Potential Of Human Resources Research Articles

Educational Migration of Applicants Among Regions of the Russian Federation as a Data Source for Planning the Higher Education System Development

The scientific problem of the study is related to the identification of educational migration for university admission against the background of youth migration. The practical problems of the study are focused on the creation of analytical conditions for decision-making and planning for the education system development: the distribution of enrollment targets, financing and resource supporting the infrastructure development, and the development of the human resources potential of Russian universities. The object of the study is interregional youth educational migration for university admission. Federal universities data is described as the object of present study. Sources: official state statistics data of 2017-2021, “big data” is the results of passing the Unified State Examinations (USE) and the choice of university and direction of study by students for 2020. The research methodology is connected with the analysis of official statistics, the Russian regions typology according to the characteristics of youth migration: recipient regions, donor regions, regions of a mixed or “transit” type (leaving graduates are replaced by newcomers), closed (low intensity of migration processes). Educational migration was identified by analyzing and comparing databases on the results of the USE and the results of university admission. Stable patterns of migration processes, migration trends and directions have been identified as a result of the study.

The Implementation of Principal’s Leadership in Improving Teacher’s Professionalism

This study aims to analyze how the principal’s leadership is implemented and find out the obstacles faced in increasing teacher professionalism at SDN 123 Palembang. The research method used is a qualitative method that captures information from natural conditions in an object’s life that is associated with a problem, both theoretically and practically. This study’s process included data collection and compilation, as well as data analysis and interpretation. The study’s findings indicate that teachers play an important role in preparing potential human resources. As a result, teachers must take an active role and position themselves as professionals to meet the demands of the times. In this case, the teacher serves as an educator and mentor, providing direction and demanding that students learn rather than simply transferring knowledge. The teacher’s educational background is a supporting factor, as all teachers at SDN 123 are undergraduate graduates, and some of them are community leaders in their neighborhood, while the inhibiting factor is a lack of teaching facilities.

Implementasi Teknologi Pengelolaan Lahan Penghasil Cabai melalui Kegiatan Budidaya dan Diversifikasi pada Masyarakat Birayang Batang Alai Selatan

Management of land potential in an area requires technological innovation to produce good quality. Proper land management and processing can improve the product and standard of living of the local community. Chili commodity is a very strategic commodity, where the development of this commodity will never experience a decline and even tends to continue to be increased, due to the high level of demand and consumption. Seeing this, it is very necessary to carry out activities with the background of activities, namely 1) The local community does not realize that their area has the potential for the development of various chilies, and 2) There is still limited public knowledge regarding the use of land suitability management, cultivation technology, and post-harvest technology of various chilies. The purpose of this activity is to build community capacity by developing and utilizing the potential of both natural and human resources in order to improve the community's standard of living. The method used in the Birayang Batang Alai Selatan Village is to carry out 1) Site Surveys and Community Identification, 2) Socialization of Activity Programs, 3) Extension and Training, 4) Mentoring and Continuous Guidance. The technique used in chili cultivation is MPHP (black silver plastic mulch). Community empowerment in addition to the implementation of cultivation for women through diversification of chili-based food. The result of this activity is the achievement of maximum chili production, due to suitable land supported by appropriate technology. This technology is expected to be followed by other communities and is sustainable and more optimal which is expected to improve the welfare of the community.

The Relevance of Psychological Testing in the Selection of Army Officers


 Military psychological testing and assessments are vital in military life. It not only supports in training, selection, placement, and promotion purposes but also assists in the diagnosis and identification of candidates with mental problems and trauma that could pose a great risk. In 1905, the contemporary psychological testing procedure formally came into existence in France. Similarly, it adopted the test for assessing and examining soldiers during WW II for the selection of potential human resources for making war successful. After WW II, India and Pakistan began military psychological testing for the armed forces. Similarly, in the Nepali Army, the present psychological selection system and the procedure has been continuing for more than 3 decades. Therefore, a review of the present psychological system and procedure is urgent. The study used qualitative methods with the majority of the interviews emphasized on upgradation and refinement of projective technique, one-dimension approach pattern modification, improvement in rating and standardization of tests, selection of potential officer, provision of infrastructures, inadequate number of psychological experts and specialists, reactivation of Research Wing for the Psychological testing and research and lacking in posting of high-profile officers for conducting and supporting tests.

