Human Resource Development Programs Research Articles

Tempered radicalism as an approach to revisiting indigenous forms of critical human resource development

PurposeThe purpose of this study is to present a conceptual framework to guide the design, development, implementation and evaluation of education and human resource development (HRD) efforts in Ghana.Design/methodology/approachThis paper draws on the concept of a tempered radical approach to provide a framework for a critical HRD (CHRD) and explore ways by which this view can contribute to developing HR who possess the requisite tools and character to function efficiently in the 21st century and beyond. This paper followed a multidisciplinary integrated literature review approach. This paper also reviewed relevant models and theories that align with the goals of this research to provide a broader view of the problems with HRD in Ghana and to help develop a framework that seeks to provide a sustainable guide for those involved in HRD activities in Ghana.FindingsA positive outcome from the synergistic alignment between modern science and indigenous ecological knowledge moderated by the principles of CHRD will result in economic growth and development. HRD’s contribution to economic growth and development and its consequential benefit to the actors will depend on how best CHRD goals are accomplished.Practical implicationsThe mediating role of the tempered radicalism will help modify the swiftness with which education and HRD programs are executed in Ghana.Originality/valueThis paper presented the tempered radicalism approach as the quintessential model for education and HRD initiatives in Ghana. The application of tempered radicalism in HRD literature is novel.

The exploration of optimized protocol for repetitive transcranial magnetic stimulation in the treatment of methamphetamine use disorder: A randomized sham-controlled study.

BackgroundThe prefrontal-striatal circuit is a core circuit related to substance dependence. Previous studies have found that repetitive transcranial magnetic stimulation (rTMS) targeting the dorsolateral prefrontal cortex (DLPFC) (key region of executive network) had limited responses, while inhibiting hyperactivation of ventromedial prefrontal cortex (vmPFC) (key region of limbic network) may be another strategy. However, there is currently no comparison between these two treatment locations.MethodsSeventy-four methamphetamine-dependent patients were randomly assigned to one of treatment groups with two-week treatment: (1) Group A: intermittent theta-burst stimulation (iTBS) targeting the left DLPFC; (2) Group B: continuous theta-burst stimulation (cTBS) targeting the left vmPFC; (3) Group C: a combination of treatment protocol of Group A and Group B; (4) Group D: sham theta-burst stimulation. The primary endpoint was the change of cue-induced craving. The trial was registered at ClinicalTrials.gov (NCT03736317).FindingsThe three real TBS groups had more craving decrease effect than the sham group (p<0.01). The changes of craving were positively correlated with the improvement of anxiety and withdrawal symptom. With the highest respondence rate, group C also had shorter respondence time than Group A (p = 0.03). Group C was effective in improve depression symptoms (p = 0.04) and withdrawal symptom (p = 0.02) compared with Group D. Besides, Group C was significant in improve sleep quality (p = 0.04) compared with Group A. Baseline depression scores and spatial working memory were positively predicting the intervention response.InterpretationThe rTMS paradigms involving vmPFC with cTBS are optimized protocols and well-tolerated for methamphetamine-dependent individuals, and they may have better efficacies compared with DLPFC iTBS. Emotion and cognitive function are rTMS treatment response predictors for methamphetamine-dependent patients.FundingThis work was supported by the National Key R&D Program of China (2017YFC1310400), National Natural Science Foundation of China (81,771,436, 81,801,319, 81,601,164), Shanghai Municipal Health and Family Planning Commission (2017ZZ02021), Municipal Human Resources Development Program for Outstanding Young Talents in Medical and Health Sciences in Shanghai (2017YQ013), Qihang Project of Shanghai Mental Health Center (2019-QH-05), Shanghai Sailing Program (19YF1442100), Shanghai Key Laboratory of Psychotic Disorders (13DZ2260500), Program of Shanghai Academic Research Leader (17XD1403300), Shanghai Municipal Science and Technology Major Project (2018SHZDZX05), and Shanghai Clinical Research Center for Mental Health (19MC1911100).

A review on porous carbon electrode material derived from hypercross-linked polymers for supercapacitor applications

The authors gratefully acknowledge the financial support from BK 21 PLUS, Creative Human Resource Development Program for IT Convergence, Pusan National University, Busan, South Korea. The author thanks to Researchers Supporting Project number (RSP-2019/6), King Saud University, Riyadh, Saudi Arabia. Also, this work was supported by UAEU Program for Advanced Research (UPAR) under grant no. 31S312.

