ghanaopendata/ghanaian-research-english huggingface dataset:
Human Resource Development Practices And Employee Performance: A Case Of Commercial Banks In The Ho Municipality

The study examined the influence of human resource development practices on the performance of commercial bank staff in the Ho Municipality. Other specific objectives included an assessment of the various HRD practices employed by commercial banks in the municipality. The study adopted the quantitative approach, explanatory research design coupled with the post-positivist research paradigm to address the objectives. A structured questionnaire was used to gather data from 142 bank staff drawn from a total population of 220 commercial bank staff in Ho municipality using Yaro Yamane's (1967) sample size determination Table. The gathered data was then processed using the IBM SPSS Statistics (version 26). Both descriptive (mean and standard deviation) and inferential statistics (linear regression) were used to address issues in the study. The study found career development, training and performance appraisal as the most prevalent and important HRD practices employed by commercial banks in the Ho municipality. The level of staff performance was found to be very high across the surveyed commercial banks in the Ho municipality. The study further found a moderate and statistically significant positive influence of HRD practice on the performance of commercial bank staff in the Ho municipality. The study concludes that HRD practices had a significant influence on staff performance. The study recommended that the management of the respective commercial banks should pay immense attention to HRD practices to ensure constant improvementin staff performance at the respective commercial bank.

Source: UCC
Human resource development practices in Mining Department of Goldfields Ghana Limited – Tarkwa Mine

The study sought to examine the relationship between human resource development practices and employee performance in Goldfields Tarkwa Mining Department. A descriptive survey research design was used in the study and questionnaire was used to elicit information from the workers of Tarkwa Mining Department. The simple random sampling method was used to select the 200 respondents as the sample for the study. The data collected were analysed by the use of the Statistical Product and Service Solution (SPSS) version 16.0.The finding of the study indicate that; first, though Goldfields Tarkwa Mining Department had well defined policies that guided its human resource development practices, some of the workers were not aware of such policies. Secondly, the Company conducted in service training programmes to improve upon the skills and knowledge of its workers. However, some of the workers felt the training programmes were helpful. Added to the problem of stress were lack of time, inconsistency between content taught and workers’ professional needs and lack of professionally trained instructs.The main recommendations of the study include; the need for management to thoroughly discuss with workers the main policies and programmes of the company, the need to employ experts to teach and train workers, pay attractive allowances to workers and the need for workers to cooperate with management in resolving human resource development problems that will arise from training programmes.

Source: UCC
Human resource management implications of mergers and acquisitions: A case study of the merger between Anglogold company limited of South Africa and Ashanti Goldfields company limited of Ghana

The purpose of this study is to examine the true impact of the Anglo Gold/Ashanti Goldfields merger on human resource management. The study examines human resource management and practices of the two companies before the merger, steps taken to integrate the two practices, and their impact on human resource management of the merged company. Interviews with four key players in the merger negotiations from both Ashanti and Anglo Gold and prepared questionnaires randomly distributed to 100 employees drawn from Accra Head office and Obuasi mine site were used to collect data to support the issues examined. The study finds that human resource management has very wide implications for merger success in general. Specifically for the Ashanti/Anglo Gold merger, the outcome of the study suggests that the confinement of human resource management to the back burner led to employee dissatisfaction because they did not see their interests taken into consideration. It is expected that this study will add to existing knowledge about the impact of mergers and acquisitions on people issues, especially from an African perspective. Companies that are going into a merger and or acquisition will find this useful as a guide towards smooth integration in order to prevent some of the frustrations encountered by employees which undermine the realization of the very benefits that these companies expect to gain from these mergers.

Source: UCC
Human Resource Management Information System And Organisational Performance Of The Lands Commission

The main goal of the study was to examine the Lands Commission of Ghana's organisational performance and information system for human resource management. The study specifically aimed to determine the necessity of a Human Resource Management Information System (HRMIS) its impact on organisational performance and the obstacles preventing its implementation at the Lands Commission. The research design utilised in the study was explanatory, and the quantitative research methodology was applied. The sixteen (16) Lands Commissions from each region of Ghana were the focus of the investigation. Two thousand (2000) workers from the 16 Commissions were the study's target population. Thereafter, a sample of three hundred and thirty-three (333) heads were chosen to participate in the study. The personnel were asked to provide their opinions on the study's stated objectives through a self-administered questionnaire. The study found that the operational, tactical, and strategic effectiveness of the Commission had positive and statistically significant positive effects on the organisation’s performance. These results led to the conclusion that the information system for human resource management has a significant impact on organisational performance. Additionally, it was advised that management prioritise investments that improve tactical effectiveness, recognise the positive effects of HRMIS on organisational performance, and encourage ongoing management support.

