Essential Professional and Expert Human Resources Needs

2022 ◽  
pp. 86-103
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Smart Cities ◽  
Resource Planning ◽  
Digital Transformation ◽  
Clear Distinction ◽  
Human Resources Development ◽  
Technology Skills ◽  
Clear Definition ◽  
And Performance

Qualified human resources are a critical and essential factor in planning a smart city, implementing it, and in providing capabilities for forward thinking and enhancing the ongoing operation and performance. This chapter examines the human resources development needed for smart cities transformation, management, and organizational need for projects and practices required. A clear distinction is introduced between the institutional role, operations role, and development roles. With emphasis on technology skills and the needed technical know-how, an overview of soft skills and most demanded tasks for smart cities are presented. With clear definition and modeling human resource management for smart cities, this chapter provides a pragmatic approach to human resource planning and management for the digital transformation of smart cities.

scholarly journals Manajemen Pengembangan Dosen sebagai Upaya Meningkatkan Mutu Sekolah Tinggi Pariwisata Ampta Yogyakarta

Media Wisata ◽  
2021 ◽  
Vol 12 (2) ◽  
Author(s):  
Siti Rokhmi Lestari
Keyword(s):  
Quality Assurance ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Human Resources Development ◽  
Human Resource Planning ◽  
External Stakeholders ◽  
The Right ◽  
Resources Development

The aim of this study is to describe the planning and development of lecturers human resources in AMPTA Tourism School as well as to know the professionalism of lecturers and quality assurance in the AMPTA Tourism School of Yogyakarta. From this study, it can be concluded that, in general, the human resource planning and development of lecturers, as well as quality assurance in AMPTA Tourism School, have not been fully implemented in accordance with the existing regulations and legislation.However, AMPTA Tourism School is on the right track in terms of lecturers professionalism development and networking establishment with external stakeholders. Implementation of human resources development is carried out through formal and informal ways.

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Do cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era?

Kybernetes ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaojun Yao ◽  
Masoumeh Azma
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Resource Planning ◽  
Equation Modeling ◽  
Planning Systems ◽  
Privacy And Security ◽  
Content Type ◽  
Enterprise Resource Planning Systems ◽  
The Impact

PurposeThis study aims to investigate the impact of skills and knowledge of employees, economic situations of the company, current IT infrastructure, payment fashion, cloud availability, and cloud privacy and security on the productivity of the human resources in the COVID-19 era.Design/methodology/approachOver the past few years, the advent of cloud-assisted technologies has dramatically advanced the Information Technology (IT)-based industries by providing everything as a service. Cloud computing is recognized as a growing technology among companies around the world. One of the most critical cloud applications is deploying systems and organizational resources, especially systems whose deployment costs are high. Manpower is one of the basic and vital resources of the organization, and organizations need an efficient workforce to achieve their goals. But, in the COVID-19 era, human resources' productivity can be reduced due to stress, high labor force, reduced organizational performance and profits, unfavorable organizational conditions, inability to manage and lack of training. Therefore, this study tries to investigate the productivity of human resources in the COVID-19 era. Data were collected from the medium-sized companies through a questionnaire. Distributed questionnaires were conducted on the Likert scale. The model is assessed using the structural equation modeling technique to examine its reliability and validity. The study is a library method and literature review. A case study was conducted through a questionnaire and statistical analysis by SPSS 25 and SMART-PLS.FindingsBased on the findings, the skills and knowledge of employees, the economic situations of the company, payment fashion, cloud availability and the current IT infrastructures of the company have a positive impact on human resource efficiency in the COVID-19 era. But cloud privacy and security have a negative effect on the productivity of human resources. The findings can be the basis for companies and organizations in the COVID-19 era.Research limitations/implicationsThis study has some restrictions that need to be considered in evaluating the obtained results. First, due to the prevalence of Coronavirus, access to information from the companies under study was limited. Second, this research may have overlooked other variables that affect human resource productivity in the COVID-19 era. Prospective researchers can examine the impact of Customer Relationship Management (CRM) and Supply Chain Management (SCM) on the human resource's productivity in the COVID-19 era.Practical implicationsThe results of this research are applicable for all companies, their departments and human resources in the COVID-19 era.Originality/valueIn this paper, human resources' productivity in the COVID-19 era is pointed out. The presented new model provides a complete framework for investigating cloud-based enterprise resource planning systems affect the productivity of human resources in the COVID-19 era.

