Human Resource Development Research Articles

STRATEGI STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA DALAM MENGATASI STUNTING

This study aims to identify and analyze human resource development strategies in efforts to address stunting in Ogan Ilir Regency. The research method used is a qualitative approach with a SWOT analysis to evaluate strengths, weaknesses, opportunities, and threats in the stunting prevention program. Data were collected through observation, interviews, and documentation with posyandu cadres, village midwives, and PKK teams. The study results indicate that enhancing knowledge and education for the community about stunting can improve the effectiveness of prevention programs. The conclusion drawn is the need for increased synergy among stakeholders and the optimal use of available resources to minimize stunting risks.

STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA MELALUI LITERASI DIGITAL DI MTs NURUL YASIN BUER SUMBAWA

The background of this research is the fact that many teachers still use poor resources, which has an impact on teacher quality. To improve human resources through the use of digital literacy to improve the quality of teachers in Madrasah Aliyah Negeri (MAN) and Madrasah Aliyah Swasta (MA). The case study sites are MAN 1 West Sumbawa and MA Buer Sumbawa. This research aims to analyze human resource development strategies. This research was conducted qualitatively with a case study approach. Observation, interview, and documentation study were used to collect data. The results show that teachers have not fully used digital literacy in the learning process although schools have used various strategies, such as providing technological infrastructure and improving teachers' abilities. In addition, schools still face a number of challenges; limited budgets, variations in teachers' capacity for digital literacy, and lack of parental participation. Schools should increase budgets and infrastructure, strengthen teachers' capabilities, balance the curriculum and involve parents more actively to address these issues.

Digitalized Banking in a Globalized World

In recent years, the Nigerian banking industry has witnessed a profound revolution, driven by digital transformation. Digitalization of the Nigerian banks has brought about new ideas with regard to development and improvement in various areas. This has continued to grow and supplant the conventional banking services to the customers through innovative technologies to meet the developing complex necessities and challenges of globalization. This paper therefore is undertaken to review the transformative journey of the Nigerian banking sector to digitalization, focusing essentially on critical discourse relating to digital banking channels, the associated benefits, challenges and other relevant issues. The paper adopts the exploratory research method, whereby recent scholarly articles, analytical studies and other relevant documented materials on the internet, are reviewed. The paper reveals that ultimately, the digitalization of the Nigerian banking industry has significant implications for its overall dynamics, with its associated benefits and challenges. The paper concludes that digitalization has made banking transactions easier and faster, though not without challenges, key among which include the issue of cybersecurity threat. The paper among other things, recommends that banks should continuously prioritize the adoption of effective and robust cybersecurity measures, leveraging adequate investment both in cybersecurity devices and human resource development programmes for employees, in order to strengthen customers’ data privacy and safeguard customers’ financial transactions.

Development of human resources in implementing aircraft maintenance

HR is the main factor that determines the life or death of an organization, both business and social organizations, HR planning is a science that has a specific object of study and is made a compulsory subject, both at the diploma, undergraduate and postgraduate levels. activities carried out on an ongoing basis to improve employee competence and organizational performance through training, education and career development programs. Human resource competency standards are the first door that must be passed by human resources who will be involved in the world of aviation to evaluate and analyze in the development of human resources in the field of aircraft maintenance. The method in this study uses a qualitative approach using SWOT analysis which identifies opportunities and threats that exist in the macro environment and industry as well as the company's internal strengths and weaknesses. SWOT analysis stands for (Strengths, Weaknesses, Opportunities, Threats). In this study to consider internal factors and external factors that can enhance or hinder the function of human resources in a company. Analysis that can be done by a company to accelerate the company's transition from reactive to proactive mode to improve HR strategy and function. From the test results obtained Streghts, namely the company has a Training Program for mechanics and engineers, Weaknes, namely facilities are still incomplete, mechanics are not thorough in carrying out aircraft maintenance, Opportunities have good relationships with companies, companies that have mechanics and engineers who are still young have the opportunity to add new knowledge. Threats are that larger companies offer better facilities and guarantees, companies find it difficult to find employees who have the skills that the company needs.

