Human Resource Development Policy Research Articles

Socioeconomic factors affecting female labor force participation: A Case study of Lahore district

Labor-force participation analysis is important for developing employment and human resource development policies. Females represent approximately fifty percent of the entire population of Pakistan and play a vital role in the country. This paper aims to quantify the numerous factors affecting female labor force participation in Lahore district. The study is based on cross-sectional data gathered through questionnaires. The technique of logit regression on 450 observations is used to estimate the factors affecting female labor force participation. The empirical results show that educational attainment levels, marital status have a positive and significant effect on female labor force whereas female lives in joint family system and urban region less likely to participate in labor force market. Household head participation in economic activities decrease the female labor force participation. Paper also shows that in Lahore weak women empowerment exist. If female alone decides about her job, her participation in labor market decreases.

The Human Resource Development Policy of the Faculty of Pharmaceutical Sciences at Kanazawa University and Our Initiatives toward Its Realization

The environment surrounding pharmaceutical education in Japan has changed significantly with the establishment of many new pharmacy schools and the transition to six-year pharmacist education. Under these circumstances, various issues have been revealed in recent years. In particular, the decrease in the number of doctoral students responsible for future pharmaceutical education and research in drug discovery and life science is a concern. To address this issue, we at Kanazawa University have revised the human resource development policy of the Faculty of Pharmaceutical Sciences to "fostering leaders who are active in a variety of professions in pharmaceutical sciences" and have made various efforts toward the realization of this policy. Among the topics introduced at the symposium, this paper focuses on reforming the educational system and reorganizing the School of Pharmacy and Pharmaceutical Sciences at Kanazawa University.

Human Resource Development in the Higher Education Institutions: A Case study

This article presents an in-depth case study exploring the dynamics of Human Resource Development (HRD) practices in Higher Education Institutions (HEIs). As the landscape of higher education undergoes rapid transformations, the importance of nurturing a skilled and adaptable workforce within academic institutions becomes increasingly vital. The study delves into the strategies, challenges, and outcomes of HRD initiatives undertaken by a prominent HEI, providing valuable insights into optimizing human capital development in academia. The research employs a mixed-methods approach, combining qualitative interviews with key stakeholders, such as faculty members, administrators, and HR personnel, alongside quantitative data from surveys and performance metrics. Through this comprehensive methodological design, the study analyzes the alignment of HRD policies with the institution's strategic objectives, identifying the factors that influence successful HRD implementation. Findings from the case study shed light on the significance of faculty development programs, talent retention strategies, and the role of leadership in fostering a culture of continuous learning and growth within the HEI. Additionally, the research uncovers the impact of HRD on faculty job satisfaction, professional development, and overall institutional performance. The case study reveals challenges encountered during the HRD process, such as financial constraints, resistance to change, and the need for ongoing evaluation and adaptation of HRD initiatives. Addressing these challenges is crucial for the successful implementation of HRD practices that ensure sustainable institutional success. This article contributes to the growing body of knowledge on HRD in the context of higher education. It offers practical implications for HEIs seeking to enhance their HRD frameworks, providing evidence-based guidance to academic leaders, policymakers, and HR professionals in their pursuit of fostering a skilled and engaged workforce in higher education institutions. Ultimately, the research advocates for a proactive approach to HRD, one that empowers faculty and staff to thrive in an ever-evolving educational landscape, benefiting both the institution and its stakeholders.

Human Resources Policies and Employees’ Attitude: A Study of Federal University of Petroleum Resources, Effurun, Delta State

This study examined the influence of human resources policies on employees’ attitudes using the Federal University of Petroleum Resources, Effurun, Delta State as a case study. The study used the survey research design and the instrument of data collection was the questionnaire which was administered to two hundred (200) academic and non-academic staff of the Federal University of Petroleum Resources. Data obtained in the survey were analyzed using linear regression technique. It was found that human resource recruitment and selection policy had a significant influence on employees’ attitudes (F-value = 3.246; P-value = 0.003). In addition, we found that human resource staff training and development policy had a significant effect on employees’ attitudes (F-value = 5.017; P-value = 0.026). The study recommends that the management of Nigerian public institutions of higher learning should sustain and improve on their recruitment and selection and staff training and development policies in order to enhance employees’ attitude to work. More so, there is a need for the management of Nigerian public institutions of higher learning to embrace diverse types of human resource policies that will improve employees’ attitudes to work.

