scholarly journals The Effect of Product Quality, Price Perception, Place Attachments, Promotion Frequency, and Human Resource Development on Economic Performance

2021 ◽  
Vol 56 (3) ◽  
pp. 334-346
Author(s):  
Zulkarnain
Keyword(s):  
Product Quality ◽  
Human Resource Development ◽  
Human Resource ◽  
Economic Performance ◽  
Research Method ◽  
Sampling Technique ◽  
Resource Development ◽  
Total Sample ◽  
Price Perception ◽  
New Research

This article describes a new idea about the factors that affect economic performance at the Meranti Islands, Indonesia. The purpose of this study is to determine the effect of product quality, price perception, place attachments, frequency of promotions, and human resource development on economic performance in the Meranti Islands, Indonesia. The research method was the purposive sampling technique. The populations in this study are MSMEs located in five districts in the Meranti Islands. The total sample taken was 100 MSMEs.The author stated that Product Quality, Price Perception, Place Attachments, Promotion Frequency, and Human Resource Development are important positive things for the Economic Performance of MSMEs in the Meranti Islands, Indonesia. The higher the value of Product Quality, Price Perception, Place Attachments, Frequency of Promotion, and Human Resource Development, the higher the value of the economic performance of MSMEs in the Meranti Islands, Indonesia. Previously, no research has comprehensively studied the Effect of Product Quality, Price Perception, Place Attachments, Frequency of Promotion, and Human Resource Development on Economic Performance, especially in MSMEs in the Meranti Islands, Indonesia. Based on that, enabling new research results can be used on MSMEs to improve their economic performance.

Ethics, corporate social responsibility and the role of human resource development: the academic experts’ view

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Amin Alizadeh ◽  
Deepu Kurian ◽  
Shaoping Qiu ◽  
Khalil M. Dirani
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource Development ◽  
Human Resource ◽  
Sampling Technique ◽  
Resource Development ◽  
Structured Interview ◽  
Academic Programs ◽  
Content Type ◽  
Corporate Social

Purpose The purpose of this study is to get the perspectives of human resource development (HRD) scholars about connections among HRD, corporate social responsibility sand ethics. The authors also sought to discover if HRD academic programs need to have ethics-related courses for their graduate students. Design/methodology/approach In this paper, the authors reviewed the literature and interviewed ten HRD scholars who substantially contributed to the field of HRD and have influential publications related to ethics or corporate social responsibility to find out the relationship between HRD, ethics and corporate social responsibility. A semi-structured interview method was adopted to collect data and purposeful sampling technique was used for analyzing data into identified themes. Findings The results from the interviews were categorized into seven different themes. While some scholars argued that ethics-related discussion needs to be integrated within every course, most scholars stated that ethics can be a required standalone course for HRD graduate programs. Originality/value Despite ongoing consideration of the ethical nature of HRD, little research has been conducted on how ethics and corporate social responsibility are represented in the field of study and practice. To the best of the authors’ knowledge, this study is the first empirical paper in HRD that collected and analyzed experts’ perspectives in this topic.

scholarly journals OPTIMALISASI PENGEMBANGAN SDM, IKLIM KERJA, DAN BERBAGI PENGETAHUAN DAN KREATIVITAS DI PT. GAS (GEMALINDO AIR SUPPORT) BATAM

2020 ◽  
Vol 3 (1) ◽  
pp. 28-39
Author(s):  
Andar Sri Sumantri ◽  
Nur Cholis Majid
Keyword(s):  
Human Resources ◽  
Knowledge Sharing ◽  
Human Resource Development ◽  
Human Resource ◽  
Secondary Data ◽  
Sampling Technique ◽  
Resource Development ◽  
Work Climate ◽  
Primary Data ◽  
Development Work

AbstrakPenelitian ini sendiri bertujuan untuk mengetahui seberapa jauh pengaruh pengembangan SDM, iklim kerja dan berbagi pengetahuan terhadap kreativitas SDM di PT. GAS (Gemalindo Air Support) Batam. Perumusan masalah, tujuan penelitian ini dan hipotesis pada penelitian ini adalah untuk menganalisis pengaruh yang positif dan signifikan secara individual antara variabel independen yaitu pengembangan SDM, iklimkerja dan berbagi pengetahuan terhadap variabel dependen yaitu kreativitas SDM di PT. GAS (Gemalindo Air Support) Batam. Pada penelitian ini objek yang diambil adalah karyawan GAS (Gemalindo Air Support) Batam. Sumber data meliputi data primer dan data sekunder. Sampel pada penelitian ini berjumlah 100 responden yang merupakan karyawan PT. GAS (Gemalindo Air Support) Batam melalui teknik nonprobability sampling yaitu dengan tidak menggunakan metode sampling. Teknik analisis datanya adalah teknik regresi linier berganda.Kata Kunci :  Optimalisasi Pengembangan SDMAbstractThis study itself aims to find out how far the influence of human resource development, work climate and knowledge sharing on the creativity of human resources in PT. GAS (Gemalindo Air Support) Batam. The formulation of the problem, the purpose of this study and the hypothesis in this study is to analyze the positive and significant influence individually between the independent variables of human resource development, work climate and knowledge sharing on the dependent variable that is the creativity of human resources in PT. GAS (Gemalindo Air Support) Batam. In this research object is taken employee GAS (Gemalindo Air Support) Batam. Data sources include primary data and secondary data. The sample in this study amounted to 100 respondents who are employees of PT. GAS (Gemalindo Air Support) Batam through nonprobability sampling technique is not by using the method of sampling. Data analysis technique is doubled linear regression technique.Keywords : Optimization of HR Development 