HRD professional education provision in the UK: past, present and future

ABSTRACT The professionalization of occupations has led to the increased demand for specialized knowledge in many fields, in response to which Higher Education (HE) institutions have provided professional education programmes. The purpose of this paper is to address a need for research into the history and current position of professional education in Human Resource Development (HRD) in the UK and to consider the problem of the extent to which HRD can be regarded as a profession. The paper reports findings from a mixed methods study comprising an audit of the postgraduate HRD programme provision in UK universities and a symposium at which the perspectives of key informants were captured. There is evidence of declining use of the term `HRD’ in programme titles, and of contestation and conflict between the professional education of HRD and Human Resource Management (HRM). The paper argues for regarding HRD as symbiotic in relation to HRM, rather than as a distinct profession. It identifies the implications of this conceptualization for professional education in the field and discusses the relevance of experience in the UK for HRD internationally.

Gap Analysis and Strategy of Pt. Transportasi Jakarta in Improving Its Services Performance

PT. Transportasi Jakarta runs the Transjakarta services based on the standards that had been regulated as one of the variables for the financial support which is given from the Regional Government. As stated in the Governor Regulation Number 62 of 2016 and Governor Regulation Number 33 of 2017, the Regional Government needs to evaluate the performances of the company to fulfill the service standards considering the implementations of fines that will be applied if the standards did not achieve, thus the financial support will be ineffective and inefficient. The purpose of this study is to analyze the performance of PT. Transportasi Jakarta in attaining its Minimum Services Standards, and to develop the strategies to improve its service performance. The study uses Gap Analysis with secondary data from the Evaluation Report of Transjakarta Services in the Fourth quarter of 2018, and Analytical Hierarchy Process with primary data from the questionnaire given to respondents from all the related stakeholders. The result of this study shows that the performance of PT. Transportasi Jakarta has not yet reached the Minimum Service Standards. To improve the performance, the basic safety service needs to be prioritized by implementing a human resource development program. This could include open recruitment, capacity building, key performance indicators, and remuneration system. The renewal, mobilization of Transjakarta fleets, and integrated control system become the next strategy to improve punctuality since this type of service had the biggest fines applied and as the core service of Transjakarta services in providing mass transportations. Keywords: transjakarta, minimum service standard, gap analysis, analytical hierarchy process

Emotional intelligence and transformational leadership in virtual teams: lessons from MMOGs

PurposeAs business is becoming more global, virtual teams are getting increasingly prevalent. The purpose of this paper is to examine virtual team effectiveness by taking a deeper look at the Virtual World Teams (VWTs) of Massively Multiplayer Online Games (MMOGs).Design/methodology/approachThe paper investigates the effects of leaders’ emotional intelligence and transformational leadership on virtual team effectiveness, including three sub-factors of team effectiveness: team performance, viability and team member satisfaction. In addition, the indirect effect of emotional intelligence on team effectiveness via transformational leadership was examined. In total, 500 MMOG players that belonged in virtual world teams participated in the study. Hypotheses were tested through a series of multiple linear regression analyses, and one-way ANOVA tests were used to explore the impact of gender on the key factors of team effectiveness.FindingsThe analysis revealed a significant predictive relationship between perceived leader emotional intelligence and virtual team effectiveness sub-factors, mediated by transformational leadership behavior. Further analysis revealed gender differences in players’ perceptions of their leader emotional intelligence, transformational leadership and virtual team effectiveness.Practical implicationsThis paper adds to the literature by revealing important predictors of virtual team effectiveness. These findings suggest implications for research and practice in the fields of Human Resources (HR), Human Resource Development (HRD) and training programs for e-leaders. The results of the analysis based on gender differences also have theoretical and managerial implications.Originality/valueThe study provides evidence that transformational leadership mediates the relationship between leaders’ emotional intelligence and team effectiveness in a virtual team.

Cultural ecology of osing in development of Kemiren Tourist Village as international tourist attraction

Promoting Kemiren Village, loacated in Banyuwangi, as Osing-based tourist village has become a focus of government of Banyuwangi recently. Objectives of this study are: (1) to identify cultural ecology of Osing, a culture group in Banyuwangi, (2) analyze how much potentials Osing-based tourist village has as an international tourist attraction, and (3) identify how much participation government, private institutions and public have to develop international tourist attraction in Kemiren. The research design was descriptive qualitative. The data collection techniques were observation, in-depth interview and documentation. The data analysis method was interactive analysis. The findings showed that: based on its ecological condition, Kemiren village, Glagah, Banyuwangihas a lot of potentials as tourist village. It has rice fields, pristine rivers, lush vegetation, and well-organized residence. Annual carnivals and rituals attract both domestic and international visitors to Banyuwangi. Government, private institutions and public have active participation in promoting the tourist village. The government builds facilities and infrastructure in Kemiren, conducts human resource development program, and provides funding for the annual carnivals and rituals in Banyuwangi.

