scholarly journals IPTEKS AKUNTANSI SUMBER DAYA MANUSIA PADA PENCAPAIAN TARGET CONSUMER LOAN

2018 ◽  
Vol 2 (02) ◽  
Author(s):  
Christy Handayanie Johannes ◽  
Wulan D. Kindangen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Home Ownership ◽  
Marketing Management ◽  
The World ◽  
Target Consumer ◽  
Sales Work ◽  
Product Sales

Human Resources are important assets, Accounting for human resources Human Resource Accounting is an acknowledgment that people constitute human capital and human assets. The economic theory of human capital is based on the concept that humans have the skills, experience, and knowledge which are forms of capital, which are called "human capital managementthat must be owned in the world of work. Although now the world is getting more sophisticated but if there is no Human intervention, of course the machine will not work well. As in the world of work the Consumer Loan Area Of Manado of course, is in desperate need of Human Resources, in achieving  loan credit. Consumer Loan Area Manado customers must maintain and balance the development of local Human Resources. To reach the target, of course, the Consumer Loan has its own way of empolying Human Resources called sales. Sales work to product sales and must understand marketing management in Consumer Loansfor example, collaterals from each registered developer. And sales gave developers an offer so that developers would also want to join the Bank Mandiri Consumer Loan In Manado. However, the sales must also obey and understand the regulations in the Consumer Loan.and if Human Resources work well in the company where they work. Then each gets a profit, for example. Sales get a lucrative bonus from the company because it has helped to achieve the target of Home Ownership Loans. And the company also received a plus because it achieved satisfactory results.and applying good principles and governance with good corporate governanceKeywords: human capital management, local human resource development,marketing   management

scholarly journals The Impacts of Globalization on Human Resource Development Management

2019 ◽  
pp. 5-10
Author(s):  
Ali Gunawan ◽  
Stephen Gregorius Kurnia ◽  
Hasan Ghazali
Keyword(s):  
Popular Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
The Other ◽  
Digital Era ◽  
The World ◽  
The One ◽  
The Cost

The terms “Globalization” and “The Digital Era” are familiar words that sound in our ears which mean progress or development.  The term globalization is a term that has links to increase interdependence among nations and people around the world through trade, investment, travel, popular culture and other forms of interaction so that the boundaries of a country become biased.  Globalization can bring about changes in all areas such as culture, economy, social, politics, ideology and so on.  On the one hand, globalization brings with its positive consequences and on the other hand also carries negative sides.  The Digital Era supports the process of Globalization to make it easier to accomplish, which makes it all easy to communicate with anyone and anytime, accessing data and information easily and quickly wherever we are especially supported by the tools of modern softwares and hardwares.  The Digital Era can also develop the capabilities of human resources must be able to adjust to use it.  For human resources who are unable to compete will be replaced with more capable ones.  However, currently Human Resources in Indonesia have not been fully encouraged to enter the Digital Era due to the constraints of several factors, such as the availability of infrastructure, the cost of digital is still inadequate when associated with the number of people with the level education and low technological understanding so they are accustomed to do jobs that do not require special skills.  Here ther role of all groups, communities and governments, to further improve the skills of human resources so as to be able to improve the economy and welfare.

scholarly journals Research on Human Resource Recommendation Algorithm Based on Machine Learning

2021 ◽  
Vol 2021 ◽  
pp. 1-10
Author(s):  
Hong Zhu
Keyword(s):  
Neural Network ◽  
Machine Learning ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Bp Neural Network ◽  
Gradient Descent ◽  
Forecasting Model ◽  
Gradient Descent Algorithm ◽  
The World

The economic environment has changed dramatically around the world in recent years, generating favorable conditions for the growth of small- and medium-sized firms. The socioeconomic development and international integration of China are greatly influenced by the growth in both quality and quantity, the scale of operations, and the internal force of small- and medium-sized businesses. Moreover, in comparison with other developed countries around the world, Chinese small- and medium-sized enterprises continue to face many limitations in terms of size and contribution levels and have not yet fully realized their potentials due to difficulties and poor quality; human resources in this field are still lacking. This study defines the current state of human resources in small and medium firms, the factors that impede development, and the steps that can be taken to overcome these obstacles in order to assist human resource development in this sector during the current period. This study uses machine learning (ML) techniques to manage and analyze human resource data in modern enterprises. The ML techniques realize the functions of the human resource system and reduce the business volume in human resource in order to improve the efficiency and management of the human resource work. In this paper, we designed and implemented the wage forecasting model in human resources that uses a gradient descent algorithm, its types, and backpropagation (BP) neural network to improve the accuracy of the forecasting model. We performed multiple experiments by using a various number of neurons in the hidden layers, different number of iterations, and several types of gradient descent algorithms. The BP neural network model was performed brilliantly by attaining the training accuracy of 89.98% and validation accuracy of 84.05%. The experimental results show the significance and importance of the proposed work.

