Human Resource Development Efforts Research Articles

Kewirausahaan Politik Walikota Surakarta dalam Upaya Pengembangan Sumber Daya Manusia

This study aims to capture the practice of political entrepreneurship in human resource development efforts undertaken by Surakarta Mayor Gibran Rakabuming Raka. This research is important for expanding studies in the field of Political Science related to the practice of political entrepreneurship in Indonesia, particularly at higher levels. Political entrepreneurship actions are carried out through the utilization of authority in the form of resource allocation by political actors to generate profits and create maximum public benefits. By borrowing the alertness and discovery branch of thought in the theory of political entrepreneurship developed by McCaffrey and Salerno (2011), this study seeks to analyze the actions of political actors in presenting public benefits through the revitalization policy of the Solo Technopark Science and Technology. This research was qualitative, using a case study method through data collection in the form of interviews, documentation, literature study, and observation. The results showed that the Mayor of Surakarta is sensitive in seeing global challenges and answering these challenges through a solution that is ultimately able to bring benefits to the people in Surakarta City. The findings of this study show one side of the characteristics, that the practice of political entrepreneurship carried out at a higher level is able to produce greater benefits and benefits for the community and also political actors.

Human Resources BSI Employee's Performance in Jakarta Barat: Training and Development with Leadership as a Moderating Variable Post-Covid-19

Naturally, the new business will resume training and human resource development efforts that had been put on hold for a while due to the Covid-19 condition during the post-pandemic period. Training and human resource development are closely related to enhancing employee performance, particularly in the banking industry. After the pandemic, banks will begin to improve their performance for the first time because there are many customer bottlenecks that contribute to declining banking profits and affect banking performance. The goal of this study is to examine the effects of leadership as a moderator on the performance of BSI Jakarta Barat employees. Training and the development of human resources are the study’s independent factors. This study used 77 samples taken from all BSI West Jakarta employees. This research will use quantitative tools as the data processing, namely SEM PLS. This is an -ongoing study, we need to give a quesioner and get data from our research subject, until we get result for the case in this research. For now, we have result before we finish the case, training as variable X1 and human resource development as variable X2 affect to leadership as variabel Z, and then leadership affects performance as variable Y. However, further assistance is needed from our research subject in order to complete this research.
 Keywords: training, human resource development, performance, leadership

THE ROLE OF HUMAN RESOURCE DEVELOPMENT THROUGH TRAINING AND DEVELOPMENT IN SUPPORTING HOTEL MANAGEMENT (CASE STUDY OF THE GRAND ROYAL HOTEL PANGHEGAR BANDUNG)

Development in human resources cannot be separated from standardization for hotels, this is due to the determination of hotel star ratings or hotel standards which will cover three aspects: product, service, and management. In terms of management to ensure service delivery, one of the indicators is human resources. For hotels, this competency will certainly be very important, especially for five-star hotels, the competence itself is basically part of the concept in human resource development efforts. The development of good human resources will also of course go through several strategic steps contained in a business plan. The management and implementation of Banghegar Royal Hotel, especially in the aspect of human resource development, is not smooth, development in human resources is carried out through internal education and training, and employees are sent to group institutions for education that are owned by the hotel. Keywords: HR Development, Management, Hotel Management

UPAYA PENGEMBANGAN SDM UNTUK PENINGKATAN KINERJA PEGAWAI PADA KANTOR DINAS PENDIDIKAN KEPEMUDAAN DAN OLAHRAGA KABUPATEN SUMBA BARAT

. The objectives of this research to be achieved are (1) To understand human resource development efforts to improve employee performance at the Office of Youth and Sports Education Office of West Sumba Regency (2) To understand the inhibiting factors in human resource development efforts to improve employee performance. at the Office of Education, Youth and Sports of West Sumba Regency. This type of research is qualitative research, namely research that intends to understand the phenomena of what is experienced by research subjects such as behavior, perceptions, motivations, actions and others, holistically and with a special natural context and by utilizing various natural methods. From the results of this study, it is known that several factors are instrumental in efforts to develop Human Resources (HR) to improve employee performance at the Department of Youth and Sports Education, Kab. West Sumba, among others; (1) Leadership Policy, (2) Infrastructure, (3) Infrastructure, (4) Organizational Culture, (5) Employees. Meanwhile, several obstacles in the Efforts to Develop Human Resources to Improve Employee Performance at the Office of the Youth and Sports Education Office of West Sumba Regency, among others, are as follows; (1) Lack of Human Resources owned by employees, (2) Regional Infrastructure, (3) Infrastructure for the Office of Youth and Sports Education, (4) Influence of the application of local culture, (5) Employee welfare.

