Evelyn Dede Oboshie Annan, Doreen Tsotsoo Ashai, Faustina Nana Yaa Boatemaa


Human resources are the most important resource of every organization. To get the best out of them, they need to be properly managed by providing them with the needed resources. Employee development and welfare are basically a higher form of motivation to prove their commitment. This study was designed to assess the effects of employee development and welfare on the performance of the staff of Accra Technical University, Ghana. A total of 100 respondents comprising 21 senior staff and 79 junior staff were used in the study and a questionnaire was used to gather data. Findings indicated that short courses, seminars, workshops, delegation, coaching, and participation are some of the employee development activities of Accra Technical University. Welfare packages include first aid equipment, sitting facility, medical facilities and leave travel concessions. Factors that generally affect employee development and welfare are limited opportunities, organizational culture, and the attitude of top management. Among the recommendations made was that management should have more organized and efficient development program opportunities for its employees to help retain them. Additionally, management should improve the welfare packages of employees.


Article visualizations:

Hit counter


employee, development, welfare, performance

Full Text:



Adeleye, A.D., Adegbite, S.A. & Aderemi, Helen. O. (2014). Training and manpower development in public research and development organizations. International Journal of Academic Research in Management, 3(3), 257-275.

Alemika, E. (2008). Human resources management in the Nigeria Police Force Challenges and imperative. Paper presented at the Police Service Commission Retreat on Understanding the Mandate and Operations of the Police Service Commission, Nigeria, August 18-20, 2008. Retrieved from https://www.scribd.com/doc/82817819/Human-Resources-Management-in-the-Nigeria-Police-Force-Challenges-and-Imperative

Ankita, K. (2010). Human resource management. Retrieved October 25th 2011 from https://www.linkedin.com/pulse/human-resource-management-hrm-ankita-sharda

Armstrong, M. (2006). A handbook of human resource management practice, (13th Edition) London, Kogan Page Publishing, p. 264.

Armstrong, M. (2006). A handbook of human resource management practice. 10th (ed). London

Armstrong, M. (2007). Employee reward management and practice, London Kogan Page.

Armstrong, M. (2013). A handbook of human resource management practice, 9th Ed. London, UK: Cambrian Printers Ltd.

Berette Koehler. Kulkarni, P.P. (2013). A literature review on training and development and quality of work life. Journal of Arts, Science, and Commerce, IV(2), 136-143.

Cole, G.A. (2002). Personnel and human resource management (5ed). London: Continuum.

Creswell, J. (2004). Qualitative inquiry and research design: Choosing among five approaches. Thousand Oaks, CA: Sage Publications.

Creswell, J.W. 2009. Research Design: Qualitative, Quantitative, and Mixed Methods Approaches (3rd ed). Los Angeles: Sage Publications Inc.

Dessler, G. (2000). Human resource management. Prentice Hall, 8th Edition.

Dessler, J.E., & Doty, D.H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of Management Journal, 39, 802- 835.

Elena P. Antonacopoulou (2000). Employee development through self-development in three retail banks, Journal of Personnel Review, Vol. 29, No. 4, pp. 491-508.

Ellingeic, A.D., A.F. Ellinger and S.B. Keller (2003). Supervisory coaching behaviour, Employee satisfaction, and warehouse employee performance: A dyadic perspective in the distribution Industry. Human Resource Development Quarterly, Volume 14, Issue 4, pp. 435-458.

Evans, P., Pucik V. & Barsoux, J. (2002). The global challenge: Framework for international human resource management. Boston: McGraw-Hill.

ILO (2015). Small and medium enterprises and decent and productive employment creation, International Labor Conference, 10th Session, Geneva, ILO.

Kirkpatrick, D. (1998). Evaluating training program: Four levels. In the hidden power of Kirkpatrick's Four Levels, T-D (pp. 34-37). San Francisco.

Kogan Page. Abu, S. M. (2000). Strengthening police reforms in Bangladesh. Needs Assessment Report 2003. Retrieved on 28th 2011 from www.ads.org/documents/books/strengthening...justice.../chap03.pdf.

Mathis R.L. & Jackson J.J. (2013). Human resource management. Tenth Edition. Ohio: Thomson Corporation.

Mathis R.L. & Jackson J.J. (2015). Human resource management. Essential perspectives. Third Edition. South Western: Thomson Corporation.

Sisson K. and Storey, J. (2000). The realities of human resource management. Buckingham: Open University Press.

DOI: http://dx.doi.org/10.46827/ejhrms.v7i2.1624


  • There are currently no refbacks.

Copyright (c) 2024 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2017-2023. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.


Hit counter