Human Resource Development Programs Research Articles

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.

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.

Decoding job satisfaction in the Nepalese public sector: patterns and predictors

ABSTRACT In this study, we investigate job satisfaction within the Nepalese civil service, utilizing data from a survey of 858 Nepalese civil servants. Our findings reveal a moderate level of job satisfaction, with several factors influencing its variability. Particularly, relationships with colleagues, the physical environment, and remuneration emerge as significant determinants, where higher values correspond to increased job satisfaction. These findings are consistent with the theoretical expectations of social exchange theory. Beyond these conventional variables, innovation, higher authoritarian cultural orientation (ACO), and the nature of civil service groups (Administrative service vs. Others) significantly shape job satisfaction levels. Furthermore, factors such as transfer scopes, promotion policy, and human resource development programs are identified as areas of low satisfaction among civil servants. While these factors do not demonstrate statistically significant associations with the degree of variation in job satisfaction, their dissatisfaction likely contributes to an overall decrease in job satisfaction.

The Implementation of Human Resource Management in Improving Teacher Professionalism at MadrasaJunior High School

This research aims to analyze human resource recruitment at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, the selection of human resources at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency. This research is qualitative research with the research location at Madrasah Tsanawiyah Al-Faaizun Watang Palakka Bone Regency. Data was collected through interviews, observation, and documentation. Then, data processing and analysis techniques are carried out through three stages, namely data reduction, presentation, and drawing conclusions. The results of the research show that human resource recruitment was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely, firstly, preparation for the recruitment of educators, secondly, the distribution of announcements regarding the acceptance of educators was carried out in a closed manner, and thirdly, accepting teacher applications. Human resource selection was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely administrative selection to determine the completeness of applicant files according to predetermined qualifications and interview selection to obtain in-depth information about applicants. The human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka is carried out through teacher qualification improvement programs, supervision programs, subject teacher deliberation empowerment programs (MGMP), and participating in scientific meetings such as workshops, seminars, good training held at madrasas and outside the madrasah. This research implies that the distribution of announcements on teacher recruitment should be done openly through brochures, advertisements, and other social media so that it is easier for the public to get information on teacher recruitment from these institutions, with needs.

Career management practices and job performance among university library personnel in southwest Nigeria

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.

Digitalized Banking in a Globalized World

In recent years, the Nigerian banking industry has witnessed a profound revolution, driven by digital transformation. Digitalization of the Nigerian banks has brought about new ideas with regard to development and improvement in various areas. This has continued to grow and supplant the conventional banking services to the customers through innovative technologies to meet the developing complex necessities and challenges of globalization. This paper therefore is undertaken to review the transformative journey of the Nigerian banking sector to digitalization, focusing essentially on critical discourse relating to digital banking channels, the associated benefits, challenges and other relevant issues. The paper adopts the exploratory research method, whereby recent scholarly articles, analytical studies and other relevant documented materials on the internet, are reviewed. The paper reveals that ultimately, the digitalization of the Nigerian banking industry has significant implications for its overall dynamics, with its associated benefits and challenges. The paper concludes that digitalization has made banking transactions easier and faster, though not without challenges, key among which include the issue of cybersecurity threat. The paper among other things, recommends that banks should continuously prioritize the adoption of effective and robust cybersecurity measures, leveraging adequate investment both in cybersecurity devices and human resource development programmes for employees, in order to strengthen customers’ data privacy and safeguard customers’ financial transactions.

Model of Teachers’ Performance in Public Schools of Panabo City, Davao del Norte, Philippines: Teacher's Performance Triad- Exploring the Nexus of Job Design, Commitment, and Satisfaction

