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Koyama, Seiji. "Human resource development program". Journal of Global Tourism Research 5, n.º 2 (2020): 113–16. http://dx.doi.org/10.37020/jgtr.5.2_113.
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Deslandes, C. S. "Human Resource Development in Aboriginal Schools". Aboriginal Child at School 13, n.º 2 (maio de 1985): 21–26. http://dx.doi.org/10.1017/s0310582200013717.
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A Human Resource Development Program is badly needed for Aboriginal schools - a program that is going to - •cater for all groups of people connected with the school;•allow for real and consistent participant decision making about priorities and programs;•be developmental in its structure.I propose the following model as a program that can achieve more fully Human Resource Development than is currently happening.
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Afandi, Ahmad. "MENTORING PROGRAM: Empowerment and Human Resources Development". AKADEMIK: Jurnal Mahasiswa Humanis 1, n.º 3 (1 de setembro de 2021): 87–94. http://dx.doi.org/10.37481/jmh.v1i3.458.
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The need for quality employees is a necessity, this is believed to be able to help the company in achieving its goals. In fact, the highest quality employees can drive rapid progress and help companies stand out from competition and global business threats. Based on this, the company is aware of an effort to develop employees in the right way, namely through mentoring or mentoring programs. This study aims to identify, analyze, and suggest how to develop employees well through a mentoring program. To answer this goal, a qualitative scientific method was used. Data and information were obtained through observation and interviews with employees of Hutama Karya companies who participated in the mentoring program. While the analytical method using descriptive technique. The results of the study show that mentoring programs can help employees accelerate their abilities and increase better opportunities. The interesting thing about this program is that the company has an effective leadership regeneration system, so that it can help maintain the company's existence in the future
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Lestari Widarni, Eny, e Claudia Laura. "Urbanization and Human Capital Development in Malaysia". SPLASH Magz 1, n.º 2 (21 de abril de 2021): 31–35. http://dx.doi.org/10.54204/splashmagzvol1no1pp31to35.
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This paper investigates the impact of urbanization in Malaysia and human capital development in Malaysia in particular urbanized areas. We argue that the presence of urbanites at the turn of the 20th century has had a positive impact on human capital in Malaysia today. This is evidenced by empirical evidence using the Ordinary Least Squares (OLS) method by adopting the Índice Firjan de Desenvolvimento Municipal (IFDM) method to calculate the human capital development index in Malaysia. We find that the urbanization program has a positive impact on human capital development in Malaysia.
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Al Mujib, Ihwan Huda, Julien Arief Wicaksono, Nur Afni Rachman e Muhammad Endy Fadlullah. "Komunikasi Pembangunan Pemerintah melalui BLKK untuk Human Capacity Development". Jurnal Nomosleca 8, n.º 2 (15 de novembro de 2022): 230–41. http://dx.doi.org/10.26905/nomosleca.v8i2.8859.
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Every community empowerment program by the government is expected to give a positive effect and outcome, not only for the community who received it, but also for people who live surround it. Indonesian Ministry of Manpower held many programs trying to empower the community to be better and more productive. One of the programs is Balai Latihan Kerja Komunitas (Vocational and Education Training Center for Community) or known as BLK-K. Pondok Pesantren Annuriyyah is one of the communities which is received this empowerment through BLK-K program. This article elaborates in detail about the “growing-up” process BLK-K in Pondok Pesantren Annuriyyah. By employing qualitative research method, focusing on ethnographic technique, the writers give a concise elaboration in every step passed by the subject being observed. This elaboration is started by the history of establishing, the initiating of empowerment program, till the effect acquired by the community. The elaboration is analyzed using empowerment and development theory. The result shows that the empowerment program, BLK-K, in Pondok Pesantren Annuriyyah, which is focused on welding training, is categorized as a successfully empowerment program that can encourage the community to be an entrepreneur and profitable community.Keywords: Empowerment, BLK-K, Pondok Pesantren
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Martini, Ida Ayu Oka, Ni Wayan Lasmi, NK Jaya e Ni Ketut Elly Sutrisni. "Improving Cooperative Performance through Human Resource Development Efforts". International Journal of Social Sciences and Humanities (IJSSH) 1, n.º 3 (7 de dezembro de 2017): 49. http://dx.doi.org/10.21744/ijssh.v1i3.55.
