scholarly journals SOLUTIONS TO IMPROVE THE EFFICIENCY OF ETHNIC MINORITY HUMAN RESOURCE TRAINING THROUGH THE UNIVERSITY PREPARATION SYSTEM

2021 ◽  
Vol 10 (1) ◽  
Author(s):  
Nguyễn Tuấn Anh
Keyword(s):  
Human Resources ◽  
Ethnic Minority ◽  
Human Resource ◽  
Minority Groups ◽  
Small Population ◽  
University System ◽  
University Preparation ◽  
Allocation Process ◽  
Human Resource Training ◽  
The University

The State’s and Party’s policy of foundation study for ethnic minority students to create high-quality ethnic minority human resources for mountainous provinces and ethnic minority areas has been effectively deployed at Pre-University schools across the country. However, there are still several difficulties in the recruitment, enrichment, and allocation process of the Pre-University system: there are no specialized policies for students who belong to ethnic minorities with small population size based on the ethnic structure of the province, the connection of Pre-University schools and province officials in the work of creating ethnic minority human resources is weak. This article proposes several solutions to improve the efficiency of human resource training for ethnic minority groups with local typical characteristics through the pre-university system.

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.

The Role of the University in Human Resource Management in the Regional Labor Market: Challenges, Practice

2018 ◽  
Vol 7 (6) ◽  
pp. 49-54
Author(s):  
Елена Митрофанова ◽  
Elena Mitrofanova ◽  
Г. Дудкина ◽  
G. Dudkina ◽  
А. Дудкин ◽  
...  
Keyword(s):  
Labor Market ◽  
Pilot Study ◽  
Human Resources ◽  
Human Resource ◽  
Regional Economy ◽  
Regional Labor Market ◽  
Regional Market ◽  
Regional Labor ◽  
Collaborative Interaction ◽  
The University

Human resources are the main competitive advantage of the company in a market economy. The variety of forms of institutions and organizations becomes a factor of structuring and development of the regional economy. Special attention of scientists and practitioners in the fields of not only Economics, but also politics, law, sociology, psychology attracts collaboration as a poorly studied, but rapidly developing and effective form of relations between economic entities in order to increase competitiveness. The purpose of the article: to determine the features of collaborative interaction of the University in the management of human resources in the regional labor market. On the basis of the analysis of works of domestic and foreign scientists the essence and content of collaboration as process of joint labor, production or economic activity of two and more economic subjects for achievement of the General purposes is defined. It is revealed that the collaborative interaction is based on the principles of consent and trust, i.e. there is a mutually beneficial exchange of knowledge, training of participants to improve their competencies, the production of innovative products with a significant intellectual component to promote to the market and achieve effects in the development of competitiveness of the regional economy. In the course of the pilot study, the cycle and a number of features of the formation of students ‘ competitiveness as a human resource of the regional market are highlighted. In this article, the collaboration is considered from the position of technology to increase the competitiveness of human resources. As a result, the features and effects of collaboration between the University and representatives of the regional market of Krasnoyarsk region are highlighted. The author’s position in the definition of collaboration for companies and the University from the position of the strategy of coordination of interests in the regional labor market is based on the results of a pilot study and has practical significance in the development of the efficiency of human resources management in the region.

scholarly journals High positions in Serbian academy: Possibilities for ethnic minority women?

Sociologija ◽  
2018 ◽  
Vol 60 (1) ◽  
pp. 330-346 ◽  
Author(s):  
Karolina Lendák-Kabók
Keyword(s):  
Decision Making ◽  
Ethnic Minority ◽  
Ethnic Groups ◽  
Minority Groups ◽  
Minority Women ◽  
Secondary Source ◽  
Structured Interviews ◽  
Male And Female ◽  
Ethnic Minority Women ◽  
The University

The primary goal of this paper is to analyse the opinions of male and female professors about reaching decision-making positions (dean, departmental head, etc.) within the Serbian academia. The secondary goal of the paper is to analyse the opinions of ethnic minority women about reaching decision-making positions. The analysis is based on twenty-eight semi-structured interviews, recorded with male and female professors of the University of Novi Sad and Belgrade, who belong to Hungarian, Slovak and Romanian minority groups, as well as with the professors from the majority group. The analysis indicates that the majority of the respondents are not motivated to reach the power positions within the university. They explain their lack of motivation by using various ?strategies?. The ?strategies? differ between men and women: women distance themselves from politics and see themselves as educators, whereas men are not ready to get involved in the politics of the academia at the moment, but do not exclude that possibility in the future. Female members of ethnic groups see their nationality as a primary obstacle on their way towards reaching decision-making positions, while their gender serves as a secondary source of discrimination, whereas ethnic majority women, in their narratives, accentuate gender as the only obstacle they have. Men more often mention gender and ethnicity as obstacles for women from ethnic groups when reaching decision-making positions.

scholarly journals Implementasi Strategi Pelatihan dan Pengembangan Sumber Daya Manusia

2021 ◽  
Vol 1 (1) ◽  
pp. 55-60
Author(s):  
Ahmad Jundulloh ◽  
Ah. Ali Arifin
Keyword(s):  
Qualitative Research ◽  
Data Collection ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Training And Development ◽  
Training Strategy ◽  
Know How ◽  
Human Resource Training ◽  
Descriptive Approach

