Human Resource Development Research Articles

Towards a QBLM-Based Qualification-Management Methodology Supporting Human-Resource Management and Development

This position paper presents a novel perspective on addressing the challenges of digital transformation in higher education through the development of a qualification-based learning model (QBLM) qualification management methodology. It argues that the rapid pace of technological advancement and the resulting need for continuous upskilling and reskilling necessitate a more dynamic and adaptive approach to human-resource management and development. The paper posits that by extending QBLM through the integration of artificial intelligence (AI) and machine learning (ML), a more effective system for analyzing competence requirements and designing personalized learning pathways can be created. The paper proposes a three-fold approach: (1) developing the FPHR ontology to support semantic annotation of HR qualifications in higher-education institutions (HEIs), (2) integrating this ontology into QBLM to ensure the machine-readability of qualifications, and (3) modeling a knowledge-based production process for HRs in skills-based learning. This paper outlines the current state of the art, presents conceptual models, and describes planned proof-of-concept implementations and evaluations. It contends that this approach will significantly enhance the effectiveness of human-resource development in the rapidly evolving digital knowledge society. By presenting this position, the paper aims to stimulate discussion and collaboration within the academic community on innovative approaches to qualification management in higher education. The work addresses critical issues arising from technological development and offers a forward-thinking solution to bridge the gap between current and future skill requirements in industry and academia.

Perancangan Model Bisnis Kaki Bukit Coffee Menggunakan Metode Business Model Canvas

Kaki Bukit Coffee is a coffee shop located in West Bandung Regency, precisely on Jl. Maribaya No.16, Kayuambon, Lembang District, which was founded on December 16 2018. This coffee shop offers various types of drinks, both hot and cold, such as Basic Coffee, Flavored Coffee, Freshener, and Tea. However, Kaki Bukit Coffee faces several challenges, including not achieving its revenue target. This challenge is caused by several factors such as lack of employee capability, limited space capacity, lack of product innovation, many competitors, the influence of rainy weather, less than optimal promotional strategies, and limited use of promotional media only via Instagram. This research aims to identify and overcome the problems faced by Kaki Bukit Coffee through evaluating and designing a new business model using the Business Model Canvas (BMC) method. The improvement process begins with collecting data regarding the current condition of the business model, including customer profiles obtained through questionnaires and analysis of the business environment through literature studies. Next, a SWOT analysis is carried out to understand the strengths, weaknesses, opportunities and threats from internal and external aspects, as well as identifying the value proposition canvas to formulate the right strategy. Several proposals were put forward to solve problems such as in the Value Proposition block, proposals included increasing product variations, offering variations in glass sizes and toppings, as well as providing bundling packages. In the Customer Segments block, the focus is on increasing the number of Lembang customers. For Channels, proposals include increasing the use of online food delivery applications such as GoFood, increasing promotions via social media such as Instagram, adding the ShopeeFood and TikTok platforms, as well as displaying menu lists and linktr.ee on Instagram profiles. In the Customer Relationship block, proposals include offering discounts and promos, providing special promotions for local residents, as well as providing WiFi connections. In the Key Activities block, increasing sales and marketing activities, adding training and HR development programs, as well as improving indoor and outdoor facilities are priorities. In the Key Partners block, namely increasing cooperation with raw material suppliers. Meanwhile, in the Cost Structure block, the proposal includes additional costs for improving indoor and outdoor facilities, training and human resource development costs, as well as costs for WiFi connections. Lastly, in the Revenue Streams block, the focus is on increasing product sales offline and online.

ANALISIS PERENCANAAN SDM DALAM MEMPERKUAT KULTUR ORGANISASI PADA KANTOR BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA GUNUNGSITOLI

The purpose of this research is to determine the human resource (HR) planning implemented at the Gunungsitoli City Personnel and Human Resources Development Agency (BKPSDM) Office to strengthen organizational culture and the extent to which this implementation influences employee performance and creates a work environment that supports employee growth and development. . This research uses qualitative research with observation and interview data collection methods. Data analysis techniques use data processing, data presentation, data reduction and drawing conclusions. The results of research on HR planning at the Gunungsitoli City BKPSDM Office do not only focus on aspects of performance evaluation and compensation, but also emphasize efforts to create a work environment that supports employee growth and development. This approach is in line with concepts in modern human resource management theory.

