ghanaopendata/ghanaian-research-english huggingface dataset:
Staff performance appraisal as a human resource management tool in the Ghana ports and harbours authority

The study examined to a greater extent, the organizational policies, procedures and resources that support the appraisal system of the Ghana Ports and Harbours Authority. The timing, frequency, uses of appraisal data and other relevant issues that affect the performance appraisal system were also critically evaluated. The data collection tools employed in the study included questionnaires, interviews and focus group discussions. The simple random sampling technique was used to draw the sample size. A key informant from the Human Resource Department provided useful information on the subject and the study area. The main findings of the study portrays that the performance appraisal system in GPHA is effective but faces challenges; the important stage of appraisal interview in the process is grossly overlooked. The assessors have no training and there are policies and manuals to guide them in the appraisals. The usage of appraisal data is also limited to promotions and award of salary increment. It was recommended that the policy and the manuals should be written, the raters trained, and feedback to appraisees given at the end of the process to improve the overall performance of the appraisal system in the Ghana Ports and Harbours Authority and other organisations using such a tool for human resource management.

Source: UCC
Staff performance appraisal system at the headquarters of the Judicial Service of Ghana

The general objective of the study was to evaluate the performance ppraisal (PA) system of the Ghana Judicial Service (GJS) Headquarters. This was pursued through examining the processes of staff performance appraisal at the headquarters, determining the level of understanding of the administrative staff on the performance appraisal, and assessing the effectiveness of performance appraisal in the GJS headquarters. A descriptive cross-sectional surveywas employed to study 38 appraisees and nine appraisers. It was shown that the appraisers did not have adequate knowledge of PA policies, and PA policies were not regularly reviewed. Appraisers generally established that they rarely set targets for appraisees to meet. On their part, the appraisees disagreed that there was adequate employee participation in PA programmes and effective feedback. Appraisees agreed with appraisers that objectives set for PA exercise were clear. The survey showed that employees generally believed that PA results were used to reward hardworking staff within GJS. It was concluded that appraisal processes in GJS did not adequately involve appraises and there was not adequate understanding among staff about the Service’s performance appraisal. The appraisal processes might therefore not be as effective as anticipated. It was therefore recommended that appraisers and appraisees should be actively involved inreviewing PA policies, objectives, and targets. Proper feedback channels neededto be created for appraisees to get access to PA results.

Source: UCC
Staff training and development at the Takoradi Polytechnic

Training and developing staff are key elements in the achievement of organisational goals, and the performance and quality of an organisation depend on the quality of its human resource. The objective of the study was to assess the staff training and development process at the Takoradi Polytechnic. The data for the study was gathered through two media - questionnaires and interview guide. The study employed the quota and simple random sampling techniques. A total of 222 respondents, out of a sample size of 269, provided valuable responses for the study. The study revealed that several factors such as inadequate opportunities for staff development and lack of funds challenged effective staff training and development at the Takoradi Polytechnic. It emerged that the major benefit of the staff development policy was the provision of study leave with pay and the provision of scholarship and sponsorship to staff. First Degree was, generally, identified as the staff’s most preferred training. It was again evident that the most common training programme offered to staff at the Takoradi Polytechnic was seminars. It was recommended that adequate training opportunities and enough funds be provided for all categories of staff to enable them improve upon their current abilities. Innovative ways such as the provision of periodic publications on the policy should also be introduced to sensitise all staff on the staff development policy.

Source: UCC
Staff training and development practices in selected educational units in the Koforidua municipality

Employees are valuable assets of any organisation, and therefore need training and development to upgrade their skills. This study seeks to examine the training and development practices in the education units in the Koforidua Municipality. The research design for the study is descriptive survey. Using convenient sampling technique, 100 employees were selected for the study. Questionnaire was used to collect data from respondents. The Statistical Product for Service Solution (SPSS version 17) was used to analyse the data. The study has established that on-the-job training or coaching, induction or orientation, formal training, and self-development or selfassessment are the main training and development methods used at the educational units in the municipality. Also, training programmes increased employees’ productivity and quality of work; and improved employees’ knowledge and job skills. Training programmes are also in line with their career goals and provided an incentive for increased work performance. In a nutshell, although there are varieties of training and development programmes, only a few of them are practiced in the various educational units in the municipality. It is recommended that management of educational units should evaluate training and development programmes against organisational goals and objectives in order to help in taking further actions