The Lamongan District Peace Ring Foundation needs training and development for former terrorism convicts, so that they can escape from radical networks and become qualified human resources. This study aims to describe the training strategy and human resource development and the factors that support and obstruct it at the Lamongan District Peace Ring Foundation. Researchers used qualitative research methods with a descriptive approach. This study uses data collection techniques by means of interviews, documentation, and observation. The results of this research are the human resource training strategy applied to former terrorism convicts by the Lamongan District Peace Circle Foundation has a goal, namely to leave the old community and change lifestyles, create integrity with the community, improve skills and abilities, know how to be entrepreneurial

scholarly journals Enhancing international cooperation, consultancy and knowledge technology for effective investigation, research and human resource training that support the development and protection of East Sea

2014 ◽  
Vol 17 (1) ◽  
pp. 27-38
Author(s):  
An Tac Nguyen ◽  
Huan Cong Tran
Keyword(s):  
Human Resources ◽  
International Cooperation ◽  
Human Resource ◽  
East Sea ◽  
Research Cooperation ◽  
Marine Research ◽  
The Past ◽  
Human Resource Training

This paper analyses and evaluates the international marine research cooperation of Vietnam during the past years and proposes some solutions to cooperate and integrate Vietnamese marine research and investigation into international oceanographic programs. This is a very important and pressing issue, not only because of its practical values, but also because it will enhance Vietnam’s position, status and prestige in regional and international marine research, investigation and education. Especially, there are urgent needs for socioeconomic and scientific bases as well as human resources training for the development and protection of Bien Dong (East Sea) in the context of current complex international situation.

Data Analysis and Prediction on Chinese Industrial Economy and Human Resource Training

2014 ◽  
Vol 971-973 ◽  
pp. 2309-2312
Author(s):  
Jin Lian He
Keyword(s):  
Human Resources ◽  
General Education ◽  
Human Resource Development ◽  
Human Resource ◽  
Industrial Structure ◽  
Development Planning ◽  
Vocational Development ◽  
Industrial Economy ◽  
Improvement Measures ◽  
Human Resource Training

The change is happening in Chinese economic system, and the adjustment of industrial resources also proposes higher requirement for human resource work; this paper discuses the improvement measures of human resource work from perspective of industrial structure. The planning about human resource development mainly includes general education and vocational development planning; the development planning shall be perspective and meet demand of industrial structure. Besides, this paper also proposes corresponding measures for optimization of human resources.

Regional Integration in West Africa

2012 ◽  
pp. 1-17 ◽  
Author(s):  
Ikeanyibe Okechukwu Marcellus ◽  
Ezeibe Chukwuebuka Christian
Keyword(s):  
West Africa ◽  
Human Resource ◽  
Regional Integration ◽  
West African ◽  
Economic Policies ◽  
University System ◽  
The World ◽  
The University ◽  
Resource Diversity

Since its establishment in 1975, the Economic Community of West African States (ECOWAS) has faced the task of regional integration and cooperation in West Africa mainly through economic policies and treaties, and has substantially failed to achieve the desired goals. The sub-region is probably one of the most outstanding regional enclaves of human diversity in the world. However, ethnicity and other differences remain critical phenomena of politics and life in the sub-region. More often than not, these differences are exploited for negative purposes rather than leveraging them for the objectives of cooperation, integration, and development. The university system and its academic membership offer an opportunity for harnessing some of the diversity in the region for more fruitful integration and development. This chapter examines this expected role of academia and the university system towards leveraging human resource diversity for improved cooperation, integration, and development in West Africa.

scholarly journals Human Resource Training to Enhance Intellectual Capital in the Public Sector: A proposal of a Training Evaluation Model

2019 ◽  
Vol 10 (5) ◽  
pp. 10
Author(s):  
Barbara Iannone
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Human Resource ◽  
Intellectual Capital ◽  
Evaluation Model ◽  
Training Evaluation ◽  
Optimal Process ◽  
The Public ◽  
Depth Analysis ◽  
Human Resource Training

The evaluation of Human Resources (HR) training, particularly in Public Administration (PA), has been the focus of studies and in-depth analysis for several decades. This paper proposes an additional model of evaluating HR training in Public Administration. The improvement of performances in PA is indeed an HR issue. Therefore, it is necessary to plan and invest in HR training, as a key component of empowering the employees’ knowledge, skills and abilities, with the intention of enhancing the intellectual capital of the organization, adding value to the PA. Another contributing point of this research is the assessment of training HR on intangible aspects, such as the reputation of the PA. Lastly, it is essential to build and to adopt an optimal process of evaluation of HR training to measure the return on investments in terms of tangible and intangible assets.

TRAINING FOR ETHNIC MINORITY GROUPS TO MEET THE DEMANDS OF INDUSTRY 4.0

2019 ◽  
Vol 8 (3) ◽  
Author(s):  
Pho Duc Hoa ◽  
Tran Trung ◽  
Nguyen Van Chi ◽  
Pham Thi Thuy Hong
Keyword(s):  
Human Resources ◽  
Ethnic Minority ◽  
Industry 4.0 ◽  
Industrial Revolution ◽  
Minority Groups ◽  
New Technologies ◽  
Major Change ◽  
Remarkable Change ◽  
Intelligent Robots ◽  
Current Period

The Industrial Revolution 4.0 has created a major change in the structure of human resources, including ethnic minority intellectuals. Human resources meet the Dramatical changes of Industry 4.0 to master new technologies including artificial intelligence, connected things, big databases, intelligent robots, etc...needing the remarkable change in resource training. Infact, limitation of ethnic minority human resources capacity has made this requirement for training of ethnic minority intellectual human resources. Solutions in the article will contribute to the orientation of the training process to meet the human resource requirements in the current period.

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