Human Resource Development Challenges Research Articles

Towards evidence-based human resource development for South African local government

Background: The effective management of human resources is crucial for the sustainability of municipalities. However, as evidenced by poor service delivery, municipalities are not measuring human resource development. There is no known assessment tool or system to measure the performance of human resource development in South African municipalities.Aim: This study investigated the human resource development challenges experienced in municipalities and recommends, among other things, an evidence-based assessment tool that will improve human resource development implementation.Setting: Participants included line managers, human resource development professionals, employees, and councillors from randomly sampled local, district and metropolitan municipalities in South Africa.Method: An exploratory sequential mixed-methods design was used. Quantitative data were collected using questionnaires from 111 respondents. Qualitative data were collected from respondents given an opportunity to elaborate on their responses to statements in the questionnaire.Results: The results of the study show that municipalities are not effectively implementing human resource development, which compromises service delivery and municipal performance. They also suggest that municipalities are not effectively implementing the adopted Integrated Municipal Framework for Human Resource Development.Conclusion: The study concludes that there is an urgent need for local government to prioritise the management of human resource development. An evidence-based assessment tool will ensure that human resource development governance gaps are addressed in municipalities.Contribution: This study adds to the debate on the management of human resource development in South African local government by providing a context-specific analysis of implementing and managing human resource development and by recommending improvement strategies.

Human resource development challenges and solutions in Vietnam’s state-owned joint stock companies

Human resource development challenges and solutions in Vietnam’s state-owned joint stock companies

Anticipating Human Resource Development Challenges and Opportunities in ‘Halal Supply Chains’ and ‘Halal Logistics’ within ASEAN

Anticipating Human Resource Development Challenges and Opportunities in ‘Halal Supply Chains’ and ‘Halal Logistics’ within ASEAN

Practices and Challenges of Human Resource Development in Secondary Schools of Hadiya Zone, South Ethiopia

The main purpose of this study was to assess the practices and challenges of human resource development that have been carried out by Hadiya Zone Secondary Schools. To this effect, descriptive survey research design was employed by which questionnaires, interviews, and document analysis were used as instruments of data gathering. Both primary and secondary sources of data were used. The primary data sources were teachers, principals, supervisors, woreda education officers and zone education department experts. The school documents were used as a secondary data source. The data were collected from randomly selected 100 secondary school teachers including 21 principals and 3 supervisors were selected by using availability sampling and 9 Woreda Education Officers and 3 zone education department experts of Hadiya Zone were selected purposefully. A total of 136 respondents were included as subjects of the study. The findings of the study indicated the absence of the systematic needs assessment practices, no HRTD plan incorporated in strategic plans, objectives of TDP had not been well presented to trainees, no clear and transparent training and development criteria for selecting trainees and trainers. the practice of preparing and implementing TDPs had been constrained by low attention of top level educational leaders, lack of adequate budget, selection of inappropriate trainees and trainers, allocation of insufficient time. Based on the findings, the following conclusion was drawn; due to lack of systematic training and development needs assessment capacity and potentials of individuals had not been built for better future performance, appropriate individuals were neglected from the selection for the TDPs, secondary schools and education departments fail to measure the effects and benefits of the TDPs to the organization and the employees/ teachers and administrative staffs/. Based on the conclusions, the following are recommended: appropriate attention to be given to training and development needs assessment, allocation of necessary resources for TDP, planning TDP in association with strategic plan, arranging of induction/orientation programs, applying on-the-job methods, creating systematic monitoring and evaluating practices of TDP, arranging awareness creation programs and formulating clear and transparent TDP directives, and giving more emphasis on professional development rather than other activities in secondary schools and woreda education offices.

A Cross-Sectoral Study of Value Profiles and Differences between Employees in Private and Public Sector in South East Europe

Abstract This study of cultures across 6 countries (7 regions) shows that each region has its own specificity and its own unique employee value profile. Value profiles have been explored as a potential diagnostic tool on the basis of Hofstede’s value dimensions in the service of human resource development at the local level. The resulting employee value profiles are based on a representative sample of employees in the private and public sectors. Significant similarity in value profiles have been found for employees from Croatia and Serbia compared to Romania, Hungary, Slovenia and Italy, both in the public and private sector. The research results suggest the direction that managers and policymakers need to take in order to understand what employees’ values are, how they can be used, and how to address the challenges of human resource development in their region.

