Human Resource Development Research Articles

State of the Art on High Performance Work Systems Research: A Bibliometrics Study

This systematic data-driven review examines current state of the literature on high performance work systems (HPWS) and identifies future research directions in the human resource development (HRD) literature, using bibliometric analysis and content analysis of 789 peer-reviewed articles published between 1996 and 2021. Firstly, this study presents yearly trends, influential articles, journals, and countries in the HPWS literature. Moreover, by employing bibliographic coupling and content analysis in conjunction, this study reveals the following key research themes: (1) HPWS and organizational performance, (2) HPWS and individual-level outcomes, (3) Human Resource (HR) systems-HPWS-performance link, and (4) Diversification of the HPWS research contexts. Based on the findings, we propose future research directions for HRD scholars, including the need to investigate the influences of HPWS utilization in the contexts of pandemic and uncertainty, sustainability, the adoption of HPWS in small and medium-sized enterprises, and the dark side of HPWS.

The impacts of Timor-Leste’s membership in the WTO:

The paper presents information about the significant impacts of Timor-Leste's membership in the World Trade Organization (WTO) on institutional reforms, trade policy challenges, and the prospects for ASEAN membership. The paper explores the comprehensive institutional reforms required by WTO membership, emphasizing the harmonization of over 300 economic legislations with WTO standards. The paper also acknowledges that Timor-Leste encounters challenges, including opportunities for strengthening the capacity of human resource and further development of a comprehensive trade policy framework. Additionally, trade negotiations with ten WTO member states on market access for goods and services, including the Information Technology Agreement (ITA), were carefully considered as part of Timor-Leste's WTO commitments, with the expectation of smooth implementation upon the country's membership of the WTO. The study also discusses the use of tariff protectionism as a strategy to safeguard sensitive domestic industries in Timor-Leste, while remaining in compliance with WTO rules in the future.

Cluster approach in the design of spatial development of the region

The rationale for the cluster approach in the formation of a policy for spatial development of a territory is presented using the example of the Samara region. The advantages of the cluster approach for designing the spatial development of the Samara region are determined. The role of the construction cluster in the spatial development of the region is substantiated, the main advantages and problems in the development of the construction cluster are named. One of the significant problems identified is the personnel shortage in the construction industry, to solve which it is proposed to use a cluster approach in the spatial development of the Samara region and the formation of a regional policy for the development of human resources in the construction industry, which will help retain and attract labor resources to the region.

If not us, then who? The role of human resource development in supporting employment for people with disabilities

If not us, then who? The role of human resource development in supporting employment for people with disabilities

Human Resource Planning Strategy to Improve the Quality of Online Library Management Information Systems (E-Libraries) of Higher Education in the Industrial Era 5.0

Library management information systems in universities are essential for managing e-libraries in universities. The world of education will face one of the challenges after 2030: the use of information technology or robotics in various sectors of human life, one of which is university libraries. This research was conducted using a literature approach by collecting data from various relevant theoretical sources about human resource management and higher education management information systems in the context of university library human resource planning strategies. This article delves into the practical application of library human resource planning strategies in universities. It discusses the formulation of university library human resource planning and the development of human resources in the era of Society 5.0. Furthermore, it explores the challenges and opportunities in implementing these strategies, such as change management, adaptive higher education management information system policies, and the development of librarians' professionalism in the era of society 5.0. This study uses a literature approach by collecting data from relevant theoretical sources about library human resource management and higher education management information systems in the educational context of university library human resource planning strategies. Data is analyzed through systematic literature synthesis to identify university library human resource planning strategies that can improve the quality of management e-library in the era of Society 5.0. In this era, adaptive and technology-oriented human resource management strategies are the key to improving the quality of university e-library management.

Development of Sustainable Marketing Within Industrial Businesses: The Decisive Influence of the Cultural and Politic Context

In recent decades, the incorporation of sustainable development principles into marketing has increased significantly. Consequently, researchers have explored the contrasting relationships between the two areas to evaluate their respective relevance. In response to this change, researchers and practitioners have explored the possibilities of incorporating sustainability concepts into marketing. Therefore, the aim of this study is to focus on the cultural and political factors that explain the development of sustainable marketing in Cameroonian industrial enterprises in light of the existing literature on sustainability and marketing. To achieve this goal, we collected qualitative and quantitative primary and secondary data from a sample of 74 Cameroonian industrial enterprises in the Centre, Littoral and West regions. We used different statistical tools such as descriptive, exploratory, correlation and explanatory analysis. The results of this approach show that cultural and political factors such as human resource development, religion, language, ethnicity, compliance with laws and regulations, adherence to standards, and quality explain the implementation of sustainable marketing in industrial enterprises in Cameroon. Therefore, we recommend that public and private organisations strengthen their environmental discourse, especially in developing countries, in order to successfully transition to more responsible practices.

