Human Resource Development Programs Research Articles

The Effect of Human Resources Development on the Performance of State Civil Servants (ASN)

Natural Resource Development will provide benefits to state civil servants (ASN) at the Ministry of Religion of South Sumatra Province. Agencies will get benefits in the form of increasing performance, productivity, elasticity, and flexibility to adapt to an ever-changing environment. The purpose of this research is "to find out and analyze whether the development of human resources affects the performance of the State Civil servants (ASN) at the Ministry of Religion of South Sumatra Province". This research method uses quantitative research with explanatory research, meaning that research is conducted to see the relationship between variables with the aim of testing hypotheses. This method is expected to explain phenomena based on the data and information obtained. The population and sample in this study are only employees with civil servant status who have participated in human resource development programs. The results of this study indicate that based on the Determination Coefficient Test shows a strong relationship between human resource development and performance. Based on the results of the hypothesis test, the researcher can conclude that the human resource development variable has a significant positive or unidirectional influence on employee performance at the Ministry of Religion of South Sumatra Province.

Strategi peningkatan kinerja SDM sebagai upaya pemulihan pariwisata pada Balkondes kawasan Borobudur

This study aims to analyze the internal and external factors of human resource performance to formulate a strategy to improve human resource performance at Balkondes in the Borobudur area to restore tourism in the new normal era. This research uses a descriptive qualitative approach. Primary data were obtained based on interview data collection methods and participatory observation. SWOT analysis, IFAS, and EFAS were used as data analysis methods. The results showed that a change in strategy was necessary. Strategy formulations for improving human resource performance include increasing the intensity of human resource training and development programs and increasing the competence of human resources to create an integrated tour package according to the needs of tourists. Moreover, management needs to provide adequate health facilities for human resources, increase cooperation with other tourism actors, and create long-term human resource development planning.

Manajemen Sumber Daya Insani dalam Pengelolaan Heritage Pesantren

The purpose of this study describes the management of pesantren cultural heritage by pesantren human resources which includes planning, recruitment, and evaluation of human resource development in pesantren. This research uses a qualitative descriptive approach. The location of this study is in Pesantren Annuqayah Guluk-Guluk Sumenep. Data collection techniques using interview methods, documentation and observation. Informants in this study included pesantren caretakers and regional and central pesantren caretakers. The form of data in this study is primary data and secondary data obtained from informants and supporting documents. Analysis of data through descriptive analysis. The results showed that the cultural heritage of pesantren Annuqayah in the form of (1) manuscripts of books written by the caretakers of pesantren, Jami' Mosque, and grave the founder of pesantren Annuqayah; (2) the management of human resources in the management of pesantren heritage includes analysis of human resource development, recruitment process, education and training programs, formation of pesantren culture, as well as evaluations that are emphasized on changes in attitudes and behaviors in carrying out duties and responsibilities.

KEPEMIMPINAN KEPALA MADRASAH DALAM MENDUKUNG PENINGKATAN MUTU PENDIDIKAN ISLAM

This research was conducted to: (1) Determine the quality of education in public and private MTs in Gowa Regency, South Sulawesi; (2) Knowing the role of madrasa heads in supporting the improvement of the quality of Islamic education; (3) Knowing the application of the leadership type of madrasah principals in supporting the improvement of the quality of Islamic education; (4) Knowing the implementation of madrasah leadership in supporting the improvement of the quality of Islamic education. This study uses three approaches, phenomenology, management and multiple case studies. The types of data sources in this research consist of primary data and secondary data. Data collection techniques consist of observation, interviews, and documentation. The data analysis technique by data reduction, data presentation, and data verification. The results of this study indicate that: (a) the quality of education at public and private MTs has met 8 (eight) National Education Standards; (b) The role of the madrasa head in supporting the improvement of the quality of Islamic education in public and private MTs; (c) The leadership style of the head of the public and private MTs madrasah uses a democratic leadership style; (d) The strategy of the head of madrasa in improving the quality of Islamic education in the two madrasas has implemented several strategies, namely human resource development programs, curriculum, teacher professionalism, students, facilities and infrastructure, public relations, and fund management (finance).