International HRM in South African multinational companies

Abstract With the paucity of published research on human resource management (HRM) policy and practice in the BRICS countries (Brazil, Russia, India, China and South Africa), the rationale for this article is to evaluate the nature of HRM practices, their development, application and diffusion in South African MNCs. It provides an exploratory analysis in a systematic literature review referring to qualitative case study research and research survey literature to better understand HRM strategies and practices developed and diffused by growing emerging market MNCs from South Africa. The findings underline significant challenges of human resource development and controversies regarding host country issues alongside a degree of ‘sophistication’ in the HRM practices of firms analysed. An aim of the article is to identify areas for further research on business and HRM models of Emerging Market MNCs (EMMNCs) in the African context and develop a set of seven research propositions.

Human Resource Development Challenges and Impact in Non-Governmental Organizations in Kenya (A Survey of Non-governmental Organizations in Nairobi)

Purpose: The aim of this study was to document the challenges and subsequent impact of Human Resource Development (HRD) in Non-Government Organizations (NGO) in Kenya.Methodology: The study adopted a descriptive design method. The sample size was drawn using stratified random sampling technique from a frame of 38 registered NGOs in Nairobi and had a final result of 10 NGOs and 120 respondents. Sixty (60) respondents were selected from the 120 respondents. A response rate of 30 (50%) was obtained from the 60 questionnaires handed out. The research results were presented in tables and charts and were analyzed using MS Excel and SPSS. Descriptive statistics were used in interpreting data, measure of tendencies and measurement of the relationship of different variables.Results: The study findings revealed that training had an effect on human resource as it helped in optimizing the utilization of human resource, helped in providing an opportunity and broad structure for the development of human resources' technical and behavioral skills in an organization, led to increased job knowledge and skills of employees at each level as well as their productivity, improved the morale of the work force and helped in creating a better corporate image for the organization. Findings also indicated that staff motivation was high in the NGO sector hence staff motivation may not be a challenge to human resource development in the selected NGOs. Finally, it was concluded that human resource development impacts on organizational performance as it leads to improvement in profits, leads to competitive advantage and leads to improved employee morale.Unique contribution to theory, practice and policy: It was recommended that training in NGOs may be given priority as it helped in optimizing the utilization of human resource, as well as providing an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It was also recommended that NGOs may continue addressing the motivation issues so as to maintain the high level of motivation that currently exists in NGOs.

JAにおける青果物営業活動の特徴と人材育成の課題

JAにおける青果物営業活動の特徴と人材育成の課題

The Challenge of Human Resource Development in Nigeria’s Sustainable Transformation Agenda

In the recent times, the Nigerian Government has shown serious concern in the pursuit of sustainable transformation that will ensure full and effective utilization of its abundant resources which will translate into better living standards for the masses. Sustainable transformation is a mandate for a radical, structural and fundamental rearrangement and re-ordering of the building blocks of the nation. This paper, anchored on the human capital theory, argues that Human Resource Development (HRD) constitutes a vital ingredient in the development of any society. At the macro level of the society HRD rests on the pillars of education, the family and national leadership to inculcate the right skill, knowledge, value and attitude in the citizenry. It is further argued that the issues of inadequate skill and knowledge, poor value and attitude are indications of the failure of the educational, family and leadership systems, and are HRD challenges capable of hindering the achievement of the goals of the transformation agenda. The paper concludes that to ensure the success of the transformation agenda, there is need to address the deficiencies in the HRD of the masses through radical transformation of the educational system; reorientation of leaders and masses towards positive values and attitudes; and re-awakening of the family institution to its traditional responsibility, all of which will translate into a culture of ‘doing the right things’ and ‘doing the things right’.

Human Resource Development in Tourism Industry

Tourism has emerged as an important socioeconomic activity. It is an important international industry and a leading economic driver of the 21st century service sector. Human Resource Development (HRD) is central to the sustainability-oriented tourism development initiative. It has been observed that over the years, there has been a change in the demand and supply pattern of human resources for the travel industry, with the demand in favor of more educated and specialized personnel. However, the development of human resources in tourism is subject to a number of obstacles, and is severely lagging in terms of professionalism. There is no evidence of any kind of HRD approach being followed by the tour operators/travel agencies. Skill shortage within the industry is an outcome of short-term management and lack of investment in people. The tourism workforce appears to be uneducated, unmotivated, untrained, unskilled and unproductive. Thus, there is a need to enhance the image of the industry personnel through standard human resource management and development practices, which require the cooperation of the people involved in the tourism business. In this Paper an effort has been made to shed light on problems and challenges of HRD in the tourism industry in India.

