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

Construction of immune-related lncRNA signature to predict aggressiveness, immune landscape, and drug resistance of colorectal cancer

Background:Colorectal cancer (CRC) remains one of the most common malignancies across the world. Thus far, a biomarker, which can comprehensively predict the survival outcomes, clinical characteristics, and therapeutic sensitivity, is still lacking. Methods: We leveraged retrieved transcriptomic data of CRC from the public database, and constructed irlncRNA pairs. After integrating with clinical survival data, we performed differential analysis and constructed 11 irlncRNA pairs signature using Lasso regression analysis. We next drew the 1-, 5-, 10-year curve line of receiver operating characteristics, calculated the areas under the curve, and recognized the optimal cutoff point. Then, we validated the pair-risk model in terms of the survival outcomes of the patients. Moreover, we tested the reliability of the pair-risk model for predicting tumor aggressiveness and therapeutic responsiveness of CRC. Additionally, we reemployed the 11 of irlncRNAs involved in the pair-risk model to construct an expression risk model that was also highly predictive of prognostic outcomes of CRC patients. Results:We recognized a total of 377 DEirlcRNAs, including 28 low-expressed and 349 high-expressed irlncRNAs in CRC patients. After performing a univariant Cox analysis, we identified 115 risk irlncRNAs that were significantly correlated with survival outcomes of patients with CRC. By taking the intersection of the DEirlcRNAs and the risk irlncRNAs, we ultimately recognized 55 irlncRNA as core irlncRNAs. Then, we established a Cox HR model (pair-risk model) as well as an expression HR model (exp-risk model). We found that both of the two models significantly outperformed the common-used clinical characteristics, including age, T, N, and M stages, in terms of predicting survival outcomes. Moreover, we validated the pair-risk model can serve as a potential tool for studying the tumor microenvironment of CRC and drug response. Additionally, we noticed that combining the pair-risk model and exp-risk model yielded a more robust approach for predicting the survival outcomes of patients with CRC.Conclusions:We suggest that the irlncRNA-based risk models can be utilized as prognostic tools to predict survival outcomes and clinical characteristics and guide treatment regimens of CRC.

Daily Beneficial Effects of Work-to-Family Facilitation on Employees' Recovery and General Health: Is More Work Engagement Always Better?

This study of 104 Chilean employees examines the process of WFF—recovery—general health on a daily basis. Drawing on the work–home resources (W-HR) model, we hypothesized that daily work-to-family facilitation and work engagement predict recovery experiences during off-job time in the evening (i.e., detachment from work and relaxation) and subsequent general health at night. Furthermore, we explored whether daily work engagement moderates the relationships between daily work-to-family facilitation and recovery experiences during off-job time in the evening and general health at night. In addition, we expected employees' detachment from work to have a lagged effect on next-day general health at night. Participants completed a survey and a diary booklet over 5 consecutive working days (N = 520 occasions). Multilevel analyses show that, as expected, daily work-to-family facilitation predicted recovery experiences during off-job time in the evening (i.e., detachment from work and relaxation). However, contrary to our expectations, daily work engagement only predicted general health at night. Moreover, as expected, a moderation effect of daily work engagement shows that on days that employees experience low levels of daily work engagement, daily work-to-family facilitation is strongly related to detachment from work and relaxation during off-job time in the evening and to general health at night. Unexpectedly, on days on which employees experienced high levels of daily work engagement, daily work-to-family facilitation was weakly related to these outcomes. Finally, in accordance with our expectations, detachment from work had a lagged effect on next-day general health at night. These findings offer support for the W-HR model and have theoretical and practical implications for research and organizations.

A resources gain perspective on family outcomes of proactive helping behavior

PurposeDrawing on the work-home resources (W-HR) model, this study examines the ripple effects of proactive helping behavior at work on helpers' family relationship quality at home via positive affect and work-family interpersonal capitalization, and tests the moderating role of independent self-construal in the resource spillover process.Design/methodology/approachUsing an experience sampling methodology, data was collected (N = 382) from multiple sources in five consecutive working days. Multilevel path modeling was used to examine the hypotheses.FindingsThe results indicated that proactive helping other at work can generate affective resources for helpers, which in turn triggers them to share daily work experiences and feelings with their spouses at home, and strengthens their family relationship quality. Moreover, the effects of helping others on family relationship quality were more pronounced for helpers with relatively high independent self-construal.Originality/valueThe findings explore the enrichment effects and unintended family-related distal outcomes of helping behaviors for helpers, and contributes to the W-HR model by uncovering an affective-behavioral ripple mechanism linking work and family. Finally, our results identify the boundary condition, that proactive helping behaviors are more rewarding for helpers with higher independent self-construal.

