Human Resource Planning Research Articles

Research on the Effective Integration of Human Resource Management and Talent Training

This study explores the effective integration path of human resource management and talent training in order to enhance the core competitiveness of enterprises. The study reveals the critical importance of the formulation of human resource plans, the design of scientific training courses, and the application of scientific and technological means in the integration of human resource management and personnel training. The research results show that through these three links, enterprises can effectively realize the optimal allocation of human resources, improve the training effect, and improve the efficiency of integration. Future research needs to explore more deeply how to better integrate human resource management and talent cultivation in a dynamically changing environment, and how to use new technological means and theoretical models to improve the integration effect.

Workshop Perhitungan Kebutuhan Ketenagaan Di Rumah Sakit

Hospital staffing is a concept that includes planning, management and development of human resources in the context of health service provision. Calculation of hospital personnel needs is an inevitable foundation for ensuring optimal and responsive health services. The aim of this community service is to socialize the calculation of staffing needs in hospitals. The implementation of community service was carried out in the hall of one of the private hospitals in the city of Bogor on 21 – 22 February 2024 at 08.30 – 16.00 WIB. The lecturers' community service activities were attended by 23 unit heads who came from several units in the hospital. Workshops create opportunities to build synergy among various teams and departments within the hospital. Strong collaboration between management, medical personnel, and administrative staff helps align efforts to achieve common goals. The availability of doctors, nurses and other professional health workers has a direct impact on a hospital's ability to provide good health services. The number and quality of health workers will influence the level of attention and care that can be given to patients.

A Framework for Future Analysis of Ophthalmology Fellowships in Iran: Call for Action, Implications and Recommendations.

Ophthalmology fellowship is focusing on the educational advancement, medical research progress and academic productivity by transforming general ophthalmologists into superior clinical capacities in ophthalmology. There is a vast majority of ophthalmologists who wish to undertake fellowship degrees. The fellowship programs have several benefits for ophthalmologists and medical institutions. However, the expansion of ophthalmic fellowships has resulted in a greater number of ophthalmology visits, the possibility of unnecessary subspecialty eye examinations, induced demand and increasing eye-care costs. Moreover, sub-specialized ophthalmic services are not accessible to patients in remote regions. This can lead to a degree of inequity in the provision of healthcare services in the healthcare system. The massive expansion of fellowships in ophthalmology is revitalizing the necessity for evaluation of the need for post-residency education and providing effective planning for the future of the ophthalmic human-resource for eye health. This narrative review includes an integration and descriptive summary of the existing evidence on trends and different aspects that affect the future of ophthalmic fellowship education. Moreover, we pinpointed challenges such as maintaining standards in fellowship education, keeping an efficient production of graduates, and improving productivity in both patient care and education. We explored potential solutions to overcome these challenges. The 7-step framework for future analysis suggested here includes Determining educational needs and desired outcomes, Evaluating the current status of fellowship education, determining the gaps, and appropriate solutions, analyzing possible future trends and their impact on ophthalmology practice, investing in virtual educational technology, developing new educational horizons by foresight expert panels, and human-resource planning.

Sustainable Human Resource Practices and Framework in the Selected Philippine State Universities and Colleges (SUCs): A Case Study

Despite the significance of Sustainable Human Resource Management (SHRM), there is a dearth of academic literature on this subject in the context of Philippine State Universities and Colleges (SUCs). The goal of this research is to analyze current human resource practices, look at the key underlying factors that affect them, and develop a comprehensive and integrated model of human resource management that considers shifting social and economic conditions as well as the demographics of the workforce in SUCs. The proposed model can be used as a roadmap to enhance human resource practices, develop human capital, and create more sustainable human resource planning in the Philippine public sector. For this case study, information was gathered through in-depth interviews with 30 key respondents from selected SUCs who held managerial, supervisory, and rank-and-file positions. The study's findings will offer advice to academic HR managers on how to improve HR procedures and administration to be more employee-focused. Thus, the proposed framework is useful for making decisions about how to sustain employees in the Philippine SUCs.

