Human Resource Development Programs Research Articles

Gender Equality in Human Resource Processes within the Department of Correctional Services, South Africa

The article discusses the human resource processes of the South African Department of Correctional Services (DCS) and assesses gender equality at all levels of management within the department. The article utilises the Mainstreaming Gender Equality (MGE) approach, known as gender mainstreaming to bring equal opportunities for both men and women in human resource development programmes within the DCS. A qualitative research approach was utilised to collect data. The article explores that there are challenges especially for women to advance their careers to senior management positions in the DCS. This is because of a lack of knowledge, compliance, and readiness to embrace gender transformation policies in the department. The article proposes policy recommendations to mainstream gender at institutional, departmental, and individual levels, and aims to contribute towards creating awareness to promote gender transformation in the public service (general context) and DCS (specific context).

Towards a more inclusive human resource community: Engaging ethnic minority microbusinesses in human resource development programmes targeted at more productive methods of operating

AbstractThe economic and social importance of ethnic minority microbusinesses (‘EMMBs’ with 1–9 employees) is neglected in human resource (HR) academic and policy discourse on productive ways of working. This article presents an action research approach to show how academics and intermediaries (local trusted industry representatives) can collaborate to promote HR development programmes targeted at more productive methods of operating in EMMBs. Our research collaboration involves academics, EMMBs (from the catering and creative sectors) and intermediaries. We develop perspectives on HR in small firms by showing how EMMBs can be engaged in initiatives of learning and development targeted at organisational change. The study contributes to recent calls for a more inclusive approach to HR theorising and practice.

Anticipating the demographic bonus from the perspective of human capital in Indonesia

The purpose of this paper is to investigate and analyze the demographic bonus from the perspective of human capital in Indonesia. This research methodology uses qualitative methods and uses literature and documentation study techniques. This research data comes from secondary data sources, based on literature studies, and is analyzed descriptively qualitatively which emphasizes the use of scientific logic. The results of the study found that Indonesia is in a very good demographic bonus position, and is expected to be able to take advantage of the age structure, especially the portion of the productive age which has the potential to be the main driver of economic growth. Therefore, the government must have a supporting policy to encourage economic growth by having a strategy and implementing competency-based training (CBT) through the implementation of Deming's (1986) plan-do-check-action (PDCA) as a human resource development program that includes material for integrating technical skills and competencies in the form of skills, competencies, and the right point of view or character to make students become professionals. On the other hand, the government is expected to be able to create jobs and open up a wide work environment for young people, the workforce skilled as human capital.

Human resource development and needs analysis for nuclear power plant deployment in Nigeria

The fulcrum of economic development is a sustainable supply of electricity. Nigeria is plagued with blackouts, with one of the lowest per capita electricity consumption in the world (circa. 120 kWh per capita). Hence, policies have been instigated to integrate electricity generation from nuclear power plants (NPP) on or before 2027. However, a critical requirement for NPP generation is the implementation of robust human resource development (HRD) programs. This paper presents the perspective of Nigeria in assessing human resources needs over the entire NPP lifecycle following the milestone approach and employing the IAEA's Nuclear Power Human Resource (NPHR) modeling tool. Three workforce organizations are in focus including the owner/operator, regulators, and construction workers following three decades timeframe (2015–2045). The results indicate that for the study period, a maximum of approximately 9045 personnel (73% construction workers, 24% owner/operator, and 3% regulators) should be directly involved in the NPP program just before the commissioning of the third NPP in 2033. However, this number decreases by about 73% (2465 personnel including 94% operator and 6% regulator) at the end of the study timeframe. The results can potentially provide clarity and guidance in HRD decision-making programs.

Pengaruh Human Resource Management Practices and Policies, Transformational Leadership Style Terhadap Job Satisfaction

Human resource development programs need to be created systematically and sustainably to produce future-ready talents. As part of the efforts to optimize human resources management within the company, one of the ways the company takes is by increasing employee satisfaction in carrying out its duties. The purpose of this study was to determine the effect of human resource management practices and policies, transformational leadership style on job satisfaction.
 This research method uses a quantitative approach. The sample in this study were 235 employees of PT. X. The type of data used is primary data using a questionnaire. The analysis technique used is Structural Equation Modeling with AMOS 22 program tools. 
 The results of this study are expected to be used as an evaluation material for human resource management practices and policies that have been implemented by the company, in order to make improvements to aspects that are still complaints and make employees feel dissatisfied when working such as job placements that aren’t according to capacity, the balance of the weight of the work given, the assessment system to the problem of the compensation system or its achievement which aims to create job satisfaction and employee comfort at work.

