Human Resource Development Plan Research Articles

Human Resource Development Planning Oriented Towards Character Building in Santri: A Case Study in Soppeng District's Islamic Boarding Schools

This research aims to know and discover human resource development planning oriented towards building students' character. This research is a case study or field research using qualitative methods with a constructivist paradigm. This research was carried out at 6 Islamic boarding schools in Soppeng district. The research results show that planning for human resource development in the character education program for the six Islamic boarding schools in Soppeng Regency was carried out carefully by involving various parties, such as Islamic boarding school leaders, teaching staff and parents of students. The character education program considers religious values, students' needs, and current developments. However, several Islamic boarding schools still have teaching staff who have yet to participate in workshops on Character education. As a suggestion in this research, Islamic boarding school leaders always carry out good planning in human resource management development, incorporate character values into the moral development process in Islamic boarding schools, and encourage teaching staff to participate in workshops or training related to character education.

Examining the Performance Management System as a Predictor of Organizational Effectiveness: Perspectives from the Indian Manufacturing Sector

Regular and systematic assessment of performance is a crucial responsibility for management. It not only evaluates and monitors organizational growth but also provides career direction for individual employees. Establishing clear performance expectations, encompassing results, actions, and behaviors, helps employees understand their job requirements. Well-defined goals, coupled with regular performance assessments, are vital for defining corporate competencies and identifying skill gaps. This information serves as a valuable input for designing Human Resource Development (HRD) plans.
 Despite the importance of performance appraisal systems, there is often a gap between intention and actual practice in many organizations. Previous research in Indian organizations revealed that existing performance management systems (PMSs) may allow for the use of appraisal data for administrative purposes, but there is a missing link between appraisal outcomes and the subsequent design and execution of developmental programs.
 In light of this, researchers aimed to assess employees' perceptions of PMS and its role in achieving organizational effectiveness. A survey, including a questionnaire and focused group discussions, was conducted with a purposive sample of 200 professionals in Indian manufacturing industries. The analysis confirmed the association between PMS and organizational effectiveness. However, there were differing perceptions among line managers about PMS, and even when there was agreement, it did not lead to superior outcomes due to a lack of clarity in the existing system.
 The discussions highlighted a distinct differentiation in the involvement of different levels of management in the performance appraisal mechanism. Additionally, the reciprocal trigonometric relationship between PMS, competency management systems, and training and development was emphasized.

Professional development, employee motivation and work commitment: Basis for human resource development plan

Professional development, employee motivation and work commitment: Basis for human resource development plan

Employee happiness work engagement and work performance: Basis for human resource development plan

Employee happiness work engagement and work performance: Basis for human resource development plan

Maritime instructors' competence, retention, and attrition: Basis for strategic human resource development plan

Maritime instructors' competence, retention, and attrition: Basis for strategic human resource development plan

Professional development, employee motivation and work commitment: Basis for human resource development plan

Professional development, employee motivation and work commitment: Basis for human resource development plan

THE IMPORTANCE AND FACTORS AFFECTING THE ACCREDITATION OF VOCATIONAL EDUCATION QUALITY IN VOCATIONAL COLLEGES

The development of education and vocational training is the cause and responsibility of the whole society, an essential content of the national human resource development strategy and planning; in which vocational colleges hold important positions and roles. In recent years, the network of vocational colleges has grown rapidly and widely throughout the country, the force of teachers and administrators as well as the number of trainees participating in vocational training has grown tremendously. With this development, accreditation of vocational education is a necessary requirement and plays an important role. A study of the State’s legal documents, the requirements of practice, and survey results on vocational education quality accreditation show that this activity plays an important role in developing vocational education. On the basis of survey and evaluation, combined with the regulations of the State, this study identifies the importance and the factors affecting the accreditation of vocational education quality in colleges, thereby recommending solutions to improve the quality of this activity in the future.

Job satisfaction and work engagement among resort employees in Batangas province: Basis for human resource development plan

Job satisfaction and work engagement among resort employees in Batangas province: Basis for human resource development plan

Tourism skill development initiatives in three Southern African Development Community countries: A policy guide analysis

Tourism is a keystone of the Southern African Development Community economy. However, the region has failed to maintain a fair market share in the global tourism industry as the Travel and Tourism Competitive Index 2007 to 2019 shows. Human resources are regarded as one of the pillars that stimulate a competitive tourism industry, hence, it is critical for countries to formulate appropriate human resource development policies and plans to secure economic benefits from their tourism activities. The main aim of this study is to develop an understanding of the strategies that Southern African Development Community countries can adopt to develop tourism skills. To attain this objective, this study investigates the strategies adopted by Tanzania, Mauritius and Botswana with the aim of informing policies and paving the way for other countries to improve tourism skills for the collective effectiveness of the entire region. Through a secondary research method, a comprehensive literature review was conducted to explore the tourism skill development strategies utilised by three regional countries so that less competitive peers can draw lessons for policy improvement and reform. This study shows that investment in tourism education, engaging international professionals, collaboration among stakeholders, and placing tourism human resource development as a national strategic area, are critical.