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Improving cooperative performance as one of the national and regional reconstruction teachers should be continuously carried out unlike the steps and anticipation by the many cooperatives that are bankrupt or disabled. The one aspect that needs to be improved was the aspect of Human Resources (HR) becomes manager and management of existing cooperatives. In order to realize it, the Department of Cooperatives and UMKM Bali Province has implemented various programs to improve the performance of cooperatives human resources that have been registered. The present research was conducted to measure the success level of human resource development from cooperative and relate to the cooperative performance that collected by Department of Cooperatives and UMKM during in 2016 period. The result of the document study was obtained concluded that have been done competency certification program for the manager and cooperative management, program education and training was attended by 1200 managers and cooperative management in Bali Province during in 2012 until 2016 period. Based on the programs that have been done, the Department of Cooperatives and UMKM Bali Province recorded a working realization of 218.89% or has exceeded the target set.
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Martini, Ida Ayu Oka, Ni Wayan Lasmi, NK Jaya e Ni Ketut Elly Sutrisni. "Improving cooperative performance through human resource development efforts". International journal of social sciences and humanities 1, n.º 3 (7 de dezembro de 2017): 49–58. http://dx.doi.org/10.29332/ijssh.v1n3.55.
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Improving cooperative performance as one of the national and regional reconstruction teachers should be continuously carried out unlike the steps and anticipation by the many cooperatives that are bankrupt or disabled. The one aspect that needs to be improved was the aspect of Human Resources (HR) becomes manager and management of existing cooperatives. In order to realize it, the Department of Cooperatives and UMKM Bali Province has implemented various programs to improve the performance of cooperatives human resources that have been registered. The present research was conducted to measure the success level of human resource development from cooperative and relate to the cooperative performance that collected by Department of Cooperatives and UMKM during in 2016 period. The result of the document study was obtained concluded that have been done competency certification program for the manager and cooperative management, program education and training was attended by 1200 managers and cooperative management in Bali Province during in 2012 until 2016 period. Based on the programs that have been done, the Department of Cooperatives and UMKM Bali Province recorded a working realization of 218.89% or has exceeded the target set.
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Prisia, Ardha. "CSR Program Axiata Group in Promoting Human Development". International Journal of Innovation Review 1, n.º 1 (3 de outubro de 2020): 37–43. http://dx.doi.org/10.52473/ijir.v1i1.10.
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Corporate Social Responsibility is a very broad yet complex concept, It is a commitment from corporations or businesses to consider the social and environmental impact from their business activities, aims to give a positive impact to the society and the company, either in the aspects of economics, social, environment, or others. This paper discussed the implementation of Axiata Group’s CSR Program and being analyzed by the human development theory, using three indicators that are being used in Human Development Index (HDI), namely Education, Health, and Economics. The research is using qualitative methodology to gain the data and pieces of information that are needed and the research found that Axiata Group’s CSR program is considered a successful one. However, the research found that their program is mainly circled in Education and Economic Field. But no regard for the public health field. Therefore, the companies need to plan the CSR program to improve public health, especially during this Covid-19 pandemic.
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Hong, Deockki, Eunju Ham e Jong Mun Cheon. "Development of the Human Rights in Sports Education Program for the College Student-Athletes". Korean Journal of Sport Science 33, n.º 4 (31 de dezembro de 2022): 701–12. http://dx.doi.org/10.24985/kjss.2022.33.4.701.
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PURPOSE This study aimed to develop a sports-related human rights education program for college student-athletes. METHODS To do this, literature reviews, individual interviews, and experts’ meeting data were collected. The data were analyzed using content analysis and domain analysis. RESULTS The study involved five steps. First, the literature reviews examined the problems and improvement points regarding previous sports-related human rights education programs. Second, the direction of human rights in sports education programs was developed based on certain development principles and criterion. Third, eight sports-related human rights education lesson plans were developed. Each lesson plan had a format that contained lesson objectives, ice breaking quizzes, core contents, discussion sections, and essential summaries. Fourth, the program was validated using a pilot test. Last, a “human rights in sports” instructor education program was executed. CONCLUSIONS The program can be effectively used among college student-athletes.
