Human Resource Development Effectiveness Research Articles

Determinants of Job Satisfaction With Employee Performance

This research is an associative quantitative study using primary data, with a population of 140 and a sample of 103 people, the determination of the sample using the Slovin formula. The data analysis model used is path analysis using SPSS 
 The results showed the following results: Leadership style has a direct effect on job satisfaction, Human resource development has a direct effect on job satisfaction, Leadership style has a direct effect on employee performance,Human resource development has a direct and indirect effect. Job satisfaction has adirect effect on employee performance (6) Leadership style has an indirect effect on employee performance through job satisfaction, Human resource development has an indirect effect on employee performance through job satisfaction. It can be concluded that there is an indirect effect of leadership style and human resource development on employee performance through job satisfaction, but the direct influence of human resource development on job satisfaction has the greatest influence, while for the direct effect of human resource development on performance is the smallest influence.

Kinerja karyawan ditinjau dari pengembangan sumber daya manusia, teknologi informasi, dan promosi jabatan

This study aims to determine (1) the effect of human resource development on employee performance, (2) to determine the effect of information technology on performance, and (3) to determine the effect of promotion on employee performance at KJPP Felix Sutandar & Rekan Cabang Jawa Tengah. This research method uses a quantitative descriptive research design. The population is all employees of KJPP Felix Sutandar & Rekan Cabang Jawa Tengah, totaling 40 people and the sample used is taken from the entire population. The sampling technique used the census sampling method. Data collection by using a questionnaire. The data analysis technique used was statistical analysis, namely multiple linear regression, F test, t test and the coefficient of determination. The results showed that partially the development of human resources had a significant effect on the performance of KJPP Felix Sutandar & Rekan Cabang Jawa Tengah. Partially, information technology has a significant effect on the performance of KJPP Felix Sutandar & Rekan Cabang Jawa Tengah. Partially, promotion has a significant effect on the performance of KJPP Felix Sutandar & Rekan Cabang Jawa Tengah.

The Effect of Human Resource Development on Employee Performance at the Civil Service and Human Resources Development Agency of South Buton Regency

This research aims to find out and analyze the influence of human resource development on the performance of the Personnel and Human Resources Development Agency employees of South Buton Regency. This study uses an explanatory quantitative method, namely research that explains the effect of certain variables on other variables. The population of this study were all civil servants of the Agency for Personnel and Human Resources Development of South Buton Regency, totaling 23 people. The sampling technique used a saturated sample, namely the entire population was used as the research sample. Data were collected through questionnaires and observation. The data analysis technique used descriptive and inferential analysis. The results showed that pHuman resource development has a positive and significant effect onThe performance of the BKPSDM South Buton Regency employees, this is shown through the results of the regression significance test, therefore it is suggested that the promotion section of the service is more transparent and adjusts placement, competence, knowledge, skills, experience, education and training, increased discipline, and speed in working to be enthusiastic to work better according to the main tasks and functions of the brand based on the targets that have been set.

Exploring the role of human resource development functions on crisis management: The case of Dubai-UAE during Covid-19 crisis.

Employee welfare represents a critical element of success for companies to remain competitive. Human resources increasingly encompass the management of critical situations that affect the employees' wellbeing. This research analyzes the effect of Human Resource Development (HRD), functions on the effectiveness of crisis management. It is an attempt to include HRD in the theory of Crisis management. Using Structural Equation Models-Partial Least Squares (SEM-PLS) analysis, the study analyzes how training, leadership, organizational strategy, and organizational culture directly positively impact the efficiency of Crisis management (CM) during the Covid-19 crisis in the public entities of Dubai-UAE. In particular, training showed to be the best predictor, followed by the Organizational culture. Organizational structure, Values and uniqueness show no impact on CM within the context of public entities of Dubai-UAE.

The Effect of Human Resource Development of Public Officials on Innovation Behavior: Focusing on the mediating effect of protean career attitude