Human Resource Management Practices among Private Schools in Cebu City

This study evaluates the Human Resources Management Practices in selected private schools in Cebu City. Findings serve as basis for a proposed improvement program. This study employs a descriptive survey design to determine the perceptions of employees on the human resource development program among private schools. The profile of the respondents will be tested for relationship with the level of effectiveness of the human resources management practices. The perceptions of the respondents will be tested for differences. Effectiveness of Achieving Goal gained the highest level of effectiveness while HR Competencies lowest level of effectiveness among the 3 dimensions. This would mean that the respondents that came from the different schools made a high level of perceptions on the effectiveness on achieving goal. There is a significant degree of variance on the analysis of variance on the perceptions of the employees on the evaluation of the human resource development program of the school in terms of championing employees. A closer view revealed that Effectiveness of Achieving Goal gained the highest level of effectiveness while HR Competencies lowest level of effectiveness among the 3 dimensions. This would mean that the respondents that came from the different schools made a high level of perceptions on the effectiveness on achieving goal. Based on the findings of this study, it is recommended that a Human Resource Development Program will be implemented in order to increase the level of effectiveness of private schools in achieving its goals and the process of delivery of products and services as these will serve as benchmarks for improvement of administrative expertise, nurture and develop employees to its full potential for them to become passionate, effective and innovative non-teaching staff.

FULFILLMENT OF WOMEN'S AND CHILDREN'S RIGHTS IN THE IMPLEMENTATION OF HUMAN RIGHTS CARE CITIES IN THE CITY OF TERNATE

Efforts to develop cities that care about human rights are a growing response from the movement to restore city sovereignty to its citizens. The state, including the government, supported by the National Human Rights Commission, is trying to apply this idea in Indonesia. The role of local government is very important in supporting efforts to develop cities that care about human rights. Of these problems, the focus of the research is whether the fulfillment of the rights of women and children in Ternate City meets the criteria of a city that cares about human rights and what is the role of the Government of Ternate City in fulfilling the rights of women and children in Ternate City. The human rights movement in Indonesia has begun to launch a new discourse, cities concerned with human rights (human rights cities). One of the interests in studying this issue is to widen the scope of state obligations that are not solely borne by the central government, but also local or regional governments. It is in this context that the role and position of regional leaders is very important. They have the discretion to organize and manage the city government as well as mobilize and invite city residents to be involved in human resource development programs through cities that care about human rights.

Professional growth of teachers of a general education organization

The professional growth of a teacher of a general education organization as a socio-psychological phenomenon is considered. The stages of professional growth of a teacher are described. The article presents a fragment of the human resources development program of one of the educational organizations of the city of Nizhnevartovsk, as one of the key conditions affecting the construction of an individual trajectory of successful professional growth of a teacher of a general education organization. The success of professional growth as a result of joint activities depends on the existing qualities of the interacting subjects and on the existing ideas about the qualities of each other. The formation of the phenomenon of an associated professional career is carried out in the process of interaction of a wide range of determinants, for example, the consistency of the psychophysiological characteristics of people, the similarity of their styles of activity / behavior / communication, etc. of the key conditions influencing the construction of an individual trajectory of successful professional growth of a teacher of a general education organization. In conclusion, the author deduces the conditions that ensure the effectiveness of the implementation of the program for the formation and increase of the personnel potential of a general educational organization. The author comes to the conclusion that the professional growth of a teacher is a purposeful two-way process, the effectiveness of which depends on many factors.

