The Relationship Between Lengthy Job Recruitment Process and NEET: A Study on Bangladesh Public Service Commission Respect to Selected Year’s BCS Exams

The NEETs indicator has become very popular in recent years and is increasingly used by individual researchers, governments, international organizations, and so on. It refers to the percentage of youth those who are not in employment, education, or training. In Bangladesh, the NEET percentage is higher than the other Asia-Pacific countries. This paper has addressed the relationship between the Lengthy Job Recruitment Process and NEET rate in Bangladesh's respect to BCS Exam Taken by the Bangladesh Public Service Commission. The study has applied a descriptive research design with a quantitative approach to determine the extent of each factor in the analysis. Data was collected from secondary sources like- ILOSTAT, News-portal, and BPSC annual reports for the years of 2010, 13, 16, and 17. Data were analyzed by using descriptive analysis (means and standard deviation, correlation analysis (Pearson Correlation), and simple linear regression analysis. The study found that lengthy job recruitment processing time has significant effects (P-value 0.068 at 0.10 significant levels) on NEET rate in Bangladesh with respect to selected year’s BCS exams taken by the Bangladesh Public Service Commission. The coefficient of determination (Adjusted R2=0.869) showed that 86.90% of the success recorded in the NEET rate changes in Bangladesh accounted for lengthy job recruitment processing time taken by the Bangladesh Public Service Commission with respect to selected year’s BCS exams.

Comparative Study of the Effectiveness of Secondary Schools Leadership: Promotee and Punjab Public Service Commission' Selectee

The study was aimed to check the effectiveness of secondary schools leadership, i.e. promotee and Punjab Public Service Commission (PPSC) selectees. It was descriptive research and cross-sectional survey design in nature. Population for this study comprised of all 4188 SSTs working under promotes and selectees school leadership across Punjab province. The sample consisted of 648 SSTs selected on a systematic random basis. The opinions were taken from SSTs about their school leadership by a self-developed questionnaire which was based on four points Likert scale. Independent sample t-test and Chi-square tests were applied to analyze the data. The study concluded that Punjab Public Service Commission' selectees school leadership regarding passionate vision, developing a conducive environment and struggle for fostering collaboration are found more effective than promotee school leadership. The study recommends training may be managed for both types of leadership, especially for promotee leaders for better performance.

The Influence of Staff Welfare on Employee Performance at Public Service Commission in Kenya

Employees represents the human capital factor in all organizations and embodies all human abilities regardless of the intrinsic or learnt qualities, whose worth could be improved by suitable development investments. Thus, organizations needs to provide more attractive compensation and qualitative packages to enhance the motivation of the people through incorporation of staff welfare practices. The objective of the study was to determine effect of staff conflict resolution on employee performance at Public Service Commission in Kenya. The specific objectives were to establish the influence of retirement benefits, allowances/benefits, compensation and medical insurance on organization performance the Public Service Commission in Kenya. This research adopted descriptive survey research design approach. The target population in this study comprised of  human resource department, staff welfare/public relations, and general management in the Public Service Commission in Kenya. The study sample size of 141 respondents were selected. The study selected the respondents using stratified proportionate random sampling technique. Data was collected mainly by use of semi structured questionnaires. Correlation and regression analysis were used to achieve the study objectives. The study found that staff welfare was positively and significantly affected employee performance. Therefore an increase in these factors will result in increased accessibility to increased employee performance. The study concludes that staff welfare is essential in creating a sense of recognition and satisfaction among the employees which improves their productivity. It is therefore also concluded that unbiased and competitive employee welfare framework should be established to evade poor employee turnover. The study recommends the managers and human resource practitioners to highly prioritize staff welfare as a key strategic practice in the organizations. Therefore, Human Resource Management is recommended to be undertaken as a tool for ensuring staff welfare are well addressed. It will help them in understanding the issues that affect the employees and their productivity.

The Influence of Staff Conflict Resolution on Employee Performance at Public Service Commission in Kenya

Staff conflict within organizations is a regular phenomenon in modern day. Employees are the life blood of the organization and thus staff conflict not resolved on time could be detrimental to organization performance. The objective of the study was to determine the effect of staff conflict resolution on employee performance at Public Service Commission in Kenya. The specific objectives were to assess the mediating role of employee participation on organization performance in the Public Service Commission in Kenya and to evaluate the impact of conflict resolutions on organization performance the Public Service Commission in Kenya. This research adopted descriptive survey research design and mixed mode research approach. The target population in this study comprised of the top, middle and low level managers in the Public Service Commission in Kenya. The study sample size of 141 respondents were selected. The study selected the respondents using stratified proportionate random sampling technique based on the management levels. Data was collected mainly by use of semi structured questionnaires. Path regression analysis was used to achieve the study objectives. The study found that conflict resolution positively and significantly affected employee performance. The study also found partial mediating effect of staff participation on the relationship between employee performances. This implied that staff conflict resolution impacts strongly and positively on performance of employees at public service commission. Staff conflict resolution will therefore be a milestone in employee performance. The study concluded that staff conflict resolution positively and significantly affect employee performance at public service commission. The important aspects of conflict resolution are participation of staff in conflict resolution and conflict resolution. Thus, conflict resolution is crucial in enhancing employee performance and hence organization performance. However, optimal results on conflict resolution cannot be achieved without employee participation. The study recommended that public service commission of Kenya should develop staff conflict resolutions mechanisms. Timely resolution of staff conflicts should be encouraged. Mechanisms of determining conflicts among the staff should be established. This will improve performance of the employees. The success of any organization is directly affected by the performance of the employees within the organization, whether or not those employees are dealing directly with customers. Key Words: Key Words: Staff Conflict Resolution, Staff Participation, Conflict Resolution, Staff Performance, Public Service Commission in Kenya This is an open-access article published and distributed under the terms and conditions of the Creative Commons Attribution 4.0 International License, United States unless otherwise stated. About the Authors: Nickson Lumwagi Agusioma- Doctor of Philosophy Degree in Human Resource Management, Mount Kenya University, Kenya

Gender Discrimination In Selection On Bureaucratic Jobs: A Case Study Of Sindh Public Service Commission

This research has focused on gender discrimination in selection on bureaucratic jobs through Sindh Public Service Commission (SPSC). The study was conducted on secondary data collected from annual reports of SPSC.The data was analyzed by the Management tool (fourth-fifths rule)and Statistical technique (Chi-square goodness of fit test). Analysis through 4/5th rule showed that in the combined competitive examination of year 2011, there was huge gender discrimination against females in the appointments of Deputy District Officers’ posts; and for the appointment on the posts of Section Officer, females were again discriminated as compared to males.Gender Discrimination in the appointment on the bureaucratic jobs was also assessed through Chi-Square goodness of fit test. Results yielded by the test showed that there was huge discrimination against females on the appointment of all bureaucratic jobs. This research has implications for the Government, Human Rights Activists and educated females.