Research and Review: Human Resource and Labour Management (p-ISSN: 3049-4125)

Application of Fayol's Principles of Management in Engineering Project Execution and Team Coordination

Gershon Nna, Akaninwor Godson Chijioke — Fri, 09 Jan 2026 00:00:00 +0000

Although Henri Fayol's management principles were proposed more than a century ago, they continue to have relevance in the contemporary engineering project environment. This study examines the application and impact of Fayol’s 14 principles on engineering project performance and team coordination, with particular attention to cost efficiency, schedule adherence, quality performance, and team satisfaction. Engineering projects are inherently complex, involving multidisciplinary teams, technical uncertainty, and stringent deadlines, making effective managerial frameworks essential for success. Using correlation analysis (Pearson’s r), the study evaluates how the degree of implementation of each principle relates to key project performance indicators. The results reveal a strong overall positive relationship (average r̄ = 0.71) between the application of Fayol’s principles and project outcomes. Principles such as unity of direction, division of work, order, and equity showed the strongest correlations with overall project performance, highlighting their role in improving coordination, reducing inefficiencies, and promoting fairness. Human-centered principles, particularly esprit de corps and equity were most strongly associated with team satisfaction, underscoring the importance of morale, trust, and collaboration in engineering teams. Moderate correlations for principles such as discipline, authority, and scalar chain suggest that while control and structure remain necessary, excessive rigidity may limit flexibility and innovation. The findings demonstrate that Fayol’s classical principles remain a valuable foundation for engineering management when adapted to modern, technology-driven, and collaborative project contexts. Overall, the study reinforces the need to balance structural clarity with people-oriented management to achieve sustainable project success in contemporary engineering practice.

Relationship between Human Resource Management (HRM) Practices and Employees’ Retention in a Health Care Institute, Kolkata, West Bengal

Gopa Roy — Thu, 22 Jan 2026 00:00:00 +0000

A descriptive survey was conducted to establish how strategic HRM practices affect employee retention in the non-governmental Health Care Institute, Kolkata, West Bengal. The objectives of the study were to identify the status of employee retention in the Health Care Institute, its existing HRM practices, in terms of recruitment & selection, compensation & benefits, training & development, & performance appraisal, and the relationship between HRM practices & retention of employees. The number of participants were 52, both male & female employees of the College of Nursing and School of Nursing of the Health Care Institute. A simple random sampling technique was used to select the study participants. The data were collected by using a close-ended questionnaire prepared in Google form, containing the demographic profile of participants and its existing HRM practices, in the form of a four-point Likert Scale. After obtaining administrative approval, the link to the Google form was sent to the employees through e-mails. Responses of the employees were analysed and interpreted by using both descriptive and inferential statistics. The findings of the study revealed that only 34.6% of employees were satisfied by retention criteria, which were defined in terms of duration of service of more than three years. Most employees (65.4%) were retained in the Institute for less than three years. The strength of association or relationship of Employee retention was 1.13 times more with the domain of compensation & benefits( OR-1.13, CI: 0.56-1.33). A weak association or relation was found between employee retention and recruitment & selection of employees (OR-0.45, CI:0.18-0.88). A weak association also exists between training and development and performance appraisal strategies with employee retention (OR-0.3, CI:.28-1.06) and (OR- 0.33, CI: 0.27–1.05) respectively. The project concluded that in the domain of compensation & benefits, 55.7% of employees agreed upon paying maternity and earned leave, 48% of employees disagreed in relation to the availability of paternity leave, and 61.5 % of employees agreed that their selection process is fair.

Mapping the Landscape of Talent Management and Organizational Performance: A Bibliometric Study

Safura, Abdul Gani — Mon, 09 Feb 2026 00:00:00 +0000

Purpose: This study undertakes a rigorous and systematic bibliometric analysis of the existing literature on talent management and organizational performance, with the aim of tracing the conceptual evolution and trajectory of this paradigm within the business and management disciplines since its inception. This paper intends to present a comprehensive assessment of the existing scientific corpus on how talent management bears an impact on organizational performance by examining the peculiarities of the existing scientific production on this subject.

Methods: The Meta data from two amalgamated datasets (WoS and Scopus) were subjected to a bibliometric study leveraging the bibliometrix R-tool. The performance and scientific mapping analysis (SMA) are the two main techniques of research or subject areas that fall under the umbrella of bibliometrics.

Findings/Results: Based on a final sample of 87 articles published between 2009 and 2024 examined using a bibliometric approach, the findings reveal that only a few articles focused on talent management and organizational performance have been published in the last two decades (87 articles), with the lion’s share appearing (86%) in the last decade. The literature is dominated by RBV-based theorization, and the exclusive perspective relies heavily on quantitative methods, and remains geographically and theoretically concentrated, indicating that despite the burgeoning interest in talent management, the field is still far from reaching the level of research analysis with respect to its influence on the performance of the firm in which it has been implemented.

