Human Resource Development Research Articles

Effectiveness Of Team-Based Training Programs In Hospitals

The Effectiveness of Team-Based Training Programs in Hospitals aims to evaluate the effectiveness of team-based training programs in developing the competencies of health workers in hospitals. The research is based on the importance of collaboration between health professions to improve quality of care, but is often hampered by communication and coordination gaps. The research methodology involved systematically evaluating the training program qualitatively, measuring changes in trainees' competencies, and exploring participants' perceptions and experiences. The main objectives of the study were to evaluate the effectiveness of the program in developing health worker competencies, measure changes in participant competencies, explore participant perceptions and experiences, and provide recommendations for future program improvements. It is expected to provide valuable insights into the effectiveness of team-based training programs and identify areas that require improvement. This will be used to improve future training programs, with the ultimate goal of improving health worker collaboration and the quality of health services for patients. The implications of this study include contributions to human resource development in healthcare and the promotion of a culture of collaboration between healthcare professionals. The research findings from the study on the Effectiveness of Team-Based Training Programs in Hospitals indicate several positive outcomes. First, participants reported improvements in communication, particularly in emergency situations, where teams responded more swiftly and effectively. The program also led to enhanced coordination between shifts, reducing errors in patient care and improving the overall quality of services provided

Approaches to Dementia Control in a Community in Japan

Abstract Background In order to consider future dementia countermeasures in the community, we conducted a survey to understand the characteristics of the elderly living in the community. Methods A self-administered questionnaire survey was conducted in collaboration with Hanno-city, Saitama Prefecture, targeting all persons aged 65 years or older (excluding institutionalized residents) living in Hanno-city (aging rate: 32.0%). The questionnaire items included basic attributes, lifestyle, daily living conditions, and willingness to participate in activities. The survey was sent to 7,133 people, and 3,623 valid responses were received (valid response rate: 50.8%). Results Respondents were 1,135 males (51.2%) and 1,080 females (48.8%); 1,979 (54.6%) were aged 65-74 and 1,644 (45.4%) were aged 75 and over. The proportion of single-person households was 12.1%. 56.1% of the respondents had been living in the community for 30 years or more, and the overall membership rate of the residents’ association was high at 91.0%. A total of 691 (19.1%) of the respondents had seen someone suspected of having dementia. 1,178 (32.5%) answered ‘yes,’ 1,452 (40.1%) answered ‘no,’ and 881 (24.3%) answered ‘don’t know. There were 472 (8.1%) dementia supporters. Conclusions The membership rate of local residents’ associations was high at 91.0%, indicating that the community maintains relatively close relationships with its residents. Based on the National Dementia plan, further consideration will be given to long-term goals such as human resource development for each region and policies to support these goals. Main messages: In a mountainous district with an aging population similar to that of Japan as a whole, only about one-third of the respondents knew of a contact point for dementia-related issues. Based on the National Dementia Plan, the government will consider dementia policies, including long-term goals and policies to support these goals in the community. Key messages • In a mountainous district with an aging population similar to that of Japan as a whole, only about one-third of the respondents knew of a contact point for dementia-related issues. • Based on the National Dementia Plan, the government will consider dementia policies, including long-term goals and policies to support these goals in the community.

The Influence of Human Resource Development, Leadership Style, and Competence on the Performance of the Mediating Role of Service Quality

This study aimed to determine the effect of HR Development, Competence, and Leadership Style on Service Quality and teacher performance at SMP and SMA IT AL Utsmani Bangkinang. A questionnaire is used to collect data in this research. The population in this study were all teachers at SMP and SMA IT AL Utsmanai Bangkinang with 81 teachers. The sample of this study used the census method with PLS 3.0 Structural Equation Modeling (SEM) analysis. The results showed that HR development had a positive and insignificant effect on Service Quality. The results showed that HR development had a positive and insignificant effect on Service Quality, Competence had a positive and significant effect on Service Quality, Leadership Style had a positive and significant effect on Service Quality, and Human Resources Development had a positive and significant effect on performance.

