Training And Development Research Articles

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.

TANTANGAN DAN SOLUSI PENERAPAN SISTEM INFORMASI AKUNTANSI DI INDONESIA: SEBUAH ANALISIS TEMATIK

This research aims to investigate the benefits, obstacles and recommendations for implementing Accounting Information Systems (AIS) in Indonesia. The research method used is qualitative, with data sources from scientific documents such as journals and thematic analysis using NVivo 12 Plus software. This study outlines some of the critical benefits of AIS, including improved operational efficiency, data accuracy, transparency, decision support, and regulatory compliance. However, various barriers were also identified, such as limited technological infrastructure, changes in organizational culture and processes, data security, lack of management understanding and support, and implementation and training costs. Recommendations to overcome these barriers include increasing understanding and awareness of AIS, evaluating technology infrastructure, employee training, and collaboration with professional service providers. These findings highlight the need for better awareness of the benefits of AIS, improved technological infrastructure, employee training, and management support as critical factors in the successful implementation of AIS in Indonesia. Further research is recommended to conduct field studies through interviews and observations to gain deeper insight into the challenges and needs in implementing AIS in Indonesia.

Assessment and evolution of socio-environmental management of soybean farms participating in the Agro Plus program in Minas Gerais State, Brazil

The Agro Plus program supports rural producers to comply with legislation and be prepared to meet demands of the international soybean market. This paper sought to analyze the current sustainability conditions of soybean farms in Minas Gerais based on the program checklist. The assessment of property improvements was carried out using data from 70 farms evaluated twice between 2016 and 2020 by the Agro Plus. The correlation between the soybean area cultivated in the season 2021 (ha) and the score for each of the 19 themes assessed by program (in %) was calculated and the t test was applied to verify the significance of the correlations. The program has a positive impact on soybean farms in Minas Gerais and contributes significantly to the management of properties in terms of compliance with current legislation. It enabled improvements in all the topics evaluated, with emphasis on those that were most critical before the farm joined Agro Plus. However, some themes are not suitable for most farms. Risk management at work, employee training, waste management and empty packaging storage and PPE laundry facilities have the lowest averages. Focusing on their indicators on second visits, distributing specific teaching materials and organizing courses on the subject seem interesting alternatives for Agro Plus to promote greater development on farms. There are significant correlations between the size of properties and socio-environmental issues, mainly related to labor issues and waste management on the property.

Implementasi Prinsip-Prinsip Good Governance di Kantor Dinas Kependudukan Dan Pencatatan Sipil Kota Tangerang Selatan

The South Tangerang Civil Registration Population Service has the task of providing community service by applying the principles of Good Governance. In its implementation, several problems are still found, such as a system that is often down and employee responsiveness which is part of accountability and there is still discrimination in services which is part of legal violations of rights. Same. This research aims to find out how the principles of Good Governance are implemented in the Population and Civil Registry Office in South Tangerang City. The method used is descriptive with a qualitative approach in data collection techniques in the form of interviews, observation and documentation. The results of this research are, 1. Accountability has carried out accountability every day, and each division has carried out accountability through reporting to the head of service where the results of the report usually contain sanctions for employees who are negligent in their duties, and the competencies possessed by the employees. And it is necessary to involve community participation to monitor the performance of the institution, 2. Transparency has been carried out well by the institution but there needs to be increased training and awareness of employees, 3. Participation has been carried out well by the institution but there needs to be training related to digital literacy involving the community and figures community, and creating inclusive forums in order to create good public services and in accordance with the principles of good governance, 4. The rule of law is not yet running well because there are still acts of discrimination by differentiating services between someone who has a position and one who does not have a position, so it is necessary to law enforcement that is applied fairly and inclusively regardless of a person's social status and training through education in schools.

‘To be a Player, not a Piece’: LMX-Relationships in Late-career Employment

This study employs qualitative interviews with employees (50+) and managers from Norwegian private companies to investigate how retirement age norms affect leader–member exchange (LMX) relationships in the late stages of employment.This research reveals that organizational practices incentivizing early retirement establish retirement age norms and create pressures that significantly impact the LMX dynamic. Employees perceive managers as key in alleviating these pressures. However, the ability of managers to shield employees from retirement pressures varies, as managers face several competing challenges, such as providing opportunities and development for younger employees. While high-quality LMX relationships are crucial in reducing retirement pressures for older employees, differing managerial practices lead to varied support levels within the same organization, putting older employees in precarious positions. The article advocates for policy reforms that limit organizational early retirement practices and promote extended working lives, ensuring a more supportive employment environment for aging workers in private organizations.

