Human Resource Development Programs Research Articles

Analysis of the Influence of Human Resources Development Programs, Transformational Leadership, and Compensation Policies on Employee Retention at Perhutani Public Company in Jakarta, Indonesia

This research delves into the intricate dynamics of employee retention within Perhutani General Company, Jakarta, Indonesia, focusing on the impact of Human Resource Development Programs (HRDP), Transformational Leadership (TL), and Compensation Policies (CP). A quantitative approach, employing a sample of 250 employees, was utilized to assess the relationships among these variables. The study's methodology involved a robust measurement model assessment, hypothesis testing, and structural model analysis. The results underscore the significant positive influence of HRDP (path coefficient = 0.626, p < 0.001), TL (path coefficient = 0.442, p = 0.002), and CP (path coefficient = 0.348, p = 0.003) on Employee Retention (ER). The measurement model validation ensures the reliability and validity of the constructs. The R-Square of 0.602 and Adjusted R-Square of 0.592 indicate a satisfactory fit of the model. Practical implications suggest strategic interventions tailored to the unique contributions of each factor. While the study provides valuable insights, future research should consider longitudinal approaches and diverse organizational contexts to enrich the generalizability of findings.

Human Resource Development and Employees Performance: A Theoretical Review

The study examined the impact of human resource development on employees’ performance from a theoretical perspective. The employee performance components identified are ability to meet deadlines, quality of work, teamwork, and problem solving. While the dimensions of human resource development identified are mentoring, training, performance appraisal, and compensation/benefits. The study notes that a well-coordinated and implemented HRD practices results to improved organizations productivity and individual employees’ performance. The study also notes that implementation of human resource development leads to improved organizational efficiency and development of innovative competitive advantages for organizations. The study concluded that human resource development programmes serves as a critical organizational strategy for improving employees’ effectiveness, productivity, satisfaction, motivation, and innovation at work. In addition, the implementation of effective human resources development programs helps to create the workforce competency that enables the organization to function efficiently. It is recommended that managements should make human resource development a serious aspect of their overall organizational strategy, and also support all activities put in place to develop the employees in order to ensure that employees develop the necessary competencies and capacity needed to drive organizational performance and survival. Furthermore, organizations should constantly train and retrain their employees and management to develop vital conceptual, technical and interpersonal competences that is vital for high positive outcomes in organizations. Organizations should devise effective plans in investing in the various aspect of human capital as this does not only help them to attain greater performance but achieve long-term survival.

Gender Analysis of Women's Empowerment by Village Government (Study in Rea Village, Binuang District, Polewali Mandar)

This research aims to analyze women's empowerment in the village government from the gender aspect. The type of research is field research located in Rea Village, Binuang District, Polewali Regency. Data were collected through interviews, document studies and literature. The collected data were analyzed with a qualitative analysis model. The results of this study reveal that, women's empowerment in the Rea Village Office, Binuang District, Polewali Regency has been seen. This is evidenced by the process of recruiting village officials who are balanced between men and women and human resource development programs specifically for women. However, some gender analysis instruments have not been fulfilled, such as the fulfillment of the WID (Women in Development) and GAD (Gender and Development) policy matrices. This is due to the absence of resources (village officials) that focus on gender analysis in empowering women in village institutions.

Factors in turnover intention of cardiothoracic surgery residents

Increasing numbers of cardiothoracic surgery residents are resigning, without completing their training. This study analyzes how their turnover intention is related to the training environment, and individual psychological factors. Responses by 57 Korean cardiothoracic surgery residents were analyzed. Their levels of depression, anxiety, grit, and empathy, working conditions, the effect of someone’s presence to discuss their concerns with, burnout, and turnover intention were identified as the research variables. Descriptive statistical analysis, correlation analysis, and structural equation modeling were used for data analysis. Burnout has the most significant relationship with turnover intention. It has a mediating effect on the influence of depression, grit (sustained interest), and working conditions, over turnover intention. Empathy, and the presence of someone to discuss concerns with, also affect turnover intention directly. The study also confirmed that grit and work satisfaction affect turnover intention indirectly, through burnout. The study identified both individual- and systemic-level factors for an effective training environment, to reduce cardiothoracic surgery residents’ tendencies of leaving the residency program, and supporting them for greater satisfaction with their career choice. In order to resolve negative emotions such as burnout and depression, and foster empathy, a human resource development program for the residents’ psychological support must be prepared. The program director should be adequately educated to take charge of the training program, oversee the residents’ education and welfare, and perform the roles of role-model and mentor.