Pengembangan Sumber Daya Manusia dalam Meningkatkan Kinerja Anggota Badan Permusyawaratan Desa di Desa Mananti Sosa Jae

This study aims to identify and analyze human resource development efforts in improving performance, obstacles and improving the performance of BPD members in Mananti Sosa Jae Village. This study uses a qualitative research method with a descriptive approach, and uses primary data collection techniques (observations, interviews) and secondary data (documentation studies). The results of this study are the development of human resources in improving the performance of members of the BPD Desa Mananti Sosa Jae carried out through planned activities, namely carrying out technical guidance activities. The obstacles to development come from the members of the BPD themselves, this is because each member of the BPD has activities outside of their work as members of the BPD, their free time is very limited in carrying out various development activities. The improvement in the performance of the members of the institution is still very low, the weakness can be seen in their ability and timeliness in completing tasks. The conclusion of this research is that although development efforts have been made, the performance improvement of BPD members is still very weak, this is caused by various obstacles in the implementation of development. human Resources.

ANALYSIS OF HUMAN RESOURCE DEVELOPMENT TO INCREASE ONLINE SALES OF PAYU LEGI SHOP DURING THE COVID-19 PANDEMIC

From 2019 to 2020, Payu Legi's sales turnover is expected to drop. The purpose of this research is to determine how Payu Legi's online store sales are affected by human resource development. Only Payu Legi in Sukabumi, Bandar Lampung, is examined in this study. Payu Legi, the proprietors of small businesses, were the subjects of this survey. Five persons participated in this study: one owner and four staff. Descriptive data analysis is used in this form of qualitative study. All data gathered from the field, including observations, interviews, and data included in specific documents, are included in data gathering. To view the whole picture or just one component of the study, data is presented in an effort to do so. Payu Legi's online shop's sales have suffered as a consequence of its Human Resource Development efforts, according to a study on "Analysis of Human Resource Development to Increase Sales of Payu Legi's Online Shop." This is because in finding employees employers do not pay attention to the skills and education of these employees so that employers must teach their employees from zero to understand. For business actors, it is expected to focus on developing human resources for the employees they already have because good human resources will have a positive impact on production, promotion, quality, service, and so on in chip shops which will directly increase sales turnover.

Performance Measurement of Human Resources PT. Pulau Bintan Jaya Based on the Human Resource Scorecard Model

PT Pulau Bintan Jaya is one of the foreign investment companies producing crumb rubber in Riau Islands Province. The company had been in operation since 1969, producing rubber with a few measures which were Standard Indonesian Rubber (SIR) 5, SIR 10, and SIR 20 per customer request. Companies have conducted employee performance measurements but have not specifically measured employee performance by linking it to company strategic functions. Current performance assessments are not yet focused on human resource development efforts. There were still poorly educated employees who served as team leaders and as supervisors. As a result, work-related communication became difficult and led to multiple obstacles under which employment resources became inadequate, and the targets of corporate performance unattainable. There are issues relating to the quality of human resources, and companies have been declining demand and declining production rates for several months. The decline in demand from customers has become one of the issues to evaluate in the company's performance measurement, due to its inadequate strategic resource management. It requires alightnment of the work systems to capture the role of human resources, while in this regard some current case work accident are still faund annually in the production section, even though for the past three consecutive years the accident rate has declined, it needs to be figured out by performing performance measurements. A human resource scorecard measures the performance of human resources by finding solutions to the weaknesses of human managerial resources in PT. Pulau Bintan Jaya, and assist in linking mission vision and strategic objectives. In this study, the design results were obtained as follows: there are 15 strategic goals and 32 Key Performance Indicators, special elements of the human resource system can be driven by 16 performance drivers (called Lagging Indicators), and 16 performance outputs to be achieved (called Leading Indicators), while the results Measurement of employee performance in PT Pulau Bintan Jaya using the Human Resource Scorecard method obtained good results.

