Patterns of Training Evaluation Practices among Training Institutions in Malaysia

Experience has shown that one of the most effective ways trainers can improve their effectiveness and the training activities, In which they involved, is through evaluation evaluation is a systematic process of collecting and analyzing information for and about a programme which can be used for planning and guiding decision making as well as assessing the relevance, effectiveness and the impact of various programme components evaluation in training is an elusive concept especially when it comes to practice, there still appears to be more talks than action this criticism is largely explained by the unsystematic, Informal and ad-hoc evaluation been conducted by training Institutions. In Malaysia, training activities are monitored by the government agency called Human Resources Development Council Organisations are required to obtain training services from the training institutions that registered with the Council, In order to enable the organisations to get reimbursement for their training expenditures There is no study has been conducted to examine the practice of evaluation In training among these training Institutions this study examined the background characteristics of training evaluators, practices of evaluation In training, and identified the patterns of commonalities governing the practice

Islamic revival in human resource management practices among selected Islamic organisations in Malaysia

Purpose – In an era where religion predominantly presents an integral influence on the way most people live and work, an Islamic approach in managing human resources in Malaysia is apt. This is due to the fact that Muslim employees represent the largest percentage of the workforce in Malaysia and the Malaysian government is implementing an Islamization process in the country. The purpose of this paper is to explore the extent to which Muslim employees are aware of Islamic human resource management (HRM) practices and the extent to which Islamic organisations in Malaysia practice HRM based upon the Islamic approaches as outlined by the sacred Islamic texts. Design/methodology/approach – This is a survey-based research. It uses a self-developed questionnaire for data collection. A total of 121 Muslim employees who work in Islamic organisations participate as respondents in this paper. Factor analysis is used for data analysis. Findings – The results show that the selected Muslim employees in Islamic organisations in Malaysia are aware of the Islamic HRM practices which they practice frequently. Practical implications – Religious foundations of HRM strategies are important but are rarely highlighted in the literature. This paper would become an important reference for future studies pertaining to HRM practices in the Islamic context. An introduction to Islamic human resource practices is an initial attempt to provide managers with an additional way of managing people. For Muslim human resource managers who work in Islamic organisations, i.e. those Muslim-owned or dealing with Islamic teachings, it is an obligation for them to not only know but also to apply the Islamic approach in managing employees. Non-Muslim managers would have a better understanding of the expected and acceptable behaviours of their Muslim employees at the workplace. Among the behaviours expected of true Muslim employees; regardless of whom they work for, are honesty, trustworthiness, and continuous determination to work for the best. Originality/value – This paper is unique from other previous studies for instead of discussing Islamic management in general, this paper explores in depth every function of HRM based on authentic Islamic sources, as well as providing empirical evidence

HRM practices in micro enterprises focusing on employees’ satisfaction and commitment

This study examines the extent of informality of HRM practices among micro enterprises and their affect on employees’ satisfaction and commitment. It involved 857 employees working in micro enterprises in Kuala Lumpur. The results revealed that HRM practices in micro enterprises are formal, employees are satisfied and committed. Employees’ commitment variance is 68.0 percent explained by the predictors and it is significant. The results of the study are meaningful to the SME literature since not much research has been conducted in the area of human resource management of micro enterprises as compared to the research about small or large companies

Internal customer satisfaction towards HRM practices and its influence on external customers and organisational outcomes

This study measures the internal customer satisfaction towards HRM practices and its relationship with external customer satisfaction and with other organisational outcomes such as job satisfaction, employee commitment, and turnover intention. This study is unique because it examines the internal customer satisfaction, particularly towards one of the most important management aspects such as HRM practices. It uses the customers‟ satisfaction framework instead of job satisfaction framework. Data was collected from five universities in the Klang Valley. Data was collected from internal customers (employees) and external customers (students). There were 575 internal customers and 600 external customers participated in this study. The findings revealed that employees are satisfied with the HRM practices of their organisation. This study partially supports the hypothesis that internal customers‟ satisfaction is positively related to external customers‟ satisfaction whereby the students are satisfied with the academic staff, provided the academic staff members are given opportunity for career development and they receive good facilities and services for their well-being. The findings further revealed that external customers‟ satisfaction with administrative staff members, are very much affected by the HRM practices, except for selection. The relationships between turnover intention and HRM practices are rather low, yet significant except for recruitment which is found to be not significant. This study also found that turnover intention is positively related to HRM practices. This means that despite their satisfaction with the HRM practices, the employees have the intention of quitting their job for a better offer. The implications are discussed

