Desarrollo del personal y su contribución a la mejora de la satisfacción laboral en la Gerencia de Personal de la Municipalidad Provincial de Trujillo en el año 2016

El presente estudio se ha realizado con el propósito de explicar el desarrollo del personal y su contribución a la mejora de la satisfacción laboral de los trabajadores de la Gerencia de Personal de la Municipalidad Provincial de Trujillo. Para ello se consideró como enunciado del problema ¿De qué manera el desarrollo del personal contribuye a mejorar el nivel de satisfacción laboral en la Gerencia de Personal de la Municipalidad Provincial de Trujillo? Con el fin de dar respuesta a esta interrogante se plantea un objetivo general: Medir el impacto del desarrollo del personal en la mejora de la satisfacción laboral de los trabajadores de la Gerencia de Personal de la Municipalidad Provincial de Trujillo. Además, tres objetivos específicos que se inclinan a identificar los factores del desarrollo del personal, evaluar la satisfacción del personal, diseñar y aplicar un plan de mejora para el desarrollo del personal que contribuya a la satisfacción laboral, evaluar la satisfacción laboral después de aplicar el plan de mejora del desarrollo del personal. La hipótesis es: El Desarrollo del Personal contribuirá a mejorar el nivel de Satisfacción laboral en la Gerencia de Personal de la Municipalidad Provincial de Trujillo. Se utilizó el diseño lineal con observación antes y después, empleando la técnica de la encuesta y utilizando como instrumento un cuestionario para la recolección de datos. Se consideró como muestra representativa a los trabajadores de la Gerencia de personal de la Municipalidad Provincial de Trujillo conformada por un total de 57 trabajadores. Como resultado del análisis se ha podido constatar que los objetivos de investigación han sido logrados satisfactoriamente; de igual manera la hipótesis ha sido confirmada, en el sentido que el Desarrollo del Personal influye positivamente en la Ssatisfaccion Laboral en la Gerencia de Pesonal de la Municipalidad Provincial de TrujilloThis study was conducted with the purpose of explaining the development of staff and their contribution to improving job satisfaction of employees of Personnel Management of the Provincial Municipality of Trujillo. To this was considered as problem statement how staff development contributes to improving the level of job satisfaction in Personnel Management of the Provincial Municipality of Trujillo? In order to answer this question raises a general objective: To measure the impact of staff development on improving job satisfaction of employees of Personnel Management of the Provincial Municipality of Trujillo. In addition, three specific objectives that are inclined to identify the factors of staff development, assessing staff satisfaction, design and implement an improvement plan for staff development that contributes to job satisfaction, evaluate job satisfaction after applying improvement plan staff development. The hypothesis is: The Staff Development will help to improve the level of job satisfaction Personnel Management of the Provincial Municipality of Trujillo. Linear design was used with observation before and after using the survey technique and using as a questionnaire for collecting data. It was considered as representative workers Management personnel of the Provincial Municipality of Trujillo consists of a total of 57 workers shows. As a result of the analysis it has been shown that the research objectives have been achieved satisfactorily; similarly, the hypothesis has been confirmed in the sense that the Staff Development positive influence on job satisfaction in the Personnel Management of the Provincial Municipality of Trujillo.Tesi

The impact of performance appraisal on job performance among employees at Perbadanan Kemajuan Negeri Melaka, 2007 / Noorhafezah Md Noor

Purpose – There are four purposes to this research. First, to identify the tools that company use to evaluate their staff. Second, to identify the important of performance appraisals towards staffs’ performance. Third, to identify the effectiveness of performance appraisals towards staff’s performance and the organization achievement. And lastly, to identify the staff’s satisfaction after performance appraisal process. Design/Methodology – The type of research is Descriptive Research, which is conducted to discover and determine the characteristics of a population. It seeks to determine the answer to the questions of who, what, when, where and how. Data gathered from questionnaires, interviews and observations. Sample size is 50 for this research. Finding – There were an impact of performance appraisals on job performance. Performance appraisal is a step to know how well employees’ job performance based on the results of performance appraisal. This study is more to know the good impact from performance appraisal system. Managers can use performance appraisal information in four ways. There are motivation, personnel movement, training and feedback for improvement and personal development. Research limitations – This study was conducted with 50 sample size from the population. Each staff has different feedback in answering the questionnaire so it gives impact to this study. Practical Implication - Study results show that performance appraisal needs to analysis and further study on their feedback. The study needs on how to improve or eliminating the weaknesses or dissatisfaction by employees on performance appraisal system in evaluating employees’ job performance

