Human Resource Development Model Research Articles

Decolonising gendered discourse and practices in HRD: towards transnational feminist solidarity and sustainability

ABSTRACT Gender issues at work are increasingly ‘transnational’—extending and operating across national boundaries. Human resource development (HRD) scholarship and practices that essentialise marginalised women without considering the transnational oppression structure only reinforce gendered systems globally. This paper provides a framework for transnational feminist HRD (TFHRD) praxis to address transnational gender issues at work. The paper describes transnational feminism, introduces gender-related issues at work from a transnational feminist perspective, and identifies transnational gender discourse in HRD. Integrating transnational feminist studies and the Bierema-Callahan critical HRD model, this paper suggests TFHRD actions towards transnational feminist solidarity and sustainability through decolonising gendered discourse and practices in HRD.

Tree HR Model of Human Resource Development in Higher Education

<p><span>Research related to human resource development models in the world of education is very important, because the world of education is one of the determinants of the quality of HR assets. This research aims to find the HR model that best suits the development of Human Resources (HR) in higher education. The research uses qualitative methods. The type of research used is R&D (Research & Development). In the first year using the Analysis and Design approach from the ADDIE model (Analysis, Design, Development, Implementation and Evaluation). Data collection was carried out through a literature review study of 90 articles indexed by Scopus, Sinta 1, Sinta 2, and interviews with 15 experts from the academic and professional world. This research was analyzed using the SWOT Analysis and FGD approach. The results of this research found a prototype tree-based HR model and important variables that were mapped to the tree structure, namely root variables, stem variables, and fruit/leaf variables. This research is used to improve the quality of higher education human resources. This has implications for improving the quality of lecturers both in self-development and teaching in higher education, which has an impact on the quality of students and Indonesia's human resource assets</span><span>.</span></p>

Competency-Based Model of Human Resource Development in Higher Education

This research aims to find the model that best suits the development of Human Resources (HR) in higher education based on the competencies determined by the Indonesian National Work Competency Standards (SKKN). Until now, HR competency standards in higher education have not been standardized, making it difficult to prepare HR development models. Meanwhile, various HR development models are being implemented by the industrial sector. Meanwhile, human resource development in higher education still focuses only on lecturers. There are educational staff (tendik) who are human resources that also need to be developed. The research was conducted using qualitative methods through literature reviews and interviews with HR experts in organizations, companies and the academic world. The results were analyzed using SWOT (Swot Analysis) and decided by experts in a Focus Group Discussion (FGD). The results of this research found important variables that were mapped to the tree structure, namely root variables, stem variables, and fruit/leaf variables

Towards a comprehensive model of human resource development research and practice: A systematic literature review

Although several models have been proposed to guide practitioners and academics in human resource development (HRD), there is sufficient manifestation that a new HRD model is required to address emerging HRD problems such as cultural variation and value systems across the globe, the need to strengthen the theoretical foundation of HRD research and practice, and the incompleteness of HRD research methods. The purpose of this study was to propose a comprehensive HRD model that will address these problems in order to make HRD more responsive to the current needs in HRD research and practice. Bozer and Jones’s (2018) seven-phase systematic literature review approach was adopted to gather data for this study. The available data were analyzed using thematic analysis. It was found that the proposed HRD model was capable of helping HRD practitioners to choose appropriate HRD practices that will match their culture and value systems, and guide them on the methods and theories to apply in their respective locations. On the basis of these findings, it was concluded that the proposed HRD model can address the problems currently facing HRD research and practice.

Collaborative governance for aviation approved training organisation: an adapted model for multi-stakeholder collaboration

PurposeThis study aimed to develop an adapted collaborative governance model for aviation human resource development in Indonesia's approved training organisations (ATO), considering the expected changes in the industry due to advanced technologies. The model, based on Ansell and Gash's approach, emphasizes multi-stakeholder collaboration to ensure workforce development aligns with industry and regulatory standards and accommodates technological advancements.Design/methodology/approachQualitative methods, such as in-depth interviews and focus group discussions, were employed to collect and analyse data.FindingsThe results indicated that collaborative governance is a valuable tool for cultivating competent human resources and facilitating industry improvement in the face of rapid technological change.Originality/valueThe proposed model contributes significantly to the field by promoting inclusive and effective human resource development through the Centre for Aviation Human Resource Development (CAHRD), thereby preparing the Indonesian aviation industry for the impact of advanced technologies. Furthermore, this study contributes to the enhancement of Ansell and Gash's collaborative governance theoretical framework by effectively addressing its empirical gaps concerning vocational education and training challenges within Indonesia's air transportation sector.

