Role Of Human Resources Research Articles

HUMAN RESOURCE DEVELOPMENT FOR HIGH-QUALITY MARKETING: RESEARCH IN VIETNAM TO MEET THE DEMANDS OF DEVELOPMENT AND INTERNATIONAL ECONOMIC INTEGRATION

In recent years, with a high economic growth rate, Vietnam has surpassed the threshold of a poor and underdeveloped country, which is a very encouraging achievement. The important contribution to this success cannot be denied the role of human resources. According to many studies, the issue of "human resource quality" is one of the decisive factors for the success of enterprises and the economy. Growth theories have also confirmed that "improving human resource quality" is one of the three basic pillars contributing to strong economic growth. The strong development of international economic integration has placed many new demands on high-tech human resources in general and marketing human resources (MARKETING) in particular. However, the marketing industry's workforce is currently lacking in quantity and weak in quality.
 Keywords: Training, Human Resources, High Quality, Marketing, International Economics.

Peran Pengembangan Ekonomi Umat Terhadap Penguatan Moderasi Beragama Dan Kepentingan Kinerja di Kantor Wilayah Kementerian Agama Provinsi Sumatera Utara

Peran Pengembangan Ekonomi Umat Terhadap Penguatan Moderasi Beragama Dan Kepentingan Kinerja di Kantor Wilayah Kementerian Agama Provinsi Sumatera Utara

THE ROLE OF OPEN EDUCATION IN IMPROVING THE QUALITY OF HUMAN RESOURCES TO MEET THE REQUIREMENTS OF INTERNATIONAL INTEGRATION

The 4.0 revolution has been creating unprecedented development for the whole world. It is the first-time countries and peoples have faced so many opportunities and challenges as they do today. In the context of international integration, the competitiveness of each country depends on multiple factors, the most important of which is human resources. Recognizing the role of human resources in the requirements of promoting industrialization, modernization, and international integration in the process of leading the country's innovation, the State and the Party have always placed special attention on human development strategies, considering it as both a goal and a driving force in the process of economic and social development. It is necessary to carry out fundamental and comprehensive innovation programs in education and training to improve the quality of human resources, especially high-quality human resources, which is "Diversifying content and learning materials and meeting the requirements of educational levels, education and training programs and the lifelong learning needs of everyone."[1]. The national education system must be realized, focusing on open education, lifelong learning, and building a learning society to achieve this goal.

Dynamics of human resource department ecosystem in developing human resource role: An ecosystem perspective

Over the last decade, management scholars have paid increasing attention to ecosystems. The ecosystem approach has recently received much attention in business and innovation studies as a comprehensive way of understanding multi-aspect environments. This exploratory study aims to investigate the dynamics of human resource department ecosystem (HRDE) and the role of HRDE in shaping the human resource business partner role. This study employed a mixed-methods approach, following an exploratory sequential design. First, a conceptual model was developed based on qualitative data collected from expert interviews and analyzed through grounded theory. This stage uncovered eight actors and four factors, further organized into three layers of the ecosystem and hypothesis paths. Then, the structural model was measured and validated using PLS-SEM. This study is unique in applying the HRDE to the HR role’s development to deepen our understanding of how a human resource business partner role is shaped by actors’ interactions within and between ecosystem layers (micro, meso, and macro). The results revealed actors and factors supporting the HRDE in developing the HR role from the micro to macro layers of the ecosystem. The results suggest that the macro, meso, and micro layers of the HRDE positively impact the human resource business partner role’s development.