Research and Applications of the Processes of Performance Appraisal: A Bibliography of Recent Literature, 1981-1989

[Excerpt] There have been several recent reviews of different subtopics within the general performance appraisal literature. The reader of these reviews will find, however, that the accompanying citations may be of limited utility for one or more reasons. For example, the reference sections of these reviews are usually composed of citations which support a specific theory or practical approach to the evaluation of human performance. Consequently, the citation lists for these reviews are, as they must be, highly selective and do not include works that may have only a peripheral relationship to a given reviewer\u27s target concerns. Another problem is that the citations are out of date. That is, review articles frequently contain many citations that are fifteen or more years old. The generation of new studies and knowledge in this field occurs very rapidly. This creates a need for additional reference information solely devoted to identifying the wealth of new research, ideas, and writing that is changing the field

Investigation on the Relationship Between Business Performance and Business Satisfaction: Company Example

This research is designed to examine the relationship between job performance, job satisfaction and intent to leave work. The research consists of a research department in order to be able to reveal the relation between conceptual sections and concepts formed as a result of the examination and evaluation of the domestic and foreign sources in the literature. In the conceptual section of the study has been completed by exploring the concepts of work performance, job satisfaction and intention to leave the work in the literature, published articles, books and magazines. The concepts such as the collection of methods and data used, sample size of the universe were included in the study. A descriptive and relational screening model was chosen to test whether the performance of the staff, the job satisfaction, and the intention to leave the work as a model of the study. In the study, the results of the questionnaire method were analyzed and the findings were presented in order to express the effects of job performance, job satisfaction and job separation intention. As a result of the research findings obtained, evaluations were made and various proposals were made and the study was concluded.   &nbsp

A Framework proposal for monitoring and evaluating training in ERP implementation project

During the last years some researchers have studied the topic of critical success factors in ERP implementations, out of which 'training' is cited as one of the most ones. Up to this moment, there is not enough research on the management and operationalization of critical success factors within ERP implementation projects.Postprint (published version

Audit committees and internal auditors: Using LMX for relationship analysis

The purpose of this paper is to provide a theoretically-informed meaning for the ‘quality of the audit committee-internal auditor relationship’ construct and to provide a new instrument for its measure. Leader-Member Exchange Theory (LMX theory) is widely accepted in the management communication and management literature as one which can be used to explain the development of a leader-member relationship and the quality of such a relationship. The analysis will be grounded in the LMX literature, and in understanding of the relationship between the audit committee and internal auditors. This paper is a contribution to the literature as such application of LMX is a newly theorised initiative to enable researchers to improve our understandings of this important corporate relationship. The output of this analysis can be used for research which evaluates the quality of the audit committee-internal auditor relationship (AC-IA relationship)

Managerial Discretion in the Use Of Self-Ratings in an Appraisal System: The Antecedents And Consequences

Self-evaluations of performance have elicited the interests of researchers over the last four decades. Supporters attest to the importance of employee involvement in the appraisal process while detractors raise issues concerning leniency, validity and purpose. This study examines the circumstances under which superiors have discretion to ask subordinates to self-evaluate their performance in an ongoing appraisal system. Three primary issues are investigated: the conditions under which superiors requested subordinates to self-evaluate, the relationship between opportunity to self-evaluate and the type of post-appraisal interview that was conducted, and the impact of self-ratings on performance appraisal outcomes. Three hundred twenty-six subordinates responded to questions about the performance appraisal process. Results showed leader-subordinate relationships were strong predictors of opportunity to self-rate. Self-ratings were strongly related to type of interview conducted and had an impact on perceived fairness of ratings. While criticism of self-ratings exists, our findings indicate that voluntary self-ratings, focusing on performance development, have a positive impact on the appraisal process

