Human Resource Development Research Articles

Pengaruh Pengembangan Karir Terhadap Kinerja Karyawan Melalui Burnout Sebagai Variabel Mediasi Pada Karyawan Perusahaan Umum Daerah Air Minum Tirta Bumi Wibawa Kota Sukabumi

The success of an organization in maintaining its existence is through the development of human resources. PERUMDA Air Minum TBW Kota Sukabumi is a company engaged in the field of clean water services, the phenomenon faced by the company from the aspect of human resources is the low performance of employees indicated by the decline in employee punctuality to work hour regulations and employee attendance. The results of field observations on several employees showed the absence of career development, namely job rotation, with the absence of job rotation so far employees feel bored because they have been struggling in the same field for years. This study aims to determine the effect of career development on employee performance through burnout as a mediating variable. The research method used in this study is a quantitative method with a quasi-associative approach. The sampling technique used in this study is saturated sampling with a sample size of 52 employees. The data analysis technique used is Structural Equation Modeling Partial Least Square (SEM-PLS) with the help of SmartPls Version 3.2 software. The results of this study indicate that there is no significant influence between career development and employee performance, there is a significant influence between career development and burnout, and burnout cannot mediate career development and employee performance.

Capacity Building Challenges in Human Resource Development in Village Community Empowerment Organizations

Capacity Building Challenges in Human Resource Development in Village Community Empowerment Organizations

Organizational Culture and Continuing Education and Training

In today’s economies, lifelong learning has emerged as a crucial driver of economic and social development and growth. However, Bulgaria lags behind other European nations in terms of participation in lifelong learning initiatives. This article delves into the factors that influence continuing education. A field study, involving over one hundred Bulgarian enterprises, revealed that organizational culture plays a pivotal role in shaping corporate investment decisions. Companies that prioritize human capital accumulation through strategic human resource development strategies and practices, and view learning as an essential asset tend to exhibit higher levels of both participation and intensity in lifelong learning programs. These findings align with institutional theory according to which organizational culture significantly impacts investments in lifelong learning. Thus, the paper has significant practical implications for policies related to continuing education and training.

20 years of critical HRD scholarship development: citation and authorship network analysis

ABSTRACT Appreciating the contribution of critical human resource development (CHRD) scholarship to raise critical perspectives and practices in HRD, this study explored the development of CHRD scholarship over 20 years (2003–2022) using social network analysis (SNA), particularly focusing on analysing citation and authorship networks in CHRD journal articles. In doing so, this study identified influential CHRD authors, articles, and the structure of CHRD authorship communities – eight connected core groups and many disconnected periphery groups. Further, the CHRD authorship networks were explored and visualised on a five-year basis. The analysis results identified that particular core members, largely White women scholars working in the US or UK, led the CHRD scholarship. Also, community groupings and each community’s key themes were found to be related to the national locations of the authors’ affiliated institutions. Additionally, this study found a recent shift of CHRD scholarship towards smaller, more cohesive communities within the larger network. Based on the findings, this study provides theoretical and practical implications and concludes with a call for building inclusive CHRD scholarship networks.

Sustainable Development of Education for Giang University - Vietnam National University Ho Chi Minh

The sustainable development goals (SDGs) or global goals have widely been stated in many countries and international associations in the world. The United Nations SDGs were adopted by the United Nations in 2015 as a universal call to action to end poverty, protect the planet, and ensure that by 2030 all people enjoy peace and prosperity. The 17 SDGs are integrated—they recognize that action in one area will affect outcomes in others, and that development must balance social, economic, and environmental sustainability. The author of this article desires to explore the concept of ‘sustainability’ from the literature review and revise the three pillars of the ASEAN Community to find out the connectivity of the 17 SDGs with the ASEAN’s three pillars. Particularly, the author provided the Global Goal 4 – Quality Education in further detail. Then, this paper pointed out some findings through data collection from institutional document analysis and discussions. Findings indicated a clear imbalance between the human resources development and the training courses development of a university member in the system of Vietnam National University Ho Chi Minh (VNUHCM). The paper ends with some recommendations for enhancing the ASEAN connectivity and the educational sustainability for development at VNUHCM’s university member. Keywords: educational sustainability, quality education, the ASEAN Community’s three pillars, the sustainable development goal, VNUHCM

