The impact of human capital management on operational performance at the gambia national water and
Human Resource practices in NAWEC
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Human Resource practices in NAWEC This was to help identify the relevant bundle of HR practices that make up HCM in NAWEC. Table 4.1 Decisions, policies and procedures applied Variables Responses Percentage Strongly Agree 20 15.7 Agree 50 39.4 Neutral 14 11.0 Disagree 43 33.9 Total 127 100.0 Source: Researcher’s field work; Dec.2012 From Table 4.1, 20 (15.7%) respondents strongly agreed to the fact that decisions, policies and procedures are applied consistently to all employees. Fifty (39.4%) respondents agreed to this fact. Fourteen (11%) of the respondents were neutral while 43(33.9%) of the respondents do not agree to this point. The researcher’s observation made it clear that for those who responded in the negative, their disagreement or neutrality was two-fold. Some do not know much about these policies and procedures at all while others were aware of them but just do not see their consistent application. 41 Figure 4.1 Equitable Compensation Source: Researcher’s field work; Dec.2012 When asked whether equitable compensation and impartiality was practiced, 12(9.4%) of the respondents strongly agree to the fact that equitable and impartial compensation is practiced in NAWEC. Fourty-three (33.9%) respondents also agreed to this fact. Thirty-one (24.4%) respondents were neutral while 39(30.7%) of the respondents disagreed to this point. From observation, even though almost half the number of respondents agreed to the compensation as being equitable and impartial on the questionnaire, in reality the general belief is that the current practice leaves much to be desired. tải về 1.26 Mb. Chia sẻ với bạn bè của bạn:
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