COVID-19 and the new forms of employment relationship: implications and insights for human resource development

PurposeThe labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge.Design/methodology/approachThis paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels.FindingsCOVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees.Originality/valueThis paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.

Speech Acts Analysis on President Joko Widodo's Cinematic Reference Speeches Texts

This research aims to describe the types of speech acts that Jokowi delivered in his selected speeches, Jokowis reasons for committing illocutionary acts seen from the context of the situation behind the speeches, and the prospective perlocutionary effects of the dominant illocutionary acts found in Jokowis speeches.This is a descriptive qualitative research. The subjects of this research are President Jokowis speeches texts which contain cinematic references at the World Economic Forum on ASEAN in Hanoi, Vietnam, September 12, 2018 and at the plenary session of the International Monetary Fund (IMF) and World Bank Annual Meetings in Nusa Dua Bali, Indonesia, October 12, 2018.The primary sources of this research are the videos of President Jokowi speeches which were taken from the official YouTube channel of The Ministry of State of the Republic of Indonesia and World Bank. The data are the speeches transcripts which were used to ease the analysis of this research. The main instrument in this research is the researcher herself. The second instrument is the data sheets which were utilized as supporting instrument to accomplish the research. Watching, listening, reading, and note taking technique were employed to collect the data.The data analysis was performed by classifying the selected data into the data sheets which contain the speech acts classification proposed by Austin (1962) and Searle (2005) then calculated the occurrence frequency of each type of speech acts in order to identify the dominant ones. Each type was carefully observed to find the answer of the second and third research questions according to the concept of context, felicity condition, political discourse, and cinematic reference.The research findings show that the locutionary acts found in Jokowis speeches texts is declarative as it has a total percentage 86% while 11% is interrogative and 3% is imperative.Illocutionary acts consist of 55% of assertive which is followed by directive, expressive, and commissive which occurred respectively 26%, 17%, and 2%. Perlocutionary acts consist of 27% of Hearer is doing somethingwhich is followed by Hearer is impressed (24%), Hearer is convinced (17%), Hearer is attracted (11%), Hearer feels irritated (7%), Hearer feels frightened (6%)and Hearer is inspired (3%).The reasons of presenting illocutionary acts include giving background information why change has to be made since he realized that the world has change, convincing the audiences who are the prior policy makers among developing countries to immediately agree for a global economic cooperation, and showing his optimism of economic equality among nations through the fourth industrial revolution.The prospective perlocutionary effects include providing the inspiration for other countries to boost policies related to human resource development program and technology-based creative economy, agreeing to the idea of building a collective power, and promoting collaboration and partnership among nations. Keywords: President Jokowi, Speech Acts, Cinematic Reference,LocutionaryActs, IllocutionaryActs, PerlocutionaryActs.

SPEECH ACTS ANALYSIS ON PRESIDENT JOKO WIDODOS CINEMATIC REFERENCE SPEECHES TEXTS

This research aims to describe the types of speech acts that Jokowi delivered in his selected speeches, Jokowis reasons for committing illocutionary acts seen from the context of the situation behind the speeches, and the prospective perlocutionary effects of the dominant illocutionary acts found in Jokowis speeches.This is a descriptive qualitative research. The subjects of this research are President Jokowis speeches texts which contain cinematic references at the World Economic Forum on ASEAN in Hanoi, Vietnam, September 12, 2018 and at the plenary session of the International Monetary Fund (IMF) and World Bank Annual Meetings in Nusa Dua Bali, Indonesia, October 12, 2018.The primary sources of this research are the videos of President Jokowi speeches which were taken from the official YouTube channel of The Ministry of State of the Republic of Indonesia and World Bank. The data are the speeches transcripts which were used to ease the analysis of this research. The main instrument in this research is the researcher herself. The second instrument is the data sheets which were utilized as supporting instrument to accomplish the research. Watching, listening, reading, and note taking technique were employed to collect the data.The data analysis was performed by classifying the selected data into the data sheets which contain the speech acts classification proposed by Austin (1962) and Searle (2005) then calculated the occurrence frequency of each type of speech acts in order to identify the dominant ones. Each type was carefully observed to find the answer of the second and third research questions according to the concept of context, felicity condition, political discourse, and cinematic reference.The research findings show that the locutionary acts found in Jokowis speeches texts is declarative as it has a total percentage 86% while 11% is interrogative and 3% is imperative.Illocutionary acts consist of 55% of assertive which is followed by directive, expressive, and commissive which occurred respectively 26%, 17%, and 2%. Perlocutionary acts consist of 27% of Hearer is doing somethingwhich is followed by Hearer is impressed (24%), Hearer is convinced (17%), Hearer is attracted (11%), Hearer feels irritated (7%), Hearer feels frightened (6%)and Hearer is inspired (3%).The reasons of presenting illocutionary acts include giving background information why change has to be made since he realized that the world has change, convincing the audiences who are the prior policy makers among developing countries to immediately agree for a global economic cooperation, and showing his optimism of economic equality among nations through the fourth industrial revolution.The prospective perlocutionary effects include providing the inspiration for other countries to boost policies related to human resource development program and technology-based creative economy, agreeing to the idea of building a collective power, and promoting collaboration and partnership among nations. Keywords: President Jokowi, Speech Acts, Cinematic Reference,LocutionaryActs, IllocutionaryActs, PerlocutionaryActs.