Unlocking the Impact of Chemicals on the Health and Safety of Pharmaceutical Workers: A Concise Review

The paper presents a concise review of the historical development of the pharmaceutical industry and the problems related to chemical exposure on the health and safety of employees. The industry has greatly improved healthcare worldwide, but it is one of the riskiest due to problems like exposure to dangerous chemicals. Herein, we provide evidence of the health repercussions of pharmaceutical exposure. The paper notes that a diversified approach is required to address these issues. Firstly, there is a need to extensively examine and understand the degree of chemical exposure and its long-term health implications. Tighter laws are necessary to implement higher environmental and safety standards, whereas employee education and training will help to raise awareness of possible hazards. Green chemistry and sustainable methods will curb or mitigate the use of hazardous chemicals and waste generation. Moreover, there is a need to promote sustainable and safer work cultures through safer behaviours, increased public awareness, and community interaction. Pharmaceutical companies must commit to continuous enhancement of their operations, decrease the risks associated with chemical exposure, and put worker and environmental health first. This strategy contributes to a safer and more sustainable pharmaceutical future by being in line with the industry’s commitment to innovation and safety.

Transformation of knowledge and skills by entry-level graduates: Perception of logistics and supply chain managers in Oman

This study aimed to examine and assess the impact of the logistics industry’s environment, entry-level graduates’ characteristics and the logistics and supply chain management (LSCM) program design on the transformation of knowledge and skills at Sohar port in the Sultanate of Oman. The study employed a pragmatic research philosophy involving a structured questionnaire. The sample size included 49 mid-managers from the logistics industry who were working at Sohar Port. The study found that entry-level graduates’ characteristics and LSCM program design positively and significantly influenced the transformation of knowledge and skills. However, the organisational environment had a negative and insignificant impact on the transformation. This study revealed several dimensions that may require further research. It is pertinent to broaden the research scope to other towns, ports, and other countries in the Gulf Council Countries (GCC) to broaden the scope and generalisability of the results. According to the study findings, several recommendations are proposed for the logistics and supply chain sector in Oman to enhance the transformation of knowledge and skills by entry-level graduates, as well as for higher education institutions (HEIs). To meet the sector requirements, HEIs may improve the current university-industry collaborations by increasing the inputs of the industry in designing and developing the LSCM program. The organisational environment must reconsider the knowledge and skills transformation by entry-level graduates in their strategic plan of resources management, which must be emphasised by the remuneration system and career paths incentive. While other studies have explored knowledge and skill transformation in the context of employee training, this study aims to fill a specific research gap by focusing on the transformation of knowledge and skills by entry-level graduates, an area which has not been extensively studied before. Furthermore, this study is unique as it examines the impact of the industry’s environment, entry-level graduates’ characteristics and the LSCM program on the transformation of knowledge and skills within the unique context of Oman. This novel approach provides an opportunity to understand the specific challenges and opportunities faced by entry-level graduates in Oman and suggests strategies for addressing them.

Introduction of Modern Educational Programs into Corporate Training of Real Estate Agency Employees

Introduction of Modern Educational Programs into Corporate Training of Real Estate Agency Employees

Exploring the Nexus between Leadership Styles, Employee Engagement, and Organizational Performance a Multidimensional Review

This multidimensional literature review explores the complex interplay between leadership styles, employee engagement, and organizational performance, providing a comprehensive analysis across various sectors such as healthcare, education, IT, and non-profits. It critically examines how transformational, transactional, and servant leadership paradigms distinctly influence employee engagement levels and, subsequently, organizational outcomes. The review delves into the mechanisms through which leadership practices shape organizational culture, employee motivation, and an environment conducive to innovation and high performance. It further investigates the mediating and moderating roles of innovation climate, knowledge sharing, and high-performance work systems in the relationship between leadership styles and organizational effectiveness. By synthesizing empirical findings and theoretical insights, this review highlights the strategic importance of leadership in enhancing employee engagement and propelling organizational performance. The findings suggest that transformational and servant leadership are particularly effective in creating engaging work environments that drive superior organizational results. This study underscores the necessity for leaders to adopt adaptable, people-centered approaches that foster employee well-being and development, thereby contributing to the achievement of strategic objectives and sustained organizational success. The review concludes with recommendations for future research, emphasizing the exploration of emerging trends and contextual factors that may influence the dynamic relationship between leadership, employee engagement, and organizational performance.

