scholarly journals PENGARUH MODEL KEPEMIMPINAN DAN MANAJEMEN TERHADAP KINERJA PERPUSTAKAAN PERGURUAN TINGGI NEGERI DAERAH ISTIMEWA YOGYAKARTA

2015 ◽  
Vol 1 (2) ◽  
Author(s):  
Lasa HS ◽  
Yeremias T. Keban ◽  
Ratminto Ratminto
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Academic Staff ◽  
Resource Development ◽  
Teaching Staff ◽  
Managerial Style ◽  
Library Management ◽  
Limited Knowledge ◽  
Staff Performance ◽  
Library Leadership

The leadership and managerial style of librarians are influential to staff performance, job satisfication, understanding of vision and mission of the library and human resource development. The leadership and managerial style of teaching staff are influential to job satisfication, overall libraty planning, and the understanding of vision aand mission of the library. Double position (chief of university library and academic staff) causes inefficiency an ineffectiveness due to limited knowledge on librarianship and management. Keywords : Library Management; Library Leadership

scholarly journals Concept of Human Resources Development to Improve Teacher Performance: Multi-Case Study

2020 ◽  
Vol 1 (3) ◽  
pp. 140-150
Author(s):  
Muh Burhanudin Harahap ◽  
Maria Veronika Roesminingsih ◽  
Mudjito Mudjito
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Participant Observation ◽  
Teacher Performance ◽  
Case Study Research ◽  
Development Program ◽  
Resource Development ◽  
Teaching Staff

This study aims to analyze the concept of Human Resource Development carried out by schools in improving the performance of teaching staff at Elementary School Muhammadiyah of 1 Jember and Al Baitul Amien of 1 Jember. This research method uses a qualitative approach with a multi-case study design. The multi-case study used in this study uses two research sites. Data collection techniques in this study used participant observation, documentation, and interviews. Based on the research conducted, it can be concluded that the concept of the human resource development program carried out by these schools to improve the quality of teacher performance, namely: (1) increasing the abilities, skills, attitudes, and responsibilities of educators (teachers) to be more effective and efficient, (2) optimizing human resource development as much as possible by delegating to educators (teachers), and (3) striving to improve education quality by recommending educators (teachers) to take further studies to a higher level. There is no multi-case study research in improving the performance of students.

scholarly journals Human Resource Development and Management of Tertiary Education for global Competitiveness in Nigeria

2020 ◽  
pp. 75-88
Author(s):  
Abdullahi, Nimota Jibola Kadir
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Tertiary Education ◽  
Academic Staff ◽  
Team Building ◽  
Resource Development ◽  
Effective Management ◽  
Staff Morale ◽  
Global Competitiveness ◽  
Significant Difference

This study investigated the extent to which boosting of staff morale, staff empowerment and team building served as a strategy for ensuring effective management of tertiary education for global competitiveness in Nigeria. Quantitative research design was used for the study. Seven public tertiary education institutions in Kwara State were purposely selected for the study. The view of 330 lecturers and 21 school managers were sampled through stratified and simple random sampling techniques. The population of this study comprised of 3,600 academic staff in public tertiary education institutions in Kwara State. Sample of 330 lecturers and 21 school mangers were selected with the use of Research Advisor (2006) table to determine the sample size of a known population. A self-designed questionnaire titled “Human Resource Development for Global Competitiveness Questionnaire” (HRDGCQ) was used to collect information for the study. The data collected were analyzed using t-test statistical analysis. All hypotheses were tested at 0.05 level of significance. The result revealed that there was no significant difference between the boosting of staff morale, staff empowerment, teem building and management of tertiary education for global competitiveness. It was recommended that effort should be made by government to continue boosting staff moral by providing conducive environment, proper support of staff, as well as participation of staff in organizational decision making. Staff empowerment should also be part of government priorities in the management of tertiary education. Furthermore, government and school administrators should encourage team building among lecturers so as to enhance effective management of tertiary education for global competitiveness in Nigeria.

