Resource Management Development Research Articles

Strategic programs of socio-economic development as the main element of effective formation of human potential

The author’s interpretation of the development of human potential as a driving force of personal and social progress, which is a dynamic process of changes in the quantitative and qualitative characteristics of human resources, is proposed in the article. The purpose of this study is to determine a clearer relationship between the formation and development of human potential and socio-economic development with highlighting of methodological approaches to the formation of appropriate development programs. To achieve this goal, the author investigated the relationship between the concepts of «socio-economic development», «human potential» and «formation and development of human potential». The provisions on the meaningful interpretation of human resources and human potential as human abilities and capabilities, which become the basis for creating appropriate conditions in social production for dynamic human development, have been clarified. It is substantiated that in the methodological aspect, when forming programs of socio-economic development, it is advisable to distinguish between social development as a main goal of these programs, and economic development as a means of achieving this goal with the simultaneous mutual influence of these components. It is proposed to consider the systemic transformation of human resource development management as a main component of the prerequisites formation for human potential accumulation and social production development. The main components of the updated human resource development management system, namely the goals, principles and levels of development, the functions of managerial influence, have been determined. It has been substantiated that the main goal of socio-economic development programs should be the continuous development of a person as a carrier of human potential; and the use of innovation, complexity, knowledge orientation – as a principles of their construction on the basis of organizational, systemic and humanistic approaches.

Factors Influencing Career Success Among Women Managers: A Research Framework

The purpose of this paper is to reviews recent literature on women at work, through an analysis of existing literature, in order to identify factors that contribute to the success of women managers in their careers. This study is based on an extensive review of past research on career success. To conduct the literature review, keywords such as career success, job flexibility, family culture, networking and career success among women managers. Besides that, the ideas of this study arranged according to the year which are from 1988-2019. The paper offers a number of propositions which explains the proposed model of career success among women managers. Future research is recommended to test and validate the framework to provide empirical evidence. The paper yields a new approach in theorizing career success among women managers by integrating the social capital theory and social cognitive career theory. Upon model validation, the paper can offer practical interventions for human resource development (HRD) managers to help women managers in managing the career success.

Preface to the Special Issue on “The Impact of Resilience in Developing Individual and Organizational Capacity to ‘Bounce Back’ from Challenges”

The Problem Stress, anxiety, depression, and similar emotional and psychological inhibitors may negatively impact employee well-being and dignity, quality of work-life, and overall organizational performance. These inhibitors may be produced through events such as structural or procedural changes, tensions emanating from diminished work relationships, pressures related to the work itself, perceptions of unjust or unfair treatment, or other forces that may affect an individual’s capacity to function and perform well. The Solution This Special Issue explores approaches to gain insight to the ways individuals, as well as the organizations they serve, may become more resilient and bounce back from adversity. The interdisciplinary relationship between human resource development (HRD) and human resource management (HRM) is crucial for effective strategies to overcome negative outcomes. The Stakeholders HRD scholars, practitioners, researchers, and all other professionals concerned with optimizing employee well-being and optimizing the capacity to perform will benefit from this Special Issue.

The contribution of human resource development managers to organisational branding in the hotel industry in India and South East Asia (ISEA): a dynamic capabilities perspective

PurposeThis research explores the significant contribution of human resource development (HRD) managers in building organisational brands in the hotel industry through the lenses of dynamic capabilities for sustaining competitiveness.Design/methodology/approachUsing a qualitative case study design, this study deployed a semi-structured interview research method. It used a purposive sample of 20 HRD managers across twenty different hotels in India and South East Asia (ISEA) to explore their contribution to organisational brands. The data was analysed using thematic analysis.FindingsThe findings show the significance of HRD in building organisational brands. From a dynamic capabilities perspective, it was found that HRD has an impact on fostering brand awareness culture; HRD functional branding enhances the creation and sustaining of quality service culture; functional branding of HRD helps differentiate the brand and quality service, for product development and innovation by linking talent development and growth of key competencies and capabilities; brand training and behavioural training directly influence the right behaviour knowledge and effective communication that is translated into the enhancement of guest experience; and finally, organisational branding through branding culture and employer branding creates organisational wealth.Originality/valueThe authors propose a new conceptual framework for the branding of the Heroes to reclaim the HRD's splendour in the realm of other functions in the hotel industry in ISEA contexts. While the authors do not claim an external generalisability, we believe that an analytical application of this framework could be relevant in similar environments. The study also claims that HRD practitioners could use parallel literature repertoires from brand management discourse to value their strategic contributions in building and maintaining their reputational position at the board level. Practical implications and further research are discussed.

