EFFECTS OF EMPLOYEE DEVELOPMENT AND WELFARE ON PERFORMANCE: A CASE STUDY OF ACCRA TECHNICAL UNIVERSITY, GHANA

Autori

  • Evelyn Dede Oboshie Annan Customer Experience Center, Access Bank Ghana PLC, Ghana
  • Doreen Tsotsoo Ashai Customer Experience Center, Access Bank Ghana PLC, Ghana
  • Faustina Nana Yaa Boatemaa Hostel Department, Accra Technical University, Ghana

DOI:

https://doi.org/10.46827/ejhrms.v7i2.1624

Ključne reči:

employee, development, welfare, performance

Apstrakt

Human resources are the most important resource of every organization. To get the best out of them, they need to be properly managed by providing them with the needed resources. Employee development and welfare are basically a higher form of motivation to prove their commitment. This study was designed to assess the effects of employee development and welfare on the performance of the staff of Accra Technical University, Ghana. A total of 100 respondents comprising 21 senior staff and 79 junior staff were used in the study and a questionnaire was used to gather data. Findings indicated that short courses, seminars, workshops, delegation, coaching, and participation are some of the employee development activities of Accra Technical University. Welfare packages include first aid equipment, sitting facility, medical facilities and leave travel concessions. Factors that generally affect employee development and welfare are limited opportunities, organizational culture, and the attitude of top management. Among the recommendations made was that management should have more organized and efficient development program opportunities for its employees to help retain them. Additionally, management should improve the welfare packages of employees.

Biografije autora

  • {$ime} {$affilijacija}

    Ms. Evelyn Dede Oboshie Annan is a dedicated, skilled, and detail-oriented Customer Service specialist with over 6 years of customer service experience and currently serving at Access Bank Ghana. Ms Annan, with an academic background from the University of Ghana with a bachelor’s degree in Economics and information studies and equally taking up roles delivering service to customers, has prepared her for her role as a contact Centre representative with a renowned financial institution Access Bank Ghana. She is committed to smooth transitioning of service delivery shares a keen interest in customer satisfaction and is a firm believer of service quality over quantity, lives the mantra “quality service is remembered long after price is forgotten” and with expertise in the field of customer relationship management, well known for her exceptional communication and interpersonal skills which is very essential in carving her into an asset for any institution.

    ORCID: orcid.org/0009-0009-4884-4468

  • {$ime} {$affilijacija}

    Ms. Doreen Tsotsoo Ashai is a very competent and driven individual and motivated Customer Experience Officer currently with Access Bank Ghana Ltd, having completed a master's program in management and administration at the University of Ghana Business School. She has the strategic thinking required to plan, execute, and supervise initiatives with accuracy and efficiency, as well as manage people. Ms. Ashai also holds a bachelor's degree in arts with a major in Social Work with Sociology from the University of Ghana and a project management certificate from the Cambridge School of Excellence. She offers a special blend of interpersonal skills and project management expertise to every venture as a seasoned customer service professional with a sharp eye for detail and a passion for guaranteeing client pleasure. Her ability to foresee needs and offer customized solutions has been sharpened through managing a variety of client interactions. Ms. Ashai has a solid educational foundation and experience in customer service. Ms. Ashai thrives in fast-paced settings and uses her abilities to not just meet but also surpass expectations. She is eager to complement her diverse skill set and help each firm succeed by delivering excellent customer service and effective operations. She is respected for her exceptional interpersonal and communication skills, and both her coworkers and superiors praise her for her determination and drive to complete tasks quickly and accurately. Ms. Ashai has pushed and inspired most of her coworkers to continue their studies because she wants to make a difference in the world. Her dedication and loyalty make her an asset to any organization.