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Qurrata, Vika Annisa, Qurrotu Ayniy Ayniy e Riqa Aniqa Helma Alam. "poverty, health, human development, government, education". Media Trend 17, n.º 1 (27 de março de 2022): 296–306. http://dx.doi.org/10.21107/mediatrend.v17i1.10610.
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The purpose of this study is to determine the economic impact of the productive zakat infaq sodaqoh (ZIS) movement based on indigenous wisdom and the use of "coin cans" on the residents of Simping Village, Malang Regency. The Zakat Collector Network (JPZIS) carried out the program campaign for ZIS in Simping Village, Malang Regency. It is one of the local non-profit organizations under the guidance of Lazis NU which accommodates the receipt, management, and distribution of zakat and infaq for the local community with the program "coin cans." This study used a quantitative descriptive method through allocation to collection ratio (ACR) and a logit test. This study uses data from the financial statements of the JPZIS Simping Village, Malang Regency, and the people who have received this program. The results showed that the productive ZIS movement program "coin cans" using the ACR method effectively distributes it. Additionally, the logit test indicates that distribution effectiveness has a positive and significant effect on recipients' income, consumption, and education. The community primarily uses the effect of this income to cover basic daily expenses and school tuition. On the basis of the foregoing analysis, it can be concluded that the ZIS movement is based on indigenous wisdom. If managed professionally and effectively, many regions can use it to boost their local economies.
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Hurney, Carol A., Carole Nash, Christie-Joy B. Hartman e Edward J. Brantmeier. "Incorporating sustainability content and pedagogy through faculty development". International Journal of Sustainability in Higher Education 17, n.º 5 (5 de setembro de 2016): 582–600. http://dx.doi.org/10.1108/ijshe-12-2014-0180.
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Purpose Key elements of a curriculum are presented for a faculty development program that integrated sustainability content with effective course design methodology across a variety of disciplines. The study aims to present self-reported impacts for a small number of faculty participants and their courses. Design/methodology/approach A yearlong faculty development program to introduce content and effective course design for teaching about sustainability was created through a content-driven, backward design approach. Faculty participants from two cohorts were surveyed electronically to evaluate their perceptions of the impact of the program on their courses and professional development either one or two years after completing the program. Findings The theoretical model, curriculum and assignments for the sustainability-enhanced program are presented and discussed. Faculty participant responses to a survey (n = 14) following completion of the program indicated that the process changed pedagogical approaches, created a sense of community and raised awareness of campus resources. Faculty perceived that sustainability content enhanced their course redesign by providing “real-world” relevance, awareness and engagement. More than half of the respondents reported using tools they learned in the program to redesign elements of other courses. Three respondents indicated that integrating sustainability content into their courses had little to no benefit. Research limitations/implications The study did not explore the impact of the program on faculty and student learning. Practical implications The tools presented are practice-ready. Originality/value This study can inform the design and evaluation of other sustainability-related faculty development programs.
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Marcondes, Nilsen Aparecida Vieira, Edna Maria Querido de Oliveira Chamon e Pétala Gonçalves Lacerda. "O Programa Bolsa Família Enquanto Propulsor de Desenvolvimento Humano". Revista de Ensino, Educação e Ciências Humanas 17, n.º 4 (17 de fevereiro de 2017): 370. http://dx.doi.org/10.17921/2447-8733.2016v17n4p370-380.
