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Journal articles on the topic 'Human resources development'

Author: Grafiati

Published: 4 June 2021

Last updated: 7 September 2023

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1

Bhanabhai, Bhutadiya Narsungbhai, and Dr Manubhai G. Patel. "Human Resources Development in University Libraries of Gujarat." Indian Journal of Applied Research 3, no. 2 (October 1, 2011): 222–24. http://dx.doi.org/10.15373/2249555x/feb2013/75.

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2

Siddiqui, Dilnawaz A. "Human Resources Development." American Journal of Islam and Society 4, no. 2 (December 1, 1987): 277–94. http://dx.doi.org/10.35632/ajis.v4i2.2863.

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IntroductionThis paper seeks to define human resources development (HRD) as anecessary, if not a sufficient, tool for bringing about societal change in lessdeveloped countries (LDC‘s), and reflects upon different concepts of ”development,” including the Islamic view of it. Then, it reviews the status of educationin the Muslim World and moves on to describe the TALIM model ofHRD. In the end, a few salient features of the mechanism of this model aresuggested. Also, an HRD policy plan that needs to be implemented by theMuslim Ummah is included as an appendix.Human Resources Development (HRD)It can be easily argued that HRD has been an established tradition sincetime immemorial, as it is difficult to determine when individual apprenticeshipstarted. The well-developed ancient civilizations of China, India, Mesopotamiaand Egypt would have been impossible without an established tradition ofapprenticeship. In the West, however, HRD as an organized activity does nothave a long history. Here they have only recently begun to realize itssignificance. The West has now started to move from the stage of treatinglabor as a disposable element of production to a position where “human factor”is considered significant as both the planner and the beneficiary of thefruits of production.According to Knowles (1960) and Nadler (1970), HRD is a strategy ofdeveloping skilled manpower. Nadler (1mO) defines HRD as a series of organizedactivities, conducted within a specified time, and designed to producebehavioral change. According to him, it has four components: (1) employeetraining, (2) employee education, (3) employee development, and (4) nonemployeedevelopment ...

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3

Satar, Ellen. "Human Resources Development." Studies in Family Planning 17, no. 1 (January 1986): 55. http://dx.doi.org/10.2307/1966964.

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Veise, SeidMehdi, Alireza Gholami, Leila Hassanaki, Hassan Rahimi Pardejani, and Alireza khairi. "The effects of human resource flexibility on human resources development." Management Science Letters 4, no. 8 (2014): 1789–96. http://dx.doi.org/10.5267/j.msl.2014.7.004.

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5

NISHIMOTO, Kazutoshi. "Development of human resources." JOURNAL OF THE JAPAN WELDING SOCIETY 82, no. 3 (2013): 161–62. http://dx.doi.org/10.2207/jjws.82.161.

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Fayos-Sola, Eduardo, and Jafar Jafari. "Tourism human resources development." Annals of Tourism Research 24, no. 1 (January 1997): 243–45. http://dx.doi.org/10.1016/s0160-7383(97)81445-4.

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Carefoot, N. F. "Human Resources Development Handbook." Water International 10, no. 1 (January 1985): 47. http://dx.doi.org/10.1080/02508068508686302.

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8

Hubner, Sylvia Veronique, and Matthias Baum. "Entrepreneurs' human resources development." Human Resource Development Quarterly 29, no. 4 (October 24, 2018): 357–81. http://dx.doi.org/10.1002/hrdq.21328.

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9

Svatošová, L. "Human resources development in rural areas of the Czech Republic." Agricultural Economics (Zemědělská ekonomika) 54, No. 2 (February 22, 2008): 71–76. http://dx.doi.org/10.17221/268-agricecon.

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Regional development strategy has to be designed with knowledge of human resources’ development trends. Monitoring of this factor is of concern namely in rural areas where disfavourable demographic situation may occur. Leaving this problem unsolved would constitute depopulation of certain endangered regions. The paper is focused on analysis of human resources’ condition and development granding groups of settlements by size.

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Hossain, Ali. "Human Resources Development: Islamic Perspective." IIUC Studies 9 (July 10, 2015): 345–54. http://dx.doi.org/10.3329/iiucs.v9i0.24038.