Design For Development of PAI Curriculum in Madrasah Views from Science and Technology

The aim of this research is to analyze the views of science and technology in curriculum development design. The research method used is the library research method with books and journals as sources of information. The results of this research are: According to a review of the basis of science and technology, the design of PAI curriculum development in madrasah for each component must include science and technology in it, including objectives, materials, methods and evaluation. Then, in including science and technology in the development of the PAI curriculum in madrasah, there are several things that must be taken into account, including: a) must be effectively and dynamically balanced with human resource development, conducting research, and developing science and technology infrastructure; b) aimed at improving the nation’s quality of life and prosperity; c) must be in harmony with religious values, socio-economic conditions and culture at a higher level of productivity and development; and d) must have the ability to solve specific problems.

Tujuan dan Rancangan Program Diklat Badan Pengembangan Sumber Daya Manusia Provinsi Kalimantan Tengah

This article aims to provide an in-depth insight into appropriate training objectives, so as to improve the effectiveness of education and training programs and achieve the desired results. In the context of organizational strategy and training program design, training objectives play an important role. Clear and purposeful training objectives can help improve the effectiveness of training programs, motivate trainees, and provide indicators of success that can be evaluated. This study used a qualitative descriptive approach. The data collection methods used were observation, interview, and documentation. The results showed that clear and well-defined training objectives are essential in designing an effective training program. The research also emphasizes the importance of training objectives in the context of organizational strategy, where appropriate training objectives can help the organization achieve its goals and respond to existing needs. This article contributes to the understanding of the importance of training objectives in improving the effectiveness of education and training programs. The results of this study can serve as a basis for organizations, especially the Central Kalimantan Province Human Resources Development Agency, in designing more effective training programs and ensuring the achievement of organizational goals through human resource development.

Self-rating scale in self-directed learning in workplace context: a case study of Thai operational employees in the petrochemical plant industry

PurposeThis study addresses the need for a validated tool to assess self-directed learning (SDL) behaviors among Thai operational employees in the petrochemical industry. Understanding SDL capabilities is essential for effective human resource development, given the complexity of plant operations and the need for continuous skill enhancement.Design/methodology/approachThis research adapts the self-rating scale of self-directed learning (SRSSDL) to the Thai workplace context. The SRSSDL was translated into Thai and adapted for the workplace. Five experts validated the content, and validity and reliability testing was conducted with 50 operational employees from Thai petrochemical plants. Confirmatory factor analysis (CFA) and Cronbach’s alpha were used to assess the instrument’s reliability and validity.FindingsContent validation confirmed that all SRSSDL items had an item-objective congruence (IOC) score above 0.5. CFA results showed a good model fit (comparative fit index [CFI] = 0.99, Tucker–Lewis index [TLI] = 0.98, root mean square error of approximation [RMSEA] = 0.02 and standardized root mean square residual [SRMR] = 0.02). Reliability analysis showed Cronbach’s alpha values from 0.91 to 0.96, indicating excellent internal consistency.Originality/valueThis research is the first study to assess and prove the content validity, construct validity and reliability of the SRSSDL in the context of Thai workplaces, particularly in the petrochemical industry. The SRSSDL is a reliable and valid tool for assessing SDL behaviors among Thai operational employees. It enhances human resource development by identifying SDL capabilities and fostering continuous improvement and SDL.

Leadership in Sports Organizations: An Overview of Indonesia

This study discusses various leadership approaches that affect organizational performance and human resource development. In this context, the two main approaches analyzed are behavioral and transformational approaches. The behavioral approach focuses on the behavior patterns of leaders which are divided into four systems, ranging from authoritarian exploitation to participative. Meanwhile, the transformational approach emphasizes the ability of leaders to empower their subordinates through changes in values, beliefs, and needs, with the aim of leading the organization towards future success. This study also explores various types of leadership, such as charismatic, paternalistic, militaristic, autocratic, laissez faire, populist, administrative, and democratic, each of which has different characteristics and influences in leading an organization. The concept of effective leadership is considered key to building and maintaining a healthy corporate culture, which in turn can improve overall organizational performance. In the context of sports management, leadership also plays an important role in building character and social skills through sports. The conclusion of this study shows that good leadership can have a positive impact on the organization, by building good relationships between leaders and subordinates and creating a conducive working atmosphere to achieve common goals.