Source: UCC
Human resource management policies and programmes of teachers and managers of Ghana education service in Tamale Metroplis

This research assessed the human resource management policies and programmes of teachers and managers with focus in the Tamale Metropolis. The broad objective was to determine the effectiveness of the policies and programmes in terms of its ability to motivate, improve teachers’ welfare, and to satisfy teachers. To carry out the study, the descriptive survey method was adopted. A total of 157 questionnaires were administered out of which 144 were retrieved given a response rate of 91.7 percent. The main methods used in analysing the data were frequency and simple percentage distributions. The findings of the study revealed, among others, that the main source of recruitment of teachers to the GES was from colleges and universities. However policies failed to bridge gender gap in teaching as there were more male teachers than females in the Metropolis. Again, some policies such as postings, recruitment, and maternity leave, have been implemented to the satisfaction of teachers, however some other policies such as study leave, in-service training, orientation, and job description have fallen short of the intent to which they were implemented. Despite the shortfalls majority of teachers love the profession. This study recommended to the Ghana Education Service (GES), to organise orientation services for newly recruited teachers and follow up subsequently by organising in-service training once a year for every teacher. The MOE and GES should also consider motivating teachers by providing incentives such as accommodation, adequate teaching and learning materials, and improved remuneration.

Source: UCC
Human Resource Management Practices and Employee Retention at the Lands Commission in Accra

ABSTRACT The purpose of the study was to ascertain the link among some selected human resource practices and employee retention at the Lands Commission in Accra. The study employed quantitative approach and explanatory research design. Using questionnaires, quantitative data were collected from a sample size of 265 out of the population of 850. The quantitative data were analyzed using Pearson product movement interaction and multiple linear regression. The study found that career development positively influenced employee retention. Employee retention was also found to be positively correlated with the selected human resource practices i.e. training and development, compensation and employee engagement. It was concluded that the selected human resource practices are critical factors in keeping employees of the Commission with their employers and these practices should therefore be taken seriously and the needed investment made in them. It is suggested that further research should be conducted to cover the other human resource management practices not covered in this study to ascertain how they also influence employee retention at the Lands Commission as the studied HRM functions are not practiced in isolation

Source: UCC
Human Resource Management Practices and Employee Performance at Wenchi Methodist Senior High School

The purpose of this study was to investigate human resource management practices (HRM) and employee performance in Wenchi Methodist Senior High school. The study adopted a survey research design. A total of 110 of the staffs of the school were randomly selected for the study. Relevant data for the study were collected through the use of questionnaires. Statistics were presented in forms of frequencies, percentages, mean and standard deviation as well as inferential statistics using Pearson product-moment correlation and simple linear regression to achieve the objectives. The Statistical Package for the Social Sciences (SPSS) was used for the data analysis. The study revealed that the HRM practices of the school were generally up to scratch. The performance of the staff was found to be high. Also, significant positive relationship exist between the HRM practices and the performance of the employees in the school and as well, the performance of the employees was significantly affected by the HRM practices in the school. For practical purposes, the school should keep up with its good HRM practices, but should also trigger steps to improve the few shortfalls that were identified in its HRM practices.

