Human Resource Development Strategy Research Articles

A Conceptual Human Resource Strategy Framework for Rural Tourism After Covid-19 Pandemic: Case Study in Sukajadi Village, Bogor District, Province of West Java

The Covid-19 pandemic demands that all industries adapt quickly, and the tourism industry is no exception. Tourism as an industry that contributes significantly to a country’s GDP must be able to respond to changes in tourist interest. Tourism village is one of Indonesia’s tourism potentials and has a big influence on economic development. However, the level of awareness of village community tourism in Indonesia is still lacking. The stigma that the production process only comes from the agricultural production process is still very much attached. The purpose of the study was to find out how the conceptual framework of the Human Resources (HR) development strategy in the tourist village of Sukajadi, Bogor Regency, West Java, after the Covid-19 pandemic. The research method used is a qualitative approach with Soft System Methodology (SSM) analysis tools with expert respondents who are included in the tourism village stakeholders. This study produces a conceptual framework for the human resource development strategy of Sukajadi Tourism Village, which is integrative and holistic in nature to form an HR management system. Results show that, three strategies for developing human resources in tourist villages were found to increase the capacity of human resources in tourist villages. These strategies include a policy strategy for developing tourism village communities and tourism awareness groups, a strategy for standardizing MSME products, and an approach strategy for tourism awareness groups and institutions.

INTEGRATING HUMAN RESOURCE DEVELOPMENT AND KNOWLEDGE MANAGEMENT FOR SUSTAINABLE BOTSWANA PUBLIC SECTOR PERFORMANCE

Human resource development and knowledge management are increasingly becoming influential disciplines which are critical to the survival and success of organizations. Human capital resources are key for organizations to gain competitive advantage. With the spread of information and worldwide communications, competitive advantage based on only technology and on only human resources development strategies may only be maintained for short periods of time before competitors catch up. The only source of sustainable competitive advantage is to learn faster and more creatively than competing organizations. That could only be achieved through the swift and effective HRD strategies combined with knowledge management. It has been established that through learning, training, development, knowledge and knowledge management can organizations thrive through human capital. Helping people grow by empowering them with knowledge in a way boosts performance in a sustainable way. To memorize information for extended periods of time is not practical, it is telling that information needs to be stored (managed properly) for reference and for sustainability

The Role of Social Intelligence in Promoting Human Resource Management Strategies: a reconnaissance Study of the administrative Leaderships of government Service Medical Hospitals in City of Mosul

The research aims to determine the role of social intelligence represented (social skills, social awareness, problem-solving skills) sIn the dimensions of Human Resource Management Strategies, Which can be achieved Through Human Resource Planning Strategy, Employment Strategy, Training and Development Strategy, Compensation, and rewards strategy, Human resource Performance Evaluation Strategy. I have s selected a sample of the Administrative Leaderships of governmental Medical hospitals in the City of Mosul. The research Problem Centers on the difficulty of the Success of the Strategic Competitive Landscape. Because of the rapid developments in the Contemporary business environment. Default Schema has been adopted that includes Search Variables, As well as formulating some main and Subsidiary hypotheses, And use the Descriptive and analytical approach to reach the results, Through Testing it with several Statistical methods, the questionnaire form was one of the Statistical means used to collect data and information related to the Field aspect of the research, Because of the limited studies that dealt with the relationship and effect between these variables in the Iraqi Environment, with in the limits of the researcher s Knowledge the current research included these variables in an attempt to clarify the relationship and the effect between them, the research came out with a set of conclusions and recommendation s Among the most important of them was the more hospitals directed the research sample to adopt social intelligence, which contributed to strengthening the human resources management strategies of the researched organizations.