A human resources development program that can contribute to the construction of comfortable lives for diverse people through urban horticulture

ISHS VIII International Conference on Landscape and Urban Horticulture A human resources development program that can contribute to the construction of comfortable lives for diverse people through urban horticulture

MnO2-Modified 3D-Printed Lattice Photo-Bioelectrode for Photosynthetic Energy Conversion from Spinach Thylakoids

Photosynthetic bio-solar energy conversion has been widely investigated as a promising potential in the field of renewable energy due to its high internal quantum efficiency. Thylakoid membranes (TMs) are organelles in chloroplasts where photosynthesis occurs. Once photosynthesis begins photosynthetic electrons (PEs) were generated, and they were transferred via proteins embedded in TMs by sequential redox reactions. To efficiently collect PEs, several approaches were reported to improve electrical connections such as carbon nanotube modified electrode [1], graphene oxide (GO)/TMs composites [2], or ruthenium oxide (RuO2) modified electrode [3]. As another approach, TM-alginate films were electrosprayed on SU-8 micro-pillar electrode to enlarge the electrochemical surface area between TMs and electrode [4]. However, the previous works were still limited in using two-dimensional electrodes with a marginal increase of electrode surface area.In this study, we aimed to maximize the electrochemically-active surface of TM-decorated bioelectrodes using 3D-printed polymeric lattices. We designed an octet-truss lattice structure with a high specific surface area. For the large surface area of the electrode with a high volume fraction, a strut diameter of the lattice was set to be 0.4 mm in the unit cell of an octet-truss lattice with a total length of 2.5 mm. To maximize light transmission, the octet-truss lattice was 3D-printed with a clear resin using stereolithography (SLA). To grant electrical conductivity on the hydrophobic nature of poly(urethane dimethacrylate) resin, poly(dopamine) (PDA) was polymerized as a binder on SLA-printed lattices followed by immersion in the 1.3 wt% of poly(3,4-ethylenedioxythiophene):poly(styrenesulfonate) (PEDOT:PSS) solution for 30 min. After immersion in PEDOT:PSS solution, PEDOT:PSS coated lattice was gently dried to remove the remaining solution with N2 gun and annealed in a vacuum oven at 120 ℃ for 15 min. On the other hand, the intrinsic electrical conductivity of PEDOT:PSS is lower than 1 S/cm. Therefore, to enhance the conductivity of annealed PEDOT:PSS layer, PEDOT:PSS coated lattice was immersed 5 wt% of ethylene glycol (EG) solution. Then, EG-treated PEDOT:PSS coated lattice was annealed in a vacuum oven as above described. Due to the removal of surplus insulating PSS chains and reorientation of PEDOT chains, the resistance of EG-treated PEDOT:PSS coated lattice was measured thousands of times lower than no treated lattice. A manganese oxide (MnO2) was electrochemically deposited for improved attachment to TMs at 0.5 V vs Ag/AgCl for 2 min. Then, TMs of 1 mg chl/ml were drop-cast on MnO2/PEDOT:PSS/PDA octet-truss lattice electrode. Each intermediate product was carefully analyzed using SEM, optical microscopy, and fluorescence spectroscopy. The PE currents from TM/MnO2/PEDOT:PSS/PDA octet-truss lattice electrode were measured and compared to a flat electrode and with different layers of lattice structures. With 2 layers of TM/MnO2/PEDOT:PSS/PDA octet-truss lattice electrode, the PE currents were increased 4 times compared to PE currents of the flat electrode. Acknowledgement This work was supported by the National Research Foundation of Korea(NRF) Grant funded by the Korean Government(MSIT) (No. 2020R1A2C3013158), and the Human Resources Development program (No.20204030200110) of the Korea Institute of Energy Technology Evaluation and Planning(KETEP) grant funded by the Korea government Ministry of Trade, Industry and Energy.

Impact Assessment of Industrial Actions On Labour Productivity and Economic Growth in Nigeria