Sportif: Study of Sports Education and Health

Sports and physical health education plays a strategic role in the formation of healthy and fit individuals, both physically and mentally. Along with the increasing recognition of the importance of physical education as a key instrument in human resource development, its implementation in various countries, including Indonesia, still faces various challenges. This study aims to identify challenges and opportunities in sports and physical health education in Indonesia. Using quantitative and qualitative approaches, this study involved 300 students and 50 teachers from 10 schools in five provinces, with stratified random sampling techniques. Data were collected through questionnaires and in-depth interviews, as well as quantitative analysis using descriptive statistics and linear regression, and qualitative analysis through content analysis techniques. The results of the study indicate that challenges in physical education involve aspects of curriculum, infrastructure, and students' low perceptions of the importance of physical education. The gap between urban and rural areas and differences in participation based on gender are key issues. In addition, the use of technology in teaching methods needs to be improved, while the rigid curriculum must be reformulated to integrate mental and social health. This study suggests the need for deep policy reform to ensure that physical education does not only function for physical fitness, but also as a medium for creating a more inclusive and healthy society. With joint efforts from the government, schools and the community, it is hoped that physical education can make a more significant contribution to the health and well-being of the younger generation.

The Implementation of Human Resource Management in Improving Teacher Professionalism at MadrasaJunior High School

This research aims to analyze human resource recruitment at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, the selection of human resources at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency. This research is qualitative research with the research location at Madrasah Tsanawiyah Al-Faaizun Watang Palakka Bone Regency. Data was collected through interviews, observation, and documentation. Then, data processing and analysis techniques are carried out through three stages, namely data reduction, presentation, and drawing conclusions. The results of the research show that human resource recruitment was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely, firstly, preparation for the recruitment of educators, secondly, the distribution of announcements regarding the acceptance of educators was carried out in a closed manner, and thirdly, accepting teacher applications. Human resource selection was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely administrative selection to determine the completeness of applicant files according to predetermined qualifications and interview selection to obtain in-depth information about applicants. The human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka is carried out through teacher qualification improvement programs, supervision programs, subject teacher deliberation empowerment programs (MGMP), and participating in scientific meetings such as workshops, seminars, good training held at madrasas and outside the madrasah. This research implies that the distribution of announcements on teacher recruitment should be done openly through brochures, advertisements, and other social media so that it is easier for the public to get information on teacher recruitment from these institutions, with needs.

Effectiveness of human resources development strategies on organizational performance: an empirical study

Effectiveness of human resources development strategies on organizational performance: an empirical study

Present Situation and Future Outlook of International Collaboration in Human Resource Development for the Mining Industry in Japan

Present Situation and Future Outlook of International Collaboration in Human Resource Development for the Mining Industry in Japan

Cultural Constraints and Women's Education: A Case Study of Women's Higher Education in District Mardan

The purpose of this study is to explore deeply rooted cultural issues responsible for women's failure to pursue higher education in District Mardan, Pakistan. For this purpose, a qualitative research approach is employed and data is collected through semi-structured interviews with male household heads. The research pinpointed major issues that surfaced as early marriages, family responsibilities, and discrimination on the basis of gender, poverty, and stigmatization of women rather than men. These barriers do not only stifle the growth of women but also the development of the region in terms of economic incorporation and human resources development. The thematic analysis technique is utilized for qualitative data analysis. This study focuses on equal opportunities for all, irrespective of gender identity, and aims to generate awareness among all relevant stakeholders: family members, community, and policymakers.

Refocusing education: understanding higher education institutions’ needs for human resource development in Azerbaijan

ABSTRACT Research on the capacity of universities to produce skilled graduates in developing post-Soviet countries is limited. It was reported that innovative companies in Azerbaijan face challenges in recruiting university graduates with the necessary cognitive and technical abilities. Referring to the perspectives of faculty members, university leaders and representatives of the Ministry of Science and Education, the current study explored the factors that were thought to influence the capacity of universities to develop human resources for the modernizing labour market. The study's results also align with the broader discourse on higher education's role in economic development and offer insights for improving alignment between educational outcomes and labour market needs in developing countries like Azerbaijan. While the management style of educational programmes and the faculty members were recognized as influential aspects of quality provision and assurance for skilled human resource development, university managers expressed a desire for greater support and autonomy from macro-level institutions, such as the Ministry of Science and Education, particularly in curriculum design and fostering more effective university-industry partnerships.