Addressing contemporary challenges of Human Resource Development in Private and Cooperative sector milk processing organizations in Pune region

HRD practices in private and cooperative sector milk processing organizations in Pune region were investigated through 175 management and 1195 employee respondents of selected milk processing organizations from both the sector by adopting proportionate convenience sampling technique; which indicates that overall, fair & poor level of HRD practices found in private and cooperative milk processing organizations in Pune region; an enlightened organization would initiate immediate drastic HRD interventions to prevent the situation from deteriorating further by designing/re-designing effective HRD policy and developing good HRD practices. Management of both the sector milk processing organizations needs to design the existing HRD policy in line with standard practices so as to develop good HRD culture. Again, in between the two sectors, private and cooperative sector milk processing organizations in Pune region, cooperative sector was noticed to be drag behind by most of the poor HRD practices and indicating the acute need for addressing the issues. It strongly indicates the need for addressing the challenges of HRD practices being followed by implementing all HRD practices as per standard way to get the best HRD practices result in both the sectors milk processing organizations so as to sustain in global competition.

Challenges of Lack of Human Resources in Training Management at SPNF Sanggar Medan City Learning Activities

The background of the research is based on the formulation of the problem, namely the challenges faced by the Learning Activity Studio (SKB) in Medan City from the perspective of training management due to limited resources. This study uses a qualitative approach with a descriptive analysis method. The subjects in this study are leaders and employees at SPNF SDKB in Medan City who are selected through purposive sampling techniques. Data collection was carried out through observation and interviews directly to respondents. Data analysis is carried out qualitatively consisting of data reduction, data presentation, and conclusion drawing. The results of the analysis show that the development of human resources in a SKB is very necessary to improve the quality and success of the training program, namely further efforts are needed in the development of more varied training programs and more activities, as well as improving human resource competencies so that the company can survive and develop in accordance with environmental demands. To increase training management resources, SKB can consider strategies such as internal and external training, as well as the use of technology to improve training access and efficiency.

The effects of supervisory negative feedback and coaching on employees' responses to feedback: The moderating role of mindset

AbstractFeedback is a vital human resource development (HRD) practice, extensively researched and used to regulate employee behavior and performance. However, despite a century of research and immense significance and use, we still do not fully know why some accept feedback while others reject it. Critics blame both providers and recipients, as well as feedback message format, for this failure. In this study, I investigated whether the focus of the supervisory feedback (negative vs. negative and facilitative) could enhance employees' responses to feedback (e.g., acceptance and use). I also examined whether employees' mindset (i.e., fixed vs. growth) would moderate these relationships. I proposed that employee coaching (i.e., negative and facilitative) would be more accepted than negative feedback alone. In addition, I expected a positive moderating role of the growth mindset between supervisory feedback and employees' responses. To test these assumptions, I conducted a laboratory experimental vignette study (N = 69). In line with propositions, employee coaching had a larger effect on the employees' responses to feedback (e.g., feedback acceptance; M = 4.95, SD = 1.24) than negative feedback alone (M = 4.08, SD = 1.35). In addition, simple slope results showed that employee coaching was significantly higher than negative feedback for growth mindset (i.e., +1 SD). Finally, path analysis revealed that the interaction between negative feedback, employee coaching, and mindset yielded the strongest positive effect on employees' responses to feedback. Overall, findings add to and endorse calls for more future‐focused HRD practices during feedback interventions. In addition, for effective feedback, this study calls for HRD practitioners to account for all critical factors involved in feedback exchanges, from provider to recipient and feedback message.

Bridging The Gap Between Maritime Education and Industry Needs: Enhancing Human Resource Development

This research explores the critical need for maritime vocational education to align more closely with the evolving demands of the maritime industry, particularly in the areas of technological integration, environmental compliance, and industry collaboration. By analyzing the qualitative perspectives of maritime professionals, educators, graduates, and senior government officers, the study identifies key gaps in the current educational framework. The findings highlight the moderate effectiveness of existing programs, with strengths in regulatory knowledge and industry-academia partnerships, but weaknesses in preparing students for advanced technological systems and practical environmental challenges. The study emphasizes the need for curriculum modernization, increased hands-on training, and deeper, long-term industry partnerships to equip future maritime professionals with the skills necessary to navigate a rapidly changing sector. Ultimately, this research provides actionable insights for improving the responsiveness and agility of maritime vocational schools, ensuring that graduates are better prepared for the technological, regulatory, and environmental challenges facing the maritime industry.