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O Programa Bolsa Família, de amplitude nacional, tem trazido consequências positivas no aspecto socioeconômico das famílias atendidas, por isso objetiva-se refletir sobre a importância do Programa, enquanto propulsor de desenvolvimento humano. Trata-se de um estudo básico, quanti-qualitativo e descritivo, caracterizado como relato de experiência. Como resultado esta síntese reflexiva demonstra que o Programa Bolsa Família se configura como propulsor de melhorias para muitos brasileiros, os quais têm acesso a oportunidades capazes de transformar suas realidades socioeconômicas, contribuindo para sua saída do estado de extrema pobreza. Conclui-se que centrar discussões em torno do desenvolvimento humano impulsionado pelos Programas Sociais de Transferência de Renda contribui para ressignificar as ações de todos os profissionais, que direcionam o fazer na efetivação da emancipação humana. Palavras-chave: Programa Bolsa Família. Desenvolvimento Humano. Direitos de Cidadania. Relato de Experiência. AbstractThe Bolsa Família Program, nation-wide, has brought positive consequences in the aspect socioeconomic of the families served by this objective is to reflect on the importance of the Bolsa Família Program as a driver human development. This is a basic study, quanti-qualitative and descriptive, characterized as an experience report. As a result of this synthes reflective shows that Bolsa Família is configured as propellant improvements for many Brazilians, who have access to opportunities that can transform their socioeconomic realities, contributing to its exit from extreme poverty. Is concluded that focus discussions on the human development by the Social Transfer Cash Programs contributes helps tore frame the actions of all other professionals that guide their work in realization of human emancipation. Keywords: Bolsa Família Program. Human Development. Rights of Citizenship. Experience Report.
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Prihatin, Taat P., Dedi Purwana e Agung Dharmawan Buchdadi. "Community Facilitator: Human Resources Or Human Capital?" International Journal of Scientific Research and Management 10, n.º 12 (13 de dezembro de 2022): 1320–28. http://dx.doi.org/10.18535/ijsrm/v10i12.sh01.
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Community Facilitator is indispensable in the development programs that use a community-based approach. Its existence has been an integral part of community-driven development since the early 1980s. The question is, is it human resources or human capital? What competencies must a facilitator have to carry out their duties effectively? This research was conducted with a qualitative approach through FGD and interviews with informants to answer the following questions: (i) what is a facilitator? (ii) how does the facilitator work? (iii) what competencies must the facilitator have? (iv) what is the difference between human resources and human capital? (v) is the facilitator a human resource or human capital? In this research, the facilitator's competence will be identified using the KSA framework (knowledge, skill, and attribute).
Based on the study, a facilitator is defined as a person with certain knowledge, skills, and attributes, who is assigned to introduce, plan, and organize the implementation of a program to the program beneficiaries so that the program can be implemented following the predetermined budget, provisions, quality, and procedures. Facilitators must know the program cycle, local culture/tradition, formal and informal figures in the village, and the resources required for the program implementation. The facilitator's must-have skills include communication, organizing, mediation, administration-finance, and various construction technical skills. Meanwhile, the attributes needed include commitment, responsibility, and adaptation.
A human resource is a worker using knowledge, skills, and commitment to carry out tasks with clearly defined processes and outputs. Human capital is a worker who uses knowledge, skills, creativity, innovativeness, and commitment to carry out tasks to increase the organizational value-added, with processes and outputs that have not been clearly defined. From an individual and organizational perspective, community facilitator is categorized as human capital.
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Tuwindar, Tuwindar, e Okder Pendrian. "Peran Human Resources Development dalam Meningkatkan Produktivitas Karyawan". Journal of Economics and Business UBS 13, n.º 2 (29 de março de 2024): 557–65. http://dx.doi.org/10.52644/joeb.v13i2.1561.
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Produktivitas karyawan merupakan faktor penting dalam menentukan keberhasilan suatu organisasi. Karyawan yang produktif akan menghasilkan output yang lebih banyak dan berkualitas, sehingga meningkatkan kinerja dan keuntungan organisasi. Tujuan dari penelitian ini adalah untuk mengevaluasi dan memahami peran HRD dalam meningkatkan produktivitas karyawan perusahaan X di Jakarta. Penelitian ini menggunakan metode penelitian kualitatif dengan desain studi kasus. Teknik pengumpulan data pada penelitian ini yakni dengan wawancara dan studi kepustakaan. Data yang telah terkumpul kemudian dianalisisa dalam tiga tahapan yakni reduksi data, penyajian data dan penarikan kesimpulan. Hasil penelitian menunjukan bahwa HRD memiliki peran penting dalam meningkatkan produktivitas karyawan melalui berbagai program dan kegiatannya antara lain pelatihan dan pengembangan, manajemen kinerja, penilaian dan pengembangan karir, motivasi dan engagement, kesejahteraan dan kesehatan karyawan. Upaya untuk meningkatkan efektivitas program dan kegiatan HRD, perlu dilakukan penyusunan program dan kegiatan yang berdasarkan kebutuhan dan analisis data, melibatkan karyawan dalam proses perancangan dan pelaksanaan program dan kegiatan, serta memonitor dan mengevaluasi efektivitas program dan kegiatan secara berkala.
