Human Resource Development Strategy Research Articles

Pengaruh Insentif dan Motivasi Kerja terhadap Semangat Kerja Karyawan pada SMKS YKPP Bontang

The aim of this research is to investigate the influence of incentives and work motivation on employee morale at SMKS YKPP Bontang, with the hope of providing insight into human resource (HR) development strategies in educational institutions. This research uses quantitative methods by applying multiple linear regression analysis to investigate the influence of incentives and work motivation on employee morale at SMKS YKPP Bontang. The results of this research show that incentives and work motivation have a positive and significant influence on employee morale at SMKS YKPP Bontang. This indicates that increasing incentives and motivation can effectively increase work morale, which in turn can contribute to improving employee performance and the quality of education at the institution. The novelty of this research lies in its focus on the influence of incentives and work motivation on employee morale in educational institutions, especially at SMKS YKPP Bontang. While many studies have explored the relationship between incentives, motivation, and morale in various sectors, this research specifically identifies and analyzes the factors that influence morale in the context of technical and vocational education

Fundamental of theories on human resource quality improvement in the universities and lesson learned

The development of human resources in education and training is becoming more important, and the roles of human resources have become necessary to contribute to all sectors of national development. This study aims to codify the fundamental theories on human resources quality improvement in universities and draw lessons learned for Svay Rieng University. As a methodology, the research results are mainly collected from the published information, and descriptive statistics are the principal analytical method used in this article. The study presents the basic concepts of human resources, human resources quality, human resources management structure in universities, and the rational structure of human resources in universities. As lessons learned, in order to develop the quality of lecturers as well as human resources at Svay Rieng University, first of all, it must have proper, reasonable, and objective assessments so that it can clearly find out the strengths, weaknesses, and constraints of human resources quality improvement. After accurately assessing these issues, it is necessary to have regulations, policies, and strategies for human resources development; therefore, human resources can constantly improve their quality and quantity to meet the vision and mission of the university in the next period.

Human Resource Development Strategy in an Effort to Increase Employee Performance at PT. Pas Global Teknologi

This research aims to determine Human Resource Development in improving employee performance at PT Pas Global Teknologi. This type of qualitative research is used as a method in this research. The resource persons in this research were 5 employees. The data was collected through interview techniques, observation and preparation of documentation. Or it can be done using triangulation techniques, namely combining various techniques and all existing data sources. The research concluded with the result that training and human resource development activities at PT Pas Global Teknologi were carried out according to the work needs of each individual. The results of the research are (1) PT Pas Global Teknologi has made efforts to develop Human Resources to improve employee performance. The human resource development carried out by PT Pas Global Teknologi includes training, guidance and socialization between employees which is carried out for informal evaluation, namely by sharing sessions regarding employees and company team heads. (2) The performance of PT Pas Global Teknologi employees is good, this can be seen from employees who understand and carry out their duties and responsibilities at work. There are several factors to improve employee performance, namely appropriate salary or incentives, providing motivation from leaders, physical and spiritual health of employees, and good relationships between employees

The Antecedents of Successful Competency Test of Indonesia Family Planning Counselors

Purpose: This study investigated several selected antecedents that affect the result of competency tests of family planning counselors in South Kalimantan Province, namely motivation, social environment, the institution role, self-efficacy, and job satisfaction. Method/design/approach: This research was conducted in South Kalimantan, Indonesia, involving 330 active family planning counselors from 13 regencies/cities who had taken the competency test between 2017 and 2020. The study employed the census technique, which means all counselors were included in the sample. Data was analyzed using the 'Smart-PLS 3.0' software. Results and conclusion: Data analysis with SmartPLS showed that Job Satisfaction, Institutional Role, and Self-efficacy significantly affect the success of the Competency Test. There were significant influences of motivation and social environment on self-efficacy. Among these antecedents, the Institution’s Role was the most substantial factor affecting the Competency Test’s success. Research implications: Policies and human resource development strategies of the Indonesia National Family Planning Coordinating Agency were discussed as part of the research implications. Originality/value: The research analysis yielded valuable findings regarding the key determinants that exert a substantial influence on the efficacy of competency assessments administered to family planning counselors. The results of this study can be utilized to provide valuable insights for the formulation of policies and the development of human resource strategies within the Indonesia National Family Planning Coordinating Agency.