Analysis of the Functions of KIT IPA to Support the Independent Curriculum in SDN 1 Cicadas, Bogor Regency

Props have an important role in achieve a learning goal. Inside props science learning can be in the form of an Integrated Instrument Component (KIT). The challenge of the independent curriculum is that learning facilities are still lacking, and learning resources are incomplete, while the goal in implementing the Independent Curriculum is to train students' soft skills through various school and learning activities. SDN 1 Cicadas already has several Science KITs, but it turns out that the teachers are not optimally using teaching aids when learning Science. This study aims to find out how the Science KIT functions in supporting the Merdeka Curriculum. Data collected using a qualitative approach to the case study method with observation techniques, interviews and documentation studies.The final results of this study indicate that the Science KIT functions in helping teachers prepare lessons for Teaching and Learning Activities (KBM) and making it easier for students to understand learning, improving the quality of science teaching and learning in elementary schools especially during this independent curriculum, developing human resource development programs, creating a fun, active, creative and effective science learning atmosphere. From the results of this study it can be concluded that The science kit at SDN 1 Cicadas comes from BOS funds with fairly complete availability. The function of the Science Kit is to improve the quality of teaching and learning, and to assist teachers in teaching and learning. While the advantages of the Science KIT are training accuracy and dexterity, helping and facilitating teachers, the weakness is that the Science KIT is easily damaged if it is never used.

Efficacy of human resource development program for young industry personnel who will be involved in future medical device development

BackgroundTraining next-generation personnel from small/medium enterprises (SMEs) is an urgent issue in promoting medical device research and development (R&D). Since 2014 we have engaged in governmentally funded human resource development program for medical/non-medical SMEs, and have assessed its effectiveness by analyzing self-evaluation of achievement level (SEAL) data obtained before and after the training course.MethodsHuman resource development experts interviewed 34 key opinion leaders with deep knowledge of medical device R&D from industry, government, and academia. The skills required for R&D personnel were written down, and a set of skills was created by making a greatest common measure in the list of common elements among them. Using that skill sets, skill evaluations were conducted on trainees at “Osaka University Training Course,” twice before participation and after completion of the entire program using SEAL assessment.ResultsThere were 97 men and 25 women, with one-third in the’30 s. Among them, 61 participants (50%) were from R&D divisions, and 32 (26%) were from business/sales divisions. 94 (77%) were from medical SMEs, and 28 (23%) were from non-medical SMEs (new entry). After completing the training course, significant growth was observed in every item of both Soft and Hard skill sets. Especially in new entry SME members, a striking improvement was observed in practical medical knowledge to enhance communication with medical doctors (p < 0.0001).ConclusionOur training course, though 7-day-short in total, showed that both Soft and Hard skills could be improved in young medical/non-medical SME members. Further assessment is needed to establish the necessary skill sets for our future partners from industries, to foster the creation of innovative medical devices through med-tech collaboration.