Application: The findings provide a valuable reference for researchers, highlighting unexplored contexts, and future directions for advancing scholarship in talent management.

Originality/Innovation: This paper pioneers a systematic analysis of talent management and organizational performance literature, one of the first dual-database bibliometric mappings, offering a unique cartography of the field's performance and intellectual structure and revealing novel insights into its conceptual evolution and growth.

The Influence of Curriculum Dynamics and Policy Provisions on the Implementation of Technical and Vocational Education and Training Programs (TVET) in Bikita District of Zimbabwe

Dube Albert, Edward Lambert, Kanbiro Orkaido Deyganto — Thu, 12 Feb 2026 00:00:00 +0000

The study was a pragmatist design oriented which employed the mixed method research design and a philosophical analysis of the influence of curriculum imperatives and policy provisions on the implementation of the secondary school Technical and Vocational Education and Training (TVET) curriculum programs and practices in Bikita District in Zimbabwe. For the qualitative dimension of the study, the researcher purposefully selected individuals and sites that provided the necessary information on the same note homogeneous sampling, which is a type of purposive sampling was used to come up with participants who have experience with central phenomenon or the key concept being explored by this study. Regarding the quantitative research, the intent of sampling was to choose individuals that are representative of a population so that the results can be generalized to a population that is why the purposive sampling was used. The major finding was that, Zimbabwe’s national curriculum, the Competency Based Curriculum to which the TVET curriculum was a component, had no clear educational philosophical perspective anchoring it. The major study finding was that the curriculum imperatives, policy directives implemented together with the policy provisions enacted during the period under study, were also not aligned with the TVET curriculum. The study therefore recommended that the government urgently identify, adopt and publicize an ideal educational philosophical perspective and a philosophical underpinning not only understood and acceptable by all, but also directing the Zimbabwean education system in the right direction in line with the national Vision 2030- which is to make Zimbabwe an upper middle income economy by 2030. The Education system of Zimbabwe should also adequately resource the TVET curriculum to produce productive graduates who can turn around the country's industry for economic development.

Stitched with Strain: A Qualitative Exploration of Job Dissatisfaction among Female Apparel Workers in Sri Lanka

B. R. De Silva — Mon, 23 Feb 2026 00:00:00 +0000

Job dissatisfaction remains a persistent concern in Sri Lanka’s apparel sector, despite its significant contribution to national employment and export earnings. This qualitative study explores the lived experiences of female sewing machine operators in a Free Trade Zone to understand why they remain dissatisfied with their jobs. Data were gathered through semi-structured interviews with ten participants and analysed using thematic analysis. Findings reveal five key sources of dissatisfaction: unfair and inadequate remuneration; heavy workloads with unrealistic performance targets; hostile supervision and a lack of managerial support; poor working conditions coupled with excessive pressure; and disruptions to work–life balance. These conditions not only undermine physical and psychological well-being but also erode dignity, motivation, and sense of agency. The study further highlights how structural power inequalities and exploitative labour practices perpetuate vulnerability, emotional exhaustion, and feelings of worthlessness among workers. Consistent with global literature on labour exploitation in the garment sector, the findings reaffirm that dissatisfaction is rooted not merely in individual perceptions but in systemic organisational and industry-level dynamics. The study underscores the urgent need for fair compensation systems, supportive supervisory practices, humane workload management, and worker-centred labour reforms to ensure sustainable and dignified employment within Sri Lanka’s apparel industry.

Examining The Impact of Board Structure on Organizational Performance in Ghana’s Private Universities

Tue, 31 Mar 2026 00:00:00 +0000

This paper investigates how board structure influence organizational performance in Ghana’s Private Universities. It specifically examines how board diversity, board size, and board composition shape organizational effectiveness and institutional outcomes. The study adopted a quantitative research design with a cross-sectional survey. Data were collected from 116 respondents, including governing council members and senior administrators, across three private universities accredited by the Ghana Tertiary Education Commission (GTEC). A structured questionnaire, adapted from validated governance and performance scales, was used. Partial Least Squares Structural Equation Modelling (PLS-SEM) and SPSS were employed to test the relationships between board structure and oorganizational performance in Ghana’s Private Universities. The study found that board composition and board size had significant positive effects on the organizational performance of private universities in Ghana. However, board diversity did not show a statistically significant influence. The findings suggest that private universities in Ghana should pay closer attention to board composition and size, as these factors significantly enhance institutional performance. Governing bodies can improve effectiveness by recruiting members with diverse expertise, ensuring an optimal number of board members to balance efficiency and representation, and strengthening governance practices to support enrolment growth, academic quality, and financial stability. This study is among the first in Ghana to empirically examine how board structure influences organizational performance in private universities. It contributes new evidence from an underexplored higher education context, showing how governance arrangements shape institutional outcomes. The study also provides actionable recommendations for policymakers, regulators, and university councils to strengthen governance and improve competitiveness in emerging higher education systems.