Program Human resource Development untuk Mengembangkan Kompetensi Pendidik pada PAUD Mutiara Bantul, Yogyakarta

The increasingly number of integrated Early Childhood Education institutions, requires Early Childhood Education managers to be more observant and sensitive in improving the quality of education, both in terms of teacher competence, infrastructure and learning processes that are of selling value. In this study, Early Childhood Education managers are required to improve the competence and professionalism of human resources. This study aims to find out how Integrated Early Childhood Education Institution Mutiara Bantul develops the competence of educators through human resource development program. This research is a qualitative descriptive study. In this study, data were collected using interviews and documentation. The results of this study state that to develop the competence of educators through human resource development program, Early Childhood Education Institution Mutiara has implemented a variety of programs, namely a) trading educators to Integrated Early Childhood Education Institution, b) Advanced Studies and c) facilitating educators by involving educators into various Early Childhood Education teacher competency training.

MANAJEMEN PUSAT KEGIATAN BELAJAR MASYARAKAT

The purpose of this study is to obtain a complete and clear picture of PKBM Management in PKBM Salsabila, Pasir Belengkong District, which includes planning, organizing, implementing, monitoring, and evaluating. This research uses a qualitative research approach with a case study design, the main informants are managers including the Chairperson, Secretary, treasurer, technical resource persons and tutors. Data collection is done by interview, observation, and study documentationThe results of research, management and data analysis that have been done by researchers by describing relevant theories about PKBM management are: (1). Planning of human resource tutors and staff development programs is carried out at the beginning of the new school year through workshops. (2). Organizing the tutor and employee human resource development program is done by forming a committee and division of tasks and responsibilities towards the implementation of the program. (3). Implementation of the tutor's human resource development program and has been going according to plan. (4). Supervision in the implementation of resource development programs is carried out in the field or indirectly through reports at weekly meetings. (5). Source of Funds are: (1) Operational operational assistance fund (BOP). (2) Parents' participation funds, called Monthly Mandatory Fees (IWB). (3) Kepititian funds originating from the participation of parents of students (6) The form of giving Rewards in the form of incentives from the foundation paid every month. (7). Parental support in implementing PKBM management (8). Implementation of management, in principle, does not exist, but there is a component in the management function in the development of human resources that has experienced a few constraints, namely the implementation time of activities and financing support in ideal program planning is not yet maximal.

Mediating Role of Empowerment on Green Human Resource Management Practices and Employee Retention in the Nigerian Hotel Industry

The aim of this paper was to provide a better understanding of the adoption of GHRM mechanisms to improve employee retention in Nigerian hotels. Specifically, to help managers improve employee retention, as this topic has largely been neglected by researchers studying management in the hotel sector in Nigeria. Therefore, the present study assesses HRM strategies based on responses to 430 structured questionnaires. Data were coded in SPSS23 and analysed using PLS-SEM 3.0. The results show that green personal values (GPV), green recruitment and selection, green training and development, and employee empowerment have positive and significant effects on employee retention. Also, employee empowerment mediates the effects of all other aforementioned variables, except GTD, on employee retention. A notable contribution of this study is the introduction of GPV as an imperative variable that can enhance employee retention in the hotel sector. Managers are encouraged to apply the green HRM strategies discussed in this study, which can be achieved through productive organisational and national human resource development programs. This study emphasises the importance of giving clear and helpful information to organisations to promote sustainable practices in hotels. As such, green human resource management (GHRM) strategies have recently attracted considerable attention from academics and practitioners worldwide as potential methods for enhancing employee commitment.

