Annals of Human Resource Management Research
Annals of Human Resource Management Research (AHRMR) is an international, peer-reviewed, and scholarly journal which publishes high-quality research to answer important and interesting questions, develop or test theory, replicate prior studies, explore interesting phenomena, review and synthesize existing research and provide new perspective aimed at stimulating future theory development and empirical research across the human resource management discipline.
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<![CDATA[Battle with Covid-19: the best recommendations for business professionals ]]>
<![CDATA[Dinusha Dissanayake]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.321
<![CDATA[Purpose: Workforce healthiness is presently considering the cutting-edge duty in any organization today. The motive of this effort is to provide the best recommendations for business professionals for the survival of their business. Research methodology: The study was inductive and qualitative which conducted a methodical critique of literature as desk research. Pieces of writing in 2019 and 2020 have been reviewed. The content analysis is used as the analysis technique. Results: The researcher recognized workforce protection, business continuity, financial crisis management, contingency planning, and review as five themes associated with the core recommendations for business professionals throughout the corona rampant. Limitations: the secondary data and content analysis may cause subjective limitations to the study. Contribution: Throughout the study, business professionals can review core practices that can adapt in the enterprise under the Coronavirus. Thus, they can use research findings for strategy formulation in the future. Keywords: Covid-19, Recommendations, Business professionals]]>
<![CDATA[Society participation in the village fund program for development in Kletek village, Central Malaka sub-district, Malaka regency ]]>
<![CDATA[Jimy Handry Nahak]]>;
<![CDATA[Petrus Kase]]>;
<![CDATA[Pius Bumi Kelen]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.323
<![CDATA[Purpose: The purpose of this research was to describe and analyse society participation in the Village Fund for Development Program in Kletek Village, Central Malaka District, Malaka Regency. Research Methodology: This research is qualitative in nature. The informants who were selected purposively were 21 people. Results: The findings in this study are that society does not participate because the village apparatus is less open in capturing society’s aspirations, and there is no publication to the society so that it appears that government officials tend to be closed off about the use of funds. Limitations: The limitation of this research is that the research only focuses on the Kletek Village society’s participation in the Village Fund Program. Contribution: This research becomes scientific information for public administration program. Keywords: Participation, Decision making, Implementation, Use, Evaluation]]>
<![CDATA[A contribution to the human capital investment debate vis-à-vis economic growth: the case for Nigeria ]]>
<![CDATA[Lasbrey ANOCHIWA]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.364
<![CDATA[Purpose: Human capital development is essentially vital in enhancing economic growth and Nigeria needs to grow. This study investigates the contribution of human capital to growth in Nigeria. Research methodology: We have disaggregated the article's variables into different models, for a better result. We employed the Autoregressive Distribution Lag (ARDL) framework to examine the relationship between the variables. E-views software was used as applied in Akbari, Chude and Chude (2013). Result: The result shows that there exists a long-run relationship between the human capital indices, education and health in Nigeria and economic growth. Though the coefficient is positive but has a statistically insignificant relationship with human capital development and economic growth. Limitation: The study was hindered by the availability of data. Contribution: It is satisfactory to know from the study that human capital is still relevant in explaining growth in Nigeria. Keywords: Human capital, Economic growth, Development]]>
<![CDATA[Factors affecting the turnover intention among employees in Penang manufacturing industry ]]>
<![CDATA[Tin Phang Ooi]]>;
<![CDATA[Kok Ban Teoh]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.379
<![CDATA[Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach will be used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, the future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastation effects of turnover and be equipped with strategies to decrease the turnover rate. Keywords: Employee, Job demands, Manufacturing industry, Organizational commitment, Turnover intention, Work engagement]]>
<![CDATA[Factors influencing the SME business success in Malaysia ]]>
<![CDATA[Chin Hui Lim]]>;
<![CDATA[Kok Ban Teoh]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.380
<![CDATA[Purpose: The research aimed to investigate the factors that influence SME business success in Malaysia. Research methodology: This study employed a quantitative research design and used a paper-based online questionnaire to collect data from 100 SME entrepreneurs in Malaysia. Smart PLS 3.2.8 was used to analyse the data collected in this study. Results: The study concluded that the factors of entrepreneurs’ personalities traits and effective marketing have no significant relationship with SME business success, while the strategic planning and management is significantly positive related to SME business success. Limitations: The present study had a small number of respondents to obtain more accurate results. Contribution: The results can be useful to optimise the local SME business performance by presenting the factor that is significantly and positively influencing business success. This study makes a new attempt to demonstrate the effect of strategic planning and management on SME business success in Malaysia. Besides, the research emphasises the importance of implementation of strategic planning and management in SME business to enhance the rate of business success. Keywords: Business success, Malaysia, SME]]>
<![CDATA[Reward strategies and job satisfaction in private companies: a case of Uganda Breweries-Luzira ]]>
<![CDATA[Boniface Okello Ochwo]]>;
<![CDATA[David Mwesigwa]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v1i1.406