Human Resource Development and Public Service Delivery in Nigeria; A Study of Anambra State Civil Service (2007 -2011)

This study is on human resource development and service delivery in Anambra State civil service within the period of 2007-2011. The study seeks to determine the impact of human resources development on services delivery. The Anambra State civil service remains the greatest asset of the state in its quest for socio economic and political transformation. However, there is no gain saying the fact that over the years, infrastructural development and service delivery have slackened. Inferred opinions have traced this to an inefficient civil service. The missing factor in many cases is lack of adequate skills and knowledge which are acquired through training and development. Three hypotheses were formulated to guide the study and the multi-stage and simple random sampling techniques were used to select the study sample. The data collected were presented in frequency tables and analysed using percentages and mean scores and the hypotheses were tested using one sample t-test. The findings from the study showed that human resource development programmes helped to a large extent to increase productivity and organisation efficiency in the Anambra State civil service. It was also revealed that the existing methods/programes of human resource development in the state civil service are appropriate for the actualisation of effective service delivery and that human resource development programmes are significantly related to employee motivation/productivity. The researcher concludes that human resource development programmes in the state civil service have led to positive changes in productivity, service delivery, work attitude and morale of workers. The researcher recommends that the state government should set up regular training and human development programmes that are capable of raising the skills, morale and productivity of civil servants. Also consultants from outside the civil service should be engaged on routine basis to assist in the planning of the content of human resource development programme.

Exploring Community-Engaged Scholarship: Insights and Questions for HRD

The Problem Higher education, including human resource development (HRD) programs, faces increasing public scrutiny for being out of touch with issues and concerns facing local and global communities by guarding limited conceptualizations of scholarship. In response, colleges and universities are identifying ways to bridge the academy (higher education) with the community-at-large and looking to its faculty to weave community concerns into scholarship through means such as community-engaged scholarship (CES). While the literature on and application of CES is robust in other disciplines, it remains less widely discussed in HRD. The Solution HRD scholar-practitioners have expertise in learning, leadership, organizational culture, and change, which could benefit the larger community, but also faculty and their work. Some HRD scholar-practitioners may already be practicing CES; yet, there is limited understanding of CES within HRD despite shared values and principles, including what may be blocking community-engaged efforts. To jumpstart the discussion, this article provides an overview of CES, identifying questions and issues for HRD scholar-practitioners to consider as part of a call to action to inform and advance the practice of and scholarship on CES. The Stakeholders This article has relevance for all who seek direct and indirect ways to collaborate, integrate knowledge across disciplines and contexts (including the community at large, field of HRD, and academicians), address community concerns, and translate knowledge to serve the broader good.

Globalizing HRD Academic Practice: Developing a Global Mindset for Teaching and Research

The Problem As a result of the domination of U.S.- and U.K.-centric approaches to human resource development (HRD), current academic practices often reside in ethnocentric content-related silos, which include certain theoretical frameworks, models, mindsets, and ways of conceptualizing. Given the exponential increase in globalization and the complex global issues facing the field of HRD, these teaching and research practices as well as the limited HRD global and transdisciplinary networks cannot offer the needed solutions to the problems faced by professionals around the world in their workplaces, communities, and societies. The Solution To understand this problem empirically and recommend solutions based on our findings, we reviewed journal articles published in the last year in our four Academy of Human Resource Development (AHRD)-sponsored journals and HRD programs of universities that are members of AHRD’s Program Excellence Network (PEN) and University Forum for Human Resource Development (UFHRD) to understand the state of globalization of HRD research and teaching. We offer recommendations for HRD scholars representing the new guard to globalize their teaching and research and professional associations to guide and support the globalization of HRD academic practice. The Stakeholders This article is of particular interest to HRD scholars in all stages of their careers seeking to globalize their academic practice and contribute to their own and their learners’ global mindset development and to professional associations guiding and supporting the globalization of HRD academic practice.

