Sustainable Human Resource Development Research Articles

Sustainable Human Resources Development in Listed Agro-Industrial Companies: A Pandemic Phenomenon

Pandemic COVID-19 had massive impact on global economics including agro-industrial companies listed in Indonesia Stock Exchange. Those companies faced financial distress. Trying to maintain their profit generating or loss in financial performance. However, the demand from stakeholders to implement sustainability still existed regarding investment on human resources. This study aimed to analyse the sustainable human resources development practices in listed agro-industrial companies by identifying and mapping the vision and mission, the implementation of human resource development, and financial commitments issued by Indonesian agro-industrial companies in developing human resources specifically for a pandemic phenomenon. This study used qualitative method by employing exploration approach and document analysis on sustainability report. The result showed that the Indonesian agro-industrial companies still showed the commitment on sustainable human resources development which reflected on their sustainable vision and mission. Those companies still showed the sustainable human resource development in 2020 by conducting training and certification as an investment for prospective opportunity in global competitive business. The financial commitment reflected in cost allocation for those needs. COVID-19 had impact for financial performance indeed. However, financial instability had not been an obstacle for those companies to develop their human resources. COVID-19 needed digital technology adaptation and employee needed to be trained and certified. Future

The Effect of Effort and Result-Oriented Contracts on Human Resource Productivity: An Important Component of Sustainable Development Study of Dairy Farm in Iran

Human resource productivity is one of the essential components of the sustainable development of human resources. Human resource efficiency means the optimal use of people's capabilities, skills, knowledge, and experiences in society or organization. The sustainable development of human resources can be aided by raising productivity levels. The management of human resources systems and performance evaluation techniques may need help in evaluating the performance of employees under the influence of its complexities, which can cause inaccurate evaluation results. As a result, the organization will need help achieving the predetermined goals with proper productivity. Therefore, The present study examines the effect of effort and result-oriented contracts on the productivity of human resources in a 20,000-head state cattle farm in Iran. A comparative approach was used to investigate the effect of effort-based and result-based payments on human resource productivity. It analyzed ten projects in a set, where five were used for effort-based contracts and five similar projects used for results-based contracts. The findings of the study show that result-based contracts have a substantial impact on the productivity of labor in terms of effectiveness and efficiency. The study likewise discussed the implications of its results.

SHORT AND LONG-TERM IMPACT OF EDUCATIONAL ENROLLMENT RATES ON ECONOMIC GROWTH: FOR INDONESIA'S SUSTAINABLE DEVELOPMENT OF HUMAN CAPITAL

This research explores the relationship between Indonesia's economic growth and school participation rates. Using the ARDL model and Bounds test cointegration method, the study examines this relationship and finds that investing more in education, particularly at higher levels, can contribute to long-term economic growth. The study emphasizes the role of education in shaping human resources and promoting sustainable economic development. It suggests that increased investment in education can create a stronger pool of skilled workers, leading to economic growth. The research also reveals a temporary increase in employment as a result of education-driven growth, contributing to the sustainable development of human resources. The study highlights the importance of education funding in nurturing human capital and advocates for policy interventions that prioritize education as a driver of Indonesia's long-term development goals. Overall, this study emphasizes the transformative potential of investing in human capital for Indonesia's economy. In conclusion, this study sheds light on the relationship between economic growth and education, emphasizing the transformative potential of investing in human capital for the sustainable development of Indonesia's economy.

Strategi Pengembangan Sumber Daya Manusia Di Lembaga Pendidikan Islam Indonesia

In the era of globalization and the industrial revolution 4.0, the strategy for developing human resources in Islamic educational institutions is becoming increasingly important. Islamic educational institutions need to prepare students and educational staff to face future challenges with adequate skills and abilities. Therefore, Islamic educational institutions need to develop an effective and sustainable human resource development strategy, by involving all relevant parties and with the support of adequate resources. This study used the library research method by conducting an analysis of literature studies related to human resource development strategies in Islamic educational institutions. Literature studies are obtained from various sources such as scientific journals, books, seminar papers, and other related publications related to the research topic. The results of this study indicate that various human resource development strategies that can be carried out by Islamic educational institutions include training and development, apprenticeship programs, scholarships and awards, mentorship programs, increasing human resource welfare, collaboration with other institutions, evaluating human resource performance, spiritual coaching, technology implementation, and innovation development. With the right human resource development strategy, Islamic education institutions can have quality human resources and be able to meet the needs of Islamic education