The Influence of Competence and Training on Performance in the Education Department of Labuh batu District with Motivation as Intervening Variables

Employee performance is a measure of how human resources in a company have played a role or not in the progress of the organization. The potential of well-performing human resources determines the success of the company. To achieve the best performance, of course, it is necessary to have directed management of human resources through various policies that can adjust the common interests of employees and the company. This study aims to determine whether competency and training affect employee performance through motivation as an intervening variable at the Labuhanbatu District Education Office. The study was conducted on 61 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study show 1) there is a significant influence between competence on motivation, 2) there is a significant effect between training variables on motivation, 3) there is a significant effect between competency variables on performance, 4) there is a significant effect between training variables on performance, 5) there is a significant influence between motivational variables on performance, 6) motivational variables cannot affect competency variables on performance, 7) motivational variables cannot influence training variables on performance.

Analisis Manajemen Risiko terhadap Jasa Pengiriman Barang JNE Cabang Tasikmalaya

The shopping style of people who are shifting from conventional to online has had a major impact on the freight forwarding service industry. Shipping companies cannot be separated from various risks that occur, such as human resources, systems, and internal and external risks. This study aims to determine the most dominant variable and can be a risk for the JNE freight forwarder company. The method used is the descriptive qualitative method. Data collection techniques were used, namely observation, interviews, and literature study. This case study focuses on the JNE Tasikmalaya expedition which took place on Juanda City of Tasikmalaya. After conducting interviews, it can be found that one of the causes of risks to freight forwarding services is centered on the potential of available human resources. Based on the results of research that has been done, it can be seen that human resources and security have the greatest impact on preventing risk management and can increase customer satisfaction, whereas good human resources have a positive and significant impact.

ECONOMIC COOPERATION ORGANIZATION (ECO) AS A REGIONAL ORGANIZATION: ROLE, HURDLES AND PROSPECTS

In world politics, regionalism and regional organization have become important elements. Regional organizations, as opposed to international organizations, are created by independent states based on their geopolitical, geographical proximity, economic, or political ties in order to promote socio-economic development and regional integrity. Using a qualitative methodology and secondary data sources, this research attempts to shed light on the fundamental justifications for the creation of Economic Cooperation Organization (ECO) as a regional organization; its economic and socio-cultural practices; interstate rivalry among its members; divisions, and difficulties; ECO’s role and prospects in the current political unpredictability of the world; solutions to current problems and techniques for fostering regionalism in ECO, and the organization’s prospects for the future. Additionally, it assesses ECO’s regional integration considering integration theory and shows whether ECO has been effective in fostering regional cohesion. In light of this, this paper contends that the ECO region has not received enough attention from the vast majority of academics despite having enormous human and natural resource potential and it also implies that in the long run, the ECO region might provide the EU, ASEAN, and other developing countries with a steady supply of energy markets that in turn can play a positive role for the development of the region. The ECO region may also represent a sizable market for the export of technology and equipment by a number of sophisticated economies. The paper concludes the BRI project and the Indo-Pacific Strategy have greatly raised the ECO’s geostrategic significance.

