Adoption of Human Resource Development Management Model for Group Planning

This study aims to determine the effectiveness of human resource development management to increase quality at SD Negeri 90 Ogan Komering Hulu (OKU). This research is a qualitative research with qualitative descriptive approach. The data obtained were collected through observation, interview and documentation techniques. The results showed that the human resource development steps carried out at SD Negeri 90 OKU were carried out in 7 steps, namely compiling programs, determining needs, determining targets, determining programs, identifying learning principles, program implementation and evaluation of program implementation. Human resource management at SD Negeri 90 OKU, both in terms of quality improvement, implementation, supporting factors and the quality of education have been running optimally.

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Strategic programs of socio-economic development as the main element of effective formation of human potential

Socio-Economic Research Bulletin ◽

10.33987/vsed.3-4(74-75).2020.33-43 ◽

2020 ◽

pp. 33-43

Author(s):

Valeriy Nikiforenko

Keyword(s):

Economic Development ◽

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Human Potential ◽

Development Programs ◽

Social Production ◽

Development Management ◽

Socio Economic Development

The author’s interpretation of the development of human potential as a driving force of personal and social progress, which is a dynamic process of changes in the quantitative and qualitative characteristics of human resources, is proposed in the article. The purpose of this study is to determine a clearer relationship between the formation and development of human potential and socio-economic development with highlighting of methodological approaches to the formation of appropriate development programs. To achieve this goal, the author investigated the relationship between the concepts of «socio-economic development», «human potential» and «formation and development of human potential». The provisions on the meaningful interpretation of human resources and human potential as human abilities and capabilities, which become the basis for creating appropriate conditions in social production for dynamic human development, have been clarified. It is substantiated that in the methodological aspect, when forming programs of socio-economic development, it is advisable to distinguish between social development as a main goal of these programs, and economic development as a means of achieving this goal with the simultaneous mutual influence of these components. It is proposed to consider the systemic transformation of human resource development management as a main component of the prerequisites formation for human potential accumulation and social production development. The main components of the updated human resource development management system, namely the goals, principles and levels of development, the functions of managerial influence, have been determined. It has been substantiated that the main goal of socio-economic development programs should be the continuous development of a person as a carrier of human potential; and the use of innovation, complexity, knowledge orientation – as a principles of their construction on the basis of organizational, systemic and humanistic approaches.

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Transcribe and Tally: jugaad in action

Emerald Emerging Markets Case Studies ◽

10.1108/eemcs-06-2013-0074 ◽

2013 ◽

Vol 3 (3) ◽

pp. 1-8

Author(s):

Ashish Malik

Keyword(s):

Change Management ◽

Learning Outcomes ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Content Type ◽

Development Management ◽

Organisational Capabilities ◽

Indigenous Innovation

Title – Transcribe and Tally: jugaad in action. Subject area – Human resource development/management and change management, leadership, entrepreneurial development and indigenous innovation. Study level/applicability – The case is suitable for final year undergraduate human resource development/management, change management, indigenous innovation, or specialist HRM Master's program (strategic HRM/HRD) students. Case overview – The case study highlights the challenges of managing change and growth in India's dynamic business process outsourcing sector. The choice of a small organisation brings to the fore the impact of the strategic decisions owners of capital place on managers as they address issues of sustained growth to support short-term expectations of shareholders. The case highlights India's indigenous approach to frugal innovation or jugaad (finding a creative and improvised work around); how a group of managers consistently reinvented the business model and human resource management practices to stay afloat and meet shareholder expectations. Expected learning outcomes – Depending on the teaching programme and the emphasis of this case in the class, one or more of the following learning outcomes (LO) can be achieved from this case study. These LO have been developed using Bloom's taxonomy and they progressively move from simple to complex LO. Following the case analysis, students should be able to: discuss the key challenges faced by Transcribe and Tally (T&T); identify and analyse the various influences of internal and external factors on training provision; understand the importance of an external network of service provision and identify the key training and organisational capabilities; analyse the dynamic interactions between the various factors and training provision; analyse the relationship between T&T's competitive strategy and its strategic choices (make versus buy) towards investing in training; evaluate the role of training in developing organisational capabilities; and strategize a way forward for Roy Thakur. Supplementary materials – Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes.

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Introduction[: Human Resource Development/Management in Lean Production]

International Journal of Human Resources Development and Management ◽

10.1504/ijhrdm.2010.029676 ◽

2010 ◽

Vol 10 (1) ◽

pp. 1 ◽

Cited By ~ 5

Author(s):

David A. Preece ◽

Robert Jones

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Lean Production ◽

Resource Development ◽

Development Management

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MANAGEMENT OF HUMAN RESOURCE DEVELOPMENT ON EDUCATION QUALITY EFFORTS IN PESANTREN AL-MUSLIMUN SUMBERAGUNG PLAOSAN MAGETAN

Studia Religia : Jurnal Pemikiran dan Pendidikan Islam ◽

10.30651/sr.v1i1.1085 ◽

2018 ◽

Vol 1 (1) ◽

Author(s):

Rahman Yurisya

Keyword(s):