Exploring New Frontiers in Human Resource Management: A Systematic Literature Review on the Evolving Role of HR Champions

This systematic literature review critically examines the evolving role of Human Resource (HR) champions in the dynamic landscape of Human Resource Management (HRM). Amidst the rapidly changing organizational environments, the function of HR has transcended traditional boundaries, necessitating a reevaluation of its strategic roles and competencies. This review synthesizes findings from a diverse range of scholarly articles, focusing on the period from 2010 to 2023, to delineate the emerging trends and challenges in HRM. Utilizing rigorous selection criteria, this study identifies and analyzes key themes, including the integration of technology in HR practices, the shift towards strategic HRM, and the increasing importance of HR in organizational resilience and employee well-being. The findings reveal a paradigm shift in the role of HR professionals, highlighting their critical function as strategic partners, change agents, and employee advocates. This review contributes to the existing body of knowledge by offering a comprehensive understanding of the contemporary HR landscape, providing valuable insights for academics, practitioners, and organizations seeking to leverage HR capabilities in achieving strategic objectives. The study also identifies gaps in the current literature and suggests directions for future research, emphasizing the need for empirical studies to further explore the impact of these evolving roles on organizational performance.

The Role Of Human Resource Development (HRD) In The 5.0 Era

Human resources can also be referred to as personnel, labor, workers, employees, human potential as the driving force of the organization in realizing its existence. Society 5.0 is considered a concept built on the basis of humans and technology. In this era, people will be faced with a life accompanied by technological sophistication. This study aims to analyze the role of human resource development in the 5.0 era. The role of human resources as one of the elements in the organization can be interpreted as humans who work in an organization. This research uses a qualitative descriptive method with a literature approach or literature review. The research data was obtained through literature study and data analysis from various scientific sources. The results show that the role of human resource development in the 5.0 era is to digitilize the work environment based on technology, collaboration with cyber systems, flexible work processes that can be adjusted to customer needs, mental tasks and work teams.

The Relevance of Human Resource Accounting in Indonesia

The purpose of this study is an effort to manage human resources from the perspective of accounting as assets and investments and show the costs that arise from each human resource activity. This research contributes to human resource management from an accounting perspective. This research emphasizes human resource accounting as assets and capital invested by the business world. The literature review is used as the basis for research methods. The results obtained that human resource accounting has an important role for companies where there are activities that use costs in managing human resources. The role of human resources as company assets and accounting information system supporters can determine company performance, internal control, and human resources as meaningful capital for the company.

The Role of Human Resource Management in Enhancing the Professionalism of Educators

It is important to reexamine the enhancement of human resource professionalism, particularly in the field of education, specifically for academics. The aim of this research is to determine the application of human resource management in improving professionalism and the influencing factors related to the application of human resource management in enhancing the professionalism of teachers in the Majene regency, West Sulawesi. This qualitative study investigates a social phenomenon, utilizing initial observation, interviews, documentation, and drawing conclusions from the description of the human resource role. The research was conducted in several public high schools in the Majene regency, West Sulawesi. The research findings reveal that enhancing teacher professionalism requires training and enhancing the competencies of each individual involved in teaching activities. The implications of this research can provide insights to schools to offer training for every teacher, focusing on learning attitudes, skills, specific knowledge, and behaviors related to their profession

THE ROLE OF HUMAN RESOURCE MANAGEMENT IN IMPROVING STREET VENDOR BUSINESS IN KUTA MANDALIKA

This study aims to examine the role of human resource management in improving street vendor business in Kute Mandalika and the obstacles passed in increasing street vendor business in Kute Mandalika. This research was conducted using a qualitative approach. Data analysis techniques are the process of systematically searching and compiling data obtained from interviews, field notes, and other materials so that they can be easily understood and the findings can be informed to others. The result of this study is that the role of human resources in street vendors in Kute Mandalika is very important in increasing the income of the people there. With this, traders can manage their trades. Street vendors can compete fairly with other vendors. The obstacle that is often experienced is the lack of knowledge of street vendors about their trade management. Awareness of street vendors' compliance with local government regulations.

MANAJEMEN PEMBERDAYAAN SUMBER DAYA MANUSIA DALAM PEMELIHARAAN DAN PASCA-PANEN TANAMAN KELOR PADA KELOMPOK USAHA MAJU BERSAMA DESA NOELBAKI

Moringa is a plant that has many benefits and is easy to develop because it can grow in a variety of land conditions, but in its development there are still many deficiencies where the development process is not accompanied by the application of management of human resources. The purpose of this study is to determine the implementation of management and empowerment strategies for human resources in the Maju Bersama Business Group in Noelbaki village. This study uses ordinal scale analysis, by analyzing the level of participation of members of the Maju Bersama Business Group through questionnaires and interviews and then assessed with scoring criteria. The results showed that in the joint-progress business group, the strategy of empowerment and management of human resources was not implemented properly, where the level of role of human resources in maintenance and post-harvest showed that 2 people were actively involved.

