Impact Of Human Resource Development Research Articles

Human Resource Development as a Key to Enhanced Performance: Insights from Outsourcing Employees in a Delivery Service Company

The purpose of this study is to examine the impact of human resource development on the performance of outsourcing employees at PT Binajasa Abadikarya, focusing specifically on employees in Bali and Nusa Tenggara. This quantitative research involved 94 respondents, selected through purposive sampling based on the Slovin formula. Data collection included questionnaires, interviews, and observations, with descriptive analysis employed for data examination. The findings revealed a significant and positive correlation between human resource development and employee performance. Additionally, a significance level of 0.000, which is below the threshold of 0.05, further supports this positive correlation. Therefore, the study concludes that human resource development has a meaningful and positive effect on the performance of these employees.

Human resource development: enhancing entrepreneurial potential in MSMEs

This study aims to explore the role of micro, small, and medium enterprises (MSMEs) in human resource development by enhancing entrepreneurial potential. Qualitative data were obtained using a descriptive exploratory approach from in-depth interviews with 41 MSME actors assisted by the Jambi City Manpower, Cooperatives, and Small and Medium Enterprises Office during managerial and technical guidance in 2023. The data were analyzed thematically and narratively to capture respondents' views and reasons. The study identifies various aspects of MSMEs, including business types, ideals, vision, mission, goals, sources of ideas, creativity and innovation, threats, strengths, weaknesses, and opportunities. It also examines the impact of education and training on human resource development and entrepreneurial potential. The findings indicate that MSMEs leverage diverse sources of ideas and exhibit significant creativity and innovation to adapt to business trends. However, further studies are needed to measure the long-term impact of human resource development. Additionally, the study calls for examining external factors such as government policies, market conditions, and technological advancements that influence human resource development and entrepreneurial potential in MSMEs.

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.

The Impact of Human Resource Development and Organizational Culture on The Quality of Public Service

The Impact of Human Resource Development and Organizational Culture on The Quality of Public Service

The Impact of Human Resource Development and Digital Culture on Employee Performance within the Tanjungpinang City Government

The purpose of this study is to investigate the evolution of human resources and digital culture on worker productivity. This study employs primary data and is descriptive quantitative in nature. The examples included in this research were 56 South Sulawesi Province Food Security Service employees. Use of SPSS version is required for the multiple regression analysis hypothesis test 26 software. The findings of this study demonstrate that employee performance is positively and significantly impacted by both digital culture and human resource development.

PROFESSIONAL DEVELOPMENT OF HUMAN RESOURCES AT NON-MANAGERIAL AND MANAGERIAL POSITIONS - THE IMPACT ON ORGANISATIONAL DEVELOPMENT

The aim of this paper is to analyze the interdependence between the professional development of human resources in organizations, both in non-managerial and managerial positions at various levels of management. Professional development of human resources is one of the key factors that contribute to organizational development, and also one of the dominant factors of organizational success. The interdependence between the organizational and the individual perspective of organizational development is a subject of permanent scientific research. It is impossible to express organizational development as a sum of individual contributions, due to the complexity of this category which depends of numerous variables in the comprehensive model of organizational development. Professional development of human resources is only one of the variables of the above-mentioned model of organizational development, and the objective of this paper is to analyse their specific nature, roles and interdependence. Specifically, the research will be directed to the identification of the variables of the comprehensive models of organizational development, and moreover, a detailed elaboration of the impact of human resources development in this context will be presented. A specific approach would be implemented in terms of modeling the professional development of human resources, the processes, strategies etc. Individual development will be also taken in consideration as a key sub-component of professional development, and, consequently, as an implicit variable in comprehensive models of organizational development. Methodologically, appart from the theoretical elaboration, a blended methodological approach will be implemented, based mainly on qualitative research methods, such as case study; also supported by case-specific quantitative methods, that would contribute for better explanation of the relations and interdependence between the above-mentioned variables. Finally, research conclusions and recommendations will be presented.