Applying a Theory of Change for Human Resources Development in Public Health Supply Chains in Rwanda.

The health supply chain (SC) system in Rwanda experienced a number of workforce-related challenges, including insufficient skilled supply chain management (SCM) professionals with the necessary competencies. The Human Resources for Supply Chain Management (HR4SCM) Theory of Change (TOC) provides a methodology to assess human resources (HR) management systems by explaining the preconditions required to achieve optimized workforce performance. We applied this model to design interventions to strengthen the Rwanda health SC workforce. We compared conditions in the health SC HR system in Rwanda with the 60 outcomes described as necessary for optimized workforce performance in the HR4SCM TOC model. We used a survey and participatory workshop at the central level, followed by structured interviews (N=35) with SC professionals in health centers, hospitals, and regional warehouses (N=20) in Southern Province and Kigali City to identify which outcomes already existed in the Rwandan HR system and which outcomes required strengthening through targeted interventions. We used focus groups (N=2) to refine interventions. We identified that 31 of the 60 outcomes were not sufficiently in place in the Rwandan health SC HR system. SCM workers had gaps in the technical and managerial competencies and did not have access to adequate training and professional development opportunities for certain required competencies. An SCM career path did not exist, and education was not available for all required SCM qualifications. Fourteen of these outcomes were prioritized for strengthening. We designed 20 workforce interventions with the Ministry of Health to address these deficiencies and selected indicators to monitor the interventions. Applying this HR TOC model enabled a systematic process to identify gaps, develop and prioritize interventions, and select indicators. Practitioners designing and evaluating SC workforce interventions should consider applying this methodology to design more effective, theory-driven interventions to improve SC workforce performance.

Positive Deviance in Nutritional Practices for Two-Year-Olds in Poor Fisherman Families in the Belawan Health Center Area, 2022

The problem of malnutrition is still the main problem faced in human resource development. The problem of growth and development of Baduta is a serious problem because at this age the process of physical and intellectual growth and development is critical. Malnutrition problems mostly occur in poor families but are not caused by poor families who have well-nourished children. The Belawan Community Health Center working area is one of the community health centers with the highest number of cases of malnutrition in Medan City. To overcome this, a program is needed that is believed to be effective and sustainable. One of the existing programs to overcome the problem of malnutrition and malnutrition is positive deviation. This research aims to identify positive behavior in feeding (type of food, processing of food ingredients, mealtimes and method of feeding) of toddlers who are well-nourished in poor fishing families in the Belawan Community Health Center Working Area in 2022. This research method is qualitative research with a narrative approach. Researchers studied individual lives by asking one or several individuals to tell stories about their lives related to positive behavior in feeding well-nourished animals. This information is then retold by the researcher in a narrative chronology. The findings of this research indicate that addressing nutritional challenges in children can be effectively achieved by leveraging the potential and resources within the community. This is done through the identification of positive deviant behaviors, particularly those related to beneficial feeding practices. These practices encompass aspects such as the types of food provided, the methods of food preparation, the timing of meals, and the approach to food administration. Keep up the great work! The way you’re thinking about integrating community strengths is spot-on for creating sustainable solutions.

Development of Morality and Ethics in Educational Institutions under the Office of the Vocational Education Commission Pathum Thani Province

Background and Aims: Developing a nation to compete with advanced countries requires prioritizing human resource development, with education serving as the foundation of this progress. Quality education establishes a sustainable knowledge base, essential for achieving economic, social, and political growth. This study aims to: (1) evaluate the level of moral and ethical development among staff in vocational institutions governed by the Vocational Education Commission in Pathum Thani Province; (2) compare staff perspectives on moral and ethical growth based on variables such as gender, position, and age; and (3) identify effective strategies to enhance moral and ethical standards within these educational institutions in Pathum Thani Province. Methodology: The sample group for this research included 348 personnel from institutions under the Office of the Vocational Education Commission in Pathum Thani Province during the 2023 academic year, selected via stratified random sampling. Research tools comprised a questionnaire using a 5-point rating scale, which had an Item-Objective Congruence (IOC) value ranging from 0.80 to 1.00, a reliability coefficient of 0.83, and a structured interview. Data analysis utilized statistical methods such as frequency, percentage, mean, and standard deviation, along with t-tests, F-tests, and pairwise comparisons using Scheffe’s method. Results: The research results indicated that: (1) The overall level of morality and ethics development in educational institutions under the Office of the Vocational Education Commission in Pathum Thani Province was rated high across all dimensions, with consistently high ratings for each specific aspect. (2) Comparative analysis revealed significant differences in morality and ethics development based on gender and position at the 0.05 significance level, but no significant differences were found based on age. (3) Guidelines for enhancing morality and ethics emphasized systematic professional oversight, recognition of outstanding personnel, and structured curricula for moral and ethical growth. The Office of the Vocational Education Commission highlighted merit-based assessments grounded in moral principles, clear standards, and well-defined workloads. Additionally, educational administrators demonstrated effective leadership by modeling rational behavior, prioritizing reason over emotion.