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Myung, Dong-Ju, Gyung-Ho Shin, Jeong-Hyun Lee, Eun Ji Kim e Beom-Seon Lee. "Development of Human Resource Management Program for Protected Horticulture". Journal of Bio-Environment Control 30, n.º 4 (1 de outubro de 2021): 356–66. http://dx.doi.org/10.12791/ksbec.2021.30.4.359.
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Kolomiiets, V. М. "The Research Program of Institutional Development of Human Capital". Business Inform 3, n.º 494 (2019): 8–13. http://dx.doi.org/10.32983/2222-4459-2019-3-8-13.
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White, Ron V. "Innovation in Curriculum Planning and Program Development". Annual Review of Applied Linguistics 13 (março de 1992): 244–59. http://dx.doi.org/10.1017/s026719050000249x.
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Following definitions by Havelock and Huberman (1978) and Nicholls (1983), innovation can be defined as a deliberate effort, perceived as new and intended to bring about improvement. As such, innovation is distinguished from change which is any difference that occurs between Time one and Time two. What is crucial in innovation is that it is change involving human intervention.Since human agency is involved, innovation can be viewed from many angles: individual, social, organizational, political, technological, and historical. Not surprisingly, much attention has been given to the technological aspects of innovation, among which can be included language pedagogy.
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Harris, Candice A., e Sarah I. Leberman. "Leadership Development for Women in New Zealand Universities". Advances in Developing Human Resources 14, n.º 1 (4 de dezembro de 2011): 28–44. http://dx.doi.org/10.1177/1523422311428747.
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The Problem. Women continue to be underrepresented in senior academic and general staff positions in universities internationally, and New Zealand universities are no different. In addition, there is limited empirical research on leadership development programs for women. The Solution. This article adds to knowledge in the area by describing and discussing the outcomes of the national New Zealand Women in Leadership (NZWIL) program, which is now in its 5th year of operation. A longitudinal case study approach has been adopted including surveys, phone interviews, and an independent evaluation. The findings suggest that the program has been successful on both an individual and organizational level. Individually, participants have increased their self-confidence and networking skills, enabling them, for example, to apply for promotion and gain it. The Stakeholders. Postsecondary leaders, human resource development (HRD), and leadership development professionals can learn from the findings of this program and adapt them to their context.
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Ardini-Poleske, Maryanne E., Robert F. Clark, Charles Ansong, James P. Carson, Richard A. Corley, Gail H. Deutsch, James S. Hagood et al. "LungMAP: The Molecular Atlas of Lung Development Program". American Journal of Physiology-Lung Cellular and Molecular Physiology 313, n.º 5 (1 de novembro de 2017): L733—L740. http://dx.doi.org/10.1152/ajplung.00139.2017.
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The National Heart, Lung, and Blood Institute is funding an effort to create a molecular atlas of the developing lung (LungMAP) to serve as a research resource and public education tool. The lung is a complex organ with lengthy development time driven by interactive gene networks and dynamic cross talk among multiple cell types to control and coordinate lineage specification, cell proliferation, differentiation, migration, morphogenesis, and injury repair. A better understanding of the processes that regulate lung development, particularly alveologenesis, will have a significant impact on survival rates for premature infants born with incomplete lung development and will facilitate lung injury repair and regeneration in adults. A consortium of four research centers, a data coordinating center, and a human tissue repository provides high-quality molecular data of developing human and mouse lungs. LungMAP includes mouse and human data for cross correlation of developmental processes across species. LungMAP is generating foundational data and analysis, creating a web portal for presentation of results and public sharing of data sets, establishing a repository of young human lung tissues obtained through organ donor organizations, and developing a comprehensive lung ontology that incorporates the latest findings of the consortium. The LungMAP website ( www.lungmap.net ) currently contains more than 6,000 high-resolution lung images and transcriptomic, proteomic, and lipidomic human and mouse data and provides scientific information to stimulate interest in research careers for young audiences. This paper presents a brief description of research conducted by the consortium, database, and portal development and upcoming features that will enhance the LungMAP experience for a community of users.
