...THE IMPACT OF KNOWLEDGE MANAGEMENT ON ORGANISATIONAL PERFORMANCE jeLena RašULa1 vesna BosiLj vUkšić2 Mojca inDiHaR šteMBeRGeR3 a B st R ac t: Knowledge management is a process that transforms individual knowledge into organisational knowledge. The aim of this paper is to show that through creating, accumulating, organising and utilising knowledge, organisations can enhance organisa- tional performance. The impact of knowledge management practices on performance was empirically tested through structural equation modelling. The sample included 329 com- panies both in Slovenia and Croatia with more than 50 employees. The results show that knowledge management practices measured through. information technology, organisa- tion and knowledge positively affect organisational performance. ke ywords: knowledge management maturity, information technology, organisational performance, structural equation modelling, survey research. 1. intRoDUction For many companies, the time of rapid technological change is also the time of incessant struggle for maintaining a competitive advantage. It is obvious that knowledge is slowly becoming the most important factor of production, next to labour, land and capital [39]. Even though some forms of intellectual capital are transferable, internal knowledge is not easily copied. This means that the knowledge anchored in employees’ minds can get lost if they decide to leave the organisation. Therefore, the key objective of management is...
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...The Perceived Impact of Outsourcing on Organizational Performance Dean Elmuti, Eastern Illinois University Introduction In todays world of ever increasing competition, organizations are forced to look for new ways to generate value. The world has embraced the phenomenon of outsourcing and companies have adopted its principles to help them expand into other markets (Bender 1999). Strategic management of outsourcing is perhaps the most powerful tool in management, and outsourcing of innovation is its frontier (Quinn 2000). Outsourcing is a management strategy by which an organization delegates major, non-core functions to specialized and efficient service providers, or as Corbett (1999). President of Michael F. Corbett and Associates asserts, Outsourcing is nothing less than the wholesale restructuring the corporation around our core competencies and outside relationships. The traditional outsourcing emphasis on tactical benefits like cost reduction (for example, cheaper labor cost in low-cost countries), have more recently been replaced by productivity, flexibility, speed and innovation in developing business applications, and access to new technologies and skills (Greer, Youngblood, and Gary 1999; Bacon 1999). The market for providers of outsourced services of all types is growing rapidly. In 1996, American firms spent over $100 billion in outsourced business activities (Casale and Overton 1997). Other estimates place the total U.S. market for outsourcing at more...
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...children in their own home. The classroom is an immediate environment where management is applied in order for students to acquire formal knowledge. It is made up of the teacher, students, learning devices, and the learning environment. Management, on the other hand, can be seen as a process of designing and maintaining any setting in which people work in groups for the purpose of achieving common goals. The Oxford Dictionary defines management as the act of running or controlling or skill of dealing with people or situations in any way. Loomiz (1980) defined management as a method where a group of people at the highest level of organization plan, organize, communicate, coordinate, control and direct the actions and activities of people who work for the organization toward the achievement of organizational objectives. In the school setting, in order to achieve its aims, a school has to have objectives, and to achieve these objectives, the various people with responsibilities in the school, especially in the classroom have to plan organize and lead. Classroom management is the term used by teachers to describe the process of ensuring that the classroom lessons runs smoothly despite disruptive behavior of the students. Many authors have their own definitions of classroom management and most of them agreed that it is a process of maintaining and establishing effective learning environment. Classroom management strategies changes through times....
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...IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE IN NIGERIA: AN EMPIRICAL STUDY OF ECOBANK NIGERIA PLC IN THE LAST FIVE YEARS FADIORA RICHARD GBOLAHAN MBA HUMAN RESOURCES MANAGEMENT DISSERTATION DEPARTMENT OF MANAGEMENT SCIENCES NATIONAL OPEN UNIVERSITY OF NIGERIA LAGOS NIGERIA E-mail: ricardopsych@yahoo.com Tel: +2348065538913 Abstract This research study examines the impact of human resource management practices on organizational performance in Nigeria focusing on Ecobank Nigeria Plc in the last five years. A total of 50 samples were drawn from the bank population at its corporate head office in Lagos. Out of the 50 self-reported questionnaires administered in this research, 35 were returned upon which the data analyses were based. The primary data collected through questionnaire responses in this research were analyzed using Chi-square statistical techniques. Secondary data were consulted by reviewing Ecobank’s Annual Reports and Financial Statements. Selected HR Metrics such as Revenue Factor, Human Capital Value Added (HCVA), and Human Capital Return on Investment (HCROI) were used to analyze the secondary data respectively. The findings of this research have shown that Ecobank Nigeria Plc has a well-articulated human resource management policies and practices...
