Operations Practices in the Book Manufacturing Industry: The Case of UBrand Co. Ltd.

Announcing: Ny, Sun and John Walsh, “Operations Practices in the Book Manufacturing Industry: The Case of UBrand Co. Ltd.,” International Review of Management and Development Studies,” Vol.1, No.2 (2017), pp.19-54, available at: http://crcltd.org/images/Operations_Practices_in_the_Book_Manufacturing_Industry_The_Case_of_UBRAND_CO._LTD.PDF.

Abstract:

Abstract: Now a day, Myanmar new government encourages the private manufacturing sector especially basic goods manufacturing, to produce high quality product at reasonable price. Therefore, the numbers of private manufacturing firms are gradually increasing in Myanmar free market economy. Among these manufacturing firms, book manufacturing industry is producing essential products for human beings especially students and others who are involving in the learning organizations. Our research will base on the ideas of how that business can effectively utilize its operations management activities to enjoy higher revenue, to produce good quality products and to gain cost advantage of “Ubrand” book manufacturing firm, a wellknown brand in book manufacturing industry. The objectives of the study are to analyze the product design, process design, quality management, location, layout, supply chain and maintenance of “Ubrand” book manufacturing firm. The product design of “Ubrand” book manufacturing firm was established with the ideas and concepts from customers, competitors, and supplier. Descriptive research method has been mainly used and also qualitative research method. Data was collected by in-depth interview with operations mangers of respective departments. Moreover, this paper discovers that the firm is weak in practicing systematic quality control. This study is based on the operation management practices and thus it most decision is rely on consumer satisfaction based. Thus a survey with questionnaire techniques was adopted to the sample consumer in order to know consumer behavior in relating with “Ubrand” firm product. Keywords: Manufacturing, Brands, Book Industry, Price, Quality

Perception of Employers towards Career Development Program for Employees in Organizations

Announcing: Oo, Ambrose Aung Khin and John Walsh, “Perception of Employers towards Career Development Program for Employees in Organizations,” Recent Issues in Human Resource Management, Vol.1, No.2 (2017), pp.1-26, available at: http://crcltd.org/images/Perception_of_employers_towards_career_development_program_for_employees_in_Organizations.PDF.

Abstract:

Abstract: It is obvious that the employers today are more concerned about getting skillful and qualified employees in the world of job. There is a high demand for retention, career advancement and employee development in order to meet the need of the objectives of the organizations. Otherwise, organizations that fail to allow employees to meet their individual needs will probably be losing their valued employees. This research paper will examine the perception of Employers towards Career Development program in developing and retaining their employees. A career development program will definitely attract some employees to acquire knowledge, skills and abilities to enhance his/her current job and prepare them for their future job opportunities as well as increasing the quality of work in organizations. Training provides employees to develop career goals and create a better plan within the context of the organizational objectives. As the country economy is opening up, it is essential that organizations put a great effort and value on career development program. This will allow employees to fulfill their career needs, and organizations will benefit by retaining a greater number of their competent and qualified employees. Key words: Career development, Retention, Training, Job satisfaction, qualified

 

Myanmar’s Mothers at a Time of Structural Change

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Win, Sandi and John Walsh, “Myanmar’s Mothers at a Time of Structural Change,” paper presented at Myanmar Update 2017 (Australian National University, Canberra, February 16th-18th, 2017).

Abstract

The intersectionalities of Myanmar’s patriarchic system have represented significant challenges to the country’s women, particularly its mothers. The confluence of class, ethnicity and patronage networks contains within itself the numerous barriers to women working outside the house, particularly after marriage. This manifests itself is social mores as well as practical issues relating to the ability to balance childcare with outside activities. This situation is now changing because of the relative opening of the state to democracy and the forces of globalization. In Mandalay, capital of the Northern Division of the country and centre of agricultural production, globalization is represented by the physical infrastructure of the road linking the city to Thailand, India and China, the dry dock and special economic zone, the spread of capitalism to more sectors of society and the opportunities to consume international products through newly-opened retail spaces such as in Ocean Plaza, as well as the access to information from mobile internet access cross-border television shows. These changes are affecting the decisions women can make about their lives and the expectations placed upon them to be not just wives, mothers and daughters but, also, modern consumers and producers in a developed capitalist society. This paper reports on qualitative research conducted with a diverse range of mothers in Mandalay through in-depth personal interviews. A semi-structured research instrument is used to encourage the respondents to discuss issues related to work-life balance, aspirations, life chances and relationships with other people, including family members, institutions and the market. The findings are presented within a framework that combine practical, cognitive and spiritual elements.

Keywords: gender, modernity, mothers, Myanmar, work-life balance

The Main Causes of the Intentions of Employee Turnover in Mandalay

Announcing:

Tha, Zudith and John Walsh, “The Main Causes of the Intentions of Employee Turnover in Mandalay,” Recent Issues in Human Resource Management, Vol.1, No.1 (December, 2016), pp.112-41, available at: http://crcltd.org/images/The%20Main%20Causes%20of%20the%20Intentions%20of%20Employee%20Turnover%20in%20Mandalay.pdf.

Abstract:

Purpose – The purpose of this study is to know the main causes of employees’ turnover intention in Mandalay based local industries and develop better HRM strategies. Nowadays, as our country is developing quickly, more businesses both local businesses and foreign businesses are being opened and the competition get higher and higher. So, to compete among strong businesses, we not only need very good business strategies but also need very good Human Resources Management (HRM) strategies. When we concern or learn about good strategies, whether business strategies or HRM strategies, we cannot keep or practice the same strategies everywhere and anytime because their effectiveness can be different depending on different geographies, cultures, and social influences and so on. So, we need different strategies depending on many different factors. On the other hand, to develop a strategy, we need clear data to analyze and to help us develop the needed strategies. That’s the reasons; this study wants to know the main causes of employees’ turnover intention in Mandalay perspective and want to know how to reduce them.

