scholarly journals The Development Model of Human Resources at Islamic Universities in Aceh

2021 ◽  
Vol 9 (1) ◽  
pp. 103
Author(s):  
Danial Danial ◽  
Nur Sari Dewi ◽  
Kafrawi Kafrawi
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Individual Development ◽  
Development Model ◽  
Flexible Work ◽  
Work Arrangements ◽  
And Performance

This study aimed to explain the development of the Human Resources model at IAIN Lhokseumawe in particular and Islamic Universities in general. The results showed that Human Resource Development at IAIN Lhokseumawe had focused on factors of trust, emotional ties, power relations, and career cycles. However, it had no discipline, did not have a platform that was designed and integrated, did not utilize the spirit of religion and culture as strong energy for the development of human resources. Therefore, IAIN Lhokseumawe is in a need of a comprehensive and futuristic human resource development model. This model was built based on HRD factors, HRD aspects, HRD methods, and HRD strategies/steps. HRD factors were emphasized on the platform designed, the work balance between employees, discipline, and the utilization of the potential of cultural plurality and Islamic spirit as an intrinsic power of human resource development. The development was carried out in an integrated and parallel way between individual development, career, organization, and performance management through flexible work arrangements, knowledge sharing, and the adoption of innovative technologies in a sustainable and strong leadership system.

scholarly journals Pengembangan Sumber Daya Manusia Jabatan Fungsional Analis Kepegawaian di Badan Penelitian dan Pengembangan

2019 ◽  
Vol 7 (1) ◽  
Author(s):  
Nunuk Arie Suryana ◽  
Zulfa Auliyati Agustina
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Resource Planning ◽  
Individual Development ◽  
Agents Of Change ◽  
High Level ◽  
Functional Position ◽  
Health Research And Development

Human resource planning is done to anticipate the demands or needs of the organization's workforce in the future, so that a person's performance in the organization is one of the factors that determine the success of an organization. Human resources that lack attention will lead to unrest, a decrease in enthusiasm and enthusiasm for work, a decline in loyalty and achievement in question. With the decline in enthusiasm and enthusiasm for work, it will result in a high level of absenteeism that can harm the organization. The functional position of the staff analyst is the spearhead of PNS management so that it must understand staffing management starting from recruitment, placement and promotion to dismissal, besides expecting Diklat participants to become agents of change towards the negative image of civil servants and also having to carry out the function of socializing regulatory staff in their work environment . The approach in this study is qualitative. A qualitative approach is used because the main purpose of this study seeks to provide an overview in the implementation of Human Resource Development in the Job Analyst Functional Position in the Health Research and Development Agency. In this study using three components that influence the success of human resource development functional positions of staff analysts, namely individual development, career development, performance management.

scholarly journals Human Resource Development and Employee Engagement in Nepalese Commercial Banks

2019 ◽  
Vol 4 (2) ◽  
pp. 21-34
Author(s):  
Kishor Hakuduwal
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Commercial Banks ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

Not Your Parents’ Organization? Human Resource Development Practices for Sustainable Flex Work Environments

2021 ◽  
Vol 23 (2) ◽  
pp. 153-170
Author(s):  
Ethan P. Waples ◽  
Meagan E. Brock Baskin
Keyword(s):  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Decision Makers ◽  
Flexible Work ◽  
Work Arrangements ◽  
Short And Long Term ◽  
Hrd Professionals

The Problem. Everything we know and understand about flexible work arrangements (FWAs) revolves around extant research exploring the effects and effectiveness of FWAs based on samples in which organizations and/or employees freely adopted their use. In a post COVID-19 world, organizations implemented FWAs and employees who may not have been prepared for or desired such arrangements. This has resulted in implementing FWAs in situations where the job, culture, or person does not “support” FWAs. The Solution. We suggest the economic uncertainty of the ongoing COVID-19 pandemic should shift Human Resource Development (HRD) attention to managing the organizational climate of work and work expectations, specifically with regard to FWAs. We discuss how HRD practitioners can help, specifically by preparing managers for enhanced communication and feedback, as well as through supporting employee development via proactive job crafting, to better prepare managers and workers to accept and flourish in FWAs both short and long term. The Stakeholders. The stakeholders for this article include decision-makers in organizations interested in driving success through long-term initiatives rooted in developing human capital. In addition, this article should resonate with HRD professionals interested in working with managers and employees to systematically build sustainable FWA systems.

scholarly journals Human Resource Development Practices: Empirical Evidence from Nepal Rastra Bank

2018 ◽  
Vol 1 (1) ◽  
pp. 57-63
Author(s):  
Achyut Gnawali
Keyword(s):  
Human Resources ◽  
Human Development ◽  
Empirical Evidence ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Development Strategies ◽  
Fertility Reduction ◽  
Complementary Approach ◽  
And Performance

