scholarly journals Human Resource Training to Enhance Intellectual Capital in the Public Sector: A proposal of a Training Evaluation Model

2019 ◽  
Vol 10 (5) ◽  
pp. 10
Author(s):  
Barbara Iannone
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Human Resource ◽  
Intellectual Capital ◽  
Evaluation Model ◽  
Training Evaluation ◽  
Optimal Process ◽  
The Public ◽  
Depth Analysis ◽  
Human Resource Training

The evaluation of Human Resources (HR) training, particularly in Public Administration (PA), has been the focus of studies and in-depth analysis for several decades. This paper proposes an additional model of evaluating HR training in Public Administration. The improvement of performances in PA is indeed an HR issue. Therefore, it is necessary to plan and invest in HR training, as a key component of empowering the employees’ knowledge, skills and abilities, with the intention of enhancing the intellectual capital of the organization, adding value to the PA. Another contributing point of this research is the assessment of training HR on intangible aspects, such as the reputation of the PA. Lastly, it is essential to build and to adopt an optimal process of evaluation of HR training to measure the return on investments in terms of tangible and intangible assets.

scholarly journals Knowledge Management and Intellectual Capital - A Theoretical Perspective of Human Resource Strategies and Practices

2017 ◽  
Vol 8 (1) ◽  
pp. 148
Author(s):  
Isniar Budiarti
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Human Resource ◽  
Leadership Style ◽  
Intellectual Capital ◽  
Theoretical Perspective ◽  
Strategic Human Resource Management ◽  
Research Management ◽  
Competitive Advantages ◽  
Human Resources Strategies

Significant debates on the role of human resources have been shifted from organizational assets to initiator of innovation and competitive advantages. A current research has investigated suggestive roles of intellectual capital (IC) in strategic human resource management (SHRM) process and human research management (HRM) practices. Conversely, others have shown that the successful management of IC has related to implementation of knowledge management (KM). In turn, those perspectives suggest the implementation and usage of KM ensure the growth of IC, and the innovative IC may become an effective human resources strategies and practices to acquire innovation and competitive advantages. Through a comprehensive analysis of the latest journals on those concepts, this study argues that human resource strategies and practices involving KM and management of IC give potential oppurtunities to gain innovation and competitive advantages. Besides, this theoretical perspective suggests organizational culture and leadership style are interrelated to the process.

scholarly journals SOLUTIONS TO IMPROVE THE EFFICIENCY OF ETHNIC MINORITY HUMAN RESOURCE TRAINING THROUGH THE UNIVERSITY PREPARATION SYSTEM

2021 ◽  
Vol 10 (1) ◽  
Author(s):  
Nguyễn Tuấn Anh
Keyword(s):  
Human Resources ◽  
Ethnic Minority ◽  
Human Resource ◽  
Minority Groups ◽  
Small Population ◽  
University System ◽  
University Preparation ◽  
Allocation Process ◽  
Human Resource Training ◽  
The University

The State’s and Party’s policy of foundation study for ethnic minority students to create high-quality ethnic minority human resources for mountainous provinces and ethnic minority areas has been effectively deployed at Pre-University schools across the country. However, there are still several difficulties in the recruitment, enrichment, and allocation process of the Pre-University system: there are no specialized policies for students who belong to ethnic minorities with small population size based on the ethnic structure of the province, the connection of Pre-University schools and province officials in the work of creating ethnic minority human resources is weak. This article proposes several solutions to improve the efficiency of human resource training for ethnic minority groups with local typical characteristics through the pre-university system.