A Model for Enhancing Organizational Capacity in State Islamic Higher Education Institution Study Programs to Achieve International Reputation

Capacity building in organizations is an innovative strategy aimed at enhancing efficiency, effectiveness, productivity, and accountability to achieve global recognition. This article investigates organizational capacity building within the Doctoral Study Program in Islamic Education Management at the Postgraduate Program of the State Islamic University of Maulana Malik Ibrahim Malang, an institution committed to attaining an international reputation. Using a qualitative approach and descriptive analysis, data were gathered through interviews, observation, and documentation. The study reveals that: (1) the development of organizational capacity to achieve international recognition focuses primarily on human resource development and organizational strengthening; (2) visionary leadership is the most crucial factor in reaching international status; and (3) the process of building organizational capacity involves socializing the goals of international recognition, empowering existing resources, managing the transition through the ADKAR Prosci model, and striving to become an internationally recognized Islamic university. These findings suggest that enhancing organizational capacity in an effective, efficient, and sustainable manner can significantly improve the productivity, performance, and accountability of study programs, contributing to their international reputation.

The Impact of Human Resources Management Practices on Green Innovation: A Field Study at Yemeni Pharmaceutical Industrial Companies in the Capital Municipality of Sana’a

The study aimed to measure the level of human resource management practices (HRMPs) and the level of green innovation achievement in Yemeni pharmaceutical companies in the Capital Municipality of Sana’a, as well as to measure the impact of human resource management practices on green innovation in the companies under study. The descriptive-analytical approach was employed, and a questionnaire was developed as the tool of data collection. The population was (1675) employees from all administrative levels in seven Yemeni pharmaceutical industrial companies in Sana’a. The questionnaire was distributed to the study sample (313) of which (240) were valid for statistical analysis. The findings revealed that the level of achievement of HRMPs in the companies under study was high, and the level of green innovation achievement was also high. The study also found that there is a significant impact of HRMP on green innovation in the companies under study, with the motivation and compensation dimension having the greatest impact on green innovation, followed by the performance appraisal dimension, and then the job design dimension. However, the study found no statistically significant impact of training and development of human resources and recruitment dimensions on green innovation. The study recommends that companies should pay more attention to the current policies followed in job design, selection and recruitment of employees, and training and development programs designed for them. In addition, companies should improve and develop compensation and incentive systems and link them to performance appraisal systems and pay more attention to environmental practices for human resource management.

Developmental human resource practices, thriving at work, and employee agility: The moderating role of workplace spirituality

Abstract Grounded in self-determination theory, this study unveils the connection between developmental human resource (HR) practices and employee agility by examining employees’ workplace spirituality and thriving at work. Based on data collected from 428 employees, our empirical analysis has demonstrated that the relationship between developmental HR practices and employee agility is partially mediated by thriving at work. The results also indicate that employees’ workplace spirituality moderates the relationship among developmental HR practices, thriving at work, and employee agility. These findings have unveiled the underlying mechanism of the link between developmental HR practices and employee agility. This research offers fresh insights into the studies on employee agility and provides potential HR management recommendations for enhancing organizational agility in corporate strategic planning.

Career management practices and job performance among university library personnel in southwest Nigeria

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.

The Significance of Competence, Human Resource Development, and Organizational Culture on Employee Performance at BPJS Ketenagakerjaan in Makassar City

In the era of globalization and rapid technological development, organizational performance is highly dependent on the quality of human resources. In order to achieve its strategic goals, organizations such as BPJS Employment require employees who have high competence, skills and competitiveness to improve their performance. This study aims to determine and analyze the effect of competence, human resource development and organizational culture on the performance of employees of BPJS Ketenagakerjaan Makassar City. This study used a quantitative method involving 77 respondents, whose data were collected through questionnaires. Data analysis was carried out using multiple linear regression with the help of SPSS V.24 software. The results showed that employee competence has a positive but insignificant effect on performance, while human resource development and organizational culture each showed a positive and significant effect on employee performance, with a confidence level of 95%.

The Influence of Human Resource Development and Economic Growth on Poverty

The Influence of Human Resource Development and Economic Growth on Poverty

How can we bridge the research-practice gap? Let’s hear from HR practitioners!