EVALUATION OF ENVIRONMENTAL ENGINEERING EDUCATION PROGRAM FOR STUDENTS FROM SOUTHEAST ASIA TO HIGH SCHOOL IN JAPAN

High schools in Gunma Prefecture, Japan, conducted an environmental engineering education program for international students from Southeast Asia for 13 years from 1998 to 2010. The purpose of this study is to understand the impact of the program on former international students and Japanese high schools as of now, 10 years after the end of the environmental engineering program. International students stayed in a Japanese home for a year and learned environmental engineering technology while interacting with Japanese high school students. In order to sort out the different types of exchange activities between former international students and Japanese high schools, and to do a post analysis, we conducted a survey of former international students and Japanese high school students, Southeast Asian and Japanese high school staff and host families.Using the survey data, a logic model for the environmental engineering education program was created. As a result, it was found that three elements of cross-cultural understanding, training agricultural engineers, and acquiring language skills are important for global human resource development. And it was found that the three elements involved four resources/inputs: homestay families, support for language learning, acquisition of agricultural technology, and learning and living experiences in foreign countries. It was found that the four resources exist all over the country, the program is likely to be applicable nationwide, and the global human resource development program can be disseminated anywhere.

Management Development Program to Increase Employee Capacity and Responsibility during the Covid-19 Pandemic

This article discusses the urgency of a management development program. A development principle that combines experiential learning, classroom learning and learning through others. The program development strategy can run well if it is accompanied by a well-planned human resource and capacity development program. So that it is expected to be able to help achieve the goals in producing high quality human resources. The human resource development strategy is a plan on how the quality of human resources can develop into a better direction and increase their work capacity. and have good loyalty to the company. Human resource development is needed for the continuity of a company so that it can develop more dynamically. because human resources are the most important element in a company.

Exploring the Effects of Human Resource Development to Reduce Turnover Intention and Turnover in Public Sector: Comparative Case Study of Korea, Ethiopia, and Rwanda

One of the worldwide important research issues and practical challenges in the public sector is to decrease turnover intention or turnover rate, thereby increasing government overall efficiency and effectiveness. With the world continually changing in this way, it is necessary to invest and educate its members in terms of "human capital" rather than "human resources” so as to survive and flourish. This study explores the effects of human resource development (HRD) to reduce turnover intention and turnover in the public sector. It predicts that HRD consists of enhancing and facilitating the development of capabilities and potentials of individuals, organizations, and communities. The data of the study was collected from 10 respondents working at the Ministerial level in Ethiopia, Korea and Rwanda through in-person, phone and email interviews. Based on literature, we developed a research model, case study research design and qualitative approach was employed in this paper. The results found that there is no direct impact of HRD in reducing turnover intention and turnover however HRD can affect negatively as well as positively employee turnover intentions indirectly. The study suggests that there are should be good HRD Programs for enhancing and facilitating the development of capabilities and potentials of individuals, organizations, and communities.

Local Government and Community Efforts in the Development of Kalaodi Agrotourism, Tidore Archipelago City, Indonesia

This research aimed to examine the development of Kalaodi Agrotourism, the development of tourism facilities in the Kalaodi Agrotourism area, and the development of human resources in the tourism sector carried out by local governments and communities. This research used a qualitative descriptive approach, and it used an interactive model as the data analysis technique. The results showed that Kalaodi had many kinds of tourism wealth, specifically, in the form of nature, agro, and cultural tourism. The Kalaodi community had the will and enthusiasm to develop tourism objects in their area. There were various public transportation facilities such as roads, good sanitation, electricity facilities, and communication facilities even though Kalaodi was a village located far from the central government and urban areas. In addition, the Kalaodi community had developed human resource development programs, such as the creation of literacy houses, the formation of art galleries, English language training, and home industry product development training. In developing agrotourism, the collaboration between the local government and the community is needed, both in the development of tourist objects and tourism support facilities. Keywords: Development, Kalaodi Agrotourism, Tidore

Exploring Antecedents of Turnover Intention Among Generation Y Employees in Construction Industry

Current reports claim that the constantly switching job became a norm among the Generation Y workforce in Malaysia with the reason being dissatisfied with the organization’s working system, pay and fringe benefits. This study aims to explore the antecedent leading to the Generation Y employees’ turnover intention. Five (5) Generation Y informants in construction industry were interviewed. Findings showed that generation Y employees prefer to stay at the current organization at least within five years. Antecedents of turnover intention identified are dissatisfaction towards the amount of wage received, a fringe benefits, access to better career opportunity or to change their career as well as family and/or personal reason. Retention factors identified include training and development, career development and good salary. Thus, to retain and motivate generation Y employees, organizations should implement proper human resource development programs such as training and career development while paying comparable salary and benefits. Keywords: Turnover Intention Antecedents, Generation Y, Malaysia.