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...Summary This article focuses on how Knowledge Management impacts the Organization performance. As per the author, Knowledge Management is a process that transforms individual knowledge into Organizational knowledge. The aim of this paper is to show that through creating, accumulating, organizing and utilizing knowledge, Organizations can enhance Organizational performance. It talks about how Knowledge Management consists of various factors like strategy, cultural values and workflows. This article contributes to the Knowledge Management field through understanding those factors, their interrelation and the role of Information Technology in achieving a better business performance. The author emphasizes that one of the aspects of introducing Knowledge Management practices in Organizations is its positive impact on Organizational performance. The article talks about history, different sources and mechanics of Knowledge Management. It highlights the important aspects and tools of introducing Knowledge Management process in an Organization. For example, how technology can play a huge role in establishing and implementing a Knowledge Management system in the Organization; how it is a cultural shift, what information should be shared and how to set those key dimensions in an Organization; what is key role HR plays in implementing a Knowledge Management system etc. As per the author, Knowledge Management is essentially a people related discipline, with focus on strengthening collaborative...
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...Influence of Information Technology on Quality Management in Pakistan Abstract Both information technology and quality management are important for the survival and sustainable growth of organization in the current era of competitiveness and both have been studied widely in recent last few years. But there is little well-founded research on relationship of information technology with quality management and how IT effects the different dimensions of Quality management like Top management support, strategic planning process, output quality assurance, important innovation, information and analysis, human resource utilization, customer satisfaction and quality results. This paper explores such linkage between IT and Quality management dimensions and the extent of affects through interview survey of different companies based in Pakistan. Using a pre test questionnaire we selecting the sample of 140 companies for targeted respondent and collect the data through face to face survey. After applying statistical tools on collected data we conclude that information technology influences all dimensions of total quality management and extent of affects increases with increased use of IT in total quality management. Ultimately, extent of IT use in total quality management reflects in shape of improve services quality, improved services productivity and improvement in quality management. Keywords Quality management, Information technology, empirical study, Pakistan, Questionnaires, TQM...
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...Strategic Human Resource Management Student Name Student ID Table of Contents Introduction 3 LO: 02:1 Be able to develop human resource plans for an organization 3 2.2 Assess the human resources requirements in a given situation 5 2.3 Develop a human resources plan for an organisation 7 2.4 Critically evaluate how a human resources plan can contribute to meeting as organisation objectives 8 LO: 03: Understand human resources policy requirements in an organization 9 3.2 Analyses the impact of regulatory requirements on human resource policies in an organisation 10 4.1 Analyses the impact of an organisational structure on the management of human resources 11 4.2 Analyses the impact of an organisational culture on the management of human resources 12 4.3 Examine how the effectiveness of human resources management is monitored in an organisation 14 4.4 Make justified recommendation to improve the effectiveness of the human resources management in an organisation 15 Conclusion 15 References 16 Figure 1 HR Planning 4 Figure 2 HR Planning process 7 Figure 3 Balance score card in practical 15 Introduction Organisations within today’s labor markets cannot be pretermission on increasing position of managing human resources. It is appreciated that the ways in which human resources are accomplished in employing organisations is energetic for the employer. Human resource (HR) system encirclements all the policies and performs that will ensure that right personnel...
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...IMPACT OF TRAINING AND COMPENSATION ON EMPLOYEE PERFORMANCE A CASE STUDY OF NILAI UNIVERSITY COLLEGE Introduction Employees are one of the most important and valuable resources of an organization which is needed to accomplish the objectives of an organization (Jiang et al., 2012, Soomro, Gilal, Jatoi, 2011). The importance of employee is more pronounced in a service organization. For a service organization like a college to accomplish its objectives, it must have the right kind of staff with appropriate skills to provide the service since the employees will be in direct contact with the customers (Soomro et al., 2011). Employees can be source of competitive advantage for an organization since they could effectively used the other resources to accomplish organizational objectives (Tiwari, 2011). Effective HR practices are important in motivating the employees to perform their functions well in order to achieve organizational objectives and reduce the number of employees leaving the organization (Soomro et al., 2011). Thus, good HR practices enhance performance of employees which in turn enhances organizational performance. Having the needed skills is not sufficient to ensure the organization maintains it competitive advantage but there is need for continuous training to upgrade the skills of the employees (Jiang et al., 2011). Apart from regular training of the employees, the organization needs to have a compensation package that will attract and maintain...