Management of Sports and Recreation Centers in Karanganyar District Through Knowledge Based Worker-Based Sports Human Resources Development

This research aims to explore innovation in management through the development of knowledge-based sports human resources in the sports and recreation center of Karanganyar Regency. The main focus of this study is on the development of knowledge-based sports human resources (knowledge-based workers). In the corporate context, the development of sports human resources should involve several important aspects, including participation in training, mandatory learning, training to improve skills relevant to various modern positions, as well as providing a broad career path and competency development. In addition, performance and competency assessment as well as effective communication in providing feedback are also an integral part of this process. Knowledge-based development is considered a fundamental requirement for achieving sustainable competitive advantage. This underlines the important role of professional intellect in creating value and profits for sports and recreation centers to face business competition. The concept of professional intellect is implemented at four levels, namely cognitive knowledge (professional intellect), skill improvement (advanced skills), system understanding (system understanding), and self-motivated creativity (self-motivated creativity)

STRATEGI PENGEMBANGAN WISATA BENSAMAR KAMPONG TUHA DI LOA IPUH DARAT KECAMATAN TENGGARONG

This research aims to formulate the right strategy in developing tourism in Bensamar Kampong Tuha by considering five key variables namely environmental protection, revitalization of history and culture, local wisdom, creative economy, and human resource development (HR) to develop tourism in Bensamar Kampung Tuha. The method used in this research is factor analysis using a quantitative approach. The sampling technique is random, with a total of 40 respondents. The results of factor analysis show that local wisdom is the most important variable for the success of Bensamar Kampung Tuha's tourism development strategy. The results show that tourism development strategies that focus on local wisdom can increase destination attractiveness, strengthen local communities, and ensure environmental and cultural sustainability. This study suggests that tourism development in Bensamar Kampung Tuha should focus on strengthening local wisdom, while still considering the importance of environmental protection, historical and cultural revival, creative economy, and human resource development.

Insights and innovations in human resource information systems: A systematic literature review

The aim of this systematic literature review is to consolidate existing knowledge and identify unexplored research areas in the field of Human Resource Information Systems (HRIS). The study examines the literature published between 2000 and 2024 to understand the evolution, influence, and potential advancements of HRIS. The methodology is consistent with the PRISMA principles, which ensure a meticulous selection process. Initially, 144 publications were identified through the Scopus database. Nevertheless, only 65 articles were ultimately included after the application of rigorous inclusion and exclusion criteria. The findings suggest that HRIS is essential for the improvement of working standards, the facilitation of strategic decision-making, and the improvement of access to human resource data. Scholarly interest in HRIS has been on the rise, particularly since 2015, as it underscores the increasing utilization of technology in human resource management. The study also emphasizes critical areas for future research, such as the integration of open-source software and the service sector's role in the implementation of HRIS. This comprehensive assessment provides policymakers and HR professionals with valuable insights, aiding in the strategic development and management of human resources using advanced information systems.

Strategies to Improve Employee Engagement and HR Quality at M Educational Institution Jakarta

The development of education is no less important than the economic and social world. However, in recent years the workforce in the world of education has experienced significant turnover which has hampered the development of teaching. Therefore, it is necessary to analyze and discuss the level of employee engagement and the quality of human resource management using the example of the educational institution M Educational Institution Jakarta. This research was conducted by conducting interviews and distributing questionnaires to educational personnel as subjects. In this study, we identified the core concepts of employee engagement in educational institutions, designed an engagement questionnaire and a satisfaction questionnaire, and conducted a survey. Getting the results from this research, there are problems such as incomplete human resource development mechanism, high human resource mobility, serious exit of high-quality human resources, unbalanced faculty staffing structure, and incomplete performance evaluation and incentive mechanism. Analyzing the problems and their causes, it is necessary to propose constructive solutions and countermeasures, identify common problems in employee participation and human resource management in educational institutions, and improve strategy development and policy adjustment depending on the problems. The result of this research is that increasing employee engagement and the quality of human resources is very important. In the development of the M Educational Jakarta institution, it requires the implementation of a scientific and rational human resource management mechanism, with the concept of project management as a systematic implementation framework, which can also be a guide in managing HR in educational institutions, and ensuring the effectiveness of HR operations.