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.

scholarly journals REGULATION OF THE LEGALITY OF MICRO, SMALL AND MEDIUM ENTERPRISES THROUGH THE ONLINE SINGLE SUBMISSION SYSTEM TO INCREASE COMPETITIVENESS

2020 ◽  
Vol 7 (2) ◽  
pp. 159
Author(s):  
Amin Purnawan ◽  
Siti Ummu Adillah
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Research Method ◽  
Small And Medium Enterprises ◽  
Descriptive Analysis ◽  
Resource Development ◽  
Electronic Business ◽  
Business Networks ◽  
Partnership Development ◽  
Medium Enterprises

The purpose of this paper is to review the regulation of the legality of micro, small, and medium enterprises (MSMEs) through the Online Single Submission System (OSS) to increase competitiveness, as well as to analyze barriers and solutions. The research method used an empirical juridical approach, the collected data were analyzed by descriptive analysis. The results showed that the problematic implementation of the regulation of MSME business legality registration through the OSS System was mainly due to the lack of socialization and education to MSME entrepreneurs regarding the obligation to register permits through OSS. This affects the compliance of MSMEs in processing their business permits. The solutions that need to be done include increasing the socialization of Integrated Electronic Business Licensing Services/Online Single Submission. MSME players need to be empowered through human resource development, capital support, production and productivity, business protection, partnership development, business networks and marketing as well as business legality, especially registration of business licenses through the Integrated Electronic Business Licensing Service.

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

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.

scholarly journals DOES HUMAN RESOURCES DEVELOPMENT AND ORGANIZATIONAL CULTURE STILL IMPACT ON EMPLOYEE PERFORMANCE?

2021 ◽  
Vol 6 (2) ◽  
pp. 25-39
Author(s):  
Hj. Sulastini
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Work Capacity ◽  
Survey Method ◽  
Section Design

This study aims to analyze (1) the effect of human resource development on employee performance, (2) ) The Influence of Organizational Culture on Employee Performance (3) The Influence of Human Resource Development and Organizational Culture on Employee Performance. The object of this research is PT.Sega Mas Banjarmasin. This study uses a survey method with a cross section design. The sampling technique uses saturated side (census). Respondents in this study were 40 permanent employees at PT.Sega Mas-Banjarmasin. This research resulted in the findings that by developing education and training, work capacity, knowledge skills, skills abilities, attitudinal abilities of employees organizational goals were achieved. Human Resource Developmentis a way to achieve an organizational goal effectively and efficiently through the implementation of individual duties and obligations in the organization. The findings of this study seem to enrich understanding of how to improve organizational performance through the inculcation of an effective Organizational Culture. This study found that the Organizational Culture that is built by increasing the culture of innovation, employee-oriented organizational activities and also paying attention to existing problems have implications for employee serenity and performance

scholarly journals The Effect Of Human Resources Development And Work Environment Towards Employee Performance Improvement PDAM Surya Sembada City Of Surabaya

2018 ◽  
Vol 1 (1) ◽  
pp. 11-18
Author(s):  
Witta Anggraeni ◽  
Hermien Tridayanti ◽  
Mohammed Mustafa Hussein Al-Amrani
Keyword(s):  
Work Environment ◽  
Human Resource Development ◽  
Performance Improvement ◽  
Human Resource ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Sampling Technique ◽  
Resource Development ◽  
Multiple Linear Regression Analysis ◽  
Environment Variables

This study aims to analyze the effect of Human Resource Development and Work Environment towards Employee Performance Improvement PDAM Surya Sembada City Of Surabaya (Study of the Corporate Secretary Sub-Directorate) partially and simultaneously. The authors used a saturated sampling technique or also called a census, where all members of the population are sampled, as many as 55 employees in all Sub-Directorate of Corporate Secretary PDAM Surya Sembada City Of Surabaya. Data collection techniques using questionnaires and interview. In calculating scoring, researchers used a Likert scale. Method data analysis used is multiple linear regression analysis. The results of this study show that the variable Human Resource Development (X1) and Work Environment (X2) have a significant effect on Employee Performance Improvement (Y) partially. Human Resource Development (X1) and Environment Variables Work (X2) also have a significant effect on Employee Performance Improvement (Y) simultaneously.

