THE KEY ROLES OF MANAGERS INFLUENCING THE ENHANCEMENT OF HUMAN DEVELOPMENT OPPORTUNITIES OF WORKFORCE WITHIN GOVERNMENT ENTITIES

Abstract

This study examines the role of managers in enhancing human development opportunities within government entities, focusing on key managerial functions such as leadership, organizational culture, performance management, and talent development programs. Using a quantitative research approach, data was collected from 387 participants and analyzed using SmartPLS, a structural equation modeling (SEM) tool, to explore the relationships between these managerial factors and workforce development. The findings reveal that organizational culture and leadership style have the most significant positive impact on workforce development, emphasizing the need for a strong and adaptive work environment. However, performance management does not show a significant effect, suggesting that traditional performance evaluation methods may not directly contribute to employee growth. Surprisingly, talent development programs exhibit a negative effect, indicating potential misalignment between training initiatives and employee needs. Additionally, the interaction between organizational culture and leadership style produces a negative moderating effect, implying that rigid structures in both domains may limit flexibility in workforce development. These findings suggest that organizations should reassess training models, implement development-oriented performance management systems, and adopt a balanced leadership and cultural approach to maximize employee growth. Future research should further explore the underlying reasons for the ineffectiveness of talent development programs and investigate alternative performance management frameworks that focus on employee advancement rather than rigid evaluation metrics.