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11

Kulkarni, Kishore, and Samir Amin. "Human Resources, Employment and Development." Southern Economic Journal 52, no. 2 (October 1985): 579. http://dx.doi.org/10.2307/1059659.

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12

Jakab, Nóra. "Sustainable development and human resources." Journal of Agricultural and Environmental Law = Agrár- és Környezetjog 21 (2016): 28–40. http://dx.doi.org/10.21029/jael.2016.21.28.

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13

Dragomiroiu, Rodica, Iulian Hurloiu, Bianca Rusu, and Elena Burtea. "Human Resources Monitoring and Development." International conference KNOWLEDGE-BASED ORGANIZATION 22, no. 1 (June 1, 2016): 183–88. http://dx.doi.org/10.1515/kbo-2016-0033.

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Abstract Performance management in organizations is mainly concentrated on evaluating employees’ results and on rewards. The efficient work of a member of an organization is usually seen as a consequence of the interactions between individual skills and motivation. More and more managers of successful business organizations recognize the critical importance of planning and monitoring the employees’ work results.

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Mozaffari, Neda, and Habibollah Javanmard. "Education and Human Resources Development." Academic Journal of Research in Economics and Management 2, no. 3 (March 2014): 25–30. http://dx.doi.org/10.12816/0006539.

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15

Jones, Gavin W. "Population and human resources development." Asia-Pacific Population Journal 7, no. 2 (February 28, 1992): 1–13. http://dx.doi.org/10.18356/43101d1d-en.

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16

Rao, T. V. "Planning for Human Resources Development." Vikalpa: The Journal for Decision Makers 12, no. 3 (July 1987): 45–51. http://dx.doi.org/10.1177/0256090919870305.

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Human Resources Development (HRD) should be a continuous and planned process. Neglecting it, because its results are not discernible in the short run, can weaken the organization. Based on the experiences of several public and private sector enterprises, T V Rao outlines in this article the steps that managers should take to strengthen HRD processes.

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17

Singh, J. P. "Choosing Human Resources Development Interventions." Vikalpa: The Journal for Decision Makers 14, no. 1 (January 1989): 35–42. http://dx.doi.org/10.1177/0256090919890105.

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Singh argues that top management should examine the managerial culture of the group and the organization before introducing change through human resources development (HRD) interventions. Based on an analysis of 176 seniorlevel Indian managers, Singh identifies significant differences in the dimensions of culture among managerial groups categorized by sector (international, public, and private), education, and age. Based on their value orientation, Singh classifies HRD interventions into three families and recommends the family of HRD interventions most suited to different cultural groups.

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18

Liu, Abby, and Geoffrey Wall. "Human resources development in china." Annals of Tourism Research 32, no. 3 (July 2005): 689–710. http://dx.doi.org/10.1016/j.annals.2004.10.011.

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19

Zarqan, Ince Ahmad. "Human Resource Development in the Era of Technology; Technology’s Implementation for Innovative Human Resource Development." Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management 10, no. 3 (December 21, 2017): 217. http://dx.doi.org/10.20473/jmtt.v10i3.5967.

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Rapid changes in technology have affected businesses in an uncountable way, strength of a company can be measured based on the level of technology that implemented for the sake of efficiency, it posseses that the “technovation” (technology and innovation) is one of the key for improvement of human resource. Surely, it is a single important factor for a human resource management as an organization should be able to identify an improvement of its human resources. Thus, the primary purpose of the present paper is to analyze the current effects of technology on HR processes, consider the existing literature on the topic, and discuss the advantages and efficiency. In this scenario, there is a need to clearly identify a technology for an efficient management of human resources which is able to improve skills of the employees. A number of key areas of the impacts of technology on human resource development that are discussed in order to gain an innovative human resource development.Keyword : Human Resource, Development, Technology, Improvement

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20

Wood, Adrian, and Kersti Berge. "Exporting manufactures: Human resources, natural resources, and trade policy." Journal of Development Studies 34, no. 1 (October 1997): 35–59. http://dx.doi.org/10.1080/00220389708422502.

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21

Abrori, Muhammad, Wan Jamaluddin, Subandi a, and Muhammad Akmansyah. "HUMAN RESOURCES DEVELOPMENT AT MADRASAH ALIYAH WAY KANAN REGENCY." International Journal of Advanced Research 10, no. 06 (June 30, 2022): 475–83. http://dx.doi.org/10.21474/ijar01/14912.