The catalytic effect of organizational learning on ambidexterity for firm performance

Purpose This study investigates the impact of organizational ambidexterity on employee performance within Jordanian clearance companies, focusing on the mediating role of organizational learning. This research aims to explore how the dimensions of exploration and exploitation influence performance outcomes, including effectiveness and growth. Design/methodology/approach Using analytical descriptive research, this study uses SMART-PLS 4 for hypothesis testing and mediation analysis. A meticulously developed questionnaire, grounded in scholarly literature and vetted by experts, was distributed to 230 employees across the Jordanian clearance industry, achieving a 91.3% response rate. Findings This study found that companies do better when they effectively explore and exploit, especially if they also focus on learning and adapting. This insight is particularly useful for those in the human resource development and management fields who aim to boost employee performance and, ultimately, the success of their organizations. The findings reveal a significant indirect effect of organizational ambidexterity on performance through organizational learning. Ambidexterity explained 55.6% of the variance in organizational learning, and subsequently, organizational learning accounted for 47.4% of performance variance. The total performance variance was 81.8%, indicating a strong relationship between the constructs. Research limitations/implications This study’s scope is limited to the Jordanian clearance industry, suggesting the need for further research across different contexts and industries. The reliance on self-reported data may introduce bias, warranting future use of mixed methods for a more comprehensive understanding. Practical implications The findings underscore the importance of fostering organizational learning as a mediator between ambidexterity and performance. Companies should invest in strategies that enhance both exploratory and exploitative activities, leveraging organizational learning to improve performance outcomes. Social implications By highlighting the role of organizational learning in mediating the relationship between ambidexterity and performance, this research suggests pathways for businesses to contribute to economic growth and employee development within the Jordanian context and potentially beyond. Originality/value This study contributes to the field by examining the underexplored context of the Jordanian customs clearance industry and using a robust methodological framework to assess the relationship between organizational ambidexterity, learning and performance. It provides empirical evidence supporting the significant impact of balanced competency configurations on performance outcomes.

Toward a portfolio theory of talent development: Insights from financial theory, illustrations from the Asia-Pacific

We propose Talent Portfolio Theory (TPT) as a new framework for studying human resource development. Drawing insights from Modern Portfolio Theory in financial investment, TPT views a nation’s talent development as creating a “talent portfolio” composed of four “B”s: brain train, brain gain, brain circulation, and brain linkage. TPT attends to how a talent portfolio, like a financial one, is diversified to minimize risk, and how diversification can be maintained via rebalancing. As such, TPT provides a framework that captures the overall picture of a country’s talent strategy and offers a lens through which to understand how a country changes or “rebalances” its talent portfolio over time. It also provides a tool for examining cross-national variation in talent development strategy. We illustrate the utility of TPT with the cases of Japan and Singapore. While human resource development was crucial to the economic rise of both countries, TPT demonstrates that Japan’s and Singapore’s approaches to constructing and rebalancing their talent portfolios took different routes with diverging outcomes. We conclude with discussions of theoretical and policy implications of this new approach for the study and implementation of talent development.

The Influence of Leadership, Culture and Organizational Commitment on Employee Performance at the Personnel and Human Resources Development Agency of Lamandau Regency, Central Kalimantan Province

The Influence of Leadership, Culture and Organizational Commitment on Employee Performance at the Personnel and Human Resources Development Agency of Lamandau Regency, Central Kalimantan Province

Efek Pelatihan Sumber Daya Insani terhadap Kinerja Karyawan Dompet Sejuta Harapan

Human resources greatly determine the process of successful performance of an organization. Human resource development aims to make it easier to realize organizational goals because quality human resources are capable of carrying out their duties and functions as employees. The importance of human resource training and development within an institution or company is that it is hoped that the employees involved will be able to do their work or have the capability according to competency requirements. So it is necessary to know how human resource training is provided, its performance results, and how strong the influence is on Dompet Sejuta Harapan (DSH) Institute employees. determine the level of human resource training provided, performance results, and how strong the influence is on employees of DSH institutions using quantitative research methods based on concrete data measured using statistics as a calculation test tool. The results of providing training are in the Good category, the Means value is 23.375 in the interval 24-27. The performance results are in the Good category, it is known that the value of 0.621 is between 0.61-0.80, and it is concluded that it has a strong correlation. From the calculation of the r xy correlation, r is 0.870. r table 0.349. Then we get r results from r tables, meaning the hypothesis set can be accepted as true. Based on the results of the data analysis, it can be concluded that the hypothesis that "There is/is a positive influence between human resource training and the performance results of DSH employees" can be accepted as true

Improving Skills and Empowering Women Community through Gayatri Womens’ School in Grenden Village, Jember, Indonesia