This study assessd the impact of industrial actions on labour productivity and economic growth in Nigeria, using annual time series data on man day loss, inflation rate, income inequality, wage employment and real gross domestic product (RGDP). Empirical findings from the ECM indicated that strikes have negative multiplier effects on labor productivity, economic growth and development; the coefficient of wage employment (WGE) has a positive and non-significant (p > 0.05) relationship with economic growth within the period under review. In addition, man day loss revealed a negative and significant relationship with economic growth (p > 0.05). Inflation rate (INFLR) was found negative and have a significant impact on industrial actions and economic growth in Nigeria (p > 0.05). It was also found that income inequality proxied by GINI coefficient index was negative but significant (p > 0.05) in bringing about changes in the growth. There was a significant causal relationship between economic growth (RGDP) and inflation rate (INFLR), wage employment (WGE) and man day loss (MDL), wage employment (WGE) and economic growth (RGDP). The major recommendations are that strikes are harmful and must be avoided, the Ministry of Labour and Productivity should device alternative means of speedy resolution of disputes. Government should always respect and implement agreements reached with labor unions to prevent face-off with the unions. An adequate and effective system of consultation between management and some workers should be adopted in all industrial establishments. Finally, the public sector should continue to take the issue of human resource development programs seriously as a way of improving competency and efficiency of workers and to improve productivity.

PENGARUH PENGEMBANGAN SDM TERHADAP KOMPETENSI KARYAWAN YANG BERDAMPAK PADA EFEKTIVITAS ORGANISASI DI INDUSTRI AIR MINUM

Drinking water is the livelihood of many people, therefore in order to meet these needs, the drinking water management industry must be able to provide an excellent services in every aspect of quality, quantity and continuity. To achieve this goal, the organizational need a competent employees, so they could run the company effectively. Therefore, this study aims to examine the effect of human resource development programs that is training, talent management, and performance management on competencies that have an impact on organizational effectiveness in the drinking water management industry. The sampling method is purposive sampling, that have 252 sample of employees who work in drinking water management industry. This type of research is deductive with data collection by distributing questionnaires. The analytical method used is the Structural Equation Model (SEM). The results of these study conclude that there is an effect of training on competencies, there is an effect of talent management on competencies, there is an effect of performance management on competencies, and there is an effect of competent employees to an organizational effectiveness. The role of employee competence as a media variable has been proven to influence the role of training, talent management, and performance management to increase organizational effectiveness. The implication of this research is that a leaders should provide training and development to improve their employee competencies, so that they can increase organizational effectiveness in order to improve services to the community in terms of drinking water services

Production of STEM PhD Graduates: First decade of the ASTHRD and ERDT Programs

The first decade (2007–2018) of implementation of the Advanced Science and Technology Human Resource Development Program (ASTHRDP) and the Engineering Research & Development for Technology (ERDT) Program was examined to identify possible best practices and continuing challenges encountered in the production of new Filipino PhD graduates in science, technology, engineering, and mathematics (STEM). The ASTHRDP and the ERDT Program, started in 2007 by the Department of Science and Technology (DOST) in partnership with selected Philippine higher education institutions (HEIs), aimed to produce more STEM PhD and MS graduates. The DOST identified ten (10) and eight (8) out of 1900 HEIs, to partner with, in the initial implementation of ASTHRDP and the ERDT, respectively. From 2008 the total number of PhD and MS scholarships awarded per fiscal year both increased at an average annual rate of 18% (PhD: 302 to 893; MS: 956 to 2,832, respectively). The PhD and MS scholarship packages enable an awardee to study fulltime for three and two academic years, respectively. From 2007 to 2015, 662 ASTHRDP PhD scholarships were awarded and produced 373 PhD graduates from 2007 to 2018, with a graduation efficiency rate of 56.34%. The corresponding ERDT rate was 48.13% with 268 PhD scholarships awarded and 129 PhD scholars graduated. The ASTHRDP partner institutions performed at varying individual efficiencies, with the Visayas State University at 100% (with all 16 PhD scholars graduated), University of the Philippines Diliman at 34.34% (34 out of 99), UP Los Baños at 65.59% (162 out of 247). For ERDT, UP Diliman had a graduation rate of 61.1%. The availability of more dissertation research supervisors was identified as a key factor towards improving the ASTHRD and ERDT PhD graduation rates. A number of recommendations are proposed with the aim of improving the program graduation efficiency and producing more highly trained scientists and researchers to serve the national interest.

