Role Of Human Resource Development Research Articles

Economic Growth through Determinants of Technical and Vocational Education and Training in Pakistan: Mediating Role of Human Resource Development

Economic Growth through Determinants of Technical and Vocational Education and Training in Pakistan: Mediating Role of Human Resource Development

Enhancing entrepreneurial strategy skills in Saudi universities employees: The impact of psychological capital

Psychological capital is recognized as a positive and unique factor that plays a crucial role in human resource development and performance management. It has the potential to increase employees’ efforts towards achieving organizational goals and improving their entrepreneurial strategy skills. The objective of this study was to examine the contribution of psychological capital in enhancing the entrepreneurial strategy skills of employees in Saudi universities. The study employed a descriptive approach, specifically utilizing the survey study method. The study sample was intentionally selected from different categories within the study population. Data was collected from 530 participants using two questionnaires. The findings revealed that employees exhibited an average level of psychological capital, while their practice of entrepreneurial strategy skills was rated as poor. The study also demonstrated that psychological capital significantly contributes to enhancing employees’ entrepreneurial strategy skills. Furthermore, statistically significant differences were observed in the psychological capital of employees across certain variables, such as personal and functional aspects. The average level of psychological capital among employees indicates the need for further development in this area. By focusing on enhancing psychological capital, organizations can effectively improve the entrepreneurial strategy skills of their employees. It is clear that investing in the psychological capital of employees can lead to significant improvements in their entrepreneurial strategy skills. This highlights the potential for organizations to foster a more entrepreneurial mindset and approach among their staff members. Additionally, the study’s findings underscore the need to tailor interventions and development programs to address specific aspects of psychological capital that may vary across different employees. Overall, the study emphasizes that psychological capital is a valuable resource that should be nurtured and developed within the organizational context. By doing so, organizations can not only enhance the entrepreneurial strategy skills of their employees but also cultivate a more resilient, motivated, and engaged workforce. This has the potential to contribute to the overall success and innovation of Saudi universities and similar institutions.

Developing AI literacy in HRD: competencies, approaches, and implications

ABSTRACT In recent years, the surge of interest in Artificial Intelligence (AI) technology has been notable across global academic and industrial spheres. Human Resource Development (HRD) scholars have paid considerable attention to its application. Recognizing the importance of preparing employees and organisations for the AI era, this paper explores the concept of AI literacy, focusing on the required competencies from an HRD perspective. Based on research on the Technology Acceptance Model (TAM) in the context of AI, we analysed AI-related competencies from four aspects: skills, relevance, values, and knowledge. Although the current literature on AI literacy contributes to a comprehensive understanding and highlights its importance across multiple domains, we identified some areas that lack attention and necessitate further research. The paper concludes by proposing directions for future research, accentuating the critical role of HRD in equipping the workforce with AI literacy to adeptly navigate the continually evolving technological landscape, and highlighting the need for scholars to engage in discussions about AI literacy on an international scale.

The impact of digitalization on employees' future competencies: has human resource development a conditional role here?

PurposeThe purpose of this paper is to research the impact of digitalization on employees' future competencies and the conditional role of human resource development (HRD) in the relationship between independent and dependent variables.Design/methodology/approachEmpirical research covered 1209 enterprises from all of Slovakia, Poland and the Czech Republic. The research was conducted from 2019 to 2021. Using structural equation modeling (SEM), a theoretical model was tested and verified.FindingsConfirmatory factor analysis has shown a good fit for the tested model. The purpose and character of our data showed a good alignment with the SEM partial least squares method, as the goal is to predict a construct. The model showed that employee-oriented digitalization positively affected the employees' future competencies, with no impact of customer-oriented digitalization treated as a control variable. Also, the moderating role of HRD has not been shown to be significant for the “digitalization – competencies” relationship.Originality/valuePrevious studies on the development of personnel competencies treated these competencies as antecedents of digital transformation and examined the formal role of HRD in building the competencies. The novelty of this study lies in exploring the pattern of interactions among the impact of an environment built by innovative technologies and HRD on the competencies of the future. Also, the research embedded in the environment of Poland, the Czech Republic and Slovakia has contributed to the complex understanding of the transition to digitalization, as this region has often been omitted in the field of human resource management (HRM) research focused on exploring digital transformation.

FASILITAS BELAJAR DAN MOTIVASI BELAJAR SISWA SMA: UJI COBA VALIDITAS DAN RELIABILITAS

The study aims to find out how learning facilities influence student learning motivation. Education plays an important role in human resource development, and learning facilities are identified as factors that can affect the quality of learning. Through quantitative research methods, data was collected from 32 students using questionnaires that cover variables of learning facilities and learning motivation. The results of the data analysis showed that there was a relationship between students' perceptions of learning facilities and their level of learning motivation. The validity and reliability of the research instruments have been well tested. The conclusions of this study support theories that emphasize the importance of learning facilities in creating a conducive learning environment. Thus, improved learning facilities are expected to have a positive impact on student learning motivation.