Analisis Potensi Sumber Daya Manusia Dalam Bisnis Akomodasi Pondok Wisata Di Desa Wisata Besani

This research analyzes the potential of human resources in the accommodation business of pondok wisata or homestays in Besani Tourism Village, Blado District, Batang Regency, Central Java. Cottage tourism is a form of accommodation that offers more intimate lodging close to local communities, providing a different and satisfying experience for travelers seeking authenticity and togetherness in their journeys. The village stands out due to its concept of Javanese-Chinese cultural acculturation and attractive natural tourism potential. Through qualitative approaches and case studies, involving stakeholders as respondents, and utilizing primary data from interviews and observations, as well as secondary data from scientific literature and official documents. The SOAR approach is used to identify internal strengths, external opportunities, aspirations, and desired outcomes in accommodation business development. The analysis highlights the traditional skills of residents, significant tourism demand, and support from local government and companies. Human resource development strategies are recommended, including business management skills training, group-based cottage tourism development, service standard enhancement, income diversification, and local cultural promotion. This study provides insights into the potential of human resources to enhance competitiveness and sustainability in the tourism sector in Besani Tourism Village.

The Influence of Self-Efficacy, Knowledge, Attitude, and Skills on the Organizational Performance of the Ministry of Transportation, Mediated by Personnel Competence, Graduates of Indonesian Aviation Higher Vocational Education

This research delves into the impact of various factors on Organizational Performance, with a specific focus on graduates of Vocational Higher Education in Aviation in Indonesia employed as Civil Servants (ASN) within the Ministry of Transportation. The factors under scrutiny include Self-efficacy, Knowledge, Attitude, and Skill, with an exploration of their positive influence on Organizational Performance. Furthermore, the study examines how these factors contribute to Personnel Competence among these graduates and assesses the resultant effect on Organizational Performance within the Ministry of Transportation. Additionally, it investigates the mediating role of Personnel Competence in the relationship between Self Efficacy, Knowledge, Attitude, Skill, and Organizational Performance. Employing a quantitative survey method with a positivistic approach, this study utilizes Structural Equation Modeling (SEM) for data analysis. Through this methodology, the research aims to elucidate the correlation between graduate competencies and organizational tasks. The ultimate goal is to provide valuable insights into bolstering organizational performance through effective human resource development strategies within the aviation sector, thereby catering to readers unfamiliar with the topic or research methods and ensuring clarity and coherence in the language to enhance understanding.

Training and Development, Work Performance, and Social Capital Constructs of Library Personnel in the South Manila Educational Consortium

Libraries play a crucial role in promoting information access and intellectual growth. To ensure library personnel thrive and meet diverse client needs, it is essential to understand their professional development and performance. There is insufficient research in a library working environment that integrates training and development, work performance, and social capital among personnel into a unified paradigm. This study is being carried out in this context to assess all three variables from library personnel and the findings will serve as a basis for improving training and development programs, enhancing work performance, and fostering social capital among library personnel, thus leading to informed decision-making processes related to human resource development and organizational strategy for optimizing library personnel performance and promoting a conducive working environment. The study utilized descriptive quantitative methodology, collecting data through a structured survey questionnaire from the South Manila Educational Consortium Libraries. Sixty-one (61) questionnaires were completed and returned from the total population, and SPSS was used for analysis, interpretation, frequency distribution, percentages, and mean. The findings showed that seminars, conferences, and workshops were the most available and widely used interventions of the respondents. The study also found that inadequate funding hinders training and development, with library funding being a key strategy to enhance them. Furthermore, respondents demonstrated above-average task and contextual performance, excellent counterproductive work behavior, and high levels of structural, relational, and cognitive social capital. Based on the notable results, it becomes evident that the training and development interventions of respondents were not significantly available. Additionally, it was observed that most of the library personnel made full use of the available interventions. Also, the study discovered positive work performance and the presence of social capital in the examined population. Keywords: Academic Library, Training and Development, Work Performance, Social Capital, Library Personnel

Innovative Marketing Strategies in Human Resource Management: Improving Organizational and Marketing Performance in the Digital Era

In the era of digital marketing that continues to grow, the role of social media as an effective marketing platform is increasingly important, especially for the Micro, Small and Medium Enterprises (MSMEs) sector. To achieve success in doing business on social media, the development of human resources (HR) in accordance with the needs of the digital era is crucial. This research reviews the importance of human resource development in the context of digital marketing, especially in advancing the MSME sector on social media. The focus of this research is to consider the knowledge and skills needed by MSME employees in utilizing social media as an effective marketing tool. By implementing the right HR development strategy, MSMEs can get significant benefits, such as increased creativity, adaptation to changing trends, and the ability to compete in the digital marketing era . In the context of human resource development in the era of digital marketing to advance the MSME sector, special training , and access to the latest information and resources are important strategies that need to be implemented

