Role of Economic and Social Infrastructure in Human Resource Development

2000 ◽  
Vol 4 (2) ◽  
pp. 20-28 ◽  
Author(s):  
Shobha Ahuja
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Skill Development ◽  
Social Indicators ◽  
Social Infrastructure ◽  
Market Place ◽  
Good Potential ◽  
Growing Economy

The findings of the paper suggest that investment in human capital would depend strongly on sustained economic growth accompanied by education and skill development of the workforce. The paper examines, in detail, the factors which are likely to influence the demand for human capital in the coming decades and points to the preponderance of economic factors in influencing demand in the market-place though social indicators also play a predominant role. In a growing economy it is important to identity the employment intensive sectors and train our human resources to enable them to meet the demand in these sectors. The paper seeks to identify the areas where there exists a good potential for employment generation and makes suggestions for tailoring skill development to meet the demand in the marketplace. Against this backdrop it can be concluded that HRD in the new millennium would depend on a variety of economic and social indications and on the stake of human resources in the production process.

scholarly journals HUMAN GROWTH NEW PARADIGM SEBAGAI STRATEGI PENGEMBANGAN SUMBERDAYA MANUSIA (SDM) INDONESIA

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Misbahuddin Misbahuddin
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Personal Development ◽  
Human Growth ◽  
Psychomotor Skills ◽  
New Paradigm ◽  
Classical Economic

This paper is based on two theories that emphasize the paradigm of how the role of education for development. The first is the paradigm of human capital (human capital paradigm), which is influenced by classical economic theory, the Neo Liberal. This theory views and places human resources only as a factor of production. The second is the paradigm that is oriented towards human resource development with the direction of long-term goals, namely human growth paradigm. It is a paradigm that builds HR with an education system that not only relies on intellectual intelligence and psychomotor skills of HR (skills), such as on human capital paradigms but also on personal development that is moral, ethical and independent thanks to the subtlety of sense and silence of conscience conscience (Character).

Innovative Techniques and Strategies of Skill Building for Human Resource Development in SMEs, India

2016 ◽  
Vol 2 (2) ◽  
Author(s):  
Arti Awasthi
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Skill Development ◽  
Education And Training ◽  
Global Competitiveness ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Key Factor ◽  
Skill Building ◽  
And Training

India has gradually evolved as knowledge based economy due to the abundance of capable, flexible and qualified human capital. With the constantly rising influence of globalization, India has immense opportunities to establish its distinctive position in the world. However, there is a need to further develop and empower the human capital to ensure the nations global competitiveness. Despite the empathetic stress laid on education and training in this country, there is still a shortage of skilled manpower to address the mounting needs and demands of the economy. Skill building can be viewed as an instrument to improve the effectiveness and contribution of labor to the overall production. It is as an important ingredient to push the production possibility frontier outward and to take growth rate of the economy to a higher trajectory. This paper focuses on skill development in Small and Medium Enterprise (SMEs) which contribute nearly 8 percent of the country's GDP, 45 percent of the manufacturing output and 40 percent of the exports. They provide the largest share of employment after agriculture. They are the nurseries for entrepreneurship and innovation. SMEs have been established in almost all-major sectors in the Indian industry. The main assets for any firm, especially small and medium sized enterprises are their human capital. This is even more important in the knowledge based economy, where intangible factors and services are of growing importance. The rapid obsolescence of knowledge is a key factor of the knowledge economy. However, we also know that for a small business it is very difficult to engage staff in education and training in order to update and upgrade their skills within continuous learning approach. Therefore there is a need to innovate new techniques and strategies of skill development to develop human capital in SME's.

scholarly journals THE ROLE OF HUMAN CAPITAL IN THE MANAGEMENT OF INNOVATIVE DEVELOPMENT OF AN ENTERPRISE

2021 ◽  
Vol 8 ◽  
pp. 199-203
Author(s):  
Tamara A. Samoyluk ◽  
Anastasia S. Popova ◽  
Aelita V. Shaburova
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Market Economy ◽  
High Tech ◽  
Innovative Development ◽  
Highly Qualified ◽  
High Quality ◽  
Main Factor

In a market economy, the competitiveness of an enterprise is ensured by the introduction of innovations. In order to remain innovative, enterprises need high-quality human resources. Investments in human resources, as the main factor of innovative growth, determine the ability of employees to transform their existing knowledge, skills and abilities into high-tech products, highly qualified services.