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The main objective of this research is to develop human resources at Madrasah Aliyah in Way Kanan Regency. This research is a type of descriptive research using a qualitative approach. The results of the study found that 1) the development of human resources through education, 2) the development of human resources through training, 3) the development of human resources through lesson study, (4) the development of human resources through work motivation, (5) the development of human resources through incentives, 6) human resource development through promotion, and 7) human resource development through transfers. The conclusion from the results of this study is that the development of human resources at Madrasah Aliyah in Way Kanan Regency still needs to be improved, especially through education, training, providing incentives, promotions and transfers.

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22

Handayani, Citra, and Prihandoko Prihandoko. "EVALUATION OF PERSONNEL INFORMATION SYSTEM HUMAN RESOURCES DEVELOPMENT AGENCY HUMAN RESOURCES TRANSPORTATION." Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik 10, no. 1 (February 20, 2023): 206–21. http://dx.doi.org/10.37606/publik.v10i1.579.

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This study aims to determine the extent to which the personnel information system at the BPSDM of the Ministry of Transportation is running. This is done with the HOT FIT Model approach which tests several things on these variables including technology, Human, and Organization. As a result, the factory has a very large contribution of 63.6%. Based on these results, it can be concluded that the human factory element has a significant role, the thing that can be done is to provide regular training and continue to improve the quality of the Human factory.

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23

Park, Jieun, and Mark Maltarich. "Human Capital Resource Development: Antecedents and Consequences of Human Capital Resources in Teams." Academy of Management Proceedings 2020, no. 1 (August 2020): 14259. http://dx.doi.org/10.5465/ambpp.2020.14259abstract.

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24

Tvrdoň, J. "Human capital and modelling of its development." Agricultural Economics (Zemědělská ekonomika) 52, No. 3 (February 17, 2012): 117–22. http://dx.doi.org/10.17221/5003-agricecon.

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The paper deals with the relation between education, as pivotal characteristics of capital, and efficiency of school work-places with use of production modelling. A starting analytic tool is a determination of school facilities efficiency according to an efficiency matrix from which it results that also schools with a lower volume of resources per a student can significantly contribute to human capital development. Transformation of these sources into knowledge is expressed by a production function of education in which results of students are an endogenous variable in dependence on school resources, qualification level of students’ families, school-mates’ level, previous results of students and their effort. The course of the production function and its shape depends on many factors and economy of scale determined in the paper.

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25

NOMAGUCHI, Yutaka. "Development of Human Resources in 2050." Proceedings of Mechanical Engineering Congress, Japan 2020 (2020): W25303. http://dx.doi.org/10.1299/jsmemecj.2020.w25303.

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26

Proka, N. I. "COMPETENCY APPROACH TO HUMAN RESOURCES DEVELOPMENT." Bulletin of Agrarian Science 6, no. 93 (2021): 125–30. http://dx.doi.org/10.17238/issn2587-666x.2021.6.125.

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27

DUNLOP, JOHN T. "The Challenge of Human Resources Development." Industrial Relations: A Journal of Economy and Society 31, no. 1 (January 1992): 50–55. http://dx.doi.org/10.1111/j.1468-232x.1992.tb00297.x.

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28

Miyataki, G., and A. Whatley. "Human Resources Development In South Korea." Asia Pacific Journal of Human Resources 27, no. 3 (August 1, 1989): 6–13. http://dx.doi.org/10.1177/103841118902700301.

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29

Kazakovs, Maksims, Anta Verdina, and Irina Arhipova. "Automation of Human Resources Development Planning." Procedia Computer Science 77 (2015): 234–39. http://dx.doi.org/10.1016/j.procs.2015.12.379.

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30

Pearse, Richard. "Human resources development in the Pacific." International Journal of Educational Development 9, no. 3 (January 1989): 211–12. http://dx.doi.org/10.1016/0738-0593(89)90048-5.

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31

Afiah Mukhtar, Masradin Masradin, Asmawiyah Asmawiyah, Rahmat Rahmat, and Nurjaya Nurjaya. "Human Resources Development Era Digital Business." Terbuka Journal of Economics and Business 3, no. 2 (December 15, 2022): 23–30. http://dx.doi.org/10.33830/tjeb.v3i2.4180.

