scholarly journals PENGEMBANGAN MODEL LOGIKA EVALUASI PROGRAM PENGEMBANGAN SDM RESPONSIF GENDER BIDANG ESDM

2016 ◽  
Vol 15 (2) ◽  
pp. 145
Author(s):  
ROHMATULLOH ◽  
MOHAMMAD IMAM SHALAHUDDIN
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Technical Assistance ◽  
Model Development ◽  
Mineral Resources ◽  
Evaluation Process ◽  
Logic Model ◽  
Gender Mainstreaming ◽  
Program Outcomes ◽  
Women's Participation

Model logika adalah alat untuk menceritakan program dalam rangka membantu pelaksanaan evaluasi. Secara sederhana, model logika terdiri dari keterkaitan elemen input-aktifitas-output-outcome. Tujuan kajian ini yaitu pengembangan model logika evaluasi program pengembangan sumber daya manusia (SDM) bidang energi dan sumber daya mineral (ESDM) terkait dengan isu pengarusutamaan gender. Pengembangan model menggunakan pendekatan kiri ke kanan atau logika maju. Hasilnya adalah sebuah model awal berdasarkan hasil penyusunan model yang dilakukan secara berulang-ulang untuk mendapat hasil yang mirip dengan kondisi nyata pengembangan SDM responsif gender. Outcome program yang diharapkan dengan meningkatnya partisipasi perempuan dalam mengikuti kegiatan pengembangan SDM seperti diklat/penyuluhan, bimbingan teknis, dan forum komunikasi adalah meningkatnya kompetensi dan kontribusi perempuan dalam pengelolaan sektor ESDM di unit kerjanya. Model ini dapat digunakan untuk evaluasi dan disempurnakan sesuai dengan kebutuhan dan masukan ide pemangku kepentingan. Logic model is a tool for telling the program in order to facilitate the evaluation. In a simple way, this model consists of the interrelation among the input-activity-output-outcome elements. This research aims to analyse the development of logic model for evaluating the human resources develoment in energy and mineral resources sectors related to the gender mainstreaming issue. It is developed through left-toright approach or forward logic. The result of study is the initial model based on the model development iteratively to achieve such outcomes the closest to the real conditions in gender-responsive human resources development. Expected program outcomes with increasing women’s participation in the following human resource development activities such as training, technical assistance, and the communication forum are increasing competence and role of women in the management of energy and mineral resources sector. This model can be used to evaluation process and enhanced in accordance with the needs and inputs from the stakeholders.

scholarly journals Developing “Compagement” Model for Evaluating Human Resources of the Organization

2020 ◽  
Vol 35 ◽  
pp. 07002
Author(s):  
Irina A. Ivanova ◽  
Galina A. Sazhaeva
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Model Development ◽  
Evaluation Process ◽  
Innovation Potential ◽  
Main Development ◽  
High Level ◽  
Innovation Processes

At present one of the main development vectors for the economy of Russian Federation is aimed towards achieving the trajectory of sustainable development [1] which is based on innovation-driven growth of Russian enterprises. Innovation processes and innovation-driven upgrade in particular help enterprises to adapt to constant changes [2]. Because of that innovation potential of enterprises becomes more and more important. This potential is used for achieving high level of the organization’s activity and includes labor, material, financial, information, and other resources. The most significant of the specified resources is labor or human resources, because this particular «resource» creates and regulates flows of other resources. The basis of innovation potential of the organization’s human resources is formed by abilities, competences, and skills of employees, necessary for achieving the stated objectives and efficiently fulfilling the assigned tasks which, in turn, lead to successful development of the enterprise. This study presents development of organizational decisions in the area of human resource management in the form of «compagement» model development for future use in the evaluation process of the organization’s human resources. This work is aimed at enhancing the human resource management system’s efficiency thanks to increased effectiveness of selection and employment, motivation of human resources, training, substitution planning, and forming of the employee pool, evaluation and assessment of employees.

scholarly journals Human Resources Development of Vietnam Manufacturing Industry Support from Japanese Organizations and Firms