Essential Characteristics for School Administrators in the Digital Age for Thailand

Introduction: It is well known that education and teaching practices are affected by technological developments. The ubiquitous spread of information and communication technologies in recent years has forced educational institutions to undergo a digital transformation so as to keep up with the today’s technological age. Educational activities have become sustainable in virtually all environments and under virtually all conditions, with interactive whiteboards having long since replaced the traditional blackboard in most schools. Changes emerging today include revised job definitions, changing patterns of daily life, and the desire for economic value; together they represent the primary results of this digital transformation. Objective: This study aims to explore the essential characteristic for school administrators in the digital age. Method: This is quantitative approach. The population was educational administrators in Thailand who are responsible for management in educational institutions. This Quantitative Research analyzed the data using Descriptive Statistics, Inference Statistic and Multivariate by IBM SPSS and Structural Equations Modeling (SEM) was analyzed by IBM SPSS AMOS. Results: 1) Government Policy (GP) 2) Performance Attribute (PA) and 3) Competent Innovation directly influence on Perceived Value. Moreover, Perceived Value directly influences on Performance Identification. Analysis of the SEM model was found to be accurate because the model is consistent with empirical data, harmonization index passed all criteria, Chi-Square = 173.53, df = 88 RMSEA = 0.04 and RMR = 0.03, index GIF = 0.96 and AGIF = 0.94 and R2/ df = 1.97. Conclusion: These findings can be used to develop academic fields such as research and strategic planning effectively and can be applied in educational industry as well, so making the product feature that meets the needs of the customer will result in the perception of the value of the product and making a purchase decision. This finding has benefits on human resources development and school management and school administrators as well.

Development Strategies for MSMEs Receiving the PENA (Heroes of the Archipelago Economy) Program in Overcoming Poverty in Pamekasan Regency

This research is a qualitative study that aims to describe the process of the Ministry of Social Affairs' PENA (Heroes of the Archipelago Economy) Program Recipient MSME Development Strategy in Overcoming Poverty implementation of the ministry of social affairs program in reducing poverty in Indonesia, but the author focuses on one area, namely in Pamekasan Regency, the program is Heroes of the Archipelago Economy abbreviated as PENA. Poverty reduction can be achieved through four strategic paths, namely opportunity expansion, community empowerment, capacity building, and social protection. The results of this research through SWOT analysis can be concluded. The strength of the MSME Development Strategy for PENA Program Recipients of the Ministry of Social Affairs in Overcoming Poverty in Pamekasan Regency is that the PENA Program is in a good and prime condition which makes it possible to expand, after this program can be more self-sufficient to enlarge progress, and achieve maximum success. There are also weaknesses, namely in terms of the lack of human resource development, and in terms of the government that has not been able to optimize the program to the community. The opportunity is to become the main program that can be supported by the government, the increase in the ecommers platform which causes people's purchasing power to be high. Threats are when the consequences caused by most of the PENA Program recipients are not optimal in utilizing existing technology and the commitment made by the government does not run optimally or the involvement of other agencies and institutions, especially the village government from small lines in the community.

Practice and evaluation of the suicide prevention gatekeeper training program incorporating dialogue

Objective This study aimed to examine the practice and evaluation of the suicide prevention gatekeeper training program incorporating dialogue conducted as part of a comprehensive suicide prevention project.Methods To provide individual support for suicide prevention, supporters' flexibility should be improved. The Niigata City Mental Health Center aims to improve traditional lecture-based human resource development programs for suicide prevention. In fiscal year (FY) 2017, we developed a "Gatekeeper Training Textbook for Suicide Prevention" that incorporates dialogue. Training programs using this textbook have been conducted since FY 2018. A self-administered questionnaire survey was administered to 975 participants in training programs from FY 2018-2022. The survey included the type of institution, understanding of responding to suicide risk, decrease/no decrease in difficulty in responding to suicide risk, and opinions and impressions of the programs. Data were analyzed using descriptive statistics and the difference in the proportions of decrease/no decrease in difficulty in responding to suicide risk by institutions was examined. Descriptions of the program's learning and awareness were analyzed qualitatively.Results There were 761 (78.1%) respondents. Regarding their understanding of responding to suicide risk, 95.9% of the respondents answered, "I understood better." Questions about the decrease/no decrease in difficulty in responding to suicide risk revealed that youth- and child-rearing support institutions scored higher than other institutions, whereas school-related institutions scored lower than other institutions regarding the rate of decrease in "2; asking individuals who have self-harmed about their wounds," "4; appropriately assessing the urgency of suicide risk," "6; asking about their desire to die," and "7; asking about their plans to commit suicide." Comments and opinions about the program were divided into four categories.Conclusion We have developed a new method for suicide prevention gatekeeper training that incorporates dialogue and involves training with various community supporters. The number of respondents who answered that the difficulty decreased regarding receptive responses and cooperation with other institutions increased after training. Additionally, the respondents' understanding of their responses and cooperation were reported in free-written descriptions. However, training content and evaluation methods that match each organization's characteristics should be considered because there were differences in the tendency of decreases in difficulty after training between institutions.