EMPLOYEE PERFORMANCE ANALYSIS OF PERMATA PAMULANG HOSPITAL ADMISSION UNIT IN 2022

Human resources play an important role in a company because they are a key factor in managing the company's goals. Performance assessment is one of the assessments of an employee's ability to exercise his authority. Things that can affect good employee performance include motivation, employee work discipline, supervision, leadership style, and more. The objective of this study is to see how the role of Human Resources (HR) in developing the performance of employees in the Registration Unit of the Jewelry Pamulang Hospital. The study uses a qualitative approach with descriptive methods. This research was conducted to understand more deeply and explain the experiences experienced by individuals through in-depth interviews. The data processing of this research uses triangulation of sources and methods. The informants in this study are five people who are key informants, primary informants, and supportive informants. The study was conducted at the Pamulang Jewelry Hospital from October 2022 to January 2023. The results of this study indicate that the performance of employees in the Registration Unit is good, for employees, it is almost disciplined but still, there are employees who are less disciplined. Employees' work also requires motivation from their superiors so that their performance is better. Motivation is essential because employees' motivation can work better and enthusiasm in their performance. Besides, the employee's work discipline at the Yellow Pamulang Hospital Registration Unit is quite good, because employees already understand each other's responsibilities.

The Company's Workforce Development Strategy By Aligning Human Resource Investment

This research discusses the crucial role of Human Resources (HR) and workforce development strategies as investments that support the long-term success of organizations. HR is considered not only as a resource, but also as human capital that can provide a return on investment for the Company. The method used in this study is literature review by analyzing literature books, scientific articles, and other related sources. The results showed that HR development is not only tactical but also strategic, covering philosophies, policies, programs, practices, and processes that are in line with the company's vision and mission.This research provides an in-depth understanding of the importance of human capital investment and workforce development strategies to achieve long-term excellence for organizations. This abstract provides a foundation for organizational leaders, HR practitioners, and related parties to optimize HR investments to achieve long-term success.

The Influence of Education, Training, and Leadership on Employee Careers with Motivation as an Intervening Variable at the Department of Social Affairs, Women's Empowerment and Child Protection, as well as Community and Village Empowerment in Balangan Regency

One crucial factor in human resource management is employee career development. The significance of the human resources role in achieving organizational goals must be balanced and supported by clear career paths to motivate employees to deliver excellent work performance for the advancement of the organization, considering factors such as education level, work experience, competence, commitment, loyalty, motivation, and employee performance. This research aims to determine the influence of education, training, and leadership on employee careers with motivation as an intervening variable at the Department of Social Affairs, Women’s Empowerment and Child Protection, as well as Community and Village Empowerment in Balangan Regency. This study employs a quantitative research method with a population of 52 individuals using a saturation sampling technique. Path analysis processed with SPSS is used for data analysis. The research results indicate that education, training, and leadership do not have a significant influence on employee motivation. Education, training, and motivation do not significantly affect employee careers. Leadership has a significant influence on employee careers. Leadership, through motivation as an intervening variable, has a significant impact on the careers of employees at the Department of Social Affairs, Women’s Empowerment and Child Protection, as well as Community and Village Empowerment in Balangan Regency.

