scholarly journals Challenges of Data Refining Process during the Artificial Intelligence Development Projects in the Architecture, Engineering and Construction Industry

2021 ◽  
Vol 11 (22) ◽  
pp. 10919
Author(s):  
Seokjae Heo ◽  
Sehee Han ◽  
Yoonsoo Shin ◽  
Seunguk Na
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Production Efficiency ◽  
Industrial Revolution ◽  
Current Method ◽  
Mechanical Equipment ◽  
Light Industry ◽  
Labor Division

The paper examines that many human resources are needed on the research and development (R&D) process of artificial intelligence (AI) and discusses factors to consider on the current method of development. Labor division of a few managers and numerous ordinary workers as a form of light industry appears to be a plausible method of enhancing the efficiency of AI R&D projects. Thus, the research team regards the development process of AI, which maximizes production efficiency by handling digital resources named ‘data’ with mechanical equipment called ‘computers’, as the digital light industry of the fourth industrial era. As experienced during the previous Industrial Revolution, if human resources are efficiently distributed and utilized, no less progress than that observed in the second Industrial Revolution can be expected in the digital light industry, and human resource development for this is considered urgent. Based on current AI R&D projects, this study conducted a detailed analysis of necessary tasks for each AI learning step and investigated the urgency of R&D human resource training. If human resources are educated and trained, this could lead to specialized development, and new value creation in the AI era can be expected.

scholarly journals Karamat Ali (ed). Pakistan: The Political Economy of Human Resource Development. Lahore/Karachi/Islamabad: Vanguard Books (Pvt.), 2001. 231 pages. Hardbound. Rs 595.00.

2001 ◽  
Vol 40 (2) ◽  
pp. 149-152
Author(s):  
Zafar Mueen Nasir
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Process ◽  
Industrial Revolution ◽  
Resource Development ◽  
Developed Countries ◽  
Asian Countries ◽  
Wealth Of Nations ◽  
Economic Growth Rates

Human resource development has assumed primary importance in the development process since the Industrial Revolution. Historical experience indicates that a major share of the wealth of nations is explained by investment in human capital [UNDP, Human Development Report (1996)]. Major developed countries invest billions of dollars in the development of human resources to raise their economic growth rates. The development of Japan is attributed entirely to the development of its human resources. Other Asian countries such as Singapore, Korea, Hong Kong, and Taiwan are also following in the footsteps of Japan in their pursuit of development.

scholarly journals Will robots have the capacity to replace Mankind? Survey from Portugal

2019 ◽  
Vol 14 (37) ◽  
pp. 3417-3438
Author(s):  
Mafalda Rombão ◽  
Eduardo Tomé ◽  
César Ribeiro
Keyword(s):  
Artificial Intelligence ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Small Sample Size ◽  
Small Sample ◽  
The Public ◽  
Development Organizations ◽  
Areas Of Interest ◽  
Exploratory Factorial Analysis

This work aims analyze if citizens believe that Artificial Intelligence (AI) may have the ability to replace humans in society. The question has become very important and sensible in the public domain, particularly since 4.0 technology was created and digitalization was implemented. A literature review on the topic was conducted and five sub areas of interest were defined, related to, and namely robots and AI in Human Resources, Human Resource Management, Human Resource Development,  Organizations and Society. Due to the innovative  characteristic of the study, a questionnaire was developed, composed of 30 questions and a 5 points Liekert scale. The study was implemented in Portugal.  An exploratory factorial analysis was performed and 5 new factors were defined. The paper presents the results for the 5 initial questions and the five new factors. It was found that people accept that robots will have a massive influence in society but quite crucially, they will never succeed have emotions or feelings – and these are very interesting results. The studies’ main limitation is the small sample size, and we would like to see it replicated worldwide, particularly because we found a valid scale of 5 items.

scholarly journals Human Resources Development Model For The Industrial Revolution 4.0 Era In Aceh, Indonesia

2021 ◽  
Vol 12 (5) ◽  
pp. 44-55
Author(s):  
Fairuzzabadi, Zahri Hamat Et al.
Keyword(s):  
Social Competence ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Industry 4.0 ◽  
Industrial Revolution ◽  
Resource Development ◽  
Development Model ◽  
Technical Competence ◽  
Personal Competence

This study aims to identify the competencies and to develop a human resource development model for industry 4.0 in Aceh. To achieve the objectives, the study used a mixed-method research approach. Qualitative research was conducted through in-depth interviews with human resource development practitioners and experts who were selected purposively. While quantitative research was carried out by surveying 337 respondents who worked in various fields of work in Aceh. The results showed that there are 4 competencies needed to be able to compete and survive in industry 4.0, which are: (1) personal competence, (2) social competence, (3) methodological competence, and (4) technical competence. Of these four, personal competence has the greatest contribution in explaining the variants of competencies needed in the industrial revolution 4.0. For this reason, various elements of this personal competence should be prioritized in the human resource development model, followed by various other competencies, such as social competence, methodological competence, and technical competence. The development of these various competencies is expected to generate and transform Aceh's human capital into better superior human resources, who mastered and advanced in sciences, technology, and innovation as the main pillars of the regional development to achieve the Indonesia Golden Vision 2045.