Relationships between Human Resource Development and Extension Agents’ Work Performance among Cocoa Growers in Malaysia

2018 ◽  
Author(s):  
Oluwatoyin Olagunju ◽  
Salim Hassan ◽  
Mohd Yussof Abd Samad ◽  
Turiman Suandi ◽  
Ramle Kasin
Keyword(s):  
Regression Analysis ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Extension Agents ◽  
Agricultural Extension Service ◽  
Correlation And Regression Analysis ◽  
The Relationship

This study determines the relationship between human resource development and extension agents’ work performance among cocoa growers in Malaysia. The study used stratified sampling technique to select 668 productive cocoa growers who are exposed to extension activities facilitated by the extension agents’ of Malaysian Cocoa Board (MCB) in the three (3) regions of Malaysia. The data were analyzed using descriptive statistics, correlation and regression analysis. Significant and positive correlation (p<0.01) existed between each variables and work performance. Regression analysis results showed that human resource development skills are significant (p<0.05). The Adj.R2 value of 0.562 implies that three predictors explain about 56.2% of the variation in extension agents’ work performance. The highest contribution is attributed by decision making support skill (β=0.321). It is therefore recommended that Malaysian Cocoa Board and other agricultural extension service agencies should focus more attention on delivering consistent human resource development initiatives relevant to the need of extension agents and focused on addressing identified skills and knowledge gaps among farmers and the extension agents who work with them for a continuous performance improvement in their work

scholarly journals PARTISIPASI MASYARAKAT TERHADAP PEMBANGUNAN SUMBER DAYA MANUSIA DI DESA ONGKO KECAMATAN MAIWA KABUPATEN ENREKANG

2020 ◽  
Vol 8 (1) ◽  
pp. 64-70
Author(s):  
Herman Dema ◽  
Andi Astinah ◽  
Yusmaeni Yusmaeni
Keyword(s):  
Human Resources ◽  
Community Participation ◽  
Human Resource Development ◽  
Human Resource ◽  
Sampling Technique ◽  
Resource Development ◽  
Simple Random Sampling ◽  
Analysis Techniques ◽  
Quantitative Data Analysis ◽  
Simple Regression Analysis

Abstract The Effect of Community Participation on Human Resource Development in Ongko Village, Maiwa District, Enrekang Regency. Muhammadiyah Sidenreng Rappang University. The aim of this study; 1) to find out community participation in Ongko Village,2) to know the development of Human Resources in Ongko Village, 3) to determine the effect of community participation on Human Resource Development in Ongko Village,  The research location was Ongko Village, The study was conducted for two months, starting March-May 2019. The population in this study was 267 families. The sampling technique uses simple random sampling technique and uses the Slovin formula so that the sample in this study amounted to 73 households. Data collection techniques using observation, questionnaires, interviews and literature studies. Quantitative data analysis techniques used are frequency tabulation analysis and simple regression analysis. The results showed that; 1) results of community participation of 70% included in the category of "good", 2) results of the development of Human Resources amounting to 76.8% which included the category of "good", 3) the effect of community participation on the development of Human Resources in Ongko Vilage  is significant where the value of t arithmetic = 6,750> t table = 2,646 with a significance value of 0,000 <0.05. It can be said that the better the community participation, the more the development of Human Resources in Ongko Village, so that Ho is rejected H1 accepted.

scholarly journals PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

2012 ◽  
Vol 16 (4) ◽  
pp. 391
Author(s):  
Agung Widhi Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Equation Modeling ◽  
Significance Level ◽  
Job Motivation

This study aims to explain the effect of leadership and human resource development on job satisfaction, job motivation and employees performance. Analysis by using Structural Equation Modeling (SEM) with alpha 5% to test the significance of research variable. The data were taken from all Bank Sulselbar employees using cluster random sampling technique. The total respondents were 184 respondents. Questionnaire (main instrument), interview, observation, and documentary were used in collecting the data. Results of analysis (at significance level of 5%) showed that: 1) leadership has a significant effect on job satisfaction, 2) human resource development has a significant effect on job satisfaction, 3) leadership has a significant effect on job motivation, 4) human resource development has a significant effect on job motivation, 5) leadership has a significant effect on employee performance, 6) human resource development has a significant influence employee performance, 7) job satisfaction has a significant effect on job motivation, 8) job satisfaction has a significant effect on employee performance, and 9) job motivation does not significantly affect on employee performance.

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