HR’S ROLE IN ORGANIZATIONAL CHANGE WITHIN NIGERIA’S RENEWABLE ENERGY SECTOR: A REVIEW

In the rapidly evolving landscape of Nigeria's renewable energy sector, the role of Human Resources (HR) in driving and managing organizational change is paramount. This systematic review aims to elucidate the specific functions and strategies employed by HR professionals in facilitating such transitions within the sector. Drawing from a comprehensive analysis of empirical studies, industry reports, and case studies, several key insights emerge. Firstly, HR's proactive involvement in strategic planning and decision-making is crucial in anticipating and addressing potential challenges. Secondly, continuous training and development programs are instrumental in equipping employees with the necessary skills and knowledge to adapt to technological and regulatory shifts. Moreover, HR's role in fostering a culture of innovation and resilience cannot be understated, as it directly influences employee morale and retention during periods of change. In conclusion, HR plays a pivotal role in ensuring the seamless integration of change initiatives within Nigeria's renewable energy sector. Their strategic involvement, capacity-building efforts, and emphasis on organizational culture are vital components in navigating the complexities of the industry's transformation.
 Keywords: Human Resources (HR), Organizational Change, Renewable Energy Sector, Nigeria, Strategic Positioning, Change Management, Workforce Alignment, Capacity Building, Training and Development, Communication, Stakeholder Engagement, Resistance Mitigation, Impact Evaluation, Continuous Improvement, Socio-economic Impact, Sustainability Goals, Innovation, Agile Organizations, Strategic Importance, Sectoral Growth.

The Role of Human Resources in Facing an Independent Curriculum: Literature Review

The independent curriculum is a curriculum that adapts to the rapid development of science. An independent curriculum is the answer, and the government is trying to synchronize the needs of industry with education. Teachers as the front guard are the backbone in implementing the independent curriculum. This research is a literature review research. Literature review is carried out by examining various library sources such as books, articles and other online sources that are relevant to the research topic. The process of implementing an independent curriculum still requires strengthening and adjustments. Teachers need adaptation and time so that the independent curriculum is truly realized in theory and practice. Teachers are expected to be able to understand the independent curriculum and continue to develop the curriculum, including the Pancasila Student Profile Strengthening Project (P5), which is cross-disciplinary learning to observe and think about solutions to problems in the surrounding environment.

The role and importance of human resources in the strategic development of organizations

The role and importance of human resources in the strategic development of organizations

Implementation of a Standardized Data Collection Tool for Febrile Episodes in Childhood Cancer Patients in Central America and the Caribbean

Abstract Fever is a common sign of infection and is associated with morbidity and treatment delay in childhood cancer patients. A multinational group of physicians identified the need to develop standardized measures to assess and intervene in the quality of care delivery as measured by adherence to the fever management guidelines published by this group in 2020. Our objective was to create an implement a febrile neutropenia registry that included data for quality assessment. Six sites in Central America and the Caribbean implemented a prototype of a Fever Registry for standardized data collection. Variables collected in the registry included demographic information and quality measures like the performance of selected laboratory tests (neutrophil count and blood culture) and time to antibiotic administration. Sites also collected clinical outcomes, including infection diagnosis, microbiologic diagnosis, critical care support requirements, length of hospital stay, and mortality. The initial implementation cohort included one dedicated pediatric oncology center and five oncology services situated within general pediatric hospitals. From September 9, 2021 to December 5, 2022, the six sites contributed 188 fever episodes from 148 unique patients. The maximum number of fever episodes entered for a single patient was 6 episodes. The distribution of cases entered in the database by site ranged between 5 to 54 cases (average patients enrolled per site=25). 84.9% of iCRFs(Case Report forms) had complete data. The most common incomplete data fields were: Initial antimicrobial administered (9/175=5.1%), nutritional status (6/181=3.3%), and was urinalysis performed at onset of fever (6/181=3.3%). Implementation strategies were developed incorporating responses to a survey based on the Consolidated Framework for Implementation Research. Infectious diseases specialists, who were the site leads, directed the implementation efforts at each site. The coordinating team encouraged sites to incorporate hematologists/oncologists and data managers as part of the team. However, team composition and internal meeting frequency were at the discretion of the site leads. Every site elected to use a paper data collection tool to facilitate centralized data entry, which was conducted by a data manager in all but one site. Staff at local sites received two initial trainings and a retraining by St. Jude staff to identify eligible patients and complete data fields appropriately. Group meetings with all site leads were conducted monthly to review progress and challenges and for quality assurance. The challenges most cited were personnel limitations for data collection and data entry. Surges exacerbated these challenges in caseloads related to respiratory illnesses, including SARS-CoV-2, influenza, and RSV. Conclusion: This group has created and implemented a tool to facilitate standardized data collection for a common clinical problem. Implementation challenges highlight the role of human resources and simplifying data collection to minimize data entry time. Current efforts include developing interim reports so clinicians can use data to improve the quality of care delivery in real-time. The group is also revising data fields to remove data points that are often unavailable or unnecessary to measure care quality. Project implementation in these six sites exposed opportunities to streamline the data collection system and optimize the implementation process.