Preparing a Globally Competent Workforce: A Mixed Methods Study of an Innovative Co-Curricular University Program

Problem Human resource development (HRD) scholars and practitioners have long sought ways to develop employees to meet the needs of globalized workplaces. However, given that many employers expect employees to possess global skills before they begin working, it is incumbent upon HRD educators in higher education contexts to develop and implement innovative programs to enrich global competence, which includes the knowledge, skills, experience, and mindset required for global work. Solution This mixed methods study describes and explores the efficacy of an innovative co-curricular program, the Global Competence Enrichment Program, designed to enhance the global competence of American and international graduate students enrolled at a higher education institution in the United States through a mutual intercultural learning process. Stakeholders Stakeholders include HRD scholars and practitioners as well as organizational leaders interested in designing and implementing HRD programs around global competence enrichment.

Implementation of Human Resource Development in Ecotourism Development of Braja Harjosari Village

Braja Harjosari Village is a buffer village in the Way Kambas National Park area. In supporting the tourism potential in Braja Harjosari Village, in 2022, it established community-based ecotourism village regulations. This study aims to analyze the implementation of ecotourism village regulations in Braja Harjosari Village, Lampung, focusing on human resource development and public support in community-based ecotourism management. The findings show that the active participation of stakeholders, including village officials, tourism awareness groups (Pokdarwis), Way Kambas National Park, and local communities, plays a significant role in promoting sustainable tourism and preserving the local environment and culture. Formal communication and mutual agreements among stakeholders ensure effective information delivery. Training programs held by Pokdarwis and village officials have been shown to improve the technical skills and business acumen of the community, supporting sustainable ecotourism development. The synergy between Pokdarwis and village officials, supported by good regulations, has driven economic growth while preserving the environment. Community awareness of environmental preservation and openness to visitors create a positive cycle that supports the sustainability of ecotourism, improves community welfare, and preserves biodiversity and local culture in Braja Harjosari Village.

Sustainable Human Development In The light of Training and Total Quality (TQ)/ Study area (General Company for Hydraulic Industries) One of the Technological Incubators

This research aims to achieve sustainable human development through training and Total Quality (TQ) in Technological Business Incubators (General Company for Hydraulic Industries), to provide small and medium enterprises with effective human resources. The research targeted the intermediate levels represented by workers responsible for translating strategic decisions and strategic management of human resources by making decisions related to developing and empowering workers and building the necessary and effective capabilities. The study relied on the descriptive analytical approach due to its suitability to the objectives of the study and using the SPSS program to extract the results for the purpose of analyzing them. Thus, the study reached many results, the most important of which is the presence of a significant positive effect between the research variables. The results of the correlation relationships between the training variable and TQ reached 97%, and that the technological incubator provides a set of services in human resource development through training and TQ in its human dimension and leads to improving overall performance, developing workers and continuous work with a future vision and comprehensive sustainable development. It recommended laying the necessary foundations for applying the basic principles of justice and social responsibility necessary for development and investment of effective human capital to achieve sustainable human development

Optimizing Human Resource Development: Analyzing Differences in Job Satisfaction based on job diversity, Employee Status and generation at the Artificial Insemination Center