HR-Management as the Main Business Process of the Enterprises

A necessity to justify HR-management as the main business process with emphasis on applied research and identify the main instruments of an effective HR-management system in the new challenges conditions exists based on the diversity of the scientific problems and the insufficient level of use of the latest approaches in business practice. The purpose of the article is to substantiate the HR-system as the main business process and analyze the latest approaches to HR-management. The elements of scientific novelty. HR-management as the main business process on the basis of correlation analysis is substantiated in the article and the latest approaches to its management are offered. Practical significance. Substantiation of HR-management as a business process that determines the results of activity makes it possible to realize the necessity of new HR-management models searching in practice. And the proposed practical instruments for the procedural approach implementing in business practice will provide an opportunity to form an effective HR-model that meets the new challenges caused by the coronary crisis.

The Educators Personality Development in Industry 4.0 Based on Pumping HR-Model

Characteristics of Human personality that have existed since birth can be used as a basis for personal development and professionalism at work. Industrial Era 4.0 demands change in all fields, including the world of teaching. This study uses the literature review method by looking for various references critically to obtain valid and reliable data. The results of the analysis found that for the effectiveness of teaching in the classroom, educators must master and understand learning based on students' personalities and themselves. An understanding of the Personality Based Pumping-HR model can describe and map human personality in certain behaviours and characters. The results have a positive impact on the teaching process and teaching outcomes. Changes in the Personality of educators entering the digital era are very important when linked to the success of the teaching is carried out. So for effectiveness in teaching in the 4.0 era, an educator must understand the personality of students.

Kepribadian Introvert Dan Ekstrovert Berbasis Pumping HR Model Terhadap Sasaran Kerja Pegawai Negeri Sipil Dinas Pertanian Kota Bogor

<div><p class="1eAbstract-text">Good governance is a set of processes that are implemented in an organization to make a decision. Human self can not be separated from the so-called personality. Personality is a dynamic organization of individual psycho-physical systems. Personality determines individual behaviour and thinking in a unique way. Personality is the best factor to be used to predict employee performance. Civil Servants (PNS) who have introverted and extroverted personalities can influence performance. The measured performance consists of Employee Work Objectives (SKP) and Attitude. This study aims to examine the effect of personality on SKP and Attitude. The method used is the ANOVA, BNT and dummy regression tests. The sample was measured by 40 non-random sampling techniques. The results showed that the Extrovert = introvert personality type gives a greater influence on SKP. Extrovert = introvert personality type has a greater influence on Attitude. There is a significant difference between personality types with SKP. There is a significant difference between personality types with Attitude. Extrovert = Introvert personality type produces the best average of work performance (SKP and Attitude). Whereas Extrovert personality types produce the lowest average on work performance (SKP and Attitude) of Civil Servants, Bogor Agriculture Department. To produce good work performance in an SKPD (Regional Work Unit), it is preferred to place extrovert = introvert personality types, especially in important positions.</p></div>

Personality Type Based Pumping-HR Model Toward Working Targets of The Civil Service

Personality is one of the factors that will affect employee performance. Civil Servants (PNS) who have individual personalities such as introverts and or extroverts can affect employee performance at certain levels. This study shows that employee personality affects their performance. Also, to examine the effect of employee personality on performance based on SKP (Employee Performance Targets). The results showed that there were significant differences between personality types on employee performance. It is found that the kind of personality Extrovert = Introvert produces the best average return based on the SKP evaluation results. In contrast, Extrovert's personality type provides the lowest average in the performance of Civil Servants, in the Agriculture Office of the City of Bogor. The excellent performance in the Regional Work Unit (SKPD), it is recommended to place employees with extrovert = introvert personality types, especially in essential positions.