scholarly journals PERANAN GURU DALAM MEMUPUK KECERDASAN EMOSIONAL ANAK TAMAN KANAK-KANAK

2018 ◽  
Author(s):  
Syahniar
Keyword(s):  
Emotional Intelligence ◽  
Human Resource ◽  
Kindergarten Teachers ◽  
Learning Program ◽  
The Future ◽  
Instructional Effects

The future is a time of hope and challenge. Therefore, children as human resource must be provided with sufficient skills to achieve success in the future. One provision to prepare is developing and enhancing their emotional intelligence. Kindergarten teachers hold an important role in accomplishing the task. Developing and enhancing children’s emotional intelligence is not going to be accomplished by traditional means of teaching, but by assigning the task as the objective across subjects taught in kindergarten; and therefore each teacher managed learning program episode will happen to set children’s emotional intelligence as the nurturant effects along with the instructional effects.

Emotional Intelligence and Job Performance.

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 543-552
Author(s):  
Dr. Amitabh Roy ◽  
Dr.Akhilesh Tiwari
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Human Resource ◽  
Service Industry ◽  
Technological Advancement ◽  
Crucial Importance ◽  
Human Energy ◽  
Energy Information ◽  
Performance Demands

The era of business and commerce have witnessed the swift in alternation towards globalization and competitiveness among the organization. Expanding technological advancement and development of service industry runs as an inseparable unit growing performance demands. In order to ensure remarkable performance the human resource today is required to perform physically and emotionally. Thus,emotional intelligence (EI)is acquired crucial importance in the field of human resource, EI is the ability to sense ,understand and effectively apply power and acumen of emotions to a source as a human energy ,information, connection and influence.

Applications of Operations Research in Human Resource Management

2021 ◽  
Vol 9 (9) ◽  
pp. 1611-1614
Author(s):  
Vanya Aggarwal
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Real World ◽  
Operations Research ◽  
Operational Research ◽  
Low Cost ◽  
External World ◽  
Future Plan ◽  
The Future ◽  
Future Path

Abstract: Operational HR encompasses the highly visible, day-to-day tactical operations required to keep a workforce running. This made us look for strategic approaches essential for most organisations. Be it defining the future path, determining the future plan, mission, vision, planning, objectives and goals of a particular organization. In a nutshell, we wanted to bring out the intricate relationship between HR and operational research especially considering the current dynamics of the external world. The unprecedented changes in HRM made us dig deeper on the importance of the role and applications of operations research to cope with these changes. Finally, we believed our research was complete when we presented real-world examples, and it was demonstrated to us that Operations Research approaches may assist firms in making good HR policy decisions at a low cost

Management of the design process: Human resource evaluation in factories of the future

2018 ◽  
Vol 26 (4) ◽  
pp. 313-327 ◽  
Author(s):  
Guangying Jin ◽  
Séverine Sperandio ◽  
Philippe Girard
Keyword(s):  
Human Resource ◽  
Design Process ◽  
Mass Customization ◽  
Concurrent Engineering ◽  
Design Efficiency ◽  
Resource Evaluation ◽  
Organization Model ◽  
Technology And Innovation ◽  
The Future ◽  
Scarcity Of Resources

The concurrent engineering design depends on the efficiency of communication between the actors in the design process, such as how effective communication between engineers and teams will have a direct effect on the design efficiency. Currently, the relationships among different actors in the project are shaped by many new challenges such as multiplication of data and information, mass customization, global collaboration, ageing societies, increasing urbanization, scarcity of resources, dynamic technology and innovation. When managers consider these factors, human resource evaluation becomes much more complex to grasp. In order to cope with adaption of product–process–organization model for industry of the future, it is necessary to have a methodology to approach the problem of human resource evaluation in the future organization structure.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals Mengasah Potensi Kepribadian Anak melalui Pendekatan Komunikasi Positif

2019 ◽  
Vol 3 (1) ◽  
pp. 152
Author(s):  
Nur Ahmad
Keyword(s):  
Mental Health ◽  
Emotional Intelligence ◽  
Negative Impact ◽  
Negative Emotions ◽  
Communication Patterns ◽  
Science Park ◽  
Positive Communication ◽  
Parents And Children ◽  
The Future ◽  
Positive Environment

<p>Positive communication is communication that is able to develop its positive potency of children. Positive communication is built to form the fabric of a child’s personality that will also be established between parents and children. It can cultivate emotional intelligence. Of course, these two things will make a valuable provision for children’s development in the future. While missed communication would cause them uneducated and ignorant. Failure in communicating would<br />normally make a child called weird or crazy. Actually there are a few tips to succeed in realizing the potency of the child’s qualified personality, such as provide exemplary son, make the house as a science park, provides a vehicle for creativity, avoid negative emotions and always pray for children to be always given a good personality and mental health. Later in the development potency of the child’s personality can also be affected by a variety of factors. One of them is the positive communication patterns of parents towards their children (get them to always communicate in a positive environment). If the communication patterns of parents are bad, the negative impact will be felt by the child as well.</p>

scholarly journals Study on Human Resource Management in Agriculture

2002 ◽  
pp. 171-181
Author(s):  
Márta Zalainé Piros
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Point Of View ◽  
Career Support ◽  
Resource Information ◽  
Top Managers ◽  
The Future

The human factor has been reassessed with regard to strategic initiatives towards obtaining and preserving competitive advantage. Knowledge, experience and special skills are a specific form of capital, forming part of the organisations’ assets and serving as an organisational strategic resource. Their development and use require major investments, both on the part of the individual and the organisation. In a Europe undergoing integration, the quality of human resources enjoy priority among our really important values and specific features. The opportunities of the near future can be utilised, and agricultural economic organizations can survive and increase their organizational effectiveness, if they possess a basis of human capital which is able to make a shift in perspective and behaviour which is of primary importance from the point of view of incorporating market mechanisms and implementing them in practice. My investigations were focused on the current position of human resource management in a comprehensive manner; further, on the approach of top managers regarding the future. Analysing the business and other indicators of the companies studied, I have set the objective to describe the differences and special features of the human resource management practice of companies, which are different in size, operational form, and from the perspective of success or failure.Human resource management is directed to attracting, retaining, motivating and utilising labour. A given work process can be successful or unsuccessful – given the same conditions – depending on who performs it. Therefore, human resource management related tasks require special attention when enterprises are planned, established and operated. On analysing the responsibilities of human resource management, I have found that the functions and responsibilities of human resource have low or medium importance in the operation of economic organisations today. Regarding the future, top managers have expressed higher expectations of human resource management responsibilities in all areas and they consider individual functions to be more important. The establishment and operation of a human resource information system has been presented as the most important need for change. Correlation analyses have proved that the higher the sales revenues of a company, the higher the development of human resources is regarded by its manager, and the same holds for training, career support and a proper establishment and continuous evaluation of job profiles.

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