http://dspace.uiu.ac.bd/handle/52243/1468 2026-04-12T21:13:07Z http://dspace.uiu.ac.bd/handle/52243/2619 Performance Appraisal System (A Case study on HITRAC Company) Addow, Abdi Dini For this project of performance Management System conducted one of the Local consulting organizations named hibo training and consultancy (HITRAC) was mostly based on face to face interview and group discussions though there was some challenges when it comes some of the online interviews as there was Covid 19 pandemics which caused some problems to the research. The Standard framework for employee Performance Management System could be very critical for any business enterprise and if it controlled properly professionally it can participate and lead for corporation’s achievement to attain its objectives. This document is only organized and managed by Somali nearby Organization named HITRAC. This corporation is a nonprofit business enterprise primarily based totally in Somalia that offers schooling, expert studying, Research and Consultancy and has the exercise of those fields of expertise. Based at the studies and locating I’m able to upload few hints to enhance the Performance Management shape of this corporation. As in keeping with my process enjoy of operating in HR Department and additionally my getting to know from IHRM route from UIU University, my advice will assist to HITRAC Company to study and improve for his or her Employee Performance Management System. 2022-11-01T00:00:00Z http://dspace.uiu.ac.bd/handle/52243/2615 THE IMPACT OF SUCCESSION PLANNING ON EMPLOYEE RETENTION IN MOGADISHU, SOMALIA Gedi, Abdukadir Hussein The main objective of this research was to find out how long term planning influenced employee retention in Mogadishu, Somalia. The researcher reviewed succession planning by correlated with employee retention. The majority of respondents, and per the study's findings, attributed strategic planning to their employees. Some of the possibilities are definitely agree, agree, disagree, and take issue. As a result, the clear majority of participants believe succession planning is important for retaining employees and has a good impact. Per the data, the majority of participants awarded highly agrees and agree to the issue of aim one, which is to investigate workforce and the role of asset management. This demonstrates the power of skill on employee preservation. Per the statistics, the vast majority of respondents assigned to goal two, which is to investigate the impact of profession communication on employee retention. The secondary The study's goal was to consider the effect of incentive leadership styles in terms of staff turnover. The percent of people replied yes, and the majority of those who said yes got a yearly award, indicating that rewarding employees enhances employee retention. Finally, it was discovered that long term planning and job satisfaction are good for both sides. Lastly, the findings demonstrate that succession aids staff retention. Strongly agree or agree with the questions, indicating that career planning has a favorable impact on employee. According to the results of the survey, the participants believed that reward system had a good effect on employee engagement. The next purpose of the research is seeing how career planning influenced employee retention. Per the research, the proportion of participants strongly agrees that performance appraisal had a Impact on staffing: good. It has a favorable economic impact. 2022-10-26T00:00:00Z http://dspace.uiu.ac.bd/handle/52243/2614 Workforce Diversity in Improving Organizational Creativity and Innovation among Telecommunications in Somalia Abdirahman, Omar Adan Almost all of Somalia was deprived of technology when the war ended in 1991 but instead of imitating the industrialized world, Somalia welcomed many contemporary technologies. The nation made excellent sense to rebuild its telecommunications since more recent technological generations are more effective and economical than earlier generations. Due to the diverse socioeconomic backgrounds of its personnel, telecommunications companies have had to deal with a number of difficulties such tribalism, regional identities, and discrimination in both public and private enterprises. Additionally, it was found that linking diversity in organizational policies and practices is urgently necessary if there is to be a possibility of providing incentives evenly and achieving gender equality. The business will keep expanding throughout this period. A stable political system will promote the creation of new companies, many of which will need a phone and/or internet connection. Like many other nations, the government will have demands in this sector, and it may end up being one of the top users of telecommunications. According to our research, managers of diverse companies should aim for relatively high participation rates among people from racially and ethnically disadvantaged minorities, as well as diversified job board, mentorship programs, and diversity. Employee diversity and minority referrals to ensure that involvement programs are implemented consistently throughout the organization. 2022-10-26T00:00:00Z http://dspace.uiu.ac.bd/handle/52243/2572 RECRUITEMENT & SELECTION PROCESS: A STUDY ON BANGLADESH DIGITAL EDUCATION RESEARCH LIMITED Boby, Jannatul Fardush 2020-07-25T00:00:00Z