Pastoral Care and Career Guidance in Singapore Schools

1993 ◽  
Vol 2 (2) ◽  
pp. 34-37
Author(s):  
Cheong Heng Yuen ◽  
Ong Pheng Yen
Keyword(s):  
Human Resources ◽  
Pastoral Care ◽  
Lifelong Learning ◽  
Human Resource Development ◽  
Human Resource ◽  
Career Guidance ◽  
Resource Development ◽  
Ministry Of Education ◽  
Important Process ◽  
The World

This paper discusses the imperatives and issues in implementing the pastoral care and career guidance project which began in 1988 in Singapore schools from a Ministry of Education perspective. In the context of this discussion, it also highlights the various issues that affect the development of career guidance in Singapore schools. The career guidance initiative aims to meet the growing need for career guidance for pupils in schools, and the desire to enhance productivity by maximising limited human resources, through a better understanding of self, opportunities available, the world of work and lifelong learning. The school is the best place to begin this important process of human resource development by providing appropriate career guidance to pupils.

scholarly journals Human resourses management strategies in Russian corporations on the way to noonomy

2021 ◽  
Vol 227 (1) ◽  
pp. 338-359
Author(s):  
Dmitri A. Pletnev ◽  
◽  
Maxim S. Kazadayev ◽  
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Electric Power ◽  
Human Resource ◽  
Oil And Gas ◽  
Management Strategies ◽  
Strategic Development ◽  
The World ◽  
The Future

The future economy is the economy of knowledge, and therefore those companies that will be able to build an effective human resource man agement system and be able to make a breakthrough become leaders in their industries in Russia and the world. The article presents the analysis of the fundamental documents of the strategic development of the largest Russian corporations for the inclusion in them of sections or mention of various aspects of human resources and human capital. The analysis of the use of these concepts in the strategies of Russian corporations related to the sectors of electric power, chemistry, petrochemistry, oil and gas, metals and mining. The classification of types of use in strategies of human resources and human capital has been carried out. For corporations of various types, the assessment of generalized indicators of the efficiency of corporations was carried out, based on which conclusions were drawn about the influence of human resources and human capital in the strategy on the efficiency of the work of Russian corporations.

scholarly journals Tourism Human Resources Develoment in Phu Quoc, Vietnam

2018 ◽  
Vol 8 (4) ◽  
pp. 63
Author(s):  
Phan Quan Viet
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
State Management ◽  
The World

The research was conducted to develop solutions for tourism human resource development in Phu Quoc. The study analyzes the needs of human resource development in tourism in Vietnam and highlights the experiences of human resource development in tourism in some provinces and cities in Vietnam and other countries in the world. From there, the study proposed four solutions to develop human resources for tourism in Phu Quoc including: using human resources, training human resources, attracting talents and experience in state management.

scholarly journals Realizing Sustainable Organizational Competitive Advantage by encouraging Sustainable Human Resource Development

2019 ◽  
Vol 2 (1) ◽  
pp. 85-93
Author(s):  
Budiman
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Competitive Advantage ◽  
Human Resource Development ◽  
Human Resource ◽  
High Performance ◽  
Resource Development ◽  
Management Support ◽  
Sustainable Competitive Advantage ◽  
The Times

The competition is so tight that the company must have a competitive advantage. One of the biggest drivers of a strategic edge is the human capital it provides. In the past, human resources is merely a service operation as a competitive advantage for an organization. Yet, human capital is now one of the most critical aspects of building a competitive advantage. This paper discusses how human resource development strategies have a sustainable competitive advantage and how to transfer good strategies, policies, or superior knowledge to subordinates. This research employs a qualitative approach to the discussion of the data produced by the method of explanation. The findings indicate that high-performance human capital can respond to the times are needed to achieve a sustainable competitive edge. For this reason, sustainable human resource development is required by taking into account several things, namely: integration of HR activities with the company's mission and objectives, environmental observation; management support for HR; formulating and implementing HR policies and plans; alignment of HR with its activities; expanding the role of human resources by holding specialist training according to their talents following the ideals of the company and evaluation of the individual's own contribution.

scholarly journals MENCIPTAKAN SDM SEBAGAI "HUMAN CAPITAL" MELALUI BUDAYA ORGANISASI

2004 ◽  
Vol 3 (2) ◽  
Author(s):  
Johny Rusdiyanto
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource ◽  
Organization Culture ◽  
The World ◽  
The Future

In the future, the existence of organizations will very depends on its' capabilities to cover and handle the unpredictable changes of environment around the world. As Chatell said, "All organizations should be have three ultimate capabilities that enable organizations to become more responsive, adaptive and innovative”. Are organizations today prepares to fight for the future in uncontrollable conditions? The answer of this question is depends on theirs' Human resources availability within organizations. Organization will become more innovated when they have Human Resources with innovation competencies to create the best performance. Stewart say, this specialized Human resource be known as a "Human Capital”. They work not just as a worker” but more to act as a "thinker Some efforts to create employee to become a human capital find highly success when management of its organization give highly support through organization culture building to match theirs' expectation to create employee as a human capital. This article explains deeply about the role of organization culture and its ’ contribution to support the making of a human capital in an organization.