Proposing a Manager Profile that is Predictive of Employee Job-Embeddedness, Satisfaction, and Engagement

Numerous studies have been conducted on leader-member exchange (LMX) theory and its application to organizational growth and development with a focus on the quality of relationships between leaders and their employees. There is an opportunity to expand upon the theory and its application to the hospitality industry. Understanding that this industry focuses on service delivery, which is influenced by relationships between leaders and employees, hospitality organizations can benefit from understanding what attributes of leaders contribute to high quality LMX relationships with employees

Does it work? evaluating a new pay system

This report focuses on the evaluation of the impact of new pay systems in large, unionised multi-site organisations by the organisations themselves. Evaluation of the effectiveness of a pay system, however, does not take place in a vacuum and relates to the aims and objectives of the pay system concerned. Moreover, evaluation is not an end in itself. It is, therefore, relevant to consider if any further steps were taken as a result of evaluation. Accordingly our research questions were: • What were the aims and objectives of organisations when introducing new pay arrangements? • What data did organisations collect and review to inform their evaluation? • What steps have organisations taken as a result of their evaluation? We re-appraised our data from 10 NHS trusts in England which had introduced some innovations in pay and grading in the 1990s. Additionally, we looked at seven multi-site unionised organisations outside the NHS in both the public and private sectors, which had recently made changes to their reward systems, carrying out interviews and inspecting documents. The main output is a template for the evaluation of Agenda for Change by NHS organisations

Internal Marketing and Market Orientation of Mobile Telecommunication Companies in Nigeria

The purpose of this study was to empirically investigate how Internal Marketing influences Market Orientation of Mobile Telecommunication Firms in Nigeria. Three hundred and seventy four (374) copies of the questionnaire were administered to respondents. Upon retrieval and data cleaning, 338 copies were subjected to Data analysis. Data analyses were aided by the use of SPSS version 20 and hypotheses were tested using the Simple Regression method. After the data analysis, it was revealed that: Most sampled employees agreed that internal marketing has led the firm to have sufficient understanding of the needs and preferences of customers to be able to continuously create superior value for them, understand the short-term strengths and weaknesses and the long-term capabilities of both current and potential competitors, and has been responsible for the improved level of their networks’ ability to coordinate personnel and other resources throughout the organisation. Internal Communication, Job Satisfaction and Employee Motivation were found to be strong dimensions of Internal Marketing that positively and significantly influences all the three measures of Market Orientation (customer focus, competitor focus and interfunctional coordination). There is a significant and positive influence of Organisational Commitment on the relationship between Internal Marketing and Market Orientation. We therefore concluded that all the three dimensions of Internal Marketing (internal communication, job satisfaction and employee motivation) positively correlate with the measures of Market Orientation (customer focus, competitor focus and interfunctional coordination). Also, there is a significant and positive influence of Organisational Commitment as moderating variable on the relationship between Internal Marketing and Market Orientation. Based on the findings and conclusions we recommended that since Internal Communication, Job Satisfaction and Employee Motivation all positively relates with Market Orientation, Mobile telecommunication firms in Nigeria should: Improve how both informal and formal information are exchanged between management and employee. Improve their physical facilities, equipment and communication materials, create opportunities for career development and regularly evaluate employees satisfaction with their work situation to know if employee’ enjoy and sees their job as pleasurable and satisfying. Improve employee motivation by giving financial incentives for additional work done, giving health insurance and also make the work environment comfortable. Also, since Organisational Commitment positively and significantly influences the relationship between Internal Marketing and Market Orientation, Mobile Telecommunication firms need to improve activities in the organisation that will make the employees proud to associate with the organisation as a result make them to be loyal and proud to discuss their organisation with others outside the organisation and want to stay even if they get a better offer