Measuring the Impact of Human Resource Development on Poverty Incidence in Nigeria: A Bound Testing Approach

Abstract Research purpose: Eradicating poverty in the world requires some strategies, such as the poor having adequate access to productive assets and increasing their returns on assets, having adequate access to education and health facilities, increasing their access to job prospects, at the same time complementing these resources with other incomes. Hence, the goal of this study is to examine the link between human resources development and poverty in Nigeria, using annual secondary data from the Statistical Bulletin of the Central Bank of Nigeria from 1990 to 2020. Design/methodology/approach: The Auto-Regressive Distributed Lag (ARDL) Technique was explicitly employed to arrive at the statistical and logical conclusions in determining the impact of human resource development in the face of poverty. In addition, the bound testing approach was used to measure Nigeria’s long-run relationship between human resource development and poverty. Findings: The study revealed that human resource development has a statistically insignificant but non-decreasing impact/effect on poverty incidence in Nigeria, based on the short-run ARDL assessment. Furthermore, the bound testing approach also indicates that there is indeed a long-run relationship between human resource development and poverty incidence in Nigeria. The study, therefore, concludes that poverty is inescapable and, hence, creates underdevelopment. The study advises governments at all levels to develop and implement policies and programs aimed at improving or enhancing the welfare and well-being of the masses through job creation in order to close the income gap between the affluent and the deprived. Originality/value/practical implications: Fighting poverty in Nigeria has been one of the major priorities of most governments in Nigeria. These can be observed from the nationwide planning policies that have been focused on adequate provision of access to both human and natural resources. There has been an enormous call for the massive upgrading of the productive capacity of the people through investment in human resources. This paper is one of the several articles employed to evaluate the impact of human resource development on the incidence of poverty in Nigeria.

The Impact of Human Resource Development towards Efficiency of Workers from the Perspectives of Islamic Creative Management Strategies: A Preliminary Study

The study aimed to identify and analyze the impact of human resources development towards the efficiency of workers from the perspectives of Islamic creative management strategies, based on the descriptive analytical approach. The study found out that human resource development increases productivity and efficiency, as well as reduces the accident rate among employees. The aspect of training, motivation, and performance appraisal are considered as the most important processes practiced by human resources management. At the same time, creative management is an important entry point in developing organization’s strategies and directing it towards achieving the highest degree of initiative and flexibility, the ability to solve problems and innovation in providing solutions and treatments. The study recommends holding several training courses to meet the different needs of employees in institutions, and to provide justice and objectivity when judging an individual's competence, while providing various incentives, both material and moral.

Kontribusi Pengembangan Sumber Daya Manusia Terhadap Mutu Layanan Bank BRI Syariah Mamuju

This scientific work discusses the impact of human resource development on the service quality of Bank BRI Syariah Mamuju Branch. This research aims to determine the impact of human resource development on the service quality of Bank BRI Syariah Mamuju Branch. The research method used is a qualitative method. The results of this research show that the quality of service provided by Bank BRI Syariah Mamuju Branch in the field sector is quite good, such as facilities and infrastructure are supportive, employee politeness is good, employee responsiveness in providing services is appropriate, friendly to all customers, but There are still customers who are not satisfied with the services provided, in explaining customer questions, employee explanations are not optimal, they are still unclear, due to the large number of employees who do not have an educational background in sharia banking. And the development carried out is not optimal. Motivation, harmonious working relationships and providing incentives to employees are enough to help employees to improve the quality of human resources, especially in providing salaries and incentives, Bank BRI Syariah must maximize the performance they provide, Bank BRI Syariah Mamuju Branch must maintain this activity or increase program activities like this.

Human Resource Development and Economic Growth in Nigeria

This study examined the impact of human resources development on economic growth in Nigeria from 1980 to 2019. To achieve this objective, data were collected on the real gross domestic product, government expenditure on education, government expenditure on health and human development index from Central Bank of Nigeria Statistical bulletin, World Bank -World Development Indicator and UNDP. The study adopted the Augmented Dickey-Fuller unit root test, Johansen Co-integration test and Error Correction Mechanism (ECM) methods of econometric to analyse the collected data. Evidence from the findings revealed that all the variables were individually integrated of Order One and have a long-run relationship. The parsimonious ECM result revealed that an increase in government expenditure on education, government expenditure on health, as well as human development index, do not significantly increase economic growth in Nigeria during the period of study. The study concluded that human resources development via public spending in the education sector, health sector, as well as an increase in human development index remains crucial in the process of achieving sustainable economic growth in Nigeria. Based on these findings, the study recommended among others that crucial effort should be made by the government in channelling more funds to the health sector in order to improve health standards and reduce the mortality rate of the citizens since a healthy population and workforce is a major ingredient for rapid and sustainable productivity and growth. Enough funds should be allocated to education for proper utilization of potential productive and social benefits that will help to boost the real sector of the economy.