APLIKASI KERJA LABORATORIUM MAHASISWA (AKLAM) DI SEKOLAH MENENGAH PERTAMA ISLAM TERPADU (SMPIT) SCHOOL GOWA KAB. GOWA

Education is a concius effort to develop the potential of human resources (HR) through teaching activities. To be able to create conducive teaching and learning activities and be able to develop effective learning outcomes is the duty and obligation of the teacher as an education teacher. Therefore, teachers directly seek to influence, foster and develop students abilites to become intelligent and skilled human beings. In essence, practicum is a proof of theory, buht because students only refer to teory without any strengthening of uhnderstanding trough practicum, the understanding gained through practicum is usually more memorable and lasts longer, because students are direcly involved in practicum activities and can prove the theory given by the teacher themselves. Thus the Pyhsic Education laboratory Assistant Team intends to carry out an activity with the title Student Laboratory Work Application (AKLAM) at the Integrated Islamic Junior High School (SMPIT) Al- Fityan School Gowa – Kab Gowa, which is designed as a creative response to increasing wise values towards educational professionalism in learning situations. This activity was carried out for four days of implementation by helping the Head of the Laboratory and the Science Laboratory Manager to improve and complete administration related to the laboratory. And be able to increase students knowledge about global warning symptoms, physics practicum in primary schools, coordination of data collection for school practicums, and completion of school laboratory administration as well as improving the quality of practicum learning for the Phyhsics education laboratory assistant team at UIN Alauddin Makassar at the S-1 level to comply with national education standards, in order to improve the quality of education for students of Physics Education Faculty, Tarbiyah and Teacher Training at UIN Alauddin Makassar in the future.

Pengaruh E-Learning Sebagai Pengembangan Karir Terhadap Karyawan Generasi Milenial Di Bank Central Asia (BCA)

The potential of human resources owned, companies in Indonesia have challenges in managing human resources, especially the millennial generation. The increasing growth and development of companies in Indonesia has a positive impact on society by expanding employment opportunities so that it will reduce the unemployment rate. One of the efforts to retain employees is that companies must pay attention to career development for each of their employees, especially for millennial generation employees who have good performance. There are several problems in the career development process in the company that is the object of research, millennial generation employees who cannot develop their careers in the company where they work, even though employees feel they have done a good job. The research methods in this study were e-learning and interview methods as well as giving questionnaires to research subjects. The research subjects in this study were millennial generation employees at Bank Central Asia (BCA). Learning is both a strategy and a solution for an organization/company as well as individuals to adapt and take effective action to create a competitive advantage. Companies need to improve the performance of their employees in order to excel and be successful in achieving the organization's strategic goals. PT Bank BCA realizes that development and training are efforts to create quality human resources. Thus, e-learning is one of the learning methods used in development and training for the millennial generation.

OPTIMALISASI PEMANFAATAN DANA DESA MELALUI PENGEMBANGAN MASYARAKAT ISLAM DI KABUPATEN PRINGSEWU LAMPUNG

This study aims to describe the management of activities in Pekon that utilize the potential of Natural Resources and Human Resources through the Village Fund Allocation (DDS) as outlined in the Pekon Revenue and Expenditure Budget (APBPekon) 2015 to 2020, which is managed independently by the community. Taking the background in Gadingrejo District, Pringsewu Regency, the subject in this study is the community in Gadingrejo District which consists of 23 Pekon with a population of 38,222 people using Purposive Sampling so that there are criteria in determining the sample. In this study, the author collects data through observation, interviews, and documentation. Actual data was collected using the descriptive analysis method. According to the study's findings, the village fund had a positive impact on the community, as evidenced by the collaboration between the government and the community in improving the development of village facilities and infrastructure such as the construction of roads, bridges, culverts, repairing village facilities by involving the community at all stages from planning to implementation to maintenance, and empowerment activities aimed at improving the econometric situation.

PENGOLAHAN LIMBAH FLY ASH DAN BOTTOM ASH (FABA) MENJADI PRODUK KOMERSIL DI DESA SEKURO

Sekuro is one of the villages in the Mlonggo sub-district, Jepara Regency. Geographically, Sekuro village has a lot of potential because of its strategic location. Apart from that, Sekuro Village also has potential human resources that have not yet been absorbed. To achieve the goal of Community Service, namely the creation of creative products to realize an increase in the community's economy and to solve problems currently being faced by the Sekuro village community in particular. So the approach method used is direct practice and mentoring methods along with teaching aids direct practice methods. The implementation of community service activities is focused on the Sekuro village community who have an interest in fly ash and bottom ash waste management and those who have pilot building material businesses. Some of the programs that have been implemented, namely the offer of cooperation in paving blocks for village development, training in making products from this waste. All participants looked enthusiastic in participating in the whole series of service activities carried out. So that from these activities there is input for assistance to be carried out to market the products produced in the form of paving, bricks, and ornaments.

