APPLICATION OF ARTS AND CULTURE TO DIGITAL MEDIA TOURISM SECTOR

The purpose of making this abstract is: To analyze the extent to which art and culture have been applied to the digital media tourism sector. To analyze the strategies and factors that support and inhibit the tourism sector. To describe the efforts that have been made in overcoming the obstacles to the management strategy of digital tourism media. Collection data through observations. Studies that have been carried out using a SWOT analysis show that implementing art and culture in digital media management in the tourism sector in Sumedang district is reasonable and, according to the provisions, not optimal. This is influenced by the presence of several supporting factors (geographic location, regional potential, and societal friendliness) and inhibiting factors (lack of human resource education, lack of supporting facilities and infrastructure, lack of promotion and information, cooperation with private parties, and overlapping. management status).

The Relationship Between Service Expectations and Service Quality in University Education

Along with the rapid development of the scientific and technological revolution, the countries face many opportunities and challenges brought by globalization. Especially with Vietnam, a developing country, challenges are posed in many fields such as policy, infrastructure, labor, human resource education, information technology, finance. Creating high-quality human resources is urgent at present and in the future in Industry 4.0. However, the education of human resources in universities still has some limitations, and management levels have not adequately recognized the relationship between student service expectations about services that higher education institutions have. The study will provide. Therefore, this study will clarify the relationship between the two above problems in the university education environment.

Strategi Pengembangan Sumber Daya Manusia Dalam Meningkatkan Kinerja Karyawan

The purpose of this research is to find out how the process of human resource training conducted by the Synergy Foundation, how the process of human resource education conducted by the Synergy Foundation, how the career development process is carried out by the Sinergi Foundation in an effort to improve the quality of employee performance. The method used in this research is descriptive method, using a qualitative approach. Based on the results of the study, the training process carried out was based on the results of the annual Sinergi Foundation evaluation. Strategies carried out in training by on the job, and recommending their employees to attend training outside the institution. Furthermore, the process of employee education is more focused on employee theoretical understanding. Straregi is used by conducting education within the institution and sending its employees to study outside. Development of the quality and quantity of employees, the leadership has policies and directives for all employees in the structural to have a new concept with the aim that each department has innovation about the development of its department.

Vertical and Horizontal Spillovers from Foreign Direct Investment: Evidence from Malaysian Manufacturing

Given developing countries’ dependence on foreign direct investment (FDI) in manufacturing, it is important to assess the benefits that accompany FDI, given the cost of incentives that are used to attract foreign investments. We empirically analyze FDI spillover effects in Malaysia using unpublished establishment-level data, accounting for domestic firm size, the market orientation of local firms and foreign multinationals, and firm technology level and absorptive capacity. We find weak evidence of horizontal spillovers; backward and forward spillovers are negative in most cases. Because these results raise concerns about the technological capability of local firms, government policies on technology, human resource, education, and R&D should address this.

Issues of Reservation and Affirmative Action for Minorities in Nepal: An Anthropological Review

There are mainly six types of minorities in Nepal. It is categorized not only numerically but also on the basis of access in ruling process of the state. The caste, gender, region, religion, inhabitation and language, which have no access in the governing process is also categorized under minorities. Dalit is a caste which are being discriminated as an untouchable group since the beginning of Muluki Ain of Nepal. Women are marginalized politically, socially and financially and treated as the weak individuals. Western and far western regions of the country are very much backward in terms of infrastructure development, human resource, education and in all sectors in comparison to other regions of the country. All religions are discriminated by the state excluding Hindu religion. Madhesi is another part of discrimination by inhabitation of the country. We can take some affirmative action towards enhancement of minorities. Provision of proportional representation, reservation, different acts and statutes, secular state including the interim constitution, made by state is also an example of affirmative action towards promotion of minorities.Himalayan Journal of Sociology & Anthropology - Vol. VII (2016), Page: 1-12

Research to Advance Undergraduate HRD Education: “Please Sir, I Want Some More”

The Problem There is a dearth of research focusing on undergraduate human resource development (HRD) education. As a result, programs offering undergraduate degrees in HRD or degrees related to HRD may be making program decisions without the benefit of empirical research. Alternatively, programs may be conducting their own action research projects where the results may not be generalizable to other institutions. The Solution The present issue takes one small step forward related to filling the gap in undergraduate HRD education. The empirical articles in this issue are reviewed and synthesized to identify five opportunities for research that can inform education and practice. The Stakeholders The primary audience includes HRD scholars and scholar-practitioners, including master and doctorate students, interested in conducting research relevant to undergraduate HRD education. The secondary audience includes leaders of the field, including board members of the Academy of Human Resource Development (AHRD), the AHRD Foundation, the University Council for Workforce and Human Resource Education (UCWHRE), program administrators, department chairs, associate deans, and deans.