Critical reflection and innovative work behavior: the mediating role of individual unlearning

PurposeAlthough employees' innovative work behaviors are crucial for innovativeness and the success of modern organization, the impact of individual unlearning and critical reflection on innovative work behaviors is underresearched. This study's goal is to empirically examine relationships between job characteristics, critical reflection, unlearning and innovative work behaviors.Design/methodology/approachThis study uses survey data from 252 Polish employees and the partial least squares method.FindingsThe results indicated that, among three considered job characteristics, only problem-solving demands were related to critical reflection. This study also shows that critical reflection is both direct and indirect, through individual unlearning, related to both idea generation and idea realization. However, nonmanagers have stronger relationships between unlearning and innovative work behaviors than do managers, while managers have stronger relationships between critical reflection and innovative work behaviors.Practical implicationsResults of this study may be used by human resource development managers to improve employees' innovative work behavior.Originality/valueThe study contributes to the limited empirical research on the role of critical reflection and individual unlearning for innovative work behavior. This study also explores which job characteristic affects critical reflection.

The Middle School Teacher Resource Management Development

Teachers have the important tasks and roles, so that teacher resources must be developed. This study aims are to describe in-depth and analyze in detail about: (1) Management of teacher resource development, (2) The success of the management of teacher resource development, (3) Determinants of success and failure in realizing the management objectives of teacher resource development at SMAN 1 Katingan Hilir and SMPN 5 Katingan Hilir. Data in this study were collected through interviews, observations, and documentation. Analyzing data is done qualitatively. The results of this study indicate that SMPN 1 Katingan Hilir and SMPN 5 Katingan Hilir have made good management of teacher resource development in terms of achievement management, reward management, and training and development. In addition, this study also identified several determinants of success and failure of teacher resource management in the two schools. Hopefully, the results of this study can be used as material for consideration in implementing the management development of teacher resources in other school.

Educating a Human Resources Accounting Model in the Maskan Bank Branches of Shiraz

The aim of the present study is to Educate a human resources accounting model in the branches of Maskan Bank of Shiraz. The research population to test the model included 30 experts. The opinions of 200 managers, deputies, and head of the headquarters, deputy of the headquarters, bank officials and experts of the branches were used to measure variables in branches of Maskan Bank in Shiraz. This research is a descriptive research conducted by using survey method. It is also a developmental-applied research in terms of objective. A combination of library and field studies was also used to collect the data. The data collection tool to measure non-monetary valuation was a questionnaire whose validity and reliability were confirmed. Monetary valuation was done using the information obtained from human resources development management of Fars Province Maskan Bank. Data were analyzed by SPSS24 software and Excel software. The research results confirmed the proposed model and showed that non-monetary valuation components used in this study included supply cost, health services cost, welfare cost, sports club cost, holding training course cost, salaries, overtime, appointment cost, and selection cost. Non-monetary valuation in this study also includes motivation and reward, commitment and loyalty to the organization, creativity, leadership skills, participation, communication, decision making, change, professional skills, applying positive self and others’ capabilities, and development of team capabilities. By educating this model employees can reach prosperity along with Bank’s achievement.