The problem of developing the human resources potential of the company at the stage of formation of the digital economy

The problem of developing the human resources potential of the company at the stage of formation of the digital economy

Strategy for Increasing Human Resources Through Infrastructure

Human resource management is a process closely related to implementing management strategies that are directly handed over to schools to be developed according to their potential. The purpose of this study is to describe the strategy for the development and quality of human resources in elementary schools. This research is a type of field study or qualitative, collecting data according to the phenomena at the location, namely at Muhammadiyah Al-Birru Ponorogo. Data collection techniques through observation during meeting activities between leaders and subordinates, interviews with school principals, committee members, foundation members and stakeholders, documentation of assignment letters, photos of activities. The results showed: that a well-planned human resources improvement strategy is a benchmark for the maximum success or failure of human resources management by developing the potential of human resources who have their respective talents directed according to the knowledge of the teachers and healthy competition between human resources with the stimulus of giving awards to educators. Implementation of improving human resource educators through periodic semester career coaching, maximizing IT class management, and learning innovation with collaborative teaching methods. The success of improving school human resources very influential in carrying out the learning process properly and perfectly organized.

ANALYSIS AND EVALUATION OF DEVELOPMENT OF INTELLECTUAL POTENTIAL OF HUMAN RESOURCES OF UKRAINE

Introduction. The development of the intellectual potential of human resources of Ukraine at the current stage as an important factor that allows an effective use of national resources and ensures the prosperity of the country in general have been studied. Goal. To research on development of the intellectual potential of human resources of Ukraine. To achieve this goal, the following tasks have been formulated: to investigate the essence of development of the intellectual potential of human resources; analyze and evaluate the current state of the intellectual potential of human resources in Ukraine; formulate the key aspects of development of the intellectual potential of the country’s human resources. Research methods. Methods of statistical, systematic, structural analysis and generalization were used. The results. The essence and significance of development of the intellectual potential of human resources have been studied, the state of the intellectual potential of human resources in Ukraine has been analyzed and assessed, and a study of the scientific and innovative capacity of the Ukrainian economy has been carried out according to the indicators of world ratings. The results of our research showed the scientific and innovative industries, which are important elements of the future of the national economy, are currently experiencing difficult times in Ukraine due to lack of funding, loss of talented people, high risks, lack of public attention etc. Other factors influence this sphere, the most serious of which is Russia's military aggression against Ukraine. The position of Ukraine in the international ranking of innovative development indicates the presence of a high level of scientific and educational potential, which is the basis of the competitiveness of the scientific and innovative spheres of Ukraine and is the basis for development and innovation, new equipment and technologies. However, according to the results of our assessment of the scientific and innovative potential of Ukraine, a number of problems were identified: the presence of ineffective and weak mechanisms for implementation and further commercialization of innovations in the field of economic activity; insufficient level of support and financing of innovative projects; low level of cooperation between innovative companies and scientific institutions. The results of assessment of the scientific and innovative potential of Ukraine indicate the need to develop and implement a unified and coordinated scientific, technological and innovative policy. It indicates the need for serious steps towards the necessary structural changes in the economy and science, technological modernization of production and promotion of innovations in business. The key aspects of development of the intellectual potential of the country’s human resources are formulated. Conclusions. The main provisions of the scientific article will contribute to the effective development of the intellectual potential of Ukraine's human resources.

Меры, направленные на повышение качества предоставления государственных и муниципальных услуг центра «Мои документы» г. Липецка

Subject. The article deals with the problems related to the provision of measures aimed at improving the quality of the provision of state and municipal services of the MFC. At the same time, the problems that MFC employees have are studied in order to determine the level of their human resources potential. The goal. In order to increase the motivation of the MFC staff to perform their duties at a high level, recommendations were developed for the management of the MFC. Method or methodology. The paper substantiates the principles of increasing the level of personnel potential of the MFC. Results of the work. It is proposed to introduce into the activities of the MFC the ability to carry out operational communication between employees and management, make transparent the criteria for assessing the work of employees, develop a system for assessing the personal qualities of employees, a system for assessing their health and the use of health-saving technologies by each of the employees. Conclusions. The results obtained in the course of analyzing the issue of developing measures aimed at improving the quality of the provision of state and municipal services by the My Documents Center (MFC) make it possible to supplement the methodology and technology of managing the MFC and can be used when organizing work activities in multifunctional centers of the country.