Investigating the impact of human resources development in achieving organizational agility in the urban water and sewage company of Ilam province

Background and purpose: If an organization wants to be successful and agile, it should firstly attract an efficient workforce and secondly pay special attention to their maintenance and development so that they will be more motivated to serve in the organization. Therefore, the current research was conducted to determine the impact of human resources development in achieving organizational agility in the urban water and sewage company of Ilam province. Methodology: In terms of purpose, the present research is applied, and in terms of method and descriptive nature, it is survey type. The statistical population in this research is managers, employees, and supervisors of different units at different organizational levels in the water and sewage company of Ilam province. The statistical population's total size is 420 people (N = 420). The statistical sample size was 201 people using Morgan's table. In this research, Tonke Nejad and Davari's human resource development questionnaire (2018), with a reliability coefficient (0.87), and the organizational agility questionnaire by Sharifi and Zhang (1999), with a reliability coefficient (0.81) were used to collect data. In order to investigate the issue, one main hypothesis and seven sub-hypotheses were formulated, and Pearson's correlation coefficient, linear regression and structural equation model were used to analyze the collected data. Results: The obtained results showed a positive and significant relationship between the components of human resource development (coherence, coordination, adaptation, identity, intellectual, attitudinal, and occupational) and organizational agility of the urban water and sewage company of Ilam province. Conclusion: There is a significant relationship between the development of human resources and the organizational agility of the urban water and sewage company of Ilam province.

The Impact of Human Resources Development and Organizational Culture on Employee Performance

Research is motivated by the phenomenon of low employee performance, presumably due to suboptimal human resource development and a less conducive organizational culture. The study aims to identify and analyze: a. human resource development, organizational culture, employee performance; b) the magnitude of the influence of human resource development on employee performance; c) the importance of the impact of organizational culture on employee performance; and the extent of the effect of human resource development and organizational culture on employee performance. This research uses a quantitative approach with a survey method. The data collection tool used a questionnaire distributed to 44 employees. The data obtained were analyzed descriptively and through a statistical process. The results showed: a. From the results of descriptive analysis of human resource development, organizational culture and employee performance are in good condition, but there are weaknesses in certain aspects. The results of the verification analysis show; b) human resource development has a significant effect on employee performance with a magnitude of influence of 66.69%; c) organizational culture has a significant impact on employee performance with the importance of the result of 51.84%; and d) the development of human resources and organizational culture together have an effect on employee performance with the magnitude of the influence of 78.30%, the remaining 21.70% is influenced by other factors that are not included in the model. In conclusion, both partially and simultaneously, human resources and organizational culture's development affects employee performance.

Impact of Human Resource Development on Public Service Through Employee Performance Of Center Mamuju

Public organizations as a place for providing services to the community must be supported by quality human resources. This is inseparable from the human resource development system, in creating superior human resources and having good performance so that the services provided can increase public satisfaction. This research is a quantitative type of research, which is conducted at the Civil Service and Civil Service Agency, Population and Civil Registry Office and five District Offices in Central Mamuju Regency. The sample in this study amounted to 102 people. Data collection was carried out through distributing questionnaires, observations, interviews and supporting documents related to the research topic. The results showed that the development of human resources through employee performance had an influence on the quality of public services in Central Mamuju Regency with an F calculated value of 15.668. greater than the F table, which is 3.09. For the probability value, the value is 0,000, smaller than 0.05.

Pengaruh Pengembangan Sumber Daya Manusia dan Disiplin Kerja terhadap Kinerja Pegawai (Studi pada Bagian Umum dan Hukum Tata Laksana Universitas Brawijaya)

Employees in an agency need to be managed professionally in order to achieve a balance between the needs of employees and the guidance untill their capabilities of the agency. Organizations benefit from operational continuity with increased performance, while employees feel they have a greater commitment to the organization. In line with the phenomenon of human resource development, employee work discipline must also be developed. This study aims to explain the impact of human resource development and work discipline on non-PNS employees and employees. The results of the study state that the development of human resources on employee performance shows a positive but insignificant effect, besides that the effect of work discipline on employee performance shows a positive and significant effect. In addition, the moderating effects of age, work status, and years of service also do not have a significant effect.