In the realm of educational management, teachers' performance is a crucial component in fulfilling the school’s objectives, as it directly influences the quality of education provided to students. Performing teachers contribute significantly to achieving the institution’s goals by ensuring students receive a high-quality education and reach their full potential. This study aimed to develop a best-fit model of job design characteristics, organizational commitment, and job satisfaction in line with teachers’ performance at the Schools Division of Panabo City. It examined the variables that best predict teachers’ performance and determined the best fit structural model. It utilized descriptive, correlational, and causal-comparative research design. This study is significant to Human Resource Management considering that findings were good inputs on developing a framework in improving teacher’s performance. This framework would also be appropriate tool in identifying intervention programs like training, seminar-workshops and other related activities in line with human resource development program. It involved 490 elementary school teachers and utilized 4 sets of modified questionnaires on job design characteristics, organizational commitment, job satisfaction, and teacher performance, which were subjected to validity and reliability. The findings indicated a positive relationship between job design characteristics, and job satisfaction and are predictors of teacher performance with the equation TP = 5.810 + 0.155 (JDC-M) + 0.168 (JS-TS). Moreover, the result concluded that the best fit structural model on teacher’s performance is greatly anchored on these variables: job satisfaction and job design characteristics. It is recommended to have a policy framework in identifying the appropriate intervention programs in job satisfaction and job design characteristics to improve teacher’s performance of Panabo City Division. Additionally, this recommends that the HRMO, Regional, Division and school Administrators as the implementing unit must have the capacity to identify appropriate tasks and offer technical assistance to the teachers of the school that falls under the jurisdiction of the department to organize informative workshops and seminars aimed at boosting the teachers' motivation and effectively addressing their concerns, particularly regarding promotions and benefits. Further, it needs to have a depth exploration of identifying factors on job satisfaction and job design characteristics for the improvement of the performance of teachers.

Employee Perspectives on Professional Growth: A Qualitative Study of Human Resource Development Initiatives

This research examines the perspectives and experiences of workers about Human Resource Development (HRD) programs in order to determine the aspects that influence engagement, satisfaction, and overall effectiveness. Employing a qualitative methodology, the study included semi-structured interviews and focus groups with personnel from several departments. The results indicate that HRD programs are most efficient when they are congruent with individuals' specific career objectives and professional requirements, and when they have sufficient organizational resources and management support. The identification of challenges such as program rigidity and lack of relevance emphasizes the need for HRD methods that are more flexible and responsive. The research highlights the need of customizing HRD programs to cater to the varied requirements of employees and adjusting to rapid changes in the work environment. The findings provide practical and effective guidance for firms to improve their HRD processes and give stronger support for employee development. Further investigation is recommended to examine the incorporation of emerging technologies in HRD and evaluate their influence on employee engagement and development.

Strengthening the Competitiveness of Ulu Benteng 2 Public Elementary School through the Development of Quality Human Resources

This study aims to analyze the human resource development at Ulu Benteng 2 Public Elementary School to strengthen the school's competitiveness. The research uses a qualitative approach with a descriptive method. Data were collected through observations, interviews, and documentation. The findings indicate that Ulu Benteng 2 Public Elementary School has successfully implemented human resource development programs, focusing on planning, organizing, execution, and evaluation. These programs have provided various benefits, such as enhancing teachers' competence and professionalism, improving the quality of education, increasing the school's standards, and boosting the school's competitiveness. In conclusion, the human resource development at Ulu Benteng 2 Public Elementary School has been effective and beneficial for the school, teachers and staff, students, and the community. Therefore, it is essential to continue supporting and developing these programs to ensure they keep benefiting all parties.

Analysis Of Competency Based Human Resource Development On CV. Digphotowork

Human resources are an important element in the company, in order to develop company performance, of course, the company needs activities or programs that focus on improving the abilities of its employees. CV. Digphotowork is a business engaged in photography services managed by employees who are professionals in their fields. The purpose of this research is to find out competency-based human resource development at CV. Digphotowork and to find out changes in terms of employee performance after this competency-based human resource development. The research method carried out is descriptive qualitative, with data collection techniques by observation, interview, and documentation. Data analysis is done by reducing data, presenting data, drawing conclusions or verification, and checking data validity. The results of this study indicate that this competency-based human resource development program is carried out by providing training on photography, videography, and editing. At the same time, managerial aspects are also developed so as to produce a more optimal quality of employee performance.

Greener pasture in the government sector? A factor structure on public service motivation among government employees in the Philippines

Working in the government is both a dream of securing a greener pasture and the opportunity to serve society with a noble intention and values. The main purpose of this study is to establish the factor structure of PSM in the Philippine context. A total of 456 randomly selected government employees from different agencies representing the three big islands of the country, namely Luzon, Visayas, and Mindanao, willingly participated in the survey. Data were analyzed using Exploratory Factor Analysis and Confirmatory Factor Analysis. The results of the Exploratory Factor Analysis validated the original 40-item and four-indicator-PSM but with a shorter version with only three underlying factors comprising 11 items, namely, Self-Sacrifice with six items, Commitment to Public Interest with two items, and Attraction to Policy Making with three items. Furthermore, Confirmatory Factor Analysis validated the model's goodness of fit and established a significant relationship among the latent variables, signifying the ability to measure public service motivation in the Philippine context. Hence, aside from the lure of a greener pasture, the results highlight the higher public service values as motivating factors. The findings can help the Philippine government tailor the agencies’ respective human resource development programs while maximizing the identified motivation factors to propel individual productivity and effectiveness in public service.