Leader-member exchange in the age of remote work

ABSTRACT COVID-19 has transformed the way we do business in numerous ways. Given that work takes up a big part of our daily lives, it is not surprising that the biggest impact of the virus-related pandemic has been seen in the workplace. One critical outcome has been the way work is performed and the location from which work is done. As organizations switch from traditional models of work to remote work, workplace relationships are also undergoing transformation. Drawing on the tenets of the leader-member exchange theory, we explore the antecedents and consequences of the transformation of supervisor-subordinate relationships, due to remote work. In addition, we discuss the need for dedicated human resource development programmes designed to help employees cope with and excel in the new work environment. We discuss practical implications and also offer suggestions for future research.

POSSIBILITY AND APPLICATION OF RESOURCE PLANNING (ERP) SYSTEM IN ENTERPRISES

In today's evolving business environment, large companies have no choice but to avoid media packages. The main goal is to provide mechanization of workflow and save money. Thus, ERP systems have the ability to limit or expand an organization's capabilities and pave the way for competitiveness. Work technology systems are developed by updating the company to the latest type of work, tracking enterprise capabilities and job changes, reflecting enterprise structure and employee relationships, and ultimately leading to a competitive advantage. For this reason, organizations that use ERP for competitiveness need to redirect Human Resources activities, as these activities are important in a competitive platform. A way to gain a competitive advantage in the enterprise while helping to link it to other key functions of the organization in the enterprise Resource Planning integration systems, which tend to focus on both the essential elements and the results of the task, together with all human resource roles mentioned in the literature. shows. The changes taking place in the world, taking into account the impact of new and professional people on domestic competition and socio-economic development, resulting in a high level of global migration, large-scale steps to shape the scientific community, exemplary measures to improve the quality of human resources requires a re-evaluation of all theoretical approaches. In the age of new technologies, new changes in society allow the growing demand for enterprise resource planning and a more detailed study of this area. All this determines the relevance of the current topic. As in an enterprise, there are issues that need to be addressed in the management of the company. Thus, the formation of the staff of the organization is to determine that the ERP system brings the common patterns recorded more quickly. Training of employees in enterprises, accurate placement of personnel, as well as maneuvering are of paramount importance. The main work in improving the quality of human resources activities is the proper organization of enterprise resources. Proper human resource management is a key part of the new ERP. In recent times, in order to increase human resources in the world, changing the quality indicators sought in people, the formation of the concept of "human capital", along with economic, administrative, psychological and social means in human resource management began to use modern new management. As we have mentioned, one of the most important issues in the management of any enterprise is the application of the enterprise resource system, which is a tool designed to accelerate the registration and management processes of enterprise resources in enterprises and organizations. At a time when foreign and domestic competition is strong, the development of leadership in production, services and other areas is purely about how to manage human resources. For this reason, states and large enterprises attach greater importance to the use of human resources, and in this regard, the role and use of enterprise asset planning (ERP) programs in improving quality are of particular importance. Enhancing competitive features is one of the main goals of ERP apps. For this reason, all the functions of the system are focused on that implementation. To achieve this, it is possible to build a transparent and clearer business process management system based on complete and accurate information about the enterprise. In the new era, changes in the quality indicators sought by people to increase human capacity in the world, the formation of "human investment", the use of modern new basic management in the management of human resources, along with the dual, administrative, psychological and social means. As in all areas of humanity, the human factor is currently very much in the country of Azerbaijan, but also in the field of enterprise planning (ERP) is being done to increase the quality of human resources activities. Our country's development in terms of joining and growing global competition, use of more modern technologies in the human and economic space, increase in demand for education and other points written at the top “Record of organizational resources in increasing the efficiency of human resources activities (ERP) application capabilities of programs as well as their role” emphasizes the importance of research in the theme. The opportunities and role of human resource development programs have been the focus of more researchers and researchers on quality improvement, development, its aspects, the impact of increasing the rate of money development, and the use of enterprise capacity planning programs. Keywords: ERP, Enterprise Resource Planning, ERP applications, Human resources