    ORCID: orcid.org/0009-0002-4194-6022

  • {$ime} {$affilijacija}

    Ms. Faustina Nana Yaa Boatemaa is a highly skilled and motivated Assistant Registrar, currently serving at the New Hostel. With a Master's degree in Business Administration, specializing in Human Resource Management from the Ghana Institute of Management and Public Administration (GIMPA), and a Bachelor of Science in Management from Central University College, Ms. Boatemaa has a strong academic background that has prepared her for her role as an Assistant Registrar. Ms. Boatemaa has a keen interest in the impact of organizational change on employee performance in achieving organizational goals. She firmly believes that organizational change can be a catalyst for improving employee performance and achieving organizational success. She is committed to exploring and implementing innovative strategies that ensure a smooth transition during periods of organizational change, while also ensuring that employees are equipped with the skills and resources they need to perform at their best. Ms. Boatemaa's expertise in the field of Human Resource Management and organizational change has been recognized by her colleagues and peers. She is known for her exceptional organizational and planning skills, as well as her ability to develop and implement effective HR policies and procedures. Ms. Boatemaa is also well-regarded for her excellent communication and interpersonal skills, which have been critical in ensuring the success of various HR initiatives related to organizational change. Overall, Ms. Faustina Nana Yaa Boatemaa is an accomplished Assistant Registrar with a strong interest in the impact of organizational change on employee performance. Her extensive knowledge and experience in this field, combined with her exceptional organizational and communication skills, make her an asset to any organization.

    ORCID: orcid.org/0009-0004-3608-2922

Reference

Adeleye, A.D., Adegbite, S.A. & Aderemi, Helen. O. (2014). Training and manpower development in public research and development organizations. International Journal of Academic Research in Management, 3(3), 257-275.

Alemika, E. (2008). Human resources management in the Nigeria Police Force Challenges and imperative. Paper presented at the Police Service Commission Retreat on Understanding the Mandate and Operations of the Police Service Commission, Nigeria, August 18-20, 2008. Retrieved from https://www.scribd.com/doc/82817819/Human-Resources-Management-in-the-Nigeria-Police-Force-Challenges-and-Imperative

Ankita, K. (2010). Human resource management. Retrieved October 25th 2011 from https://www.linkedin.com/pulse/human-resource-management-hrm-ankita-sharda

Armstrong, M. (2006). A handbook of human resource management practice, (13th Edition) London, Kogan Page Publishing, p. 264.

Armstrong, M. (2006). A handbook of human resource management practice. 10th (ed). London

Armstrong, M. (2007). Employee reward management and practice, London Kogan Page.

Armstrong, M. (2013). A handbook of human resource management practice, 9th Ed. London, UK: Cambrian Printers Ltd.

Berette Koehler. Kulkarni, P.P. (2013). A literature review on training and development and quality of work life. Journal of Arts, Science, and Commerce, IV(2), 136-143.

Cole, G.A. (2002). Personnel and human resource management (5ed). London: Continuum.

Creswell, J. (2004). Qualitative inquiry and research design: Choosing among five approaches. Thousand Oaks, CA: Sage Publications.

Creswell, J.W. 2009. Research Design: Qualitative, Quantitative, and Mixed Methods Approaches (3rd ed). Los Angeles: Sage Publications Inc.

Dessler, G. (2000). Human resource management. Prentice Hall, 8th Edition.

Dessler, J.E., & Doty, D.H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802- 835.

Elena P. Antonacopoulou (2000). Employee development through self-development in three retail banks, Journal of Personnel Review, Vol. 29, No. 4, pp. 491-508.

Ellingeic, A.D., A.F. Ellinger and S.B. Keller (2003). Supervisory coaching behaviour, Employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution Industry. Human Resource Development Quarterly, Volume 14, Issue 4, pp. 435-458.

Evans, P., Pucik V. & Barsoux, J. (2002). The global challenge: Framework for international human resource management. Boston: McGraw-Hill.

ILO (2015). Small and medium enterprises and decent and productive employment creation, International Labor Conference, 10th Session, Geneva, ILO.

Kirkpatrick, D. (1998). Evaluating training program: Four levels. In the hidden power of Kirkpatrick's Four Levels, T-D (pp. 34-37). San Francisco.

Kogan Page. Abu, S. M. (2000). Strengthening police reforms in Bangladesh. Needs Assessment Report 2003. Retrieved on 28th 2011 from www.ads.org/documents/books/strengthening...justice.../chap03.pdf.

Mathis R.L. & Jackson J.J. (2013). Human resource management. Tenth Edition. Ohio: Thomson Corporation.

Mathis R.L. & Jackson J.J. (2015). Human resource management. Essential perspectives. Third Edition. South Western: Thomson Corporation.

Sisson K. and Storey, J. (2000). The realities of human resource management. Buckingham: Open University Press.

Preuzimanja

Objavljeno

2024-01-19

Broj časopisa

God. 7 Br. 2 (2024)

Rubrika

Articles