Source: UCC
Staff training and the attainment of organisational goals at Ghana statistical service head office, Accra

This study was conducted on the premise that despite the importance of staff training in the attainment of organisational goals, most organisations do not handle staff training programmes well. The objective of the study was to examine staff training policies in Ghana Statistical Service (GSS), to find out the extent of implementation of such policies if they exist, analyse the implementation of the policies to see if they meet best practice and also ascertain the importance of staff training in relation to the attainment of organisational goals. Multi stage sampling techniques were adopted to arrive at a sample size of 57 valid respondents, out of a sample frame of two hundred and forty nine (249). There was also a purposive sampling of the Government Statistician and the Director of Administration to ascertain certain vital information. Questionnaires and interviews were used to solicit the information. The study revealed that even though, there are some forms of training activities going on in GSS and various investments being committed into it, the organisation does not have a detailed and an elaborate training policy, let alone a document to that effect. Staff training activities in GSS are haphazard and uncoordinated and fall short of best practices. However, the question of the importance of staff training in the attainment of organisational goals was overwhelmingly endorsed by the respondents. It is therefore being recommended that GSS should develop an elaborate and comprehensive training policy document which spells out details and regulations governing training activities and commit resources to its implementation

Source: UCC
Staff Turnover and Organisational Productivity: Perspective of Staff of Sinapi Aba Savings and Loans Company Ltd

ABSTRACT Attrition or turnover may cost an organisation. Researchers have focused less on turnover’s effects. The study examined how worker turnover affected Sinapi Aba Savings and Loans Limited’s productivity. The study examined the causes of employee turnover, organisational productivity, and the impact of staff turnover on productivity. The study included explanatory, descriptive, and quantitative research designs. The target population includes all 4 Sinapi Aba Savings and Loans Limited branches’ workers. A census sample of 150 employees. Employees were asked about the study’s goals using a self administered questionnaire. Data was analysed using descriptive statistics and regression. The results showed work and organisational factors drive Sinapi Aba Savings and Loans Limited employees to depart for another business. Sinapi Aba Savings and Loans Limited. has a reduction in organisational productivity, missed deadlines, resource waste, service decline, high training costs, increased work load, and overtime. Staff turnover caused a statistically significant but moderate positive variance in organisational output. It is now concluded that job factors and organisational factors of staff turnover are the are the factors that causes employees of Sinapi Aba Savings and Loans Limited to leave for another company. Also, it is now concluded that staff turnover has led to reduction in organisational productivity. Management should improve employee working conditions by providing a safe and healthy working environment with contemporary office facilities and equipment. Also, numerous employee benefits should be provided, including medical, travel, vacation, scholarship, and pension benefits

Source: UCC
Staff-related conflict management practices in Ghanaian polytechnics: A case study of Takoradi polytechnic

Conflict is an unavoidable aspect of organizational life. It can either energize the organization or degenerate into a war of words and actions. Takoradi polytechnic is no exception. The study identified the causes of conflict among staff of Takoradi polytechnic; examined the positive and negative effects and recommends how they can be managed effectively. The research which involved 273 respondents, employed the descriptive case study survey and data collected through questionnaire and interviews. Tables, frequencies and percentages were used to analyze and present data. The research was conducted at Takoradi polytechnic using the staff as a case study. Results of the study have revealed that conflicts exist among staff of Takoradi polytechnic at all levels and the various causes were known by the staff. Claim for superiority, fighting for positions and limited resources were the major causes of conflict identified. It was also realized that conflict among staff of Takoradi polytechnic impacted both positively and negatively on their performance. Besides this, the study indicated that conflict is encountered with regard to staff allowances and accommodation to a large extent. It was also discovered that management often employed the use of committees and meetings to resolve conflicts and build bridges. Based on the findings, it concludes with recommendations among which is that management should ensure fairness in dealing with all forms of conflicts.