Womens’ empowerment plays an important role in improving family welfare. Womens’ empowerment can be done through increasing access to education, skills, economic opportunities, health, and participation in decision-making in various fields. This study aims to improve the skills of Womens’ groups in Grenden Village, Jember, Indonesia through non-formal education, namely the Gayatri Womens’ School. The Gayatri Womens’ School was established with the main objective of providing training and non-formal education to women in Grenden Puger Village to face various challenges in terms of skills and employment opportunities for women. This study uses a descriptive qualitative research approach to explore the research subjects. The subjects of this study include Womens’ groups in Grenden Village who are members of the Gayatri Womens’ School, consisting of one person representing each study group, family welfare empowerment (PKK), and Integrated Service Post cadres. The data analysis technique uses the Miles and Hubberman interactive model which consists of 4 stages, namely data collection, data reduction, data presentation, and drawing conclusions. The implementation of the Gayatri Womens’ School activities consists of the stages of planning, implementation, evaluation, and sustainability. Gayatri Womens’ school training activities were carried out in 6 study groups, namely Krajan 1 class, Krajan II class, Kapuran class, Kumitir class, Karangsono class, and Karetan class. Gayatri Womens’ school activities were able to increase income and improve the environment through the utilization of local potentials such as corn silk tea, fertilizer from corn cobs, corn husk crafts, hair clips, and photo frames from shells, eco print batik, hanging pots from coconut shells and corn milk. Gayatri Womens’ school activities can empower skills to foster an independent and creative attitude in achieving sustainable human resource development.

KSPPS Development Strategy for Bina Ummat Sejahtera to Improve the Welfare of Cooperative Members

This article examines the implementation of development strategies by KSPPS BMT Bina Ummat Sejahtera in improving member welfare through sharia financial services. Using qualitative methodology, this research evaluates the influence of adequate infrastructure, innovation in services, and human resource development on members' economic empowerment. The results show that adopting a holistic approach to cooperative operations—including improving the accessibility and efficiency of financial services as well as training programs to improve members' financial competency—significantly supports member empowerment and community economic growth. This initiative not only strengthens members' financial stability but also stimulates inclusive economic growth in the community. This study confirms that KSPPS BMT Bina Ummat Sejahtera has been effective in forming an ethical financial ecosystem and supporting the economic independence of its members.

The impact of developmental human resource practices on employee workplace procrastination: the moderating role of exploitative leadership and self-leadership

PurposeDrawing on conservation of resources (COR) theory, this study examined the effect of developmental human resource (HR) practices on employee workplace procrastination and investigated the mediation effect of boredom at work and the moderation effects of exploitative leadership and self-leadership.Design/methodology/approachData were collected from 443 employees across companies in China. Hypotheses were tested using hierarchical regression analysis and indirect effect testing via bootstrapping in SPSS and Mplus.FindingsThis study found that developmental HR practices were negatively related to employee workplace procrastination and that boredom at work mediated the relationship between developmental HR practices and employee workplace procrastination. Moreover, exploitative leadership strengthened the negative relationship between developmental HR practices and boredom at work, whereas self-leadership weakened the positive relationship between boredom at work and employee workplace procrastination. The indirect relationship between developmental HR practices and employee workplace procrastination through boredom at work was moderated by exploitative leadership and self-leadership.Originality/valueThis study extended the literature on the antecedents of employee workplace procrastination. Moreover, by investigating the mediation effect of boredom at work, this study extended the underlying mechanism by which developmental HR practices affect subsequent employee outcomes. Finally, by testing the moderation effect of exploitative leadership and self-leadership, respectively, this study offered insights into the boundary conditions resultant from developmental HR practices.

Pencegahan Pernikahan Dini Dan Peningkatan Minat Melanjutkan Pendidikan Berlandaskan Nilai-Nilai Islam

Early marriage and low interest in education are still problems in several areas in Indonesia, including the Central Lombok area with a fairly high rate of child marriage, so it has a big impact on the length of schooling and the quality of education in the area. This service aims to prevent child marriage, increase interest in education and strengthen the younger generation at Al-Hananiyah Islamic Middle School, Bodak Hamlet, Central Lombok, West Nusa Tenggara. This service method is carried out by educating peers by providing education about the dangers of early marriage and the importance of education. The results of the service show an increase in students' knowledge about the dangers of early marriage and the importance of education as well as an increase in students' interest in completing their education. The conclusion in this service shows the importance of education for the younger generation, especially regarding future orientation so that they are not fixated on getting married at a young age which has the potential to cause several problems in the future such as poverty, stunting and low human resources which have an impact on human resource development and sustainable development.

