Human Resource Strategic Planning Research Articles

The optimization of human resource management system on alleviation of teachers’ psychological stress in higher education institutions

BackgroundWith the development of modern education, the psychological stress of young teachers in colleges and universities has been highly emphasized.Subjects and MethodsThe research will start from three aspects: performance management system, human resource planning, and teacher career management in the human resource management system of universities. In response to the psychological pressure of teachers, five universities will be selected to analyze and study the current situation of human resource management in universities through a combination of survey questionnaires and interviews. The existing problems and reasons will be analyzed. Based on the analysis results, effective optimization plans will be proposed for the human resource management system in universities.ResultsThe results indicate that the main reasons for the psychological pressure of university teachers are the adherence to regulations in the human resource management system, the lack of quantitative accumulation of human resource data, and the neglect of teacher career management. Based on the analysis results, the study designed optimization plans from the aspects of human resource strategic planning system, salary and welfare management system, and teacher career management system. At the same time, the study also established relevant implementation guarantee measures based on the optimization plan to ensure the feasibility of the optimization plan for the human resource management system.ConclusionsThe study analyzes the relationship between human resource management system and teachers’ psychological pressure in colleges and universities, puts forward the optimization plan of the management system from three levels, and ensures the effective implementation of the optimization plan through the actual work, which is of certain practical reference significance.

Public-Private Partnership In Indonesian Urban Water Sanitation And Hygiene Program: Human Resource Capacity’s Innovation

Public-Private Partnerships (PPPs) in Indonesia still face constraints on the limited capacity of human resources. Indonesian PPP with the United States Agency for International Development (USAID) in the implementation of the Indonesian Water, Sanitation and Hygiene (IUWASH) program tries to improve Indonesian sanitation which in the lowest rank in ASEAN. However, the implementation is still facing problems because human resources in local governments in Indonesia have not been able to increase their capacity so that program assistance to the government has not been able to run optimally. Therefore, human resources in Indonesia are required to be improved to be internationally competitive and innovatively synchronized with the developing technology so that human resources in Indonesia can support sustainable development. This research seeks to provide innovation in the human resource management capacity to improve the performance of local government resources on PPP in IUWASH programs in Indonesia in the face of the 4.0 Industrial Revolution. This research was conducted with literature review methods. Efforts to increase human resource capacity are carried out by creating human resource strategic planning based on analysis of the situation and potential of human resources with international standardization in training and development.

Manpower Discipline Based on Knowledge Skills: The Case of a Consulting Company in Iranian Commercial Marine Industry

Abstract In today’s world, some industries have been shifting to the knowledge based industries. Marin industry as a knowledge-dependent industry in which the knowledge and technology changes have a noticeable pace, is a good example of the knowledge based industries. In knowledge based organization and industries, the knowledge manpower plays the most important role in the organization. In fact, the knowledge workers are the real owner of the organization’s knowledge domains. So, to achieve a sustainable competitive position, organizations in commercial marine industry have to articulate suitable human resources strategies. In this article, a practical approach is defined to evaluate the knowledge capabilities based on which the appropriate strategies for manpower can be made. The case of this article is a consulting company which is working in commercial marine industry area in Iran. As the result of doing this research, this company articulates suitable strategies for its manpower after identification of the knowledge capabilities and domains available in the organization. According to this process, the manpower of the company is divided to 4 categories: workers who should be trained, workers who should be maintained and promoted, workers who should be dismissed, and specialists who should be hired due to knowledge requirements of the organization. The results of this study can highlight the roadmap of manpower strategy definition and application based on employees’ knowledge skills, which can be beneficial for both academics and practitioner in knowledge management and human resource strategic planning areas.

Managing effectively in the downsized organization.

Many health care institutions have downsized in recent years for a variety of reasons including cost savings and the need to be proactive in restructuring the organization for more effective performance. In a downsized organization, top management must develop new strategies to enable line managers at all levels to operate effectively. New policies for human resource strategic planning, selective hiring, employee empowerment, training and development, reduction of status distinctions, sharing of appropriate information with employees, and paying for performance must be implemented.

The Attitude Survey as an Approach to Human Resource Strategic Planning

This article discusses the place of the survey as one approach to human resource strategic planning. Viewed as a simple, efficient and effective approach to be used in the overall strategic planning process, the survey may produce desirable results that would be acceptable to all involved. It also provides opportunities to many individuals in the organisation to become directly or indirectly involved in the planning process, a phenomenon that is increasing in importance to management and non‐management people.