Investment In Human Resource Development Research Articles

MANAJEMEN PEMBIAYAAN PENDIDIKAN UNTUK MENINGKATKAN MUTU PENDIDIKAN

This study aims to analyze education financing management based on the effectiveness and efficiency of education financing management and the use of technology in education financing management. This research uses descriptive qualitative research methods with secondary data collected through literature studies and analyzed qualitatively by reducing displays and concluding results. The results of this study indicate that effective and efficient education financing management in educational institutions is key to supporting the achievement of quality education goals. The management of education financial resources must pay attention to the essential stages, because education financing is considered an investment in human resource development. In this context, the effectiveness and efficiency of education cost management is essential to maximize educational outcomes. The current development of digital technology opens up great opportunities to optimally utilize the education financing system. With the adoption of information and communication technology, educational institutions can automate the financing process, integrate digital payment systems, and enable real-time monitoring of fund flows and financial reporting.

Solutions for sustainable development of inbound tourism in Khanh Hoa Province after Covid-19

Sustainable tourism development is a top concern in all countries in the world, especially developing countries like Vietnam. Issues of environmental pollution, changes in habits in life and consumption, conflicts of economic interests between parties, a decrease in the number and quality of tourists after the Covid-19 pandemic, and many other problems are other potentially emerging. Khanh Hoa province is a tourist center in the South Central region and the Central Highlands. An interesting stop for inbound tourists when coming to Vietnam. In addition to the achievements, the inbound travel business in Khanh Hoa province has been revealing many factors that lack sustainability in terms of environment, economy, culture, and society. Therefore, to sustainably develop inbound travel tourism in Khanh Hoa province. The author used the research method of secondary documents, and analyzed the current situation of inbound tourism development in Khanh Hoa in recent years, thereby giving urgent solutions: Focusing on re-developing the inbound tourist market, assessing re-evaluate tourism resources in order to build suitable tourism products, have sales promotion strategies, apply information technology, increase investment in human resource development, raise people’s and inbound travel community’s awareness.

Expenditures on human resource development and firm financial performance: from the resource orchestration perspective

Firms spend enormous amounts of resources for human resource development (HRD) based on the belief that HRD contributes to firm performance by enhancing employees' capabilities. However, whether investment in HRD actually creates value to firms is inconclusive. We explore whether and when a firm's HRD investment pays off by investigating the relationship between the monetary amount spent for HRD and a firm accounting‐based performance measure (ROE). Using a representative sample of 309 Korean firms from the Human Capital Corporate Panel database between 2009 and 2017, this study finds that HRD expenditures do not have any significant impact on ROE, while its impact is dependent on decoupling in HRD programs and the presence of an HRD department. These findings suggest that without appropriate use, HRD investment would fail to generate superior returns.

The impact of implementation intentions on the transfer of training from a management development program

ABSTRACT The aim of this study is to further develop our understanding of transfer of training by introducing an additional post training transfer intervention of implementation intentions. This enhances the substantial developments made by goal setting theory but concentrates on goal achievement rather than simply goal setting. Whilst goal intentions specify what a person wants to achieve, implementation intention specifies the behaviour to be performed and the situational context it is to be performed in. This is a qualitative study based on a management development program being delivered in one UK Higher Education Institute. Data was collected from reflective learning journals and semi structured interviews with 15 participants. Findings indicate that the use of an implementation intention statement encouraged transfer in 67% of the participants. This is a higher figure than any other study not using implementation intentions, has previously recorded. This study therefore advances scholarship in the field of Human Resource Development (HRD) and especially transfer of training. It also provides practical utility for organisations looking to gain a return from their investment in HRD.

Efficacy of Management and Employees’ Involvement in HRD Initiatives: The Case of PNG Power Limited