2021 ◽  
Vol 7 (2) ◽  
pp. 15-22
Author(s):  
Quynh Huong Nguyen
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Manufacturing Industry ◽  
Technical Assistance ◽  
Labour Force ◽  
Resource Development ◽  
Human Resources Development ◽  
Japanese Firms ◽  
Resources Development

Human resources development is an important goal for national sustainable development. Vietnam has a huge potential labor force and attracts significant foreign direct investment due to the comparative labor cost for manufacturing industry. However, Vietnam`s workforce lacks skilled labor which can contribute to the human resource development of the country. This research presents the current situation of the vocational and training education of Vietnam and discusses how to upgrade the technical know-how for Vietnamese engineers through technical assistance from Japanese organizations and firms. This paper argues that the human resource development of Vietnam cannot boost the workforce’s skills without considering cooperation with foreign organisations and firms (Japanese in this case). The paper also raises the issue of universityindustry linkages which require comprehensive strategic cooperation between theory-based education and technical training, all of which contributes to the quality and adaptability of the labour force. This is a qualitative study based on interviews with Japanese organizations, Japanese firms, Vietnamese vocational schools and academics in Thailand in terms of enhancing technical skills for human resources in themanufacturing industry. Keywords: human resources development; technical transfer; manufacturing industry; Japanese firms

Conceptualising a New Knowledge Management Logic Model for Global Health: A Case-Study Approach

2015 ◽  
Vol 14 (02) ◽  
pp. 1550015 ◽  
Author(s):  
Saori Ohkubo ◽  
Sarah V. Harlan ◽  
Naheed Ahmed ◽  
Ruwaida M. Salem
Keyword(s):  
Knowledge Management ◽  
Global Health ◽  
Case Studies ◽  
Health Professionals ◽  
Health Workers ◽  
Logic Model ◽  
Unique Contribution ◽  
Program Outcomes ◽  
New Knowledge ◽  
Health Field

Over the past few decades, knowledge management (KM) has become well-established in many fields, particularly in business. Several KM models have been at the forefront of promoting KM in businesses and organisations. However, the applicability of these traditional KM models to the global health field is limited by their focus on KM processes and activities with few linkages to intended outcomes. This paper presents the new Knowledge Management for Global Health (KM4GH) Logic Model, a practical tool that helps global health professionals plan ways in which resources and specific KM activities can work together to achieve desired health program outcomes. We test the validity of this model through three case studies of global and field-level health initiatives: an SMS-based mobile phone network among community health workers (CHWs) and their supervisors in Malawi, a global electronic Toolkits platform that provides health professionals access to health information resources, and a netbook-based eHealth pilot among CHWs and their clients in Bangladesh. The case studies demonstrate the flexibility of the KM4GH Logic Model in designing various KM activities while defining a common set of metrics to measure their outcomes, providing global health organisations with a tool to select the most appropriate KM activities to meet specific knowledge needs of an audience. The three levels of outcomes depicted in the model, which are grounded in behavioural theory, show the progression in the behaviour change process, or in this case, the knowledge use process, from raising awareness of and using the new knowledge to contributing to better health systems and behaviours of the public, and ultimately to improving the health status of communities and individuals. The KM4GH Logic Model makes a unique contribution to the global health field by helping health professionals plan KM activities with the end goal in mind.

scholarly journals The Evaluation of Mineral Resources Development Efficiency Based on Hesitant Fuzzy Linguistic Approach and Modified TODIM

2018 ◽  
Vol 2018 ◽  
pp. 1-9 ◽  
Author(s):  
Pu Li ◽  
Xudong Chen ◽  
Xinyi Qu ◽  
Qi Xu
Keyword(s):  
Decision Making ◽  
Multicriteria Decision Making ◽  
Mineral Resources ◽  
Evaluation Process ◽  
Multicriteria Decision ◽  
Actual Evaluation ◽  
Panxi Area ◽  
Linguistic Approach ◽  
Fuzzy Linguistic ◽  
Resources Development