Pengaruh Literasi Keuangan Terhadap Kesejahteraan PNS di Kota Bengkulu

This research aims to examine the influence of financial literacy on the welfare of Civil Servants (PNS) in Bengkulu City. Using the Structural Equation Modeling (SEM) model and SmartPLS 4.0 software, this research analyzed data from 60 respondents who were civil servants in Bengkulu City. The variables used in the research are financial behavior, financial attitude and financial knowledge and welfare. The research results show that financial behavior, financial attitude and financial knowledge have a significant influence on the welfare of civil servants. Good financial behavior, positive financial attitude and adequate financial knowledge have been proven to improve the welfare of civil servants. This research provides new insights into the factors that influence the welfare of civil servants and suggests that government agencies can consider these aspects in designing human resource development programs. In doing so, this research contributes to the behavioral finance and welfare literature of civil servants, as well as providing practical implications for human resource management in the public sector.

Pentingnya Pengembangan Sumber Daya Manusia pada Lembaga Pendidikan

Education is the main foundation in building quality human resources. In the current era of global competition, the quality of education is the key to producing the next generation who are competent and competitive. This article aims to find out the importance of human resource development in educational institutions. This study uses a qualitative approach, where data collection uses library research. The main source of data for this research is the research articles published through the Journal and indexed by Google Scholar. Data analysis was carried out qualitatively consisting of data reduction, data presentation, and conclusion drawn. The findings of this study are that the development of educational human resources is the key to ensuring the quality and success of the education system. The development of educational human resources can be carried out through various programs, such as training, workshops, seminars, further studies, mentoring, and certification programs. The government, educational institutions, and professional organizations have an important role in designing and implementing effective and sustainable human resource development programs

The Principal's Leadership Role In Improving School Quality

This research aims to evaluate the quality of education, the role of the principal, the principal's leadership style, and the principal's leadership strategies. The research method used is qualitative with a case study typology. Primary and secondary data are used as data sources. The data collection techniques used were observation, interviews and documentation. The results of the research show that the quality of education meets 8 National Education standards, the role of education meets 8 (eight) National Education standards, the role of the principal in supporting improving the quality of education, and the leadership style used by the principal, democratic leadership style, the Principal's strategy in improving quality Education, the quality of education related to human resource development programs, curriculum, teacher professionalism, student affairs, physical facilities and infrastructure, community relations and fund (financial) management.

Innovation Capability and Learning Capability To Individual Performace : Well Being Moderation (Case Study of Small and Medium Enterprises: Freez Food Baby Porridge Sedati)

This study aims to investigate the relationship between innovation capability, learning capability, and individual performance in Small and Medium Enterprises (SMEs) with well-being moderation, using the Case Study of "Freez Food Baby Porridge Sedat" product. A survey method was employed to collect data from 30 respondents comprising owners and employees of these SMEs. The analysis results indicate that innovation capability has a significant positive influence on individual performance through learning capability. Additionally, individual well-being moderates the relationship between innovation capability, learning capability, and individual performance. The practical implications of these findings underscore the importance for SMEs to develop innovation and learning capabilities as strategies to enhance individual performance, while considering well-being as a moderating variable. This study offers valuable insights for SME owners in designing human resource development programs focused on improving individual performance through investments in innovation and learning.

Analysis of the Influence of Human Resources Development Programs, Transformational Leadership, and Compensation Policies on Employee Retention at Perhutani Public Company in Jakarta, Indonesia

This research delves into the intricate dynamics of employee retention within Perhutani General Company, Jakarta, Indonesia, focusing on the impact of Human Resource Development Programs (HRDP), Transformational Leadership (TL), and Compensation Policies (CP). A quantitative approach, employing a sample of 250 employees, was utilized to assess the relationships among these variables. The study's methodology involved a robust measurement model assessment, hypothesis testing, and structural model analysis. The results underscore the significant positive influence of HRDP (path coefficient = 0.626, p < 0.001), TL (path coefficient = 0.442, p = 0.002), and CP (path coefficient = 0.348, p = 0.003) on Employee Retention (ER). The measurement model validation ensures the reliability and validity of the constructs. The R-Square of 0.602 and Adjusted R-Square of 0.592 indicate a satisfactory fit of the model. Practical implications suggest strategic interventions tailored to the unique contributions of each factor. While the study provides valuable insights, future research should consider longitudinal approaches and diverse organizational contexts to enrich the generalizability of findings.