Organizational investment in human resource development (HRD) has risen rapidly over the years. The rise in HRD investment is undoubtedly triggered by the belief that HRD is the key to strengthening personal and organizational performance. Yet despite heavy investment in this area, the outcomes achieved are often mixed with varied results. A key issue is the choice of HRD initiatives adopted and how they are implemented to achieve the desired HRD outcomes. Poor initiatives that do not realistically target HRD gaps, combined with poor implementation measures, are most likely to fail. Regular measurement of such is significant not only to determine the impact on key outcomes but is also essential to learn, accumulate evidence, and then use such evidence for improving HRD investment and/or policy. The study’s main objective is to analyse the training and development activities in PNG Power Limited (PPL) from the lenses of management and employees. This research highlights management and employees’ involvement in HRD initiatives which is paramount for organisational development. The study employed a mixed method of analysis and used surveys and interviews to collect data and information. The findings revealed that PPL has organised training programs to develop management skills of non-technical staff and competency-based training for technical employees. However, these training and development activities are perceived to be moderately effective regarding how management and employees are involved. This research concludes that the effectiveness of HRD initiatives through training and development activities is significantly determined by the degree of management and employee involvement. This study contributes to the knowledge of HRD in developing countries, particularly in the Pacific Region. It is hoped that this study will be helpful to improve specific areas requiring change identified in this study and may well serve as inspiration for organisational and policy change across other service organisations in PNG.

Socioeconomic study of traditional fish farmers and trained farmers in the Indian Sundarbans ecosystem

AbstractThe Sundarbans, major marshy land, and brackish water ecosystem of the West Bengal were inhabited by many species of fishes which were the main dependants of the people living there. The present investigation was conducted using a questionnaire survey, participatory rural appraisal, key informant interviews, and focus group discussion and to assess the present state of production of major cultivable species of Sundarbans like mullet, shrimp, tilapia, mud-crabs, giant prawn and Asian seabass. A socioeconomic and technical survey of 45 trained and 45 traditional practitioners of aquaculture were conducted from May 2017 – April 2018. This study and appraisal intended to compare the socioeconomic relationship between traditional fish farmers and trained aquaculturists in Indian Sundarbans. The modern farmers usually practice the farming systems like Jayantirohu cultivation, white shrimp cultivation, genetically improved farmed tilapia, crabs fattening and crab culture; periphyton based giant prawn cultivation and Asian seabass culture with forage feeding with bait fishes. The trained farmers were enriched with much knowledge and information gained from various training, which the traditional farmers were lacking. It was found average benefit-cost ratio for traditional farming and modern farming system of 1:1.89 for traditional fish farmers and 1:3.13 for trained farmers. It was helping the modern practitioners to earn more profit to suffice their family needs as well as they were now accomplishing more safety, security measures for their family, investing more in their aquaculture practices. The yield of fish culture was affected by pond conditions, family labor engagement, and resource endowment of the fisher family. Linkage with formal financial institutions, subsidized input support from the fishery department, and investment in human resource development of farmers might be some point of intervention to boost fish culture in the coastal zone of West Bengal, India.

The impact of spending and charity verses on advancing the level of human development in Islam

This research came to present the impact of spending and alms in advancing the level of human development in Islam, as there are amazing facts on the ground; From poverty, unemployment, diseases and urgent needs to groups of the needy, and on the other hand, Muslims have huge wealth and money that can be benefited from, by investing spending money and alms in providing programs, training and rehabilitation to support and treat the problem of unemployment, as providing training opportunities for work helps to provide qualified cadres, It supports small projects that have a major role in solving the problem of unemployment and generating as high a cash income as possible, as charitable organizations provide the expected services to the community, through aspects of remunerative and legal investment, and this also requires strengthening and supporting the financial side of these charitable institutions. The importance of explaining the employment of spending and alms in human development, given that the human being represents one of the forms of capital on which other forms of capital depend, namely, physical capital, and social capital (infrastructure and dependency), as these forms cannot reach the optimum employment limit without Attention to the level of the most important element for achieving it, which is the human being. This study will show how spending and alms work to achieve investment in human resource development.

The Effect of Intellectual Capital Investment, Corporate Governance, and Barriers to Entry on the Intellectual Capital Performance of Banking Companies

Intellectual capital is an important element in determining the performance of banking companies. This study aimed to examine the effect of intellectual capital investment, good corporate governance (proxied by foreign ownership and institutional ownership), and barriers to entry on intellectual capital performance. This research was conducted on conventional banking companies listed on the Indonesia Stock Exchange from 2015 to 2019. The sample was selected using a purposive sampling method based on specific criteria. Eighty-nine banking companies met the criteria. Data analysis was performed using multiple linear regression analysis. The results of this study indicate that intellectual capital investment and barriers to entry have a negative effect on intellectual capital performance. On the other hand, foreign ownership and institutional ownership have no significant effect on intellectual capital performance. These findings recommend that banking companies pay attention to efficiency in investment in human resource development to improve bank performance. Inefficient investment in human resources can lead to a decrease in intellectual capital performance. Banking companies also need to continuously innovate service products to maintain their competitiveness and no longer rely on fixed asset investment as an element of a barrier to entry.

