For decades ago precisely during the late 70's personnel management and administration was chosen to be the desirable for office practices as far as designing and maintaining payroll as well as keeping employee records is concerned. Normally this information is kept in a data base and retrieved on demand. This was however to be replaced by the sophisticated technology based human resource management (E-HRM) that emerges to help modernize, update and re structure core human resource management (HRM) practices, reduce costs, and perk up efficiency. This study investigates the connection between performance management system, technology based human resource management (E-HRM) and employee retention; among academics in higher educational institutions in Nigeria. The findings revealed that the successes and achievements of technology based HRM in companies are not beyond the reach of higher educational institutions.
This study is aimed at revealing how performance management system (PMS) relates to procurement and separation among employees in an organization. Several researches have been embarked upon in determining how one or two human resource management (HRM) practice (s) influence employee performance, however, an approach to studying the mediating effect of ICT adoption between procurement and separation and performance management system is still begging for rigorous academic attention. To reduce this widely created gap, the paper aimed at determining whether the procurement and separation are correlated to performance management system. The results however obtained through SmartPLS confirmed that there is full mediation effect of ICT adoption on one relationship and a partial mediation effect on the other.
Encouraging employees to put more effort towards achieving organizational goals through good career planning practice has been the focus of many studies. Nevertheless, examining the fundamental reasons why and how career planning/development practice predict performance remains unclear. This study, examined the direct and indirect relationships between career planning/development practice with employee performance (task and contextual) through the mediation of perceived career opportunity. Using a cross sectional survey of 265 employees of 27 local governments in North Western Nigeria, the results of Partial Least Square-Structural Equation Modeling (PLS SEM) revealed that career planning practice predicts employee task and contextual performance and perceived career opportunity was found to have mediated the relationships.
T raditional and alternative medicine which is a phrase used to describe a set of healthcare practices delivered outside the conventional healthcare system is still popular among indigenous Africans (James et al., 2018). In Nigeria, traditional medical interventions encompass administration of local herbs, as well as indigenous healthcare practices including bone settings, and cauterisation. The practice is widespread, and a considerable number of Nigerians rely on such practices to heal and maintain their health (Kasilo and Trapsida, 2010). One of the contributing factors driving patronage is poverty and lack of accessibility to new biomedical services, particularly among remote locations (Krah and Ragno, 2018). However, despite its perceived benefits, traditional remedies are associated with lots of risks and undesirable effects (Krah and Ragno, 2018). Iatrogenic illnesses are those adverse health conditions that follow diagnostic and therapeutic procedures undertaken on a patient or other forms of medical interventions (Chauhan et al., 2013). Although more commonly associated with modern medical interventions, including adverse drug effects, its original meaning may extend to health conditions that result from remedies offered by traditional healers. One of such practices in livestock in Nigeria is the use of a hot knife or metal spear to do branding, cauterisation or lancing of infected skin lump,
Aims: To reveal how the relationship between employee separation and employee performance management could be reconciled via electronic human resource management (e-HRM) Study Design: Multimode survey technique.
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