Chasing the Goal(s): how a goal-Setting Intervention Influences Transfer Motivation, its antecedents and Transfer of training for different training types

ABSTRACT Despite organizational investments in employee training, transfer of training remains low. One important component influencing transfer of training is transfer motivation, which is predicted by personal and contextual antecedents. Previous research has shown that goal-setting can increase transfer of training. However, it is unclear what antecedents of transfer of training are influenced through goal-setting and if these effects differ for different training types. Using the lens of the Unified model of Task-specific Motivation, this study investigated the effects of goal-setting on antecedents of transfer of training. Data were collected among 615 participants, which were randomly assigned to a goal-setting or control group. Both groups filled in a questionnaire directly after the training and indicated transfer after six weeks. Results showed beneficial effects of goal-setting for subjective norm and perceived freedom of action, whereas effects for transfer motivation were mixed. Moreover, effects of goal-setting differed for different training types. Most effects of goal-setting were found among hard-skill trainings and no effects among in-person trainings. Importantly, we found no differences for personal antecedents, transfer intention or transfer of training itself. Our results underline the necessity to intensify intervention designs and to consider specific training characteristics to raise transfer of training.

Investment in Employee Development & Job Engagement: Demographic and Job Characteristics Moderators

Investment in Employee Development & Job Engagement: Demographic and Job Characteristics Moderators

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

Comparing Apples to Oranges: Why Self-Referenced Performance Reviews are more Effective than Peer Comparisons

Abstract: This article argues that self-referenced performance reviews are more effective for employee motivation and development than traditional peer comparison reviews. It draws on self-determination theory to explain how comparing employees to their peers undermines the psychological needs of competence, autonomy, and relatedness, diminishing intrinsic motivation. In contrast, self-referenced reviews that focus on individuals' past performance, strengths, and areas for growth better support these needs. Evidence suggests this approach fosters engagement and productivity by promoting a growth mindset oriented toward continual self-improvement rather than competition. Additionally, qualitative case studies of organizations that shifted to a self-referenced review model found increased morale, collaboration, and business outcomes as employees concentrated on progress within their control rather than relative standings. The article concludes self-referenced reviews align with human motivation science and are more constructive for building high-performing, cohesive workforces.

The relationship of perceived nurse manager competence with job satisfaction and turnover intention among clinical nurses: an analytical cross-sectional study

BackgroundNursing managers have the potential to significantly impact the outcomes of nurses, patients, and organizations. Their competencies for effective performance are crucial. The global nursing workforce is facing a severe shortage of nurses. Dissatisfaction with management is one of the most important reasons for nurses’ inclination to leave their jobs. Therefore, this study examines the relationship between nursing managers’ competencies, job satisfaction and intention to leave among clinical nurses.MethodsAn analytical cross-sectional study was conducted on 354 nurses in five hospitals affiliated with Ardabil University of Medical Sciences from May to August 2023. This research used web-based software to design demographic information forms, nurse manager competency scale, turnover intention, and single-item job satisfaction questionnaires. The significance level for the study was set at p < 0.05.ResultsThis study revealed that participants had an average score of 3.06 out of 5 in perceived nurse manager competence. Only one-fourth of the participants (25.7%) were satisfied with their current job, and less than half (46.9%) intended to leave. Employee support and development, change and resource management, supervision and quality monitoring, and personal mastery positively influenced nurses’ job satisfaction. These competencies hurt employees’ intention to leave their jobs.ConclusionsThe research findings indicate that nursing managers in Iran have lower competency than in previous studies. Developing and strengthening these competencies is very important, as it significantly improves job satisfaction and reduces nurses’ tendency to leave their jobs. Additionally, the results show that nursing managers who excel in supporting and developing staff, resource management, quality supervision, and personal mastery positively impact nurses’ job satisfaction. However, these competencies can also help reduce employees’ intention to leave their jobs. Retaining and maintaining nurses in the healthcare field is of utmost importance.

Influence of quality management on the image of beauty, cosmetology and hairdressing salons

In the rapidly expanding beauty and hairdressing industry, effective quality management is gaining significance as a crucial determinant of success for salons and offices. The article aimed to examine the conduct of owners and employees and comprehend their perspectives and responses to quality management. The analysis focused on key areas of quality management in beauty, cosmetology, and hairdressing salons. It utilised survey data from owners, employees, and customers. These areas included strategic communication, communication of changes and innovations, personal development of employees, quality management system, and consistency of services provided by employees. The survey data confirms the influence of practices on customer satisfaction and provides insights into enhancing service quality, fostering customer loyalty, and improving company competitiveness.