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Kim, Mihyeon, Jennifer Cross e Tracy Cross. "Program Development for Disadvantaged High-Ability Students". Gifted Child Today 40, n.º 2 (21 de março de 2017): 87–95. http://dx.doi.org/10.1177/1076217517690190.
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Examining lessons learned through 4 years of experience of hosting Camp Launch, a university-based residential science, technology, engineering, and mathematics (STEM) enrichment program for low-income, high-ability, middle school students, this article explores components of the program and offers suggestions for implementing programs that serve this population. The camp exposes students to a variety of learning activities, including academic classes in STEM area and writing, personal development class, evening classes beyond STEM areas such as art and drama, diverse physical activities, career conference, and field trips. For such a program to be successful, it is critical to find and develop good human resources, including teachers experienced with the population and counselors who are mature and effective communicators. Curriculum must be appropriate for high-ability students, and all staff members should be prepared to work with this special population. A network of collaborators, from university professors to museums, helps to make the program successful.
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Conley, Barbara A., Margaret M. Cavenagh, JoyAnn Phillips Rohan, Tracy G. Lively, Chih-Jian Lih e P. Mickey Williams. "Clinical assay development program." Journal of Clinical Oncology 30, n.º 30_suppl (20 de outubro de 2012): 98. http://dx.doi.org/10.1200/jco.2012.30.30_suppl.98.
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98 Background: Discoverers of predictive or prognostic molecular features often do not have the resources to analytically validate findings into a “locked down” assay. Methods: The Clinical Assay Development Program (CADP) was created to provide resources to transition promising markers/signatures into validated assays for use in clinical trials. The CADP is composed of the Clinical Assay Development Network of 8 contracted CLIA-accredited labs and research lab soon to be CLIA accredited (at Frederick National Laboratory for Clinical Research), and Tissue Resources. Applicants from industry, academia, and government are eligible to apply. Applicants must specify one intended clinical use, a prototype assay that performs in human tissues, and relevant prevalence information. Applicants must also describe the clinical need, the current state of the assay and future plans for assay development (such as use in clinical trial) and request the services required for analytical validation (e.g. platform migration, etc.). The applications are evaluated by outside experts. Recommended applications are reviewed internally to ensure availability of appropriate resources and consistency of the application with NCI strategic directions. The successful application is then overseen by a project management team: project manager, subject matter experts from NCI, expertise from contracted resources, and the assay submitter. Intellectual Property remains with the submitter. After validation, the specifics of assay performance and standard operating procedures are returned to the assay submitter. Results: Of 16 applications in year 1, 2 projects are near completion and 2 are beginning. Common problems of the applications were lack of definition of single intended use, specimen availability, and marker still in discovery. Several applicants have used the advice of the CADP team to improve development strategy. Conclusions: Continued education on assay development strategy, particularly intended use and clinical context, is necessary to encourage development of potential molecular assays from the research lab into clinical use. Creativity is needed in finding appropriate specimens. Initial results of CADP are promising; interest from potential applicants is increasing. http://cadp.cancer.gov .
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Astutik, Lilis Hidayati Yuli, Iffatin Nur e Mashuri Mashuri. "Family Expectation and Poverty Alleviation Program: Approaches to Family Development Laws, Sustainable Development Goals, and Maqāṣid Sharīa". Justicia Islamica 19, n.º 1 (26 de junho de 2022): 38–56. http://dx.doi.org/10.21154/justicia.v19i1.3227.