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... Measuring the impact of HRM on organisational performance Anastasia A. Katou University of Macedonia (GREECE) akatou@uom.gr Received September 2008 Accepted December 2008 Abstract: The purpose of this paper is to measure the impact of HRM on organisational performance in the context of Greece. Data were collected from 178 organisations using a questionnaire survey in the Greek manufacturing sector, and analysed using the ‘structural equation modelling’ methodology. The results indicated that the relationship between HRM policies (resourcing and development, compensation and incentives, involvement and job design) and organisational performance is partially mediated through HRM outcomes (skills, attitudes, behaviour), and it is influenced by business strategies (cost, quality, innovation). Thus, the contribution of this study for academics and practitioners is that HRM policies associated with business strategies will affect organisational performance through HRM outcomes. Keywords: HRM policies, organisational performance, Greece 1 Introduction Over the last ten years significant steps forward have been made in identifying the HRM – performance relationship. However, serious gaps in our understanding still remain with respect to the causal ordering of the variables involved in the HRM – performance relationship (Purcell, Kinnie, Hutchinson, Rayton, & Swart, 2003; Wright, Gardner, Moyniham, & Allen, 2005). Specifically, in analysing the impact of HRM on organisational...
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...THE IMPACT OF COMPUTER-BASED ACCOUNTING SYSTEMS ON MALAYSIAN PUBLIC SECTOR AGENCIES BY WAN ZURIATI WAN ZAKARIA A thesis submitted to the School of Business and Law, Central Queensland University, Australia, for the fulfilment of the requirement of the degree of Doctor of Philosophy (PhD) MAY 2014 ABSTRACT The positive and negative impacts of information technology (IT) have been continuously discussed and debated by researchers, practitioners and scholars for several years. In the public sector environment, IT can be a powerful tool for improving the delivery of government services with better collaboration among various governments. Therefore, the Malaysian Government, similar to many other governments, has planned and implemented a number of programmes to embrace the digital world by transforming itself to deliver information and services electronically. In public sector audit and accounting practices, the Malaysian Government has experienced local reform aimed at escalating transparency, streamlining accountability and improving overall financial management in line with international standards and practices. The purpose of this study is to evaluate the impact of computer-based accounting systems (CBASs) on the effectiveness of performing accounting tasks by Malaysian public sector agencies (PSAs). This study focuses on the impact of performancebased outcomes at three levels: individual task, accounting-related task, and organisational level...
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...MANAGEMENT COLLEGE OF SOUTHERN AFRICA IMPACT OF HIGH STAFF TURNOVER ON DIVISIONAL PERFORMANCE AT LIMPOPO ECONOMIC DEVELOPMENT AGENCY CHAVANI FRITZ-DONALD KHOSA MBA 2015 IMPACT OF HIGH STAFF TURNOVER ON DIVISIONAL PERFORMANCE AT LIMPOPO ECONOMIC DEVELOPMENT AGENCY BY CHAVANI FRITZ-DONALD KHOSA DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTERS OF BUSINESS ADMINISTRATION IN THE DEPARTMENT OF BUSINESS STUDIES MANAGEMENT COLLEGE OF SOUTHERN AFRICA (MANCOSA) SUPERVISOR: PAUL SINGH OCTOBER 2015 DECLARATION I, Chavani Fritz-donald Khosa declare that this dissertation is the result of my investigation and research and that this has not been submitted in part or full for the degree or for any other degree to any other University. ____________________________ __________________________ C.F. Khosa Date ACKNOWLEDGEMENTS I would like to thank The Almighty God for the wisdom and strength to embark on this academic research. Sincere thanks goes to my wife Elizabeth Khosa and children (Jamela, Vutomi, Tshulani and Andzani) for their patience, support, courage and inspiration throughout the studies. I am indebted to my parents, Dr J.H.M Khosa and Mrs RM Khosa for moral and financial support during my undergraduates and postgraduate studies and their encouragement to pursue this study. I dedicate this research study to my late brother Mr TH Khosa (Masters in Social...