КАДРОВЫЙ ПОТЕНЦИАЛ РЕГИОНА КАК ОСНОВА УСТОЙЧИВОГО ИННОВАЦИОННОГО РАЗВИТИЯ

The current stage of development of the regional economy is associated with a new view of human resources as the most important factor of economic growth. In this regard, the rational use of labor resources is an urgent direction of socio-economic development. Innovative development of a region is an economic process aimed at forming an innovation system in it. It is important to address the issue of ways to activate regional innovation activities. A significant role in this process is assigned to the personnel component. Analysis of the scientific literature of recent years has shown that in economics, sociology, statistics, and management sciences there are various concepts related to human labor activity. Among all of them, a special place is occupied by “human potential”, which has not yet been unified in its interpretation. It is noted that the economic category “human potential” is based on the concept of efficiency. The article considers the theoretical foundations of the analysis of the region's human resources potential and the problems of its formation, and forms a system of indicators for its assessment. The initial data for calculations are taken from the information database of official statistics of Rosstat. In modern conditions, the formation, development and effective management of human resources should act as the most important factors of innovative development of the region, as the basis for increasing its competitiveness. A comprehensive analysis of the regional human resources potential, as well as a study of its development problems, can increase the competitive advantages of the region. Analysis and assessment of the state of human resources, identification of factors affecting its development, identification of strengths and weaknesses in the context of economic modernization are necessary for the sustainable growth of the regional economic system. An increase in the number of researchers of the most productive age can be considered a positive trend. It is important to study the level of employment of graduates, as well as the correspondence of their work and the received specialty.

Sustainability assessment of the water-energy-food nexus in Jiangsu Province, China

The water-energy-food (WEF) nexus has become a hotspot in the field of sustainability science, and researchers and policymakers are now considering the theoretical underpinnings of the concept and its implications for policy practice. This requires an integrated method for assessing the sustainability of a region's WEF nexus. Here we evaluate the sustainability trends of an important regional WEF nexus using Jiangsu Province, China, as a case study. Using statistical data from 2000 to 2016, we propose a step-by-step methodological approach to evaluate sustainability and carry out empirical research to examine it. The methodology constructs a composite index, combining single WEF sector indicators and WEF linkage indicators that reflect the characteristics of the nexus. This enables exploration of differences in assessment results based on the concept of strong and weak sustainability. Such differences are obvious in the evaluation results based on sustainability surplus compensation (SSC) and sine sustainability surplus compensation (SSSC) methods. The analysis confirms that Jiangsu Province is following a path of unsustainable development of the WEF nexus. This is mainly due to substandard indicators of the water and energy systems, some of which are declining. The general approach provides a timely and useful means for the sustainability assessment of the WEF nexus. It can be easily applied in practice and provides policy intervention signals to stakeholders and policymakers in resource and sustainable development management.

외식종사원의 셀프 리더십과 심리적 자본, 직무수행 간의 구조적 관계

The purpose of this study is to identify the structural relationship foodservice employee's self-leadership, psychological capital and job performance. This study conducted survey using the judgement sampling method among the non-probability sampling methods. For the research, this study conducted a Google-based online survey on the foodservice employees working at food service companies and hotels at Seoul, Gyeonggi and Incheon regions. The verifications from hypothesis 1 to hypothesis 4 were as follows. First, the hypothesis 1 of “Self-leadership will have positive influence on psychological capital” was adopted. Secondly, the hypothesis 2 of “Self-leadership will have positive influence on job performance” was adopted. Third, the hypothesis 3 of “Psychological capital will have positive influence on job performance” was adopted. Fourth, the hypothesis 4 of “Self-leadership will have positive influence on job performance through psychological capital” was adopted. This study results suggests theoretical and practical implications on human resource development and human resource management.

Management of Lecturers Resource Development at Higher Education

The purpose of this study was to determine the management of the development of lecturer resources in the tri dharma of higher education in STKIP Bina Bangsa Getsempena (STKIP BBG) Banda Aceh. This research is focused on the implementation of the tri dharma of higher education. This research uses a qualitative method with a case study approach. Data were collected by interview, observation and documentation study, then analyzed qualitatively. As for data analysis techniques, descriptive-inductive and reflective models are specifically used in this study. The results of these research programs in the implementation of the tri dharma of higher education are carried out on an ongoing basis so that lecturer resources are maintained. All of them in the management of lecturer resource development rests on the vision of the institution to make universities superior.

Spatial and Temporal Drought Analysis in Sitanadi Basin, Udupi District Karnataka, using SPI

Knowledge of trends and variations of current and historical hydro-climatological variables are pertinent to the future development and sustainable management of water resources of a given region. Rainfall is a principal element of the hydrological cycle, so that understanding its behavior may be of profound social and economic significance. The detection of trends and oscillations in precipitation time series yields important information for the understanding of climate. However, rainfall changes are particularly hard to gauge, because rainfall is not uniform and varies considerably from place to place and time to time, even on small scales. The Sitanadi basin has a tropical monsoon climate. The highland of the district experiences mainly orographic rainfall. Rainfall data for 42 years were considered for the study and SPI was calculated for the whole period. SPI values of the rain gauge stations of the Sitanadi basin were found to vary from +2.43 to -2.50. In all rain gauge stations higher abnormality is observed in pre monsoon season compared to post monsoon season. The validation based on station gauge rainfall data showed that the SPIs calculated were reliable for monitoring drought regions.

