Development of 'Coaching' Model in 'Pumping-HR' Based Human Resource Development Model

Coaching is a partner of development in which a coach supports a learner in achieving a specific personal or professional goal by training and counselling. The pumping HR Model is one of the HR development models based on the iceberg theory, which is divided into the areas of the unconscious (unconscious region), pre-conscious (pre-conscious region) and conscious (conscious region). The pumping HR Model places the unconscious as a function of the heart, the pre-conscious as a function of the brain and the conscious as a sensory function of human resources (HR). In practice, Pumping HR Model touches on 3 basic components of human resource development, namely character development, competency development and behaviour development. This research goal is the purpose of this study is to prove that the Pumping HR model can be used as a model in the coaching process. The method used is qualitative descriptive & Integrating theory. Research data were obtained through a Focus Group Discussion (FGD) and post-workshop questionnaire. The results of this research: Pumping HRM Coach is unique and can be one of the human resource development models with a coaching approach.

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the development of systematic human resource development models

The Counseling Psychologist ◽

10.1177/001100007200300302 ◽

1972 ◽

Vol 3 (3) ◽

pp. 4-11 ◽

Cited By ~ 31

Author(s):

Robert R. Carkhuff

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Development Models

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Human Resource Development As a Tool For Empowering Grassroot Communities For Improved Community Development Programmes In Osun State, Nigeria

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v2i1.1251 ◽

2012 ◽

Vol 2 (1) ◽

pp. 66

Author(s):

Oyebamiji, M. A. ◽

Adekola, G

Keyword(s):

Community Development ◽

Human Resource Development ◽

Human Resource ◽

Group Discussion ◽

Change Agents ◽

Sampling Technique ◽

Resource Development ◽

Development Committee ◽

The Government ◽

Descriptive Survey

This paper is on Human Resource Development as a tool for empowering grassroots communities for improved community development in Osun State, Nigeria. It evaluates the various human resource development programmes organized by the state for Community Development Committees (CDC) and their impact on community development programmes of Osun State. A descriptive survey research method was adopted for the study. A total of three hundred and fifty (350) Community Development Committee members were randomly selected from six administrative zones of Osun State using stratified sampling technique. Human Resource Development Empowering Programme for Community Development Committee Members Questionnaire (HRDEPCDCMQ) was used, and was complemented with Focus Group Discussion (FGD) technique to collect information from the respondents. Four research questions were generated. The data collected was analyzed using multiple regression analysis, Pearson Product Moment Correlation and t-test statistical methods. It was discovered that Human Resource Development promotes in the CDC members the needed skills for problem identification, planning, monitoring, implementation and evaluation of community development programmes/projects. That HRD provides the satisfaction and motivation for the CDC to handle community development projects as their own project for improved community development programmes in their communities. It is therefore recommended that the government at all levels should encourage continuous development of the power of work in both the CDC and the change agents at the locality levels for improved community development programmes delivery in Osun State and Nigeria at large. KEY WORDS: Human Resource Development, Empowerment, Community Development, Grassroot.

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Career Development Models and Human Resource Development Practice

Advances in Human Resources Management and Organizational Development - Bridging the Scholar-Practitioner Gap in Human Resources Development ◽

10.4018/978-1-4666-9998-4.ch004 ◽

2016 ◽

pp. 66-84

Author(s):

Catherine N. Kyeyune

Keyword(s):

Career Development ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Development Models ◽

Career Trajectories ◽

Employee Relationship ◽

The Impact ◽

Development Practice

Various career development models and concepts have been developed over the years to explain career trajectories of employees in the workplace. The new employer-employee relationship in the workplace has resulted in more dynamic careers; boundaryless, protean, kaleidoscope, hybrid and multiple level careers. However, the impact of these relatively new career theories on human resource development (HRD) is still unclear. In this chapter, the author discusses the role of career development in human resource development and different models of career development. In addition, various organizational activities that can support career development are presented. The author then proposes a framework that links career models to specific organizational career development activities. This provides direction to organizational efforts geared towards employee development.

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Model of Human Resource Development according to Iddhipada IV Principle of Educational Institutions under Office of Primary Educational Service Area

Psychology and Education Journal ◽

10.17762/pae.v58i1.1384 ◽

2021 ◽

Vol 58 (1) ◽

pp. 3760-3765

Author(s):

Phrakhruthammasarakosol (Samonrsak Dhammasantiko) Et al.

