHA military academy has problems and weaknesses that need to be improved. Finally, recommendations are made based on the result of the study. It was recommended that Performance evaluation criteria should be revised in participation of the employees for they are the actual persons who do the job and evaluated. In order to inform employees who do not know why performance evaluation is conducted the MGHA military academy should create awareness on purpose of performance appraisal. The military academy management should give training to appraisers who are responsible for conducting performance evaluation. These will improvement raters’ ability to evaluate and alleviate raters’ biasItem A Study On Effectiveness Of Selected Human Resource Management Practices In Panafric Global Plc(Addis Ababa University, 2019-06) Girma, Biruk; Tesfaye, Atsede (PhD)Maintaining effectiveness in HRM practice is a primary objective for all freight forwarding company to stay in the profitability track. The purpose of this study was an attempt to understand the opinion and attitude of various categories of employees in PAG, towards the effectiveness of recruitment and selection practice, training and development program, and reward and compensation system. Descriptive research method was adopted for this study using 44 valid questionnaires which were completed by selected employees in PAG using simple random sampling technique. The data collected were carefully analyzed using descriptive statistics to represent the raw data in a meaningful manner; percentage, frequency and mean analysis were used for analyzing and interpreting the opinions of the employees. The study has found high level of effectiveness on recruitment and selection practice, and training and development program while medium level of effectiveness achieved for reward and compensation system. From the analysis it was found that right employees are not assigned at the right position. As a result, employees are demotivated and their job satisfaction declined over time. Even though the company provide extensive training program; some improvement needs to be done on training program need assessment and post training program evaluation in order to increase the effectiveness level of training and development program. Although effective compensation and reward system are essential for attracting, retaining and motivating employees towards the achievement of freight forwarding companies; the finding shows that compensation and reward scheme in PAG need improvement to meet the desired target, as a result, PAG management need to work hard to achieve high level of effectiveness