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Fulltext Training Methods For Developing Project Team Members

Majid G. Al-Nabae, Dania Sammani

International Journal of Innovation and Industrial Revolution, 2019;1(1):1-12.
MyJurnal

There are many factors determining the success or failure of the projects. Skills and competencies play a critical role in project management and shortage of skilled project managers and workers has become worldwide issue and a crucial risk that hindering the projects in achieving their objectives and increase the opportunities of project successful. There are two types of training methods used to provide soft and hard skills for project managers and team members. The aim of this paper is to specify the training methods that have roles in project teamwork training to enhance project performance. This paper uses a literature survey of the content of the research papers in project management training and training methods, to identify what extent training methods are related to project performance. This paper emphases the significance of the training process to enhance the project performance and reveals that on-the-job training, lectures and case study methods are most commonly used in project management training. This paper contributes to increasing awareness of the importance of training methods in project management as a feasible strategy to improve the performance of the projects and amply highlights the importance of skills in project management.

Matched MeSH terms: Personnel Management
Fulltext Kecerdasan emosi dan motivasi kerja dalam kalangan subordinat MARDI

Amira W, Muhammad Ajib Abd R, Fatimah Y

Jurnal Psikologi Malaysia, 2016;30:52-60.

The objective of this study is to identify whether emotional intelligence among employees between grades N17 to N27 substantially affects their work motivation in the organisation of Mardi. This study used the instruments of Emotional Competence Inventory (ECI) and Employee Performance Measure. Data were collected by using questionnaires that were distributed to 50 staffs in Human Resources Management Division, Headquarters of MARDI, Serdang, Selangor. The results of correlation analysis showed that the relationship between emotional intelligence and motivation among employees in Grade 17 to 27 that are working in MARDI is not significant. In addition, the different levels of emotional intelligence according to their positions were not significant, however, for different levels of self-motivation by grade showed a significant and positive relationship. The research findings can give a good benefit to MARDI Division Human Resources Management in the effort of improving the quality of work and services among support staffs.

Matched MeSH terms: Personnel Management
Fulltext Conformity to occupational safety and health regulations in small and medium enterprises

Baba Md Deros, Ahmad Rasdan Ismail, Mohd Yusri Mohd Yusof

Journal of Occupational Safety and Health, 2012;9(1):1-6.
MyJurnal

Regulation on occupational safety and health in Malaysia had evolved from the prescriptive Factory and Machinery Act (1967) to a self-regulated Occupational Safety and Health Act (1994). However, from the authors’ observation the high standards of occupational safety and health culture that surpass the legal requirement were not widely practiced by small and medium enterprises (SMEs). The two main objectives of this study are: first, to identify and determine the level of conformity; and second, to investigate the reasons of nonconformity to Occupational Safety and Health Act (1994) regulation in SMEs involved the chemical industry sub-sectors. The survey questionnaire was distributed to 150 SMEs in chemical industry sub-sectors. Forty one of the survey questionnaires were completed and returned, giving a response rate of 27.3% for the survey. The survey results revealed that an overwhelming majority (92.7%) of the respondents from SMEs are likely not conforming to the basic requirement of Occupational Safety and Health Act (1994). In addition to this, the survey also found that only 3.1% of the management personnel can be considered competent in terms of knowledge, skill and ability in carrying out occupational safety and health regulation within their respective organization. While, 96.9% of the respondents that participated in the survey can be considered not competent. The authors hope the result of this survey could assist the relevant authorities in formulating a better policy and strategy for implementing occupational safety and health in SMEs involved in chemical industry sub-sectors.

Matched MeSH terms: Personnel Management
Fulltext Job strain among Malaysian office workers of a multinational company

Maizura H, Retneswari M, Moe H, Hoe VC, Bulgiba A

Occup Med (Lond), 2010 May;60(3):219-24.
PMID: 20308258 DOI: 10.1093/occmed/kqq001

Information on job strain exposure among Malaysian workers in multinational companies is limited.

Matched MeSH terms: Personnel Management*
Fulltext The effect of job organizational factors on job satisfaction in two automotive industries in Malaysia

Dawal SZ, Taha Z

J Hum Ergol (Tokyo), 2007 Dec;36(2):63-8.
PMID: 18572797 DOI: 10.11183/jhe1972.36.2_63

A methodology is developed in diagnosing the effect of job organizational factors on job satisfaction in two automotive industries in Malaysia. One hundred and seventy male subjects of age 18-40 years with the mean age of 26.8 and standard deviation (SD) of 5.3 years and the mean work experience of 6.5 years and SD of 4.9 years took part in the study. Five job organizational factors were tested in the study including job rotation, work method, training, problem solving and goal setting. A job organization questionnaire was designed and was based on respondents' perception in relation to job satisfaction. The results showed that job organization factors were significantly related to job satisfaction. Job rotation, work method, training and goal setting showed strong correlation with job satisfaction while problem solving had intermediate correlation in the first automotive industry. On the other hand, most job organization factors showed intermediate correlation with job satisfaction in the second automotive industry except the training factor which had low correlation with job satisfaction. These results highlight that job rotation, work methods, problem solving and goal setting are outstanding factors in the study of job satisfaction for automotive industries.