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The purpose of this study is to describe the implementation of human resource management development in the digital era. This type of research is a descriptive qualitative literature study. There are several Human Resource Development Strategies in the Digital Business Age including: 1) The need for talented HR with hard skills and soft skills, 2) Providing Opportunities to Channel Ideas, 3) Appreciation and Awards. 4) Mastery of Digital Technology. 5) Excellent Service. The novelty of the strategy described in human resource development because of the results of the analysis, field conditions, problems and literature searches needed in the digital era

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32

Shonhiwa, Doctor Caxton. "Significance of Training for Human Resources Development." Cross-Currents: An International Peer-Reviewed Journal on Humanities & Social Sciences 4, no. 1 (February 25, 2018): 4–7. http://dx.doi.org/10.36344/ccijhss.2018.v04i01.002.

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Human resource training is particularly important with respect to selecting, interviewing and hiring new employees. People who work in human resources must be able to find the right candidates for a wide spectrum of job openings. These individuals must know how to ask appropriate questions, evaluate a job candidate's responses and determine if the candidate gets past the screening process. For example, human resource managers must not ask questions about a person's age or religion. Asking the wrong question could elicit a potential law suit.

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Shonhiwa, Doctor Caxton. "Significance of Training for Human Resources Development." Cross-Currents: An International Peer-Reviewed Journal on Humanities & Social Sciences 4, no. 1 (February 25, 2018): 4–7. http://dx.doi.org/10.36344/ccijhss.2018.v04i01.002.

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Human resource training is particularly important with respect to selecting, interviewing and hiring new employees. People who work in human resources must be able to find the right candidates for a wide spectrum of job openings. These individuals must know how to ask appropriate questions, evaluate a job candidate's responses and determine if the candidate gets past the screening process. For example, human resource managers must not ask questions about a person's age or religion. Asking the wrong question could elicit a potential law suit.

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34

Jamaluddin, Sirajuddin Saleh, Rudi Salam, and Sitti Hardiyanti Arhas. "Social Network Analysis Human Resource Development Using Twitter Data." SHS Web of Conferences 149 (2022): 02030. http://dx.doi.org/10.1051/shsconf/202214902030.

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The most important resource owned by an organization, one implication is that the most important investment that an organization may make is in the area of human resources. The purpose of this study was to determine the development of human resources through social network analysis obtained from Twitter data. This research is qualitative netnographic research, with a social network analysis approach known as SNA. The data were obtained and analyzed using the atlas. ti application. The results of the research show that human resource development can be carried out in various ways, such as collaborating with relevant agencies such as the Agency for Personnel and Human Resources Development, or even with other countries. Human Resource Development, more by government agencies than by the private sector. Many of the resource developments are related to technology. This research is new because the analytical media used is new.

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35

Hwang, Ga-Young, Hyun-Hee Kim, Kazuharu Mizuno, Da-Bin Kim, and Woo-Seok Kong. "A Study on the Development of Poong-do using Natural and Human Resources." Journal of Korean Island 32, no. 2 (August 31, 2020): 49–67. http://dx.doi.org/10.26840/jki.32.2.49.

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36

Ali, Raed Saiad. "The Relationship Between Human Resources Development and Sustainable Development Strategy: A Case of Iraq." Akkad Journal Of Contemporary Economic Studies 1, no. 1 (January 14, 2022): 29–44. http://dx.doi.org/10.55202/ajces.v1i1.51.

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Local economic growth is inextricably linked to natural and human resource optimization. This study aims to examine how natural and human resource potential functions as a factor of Iraq's economic growth. Additionally, it investigates the impact of natural resources, human capital, community culture, and legislation on Iraq's economic progress. The research technique employed is a hybrid model, which combines quantitative and qualitative methodologies. Observation, survey, and documentation were used to collect data. The study's findings indicate that maximizing natural resource usage without investing in human resource development leads to minimal contribution to economic growth in Iraq, posing a barrier to accelerating economic development. In addition, natural resources, human capital, and community culture significantly impact Iraq's financial success. Therefore, this research advises that Iraq's economic growth be accelerated by optimizing resource potential and developing human resource capability via technology and changes in community culture.

