scholarly journals Human Development from Concept "Soft Skills" Communication

2018 ◽  
Vol 6 (2) ◽  
pp. 87
Author(s):  
Emilawati Binti Othman ◽  
Masfizaizan Binti Manaf
Keyword(s):  
Human Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Communication Skills ◽  
Soft Skills ◽  
Essential Element ◽  
Well Being ◽  
Self Development ◽  
Intensive Approach ◽  
Beach Resort

The program and planning as well as the transformation of human development in education at the Ministry of Higher Education Malaysia are aimed at producing a workforce capable of competitiveness and quality. This transformation aims to meet the demands and needs of human resources in addition to produce disciplined graduates, supporting the national aspirations and noble character. In the concept of "soft skills", communication is an essential element of self-development, generating knowledge, and competency. Therefore applying communication skills is needed, especially in the context of interpersonal, writing, presentation, training and consulting. To strengthen communication skills, more comprehensive and intensive approach are applied in polishing soft skills performance when planning, organizing, leadership or controlling. In this regard, human resource management dominates the careful planning and maximizes energy to be applied towards achieving a systematic and efficient communication skills and expertise in order to improve the quality of life and to protect the well-being of mankind. In order to realize this study, various metadological methods have been highlighted for intensive them is to distribute questionnaires to students of IPS who are currently undergoing the PUB2014 module, Human Development, adapting the theory learned by exposing the students IPS2-S1 to Demong Beach Resort Besut, Terengganu and students of IPS2-S2 went to the Woman's Welfare Association and Poverty Permata Al-Insyirah, Kuantan. Students were also given assignments and present the findings of the theory that have been learned and applied through "oral presentation" and using the IBM SPSS Statistics version 23 instrument to analyze the distributed questionnaire data. The findings of human development studies from the concept of "soft skills" find that human resource development is regarded as a lubricant as well as a generator within an organization also a catalyst for changes in human resource behavior within the organization, especially the students of IPS2-S1 and IPS2-S2 in Politeknik Sultan Mizan Zainal Abidin (PSMZA). This is because IPS students have developed effective and productive communication skills for orphans and their environment.

The Relationship Between Social Justice Issues and Emotional Intelligence (EI)

2018 ◽  
pp. 1202-1220
Author(s):  
Misha Chakraborty ◽  
Dominique T. Chlup
Keyword(s):  
Social Justice ◽  
Emotional Intelligence ◽  
Human Resource Development ◽  
Human Resource ◽  
Well Being ◽  
Review Of The Literature ◽  
Social Oppression ◽  
The Relationship ◽  
Critical Aspects

This chapter discussed issues of injustice as often affecting the emotional, and in some cases, the physical well-being of a person. In recent years, researchers have begun to explore the role of Emotional Intelligence (EI) in creating awareness when it comes to social justice issues related to areas such as racism, sexism, heterosexism, etc. The purpose of this chapter is twofold: First, to concentrate on the area of social justice issues to find out what the literature has explored in terms of the role Emotional Intelligence (EI) might play when it comes to dealing with social oppression, and second, to advocate emotional intelligence traits that can be successfully used to cope with social oppression. We reviewed the literature as a way to deepen our understanding of how to foster “socially conscious” practices within the workplace. The chapter has implications for Human Resource Development (HRD) practitioners to remind them of the responsibility they have to encourage and welcome studies and practices addressing critical aspects such as social justice issues as a way to help ensure a productive and safe workplace. Through this review of the literature, we found that emotional intelligence traits, if practiced responsibly, can make society a better place for everyone to live and work in.

