Public Education Expenditure and Its Impact on Human Resource Development in India: An Empirical Analysis

Societal and global advancement increasingly depends upon research, invention, innovation and adaptation; all of these are products of educated mind. Education is public good in LDCs and need Government involvement to function effectively. National Education Policies of India in 1968, 1986 and 1992 (revised) have recommended 6% of GDP to spend on education which unfortunately was on an average 3.77% in last one and half decade. This insufficient funding can be considered as one of the factors for India’s low ranking in terms of Human Development Index. Descriptive and analytical methods are used to study the relationship between Public Education expenditure and Human Resource Development of India by using the secondary data collected through the reliable sources like Ministry of human resource development and Human Development reports published by UNDP. To analyse the relationship between spending by the Government on education and improvement in quality of Human resource, Granger Causality Test is applied. The results of the study show the influence of Public education expenditure on Human Resource Development in India.

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Nexus between Public Education Expenditure and Human Resource Development: An Empirical Analysis

International Journal of Multidisciplinary and Current Research ◽

10.14741/ijmcr/v.6.4.27 ◽

2018 ◽

Vol 6 (04) ◽

Author(s):

Geetanjali Patel ◽

Dr. M. S. Annapoorna

Keyword(s):

Public Education ◽

Human Development ◽

Human Resource Development ◽

Human Resource ◽

Human Development Index ◽

Causal Relation ◽

Resource Development ◽

Education Expenditure ◽

Development Index ◽

Public Education Expenditure

There was always a gap between recommendations and implementations especially in case of public expenditure on education which has serious implications on human resource development of the country. Lack of funding is one of the serious concerns which may also be reason for low ranking of India in terms of Human Development Index. It can be easily observed that the total state expenditure on education in the country has hung around 3% of GDP, far below the 6% of GDP as resolved by the National Education Policies. Descriptive method is used to study the relation between Education expenditure by the Government and Human Resource Development of India by using the secondary data collected through the reliable and authenticated sources like Union Budgets of India and Human Development reports published by UNDP. Granger Causality Test is applied to examine the causal relation between the Public Education Expenditure and Human Resource Development. Multiple regression analysis is used to analyse the contribution of education in Human Development Index. The result of the study will help to understand the Government’s role in Human Resource Development through expenditure on education.

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National human resource development in China: government–industry–university relations and roles

European Journal of Training and Development ◽

10.1108/ejtd-07-2021-0110 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Bo Fang ◽

Panpan Zhang ◽

Sehoon Kim

Keyword(s):

Literature Review ◽

Human Resource Development ◽

Human Resource ◽

Triple Helix ◽

Critical Role ◽

Resource Development ◽

Content Type ◽

Triple Helix Model ◽

National Human ◽

The Government

Purpose The purpose of this paper is to explore recent national human resource development (NHRD) practices in China through a literature review focusing on programs and activities that represent the roles and interactions among the government, industry and universities. Design/methodology/approach To effectively consolidate previous work and conceptualize the recent development of the NHRD practices in China, a semi-narrative literature review was used to explore and analyze NHRD-related functions and activities. Findings Findings from the literature review showed that although the central government still plays a predominant role in China, universities and corporations are increasingly playing a critical role in developing an innovative and skilled workforce. At the regional level, NHRD initiatives in China have been increasingly undertaken by universities, industry and government–industry–university collaborations. The authors also found a disparity between developed and underdeveloped regions in terms of NHRD in China. Research limitations/implications This study used the triple helix model as a framework that provides an insightful lens for researchers to examine how various social entities interact with each other and jointly contribute to NHRD. Further case studies are needed to generate evidence-based knowledge to the NHRD literature. Practical implications A more systematic NHRD leadership structure at both the national and local level is desired to unleash the potential of bottom-up development and active government–industry–university collaboration. To counter regional divergence in NHRD in China, intra- and cross-regional collaborations are helpful in improving resources distribution and workforce development. Originality/value Based on open system theory, this study focused on programs and activities that represent the roles and interactions among the government, industry and university in Chinese NHRD through the lens of the triple helix model. In addition, this study offers a conceptual model of Chinese NHRD to help scholars and practitioners understand the transitional efforts in NHRD.

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Human Resources Development Practices and Employees' Job Satisfaction

Human Performance Technology ◽

10.4018/978-1-5225-8356-1.ch081 ◽

2019 ◽

pp. 1639-1651

Author(s):

Choi Sang Long ◽

Sia Shi Xuan

Keyword(s):

Job Satisfaction ◽

Performance Management ◽

Human Resource Development ◽

Human Resource ◽

Relevant Literature ◽

Resource Development ◽

Special Focus ◽

Job Satisfactions ◽

Organizational Study ◽

The Relationship

This chapter introduces the relationship between human resource development (HRD) practices and employees' job satisfaction. Employees' job satisfactions have gained tremendous attentions from scholars in organizational study and special focus are given into searching the answer to understand why some people are more satisfied with their jobs than others. In this chapter, the definition and importance of job satisfaction is first discussed followed by exploring HRD theories and models through relevant literature review. Lastly, the relationship between job satisfaction and the four elements of human resource development: i) Training and development; ii) Organization development; iii) Career development; and iv) Performance management are discussed and developing of a conceptual framework.