The Singosari Artificial Insemination Center (AIC) is a Technical Implementation Unit under the Ministry of Agriculture that has implemented the Public Service Agency Financial Management Pattern with the task and function of providing public services to all stakeholders. This study aims to analyze the level of employee job satisfaction and to determine the differences in employee job satisfaction based on job diversity, employee status and generation. This research is a mixed methods research conducted at AIC Singosari Malang Regency, East Java. using an instrument in form of a questionnaire distributed to 142 respondents using census sampling technique. This study uses descriptive analysis in the form of factor analysis and inferential analysis in the form of Mann Whitney Test and Kruskal Wallis Test. With the findings of seven dimensions of job satisfaction, namely the job itself, leadership, coworkers, promotions, work facilities and work environment in the high category and have the same job satisfaction category, which is quite satisfied on average. One indicator with a low score is the allowance indicator and there is a significant difference in job satisfaction based on Position and generation but there is an insignificant difference in job satisfaction between civil servants and non-civil servants. It is expected that AIC Singosari will always socialize and maintain transparency regarding the compensation structure for non-civil servants, including how wages and incentives are determined and distributed. Recognize differences in job security and benefits between civil servants and non-civil servants. As well as considering the desires and expectations between generations.

Distancing skills in remote work: narratives about HRD managers support organisations

Purpose This paper aims to identify the essential skills required by Human Resource Development (HRD) professionals to effectively respond to the various modes of labour organisation implemented due to the mandatory lockdown imposed by the Portuguese government in March 2020 as well as implications for learning and development (L&D) issues. Design/methodology/approach Data is based on 34 semi-structured interviews with HRD professionals from companies in different activity sectors. Findings The results reveal that the COVID-19 pandemic has brought out the development of socio-emotional skills among HRD professionals such as creativity, improvisation, self-exploration, innovation, collaboration, team spirit, resilience, flexibility, problem-solving, adaptability, priority management, emotional intelligence, social influence, social contact, interpersonal relationships, communication and online learning development. Research limitations/implications It will be interesting for future research to explore “what” and “how” HRD managers are planning, organising and implementing training and development plans to improve the skills of remote workers, which tend to grow in a post-pandemic COVID-19 phase. Practical implications This research emphasises the importance of HRD managers’ role in better coordinating the work of employees who are physically distant from the company. It also highlights the need for different skills required for effective digital HRD, support and monitoring of remote employees. The results provide important inputs to design and implement effective L&D programs for professionals working remotely and to reinforce the HRD role in organisations. Originality/value The research is original for twofold reasons: 1) HRD professionals are usually not trained to manage remote workers, which also means that they probably lack the skills to take the most out of remote working models; and 2) HRD professionals and the HRD function need to address the skills required to successfully implement flexible forms of work organisation as well as to implement adequate L&D policies to answer remote work practices.

Silence in the workplace: what do we know from research?

PurposeThe purpose of this article is to examine the antecedents and consequences of organizational silence and employee silence to determine whether these two concepts should be distinguished rather than used interchangeably in research.Design/methodology/approachThis study conducted a systematic literature review of 79 studies on organizational silence and 113 on employee silence, leading to three major findings.FindingsFirst, this study shows that organizational silence is a collective phenomenon and employee silence occurs at the individual level; therefore, indicating they should be treated as two distinct concepts. Second, both types of silence are influenced by contextual factors (internal and external) and leadership. Third, organizational silence impacts both individual and organizational outcomes, whereas employee silence mainly affects an individual’s psychological health and performance.Originality/valueThis research clarifies the distinction between organizational silence and employee silence, offering guidance for researchers on how to approach these concepts. It also highlights the critical need to address workplace silence and the potential harm it may cause to both organizational and individual well-being if left unaddressed. Furthermore, this research supports organizational leaders and human resource developers in fostering a healthier work culture, improving performance and driving continuous improvement.