Analisis Alokasi Tenaga Kerja Pada Proyek Pembangunan Gedung Sekolah Di Jalan Kecipir

The rapid development of construction projects and population growth in Indonesia creates a great need for facility development. A project is a method that combines a series of temporary activities with a starting and ending point. In construction service companies, a common problem that often occurs is human resource management. Human resource planning methods that are not optimal and their allocation is uneven can hamper project completion. This article aims to analyze the allocation of labor, especially in the school construction project on Jalan Kecipir. The research was carried out for 3 three months, from December 2023 – February 2024. The required data was collected by conducting literature studies and requesting data from related parties. The data analysis technique used is the Resource Leveling method using Microsoft Project Software. The results show that the allocation of labor in the school building construction project on Jalan Kecipir is uneven and experiencing overall allocation (excess allocation). There are several types of workers whose labor requirements exceed the limit of labor availability, including workers, foremen, bricklayers, head carpenters, carpenters and ironworkers. With the highest demand for each workforce, there are 54 workers, 12 foremen, 18 bricklayers, 6 head carpenters, 20 carpenters and 15 ironworkers

Implementasi Manajemen Sumber Daya Manusia dalam Kegiatan Rekrutmen Petugas Ibadah Haji Kantor Kementerian Agama Kabupaten Kendal Tahun 2023

Recruitment of Hajj officers is the first way to find a competent Hajj officer or guide. In looking for quality human resources, there needs to be a strict selection process in order to find Hajj officers who are truly competent and capable in this field. This research uses a descriptive qualitative method, by describing the results of interviews and observations. The aim of this research is to find out thoroughly how the Hajj Officer Recruitment process is and the form of human resource management implemented. The research results show that the form of implementation of human resource management is said to be successful because there is preparation and planning of human resources in accordance with the management functions implemented in the Hajj Officer recruitment activities referring to Planning, Organizing, Actuating, Controlling. The form of implementing human resource management to obtain qualified and competent Hajj officers is through training or equipping activities for Hajj officers carried out at the provincial level with the aim of improving the quality of Hajj officers, improving conceptual characteristics and leadership qualities.

Innovative nursing employment initiatives to strengthen and sustain the health workforce in Canada.

Health systems worldwide are at a critical juncture due to an increasing demand for health services and a diminishing pool of health human resources. While COVID-19 exacerbated nursing deficits, the need to strengthen and sustain the health workforce in Canada was evident decades prior and supported by numerous studies that warned of significant shortages. Post pandemic, building health system capacity has become paramount. This article examines innovative nursing employment initiatives in Canada. It provides a snapshot of federal, provincial and territorial approaches, with a particular focus on Internationally Educated Nurses (IENs) due to burgeoning interest in and competition for their skills and services. However, recognizing that health human resource planning is a persistent challenge, further initiatives are suggested. These include complementary policy development to improve retention and policy frameworks that support proactive long-term strategies to address the cyclical shortage of nurses.

Effect of Human Resource Management Practices on Organizational Performance in Rwanda. A Case of International Training and Motivation Africa Limited

This study delved into the effect of Human Resource Management Practices on the performance of International Training & Motivation Ltd Company. The focus was on examining the effect of human resource planning and training and development on the company's performance. The study employed a descriptive survey design, utilizing both quantitative and qualitative approaches. A sample of 242 respondents was chosen, and data were collected through questionnaires and interviews. Data analysis was carried out using the Statistical Package for Social Sciences (SPSS) version 21. The findings revealed that human resource planning and training and development significantly affect organizational performance at International Training & Motivation Ltd Company. The adjusted r2 value indicate that the multiple linear regression model could explain up to 73% of the variations in the organization's performance. In conclusion, there is a positive and high correlation (r=0.708, p=0.000) between Human Resource Management Practices and organizational performance at International Training & Motivation Ltd Company. The researcher suggests that employees should increase their commitment to their jobs whenever the employer complies with HR practices to motivate them. They can do this by using a feedback mechanism to show their employer their level of satisfaction or dissatisfaction with their jobs.