Enhancing Employee Green Performance through Green Training: The Mediating Influence of Organizational Green Culture and Work Ethic in the Mining Sector

This research examines the impact of green training on employee green performance in Kolwezi's mining industry, focusing on the mediating roles of organizational green culture and work ethic. Using a quantitative methodology, the study analyzes data from 180 mining workers through mediated regression analysis. The findings reveal that green training significantly enhances employee performance, both directly and via strengthening organizational green culture and work ethic. Notably, work ethic emerges as a partial mediator in this relationship. These results underscore the importance of green training for fostering environmental stewardship in high-impact industries. The study contributes to the broader literature on sustainable development. It provides actionable insights for industry leaders and policymakers, highlighting the strategic role of human resource development in achieving environmental goals. It offers a comprehensive framework for integrating green training into organizational practices to optimize environmental performance, demonstrating its essential role in promoting a sustainable future in the mining sector.

Reconsidering our uneconomic growth model: Human resource development's role in advancing sustainability

Reconsidering our uneconomic growth model: Human resource development's role in advancing sustainability

Creating a lean mind-set: Change of practice towards early treatment

This paper reports the findings of a qualitative study on lean implementation viewed as an organisational learning process. By using a scaffolding framework, we investigate the ways in which human resource development facilitates learning among clinicians. This study contributes to the temporary role of human resource development in learning processes within multi-disciplinary professional groups. We identify scaffolding activities from which we have identified three human resource development practices: phase 1 – cognitive scaffolding, in which human resource development acts as a ‘mindsetter’ that aims to motivate the learning of lean in relation to the clinicians’ practices; phase 2 – peer-to-peer scaffolding through ‘doing’ lean, in which human resource development performs the role of an ‘experience creator’ who creates knowledge engagement between peers – in order to put lean into practice; and phase 3 – fading of the scaffolding, in which human resource development performs the role of a ‘delegator’ who transfers the responsibility to the clinicians to promote learning. This contributes to our understanding of how knowledge is negotiated in a multidisciplinary context. We contribute to the learning literature by emphasising how learning trajectories are initiated by learning initiatives, highlighting the role limitations of human resource development in this context, and demonstrating how a new learning tension arises between different versions of ‘lean’ in the organisation.

Marginalizing the Marginalized: Human Resource Development and Refugees’ Employability

Meaningful employment in the receiving country dramatically improves refugees’ integration outcomes. Yet, many refugees are significantly under- and unemployed, often needing re- or upskilling upon resettlement. Human resource development (HRD) forms a critical part of the human resource management (HRM) function, and as a result, there are multiple calls for employers and their human resource (HR) professionals to take an active role in refugee HRD. Despite the calls, HRM remains largely detached from this role, leaving the HRD mission to non-profit organizations (NPOs). Drawing on a qualitative study of NPOs in Australia, we find that, in carrying out a complex set of HRD practices within a resource-constrained environment, NPOs are forced to opt for those support practices that satisfy the resource-abundant stakeholders’ interests. We find that this course of action can lead to the prioritization of organizational survival over social sustainability, resulting in suboptimal outcomes for the most vulnerable refugees. With this research, we offer a novel view of how well-intended stakeholder engagement can negatively influence HRD support and further disadvantage the most vulnerable individuals. With increasing calls for cross-sector solutions to the world’s grand challenges, our study reveals the potential unintended dark side of collaboration. Simultaneously, we plead for active contribution from HR professionals in creating HRD opportunities for a wide range of refugee jobseekers.

The Effect of Organizational Culture on Organizational Performance of Saudi Higher Education: The Mediating Role of Human Resource Development

Organizational culture is essential to implement organizational policies and strategies. In addition, human resource development (HRM) is critical for the success of any organization. However, most of previous studies have focused on these variables in developed nations. In Saudi Arabia, the number of non-Saudis employed as academic staff is greater than Saudis and these issues are related to organizational culture and HRD. The purpose of this study is to examine the effect of organizational culture on HRD and organizational performance (OP). The study also aims at examining the effect of HRD on OP. The study also discusses the mediating role of HRD between organizational culture and OP. Public universities in Riyadh, Saudi Arabia were chosen as the population of this study. Using a stratified random sampling, 425 responses were collected. The data have been analysed using the Partial Least Square (PLS). This study has found that organizational culture affected the HRD and OP. HRD affected the OP and mediated the effect of organizational culture on OP. The findings of this study could foster a strategic plan for the achievement of HRD and improve the OP of universities.