Two-Way Empowerment: The Role of Data Resources in Economic and Human Resource Development

Two-Way Empowerment: The Role of Data Resources in Economic and Human Resource Development

Generative artificial intelligence: opportunities, challenges and future avenues for organizational learning

Purpose This study provides a comprehensive investigation of the opportunities and challenges associated with generative artificial intelligence (GAI) use in development and learning in organizations. Additionally, it highlights the future avenues in GAI research and provides practical recommendations for policymakers. Design/methodology/approach Data for the review was collected from the Web of Science database using the search criteria (“Generative artificial intelligence” OR “artificial intelligence”) AND (“human resource management” OR “human resource development” OR “workplace learning” OR “organizational learning” OR “organizational development” OR “learning organization”) on March 6th, 2024. Filtering results to Management and Business categories yielded 71 articles. After abstract review, 6 unrelated articles were excluded, leaving 65 articles for final analysis. Findings The study presents several opportunities of GAI such as applications in personal learning and content generation. Moreover, it unravels several potential challenges of GAI such as quality and accuracy issues and elucidates several future research directions. Originality/value Our study is the first literature review that provides and a comprehensive overview of generative artificial intelligence in the context of organizational learning.

Machine Learning (ML) Modeling, IoT, and Optimizing Organizational Operations through Integrated Strategies: The Role of Technology and Human Resource Management

In the dynamic contemporary business environment, the efficient optimization of organizational operations is crucial for companies to maintain competitiveness and secure enduring success. To achieve this goal, organizations can leverage a range of elements including human resource management, the Internet of Things (IoT), technology, time management, employee training, development, and customer relationship management. Enhancing operations through these factors offers numerous benefits such as increased productivity, cost efficiency, better decision-making, work–life balance, heightened satisfaction among employees and customers, boosted revenue, improved competitiveness, and sustained success. This research employed a blended research methodology, encompassing quantitative surveys and qualitative interviews, to explore the effective application of these elements in optimizing organizational operations. Additionally, an artificial neural network (ANN) model was utilized to deepen the understanding of the relationships between key parameters and their impacts on organizational outcomes like productivity, efficiency, and competitiveness. The results indicated that technology had the most significant impact at 76.28%, underscoring the substantial influence of new technologies on organizational performance. Moreover, factors like human resource management, employee training and development, and customer relationship management also played significant roles in optimizing operations. The study identified various challenges to implementation, such as resistance to change among employees, lack of technical expertise, integration issues with legacy systems, and incomplete data, along with best practices to overcome these hurdles including regular performance evaluations, robust security measures, and personalized customer experiences. By adopting a holistic approach that integrates internal and external factors, this study offers valuable insights for organizations seeking to improve their operations, enhance productivity, and achieve their goals more efficiently. The findings emphasize the importance of a multifaceted strategy that harnesses technological advancements and efficient human resource management practices to propel organizational success in today’s fast-paced business landscape. Further research on the intricate interactions between these factors can provide additional guidance for organizations striving to enhance their performance and secure long-term competitive advantages.

The Influence of Human Resource Information System Career Planning and Development on Employee Performance: A case of the Institute of Accountancy Arusha

This study sought to examine the influence of human resource information system career planning and development on employee performance: A case of the Institute of Accountancy Arusha. Descriptive survey research design and quantitative research approach were employed. Primary data were gathered through structured questionnaires and secondary data were obtained from various sources including published sources and unpublished sources such as books, research reports, journal articles, dissertations, seminars, magazines, and newspapers regarding the influence of HRIS utilization on employee performance in the Institute of Accountancy Arusha. Descriptive statistics was used to analyze data. Findings revealed that human resource information system career planning and development influenced employee performance at IAA through improving working morale, increasing productivity, performing well the work duties, increasing creativity, ability to make a productive decision in employees’ work. It was recommended that human resource information system human resource information system should be strengthened and improved as to continually influence employee’s performance at the Institute of Accountancy Arusha. This can be done by adopting up-to-date (more sophisticated) human resource information systems.