ENSURING THE PRODUCTIVITY OF HUMAN RESOURCES: EVALUATION OF FINANCING AND PARTNERSHIP MODELS BETWEEN HOUSEHOLDS, STATE AND BUSINESS

Abstract. The article evaluates the funding structure and partnership models in ensuring human resource productivity. The government’s main task is to implement the economic policy that would stimulate the growth of the country’s economy, which is achieved through the active participation of human resources in social production and can be identified by their productivity. Increasing labor productivity requires both fundings for human resources development programs, namely education and health care, and the formation of models of partnerships between the subjects of its provision (government, business, and households). Revitalization of human resources involves meeting the essential human needs, which are defined in the concept of human development, the highest priority of which is education and health. Each country forms its own partnership model of subjects for financing to ensure economic growth and productivity of human resources. The object of the study is the model of partnership in providing the growth of productivity of human resources in the economies of countries that have excellent tools for financing human development programs, namely the United States, Great Britain, Germany, Sweden, and Ukraine. In this study, we used correlation regression analysis to evaluate the models of a partnership between households, government, and businesses in financing education and health to ensure increasing productivity of human resources. We proved the crucial role of public funding of health care systems in ensuring the growth of human productivity in Germany, the United States, Britain, and Ukraine, and in Sweden — socially responsible business. With regard to education, the priority in the partnership model in the United States belongs to the business, in Germany to the state, and in other countries, the participation of all partners is equal. Ukraine has relatively low productivity of human resources. Therefore, it is essential to implement measures to improve it and transform the existing funding structure for human development programs and partnership models to ensure its growth. Keywords: management, financing, education, health, social policy, economic growth. JEL Classification E22, I18, I22, J24, O15 Formulas: 0; fig.: 1; tabl.: 1; bibl.: 32.

The challenges confronting the training needs assessment in Saudi Arabian higher education

This research examines the problems encountered by the Training Needs Assessment (TNA) system from the perspective of faculty members and Human Resources (HR) managers in emerging public universities in the Saudi Arabian Higher Education sector. It aims to understand how problems with this will affect the success rate of Training and Development (T&D) curriculums. The research comprises an analytical study using a case study method of analysis. Qualitative data collection was carried out using semi-structured interviews with 75 senior managers and faculty members of four selected universities, selected using purposive non-random sampling. The data was analysed using Thematic Analysis (TA). The results highlight the insufficiency of the TNA techniques applied to ascertain training requirements. The primary obstacles to successful TNA were inadequate HR processes, insufficiently experienced HR directors, poor engagement, and favouritism concerning the selection of candidates for T&D. These issues affect the enthusiasm of those in the department. Additionally, resources required for T&D, particularly time and money, are misused, which could influence the growth potential of the universities against the country’s Vision 2030 plan. The findings indicate procedural differences in selecting and approving staff requests for Human Resource Development (HRD) support, managerial discretion in selecting participants for HRD programmes, and selective or restricted access to HRD programmes for foreign-born employees, which raises significant questions about equality policies. This study is unique as a contribution to the literature in exploring the challenges faced by the TNA process in Saudi Arabian Higher Education, therefore broadening understanding in the field as a whole, especially concerning the developing countries and Gulf Cooperation Council of Nations. The study concludes that there is currently unsatisfactory commitment in determining the staff training needs by the HR departments of Saudi Arabian public universities, which damages morale and leads to a lack of faith between HR directors and departmental staff. Finally, this study contributes to the area of policy decision-making by reporting the present situation surrounding the issues related to the application of TNA in T&D.