Optimization Analysis Of Regional Resources Potential In Kphl Ternate-Tidore North Maluku

KPHL must have managerial capabilities, to make optimal use of the assets owned in their area, KPHL in carrying out management activities to generate income must be as an independent unit (self-financing management unit), so that the legality of ensuring investment activities and income management can be done independently. The potential of the Ternate-Tidore KPHL area is very large with a land cover dominated by forest, very diverse non-timber forest products, high potential for environmental services and natural tourism. This study aims to analyze the optimization of the natural resource potential of the Ternate-Tidore KPHL area. The research was conducted by processing map image data for land cover and field surveys using tracking lines to determine locations that have potential for environmental services and nature tourism as well as direct measurement observations in the field for potential timber and non-timber products, then processed the data and performed a SWOT analysis. Based on the results of the analysis, it was found that the potential of NTFPs with a volume of 410,253.22 Ha, the diverse potential of NTFPs was dominated by bamboo with production (5,500 stems/year) with a total distribution area in the forest class of 3,723.63 Ha, and the mixed garden class of 4,273.43 Ha. The results of the SWOT analysis resulted in an optimization strategy, namely (1). Institutional and human resource development strategy, (2). Strategy of cooperation with relevant stakeholders in the processing of potential resources and (3). Marketing strategy of the results of potential resources with innovative technology creatively.

SOME POLICIES TO IMPROVE THE QUALITY OF HUMAN RESOURCES IN SOUTH KOREA AND SINGAPORE BETWEEN 1961 AND 1979

South Korea and Singapore faced several challenges in the early 1960s, including unemployment, ethnic conflicts, rising crime, etc. Faced with that situation, President Park Chung Hee and Prime Minister Lee Kuan Yew conducted a strategic plan and launched a series of appropriate policies to recover the country’s economy. The plans to develop human resources for domestic industry are key factors deciding the success of these two countries. It is also the secret for them to achieve their current remarkable and miraculous progress. In this paper, the authors uses historical analysis, statistical method, comparative method, and data analysis to study some human resource development strategies of South Korea and Singapore from 1961 to 1979. Thereby, the author will find out the similarities and differences in their development strategies.

The labour‐oriented perspective of validating non‐formal and informal learning: Lessons learned from three Dutch case studies

AbstractOrganisations that support employees to take responsibility and ownership for their lifelong learning can reinforce the return on investment in human resources development (HRD). In this way, learning is a process driven by a dialogue on personal development and steered by HRD. The result of this dialogue is mutually beneficial to employers and employees. Based on the reflection of employees in three Dutch cases, an answer was sought to the questions of how the Validation of Non‐formal and Informal Learning (VNIL) system fits into the operationalisation of dialogues on personal development within a labour‐oriented perspective and what this means for the application of Validation of Non‐formal and Informal Learning (VNIL) in the HRD of public and private organisations. The aim is gaining insight into the linkage of personal qualities and development opportunities within public and private organisations. The extent to which organisations are able to activate dialogues using VNIL not only colours HRD strategies but also results in an open dialogue on and shared ownership of lifelong learning. Both dialogue and shared ownership reinforce the organisation's mission. Lessons learned from Dutch cases highlight available approaches and opportunities for employers and employees when activating the labour‐oriented perspective of the VNIL.

A Review of Human Resources Development Research in the Background of High-quality Economic Development in China

The economic strength of a country or region is closely related to the use level of its human resources. China’s economy has shifted from a high-speed development stage to a high-quality development. To achieve high-quality economic development in China, human resource development is essential. Human resource development has special significance for China. By reviewing the concept of human resource development, human resource development in the context of high-quality development and other related research results, we can find that scholars have studied the connotation of human resource development from different perspectives, and research on human resource development strategies from the macro and medium levels. Some progress has also been made, and the theoretical system in the field of human resource development has been improved to a certain extent, but the research direction is not focused enough. Compared with the fast-developing practice of human resource development, theoretical research appears to be lagging. Combining literature review and China’s national conditions, the following prospects are put forward for future research: By further expanding the connotation and theoretical framework of human resource development, introducing more effective measurement methods to improve the national and industrial human resource development strategy theory, and verifying that high-quality development theories are in guidance at the macro and meso levels.