Human Resource Development Planning Oriented Towards Character Building in Santri: A Case Study in Soppeng District's Islamic Boarding Schools

This research aims to know and discover human resource development planning oriented towards building students' character. This research is a case study or field research using qualitative methods with a constructivist paradigm. This research was carried out at 6 Islamic boarding schools in Soppeng district. The research results show that planning for human resource development in the character education program for the six Islamic boarding schools in Soppeng Regency was carried out carefully by involving various parties, such as Islamic boarding school leaders, teaching staff and parents of students. The character education program considers religious values, students' needs, and current developments. However, several Islamic boarding schools still have teaching staff who have yet to participate in workshops on Character education. As a suggestion in this research, Islamic boarding school leaders always carry out good planning in human resource management development, incorporate character values into the moral development process in Islamic boarding schools, and encourage teaching staff to participate in workshops or training related to character education.

Relationship Between Medical Allowance and Employee Retention at the Teachers Service Commission, Nairobi Kenya

This study looked into the effect of medical allowance on employee retention at Kenya's Teachers Service Commission. Research design was a descriptive survey. 350 TSC employees from the finance, audit, human resource management, development, and administration were targeted. A sample of 186 was obtained using the Yamane formula and stratified random sampling method. Questionnaires were employed. Collected quantitative data was analyzed on a computer using the Statistical Package for Social Sciences (SPSS) summarized into frequencies and percentages and presented in the form of tables, figures, and pie charts. Inferential analysis facilitated the identification of the relationship between study variables. The results revealed a beta value of.610, indicating that a unit increase in medical allowance would result in a 60.3% increase in employee retention. Furthermore, the t-statistic was 9.807, and the associated p-value was 0.000, which is less than the p<.05 level of significance. As a result, the null hypothesis is rejected and the alternative is accepted, leading to the conclusion that there is a statistically significant association between medical allowance and staff retention at Kenya's Teachers Service Commission. To enhance employee retention, the study recommends that the commission should consider providing employees with a dedicated allowance for medical expenses which demonstrates the organization's commitment to supporting their health and well-being, which is crucial for fostering loyalty and satisfaction among the workforce. The commission should ensure that the employees have access to adequate healthcare coverage because it helps them to alleviate financial burdens associated with medical expenses, reducing stress and improving overall job satisfaction.

Human Resource Management Practices and Academics’ Performance

The aim of this study was to investigate the effect of human resource management practices on the job satisfaction of academics in higher education institutions. Furthermore, there were 129 academics from several higher education institutions in West Java involved as participants in this study. The research instrument consisted of 30 items to assess human resource management practices and three items to assess job satisfaction. Additionally, SPSS 29.0 was used for data analysis. Based on the results of this study, there was a significant and positive association between job satisfaction and human resource management practices, including recruitment, selection, training and development, performance appraisal, rewards, recognition, and promotion prospects. The findings and statistical analysis of this study highlighted the effect of human resource management practices on the job satisfaction of academics in higher education institutions. In addition, it was expected that the novelty of this study would provide a significant contribution to human resource management practices and the current situation of job satisfaction in Indonesian higher education institutions, particularly in the public sector.

The Influence of Leadership Style on Teacher Performance Through Human Resource Development at Integrated Islamic Elementary Schools in Depok City

This study aims to analyze the influence of leadership styles on teacher performance through human resource development. The method used includes the formation of regression models and path analysis, utilizing SPSS tools. The sample was selected using random sampling techniques, referring to the theory by Hair et al., with a sample size ratio of 1:5 from the parameters measured. There are 36 indicators being examined, resulting in a total sample size of 180. The study results indicate a direct influence of leadership styles on teacher performance at 0.613 and an indirect influence at 0.664, meaning the indirect influence is greater than the direct influence. This leads to the conclusion that, indirectly, leadership styles significantly affect teacher performance through human resource development. Meanwhile, the percentage contribution of the influence of leadership styles on teacher performance through human resource development is 54,8%.