Thermodynamic assessment of an integrated renewable energy multigeneration system including ammonia as hydrogen carrier and phase change material energy storage

Sustainable development and effective management of resources has become an integral need of future energy systems. This study considers a unique multi-generation system involving ammonia synthesis using electrolytically produced hydrogen from desalinated water, alongside supply of basic utilities like potable water, heating, cooling, and electricity. The integrated system employs a phase change material based-energy storage unit to provide uninterrupted energy supply to the system. Energy and exergy analysis of the overall and sub-systems based on the first and second law of thermodynamics reveal valuable insights into the performance of such a system. A rigorous analysis of external parameters including environmental temperature, direct normal irradiance on the overall and component energy/exergy efficiencies is performed. The analysis reveals that the utilities demand of a remote area can be met in a more sustainable and environmentally friendly manner using the proposed multi-generation system. An overall system exergy and energy efficiencies of 18.9% and 28.0% respectively are obtained, whereas the sub-systems are also found to have energy efficiencies ranging between 15 and 80%. The highest exergy destruction rates of 25 megawatts and 32 megawatts are observed for the multi-stage flash distillation and the steam Rankine cycle sub-systems respectively. An elementary environmental impact assessment of the same system reveals that the proposed system can help reduce the carbon footprint by almost 60% with no significant compromise on the overall exergy and energy efficiencies.

Motivations for the Use of English on Customs Officers’ Work Performance

This case study qualitatively explores the intrinsic and extrinsic motivations of Costa Rican customs workers for their use of English in the workplace in order to identify ways that human resource development (HRD) managers can then develop and provide relevant, effective English training to employees able to meet the expectations of English-speaking arrivals. Results identified prior negative English learning experiences and little to no support in the workplace for English use as the most important (negative) intrinsic and extrinsic motivations, respectively, for English use by participants. Most importantly, it highlights an imperative to increase the intrinsic motivation of customs officers.

Land Use/Land Cover Mapping using Geospatial Technology for Environmental Management

The aim of the attempt was to study the Land use/Land cover attributes for environmental management planning for socio economic growth of study area. Evaluation of Land Resources in given study area by Remote sensing and Geographic Information System (GIS) technologies help to generate the spatial information to study the current conditions deliberate to the past conditions data and estimate the future requirements. The IRS-P6 satellite Imagery and Survey of India toposheets data, visual interpretation technique, Arc/Info and Arc View GIS software’s are used to prepare the final Land use/Land cover information. This data is useful for environment and natural resources development management. This type of land information study helps to prepare the Land and water Resources Action plans for conservation of suitable cropping patterns, and improved productivity of the study area and to provide the primary requirements of farmers, to enhance their background conditions and help to develop or enhance decision makers for sustainable development.

Block Copolymer-Coated ATR-FTIR Spectroscopic Sensors for Monitoring Hydrocarbons in Aquatic Environments at High Temperature and Pressure

The detection of hydrocarbons at low concentrations in water is relevant to oil and gas resource development, environmental monitoring, and water resource management. The mid-infrared (MIR) sensor ...

Holistic Understanding on Managing Actions of the Needing Society (Humans) Project: Its Activities, Impacts and Problems Encountered

Holistic Understanding on Managing Actions of the Needing Society (HUMANS) is an extension project of the Human Resource Development Management Program of the College of Business Management of the Surigao del Sur State University-Main Campus. This project aimed to develop and improve the skills of the adopted beneficiaries through the provision of trainings and seminars. This study sought to describe the different activities implemented under the project; assess the impact of the project to the lives of the beneficiaries; and identify the problems met along the implementation of the project. Guided with these objectives, the study employed a qualitative research design particularly phenomenology through interview with the key informants who are the beneficiaries of the project. Results showed that there were fifteen activities conducted since the implementation of the HUMANS project. Consequently, beneficiaries perceived that the project has great impact on their socio-cultural well-being and on their livelihood. Moreover, lack of participation and limited resources appeared to be the dominant problems encountered by the extension implementers.