PENGGUNAAN APLIKASI E-KINERJA SEBAGAI INSTRUMEN PENINGKATAN SASARAN KINERJA PEGAWAI PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SDM KOTA KENDARI

This study aims to evaluate the use of the E-Kinerja application as an instrument for improving Employee Performance Targets (SKP) at the Regional Personnel and Human Resource Development Agency (BKPSDM) of Kendari City. The methodology employed is qualitative, with data collected through semi-structured interviews and observations of the application usage process. Respondents were selected using purposive sampling, specifically, employees actively involved in the E-Kinerja application. The results indicate that the application enhances the effectiveness of performance assessment, with both leadership and employees experiencing benefits in terms of accuracy, transparency, and ease of data access. However, challenges such as technical issues and the need for ongoing training for employees persist. Additionally, other important indicators such as timely reporting, data transparency, accuracy in assessment, and employee satisfaction were identified as contributing factors to the effectiveness of the system. Recommendations include improving technological infrastructure, providing continuous training, and developing strategies to enhance the balance between quantitative and qualitative assessments. These steps are expected to further improve accountability and bureaucratic efficiency at BKPSDM Kendari City.

Pengaruh Faktor Pengembangan Sumber Daya Manusia terhadap Tingkat Produktivitas Kerja Pegawai Negeri Sipil pada Badan Perencanaan Pembangunan Daerah Kabupaten Fakfak

Human resource development both those working in the public sector (Civil Servants, SOE Employees, BUMD Employees) and sectors. Talking about organizational problems is inseparable from the element of human resources. The definition of human resources is people in an organization who participate and contribute according to their respective fields of duty. Human resource development will indeed not see results quickly, but in the long term, this investment will yield results that meet the expectations of the organization.In this sense, the term development will include the meaning of training and education, namely as a means of improving skills and general knowledge for human resources, in this case Civil Servants who work at the Fakfak Development Planning Agency. In the work unit at the Fakfak Development Planning Agency, it can be achieved well if there is a Civil Servant development program.This study aims to find out the influence of human resource training and development factors on the productivity of civil servants on the Fakfak Regency BAPPEDA and to find out the most dominant variables of human resource training and development factors affecting the productivity of civil servants in the Fakfak Regency BAPPEDA.The research methods used are quantitative and qualitative research methods. Based on the results of important findings of the Civil Servant Development Method research, there are 2 (two) methods of employee development, namely the on the job training method and the off the job training method.

UPAYA MENINGKATKAN HALAL ADOPTION PADA TENUN SONGKET ETNIK LOKAL PANDAI SIKEK

The rapid transition of the global halal fashion industry may require a series of innovations and adaptations in the MSMEs sector. Therefore, technology adoption and organizational openness to change are the main challenges for stakeholders. This study was conducted to examine and analyze the effects of technology, organization, and an increasingly competitive environment on halal adoption in the MSME weaving sector. By using a purposive sampling technique with certain criteria, as many as 30 MSMEs owners or members were obtained to contribute and respond to the research questionnaire, and then those responses were analyzed through the Structural equation model technique with Smart-PLS software's latest version. Results stated that halal adoption in the MSMEs weaving sector is not affected by technological and organizational aspects, it is due to a lack of openness to accept the changes, then most of the actors also thought that halal adoption didn’t provide value-added. Therefore, the motivation for human resource development and technology utilization was also low. Halal adoption is significantly affected by environmental aspects. External pressures such as market demand and government regulations will force weaving MSME actors to adapt to the changes for business sustainability and maintaining national fashion cultural heritage.

The Role of the Education Office in Increasing Public Interest in Public Schools

The focus of this research is to analyze using literature studies on the strategies and policies of the Education Office in increasing public interest in entering public schools so that it is expected to have a positive impact so that the Education Office in the regions, especially areas that experience a decrease in the number of students and are constrained to increase students in the process of accepting new students. The method used in this study is the literature study method. The literature study method, also known as literature study, is a technique for collecting data and information by examining written sources such as scientific journals, reference books, encyclopedias, and other reliable sources either in written form or in digital formats that are relevant and related to the object being researched. Increasing public interest in attending public schools is a challenge that the Education Office must face as a government agency responsible for the implementation of education in the regions. Through a comprehensive strategy, including improving the quality of education, increasing access and equity in education, as well as improving the image and reputation of public schools, the Education Office can play a strategic role in encouraging community participation to take advantage of public education services. This effort will impact the quality of education and the development of superior and competitive human resources in the future. The Education Office's policy of increasing public interest in attending public schools is an important and strategic effort. Through various comprehensive policies, such as improving the quality of public schools, expanding access and capacity, as well as socialization and providing incentives, the Education Office can realize the goal of equitable distribution and improvement of the quality of education at all levels of society.