Current Issue : October-December Volume : 2025 Issue Number : 4 Articles : 5 Articles
With the rapid development of China’s agriculture and animal husbandry industries, enterprises are increasingly adopting intensification, scale, and digitalization in production, which has heightened competition for talent, particularly middle-level management, a group that plays a pivotal role in enterprise development. Recruitment, as a core function of human resource management, is essential for acquiring talent aligned with strategic goals. This study takes S Company, an animal husbandry enterprise, as a case to analyze challenges and optimization strategies in recruiting middle-level managers. Through a review of key theories and field interviews with the company’s recruitment team and employing departments, the research identifies several critical problems, including unscientific recruitment planning, limited and outdated recruitment channels, overly simplistic evaluation methods, lack of professionalism in the recruitment team, low job-person fit, and the absence of post-recruitment evaluation mechanisms. To address these challenges, the study proposes targeted countermeasures: formulating a sound human resource plan for middle-level positions; expanding and diversifying recruitment channels; designing structured and multi-dimensional evaluation tools; building a specialized recruitment team; and incorporating vocational personality assessments while establishing an effective post-recruitment evaluation system to enhance job matching. These strategies aim to improve the efficiency and effectiveness of talent acquisition, enhance the company’s organizational performance, and reduce recruitment-related risks. Overall, this research not only provides practical guidance for S Company but also offers valuable insights for other agricultural and animal husbandry enterprises facing similar recruitment challenges in a competitive labor market....
The main objective of this study is to assess the training and development practices and challenges in the case of the Ethiopian Investment Commission. Lack of an effective training program in the public organization is a common phenomenon faced by the developing countries in our today’s world. Training and development is the only tool in which the employees can improve their capacity to achieve the organizational goal. Effective training program implementation involves learning new skills, knowledge, and collaboration for upcoming tasks which is significant to the long-term and short-term planning successes of any organization. As per the mandate given to the Ethiopian Investment Commission under the Council of Ministers Regulation No. 313/2014, to effectively promote, license, and facilitate the foreign direct investment, well-skilled manpower is significant. However, this paper investigated the existence of employees’ lack of effective training programs on their job. Therefore, this study is conducted to fill the existing gap in training and development practices in the Ethiopian Investment Commission. To achieve the objective of the study, the researcher used the primary data, mainly the questionnaire, by deploying a mixed research approach from the sample size of 80 employees of the Ethiopian Investment Commission through a systematic random sampling technique. The collected data was analyzed through statistical software and presented through tables, pie charts, bar charts, frequencies, percentiles, and statement. This paper utilized the systematic training model which was developed by Armstrong (2006). The main findings of this research indicate: lack of effective training need assessment, training plan, and lack of effective evaluation methods in the Ethiopian Investment Commission. Finally, this study will help as a milestone for the policy makers and researchers as a literature and practice....
Leaders support followers’ competency growth. High leader-member exchange (LMX) quality ensures high trust, respect, and loyalty in leader-member relationships. Moreover, followers are assigned more interesting and challenging tasks with additional support and benefits. The need for effective leadership is recognized by the desire to collaborate in this technologically advanced global setting. Leader-member exchange (LMX) is essential for comprehending and improving team dynamics and organizational commitment in virtual workspaces. Beyond conventional encounters, LMX emphasizes the value of effective virtual communication. This study systematically reviews scholarly articles to investigate how LMX influences the dynamics of a virtual team as well as the organizational commitment of the team. Journal articles were synthesized systematically to examine the team dynamics and organizational commitment in the context of LMX within the virtual work context. LMX theory and virtual workplace have been defined, and scholarly articles have been analyzed to determine how LMX influences the employees’ group dynamics and organizational commitment in a virtual work setting. This study explored the fact that high LMX stimulates group dynamics and enhances organizational commitment. Strong LMX positively impacts the virtual work environment, where leaders must play the roles of team task management and development. Key themes, such as trust and communication channels, are suggested to provide insights into enhancing LMX in virtual teams and its impact on team dynamics and organizational commitment....
Poor management decisions can have a negative impact on organizations, particularly when organization leaders make decisions based on personal interests that do not reflect stakeholders’ interests. The poor quality of some decisions made historically by Economic Community of West African States (ECOWAS) leaders has adversely affected stakeholders. The purpose of this qualitative case study was to identify the obstacles to making effective management decisions in ECOWAS. The conceptual framework was a combination of stakeholder theory, the theory of organizational framing for decision-making, and ethical leadership theory. Interviews of 10 former and current senior managers of ECOWAS provided the primary study data. Constant comparative analysis and Yin’s qualitative case study data analysis approach were used to analyze the data. Seven key themes emerged regarding obstacles that hinder the organization’s ability to fulfill its mission. The recommendations of the study participants to address these challenges, if implemented, could lead to improvements that help ECOWAS achieve its primary goal of regional economic integration, development, and stability for more than 400 million African citizens....
This study focuses on rural youth and explores the impact mechanism of psychological resilience on leadership development from the perspective of human resource management. By analyzing the current status and challenges of leadership development among rural youth, a leadership development model based on the cultivation of psychological resilience is constructed. A systematic pathway including a curriculum system, a practical platform, evaluation feedback, and resource integration is proposed, aiming to provide theoretical and practical references for improving the leadership of rural youth....
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