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37

TSUJIMURA, Maki. "Future Perspectives of Human Resource Development in Hydrology and Water Resources." JOURNAL OF JAPAN SOCIETY OF HYDROLOGY AND WATER RESOURCES 30, no. 6 (2017): 353–55. http://dx.doi.org/10.3178/jjshwr.30.353.

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&NA;, &NA;. "Nursing Staff Development: A Component of Human Resources Development." Nursing Administration Quarterly 20, no. 3 (1996): 91. http://dx.doi.org/10.1097/00006216-199602030-00015.

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39

Viet, Phan Quan. "Tourism Human Resources Develoment in Phu Quoc, Vietnam." Business and Economic Research 8, no. 4 (November 12, 2018): 63. http://dx.doi.org/10.5296/ber.v8i4.13887.

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The research was conducted to develop solutions for tourism human resource development in Phu Quoc. The study analyzes the needs of human resource development in tourism in Vietnam and highlights the experiences of human resource development in tourism in some provinces and cities in Vietnam and other countries in the world. From there, the study proposed four solutions to develop human resources for tourism in Phu Quoc including: using human resources, training human resources, attracting talents and experience in state management.

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Hoa, Vu Van, Hoang Dung, Ha Thi Thu Phuong, and Pham Van Hieu. "Human Resources Development of Vietnam Commercial Banking System." Cross Current International Journal of Economics, Management and Media Studies 4, no. 3 (June 12, 2022): 19–27. http://dx.doi.org/10.36344/ccijemms.2022.v04i03.002.

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The Government has promulgated the "Strategy to develop the banking industry in Vietnam to 2025, with orientation to 2030," The strategic perspective on the development of Vietnam's banking system plays an essential role in the financial system. Credit institutions or commercial banks are treated equally, compete following the law, operate autonomously, and take self-responsibility. In the past time, although the human resource of the credit institution system has improved significantly, the Government still sets a requirement to focus on developing human resources of the banking industry to ensure the completion of strategic goals. The article outlines several limitations and inadequacies in human resources of commercial banks, thereby proposing some solutions to develop human resources of commercial banks to successfully implement the development strategy of the banking industry to 2025 and orientation to 2030.

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Pham, Nam Ngoc. "Human resources development in Vietnam’s health sector." Science & Technology Development Journal - Economics - Law and Management 5, no. 2 (May 14, 2021): first. http://dx.doi.org/10.32508/stdjelm.v5i2.753.

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This paper addresses issues related to health, health care, human resources in the health sector, characteristics of human resources for health, the need to develop a health workforce, analyzing criteria for evaluating human resources for health in terms of both quantity and quality; the position and role of human resources in the health sector, the development of human resources in the health sector under the process of industrialization, modernization and socio-economic development of Vietnam in the current period, achievements and limitations in human resources development in Vietnam's health care sector. In addition, the study also highlights statistics, some works and reports on health, human resources for health, contents of health human resources development; allocation of health human resources, education and training of health human resources in the country and some developed countries such as India, China, and the situation of domestic and international health human resources to draw some recommendations for the development of health human resources in Vietnam afterwards.

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42

Miao, Bin. "Facing the Development of SMEs Based on Human Resources Management." Advanced Materials Research 268-270 (July 2011): 1909–12. http://dx.doi.org/10.4028/www.scientific.net/amr.268-270.1909.

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SMEs are important part of the national economy. The level of human resources management in an enterprise ultimately determines the competitiveness of enterprises and effective development and scientific and rational management of human resources is the key to the business success. Therefore, how to strengthen and improve the enterprise human resources management are the urgent issues in the development process of current enterprises. The article analyzes the prominent problems in SMEs’ human resources management from human resource perspective, taking Zhengzhou Wuhua Lamp Company for example. It puts forward how to strengthen and perfect the SMEs’ human resources management and gives some countermeasures and suggestions, also highlights the importance of "people-oriented" concept of modern human resources management and provides valuable suggestions for SMEs’ health development.

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MATSUZAKI, Akira. "Envilonmental changes and lifelong human resources development." Journal of the Japan Society for Precision Engineering 54, no. 1 (1988): 57–60. http://dx.doi.org/10.2493/jjspe.54.57.

