The impact of human resource management (HRM) practices on engineers performance in Erbil governorate Renas Kameran Mawlood; Supervisor: Ertan Akün
Dil: İngilizce Yayın ayrıntıları:Nicosia Cyprus International University 2014Tanım: V, 82 p. figure, table 30.5 cmİçerik türü:- text
- unmediated
- volume
Thesis
| Materyal türü | Geçerli Kütüphane | Koleksiyon | Yer Numarası | Durum | Notlar | İade tarihi | Barkod | Materyal Ayırtmaları | |
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Thesis
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CIU LIBRARY Tez Koleksiyonu | Tez Koleksiyonu | YL 454 M29 2014 (Rafa gözat(Aşağıda açılır)) | Kullanılabilir | Engineering Management Department | T498 |
CIU LIBRARY raflarına göz atılıyor, Raftaki konumu: Tez Koleksiyonu, Koleksiyon: Tez Koleksiyonu Raf tarayıcısını kapatın(Raf tarayıcısını kapatır)
Includes references (65-70 p.)
'ABSTRACT This research investigate the effect of Human Resource Management (HRM) practices namely tarining, performance evaluation, compensation, promotion, participation on engineer parformance in Erbil governorate, many studies has been done ragrding (HRM) in the developed country, a little studies explored the effect of Human Resource Management (HRM) practices in the developing country like Iraq. This research takes extracts from Marwat et al (2007) and Shahzad et al (2008). Five hypotheses were formulated for this study with respect to training, performace evaluation, compensation, promotion and participation as an independent variable with engineer parformance as a dependent variable. The research started with descriptive analysis for each factor, second step is Factor analysis which is used in reducing data to classify a small number of variables that clarify most of the variance perceived in greater number of visiable viriables, third step is alpha reliability for each factor to measure the goodness of the instrument used in this research, forth step is the correlation between the independent and dependent variable to find out whether there is significant or non-significant association between independent and dependent variables and the last step was the linear regression analysis to find out our hypotheses was supported or not. The result of this reserach shows a positive significant association between training, performace evaluation, compensation, participation as an independent variable with engineer performance as a dependent variabl, while promotion practicies are not significantly associated with engineer performance despite that it has a weak positive association with engineer performance despite that it has a weak positive association with engineer performance, we can link the reason behind this result, is that the promotion practicies based on seniority in Erbil governorate, Erbil governorate need to revise promotion practice and try to generate promotion based merit, so that will lead the engineer who work in one level to show better performance in order to gain the next job level. Keywords: human resource practices, training, performance evaluation, compensation, promotion, participation, engineer performance.'
1 CHAPTER ONE
1 INTRODUCTION
2 PROBLEM OF THE STUDY
3 THE AIMS OF THE STUDY
3 SIGNIFICANCE OF THE STUDY
4 RESEARCH QUESTIONS
4 STRUCTURE OF THE STUDY
5 CHAPTER TWO LITERATURE REVIEW
5 GENERAL OVER VIEW ON HUMAN RESOURCE MANAGEMENT(HRM)
7 HRM PRACTICES
9 Training
9 Performance evaluation
10 COMPENSATION
13 Employee participation
16 Promotion
18 Employee performance
20 CHAPTER THREE
20 METHDOLOGY
20 DESIGN OF THE STUDY
20 DURATION OF THE STUDY
21 SAMPLING SIZE
21 TARGET POPULATION
21 INSTRUMENTATION FOR MEASURİNG(SCALES)
22 HR PRACTICES
23 Engineering performance
24 RESEARCH HYPOTHESIS AND MODEL
26 CHAPTER FOUR
26 DATA ANALYSIS AND RESULTS
28 DEMOGRAPHIC ANALYSIS
28 Age
29 Gender
31 Levels of Education
32 Experiences
34 Marital Status
35 Position
36 DATA ANALYSIS
36 Training
40 Perfrmance Evaluation
46 Compensation
51 Promotion
54 Participation
54 ENGINEER PERFORMANCE
60 CHAPTER FIVE
60 CONCLUSION
65 REFERENCES
71 APPENDIX