Innovation-based Human Resources Performance Improvement Strategy to Support Tourism Recovery at Tourism Village

Research aim: This study aims to analyze the internal and external factors of human resource performance in order to formulate a strategy to improve human resource performance based on innovation in tourism villages in the Magelang area&#x0D; Design/Methode/Approach: This research uses a descriptive qualitative approach. Primary data were obtained based on interview data collection methods and participatory observation. SWOT analysis was used as the data analysis method.&#x0D; Research Finding: The results showed strategy formulations to improve human resource performance. The proposed strategies become an effort to restore tourism activities in the new normal era after Pandemi Covid-19.  &#x0D; Theoretical contribution/Originality: This study identified the internal and external conditions of human resources based on innovation factors.&#x0D; Practitioner/Policy Implication: The results give implications to the manager in order to improve human resource performance including increasing the intensity of human resource training and development programs, increasing the competence of human resources to innovate and create an integrated tour package according to the needs of tourists, providing adequate health facilities for human resources, increasing cooperation with other tourism actors, and make a long term of human resource development planning based on innovation.&#x0D; Research limitation: This research conducted limited on the tourism villages in the Magelang area as a tourism object. Further research can develop other tourism areas with different characteristic to expand research benefits.

MANAJEMEN PENGEMBANGAN SDM UNTUK MENINGKATKAN MUTU DAYA SAING SEKOLAH DI SDN ULU BENTENG 2 KECAMATAN MARABAHAN

The purpose of this study was to determine the planning, organizing, implementing and supervising human resource development programs to improve the quality and competitiveness of schools at SDN Ulu Benteng 2, Marabahan District.The theory used in this research is George R Terry's theory. Methodology This research uses a qualitative approach and this type of research uses qualitative descriptive research. Data collection techniques through observation, interviews, and documentation. Research Results: 1) planning the HR Development program, schools are able to formulate a strategy to develop quality teacher resources by involving teachers in professionalism development activities, and creating a planning document known as the School Work Plan (RKS). 2) Organizing the HR Development program, the principal has given clear job descriptions to teachers according to the abilities, skills and achievements of teachers in the form of a Principal's Decree which must be implemented by all teachers. 3) Implementation of the HR development program the head of SDN Ulu Benteng 2 involves teachers in professionalism development activities, such as KKG, workshops, IHT, seminars and conducting research, 4) Supervision of the HR development program is carried out through school supervision. The conclusion of this research is to develop human resources in accordance with planning, organizing, implementing and supervising, schools can provide training and professional development to their teachers. This can improve their competence and teaching skills, which in turn will improve the quality and competitiveness of their schools.

Fostering Holistic Development: A Comprehensive Empirical Analysis of Soft Skill Acquisition and Enhancement in the Bhopal Region

This study investigates the level of preparedness of individuals within the Madhya Pradesh Region concerning the acquisition and comprehension of soft skills within the workplace context. Employing a sample of 119 respondents through the Snowball sampling technique, data analysis was conducted utilizing an Abductive approach. The assessment focuses on evaluating the proficiency of respondents in various soft skills, including critical thinking, problem-solving, and leadership abilities. This exploration addresses the critical need to bridge the gap in soft skills within the Indian professional landscape. The distinctiveness of this research lies in its contribution to the understanding of the current status of soft skill development among individuals in the Madhya Pradesh Region. In the face of a significant soft skills deficit in India's workforce, this study highlights the specific soft skills that individuals are adept at and actively cultivating within their workplace environments. The findings of this research have profound implications for the optimization of human resource development and training programs. They offer crucial insights into the areas warranting focused enhancement in soft skill cultivation to enhance overall workforce readiness.

Pengembangan Keterampilan SDM Melalui Kewirausahaan Digital: Optimalisasi Gastrowisata Tape Singkong Desa Wargamekar

The digital entrepreneurship-based human resource development program has been implemented in Wargamekar Village with the aim of enhancing the potential of cassava tape gastronomic tourism. This article addresses the challenges faced by cassava tape entrepreneurs regarding their limited understanding of the importance of digital technology adoption and branding in business development. The implementation method encompasses activities such as introducing the concepts of gastronomic tourism, digital entrepreneurship, social media marketing, as well as field mentoring. Consultation sessions and coaching provide personal guidance in developing digital skills and branding strategies. The program evaluation results indicate a high level of participant satisfaction. Participants have gained an understanding of gastronomic tourism concepts and the utilization of digital technology to optimize cassava tape businesses. Field mentoring enriches the history of cassava tape and enhances participants' comprehension of local cultural values. Consultation sessions and coaching have successfully developed a stronger brand identity and branding strategy. Recommendations for further activities include expanding field mentoring and broadening the topics covered in consultation and coaching. This program is expected to continue benefiting cassava tape entrepreneurs in Wargamekar Village and enhancing the potential of cassava tape businesses in the digital era.

