An Analysis on Human Resource Development Culture and Climate of Chemical Based Public Sector Enterprises in Kerala, India

2021 ◽  
Vol 2021 (6) ◽  
pp. 132-135
Author(s):  
Balakrishnan A ◽  
Dr. KVM Varambally
Keyword(s):  
Public Sector ◽  
Human Resource Development ◽  
Human Resource ◽  
Deep Structure ◽  
Positive Culture ◽  
Resource Development ◽  
The Individual ◽  
The Impact ◽  
Culture And Climate

The impact of Globalization creates a competitive horizon with new markets, new products, new mindsets, new competencies, and new ways of thinking about business. As an outcome of this, the market places become more complex, uncertain, competitive, and transformational. In this era, the major challenge faced by any organization is to maintain a peaceful as well positive culture and climate inside the organization. The human resource development climate of an organization plays a significant role in ensuring the competency, motivation, and development of its employees. Here the term climate denotes the quality of the internal environment. It influences morale and the attitudes of the individual toward his work and his environment. Culture refers to the deep structure of organizations, which is rooted in the values, beliefs, and assumptions held by organizational members. The study was aimed to analyze the Human Resource Development culture and climate of chemical-based public sector enterprises in Kerala. The results indicated that the Human Resource Development climate in an organization is average and the perception of employees regarding Human Resource Development culture and climate does not differs significantly based on age, job approval status, and qualification. But it differs significantly based on gender and experiences.

scholarly journals Knowledge Management: Sustainable Human Resource Development in Public Sector Organizations

2020 ◽  
Vol 6 (2) ◽  
pp. 159
Author(s):  
Tunggul Prasodjo
Keyword(s):  
Knowledge Management ◽  
Public Sector ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Sustainable Management ◽  
Public Services ◽  
Resource Development ◽  
Public Sector Organizations

Knowledge management in public sector organizations is needed to improve the quality of human resources and the quality of public services. This paper aims to explain the main principles and strategies for developing sustainable management of knowledge in order to improve the quality of human resources in public sector organizations. The method used is descriptive method, which describes the strategy of developing sustainable management of knowledge from various literatures related to human resource development. The results of the literature review show that knowledge management needs to be applied and developed sustainably in every public sector organization. The quality of human resources can be improved through structured knowledge management, as well as public services can increase in line with the increase in the ability or competence of human resources for their work. Human resource governance plays an important role in building a culture of public sector organizations based on knowledge (knowledge culture). Knowledge management can be a solution to reduce the stigma of public sector organizations that are generally rigid, slow, and complicated.

scholarly journals Human Resource Development in Tourism Industry in India: A Case Study of Air India Ltd., New Delhi

2008 ◽  
pp. 89 ◽  
Author(s):  
Nafees A. Khan
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Tourism Industry ◽  
New Delhi ◽  
And Performance ◽  
The Individual ◽  
Manpower Shortage

He purpose of Human Resource Development is to improve the capacity of the human resource through learning and performance at the individual, process and organizational levels. By applying a well-ordered and professional HRD approach to work in the protected areas field, the skills, knowledge and attitudes of park personnel will be enriched and this overall quality of work performed will improve. There are a number of problems and constraints, which concern the human resource development in the Tourism Industry, viz., shortage of qualified manpower; shortage of tourism training infrastructure and qualified trainers; working conditions in the Tourism Industry; and lack of proper strategies and policies for human resource development. The present study is an attempt to analyze the HRD initiatives of Tourism Industry with special reference to Air India Ltd. to enhance and sharpen the capabilities of its employees. The study also identifies the need of the Air India to incorporate the spirit of HRD in day to day functioning by utilizing the all possible human resource systems and mechanism to the organization.

scholarly journals PENGARUH PERTUMBUHAN EKONOMI DAN PAD TERHADAP KUALITAS PEMBANGUNAN SUMBER DAYA MANUSIA DAN TINGKAT KEMISKINAN

2019 ◽  
pp. 873
Author(s):  
Teguh Khalid Billady ◽  
A. A. I. N. Marhaeni
Keyword(s):  
Economic Growth ◽  
Human Resource Development ◽  
Human Resource ◽  
Secondary Data ◽  
Resource Development ◽  
Observation Methods ◽  
Analysis Technique ◽  
Poverty Levels ◽  
Collection Methods

