Human Resource Development Policy Research Articles

Communicating a vision for human resource development in Southeast Asia: a thematic analysis of the speeches of ASEAN secretaries-general

ABSTRACT In 2008, the Association of Southeast Asian Nations (ASEAN) enacted its charter, with one of its core purposes being human resource development (HRD). From 2008 to 2022, ASEAN had three Secretaries-General (Surin Pitsuwan, Le Luong Minh, and Lim Jock Hoi) who used their platform to set the tone for how people and their development are communicated. This study seeks to understand how these leaders of the regional organisation of ASEAN represented HRD in 132 speeches (~110,000 words). Using methodological foundations of thematic analysis and qualitative content analysis, this study synthesises the explicit representations of the development of adults in the Southeast Asian workforce. Findings reveal the representations of HRD in ASEAN, the motivations for HRD, the primary beneficiaries and actors associated with HRD, and the related programmes and institutions mentioned alongside HRD by these regional leaders in the Southeast Asian context. Findings regarding the influence of regional leader communication on HRD policy and practice are discussed, and implications for research and practice are provided.

Local Government Policy: Education, Training, and Improved Work Infrastructure Enhance Firefighter Performance

The performance of firefighters is a crucial factor in ensuring public safety and the effectiveness of fire response, making capacity building and infrastructure support a priority. This research aims to comprehensively explore and analyze the impact of education, training, and work infrastructure on the performance of firefighters in OKI Regency. The method used in this study is a quantitative approach, applied to the Fire Department of the Civil Service Police Unit and Fire Department of OKI Regency in June 2024. The research population consists of 187 firefighters and staff members of the Fire Department in OKI Regency. A sample of 99 respondents was selected using random sampling from the entire population. The results of this study indicate that education, training, and infrastructure have a positive and significant effect on the performance of firefighters in OKI Regency. Education is the dominant variable influencing the performance of firefighters in OKI Regency. Human resource development policies in the fire department can focus on improving competencies through formal and non-formal education, as well as enhancing the quality of work facilities to support operational duties.

Theorising Later-Career as a Basis for Enhancing Inclusion and Extending Working Lives Through Human Resource Development

Population ageing in developed economies has prompted national level policies for extending working lives (EWL). However, these policies have typically failed to reduce age discrimination or premature workforce exit. Therefore, organisational policies for EWL are currently to the fore and human resource development (HRD) ‘activation’ policies are evaluated here. However, these policies are found to be of only limited effectiveness in ensuring social justice, equity, and inclusion in later-career and beyond. A Critical-HRD lens is adopted to show how the established HRD narrative of lifelong learning can inadvertently contribute to workers being disadvantaged in later-career. Social-constructionist identity theorising is developed to better understand later-career and to explain older-workers’ behaviour. The theorisation is then applied to discuss HRD interventions with potential for developing a positive sense-of-self among older-workers and retirees to thereby improve equity, inclusion, and social justice. Implications for HRD researchers and professionals and for HRD policy for EWLs are detailed.

Implementation of the Internal Control System in the Aviation and Space Research Organization of the National Research and Innovation Agency (BRIN)

This research examines the implementation of the Internal Control System (SPI) at the Aviation and Space Research Organization (ORPA) which is under the National Research and Innovation Agency (BRIN). The aim of this research is to evaluate the effectiveness of SPI in supporting the achievement of organizational goals and identify the obstacles faced in its implementation. The research method used is descriptive qualitative with a case study approach. Data was obtained through in-depth interviews and analysis of related documents. The research results show that the implemented SPI has helped in increasing the operational accountability and transparency of ORPA BRIN. However, there are still several obstacles, such as limited human resources and policy changes that affect SPI's performance. Based on the research results, it can be concluded that the implementation of SPI in ORPA BRIN is not optimal. This is caused by deficiencies in SPI elements, such as the control environment, risk assessment, and control activities. In the control environment element, there are deficiencies in the aspects of commitment to competence, human resource development policies, the role of effective Government Internal Oversight Apparatus (APIP), and working relationships with stakeholders. This research provides recommendations for ORPA BRIN to increase human resource capacity, strengthen commitment to competence, and build close collaboration with APIP and stakeholders to support more effective implementation of SPI.

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.

Analisis Kebijakan Pengembangan SDM Terhadap Kualitas Sumber Daya Aparatur Pada Dinas Pemuda Olahraga dan Seni

The aim of the research is to determine the level of capability of the Human Resources (HR) apparatus at the Maros Regency Youth Sports and Arts Service (DISPORI). And to find out the policies for developing human resources for personnel at the Maros Regency Youth Sports and Arts Service (DISPORI). The research methods used are quantitative and qualitative research methods. The results of the research are that the Human Resources development policy for the apparatus at the Maros Regency Youth, Sports and Arts Service has been running well in accordance with applicable personnel procedures and regulations. This can be seen from the implementation of the HR development policy for personnel at the Maros Regency Youth, Sports and Arts Service. The policy of developing human resource capabilities for the apparatus has goals and objectives, namely development and improvement as well as carrying out the main tasks and functions as government officials so that they can meet predetermined standards while being able to make decisions independently and professionally based on a spirit of service and changes in attitudes that lead to further development. openness, attitude of serving and protecting the public as the main duties and responsibilities.

Effect of Employee Training and Development on Organizational Performance: A Study of Selected Oil Services Companies in Port Harcourt

Aim of the Study: This study investigated the effect of employees training and development on performance of oil services companies in Port Harcourt. The study was motivated by increasing low level of participation of indigenous oil services firms in the oil and gas industry of Nigeria inspite of the enactment of the Nigerian local content policy aimed at favoring indigenous oil services firms’ participation in the oil and gas industry. The objectives of the study included; to analyze the effect of on-the-job training, in-service training, participation in seminars/ workshops/ conferences, exhibitions as well as involvement in research and development by staff of oil services firms on the performance of their organizations. Methodology: Four research questions and four hypotheses were formulated to guide the study. A total of 15 firms were surveyed. The questionnaire was the primary instrument of data collection. A reliability coefficient of 0.765 was obtained using the Cronbach Alpha. A study population was made up of 152 technical staff of the surveyed firms. A study sample of 110 people were administered copies of the questionnaire. A total of 96 returns were made, out of which 14 were found invalid. The analysis was based on the opinion expressed by 82 of the respondents. One sample test, multiple stepwise regression models, t-test, F-test were used to test the various component of the research. The hypotheses were tested at 0.05 level of significance. Findings: The study found that only x2) and x4 had significant effects on performance (y). While the effect of x2 was positive that of x4 is negative. Conclusion: The study concludes that oil services companies in Port Harcourt seem not to have invested adequately in x1 and x3 given the absence of the variable in the model equation. The study recommended that oil services companies in Port Harcourt need to review the human resources development policies and practices with specific attention on improving the level of x1 and x3 while sustaining x2 and x4.

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.