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44

Öztırak, Mesut. "Training and Development in Human Resources Management." International Journal of Social Sciences 6, no. 26 (October 7, 2022): 273–87. http://dx.doi.org/10.52096/usbd.6.26.16.

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Education as a general definition; in the behavior of the individual through his own life it is the process of bringing about desired changes. Teaching, planned and planned education carried out in a certain place and in a time period called the programmatic part. Based on these definitions, my concept of education is more we can say that it is comprehensive. Development, employment in the organization to increase the performance of the employee. Made by the management during the period from the start of the it includes all efforts related to activities. Training and development in organizations or businesses involving employees activities have a number of purposes. These; to achieve high efficiency at an affordable cost, to increase the quality of goods and services for production, to prevent waste of materials, raw materials and energy, to help the organization in effective time management, to increase the level of organizational commitment by providing motivation and job satisfaction of employees can be counted as increasing and strengthening the corporate culture. In this study, the training and development function in human resources management is mentioned. Key words: Human Resources Management, Training, Development, Training and Development Jel Code: M10, M11

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45

Radeva, Svetlana. "DEVELOPMENT OF HUMAN RESOURCES IN MEDICAL INSTITUTIONS." Knowledge International Journal 34, no. 4 (October 4, 2019): 1141–46. http://dx.doi.org/10.35120/kij34041141r.

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The management of human resources is the main function of management in the organization. This defines the nature and the development of the Organization as a whole, modifies people's management in the working process to steer them towards the goals that the organization sets itself. The effective management of human resources requires the elaboration of clear strategies for the development of staff, managers with values and patterns of behaviour, corresponding to the stated values of the organization, who understand the significant effect of improving work to improve the human resources system in order to achieve better results. In order to achieve the objectives of an organization such as the Specialized Hospital of obstetrics and gynecology for active treatment Varna (SHOGAT), the leaders of each level need to know the theoretical-methodological foundations of the staff motivation, the legal framework for the action; To know and guide conflict resolution in hospital sectors. Knowing the patterns of motivation, the management raised the 100% satisfaction of its employees by improving the jobs and renovating the building stock. Managers in the medical institution work in the direction of engaging the personnel in the curative and diagnostic process, as well as in participating in the training process of the future cadres. This helps to plan labour resources on hospital structures and to select staff.The management and development of human resources is aimed at implementing the decision and implies forming in the managing system (the supervisors) the ability to properly influence the managed system (health teams) in order to ensure that the task is implemented by using the most effective methods and means.

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46

Sakban, Sakban, and Wahyu Khafidah. "Development Of Human Resources For Islamic Education." Ruhama : Islamic Education Journal 4, no. 1 (December 14, 2021): 91–102. http://dx.doi.org/10.31869/ruhama.v4i1.2605.

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Generalization of education as generalization of opportunity to obtain;get to education, education have role expand education democratization it with password of education all for. Generalization of education include;cover two important aspect that is and equality of equity. Equality or meaningful equation of equation of opportunity to obtain;get to education, while equity have a meaning (of) justice in getting the opportunity is same education among various group in society. Access to education which flatten to mean all school age resident have got the opportunity education, meanwhile access to education have fair if between group can enjoy education is samely.

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KATAOKA, Seiji. "Rival Consciousness Brings on Human Resources Development." Journal of the Japan Society for Technology of Plasticity 49, no. 573 (2016): 931–32. http://dx.doi.org/10.9773/sosei.49.931.

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48

Zinnurova, Yu A., and E. M. Shironina. "THEORETICAL ASPECTS OF HUMAN RESOURCES CAPACITY DEVELOPMENT." Vestnik Universiteta 1, no. 12 (February 10, 2020): 17–22. http://dx.doi.org/10.26425/1816-4277-2019-12-17-22.

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49

Колмакова, Олена Миколаївна. "Evaluation and prediction of human resources development." Technology audit and production reserves 5, no. 3(13) (September 11, 2013): 50–52. http://dx.doi.org/10.15587/2312-8372.2013.18571.

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50

KYUMA, Kazuo. "Development of Global ^|^amp; Innovation Human Resources." Journal of JSEE 61, no. 2 (2013): 2_1. http://dx.doi.org/10.4307/jsee.61.2_1.

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