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

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

scholarly journals The Model of Kiai in Human Resource Development Quality

2019 ◽  
Vol 12 (1) ◽  
pp. 82
Author(s):  
Mohammad Anwar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Resource Development ◽  
Resource Planning ◽  
Well Being ◽  
Quality Of Education ◽  
Educational Institute ◽  
Informal Assessment

Pondok Pesantren is one of the organization/educational institute that is still valued as the second class compared with public educational institute. Hence, to show that the quality of education in pondok pesantren is able to compete with other institutions is by developing human resource that is conducted by Kiai. This research is to describe about the development of human resource in increasing the quality of education in pondok pesantren Diponegoro, Klungkung, Bali by using phenomenology perspective. In addition, this research is qualitative research with the form of case study. The findings of this research are: first, the model of Kiai in human resource development of teachers competence in this pesantren, are: 1) planning the human resource that is conducted by: a) arranging the planning which involves the structures, b) it is conducted in the first year and in the middle of the semester, c) planning the teachers based on the evaluation and analysis needs. 2) Recruiting the human resource by following the procedure and sunny ideology, high dedication, sincere, and competence, b) internal and external recruitment. 3) Selecting the administrative, written test, teaching, and interview. 4) Evaluating a) conducting formal and informal assessment, b) conducting class supervision periodically, c) assessing the work performance, loyalty, responsibility, obedient, honesty, and leadership, d) assessing by report model, e) compensation of teacher in the form of financial and non financial.  5) Human resource development by giving training program and meeting periodic. The second, the model of Kiai in developing the manager of human resource competence in this pesantren are: 1) planning human resource in a) recruiting the manager based on the human resource, b) selecting which is customized by the position needs, c) placing and appointing based on the duty and authority, d) developing the human resource by giving training, e) maintaining of well-being, f) integrating the human resource by leadership and communication, g) compensation the allowance of pesantren, h) discipline, i) discharging the position, 2) Implementing the strategy of human resource planning by: a) supplying, filtering and selecting, b) developing by giving training and mutation, continuing study to the higher level and mutation the position, c) maintaining of well-being, d) integrating by communication intensely in solving the problem in general, e) compensation of  fee, f) discipline, it is pointed out whether to the students or manager who violate the rule, g) discharging which is caused by mutation, retired, and resigned.

scholarly journals Self-Development Potential for Progressive Work

2021 ◽  
Vol 58 (1) ◽  
pp. 3778-3781
Author(s):  
Phrakrukosolpariyattayanukij (Tharueti Rungchaiwitoon) Et al.
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Personal Development ◽  
Best Practice ◽  
Resource Development ◽  
Technological Changes ◽  
Study Tour ◽  
Collective Work ◽  
Self Development

It is possible to develop ourselves to advance our career and collective work, even though self-improvement is very difficult.  So, for the purpose of human resource development, the article identified the keys to personal development, based on the philosophy of VETS, namely V = Vision is the vision of the organization in the future, which is derived from wisdom, ideas, possible and consistent with goals and organizational obligations, E = Education is a method of human resource development that is necessary in one way because it increases the qualifications of human resources to have more knowledge due to technological changes adaptations, T = Training is to increase the knowledge, expertise, ability and change the attitudes, attitudes, feelings of the participants, S = Study tour is an activity that will help us to do the best practice. Study tour has many advantages, example, it helps to observe the business in other departments, their office operations, process of working, etc.  These symbols should be in conjunction with the principle of path of accomplishment; basis for success (Iddhipada IV), consisting of 1) Chanta (satisfaction) is satisfaction or motivation, 2) Viriya (intention) is the indomitable intention, 3) Chitta (concentration) is a mind focused on work, 4) Wimangsa (check) is the use of intelligence to contemplate, contemplate, inspect, reason and examine even more slack, defect or failure, etc. in a business that has been known, tried, and thought to find solutions to improve. Following these principles will lead human being to develop their skills in working for oneself or for others to get a better life or to achieve   the target goals of their organizations. Finally, achieving these goals will lead to one’s happiness and ultimately will result to a successful and prosperous organization.

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 Determinants of tourism labor mobility – The case of tourism companies in Khanh Hoa province

2020 ◽  
Vol 129 (6B) ◽  
pp. 77-90
Author(s):  
Bui Thi Tam ◽  
Yen Thi Kim Nguyen
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Labor Mobility ◽  
Tourism Development ◽  
Well Being ◽  
Organization Culture ◽  
Five Factors ◽  
Active Labor ◽  
Managerial Implications

Tourism labor mobility has drawn keen interest of different parties as its role to tourism development in general and individual well-being in particular. With the purpose to investigate the current situation of labor mobility in tourism company in Vietnam, this study carried out survey of 220 staff in 30 tourism companies in Khanh Hoa province.  The results show evidences of active labor mobility in tourism companies, espcially in hotel and travel sectors. The more experiences a person has, the more mobilized they are, especially upward occupational mobility. Five factors were found to explain for labor mobility in Khanh Hoa province, in which the highest importance is assigned to job satisfaction and organization culture. The findings provide useful managerial implications for better human resource development in Khanh Hoa tourism companies.

