GPH-International Journal of Business Management

Talent Retention and Competitive Advantage in Manufacturing Firms in South-South, Nigeria

2024-09-01T09:39:35+00:00

This study examined the correlation between talent retention and competitive advantage in manufacturing firms in South-South, Nigeria. Three hypotheses were formulated and tested using a convenience sampling method, with a total of 132 managers, supervisors, operational managers, heads of department of 57 manufacturing firms across the six states in South-South region of Nigeria participating. Out of the 132 distributed questionnaires, 120 were retrieved and analysed using the Pearson Moment Correlation Coefficient. The analysis revealed a positive and significant relationship between talent retention and the measures of competitive advantagein manufacturing firms in South-South, Nigeria. Based on these findings, the study concluded that talent retentionimproves competitive advantage.The study however recommended that manufacturing firms should; Implement comprehensive talent retention programs that focus on creating a positive work environment, providing career development opportunities, and offering competitive compensation packages.Focus on innovation and continuous improvement of product quality.Focus on improving operational efficiency and cost management practices.

Influence of Employee Involvement Practices on Employee Performance in Public Universities in Kenya

2024-09-03T07:55:41+00:00

The study examined the influence of employee involvement practices on employee performance in public universities in Kenya. The specific objective was to find out how employee involvement constructs (employee voice, information sharing, incentives, and delegation) influence employee performance in public universities. Descriptive survey design was used, guided by Social Exchange Theory (SET), and a positivism philosophy. The target population of the study comprised all employees in 30 accredited public universities in Kenya with a total population of 35,502 employees. A sample size of 385 employees was obtained using the statistical formula of Fisher for calculating sample size and respondents chosen using stratified random sampling technique. The data collected was analyzed using both descriptive and inferential statistic. Descriptive statistics was done by computing the percentages, mean and standard deviation which assisted with the generalization of results. Inferential statistic involved hypotheses testing and testing of relationships between variables using correlations. The study found that there was a significant positive correlation between employee involvement and employee performance with a strong regression coefficient of (β = .809, p ˂ .000). Employee involvement constructs accounted for 65.5% variation in employee performance. This means that when employee involvement practices are well managed, employee performance is likely to increase. The study concludes that employee involvement significantly influence employee performance and recommends the adoption of employee involvement programs by public universities to enhance performance, growth and competitiveness in both regional and global markets. By implementing these recommendations, public universities can foster a more engaging and productivity work environment, leading to enhanced employee performance and overall institutional success.

FRINGE BENEFITS AND EMPLOYEE PERFORMANCE IN THE NIGERIAN CIVIL SERVICE: A STUDY OF SELECTED LOCAL GOVERNMENT COUNCILS IN DELTA STATE, NIGERIA

2024-09-07T09:41:20+00:00

This study investigated the effect of fringe benefits on employee performance. The study focused on civil service employees in selected local government councils in Delta State, Nigeria. Survey research design was used and questionnaire was the major instrument of data collection which was administered to 167 employees of four (4) selected local government councils in Delta State. Two fringe benefits dimensions were used namely; retirement and educational/house allowance benefits. Data gathered were analyzed using descriptive statistics (mean, standard deviation, minimum and maximum values, Pearson correlation); post-estimation statistics (variance inflation factor) and inferential statistics (multiple regression). Findings indicated that retirement fringe benefit positively and significantly influence the level of employee performance (t-value = 8.77; Prob. = 0.0000 < 0.05). It was also found that educational/house allowance fringe benefit positively and significantly influence employee performance (t-value = 6.459; Prob. = 0.0000 < 0.05). On the basis of the findings, it was recommended that the Civil Service Commission should continually provide and accelerate retirement benefits to employees because it would help create a sense of loyalty and enhance their performance and productivity. The commission should review the current educational/house allowance benefit so as to retain talented employees and increase organizational outcomes.

JEL Classification: J26, L32, M54, O15

LES CONFLITS AU SEIN DES ENTREPRISES ET LA VEILLE SOCIALE

2024-09-12T06:14:18+00:00

Les conflits sociaux sont des phénomènes inévitables dans le tissu des relations humaines au sein des organisations. De l'opposition à de nouvelles politiques
d'entreprise à la lutte pour de meilleures conditions de travail, ces conflits peuvent émerger à tout moment, impactant la productivité, la morale et même la réputation d'une entreprise. Dans ce contexte, la mise en place d'une veille stratégique devient cruciale pour anticiper, gérer et, dans l'idéal, prévenir ces situations délicates.

Les conflits sociaux ne se limitent pas aux grèves et aux manifestations. Ils se manifestent également à travers des mécontentements, des désaccords et des tensions latentes au sein des équipes. Comprendre les origines de ces conflits est essentiel pour les résoudre de manière efficace. Des changements organisationnels mal communiqués, des politiques de ressources humaines floues, ou même des problèmes de culture d'entreprise peuvent tous alimenter ces tensions.

La veille stratégique consiste à collecter, analyser et utiliser des informations pertinentes pour anticiper les tendances et les événements. Appliquée aux conflits sociaux, elle permet aux entreprises d'identifier les signaux précurseurs, tels que des discussions animées sur les réseaux sociaux internes, des augmentations de plaintes internes, ou des groupes informels d'employés exprimant des préoccupations similaires.