Infusing Intersectional Pedagogy into Adult Education and Human Resource Development Graduate Education

Intersectional pedagogy (IP) is an educational intervention to help learners develop a social justice consciousness about interlocking systems of oppression that create injustice at the individual, group, and societal levels. The purpose of the study is to explore tenets of IP and profile ways higher education instructors from adult education (AE) and human resource development (HRD) programs might infuse intersectional perspectives into their teaching. Based on a literature review, this work demonstrates the foundations, principles, strategies, and challenges of IP. Further, this article proposes a tailored course design model to help instructors enact IP in the classroom. This study will benefit AE and HRD scholars by increasing their understanding of IP. Further, it will contribute to developing adult learners’ capacity to examine workplaces and society in critical, intersectional ways and take more mindful, timely action to create more equitable organizations and communities.

Organizational Learning Berdampak pada Kinerja Karyawan Didukung Kesiapan Berubah Karyawan Sub Direktorat Komersial dan Hubungan Pelanggan PDAM Surya Sembada Surabaya

This study aims to measure the effect of organizational learning on employee performance through readiness to change. Quantitative research methods by taking samples with non-probability sampling and purposive sampling technique methods as many as 50 employees. Data analysis technique with Smart PLS software with hypothesis testing using PLS-based SEM. The results showed that organizational learning and change readiness had an effect on employee performance at PDAM Surya Sembada Surabaya, organizational learning had an effect on change readiness and had an effect on employee performance through change readiness. In conclusion, the higher organizational learning is done, can improve employee performance and change readiness. Thus several existing programs and training related to employee performance need to be improved to improve human resources, so as to reduce customer complaints. Employees are also encouraged to have the ability to implement the desired changes and complete work within the target time through human resource development programs and organizational learning.&#x0D; Keywords: Employee Performance, Organizational Learning, Readiness to Change.

Finding triggers for training transfer: evidence from the National Human Resource Development Institute in Korea

IMPACT This article looks at public sector training from a human resource development (HRD) perspective. The authors discuss training to improve performance but also coaching trainees to transfer their expertise and training to others. Employees who transfer training were shown to be better performers. An HRD training programme that does not consider a trainee’s personal characteristics (for example capacity, motivation, interest, self-efficacy, and psychological state) cannot promote learning or transfer motivation. Practitioners who design HRD programmes for the public sector must consider individual differences and customized HRD programmes to facilitate knowledge transfer in the workplace.

Expenditures on human resource development and firm financial performance: from the resource orchestration perspective

Firms spend enormous amounts of resources for human resource development (HRD) based on the belief that HRD contributes to firm performance by enhancing employees' capabilities. However, whether investment in HRD actually creates value to firms is inconclusive. We explore whether and when a firm's HRD investment pays off by investigating the relationship between the monetary amount spent for HRD and a firm accounting‐based performance measure (ROE). Using a representative sample of 309 Korean firms from the Human Capital Corporate Panel database between 2009 and 2017, this study finds that HRD expenditures do not have any significant impact on ROE, while its impact is dependent on decoupling in HRD programs and the presence of an HRD department. These findings suggest that without appropriate use, HRD investment would fail to generate superior returns.