Pengembangan BUMG melalui Pelatihan Keuangan dan Peternakan di BUMG Gampong Siem Aceh Besar

This community service was conducted in international collaboration with the attendance of several polytechnics held in Gampong Siem Aceh Besar. This service is themed as BUMG and already exists in the village. From the observation results, it was found that currently, there are only two BUMGs that have existed in the fields of animal husbandry and savings and loans. Meanwhile, from the results of the analyses and discussions, it was found that the BUMG operations were not fully optimal, so some discussions inspired improvements to advance the BUMG. For example, in animal husbandry, a fermentation process can be used to handle feed problems and structured financial reports in the savings and loan business. In both business fields, human resource development is still needed so that the BUMG becomes a valuable institution in the community economy in accordance with the community's circumstances and culture.

The Effect of Basic Disaster Management Training on Basic Training With Employee Performance as an Intervening Variable at the Human Resource Development Agency North Sumatra Province

The purpose of this study is to find out and analyze the influence of Basic Training on Employee Competency mediated by Performance on Employees of the North Sumatra Human Resources Development Agency. This research was carried out at the North Sumatra Human Resources Development Agency. The type of research is quantitative associative. The sample in this study is 107 employees of the North Sumatra Human Resources Development Agency. The sampling technique in this study uses a saturated sample so that the entire population will be a sample of 107 people. The results of the study show that Basic Training does not have a significant influence on Employee Competence as shown by the T-Statistic value of 0.265 < 1.96 and the P Value value of 0.791 > 0.05. In the effect of Basic Training on Performance, data on T-Statistics values were obtained from 3,035 > 1.96 and P-Value values of 0.003 < 0.05 or there was an influence of Basic Training on Performance. Performance had a significant effect on Employee Competency with a T-Statistic value of 4,407 > 1.96 with a P-Value of 0.000 < 0.05. In the indirect influence, the results show that Performance has a role as an intervening variable that will explain the relationship between Basic Education and Training and Employee Competency of the North Sumatra Human Resources Development Agency. This shows that improvements in Basic Training will be able to improve performance, which in turn can also contribute to improving the Competency of Employees of the North Sumatra Human Resources Development Agency.

Perubahan Strategi SDM pada PT Matahari Departemen Store Bekasi Cyber Park

The purpose of this study is to find out the change in strategy in PT Matahari Jabatan Tbk Bekasi Cyber Park.This study uses a qualitative research method with data collection techniques carried out by observation, interview and documentation techniques. Research that aims to describe and describe events and phenomena that occur in the field and present data systematically, factually and accurately about facts or phenomena that occur in the field. The research informants in this study are 1 manager, 2 supervisors, and 2 general employees as informants. So there are 5 people who are supporting informants. The results of this study show that the strategy changes. Related to HR strategies Human change is related to the roles, attitudes, perceptions and expectations of employees in the organization. Meanwhile, changes in the structure include authority, work flow, and, labor in the organization. Meanwhile, changes in the structure include authority, work flow, and, labor in the organization. Human resources greatly determine the successful process of an organization's performance. Human resource development is to make it easier to realize the company's goals, because the quality of human resources is considered capable of carrying out their duties and functions as employees in an organization.

Implementasi Reformasi Birokrasi Dalam Pengembangan Sumber Daya Manusia Aparatur Di Dinas Koperasi Usaha Kecil Menengah dan Perdagangan Kabupaten Dharmasraya