Mediating effect of communication power on the relationships between networking and career success: a structural equation modeling approach

This study aims to investigate the mediating effect of communication power on the relationships between mentoring and career success. It also tests the moderating effects of proactive personality and self-efficacy in the model. The study employs a quantitative research design, using survey method with questionnaire as the instrument for data collection.The population of interest is the employees at the supervisory or managerial position in various organizations in Malaysia. A sample size of 400 supervisor/managers was used for the study. Most of the measures were adapted from established scales. The findings reveal that there is a mediating effect of communication power on the relationships. This means that mentoring influences the communication power which in turn influences career success. This study makes a significant contribution to the existing knowledge because not much is known about the effect of communication power on career success except for the work of Castells (2007). With the present influence of communication technology at the workplace, the findings of this study are useful to Human Resource (HR) practitioners for strategizing organisation career management and mentoring programme. This study does not only examine the effect of the two variables, information power and career success; it goes a step further by taking mentoring into the model

Information technology adoption among selected SMI owners in Malaysia: Implication to training

This paper examines the extent of Information Technology (IT) skill, usage and adoption among Small and Medium Industries (SMIs) owners in Malaysia.It also identifies the innovation characteristics and adopters categories among the SMI owners.There are 383 SMI owners participated in this study.The findings show that the IT skills possessed by the SMI owners in Malaysia are poor; the usage of IT is low and the adoption of IT is slow and late.The implications of the study are discussed

Training Evaluation: Clients Roles

Training evaluation is an elusive concept, especially when it comes to practice. The practice of evaluation in training has received a lot of criticism. This criticism is largely explained by the unsystematic, informal, and ad hoc evaluation that has been conducted by training institutions. In Malaysia, training activities are monitored by the government. Organisations are required to obtain training services from approved training providers registered with the government. Examines the clients’ demand toward evaluation, the commitment given by training providers, and the overall practice of evaluation by the training providers in Malaysia. Finds that the government, client and economic situations have influenced the evaluation practice in a positive direction

Social media influence on Malay family resilience towards challenges of the internet

In this modern and technological era, the social media can become a threat to the family. This study applies the Dependency Theory for users who actively seeking information at the expense of their own family resilience towards challenges of the Internet. As such, this study tries to explore the differences between the social media influence on the rural and urban Malay families. The objectives of the study are (1) to compare the social media used for communicating with family members and friends between the rural and urban families; (2) to compare the influence of social media on the rural and urban families; and (3) to differentiate the influence of social media on the rural and urban families on family resilience towards challenges of the Internet. A total of 800 respondents, representing families were surveyed, using the questionnaire for data collection. The results indicate a marked digital divide between the rural and urban families where the rural families use it for e-commerce while the urban families use more of the Internet for chatting, reading online newspaper and other materials while. The rural families use fewer types of the social media than the urban families. The social media influence the rural families positively while the urban families are affected both positively and negatively. As a whole, the rural families are more resilient than the urban families. Nonetheless, the Dependency Theory holds true for the social media influence on individualistic and antagonistic urban families

Do HRM practices facilitate innovation? A qualitative study in a developing country

Purpose – The purpose of this study is to examine the implementation of human resource management (HRM)practices that facilitate innovation in the public sector in a developing country.Design/methodology/approach – Qualitative method was engaged whereby a semi-structured interviewwas conducted to get the responses of two groups of employees which are top management and executive intwo types of public organizations which are awarded and non-awarded. The collected data was later analyzedthematically.Findings – The results show that there are differences and similarities among the public agencies in terms oftheir implementation of HRM practices that facilitate innovation. Apparently, the awarded public agencies dofollow HRM practices that really facilitate innovation such as local training, provide more types of rewards totheir employees and set a higher minimum level of innovation in their performance evaluation.Research limitations/implications – This research confines only 10 public agencies in Malaysia. Futurestudies might want to include a larger sample size to make the findings more extensive. It also would beinteresting to know different approaches in HRM implemented in the private organizations as well as toexamine their influences on performance and other organizational factors.Practical implications – Good and fair HRM practices such as training, reward and performance appraisalpractices that focus on innovation facilitate and produce more innovative employees and organizationinnovation. Thus, public managers should implement them to a higher extent.Originality/value – To the best of the authors’ knowledge, this is the first study that aims to engage thequalitative method in understanding how HRM practices can facilitate innovation in a developing country