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This research intends to evaluate Family Expectation Program to alleviate poverty through the lens of Population and Family Development Laws, Sustainable Development Goals, and Maqāṣid Sharīa. Poverty becomes a problem in human life and brings implications for individual and social lives. This condition has made the United Nations initiate the Sustainable Development Goals (SDGs) program, which among others, aims to alleviate poverty worldwide. As a member country of the United Nations, Indonesia welcomes this initiative by preparing several national poverty alleviation programs, including Program Keluarga Harapan (PKH)/ Conditional Cash Transfer Program. This study used a qualitative research approach with a case study and multi-site design to evaluate this program. Through the study locus in Tulungagung and Trenggalek Regencies, East Java, the results of this study indicate that the PKH program in the two locations is following the objectives of Islamic law, including the protection of religion (hifẓ al- dīn), the protection of human soul and body (hifẓ al-nafs), the protection of wealth (hifẓ al-māl), the protection of mind (intelligence) (hifẓ al-'aql), the protection of lineage (hifẓ al-nasl), and the protection of honor (hifẓ al-'irḍ). The results of this research hopefully contribute to setting up the poverty alleviation-based -government policies through family development programs to pursue Sustainable Development Goals (SDGs) based on the values of maqāṣid sharīa.Kajian ini bertujuan untuk melakukan evaluasi terhadap Program Keluarga Harapan (PKH) dalam mengentaskan kemiskinan melalui pendekatan Undang-Undang Perkembangan Kependudukan dan Pembangunan Keluarga, Sustainable Development Goals (SDGs), dan maqāṣid sharīa. Kondisi kemiskinan telah menjadi masalah dalam kehidupan manusia dan berimplikasi terhadap kehidupan individu maupun sosial. Kondisi ini membuat PBB menginisiasi program Sustainable Development Goals (SDGs) yang antara lain bertujuan untuk mengentaskan kemiskinan di seluruh dunia. Sebagai salah satu negara anggota PBB, Indonesia menyambut positif inisiasi ini dengan menyiapkan beberapa program pengentasan kemiskinan yang dijalankan secara nasional, antara lain Program Keluarga Harapan (PKH). Sebagai upaya evaluasi Program Keluarga Harapan (PKH) dalam pengentasan kemiskinan, kajian ini merupakan kajian dengan pendekatan penelitian kualitatif dengan jenis studi kasus dan rancangan multisitus. Melalui lokus kajian di Kabupaten Tulungagung dan Trenggalek Provinsi Jawa Timur, hasil kajian ini menunjukkan bahwa program PKH di kedua lokasi tersebut sesuai dengan tujuan syariat Islam antara lain perlindungan terhadap agama (hifẓ al- dīn), jiwa dan raga (hifẓ al-nafs), harta (hifẓ al-māl) , kecerdasan (hifẓ al-'aql), keturunan (hifẓ al-nasl), dan kehormatan (hifẓ al-'irḍ). Melalui kajian ini, berkontribusi membantu pemerintah dalam perumusan kebijakan yang berorientasi pada pengentasan kemiskinan melalui program pembangunan keluarga sebagai upaya mewujudkan Sustainable Development Goals (SDGs) berbasis nilai-nilai maqāṣid sharīa.
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Keshavarz, Yasin, Mohsen Teimouri Jervekani, Farzaneh Maroufi e Mahdiyeh Zeinali kermani. "Sustainable Human Habitats Development". Journal on Innovation and Sustainability RISUS 14, n.º 1 (27 de março de 2023): 87–103. http://dx.doi.org/10.23925/2179-3565.2023v14i1p87-103.
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The world in the 21st century is marked by high population mobility. When an increasing number of people have chosen to leave their motherlands and resettle in a new country, of those issues that have concerned the government, academics and the public throughout the world, urban sprawl is one of the most prominent. There are conflicting views toward this growing trend. While it has been taken as a positive development in many newly emerging cities, it is increasingly perceived as a threat to urban environment and considered as a trigger for numerous urban problems. The objective of this article is to evaluate the forces behind this trend and its consequences regarding to UN-Habitat program, based on the experiences of successful cities in the world to reveal the theoretical and practical aspects of what is currently known as a sustainable urban development on a global scale. The principles derived from the evaluating, are proposed to be used in sustainable development of Tehran city in Iran.