The evaluation of mineral resources development efficiency is a typical multicriteria decision-making issue. Meanwhile, due to the limited existing technology, there might be subjectivity, ambiguity, and inaccuracy of the measurement of the evaluation index of mineral resources development efficiency. In this paper, we, considering the incomplete information, use the hesitant fuzzy linguistic approach to describe the psychological hesitation and ambiguity of the decision-maker in the actual evaluation process and then construct the general model of the development efficiency evaluation of the mineral resources by using the hesitant fuzzy linguistic terms sets and modified TODIM. Finally, this paper takes the Panxi area as an example to study the development efficiency of vanadium-titanium magnetite. The results show that the hesitant fuzzy linguistic multicriteria decision-making (MCDM) approach can be implemented to mineral resources evaluation and resources management.

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.

Talent Development in Emerging Economies Through Learning and Development Capacity Building

2018 ◽  
Vol 20 (4) ◽  
pp. 498-516 ◽  
Author(s):  
Machuma Helen Muyia ◽  
Caroline S. Wekullo ◽  
Fredrick M. Nafukho
Keyword(s):  
Nonprofit Organizations ◽  
Human Resource Development ◽  
Human Resource ◽  
Emerging Economies ◽  
Talent Development ◽  
Mineral Resources ◽  
Quality Education ◽  
Learning And Development ◽  
Development Capacity ◽  
The World

The Problem It has been argued correctly that of all the resources that nations are endowed with including physical resources such as land, gas, oil, mineral resources, and financial resources, the most durable resource is people. It is also a truism that regions endowed with large populations such as Brazil, China, and India are now emerging nations with very strong and growing economies. As the world of work changes globally, the demand for talent development is becoming one of the greatest opportunities for profit and nonprofit organizations in emerging economies such as Kenya. Africa with its young and educated population and its competition for talent poses both opportunities and challenges as the continent tries to address this critical component. Nowhere is this opportunity for talent development (TD) more urgent than in Kenya. The Solution Given the rising of Africa’s youth population and the need to develop talent in this region of the world, there is no easy or ready-made solution to guide human resource development (HRD) researchers and practitioners and policy makers in developing and optimally utilizing Africa’s best resource—its people. However, this article seeks to demonstrate how strategic planning and provision of quality education are the best form of intervention for TD in Africa. The fact that individuals have talent is not sufficient, hence the importance of developing talent through learning. Thus, learning requires well-designed quality education and training programs that can lead to people being open to new ideas and a disposition to question what people already know. This is even more seminal especially in the fast-changing technology-controlled workplace. The Stakeholders Human resource officers, learning and development officers, Directors of Human Resource Management, HRD researchers, HRD practitioners.

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 Strategic planning for human resources and its impact on Sudanese national security: التخطيط الاستراتيجي للموارد البشرية وأثره على الأمن القومي السوداني

2019 ◽  
Vol 3 (11) ◽  
Author(s):  
Mu'tasim Hussein Abu Zeid
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
National Security ◽  
Human Resource Development ◽  
National Policy ◽  
State Level ◽  
The State ◽  
Development Programs ◽  
Human Capabilities ◽  
The Relationship

The study considered the importance of strategic planning for human resources and its impact on Sudanese national security considering that strategic planning is one of the important mechanisms that achieve integration and interaction between the components of the comprehensive perspective of human resources at the state level, in order to achieve the conditions required to achieve the full utilization of competitive human capabilities as one of the important elements affecting national security. The study aimed at the importance of strategic planning for human resources at the macro level of the state and its impact on Sudanese national security. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study reviewed the terms related to strategic planning, the concept of national security and the relationship between strategy, national security and human resources. The study also dealt with the aspects affecting the human resources and the Sudanese reality. The descriptive approach was used for the study and the scientific sources that dealt with the subject were used as sources for the study. The study concluded that strategic planning for human resources should be adopted, and that a national policy should be established through human resource development programs and clear foundations for investing human resources to meet challenges related to human capabilities, especially competitive human capacities.

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.

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