Exploring Contemporary HRD Strategies: Impact on Employee Job Satisfaction through Advanced Tools and Techniques

In the era of rapid technological advancement and evolving workplace dynamics, Human Resource Development (HRD) strategies play a crucial role in shaping employee job satisfaction and organizational success. This paper investigates the transformative impact of integrating advanced technology tools and techniques into HRD practices on employee job satisfaction within the context of contemporary organizations. Drawing on extensive literature review and theoretical frameworks, the study explores how modern HRD strategies, leveraging cutting-edge technology, can enhance employee satisfaction and contribute to organizational effectiveness. The research employs a comprehensive methodology encompassing quantitative surveys and qualitative interviews to examine the relationship between HRD tool effectiveness and job satisfaction among IT employees. Results from multivariate analyses reveal significant associations between Integrated HR Technology and Training Solutions and various aspects of the workplace environment, including pay, training, promotion, and recognition, supervision, and job security. These findings underscore the pivotal role of technology in shaping HRD practices and fostering employee satisfaction in the digital age. The study contributes valuable insights to the ongoing discourse surrounding HRD strategies and their implications for organizational success, offering actionable recommendations for organizations seeking to enhance their HRD practices in alignment with technological advancements and employee expectations.

STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA DALAM DISRUPSI TEKNOLOGI INFORMASI

The era of globalization has had a significant impact on various aspects of life. The current era of globalization demands that everyone possesses abilities in line with the developments of the times. Massive changes caused by innovations that transform business systems and structures to a newer level are known as the Era of Disruption. The Disruption Era can also be interpreted as the period of transitioning from manual to fully digital processes. In the era of disruption, drastic changes occur that alter the human way of life in various fields. The world's shift towards digital disruption is unavoidable for every individual, especially with the impending Fourth Industrial Revolution and the move towards the 5.0 era, demanding new business skills and ways of working. One crucial aspect in facing this revolution is how to develop human resources (HR) to meet the demands of the time. This research aims to describe, analyze, and assess human resource development strategies in facing challenges in the era of information technology disruption. The research utilizes a literature review methodology with a descriptive analysis approach. The findings indicate that comprehensive and appropriate strategies for human resource development in the face of information technology disruption are not only necessary but imperative and highly essential. The research findings suggest that creative and deeply skilled human resources are crucial to ensuring the sustainability of workforce competitiveness. Knowledge and skills embedded in individuals regarding information technology development are excellent seeds that will drive innovation, productivity, and progress

Peran On the Job Training dan Psychological Ownership Terhadap Employee Engagement dengan Kinship sebagai Pemediasi

The study aims to investigate on-the-job training and psychological ownership in Micro, Small, and Medium Enterprises (MSMEs) in ApasA, Kupang City, NTT. It employs a quantitative approach using questionnaires for data collection. Probability sampling method was used with a sample size of 42 individuals. Data analysis utilized Structural Equation Modeling-Partial Least Square (SEM-PLS) through Smart PLS version 3 software. Results show that on-the-job training does not significantly influence employee engagement, but psychological ownership positively impacts it. Kinship does not mediate the relationship between training or psychological ownership and employee engagement. These findings can help MSME management design more efficient human resource development strategies.

STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA BERDASARKAN IMPLEMENTASI PERMEN PANRB NOMOR 1 TAHUN 2023 TENTANG JABATAN FUNGSIONAL PADA BAGIAN PROTOKOL DAN KOMUNIKASI PIMPINAN KOTA

This research aims to determine human resource development strategies based on the implementation of PANRB Ministerial Regulation Number 1 of 2023 concerning Functional Positions in the Protocol and Communication Section of Batu City Leadership. The problem is focused on development strategies in the form of training, education and coaching. This research refers to the implementation of functional position competency development as stated in competency development in Article 46 of PANRB Ministerial Regulation Number 1 of 2023. The research method used is descriptive qualitative by analyzing human resource development strategies. Data was collected through interviews with department heads. and staff in the Leadership Protocol and Communications Section. This study concludes that the implementation of the development strategy has been implemented and improvements are needed at certain points during activities.