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...Chain Practices -- The Impact of Demand and Distribution Management on Supply Chain Success." Journal of Operations Management 30.4 (2012): 269-81. Print. Research Classification: The authors of this research performed an empirical based study and outlined three objectives to their study: 1. …to provide empirical evidence of whether or not demand management (DeM) does indeed have such a substantial positive impact on supply chain performance; 2. …the simultaneous evaluation of the impact of customer-facing SCM practices related to both DeM and distribution management (DiM); 3. …the analysis of a potentially existing relationship between DeM and DiM, (p270 et al. 1-3). To meet the objectives of their study, the authors “identif[ied] relevant practices to DeM and DiM” through literature reviews and expert interviews, and from here, the authors created a conceptual model and utilized the partial least squares to test their hypothesis, (p269 -70). Statement of Problem: This journal article aims to examine the “relative impact of relative practices associated with demand and distribution management,” (p 269). Defined by the authors as “…the ability of a company to understand customer demand and requirements and balance them against the capabilities of the supply chain,” demand management (DeM) is becoming more and more popular in the operations management field; however, DeM has not been comprehensively analyzed in terms of supply chain performance. Moreover, DeM is more...
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...Impact of emotional intelligence on individual performance Marriam Naseer Mphil-11 Quaid-I-Azam University Islamabad. 1: Introduction: Emotional intelligence: There have been numerous definitions of what constitutes emotional intelligence. All reference the thoughts and feelings behind people’s actions, which guide their response patterns in different situations. It therefore follows that people who are emotionally competent are able to recognize these different emotional patterns in themselves and others, and to direct them in appropriate ways. (Clíona Diggins, Pearn Kandola, 2004). EQ is a subset of social intelligence, a set of mental abilities separate from personality. Goleman’s (1995, p. 34) “notion of EQ includes knowing what you are feeling and using that knowledge to make good decisions”. Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while others claim it is an inborn characteristic. Since 1990, Peter Salovey and John D. Mayer have been the leading researchers on emotional intelligence. In their influential article "Emotional Intelligence," they defined emotional intelligence as, "the subset of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions" EI is composed of five dimensions: Self...
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...THE PAPER This study examined the validity of strategic human resource management practices and their effects on company performance on the basis of service sector, ownership and private-public organizations. Data were collected from several articles (mentioned in the reference section) and studies about different range of strategic HRM practices. The findings indicate that a valid set of strategic HRM practices (training, participation, results-oriented appraisals, and internal career opportunities) affect both service performance and financial performance. HRM strategies may be influenced by the decisions taken on strategy (the nature of the business currently and in the future) and by the structure of the enterprise (the manner in which the enterprise is structured or organized to meet its objectives). In an enterprise with effective HRM policies and practices, the decisions on HRM are also strategic decisions influenced by strategy and structure, and by external factors such as trade unions, the labor market situations and the legal systems. In reality most firms do not have such a well thought-out sequential model. But what we are considering here is effective HRM, and thus a model where HRM decisions are as strategic as the decisions on the type of business and structure. This study explores the three important questions in the context of Bangladesh mentioned below: 1. Whether extent of impact of strategic HRM varies from sector to sector within service sector? ...
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...In the beginning we can say that the most important factors that affect the operational performance of the companies is the human resources. Therefore, in order to enhance the importance of relation the development of organizational commitment needs effective human resource management practices. The current study is intended to provide analysis of the relationships between HRM practices and organizational commitment. These include “manufacturing and human resources fit, behavior and attitude, team activities, interaction facilitation, incentives to meet objectives, training on job skills, training in multiple functions, communication of strategy, feedback on performance. In organizational behavior and industrial and organizational psychology, organizational commitment is the individual's psychological attachment to the organization. Organizational commitment predicts work variables such as turnover, organizational citizenship behavior, and job performance.. Data was analyzed using descriptive statistics to project the respondents’ profiles as well as the general patterns of the variations in the HRM variables and organizational commitment. Correlations and multiple regression, statistic regression analysis were used to explore the relationship between the variables involved in the study. As a result of analysis of the findings from top, middle and, the first-tier managers except for “training on job skills”. It was found that there was a strong and statistically positive significant...
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