HUBUNGAN GOVERNMENT SIZE DENGAN KESEJAHTERAAN DI INDONESIA: Peran Moderasi Bonus Demografi

People's welfare is one of the important goals in the RPJMN 2020-2045 and the Golden Indonesia Vision 2045. One of the government’s roles in realizing welfare is through fiscal policy in the form of government spending, which is assessed by the ratio of government spending to GDP or government size. This study aims to determine the relationship between government size and welfare, especially the role of demographic dividend in moderating the relationship between government size and welfare using panel data of 34 provinces in Indonesia in 2012-2021 and the Fixed Effect Model (FEM). The results show that an increase in government size reduces GRDP per capita, but the existence of a demographic dividend through a low dependency ratio is able to reduce the negative relationship of non-optimal government spending on GRDP per capita. As for poverty, government size is able to reduce poverty, but the presence of the demographic dividend has not been able to play a role in increasing government spending that is more efficient and targeted for the purpose of poverty alleviation. Furthermore, the diversity of regression results obtained based on Indonesia's sub-regions indicates that there are still inequalities in budget planning, the quantity and quality of human resources especially productive age population, and the availability of jobs.

Human Resource Needs Planning in the Technical Implementation Unit Health Laboratory Kendari City

Introduction: Human Resource Planning Is A Structured Process Used To Predict Future Workforce Needs And Availability. Analysis Of Workforce Needs Is A Logical And Planned Step In Evaluating The Number And Competency Of Employees Required In An Organizational Unit. To Overcome The Problem Of Health Human Resource Needs, Laboratory Management Capabilities Are Needed To Accurately Plan Health Human Resource Needs In Accordance With Existing Service Requirements In Each Laboratory Unit. . Method: This Research Aims To Carry Out An Analysis Of Health Human Resource Needs Planning At The Kendari City Health Laboratory Service Technical Implementation Unit. This Type Of Research Is Qualitative Descriptive Research With A Case Study Approach. The Informants In This Study Were 6 People, 2 Informants At The Service Technical Implementation Unit Health Laboratory And 4 Informants At The Kendari City Health Service. Data Collection Was Obtained From Primary Data And Secondary Data Through In-Depth Interviews, Document Review And Literature Review. Data Analysis Techniques Include Data Reduction, Data Presentation And Drawing Conclusions. Results And Conclusions: The Research Results Show That In Planning Health Human Resources Needs There Is No Standard Operating Procedure, There Is No Policy In The Form Of A Planning Team Decree, There Is No Budget In Human Resources Planning, The Availability Of Data And Information Systems In The Form Of The Human Resources Application And The Renbut Application, And Using The Workload Analysis Method In Calculating Human Resources Needs.

The Urgency of Strategic Human Resources Planning for the Transformation of the Indonesian National Army Command and Staff College

Organizational transformation seems to be a trend amidst the current developments in various organizational strategic environments. Demands for organizational transformation also occur in military organizations. With Indonesia's military capabilities needing to continue to be improved, the transformation of Sesko TNI into a Military Strategy School is one of the areas of focus. In the context of this transformation, the role of human resource management is highly expected. Considering that the Sesko TNI will be transformed into the Military Strategy School, strategic human resource planning for the future has an important position. Therefore, this journal article proposes to analyze the urgency of strategic human resource planning so that it can contribute to the Sesko TNI organization being competitively superior in the future. Apart from that, competency variables that influence the quality of strategic human resource planning are also discussed. By applying literature studies, this article shows the results that it is important for Sesko TNI to implement strategic human resource planning considering the great urgency in the process of implementing strategic human resource planning, Sesko TNI is required to pay serious attention to the competence of planners so that quality of planning can be presented.