Strategi peningkatan kinerja SDM sebagai upaya pemulihan pariwisata pada Balkondes kawasan Borobudur

This study aims to analyze the internal and external factors of human resource performance to formulate a strategy to improve human resource performance at Balkondes in the Borobudur area to restore tourism in the new normal era. This research uses a descriptive qualitative approach. Primary data were obtained based on interview data collection methods and participatory observation. SWOT analysis, IFAS, and EFAS were used as data analysis methods. The results showed that a change in strategy was necessary. Strategy formulations for improving human resource performance include increasing the intensity of human resource training and development programs and increasing the competence of human resources to create an integrated tour package according to the needs of tourists. Moreover, management needs to provide adequate health facilities for human resources, increase cooperation with other tourism actors, and create long-term human resource development planning.

Manajemen Sumber Daya Insani dalam Pengelolaan Heritage Pesantren

The purpose of this study describes the management of pesantren cultural heritage by pesantren human resources which includes planning, recruitment, and evaluation of human resource development in pesantren. This research uses a qualitative descriptive approach. The location of this study is in Pesantren Annuqayah Guluk-Guluk Sumenep. Data collection techniques using interview methods, documentation and observation. Informants in this study included pesantren caretakers and regional and central pesantren caretakers. The form of data in this study is primary data and secondary data obtained from informants and supporting documents. Analysis of data through descriptive analysis. The results showed that the cultural heritage of pesantren Annuqayah in the form of (1) manuscripts of books written by the caretakers of pesantren, Jami' Mosque, and grave the founder of pesantren Annuqayah; (2) the management of human resources in the management of pesantren heritage includes analysis of human resource development, recruitment process, education and training programs, formation of pesantren culture, as well as evaluations that are emphasized on changes in attitudes and behaviors in carrying out duties and responsibilities.

Public Relations Planning In Building A Private University Branding During The Covid-19 Pandemic (A Case Study at Universitas Swadaya Gunung Jati Cirebon)

This research is focused on investigating the public relations planning in building a private university branding during the COVID-19 pandemic. University branding is a strategic effort in strengthening the identity of the institution. In practice, branding can be done in various ways, such as by utilizing information technology. During the COVID-19 pandemic, the frequency of using internet-based media increased dramatically. The phenomenon that occurs in public relations during a pandemic is the changing pattern of media publications, from conventional media and internet-based media to internet-based media. The phenomenon changed the public relations management structure in building university branding and the lack of maximum branding achievements that have been set in the previous program before the pandemic. The concept of public relations management in universities establishes theoretical principles in formulating and implementing public relations management to build university branding. Referring to the management theory of George R. Terry who stated that the management is carried out based on the main points of the formulation of organizational goals (Riinawati, 2019). The implementation of university branding in the current pandemic situation and conditions must not be outside the corridor of management functions. This study aimed to find out how to plan university branding during the pandemic. Based on the results of the research on public relations planning in building the branding of private universities during the pandemic, the implementation process of public relations management planning has not been formulated in a standardized manner so that it cannot improve public relations performance during a pandemic in a timely manner. This has an impact on achievement that is not optimal. In order for the university's public relations performance to increase and the implementation of university public relations management to improve the brand, and provide the expected feedback, the university's public relations planner needs to reformulate the university's public relations management structure. The right formulation of the results of this research is a planning model that involves information technology as a domain of digitization in public relations management. The current technology involvement is expected to improve the university's branding performance during the pandemic. More specifically, public relations management planning in building private university branding during the pandemic needs to develop systematic and strategic steps that refer to the rules of planning function in public relations management to be able to improve the university branding process. The preparation of the branding plan in the form of an activity program does not include: creative content adapted to current conditions, human resource development planning and public relations support facilities such as training on the use of information technology for public relations staff. Procurement of computer equipment, property for making videos and making information technology studios.