Policy for high quality human resources in the public sector in the trend of administrative integration and service in Vietnam

High-quality human resources have an important role to dominate other resources and play a decisive role in socio-economic development. In the context that the fourth industrial revolution is taking place strongly, the building and development of high-quality human resources, meeting the requirements of the cause of accelerating industrialization and modernization of the country and socialization, is essential. International entry is now becoming more and more urgent. In order to concretize the Party’s guidelines, human resource development policies in general and high-quality human resource development policies in particular have been completed, contributing to the development of human resources in both quantity and quality, gradually meeting the increasing human demand of the economy. The article is designed to perfect the policy of high-quality human resources in the context of administrative reform in the direction of Government integrity, service and international economic integration.

Optimizing expected policy outcomes through creative problem structuring: Police human resource development policy in the southeast Sulawesi regional police, Indonesia

This study aims to investigate the problem structuring process using creative methods to create well-structured problems, and how it can optimize the expected policy outcomes of human resource development in regional police. This study uses a qualitative research method by integrating qualitative data from semi-structured interviews and administrative data. Five informants were purposively selected, four of whom were authorized officials in the field of human resource development at regional police institutions, and the other was a prominent civic organization activist. The interview data were analysed using qualitative interactive models, while directed content analysis was applied to administrative data. The results of the study show that the problem structuring process in human resource development policies for regional police is limited to identifying the main elements of problem definition through the partial use of brainstorming methods and classification analysis. Such a problem structuring process cannot create well-structured problems that optimize expected policy outcomes of human resource development. However, the use of creative problem-solving methods in a comprehensive manner can optimize the expected policy outcomes from the development of more critical and collaborative human resource development in the regional police force.

Training High-Quality Human Resources: from the Perspective of Development Policy and Strategy

Purpose: The objectives of this study are (1) to Clarify some theoretical issues about high-quality (H-Q) human resource (HR), and policies to develop H-Q HR; (2) to Structure H-Q HR; (3) to Role of HR in national construction and development; (4) Policies and strategies for developing H-Q HR in Vietnam; (5) Proposing some solutions to improve policies and develop H-Q HR in the future. Theoretical framework: This study found the need to develop H-Q HR in Vietnam. Factors affecting the decision to develop H-Q HR. Then, all the data is combined to finalize Vietnam’s H-Q Human resource development policy and strategy. Design/methodology/approach: This study includes quantitative and qualitative research methods. However, the author focuses on qualitative research based on legal documents of the Party and the State of Vietnam on the building and development of H-Q HR. In addition, to be able to draw accurate conclusions and propose appropriate solutions, the author consults the research of some other authors on the same topic. Methods such as comparison, analysis, synthesis, logic, etc. are used to determine the reasonableness of the conclusions. Findings: Research results show that in recent years, policies and strategies for developing H-Q HR have been reflected in many undertakings and guidelines of the Communist Party of Vietnam (CP of V) and the Government’s policies. These guidelines and policies have contributed to training H-Q HR on the importance of industrialization, modernization, and international integration in Vietnam. However, these problems still have certain limitations when implemented into practice. Therefore, making some recommendations to the Party and the State of Vietnam to improve the development strategy of H-Q HR will contribute to improving the quality of training H-Q HR for Vietnam in the present and future. Research, Practical & Social implications: Without a policy suitable to the actual situation of the country and the trend of the times, the policy’s purpose can hardly be achieved. Therefore, providing suitable solutions to the world and the domestic situation has theoretical and practical significance in policy formulation. Originality/value: The study has supplemented and clarified theoretical and practical issues on policies and strategies for developing H-Q HR in line with the reality of Vietnam. At the same time, it can be a policy reference for some countries when developing a policy to deliver H-Q HR to the country.

Development of Human Resources, Competence, and Supervision of the Performance of Clinical Nursing Staff in Hospitals

As one of the healthcare facilities, the hospital has a very strategic role in accelerating the improvement of the health status of the Indonesian people. Human resource development policies are guidelines or activities carried out by organizations or agencies to develop or increase work professionalism, such as knowledge and skills improvement programs. This research is qualitative research according to the object of this study, so this type of research is included in the category of library research. Data collection techniques include identifying books, papers, articles, magazines, websites, or other information related to this study. The data analysis technique uses the Miles and Huberman model, namely qualitative analysis activities are carried out interactively and continuously until it is deemed sufficient. The study results indicate that nursing is a form of health service that is professional in meeting basic human needs that can be addressed by individuals, families, or communities in the healthy-sick range. Supervision in the context of nursing is a process of providing support for the resources nurses need to complete tasks to achieve the goals that have been set.