Human Resources Development Model to Improve Educator and Educational Quality

The development model is the basis and main which is very important in an educational institution. Therefore in determining the development model must be right on target. The aim of this research is to find out the right model of human resource development in improving the quality of teaching and educational staff at the Ar-Rachmat Foundation. The research method used and data processing is qualitative in nature, to obtain qualitative data it is carried out using FGD (Focus Group Discussion) with the SWOT analysis method. The results of the SWOT analysis are the strategic model of human resource development in increasing teaching and educational staff, namely using the Offensive Growth Strategy. The growth of an offensive strategy is a strategy that continues to develop and find existing opportunities which will later become a source of strength in utilizing competitors in achieving goals.

Designing the Human Resources Development Model of Electronic Government with an Administrative Health Approach (In the Administrative Organization of Mazandaran Province)

Designing the Human Resources Development Model of Electronic Government with an Administrative Health Approach (In the Administrative Organization of Mazandaran Province)

Human resource development for rural tourism: a green tourism approach

This study aimed to analyze the current human resource (HR) condition in more established tourist villages in Bali, Indonesia, as well as developing a human resource development model that could assist the villages in developing HR for tourism. The research is a qualitative study using 2 sample groups the Community-based Tourism (CBT) management in 5 developed CBT villages in Bali, and the Academics who conducted community services in the villages. The results show that the human resources available are in various stages depend on the phase and the maturity of the CBT village. The 7 training modes suggested in the model could be carried out as a standalone or combined training methods as required that could be carried out by some parties. For a maximum result, these parties that assist villages should work in synergy to contribute in developing rural tourism. The green HR requirement revolves around understanding and practicing ‘green’ in daily life as well as at workplace and profession aiming for achieving the ultimate goal of making the Earth as a safe living place for many generations to come. It is expected that the results of the study could assist villages in developing rural tourism and be used as a reference for personals and officials conducting community service in villages.

Islamic Education-Based Islamic Human Resource Development Model (Case Study of PT Asuransi Takaful Keluarga Jakarta Marketer)

The purpose of this study is to analyze the human resource development model of sharia companies based on Islamic religious education for marketers, as well as the implementation of sharia company HR development models based on Islamic religious education for marketers at PT Asuransi Takaful Keluarga Jakarta. This study used qualitative research methods. Researchers chose to collect data by describing what the researchers encountered in the field. The data collection procedure used by the researcher in this research is observation, interview, and documentation. The results are HR development program at PT Asuransi Takaful Keluarga Jakarta, namely with two types, first, sharia training which is carried out every month and second, training for marketers is carried out with four levels of training, namely: fast start, basic training, intermediate training, and leader advance training. The new concept of sharia marketer education is not only a marketing competency that is considered, but also built and developed in aspects of Islamic religious education, namely monotheism and morals as exemplified by the Prophet Muhammad S.A.W. The implementation of the HR development model for sharia companies based on Islamic religious education for marketers at PT Asuransi Takaful Keluarga Jakarta is to make marketers more sincere, love customers (love customers), do not market by cheating, and feel that they are mujahid da'wah, and build mental awareness by soul marketing. After the marketing soul becomes the basis of the mindset of a marketer, the soul will become the basis of the company's movement and become the core of the implementation of the marketing strategy that will be carried out. If it has been implemented on an ongoing basis, then the concept of soul marketing can become a marketing morale for marketers. And this is the essence of Islamic religious education itself.

