scholarly journals What Is In Your Workplace Toolbox? Recognizing And Developing Spiritual Intelligence Through Problem Solving

2021 ◽  
Vol 2 (3) ◽  
pp. 1-13
Author(s):  
Janelle Hall
Keyword(s):  
Organizational Commitment ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Academic Staff ◽  
Research Question ◽  
Spiritual Intelligence ◽  
People Of Color ◽  
Educational Institutions ◽  
Multiple Intelligence Theory

Performance management frameworks in public educational institutions have not dealt with some of the challenges in creating an environment that reflects organizational commitment, sustainability, productivity, and retention among academic staff. The purpose of this article was to explore the experiences of people of color regarding the challenges they face involving the use of spiritual intelligence in the workplace. Gardner’s multiple intelligence theory served as the foundation for this article. The key research question focused on the perceptions of people of color working in nonprofit educational institutions regarding the role that spiritual intelligence played in their workplaces and career successes. Targeted research included face-to-face interviews with 10 participants older than 18 years old. Two findings revealed spiritual intelligence was viewed as an indirect tool used for career success and there are opportunities for human resources to promote spiritual intelligence to create a sustainable work environment to increase performance. I concluded that the results are useful for human resource management to implement programs for their employees to understand and apply their spiritual intelligence in the workplace environment. Keywords: People of Color, Organizational Culture, Spiritual Intelligence, Organizational Commitment, Human Resource Development

Human Resources Development Practices and Employees' Job Satisfaction

2019 ◽  
pp. 1639-1651
Author(s):  
Choi Sang Long ◽  
Sia Shi Xuan
Keyword(s):  
Job Satisfaction ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Relevant Literature ◽  
Resource Development ◽  
Special Focus ◽  
Job Satisfactions ◽  
Organizational Study ◽  
The Relationship

This chapter introduces the relationship between human resource development (HRD) practices and employees' job satisfaction. Employees' job satisfactions have gained tremendous attentions from scholars in organizational study and special focus are given into searching the answer to understand why some people are more satisfied with their jobs than others. In this chapter, the definition and importance of job satisfaction is first discussed followed by exploring HRD theories and models through relevant literature review. Lastly, the relationship between job satisfaction and the four elements of human resource development: i) Training and development; ii) Organization development; iii) Career development; and iv) Performance management are discussed and developing of a conceptual framework.

scholarly journals PENGARUH MODEL KEPEMIMPINAN DAN MANAJEMEN TERHADAP KINERJA PERPUSTAKAAN PERGURUAN TINGGI NEGERI DAERAH ISTIMEWA YOGYAKARTA

2015 ◽  
Vol 1 (2) ◽  
Author(s):  
Lasa HS ◽  
Yeremias T. Keban ◽  
Ratminto Ratminto
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Academic Staff ◽  
Resource Development ◽  
Teaching Staff ◽  
Managerial Style ◽  
Library Management ◽  
Limited Knowledge ◽  
Staff Performance ◽  
Library Leadership

The leadership and managerial style of librarians are influential to staff performance, job satisfication, understanding of vision and mission of the library and human resource development. The leadership and managerial style of teaching staff are influential to job satisfication, overall libraty planning, and the understanding of vision aand mission of the library. Double position (chief of university library and academic staff) causes inefficiency an ineffectiveness due to limited knowledge on librarianship and management. Keywords : Library Management; Library Leadership

scholarly journals The Development Model of Human Resources at Islamic Universities in Aceh

2021 ◽  
Vol 9 (1) ◽  
pp. 103
Author(s):  
Danial Danial ◽  
Nur Sari Dewi ◽  
Kafrawi Kafrawi
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Individual Development ◽  
Development Model ◽  
Flexible Work ◽  
Work Arrangements ◽  
And Performance

This study aimed to explain the development of the Human Resources model at IAIN Lhokseumawe in particular and Islamic Universities in general. The results showed that Human Resource Development at IAIN Lhokseumawe had focused on factors of trust, emotional ties, power relations, and career cycles. However, it had no discipline, did not have a platform that was designed and integrated, did not utilize the spirit of religion and culture as strong energy for the development of human resources. Therefore, IAIN Lhokseumawe is in a need of a comprehensive and futuristic human resource development model. This model was built based on HRD factors, HRD aspects, HRD methods, and HRD strategies/steps. HRD factors were emphasized on the platform designed, the work balance between employees, discipline, and the utilization of the potential of cultural plurality and Islamic spirit as an intrinsic power of human resource development. The development was carried out in an integrated and parallel way between individual development, career, organization, and performance management through flexible work arrangements, knowledge sharing, and the adoption of innovative technologies in a sustainable and strong leadership system.

scholarly journals Relationship Between Leadership, Resilience, and Competence Amongst Police Officers in Klang Valley, Malaysia

