Purpose: There are specific requirements to fulfill CSR in the field of the training function, which can be deduced through a deep understanding of the meaning of CSRs (specifically, economic and ethical responsibilities). Those requirements must be included in the Electronic Training Card System (ETCS) to enable HRM in large organizations to adhere to its social responsibilities in the field of the employee training function. Therefore, this study aims to identify the needs of CSR in the field of training function and indicate how to include them in ETCS, in addition to identifying the necessary requirements for adopting of ETCS in business establishments. Method: The researcher adopted the following two concepts: 1) The concept of optimal use of economic resources (corporate economic responsibility); 2) The concept of fair opportunities for all (corporate ethical responsibility) in describing and specifying the items of criteria for measuring the effectiveness and efficiency of HRM in performing its job duties in the field of training. To design ETCS and include those requirements ″ items″ in it, the researcher relied on his diligence and skill in the field of designing electronic systems. Results: The study identified items of criteria for measuring the effectiveness and efficiency of HRM in performing its job duties in the field of training in a manner consistent with the requirements of CSR. The study was also able to design ETCS that will enable HRM to fulfill the requirements of CSR in employee training and determine the requirements for its application in institutions. Originality/Value: According to the researcher's vision, ETCS proposed in this study will enable HRMs in business institutions to adhere to their CSRs in the field of employee training- especially economic and ethical, because of its harmonious design with CSRs requirements.Full article

The objective of this research was to investigate work-family conflict among management staff of hotels in the Accra Metropolis of Ghana. The study employs the pragmatism approach and Convergent parallel mixed methods research technique. The population of the study is all-star-rated management staff of star-rated hotels in the Accra metropolis. Stratified, random and convenient sampling techniques were used to select 182 out of 356 respondents. One hundred (100) were sampled using a formula and a table determination of sample size based on the confidence level needed from a given population as provided by Krejcie and Morgan in 1970 for the study. Ten managers were conveniently interviewed on the issues of work-family conflict. The main instruments for data collection were a questionnaire and a semi-structured interview guide. This study adopted factor analysis and a structural equation model to examine factors that influence work-family conflict. This statistical technique was used in the research to investigate the factorability of the variables of work-related and family-related factors separately and a structural equation model was used to combine both factors to better understand the relationship. Linear regression was used to determine the relationship between work-family conflict. Pearson product-moment Correlation and structural equation model were used to determine the consequences of work-family conflict. It can be concluded that both work-related such as work overload, job type and involvement as well as family-related factors such as life cycle stage, and childcare arrangement predict work-family conflict among managers of hotels in the Accra metropolis. It is also deducted WFC affect managers’ performance on the job, exhaust them emotionally and also influences their intentions to leave the job for another. Managers usually feel fatigued to prepare for work and physically drained after work. They also feel depressed and emotionally drained sometimes. It is recommended that top management of hotels should allocate a budget to build an organisational culture that encourages work-family balance. Frontline managers should be trained to be aware of the benefit of providing support in the work environment that will help staff balance work and family. It is also recommended that hotel jobs be redesigned by the human resource unit to reduce workload and make it more interesting for managers so they may not feel overworked. Overworking of managers will enhance their intentions to quit the job and this will be costly for hotels.Full article