Decentralised vs Centralised Human Resource Development in Nigeria: A Mixture of Experience/ Lessons from HRD Programmes in the Public and Private Sector

Human resource development is a systematic, organised and multidisciplinary activities of learning, educating, manpower training and development, capacity building, knowledge advancement and organisational development targeted at improving individual, team, organisational and societal performance. It is founded on the assumption that the development of the human resources of the organisation and society in general is key to unlocking the door of potentials for acceptable performance, advancement, civilisation and modernisation. The question as to whether human resource development activities should take a decentralised or centralised form is an on-going practical/empirical debate in the field. This paper interrogates the prevailing debate in the light of the two-fold positions advanced in it. One, each of the form has its advantages and disadvantages. Two, the choice as to what form of HRD programmes to adopt in an organisation is largely a function of leadership orientation and prevailing circumstances. Drawing from the Human Resource Development (HRD) processes and programmes in Nigeria and the 2018 Strategic Leadership Congress of the Deeper Life Bible Church, which took a decentralised form and held in zones and supported with strong leadership coordination, the paper presents decentralised human resources development as possessing organisational, team, individual and societal advantages. This should be explored for organisational growth and expansion.

Technology Intervention: Rethinking the Role of Education and Faculty in the Transformative Digital Environment

The Problem Technology has affected almost every aspect of our lives, including education. Higher education is shifting the dynamics of delivery methods from traditional face-to-face to online to blended modes. Many universities are reaching a physical space capacity and therefore are attempting to increase online enrollment and geographical footprint. These changes are shifting the nature of higher education and how faculty are being viewed, evaluated, and, to some degree, hired. This article will focus on highlighting the challenges and opportunities of utilizing technology within universities, especially human resource development (HRD) programs. The Solution Technology is transforming higher education. Institutions can serve as an incubator to reimagine and redesign education altogether for the good of society. Online, mobile, and blended learning have become a part of our future. An important step is tracking how these models are actively enriching learning outcomes. Universities must be at the forefront of advancing progressive learning approaches and understanding the impact of technology on faculty and students. The Stakeholders The key stakeholders for this article include faculty, students, and university administrators. It will also affect businesses and human resource professionals for talent acquisition.

Impact of Human Resources Development and Employees Performance inCentral Bank of Nigeria (2007-2014)

This study examines and or investigates the impact of human resources development and employees performance in central bank of Nigeria. The research instruments used in collection of data for this study included the questionnaire containing structured questions personal interviews personal observation. Equally secondary information or data were collected through textbooks journals magazines and newspapers etc. Descriptive and inferential statistics were used to analyze the data for this study. A sample of 373 staff selected from Central Bank of Nigeria branch in Port Harcourt was drawn for the study for which the sample elements consisted of 5 cadres of staff (management Secretarial supervisory lower cadre and general staff). Accordingly 373 copies of questionnaire were administered on the staff of central bank of Nigeria. Out of the 373 copies of questionnaire administered 314 copies were retrieved and after going through them 298 (i.e., 79.89% response rate) copies were found useful for data analysis. The study found that central bank of Nigeria utilizes various human resources development programmes. The condition necessitating the use of a particular scheme include job content size of organization cost structure labour employed and market rate. Majority of respondents agreed that the incidence of using a particular human resources developmental scheme increases with the emergence of the conditions listed above. Some of the problems encountered include; conflicts grievances and disagreement amongst staff; time consuming professional bias problem of sentiments in teaching and difficulties in determining the rate of certain jobs as well as intensive capital needed to the human resources development programmes. Also revealed is the fact that human resources development has relationship with the bank’s productivity. The study therefore recommends that public organisations should encourage employers /employees to participate in the decision making relating to their development. Employees should be involved in the human resources development programmes of the organization.

Human resource development program

Human resource development program

PERANAN PROGRAM PENGEMBANGAN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KINERJA MANDOR PANEN DI PERUSAHAAN PERKEBUNAN KELAPA SAWIT, KABUPATEN BERAU, KALIMANTAN TIMUR

The Role of human resource development program on improving performance of harvesting foremans on oil palm plantation company, berau regency, east kalimantan the background of this study is because the performance of harvesting foremans on oil palm plantation hasn't been maximized notably on the influence of training and awarding their performance. This study aims to determine how far the training and awarding that has been given by the company to harvesting foremans then can affect their perception about training and awarding also to evaluates their performance. This study also exoplores about the characteristic of the harvesting foreman as object of this study. This study used quantitative method which is multiregression analysis with training (x1) and awarding (x2) as independent variables and performance (y) as dependent variable. this study used all the popullation and questioner to collect the data then processed by using SPSS program then comparing the result of the SPSS output with the field conditions.Based on the multiregression analysis result showed that there was an influence between the training and awarding on harvesting foreman' performance with a strong correlation, therefore it could be concluded that the human resource development programs toward harvesting foremans influenced their performance.