Pendampingan Lansia dalam Pelayanan Keperawatan Mandiri Dengan Masalah Nyeri Kronik

The decreasing of biological function in the aging process affecting a damage in organ tissue in the elderly, so they are easy to be susceptible of diseases including chronic pain. Pain management in the elderly with osteoarthritis in the community in large mount use pain relievers, and rarely use non-pharmacological therapy, even though the use of non-pharmacological pain management has a smaller risk of drug side effects. The solution needed to be done is Assistance to elderly in Independent Nursing Services with Chronic Pain Problems.
 The implementation method is providing health education to elderly families, mentoring chronic pain management independently, assisting in developing an integrated healthcare center program for the elderly on chronic pain management and conducting training for elderly health cadres.
 The results of the implementation of mentoring for elderly were carried out in four activities including health counseling for the elderly and family, assistancing in managing chronic pain independently, optimizing the elderly integrated healthcare center program on pain management and training for elderly health cadres.
 Assistancing for the elderly in independent nursing services as part of human resource development efforts in improving the handling of problems that occur in the elderly, one of which is chronic pain in the elderly, namely with independent nursing services that can be done at home, so that it becomes part of promotive and preventive efforts

The strategy of Madrasa Ibtidaiya Principal in human resource development for increasing teachers’ professional and academic competency

The purposes of this research were to know the strategy of teachers’ professional development and to know teachers’ academic competence development conducted by the principal to the teachers of Madrasa Ibtidaiya (MI) in Wonosegoro Boyolali. The research type used in this thesis was qualitative research. The location of the research were some MI in Wonosegoro Boyolali, they were MI Muhammadiyah Ringinanom, MI Miftahul Ulum Bandung and MI Darul Ulum Karangasem. The data sources used were primary and secondary. The methods of the data collection were observation, interview, and documentation. The data analysis was done by using inductive method of thinking. The results of the research showed that the strategy of the principal of MI Muhammadiyah Ringinanom, MI Miftahul Ulum Bandung and MI Darul Ulum Karangasem in improving the teachers’ professional competence were by creating teacher training plan, arranging budget allocation, observing or assessing teachers’ performance, supervising or examining, giving exemplary, and socializing vision and mission of Madrasa. Human resource development efforts undertaken in developing the professionalism of teachers by conducting teachers’ performance management, Madrasa Working Group (KKM), education and training (diklat), seminar, and supervision to develop teachers' academic competence by conducting profession development and further studying.

Improving cooperative performance through human resource development efforts

Improving cooperative performance as one of the national and regional reconstruction teachers should be continuously carried out unlike the steps and anticipation by the many cooperatives that are bankrupt or disabled. The one aspect that needs to be improved was the aspect of Human Resources (HR) becomes manager and management of existing cooperatives. In order to realize it, the Department of Cooperatives and UMKM Bali Province has implemented various programs to improve the performance of cooperatives human resources that have been registered. The present research was conducted to measure the success level of human resource development from cooperative and relate to the cooperative performance that collected by Department of Cooperatives and UMKM during in 2016 period. The result of the document study was obtained concluded that have been done competency certification program for the manager and cooperative management, program education and training was attended by 1200 managers and cooperative management in Bali Province during in 2012 until 2016 period. Based on the programs that have been done, the Department of Cooperatives and UMKM Bali Province recorded a working realization of 218.89% or has exceeded the target set.

Improving Cooperative Performance through Human Resource Development Efforts

Improving cooperative performance as one of the national and regional reconstruction teachers should be continuously carried out unlike the steps and anticipation by the many cooperatives that are bankrupt or disabled. The one aspect that needs to be improved was the aspect of Human Resources (HR) becomes manager and management of existing cooperatives. In order to realize it, the Department of Cooperatives and UMKM Bali Province has implemented various programs to improve the performance of cooperatives human resources that have been registered. The present research was conducted to measure the success level of human resource development from cooperative and relate to the cooperative performance that collected by Department of Cooperatives and UMKM during in 2016 period. The result of the document study was obtained concluded that have been done competency certification program for the manager and cooperative management, program education and training was attended by 1200 managers and cooperative management in Bali Province during in 2012 until 2016 period. Based on the programs that have been done, the Department of Cooperatives and UMKM Bali Province recorded a working realization of 218.89% or has exceeded the target set.