Relevance of China’s Reform Experience to India

The aim of this paper is to understand the nature of transformation of the Chinese economy. China's approach to the process of economic development in the aftermath of the reforms in the late 1970's has been a success story and a phenomenon of great significance. It helped millions of people move out of poverty and achieve an acceptable standard of life. The economic policy of China was more effective than India's; we measured this effectiveness in terms of two fundamental approach: first, growth was fundamental for ensuring and increasing the wellbeing as it increases total output in China compare to India; second, growth was pro-poor in China, but not in India, during the period 2000-2011. In this paper, we seek to explain how China reduced extreme poverty through reforms, and this reform experience of China stands out for three reasons. The first is renewed thrust on the rural economy and private sector, second is decentralized planning, and third is investment in human resource development. This experience of China's reform success offers a significant lesson for most of the developing countries, especially India, since India has more similarities with China. Therefore, this experience is particularly insightful for India.

The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation

Each individual member of an organization must recognize and lead innovation, which can be affected by human resource development (HRD) investments and organizational changes. In this study, we aimed to verify how HRD investment at the individual level relates to employee perceptions of organizational innovativeness and to examine how the intensity of organizational change, a situational factor at the organizational level, affects the relationship between HRD investment and employee perceptions of organizational innovativeness through multilevel analysis using hierarchical linear models. We performed an analysis based on the responses from 5184 workers and 125 companies where corporate-level and personal-level data were matched in a Human Capital Corporate Panel (HCCP) survey. HRD investment by employees was shown to increase the perception of organizational innovativeness. The results demonstrated that the intensity of organizational change moderated the relationship between HRD investment and the perception of organizational innovativeness. However, the stronger the organizational change intensity, the weaker the positive effect of HRD investment on the perception of organizational innovativeness. Finally, we presented theoretical and practical implications and further research tasks related to the HRD of corporations and open innovation.

UPAYA MENINGKATKAN KOMPETENSI GURU DALAM MENYUSUSUN RENCANA PELAKSANAAN PEMBELAJARAN (RPP) MELALUI BIMBINGAN BERKELANJUTAN

Education is an investment in human resource development and is seen as a basic need for people who want to progress. The of the education system that includes human resources can be classified into two namely: teacher and non-teacher education personnel. According to Law No. 2 of 2003 concerning the National Education System states, components of the education system that are human resources can be classified as educators and managers of education units (inspectors, supervisors, researchers and educational developers). It is the teacher who gets more attention among the of the education system. The amount of attention to teachers can be seen in part from the number of special policies such as the increase in teacher functional benefits and teacher certification. While the teaching profession is a profession that continues to develop in accordance with the development of science, technology, curriculum, and social change. The direct consequences for each actor in education and operationalization at school must be aligned with these changes. Efforts have been made to prepare teachers for professionals. The reality shows that not all teachers have a good performance in carrying out their duties, including (1) teachers often complain of changing curriculum, (2) teachers often complain about curriculum conditions with a burden, (3) often students complain by teaching teachers who less interesting, (4) still cannot guarantee the quality of education as it should be. Based on this, it is necessary to hold supervision or guidance to teachers continuously to improve their performance so that efforts to guide students to learn can develop. Thus, researchers as school supervisors strive to provide ongoing guidance to teachers in preparing lesson plans in full in accordance with the demands on the process standards and assessment standards that are part of national education standards can be done.