scholarly journals IPTEKS AKUNTANSI SUMBER DAYA MANUSIA PADA PENCAPAIAN TARGET CONSUMER LOAN

2018 ◽  
Vol 2 (02) ◽  
Author(s):  
Christy Handayanie Johannes ◽  
Wulan D. Kindangen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Home Ownership ◽  
Marketing Management ◽  
The World ◽  
Target Consumer ◽  
Sales Work ◽  
Product Sales

Human Resources are important assets, Accounting for human resources Human Resource Accounting is an acknowledgment that people constitute human capital and human assets. The economic theory of human capital is based on the concept that humans have the skills, experience, and knowledge which are forms of capital, which are called "human capital managementthat must be owned in the world of work. Although now the world is getting more sophisticated but if there is no Human intervention, of course the machine will not work well. As in the world of work the Consumer Loan Area Of Manado of course, is in desperate need of Human Resources, in achieving  loan credit. Consumer Loan Area Manado customers must maintain and balance the development of local Human Resources. To reach the target, of course, the Consumer Loan has its own way of empolying Human Resources called sales. Sales work to product sales and must understand marketing management in Consumer Loansfor example, collaterals from each registered developer. And sales gave developers an offer so that developers would also want to join the Bank Mandiri Consumer Loan In Manado. However, the sales must also obey and understand the regulations in the Consumer Loan.and if Human Resources work well in the company where they work. Then each gets a profit, for example. Sales get a lucrative bonus from the company because it has helped to achieve the target of Home Ownership Loans. And the company also received a plus because it achieved satisfactory results.and applying good principles and governance with good corporate governanceKeywords: human capital management, local human resource development,marketing   management

scholarly journals The Role Of Human Capital In The Competitive Platform Of South African Industries

2006 ◽  
Vol 4 (3) ◽  
Author(s):  
E. P. J. Kleynhans
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
South African ◽  
Modern Technology ◽  
Level Of Education ◽  
Technology And Innovation ◽  
Training Facility ◽  
Investment Opportunities ◽  
Productivity And Competitiveness

The objective of this study was to investigate the role of human capital in the competitive platform of South African industries and to determine the ability of their human capital to address the challenges of modern technology and globalisation. Attention is given to the competitive strengths and investment opportunities, including the quality and availability of human resources, labour cost, level of education and skills, vocational and industry related training facility, work ethics, productivity, workplace regulations, as well as efficiency of the civil service; including productivity and competitiveness indexes. The study found that the level of human capital in South African industries is much higher than the general perception and not the worst element of South Africa’s competitive platform. The findings also indicated challenges, like absentees due to AIDS and other factors, a shortage of artisans and proficiency towards modern technology and innovation, which limits competitiveness.

Digitalization of Business Processes of Industries As a Factor in Increasing the Return of Human Capital

2019 ◽  
Vol 7 (1) ◽  
pp. 53-57
Author(s):  
Елена Ширинкина ◽  
Elena Shirinkina
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Special Form ◽  
Business Processes ◽  
Intangible Assets ◽  
Digital Economy ◽  
Key Points ◽  
Practical Research ◽  
Qualitative Changes

The article analyzes the indicators of the development of the digital economy, identifies qualitative changes in the management of enterprises in the digitalization paradigm. The relevance of this study is due to the fact that these processes have been the focus of theoretical and practical research for several decades. This study allows to review the role of human resources in the activities of the enterprise. The author notes that in the paradigm of digitalization of business processes of industries, the idea of the existence of intangible assets, as a special form of the manifestation of human capital, comes to the fore. The key points and conclusions can be used by enterprises to form a strategy for managing human capital in the direction of increasing the level of digitalization.

