Impact of Training and Development on Employee Performance in Select Public Sector organizations

2012 ◽  
Vol 3 (4) ◽  
pp. 1-3
Author(s):  
T. Rajeswari T. Rajeswari ◽  
◽  
Dr. P. Palanichamy Dr. P. Palanichamy
Keyword(s):  
Public Sector ◽  
Employee Performance ◽  
Training And Development ◽  
Public Sector Organizations

scholarly journals Peran kepemimpinan transformasional dalam meningkatkan employee engagement dan dampaknya pada kinerja pegawai

2019 ◽  
Vol 4 (1) ◽  
pp. 1-12
Author(s):  
Riska Afiani ◽  
Ahim Surachim ◽  
Masharyono Masharyono
Keyword(s):  
Transformational Leadership ◽  
Public Sector ◽  
Employee Engagement ◽  
Employee Performance ◽  
Computer Software ◽  
Total Sample ◽  
Cross Sectional ◽  
High Category ◽  
Public Sector Organizations ◽  
The Impact

The objectives of this research are to determine whether how much influence transformational leadership has on employee engagement and its implications for the performance of employees of public sector organizations. The design of this study was a cross-sectional method and used descriptive and verification type research methods. Data for this study were collected using a saturated sample with a total sample of 40 people. Analysis of this research data using simple linear regression with SPSS 24.0 for Windows computer software program (Statistical Product for Service Solution). The results of this study indicate that transformational leadership in public sector organizations is quite effective, employee engagement is in the high category and employee performance is in the high category. The current study found that the impact of effective transformational leadership can increase employee engagement and vice versa, if transformational leadership is not effective then employee engagement will not increase. This also happens to employee performance, if employee engagement is low it will result in low employee performance and conversely if employee engagement is high then the performance of employees will also increase.

Capability development measures adopted by public sector organizations in PPP projects delivery in developing countries

2020 ◽  
Vol 20 (2) ◽  
pp. 145-161
Author(s):  
Betty Oluwafunso Olojede ◽  
Akintayo Opawole ◽  
Godwin Onajite Jagboro
Keyword(s):  
Human Capital ◽  
Public Sector ◽  
Questionnaire Survey ◽  
Sampling Technique ◽  
Training And Development ◽  
Primary Data ◽  
Capability Development ◽  
Southwestern Nigeria ◽  
Content Type ◽  
Public Sector Organizations

Purpose The purpose of this paper is to evaluate the measures practiced by public sector organizations (PSOs) to develop their capability and strength toward attaining the skills requirements for public-private partnership (PPP) program. Design/methodology/approach The study adopted a quantitative approach based on primary data obtained via questionnaire survey. The literature review provided the basis for identification of variables that were evaluated through structured questionnaire survey. The respondents were professionals in PSOs that have procured PPP projects in Southwestern Nigeria. These were sampled through the drawing of referral chain, involving respondents-driven sampling technique. The data collected were analyses using descriptive and inferential statistics. Findings The capability development measures of PSOs in PPP projects delivery clustered around five components: conventional practices, training and development, organizational practices, human capital enhancement and government-aided intervention. These five components of capability development measures are expected to be focused with adequate and equal interest and embraced by PSOs in countries with evolving PPP markets. Social implications The study provides implications for domestic human capital strengthening for enhanced infrastructure delivery in countries with evolving PPP markets. Originality/value This study contributes to the existing literature on capabilities improvement on PPP projects. This was achieved by providing empirical evidences with respect to human resource boost for enhanced performance of public sector organizations in their partnership with their private sector counterparts for PPP project success.

scholarly journals Linking Leadership Styles to Employee Performance in the Public Sector Organizations in Ghana: The Role of Organizational Commitment

2021 ◽  
Vol 16 (5) ◽  
pp. 43
Author(s):  
Francis Donkor
Keyword(s):  
Organizational Commitment ◽  
Public Sector ◽  
Leadership Styles ◽  
Employee Performance ◽  
Sem Analysis ◽  
Main Element ◽  
Labor Turnover ◽  
The Public ◽  
Public Sector Organizations ◽  
Commitment Level

The study examines the link between leadership styles and employee performance in the public sector organizations with respect to organizational commitment. A total of 330 respondents were selected from ten public sector organizations in Ghana. A PLS-SEM analysis was conducted and was found that organizational commitment partially mediates the relationship between both transformational and transactional leadership styles and employee performance. The study concludes that organizational success largely depends on the commitment level of employees which helps reduce labor turnover. Theoretically, the study findings reveal that leadership is the main element of employee performance through the commitment of employees. Therefore, the effectiveness of these leadership styles in encouraging employee performance are dependent on organizational commitment.

PUBLIC SECTOR SERVICE INNOVATION COMPARISON

2020 ◽  
Vol 4 (2) ◽  
pp. 826-844
Author(s):  
Ellyza Octaleny
Keyword(s):  
Public Sector ◽  
Service Providers ◽  
Employee Performance ◽  
Work Load ◽  
Employee Welfare ◽  
Low Education ◽  
And Function ◽  
Public Sector Service ◽  
Sector Service

Abstrak Inovasi merupakan suatu hal penting yang harus dimiliki oleh sebuah organisasi pemberi layanan sektor publik. Instansi pemerintah sebagai pemberi layanan dituntut memiliki inovasi untuk meningkatkan kualitas pelayanan kepada masyarakat. Penelitian ini bertujuan untuk membandingkan inovasi pelayanan sektor publik di RSUD Prof. Margono dan Lembaga Permasyarakatan Nusakambangan Cilacap. Metode penelitian yang digunakan adalah metode deskriptif kualitatif. Teknik pengumpulan data melalui wawancara, observasi, dan dokumentasi. Temuan dalam penelitian ini adalah: 1). Kurangnya personil pegawai yang sesuai dengan tugas dan fungsinya; 2). Kuangnya kesejahteraan pegawai sehingga kinerja pegawai rendah dan tidak berkualitas; 3). Pegawai berpendidikan rendah sehingga tidak sesuai dengan beban tugas dan fungsinya. Rekomendasi untuk kedua Lembaga sector public tersebut dalam penelitian ini adalah: 1). Penambahan personel pegawai sesuai dengan tugas dan fungsinya sehingga cakupan kewenangannya luas; 2) Lebih memperhatikan kesejahteraan pegawai sehingga pegawai termotivasi untuk bekerja dengan baik dan berkualitas; 3) Memberikan Kemudahan kepada pegawai yang ingin melanjutkan pendidikannya kejenjang yang lebih tinggi sehingga kualitas Pendidikan personel lebih seimbang dengan beban kerja. Kata Kunci: Inovasi, Pelayanan, SektorPublik   Abstract Innovation is an important thing that must be owned by an organization that provides public sector services. Government agencies as service providers are required to have innovations to improve the quality of services to the community. This study aims to compare public sector service innovations in hospitals. Prof. Margono and the Nusa kambangan Penitentiary. The research method used is descriptive qualitative method. Data collection techniques through interviews, observation, and documentation. The findings in this study are: 1). Lack of employee personnel in accordance with their duties and functions; 2). The lack of employee welfare so that employee performance is low and not qualified; 3). Employees have low education so that it is not suitable with their work load and function. The recommendations for the two public sector institutions in this study are: 1). The addition of employee personnel in accordance with their duties and functions so that the scope of their authority is broad; 2) Pay more attention to employee welfare so that employees are motivated to work well and quality; 3) Providing convenience to employees who want to continue their education to a higher level so that the quality of personnel education is more balanced with the workload. Keywords: Innovation, Service, Public Sector  

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