Study on the impact of NPTEL (national program on technology enhanced learning) video lectures on students with special reference to Guru Nanak Institute of Technology, Ibrahimpatnam, Hyderabad

Technical education has been playing an active role in human resource development of the country by generating skilled manpower, developing industrial productivity and improving the quality of life of its people. The present study demonstrates various aspects of use of NPTEL videos such as frequency of library visits, purpose of using videos, awareness about NPTEL videos, place of accessing, preferred search, search method, level of satisfaction of internet facility, and problems faced by students while using NPTEL video lectures. Well-structured questionnaire was developed to collect the data. Out of 168 questionnaires, 152 filled in questionnaires were received. The methodology adopted for this study is descriptive statistics. The major finding is students of Guru Nanak Institute of Technology used NPTEL as part of their teaching-learning process. This study also highlights the suggestions made by the students who are the respondents of the study. There is a gap that exists between the current expertise level of faculty in institutions of higher learning such as the IITs/IISc and those in private and other government aided engineering institutions in India.

Regional Human Resource Development in ASEAN: An Institutional Theory Perspective

With the growing influence of intergovernmental organizations such as the European Union and the Association of Southeast Asian Nations (ASEAN), the scope and complexity of human resource development (HRD) activities have expanded. Informed by an institutional theory perspective, we examined the evolution of HRD as well as HRD-related programs in ASEAN to illuminate the mechanisms and conditions shaping HRD in ASEAN. Our primary sources were archival data from ASEAN from 1967–2021 and relevant publications of international development agencies that feature HRD-related activities in the region. Our analysis suggests that the establishment of an intergovernmental organization (i.e., ASEAN), with its continuing efforts towards economic cooperation and community building among its member states, was central to the emergence and development of Regional HRD in Southeast Asia. This inquiry advances understanding of the role of intergovernmental institutions in influencing HRD activities. The study also showcases the critical role of HRD in furthering common interests around economic and socio-cultural initiatives in ASEAN.

Exploring the role of human resource development functions on crisis management: The case of Dubai-UAE during Covid-19 crisis.

Employee welfare represents a critical element of success for companies to remain competitive. Human resources increasingly encompass the management of critical situations that affect the employees' wellbeing. This research analyzes the effect of Human Resource Development (HRD), functions on the effectiveness of crisis management. It is an attempt to include HRD in the theory of Crisis management. Using Structural Equation Models-Partial Least Squares (SEM-PLS) analysis, the study analyzes how training, leadership, organizational strategy, and organizational culture directly positively impact the efficiency of Crisis management (CM) during the Covid-19 crisis in the public entities of Dubai-UAE. In particular, training showed to be the best predictor, followed by the Organizational culture. Organizational structure, Values and uniqueness show no impact on CM within the context of public entities of Dubai-UAE.

Reconciling the Business Case and the Social Justice Case for Diversity: A Model of Human Relations

There are two dichotomous rationales for valuing diversity in organizational contexts: the business case and the social justice case. Arguments for the business case for diversity and the social justice case are both supported by valuing philosophies. However, lacking in either of these philosophies is a human relations component that recognizes the role of relationships in achieving the intended goals. In this article, we propose that reconciling the tensions between the business case and the social justice case is contingent upon adopting an organizational strategy that includes a human relations valuing philosophy. The organizational strategy suggested reaffirms a strategic role of human resource development.

A Bayesian Approach to Investigating Factors Influencing Polytechnic College Students’ Academic Achievement

TVET plays a significant role in human resource development and, as a result, in a society’s progress and prosperity. The study is aiming at identifying the key factors influencing students’ academic success at polytechnic colleges. The study’s target population was regular Bahir Dar Polytechnic College students in the 2019/2020 academic year. Stratified random sampling was employed to conduct a cross-sectional survey of 536 participants. The author employed SPSS version 25 and WinBUGS 1.4 for quantitative data analysis. Bayesian logistic regression was used to model the factors that significantly influence TVET students’ academic achievement. Gender, age, family monthly income, study hours, stimulant use during the study, English language proficiency, EGSECE score, previous perceptions of TVET, teacher satisfaction, and field of study placement satisfaction were identified as factors that significantly influenced TVET students’ academic achievements. Being female, having a low family income, studying for a shorter period, using stimulants while studying, having a low English language proficiency, having a low EGSECE result, having a negative perception of TVET, and having low satisfaction with field of study were all linked to lower academic achievement in this study. According to the findings, students should spend more time in learning and consume fewer stimulants during their studies. The Ministry of Education should modify the TVET curriculum to aid students in improving their English language skills. Teachers in TVET should also receive ongoing capacity-building training. Finally, rather than imposing norms and limits (in terms of student achievement), TVET colleges should respect students’ free choice of training sector (department).