Determinants of time investment in education and training of corporate workers, by training type

This study aims to identify the factors affecting the participation of corporate workers in vocational education and training, focusing on the types of participation and the total training time. We utilised a hierarchical linear model to analyse the data of 7,985 workers from 392 companies from the human capital corporate panel (HCCP). The results of the study showed that the individual variables of education, job satisfaction, and working hours positively influenced participation. In terms of training types, participation in group, distance, and on-the-job training significantly affected education and training time. At the firm level, industry type and the firm HR infrastructure (such as establishing a human resource development plan) showed an effect. Accordingly, beyond the individual's interest and willingness, firm-level support and systems are needed. Based on these results, we suggest policy considerations at corporate and policy levels to increase Korean workers' participation in vocational education and training.

Social Mapping for Human Resource Development Planning in Desa Losari Sumowono District, Semarang Regency

This research aims to discover a social map in Losari Village, Sumowono District, Semarang Regency and to find out the use of social mapping for human resource development planning in Losari Village, Sumowono District Semarang Regency. This research uses descriptive qualitative research to describe the research object and uses observation, interviews, and documentation techniques to obtain data. The researcher used the Miles and Huberman technique regarding the data analysis, namely data reduction, data presentation, and drawing conclusions and verification. The mapping results know social problems, including socio-cultural, economic, and infrastructure problems. Then it can uncover the natural and human potential in Losari village, the potential of human resources in the form of farmers, and improve education in Losari Village. No less important are actors who play a role in social relations. Mapping benefits can be obtained first, the actual area of a village, the geographical location of the village and the boundaries of the area, and the village's history. Both the conditions and characteristics of the community, the potential and problems that exist in the village emerged. The third is social mapping to develop or create programs according to the potential and problems that exist in the region.

Pengaruh Perencanaan, Pengelolaan Program Sedekah Ternak Kambing dan Sapi di LAZNAS YDSF terhadap Pemberdayaan Muslim Yatim Dhuafa’ dan Dhuafa’ di Kecamatan Tutur Kabupaten Pasuruan

Indonesia always innovates in forming poverty alleviation programs, because the increasing poverty will hamper the activities and planning of human resource development which aims at "mashlahatul ummat". This will also be a challenge for the Indonesian people in empowering themselves so that they do not only depend on existing government programs. Especially in the lower classes of society, namely the orphans and poor people. In this study, there is a problem formulation whether there is an influence of planning and management of the Alms Program on Empowerment. With a direct research approach to the field, namely using quantitative research methods. The analysis used in this research is Patial Least Square (PLS) with smart PLS 3.0 application. The results of this study indicate that the planning t-statistics test has no effect and is not significant on empowerment with a value of 0.498 1.96. Meanwhile, the management variable has a significant and significant effect on empowerment with a t-statistics value of 2.392 1.96.

KOMUNIKASI BISNIS, DAN MOTIVASI BERPRESTASI SEBAGAI FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN

The objective of this research to obtain information relating to the influence business communication , achievement motivation on performance of Perumnas marketing employees. This Research has been carried out using regretion analysis.in this study, 320 employees of the third level housing company in jabotabek as population were randomly selected as analysis unit of along with 78 samples along with the thirfd caracteritics study. The results showed that (1) communication business has significant effect on the employees work performance (2) achiement motivation has sigficant effect on employee work performance (3) communication business and achiement motivation has significant effect on the employees work performance. The result of the studies show that business communication, achievement motivation is an important determinant of the employee work performance.Based on these findings it can be concluded that any change or variantions that occur in the work performance of perumnas employees have been influenced by business communication and achievement motivation Therefore business comunication, and achievement motivation must be included in the strategic planning of human resource development in increasing the work performance of perumnas employees, but need to consider other varables needed to work performance is influenced by variation in business communication , and achievement motivation Keywords: .

Manajemen Sumber Daya Insani Dalam Pengelolaan Heritage Pesantren Sebagai Potensi Pariwisata Halal Madura

The purpose of this study describes the management of pesantren heritage by human resources which includes planning, recruitment, and evaluation of human resource development in boarding schools. This research uses a qualitative descriptive approach. The location of this study is in Pondok Pesantren Annuqayah Guluk-Guluk Sumenep. Data collection techniques using interview, documentation and observation methods. Informants in this study are caregivers and caretakers of regional and central boarding schools. The form of data in this study is primary data and secondary data obtained from informants and supporting documents. Analysis of data through descriptive analysis. The results showed that the heritage of Annuqayah pesantren in the form of (1) manuscripts of books written by the caretakers of pesantren huts, Jami'Mosque, and Asta founder of Annuqayah pesantren; (2) Human resource management in the management of heritage pesantren includes analysis of human resource development, recruitment process, education and training programs, formation of pesantren culture, as well as evaluations that are emphasized on behavior changes in carrying out tasks and responsibilities.

