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An alternative motivation theory to Maslow's hierarchy of needs is the motivator-hygiene (Herzberg's) theory. While Maslow's hierarchy implies the addition or removal of the same need stimuli will enhance or detract from the employee's satisfaction, Herzberg's findings indicate that factors garnering job satisfaction are separate from factors leading to poor job satisfaction and employee turnover.
It allows management's to provide necessary training for job success and monitor progress of their employees through virtual classrooms and computerized testing, predict the risk of employee turnover through data analysis, help HR to formulate relevant talent retention and incentive strategies, improve the personal development of the company ...
Routine collection and processing of data and statistics relating to the ministry and the health sector. Liaison with relevant bodies outside the ministry. Coordinating, tracking and assessing MDG projects and programmes. Planning and coordination of human resources for health development. International health and resource mobilization.
The agency is mandated to strengthen Nigeria's primary healthcare system, ensuring equitable access to essential health services, promoting immunization, and coordinating national health programs. It also mobilizes resources, fosters partnerships, and develops community-based health systems to improve overall healthcare delivery nationwide. [6]
Occupational stress is a concern for both employees and employers because stressful job conditions are related to employees' emotional well-being, physical health, and job performance. [3] The World Health Organization and the International Labour Organization conducted a study. The results showed that exposure to long working hours, operates ...
Job performance assesses whether a person performs a job well. Job performance, studied academically as part of industrial and organizational psychology , also forms a part of human resources management .
Job satisfaction, employee satisfaction or work satisfaction is a measure of workers' contentment with their job, whether they like the job or individual aspects or facets of jobs, such as nature of work or supervision. [1] Job satisfaction can be measured in cognitive (evaluative), affective (or emotional), and behavioral components. [2]
Needs assessments in the training and development context often reveal employee and management-specific skills to develop (e.g. for new employees), organizational-wide problems to address (e.g. performance issues), adaptations needed to suit changing environments (e.g. new technology), or employee development needs (e.g. career planning).