Source: UCC
Staffs' utilization of information and Communication Technology facilities in the University of Cape Coast

The study investigated the types of application programs, other ICT facilities and their accessories used by the staff in their work. The study also covered location of ICT facilities; the capacity of the staff to use ICT facilities; their level of knowledge in relation to the use of the ICT facilities; frequency of staff use of computers and other ICT facilities in their work; staff awareness of committees, sections and units that cater for ICT needs of the University; and finally the challenges or constraints faced by the staff in using the ICT facilities available to them. Data were collected, using a questionnaire, from 365 respondents, made up of 180 academic senior members and, 22 non-academic senior members and 163 non-technical senior staff. The main findings from the study were that; the staff of the University of Cape Coast had accepted to use the ICT facilities for their activities but computer use was on the low side. The staff had access to the available facilities either in their offices or other points in the University. The most commonly used computer brand was DELL with the most frequently used software being MS Word. The Email was the most popularly used facility on the internet. The ages of the respondents had no association with their level of ICT use. The study recommends that the University should ensure that; all departments, sections and units are provided with computers and their accessories and an alternative source of power when the national grid fails; the internet and intranet connections should be made more reliable and stable at an appreciable speed to eliminate the frustrations that staff face in using the facility, and academic senior members should be encouraged to deliver lectures using PowerPoint.

Source: UCC
Staffs’ perceptions of the roles of school heads in financial administration in senior high schools in the komenda-edina-eguafo-abrem municipality

The purpose of the study was to find out staffs’ perceptions of the roles of school heads in financial management in senior high schools in the Komenda- Edina-Eguafo-Abrem Municipality. Data were gathered from a sample of 159 members of staff in 3 schools in the Komenda-Edina-Eguafo-Abrem Municipality using a questionnaire with an internal reliability co-efficient of .82. The data collected were analysed using the Statistical Package for Social Sciences version 16.0 software. The study revealed that heads did not involve the staff in the financial planning process of the school and this made the staff feel reluctant to participate in any project of the school. Moreover, some staff felt they were not part of the school since they hardly took part in the decision making process in the school. In this regard, subordinates found it very difficult to commit themselves fully in implementation of decisions made by superiors. The study therefore, recommends that prospective school heads should be encouraged and supported by the Ghana Education Service to pursue courses in financial administration and management before they are appointed as heads of schools. Heads should delegate authority to other members of staff for the performance and/or supervision most of the functions discussed above, but the head’s check on these issues is highly recommended. From the results of the study, it can be concluded that, school heads in the KEEA are not well equipped with relevant knowledge and training in financial administration compared to their accountants and bursars.

Source: UCC
Stakeholder conflicts and sustainable forest management in the Assin North and South districts

The Assin North and South districts are well endowed with forests and wildlife resources. However, conflicts among the numerous stakeholders over these resources are leading to the unsustainable management of these resources. It has been established that several factors account for the unsustainable management of the forests and wildlife resources. Though several approaches have been applied by the resource managers to promote sustainable resource management, the conflict among the numerous stakeholders over these resources still remain a serious problem in the study area. The research was designed not only to find out the causes of the conflicts but also to determine the· stakeholders' perspective on the solutions to the conflicts to enhance sustainable forest resource management. The outcome of the study was that so many reasons accounted for the dissatisfaction among stakeholders and topmost among all was lack of trust among stakeholders. In conclusion, conflict among stakeholders was found to be common in the study area and it resulted in the unsustainable exploitation of forest resources. Sustainable forest resource management has therefore been thrown out of gear by these conflicts. It was recommended, among other things, that the government should develop the capacities of the stakeholders by strengthening and sustaining the participatory processes in forest programmes planning, solve the rural poverty problem, review the revenue sharing formula to ensure equity and include conflict resolution principles in forest resource management planning programmes.

Source: UCC
Stakeholder orientation and supply chain orientation. A study of oil marketing companies in Accra Metropolis

This study aimed at examining the impacts of Stakeholder Orientation and Supply Chain Orientation on the performance of Oil Marketing Companies in Accra Metropolis. Specifically, the study sought to; Determine the levels of stakeholder orientation, supply chain orientation and organisational performance amongst oil marketing companies; Examine the effect of stakeholder orientation on the performance of oil marketing companies in the Accra metropolis; Examine the influence of Supply chain orientation on the performance of oil marketing companies in the Accra metropolis. The study population was one hundred and ten OMCs (110). A sample size of 86 was chosen based on the Kirk (1995) population sample matrix. But 84 respondents returned the instrument. The first finding indicated that the overall level of Stakeholder Orientation on all dimensions was moderate, there was a relatively high level of Supply Chain orientation and improved performance levels among the OMCs. The second finding also showed that Stakeholder Orientation had a positive significant impact on the performance of the OMCs. With respect to the third objective, it was found that Supply chain orientation also had a positive significant effect on the performance of OMCs. the study can conclude that, though the level of supply chain orientation among OMCs is higher than the level of Shareholder Orientation, it is the latter that contributes highest to predicting performance of OMCs. The study recommends that management of OMCs improve upon their public relations to create an image of a high level of commitment to improve shareholders wealth this will improve stakeholder orientation and positively affect organisational performance.