A Synthesis of New Perspectives on Virtual HRD

2014 ◽  
Vol 16 (3) ◽  
pp. 391-401 ◽  
Author(s):  
Rochell R. McWhorter
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Technology Development ◽  
Training And Development ◽  
Virtual Human ◽  
Special Issue ◽  
Organizational Mission ◽  
Hrd Professionals ◽  
Contemporary Technology

The Problem A number of new perspectives of virtual human resource development (VHRD) have been provided in this issue of Advances in Developing Human Resources ( ADHR) that warrant further discussion. As VHRD is still a nascent area of inquiry in HRD, professionals need more explanatory examples and solutions to consider for determining their own role in working with people and technology. The Solution This article offers a synthesis of key constructs of VHRD from the articles in this special issue. Also, it provides a discussion around two different modes of technology development (TD) needed by HRD professionals in the contemporary technology-enabled environment afforded by VHRD. And, the integration of TD in addition to career development, training and development, and organization development is essential to the future of HRD and is discussed herein. The Stakeholders This article targets primarily practitioners interested in VHRD interventions and processes. It encourages the reader to examine the commonalities across the articles in this issue of ADHR and also to consider the new skills required for HRD professionals when seeking to align organizational mission with all levels of the organization.

Talent Development in Emerging Economies Through Learning and Development Capacity Building

2018 ◽  
Vol 20 (4) ◽  
pp. 498-516 ◽  
Author(s):  
Machuma Helen Muyia ◽  
Caroline S. Wekullo ◽  
Fredrick M. Nafukho
Keyword(s):  
Nonprofit Organizations ◽  
Human Resource Development ◽  
Human Resource ◽  
Emerging Economies ◽  
Talent Development ◽  
Mineral Resources ◽  
Quality Education ◽  
Learning And Development ◽  
Development Capacity ◽  
The World

The Problem It has been argued correctly that of all the resources that nations are endowed with including physical resources such as land, gas, oil, mineral resources, and financial resources, the most durable resource is people. It is also a truism that regions endowed with large populations such as Brazil, China, and India are now emerging nations with very strong and growing economies. As the world of work changes globally, the demand for talent development is becoming one of the greatest opportunities for profit and nonprofit organizations in emerging economies such as Kenya. Africa with its young and educated population and its competition for talent poses both opportunities and challenges as the continent tries to address this critical component. Nowhere is this opportunity for talent development (TD) more urgent than in Kenya. The Solution Given the rising of Africa’s youth population and the need to develop talent in this region of the world, there is no easy or ready-made solution to guide human resource development (HRD) researchers and practitioners and policy makers in developing and optimally utilizing Africa’s best resource—its people. However, this article seeks to demonstrate how strategic planning and provision of quality education are the best form of intervention for TD in Africa. The fact that individuals have talent is not sufficient, hence the importance of developing talent through learning. Thus, learning requires well-designed quality education and training programs that can lead to people being open to new ideas and a disposition to question what people already know. This is even more seminal especially in the fast-changing technology-controlled workplace. The Stakeholders Human resource officers, learning and development officers, Directors of Human Resource Management, HRD researchers, HRD practitioners.

scholarly journals Analysis of Company Human Capital Network Based on the Cellular Automation

2016 ◽  
Vol 11 (5) ◽  
pp. 244
Author(s):  
Zirong Zhuo ◽  
Zhiwei Cheng ◽  
Yangzhou Lai ◽  
Ziyue Chen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource ◽  
Indicator System ◽  
Vacancy Rate ◽  
Resource Network ◽  
Cellular Automation ◽  
Human Cost ◽  
Value Model ◽  
A Company

In the age of knowledge economy, human resource is among the most important resources for enterprises, in that it forms the unique value of human resources which plays an indispensable role in the production and operating activities. Well managed human resources can effectively promote efficiency and thus create more social values. Therefore, it has aroused wide attention in academia. The thesis first establish the human capital value model and the human cost value model, based on which the thesis established the basic framework of enterprise human capital network. Then, simulation calculation from three aspects of human resource network were carried out with the cellular automation model. Firstly, we simulated the dynamic process of the change of personnel and got the evaluation model of the human cost in the future two years of a company, which can provide reference for company cost control. Secondly, the simulation mainly focused on checking whether under high staff churn rate, a company can still maintain certain number of employees. Thirdly, we simulated the healthy status of the human resource network under certain situations. Finally, We concluded that higher staff churn rate can lead to higher vacancy rate, which will lower the efficiency of companies .The thesis also explored with the model sensitivity analysis the benefit effect over human resource network by increasing recruits, indicating that increasing recruits can decrease the vacancy rate and improve the health status of the human capital network and based on the reality, we put forward the improvement direction of the model in indicator system aspect.

Sign in / Sign up

Export Citation Format

Share Document