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Mixed Methods Research ◽

Intellectual Development ◽

Group Discussion ◽

Resource Development ◽

Service Area ◽

Educational Institutions ◽

Educational Service ◽

Important Principle

The purposes of this research were 1) to study the problem of human resource development according to Iddhipada IV principle of educational institutions under the Primary Educational Service Area Office, 2) to develop a model of human resource development according to Iddhipada IV principles of educational institutions under the Primary Educational Service Area Office, and 3) to propose a model of human resource development according to Iddhipada IV principles of educational institutions under the Primary Educational Service Area Office. Mixed methods research was used for research design. Quantitative data were collected from 103 samples, and was analyzed by using descriptive statistics. Qualitative data were collected by interview 10 key informants and focus group discussion with 10 experts, and data was analyzed by content analysis. Results showed that 1) the problem of human resource development according to Iddhipada IV principle of educational institutions under the Primary Educational Service Area Office found that the condition of human resource development must take into account the ideology and human resource development. This was an important principle of human resource development according to Iddhipada IV principle of educational institutions and analyzing data from respondents giving importance to the overall at high level. 2) A model of human resource development according to Iddhipada IV principle of educational institutions consisted of 1) human resource development through education, 2) human resource development through training, 3) human resource development by self-development, and 4) the principles that promote human resource development which were 1) satisfaction, 2) persistence, 3) attention, and 4) observation. 3) Model of human resource development according to Iddhipada IV principle of educational institutions under the Primary Education Service Area Office consisted of 1) use education as a basis for developing fit and sufficiency create love and satisfaction with work, 2) training and promoting activities to make efforts practice in performing duties, 3) being attentive to the assigned duties, and 4) being a person who adheres to reasons, physical development, mental development and intellectual development, and getting the trend of human resource development towards "Thailand 4.0".

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Pengembangan Sumber Daya Manusia yang Unggul Berbasis Pumping-HR Model

Jurnal Manajemen ◽

10.32832/jm-uika.v7i2.1110 ◽

2016 ◽

Vol 7 (2) ◽

pp. 138

Author(s):

Amir Tengku Ramly

Keyword(s):

Training Program ◽

Human Resource Development ◽

Human Resource ◽

Evaluation Model ◽

Development Program ◽

Resource Development ◽

Input Process ◽

Values And Beliefs ◽

Hr Model ◽

Successful Behavior

<pre>This study is an evaluative framework of Stufflebeam CIPP evaluation model, with evaluation components: context, input, process and product, which involve trainees in IPB human resource development program for 3 years running.</pre><pre>Human resource development training program based on the model of IPB pumping is a useful program for employment and self, which have an impact on performance. In the context of this program supports the goals of human resource development IPB. In this program input is designed according to the needs of HR IPB to (1) the strengthening of values and beliefs, (2) the strengthening of competence, and (3) encourage the successful behavior in terms of responsibility, professionalism and friendliness of the work. In the preferred process of this program and fun for participants and products (output and outcome) can benefit from this program and give a clear impact to the performance of the employee.</pre>

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Development of Technical Competency of the State Civil Apparatus at the State Civil Service and Human Resource Development Agency of Biak Numfor, Province of Papua

KOLABORASI JURNAL ADMINISTRASI PUBLIK ◽

10.26618/kjap.v6i1.3269 ◽

2020 ◽

Vol 6 (1) ◽

pp. 1-16

Author(s):

Fatmawada Sudarman

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Civil Service ◽

Group Discussion ◽

Development Program ◽

Resource Development ◽

The State ◽

Primary Data ◽

Development Agency ◽

Technical Competency

This study aims at analyzing the development of the technical competency of the State Civil Apparatus (ASN) at the State Civil Service and Human ResourceDevelopment Agency of Biak Numfor Regency, Papua Province. The research employs descriptive research with a qualitative approach. Primary data was collected through observation, interviews and Focus Group Discussion (FGD); The respondents were the State Civil Apparatus at the State Civil Service and Human Resource Development Agency of Biak Numfor Regency, Papua Province. Secondary data was obtained through documentation studies. The data were analyzed using interactive models. The results showed that the development of technical competency of the State Civil Apparatus at the State Civil Service and Human Resource Development Agency was carried out through strengthening the knowledge and skills. More specifically, the results of this study indicate that the pattern of competency development of the State Civil Apparatus is still dominated by its irrelevance between types of development and the competencies of skills and knowledge of State Civil Apparatus who delegated to join the development program so that it affects the ability and performance of the State Civil Apparatus who have not been able to answer their duties and functions in the organization.

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