인적자원개발은 궁극적으로 조직의 성과 목표 달성을 위해 구성원들이 보유하고 있는 지식, 가치, 태도 등의 역량발현을 지원하는 시스템 구축과정이다. 특히, 각 조직이 직면하고 있는 급격한 디지털화의 환경변화에 따라 인적자원개발은 성과창출의 핵심 키워드가 되고 있다. 한편, 공무원 조직은 유연성과 창조성이 민간기업에 비교하여 상대적으로 낮은 것으로 알려져 있다. 그러나, 최근 공직사회도 MZ 세대의 등장을 비롯하여 코로나19로 인한 유연한 근무형태 등 환경이 급변하고 있다. 이에, 성과 창출을 위한 공무원 인적자원개발의 새로운 방안 모색이 필요하다. 그간 전략적 파트너로서 인적자원개발의 중요성 인식에 따라 관련분야의 선행연구가 다양하게 이루어져왔다. 반면, 인적자원개발 활동을 조직차원에서 전략적으로 실행하였을 때 성과에 긍정적인 영향을 미칠 것이라는 인과관계만 실증하였기 때문에 본 연구에서는 공직사회의 내․외부 환경변화를 고려하여 자율성을 가진 프로티언 경력태도를 매개변수로 인적자원개발과 혁신행동에 미치는 영향에서 매개효과를 중심으로 살펴보고자 하였다. 본 연구의 설문조사는 정부교육훈련기관 승진자 기본교육과정에 참여한 320명 중 283부를 회수하고 최종 유효설문지 280부를 SPSS를 사용하여 통계처리하고 분석하였다. 통계 방법으로는 수집된 자료를 기반으로 표본 통계를 분류하고 신뢰성과 타당성 검증, 연구모형 검증, 가설의 검증과 결과를 분석하였고 그 결과 인적자원개발, 프로티언경력태도, 혁신행동 간에 인과관계가 존재하며 인적자원개발과 혁신행동 사이에서 프로티언 경력태도가 매개역할을 수행하는 것을 확인하였다.

Efektivitas Program Pelatihan di Dinas Transmigrasi dan Tenaga Kerja bagi Pemanfaatan Keilmuan Sumber Daya Manusia

This research aims to explain the effectiveness of human resource development, training effectiveness, training benefits, inhibiting factors, supporting factors, and the effectiveness of post-training human resource scientific utilization at the office of Transmigration and Labor (DISTRANAKER), especially in the Technical Implementation Unit, Work Training Center area. The method used in this research is a qualitative method with the techniques of data collection were documentation, observation, and interviews. This study concluded that the implementation of human resource development activities is carried out based on the effectiveness of the use of scientific human resources as well as the need for abilities and skills that are job requirements owned by each individual in accordance with their respective vocational fields. The benefits of training and development have a very good impact on human resources or training participants who want to sharpen their abilities. Training and development activities aim to increase the potential of the trainees while participating in training and development activities at the Job Training Center. The participants get an opportunity to open a personal business or get a good job at an existing agency or company in the future and must also be in accordance with with skills that have been sharpened during the training activities. The inhibiting factors obtained are the lack of attention from the office of Transmigration and Labor in the existing facilities in several vocational fields in training and also the lack of proper use of time from instructors in certain vocational fields.

The Effect of Human Resources Development (HRD), Work Discipline and Work Environment on Employee Performance at the Regional Office of the National Land Agency Bengkulu Province

The purpose of this study was to determine the effect of Human Resource Development (HR), work discipline and work environment on employee performance at the Regional Office of the National Land Agency of Bengkulu Province. The analytical methods used include validity test, homepage linear regression, coefficient of determination, hypothesis testing (t test and f test). The results of the study show a positive regression direction with the equation Y = 2.156+ 0.281X1 + 0.341X2 + 0.323X3 with a positive regression direction, meaning that if the Development of Human Resources, Work Discipline and Work Environment has increased, the performance will also increase. a significant influence on the performance of the Regional Office of the National Land Agency of Bengkulu Province, this is evidenced by a significant value of 0.002 which is smaller than 0.05. Work Discipline has a significant effect on performance at the Regional Office of the National Land Agency of Bengkulu Province, this is evidenced by a significant value of 0.001 which is smaller than 0.05. The Work Environment has a significant influence on the Performance of the Regional Office of the National Land Agency of Bengkulu Province, this is evidenced by a significant value of 0.004 which is smaller than 0.05 Human Resource Development, Work Discipline and Work Environment have a significant effect together on the Performance of the Regional Office Bengkulu Province National Land Agency this is evidenced by a significant value of 0.000 which is smaller than 0.05.

Effect of Human Resource Development (HRD) Initiatives on Organizational Performance. A Case Study of the National Health Insurance Authority, Ghana