Human Resource Planning as a Strategic Function

2017 ◽  
Vol 8 (3) ◽  
pp. 120-131 ◽  
Author(s):  
Jatinder Kumar Jha ◽  
Manjari Singh
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Line Managers ◽  
Human Resource Planning ◽  
Competitive Edge ◽  
Hr Managers ◽  
Forecasting Techniques

This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

scholarly journals Analisa dan Perancangan Sistem Informasi Human Resources Development Pada PT. Semacom Integrated dengan Menggunakan Metode Waterfall

2019 ◽  
Vol 2 (1) ◽  
pp. 19-38
Author(s):  
Chairul Anwar
Keyword(s):  
Human Resources ◽  
System Design ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Human Resources Development ◽  
Analysis System ◽  
System Operating ◽  
Resources Development

PT. Semacom Integrated merupakan perusahaan yang bergerak dalam bidang panel listrik. Perusahaan ini perlu mengelola data pegawai tetapi belum mempunyai sistem informasi khusus untuk mengelola data pegawai tersebut agar memudahkan dalam pengelolaan data, pengontrolan serta meningkatkan pekerjaan Human Resource Development, Pimpinan dan Pegawai. Teknologi pemrograman dan database sebagai media penyimpanan diyakini sampai saat ini masih sangat berguna dalam membantu menklasifikasikan data informasi. Pengembangan sistem yang digunakan dalam penelitian ini adalah waterfall. Metode ini terdiri dari requirement gathering, analysis, system design, implementation, testing, dan maintenance. Adapun tools yang digunakan dalam penelitian ini adalah System Operating 10 Pro 64 Bit, Notepad++. Sedangkan, database yang digunakan sebagai penyimpanan data adalah Xampp. Hasil dari penelitian ini berupa sistem informasi kepegawaian. Sistem ini meliputi daftar pegawai, daftar SK kerja, daftar prestasi, daftar hukuman, surat kontrak, surat keterangan, surat perintah dan surat peringatan, dan lain-lain. Sistem ini dirancang untuk memudahkan Human Resource Development dalam pencarian dan pengelolaan data kepegawaian pada PT. Semacom Integrated.

scholarly journals THE EFFECT OF GROUP COHESIVENESS AND JOB SATISFACTION ON PRODUCTIVITY IN EMPLOYEES OF HUMAN RESOURCES DEVELOPMENT IN THE MINISTRY OF HOME AFFAIRS

2020 ◽  
Vol 6 (8) ◽  
pp. 57-62
Author(s):  
Iman Iskandar
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Direct Effect ◽  
Resource Development ◽  
Survey Method ◽  
Human Resources Development ◽  
Group Cohesiveness ◽  
Development Agency

The purpose of this study was to determine the effect of group investigation by sigil and The objective of the research is to obtain information about the effect of group cohesiveness and job satisfaction on productivity of the employee on Human Resource Development Agency of Ministry of Home Affairs. The research was conducted to all of employees on on Human Resource Development Agency of Ministry of Home Affairs by using a survey method with path analysis applied in testing hypothesis. The number 133 employees as sample was selected by using Slovin formula. The research conclude: (1) there is direct effect of group cohesiveness on productivity. (2) there is direct effect of job satisfaction on productivity. (3) there is direct effect of group cohesiveness on job satisfaction. Therefore, to enhance employees’ productivity can be carried out by group cohesiveness, and job satisfaction.

scholarly journals Education human resources planning in developing excellent Madrasah in Madrasah Aliyah (MA) Darul Hikmah Tulungagung Indonesia

2021 ◽  
Vol 21 ◽  
pp. 266-274
Author(s):  
Ma'rifatul Hidayah ◽  
Mujamil Qomar ◽  
Sulistyorini Sulistyorini ◽  
Agus Eko Sujianto ◽  
Imam Turmudzi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Social Life ◽  
Formal Education ◽  
Participant Observation ◽  
Educational Institution ◽  
Resource Planning ◽  
Analysis Model ◽  
Human Resource Planning ◽  
Using Data