Decentralization and Grassroots Development in Liberia

Decentralization in contemporary era and across the globe is expected to extend good governance to the grassroots and as such infrastructural facilities such as good road network, health facilities, good drainage system among others are adequately provided. This ought to open up and facilitate rural and urban development. More so, the rural dwellers will also contribute to decision making and implementation of programs that affect them directly. Unfortunately, this is far from reality in sub-Saharan African and Liberia in particular. The centralized system operational has impeded the bottom –to- top developmental initiatives, subordinated participatory governance system, increased poverty and constrained local dwellers to focus on central government for everything. This study, therefore, examined decentralization and grassroots development in Liberia.Survey design was adopted for the study. Population for the study was purposively selected from three of the four regions of the country. The counties selected are the regional headquarters of each of the respective regions. The three regions are the Southwest, Central and North with a population of 3.5 million people. A sample of 395 was derived and used for the study. Out of this number, 386 was retrieved for analysis. Questionnaire was the main data-gathering instrument for the study. Interview was also used to compliment the questionnaire. The secondary data were retrieved from documentary data such as books, journals and government documents relevant to the study. The data collected was analyzed in percentages and numbers, while the interview conducted and responses were content analyzed.The study observed that Liberia has a centralized system of governance which has impeded development, punctured bottom to top initiative and eroded political participation. The system of governance in Liberia is onerous and has overburdened wherein local dwellers depend on government for everything. Realization of decentralization has been hampered by lack of a defined policy and legislation. Also, those factors that militate against decentralization were identified to be lack of political will, government commitment, and lack of professionals at the local level. The applicability of decentralization in Liberia is assured as it builds fiscal, administrative and political capacities of local sub-units.The study recommended that the National Legislature should pass the requisite legislation to facilitate the decentralization process. There should be an investment in human resource development particularly to ensure continuity of service at the local level. Additionally, every county in Liberia should have at least an institution of higher learning to groom local talents thereby preventing brain- draining of locals from their counties to the capital in search of higher education. Adequate and efficient way of disseminating basic information by the Ministry of Information on Decentralization. This can be done by using jingles, dialect programs, drama and cultural performances to reach a broad spectrum of the Liberian Society.

Information Communication Technology on Human Resource Development for Environmental Welfare

Development of human resources is very basic. The relationship between performance at the organizational level and the national level, as well as investment in human resource development is tangible and persuasive. Thus, developing thoughts about the prospects and role of communication in human resource development becomes an important part. The methodology used to comply with this paper is through literature study from various literatures.Communication is a prerequisite for information transfer. Economic underdevelopment is often correlated with limited access to information and learning facilities. The ability to communicate and transfer information and capacity is vital to building a knowledge economy that ensures survival in a global setting. Thus, the availability and development of human resources is important in the context of the socio-economic conditions of the country and the communication of information technology is an important asset for global competitiveness.Besides, information and communication technology is utilized to maintain the environment by managing and monitoring the energy. Therefore, qualified and competent human resource who could create proper application to facilitate society can maintain environmental welfare such as save energy, reduce emission gas, and so on.Effective and quality communication is the core of all HR development. Understanding of communication is important to improve human resources as social capital. The development of human resources in information and communication technology is important for the ability of the people of a nation to promote global competitiveness and become one of the factors of progress of a nation in international arena.

Human Resource Development in SMEs within the European Social Fund in Poland – research findings and international perspective

The paper aims to examine the Human Resource Development (HRD) in small and medium enterprises (SMEs) funded by the European Social Fund (ESF) in Poland between 2007 and 2013. The research is based on theories that support HRD investment specifically in SMEs, and uses the Human Capital Theory (HCT) with some extensions. The paper addresses the question of public support in HRD and international support for development purposes. Finally it stresses that the support may have national and international implications. The research methodology involved a series of computer assisted telephone interviews (CATI) in a sample of 44 SMEs that received EU funding for HRD. It also included computer assisted personal interviews (CAPI) with experts in the ESF, participant observation and analysis of the project documentation. The findings indicate that the ESF effort of international scope had a positive impact in Polish SMEs.

Performance Analysis on Agricultural Human Resource Development Investment Using Agricultural Education Panel Data

Performance Analysis on Agricultural Human Resource Development Investment Using Agricultural Education Panel Data

Does investment in human resource development affect financial performance? Empirical evidence from the banking sector of Bangladesh

The study aims at examining the impact of investment in human resource development (HRD) on the financial performance of the banking sector of Bangladesh. Using the economic data as well as survey data collected from purposively selected 120 bank executives of 20 private commercial banks of Bangladesh. The study through regression models finds that there is a significant positive correlations between HRD investment (in salaries and allowances, provident fund and gratuity, bonus and incentives, staff welfare and training, workshop, and seminar) and financial performance of the sample banks. Though, training is one of the important HRD indicators, the lowest investment was made in this sector by the sample banks. The findings of the study may be useful for bankers, policymakers, HR professionals, and the stakeholders of all types of organizations regardless of the geographical boundary. Finally, further investigations on manufacturing and other service sectors through case study, focus groups, and longitudinal study are also suggested.
 IIUC Studies Vol.14(2) December 2017: 35-54

Marriage in Kanchanaburi Province, Thailand: Who Delays, Who Does Not?