Matched MeSH terms: Personnel Management/methods
Fulltext Critical Factors Influencing Decision to Adopt Human Resource Information System (HRIS) in Hospitals

Alam MG, Masum AK, Beh LS, Hong CS

PLoS One, 2016;11(8):e0160366.
PMID: 27494334 DOI: 10.1371/journal.pone.0160366

The aim of this research is to explore factors influencing the management decisions to adopt human resource information system (HRIS) in the hospital industry of Bangladesh-an emerging developing country. To understand this issue, this paper integrates two prominent adoption theories-Human-Organization-Technology fit (HOT-fit) model and Technology-Organization-Environment (TOE) framework. Thirteen factors under four dimensions were investigated to explore their influence on HRIS adoption decisions in hospitals. Employing non-probability sampling method, a total of 550 copies of structured questionnaires were distributed among HR executives of 92 private hospitals in Bangladesh. Among the respondents, usable questionnaires were 383 that suggesting a valid response rate of 69.63%. We classify the sample into 3 core groups based on the HRIS initial implementation, namely adopters, prospectors, and laggards. The obtained results specify 5 most critical factors i.e. IT infrastructure, top management support, IT capabilities of staff, perceived cost, and competitive pressure. Moreover, the most significant dimension is technological dimension followed by organisational, human, and environmental among the proposed 4 dimensions. Lastly, the study found existence of significant differences in all factors across different adopting groups. The study results also expose constructive proposals to researchers, hospitals, and the government to enhance the likelihood of adopting HRIS. The present study has important implications in understanding HRIS implementation in developing countries.

Matched MeSH terms: Personnel Management/methods*
A critical review of the nursing shortage in Malaysia

Barnett T, Namasivayam P, Narudin DA

Int Nurs Rev, 2010 Mar;57(1):32-9.
PMID: 20487472 DOI: 10.1111/j.1466-7657.2009.00784.x

This paper describes and critically reviews steps taken to address the nursing workforce shortage in Malaysia.

Matched MeSH terms: Personnel Management
Relationships among perceived career support, affective commitment, and work engagement

Poon JM

Int J Psychol, 2013;48(6):1148-55.
PMID: 23406464 DOI: 10.1080/00207594.2013.768768

This study sought to test the predictive effects of perceived career support and affective commitment on work engagement. It was hypothesized that perceived career support would relate positively to work engagement and this relationship would be transmitted through affective commitment. Survey data were collected from 115 full-time employees enrolled as part-time graduate students in a large public university in Malaysia. Multiple regression analysis yielded results indicating that the relationship between perceived career support and work engagement was mediated by affective commitment. This finding suggests that employers can promote employee work engagement by ensuring employees perceive their organization to be supportive of their career and increasing employees' level of affective commitment.

Matched MeSH terms: Personnel Management
An examination of raters' and ratees' preferences in process and feedback in performance appraisal

Manshor AT, Kamalanabhan TJ

Psychol Rep, 2000 Feb;86(1):203-14.
PMID: 10778271

This paper examined the raters' and the ratees' preferences in Malaysia regarding the performance appraisal process and feedback. A total of 52 managers (raters) and 122 subordinates (ratees) participated. Analysis by t test and correlation showed significant differences between raters and the ratees on most factors. Ratees preferred to have more frequent appraisals than once a year and preferred to have more frequent feedback from the managers about their performance. Ratees' preference for the purpose of information on performance was towards salary increase, promotion, training, and career development whereas the raters gave more importance to training and career development.

Matched MeSH terms: Personnel Management
Volunteer motivations at a National Special Olympics event

Khoo S, Engelhorn R

Adapt Phys Activ Q, 2011 Jan;28(1):27-39.
PMID: 21282846

Understanding the motivations for people to volunteer with the management and execution of major sporting events is important for the recruitment and retention of the volunteers. This research investigated volunteer motivations at the first National Special Olympics held in Ames, Iowa, USA in July 2006. A total of 289 participants completed the 28 item Special Event Volunteer Motivation Scale. The top motivations related to the purposive incentives of wanting to help make the event a success and to do something good for the community. Factor analysis revealed a five-factor model, with the altruistic factor (purposive) being the most important. A MANCOVA was also used to compare subjects using both gender and experience as independent variables. Small but significant differences in motivation were observed.