Employee Training and Delivery of Services at the Postal Corporation of Kenya

Purpose: Service delivery is an essential aspect for an organization to gain competitive advantage, since service delivery deals with how a service or a product is delivered to the client and whether it’s fairly or unfairly done hence determining prosperity or downfall of organization. A sure way of realizing full potential of an organization is use relevant human resource development mechanisms appropriately. Human resource development mechanisms describe an organization’s strategies of investing in activities and programs that are intended to develop competence, skills, and knowledge of employees. The study aimed to examine possible association between employee training efforts and service delivery in Postal Corporation of Kenya in Nairobi. Methods: The study is anchored on SERVIQAL model and it deployed a positive research philosophy paradigm and quantitative research design, targeting a population of 400 respondents comprising 300 employees and 100 clients, 40% sample size is obtained from target population translating to 160 respondents. Results: Key finding of the study was that employee training is a significant determinant of service delivery at Postal Corporation of Kenya. As such, the corporation’s efforts at enhancing the capacity of its employees were established to be significantly linked to the quality of the corporation’s services. Conclusion: The study recommends deliberate planning and enhancement of the employees’ skills and knowledge to ensure continued competitiveness of the corporation.

Pengembangan Survei Kebutuhan Pendidikan Dan Pelatihan Kepariwisataan: Peningkatkan Kapasitas Masyarakat Desa Sanrobone, Kabupaten Takalar

Takalar Regency, South Sulawesi, possesses diverse tourism potential encompassing nature, culture, history, marine, and man-made attractions. Tourism development in this region contributes to the improvement of the local economy. However, based on observations and needs analysis conducted by the Community Service team from Makassar Tourism Polytechnic, training is necessary. Tourism managers of Sanrobone Village require collaboration between the government, educational institutions, and local communities. The tourism training program implemented by Makassar Tourism Polytechnic aims to support the development and improvement of human resource quality in Sanrobone Village, Takalar Regency, as well as increase tourism knowledge and awareness among local communities. Through this program, it is expected to assist in the development and management of Sanrobone Village to become an excellent tourist village. The interactive method of delivering material that considers participants' needs is key to the success of this program. The materials include Tourism Awareness and Sapta Pesona, Service Excellence, Digital Marketing, and an explanation of the requirements to meet the ADWI criteria. The conclusion from the training implementation is to maximize the natural, cultural, and historical potential in Sanrobone Village, thus impacting the increase of community tourism awareness in the environment surrounding the Tourist Attraction. Human resource development training for managers is expected to help realize an excellent tourist village."

Qualitative research in the Academy of Human Resource Development-sponsored journals

Purpose Qualitative paradigmatic perspectives are increasingly recognized as providing in-depth, rich and nuanced interpretations and critiques of complex phenomena. Nonetheless, positivist and post-positivist epistemologies still dominate social science disciplines. The authors were unable to identify published information on the state of qualitative research in human resource development (HRD) despite the numerous theoretical foundations, epistemological stances and global approaches that shape HRD. To fill this gap, this study determined the prevalence of qualitative designs, data collection methods and data analysis techniques that have been used in Academy of Human Resource Development (AHRD)-sponsored journals. This study identified gaps in the use of qualitative research to be explored by HRD scholars to advance research and practice. Design/methodology/approach A descriptive case study approach was used to determine the state of qualitative research in three AHRD-sponsored journals. Findings Qualitative articles have increased in number but still account for a lower percentage of articles when compared with other peer-reviewed articles, including quantitative methodologies and conceptual papers. Most articles lacked grounding in stated ontology and epistemology needed to guide researchers’ investigations, potentially leading to weakened methodological choices, interpretations and authenticity of conclusions. Research limitations/implications To provide in-depth understanding of HRD-related phenomena, all important elements of qualitative articles should be addressed to strengthen the credibility and authenticity of the research process. Qualitative theorists and researchers can build on and embrace the soundness of qualitative research and theories in HRD. Expanding on the credibility and authenticity of rigorously conducted qualitative research will help to broaden the perspectives of researchers who may be hesitant to explore this methodology of inquiry. This will strengthen methodological sophistication and expand the knowledge base of qualitative research. Practical implications HRD professors/instructors will find this study to be a useful guide for graduate students who are exploring and using qualitative inquiry for their research and for understanding others’ research. Practitioners will also find it useful to understand HRD research to determine possible interventions in their workplaces. Originality/value This study identifies trends and patterns of epistemologies and methods used in HRD qualitative articles and provides a foundation on which to build future studies and establish unexplored, unconventional qualitative methodologies and methods.