scholarly journals Revolusi Industri 4.0: Tantangan dan Peluang Manajemen Sumber Daya Manusia Untuk Meningkatkan Produktivitas Grand Hotel Jambi

2019 ◽  
Vol 4 (2) ◽  
pp. 240
Author(s):  
Hendriyaldi Hendriyaldi
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Industrial Revolution ◽  
Employee Performance ◽  
Literature Study ◽  
Increase Productivity ◽  
Grand Hotel

In the era of the digital revolution, human resources became an important factor in the success of the company. Companies are required to be able to turn challenges into opportunities that can be more productive, innovative, and adaptive in each generation. The purpose of this study is to determine the challenges and opportunities for human resource management at Grand Hotel Jambi and determine strategies in developing human resources to increase productivity at the Grand Hotel Jambi. This research uses descriptive qualitative research. Data collection techniques are used as follows observation, interview, documentation, and literature study. The validity of the data uses triangulation of examination techniques using sources. The results of this study are the challenges faced by the Grand Hotel Jambi human resource management in the industrial revolution 4.0, the difficulty in getting education staff majoring in hospitality, the low ability of technology and foreign languages. Technological advances provide opportunities for Grand Hotel Jambi to increase productivity such as increasing hotel bookings due to providing information and promotions to customers more quickly. Then Grand Hotel Jambi continues to make changes in policy and program strategies for human resource development such as applying 3 aspects of assessment namely work discipline employees, attitude in work and employee skills. In addition, organizing training programs to develop the skills, knowledge and attitudes of employees. The training program must analyze 3 processes, namely company analysis, employee qualification analysis, employee performance analysis

A Synthesis of New Perspectives on Virtual HRD

2014 ◽  
Vol 16 (3) ◽  
pp. 391-401 ◽  
Author(s):  
Rochell R. McWhorter
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Technology Development ◽  
Training And Development ◽  
Virtual Human ◽  
Special Issue ◽  
Organizational Mission ◽  
Hrd Professionals ◽  
Contemporary Technology

The Problem A number of new perspectives of virtual human resource development (VHRD) have been provided in this issue of Advances in Developing Human Resources ( ADHR) that warrant further discussion. As VHRD is still a nascent area of inquiry in HRD, professionals need more explanatory examples and solutions to consider for determining their own role in working with people and technology. The Solution This article offers a synthesis of key constructs of VHRD from the articles in this special issue. Also, it provides a discussion around two different modes of technology development (TD) needed by HRD professionals in the contemporary technology-enabled environment afforded by VHRD. And, the integration of TD in addition to career development, training and development, and organization development is essential to the future of HRD and is discussed herein. The Stakeholders This article targets primarily practitioners interested in VHRD interventions and processes. It encourages the reader to examine the commonalities across the articles in this issue of ADHR and also to consider the new skills required for HRD professionals when seeking to align organizational mission with all levels of the organization.

scholarly journals OPTIMALISASI PENGEMBANGAN SDM, IKLIM KERJA, DAN BERBAGI PENGETAHUAN DAN KREATIVITAS DI PT. GAS (GEMALINDO AIR SUPPORT) BATAM

2020 ◽  
Vol 3 (1) ◽  
pp. 28-39
Author(s):  
Andar Sri Sumantri ◽  
Nur Cholis Majid
Keyword(s):  
Human Resources ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Human Resource ◽  
Secondary Data ◽  
Sampling Technique ◽  
Resource Development ◽  
Work Climate ◽  
Primary Data ◽  
Development Work

AbstrakPenelitian ini sendiri bertujuan untuk mengetahui seberapa jauh pengaruh pengembangan SDM, iklim kerja dan berbagi pengetahuan terhadap kreativitas SDM di PT. GAS (Gemalindo Air Support) Batam. Perumusan masalah, tujuan penelitian ini dan hipotesis pada penelitian ini adalah untuk menganalisis pengaruh yang positif dan signifikan secara individual antara variabel independen yaitu pengembangan SDM, iklimkerja dan berbagi pengetahuan terhadap variabel dependen yaitu kreativitas SDM di PT. GAS (Gemalindo Air Support) Batam. Pada penelitian ini objek yang diambil adalah karyawan GAS (Gemalindo Air Support) Batam. Sumber data meliputi data primer dan data sekunder. Sampel pada penelitian ini berjumlah 100 responden yang merupakan karyawan PT. GAS (Gemalindo Air Support) Batam melalui teknik nonprobability sampling yaitu dengan tidak menggunakan metode sampling. Teknik analisis datanya adalah teknik regresi linier berganda.Kata Kunci :  Optimalisasi Pengembangan SDMAbstractThis study itself aims to find out how far the influence of human resource development, work climate and knowledge sharing on the creativity of human resources in PT. GAS (Gemalindo Air Support) Batam. The formulation of the problem, the purpose of this study and the hypothesis in this study is to analyze the positive and significant influence individually between the independent variables of human resource development, work climate and knowledge sharing on the dependent variable that is the creativity of human resources in PT. GAS (Gemalindo Air Support) Batam. In this research object is taken employee GAS (Gemalindo Air Support) Batam. Data sources include primary data and secondary data. The sample in this study amounted to 100 respondents who are employees of PT. GAS (Gemalindo Air Support) Batam through nonprobability sampling technique is not by using the method of sampling. Data analysis technique is doubled linear regression technique.Keywords : Optimization of HR Development 

scholarly journals The effectiveness of talent management strategies in the development of human resources teaching from the point of view of the leaders and members of the faculty of Taibah University