СИСТЕМНИЙ АНАЛІЗ ОПТИМІЗАЦІЇ КАДРОВОГО ЗАБЕЗПЕЧЕННЯ СФЕРИ ФІЗИЧНОЇ КУЛЬТУРИ І СПОРТУ

The implementation of a complex of socio-economic tasks and the achievement of the strategic goal of the functioning and development of the sphere of physical culture and sports as a whole, as well as its individual subsystems, is possible only with its proper staffing, the creation of sufficient and optimal conditions for the growth of its human resources potential. The article characterizes the “definition of staffing optimization”, presents a systematic analysis of its components. Materials and methods. When developing the theoretical aspects of the study, methods of analysis and synthesis, abstraction, and generalization were used. Processing and generalization of research results was carried out using the methods of systematization of mathematical statistics. Discussion. It is clear to the authors that the existing regulatory and legal framework, which addresses the issues of staffing the sphere of physical culture and sports, does not provide for a definition of the term “certification” and does not reveal the essence of this process, which, in turn, may lead to its ambiguous interpretation. At the present stage, the main tasks of optimizing the system of staffing in the sphere of physical culture and sports are: development and approval of standards for staffing the sphere of physical culture and sports (quantitative and qualitative characteristics); implementation of the concept of “Lifelong Learning” and the training of relevant specialists to ensure continuous professional development; certification of the readiness of specialists for the successful performance of functional duties; improvement of the system of material and moral incentives for employees. The authors have formed a vision of the structure of the employment market in the field of physical culture and sports. Results. The main key indicators of optimizing the staffing of the sphere of physical culture and sports are: updating the personnel accounting system in the sphere; availability of normative indicators of the number of specialists per 10 thousand people of the existing population; harmonization with the National Qualifications Framework of a holistic description of the qualification levels of the type of economic activity according to KVED DK 009:2010 93.1. Activities in the field of sports; approval of industry standards for the sphere of physical culture and sports; development of a certification system for professionals; the current system of monitoring the sectoral labor market. The labor market in the field of physical culture and sports is part of the country’s economic system. Given the above, it is important to study the labor market in the field of physical culture and sports from the standpoint of measures, directions, activities, tools of state regulation. At present, there is an urgent need to regulate the domestic legislation regulating the system of employment in the field of physical culture and sports, which should contain effective anti-crisis measures, indicate priorities in the system of employment in the field of physical culture and sports, as well as mechanisms for their implementation.

РОЗВИТОК КАДРОВОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА В СУЧАСНИХ УМОВАХ: ТЕОРЕТИЧНІ ТА ПРАКТИЧНІ АСПЕКТИ

The article considers theoretical aspects of the "human resources" concept and its development. In particular, approaches to the semantics of the "human resources" concept were given; the constituent elements of the enterprise’s human resources potential were characterized. There are: personnel, professional, physiological, qualification-intellectual, organizational, structural, cultural, moral, moral and psychological components. The components of ensuring the development of organization’s human resources were characterized. Among them are: financial, organizational, informational, motivational, scientific and methodological support. Attention was paid to practical aspects of the enterprise’s human resources development in modern conditions. In particular, the functions of human resources management (planning, organization, motivation, control) were characterized. The directions of improvement of human resources management were proposed, among them are: providing equal opportunities for promotion according to transparent criteria, creating conditions for the protection of personnel health and safety, providing opportunities for the growth of qualification level, development of staff competencies, creating a comfortable social and psychological microclimate in the team, matching the level of remuneration with the level of individual contribution to collective success, creating an atmosphere of trust in the team and individual units, forming a team spirit, etc. The need to include in the priorities of the company's policy and strategy – ensuring the development of personnel potential – is indicated. Systematic, permanent, but moderate personnel development should be included in the value set of the enterprise. Emphasis was placed on the need to unite the team not only by common goals, but also by common ideas of development. Special attention was paid to such a method of human resources development as mentoring, in particular, such types as mentoring-supervision, formal and informal mentoring, situational and "cross" mentoring. The advantages of this method were given in terms of a systematic approach to management (for a new employee, for a mentor, for the organization as a whole).