The moderating role of top management support on employees’ attitudes in response to human resource development efforts

AbstractThe purpose of this study is to investigate the relationships among human resource development (HRD) efforts, top management support, and employees’ attitudes (job satisfaction and organizational commitment) in the Korean context. Based on the Korean Human Capital Corporate Panel survey data, 3,899 responses from 159 large companies were analyzed by adopting hierarchical multiple regression analysis and a regression-based path analysis. The results indicated that HRD efforts positively affected organizational commitment through job satisfaction. In addition, job satisfaction had a moderated mediation effect on the interaction of HRD efforts and top management support on organization commitment. Finally, top management support moderates the relationship between HRD efforts and employees’ attitudes such that increased top management support for HRD efforts improves employees’ job satisfaction and organizational commitment.

The HIV and AIDS Epidemic and the Challenge Posed to University Education Excellence in Sub-Saharan Africa

The HIV and AIDS epidemic definitely impacts on the provision of quality education in universities in Sub-Saharan Africa. For the intellectual capacity and human resource development efforts of the sub-continent are being reduced in effects and value. Both staff and students are dying, and the previous aspirations and expectations that hitherto accompanied investments in higher education are almost dashed and some have gone to the extent of even questioning the wisdom of continuing to invest in the sub-sector when no one is sure if the recipients of such investment would live much longer than expected. Fortunately, hope is rising again because of the advent of determined political will, concerted efforts, new treatment strategies, advocacy and reduction in stigmatization. In the light of the new hope that is emerging, this paper steps back a bit in reflecting on how the epidemic has impacted university education and what needs to be done in order to ensure that strategies adopted are firmer and more rewarding to the region.

A Study of Culture Dimensions, Organizational Ambidexterity, and Perceived Innovation in Teams

The impetus to innovate has emphasized the importance of organization’s ability to both explore and explot new ideas or what is referred to as ambidexterity. This study examined ambidexterity as a predictor of teams’ perception of their innovation. It also examined the impact of culture - power distance, uncertainty avoidance, collectivism, masculinity, and short-term orientation IT teams’ explorative and exploitative behaviors. The results also show that team ambidexterity is a predictor of innovation. Power distance is negatively related to explorative behavior. Collectivist characteristics are positively associated with both explorative and exploitative behaviors. Masculine behavior likewise predict more explorative behavior. The results can guide human resource development efforts geared to foster greater innovation within teams in organizations. Keywords: culture; power distance; uncertainty avoidance; collectivism; masculinity; explorative; exploitative; ambidexterity; innovation.

Sri Lanka textile industry's public private partnership project: a case study

PurposeThe purpose of this organization research project was to focus on finding effective methods for the stakeholder group of private firms in the apparel and textile industry in Sri Lanka to work together as partners with government and academic institution stakeholder groups to raise the level of human resource development in education, training and technology innovation resources in the apparel and textile industry.Design/methodology/approachOrganization development, action research and training methods were used to help the various groups examine their needs and issues, and the consultant's gap analysis was used to identify any dysfunctional barriers along three levels of realm, scale, and transform that formed a wicked problem situation that kept the stakeholder groups from organizing themselves to work together on the common cause.FindingsThe three stakeholder groups were able to make use of a variation of the public private partnership model in developing a virtual college of apparel and textiles.Practical implicationsThe three stakeholder groups were able to use formal and creative informal forms of a partnership of partnerships approach by cross sharing of board members. Sri Lanka's apparel and textile industry was able to successfully upgrade its human resource development efforts to retain its strong position in the following years of global market change.Originality/valueUsing organization development's wicked problem resolution methods can be useful in any country that needs to bring large diverse groups of public and private organizations together to work on common interests while assuring that their differing missions can be pursued effectively.

Community and Societal Development

The Problem. Human Resource Development (HRD) scholars and practitioners need to address the problem of conceptualizing HRD in various community settings. The Solution. To address this need, the authors conducted a case study research to explore the role of HRD in developing the Ismaili community in Minnesota. Data analysis revealed four themes: (a) conceptualization of HRD in the Ismaili community of Minnesota, (b) history and examples of HRD efforts in this community, (c) the role of women in the community’s HRD efforts, and (d) the future of HRD in the Ismaili community of Minnesota. The use of HRD within this community was heavily focused on societal development of the community. The Stakeholders. Recommendations for HRD practice (practitioners) and research (researchers) suggest that HRD, especially within religious communities (members and leaders of such communities), be explored with an open mind for the purpose of creating a pluralistic and civil society (all citizens).