Human resource development model in the area of social welfare: a model with a future research approach

Human resource development model in the area of social welfare: a model with a future research approach

Presenting a Human and Organizational Resource Development System Model with Emphasis on Islamic Indicators in Gilan University of Medical Sciences and Subsidiary Centers

Background and purpose: Human resource development is one of the most important goals of leading organizations in the world. One of these organizations is the University of Medical Sciences of the provinces and its affiliated centers, which are responsible for implementing clinical governance measures and maintaining the community's health. The purpose of this research is to present the human resources development model with emphasis on Islamic indicators in the University of Medical Sciences of Gilan province and its affiliated centers. Methodology: The current research is of qualitative type with the approach of foundational data theory. Key informants collected necessary data using semi-structured interviews and analyzed them using MaxQDA software. Results: The analysis showed that 520 semantic units, 194 concepts, 59 sub-categories, and 15 main categories were identified and divided into six factors as follows: Phenomenon (difference between Western and Islamic, Islamic, Western perspective), intervening factors (organizational structure, type of organization), strategies (managerial, organizational), background factors (society, heterogeneity of the workforce), causal factors (organizational, individual, society), consequence (organizational, individual, society). Conclusion: Based on the research findings, human resources development tends to change or improve people's learning, behavior, performance, and attitudinal and cognitive skills.

EFFECTIVE VILLAGE OWNED ENTERPRISES (BUMDes) HR DEVELOPMENT IN TENILO VILLAGE

This research aims 1) to find out the empirical model of human resource development of BUMDes Management in Tenilo Village. and 2) to find out the obstacles in the development of BUMDes Management HUMAN RESOURCES in Tenilo Village at this time.The method in this research is to use a qualitative approach by investigating cases and phenomena from informant sources that explain why and how the problems that occur in BUMDesKarya Bersama. Using data analysis consisting of 3, namely data collection, data reduction, presentation of data, and withdrawal of conclusions or verification.
 The results showed that 1) The application of empirical model benchmarking in BUMDes human resources joint work in Tenilo Village in developing BUMDes was considered not to be effective. It is indicated that so far, the manager or HR owned does not have mature abilities, often the change or even the implementation of BUMDes development training for HR is only limited to 1-day training even most material provision, where the rest is only done in the form of business development assistance. 2) The biggest obstacles experienced in the development of BUMDesKarya Bersama human resources in Tenilo Village are why there are BUMDes institutions that are limited in funds and constrained by existing policy regulations, the willingness of HUMAN RESOURCES to survive in managing BUMDes, and due to the ability of HUMAN RESOURCES that are only widely equipped with material provision.

Designing a Model for Human Resource Development in the Tourism Industry

Designing a Model for Human Resource Development in the Tourism Industry

Development of 'Coaching' Model in 'Pumping-HR' Based Human Resource Development Model

<p><em>Coaching is a partner of development in which a coach supports a learner in achieving a specific personal or professional goal by training and counselling. The pumping HR Model is one of the HR development models based on the iceberg theory, which is divided into the areas of the unconscious (unconscious region), pre-conscious (pre-conscious region) and conscious (conscious region). The pumping HR Model places the unconscious as a function of the heart, the pre-conscious as a function of the brain and the conscious as a sensory function of human resources (HR). In practice, Pumping HR Model touches on 3 basic components of human resource development, namely character development, competency development and behaviour development. This research goal is the purpose of this study is to prove that the Pumping HR model can be used as a model in the coaching process. The method used is </em><em>qualitative descriptive & Integrating theory. Research data were obtained through a Focus Group Discussion (FGD) and post-workshop questionnaire. The results of this research: Pumping HRM Coach is unique and can be one of the human resource development models with a coaching approach.</em><em></em></p>

KEPEMIMPINAN TRANSFORMATIF SEBAGAI MODEL PENGEMBANGAN SUMBER DAYA MANUSIA YANG KREATIF

A leader is someone with certain softskill ability which can’t replaced by machine. Therefore, in this 4.0 revolution industries era a leader should keep their ability to solve every leadership problem and develop creative human resource. This study aims to develop a conseptual theory of transformational leadership as a basic framework to implement the development of creative human resources in organizations. A comprehensive analysis was used to explain some popular leadership styles, such as transformational leadership style, transactional leadership style, charismatic leadership styles and literature on innovation and creativity for the development of human resource empowerment models. Results revealed that the concept of transformative leadership for a creative human resource development model is a process of managing the creativity of human resources that prioritizes credibility by developing new ideas that are unique and unusual, have benefits by changing the nature, function or condition, also converting to achieve organizational goals.