2021 ◽  
Vol 17 (11) ◽  
pp. 39
Author(s):  
Fazura Razali ◽  
Ahmad Aizuddin Md Rami ◽  
Nur Shuhamin Nazuri ◽  
Siti Shazwani Ahmad Suhaimi
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Police Officers ◽  
Work Experience ◽  
Resource Development ◽  
Leadership Quality ◽  
Performance Development ◽  
The Relationship

Excellent human resource development prioritizes organizational performance development elements. Organizational performance in Malaysia’s public sector is a concept that still needs to be explored. To date, improvements to leadership quality in order to enhance employee competence is one of the areas of study that has become the focus of researchers in the field of human resource development. In fact, leadership quality is also influenced by a person’s self-resilience to changes – one such example is police officers’ competence in order to perform their duties well. This study aims to assess the relationship between self-resilience and the leadership qualities of police officers. The study involved the Royal Malaysia Police of the state of Selangor. The study which used a simple randomized quantitative method involved 105 respondents comprised of police officers and other members of the force. Findings of the study indicate highest positive relationships between leadership and competency, resilience and competency, and resilience and leadership, with r values between 0.791 to 0.864. However, the relationship between leadership quality based on education level and length of service (work experience) was not significant. This study shows that there are several elements in human resource development and performance management that can be improved by emphasizing on the leadership aspect in order to improve the competencies of police officers in Malaysia.

scholarly journals Pengembangan Sumber Daya Manusia Jabatan Fungsional Analis Kepegawaian di Badan Penelitian dan Pengembangan

2019 ◽  
Vol 7 (1) ◽  
Author(s):  
Nunuk Arie Suryana ◽  
Zulfa Auliyati Agustina
Keyword(s):  
Performance Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Resource Planning ◽  
Individual Development ◽  
Agents Of Change ◽  
High Level ◽  
Functional Position ◽  
Health Research And Development

Human resource planning is done to anticipate the demands or needs of the organization's workforce in the future, so that a person's performance in the organization is one of the factors that determine the success of an organization. Human resources that lack attention will lead to unrest, a decrease in enthusiasm and enthusiasm for work, a decline in loyalty and achievement in question. With the decline in enthusiasm and enthusiasm for work, it will result in a high level of absenteeism that can harm the organization. The functional position of the staff analyst is the spearhead of PNS management so that it must understand staffing management starting from recruitment, placement and promotion to dismissal, besides expecting Diklat participants to become agents of change towards the negative image of civil servants and also having to carry out the function of socializing regulatory staff in their work environment . The approach in this study is qualitative. A qualitative approach is used because the main purpose of this study seeks to provide an overview in the implementation of Human Resource Development in the Job Analyst Functional Position in the Health Research and Development Agency. In this study using three components that influence the success of human resource development functional positions of staff analysts, namely individual development, career development, performance management.

scholarly journals Pengembangan Manajemen Sumber Daya Manusia Berbasis Total Quality Manajemen di Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta

2019 ◽  
Vol 1 (2) ◽  
pp. 109-134
Author(s):  
Radit Hijrawan
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Total Quality Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Quality Management System ◽  
Research Process ◽  
Dominant Factor ◽  
Educational Institutions ◽  
Total Quality

Human resources (HR) become the dominant factor in an institution, including the education sector. Education requires quality human resources, to carry out its role in meeting the educational needs of the community. Also related to Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta is one of the pesantren-based educational institutions which is expected to have a Total Quality Management system in the management of education. This shows educational institutions contribute to customer satisfaction, both internal and external customers. In this paper discusses the basic concepts of human resource management based on Total Quality Management in Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta, which talks about the procedures for implementing human resource development, so that it gets results from the processes that have been carried out in the development of human resources in Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta. Data collection while in the field is done by observation, interviews, and documentation, which can then be classified as qualitative research. Based on the research process, it can provide input and evaluation to make improvements in the development of Madrasah Aliyah Nurul Ummah Kotagede Yogyakarta for the future that is better than ever before.

scholarly journals Human Resource Development and Employee Engagement in Nepalese Commercial Banks

2019 ◽  
Vol 4 (2) ◽  
pp. 21-34
Author(s):  
Kishor Hakuduwal
Keyword(s):  
Career Development ◽  
Performance Management ◽  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Commercial Banks ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
The Impact

The objective of the present study is to analyse the impact of human resource development on employee engagement in Nepalese commercial banks by taking three human resource development components of training and development, career development and performance management as independent variables, and employee engagement as a dependent variable. Using the random sampling, 384 employees were selected, and a questionnaire survey was carried out to collect data. Using F-test and t-test, the study found that the training and development, career development and performance management have significant impact on employee engagement in Nepalese commercial banks. The study also revealed that male employees have more emphasis on performance management but female employees have more emphasis on training and development. Likewise, the employees up to the officer level have also more emphasis on performance management but the employees below officer level have more emphasis on training and development.

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