The Role of the Peradi Utama Advocate Organization in Sustainable Human Resource Development

This research has the aim that a healthy advocate organization should provide benefits for the welfare of its members. Law Number 18 of 2003 concerning advocates, especially in chapter 10, has clearly stated the definition, function and authority of an advocate organization, article 28 paragraph 1 of the Law on Advocates, for example organizations Advocates are the only free and independent professional forum for advocates formed in accordance with the provisions of the law. Advocates work to share findings regarding climate change with the public to encourage them to make policy changes, creating a sustainable world for everyone is the goal of an advocate. One of the important roles of advocate organizations is to improve the quality of the advocate profession as mandated by Law No. 18 of 2003 concerning Advocates. Ways to improve the quality and skills of advocates include education and training

Arctic multiuniversity: “Polar bank” of Russia’s intellectual capital in the context of modern threats and risks

The article is devoted to the problems of transformation of the domestic educational space of the knowledge economy of the digital socio-economic structure considering modern threats and risks. The study purpose is to form and substantiate the author’s system paradigm of network multiuniversitates for training personnel in the interests of sustainable development of the Arctic zone of the Russia and ensuring national security of the country. The authors substantiate the need for an interdisciplinary and practice-oriented transition to a multi-university network organization of universities for the sustainable development of human resources in Russia. The problematic issues that require special attention and urgent resolution in the field of personnel training for the sustainable development of the Arctic region are identified. The conceptual-theoretical and scientific-methodological foundations of the transformation of the domestic educational space in the interests of harmonization of relations between the market and the state, the individual and society are presented. As an object of the field experiment, it is proposed to create an Arctic multiuniversity as a “Polar Bank” of Russia’s intellectual capital. If the proposed field experiment is successful, the accumulated experience can be spread throughout Russia as an example of recreating the science cities of the digital knowledge economy. The authors used general and particular methods of unity research in contrast to natural sciences and humanities. The research methodology is based on the key provisions of risk theory, the theory of eco-oriented innovative development, taking into account the ecological imperative of technological development.

Sustainable Human Resource Development toward Organizational Excellence: The role of Corporate Social Responsibility

Sustainable Human Resource Development toward Organizational Excellence: The role of Corporate Social Responsibility

Testing Effects of Job Satisfaction and OCBs on the Relationship between Talent Management and Talented Employee Turnover for Sustainable Human Resource Development in Healthcare

Purpose; The purpose of this study is to better understand the impact of talent management on reducing turnover of talented staff in the Nigerian public health sector. This requires considering the mediating role of both job satisfaction and OCB variables in achieving success at both individual and organisational levels.
 Design/methodology/approach; This study achieves its objective through a conceptual analysis using the lenses of talent management, social exchange theory (SET) and existing literature.
 Findings; This study shows that good talent management is not enough to retain and sustain talented employees in the Nigerian health sector. The partial placement model hypotheses were supported by the SET model, implying that talent management requires both job satisfaction of talented employees and OCB to reduce turnover of talented employees.
 Practical implications; This study enhances the use of the mediating role of job satisfaction and OCBs to better understand the mechanism of talent management in reducing employee turnover within the framework of the social exchange theory model.
 Originality/value; The originality of this study states that effective implementation of talent management in the Nigerian health sector must be complemented with appropriate mechanisms to achieve effective retention of talented employees.

A Contribution to Sustainable Human Resource Development in the Era of the COVID-19 Pandemic.

This examines the six drivers and twelve detailed practices of sustainable human resource development (S-HRD) before and during the COVID-19 pandemic across different organizations in Poland. The empirical strategy is based on explorative research conducted using surveys in Poland between 2020 and 2021. The results confirm that the surveyed organizations implemented S-HRD practices driven mainly by the expectations of external stakeholders. They neglected the areas of caring for employees' well-being and developing environmental awareness before the COVID-19 pandemic. During the pandemic, most companies maintained their approach to S-HRD. This research is unique because it adds to the body of literature advocating the significance of S-HRD for organizational resilience before, during, and after extreme events. Generalizing the results is challenging because the snowball sample has significant restrictions. However, future research may overcome these shortcomings by using larger samples based on probability or random sampling techniques.