This research aims to find out how bureaucratic reform is implemented in developing human resources for the apparatus at the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service. Researchers conducted qualitative research using descriptive methods. The research was conducted at the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service. To select informants using purposive sampling. The data sources for this research are primary and secondary data, which were collected through interviews and documentation. However, triangulation of methods and sources is used to test the validity of the data. Data analysis consists of four stages: data collection, data reduction, data delivery and conclusions. The research results show that the implementation of bureaucratic reform in the development of human resources for the apparatus has gone well, although not optimally. employee skills are still lacking, thus explaining the importance of providing training to State Civil Servants who need it. The Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service has implemented bureaucratic reform in the aspect of human resource development. There are three indicators in human resource development according to Lijan Poltak Sinambela (2016), namely (1) Training and development of human resources such as training for civil servants (Laksa), career advancement training, (2) Compensation (3) Career development. Meanwhile, in the Regulation of the Minister of State Apparatus Empowerment and Bureaucratic Reform of the Republic of Indonesia Number 18 of 2021 concerning the Road Map for Bureaucratic Reform of the Ministry of State Apparatus Empowerment and Bureaucratic Reform for 2020-2024, there are seven indicators of success in developing human resources, namely (1) Planning employee needs (2 ) Employee recruitment (3) Employee development (4) Promotion, transfer and rotation of employees (5) Implementation of employee performance assessments (6) Enforcement of employee code of ethics (7) Developing a personnel information system. However, in implementing bureaucratic reform, the Dharmasraya Regency Cooperatives, Small and Medium Enterprises and Trade Service experienced obstacles, such as a lack of infrastructure, a lack of budget, and a lack of training provision for ASN. Efforts made by the Dharmasraya Regency Small and Medium Enterprises Cooperatives and Trade Service are (1) Development through Training (2) Increasing human resource capacity in the region (3) Human resource training system

The Important Role of Village Government in Accelerating Stunting Prevention

Development basically doesn't just talk about infrastructure, but development talks about how to develop people. Stunting is one of the problems in human resource development in Indonesia (Ministry of Health, 2017). This research aims to describe and analyze implementing policies for accelerating Integrated Stunting Prevention in the Pakel District and supporting and inhibiting factors. This research uses a qualitative approach with procedures that can produce descriptive research data. The research location is in Sukoanyar and Suwaluh villages, Pakel District, Tulungagung Regency, using interview data collection techniques, document data and observation. The data analysis technique in this research uses the interactive data analysis technique model from Miles, Huberman, and Saldana (2014). The result of this research is that the accelerated implementation of integrated stunting prevention shows the role of the village government in carrying out convergence in program budget planning and village development activities to support stunting prevention. Government commitment regarding acceleration of stunting prevention. The Suwaluh and Sukoanyar Village governments have implemented Regent Regulation Number 52 of 2019 concerning the acceleration of integrated stunting prevention by directions for the village government in its implementation. Factors that influence the role of village government in accelerating stunting prevention in Pakel District include supporting factors, including communication, resources and bureaucratic structure. Meanwhile, inhibiting factors include education and social and economic aspects.

A Local Gender Equality Plan - A Modern Human Resources Development Tool

The implementation of equal opportunities is a challenge for the staff of an anaesthesia department. At the Department of Anaesthesiology and Intensive Care Medicine at Hannover Medical School, a local Gender Equality plan has been implemented to create a secure and transparent framework for reconciling scientific and clinical careers with family responsibilities. Today, family and career should be equally compatible for men and women. Unfortunately, in medical professions it is often still an either/or decision. At the same time, it is important to offer an attractive workplace in view of the increasing shortage of qualified staff. In order to provide equal opportunities for all employees and to increase satisfaction, it is necessary for employers to address the issues of equality and work-life balance, to identify challenges and to create structures for improvement.

The coach bots are coming: exploring global coaches’ attitudes and responses to the threat of AI coaching

ABSTRACT Artificial intelligence (AI) in business coaching, as in other human resource development professional service roles, opens up the possibility of multiple chances, such as cost- and time-effective gains. However, as AI can act autonomously and may surpass human performance, it can both lead to unforeseen risks as well as create a threat for professional service workers, including business coaches. Using a within-subject threat manipulation design, the present research investigated whether business coaches (N = 436; from over 50 different countries) respond to the topic of AI in coaching with heightened threat-related affective states and how this change affects their attitude towards the topic. Expectedly, the topic evoked higher behavioral inhibition and lower behavioral activation threat-related affective states, leading to lower curiosity in and a more negative opinion of AI in coaching. Theoretical and practical implications are addressed to lower the coaches’ threat-related affective states towards AI application in professional services. A hybrid approach between responsible AI and an ethically skilled and professionally trained coach is recommended.