scholarly journals IMPLEMENTASI PENGEMBANGAN SUMBER DAYA MANUSIA TENAGA PENDIDIK PADA AKADEMI KEPERAWATAN RUMKIT TKT. III TELING MANADO SULAWESI UTARA

2018 ◽  
Vol 6 (1) ◽  
pp. 31-50
Author(s):  
Rahmawati Sururama
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Teaching Staff ◽  
Community Group ◽  
Intellectual Community ◽  
Existing Problems ◽  
Descriptive Research ◽  
Academic Qualification ◽  
Qualitative Descriptive

Abstract Human Resource Management Higher education emphasizes the intricate parts of the figure of a lecturer as an ordinary human and intellectual community group (educated) that can be elaborated in scientific and cultural studies (Arwildayanto, 2013). Based on the above problems the researcher took the title “Implementation of Human Resource Development Teachers at the Academy of Nursing Rumkit Tkt. III Teling Manado” so that future every lecturer can meet academic qualification standards in order to improve the quality of college. Through the preliminary observations that have been carried out in the Academy of Nursing Tkt. III Teling Manado that the existing problems are still lack of permanent lecturers, educational qualifications and lecturer status that has not been in accordance with the competency standards of the existing lecturers as many as nine people but who qualify only three people, others have not studied S-2. This research is designed using qualitative descriptive research method.Data collection techniques and procedures in this study besides observation, interviews and documentation, this study also used triangulation data collection techniques. The focus of this research is the Implementation of Human Resource Development lecturer At Nursing Academy Rumkit Tkt. III Teling Manado “. The findings obtained: 1. Development brings changes in behavior toward specialization, differentiation and professionalism of teaching staff in the field of teaching, personal, social and professional. 2.Upaya maintain consistency of professional ability of educator done both by educator and institute of college iu herself, so that result optimally to improvement of professionalism of educator can sustainable. Keywords: implementation, human resource development, educators

scholarly journals Human Resource Development Practices and Job Performance of Academic Staff: A Case of Mbarara University of Science and Technology in South Western Uganda

2021 ◽  
Vol 2 (Issue 1 (January to March 2021)) ◽  
pp. 41-51
Author(s):  
Judith Arinaitwe ◽  
Enock Barigye ◽  
Basil Tibanyendera
Keyword(s):  
Job Performance ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Significant Influence ◽  
Quantitative Methods ◽  
Academic Staff ◽  
Science And Technology ◽  
Resource Development ◽  
The University

This study investigated the relationship between human resource development practices and job performance of academic staff at Mbarara University of Science and Technology. The human resource development practices in relation to job performance of academic staff were performance appraisal, training and promotion. The study used the correlational research design on a sample of 150 respondents with data collected using a questionnaire survey. Data were analysed using quantitative methods. Descriptive results revealed that performance of academic staff was high. The implementation of performance appraisal was fair (moderate). Regression results showed that training and promotion had positive and significant influence on job performance of academic staff. Nevertheless, the influence of performance appraisal on job performance of academic staff was not significant. Therefore, it was concluded that the implementation of performance appraisal was weak to have a significant influence on performance of academic staff. Training was essential for performance of academic staff in the university and promotion was a prerequisite for performance of academic staff. Hence, it was recommended that human resource director and administrators in the university should strengthen the implementation of performance appraisal, training should be prioritized to enhance performance of academic staff in the university and promotion should be given significant priority to promote performance of academic staff.

Human Resource Development Obstacles Measure

2019 ◽  
Author(s):  
Negin Fallah Haghighi ◽  
Masoud Bijani ◽  
Morteza Parhizkar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development

Institutional and human resource development

Waterlines ◽  
1987 ◽  
Vol 5 (4) ◽  
pp. 2-5 ◽  
Author(s):  
John Austin ◽  
Horst Otterstetter ◽  
Fred Rosensweig
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development
Sign in / Sign up

Export Citation Format

Share Document