Delayed marriage is a global phenomenon, but in Thailand studies addressing this issue are limited. This study aims to analyze the factors associated with delayed marriage among Thai men and women in Kanchanaburi province. The analysis is based on a sample of 1,370 men and women aged 18-59 found in the Survey of Family and Household, 2010. Chi-squared analysis reveals women are more sensitive to ‘modernization variables’ - education, occupation, economic status, migration experience, residential area, and attitudes towards marriage and divorce. This is confirmed by results of the logit model analysis which reveals that only age, occupation, and attitudes towards marriage have a weak-moderate effect on delayed marriage among men, whereas among women, all variables were found to be significant, with the exception of occupation. This result supports the idea that delayed marriage, particularly among women, is sensitive to modernization. It suggests that with continuing development more men and women could delay marriage. Delayed marriage could be an opportunity for more investment in human resource development aimed at preparing young adults for the family life.

Social, economic and production characteristics of freshwater prawn, Macrobrachium rosenbergii (De Man, 1879) culture in West Bengal, India

Farming of giant freshwater prawn Macrobrachium rosenbergii, popularly known as ‘scampi,’ has recently been expanding in India. The present study was conducted using questionnaire survey, Participatory Rural Appraisal (PRA), key informant interviews, and focus group discussion and to assess the present state of production of giant river prawn (M. rosenbergii) in South 24 Parganas District of West Bengal, India. The socio-economic and technical survey on 80 prawn farmers was conducted during May, 2014–April, 2015. Prawn culture in ponds is slowly departing from the traditional endogenously managed system to a more extensive and commercial venture in the study areas. However, use of technology and scientific knowledge has not been adopted widely. In spite of operating within a semi-traditional system, this enterprise has shown moderate productivity and higher income in the study areas. Major constraints in the large-scale culture of prawn were adequate supply of seed at required quantities across locations, disease management, and social evils such as theft and poisoning of pond. Yield of prawn culture was affected by pond condition, family labor engagement in prawn culture, and resource endowment of the farm family. Linkage with formal financial institutions, subsidized input support from fishery department and investment in human resource development of farmers might be some point of intervention to boost prawn culture in the coastal zone of West Bengal, India.

Model Strategi Pengembangan Sumber Daya Manusia Agroindustri Kopi Gayo dalam Menghadapi Masyarakat Ekonomi ASEAN

. The purpose of this study is to formulate the model of strategy for human resource development (HRD) Gayo coffee agro-industry in the ASEAN Economic Community (AEC) with the approach of soft system methodology (SSM). This research resulted in a conceptual modeling of human resource development strategy for stakeholders agro-industry by increasing productivity in the welfare and sustainability Gayo coffee agro-industry. Human resource development strategy for Gayo coffee agro-industry is a strategic action to deliver the competence and quality of agro-industry actors with high competitiveness, especially in the face of global competition and rivalry in the AEC region through various of HRD capacity building program. The HRD investment is an intellectual investment that has significance for the regional development and improves the welfare of the community in the area of agro-industrial production Gayo coffee.

The Effect Of Organizational Culture On Employee Commitment: A Mediating Role Of Human Resource Development In Korean Firms

The purpose of this study is to examine the effect of organizational culture defined as communication, trust, and innovative production on employees’ organizational commitment. Furthermore, we explored the possibility the role of HRD (Human Resource Development) activities in mediating the aforementioned relationship. Using the national employer survey data conducted by Korean government in 2011, the results find that organizational culture, in particular, defined as better communication among superiors and subordinates, trust, and appreciation of innovation from superiors, is positively related to organizational commitment. In addition, firm’s investment in HRD or employee participation in HRD would play a mediating role in influencing the relationship between organizational culture and organizational commitment. Therefore, organizational culture is a critical factor to increase workers’ motivation through the participation in HRD training program, thereby increasing worker’s commitment. The results provide theoretical and practical implications in HRD and its link to organizational culture in organizations.