Designing and Validating a Human Resource Development Model Based on Good Governance in Universities of Medical Sciences Affiliated with the Ministry of Health

Designing and Validating a Human Resource Development Model Based on Good Governance in Universities of Medical Sciences Affiliated with the Ministry of Health

Presenting a Model of Good Corporate Governance as a Controller of Political Behavior of Human Resources in Tehran Province Water and Wastewater Company

Employees' political behavior is one of the critical and undeniable challenges regarding human resource management, with many solutions proposed and used to prevent it. Here, as a model for sustainable human resource development, good corporate governance (GCG) can probably mitigate the effects of political behavior in the organization. The study has tried to examine the effect of each of GCG constituent elements on reducing political behavior in the organization by presenting an indigenous model of GCG. The method was applied in terms of purpose and descriptive and survey in terms of the data collection method. The study was qualitative using semi-structured interview tools with eleven senior managers of Tehran Province Water and Wastewater Company (TPWWC) and faculty members selected using the snowball method. The results finally led to the identification of eight main components and twenty-three sub-components for GCG. 1) Sovereignty consciousness, 2) organizational culture, 3) disclosure of information, 4) responsiveness, 5) a network of relationships, 6) board size, 7) justice and fairness, and 8) ownership structure were identified as the main building blocks of GCG and the findings revealed that these components are solutions to prevent political behavior in organizations.

Trends in human resource development in botswana health sector: the case of gaborone private hospital

This paper examines and analyses changes or evolution of human resource developments in nursing profession in Gaborone private hospital (GPH) and how they have impacted the nursing care delivery and how they will continue to affect the delivery of health care services.Gaborone private hospital is in the city of Gaborone. HRD in nursing goes beyond professional boundaries and has a strong connection to the organizational strategy. Healthcare organizations are highly knowledge-intensive foundations which need frequent learning for performance improvement. Creating learning environment is an important matter for the employees (Tsai,2014).Nurses around the world in different health care systems should be prepared such that they are able to function in different settings and still be productive to embrace the principle of universality and this can be achieved through learning and knowledge acquired by individuals themselves and/or through the organization programs. The human resource development model under the theory of human resource development will be used to explore the human resource development trends in Gaborone private hospital.

Human Resources Development Model For The Industrial Revolution 4.0 Era In Aceh, Indonesia

This study aims to identify the competencies and to develop a human resource development model for industry 4.0 in Aceh. To achieve the objectives, the study used a mixed-method research approach. Qualitative research was conducted through in-depth interviews with human resource development practitioners and experts who were selected purposively. While quantitative research was carried out by surveying 337 respondents who worked in various fields of work in Aceh. The results showed that there are 4 competencies needed to be able to compete and survive in industry 4.0, which are: (1) personal competence, (2) social competence, (3) methodological competence, and (4) technical competence. Of these four, personal competence has the greatest contribution in explaining the variants of competencies needed in the industrial revolution 4.0. For this reason, various elements of this personal competence should be prioritized in the human resource development model, followed by various other competencies, such as social competence, methodological competence, and technical competence. The development of these various competencies is expected to generate and transform Aceh's human capital into better superior human resources, who mastered and advanced in sciences, technology, and innovation as the main pillars of the regional development to achieve the Indonesia Golden Vision 2045.

The Development Model of Human Resources at Islamic Universities in Aceh

This study aimed to explain the development of the Human Resources model at IAIN Lhokseumawe in particular and Islamic Universities in general. The results showed that Human Resource Development at IAIN Lhokseumawe had focused on factors of trust, emotional ties, power relations, and career cycles. However, it had no discipline, did not have a platform that was designed and integrated, did not utilize the spirit of religion and culture as strong energy for the development of human resources. Therefore, IAIN Lhokseumawe is in a need of a comprehensive and futuristic human resource development model. This model was built based on HRD factors, HRD aspects, HRD methods, and HRD strategies/steps. HRD factors were emphasized on the platform designed, the work balance between employees, discipline, and the utilization of the potential of cultural plurality and Islamic spirit as an intrinsic power of human resource development. The development was carried out in an integrated and parallel way between individual development, career, organization, and performance management through flexible work arrangements, knowledge sharing, and the adoption of innovative technologies in a sustainable and strong leadership system.