Betriebliches Bildungsmanagement

2021 ◽  
Keyword(s):  
Human Capital ◽  
Human Resource Development ◽  
Human Resource ◽  
Training Needs ◽  
Further Education ◽  
Level Of Education ◽  
Education Management ◽  
The Core ◽  
Education Needs ◽  
High Level

Bringing employees to a high level of education and keeping them there permanently is one of the core tasks of human resource development. In principle, the question is whether to entrust one's training needs to external providers or to realise this central task oneself. Many companies have reacted to the existing training and further education needs of their employees by founding their own academy. The opportunity to ensure the value of the "human capital" itself seems too important. Often, company-owned academies are only available to the company's own employees, but in some cases they are also open to external interested parties. As part of a cooperation between Academy Würth and the DHBW Heilbronn, students of the HR focus examined the possibilities of company education management. With contributions by Constanze Albrecht, Kim Celina Binder, Daniel Börner, Francis Fahnert, Kim Herbstritt, Hanna Hummel, Ilias Kassaras, Cassandra Klocek, Natascha Matkic, Anne Maurer, Angela Di Pinto, Katharina Rupp, Denise Schick,Stefan Schwartl, Roman Suhr and Anouk Walter.

Human Capital Management and Optimization

2012 ◽  
pp. 1023-1034
Author(s):  
Jürgen Mühlbacher
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Recent Work ◽  
Human Resource Development ◽  
Human Resource ◽  
Management Development ◽  
Further Education ◽  
Capital Management ◽  
Human Capital Management ◽  
The Future

Recent work in human resource development emphasises the fact that individual skills are strongly oriented towards the future. They enable a person to tackle upcoming challenges in a self-organised manner. So both the current requirements and the skills necessary in the future have to be seen as a strategic competitive advantage for the company. This change in perspective makes it possible to use further education as a strategic instrument of management development.

Human Capital Management and Optimization

2012 ◽  
pp. 605-616
Author(s):  
Jürgen Mühlbacher
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Recent Work ◽  
Human Resource Development ◽  
Human Resource ◽  
Management Development ◽  
Further Education ◽  
Capital Management ◽  
Human Capital Management ◽  
The Future

Recent work in human resource development emphasises the fact that individual skills are strongly oriented towards the future. They enable a person to tackle upcoming challenges in a self-organised manner. So both the current requirements and the skills necessary in the future have to be seen as a strategic competitive advantage for the company. This change in perspective makes it possible to use further education as a strategic instrument of management development.

scholarly journals From eLearning to Digital Transformation: A Framework and Implications for L&D

2016 ◽  
Vol 9 (2) ◽  
pp. 27 ◽  
Author(s):  
Sabine Seufert ◽  
Christoph Meier
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Corporate Training ◽  
Resource Development ◽  
Digital Transformation ◽  
Learning Processes ◽  
Organizational Level ◽  
The Core ◽  
Learning Function ◽  
Business Engineering

<p class="Abstract">How can the learning function (L&amp;D) support learning and innovation at the level of an entire organization in times of digital transformation? The core challenges in this are twofold: 1) Competence clarification: What are relevant “digital competences” in terms of knowledge, skills and attitudes that employees need in order to cope with digital transformation? 2) Competence development: How to organize, design and support learning processes contributing to digital competences and digital transformation?</p>Building on a framework originating in the context of business engineering and applying it to corporate training and human resource development, we explicate what digital transformation implies for the L&amp;D function. As L&amp;D functions explore and exploit the options sketched out, they live digital transformation in a way that enables them to effectively and efficiently contribute to digital transformation at an organizational level.

scholarly journals IPTEKS AKUNTANSI SUMBER DAYA MANUSIA PADA PENCAPAIAN TARGET CONSUMER LOAN

2018 ◽  
Vol 2 (02) ◽  
Author(s):  
Christy Handayanie Johannes ◽  
Wulan D. Kindangen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Home Ownership ◽  
Marketing Management ◽  
The World ◽  
Target Consumer ◽  
Sales Work ◽  
Product Sales

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

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 Procedimiento para la Capacitación y Desarrollo del Capital Humano [Procedure for the training and development of Human Capital]