Pengaruh Program Pelatihan Dan Pengembangan Sumber Daya Manusia Terhadap Peningkatan Kemampuan dan Kinerja Karyawan PT. Bank Syariah Mandiri

The Effect of Training and Human Resources Development Programs on the Improvement of theCapability and Performance of the Employees of PT. Bank Syariah Mandiri. The purpose of this studywas to analyze how much influence the variables of the training and development program on thevariable of employee capacity improvement partially or individually and which variable had the mostinfluence on PT. Bank Syariah Mandiri, to analyze how much influence the training and developmentprogram variables have on the combined ability of employees at PT. Bank Syariah Mandiri, to analyzehow much influence the training, development and capacity improvement variables have on employeeperformance variables at PT. Bank Syariah Mandiri, to analyze how much influence the trainingand development variables have on employee performance variables through capacity building atPT. Bank Syariah Mandiri. This type of research is a quantitative descriptive study with a two-pathequation approach. The object of research chosen in this study is PT. Bank Syariah Mandiri. The typeof data used is primary and secondary data. Data collection techniques are done by questionnaire andobservation. The instrument used in this study was the Likert scale. The research variables use theconcept of independent variables namely training and development and the concept of the dependentvariable is the increase in employee ability and performance. The results of this study indicate thatthe training and development variables partially or individually to increase ability have a significanteffect. Of the two variables, the biggest influence is the development variable. The training anddevelopment variables combined to increase ability have a significant effect. And the influence of othervariables outside the model is 0.561. On the training variable, development, combined capabilityimprovement on employee performance has a significant effect. And the influence of other variablesoutside the model is 0.258.

Strategic planning for human resources and its impact on Sudanese national security: التخطيط الاستراتيجي للموارد البشرية وأثره على الأمن القومي السوداني

The study considered the importance of strategic planning for human resources and its impact on Sudanese national security considering that strategic planning is one of the important mechanisms that achieve integration and interaction between the components of the comprehensive perspective of human resources at the state level, in order to achieve the conditions required to achieve the full utilization of competitive human capabilities as one of the important elements affecting national security. The study aimed at the importance of strategic planning for human resources at the macro level of the state and its impact on Sudanese national security. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study also dealt with the aspects affecting the human resources and the Sudanese reality. The descriptive approach was used for the study and the scientific sources that dealt with the subject were used as sources for the study. The study concluded that strategic planning for human resources should be adopted, and that a national policy should be established through human resource development programs and clear foundations for investing human resources to meet challenges related to human capabilities, especially competitive human capacities.

2A10 福島イノベーション・コースト構想を支える人材育成プログラム

2A10 福島イノベーション・コースト構想を支える人材育成プログラム

Reconstructing goals for transfer of training in faculty development programs for higher education teachers: A qualitative documentary method approach

Faculty development programs are often used in universities and higher education institutes to develop the knowledge and skills of their teaching personnel. At the same time, these faculty development programs often remain ineffective because lecturers are not fully using what they learned in their courses, classes, and seminars. The purpose of this case study was to explore the goals higher education teachers had after professional development programs for applying newly trained knowledge and skills. Grounded in 3 × 2 achievement goal model and Ryan and Deci's (2018) goal contents theory, the study addressed the research question: Which types of transfer goals do university teachers have after teacher education? Participants were three lecturers that were selected following the procedures of the maximum variation sampling schema. Adopting a mixed methods approach, data were collected with questionnaires (aimed at profiling the goal orientations of the teachers) and reflective interviews (aimed at reconstructing the goals and goal contents teachers had for transferring the trained skills). Triangulation of the quantitative and qualitative data using the documentary method resulted in a typology of intrinsic, mixed, and extrinsic transfer goals. Directions for future research associated with instrument development and theory building as well as implications for the educational practice in human resource development programs of higher education institutes are discussed.

Decades of Educational Excellence: A Case Study of A Successful Family-Owned Higher Educational Institution

This study critically examined a successful family-owned higher educational institution to identify the attributes and practices that may have led to its success. This research was confined to a private, non-sectarian, family-owned higher institution of learning that has been operating for more than fifty years, had only one founder, and had at least two transitions in terms of generation. Findings revealed nine themes – the presence of a positive (1) corporate culture and values, (2) shared vision, (3) corporate social responsibility, effective (4) corporate governance, a strong (5) human resource development program, a transformative (6) style of leadership, (7) strong family culture, (8) succession plan and effective (9) business strategies, attributes and practices contributory to the success of a family-owned higher education institution. Significantly, the dominant theme was anchored on corporate culture and values, which reflect the family orientation not only of the leaders in the institution but also the general culture of the Filipino people. It is concluded that these various themes form part of the holistic model that can appropriately analyze family firm performance in the field of education in terms of sustainability through several generations. Ultimately, sociological factors dominated this study's results, reflecting how culture impacts different processes and structures in a family-owned Higher Education Institution.