The paper investigates the practices of Human Resource Development (HRD) and its effect on organizational performance. The study employs a case-study strategy. A comprehensive study is done at the National Health Insurance Authority (NHIA) Human Resources to evaluate the variables of study. The study addresses the challenges faced by HRD professional, suggests remedies through HRD initiatives to achieve superior performance. Nonetheless, there is no empirical evidence as to whether the adoption of these initiatives led to employee retention and enhanced organizational performance at the NHIA. The study employs the mixed method approach: quantitative and qualitative research approaches. A total of 72 respondents were selected to participated in the research from a population of 90 employees at the Human Resources and Administrative Unit of the study organization. The study adopted questionnaires and interview guides to gather primary data. The study employs the use of descriptive analyses, and regression test to examine the relationship between the independent variable and the dependent variable. The study found that all the seven scales of the independent variable, HRD initiatives: career development, employee guidance and counseling, training and development, skills and technical training, organizational development, management and supervisory development, and coaching and mentoring had significant relationship with the dependent variable, organizational performance. The study concluded that the adoption of these practices would thus improve organizational performance. Keywords: Human Resource Development (HRD), Organizational Performance, Career Development, Employee Guidance and Counseling, Training and Development, Skills and Technical Training, Organizational Development, Management and Supervisory Development, Coaching and Mentoring DOI: 10.7176/JRDM/81-04 Publication date: December 31 st 2021

Analysis of the Effect of Human Resource Development and Career Development on Talent Management Formation (Survey At PT Bank Danamon, Tbk In Bandung Area)

This study aims to determine the effect of human resource development and career development on the formation of talent management at PT. Bank Danamon Tbk, In the Bandung Area. The method used is explanatory research with analytical techniques using statistical analysis with regression, correlation, determination, and hypothesis testing. The results of this study that human resource development has a significant effect on the formation of talent management by 37.9%, hypothesis testing is obtained t count > t table or (7.569 > 1.986). Career development has a significant effect on the formation of talent management by 42.4%; hypothesis testing is obtained t count > t table or (8.326 > 1.986). Human resource development and career development simultaneously have a significant effect on the formation of talent management with the regression equation Y = 9.581 + 0.347X1 + 0.426X2. The influence contribution is 50.4%, hypothesis testing is obtained by F arithmetic > F table or (47.342 > 2,700).

The Effect of Human Resources Development and Morale on Temporary Employee’s Work Productivity at Pamong Praja Police Unit and Fire Department in Kabupaten Kaur

This study aims to determine the effect of human resource development and morale on the productivity of temporary employees at Pamong Praja Police Unit and Fire Department of Kaur. The sample in this study was 125 employees. Data were collected using a questionnaire. The analytical method used was multiple regression analysis, hypothesis testing t and hypothesis testing f. The results of the regression equation are Y = 7.828 + 0.386X1 + 0.445X2 + 4.596, meaning that human resource development and morale have a positive influence on the productivity of employees at Pamong Praja Police Unit and Fire Department of Kaur. The result of the determination test is 0.557 or (55.7%). This shows that human resource development and morale affect the productivity of employees at Pamong Praja Police Unit and Fire Department of Kaur by 55.7%, while the rest (100 - 55.7% = 44.3%) is explained or influenced by other variables not examined. Human resource development and morale together have an influence on the productivity of the temporary workers at Pamong Praja Police Unit and Fire Department of Kaur with a significant value of 0.000, less than 0.05. Human resource development has a positive and significant effect on the productivity of temporary employees at Pamong Praja Police Unit and Fire Department of Kaur, because the significant value of 0.003 is smaller than 0.05. Morale has a positive and significant effect on the productivity of on the productivity of temporary employees at Pamong Praja Police Unit and Fire Department of Kaur, with a significant value of 0.000, which is smaller than 0.05

DOES HUMAN RESOURCES DEVELOPMENT AND ORGANIZATIONAL CULTURE STILL IMPACT ON EMPLOYEE PERFORMANCE?

This study aims to analyze (1) the effect of human resource development on employee performance, (2) ) The Influence of Organizational Culture on Employee Performance (3) The Influence of Human Resource Development and Organizational Culture on Employee Performance. The object of this research is PT.Sega Mas Banjarmasin. This study uses a survey method with a cross section design. The sampling technique uses saturated side (census). Respondents in this study were 40 permanent employees at PT.Sega Mas-Banjarmasin. This research resulted in the findings that by developing education and training, work capacity, knowledge skills, skills abilities, attitudinal abilities of employees organizational goals were achieved. Human Resource Developmentis a way to achieve an organizational goal effectively and efficiently through the implementation of individual duties and obligations in the organization. The findings of this study seem to enrich understanding of how to improve organizational performance through the inculcation of an effective Organizational Culture. This study found that the Organizational Culture that is built by increasing the culture of innovation, employee-oriented organizational activities and also paying attention to existing problems have implications for employee serenity and performance

THE EFFECT OF HUMAN RESOURCES DEVELOPMENT ON EMPLOYEE WORK ACHIEVEMENT AT THE DEPARTMENT OF WATER RESOURCES, COPYRIGHT AND SPATIAL PLANNING GOVERNANCE OF NORTH SUMATRA PROVINCE