2016 ◽  
Author(s):  
Carmelina Sánchez Cruz ◽  
Eloy Rafael Jiménez Iglesias
Keyword(s):  
Human Capital ◽  
Research Methods ◽  
Human Resource ◽  
Training And Development ◽  
Training Needs ◽  
Industrial Engineering ◽  
Object Of Study ◽  
Capital Humano ◽  
Tools And Techniques

Esta investigación tiene como objetivo diseñar y aplicar un procedimiento para la gestión de la capacitación y desarrollo del capital humano apropiado que contribuirá al mejoramiento de las competencias laborales y calificación de los trabajadores de la Empresa Empleadora del Níquel (EMPLENi). Para el logro de este objetivo se propone un procedimiento elaborado sobre la base del propuesto por Clara Marrero, la Norma Cubana y las peculiaridades de la entidad objeto de estudio y el modelo de Yordano García para la determinación e identificación de competencias laborales. Con la aplicación del procedimiento se identificaron y elaboraron las competencias esenciales, de procesos y de cada cargo de la entidad para llevar a cabo la determinación de las necesidades de capacitación de cada trabajador. En el desarrollo de la investigación se utilizaron métodos teóricos y empíricos, incluyendo técnicas y herramientas de la ingeniería industrial.Palabras Claves: Capacitación y competencias laboralesThis research has as objective to design and implement a procedure for the management of the training and development of human capital appropriate that it will contribute to the improvement of skills and qualification of the company's employees; the same could be applied to any company wishing to efficient human resource with the required competencies. For the achievement of this objective proposes a procedure drawn up on the basis of Clara Marrero, the standard Cuban vand the peculiarities of the entity object of study and the model of Yordano Garcia for the determination and identification of competency. The implementation of the procedure allwed to indentifiy and to elaborate the essential competences for processes and for each position in the entity, in order to determine the training needs of each employee. In the development of the research methods, theoretical and empirical, including industrial engineering tools and techniques were used.Keywords: Training and development competency

scholarly journals ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

2017 ◽  
Vol 23 (3) ◽  
pp. 124-136
Author(s):  
Abdurrahman Abdurrahman ◽  
Halim Halim
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Education And Training ◽  
Training Needs ◽  
Needs Analysis ◽  
Organizational Level ◽  
Individual Level ◽  
And Training

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan  kualitas  kerja.  Penelitian  ini  bertujuan  untuk  mengetahui  dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada   Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM  Kota  Tidore  Kepulauan  yakni  Dokumen  Rencana  Strategik,  Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif.  Hasil  penelitian  memperlihatkan  bahwa  Badan  Kepegawaian  dan Pengembangan  Sumber  Daya  Manusia  Kota  Tidore  Kepulauan  tidak  melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh  penyelenggara  dan  kebutuhan  di  tingkat  individu  hanya  diputuskan  oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci:  Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality  of  work.  The  objective  of  this  study  is  to  understand  and  analyze  the implementation of training needs analysis for Civil Servants that was undertaken by The  Board  of  Employee  and  Human  Resource  Development  of  Tidore  Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of  Strategic  Plan,  Document  of  Performance  Accountability  Report,  Job  Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board  of  Employee  and  Human  Resource  Development  of  Tidore  Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords:  Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

A Multidisciplinary Critical Approach to Measure and Analyze Human Capital Productivity

2019 ◽  
pp. 1110-1132
Author(s):  
Marko Kesti ◽  
Jaana Leinonen ◽  
Antti Syväjärvi
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Production Function ◽  
Resource Development ◽  
Future Research ◽  
Research Areas ◽  
Performance Development ◽  
Effective Organization

The objectives of the article are, to illustrate the complex dimensions of the relationship between human capital management and organizational performance and to provide insight into new methods for organization development. Methods are a combination of several research areas, including system intelligence, tacit signals, quality of the working life index and the theory of human capital production function. This article presents a holistic approach of multi-disciplinary research that emphasizes the complexity of HRM-Performance and explains why, in some cases, human resource development increases business performance, and in other cases not. Development complexity is more difficult when organizational performance is measured by monetary value. The article presents human capital intangible assets' connection to monetary scorecards using human capital production function, which explains and also makes it possible to predict human resource development payback. This article's methods form a skeleton for future research and give fundamentals for effective organization human capital performance development.

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