Strategi Pengembangan Sumber Daya Manusia Di Lembaga Pendidikan Islam Indonesia

In the era of globalization and the industrial revolution 4.0, the strategy for developing human resources in Islamic educational institutions is becoming increasingly important. Islamic educational institutions need to prepare students and educational staff to face future challenges with adequate skills and abilities. Therefore, Islamic educational institutions need to develop an effective and sustainable human resource development strategy, by involving all relevant parties and with the support of adequate resources. This study used the library research method by conducting an analysis of literature studies related to human resource development strategies in Islamic educational institutions. Literature studies are obtained from various sources such as scientific journals, books, seminar papers, and other related publications related to the research topic. The results of this study indicate that various human resource development strategies that can be carried out by Islamic educational institutions include training and development, apprenticeship programs, scholarships and awards, mentorship programs, increasing human resource welfare, collaboration with other institutions, evaluating human resource performance, spiritual coaching, technology implementation, and innovation development. With the right human resource development strategy, Islamic education institutions can have quality human resources and be able to meet the needs of Islamic education

Challenges Impeding the Implementation of Effective Continuous Teacher Professional Development Programs in Eastern Cape Department of Education

Training opportunities are essential for introducing teachers to effective instructional strategies and pedagogical approaches. Teachers need access to professional development programs that promote knowledge and skills acquisition to improve learner performance. Due to a lack of training, school administrators frequently misinterpreted key elements of the teaching and learning process and failed to understand the objectives and requirements of the new curriculum. To increase the ability and competency of educators in the province, it is the goal of this article to identify obstacles preventing the Eastern Cape Department of Education from implementing training programs effectively. This study utilises a descriptive and explanatory qualitative case study. Data was collected using interviews with five (5) (n-5) key informant participants. The findings indicate that Human Resource Development lacked competitive and practical skills development programs, resources (finance), capacity, low participation from educators, effective human resource strategy and training opportunities for educators, leading to poor learner results throughout the province. ECDoE is recommended to implement well-designed professional development programs which align with the curriculum and educational objectives of the National Department of Basic Education. By focusing on specific areas of need, such as literacy, numeracy, or inclusive education, these programs can address critical challenges faced by teachers and students in the province. The study suggests that ECDoE can implement competitive training programs, develop a comprehensive human resource development strategy, hires well-skilled trainees and training opportunities should be given to all educators in the province.

대학 교직원이 인식하는 조직 긍정성이 조직 혁신성에 미치는 영향

This study aimed to explore the effect of faculty and staff’ organizational positivity perception of university organizations on organizational innovation. In order to achieve the purpose of the study, data collected through the 2022 University Innovation Capacity Assessment (UICA) were used. Samples include 7,902 faculty and staff members from 61 universities. A HLM method was conducted to the analysis. As a result of the study, it was confirmed that organizational positivity perceived by faculty and staff had a positive effect on organizational innovation. The results of this study contribute to the development of university organizational culture theory and suggest practical implications for establishing human resource development strategies for faculty and staff members at the university organizational level.

PENGEMBANGAN SUMBER DAYA MANUSIA UNTUK PENINGKATAN KUALITAS PEGAWAI DI PT KERETA API INDONESIA (PERSERO)

PT Kereta Api Indonesia (Persero) has established an HR development program. The company's main goal is to transform the employee perspective into a service provider perspective by fostering high-level expertise, increasing individual productivity, and enabling them to better contribute to initiatives aimed at increasing business success. The purpose of the research is to find out the HR development programs carried out by PT Kereta Api Indonesia (Persero) to improve the quality of employees. The method used is descriptive qualitative with data collection through literature study. The results showed that PT Kereta Api Indonesia (Persero) has a human resource development strategy, including a quality recruitment process by finding qualified candidates through job fairs at various prestigious universities and competency-based education and training (Diklat) programs held in stages, starting from the professional growth stage to the development of fundamental competencies through six available training venues.

Work-Life Quality Dynamics of Employees in a Selected Philippine National Government Entity: Basis for Human Resource Development Strategies

Objectives: This study sets out to achieve two main objectives. Firstly, it aims to identify the dynamics of work-life quality experienced by employees within a selected Philippine national government entity. Secondly, it seeks to establish a solid foundation for the development of human resource plans tailored to the needs identified in the organizational context.
 
 Methods: The research employed a descriptive approach, utilizing a survey questionnaire to gather data from 125 employees. The questionnaire covered various dimensions of work life, including the work environment, organizational culture and climate, relationships and cooperation, training and development, compensation and rewards, facilities, autonomy of work, and adequacy of resources.
 
 Results: The study's findings indicate a positive quality of work life among employees across multiple areas. Specifically, the favorable aspects encompass the work environment, training and development opportunities, compensation and rewards, facilities, autonomy of work, and the adequacy of resources.
 
 Conclusion: In conclusion, the study underscores the significance of key factors in promoting a conducive work environment and contributing to organizational effectiveness. These factors include fostering a positive work environment, implementing effective communication strategies, encouraging teamwork, and ensuring sufficient resources. The results provide a valuable framework for shaping human resource development strategies aimed at enhancing employee engagement, commitment, talent retention, and overall organizational success.