The Role of Teamwork and Employee Empowerment in Enhancing Organizational Performance in the Pakistan Software Industry

This study examines the impacts of human resource planning (HRP) practices relating to teamwork and employee empowerment on the organizational performance of software firms in Pakistan. While prior research shows bundles of HRP initiatives can benefit outcomes like innovation and financial growth, there is limited focus on specific mechanisms, especially in developing country IT sectors facing talent pressures. Through a survey of 105 software companies, regression modeling indicates teamwork and empowerment together explain 48.7% of performance variation. Both practices display significant positive relationships, validating social exchange, human capital, and ability-motivation-opportunity theories positing that progressive HR systems boost competencies, creativity, and motivation to drive organizational success. However, teamwork has a relatively stronger effect. These findings carry important implications. Theoretically, they provide granular insights beyond broad HRP bundles on how contextual practices like collaboration and autonomy-support stimulate software sector outcomes. For practice, they underscore the need for targeted investments in team initiatives, empowerment policies, and complementary HRM ecosystems beyond efficiency, as software human capital is a vital asset for innovation and growth. Nonetheless, limitations of the cross-sectional design point to opportunities for longitudinal and qualitative research on mediating mechanisms and integrative bundles tailored to software industry dynamics. Overall, by highlighting the performance returns of contextual HRP dimensions in Pakistan’s burgeoning software space, this study offers actionable guidance for harnessing human capital while also elucidating theoretical linkages between targeted HR practices and organizational effectiveness.

Peran Kompetensi terhadap Perencanaan Sumber Daya Manusia

This research aims to analyze the role of competence in human resource planning. The research method used in this journal is a literature review based on 5 international journals which discuss the role of competence between employees in human resource planning. The results of this research show that competency has long been a top priority, but is a serious challenge for organizations and human resource planning. In the current era of globalization and technology, competition is becoming increasingly fierce in terms of product quality, price, service, delivery, and so on. Therefore, businesses need to acquire knowledge and skills faster than competitors in order to stand out and thrive. Human resources, with the necessary knowledge and skills, are the main mechanism that allows any type of business to gain a competitive advantage and influence its overall performance.

ASSESSMENT OF THE COMPETENCE APPROACH IN THE TRAINING OF CIVIL SERVANTS: THE EXPERIENCE OF THE ACADEMY OF PUBLIC ADMINISTRATION OF KAZAKHSTAN

The purpose of the study: The study is aimed at assessing how the competence-based approach implemented in the personnel training system at the Academy of Public Administration contributes to the eff ectiveness and adaptation of future civil servants to modern challenges and requirements of the service in conditions of uncertainty.Methodology: The methodology includes an analysis of educational programs and practices implemented by the Academy, with a focus on the competence approach. The assessment includes the study of the application of the approach in the selection, training, and development of personnel, taking into account the requirements of the civil service.Originality / value of the research: The article is a primary study devoted to the analysis of the experience of the Academy of Public Administration in the context of the application of a competence-based approach in the process of training personnel for public service. The results of the study can serve as a basis for further improvements in the system of training civil servants.Findings: The study emphasizes that the competence approach and competence management in Kazakhstan are aimed at strategic planning of human resources and improvement of public service. However, despite the improvements, there is insuffi cient use of competencies, which requires a wider introduction of information about competencies in government agencies and educational institutions to attract young talents.

Peran Manajemen Pengelola Perpustakaan dalam Meningkatkan Minat Baca Siswa di SMP Plus Maarif NU Parigi Kabupaten Pangandaran

This research is motivated by the development of reading interest and reading ability which is indeed very concerning at this time, how not, this is caused by the methods given to students and students in general are less or even unpleasant, most of the existing methods are only result-oriented not on process. This very low reading habit makes the ability of some students at school to be low. Libraries as educational institutions and information providers will have good performance if they are supported by adequate management, so that all institutional activities will lead to efforts to achieve the goals that have been proclaimed. The focus of his research is the role of library management in an effort to increase students' reading interest. This study uses a qualitative research method using a descriptive approach which is presented in the first and second chapters, each of which discusses the introduction and literature review, while the data exposure and research discussion is in the fourth chapter. The data collection technique used the method of interview, observation and documentation as well as collecting valid documents and data. Planning for school library service standards at SMP Plus Maarif NU Parigi includes; library material planning, human resource planning, facilities and infrastructure planning, service planning and budget planning. Implementation of library management includes; implementation of library material processing, implementation of organizing human resources, implementation of structuring library infrastructure, implementation of library services tailored to the needs and implementation of budget use Evaluation and supervision of libraries is carried out by school principals and vice principals in the field of curriculum.