THE INFLUENCE OF JOB DESK, HR DEVELOPMENT, WORK SPIRIT AND CAREER DEVELOPMENT ON EMPLOYEE PERFORMANCE BANK BJB BATAM

This research aims to test and analyze the influence of the job desk, human resource development, work enthusiasm, and career development on the performance of Bank BJB Batam Branch employees. Respondents totaled 154 employees. Data was collected using a questionnaire. The data analysis technique uses a multiple regression model, with the T test and F test. Data analysis results were obtainedjob desk variable (x1) with t count 3,910> t table 1,655 significant value 0.004 < 0.05. This shows that the job desk has a significant effect on employee performance. Development of human resources (x2) with t count 4.274> t table 1.655 significant value 0.001 < 0.05. This shows that human resource development has a significant effect on employee performance. Work morale (x3) with t count 4.436 > t table 1.655 significant value 0.000 > 0.05. This shows that work enthusiasm has a significant effect on employee performance, career development (x4) with t count 4,241> t table 1,655, significant value 0.002 < 0.05. This shows that career development has a significant effect on employee performance. The F test shows that F count is 19,278 > F table 2,430, significant 0.000 < 0.05, which means that job desk (x1), human resource development (x2), work enthusiasm (x3), and career development (x4) simultaneously have a significant effect on employee performance (Y).

Navigating AI Transformation: Human Resource Development Strategies for Corporate Learning

Artificial Intelligence (AI) has revolutionised knowledge work through generative AI like ChatGPT, impacting coordination, creativity, and problem-solving. As AI adoption accelerates, understanding its implications for Human Resource Development (HRD) becomes crucial. This paper introduces a conceptual framework for HRD strategies in AI transformation, addressing the dearth of research in this area. Utilising a case study approach, we distinguish five strategies: Acceleration, Culture-driven Transformation, Data-Driven Agility, Personalized Learning, and Immersive, emotional Learning at the workplace. Each strategy caters to distinct organisational needs. Challenges include balancing rapid upskilling, managing cultural shifts, ensuring data quality, promoting self-directed learning, and implementing immersive technologies. The framework offers insights for organisations navigating AI-induced transformations in HRD practices. Further research and refinement are essential as AI technology evolves.

The Influence of Human Resource Development on Performance Through Competence and Work Motivation to the Head of Mekaar Unit PT Permodalan Nasional Madani

The purpose of this research is to determine the effect of human resource development on motivation, the effect of human resource development on competence, the effect of human resource development on performance, the effect of motivation on performance, the effect of competence on performance, the effect of human resource development on performance through motivation as intervening variable, the effect of human resource development on performance through competence as intervening variable. This research uses a quantitative methodology with purposive sampling method through the distribution of questionnaires to 150 respondent, analyzed using SmartPLS. The results of this study indicate that human resource development has a positive effect on motivation, human resource development has a positive effect on competence, human resource development has a positive effect on performance, motivation has a positive effect on performance, competence has a positive effect on performance, human resource development has a positive effect on performance through motivation as intervening variable, human resource development has a positive effect on the performance through competence as intervening variable

Pengaruh Kompensasi dan Motivasi Kerja Terhadap Kinerja Karyawan pada Badan Kepegawaian dan Pengembangan Sumber Daya Manusia Kabupaten Karawang

This research aims to determine the effect of compensation and work motivation on employee performance at the Karawang Regency Personnel and Human Resources Development Agency (BKPSDM). The method used was quantitative descriptive sampling, which used saturated sampling, while obtaining data was carried out by distributing questionnaires to 53 employee respondents BKPSDM who then analyzed the influence partially and simultaneously using Path Analysis of the coefficient of determination as well as testing the t test and f test. The research results show that: the influence of compensation and work motivation on employee performance is positive and significant, so the compensation path coefficient is 0.888, which means that compensation is greater than the motivation variable, namely 0.172, which means that motivation has a greater influence on employee performance. Based on the research results, it can be concluded that compensation partially influences the performance of Karawang Regency employees BKPSDM. Motivation influences employee performance at BKPSDM Karawang Regency and simultaneously compensation and work motivation influence employee performance at BKPSDM Karawang Regency.