Diversity Intelligence as a Source of Strength in Human Resource Development: Increasing the Presence of Women Pilots

The Problem Although more women have been entering the workforce in the past few decades, this progress has not readily been seen in the field of aviation. Indeed, of all current U.S. corporate and commercial pilots, women only account for 6%. Through a diversity intelligence (DQ) perspective, the authors explore the experiences of women pilots to identify ways of increasing female representation in male-dominated fields in general and in aviation in particular. Via a phenomenological qualitative research approach, a total of 33 female pilots were surveyed and an additional 20 participated in a one-on-one interview. NVivo qualitative data analysis software was used, employing an inductive constant comparative method to develop categories. The Solution Results indicate that female pilots face significant gender-related roadblocks to their careers. Human Resource Development (HRD) practitioners can help organizations increase DQ to recruit and retain women in nontraditional occupations and industries. Increasing DQ would create a more welcoming environment for both women and minorities. It would also address cultural and organizational issues such as tacit and subtle discrimination, increase the presence of role models, provide support systems, and assist with cultural change to eliminate the good old boy mentality. The Stakeholders Industry leaders, women, and HRD professionals.

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Investigating the HRD cube and explicating extant paradigms of HRD

European Journal of Training and Development ◽

10.1108/ejtd-07-2013-0081 ◽

2014 ◽

Vol 38 (4) ◽

pp. 323-346 ◽

Cited By ~ 4

Author(s):

Andrew C. Hurt ◽

Susan A. Lynham ◽

Gary N. McLean

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Comparative Method ◽

Resource Development ◽

Content Type ◽

Research And Practice ◽

Constant Comparative Method ◽

Open Coding ◽

Axial Coding ◽

Theory Research

Purpose – The purpose of this study is to focus on the issue of paradigms in human resource development (HRD) and validate the HRD cube as a synthesized model of HRD praxis and to explicate some of the extant paradigms of HRD. Design/methodology/approach – The study was carried out by examining the text of articles published in Academy of Human Resource Development (AHRD)-sponsored journals over a specific period. Sixteen articles published in AHRD-sponsored journals were treated as if they were the representative voice(s) of their author(s). Data units were axially coded and sorted into one of seven pre-determined categories based on the axioms of theory, research and practice. Then, data units were open coded using the constant comparative method, and themes were developed. Findings – Axial coding results identified a dominant emphasis on practice. The accumulation of units representing research and theory were comparatively smaller. Evidence of shared perspectives was found that emphasized the practice axiom. Open coding results identified representative themes within each of the axiom-based categories of theory, research and practice. Six themes developed in the theory category, nine themes developed in the research category and six themes developed in the practice category. Originality/value – The results support the overall construction of the HRD cube. Given the initial validation and support of the HRD cube and of the components described within the theory, research and practice sides within these 16 articles published in AHRD-sponsored journals, at least 18 prospective paradigms of HRD were identified.

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Analisis Lingkungan Pengendalian dalam Pelaksanaan SPIP di Inspektorat Kabulaten Nagekeo

Owner ◽

10.33395/owner.v6i1.540 ◽

2022 ◽

Vol 6 (1) ◽

pp. 136-146

Author(s):

Andy Andreas Corsini Mosa Leke ◽

R. Ira Irawati ◽

Candradewini Candradewini

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Internal Control ◽

Resource Development ◽

Effective Control ◽

Research Approach ◽

Regional Government ◽

Control Environment ◽

Development Policies ◽

Control Apparatus

ABSTRACTThe control environment is a crucial object in the whole control activities carried out, thus without an effective control environment, internal control will not work effectively. The Inspectorate of Nagekeo Regency as an institution that assists the Regent in supervising the implementation of regional Government by conducting inspections, studies, evaluations, and other supervisory activities at other government institutions within the Scope of Government of Nagekeo Regency, have to have an adequate control environment in support of effective internal control activities. The used object of research in this study is the control environment built by the Regency Inspectorate Employees who taken by purposive sampling technique. This measure is used as a comparison in the control environment assessment category. This study uses a quantitative-descriptive technique with a field research approach at the Inspectorate of Nagekeo Regency. The variables of this study are the control environment sub-elements with eight variables which include the enforcement of integrity and ethical values, commitment to competence; Conducive leadership; Establishment of organizational structure as needed; Appropriate delegation of authority and responsibility; Formulation and implementation of sound human resource development policies; The realization of the role of an effective government internal control apparatus; and good working relationship with relevant Government Agencies. In general, the eight variables of the Nagekeo Inspectorate get a score of 2.25 with quite-adequate predicate. However, two of them that still get the inadequate predicate, including the Enforcement of Integrity and Ethics; Formulation and implementation of human resource development policies, need to get attention.