The role of investment in innovative hrpolicy under globalization

In the article, were discussed the issues of personnel, human capital, innovation, personnel management processes, investments in a market economy, and the role of investments in innovative personnel policy. Also, considerations were given on the evolution of the concept of human resources management. At the same time, it has been determined that human capital will be one of the most important factors in future activities, as envisaged by SOCAR’s mission. Based on the world experience, the possibility that the role of human resources for companies has undergone certain changes has been investigated, as an example of the main causes behind these changes, the trends like increasing preference for efficiency and comprehensive skills due to the abundance of resources, the impact of achievements gained from digitalization and innovative technologies on the traditional work process and skills, immigration and demographic changes were identified, as a result of which, role of human capital within the company and new trends in resources requirement have been defined and a number of recommendations have been given.

Preparing for the Future of Work: How HR Tech is Shaping Remote Work

The evolving landscape of work has witnessed a paradigm shift with the burgeoning adoption of remote work, a trend significantly accelerated by global events such as the COVID-19 pandemic. This paper delves into the intricacies of this phenomenon, dissecting the role of Human Resource (HR) technology in molding the future of remote work. A comprehensive journey, exploring the rise and current state of remote work, backed by pertinent trends and statistics, while illuminating the indispensable role of HR tech tools such as collaboration platforms, cloud-based HRIS, and employee engagement solutions. The manifold benefits of integrating HR technology in remote work environments are discussed, highlighting increased efficiency, enhanced employee experience, and access to a global talent pool. Conversely, Scrutinize the challenges and considerations essential for successful implementation, emphasizing data security, tool integration, and equitable access. Best practices are laid out to optimize the use of HR tech in remote settings, ensuring a seamless, inclusive, and secure work environment. Through illustrative case studies, the paper provides real-world insights into successful HR tech adoption. Looking ahead, explore emerging trends and the anticipated evolution of HR roles in remote work, concluding with a call to action for organizations to proactively embrace and optimize HR tech in their remote work strategies. This paper serves as a comprehensive guide for HR professionals and business leaders aiming to navigate the complexities of remote work while harnessing the power of HR technology to foster a resilient, engaged, and productive workforce.

Improving the performance of baitul maal wat tamwil (BMT) employees: Do the principles of good corporate governance (GCG) matter?

Research aims: The role of human resources in Baitul Maal wat Tamwil (BMT) is vital as it is the main driver of all company activities in achieving its goals. This study, therefore, aims to examine the influence of corporate governance (CG) principles on employee performance in BMT.Design/Methodology/Approach: The object of this study was BMTs in Yogyakarta Province, with the respondents being BMT employees. The data collection technique employed a questionnaire measured by five Likert scales. The data in this study were then processed using the multiple linear regression method.Research findings: The study uncovered that all CG principles, i.e., transparency, accountability, responsibility, independence, and fairness, positively influenced employee performance.Theoretical contribution/Originality: This study contributes to the development of BMT management in Indonesia to start or improve the implementation of corporate governance since it positively impacts employee performance.Practitioner/Policy implication: BMT has challenges related to human resource competence. The organization (BMT) can evaluate the implementation of GCG in its operational activities because it can affect employee performance.Research limitation/Implication: The study only took samples from Yogyakarta Province. The physical distribution of questionnaires also limited the number of samples that could be collected.