Taxonomy of IT Intangible Assets for Public Administration Based on the Electronic Government Maturity Model in Uruguay

2013 ◽  
pp. 103-122
Author(s):  
Helena Garbarino ◽  
Bruno Delgado ◽  
José Carrillo
Keyword(s):  
Public Administration ◽  
Intellectual Capital ◽  
Information Society ◽  
Intangible Assets ◽  
Electronic Government ◽  
Intangible Asset ◽  
Maturity Model ◽  
The Public

This chapter presents a taxonomy of IT intangible asset indicators for Public Administration, relating the indicators to the Electronic Government Maturity Model proposed by the Uruguayan Agency for Electronic Government and Information Society. Indicators are categorized according to a consolidated intellectual capital model. The Taxonomy is mapped at the indicator level against the EGMM subareas covering all of the relevant aspects associated with the intangible IT assets of the Public Administration in Uruguay. The main challenges and future lines of work for building a consolidated maturity model of IT intangible assets in Public Administration are also presented.

Human Resources as Manager of the Human Imprint

2009 ◽  
pp. 457-463
Author(s):  
Charmine E.J. Härtel
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Technological Innovation ◽  
Intellectual Capital ◽  
New Technologies ◽  
Holistic Approach ◽  
Pivotal Role ◽  
Organizational Systems ◽  
Use Of Technology ◽  
Effective Use

Knowledge is the currency of the new economy and consequently information is power. For this reason, it is a business imperative to grow and shape intellectual capital. Human resource management (HRM) plays a pivotal role in creating and growing intellectual capital and embedding it within organizational systems. Previous studies in HRM have demonstrated the connection between technological innovation and HRM in two conspicuously different ways. Specifically, some have illustrated how HR strategies can enhance technological innovation in organizations (Gloet & Terziovski, 2004; Jiménez-Jiménez & Sanz-Valle, 2005) while others have shown ways in which HR functions can be aligned and made more efficient by the effective use of technology (Ashbaugh & Miranda, 2002; Broderick & Boudreau, 1992; Bussler & Davis, 2001/2002). In this article, a more holistic approach is taken in viewing technology as both an input and an outcome of effective HRM. To this end, the aim here is to provide a description of some of the key ways in which HRM can enhance the development, implementation, and success of new technologies as well as how HRM can enhance its own value through the use of new technologies.

scholarly journals PENGARUH PERILAKU BERBAGI PENGETAHUAN (KNOWLEDGE SHARING) DAN KOMPETENSI TERHADAP KINERJA KARYAWAN PT. POS AMBON

IQTISHODUNA ◽  
2017 ◽  
Vol 13 (1) ◽  
pp. 22-35
Author(s):  
P. L. Wairisal ◽  
Maretha Ika Prajawati
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Intellectual Capital ◽  
Business Organization ◽  
Knowledge Resources

Abstract: The effectiveness of any organization including the business organization / company dependsdirectly on the effectiveness of the human resources work of the organization concerned. Human resourcedevelopment that focuses on the development of employee knowledge or knowledge resources is an importantrequirement for the company in exploring human resource capability to achieve company goals. Currentlyawareness of the importance of knowledge resources (knowledge) as the company’s intellectual capital toachieve competitive advantage is higher. Knowledge plays a very important role in the progress of thecompany. The purpose of this research is to analyze and explain the influence of knowledge sharing onperformance, competence to performance, and knowledge sharing and competence on performance at PT PosKota Ambon.

scholarly journals PENGARUH DOKUMEN PERENCANAAN DAN KOMPETENSI SUMBER DAYA MANUSIA TERHADAP PENYERAPAN ANGGARAN PADA DINAS PEKERJAAN UMUMKABUPATEN BONE BOLANGO

2018 ◽  
Vol 1 (2) ◽  
Author(s):  
Saprudin Saprudin
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Public Works ◽  
Good Service ◽  
Administrative Records ◽  
The Public ◽  
Determination Coefficient ◽  
Work Done ◽  
Service Field

