Gender Equality in Human Resource Processes within the Department of Correctional Services, South Africa

2021 ◽  
Vol 10 (4) ◽  
pp. 187-208
Author(s):  
TMS Nhlapo ◽  
Shikha Vyas-doorgapersad
Keyword(s):  
Gender Equality ◽  
Human Resource Development ◽  
Human Resource ◽  
Gender Mainstreaming ◽  
General Context ◽  
Research Approach ◽  
The Public ◽  
Correctional Services ◽  
Gender Transformation ◽  
Management Positions

The article discusses the human resource processes of the South African Department of Correctional Services (DCS) and assesses gender equality at all levels of management within the department. The article utilises the Mainstreaming Gender Equality (MGE) approach, known as gender mainstreaming to bring equal opportunities for both men and women in human resource development programmes within the DCS. A qualitative research approach was utilised to collect data. The article explores that there are challenges especially for women to advance their careers to senior management positions in the DCS. This is because of a lack of knowledge, compliance, and readiness to embrace gender transformation policies in the department. The article proposes policy recommendations to mainstream gender at institutional, departmental, and individual levels, and aims to contribute towards creating awareness to promote gender transformation in the public service (general context) and DCS (specific context).

scholarly journals Gender Mainstreaming Strategies and Human Resource Development Practices at University Level

2020 ◽  
pp. 192-206
Author(s):  
Ashfaque Ahmad Shah ◽  
Uzma Shahzadi ◽  
Zunaira Fatima Syeda ◽  
Ateeqa Mehmood
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Sampling Technique ◽  
Resource Development ◽  
Gender Mainstreaming ◽  
Local Context ◽  
International Labor Organization ◽  
Equal Pay ◽  
University Level ◽  
The University

Organizations have adopted numerous mechanisms to increase the participation of women in top management. For the purpose, organizations are adopting gender mainstreaming strategies (GEMS) for gender equality as an important aspect of human resource development (HRD) practices. The present quantitative survey was to explore the perception of employees about gender mainstreaming strategies reflected through human resource practices at the university level. The population of the study was all regular teachers of the University of Sargodha. In the wake of limited resources of time and finance, a convenient sampling technique was used to select a sample of 200 teachers (35% of the population). The study adopted a standardized research instrument of an international labor organization (ILO) of the United Nations (UN) to assess GEMS and HRD practices at university. Descriptive and inferential statistics were applied using SPSS version 23. No gender difference was found in (1) Gender Balance and Equal Pay, (2) job description and terms of reference, (3) Recruitment Procedures, and (4) staff appraisals. Specificity in taking one university was the strength of this study which was the main limitation (besides convenient sampling) to generalize its findings. It implied greater awareness among the stakeholder in order to enhance the quality of the learning organization i. e. university. It was the first-ever study at the university level in the local context. This study recommended that the university administration should have better awareness and understanding of GEMS for recruitment and their ensuing work assignments.

Diversity Intelligence as a Source of Strength in Human Resource Development: Increasing the Presence of Women Pilots

2018 ◽  
Vol 20 (3) ◽  
pp. 331-344
Author(s):  
Rose Opengart ◽  
Marie-Line Germain
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Cultural Change ◽  
Role Models ◽  
Comparative Method ◽  
Resource Development ◽  
Research Approach ◽  
Organizational Issues ◽  
Women Pilots ◽  
Qualitative Data Analysis Software

The Problem Although more women have been entering the workforce in the past few decades, this progress has not readily been seen in the field of aviation. Indeed, of all current U.S. corporate and commercial pilots, women only account for 6%. Through a diversity intelligence (DQ) perspective, the authors explore the experiences of women pilots to identify ways of increasing female representation in male-dominated fields in general and in aviation in particular. Via a phenomenological qualitative research approach, a total of 33 female pilots were surveyed and an additional 20 participated in a one-on-one interview. NVivo qualitative data analysis software was used, employing an inductive constant comparative method to develop categories. The Solution Results indicate that female pilots face significant gender-related roadblocks to their careers. Human Resource Development (HRD) practitioners can help organizations increase DQ to recruit and retain women in nontraditional occupations and industries. Increasing DQ would create a more welcoming environment for both women and minorities. It would also address cultural and organizational issues such as tacit and subtle discrimination, increase the presence of role models, provide support systems, and assist with cultural change to eliminate the good old boy mentality. The Stakeholders Industry leaders, women, and HRD professionals.

scholarly journals Challenges and strategies in developing human resources for the halal industry: Evidence from Indonesia

2020 ◽  
Vol 4 (02) ◽  
pp. 77-86
Author(s):  
Sri Budi Cantika Yuli ◽  
Edyta Wojtyla
Keyword(s):  
Data Analysis ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Organizational Transformation ◽  
Cultural Transformation ◽  
Research Approach ◽  
Literature Study ◽  
The Government

The government has prioritized the development of the halal industry sector in Indonesia through the launch of the Indonesian Sharia Economics Master Plan (MEKSI) in 2019. Currently, Indonesia is in the 5th position in the world halal industry ecosystem. This is the main focus to strengthen Indonesia as a world halal producer in 2024. This study aims to examine the challenges of developing halal industry in Indonesia and try to provide a strategy for developing human resources (HR). This study applies a qualitative research approach using three stages of data analysis, namely data reduction, data presentation, and data verification. Data analysis techniques are supported by the NVivo 12 plus program. Based on the results of the literature study, several challenges were found related to the halal industry in Indonesia, i.e. Regulation, Human Resources (HR), Government, Infrastructure and Organization. This study compiles a human resource development strategy to face HR challenges, as follows 1) Human Resource Transformation through people transformation, cultural transformation, organizational transformation and 2) Human Resource Digitalization.

Sign in / Sign up

Export Citation Format

Share Document