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People, Technology and Human Resource Development (HRD) Philosophy

Encyclopedia of E-Leadership, Counseling and Training ◽

10.4018/978-1-61350-068-2.ch055 ◽

2012 ◽

pp. 759-770 ◽

Cited By ~ 2

Author(s):

Claretha Hughes ◽

Matthew W. Gosney

Keyword(s):

Competitive Advantage ◽

Human Resource Development ◽

Human Resource ◽

Industrial Revolution ◽

Resource Development ◽

Corporate America ◽

Hrd Professionals ◽

Relationship Of ◽

The Relationship

Technology and people are present in all organizations. How they are managed and developed is essential to the competitive advantage of organizations. Understanding the dynamics of this relationship is an area that needs to be better understood within the Human Resource Development (HRD) field. This chapter will explore the extent that HRD philosophy addresses the relationship of people and technology. Comparing people and technology has been a debate since the industrial revolution occurred in America (Swanson, 1982; Swanson, & Torraco, 1994). Man and machine are as essential to organizational prosperity as air and water is to living; yet, it is not often researched and published in HRD literature (Githens, Dirani, Gitonga, and Teng, 2008). Could this be why HRD professionals do not have a seat at the proverbial table in corporate America? Are HRD professionals and researchers denying that there is a relationship between people and technology in organizations? Are HRD professionals and researchers limited by their beliefs concerning the comparison of people to technology?

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Understanding HRD System: A Critical Appraisal of HRD Practices and Facilitators

Vision The Journal of Business Perspective ◽

10.1177/097226290200600209 ◽

2002 ◽

Vol 6 (2) ◽

pp. 87-98

Author(s):

Omer Bin Sayeed

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Critical Appraisal ◽

Explanatory Power ◽

Resource Development ◽

Matrix Form ◽

System A ◽

Intermediate Results ◽

Single Response ◽

The Relationship

Kandula's (2001) study on HRD practices and facilitators was re-examined to assess whether these constructs really measured practices and facilitators claimed by the author. Using the intermediate results of HRD practices and facilitators in matrix form, an attempt was made to establish the explanatory power of HRD facilitators vis-à-vis practices, besides attempting to isolate such practices and facilitating variables that maximally discriminate profit orientation of the company The reanalysis revealed that practices and facilitators' dimensions largely suffered from being non-specific and the dimension scores of both the measures overlapped with each other to such an extent that there is little chance to differentiate them as independent domains of human resource development. It was demonstrated that due to using non-discriminative and psychometrically inadequate dimensions of practices and facilitators besides using a single response per organization, the main findings turned out to be less significant The relationship with profit making orientation of the company also showing primarily non-significant results could be attributed to above reasons. A relatively short but conceptually distinct list of HRD practices (what is seen as action outcomes) and the facilitators (concerns for producing desired practices) are developed for further research in this area.

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Employability and Transitions towards Work: MSc Degree Programme in Educational Planning and Human Resource Development, Catholic University of the Sacred Heart of Brescia

Employability & Competences - Studies on Adult Learning and Education ◽

10.36253/978-88-6453-672-9.50 ◽

2018 ◽

pp. 471-480

Author(s):

Alessandra Vischi

Keyword(s):

Human Development ◽

Human Resource Development ◽

Human Resource ◽

Professional Training ◽

Resource Development ◽

Educational Planning ◽

Integral Model ◽

Degree Programme ◽

Catholic University ◽

Current Economic Situation

The acceleration of changes underlines the need to enhance our efforts to adapt education to the dynamics of the current economic situation and the issue of employment. In the framework of the circular economy, pedagogy, which is based on the educability of individuals, takes into consideration forms of educational planning to identify a long-lasting balance between economic prosperity, social wellness, and environmental development. The challenge of the future is the possibility of increasing youth employment; this calls for pedagogical expertise and organizational planning to ensure that everyone’s development is authentic and holistic. To this end, the MSc Degree programme in Educational Planning and Human Resource Development offered by the Catholic University trains graduates to become professional figures with expertise in coordinating and managing the development of human resources (guidance, selection, personal services); the professional training and retraining of project managers in social and educational contexts for both academic and corporate spheres. The guiding vision behind the MSc in Educational Planning and Human Resource Development is fully in line with the Catholic University of the Sacred Heart’s educational project, to support a culture of responsibility and creativity, entrepreneurism and collaboration, multi-disciplinary knowledge and skills, and scientific research for the purpose of holistic human development. Educational planning, in a period of socio-economic and social change, involving the whole planet in many respects, can relaunch an ‘integral model of development’, based on long-term wellbeing, technological innovation, ‘human development’, and the dignity of work

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Relationship Between Leadership, Resilience, and Competence Amongst Police Officers in Klang Valley, Malaysia