Strategy Implementation of Islamic Education Institutions in Increasing Public Interest in Sunan Gunung Jati Islamic Middle School

The purpose of this study is to analyze and describe in depth the implementation of the strategy of Islamic educational institutions in increasing public interest which focuses on developing programs, budgets, and standard operating procedures at Islamic Middle School Sunan Gunung Jati Ngunut Tulungagung, East Java, Indonesia to increase public interest. This study uses a qualitative approach with a type of field research or field research. While collecting data using observation, interviews, data, and documentation. Data analysis using descriptive analysis method. The results of this study indicate that strategic implementation includes 1) program development including the fulfillment of graduate competencies, sustainable development of human resources for both educators and education staff, development of facilities and infrastructure, and priority in marketing programs. 2) Budget which includes budget management and planning in accordance with procedures, starting from budget preparation, foundation approval, analyzing budget sources (central BOS and committees) to the use of the budget for both goods and services. 3) SOP (Standard Operating Procedure) follows the rules set by the education office. In addition, the process of implementing SOP is influenced by Islamic boarding schools which lead to positive student morals. The results above show that the implementation of the strategy of Islamic education institutions in the form of program development, budgets, and standard operating procedures has had a positive impact in the realm of education at Sunan Gunung Jati Islamic Middle School in increasing public interest.

The importance of human capital in agribusiness and rural development of Serbia

Human capital represents the most important resource and plays a driving force in the efficient development of economic entities and agricultural farms in agribusiness and rural development. Research in the paper aims to analyze and identify positive and negative trends in the structure and operations of the small businesses and agricultural farms, where human resources play a central role. So, the main goal of article is to emphasize research in the field of demographics (age, gender and educational structure, or migration tendencies), socio-cultural, or employment structures that have an impact on the maintenance, improvement and development of human resources in rural areas. Respecting modern approaches in management, marketing and cultural diversity, their application in the field of human resources will influence better understanding and greater investments and implementation of innovative approaches in human capital management in rural areas. Derived research results indicate the need for applying modern methods and techniques of management and culture in order to stop the negative migration trends and improve working and living conditions in rural space. Besides , its required the integration into innovative educational and technological flows, adaptation to cultural changes, encouragement of entrepreneurship and employment with the aim of sustainable development of human resources in rural areas.

Sustainable Human Resource Development: An Empirical Study from an Organization Perspective to a Community Perspective

Due to internationalization and technological advances, HRD has been linked to the community, environmental, and CSR agendas. Now, organizations realize the importance of creating products and services in a highly sustainable way. In this background, a study on HRD with a societal perspective is relevant for any firm’s sustainability. Hence, this study confirms that firms must be vigilant in their actions and related activities regarding the welfare of stakeholders.

Implementation Of Organizational Culture And Work Discipline And Their Influence On Army Polytechnic Performance

An organization is a place where people gather, and a system manages resources using methods, materials, environment, facilities and infrastructure efficiently and effectively, to achieve the same goal. In an organization, everyone works rationally, systematically, planned, controlled and guided in utilizing all resources. Strategic resources in an organization are people who play an important role in determining whether an organization is healthy or not. Therefore, planned and sustainable human resource development is an absolute necessity for organizational sustainability.

Does the Hotel Internship Improve Students' Intention of Employment in the Hotel Industry?

The internship is an important means for students to improve their theoretical cognition, understand the development of the industry and clarify their future learning direction. The internship has become an important part of teaching in Higher Education Institutions, and it is also a task that students must complete to obtain an academic certificate and degree certificate. In order to improve the professional skills of the staff and the efficiency of staff recruitment, the hotel also actively establishes partnerships with universities to establish internship bases and hire interns with the expectation of retaining these interns for future employment at the hotel industry. In this research, 118 students who have finished their internship were selected for investigation and study. These students had a six-month internship in four-star or five-star hotels in Shanghai, Beijing, Hangzhou, Jinan, and so on. This research studies the factors affecting students' internship satisfaction by employing questionnaires. The findings of the study showed that the interns were very dissatisfied with the internship salary, labor intensity, night shifts, space for job advancement, and the society's attitude toward hotel attendants and that the students' employment intentions in the hotel industry were very low after the internship. This study argues that hotels should increase students' internship wages, appropriately reduce labor intensity, reduce the times of night shifts, give students the chance of priority promotion, and give them more humanistic care to improve the employment rate of hospitality management students in the hospitality industry and achieve sustainable development of human resources in the hospitality industry.

THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

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

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

Quality Assurance for Sustainable Higher Education: Structural Equation Modeling

Competition to ensure sustainable conditions for graduates’ knowledge, skills, and competencies (KSC) and employability for sustainable development of human resources has long been present in higher education institutions (HEIs). The purpose of this study is to examine the roles of educational processes, practical activities, and research activities as key determinants to predict KSC and employability in the context of medical education in Indonesian HEIs. Moreover, this study also reports the role of facilities in predicting educational processes, practical activities, and research activities. This survey study obtained data from 1086 respondents, who are students of two medical schools. The data were analyzed by assessing the measurement and structural model in the partial least square structural equation model (PLS-SEM). Overall, all hypotheses were supported; the strongest relationship emerged between facilities and research activities, while the lowest relationship was present between practical activities and employability. From a theoretical perspective, the findings offer a conceptual framework related to HEIs’ quality management factors. Highlighting the significant relationships, appropriate policies can be produced for more quality institutions in improving graduates’ KSC and employability for the labor market.

The role of human resource management in the concept of sustainable enterprise development

In the article the sustainable development as the alternative concept of further transformation of the economic system in general and an enterprise in particular is considered. The concept of the sustainable development cycle of enterprise was improved by the authors; they specified the important role of human resources management in this cycle. The paper emphasizes the need to focus the human resources management not only on the operational activities’ results, but also on increasing the employees’ personal competitiveness and intensifying collaboration and mutual support to form a corporate knowledge due to developing corporate universities and E-learning systems aimed at continuous sustainable development of human resources. A significant attention in the concept of an enterprise sustainable development is paid to creation an effective human capital management strategy. This strategy should be focused on decomposition of the objectives in sustainable development, building a favourable organizational culture, developing business models that are based on effective communication with consumers, selecting the state-of-the-art forms of business organization and doing business; this is including, but not limiting, to those that have emerged in the field of social business, which allow to move towards implementation of the main objectives of sustainable development.

Decent work and work–family enrichment: role of meaning at work and work engagement

PurposeThe purpose of the current study is to examine decent work (DW) as a critical antecedent of work–family enrichment (WFE). Further, it also focuses on understanding the underlying mechanisms that facilitate the linkage of employees' perceptions of DW and WFE by investigating about the mediating role of knowledge workers' experience of meaning at work and their work engagement levels.Design/methodology/approachThis study adopts a quantitative cross-sectional research design using survey administration among faculty members employed in public and private universities of North India.FindingsResults depicted that in addition to direct relationship between DW and WFE, both meaning at work and work engagement partially mediate the relationship between access to DW and WFE indirectly. These findings showed that the provision of access to DW by organizations will help facilitate WFE via employees' experience of meaning at work and their levels of engagement with their work.Practical implicationsThe study findings would be useful for organizational practitioners and policymakers to design sustainable human resource development (HRD) policies and practices for enriching the WFE of employees as well as in driving talent retention and engagement.Originality/valueIt is one of the few studies that captures perceptions of employees about access to DW policies and practices and its role in enhancing WFE in the South Asian context. Further, it also advances our knowledge on antecedents and consequences of WFE.

What are the Factors that Drive Employees' Intention to Leave the Non-profit Sector in China?

This article uses the 2014 Chinese Non-profit Employee Survey (CNES) to empirically investigate the factors that drive employees to leave the non-profit sector. Findings have shown that salary level and mission attachment impact employees' intent to leave and that the two factors are moderated by the length of work experience. For employees with fewer than five years' work experience, mission attachment has a negative impact on the intent to switch sectors. For employees with over five years' experience, salary level is positively associated with the intention to leave. This study also identifies salary gap as a mediator to explain research findings and offers implications for the sustainable development of human resources in China's non-profit sector.