Design/methodology/approach – This paper investigated the impact of organizational commitment and perceived organizational support on the turnover intention of employees of industries in Mandalay. Interview data are collected from the simple size of 35 people. Most of the interviews are employees who are lower levels in organizations. The interviews are more about what the main reasons that cause turnover intention are and why the employees have left their jobs and why do they choose their new jobs and what kind of job they prefer. Moreover, Mell Mobile application is also used to collect some votes relating to employees’ turnover intention. In Mell Mobile application, the questions: “What is your main current difficulty in your workplace? What kind of job will you choose if you find a new job? What made you quit your job in your previous job” are asked and 30 to 50 people have voted in each question? In Mell Mobile application, all the votes’ results are shown with percentage automatically. In each question, the voters have three alternative answers to choose. For the first The qualitative data analysis is done. The result of this study finds out what are the main reasons that cause employee turnover intention and what can make the employees happy in their work and loyal to their jobs in Mandalay based industries.

Findings – The study showed that the main causes of employees’ turnover intention in Mandalay based industries are Relationship and conflicts, long working hours, low salary, the differences of employees’ interests and their jobs, mismatch skills, weak leadership.

Research limitations – The main limitation is the sample size used and the second is most of the interviewees are low levels of the employees and who have got about 1-3 years’ work experience.

Key Words: Employees, Pillar, Turnover Intention, Organization, Mandalay Perspective.

Work Life Balance of Women in Mandalay, Myanmar

Announcing:

Tin, Ingyin Khaing and John Walsh, “Work Life Balance of Women in Mandalay, Myanmar,” Recent Issues in Human Resource Management, Vol.1, No.1 (December, 2016), pp.98-111, available at: http://crcltd.org/images/Work%20Life%20Balance%20of%20Women%20in%20Mandalay,%20Myanmar.pdf.

Abstract:

Myanmar emerged from five decades of isolation- both economically and politically. Myanmar could become one of the next rising stars in Asia if it successfully leverages the natural resources, labor force and geographic advantage. The rapid growth of economic gave rise to tremendously increase the entry of women to labor-market of Myanmar. As the women take on the role of working in addition to their traditional role of the homemaker, they are under great pressure to balance their work and personal lives. This study attempts to understand how work and family related factors influence the workfamily balance of female employees Myanmar. The study is based on an exploratory qualitative study of 30 women in both professional and non-professional in both public and private sectors. The result the research provided that their perceptions on engagement of work, pressure according to the nature of job, multi-role responsibilities, roles conflicts and attempts to negotiate, acceptance of the family superiority culture, the organizational culture and chance of career development provided the positive effect to the employees retention, the main theme of traditional norm do not change that wife should be fully responsible for family. Key words work, Family, Multi-role Responsibilities, Traditional Norms.

Factors Affecting Employees’ Performance in Mandalay Hotel Industry

Announcing:

Swe, Theint Theint and John Walsh, “Factors Affecting Employees’ Performance in Mandalay Hotel Industry,” Recent Issues in Human Resource Management, Vol.1, No.1 (December, 2016), pp.26-61, available at: http://crcltd.org/images/FACTORS%20AFFECTING%20EMPLOYEES%E2%80%99PERFORMANCE%20IN%20MANDALAY%20HOTEL%20INDUSTRY.pdf.

Abstract:

The main objective of this research is to study the relationship between recognition, teamwork, work environment, career opportunities and employee performance in the hotel industry. There are 85 sets of questionnaires were prepared and distributed to the targeted respondents who are working in the hotel industry of the Mandalay area. After that, the PSPP software was used to examine those data which were collected and also to generate the final result. The result shows that, there are significant correlations between employee performance with the other four independent variables (Recognition, Teamwork, Work Environment, and Career Opportunities). The major findings, limitations for the study, implications of the study and recommendations of this study will be discussed.

Key words: Employee Performance Hotel Mandalay

Determinants of Selected Compensation Management on Employees’ Satisfaction of Heavy Machinery Companies in Mandalay

Announcing:

Maung, Wah Wah and John Walsh, “Determinants of Selected Compensation Management on Employees’ Satisfaction of Heavy Machinery Companies in Mandalay,” Recent Issues in Human Resource Management, Vol.1, No.1 (December, 2016), pp.1-25, available at: http://crcltd.org/images/Determinants%20of%20Selected%20Compensation%20Management%20on%20Employees%E2%80%99%20Satisfaction%20of%20Heavy%20Machinery%20Companies%20in%20Mandalay.pdf.

Abstract:

The main objective of this research is to study the relationship between compensation management and employee satisfaction in the heavy machinery companies. There are 95 sets of questionnaires were prepared and distributed to the targeted respondents who are working in the heavy machinery companies of the Mandalay. Human resources are the pivot of organizational effectiveness and the greatest asset that an organization can possess. The retention of skillful and well equipped workforce in an organization is pertinent to the growth and overall performance of an organization. The satisfied employees’ surely contribute to the organization to achieve its competitive advantage over its competitors. After that, the PSPP software was used to examine those data which were collected and also to generate the final result. The result shows that, there are significant correlations between employee satisfaction with the other four independent variables (basic salary, incentives, leave system, and promotion opportunities). The major findings, limitations for the study, implications of the study and recommendations of this study will be discussed. Keywords: Compensation, Employee Job Satisfaction