INNOVATION IN TRAINING AND DEVELOPMENT PROGRAMS OF UZBEKSITAN BANKS

2021 ◽  
Vol 4 (8) ◽  
pp. 46-53
Author(s):  
Azamat Nurmatov ◽  
Keyword(s):  
Emotional Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Communication Skills ◽  
Time Management ◽  
Soft Skills ◽  
Training And Development ◽  
Hard Skills ◽  
The Impact

Recently, the importance of training and development as a part of Human Resource Management has developed significantly. Numerous companies concur that training and development is fundamental to organizational improvement and success cycle. On the other hand, the impact of training and development is thought little of in Central-Asian countries.Many companies in Uzbekistan have been putting center on hard skills of workers amid training and development sessions and dismissing the significance of soft skills. This article finds the value of soft skills of bank supervisors and officers and endeavors to suggest the usage of soft skills such as communication skills, emotional intelligence, time management and teamwork. Keywords: Human resource management, training and development, soft skills, hard skills, as communication skills, emotional intelligence, time management, teamwork, banks

The Relationship Between Social Justice Issues and Emotional Intelligence (EI)

2016 ◽  
pp. 205-223
Author(s):  
Misha Chakraborty ◽  
Dominique T. Chlup
Keyword(s):  
Social Justice ◽  
Emotional Intelligence ◽  
Human Resource Development ◽  
Human Resource ◽  
Well Being ◽  
Review Of The Literature ◽  
Social Oppression ◽  
The Relationship ◽  
Critical Aspects

This chapter discussed issues of injustice as often affecting the emotional, and in some cases, the physical well-being of a person. In recent years, researchers have begun to explore the role of Emotional Intelligence (EI) in creating awareness when it comes to social justice issues related to areas such as racism, sexism, heterosexism, etc. The purpose of this chapter is twofold: First, to concentrate on the area of social justice issues to find out what the literature has explored in terms of the role Emotional Intelligence (EI) might play when it comes to dealing with social oppression, and second, to advocate emotional intelligence traits that can be successfully used to cope with social oppression. We reviewed the literature as a way to deepen our understanding of how to foster “socially conscious” practices within the workplace. The chapter has implications for Human Resource Development (HRD) practitioners to remind them of the responsibility they have to encourage and welcome studies and practices addressing critical aspects such as social justice issues as a way to help ensure a productive and safe workplace. Through this review of the literature, we found that emotional intelligence traits, if practiced responsibly, can make society a better place for everyone to live and work in.

scholarly journals Preface to the Special Issue on “The Impact of Resilience in Developing Individual and Organizational Capacity to ‘Bounce Back’ from Challenges”

2020 ◽  
Vol 22 (4) ◽  
pp. 347-352
Author(s):  
Matthijs Bal
Keyword(s):  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Capacity ◽  
Well Being ◽  
Quality Of Work Life ◽  
Special Issue ◽  
Effective Strategies ◽  
The Impact ◽  
Bounce Back

The Problem Stress, anxiety, depression, and similar emotional and psychological inhibitors may negatively impact employee well-being and dignity, quality of work-life, and overall organizational performance. These inhibitors may be produced through events such as structural or procedural changes, tensions emanating from diminished work relationships, pressures related to the work itself, perceptions of unjust or unfair treatment, or other forces that may affect an individual’s capacity to function and perform well. The Solution This Special Issue explores approaches to gain insight to the ways individuals, as well as the organizations they serve, may become more resilient and bounce back from adversity. The interdisciplinary relationship between human resource development (HRD) and human resource management (HRM) is crucial for effective strategies to overcome negative outcomes. The Stakeholders HRD scholars, practitioners, researchers, and all other professionals concerned with optimizing employee well-being and optimizing the capacity to perform will benefit from this Special Issue.

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