Dinamika Kinerja Keuangan Perusahaan di Sektor Kesehatan, Keuangan, dan Teknologi

This study explores the financial performance comparison of three major service sectors: healthcare, finance, and technology, with a focus on liquidity, solvency, activity, and profitability. Using data from 2021 and 2022, the study aims to provide in-depth insights into the financial strengths and weaknesses of each sector during the Covid-19 pandemic period. The analysis involves comparing the financial ratios of selected companies within each sector to industry averages to identify trends, differences, and potential issues. The results show that the healthcare sector has the highest liquidity, solvency, and profitability among the three sectors. The finance sector demonstrates the highest operational efficiency compared to the other two sectors but has the lowest liquidity, solvency, and profitability. The technology sector shows adequate liquidity, solvency, and profitability but lacks efficiency in its operations. Future strategies for the healthcare sector should include diversifying investments, optimizing operations, and enhancing customer service. For the finance sector, strategies should focus on improving liquidity and solvency, innovating in products and services to boost profitability. The technology sector should invest in automation, human resource development, and maintain a strong focus on innovation.

Bridging human resource development processes through generative Artificial Intelligence

AbstractThis editorial article examines how generative Artificial Intelligence (GAI) can bridge various human resource development (HRD) processes. As GAI adoption increases in human resources practices, understanding its potential to integrate different HRD activities becomes more important. The article reviews recent literature on Artificial Intelligence (AI) applications in HRD and explores GAI‐enabled links between key HRD processes. The linkages include data‐driven decision‐making, real‐time skill gap analysis, job crafting with GAI, GAI‐supported personalized development plans, GAI‐powered employee sentiment analysis, GAI chatbots, GAI‐enabled virtual reality simulations, and GAI‐supported social network analysis in talent and organization development contexts. By highlighting these GAI‐enabled interconnections, the article provides insights into a more integrated approach to HRD. It also discusses implications for HRD practitioners and researchers, analyzing specific applications of GAI in HRD and recommending future research.

The Effectiveness Of English Capacity Building In Developing Tourist Destination

Hotels are one of the mandatory accommodations. Optimal hotel management was a guide for every tourist to get comfort during their stay. This study aims to examine the performance of hotel managers in North Tapanuli regency through three variables: English capability, human resources development, and tourism destination.This study used a quantitative descriptive approach, with scoring and reduction data analysis techniques. The research samples were 50 hotel managers in North Tapanuli regency. Accidental sampling technique was used to select based on their categories. The sample was 50 respondents.The results showed English capacity building (X1) had a positive and significant effect on tourist destinations (X1) tcount 4.353 > ttable 2.01174 and a significant value of 4.353 > α 0.05, destination development (X2) had a positive and significant effect on tourist destination tcount 2,167 > ttable 1,992 and a significant value of 2,011 > α 0.05 and English capacity building (X1) and regional development (X2) simultaneously had a significant effect on tourist destinations (Y) that Fcount > Ftable or 26,285 > 3,200 and a significant level of 0.000 < 0.05. The research implications provide an overview of hotel performance in North Tapanuli as a reference in improving human resources development for hotel managers.

INFLUENCE OF SERVICE QUALITY AND EMPLOYEE PERFORMANCE TOWARDS CUSTOMER SATISFACTION IN USING LOAN SERVICES AT THE MANADO PAWNSHOP OFFICE

This research aims to analyze the influence of service quality and employee performance towards customers' decisions in using lending services at the Manado Pawnshop Office. This research is important considering the strategic role of Pawnshop as a financial institution that provides collateral-based lending services. Data was collected through a survey of 150 customers who used lending services at the Manado Pawnshop Office. The analytical method used is multiple linear regression analysis to measure the influence of service quality and employee performance on customer decisions. The research results show that service quality has a significant positive influence on customer decisions. This indicates that aspects such as reliability, responsiveness and good service guarantees increase customer satisfaction and encourage them to use lending services. Apart from that, employee performance has also been proven to have a significant positive influence on customer decisions. The performance of employees who are professional, responsive and knowledgeable about Pawnshop products is a determining factor in customer decision making. The conclusion of this research is that both service quality and employee performance are key factors that influence customers' decisions in using lending services at the Manado Pawnshop Office. The practical implication of these findings is that Pawnshop needs to continue to improve service quality and employee performance to maintain and increase customer trust. It is hoped that this research can contribute to literature related to service management and human resource development in the financial sector.