Peran Manajemen Kemasyarakatan Dalam Usaha Pengembangan Madrasah Ibtidaiyah Swasta

The role of madrasas as models of Islamic education today is growing quite rapidly. It has even become an alternative institution for some Muslim families in educating their children. This is because madrasas are considered to provide two dimensions of Muslim scientific life between worldly and hereafter needs. Community participation in education development is an important issue in the National Education System Law no. 20 of 2003, a policy that involved the community in education programs and the birth of a school-based management (SBM) offer that gave relatively broad autonomy to schools and communities. In Chapter III article 8 it is stated that "the community has the right to participate in the planning, implementation, monitoring and evaluation of educational programs". This indicates that the existence and participation of the community is increasingly recognized and needed in the development and development of education, especially Islamic education. This research method is a qualitative method with a phenomenological approach. The research results of the current school Public Relations Program are very important, related to changes in the social, political, legal, and economic framework of the community. Management of competency development in educators is part of a human resource development strategy which is a basic need in an organization, both formal and non-formal. . This is an investment for the organization in this case the madrasa, which will have implications for the development of a nation's human resources. In Increasing Public Interest In Islamic Educational Institutions. The results of the study: the function of public relations in educational institutions is to grow and develop harmonious relationships through communication using media between schools and the community, both internally (lecturers / teachers, employees, students / students) and externally (parents, communities, and institutions). .

ANALISIS PERENCANAAN SUMBER DAYA MANUSIA (HUMAN RESOURCES PLANNING) PADA LEMBAGA ADMINISTRASI NEGARA DI JAKARTA

The State Administration Agency (LAN) is an agency that has the authority to foster functional positions, especially policy analysts and improve the quality of bureaucracy government in Indonesia. The purpose of this research is to analyze human resource planning at the State Administration Institute. This study uses a qualitative descriptive approach. Data collection techniques were carried out using literature study and interview methods. Determination of informants in the interview technique is to use purposive sampling. Human resource planning at the State Administration Institute from the results of the author's research analysis, it can be concluded that the process has been running quite well. This can be seen from the application of Governmental Regulations No. 11 of 2017, Head of LAN Regulation Number 2 of 2019 concerning HR Management and Minister of Administrative and Bureaucratic Reform No. 3 of 2020. The obstacles faced in the recruitment process for LAN employees are technical problems and data integration. Suggestions that can be given by researchers are the need for making a flowchart of human resource planning in LAN and innovation in human resource development strategies for LAN employees.

Human Resources Development Strategy In Baitul Mal Watamwil An-Najah, Pekalongan District


 This study aims to describe the strategy of human resource development, to analyze the internal and external environment of the business, and to develop a development plan on human resource aspect in Baitil Mal Wa Tamwil An-Najah. This study is a field research and the approach used in this study is qualitative method. It was done at Baitul Mal wa Tamwil An-Najah Pekalongan Regency since July until December 2017. Data collection technique in this study is through observation, interview, and documentation. This study uses descriptive analysis technique that aims to provide description about research subject based on data and variable obtained. There is also SWOT analysis to provide some recommendations for the company in its employees’ development in order to achieve company goal. Based on this study revealed that the human resource development strategy in Baitul Mal wa Tamwi An-Najah Pekalongan Regency is through orientation program, training and education, and career development. Through the SWOT analysis it is obtained points of development plans related to human resource aspect in Baitul Mal wa Tamwil An-Najah that can be a recommendation and reminder for the company. The development plans are built by SO strategy (Strength-Opportunity), WO strategy (Weakness-Opportunity), ST strategy (Strength-Threats), and WT strategy (Weakness-Threats) that the company has. By the analysis hopefully it can improve the strategy on human resource development.

Understanding human resources management strategy in implementing good government practice: what research evidence say

Understanding human resource development strategies in good governance service practices are essential. For this reason, we have reviewed several study pieces of evidence to add to the enrichment of our study. The reading sources we are looking for are data-based sources from Google scholars, ERIC publications, and other literature sources. Furthermore, we take the analysis stage by involving the coding system, evaluation, data extract, in-depth interpretation, and drawing conclusions that are valid findings and high reliability because these findings have answered the questions and danced the hypothesis of this study. We depend on secondary data and descriptive qualitative study designs. Based on the discussion of the findings data, we can conclude that the HR governance strategy working in public service organizations is not only required for superior competence, technical skills, and mastery of the underlying laws and regulations, but they are state apparatuses that are even more crucial in shaping mental and behavioral professional, friendly in nurturing, honest, sympathetic, wise, intelligent, and highly responsible.