Source: UCC
Human Resource Management Practices And Employee Retention At The Christian Health Association Of Ghana, Jasikan, Oti Region

Despite the scholarly acknowledgement of the core roles of employees in organisational development, the major issues border around how these employees can be retained to reap the gains. Particularly, in the health sector of Ghana, employee retention has become topical in recent time. Thus, the present examined the influence of human resource management on employee retention at the Christian Health Association of Ghana, Jasikan Diocese. The study used quantitative approach and descriptive research design. Selfadministered questionnaire was used to gather data from a sample of 128 employees out of a population 189 to address the objectives of the study. The frequency and percentage, means, standard deviations and multiple regression were used for data analyses through the SPSS (V26). The study found that the institution have career development such as career counseling, coaching and mentoring programs and the purpose of career development is to enhance employee retain and help fulfil the career goals of employees. The study also found that career development, training and development, rewards and compensation and performance appraisal have statistically significant positive effect on employee retention. The study concluded that career development, training and development, rewards and compensation, performance appraisal contribute to employee retention. The study recommends that the Management of the Christian Healthcare Association of Ghana (CHAG), Jasikan Diocese should develop effective reward and compensation, training and development system that will motivate and increase employee level of commitment to stay. There should be effective performance appraisal procedures that are objective, fair and authentic to influence employee retention.

Source: UCC
Human Resource Management Practices and Organisational Effectiveness of the Ministry of Health, Greater Accra Region

While human resources management practices can either fail or enhance health system performance, there is a dearth of studies at the Ministry of Health, Greater Accra Region. The study examined human resources management practices and the organisational effectiveness of the Ministry of Heath, Greater Accra. A mixed-method approach with a descriptive survey design was used. A self-constructed questionnaire and interview guide were the instruments for data collection. Two hundred and seventeen administrative and health workers were randomly selected. Descriptive (means, percentages and standard deviation) and inferential (Linear regression) statistics were used for the quantitative analysis, while the qualitative aspect was quoted verbatim. The findings revealed that management does not bring personnel into the ministry whose services are not needed; also, management engages in performance appraisal practices to influence human resources management practices. It was also indicated that the Ministry focuses on its employees to meet clients‟ expectations and hasa positive working relationship with other staff members. It was therefore recommended that the Human Resources of the Ministry of Health, Greater Accra Region, should implement Human Resources Management practices to eliminate foreseeable issues regarding planning and recruitment.

Source: UCC
Human Resource Management Practices and Performance of SMEs in Cape Coast Metropolis

The link between firms' performance and HRM practices has received significant attention in studies that examine the link between large organizations from developed countries and their human capital management, leaving out studies on small and medium businesses (SMEs) and those in developing countries. The study fills a gap in the literature by looking at the relationship between human resource management practices and the performance of small and medium businesses in the Cape Coast Metropolis, Ghana, by assessing the level of HRM practices of SMEs in Cape Coast Metropolis, as well as assess the level of performance of SMEs in Cape Coast Metropolis and examine the relationship between HRM practices and performance of SMEs in the Cape Coast Metropolis. A survey design with 101 respondents of owners of SMEs was used. SPSS V2.10 was used to perform statistical tests including correlation. HRM practices (employee resourcing, employee training, reward management, and performance management) are significantly linked with SMEs' performance, according to the findings. This study supports the idea that there are significant correlations between certain HRM practices and enterprise performance. The findings of the study indicate that focusing on the improvement of certain HR practices can improve the performance of small and medium-sized enterprises. The study recommended that the Ministry of Trade and Industry and the local government agencies should work together to promote the HRM practices of small and medium-sized enterprises (SMEs) as well as the renewal and request for new licenses of businesses be based on the evidence of effective HRM practices.

Source: UCC
Human resource management practices in selected hotels in the Accra metropolis

This study aimed at finding out if human resource management (HRM) practices are employed stringently in the hospitality industry particularly the hotel industry to attract, equip and maintain the right people to deliver quality service. It had an objective of finding out the perception of management of hospitality facilities on HRM practices such as recruitment, selection, training and motivation to get the right people to offer quality service and to reduce labour turnover. The study adopted a non-experimental research design. Specifically, the study was descriptive in nature. The purposive sampling procedures were employed to select the five (5) human resource managers (HRM) of the selected top star hotels. The rest of the population were selected from the guests of the respective hotel using the same technique and amounted to sixty (60) making a total sample size of sixty five (65). Questionnaires and in depth interviews were used to solicit information from these respondents. The study found out that the majority of human resources in the top rated hotels had at least secondary education and quite a substantial number (36.5%) had professional qualification. The staff members had adequate knowledge on human resource management practices and management to a large extent employed HRM practices to recruit, select, equip and maintain the right people for the provision of quality service. Such findings have significant implications for the industry in view of the national pursuit of promoting the tourism industry in Ghana. It is recommended that management of locally owned hotels employ a comprehensive human resource policy to improve on quality of services offered.