ABSTRACT The research-practice gap (the gap) is the discrepancy between research findings and their practical applications. It has long been a critical issue in human resource development (HRD), which aims to enhance organisational performance through workforce learning and development at the individual, team, and organisational levels. In response to the pressing need to transform HRD by bridging the gap between research and practice, we took an approach to hearing from HR practitioners to better understand their perspective of the gap. We examined what workplace challenges HR practitioners face, what resources they use to solve those challenges, and how they perceive academic research in shaping solutions. Collecting data from interviews with 18 HR practitioners and 73 survey responses, we present three key themes: HR practitioners’ workplace challenges, resources for solutions, and perceptions of research. This study contributes to bridging the gap from the perspective of HR practitioners towards the transformation of HRD and provides implications for HRD research and practice.

Octopus HRD: Multidiciplinary Approach to Higher Education Human Resources Development

This study examines human resource development techniques at Raden Rahmat Islamic University in Malang, Indonesia, using a multidisciplinary approach that integrates systems theory, economics, psychology, organizational development, anthropology, sociology, and communication. Employing a qualitative, exploratory descriptive design, data was collected through structured interviews, field observations, and supporting documentation analysis. Informants were selected through purposive and snowball sampling methods, and data was analyzed using an interactive approach, involving data collection, reduction, presentation, and conclusion drawing. Triangulation ensured research validity and reliability. The findings reveal that the university adopts a holistic human resource development strategy, combining various disciplines to enhance employee skills and performance. This approach not only helps the institution achieve its performance goals but also contributes to advancements in human resource development theory and practice

Research on Teachers of Color and Indigenous Teachers: Developing and fortifying policies that diversify the educator workforce

This special issue expands upon the Handbook of Research on Teachers of Color and Indigenous Teachers (Gist & Bristol, 2022a) and the practitioner-focused Phi Delta Kappan special issue, “Learning from the Voices of Black, Indigenous and People of Color Educators: Charting New Directions for Research, Policy, and Practice” (Gist & Bristol, 2021). The co-created articles in this special issue highlight the combined expertise of policy makers and education researchers. While the Handbook featured empirical research, and the Phi Delta Kappan special issue featured research briefs and teacher testimonies, the policy-driven articles in this special issue explore how research can be applied at district, state and national levels. A primary goal of this special issue is to provide evidence-based policy recommendations to support policymakers with strategies to address ethnoracial diversity related to one or more of the Handbook’s 11 research domains (i.e., recruitment, program design, mentorship, professional development, retention, pedagogical and leadership practices, induction and human resource development, intersectionalities, educational impact, minority serving institutions, and policy).

Supporting experiential learning for expanding successes: extending Kolb’s model

ABSTRACT This study aims to investigate how middle managers help subordinates expand their successes, drawing on experiential learning theory and the broaden-and-build theory. Using an open-ended survey of middle managers (n = 203) working for a global manufacturer of motor vehicles and parts in Japan, the grounded theory approach was used to develop the model of experiential learning support for expanding successes. The results suggest that managers tend to help their subordinates review and expand their successes through four phases that consist of recognition and acceptance, analysis (causal analysis, generalisation, and improvement) sharing (documentation and standardisation and knowledge sharing) and application (stretched assignments and action plan). This study contributes to the literature on Human Resource Development by identifying positive instructional methods for developing employees.

Revolutionizing HRD through digitalization

ABSTRACT Technology and its applications have had a significant impact on human resource development (HRD), and they will continue to do so at an ever-increasing speed. We used our a priori opinions and experiences to identify application areas. We then searched, within each of our identified areas to find published sources, including journals, blogs, and websites, to describe the application areas that have impacted, and will impact, HRD. Areas identified and described include authoring, performance management and coaching, personalisation and continuous learning, analytic metrics, robotic continuous improvement, employee engagement and autonomy, employee wellbeing and life balance, attrition reduction, simulations, digital dialogues, communities of practice, credentialing, soft skills development, and ethics. Given the extensive impact on HRD, practitioners must be ahead of the wave of change. Further, academic programs must assess their curricula and make modifications so graduates of their programs will be well prepared to meet the demands of the marketplace. While a critique of these applications of digitalisation and AI is important, that is not the purpose of our article; we limited ourselves to describing the applications only.