MORAL VALUE OF LOCAL WISDOM-BASED LEARNING AT UNIVERSITY OF MUHAMMADIYAH SURABAYA: INDONESIAN CASE

Purpose of Study: The development of learning model that can be used by teacher candidates and teacher's implementation thinking of national figures in learning. The goal of early-childhood as the next generation of the nation canrecognize, understand and emulate the thoughts of moral values of nationality. Local wisdom is increasingly urgent to be inserted during the learning process so that early-childhood has social and environmental character. This is in line with the depletion of natural resources and the complexity of community empowerment efforts. Local wisdom is a critical element for the success of community resource development and natural resource management. As a value, local wisdom is the values or behavior of local people living in interacting within the environment in which they live wisely. Research based upon the development on the instructional design model implemented for this study is based on the instructional design developed by Dick, Carey and Carey, The Systematic Design of Instruction. Research subjects were PG PAUD students, early-childhood students.
 Methodology: Research and Development (R & D) is appropriately used for innovation since it is planned, systematic and measurable for the purpose of creating novelty or innovation in all fields. The innovation can be a product innovation, model, procedure, design, work, and strategy. In this research, the concept of R & D is used as a way of creating a model of learning in order to develop a future-oriented, effective, ready-to-use and future-developed early childhood moral.
 Results: The result of lecturer's ability analysis in managing the local wisdom-based learning shows the criteria of Excellent, student activity and the completeness of local wisdom-based learning is effective, and get a positive and effective responses.
 Implications/Applications: The development of early childhood moral learning based on local wisdom was developed with the instructional design model implemented in this research based on the instructional design of The Systematic Design of Instruction of Dick, Carey and Carey through 10 (ten) stages. Need assessment showedthat development of early childhood moral learning tools was needed and should be based on local wisdom.

Impact of General Climate, HRD Mechanism and ‘OCTAPACE’ Culture on Employee Job Satisfaction

Enhanced General Climate, HRD Climate and OCTAPCE Culture of an organization help the employees to acquire required competencies that would enable them to execute their present or future expected roles and aids in developing their capabilities for better Organizational growth and development. This phenomenon was chosen for research, study and an attempt has been made to study the impact of all these factors of human resource development management on employee job satisfaction. Further, this paper is an empirical study in nature with a standard survey instrument called a structured questionnaire with standard dimensions of general climate, HRD mechanism and OCTAPACE Culture. A sample of 333 employees working in a cement manufacturing company in Anathapur, Kurnool and Kadapa districts was participating in the study. Results were obtained through structural equation modeling and findings revealed that there is positive relationship found between the manifest variables and latent variable. Among all three variables such as general climate, HRD mechanism and OCTAPACE Culture, OCTAPACE culture have shown a higher impact on job satisfaction.

The Impacts of Globalization on Human Resource Development Management

The terms “Globalization” and “The Digital Era” are familiar words that sound in our ears which mean progress or development. The term globalization is a term that has links to increase interdependence among nations and people around the world through trade, investment, travel, popular culture and other forms of interaction so that the boundaries of a country become biased. Globalization can bring about changes in all areas such as culture, economy, social, politics, ideology and so on. On the one hand, globalization brings with its positive consequences and on the other hand also carries negative sides. The Digital Era supports the process of Globalization to make it easier to accomplish, which makes it all easy to communicate with anyone and anytime, accessing data and information easily and quickly wherever we are especially supported by the tools of modern softwares and hardwares. The Digital Era can also develop the capabilities of human resources must be able to adjust to use it. For human resources who are unable to compete will be replaced with more capable ones. However, currently Human Resources in Indonesia have not been fully encouraged to enter the Digital Era due to the constraints of several factors, such as the availability of infrastructure, the cost of digital is still inadequate when associated with the number of people with the level education and low technological understanding so they are accustomed to do jobs that do not require special skills. Here ther role of all groups, communities and governments, to further improve the skills of human resources so as to be able to improve the economy and welfare.