Efficacy of Management and Employees’ Involvement in HRD Initiatives: The Case of PNG Power Limited

Organizational investment in human resource development (HRD) has risen rapidly over the years. The rise in HRD investment is undoubtedly triggered by the belief that HRD is the key to strengthening personal and organizational performance. Yet despite heavy investment in this area, the outcomes achieved are often mixed with varied results. A key issue is the choice of HRD initiatives adopted and how they are implemented to achieve the desired HRD outcomes. Poor initiatives that do not realistically target HRD gaps, combined with poor implementation measures, are most likely to fail. Regular measurement of such is significant not only to determine the impact on key outcomes but is also essential to learn, accumulate evidence, and then use such evidence for improving HRD investment and/or policy. The study’s main objective is to analyse the training and development activities in PNG Power Limited (PPL) from the lenses of management and employees. This research highlights management and employees’ involvement in HRD initiatives which is paramount for organisational development. The study employed a mixed method of analysis and used surveys and interviews to collect data and information. The findings revealed that PPL has organised training programs to develop management skills of non-technical staff and competency-based training for technical employees. However, these training and development activities are perceived to be moderately effective regarding how management and employees are involved. This research concludes that the effectiveness of HRD initiatives through training and development activities is significantly determined by the degree of management and employee involvement. This study contributes to the knowledge of HRD in developing countries, particularly in the Pacific Region. It is hoped that this study will be helpful to improve specific areas requiring change identified in this study and may well serve as inspiration for organisational and policy change across other service organisations in PNG.

Tourism skill development initiatives in three Southern African Development Community countries: A policy guide analysis

Tourism is a keystone of the Southern African Development Community economy. However, the region has failed to maintain a fair market share in the global tourism industry as the Travel and Tourism Competitive Index 2007 to 2019 shows. Human resources are regarded as one of the pillars that stimulate a competitive tourism industry, hence, it is critical for countries to formulate appropriate human resource development policies and plans to secure economic benefits from their tourism activities. The main aim of this study is to develop an understanding of the strategies that Southern African Development Community countries can adopt to develop tourism skills. To attain this objective, this study investigates the strategies adopted by Tanzania, Mauritius and Botswana with the aim of informing policies and paving the way for other countries to improve tourism skills for the collective effectiveness of the entire region. Through a secondary research method, a comprehensive literature review was conducted to explore the tourism skill development strategies utilised by three regional countries so that less competitive peers can draw lessons for policy improvement and reform. This study shows that investment in tourism education, engaging international professionals, collaboration among stakeholders, and placing tourism human resource development as a national strategic area, are critical.

Examining the Linkage between Transformational Leadership Styles and Succession Planning Programs in Malaysian Public Universities

ABSTRACT This study examined transformational leadership and succession planning in Malaysian higher education. The study investigated how transformational leadership influences university staff career development and leadership preparation. Data were obtained from 300 university administrators and academics. The analysis was done using Smart PLS. The data revealed that idealised influence and inspirational motivation were positively and significantly associated to career development, whereas intellectual stimulation and individual influence had an insignificant negative relationship. Furthermore, when examined with leadership preparation, idealised influence and intellectual stimulation were shown to be inconsequential, whereas individual influence and inspiring motivation revealed an insignificant negative relationship. In conclusion, the study improves the existing framework in regard to understanding how transformational leaders can facilitate career development and leadership preparation of university employees in Malaysia. It is hopeful that the findings can help university policy makers to strategically formulate human resource development policies to improve succession planning programs.

Careers of women public managers: Career needs of women public managers across generations

AbstractThis study examines women's managerial experiences in leadership roles and reflects on their career needs. Women's career needs are understood by applying the Kaleidoscope Career Model (KCM), which is yet to be widely explored in public sector settings. The KCM recognizes the interplay of multiple experiences that shape the career development of women in the workforce. Using 21 in‐depth interviews with women municipal government leaders in the United States; we find that while all three parameters of the KCM model are relevant for women public managers, the need for balance is overwhelmingly evident for women across all generations. Further, we demonstrate how the relationality of women public managers and the interplay of personal and professional needs drive their career goals. The findings from this study are relevant to human resource development policies and practices that consider generational differences into account. Work‐life balance needs are relevant for women across all generations (Baby Boomer, Generation X, and Generation Y), and organizations play a vital role in mitigating the burden for women managers. Women public managers' need for balance dominates across generations over the need for challenge and authenticity. Human resource management programs should consider policies and programs that are responsive to the specific needs of women across different generations. Women managers from Generation X and Baby Boomer generational cohorts express interest in leaving their current position or look forward to retirement in the future.