Managing Talent Among Healthcare Human Resource: Strategies for a New Normal

The healthcare industry is always susceptible to diverse changes and technology advancements. This mandates that the sector updates its skill set that can help in complying with compliance and regulatory requirements. COVID-19 has added to the complexity by bringing in changes in the working environment, healthcare professionals’ perceptions and patients’ expectations. It has clearly shown that digital technologies are rapidly revolutionising healthcare and also having an impact on human resources. Talent management in the changing scenario is a must for all organisations looking towards resilience, sustainability and gaining a competitive advantage over others. Purpose: The purpose of the current study is to explore the factors that have influenced healthcare talent management during the pandemic, identify the challenges and put forth a strategy for post-pandemic talent management. Design/Methodology/Approach: A literature-based search for identifying articles related to talent management in healthcare during the pandemic, the challenges and lessons learned has been carried out. Findings: Based on the findings, it is suggested that while traditional ways of human resource planning are still applicable, it is imperative that digital tools be utilised for all activities especially talent management. Digital tools such as electronic medical records, telemedicine, computerised physician order entry systems are becoming an inbuilt culture in healthcare. So, while selecting, developing and retaining talent, the existence of digital skill set, capability to work with the tools or learn and adopt should be considered as a mandatory requirement.

Strategic Human Resource Planning and Service Delivery in County Governments in Kenya

Strategic human resource management in public sector organizations enables governance arrangements that promote efficient service delivery. However, service delivery in county governments in Kenya gets stymied by both human resource and funding constraints. Due to contextual gaps in the strategic human resource management practises in county governments in Kenya, the study evaluated the role played by strategic human resource planning on service delivery in Kenya. The study adopted a descriptive design and systematically examined the HRM practises by sampling 140 respondents (47 county secretaries, 47 county directors of HRM and 46 municipality managers from municipalities based at the county headquarters of 46 counties) through interviews and questionnaires. The respondents were selected based on their operational and functional human resource management roles in various units in the 47 counties. The research instrument was validated through a review by a panel of supervisors and a pilot testing exercise. The qualitative reports indicated that the county governments can attract qualified and competent persons with critical skill sets to match the various job descriptions and optimally sustain service provisions at the county level. The correlation analysis indicated that service delivery positively correlated with strategic HR planning practises (r = 0.6510, p< 0.05) at 0.05 significance levels, while the regression analysis indicated that strategic HR planning practises explains about 41.61 % variance in service delivery with an effect size (β1 = 0.6451 (t = 8.97, p< 0.05). Based on the findings, the study concludes that strategic human resource planning practises hold a positive and significant potential impact on service delivery in county governments in Kenya. The study recommends proactive planning and proper structuring of the county workforce based on knowledge, skills, abilities, and other characteristics

Human Resources Planning in the Organization Goal Achievement at Achievers University Owo

Human resource planning is unique and greatest imperative human resource practice in an organization. Organizations depend on abundant of human resource planning to control their current position and future needs of manpower. The purpose of this research was to examine the human resources planning in Achieving Organizational Goals at Achievers University Owo by reviewing different literature on human resource planning. This research reviews the literature relating to human resource planning and it focuses on the objectives of human resource planning with focus on key structure that bring human resource planning and reputation of human resource planning to the organization, therefore, the research hired Logit Regression Technique with long likelihood (dichotomous variable) that age and educational level of employees determine organisation goals to be achieved. Ninety (90) questionnaires were served on Achievers University Staff to get data for the work (making the sample size). The findings depicts that impact of age and educational level of employee felt in line descriptive knowledge of human resources managers and key strategies decision making can predict how organisational goals wave with level of education put in place by employees that had been hired/employed/recruited into that organisation also, study has showed that Achievers University Owo, Ondo state, can harness more from the little human resources at her disposer by exposing deeper knowledge about the institution goals to employees and keying them along the system which will bring proper planning and long run achievement to the school and products coming out of it.