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MANAJEMEN PUSAT KEGIATAN BELAJAR MASYARAKAT

BEduManageRs Journal ◽

10.30872/bedu.v2i1.587 ◽

2021 ◽

Vol 2 (1) ◽

pp. 6-14

Author(s):

Jumrani ◽

Hasbi Sjamsir

Keyword(s):

Staff Development ◽

Human Resource Development ◽

Human Resource ◽

Parental Support ◽

Program Planning ◽

Development Program ◽

Resource Development ◽

Research Management ◽

Research Approach ◽

Development Programs

The purpose of this study is to obtain a complete and clear picture of PKBM Management in PKBM Salsabila, Pasir Belengkong District, which includes planning, organizing, implementing, monitoring, and evaluating. This research uses a qualitative research approach with a case study design, the main informants are managers including the Chairperson, Secretary, treasurer, technical resource persons and tutors. Data collection is done by interview, observation, and study documentationThe results of research, management and data analysis that have been done by researchers by describing relevant theories about PKBM management are: (1). Planning of human resource tutors and staff development programs is carried out at the beginning of the new school year through workshops. (2). Organizing the tutor and employee human resource development program is done by forming a committee and division of tasks and responsibilities towards the implementation of the program. (3). Implementation of the tutor's human resource development program and has been going according to plan. (4). Supervision in the implementation of resource development programs is carried out in the field or indirectly through reports at weekly meetings. (5). Source of Funds are: (1) Operational operational assistance fund (BOP). (2) Parents' participation funds, called Monthly Mandatory Fees (IWB). (3) Kepititian funds originating from the participation of parents of students (6) The form of giving Rewards in the form of incentives from the foundation paid every month. (7). Parental support in implementing PKBM management (8). Implementation of management, in principle, does not exist, but there is a component in the management function in the development of human resources that has experienced a few constraints, namely the implementation time of activities and financing support in ideal program planning is not yet maximal.

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Neglecting human resource development in OBOR, a case of the China–Pakistan economic corridor (CPEC)

Journal of Chinese Economic and Foreign Trade Studies ◽

10.1108/jcefts-08-2016-0023 ◽

2017 ◽

Vol 10 (2) ◽

pp. 130-142 ◽

Cited By ~ 13

Author(s):

Adeel Ahmed ◽

Mohd Anuar Arshad ◽

Arshad Mahmood ◽

Sohail Akhtar

Keyword(s):

Economic Development ◽

Human Resource Development ◽

Human Resource ◽

Regional Cooperation ◽

Secondary Data ◽

Resource Development ◽

Research Approach ◽

Content Type ◽

Business Executives ◽

One Belt One Road

Purpose The purpose of this paper is to obtain greater insights into the implications for human resource development (HRD) in times of economic development, with a focus on China–Pakistan economic corridor (CPEC). In recent times of economic development, a number of economic corridors have emerged globally as tools of regional cooperation and development. In the context of Pakistan, there is a lack of appropriate attention to the field of HRD, which has suffered neglect through the decades (Abbasi and Burdey, 2008; Asrar-ul-Haq, 2015). With this conception, the present economic interventions merit a well-constructed and proper HRD policy for Pakistan. This study will provide HRD insights for policymakers, researchers, entrepreneurs and business executives. Design/methodology/approach The research approach of this study is purely based on literature review and on secondary data. Findings Based on the facts and literature reviews, this study concluded that One belt, One Road in general and CPEC in particular as an economic corridor can bring sustainable and long-lasting impact on the economy only if HRD is given proper attention. Originality/value To the best knowledge of the researchers, this is the first study that highlighted the HRD issue in CPEC.

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