КАДРОВОЕ ОБЕСПЕЧЕНИЕ ИТ-ОТРАСЛИ: СОСТОЯНИЕ, ВЫЗОВЫ, ПРЕДЛОЖЕНИЯ

The paper considers the state and the main problem field of the human resources potential of the IT industry in Russia, including in the context of new geopolitical challenges. Statistical data on various areas of staffing in the IT field are presented and analyzed in the light of strategic and program documents of its development. The necessity in the conditions of universal digitalization as a key global process of technological development is shown to intensify the training of IT personnel to ensure the technological sovereignty of our country. Various approaches to building IT competencies are analyzed, both for direct employees of the industry and for a wide range of students. Proposals are given for the development of various forms of education in this area and support for young professionals.

Формирование корпоративной культуры организации как фактор повышения конкурентоспособности (на примере ООО «Торговая компания», г. Москва)

The relevance of the title problem is determined by the universal understanding that the formed corporate culture of the organization with its unique appearance in the eyes of partners and customers is one of the most important factors of the company’s competitiveness in market conditions. The object of the study is the corporate culture of LLC “Trading Company”, the subject is the factors influencing the corporate culture formation of LLC “Trading Company”. The purpose of the study is to identify and evaluate the main indicators that influence the corporate culture formation of Trading Company LLC. The tasks, in relation to Trading Company LLC, are to assess the effectiveness of the state of corporate culture, develop stages of organizational culture reform, formulate the mission of the organization, design a plan to change corporate culture. The methodological basis of the research is the dialectical principle and the principle of comprehensiveness, complex and systematic approaches. The solution of the tasks was carried out on the basis of the use of general logical methods: analysis, synthesis, induction, deduction. From private methods, the method of sociological survey is used. As a result of the study, it has been found that the management of the organization is ready to change the culture and introduce new values, which requires reforming most of the existing business processes, the system of relationships and communications. However, the implementation of changes requires a significant period of time, a stable human resource potential, as well as a certain management structure. In addition, financial resources are required for various events that contribute to the consolidation of new values and the identification of the organization in a new format. The proposed list of measures will have a positive impact on the indicators of the socio-psychological, labor climate of the organization, as well as on the indicators of the financial and economic activities of the organization.

Impact of Diversity on Regional Economic Growth: A Case Study of Indonesia

Economic development at the national level cannot be separated from the influence of economic performance at the regional level. As a country with abundant natural resources and great human resource potential, Indonesia has 34 provinces with relatively different economic bases. Some areas depend on a single category: the primary, secondary, or tertiary sector. Meanwhile, the other provinces have business fields that contribute relatively equal to forming a fairly balanced Gross Regional Domestic Product (GRDP). These different economic bases produce various impacts when an economic shock occurs. Unfortunately, the effect of economic diversity on GRDP has rarely been the focus of previous studies. Therefore, this study investigates the influence of economic diversity on regional economic growth. Data were collected from the Central Agency of Statistics (BPS) from 2013 to 2020. Then, panel data with a fixed effects generalised least squares method were employed to determine the changes in the dependent variable caused by the changes of the independent variable. Furthermore, data analysis revealed that economic diversity positively and significantly impacts GRDP. In other words, encouraging all business fields to generate value-added goods and services within the region may increase its economy. Moreover, past time experiences empirically conclude that economic shocks heavily hit the tertiary sector. At the same time, the primary industry relatively survived and played the role of economic bearing to prevent an area from further suffering. Lastly, a suggestion for further study is to investigate a combination model of the primary, secondary, and tertiary sectors to support sustainable economic growth.