Exploring the Effects of Human Resource Development to Reduce Turnover Intention and Turnover in Public Sector: Comparative Case Study of Korea, Ethiopia, and Rwanda

One of the worldwide important research issues and practical challenges in the public sector is to decrease turnover intention or turnover rate, thereby increasing government overall efficiency and effectiveness. With the world continually changing in this way, it is necessary to invest and educate its members in terms of "human capital" rather than "human resources” so as to survive and flourish. This study explores the effects of human resource development (HRD) to reduce turnover intention and turnover in the public sector. It predicts that HRD consists of enhancing and facilitating the development of capabilities and potentials of individuals, organizations, and communities. The data of the study was collected from 10 respondents working at the Ministerial level in Ethiopia, Korea and Rwanda through in-person, phone and email interviews. Based on literature, we developed a research model, case study research design and qualitative approach was employed in this paper. The results found that there is no direct impact of HRD in reducing turnover intention and turnover however HRD can affect negatively as well as positively employee turnover intentions indirectly. The study suggests that there are should be good HRD Programs for enhancing and facilitating the development of capabilities and potentials of individuals, organizations, and communities.

Implementation and Impact of Human Resources Development in Improving the Performance of Teachers in Schools (Multi Case Studies)

This research aims to analyze the implementation and impact of human resource development in improving the performance of students. This research used a qualitative approach with the type of multi-case study research at the Elementary School Muhammadiyah of 1 Jember and the Elementary School Al Baitul Amien of 1 Jember. Data collection was carried out by observation, interviews, and documentation in both schools. The data analysis process was carried out by condensing data, presenting data, drawing conclusions, and verification. Based on the research conducted, it was concluded that the implementation of human resources in Elementary School Muhammadiyah of 1 Jember and Elementary School Al Baitul Amien of 1 Jember, namely 1) The school has fully professional development of educators in the form of training programs and always strives to improve the quality of education through skills improvement programs. 2) The school activity program is always maximized, through habituation in improving the quality of learning through activities, teaching, during the learning process and up to the implementation of quality training so that it is optimal. 3) Programmed school activities program in a clear concept in planning the skills development of educators. 4) Regulations concerning the development of written and straightforward teaching staff and maximized for the program of enhancing the skills of educators which are compiled through the formulation and determination of collective teacher teamwork. Then the impact of the development of human resources in improving the performance of students has a good overall impact on every program implementation of the two schools.

The impact of human resource development (HRD) practices on job satisfaction and intent to leave: Moderating role of perception of organizational politics (POP)

The impact of human resource development (HRD) practices on job satisfaction and intent to leave: Moderating role of perception of organizational politics (POP)

The Impact of Human Resource Development (HRD) Practices on Organizational Performance: The Mediating Role of Human Capital

The objectives of this study are to examine the impact of Human Resources Development Practices (HRDP) on Organizational Performance (OP) and to examine the mediating role of Human Capital (HC) on the relationship between HRDP and OP. A coordinated research model is created joining the fundamental elements of the current writing. The information will be gathered through a questionnaire from workers and clients of an Iraqi telecommunication organization. The unwavering quality and legitimacy of the measurements were set up through the examination of the affirmation factors. The result of this study demonstrates the effect of HRDP on HC. The article additionally broke down the interceding impact of HC in the connection between HRDP and OP. The review was directed in the telecommunications segment among its workers and clients. The result of this investigation is considered to possibly help leaders, partners, and the administration of an organization and direct them in embracing a right and all around explained HRDP, which will animate the positive conduct of workers and will influence insight, aptitudes, and capacities. Perspectives and, thusly, affect OP. This study adds to the HR research, incorporating HRDP and HC into a far-reaching research model that impacts OP.

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.

Impact of Human Resource Development on Employees Performance

Human resource development for employees is to enhance productivity and overall performance of the organizations. This is due to the recognition of the important role of human resource development in attainment of organizational goals. Consequently, this study investigated the impact of Human resource development on employees’ performance in the Nigerian University system. Collection of data for the study was effected through the use of questionnaire with a sample size of 263 drawn by stratified random sampling. The data was analyzed using descriptive and inferential statistics. The findings of the study shows that almost all of the respondents agreed that to a large extent, human resource development practices if properly applied in developing personnel strength would go a long way in enhancing positive impact on the job performance of the employees’. The study recommends that management of Universities in Nigerian must ensure that employees training and development form the heart of their cardinal mission.