The Model of Job Performance : Leadership, Workplace, and Motivation

The Model of Job Performance : Leadership, Workplace, and Motivation

Ethics, corporate social responsibility and the role of human resource development: the academic experts’ view

PurposeThe purpose of this study is to get the perspectives of human resource development (HRD) scholars about connections among HRD, corporate social responsibility and ethics. The authors also sought to discover if HRD academic programs need to have ethics-related courses for their graduate students.Design/methodology/approachIn this paper, the authors reviewed the literature and interviewed ten HRD scholars who substantially contributed to the field of HRD and have influential publications related to ethics or corporate social responsibility to find out the relationship between HRD, ethics and corporate social responsibility. A semi-structured interview method was adopted to collect data and purposeful sampling technique was used for analyzing data into identified themes.FindingsThe results from the interviews were categorized into seven different themes. While some scholars argued that ethics-related discussion needs to be integrated within every course, most scholars stated that ethics can be a required standalone course for HRD graduate programs.Originality/valueDespite ongoing consideration of the ethical nature of HRD, little research has been conducted on how ethics and corporate social responsibility are represented in the field of study and practice. To the best of the authors’ knowledge, this study is the first empirical paper in HRD that collected and analyzed experts’ perspectives in this topic.

New Role of Human Resource Development in COVID-19 Crisis

Crisis management has not been taking seriously by human resource development (HRD) even after crisis impact on both individuals and organization has been already well-identified in different researches. The role of HRD during the crisis was reborn due to the sudden impact of Covid-19 worldwide. The role of HRD during Covid-19 pandemic is in peakespecially for the engaging workforce for remote work, social distancing at a workstation, employee well-being, employee engagement & retention, compensation & financial benefits, promotion, dependability on virtual world and technology etc. This paper is trying to identify the role of HRD in the context of Covid-19 crisis.The objective of this research is to identify the new role of HRD during the crisis and improve crisis management. Due to limitation of time, research data is considered from secondary sources like different websites publications, journals, research papers etc. Covid-19 is just a recent crisis and thus there is limited research on its impact and many scopes for future research with individual organizations for their HRD crisis management policy considering primary data.

The Skill Gap Between Printing Education and Printing Industry in Ghana

One of the objectives of Polytechnic Education (Technical University Education) in Ghana is the promotion of technical and vocational education and training, technology transfer and skills development to enhance the socio-economic development of the country. Polytechnic education plays a significant role in human resource development of a country by employing skilled manpower, enhancing industrial productivity and improving the status quo (quality of life). The main aim of the study was to identify and to address the gap between printing education and printing industry at Takoradi Polytechnic; so as to restructure the curriculum to reflect what is being done in the printing industry across the country. The literature review has been organized together with sub-headings as contained in the subsequent pages and have been reviewed in line with the views of scholars to help readers have an in-depth knowledge and understanding of the topic.The main respondents for the study included students and lecturers in the Department of Graphic Design Technology, Takoradi Polytechnic on one side and working staff of the selected printing firms in the Accra Metropolis. The researchers implemented the use of open and close type of questionnaires, semi-structured interviews and full-participant observational method in gathering data for the study. The study revealed that the Polytechnic Printing programme should be revised by the Polytechnic and the Department of Graphic Design to help produce skilled trained Graphic Designers to fit into the trending Digital Printing Industry. The study exposed that issues that are affecting the Polytechnic students in acquiring the necessary training and skills to march up to the Printing industry is the curriculum. If the Polytechnic curriculum is revised and students are provided with enough practical skills it is believed that the gap between the Printing Education and Printing Industry for the Polytechnic objectives will be achieved.

Analyze the Perception and Satisfaction of Employees with Respect to Hrd Practices

This study adopts a framework of social exchange theory and tries to better understand the effect of human resource development (HRD) approaches on job satisfaction and intent to leave. Human resource development (HRD) techniques are linked to higher levels of work satisfaction and lower rates of employee turnover if certain conditions are met. Previous studies have shown that HRD practices have an effect on workers' contentment at work and their motivation to quit, but the present study adds to the literature by empirically assessing the moderating role of POP in this relationship. A questionnaire is used to collect primary data from 40 respondents who are employed by government agencies. The results show that HRD practices significantly affect both job contentment and quit intentions, with the impression of organizational politics serving as a moderating factor. Using a quantitative methodology, this research surveyed employees to get their opinions on the HRD roles within their firm.