The aim in this study is to determine the effect of economic growth and local regional revenue on the quality of human resource development and poverty levels, and to determine the effect of economic growth and local regional revenue on poverty levels through the quality of human resource development in districts / cities Bali province. Data collection methods used in this study are observation methods and use secondary data. The analysis technique used is path analysis. The results showed that economic growth and local regional revenue had a positive and significant effect on the quality of human resources and economic growth and local regional negative and significant affected the level of poverty and economic growth and local regional revenue had a negative and significant influence on the level poverty through the quality of human resource development in the districts / cities of the Province of Bali.

scholarly journals The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

2020 ◽  
Vol 18 (1) ◽  
pp. 130-140
Author(s):  
Amani Abu Rumman ◽  
Lina Al-Abbadi ◽  
Rawan Alshawabkeh
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Training ◽  
Resource Development ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

scholarly journals Managing the empathic culture of client-oriented personnel in the system of human resource development in the Russian regions

2021 ◽  
Vol 296 ◽  
pp. 03013
Author(s):  
Yulia Salamatina
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Research Problem ◽  
Russian Regions ◽  
Personal Quality ◽  
Depth Analysis ◽  
Huge Impact ◽  
Main Components

The article is devoted to a study on the management of an important professional and personal quality of any employee of a customer-oriented company - empathic culture. The relevance of this research is due to the low level of human resource development in Russian regions. Having conducted an in-depth analysis on the research problem, the author has come to the conclusion that it is the empathic culture of personnel that has a huge impact on efficiency and profitability of any Russian client-oriented company. The author identified the main components of empathic culture of front liners and selected methods to determine the level of formation and development of each of the components. Based on the data following this research, which was conducted on the basis of three client-oriented organisations, the author proposed the most effective ways to manage the empathic culture of staff in order to successfully operate the companies.

scholarly journals Concept of Human Resources Development to Improve Teacher Performance: Multi-Case Study

2020 ◽  
Vol 1 (3) ◽  
pp. 140-150
Author(s):  
Muh Burhanudin Harahap ◽  
Maria Veronika Roesminingsih ◽  
Mudjito Mudjito
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Participant Observation ◽  
Teacher Performance ◽  
Case Study Research ◽  
Development Program ◽  
Resource Development ◽  
Teaching Staff

This study aims to analyze the concept of Human Resource Development carried out by schools in improving the performance of teaching staff at Elementary School Muhammadiyah of 1 Jember and Al Baitul Amien of 1 Jember. This research method uses a qualitative approach with a multi-case study design. The multi-case study used in this study uses two research sites. Data collection techniques in this study used participant observation, documentation, and interviews. Based on the research conducted, it can be concluded that the concept of the human resource development program carried out by these schools to improve the quality of teacher performance, namely: (1) increasing the abilities, skills, attitudes, and responsibilities of educators (teachers) to be more effective and efficient, (2) optimizing human resource development as much as possible by delegating to educators (teachers), and (3) striving to improve education quality by recommending educators (teachers) to take further studies to a higher level. There is no multi-case study research in improving the performance of students.

scholarly journals The Impact of Human Resources Development and Organizational Culture on Employee Performance

2021 ◽  
Vol 4 (2) ◽  
pp. 2227-2233
Author(s):  
E. Kosmajadi
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Good Condition ◽  
Resource Development ◽  
Survey Method ◽  
Statistical Process ◽  
The Impact

Research is motivated by the phenomenon of low employee performance, presumably due to suboptimal human resource development and a less conducive organizational culture. The study aims to identify and analyze: a. human resource development, organizational culture, employee performance; b) the magnitude of the influence of human resource development on employee performance; c) the importance of the impact of organizational culture on employee performance; and the extent of the effect of human resource development and organizational culture on employee performance. This research uses a quantitative approach with a survey method. The data collection tool used a questionnaire distributed to 44 employees. The data obtained were analyzed descriptively and through a statistical process. The results showed: a. From the results of descriptive analysis of human resource development, organizational culture and employee performance are in good condition, but there are weaknesses in certain aspects. The results of the verification analysis show; b) human resource development has a significant effect on employee performance with a magnitude of influence of 66.69%; c) organizational culture has a significant impact on employee performance with the importance of the result of 51.84%; and d) the development of human resources and organizational culture together have an effect on employee performance with the magnitude of the influence of 78.30%, the remaining 21.70% is influenced by other factors that are not included in the model. In conclusion, both partially and simultaneously, human resources and organizational culture's development affects employee performance.

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