Human Resource Development and Employees Performance: A Theoretical Review

The study examined the impact of human resource development on employees’ performance from a theoretical perspective. The employee performance components identified are ability to meet deadlines, quality of work, teamwork, and problem solving. While the dimensions of human resource development identified are mentoring, training, performance appraisal, and compensation/benefits. The study notes that a well-coordinated and implemented HRD practices results to improved organizations productivity and individual employees’ performance. The study also notes that implementation of human resource development leads to improved organizational efficiency and development of innovative competitive advantages for organizations. The study concluded that human resource development programmes serves as a critical organizational strategy for improving employees’ effectiveness, productivity, satisfaction, motivation, and innovation at work. In addition, the implementation of effective human resources development programs helps to create the workforce competency that enables the organization to function efficiently. It is recommended that managements should make human resource development a serious aspect of their overall organizational strategy, and also support all activities put in place to develop the employees in order to ensure that employees develop the necessary competencies and capacity needed to drive organizational performance and survival. Furthermore, organizations should constantly train and retrain their employees and management to develop vital conceptual, technical and interpersonal competences that is vital for high positive outcomes in organizations. Organizations should devise effective plans in investing in the various aspect of human capital as this does not only help them to attain greater performance but achieve long-term survival.

Gender Analysis of Women's Empowerment by Village Government (Study in Rea Village, Binuang District, Polewali Mandar)

This research aims to analyze women's empowerment in the village government from the gender aspect. The type of research is field research located in Rea Village, Binuang District, Polewali Regency. Data were collected through interviews, document studies and literature. The collected data were analyzed with a qualitative analysis model. The results of this study reveal that, women's empowerment in the Rea Village Office, Binuang District, Polewali Regency has been seen. This is evidenced by the process of recruiting village officials who are balanced between men and women and human resource development programs specifically for women. However, some gender analysis instruments have not been fulfilled, such as the fulfillment of the WID (Women in Development) and GAD (Gender and Development) policy matrices. This is due to the absence of resources (village officials) that focus on gender analysis in empowering women in village institutions.

HR Practices, Risk Management, Planning and Employees Perceived Performance of Family-Owned Businesses

This study determined the relationships of human resource practices, human resource risk management practices, human resource planning practices and employee perceived performance in family-owned businesses in General Santos City a highly urbanized city in the Philippines. The study used quantitative and qualitative research methods. Descriptive survey and correlational design were used employing quantitative method. The data were gathered through 300 respondents. Key Informant Interviews were conducted to corroborate the discussion of the results of the study as the qualitative data. The data gathered were analyzed through frequency, percentage, weighted mean, spearman correlation, and multiple linear regression analysis. The findings of the study revealed that there is low positive correlation between human resource practices and employee perceived performance (Ho1). There is a low positive correlation between human resource risk management practices and employee perceived performance (Ho2). There is a significant moderate positive correlation between human resource planning practices and employee perceived performance (Ho3). Human resource practices, human resource risk management practices, human resource planning practices have significant effects on employee perceived performance (Ho4). Given the overall results, the local and national agencies such as may refer to the results of this study and may come up with a policy revision exclusively for the family-owned businesses. The human resource management and development program which are formulated based on the findings of the study should be adopted by the family-owned businesses in General Santos City.

Factors in turnover intention of cardiothoracic surgery residents

Increasing numbers of cardiothoracic surgery residents are resigning, without completing their training. This study analyzes how their turnover intention is related to the training environment, and individual psychological factors. Responses by 57 Korean cardiothoracic surgery residents were analyzed. Their levels of depression, anxiety, grit, and empathy, working conditions, the effect of someone’s presence to discuss their concerns with, burnout, and turnover intention were identified as the research variables. Descriptive statistical analysis, correlation analysis, and structural equation modeling were used for data analysis. Burnout has the most significant relationship with turnover intention. It has a mediating effect on the influence of depression, grit (sustained interest), and working conditions, over turnover intention. Empathy, and the presence of someone to discuss concerns with, also affect turnover intention directly. The study also confirmed that grit and work satisfaction affect turnover intention indirectly, through burnout. The study identified both individual- and systemic-level factors for an effective training environment, to reduce cardiothoracic surgery residents’ tendencies of leaving the residency program, and supporting them for greater satisfaction with their career choice. In order to resolve negative emotions such as burnout and depression, and foster empathy, a human resource development program for the residents’ psychological support must be prepared. The program director should be adequately educated to take charge of the training program, oversee the residents’ education and welfare, and perform the roles of role-model and mentor.