Source: UCC
Human resource management practices within the national health insurance scheme in the Brong Ahafo region

Human resources refer to the individuals who comprise the workforce of an organization, although it is also applied in labour economics, for example, business sectors or even whole nations. The recruitment of staff into NHIS is believed to be on party lines without adherence to good human resource management practices. The study was, therefore, conducted to assess the human resource management practices within the National Health Insurance Scheme in the Brong Ahafo region and to draw lessons, particularly, measuring the adherence of the human resource practice in the schemes within the region. Both probability and non-probability sampling methods were used in the research. Quota, purposive and simple random sampling techniques were applied to generate the sample for the research. Data was gathered using the administration of questionnaire, interviews, library books and journals and the internet to gather data. The data gathered were processed and analysed using the computer based programme, SPSS version 16. A total of 152 respondents were selected to form the sample size for the study. The study found out that policy documents on human resource management practices exist in the schemes but these documents are not made available to all the staff. The practices of the human resource management which included the recruitment and selection procedures; training and development; compensation management; performance appraisal and employee relation were all in existence in the schemes. The study, therefore, recommends among other things that management of the various schemes in the region must put in place measures to strict compliance with existing human resource management policies within the schemes.

Source: UCC
Human resource management transfer challenges within multinational firms From tension to best-fit

out of their national borders into foreign countries and how they attempt to transfer human resource management (HRM) policies and practices across their subsidiaries for a best-fit HRM model. Design/methodology/approach – The paper uses the dilemma theory (involving two opposing values which doing one without the other creates a disadvantage but both cannot be done together) as the main analytical tool and reviews scholarly literature on MNCs’ HRM transfers for the assessment of the transfer challenges. Findings – It is found that MNCs face a dilemma as to how to find best-fit between home-country HRM requirements and host-country demands. In the face of this dilemma, MNCs attempt to build synergy between home-country requirements and host-country demands for a best-fit HRM that is beneficial to both the parent company and their foreign subsidiaries. Despite the best-fit HRM practices to diffuse the tension, parent company has greater influence in the final synergy product which is the trade-off between home-country HRM label and host-country contextual demands, thereby advancing the dominant HRMoption of the dilemma. Practical implications – MNCs should be aware of the possible challenges as they internationalise and should equally be aware that though they may build a synergy (a blend of workable headquarters and subsidiary HRM), the final product will continue to favour headquarters’ HRM policies and practices. Originality/value – The paper generates theoretical implications into the issues and challenges that arise with HRM transfers within multinational firms by examining how the dilemma theory sheds light on the transfer process and challenges from the dominant-contextual tension till the fight for best-fit HRM. It also contributes to the development of cycle of cross-border HRM dilemma, cross-border HRM transfer framework and Synergy-Dominant theory.

Source: UCC
Human resource planning practices and employee satisfaction at Komfo Anokye Teaching Hospital, Kumasi ,Ghana

The aim of this study was to investigate human resource planning practices in public hospital using in Komfo Anokye Teaching Hospital as a case. The study is a descriptive study with quantitative method as the study design. In gathering data for the study, primary and secondary were used. The study used simple random sampling technique. Questionnaires were the major instruments used to collect data for the study. A total of 152 questionnaires were administered of which 130 correctly answered and returned for analysis. SPSS was used for data analysis. The study findings showed that the hospital mainly practice human resource planning to obtain the needed number staff and the required skills to achieve its objectives. The study identified career planning as the main approach of human resource planning used by the hospital. The findings also showed that there were a lot of challenges with the practice of human resource planning which included lack of management support, inadequate involvement of middle and operational managers, high rate of labour mobility, changes in government laws and regulations and national population trends. Among the challenges, the study found out that the human resource unit inability to adequately involve the operational and middle managers were the most important of the challenges to the respondents. Finally, the study found out that, the employees were very satisfied with the practice of HR planning in the hospital. Conclusions and recommendations emanated from the findings included the need for the hospital human resource unit to involve the operational managers in the planning process. The hospital’s management must also show commitment to human resource planning process.

Source: UCC