The problem of budget absorption at the Public Works Department of Bone Bolango Regency is still relatively low. Because in the implementation programs tend to accumulate at the end of the year, this is caused by a plan that is not conceptualized well and less competent human resources in terms of good service field of work done. So that, impact on the implementation and results are not maximal.The study aims to determine how the influence of planning dokuments and competence of human resources on the absorption of the budget at the Department of Public Works Bone Bolango Regency. The resultd showed that the planning dokuments and competence of human resources have a positive and significant impact on the budget absorption, either partially or simultaneously.The result of determination coefficient test shows that the absorption of existing budget at the Public Works Department of Bone Bolango Regency is influenced by the variable of planning document and human resource competence of 43,3% and the rest 56,7% influenced by other variable not examined in this research, between Other administrative records, procurement documents, and inventory money.

scholarly journals Modernization of the public service and human resource management in Ukraine

2018 ◽  
Vol 6 (1-2) ◽  
pp. 42-51
Author(s):  
N. T. Goncharuk ◽  
L. V. Prudyus
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Human Resources Management ◽  
Resources Management ◽  
The Public ◽  
European Standards ◽  
Main Components

The goal, tasks and essence of the concepts «modernization of the public service» and «human resources management in public service» are defined. The current state and problems of modernization of the public service and human resources management in Ukraine are analyzed; the main components of the reform that provide modernization of the public service and human resources management are disclosed. It has been established that in order to reform and modernize the public service as well as to improve human resources management in the recent years several strategic documents have been adopted in Ukraine, among them one should mention the Strategy of the Public Personnel Policy for 2012-2020, the Strategy for the Reform of the Public Service and Service in Local Self-Government Bodies in Ukraine for the period until 2017 and the Strategy for the Reform of the Public Administration of Ukraine in 2016-2020; their main provisions are developed and, in accordance with the European standards, the priority directions for modernization of the public service and human resource management in Ukraine are defined.

scholarly journals PENGARUH KUALITAS SUMBER DAYA MANUSIA DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DAN DAMPAKNYA TERHADAP EFEKTIFITAS ORGANISASI PADA BAGIAN KESEJAHTERAAN RAKYAT SEKRETARIAT DAERAH KABUPATEN KARAWANG

BUANA ILMU ◽  
2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Yeni Maryani
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Work Motivation ◽  
Employee Performance ◽  
The Public ◽  
Result Show ◽  
The Impact ◽  
Motivation To Work

ABSTRACT Influence of the quality of Human Resource and motivation to work the Performance of employees and the Impact on the effectiveness of the organization of the people’s welfare regional secretariat District Karawang. the Purpose of this study to obtain empirical evidence and found the clarity of the phenomenon and conclusions about the influence of Quality of Human Resources and Work Motivation Against Employee Performance and Its Impact on Organizational Effectiveness in the Public Welfare Section Karawang District Secretariat. Basedon data analysis, it indicates regression equation Z = 0,35 X1 + 0,62 X2 + 0,889 Y + ԑ1 + ԑ2. The result show that the quality of human resource, motivation to work and the performance of employees perform positive and significant effect on effectiveness of the organization. Determination test indicates that the value of adjusted R square is 0,79 which means that 79%quality of human resource and motivation to work. Meanwhile, 21,1% is affected by other variables which are not investigated in this research Keywords : Quality of Human Resources, Motivation, employee performance and organizational effectiveness

scholarly journals Advancing a Behavioral Approach for Studying Public Administration

2018 ◽  
Vol 13 (6) ◽  
pp. 25 ◽  
Author(s):  
Andrea Tomo
Keyword(s):  
Public Sector ◽  
Literature Review ◽  
Change Management ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Public Administration ◽  
Human Resource ◽  
Behavioral Approach ◽  
The Public ◽  
Effective Change

This paper aims at providing a conceptual framework to analyze the public sector through a behavioral approach.The paper relies on the framework provided by Huse (2007) to study the behavioral approach in the private sector and employs a systematic literature review to adapt this framework to the public sector.The findings enable the application of the behavioral approach to the public sector through four main areas of discussion: human resource management, interactions, organizational climate, and culture leadership and structure.Literature on public sector has less regarded this dimension despite behaviors may affect both individual and organizational performance. Thus, this paper has manifold interesting implications, especially with reference to an effective change management in the public sector.

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