Influence of Human Resource Management on Work Efficiency of Healthcare Professionals

Background: World Health Organization (WHO) defines human resource pl anning in the healthcare industry as "The process of estimating the number of people, knowledge, skills, and attitudes needed to achieve a set of goals".Human resource planning is the most important part of the work of organizational management. Objective: The aim of the study was to point out the importance of timely and optimal planning of human resources and their impact on the work efficiency of healthcare professionals. Methods: This research is a comparative, descriptive-analytical study which used a questionnaire created according to the Likert model. The questionnaire containes statements related to factors affecting work efficiency, work analysis, position systematization, human resource planning, professional selection, work process design, management and manager's style, etc. Results and Discussion: A total of 450 respondents (healthcare professionals, both docotrs and nurses) participated in this research. Participation (inclusion) critaria in the research is employment in healthcare institutions in Canton Sarajevo, of different ages, of both genders. The planning process begins with a quality job analysis and human resource analysis to get an answer to several very important questions. How many people are needed to realize the set goals of the organization? What kind of people are needed: what skills, knowledge, and abilities? How to attract the necessary people (internal, external filling, selection procedure). How to adjust the current employee’s training so that they can adequately respond to all work tasks in the future, more demanding business environment of the health organization? The lack of human resources that have the necessary skills and knowledge, and the burden of inadequate resources (disabled workers), have slowed down the development of many companies. We are experiencing significant negative manifestation on the existing staff through reduced work efficiency and reduced quality of health care provided. Due to the above, it is necessary to timely plan human resources as an integral part of planning, business, and development of the entire organization. The planning of human resources in a health institution is influenced by the following factors: a) institutional factors b) level of health care c) type of health care institutiond) size of health care institution e) infrastructure of the existing institution. Conclusion: Human resource planning is a fundamental management activity from which all other activities arise,and contents of human resource management planes are based.

ОРГАНІЗАЦІЙНО-ЕКОНОМІЧНІ МЕХАНІЗМИ РОЗВИТКУ БІЗНЕС-СЕРЕДОВИЩА НА ПІДПРИЄМСТВАХ МОРСЬКОГО ФУНКЦІОНУВАННЯ У ПОВОЄННИЙ ПЕРІОД

Today, the ongoing full-scale invasion of the Russian into Ukraine has caused significant financial, human, migration and political losses to various sectors of the economy of Ukrainian enterprises. In the opinion of the authors, development strategies should be applied in the post-war period of enterprises, losses should be restored through organizational and economic mechanisms of business plans and projects. The advantages of this product can significantly reduce the costs of relevant specialized enterprises in the regional and global shipping market, thereby reducing the cost of marine melting furnaces and increasing their productivity. As a result of research and industrial tests of the product offered by these enterprises, which allow us to guarantee that the stated requirements for the specified technological cover have advantages over analogues. The analysis shows that the beneficiaries of the offered products are: shipping companies, transport companies, technological companies engaged in the production of products for maritime organizations based on infrastructural components. Currently, representatives of the company are conducting negotiations with counterparties regarding the licensed production of ship covers in European and Asian countries. The article examines the current tasks of developing approaches to the strategy of creating projects on the example of the enterprise "Rial-morterminal" for the production of special products and proving its organizational and economic efficiency, planning of human resources at the enterprise. The goal is to develop a strategy based on the example of the company "Rial-morterminal", the production of products that have the advantages of the two types of specialized ship covers mentioned above. The authors investigated SWOT analysis and product risk analysis of marine melting furnaces for all types of ships. The risks of the project were studied: with a ranking of the impact on the project, conditions of risks for the creation of the production of the specified enterprise, a product that has the advantages of the two types of covers for (boilers, furnaces) of the main power plant of sea and river vessels in the regions of Ukraine in the post-war period.