Responding to the tourism industry training and human resource challenges in Sri Lanka

Purpose – The paper aims to explore the foremost training and human resource development challenges from the perspective of the Ministry of Economic Development funded Sri Lanka Institute of Tourism and Hotel Management (the institute). Design/methodology/approach – The first of two theme issue articles on industry training and human resource challenges, the paper is based on discussions with senior management and staff representing the Institute at its main campus in Colombo. The second article features responses from community leaders and from one of the Institute's provincial centres in Anuradhapura. Findings – The Institute has identified the need to commercialize its country-wide operations so as to minimize the amount of Government subsidy and ensure that its courses are aligned as closely as possible with the needs of Industry. Second, senior management spoke about the challenge of attracting Sri Lankans to engage in tourism and thereafter equipping them with the personal and professional skills needed to provide the level of service expected by international tourism visitors. Practical implications – The paper highlights the need for innovative thinking and action in response to practical challenges and business development pressures. Originality/value – The study draws on the views of senior industry practitioners who are actively engaged in responding to the challenges arising from Sri Lanka's ambitious plans for tourism development.

Challenges of Human Resource Management for Effective Implementation of The Universal Basic Education Programme in Rivers State

The paper looked at the challenges of Human Resource Development for effective implementation of the Universal Basic Education Programme. In the process, the critical role of the UBE in producing educated and skilled citizens essential to national development was considered as well as the human resource base needed to improve the programmes for relevance and effectiveness. The human resource base needed at the UBE were identified as teachers, administrators, support staff, planners as well as policy makers. In the face of the perceived under-achievement and low capacity of the products in contributing to national development, the paper discussed the challenges facing human resource development for UBE. Finally, suggestions were made for effective human resource development plans and programme. DOI: 10.5901/mjss.2013.v4n5p51

Labour Market and Human Resources Development: An Analysis of Findings from the Albania Survey of Human Resources Development

The Human Resources Development Survey (HRDS), which was carried out in the region of Korca (Albania), documented changes of the labour market demand and the occupational distribution of employees. This paper, based on the findings of the HRDS, reveals the broad trends in labour market developments at the enterprise level, current human resource development (HRD) practices and needs within enterprises, and suggests areas in which allocating resources to HRD would be most effective. The main findings in relation to four major questions are presented. The paper concludes with a summary of the findings in relation with the challenges of HRD.

A culturally sensitive framework for understanding knowledge workers from a non-western background

The significant link between learning and the knowledge economy is so crucial that the Organisation for Economic Co-operation and Development has reconceptualised the term knowledge-economy to call it the ‘learning economy’. One of the main challenges of human resource development in the ‘learning economy’ is to evaluate the learning attributes of the knowledge workers. Much of the available literature on learning does not go beyond classroom learning. Students’ approaches to learning provide a relevant basis for investigating adult learning but studies have reported the lack of consideration of cross-cultural issues. Thus, theoretical underpinnings of cultural values were used in this study to address the gap. Two adapted instruments which considered both etic and emic characteristics were administered to 959 Malay and Chinese knowledge workers to ensure conceptual equivalence. The consideration of cultural variables in the investigation reveals indigenous learning constructs such as ‘Memorising and understanding’ and ‘Face’. The inclusions of ‘emic’ concepts ensure a rigorous framework in understanding adult learners from a non-western background.

Workshop 7: Working in International Health: Innovations and Challenges of Human Resource Development

Workshop 7: Working in International Health: Innovations and Challenges of Human Resource Development

Knowledge Management and Human Resource Development: An Application in Social Network Analysis Methods

The problem and the solution. This article describes how social network analysis (SNA) can contribute to the knowledge management (KM) efforts of human resource development (HRD) professionals in organizations today.The suggested contributions of SNA are based on primary research conducted across more than 80 organizations. The author first provides an introduction to the people-to-people strategy of today's KM efforts.A detailed look at some common HRD challenges is introduced. Next, an introduction to SNA metrics and techniques is given, and a description of how they can be used to help understand HRD challenges is outlined. The author then provides three cases to illustrate how SNA can aid HRD analysis and interventions involving (a) knowledge creation and innovation, (b) knowledge transfer and retention, and (c) knowledge associated with job succession planning. The author concludes by discussing the implications for HRD of utilizing SNA in the organization.

Globalization and the challenges of human resource development: the counsellor's factor

This paper discusses the challenge of human resource development as it relates counseling in Nigerian schools in the face of globalization of world economy with its attendant changes in every facet of life. It traces the origin of human resource development Iin Nigeria up to the coming of the missionaries who spiritually colonized Africa and also educated their adherents. The National Policy on Education of 1997, which was a Nigerianised product, however introduced a new impetus in education vis-à-vis human resource development. The resultant 6-3-3-4 system of education was seen as a panacea for the training of marketable, self-employed individuals in technical and vocational education with guidance and counseling entrenched as the Nigerian system of education shows that counseling has taken off in most schools but counselors do not have necessary infrastructures with which to carry out their duties effectively. The paper thus advocates proper funding of guidance and counseling programmes as this will go a long way in enhancing human resource development in Nigeria. The Nigerian Journal of Guidance and Counselling Vol. 9 2004: 71-84