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.

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.

National human resource development in China: government–industry–university relations and roles

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bo Fang ◽  
Panpan Zhang ◽  
Sehoon Kim
Keyword(s):  
Literature Review ◽  
Human Resource Development ◽  
Human Resource ◽  
Triple Helix ◽  
Critical Role ◽  
Resource Development ◽  
Content Type ◽  
Triple Helix Model ◽  
National Human ◽  
The Government

Purpose The purpose of this paper is to explore recent national human resource development (NHRD) practices in China through a literature review focusing on programs and activities that represent the roles and interactions among the government, industry and universities. Design/methodology/approach To effectively consolidate previous work and conceptualize the recent development of the NHRD practices in China, a semi-narrative literature review was used to explore and analyze NHRD-related functions and activities. Findings Findings from the literature review showed that although the central government still plays a predominant role in China, universities and corporations are increasingly playing a critical role in developing an innovative and skilled workforce. At the regional level, NHRD initiatives in China have been increasingly undertaken by universities, industry and government–industry–university collaborations. The authors also found a disparity between developed and underdeveloped regions in terms of NHRD in China. Research limitations/implications This study used the triple helix model as a framework that provides an insightful lens for researchers to examine how various social entities interact with each other and jointly contribute to NHRD. Further case studies are needed to generate evidence-based knowledge to the NHRD literature. Practical implications A more systematic NHRD leadership structure at both the national and local level is desired to unleash the potential of bottom-up development and active government–industry–university collaboration. To counter regional divergence in NHRD in China, intra- and cross-regional collaborations are helpful in improving resources distribution and workforce development. Originality/value Based on open system theory, this study focused on programs and activities that represent the roles and interactions among the government, industry and university in Chinese NHRD through the lens of the triple helix model. In addition, this study offers a conceptual model of Chinese NHRD to help scholars and practitioners understand the transitional efforts in NHRD.

scholarly journals DAMPAK KEGIATAN CORPORATE SOCIAL RESPONSIBILITY (CSR) PERUSAHAAN SEBAGAI MOTOR PENGGERAK PENINGKATAN EKONOMI MASYARAKAT

2019 ◽  
Vol 11 (1) ◽  
pp. 37-44
Author(s):  
Handy Nugroho
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Physical Development ◽  
Economic Welfare ◽  
The People ◽  
The Government ◽  
Corporate Social

Every business entity especially a company would want benefit in the form of profit. The profitsobtained by the company must be redistributed, not only to the shareholders but also to the company'sstakeholders, namely the community. One form of distribution of these benefits is through CorporateSocial Responsibility (CSR) activities. At present the activities of Corporate Social Responsibility (CSR)have been carried out by many companies both in the form of physical development and humanresource development. Increased physical development and human resource development throughCSR are expected to help the government to improve the economic welfare of the people in the area,where the company operates and benefits.This literature-based research tries to trace the forms of corporate social responsibility thathave been carried out by various profit-oriented companies and their impact on the improvement of theeconomy of the regional communities around the company. Sources of data used as samples in thisstudy are research papers in the form of journals and papers which relate to the role of corporate socialresponsibility activities carried out by the company towards improving the economy of the people in thearea of the company operating. The results of the various studies carried out are then summarized in ageneral description of whether CSR that has been carried out in Indonesia contributes to improving theeconomy of the community around the company.The results of the literature review that have been carried out based on sample research topicsfound that a large part found there was a significant influence of CSR conducted by the company onimproving the economic welfare of the community. The study also concluded that CSR activities in theform of human resource development have a greater impact on improving the economic welfare of thecommunity. We will hope that in the future with the encouragement of the Government, CSR that willcarried out by the company can focus to prioritizing activities that develops community economic

scholarly journals Development of 'Coaching' Model in 'Pumping-HR' Based Human Resource Development Model

2021 ◽  
Vol 12 (3) ◽  
pp. 380
Author(s):  
Amir Tengku Ramly ◽  
Andi Irawan ◽  
Warcito Warcito
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Group Discussion ◽  
Resource Development ◽  
Sensory Function ◽  
The Unconscious ◽  
Coaching Model ◽  
Development Models ◽  
Coaching Process ◽  
Hr Model

<p><em>Coaching is a partner of development in which a coach supports a learner in achieving a specific personal or professional goal by training and counselling. The pumping HR Model is one of the HR development models based on the iceberg theory, which is divided into the areas of the unconscious (unconscious region), pre-conscious (pre-conscious region) and conscious (conscious region). The pumping HR Model places the unconscious as a function of the heart, the pre-conscious as a function of the brain and the conscious as a sensory function of human resources (HR). In practice, Pumping HR Model touches on 3 basic components of human resource development, namely character development, competency development and behaviour development. This research goal is the purpose of this study is to prove that the Pumping HR model can be used as a model in the coaching process. The method used is </em><em>qualitative descriptive &amp; Integrating theory. Research data were obtained through a Focus Group Discussion (FGD) and post-workshop questionnaire.  The results of this research: Pumping HRM Coach is unique and can be one of the human resource development models with a coaching approach.</em><em></em></p>

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.

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.

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