SWOT Analysis of Education, Training, and Systems Apparatus Career Development: Study at Regional Financial and Asset Management Agency, Musi Rawas District

The study aims to analyze the education and training system and apparatus development at the Regional Financial and Asset Management Agency of Musi Rawas District with the study indicators, namely aspects of education and training of apparatus, career development, or apparatus and placement of human resources using SWOT analysis. Data collection was conducted through interviews, observation, and documentation study methods. The results showed that the Regional Financial and Asset Management Agency of Musi Rawas District is in the prime and steady condition in developing human resources for apparatus. It is really possible to continue increasing growth and achieving maximum progress even though it poses a large enough threat. The strategic recommendation given is the Progressive Strategy, which means that the organization is stable. The human resource development strategy can be carried out progressively towards improving human resources by increasing activities that encourage the development of human resources intensively and continuously. To implement human resource development at the Regional Financial and Asset Management Agency of Musi Rawas District to run well and as needed, it is recommended to determine the priority scale of the education and training. It must be based on the results of the Training Needs Analysis. Then in the implementation of Movements and Promotions carried out based on Career Patterns, Workload Analysis, and Job Analysis.

Using system traps to understand and potentially prevent human resource development intervention failure

AbstractAdopting human resource development (HRD) activities can lead to improved organizational outcomes, such as improved performance and innovation. However, while the implementation of HRD strategies is widespread, there are concerns that they have failed to support the learning and skill acquisition required to support both individual learning and improved organizational outcomes. Having established that HRD is a systems level issue, this paper applies Meadows's (2008) system traps to suggest that adopting this lens could explain why extensive HRD interventions have failed to deliver desired system outcomes. Qualitative data is analyzed to consider why HRD interventions fail to result in increased capability development in the Australian public sector. The findings demonstrate four system traps were present in HRD interventions, which help explain the ongoing failure of HRD interventions to support required learning or improve organizational performance: (1) shifting the burden to the intervenor; (2) seeking the wrong goal; (3) policy resistance; and (4) drift to low performance. We argue that the presence of these traps suggest that HRD subsystems will need to be reconceptualized for there to be a real improvement. To this end, we apply Meadows's (2008) suggestions to overcome the traps, identifying potential strategies for HRD practitioners to act as system intervenors. Our paper contributes to knowledge through focusing on a specific aspect of systems thinking to help explain why HRD intervention failure occurs.

Strategi pengembangan sumber daya manusia berbasis kompentensi dalam meningkatkan kinerja pegawai di Universitas Jambi

This research aimed to determine the implementation of competency-based Human Resources (HR) development strategies in improving employee performance at Universitas Jambi. This research is descriptive using a qualitative approach. Data collection techniques include observation, interviews, and documentation. The results of the study show that the HR development strategy and competency standards set in improving employee performance at the Universitas Jambi are guided by the Indikator Kinerja Utama Perguruan Tinggi Negeri IKU-PTN issued by the Directorate General of Higher Education of the Ministry of Education, Culture, Research and Technology, and the Universitas Jambi Strategic Plan 2021-2024 which reduced in the form of Beban Kinerja Dosen (BKD) dan Sasaran Kinerja Pegawai (SKP) so that the competence of lecturers and education staff can be increasingly seen from having high motivation, character, creativity, knowledge, and skills. Measuring employee performance looks at work productivity in terms of quality and quantity, independence, initiative, adaptability, and a strong teamwork spirit based on employees' primary duties and functions.

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.

Strategi Pengembangan Sumber Daya Manusia Aparatur pada Pemerintah Daerah Kabupaten Biak Numfor

Apparatus resource development has a very important role in the organization. This study aims to determine the apparatus resource development strategy in the local government of Biak Numfor Regency. The research method used is a qualitative approach. Data collection was carried out through Focus Group Discussions (FGD, observation and interviews, researchers also conducted document analysis and review of documentation. The results showed that the apparatus human resource development strategy in the Regional Government of Biak Numfor Regency was prepared carefully and was based on scientific methods and guided by the on the skills needed by the organization, as for the human resource development strategy of the apparatus of the Biak Numfor district government, namely, job rotation, education and training. Development aims to improve the technical, theoretical, conceptual and moral capabilities of human resources so that their work performance is good and achieves results.

