Scientific Journal of KubSAU

Adaptation of a new worker of the company will be considered in this article. For many companies adaption of a new worker to his or her new job does not have much value. But this is a big mistake that many managers are committing. In this article we will have some more effective ways of adaptation of new workers, and how this can be profitable financially to companies by making the new worker efficient in a short period of time. This would be a winning strategy for modern companies. I noticed that in Mali and almost all developing countries they do not even care about this fact. In public or private services the new comers are not welcomed by stuff and managers. And that is why the productivity is not high during the first two or three years of new colleagues in the company. This article can permit managers to understand the theoretical process of adaptation; also it will give them an exact program to follow. Induction of new worker is an essential part of motivation theory of Human resource management. And the first days are very important for the new workers in the company. So to avoid stress and minimize the risk of mistakes and accidents a good and understandable adaptation program is needed. This article is essential in understanding how to increase a new worker motivation in the company

Human Resource development is an important asset permitting corporations and governments to survive in this unstable economic world. Skillful and well educated worker will always permit getting competitive edge. In this article after defining Human Resource development (HRD) and explaining the difference between it and Human development (HD), I will explain the problem of evaluation of HRD with concrete formula and case study showing how the return on investment can be measured. The methodological background with different approaches of more than 10 eminent writers on the question of training evaluation and the common points of them will be presented in a special table with references. Also in the article I ‘am going to give my concretes processes with typical strategy to follow in terms of HRD in government levels, more specifically in developing countries like Mali where Human capital development is a crucial question. Many corporate or state managers fail with their HRD strategy because of lack of knowledge or management tools which can help them do it. So I think this article will help them more and also will draw governments’ attention on the importance of investing in HRD and knowing good evaluation methods. And the work will finish with a conclusion

This article is about the theory of social motivation as a tool to increase social performance in Sub Saharan countries. So in the first part we will retell the theoretical understanding of motivation and its limits and then the explanation of the concept of social motivation as an alternative to complete the existing and old form of motivation. The second part of the article will talk about social performance and how to measure it. Several techniques are available for measuring performance of an employee. But the difference is in the sources of traits or qualities to be appraised. Jobs are different and have different requirements and different opinion of the management too. The practice is difficult sometime because of different kinds of workers (factory workers, executives or salespeople), which cannot be measured with the same indicators all the time. In this article we will see some theoretical and practical models of performance appraisal based on effectiveness and efficiency at work with concrete indicators. Also the readers will understand how social motivation, when well used in a company can increase the performance and transform the work place into a livelihood place for all stakeholders. And the article will end with the conclusion in which we have a piece of advice and literature references