Career chance events of highly educated women with doctoral degrees in South Korea

PurposeThe purpose of this qualitative study is to explore how highly educated women respond to career chance events in a Korean context where traditional cultural values and male-dominated organizational culture coexist.Design/methodology/approachThe authors conducted 50 semi-structured interviews with highly educated women operationalized as women with doctoral degrees in and out of Korea. The authors used a collaborative research process with a team of ten Korean-born researchers who have built consensus on research themes through discussions on the collection and analysis of a large data set, thus reducing the researcher bias issue inherent in qualitative research.FindingsIn an analysis of the interview data collected, the authors report on three themes: before obtaining a doctoral degree, during and after their doctoral study and responses (coping strategies) to chance events in their careers. Highly educated women’s pursuing a doctoral degree was a way to maintain work–life balance in Korea where women are expected to take a primary caregiver role. After obtaining a doctoral degree, participants struggled with limited job opportunities in the male-dominated higher education. Women’s unplanned and unexpected chance events are intertwined with the male-dominated culture in Korea, and career interruptions as such a chance event, whether voluntary or involuntary, happened largely due to family reasons. In this context, highly educated women responded to chance events largely at individual and family levels and articulated the need for support at organizational and government levels.Research limitations/implicationsThe study findings confirm the literature that women’s careers are limited by traditional family roles in non-Western countries where strong patriarchal culture is prevalent. Particularly, women’s career interruptions surfaced as a critical chance event that either disrupts or delays their careers largely because of family issues. Future research is called for to identify both individual and contextual factors that influence women’s decisions on voluntary and involuntary career interruptions as their responses to chance events.Practical implicationsBased on highly educated women’s coping strategies largely at individual and family levels, we suggest national human resource development policies put in place not to lose out on the opportunity to develop highly educated women with doctoral degrees as a quality workforce for a nation’s sustainable economic growth. Additionally, organizations need to be aligned with the government policies and programs for the provision of developmental programs for women in the workplace, beginning with highly educated women’s career planning, while creating organizational culture to promote gender equality as a long-term goal.Originality/valueThe participants’ voluntary career breaks helped them care for their children, be involved in their children’s education, reflect on work–life balance after having long hours of work for many years and move forward with personal satisfaction. Voluntary career breaks can be understood as highly educated women’s unique way of responding to chance events.

POLICY ON HUMAN RESOURCE DEVELOPMENT IN ETHNIC MINORITY AND MOUNTAINOUS AREAS IN THE FIELD OF EDUCATION

Education in our country’s ethnic minority and mountainous areas has achieved very encouraging results in recent years, which significantly contributes to the improvement of ethnic minorities’ educational level; rapidly increases the amount of ethnic minorities with college, university and post-graduate degrees. This achievement is largely due to the fact that over the years, we have effectively implemented the Party and State's human resource development policies in the field of education. These policies have created opportunities for students who are children of ethnic minorities to access and benefit from educational policies and be given favorable conditions for comprehensive development of the mind and body. The article deeply analyzes the actual situation of implementing policies on human resource development in the field of education in ethnic minority and mountainous areas in recent years, discussing a system of solutions to improve the quality of human resources, effective implementation of this group of policies. The achievements of this group of policies have been and will make an important contribution to the sustainable socio-economic development and security and defense in ethnic minority and mountainous areas, in the context of international integration today.

Ideal Thesis Research and Clinical Training as Pharmaceutical Practice in 6-year Pharmaceutical Education and Study System

Thesis research and clinical training are comprehensive areas of learning for cultivating the major abilities indicated in the professional competencies of the Model Core Curriculum for Pharmacy Education. They are also important subjects that can effectively reflect the educational philosophy and the human resource development policies of each university. In the School of Pharmacy and the School of Pharmaceutical Sciences at Kanazawa University, we have established a human resource development policy of "fostering leaders who are active in a variety of professions in the field of pharmaceutical sciences". We have been implementing various initiatives in line with this objective. In this symposium, we will present an analysis of the current situation in pharmaceutical education that led us to adopt such a human resource development policy. We will also introduce specific reforms that our university has promoted in response to this situation.

