scholarly journals Tourism Human Resources Develoment in Phu Quoc, Vietnam

2018 ◽  
Vol 8 (4) ◽  
pp. 63
Author(s):  
Phan Quan Viet

The research was conducted to develop solutions for tourism human resource development in Phu Quoc. The study analyzes the needs of human resource development in tourism in Vietnam and highlights the experiences of human resource development in tourism in some provinces and cities in Vietnam and other countries in the world. From there, the study proposed four solutions to develop human resources for tourism in Phu Quoc including: using human resources, training human resources, attracting talents and experience in state management.

2021 ◽  
Vol 7 (1) ◽  
Author(s):  
Pham Van Long

The article focuses on analyzing some solutions to promote the development of tourism human resources of enterprises in Hai Phong city. Those are solutions on strengthening the state management for tourism human resource development for enterprises; improving the effectiveness of training, fostering human resource, and building a specific mechanism to attract tourism human resources for enterprises. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0995/a.php" alt="Hit counter" /></p>


1993 ◽  
Vol 2 (2) ◽  
pp. 34-37
Author(s):  
Cheong Heng Yuen ◽  
Ong Pheng Yen

This paper discusses the imperatives and issues in implementing the pastoral care and career guidance project which began in 1988 in Singapore schools from a Ministry of Education perspective. In the context of this discussion, it also highlights the various issues that affect the development of career guidance in Singapore schools. The career guidance initiative aims to meet the growing need for career guidance for pupils in schools, and the desire to enhance productivity by maximising limited human resources, through a better understanding of self, opportunities available, the world of work and lifelong learning. The school is the best place to begin this important process of human resource development by providing appropriate career guidance to pupils.


2020 ◽  
Vol 3 (1) ◽  
pp. 28-39
Author(s):  
Andar Sri Sumantri ◽  
Nur Cholis Majid

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 


Author(s):  
Badrya Abdullah Al-Skran

The study aimed to identify the effectiveness of talent management strategies in human resource development at the University of Taibah, And to develop the necessary scientific solutions and recommendations, which can contribute to enhancing the effectiveness of talent management strategies in human resource development. Using the descriptive approach, study sample consisted of 67 leader, the leader of the 95 representing the entire community of the original study, and88member of the faculty members out of 365. The study relied on questionnaire tool, included thirty-eight parts, distributed over four axes, polarization, the discovery, the professional development, and the retention. In addition to an open question. The study found a range of results, which are; The general grade of the effectiveness of talent management strategies in human resources development at the University of Taibah from the perspective of leaders and members of the faculty average, is a mean 3.13.The polarization strategy is the most effective in the talent management in the development of human resources at the University of Taibah, a mean 3.35. The second was professional development with an average (3.17) and third discovery with an average of (3.09) The retention strategy came to be the least strategy in the talent management effectiveness in human resource development at the University of Taibah, a mean 2.93.In light of the results , a number of recommendations and suggestions.


Author(s):  
Chairul Anwar

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.


Author(s):  
Iman Iskandar

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.


2018 ◽  
Vol 2 (02) ◽  
Author(s):  
Christy Handayanie Johannes ◽  
Wulan D. Kindangen

Human Resources are important assets, Accounting for human resources Human Resource Accounting is an acknowledgment that people constitute human capital and human assets. The economic theory of human capital is based on the concept that humans have the skills, experience, and knowledge which are forms of capital, which are called "human capital managementthat must be owned in the world of work. Although now the world is getting more sophisticated but if there is no Human intervention, of course the machine will not work well. As in the world of work the Consumer Loan Area Of Manado of course, is in desperate need of Human Resources, in achieving  loan credit. Consumer Loan Area Manado customers must maintain and balance the development of local Human Resources. To reach the target, of course, the Consumer Loan has its own way of empolying Human Resources called sales. Sales work to product sales and must understand marketing management in Consumer Loansfor example, collaterals from each registered developer. And sales gave developers an offer so that developers would also want to join the Bank Mandiri Consumer Loan In Manado. However, the sales must also obey and understand the regulations in the Consumer Loan.and if Human Resources work well in the company where they work. Then each gets a profit, for example. Sales get a lucrative bonus from the company because it has helped to achieve the target of Home Ownership Loans. And the company also received a plus because it achieved satisfactory results.and applying good principles and governance with good corporate governanceKeywords: human capital management, local human resource development,marketing   management


2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Željko M. Radosavac

Contemporary business conditions do not impose only need for adjustment of the organization but also the need for adjustment of employees. Human resources, manifested through individual knowledge, skills, individual qualities and achievements, is the basis of competitive advantage of organizations and the main resource for the survival, the growth and development of modern organizations. Treating employees as a decisive factor for the success of organizations, it follows that their primary duty is to provide, maintain and develop the best people through the wide range of human resource activities. Thus, Human Resource Development, designated as a key activity for achieving the projected goals of the organization, can be defined as a set of systematic and planned activities appointed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Employees are increasingly accepting the reality that education becomes their responsibility in order to develop their full working potential and to ensure self employment opportunities. On the other hand, encouraging educational programs, organizations strive not only to meet the business needs for education of employees, but also their interests, creating and developing the climate of continuous learning and dissemination of knowledge in all areas. To what extent will the organization attach importance to certain practices that guide and encourage staff development depends on its current situation, activities, goals and adopted development strategy. Adequate choice, the assignment according to their abilities and affinities, continuous training and education, are generally accepted methods without which the development of employees is not possible. The American Society for Training and Development (ASTD) estimates that U.S. organizations spent $134.1 billion on employee learning and development in 2008, and $125.9 billion in 2009.Human resource managers in large organizations ranked training and development as the most important functional area they had to deal with because HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources. Combining different methods and approaches, and referring to all employees in the organization, training and human resources development become a tools for achieving change and the effects they produce are becoming a far-reaching and strategic.


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