Exploring nurtured company resilience through human capital and human resource development

2017 ◽  
Vol 38 (5) ◽  
pp. 661-674 ◽  
Author(s):  
Juan Manuel Menéndez Blanco ◽  
José-Luis Montes-Botella
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Capital Structure ◽  
Human Resource Development ◽  
Complex Adaptive Systems ◽  
Ecological Resilience ◽  
Equation Modeling ◽  
Path Coefficient ◽  
Content Type ◽  
Synthetic Index

Purpose The purpose of this paper is to evaluate the importance and contribution of human capital, combined with human resources and research and development (R&D) measures, to nurturing company resilience as new knowledge and human capital artifices to face challenges derived from globalization, competitiveness, and the knowledge-based economy. Design/methodology/approach By means of structural equation modeling with latent variables, a new type of synthetic index is developed, with which the evolution and incidence of human capital structure, human resources development, and R&D in the company’s accumulated resiliency can be tested. Findings The results indicate a remarkable contribution of human capital to company resilience (standardized path coefficient 0.8365; p<0.0001 and R2=0.7486). Differences in company-nurtured resilience are related to categories such as productivity, products diversification, human capital structure, human resources management, innovation results, technology, and a productive environment. Research limitations/implications The main limitation is that the applied literature on this topic is scarce in economics and focused on company survival. Practical implications Management for resilience requires the development of the ability to balance efficiency in the short term with adaptability in the medium and long term. Recruitment and training and development policies should consider the role of emotions and motivation in creative thinking and innovation. Originality/value Most research on the topic has been conducted within the ecological resilience approach. The adaptive resilience approach is considered an integrated framework based on the internal perspective of company capabilities, the theory of complex adaptive systems, and the Schultz-Nelson/Phelps view on human capital.

scholarly journals Building an Occupational Safety Behavior in an Organization

2019 ◽  
Vol 10 (2) ◽  
pp. 113-118
Author(s):  
Vebi Dewi Supartini ◽  
Anggraini Sukmawati
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Employee Satisfaction ◽  
Occupational Safety ◽  
Safety Behavior ◽  
Organizational Safety ◽  
Employee Job Satisfaction ◽  
Safety Procedures

This research discussed human resources development with occupational safety behavior. The role of each category was in accordance with occupational safety behavior and employee job satisfaction. The researchers used a systematic search methodology by identifying articles related to employee occupational safety behavior and the factors that could influence it. Factors that influenced occupational safety behavior included motivation, occupational safety behavior, leadership, and job satisfaction. This research contributes to the development of human resources in the workplace in the form of employees’ safety interests. The results show the importance of implementing occupational safety behavior in an organization. It can be an implementation of human resource development. Factors that can be considered in occupational safety behavior are motivation, leadership, and job satisfaction. Therefore, it is necessary to determine the workplace of employees in an organization. It is to ensure the safety of employees by taking organizational safety procedures for employee satisfaction.

scholarly journals The Role of Human Capital in the Education Sector in Efforts to Create Reliable Organizational Human Resources

2020 ◽  
Vol 2 (1) ◽  
pp. 405-413
Author(s):  
Suryono Efendi
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Professional Services ◽  
Education Sector ◽  
New Order ◽  
Strong Basis ◽  
Business Goals ◽  
Qualitative Technique ◽  
The Creation

Knowledge, skills and talents that may be utilized to provide professional services are human capital. The firm has a collective ability for the creation of ideas, innovations and appropriate solutions to help the company accomplish its business goals. The ability of human capital is for individuals to win the world's competition to offer employees with more financial value. Thus, this study is intended to establish the function of human capital in creating trustworthy human resources within the education sector. A qualitative technique is used in this study by gathering literature-based research data sources. The results demonstrate that the function of human capital is crucial in the education sector, since human capital provides a strong basis for the advancement of the educational world and for the creation of a new order that is essential in today's progressive world.

scholarly journals POLICIES OF DEVELOPING HUMAN RESOURCES FOR UNIVERSITY SPIN-OFFS TO MEET THE 4TH INDUSTRY REVOLUTION REQUIREMENTS

2021 ◽  
Vol 3 (11) ◽  
pp. 367-377
Author(s):  
Hong Duc To
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resources Development ◽  
Critical Factors ◽  
Management Skills ◽  
Entrepreneurial Teams ◽  
National Science ◽  
Technology Resources ◽  
Resources Development

Creating University spin-offs (USOs) is considered one of the most effective ways to transfer scientific research results and promote national science and technology resources. However, several studies have identified factors limiting their growth: a lack of management skills among entrepreneurial teams. Therefore, human resources development in general and scientific and technological human resources, in particular, are the most critical factors to promote the development of USOs. This paper analyzes some general characteristics of human capital for USOs, finds some experiences to promote USOs' human resources development in China, and then gives some recommendations for USOs of Vietnam.  Keywords:   Human Resource Development, Entrepreneurship Development, University Spin-Offs.

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