Analisis Lingkungan Pengendalian dalam Pelaksanaan SPIP di Inspektorat Kabulaten Nagekeo

ABSTRACTThe control environment is a crucial object in the whole control activities carried out, thus without an effective control environment, internal control will not work effectively. The Inspectorate of Nagekeo Regency as an institution that assists the Regent in supervising the implementation of regional Government by conducting inspections, studies, evaluations, and other supervisory activities at other government institutions within the Scope of Government of Nagekeo Regency, have to have an adequate control environment in support of effective internal control activities. The used object of research in this study is the control environment built by the Regency Inspectorate Employees who taken by purposive sampling technique. This measure is used as a comparison in the control environment assessment category. This study uses a quantitative-descriptive technique with a field research approach at the Inspectorate of Nagekeo Regency. The variables of this study are the control environment sub-elements with eight variables which include the enforcement of integrity and ethical values, commitment to competence; Conducive leadership; Establishment of organizational structure as needed; Appropriate delegation of authority and responsibility; Formulation and implementation of sound human resource development policies; The realization of the role of an effective government internal control apparatus; and good working relationship with relevant Government Agencies. In general, the eight variables of the Nagekeo Inspectorate get a score of 2.25 with quite-adequate predicate. However, two of them that still get the inadequate predicate, including the Enforcement of Integrity and Ethics; Formulation and implementation of human resource development policies, need to get attention.

Driving Factors and Moderating Effects Behind Citizen Engagement With Mobile Short-Form Videos

Mobile short-form video entertainment enables mainstream public sites to expedite the dissemination of essential information, increase transparency, and maintain trust among decision-making bodies. In view of these benefits, it is necessary to understand the mechanism of citizen engagement with short-form videos using social media almetrics. The purpose of this study is to delineate the driving factors and moderating effects of large-scale interactive participation in TikTok’s public accounts committed to sustainable poverty alleviation, a grand challenge that spreads quickly on the official agenda. Specifically, this study estimates negative binomial models based on the complete set of videos, released between 2018 August (the earliest publication date available) and September 2021, in poverty-striken provinces. The results show that appropriate combinations of common themes, music genres, and sentiment can strengthen the involvement and awareness of short-form video entertainment. It serves as convincing proof that 1) content related to human resource development and public policies stimulated the highest level of citizen engagement, and it exceeded all other categories by a large margin; 2) sentiment’s moderating roles could be partially confirmed across the common themes and music genres; and 3) while being moderated, popular and epic music could either arise or weaken citizen engagement under the topical series, but the benefits of containing these genres were not limited to performance.

The Human Resource Development Policy of Singapore

There has been a debate about whether an increased quantity of graduates promotes economic development. This paper will take the circumstance in Singapore as an example to analyses this controversy. For this objective, it starts by describing the situation in Singapore from different aspects, which include vocational and education training systems, the status of graduates and immigration policy. It focuses on analyzing how Singapore has solved the problem of talent shortage by applying a combination of policies and achieved sustainable economic development, which has transformed Singapore from a backward and poor economy into one of the most advanced economies in the world and become one of the Four Asian tigers in just a few decades. Then, it concludes with a discussion of whether or not an increased quantity of graduates promotes economic development and if the current strategies are suitable for the country to meet economic development needs.

Re-examining the History of Human Resource Development Policy in China: From Local Indigenous Phenomena to Global Human Resource Development Knowledge

Problem The NHRD conception claimed to be based on multiple country-cases through a constructive/interpretive process. However, four of cases focusing on HRD policy in China presented incomplete history of China’s HRD policies, which may have misled the NHRD conception. Solution We re-examine China’s history of HRD policy as indigenous phenomena in comparison to the four China-cases. Adopting a similar historical method, we fail to identify the policy pattern reported by the previous cases, thus challenge the NHRD’s constructivist embeddedness. We question the credibility and trustworthiness of the country-based studies as well as the sense-making constructive base of the NHRD ideation. From China’s local phenomenon, we derived a set of HRD assumptions contrary to the existing western-centric assumptions to enrich the global HRD knowledge. Stakeholders Theory-minded HRD scholars intended for rigorous and relevant theory development inquiries; practice-oriented HRD practitioners, especially those from western context and working in a non-western HRD context.

「人材養成・活用検討委員会」紹介

「人材養成・活用検討委員会」紹介