This research is entitled "The Influence of Human Resource Development on Employee Work Performance at the Department of Water Resources, copyright and Spatial Planning of North Sumatra Province". The purpose of this study was to determine whether there was an effect of human resource development on employee performance at the Department of Water Resources, copyright and Spatial Planning, North Sumatra Province. The data used in this study is primary data with the research instrument in the form of a questionnaire. The population used is 160 employees at the Department of Water Resources, Cipta Karya and Spatial Planning, North Sumatra Province, using a random sampling technique with 48 respondents. The method used in this research is descriptive quantitative method. The data analysis technique used simple linear regression analysis with the regression equation Y = 11,331 + 698 + e. The results obtained in this study showed an R2 value of 57.4% and a t-test of 7.871 so that it can be concluded that Human Resource Development has a positive and significant effect on Employee Work Performance at the Office of Water Resources, copyright and Spatial Planning of North Sumatra Province. 42.6% is influenced by other factors.

The Impact of Human Resources Development and Organizational Culture on Employee Performance

Research is motivated by the phenomenon of low employee performance, presumably due to suboptimal human resource development and a less conducive organizational culture. The study aims to identify and analyze: a. human resource development, organizational culture, employee performance; b) the magnitude of the influence of human resource development on employee performance; c) the importance of the impact of organizational culture on employee performance; and the extent of the effect of human resource development and organizational culture on employee performance. This research uses a quantitative approach with a survey method. The data collection tool used a questionnaire distributed to 44 employees. The data obtained were analyzed descriptively and through a statistical process. The results showed: a. From the results of descriptive analysis of human resource development, organizational culture and employee performance are in good condition, but there are weaknesses in certain aspects. The results of the verification analysis show; b) human resource development has a significant effect on employee performance with a magnitude of influence of 66.69%; c) organizational culture has a significant impact on employee performance with the importance of the result of 51.84%; and d) the development of human resources and organizational culture together have an effect on employee performance with the magnitude of the influence of 78.30%, the remaining 21.70% is influenced by other factors that are not included in the model. In conclusion, both partially and simultaneously, human resources and organizational culture's development affects employee performance.

PENGEMBANGAN SUMBER DAYA MANUSIA, PELATIHAN DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

Research on employee performance is still an interesting topic in the field of human resource management. The purpose of this study was to analyze the effect of Human Resource Development on employee performance, analyze the effect of Training on employee performance, analyze the effect of competence on employee performance, and analyze the effect of human resource development, training and Competence on Employee Performance. The population of this research is the employees of PT. Mutiara Jaya Batam as many as 50 employees. The research sample of 50 respondents using census sampling techniques. Data collection is done by questionnaire. This study uses multiple linear regression analysis tools. The results showed that Human Resource Development significantly affected employee performance, Training significantly affected Employee Performance, and Competence had no significant effect on Employee Performance, and Human Resource Development, Training, and Competence affected Employee Performance. The variables of Human Resource Development, Training and Competence are able to explain the Employee Performance variable of 72.1% and the remaining 27.9% are explained by other variables not included in this study.

Analyze the Perception and Satisfaction of Employees with Respect to Hrd Practices

This study adopts a framework of social exchange theory and tries to better understand the effect of human resource development (HRD) approaches on job satisfaction and intent to leave. Human resource development (HRD) techniques are linked to higher levels of work satisfaction and lower rates of employee turnover if certain conditions are met. Previous studies have shown that HRD practices have an effect on workers' contentment at work and their motivation to quit, but the present study adds to the literature by empirically assessing the moderating role of POP in this relationship. A questionnaire is used to collect primary data from 40 respondents who are employed by government agencies. The results show that HRD practices significantly affect both job contentment and quit intentions, with the impression of organizational politics serving as a moderating factor. Using a quantitative methodology, this research surveyed employees to get their opinions on the HRD roles within their firm.

THE EFFECT OF HUMAN RESOURCES DEVELOPMENTAND WORK ABILITY ON EMPLOYEE PERFORMANCE IN THE DEPARTMENT OF HOUSING AND SETTLEMENTS AREA OF KAUR REGENCY

This study aims to analyze the effect of human resource development and work ability on employee performance in the Department of Housing and Settlements Area of Kaur Regency. Data collection method is by distributing questionnaires to 43 employees. Data analysis used was quantitative analysis, with multiple linear regression methods, determination test, t test and F test. The results showed that the development of human resources and work ability had a positive and significant effect simultaneously on employee performance in the Department of Housing and Settlement Areas of Kaur Regency.