Asian Social Science ◽

10.5539/ass.v17n11p39 ◽

2021 ◽

Vol 17 (11) ◽

pp. 39

Author(s):

Fazura Razali ◽

Ahmad Aizuddin Md Rami ◽

Nur Shuhamin Nazuri ◽

Siti Shazwani Ahmad Suhaimi

Keyword(s):

Organizational Performance ◽

Performance Management ◽

Human Resource Development ◽

Human Resource ◽

Police Officers ◽

Work Experience ◽

Resource Development ◽

Leadership Quality ◽

Performance Development ◽

The Relationship

Excellent human resource development prioritizes organizational performance development elements. Organizational performance in Malaysia’s public sector is a concept that still needs to be explored. To date, improvements to leadership quality in order to enhance employee competence is one of the areas of study that has become the focus of researchers in the field of human resource development. In fact, leadership quality is also influenced by a person’s self-resilience to changes – one such example is police officers’ competence in order to perform their duties well. This study aims to assess the relationship between self-resilience and the leadership qualities of police officers. The study involved the Royal Malaysia Police of the state of Selangor. The study which used a simple randomized quantitative method involved 105 respondents comprised of police officers and other members of the force. Findings of the study indicate highest positive relationships between leadership and competency, resilience and competency, and resilience and leadership, with r values between 0.791 to 0.864. However, the relationship between leadership quality based on education level and length of service (work experience) was not significant. This study shows that there are several elements in human resource development and performance management that can be improved by emphasizing on the leadership aspect in order to improve the competencies of police officers in Malaysia.

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DAMPAK KEGIATAN CORPORATE SOCIAL RESPONSIBILITY (CSR) PERUSAHAAN SEBAGAI MOTOR PENGGERAK PENINGKATAN EKONOMI MASYARAKAT

GEMA : Jurnal Gentiaras Manajemen dan Akuntansi ◽

10.47768/gema.v11i1.12 ◽

2019 ◽

Vol 11 (1) ◽

pp. 37-44

Author(s):

Handy Nugroho

Keyword(s):

Corporate Social Responsibility ◽

Social Responsibility ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Physical Development ◽

Economic Welfare ◽

The People ◽

The Government ◽

Corporate Social

Every business entity especially a company would want benefit in the form of profit. The profitsobtained by the company must be redistributed, not only to the shareholders but also to the company'sstakeholders, namely the community. One form of distribution of these benefits is through CorporateSocial Responsibility (CSR) activities. At present the activities of Corporate Social Responsibility (CSR)have been carried out by many companies both in the form of physical development and humanresource development. Increased physical development and human resource development throughCSR are expected to help the government to improve the economic welfare of the people in the area,where the company operates and benefits.This literature-based research tries to trace the forms of corporate social responsibility thathave been carried out by various profit-oriented companies and their impact on the improvement of theeconomy of the regional communities around the company. Sources of data used as samples in thisstudy are research papers in the form of journals and papers which relate to the role of corporate socialresponsibility activities carried out by the company towards improving the economy of the people in thearea of the company operating. The results of the various studies carried out are then summarized in ageneral description of whether CSR that has been carried out in Indonesia contributes to improving theeconomy of the community around the company.The results of the literature review that have been carried out based on sample research topicsfound that a large part found there was a significant influence of CSR conducted by the company onimproving the economic welfare of the community. The study also concluded that CSR activities in theform of human resource development have a greater impact on improving the economic welfare of thecommunity. We will hope that in the future with the encouragement of the Government, CSR that willcarried out by the company can focus to prioritizing activities that develops community economic

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The impact of a learning organization on performance

European Journal of Training and Development ◽

10.1108/ejtd-01-2016-0003 ◽

2017 ◽

Vol 41 (2) ◽

pp. 177-193 ◽

Cited By ~ 17

Author(s):

Kyoungshin Kim ◽

Karen E. Watkins ◽

Zhenqiu (Laura) Lu

Keyword(s):

Financial Performance ◽

Organizational Performance ◽

Human Resource Development ◽

Human Resource ◽

Learning Organization ◽

Resource Development ◽

Equation Modeling ◽

Content Type ◽

The Relationship ◽

Positive Effect

Purpose The purpose of this study is to examine the relationships among a learning organization, knowledge and financial performance using the Dimensions of the Learning Organization Questionnaire and its abbreviated version. Design/methodology/approach This study used a secondary data set and performed second-order factor analysis and structural equation modeling for testing the proposed relationships. Findings The study found that a learning organization has a positive effect on knowledge performance; knowledge performance has a positive effect on financial performance; and knowledge performance fully mediates the relationship between a learning organization and financial performance. Research limitations/implications This study contributes to validating the current dimensionality of the theoretical framework of a learning organization proposed by Watkins and Marsick (1993, 1996) and offers a valid conceptual framework of the relationship among the learning culture and organizational performance dimensions. Practical implications This study re-stresses the significance of the learning and knowledge generated by the human resources of an organization and developed by human resource development practitioners. Originality/value This study is valuable to human resource development scholars and practitioners interested in improving and measuring organizational performance.

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