Carbon Incentive for Human Energy

This work brings out the global framework for health related food taxes in the process of analysing the impact of yoga in reducing food consumption, reducing healthcare expenditure, developing human capabilities and in improving the performance in education. Two extremes states, overeating and disciplined consumption, are analysed for exhaustive list of activating factors for excessive consumption. For this purpose, excessive consumption is analysed to understand the temptation through the framework used for disciplined consumption. The business behaviour of inducing food consumption by facilitating consumption experience is called tickling food consumption. With the change of responsibility for food preparation shifting from family to business interest resulting in product engineering, a product may have one or more tickling factors which are summarised and a tickle tax is proposed to regulate each or all of the identified tickling factors. On the operational side, it is proposed that various capabilities developed by the yoga practitioners be measured under capability approach for human development to enable co-operation between health and human resource development efforts while invoking of Corporate Social responsibility (CSR) provisions would provide finance for prevention in the countries where there is no such law. The Carbon incentive for food energy, a performance based incentive mechanism, may simplify the global health governance efforts with the incentive being fixed for the environmental impact and for the reduced demand for the public health efforts. The incentive for the reduction in food consumption would be a shift from the view that physical activity merely burn calories.

Spearheading Development Culture - A Case Study

The case study is about transforming the organizational culture of Green Field Group of Companies- an agro based business group. Within a small span of time, with the application of technology and scientific methods of land reclamation and use of appropriate agro-forestry cropping schedule, Green Field became quite a successful business venture. Although the founder and promoters of the business duly emphasized on technology related business processes, they overlooked the human organization of business, especially the majority of work force who belonged to the tribal community. Consequently, despite having achieved great success at the initial stage with the help of technology and the allied process, in the long run, the organization failed to deliver. Therefore, attempts were made to address the issues concerning the human resource of the organization. In this process, it was found there was an urgent need for change of human climate to usher in organizational development. With sincere Human Resource Development efforts, a climate of trust and faith could be developed. A sense of harmony prevailed among the work force irrespective of their background and position in the organisation. While undertaking this process, the organization of Green Field learnt to adopt new vision and corporate philosophy. Accordingly there was institutionalisation of people oriented practices which ultimately led to the growth of the organization.

Spearheading Development Culture - A Case Study

The case study is about transforming the organizational culture of Green Field Group of Companies- an agro based business group. Within a small span of time, with the application of technology and scientific methods of land reclamation and use of appropriate agro-forestry cropping schedule, Green Field became quite a successful business venture. Although the founder and promoters of the business duly emphasized on technology related business processes, they overlooked the human organization of business, especially the majority of work force who belonged to the tribal community. Consequently, despite having achieved great success at the initial stage with the help of technology and the allied process, in the long run, the organization failed to deliver. Therefore, attempts were made to address the issues concerning the human resource of the organization. In this process, it was found there was an urgent need for change of human climate to usher in organizational development. With sincere Human Resource Development efforts, a climate of trust and faith could be developed. A sense of harmony prevailed among the work force irrespective of their background and position in the organisation. While undertaking this process, the organization of Green Field learnt to adopt new vision and corporate philosophy. Accordingly there was institutionalisation of people oriented practices which ultimately led to the growth of the organization.

Will CLT bail out the bogged down ELT in Bangladesh?

ABSTRACTRural failure in English learning and the socioeconomics of ELT. Over 24 million children learn English as a second/foreign language in primary and secondary schools in Bangladesh. These children start learning the language as a required subject in Grade 1 and continue learning it (if they don't drop out) until Grade 12, and later at the tertiary level. Officially, they are taught English communicatively using Communicative Language Teaching (CLT) methodology, as it was envisaged that CLT would develop learners' ‘communicative competence’, and thereby strengthen the human resource development efforts of the Government of Bangladesh (NCTB, 2003). Nearly a decade has passed since CLT was first introduced in the national curriculum. It now seems appropriate to ask to what extent has it developed learners' competence and improved the declining standards of English in the country (Rahman, 1991).