Abstract In a context of strong competitiveness, E-learning is an innovative and emerging human resource development practice, now seen as a true future of vocational and continuing training. However, the need for continuing professional development is changing strongly and continues to growup. Traditional training systems and financial limitations do not meet all of the involving needs [1]. The main objective of... In a context of strong competitiveness, E-learning is an innovative and emerging human resource development practice, now seen as a true future of vocational and continuing training. However, the need for continuing professional development is changing strongly and continues to growup. Traditional training systems and financial limitations do not meet all of the involving needs [1]. The main objective of this quantitative descriptive study is to determine the factors influencing the perception of E-learning and its usefulness in continuing education (CE) by midwives practicing at eleven hospital centers (CHP) in the Casablanca- Settat region. Using a questionnaire inspired by Venkatesh’s unified theory of acceptance and use of technology, Morris, Davis, & Davis (2003), from a sample of 84 midwives [2]. The data are analyzed by ANOVA II. The results showed that the intent to use and the adoption of E-learning within the hospital centers in the first place, are significantly related to the perceived usefulness, perception of ease of use, the conditions facilitators and social influence ranging from 0.3 to 0.9 (p <0.05), towards continuing education through E-learning. In conclusion, we hope, through this research, to show how the tools and the modes implemented in a distance-training program in a continuing education program could favor: the updating of knowledge and the improvement of skills of midwives. Read More Read Less

Abstract Implementing workplace diversity has become a major focus in many Human Resource departments. Diversity workforce can contribute to the organization’s success by enabling access to a changing marketplace via the organization’s multicultural employees. This study aimed to examine the impact of workforce diversity on the job performance in hotels operating in Jordan. Four dimensions of workplace diversity were included in the study: Gender,... Implementing workplace diversity has become a major focus in many Human Resource departments. Diversity workforce can contribute to the organization’s success by enabling access to a changing marketplace via the organization’s multicultural employees. This study aimed to examine the impact of workforce diversity on the job performance in hotels operating in Jordan. Four dimensions of workplace diversity were included in the study: Gender, Age, Nationality, and Education background, on the other hand, job performance was measured by two dimensions: task performance and contextual performance. The study population consists of all managers working at different managerial levels in hotels in Jordan; samples of 389 managers were selected to represent the study population. Data were collected using a questionnaire developed on the strength of previous studies. Both IMB SPSS 19.0 and AMOS 23.0 were run to examine and test measures, data and hypotheses. The results of the study supported the hypotheses that workforce diversity dimensions; Gender, age, nationality and educational background have a positive impact on job performance. Based on the study results the researchers recommend managers and decision makers of hotels in Jordan need to create better diversity management action plans in order to better accommodate the changing business environment. Read More Read Less

Abstract Employee turnover is now becoming a major problem in IT organizations, telecommunications and many other industries. Why employees leave the organization? is the question raising among many HR managers. Employees are the most important assets of an organization. Hiring new will always take more efforts and cost rather than retaining the old ones. This paper focuses on finding the key features of voluntary... Employee turnover is now becoming a major problem in IT organizations, telecommunications and many other industries. Why employees leave the organization? is the question raising among many HR managers. Employees are the most important assets of an organization. Hiring new will always take more efforts and cost rather than retaining the old ones. This paper focuses on finding the key features of voluntary employee turnover and how they can be overcome well before time. The problem is to classify whether an employee will leave or stay. Data is taken from Kaggle. The proposed work will uses ensemble learning to solve the problem, rather than focusing on a single classifier algorithm it will combine weak learning algorithms to get a better ensemble model. We have used Cassandra to store the data in the form of table and retrieving data to perform machine algorithm on them. Read More Read Less