THE EFFECT OF WORK DISCIPLINE AND KNOWLEDGE SHARING ON EMPLOYEE PERFORMANCE THROUGH WORK MOTIVATION AS AN INTERVENING VARIABLE AT PETROLEUM AND GAS COMPANIES IN INDONESIA

Pertamina is committed to improve the quality of its human resources, which is important for the company's business. The company is managed by a professional leadership and structure of workers, which is the result of the implementation of a structurally planned human resource development system and program. Therefore, the objective of this research is to find out the effect of work discipline and knowledge sharing on employee performance with work discipline as a mediator. This research uses quantitative methods and is conducted through structural equation modeling analysis with AMOS. The respondents involved in this research were employees of PT Pertamina Patra Niaga located at the central office, with a sample of 355 employees selected through the propotioned sampling method. The results indicated that work discipline, knowledge sharing, and work motivation have a positive effect on employee performance. In addition, work discipline and knowledge sharing have a positive effect on work motivation. Unfortunately, work motivation is not able to mediate the indirect effect between work discipline and knowledge sharing on employee performance.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Kedisiplinan Santri di Pondok Pesantren Hidayatul Mubtadiin Lampung Selatan

This study aims to find out about the implementation of human resource management in improving the discipline of students at the Hidayatul Mubtadiin Islamic Boarding School, South Lampung. This research includes field research. The method used in this study is to use the method of observation, interviews, and documentation. The data analysis technique used is an interactive model and data triangulation to check the validity of the data. The results showed that planning for implementing human resource management in improving student discipline at the Hidayatul Mubtadiin Islamic Boarding School in Sidoharjo village was carried out and determined in the form of a joint management meeting for both men and women. Human Resource Development Program in Improving Disciplinary Competence of students which are routine and incidental, namely: 1) Congregational Prayer, 2) Morning Call, 3) Islamic Studies, 4) Training Motivation, 6) Routine evaluation, 7) Giving sanctions, 8), queue to eat according to the specified time. Evaluation of the Human Resource Development Management program in Improving the discipline of students at the Hidayatul Mubtadiin Islamic Boarding School is carried out in the form of monitoring and supervision from the Management (ustadz and ustadzah) of the Islamic Boarding School and assessing the attitude of the students carried out by the administrators (ustad and ustadzah) at the Hidayatul Mubtadiin Islamic Boarding School by means of notes through the black book and how many of these students have a letter of violation signed on the mat.

Manajemen Pengembangan Sumber Daya Manusia dalam Meningkatkan Kompetensi Kepribadian Guru di Madrasah Aliyah Hidayatul Mubtadiin Lampung Selatan

This research aims to find out Management of Human Resource Development in Improving Teacher Personality Competence at Madrasah Aliyah Hidayatul Mubtadiin Sidoharjo Village, Jati Agung District, South Lampung Regency. This type of research is descriptive qualitative research. The method used in this study is to use the method of observation, interviews, and documentation. The data analysis technique used is an interactive model and data triangulation to check the validity of the data. Based on the results of this study, it can be concluded that 1. Planning for Human Resource Development in Improving Teacher Personality Competence, namely by holding a deliberation meeting which is carried out at the new school year or at the beginning of the semester with the involvement of related parties, namely the Head of Madrasah, Deputy Head of Curriculum, Deputy Head of Student Affairs, Council of Teachers , and all educational staff. 2. The Program for Implementing Human Resource Development in Improving Teacher Personality Competence in Madrasah Aliyah Hidayatul Mubtadiin Based on the decision of the Madrasah head, there are 6 Activities for Implementing the Human Resource Development Program in Improving Teacher Personality Competence which are routine and incidental, namely: Dzuhur Prayer in Congregation, Apples Morning, Islamic Studies, MGMP, Motivation Training, Religious Tour or Walisongo Pilgrimage. 3. Evaluation of the Human Resource Development Management program in Improving Teacher Personal Competence at Madrasah Aliyah Hidayatul Mubtadiin is carried out in the form of monitoring and supervision from the Madrasah head to Teachers and teacher attitude assessment carried out by students by voting or voting to obtain and obtain The title as the best and most favorite teacher will be announced at the commemoration of National Teacher's Day, which is on November 25.