Analisa dan Pengembangan Sistem Informasi Prestasi Dosen Dan Mahasiswa Menggunakan Metode Prototype

The documentation of achievements by lecturer and students is crucial in the context of the development of faculties and educational institutions. Faculties across various higher education institutions worldwide are adopting technology to aid in improving the quality of teaching and learning, as well as monitoring the progress of lecturer and students. Furthermore, comprehensive evidence of achievements can be a significant factor in enhancing the accreditation value of study programs. An essential aspect of the accreditation process involves assessing the achievements of study programs, an evaluation that encompasses various indicators, such as the quality of teaching, research, and community engagement conducted by lecturer and students of the respective study programs. This research aims to analyze the need for an achievement information system to be employed by faculties for monitoring the achievements of lecturer and students in each study program. The development of the information system is executed using a prototype model, utilizing the PHP programming language and MySQL database. The results of this web-based application development demonstrate that the prototype model with PHP programming language and MySQL database can be effectively implemented. The implications of this web application enable the faculty leadership and study program administrators to more easily gather, monitor, and analyze the progress of faculty members and students' achievements. Consequently, the human resources development strategy at both faculty and study program levels can be further enhanced.

Human Resource Development in Health Informatics: Cultivating a Competent Workforce for Advancing Healthcare Technology

In the sphere of healthcare, health informatics is playing a transformative role by leveraging technology to optimize care delivery. The prowess of professionals in this domain holds utmost significance for advancement and efficiency within our healthcare system. This thought-provoking qualitative study delves into Human Resource Development (HRD) strategies specifically for individuals working within health informatics, aiming to foster a skilled workforce poised to drive progress in medical technologies. A meticulous review was conducted on related studies along with successful case examples, which essentially traced crucial developments and patterns unfolding in HRD practices across the field's spectrum. A myriad array of HRcentric methodologies were uncovered that revolve around forging interdisciplinary collaborations among employees while putting patients' needs at focus during training programs – revealing an urgent need for adaptive skills accordant with incessantly evolving technology trends. Contrariwise significant obstacles remain stifling sustained competency building over longer timelines. Accordingly it becomes mission-critical importance now more than ever before; concerted efforts towards curating custom-made multidisciplinary course offerings akin aligned environments fostering lifelong learning attitudes must be established - coupled alongside setting up statutory frameworks safeguarding such developmental endeavours accompanied by necessary funding incentives aimed explicitly towards nurturing patient-focused training modules abetting tech-geared educational solutions ultimately paving way ahead{New Chapter}. The implications arising from these insightful measures extend beyond providing comprehensive blueprints targeted primarily benefiting not solely hospital systems but also policy-shapers educators together intending make real-time positive impacts most importantly practitioners always progressing efficiently navigating through constantly morphing technological topographies operative presently encompassed under varied ambit existing healthcare spectra {new para chapter section}. Final summary consider single out ability promote upliftment standard clinical outcomes proving substantially when paying heed wisely constructed carefully chosen advised strategic advise pointers presented as part research findings detailing studious work done extensive topic concerning manifold facets trajectory development human resources particularly matter specific areas hand area interest explored here global point view universal perspective

Thực trạng và một số yếu tố ảnh hưởng nguồn nhân lực tại Trung tâm Y tế huyện EA H’Leo, tỉnh Đăk Lăk giai đoạn 2019 -2021

This study was conducted to understand the status of human resources for health and influencing factors at Ea H'Leo District Medical Center, Dak Lak Province in the period of 2019-2021. The study was conducted from October 2021 to October 2022 at Ea H'Leo District Medical Center, DakLak Province. This is a cross-sectional study combining quantitative and qualitative research methods. In the period 2019-2021, the medical workforce at the center ranges from 230-238 health workers. The group of health workers is mainly a clinical group (65.5% in 2021). The number of health workers on the payroll ranges from 215-210 (93.5-88.2%). Factors affecting human resources include two groups: favorable factors: recruitment and training; policies, increased income, welfare regimes, rewards, personal capacity assessment, emulation capacity, work efficiency, working environment, leadership, promotion opportunities; Group of factors that have not had a positive influence: recruitment and training factors, increased income, environment, working pressure. Conclusion: The study makes a number of recommendations including: Continue to create opportunities for health workers to promote their professional skills and strengths; The Board of Directors of the Health Center focuses on improving and enhancing the quality of medical examination and treatment services; Develop the Center's human resource development strategy and training plan in accordance with the actual situation. Keywords: Human resources for health, factors affecting, EA H'Leo District Medical Center, Dak Lak province