This research is motivated by quality human resource planning that can be created through Madrasah educational institutions as formal education providers.  Madrasah gains the public's trust in preparing and delivering the nation's generation of children to be able to compete in global competitions whose impact is increasingly being felt in social life.  Educational human resource planning is the most important element in every educational institution, the success of the institution in achieving its goals and various targets as well as its ability to face various challenges, both internal and external, is largely determined by the ability to manage human resources as precisely as possible.  This proves that Madrasahs need human resource management in the field of education, with their managerial and operational functions, and supported by competent educators and education staff, so Madrasahh will have the power to grow, be productive, and competitive. The approach in this research is qualitative. Data collection techniques using in-depth interviews, participant observation, and documentation. Data analysis techniques using data condensation, data presentation, and drawing conclusions or verification. Checking the validity of the data by using triangulation methods, data sources, and theories. The findings of this study indicate that education human resource planning in developing superior Madrasah has carried out internal and external analysis with a needs analysis model, recruitment system, and selection system based on Khidmah.

Application of Statistics in HR Research

2017 ◽  
pp. 74-107
Author(s):  
Dipak Kumar Bhattacharyya
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Resource Planning ◽  
Statistical Tools ◽  
Specific Research ◽  
Critical Areas ◽  
And Performance

Application of statistics in HR research has been briefly explained in our introductory chapter. It is now acknowledged, with statistics, we can ensure our HR research is more effective. Such research results can also help to take critical HR decisions at organization level. In this chapter, we have discussed on application of statistics in HR research in two critical areas, i.e., human resource planning (HRP) and performance management. Both in HRP and performance management, we can make extensive use of various mathematical, econometric, and statistical tools. Also, we have many established models. However, here our focus is restricted to only some of the simple statistical tools that can help in research in this two-critical human resource management areas. As the purpose of this chapter is to explain use of statistics in two major areas of HR research, it will cover only some selected areas of application. At the outset focus is on the specific research nitty-gritty, as these may help prospective researchers to get their basics clear, before they proceed for research in HRP and performance management areas.

scholarly journals Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

2018 ◽  
Vol 10 (12) ◽  
pp. 4356 ◽  
Author(s):  
Živilė Stankevičiūtė ◽  
Asta Savanevičienė
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Well Being ◽  
Structured Interviews ◽  
Hrm Practices ◽  
Human Aspects ◽  
Real People ◽  
And Performance ◽  
Hr Managers ◽  
Core Characteristics

Arguing for the necessity to re-think human resource management (HRM), as human resources are becoming scarce, HRM practices themselves can be even harmful for employees, and the mainstream HRM is more interested not in the employee well-being, but in the search for the link between HRM and performance, the paper introduces sustainable HRM as an alternative approach to people management. Sustainable HRM is seen as a design option, which allows one to maintain, renew and restore human resources. Although previous works have broadened the understanding of the meaning given to sustainable HRM and its core characteristics, research into how sustainable HRM translates into practice is still lacking. Thus, the purpose of the paper is to reveal the practices through which 11 characteristics of sustainable HRM are expressed in real people management in organizations. In doing this, qualitative data were collected from Lithuanian organizations using semi-structured interviews with 19 human resource (HR) managers. The research indicated a variety of applied practices, which differ by maturity. Care of employees, profitability, external partnership, fairness and equality, and employee development were revealed as the characteristics of sustainable HRM most explicitly expressed through HRM practices. Nonetheless, the organizations need more heterogeneous HRM activities, which simultaneously consider the economy, environment, society, and human aspects.

Teaching Human Resources Management Using SAP

2011 ◽  
pp. 129-137
Author(s):  
Satish P. Deshpande ◽  
Andrew Targowski
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Employee Performance ◽  
Human Resources Management ◽  
Resource Planning ◽  
Resource Information ◽  
Strategic Role ◽  
College Of Business ◽  
Business Curricula

Information technology has become a critical component for human resource (HR) profes-sionals. Human resource information systems (HRIS) have helped many HR departments automate routine processes, eliminate unnecessary work, and play a strategic role in driv-ing employee performance. Many IT ?rms are now forming alliances with universities to popularize their products. This chapter ?rst investigates the utility and the choice of vari-ous HRIS options available to an organization. Next, it evaluates the utility of universities forming alliances with enterprise resource planning (ERP) ?rms to enrich their business curricula. Finally, the experiences of a college of business at a large university in Midwestern United States with the implementation of IT in the Human resource management (HRM) curriculum are examined.

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