2019 ◽  
Vol 3 (15) ◽  
Author(s):  
Badrya Abdullah Al-Skran
Keyword(s):  
Professional Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Management Strategies ◽  
Resource Development ◽  
Talent Management ◽  
Point Of View ◽  
The University ◽  
Open Question

The study aimed to identify the effectiveness of talent management strategies in human resource development at the University of Taibah, And to develop the necessary scientific solutions and recommendations, which can contribute to enhancing the effectiveness of talent management strategies in human resource development. Using the descriptive approach, study sample consisted of 67 leader, the leader of the 95 representing the entire community of the original study, and88member of the faculty members out of 365. The study relied on questionnaire tool, included thirty-eight parts, distributed over four axes, polarization, the discovery, the professional development, and the retention. In addition to an open question. The study found a range of results, which are; The general grade of the effectiveness of talent management strategies in human resources development at the University of Taibah from the perspective of leaders and members of the faculty average, is a mean 3.13.The polarization strategy is the most effective in the talent management in the development of human resources at the University of Taibah, a mean 3.35. The second was professional development with an average (3.17) and third discovery with an average of (3.09) The retention strategy came to be the least strategy in the talent management effectiveness in human resource development at the University of Taibah, a mean 2.93.In light of the results , a number of recommendations and suggestions.

scholarly journals Analisa dan Perancangan Sistem Informasi Human Resources Development Pada PT. Semacom Integrated dengan Menggunakan Metode Waterfall

2019 ◽  
Vol 2 (1) ◽  
pp. 19-38
Author(s):  
Chairul Anwar
Keyword(s):  
Human Resources ◽  
System Design ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Human Resources Development ◽  
Analysis System ◽  
System Operating ◽  
Resources Development

PT. Semacom Integrated merupakan perusahaan yang bergerak dalam bidang panel listrik. Perusahaan ini perlu mengelola data pegawai tetapi belum mempunyai sistem informasi khusus untuk mengelola data pegawai tersebut agar memudahkan dalam pengelolaan data, pengontrolan serta meningkatkan pekerjaan Human Resource Development, Pimpinan dan Pegawai. Teknologi pemrograman dan database sebagai media penyimpanan diyakini sampai saat ini masih sangat berguna dalam membantu menklasifikasikan data informasi. Pengembangan sistem yang digunakan dalam penelitian ini adalah waterfall. Metode ini terdiri dari requirement gathering, analysis, system design, implementation, testing, dan maintenance. Adapun tools yang digunakan dalam penelitian ini adalah System Operating 10 Pro 64 Bit, Notepad++. Sedangkan, database yang digunakan sebagai penyimpanan data adalah Xampp. Hasil dari penelitian ini berupa sistem informasi kepegawaian. Sistem ini meliputi daftar pegawai, daftar SK kerja, daftar prestasi, daftar hukuman, surat kontrak, surat keterangan, surat perintah dan surat peringatan, dan lain-lain. Sistem ini dirancang untuk memudahkan Human Resource Development dalam pencarian dan pengelolaan data kepegawaian pada PT. Semacom Integrated.

scholarly journals THE EFFECT OF GROUP COHESIVENESS AND JOB SATISFACTION ON PRODUCTIVITY IN EMPLOYEES OF HUMAN RESOURCES DEVELOPMENT IN THE MINISTRY OF HOME AFFAIRS

2020 ◽  
Vol 6 (8) ◽  
pp. 57-62
Author(s):  
Iman Iskandar
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Direct Effect ◽  
Resource Development ◽  
Survey Method ◽  
Human Resources Development ◽  
Group Cohesiveness ◽  
Development Agency

The purpose of this study was to determine the effect of group investigation by sigil and The objective of the research is to obtain information about the effect of group cohesiveness and job satisfaction on productivity of the employee on Human Resource Development Agency of Ministry of Home Affairs. The research was conducted to all of employees on on Human Resource Development Agency of Ministry of Home Affairs by using a survey method with path analysis applied in testing hypothesis. The number 133 employees as sample was selected by using Slovin formula. The research conclude: (1) there is direct effect of group cohesiveness on productivity. (2) there is direct effect of job satisfaction on productivity. (3) there is direct effect of group cohesiveness on job satisfaction. Therefore, to enhance employees’ productivity can be carried out by group cohesiveness, and job satisfaction.

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