The vision for public health dietitians’ skill improvement over the next 10 years in Japan: A qualitative study

ObjectivesTo obtain the basis for developing a new human resource development program. We examined the association between their position type and their vision for skill improvement in the profession in the next 10 years. Study designThis was a qualitative study. MethodsIn 2021, we conducted an exhaustive survey of Japanese public health dietitians working in Japanese local governments. Using qualitative content analysis, we analyzed the participants’ descriptions of how the profession could improve their skills over the next 10 years. ResultsRegardless of the participants’ organization of employment or their target position type, seven common categories were extracted; [goals], [health promotion activities], [organizational activities], [evaluation from others], [cooperation], [skills to be acquired], and [means for improving skills]. Depending on the organization type, 35–40 subcategories were extracted from those who wanted to be staff, 35–38 subcategories from those who wanted to be supervisors, and 20–37 subcategories from those who wanted to be managers. Different subcategories were extracted to describe the difference between specialists and generalists in [goals]. Participants described challenges with [evaluation from others] and [collaboration], regardless of the target position type or [goals]. ConclusionThe vision for Japanese public health dietitians’ skill improvement to achieve in the next 10 years describes challenges with business evaluation and collaborative work. However, participants differed across what skills they wanted to improve based on the direction of their careers. To offer public health dietitians learning content that connects with their desired direction, a new human resource development program needs to be considered.

Innovative Management and Entrepreneurship in the Higher Education Allied Health Science Institutions

Higher education administration is responsible for overseeing the university's faculties, faculties, human resources development programs, curriculum, budgeting, and more. They continue to run the university by designing, implementing, and supervising the school's approach to issues such as the lives of college students. They give understudies sufficient lodging, support understudies' admittance to physical and emotional wellness assets, and give vocation and college advising administrations. It also typically overseas student orientation, event programming, and student club organization on and off-campus. They hire non-university professionals and strive to build and develop networks that provide pre-and post-graduation opportunities to allied health science students. Recently, the speed of business between academia and the industrial sector is accelerating. This is happening against the backdrop of intensifying competition. Due to these trends, companies and organizations are increasingly dependent on project management methodologies and processes to achieve their commercial goals. As a result, higher education institutions offer curriculums and programs designed to enhance education. Business is a worldwide peculiarity wherein monetary development all over the planet is decidedly affected by the rise of new and imaginative business visionaries. These new small businesses will play an important role in job creation and influence policies to recognize and support entrepreneurial start-up activities for positive economic contributions. Several entrepreneurial workshops have been developed by governments and universities to support these entrepreneurial plans, but there is a need to upgrade the knowledge of implementing entrepreneurial programs. There is always a need to generate more entrepreneurial graduates from higher education institutions. Entrepreneurship education at universities should be comprehensively reviewed and changed. When it comes to developing entrepreneur-oriented graduates, you need to set clear goals. In addition, the educational process requires a lot of restructuring to improve the development of entrepreneurial skills among allied health science students/faculty.

Administrative functions and library services in tertiary institutions in Cross River State, Nigeria

This study examined administrative functions and library services in tertiary institutions in Cross River State, Nigeria. To achieve the purpose of the study, five research questions and five research hypotheses were formulated to guide the study. Literature was reviewed based on the variables in the study. The survey design was adopted for this study. Here 208 respondents (professional and paraprofessional librarians) constituted the sample of the study. A 41-item questionnaire titled “Administrative Functions and Library Services. Questionnaire (AFLSQ)” was constructed by the researcher and used for data collection. Data collected were subjected to analysis using Pearson Product Moment Correlation and descriptive statistics. The findings of the study revealed that there was significant influence of planning, organizing, directing, staffing and funding on library services. The study recommends among others that administrators of tertiary institutions libraries should encourage human resources development programmes like seminars and in-service training of staff to promote the provision of library services in their libraries. Also administrators of tertiary institutions libraries should be provided with adequate funds by government to implement their policy decisions relating to planning, organizing, directing, staffing and funding for effective and proper administration of their libraries.