Human resource development (HRD) is the process of increasing knowledge, skills and capacities of employees. It is concerned with preparing employee to work effectively and efficiently in the organization. It is a complementary approach to other development strategies, particularly employment and reduction of inequalities. It also considers HRD as synonymous with human development, which encompasses education, training, health, nutrition, and fertility reduction. It ensures that organizations have adequate human resources with capabilities needed for achieving goals. This article has tried to explore the practices and relation between HRD and performance of Nepal Rastra Bank.

scholarly journals Pengembangan SDM Iptek (peneliti dan perekayasa) sebagai kunci keberhasilan Riset dan Teknologi di Indonesia

2019 ◽  
Vol 22 (1) ◽  
pp. 103
Author(s):  
Asih Setiawati
Keyword(s):  
Human Resources ◽  
Research And Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Training And Development ◽  
Individual Development ◽  
Development Theory ◽  
Development Institutions ◽  
The Right

This study focuses on researcher human resources of government research and development institutions in Indonesia, who are facing the issues of low research and development outputs and minimum impacts to the market. Employing post-positivism paradigm,  qualitative data collection method, it aims to examine the ideal development of future researcher HRs. The findings indicate that the research and development institutions had good awareness of the concept of human resource development, giving opportunities for researchers to learn. However, it is also revealed that the institutions were not on the right track in developing human resources, which includes trainings and development, and career and organization development. This research recommends the establishment of leader (management), both as the head of the program/team that acts as a team of change and a framework of integrated human resource development, comprising individual development aspects, career, and organizations accurately implemented using particular stages from analysis, design, implementation and evaluation. The need to conduct needs analysis of training and development. It has been  identified that prior to the analysis of training and development, track records of researchers, businesses with their databases, and activities of development and evaluation are needed as feedback for the team of change in the available human resource development theory.

scholarly journals Human Resources Development Model For The Industrial Revolution 4.0 Era In Aceh, Indonesia

2021 ◽  
Vol 12 (5) ◽  
pp. 44-55
Author(s):  
Fairuzzabadi, Zahri Hamat Et al.
Keyword(s):  
Social Competence ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Industry 4.0 ◽  
Industrial Revolution ◽  
Resource Development ◽  
Development Model ◽  
Technical Competence ◽  
Personal Competence

This study aims to identify the competencies and to develop a human resource development model for industry 4.0 in Aceh. To achieve the objectives, the study used a mixed-method research approach. Qualitative research was conducted through in-depth interviews with human resource development practitioners and experts who were selected purposively. While quantitative research was carried out by surveying 337 respondents who worked in various fields of work in Aceh. The results showed that there are 4 competencies needed to be able to compete and survive in industry 4.0, which are: (1) personal competence, (2) social competence, (3) methodological competence, and (4) technical competence. Of these four, personal competence has the greatest contribution in explaining the variants of competencies needed in the industrial revolution 4.0. For this reason, various elements of this personal competence should be prioritized in the human resource development model, followed by various other competencies, such as social competence, methodological competence, and technical competence. The development of these various competencies is expected to generate and transform Aceh's human capital into better superior human resources, who mastered and advanced in sciences, technology, and innovation as the main pillars of the regional development to achieve the Indonesia Golden Vision 2045.

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 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.

scholarly journals Analisa dan Perancangan Sistem Informasi Human Resources Development Pada PT. Semacom Integrated dengan Menggunakan Metode Waterfall

2019 ◽  
Vol 2 (1) ◽  
pp. 19-38
Author(s):  
Chairul Anwar
Keyword(s):  
Human Resources ◽  
System Design ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Human Resources Development ◽  
Analysis System ◽  
System Operating ◽  
Resources Development

PT. Semacom Integrated merupakan perusahaan yang bergerak dalam bidang panel listrik. Perusahaan ini perlu mengelola data pegawai tetapi belum mempunyai sistem informasi khusus untuk mengelola data pegawai tersebut agar memudahkan dalam pengelolaan data, pengontrolan serta meningkatkan pekerjaan Human Resource Development, Pimpinan dan Pegawai. Teknologi pemrograman dan database sebagai media penyimpanan diyakini sampai saat ini masih sangat berguna dalam membantu menklasifikasikan data informasi. Pengembangan sistem yang digunakan dalam penelitian ini adalah waterfall. Metode ini terdiri dari requirement gathering, analysis, system design, implementation, testing, dan maintenance. Adapun tools yang digunakan dalam penelitian ini adalah System Operating 10 Pro 64 Bit, Notepad++. Sedangkan, database yang digunakan sebagai penyimpanan data adalah Xampp. Hasil dari penelitian ini berupa sistem informasi kepegawaian. Sistem ini meliputi daftar pegawai, daftar SK kerja, daftar prestasi, daftar hukuman, surat kontrak, surat keterangan, surat perintah dan surat peringatan, dan lain-lain. Sistem ini dirancang untuk memudahkan Human Resource Development dalam pencarian dan pengelolaan data kepegawaian pada PT. Semacom Integrated.

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