ASSESSING THE EFFECTIVENESS OF HUMAN RESOURCES DEVELOPMENT IN CORPORATE GOVERNANCE: A CASE OF TWO SELECTED LOCAL MUNICIPALITIES OF OR TAMBO DISTRICT MUNICIPALITY

Municipality is a branch of government that is closest to the people and is responsible for providing daily services to the citizens of the country. As a result, human resource training is essential for developing employees' skills and knowledge in order to improve service delivery. Training is required to increase performance and the success of an organization. Municipal employees are the government's public face, thus how they offer services to citizens is critical. The aim of the study was to assess the effectiveness of Human Resources Development Programmes in the corporate governance: a case of two selected local municipalities of OR Tambo. The OR Tambo District Municipality is a Category C municipality (Area: 12 096km² located to the east of the Eastern Cape Province, on the coastline. Five local municipalities form the municipality: King Sabata Dalindyebo, Nyandeni, Mhlontlo, Port St Johns and Ingquza Hill. It covers about 80% of what used to be marginalised homeland in the Transkei, and is one of the four Integrated Sustainable Rural Development Programme (ISRDP) nodes in the province. The study followed a mixed method approach in which sixty-seven participants were chosen using stratified random sampling. From the fifteen participants, five were interviewed and ten of them were given questionnaires. The data was collected from employees within the two selected local municipalities of OR Tambo District Municipalities using semi-structured interviews. Data was then analysed using Thematic analysis. The study revealed that there were a number of deficiencies in the process of administration of Human Resources and Development programmes in corporate governance in O.R. Tambo District Municipality. It is therefore recommended that the organisations need to place training and development of employees on their priority list to enhance productivity and quality service delivery.

ПЕРСПЕКТИВИ РОЗВИТКУ КАДРОВОГО ПОТЕНЦІАЛУ ОБ'ЄДНАНИХ ТЕРИТОРІАЛЬНИХ ГРОМАД В УКРАЇНІ

Systematic work on the formation, improvement and development of human resources is the key to the effective functioning and stable operation of the entire civil service system in the country. Ongoing work on training is relevant both for the capital and for the most remote and smallest settlements of Ukraine. However, while in large cities, staffing is usually not a problem, it is a critical issue for the newly formed united territorial communities across the country. The reform of decentralization of power and the transfer of a number of competencies to local governments have revealed an acute shortage of people who would have the necessary competencies and knowledge to implement the ideas laid down in the reform. Some settlements of our country are actively continuing to lose their human potential. They suffer from urbanization, internal migration, demographic crisis, and so on. This is what makes it necessary to develop and implement a national human resources development program in order to effectively complete the implementation of decentralization reform and establish the further functioning of local government in newly created communities. The article theoretically substantiates the need to develop an effective system of human resources development of the regions of Ukraine, taking into account European experience and international standards in this area. The analysis and systematization of scientific sources revealed that the newly created united territorial communities, which were created as a result of administrative-territorial reform, faced the problem of lack of competent staff, which makes it impossible for them to perform new functions. The study analyzed the European experience in forming a system of human resources development, highlighted the current problems in domestic personnel policy, identified a number of recommendations for improving human resource management processes in Ukraine.

Data Science Education in <i>DS<sup>4</sup></i> Program at Osaka University

In the context of the human resource development program for independent data scientists led by Osaka University, this report provides a roadmap for human resource development in the field of data science by providing detailed information on the type of human resources to be developed, an outline of the main subjects, and administrative methods for a portion of the subjects.

Manajemen Sumber Daya Insani Dalam Pengelolaan Heritage Pesantren Sebagai Potensi Pariwisata Halal Madura

The purpose of this study describes the management of pesantren heritage by human resources which includes planning, recruitment, and evaluation of human resource development in boarding schools. This research uses a qualitative descriptive approach. The location of this study is in Pondok Pesantren Annuqayah Guluk-Guluk Sumenep. Data collection techniques using interview, documentation and observation methods. Informants in this study are caregivers and caretakers of regional and central boarding schools. The form of data in this study is primary data and secondary data obtained from informants and supporting documents. Analysis of data through descriptive analysis. The results showed that the heritage of Annuqayah pesantren in the form of (1) manuscripts of books written by the caretakers of pesantren huts, Jami'Mosque, and Asta founder of Annuqayah pesantren; (2) Human resource management in the management of heritage pesantren includes analysis of human resource development, recruitment process, education and training programs, formation of pesantren culture, as well as evaluations that are emphasized on behavior changes in carrying out tasks and responsibilities.