The Impact of Human Resources Development Strategy on Achieving the Sustainable Organizational Excellence in the Yemeni Banks

This study aimed to investigate the impact of human resources development strategy on achieving the sustainable organizational excellence in the Yemeni banks. To achieve this objective, the analytical descriptive method was used. The study population consisted of 1314 employees from 10 Yemeni banks. The study sample of (306) was selected by using a non-stratified random method. The data were collected by a questionnaire. The collected data were processed and analyzed using the SPSS. The results of the study revealed that there was a discrepancy in the impact of the variables of the human resources development strategy on achieving the sustainable organizational excellence in the Yemeni banks. The highest degree of impact was found in the variable of innovation development strategy, whereas the lowest degree of impact was found in the human resources training strategy. In light of the findings, the study recommends that the Yemeni banks need to enhance the emphasis on achieving the sustainable organizational excellence of all dimensions and increase their attention to the implementation of human resource development strategy of all dimensions as this has a positive impact on achieving the sustainable organizational excellence.

The Impact of Human Resources Development Strategy on Achieving the Sustainable Organizational Excellence in the Yemeni Banks

This study aimed to investigate the impact of human resources development strategy on achieving the sustainable organizational excellence in the Yemeni banks. To achieve this objective, the analytical descriptive method was used. The study population consisted of 1314 employees from 10 Yemeni banks. The study sample of (306) was selected by using a non-stratified random method. The data were collected by a questionnaire. The collected data were processed and analyzed using the SPSS. The results of the study revealed that there was a discrepancy in the impact of the variables of the human resources development strategy on achieving the sustainable organizational excellence in the Yemeni banks. The highest degree of impact was found in the variable of innovation development strategy, whereas the lowest degree of impact was found in the human resources training strategy. In light of the findings, the study recommends that the Yemeni banks need to enhance the emphasis on achieving the sustainable organizational excellence of all dimensions and increase their attention to the implementation of human resource development strategy of all dimensions as this has a positive impact on achieving the sustainable organizational excellence.

Mental stress post-COVID-19

Coronavirus disease (COVID-19) that is plaguing the world today surely carves a dark, unforgettable history. It has been declared a global pandemic by the World Health Organization (WHO). This shows that it has spread worldwide, transcending every border, and then finally penetrating every corner of the world. Despite its small size (measured in nanometer), its influence is great enough in triggering stress. As various countries declare a state of Emergency, restricted movement order and lockdown, varying reactions like sorrow, anxiety, misperception and fear have been ignited in the society. All of these have cumulatively caused stress among them. This current review paper summarizes and discusses the published literature addressing mental health concerns linked to the COVID-19 pandemic. Studies show that excessive stress causes the failure in the individual’s mental and physical systems. The issue here is how the situation at the workplace, post-COVID-19 is different from the previous situation. Thus, the psychological preparation of every member in the organization is crucial to face the challenges coming their way. The available literature showed consensus that the COVID-19 pandemic not only affects physical health, but also stress and well-being. In conclusion, emotional well-being must be emphasized through training and human resource development strategy to prepare and empower the mentality of the organizational members to address this stress.

PENGARUH KOMPENSASI DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PADA CV. RODA JATI KARANGANYAR PALEMBANG TAHUN 2016

Employees are a very important resource for the survival of the company, so it is necessary to pay attention to matters relating to employee performance in order to achieve company goals. The purpose of this study was to determine the effect of compensation and work environment factors on employee performance and the most dominant factors in influencing employee performance at CV. Roda Jati Karanganyar. The type of research used is descriptive qualitative and quantitative descriptive. In accordance with the objectives of this study, the sample used is the employees of CV. Roda Jati Karanganyar. Through this preliminary research, it is hoped that in addition to producing a follow-up research formulation, the main thing is to become a reference material for companies to be able to determine human resource development strategies to achieve company goals.Key words: Compensation, Work Environment and Employee Performance