The Influence of Employee Competencies on Increasing Women's Empowerment Through Programs Training at the Empowerment Office Women, Child Protection and Community (Dp3am) Binjai City

Employee knowledge or competence will increase employee motivation in participating in training and employee performance. The purpose of this study is to find out and analyze the influence of Competence on Performance mediated by Training at the Office of Women's Empowerment, Child Protection and Community Protection (DP3AM) Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) showed that Competence had a significant influence on employee performance (T-statistic 2,567 &gt; 1.96; P-value 0.011 &lt; 0.05), which indicates that improving Competency directly improves employee performance. Competence also had a positive and significant effect on Training (T-statistic 9.042 &gt; 1.96; P-value 0.000 &lt; 0.05), indicating that the improvement of Competency significantly increases employee training. Furthermore, training had a positive and significant effect on Performance (T-statistic 6,091 &gt; 1.96; P-value 0.000 &lt; 0.05), which means that the increase in Training significantly improves Performance. Indirect influence analysis showed that Training was able to intervene in the influence between Competence and Performance (T-statistic 5.974 &gt; 1.96; P-value 0.000 &lt; 0.05). These findings provide insight that Training plays a significant mediator role in the relationship between Competency and Performance, emphasizing the importance of Training in improving employee Performance.

Planning Steps of The Orientation Period and Competency Improvement for Employees Appropriately

This study aims to explore the appropriate planning steps for orientation and competency enhancement of employees based on the in-service training model with an andragogical approach. Andragogical approach considers the characteristics of adult learning, allowing for the development of more effective learning strategies in the workplace context. The research methodology employed is a literature review and analysis of various in-service training models implemented in different organizations. The findings highlight key steps in planning orientation and competency enhancement, including identifying training needs, developing relevant curricula, devising interactive teaching strategies, and ensuring ongoing evaluation. The practical implications of this research involve the development of planning guidelines to assist organizations in designing and implementing effective and relevant in-service training programs for employee development.

Relationship Between Employee Training, Career Development, and Job Satisfaction: A Case Study of Medium Scale Enterprise in Bandung City

This study examines the relationships between employee training, career development, and job satisfaction within medium-scale enterprises in Bandung City. Utilizing a quantitative approach, data were collected from 200 employees through structured questionnaires. Descriptive statistics, reliability and validity assessments, normality and multicollinearity tests, and Pearson correlation analysis were conducted using SPSS software. The findings reveal that employee training and career development are significantly positively correlated with job satisfaction. Specifically, career development shows the strongest correlation with job satisfaction, followed by employee training. These results underscore the importance of investing in comprehensive training programs and robust career development initiatives to enhance job satisfaction. The study's implications for practice suggest that medium-scale enterprises should strategically focus on employee development to foster a more motivated and satisfied workforce, ultimately contributing to organizational success. Future research should explore these relationships longitudinally and in diverse organizational contexts.

The Influence of Service Quality and Product Quality on Customer Trust and Loyalty at Perumda Air Minum Jaya (PAM JAYA)

This research aims to determine the service quality and product quality of customer trust and loyalty of PERUMDA AIR MINUM JAYA (PAM JAYA), both directly and through intervening variables or indirect effects. This study uses a quantitative approach to explain the positions of the variables studied and the relationships between one variable and another. This research will demonstrate the causal relationships between variables through hypothesis testing. The data analysis technique is SEM-PLS with a total sample size. The study results show that all seven hypotheses proposed in the SEM-PLS model are accepted. This research implies that the management of PERUMDA AIR MINUM JAYA (PAM JAYA) is advised to conduct regular training for employees to improve their ability to provide responsive and professional services.

Does the Internal Control System Play a Strong Safeguarding Role Against Fraud in Local Communities?

This paper investigates the application of appropriate mechanisms and procedures for identifying, reducing, and suppressing fraud. Challenges and obstacles faced by municipalities in the implementation of internal controls for the prevention of fraud are also discussed. A survey was conducted in various Belgrade municipalities, and 162 usable responses were received. It was observed that there is a lack of internal control or that, where it exists, it is not sufficient to effectively manage fraud. Further, the results of the study indicate that only one element of fraud risk management, the level of education of employees, is significant in reducing fraud incidents. Namely, the education and training of employees contribute the most to fraud detection. The implications of these findings are discussed. Through the analysis of the relevant literature and research, this paper offers recommendations for improving internal control in local municipalities in order to reduce the risk of fraud and to increase responsibility in the management of public resources.