Indexing

Abstract: Career development is an important human resource management practice through which higher education institutions promote academic staff professional growth, career progression, and improved job performance. However, empirical evidence on the relationship between career development programs and academic staff performance remains limited in Somaliland, particularly within private universities. This study examined the predictive effect of career development strategies on academic staff performance in private universities in Borama, Somaliland. A quantitative, cross-sectional research design was employed, with data collected through structured questionnaires administered to academic staff. A total of 234 valid responses were obtained from 287 distributed questionnaires, representing an 81.5% response rate. Data were analyzed using Statistical Package for the Social Sciences (SPSS) Version 28, with simple linear regression used to determine the predictive relationship between career development strategies and academic staff performance. The findings revealed that career development strategies had a statistically significant and positive effect on academic staff performance (B = 0.136). The regression model was statistically significant, F (1, 232) = 6.82, p = .010, with career development strategies explaining 2.9% of the variance in academic staff performance (R² = .029; adjusted R² = .024). Although the predictive contribution was modest, the findings demonstrate that career development strategies are significantly associated with academic staff performance. The study contributes empirical evidence to the limited literature on career development in Somaliland’s higher education sector and extends the application of Human Capital Theory in this context. The findings highlight the relevance of structured career planning, professional guidance, regular performance feedback, transparent promotion procedures, and accessible professional advancement opportunities. The study suggests that private universities should strengthen career development frameworks while recognizing that other organizational and individual factors also contribute to variations in academic staff performance.

Keywords: Career development, academic staff performance, career progression, higher education, private universities, Somaliland.

Title: The Effect of Career Development Programs on Academic Staff Performance: An Applied Study on Private Universities in Borama, Somaliland

Author: Dr.Marjan Usama Ismael

International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)

ISSN 2349-7807

Vol. 13, Issue 4, October 2026 - December 2026

Page No: 21-38

Paper Publications 

Website: www.paperpublications.org

Published Date: 16-October-2026

Abstract: The fast paced spread of digital technologies has transformed Human Resource Management (HRM) making it move from conventional administrative practices to data-driven, automated, digitally enabled and increasingly intelligent HRM. Although scholars have given much attention to the strategic and operational implications of Digital Human Resource Management (DHRM), its employee-centric effects are relatively fragmented, especially regarding work-life balance and emotional intelligence.  This study critically reviews and thematically synthesises the literature on Digital HRM transformation and how it affects employee work–life balance and emotional intelligence in the digital workplace. Using a secondary source from academic journals, books, and related academic databases, the study identifies theses, relationships, opportunities, and challenges within the literature through thematic analysis. The findings show that Digital HRM facilitates workers' flexibility, autonomy, communication, access to HR services and coordination with work that could aid in reality goodwill balance. While constant connection, technologically-enabled intensification of work, demands of remote work and permeable boundaries between work and home could result in new forms of strain.  A subsequent review further shows emotional intelligence, a human capacity, as essential to internet-mediated communication, remote teams, organizational change, and tech-based workplaces. The study treats emotional intelligence not just as the outcome of digitalisation but as an employee capability that works to possibly influence individuals’ responses to opportunities and pressures caused by Digital HRM. With the synthesis, the paper presents an integrated conceptual framework that links the Digital HRM transformation with digitally mediated work characteristics, work–life balance, and emotional intelligence. The research adds to the new HRM literature in digital terms by putting employee well-being and human capability at the centre of digital transformation and identifying avenues for future empirical research.

Keywords: Digital Human Resource Management; Digital HRM Transformation; Employee Well-Being; Work–Life Balance; Emotional Intelligence; Digital Workplace; Human-Centred HRM.

Title: Digital HRM Transformation and Employee Well-Being: A Thematic Review of Work–Life Balance and Emotional Intelligence

Author: Ashish Kumar Upadhyay, Anjali Srivastav

International Journal of Recent Research in Commerce Economics and Management (IJRRCEM)

ISSN 2349-7807

Vol. 13, Issue 4, October 2026 - December 2026

Page No: 1-20

Paper Publications 

Website: www.paperpublications.org

Published Date: 03-October-2026