Source: UCC
Stakeholder Orientation and Supply Chain Orientation. A Study of Oil Marketing Companies in Accra Metropolis

This study aimed at examining the impacts of Stakeholder Orientation and Supply Chain Orientation on the performance of Oil Marketing Companies in Accra Metropolis. Specifically, the study sought to; Determine the levels of stakeholder orientation, supply chain orientation and organisational performance amongst oil marketing companies; Examine the effect of stakeholder orientation on the performance of oil marketing companies in the Accra metropolis; Examine the influence of Supply chain orientation on the performance of oil marketing companies in the Accra metropolis. The study population was one hundred and ten OMCs (110). A sample size of 86 was chosen based on the Kirk (1995) population sample-matrix. But 84 respondents returned the instrument. The first finding indicated that the overall level of Stakeholder Orientation on all dimensions was moderate, there was a relatively high level of Supply Chain orientation and improved performance levels among the OMCs. The second finding also showed that Stakeholder Orientation had a positive significant impact on the performance of the OMCs. With respect to the third objective, it was found that Supply chain orientation also had a positive significant effect on the performance of OMCs. the study can conclude that, though the level of supply chain orientation among OMCs is higher than the level of Shareholder Orientation, it is the latter that contributes highest to predicting performance of OMCs. The study recommends that management of OMCs improve upon their public relations to create an image of a high level of commitment to improve shareholders wealth this will improve stakeholder orientation and positively affect organisational performance.

Source: UCC
Stakeholder Participation, Institutional Arrangements in the Bauxite Mining Value Chain and Development in Mining Communities, Sierra Leone

Mineral-rich developing countries have been unable to translate their resource wealth into successful development. This study, therefore, considered stakeholder participation, institutional arrangements and development in the bauxite mining sector in Sierra Leone. The qualitative research approach was deployed in the study and case study constituted the study design. Key informants from government institutions, academia, private sector, development partners, civil society organisations and constituents in primary host communities participated in the study. Interview, focus group discussion and documentary review guides and observation checklist were utilised in the collection of data. Qualitative data analysis entailed the use of thematic analysis to analyse the set of transcribed interviews and focus group discussions. The study found that stakeholders along the bauxite mining value chain are classified into four main groups – low interest and low influence; low interest and high influence; high interest and low influence and high interest and high influence. Institutional structures throughout the bauxite mining value chain were found to have been negatively impacted by political involvement. Community development committees were shown to increase stakeholder involvement in decision making and aid in effective development at the local level. The study concluded that excessive political influence permeates the bauxite mining sector. It is recommended that there is the need to reduce the dysfunctional nature of inter-institutional coordination and to operationalise the Transformational Development Stabilisation Fund and Inter-Generational Savings Fund in order to allocate funds for development projects.

Source: UCC
Stakeholder perception on factors influencing NGO collaboration with government in health education in the Tema Metropolis

The providers of health education (HE) have generally included non-governmental organisations (NGOs) and government organisations (GOs). To avoid the duplication of effort and ensure efficiency, it has become necessary for NGOs and GOs to collaborate in the provision of health services.The purpose of this study was to determine stakeholder perception on factors influencing collaboration between GOs and NGOs based on organisations sampled from the Tema Metropolis in Ghana. From the assessable organisations, key informants were sampled using a simple random technique to select a total of sixty (60) respondents with thirty (30) each from the GOs and NGOs. The study identified the key factors that facilitate successful collaboration between NGOs and GOs to include frequent communication, a good purpose and a favourable policy environment along with the roles and responsibilities that characterise an effective collaboration. The study also discusses the major constraints to NGOs and GOs collaboration to include differing institutional goals, incompatible management processes and intrusive stakeholder interest. It concludes with discussions on the strategies that facilitate NGO and GO collaboration relationships to include parity and participative strategies, open and frequent communication and trust among partners. It recommends guidelines for implementation of collaboration projects to include the adoption of joint monitoring and evaluation teams and the signing of MoUs to cover projects.

Source: UCC