Human Resource Development ◽

Human Resource ◽

Educational Institution ◽

Resource Development ◽

Education Quality ◽

Quality Of Education ◽

Process Data ◽

Positive Role ◽

Development Management

Improvements to the quality of existing human resources in schools should receive more attention than the development of facilities and infrastructure. Because as written in Law No. 14 year 2005, that HRD is the most strategic factor in national education development and most decisive for the success of an educational institution. This research was conducted to find out how the implementation of human resource development management in an effort to improve the quality of education in Pesantren Al-Muslimun Sumberagung Plaosan Magetan, knowing how the role of human resource development management in improving the quality of education in Pesantren Al-Muslimun Sumberagung Plaosan Magetan, and knowing what factors which become supporters and obstacles in the implementation of human resource development management in Pesantren Al-Muslimun Sumberagung Plaosan Magetan. This research is field research with qualitative approach. The data are generated from interviews, observations, and documentation. While the steps of data analysis in this research with the process, data collection, data reduction, display data, take conclusions and verification. From the results of the research it is known that managerial and operational, the function of human resource management has been done in Pesantren al-Muslimun Sumberagung Plaosan Magetan and proved to play a very positive role. This can be seen in the process, implementation, and procedures in the stages of planning, management, employment, compensation, development and training, evaluation and dismissal. Although there are some light evaluation notes as well as a few inhibiting factors that should be solved and become the concern to be improved in the future. Keywords: Management, Resource Development, Education Quality, Improvement Efforts

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Human Resource Development Management (Study at Adonara Timur Senior High School, Distict of Flores Timur, Nusa Tenggara Timur - Indonesia)

International Journal of Scientific Research and Management ◽

10.18535/ijsrm/v6i6.el01 ◽

2018 ◽

Vol 6 (06) ◽

Author(s):

Rafael S.B Bin Ola ◽

Jeffri.S. J.Lengkong ◽

Joseph Ph. Kambey

Keyword(s):

High School ◽

School Leadership ◽

Human Resource Development ◽

Human Resource ◽

Development Program ◽

Resource Development ◽

Senior High School ◽

Final Conclusion ◽

Study Program ◽

Development Management

The purpose of this study is to find out how the planning, implementation and results of the implementation of human resource development management in senior high school (SMA Negeri I) Adonara Timur, distric of Flores Timur. This study used qualitative research methods. The collection technique is done by observation or observation, interview, and documentation study. The process of data analysis is carried out before data is obtained and during data collection is done (data reduction). The inherent oddities are re-verified in the presentation of the data and then the final conclusion is found to be fundamental. The conclusion of the research is the implementation of human resource development management in SMA Negeri I Adonara Timur implemented by passing the stages in management, namely: planning, organizing, implementation, and supervision. Planning is implemented by the school leadership by making regular observations to all of his subordinates. Thus, from these observations the leadership can determine what needs are needed and what development programs are needed in an effort to improve the quality of education in SMA Negeri I Adonara Timur. Implementation of human resource development program in SMA Negeri I Adonara Timur has been going on and on continuously. Implementation of human resource development in SMA Negeri I Adonara Timur is through training and education, concretely implemented in the form of activities such as curriculum socialization, upgrading, workshops, training, panel discussions, scientific discussions, and the existence of the plan of study program continued for certain teachers. Implementation of these programs on a regular basis and is mandatory and received direct supervision from the leadership. 3) Implementation of human resource development in SMA Negeri I Adoara Timur produce results in accordance with the targeted. The results are measured by the high percentage of graduation as well as the high percentage in the selection of admissions at state universities at provincial and national levels.

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Training and development at BPOLAND

Emerald Emerging Markets Case Studies ◽

10.1108/20450621211292364 ◽

2012 ◽

Vol 2 (8) ◽

pp. 1-13 ◽

Cited By ~ 2

Author(s):

Malik Ashish ◽

Fitzgerald Martin

Keyword(s):

Learning Outcomes ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Subject Area ◽

Content Type ◽

Development Management ◽

Organisational Capabilities ◽

And Training

Subject area Human resource development/management and change management. Study level/applicability The case is suitable for final year undergraduate human resource development/management or specialist HRM Master's programs (strategic HRM/HRD). Case overview The case study highlights the challenges of managing change and growth in India's dynamic business process outsourcing sector. The choice of a large and complex organisation brings to the fore the complexity of decision making and how various factors shape the development of critical organisational capabilities and training provision. Expected learning outcomes Depending on the level of the class and the emphasis, one or more of the following learning outcomes can be achieved from this case study. Following thecase analysis, students should be able to: discuss the key challenges faced by BPOLAND; identify and analyse the various influences of internal and external factors on training provision; understand the importance of forging partnerships with key functional groups for shaping training and organisational capabilities; analyse the dynamic interactions between the various factors and training provision; analyse the relationship between BPOLAND's competitive strategy and its training choices (make versus buy); evaluate the role of training in developing organisational capabilities; and strategise a way forward for the person responsible for learning and development. Supplementary materials Teaching notes are available; please contact your librarian for access.

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