The Impact of Knowledge Sharing Towards Higher Education Performance in Research Productivity

Research productivity constitutes a key factor in maintaining the sustainability of higher education management. This study aims to identify the impact of knowledge sharing on research productivity in higher education. This research is a mixed-methods study with a sequential explanatory case study design. Quantitative analysis of questionnaires was initially performed by using linear regression. The participants included 35 lecturers working for a private university in Indonesia. The following stage involved further verifying the questionnaire results by means of quantitative analysis of interview data, documents, and focus group discussion (FGD). Results substantiated that knowledge sharing positively and significantly influenced the university's research productivity. In addition, it was revealed that existing expert groups, knowledge-sharing agenda, collaborative research, facility support, funds, partnership with external institutions and human resources development program contributed to the enhancement of lecturers' ability to generate ideas and engage in research endeavors.

Concept of Human Resources Development to Improve Teacher Performance: Multi-Case Study

This study aims to analyze the concept of Human Resource Development carried out by schools in improving the performance of teaching staff at Elementary School Muhammadiyah of 1 Jember and Al Baitul Amien of 1 Jember. This research method uses a qualitative approach with a multi-case study design. The multi-case study used in this study uses two research sites. Data collection techniques in this study used participant observation, documentation, and interviews. Based on the research conducted, it can be concluded that the concept of the human resource development program carried out by these schools to improve the quality of teacher performance, namely: (1) increasing the abilities, skills, attitudes, and responsibilities of educators (teachers) to be more effective and efficient, (2) optimizing human resource development as much as possible by delegating to educators (teachers), and (3) striving to improve education quality by recommending educators (teachers) to take further studies to a higher level. There is no multi-case study research in improving the performance of students.

Team engagement in an executive human resource development program: A closed cohort model perspective

AbstractThis study explored team engagement of two cohorts who had different team experiences in an Executive HRD program. Despite the widespread use of the closed cohort model (CCM) in executive programs and the recognition that a CCM is a type of team, there is a dearth of research on team engagement in cohorts. For ease of reference, the cohorts have been dubbed Team X and Team Y. Two research questions guided the study: What factors facilitated team engagement in a closed cohort model? What factors hindered team engagement in a closed cohort model? The findings showed that the CCM is only a formation tactic, narratives influence interactions and interdependence. Team X's engagement was impacted by cognitive bias, in and out team formation, and depersonalization. The findings showed that beliefs and the language used to describe the cohorts' goals and purpose initiated an ‘us’ versus ‘them’ mindset at the start of the program. The divergence led to the creation of an ‘in’ team and an ‘out’ team. The divisiveness between the in and out teams led to depersonalization. On the contrary, Team Y categorized itself on the principle of ‘becoming’, which meant that members would undergo a transformation unique to their experiences versus meeting a preset standard. Team Y celebrated the strengths of its members, which became a precursor for success. As a result, four factors influenced engagement, namely, the transactive memory system, task cohesion, social cohesion, and subgroups. Overall, dialogic, cognitive, and affective factors influenced engagement.

Lifelong Learning and Work-life Balance among the Teacher Training Faculty of State Universities and Colleges: Basis for Human Resource Development Program

This descriptive-correlational research presented lifelong learning and its relationship to work-life balance of teacher training faculty of state universities and colleges in Western Visayas, Philippines. Using researcher-made questionnaires on lifelong learning and work-life balance to gather data from 274 randomly selected teacher education faculty from eight (8) state universities and colleges in Region VI, the study revealed varying levels and significant differences in the level of lifelong learning and work-life balance in the aggregate and in their various dimensions. In particular, significant differences were noted in the level of lifelong learning of the faculty in terms of critical thinking and problem-solving, creativity, communication, and computing when they were grouped according to area of specialization and in terms of critical thinking and problem-solving and computing when they were grouped as to academic rank. A significant difference was also noted in the level of their work-life balance in terms of time management when they were classified as to area of specialization. Finally, there was a positive and significant correlation between lifelong learning and work-life balance. In this sense, lifelong learning is related to work-life balance; hence, teacher education faculty who are equipped with more and better lifelong skills can also create greater balance between work and personal or family life. This study recommends that a human resource development program which will focus on technology use, self, time, and leisure management shall be developed by the institutions to enhance the lifelong learning and work-life balance of the faculty Keywords: lifelong learning, work-life balance, teacher education faculty, descriptive research Philippines