Pengaruh Kompetensi Pengembangan Sumber Daya Manusia dan Budaya Organisasi Terhadap Kinerja Pegawai Pada BPJS Ketenagakerjaan Kanwil Sulawesi Maluku

This study was conducted to analyze the test effect of competence to employee performance at BPJS Employment Office of Sulawesi, Maluku, to analyze the effect of human resource development to employee performance at BPJS Ketenagakerjaan Office of Sulawesi, Maluku, to analyze the influence of organizational culture influence on employee performance BPJS Ketenagakerjaan Regional Office Sulawesi, Maluku, to analyze the more dominant variables affect the performance of employees at the Regional Office of the BPJS Ketenagakerjaan Sulawesi, Maluku. This study uses data questionnaire, literature study and interviews with quality test data analysis techniques, classic assumption test, multiple linear regression analysis and hypothesis testing. The study found that the results of the regression equation obtained results for the regression coefficient for the competence of 0.343 and has a value ρvalue of 0.002, so it can be concluded that the competency has a positive influence and significant impact on employee performance BPJS Ketenagakerjaan Office of Sulawesi, Maluku, the results of the regression equation to variable human resource development at .290, and has a value ρvalue amounted to 0,018, so that it can be concluded that the development of human resources has a positive influence and significant impact on employee performance BPJS Ketenagakerjaan Office of Sulawesi, Maluku, based on the results of data processed regression coefficient of the obtained regression coefficients for the variables Organizational culture of 0.724 and has value ρvalue = 0,000 so it can be concluded that organizational culture has a positive and significant influence terahdap employee performance on BPJS Ketenagakerjaan Office of Sulawesi Maluku, from h Regression test regression then it can be concluded that the organizational culture variable is the dominant variable affecting the improvement of employee performance on BPJS.

The Effect of the Role Ambiguity of Female Workers on Job Satisfaction in the Social Economy Field: Focusing on the mediating effect of human resource development

The Effect of the Role Ambiguity of Female Workers on Job Satisfaction in the Social Economy Field: Focusing on the mediating effect of human resource development

The Impact of Human Resource Development (HRD) Practices on Organizational Effectiveness: A Review

This paper attempted to review theoretically the HRD and its matrix and revealed to show the positive relationship between HRD and organizational effectiveness. In HRD shows the different variables (outcomes) such as HRD instruments, HRD processes & climate variables and organizational dimensions. HRD affects the organizational goals which may result from higher productivity, cost reduction, more profits, better image and more satisfied customers and stake holders considered as organization dimensions HRD activities, as such, do not reduce costs, improve quality or quantity, or benefit the enterprise in any way. It is the on-the- job applications of learning that ultimately can reduce costs, improve quality, and so forth. In the organizational context, therefore, HRD means a process which helps employees of an organization to improve their functional capabilities for their present and future roles, to develop their general capabilities, to harness their inner potentialities both for their self and organizational development and, to develop organizational culture to sustain harmonious superior-subordinate relationships, teamwork, motivation, quality and a sense of belongingness. The study also analyses the Kalian Model of HRM to show the path of mechanisms which could lead to competitive advantage. Today’s fast changing environment modern organizations are more careful to sustain in the competitive advantage relating to HRD our study has been developed to help the management students, academicians, and professionals to understand the subject properly and enhance their knowledge about HRD network within the organization for its effectiveness.

Mediating Role of Dynamic Capabilities on the Relationship between Human Resource Development and Organizational Effectiveness

Abstract Background and purpose: The recent literature established that human resource development (HRD) is significantly related to organizational effectiveness (OE). In rapidly changing environments, the organizations should strive to address the shifts in the environment and cope with markets conditions through developing dynamic capabilities, in return, enhance organizational effectiveness. The main purpose of this study is to examine the mediating role of dynamic capabilities on the relationship between human resources development and organizational effectiveness in the Iraqi public universities context. Design/Methodology/Approach: Data were collected through an online questionnaire survey from 215 employees executive and non-executive employees working in the selected public universities in Iraq. Structural equation modeling (SEM) was employed to test the proposed research model. Results: The analyzed data supported all the hypothesized relationships of the study. This study finds that HRD practices have a significant influence on organizational effectiveness and dynamic capabilities. Further, dynamic capabilities significantly influence on organizational effectiveness. Also, the study empirically supports the mediating effect of dynamic capabilities on the relationship between HRD practices and organizational effectiveness. Conclusion: In the literature, there is still a lack of how HRD practices impact on organizational effectiveness through the mechanisms of dynamic capabilities. Therefore, this research contributes to the literature by pointing out the mediating role of dynamic capabilities on the relationship between HRD and organizational effectiveness. Based on the existing literature and empirical results, the study provides the theoretical and practical implications which are further discussed in detail.