SCHOOL HEADS’ LEADERSHIP QUALITIES IN REINFORCING TEACHERS’ PERFORMANCE OF PROFESSIONALISM IN THE PRIVATE SCHOOLS IN PILA, LAGUNA

This study was on school heads’ leadership qualities in reinforcing teachers’ performance of professionalism in private schools in Pila, Laguna aimed to help the human resource development plan in private schools in Pila, Laguna. This study was descriptive in design involving a total of 74 respondents representing school heads, teachers, and parents or guardians of school children in order to answer the 5 basic problems through digital calculations in determining the weighted mean and standard deviation scores as basis for empirical testing of Ho at 5% level by means of r formula. It was concluded that the more extensive were the school heads’ leadership qualities in terms of educational stylishness, strategic smartness, and residentiary gracefulness, the greater was the reinforcement on teachers’ professionalism as to attested autonomy, affirmative, and assertive accomplishment, though the same shied out strengthening school children’s basic learning skills with respect to literacy, numeracy, and sensory as well as non-correlated sectorial supports from private school, LGU, and DepEd officials. The following recommendations are respectfully endorsed for resolute actions: (1) for school heads’ extensiveness of their leadership qualities may coordinate with Laguna Private Schools and Administrator’s Association, Inc (LAPRISADA) as well as LACASA Incorporation, a non-profit housing agency, with programs to help households achieve financial stability, find a new home, prevent foreclosure, find affordable rentals, get home repair assistance, immigration counseling, and neighborhood engagement in times like when pandemic crisis is still alive and kicking not only in the locale of Pila but the entire province of Laguna; (2) there may be sustainability in the school heads’ highly extensive leadership qualities in order to highly reinforce further teachers’ professionalism; (3) increase the parameter of grade school children’s basic learning skills by following the UNICEF’ five tips to help keep children’s education on track while they’re staying home; (4) the fact that COVID-19 is nationwide and worldwide pandemic crisis, concerted efforts may be made possible by private school, LGU and DepEd officials to sustain support to private schools in their survival; and (5) studies of the same nature and of wider magnitude may be conducted based on based on DepEd Order No. 88, s. 2010, and thus strengthen further the findings of this present study.

COVID-19 and the new forms of employment relationship: implications and insights for human resource development

PurposeThe labor market has witnessed the increase of the new forms of employment relationship (freelancers, contingent workers, and gig workers) due to the COVID-19 outbreak, generating new workforce patterns that represent a significant challenge for human resource development (HRD) professionals in organizations. Studies that have addressed these new forms of employment relationship and HRD during this pandemic are sparse. This paper aims to broaden the scope of HRD research by exploring the implications of these new forms of employment relationship for HRD in the time of COVID-19. It also provides insights for HRD professionals as well as governments into how to address this challenge.Design/methodology/approachThis paper is a viewpoint that addresses the new workforce patterns generated by the COVID-19 pandemic and their implications for HRD at the organizational, individual and national levels.FindingsCOVID-19 sheds light on the importance of atypical workers who can create a competitive advantage for organizations, ensure their continuity and significantly benefit national and societal well-being in times of health crisis. However, these atypical workers are often overlooked when it comes to training and development. Whence the importance, for HRD professionals and governments, to address their situation and to integrate them into organizational and national HRD plans and programs, by going beyond traditional models of HRD which focus mainly on standard employees.Originality/valueThis paper examines a relatively unexplored topic. Besides examining the implications of the new forms of employment relationship, for HRD, it provides insights for HRD professionals and governments into how to address the challenges related to these new forms of employment relationship.

Factors affecting task special employee’s motivation at the State Bank of Vietnam

In the context of Vietnam's socio-economy is gradually developing and actively participating in the industrial revolution 4.0, the State Bank of Vietnam (SBV) is making constant efforts to realize its mission and development orientation. Human resource development plays an increasingly important role at the State Bank, that always needs to be perfected and renovated. The effective and practical system of work performance evaluation, working motivation evaluation and remuneration will be the main basis for the State Bank's human resource development plan at present and in the coming years. This study aims to evaluate the factors affecting the SBV employee’s motivation; with data collected from 454 SBV’s employees around the Vietnam, the research applied the quantitative method, using the Exploratory factor analysis (EFA), regression model and the Structural Equation Model (SEM) to determine the factors affecting the SBV employee’s motivation. Research results show that there are 5 factors (job characteristics, working environment, Reward policy, compensation and benefit, development opportunities) with different impacts on SBV employee’s motivation. Based on the results, the study provides recommendations to enhance job performance results of SBV task special employees.