<![CDATA[Purpose: This study aimed to determine the relationship between reward structures and employee job satisfaction at Uganda Breweries, Port Bell in Luzira. Research methodology: It was cross-sectional, quantitative though involving qualitative elements. The study involved 150 respondents sampled using purposive and convenience sampling strategies. Data was collected using a self-administered questionnaire and an interview guide. The findings reveal a significant positive relationship between financial rewards structures and employees' job satisfaction at Uganda Breweries. Results: The findings suggest a significant positive relationship between non-financial rewards structures and employees' job satisfaction at Uganda Breweries Port Bell at Luzira. The findings further advocate for enhanced attention linking promotions to job satisfaction of employees at Uganda Breweries. It is concluded that financial rewards, non-financial reward strategies and promotions had a highly positive significant relationship on employee job satisfaction at Uganda Breweries-Luzira. Limitation: This study was limited to Uganda Breweries at Port Bell, a private company and so its findings may not easily be generalised across organisations. Contribution: The results can be useful to private-sector managers. Keywords: Financial rewards, Non-financial reward, Job satisfaction, Decision-making, Income]]>
<![CDATA[Battle with Covid-19: the best recommendations for business professionals ]]>
<![CDATA[Dissanayake, Dinusha]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
Show Abstract
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DOI: 10.35912/ahrmr.v1i1.321
<![CDATA[Purpose: Workforce healthiness is presently considering the cutting-edge duty in any organization today. The motive of this effort is to provide the best recommendations for business professionals for the survival of their business. Research methodology: The study was inductive and qualitative which conducted a methodical critique of literature as desk research. Pieces of writing in 2019 and 2020 have been reviewed. The content analysis is used as the analysis technique. Results: The researcher recognized workforce protection, business continuity, financial crisis management, contingency planning, and review as five themes associated with the core recommendations for business professionals throughout the corona rampant. Limitations: the secondary data and content analysis may cause subjective limitations to the study. Contribution: Throughout the study, business professionals can review core practices that can adapt in the enterprise under the Coronavirus. Thus, they can use research findings for strategy formulation in the future. Keywords: Covid-19, Recommendations, Business professionals]]>
<![CDATA[Society participation in the village fund program for development in Kletek village, Central Malaka sub-district, Malaka regency ]]>
<![CDATA[Nahak, Jimy Handry]]>;
<![CDATA[Kase, Petrus]]>;
<![CDATA[Kelen, Pius Bumi]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
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DOI: 10.35912/ahrmr.v1i1.323
<![CDATA[Purpose: The purpose of this research was to describe and analyse society participation in the Village Fund for Development Program in Kletek Village, Central Malaka District, Malaka Regency. Research Methodology: This research is qualitative in nature. The informants who were selected purposively were 21 people. Results: The findings in this study are that society does not participate because the village apparatus is less open in capturing society’s aspirations, and there is no publication to the society so that it appears that government officials tend to be closed off about the use of funds. Limitations: The limitation of this research is that the research only focuses on the Kletek Village society’s participation in the Village Fund Program. Contribution: This research becomes scientific information for public administration program. Keywords: Participation, Decision making, Implementation, Use, Evaluation]]>
<![CDATA[A contribution to the human capital investment debate vis-à-vis economic growth: the case for Nigeria ]]>
<![CDATA[ANOCHIWA, Lasbrey]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35912/ahrmr.v1i1.364
<![CDATA[Purpose: Human capital development is essentially vital in enhancing economic growth and Nigeria needs to grow. This study investigates the contribution of human capital to growth in Nigeria. Research methodology: We have disaggregated the article's variables into different models, for a better result. We employed the Autoregressive Distribution Lag (ARDL) framework to examine the relationship between the variables. E-views software was used as applied in Akbari, Chude and Chude (2013). Result: The result shows that there exists a long-run relationship between the human capital indices, education and health in Nigeria and economic growth. Though the coefficient is positive but has a statistically insignificant relationship with human capital development and economic growth. Limitation: The study was hindered by the availability of data. Contribution: It is satisfactory to know from the study that human capital is still relevant in explaining growth in Nigeria. Keywords: Human capital, Economic growth, Development]]>
<![CDATA[Factors affecting the turnover intention among employees in Penang manufacturing industry ]]>
<![CDATA[Ooi, Tin Phang]]>;
<![CDATA[Teoh, Kok Ban]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 1 No. 1 (2021): March ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
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DOI: 10.35912/ahrmr.v1i1.379
<![CDATA[Purpose: The objective of the present study is to examine how work engagement, job demands and organizational commitment affect turnover intention among employees in Penang manufacturing industry. Research Methodology: Quantitative approach will be used in this study by distributing the online questionnaire to collect data from a sample of 75 employees drawn from manufacturing companies in Penang, Malaysia. Results: The present study found out that work engagement and job demands have no significant relationship with turnover intention. Besides, the present study indicates that organizational commitment is negatively related to turnover intention. Limitations: In this research, only 75 employees from Penang manufacturing industry had participated in the study. Since this small number of employees could not represent the entire Malaysia population, the future research should expand to involve a bigger sample of employees from Malaysia manufacturing industry to collect more reliable results. Contribution: The findings of this research provide benefits to the Federation of Malaysian Manufacturing (FFM) and manufacturing companies as they can understand the devastation effects of turnover and be equipped with strategies to decrease the turnover rate. Keywords: Employee, Job demands, Manufacturing industry, Organizational commitment, Turnover intention, Work engagement]]>