Matched MeSH terms: Personnel Management/methods*
Management studies in medical education

Noor Ghani S, Saimy I

Med J Malaysia, 2005 Aug;60 Suppl D:66-8.
PMID: 16315627

In 1977, the World Health Assembly (WHA) set the social target--the "Health For All" goal and in 1995, urged member states to "re-orientate medical education and medical practice for "Health For All" (resolution WHA 48.8). This led to World Health Organisation to enunciate the "5-star doctor" needing skills in healthcare management, quality assurance and health economics. The Faculty of Medicine, University of Malaya introduced the New Integrated Curriculum (NIC) in 1995. The objective was aimed at producing a competent doctor with a holistic approach to the practice of medicine. This was to be achieved by having 3 strands of studies i.e. The Scientific Basis of Medicine (SBM), the Doctor, Patient, Health and Society (DPHS), and Personal and Professional Development (PPD) over the 5-year programme, split into 3 phases. Elements of the "5-star doctor" were introduced in strand 2--DPHS and strand 3--PPD. Management studies were introduced in the Personal and Professional Development (PPD) strand. This led to an instructional module--"Principles of Management in Health Care Services (PMGT)" comprising of the Management of Self, Resources and People and incorporating a three week field programme. Evaluation is undertaken at the end of the phase IIIA of the studies. This NIC approach will be able to produce a "5-star doctor", a team player, leader, communicator and an effective manager.

Matched MeSH terms: Personnel Management
Job-related motivational factors among Malaysian employees

Manshor AT, Abdullah A

Psychol Rep, 2002 Dec;91(3 Pt 2):1187-93.
PMID: 12585535

This study identified job-related motivational factors among Malaysian employees in several telecommunication companies. Responses were obtained from 1,179 employees at all levels up to senior managers and six different functional divisions, sales and marketing, human resources, finance, technical, information, technology, and support division. All employees were asked to rate the importance of Kovach's 10 job-motivational factors. These factors were good wages, job security, opportunity for career growth in the organization, good working conditions, interesting work, company loyalty to employees, tactful discipline, full appreciation of work done, sympathetic help with personal problems, and feeling of being involved in the organization. The top five factors employees identified as motivating them in their jobs were good wages, job security, company loyalty to employees, good working conditions, and full appreciation for work done. Findings were in accordance with Kovach for U.S. employees, in which the top motivational factors were good wages and job security.

Matched MeSH terms: Personnel Management
Transformational leadership, empowerment, and job satisfaction: the mediating role of employee empowerment

Choi SL, Goh CF, Adam MB, Tan OK

Hum Resour Health, 2016 Dec 01;14(1):73.
PMID: 27903294

BACKGROUND: Recent studies have revealed that nursing staff turnover remains a major problem in emerging economies. In particular, nursing staff turnover in Malaysia remains high due to a lack of job satisfaction. Despite a shortage of healthcare staff, the Malaysian government plans to create 181 000 new healthcare jobs by 2020 through the Economic Transformation Programme (ETP). This study investigated the causal relationships among perceived transformational leadership, empowerment, and job satisfaction among nurses and medical assistants in two selected large private and public hospitals in Malaysia. This study also explored the mediating effect of empowerment between transformational leadership and job satisfaction.
METHODS: This study used a survey to collect data from 200 nursing staff, i.e., nurses and medical assistants, employed by a large private hospital and a public hospital in Malaysia. Respondents were asked to answer 5-point Likert scale questions regarding transformational leadership, employee empowerment, and job satisfaction. Partial least squares-structural equation modeling (PLS-SEM) was used to analyze the measurement models and to estimate parameters in a path model. Statistical analysis was performed to examine whether empowerment mediated the relationship between transformational leadership and job satisfaction.
RESULTS: This analysis showed that empowerment mediated the effect of transformational leadership on the job satisfaction in nursing staff. Employee empowerment not only is indispensable for enhancing job satisfaction but also mediates the relationship between transformational leadership and job satisfaction among nursing staff.
CONCLUSIONS: The results of this research contribute to the literature on job satisfaction in healthcare industries by enhancing the understanding of the influences of empowerment and transformational leadership on job satisfaction among nursing staff. This study offers important policy insight for healthcare managers who seek to increase job satisfaction among their nursing staff.

Matched MeSH terms: Personnel Management
1980 ASEAN programme roundup: a model in the making

Asian Pac Popul Programme News, 1981;10(1-2):25-8.
PMID: 12312016
Matched MeSH terms: Personnel Management

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