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Okumagba, Paul Oghenero, e Otega Okinono. "Human Capability and Entrepreneurial Development in the Niger Delta Region of Nigeria". Information Management and Business Review 8, n.º 1 (4 de abril de 2016): 38–46. http://dx.doi.org/10.22610/imbr.v8i1.1194.
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The paper sets out to explore the link existing between the entrepreneurial interventions and human capital development in Niger Delta Region of Nigeria. In order to address the major problem of the Niger Delta region of Nigeria, many successive governments in Nigeria have embarked on one entrepreneurship developmental program or the other. Unfortunately, all these government efforts have failed to yield a fruitful sustainable entrepreneurial development particularly among the Niger Delta region that are mainly the target of the programs. Past studies have attributed such failure to a range of factors such as infrastructure decay and deficiency leading to poor human development, lack of proper implementation of the master plan, lack of funds, inadequacy of the master plan etc. Although, the efforts of the past studies as well as that of the developmental agencies are commendable, however, they have failed to address one important issue which is the human capability aspect of the developmental program. Therefore, this paper explores the role of human capability approach on the effectiveness of the entrepreneurship development programs within the Niger Delta region context and the political influence with a view to proposing a framework to examine the relationship between human capability and effective entrepreneurship development programs.
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Rickel, Emily A., e Barbara S. Chaparro. "Developing a Peer Mentorship Program in Human Factors Academia". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 65, n.º 1 (setembro de 2021): 571–75. http://dx.doi.org/10.1177/1071181321651141.
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Peer mentorship programs that pair more experienced students (i.e., mentors) with less experienced students (i.e., mentees) can have an effective, positive impact on university students’ personal, academic, and professional outcomes. The purpose of this paper is to describe the process and lessons learned in the creation of a peer mentorship program in a Human Factors and Ergonomics (HF/E) academic department. Through a combination of peer networking opportunities and skill development workshops, the mentorship program outlined in this paper aims to promote students’ academic and professional growth. Take-aways that can be utilized by other HF/E academia departments interested in starting or revamping their own peer mentorship programs are included.
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Lantika, Fani, e M. Maryadi. "Kepemimpinan Ketua Program Studi Dalam Pengembangan Sumber Daya Manusia Berbasis Budaya Minangkabau". Manajemen Pendidikan 13, n.º 2 (7 de janeiro de 2019): 156–64. http://dx.doi.org/10.23917/jmp.v13i2.7483.
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The purpose of this study is to describe the characteristics of the Leadership preparation of the Chair of the Study Program in the development of human resources (HR) based on Minangkabau culture, the characteristics of leadership implementation Chair of the Study Program in the development of human resources (HR) based on Minangkabau culture, and leadership control characteristics in the development of human resources (HR) based on Minangkabau culture. The type of research used is qualitative using ethnographic design. The source of research data is the chair of the study program, lecturers, educational staff and students. Data collection techniques are carried out by interviews, observation, and documentation. Data were analyzed through the stages of data collection, data reduction, data presentation, and conclusion drawing. The results of the study can be concluded that (1) preparation for the development of lecturer human resources, refers to the implementation of the quality of lecturerstheoretically and practically. The activity prepared for the development of humanresources education personnel is through training in the administration of workthrough the development of educational human resources, HR mentoring and HRCoaching. Preparation of activities in the development of student human resourcesis through intra-curricular and extracurricular programs, (2) the implementationof lecturer human resource development, carried out in the form of curriculumevaluation, implementation of the Higher Education Tridharma, collaboration withother institutions or agencies, and further study of the lecturer Doctoral Program.The implementation of the development of human resources in human resources is carried out through the development of general competencies, the development of functional competencies, and the development of managerial competencies ofeducation personnel. The implementation of activities in the development of student human resources is through intra-curricular and extracurricular programs, and (3) controlling the development of lecturer human resources, carried out through the lecturer workload (BKD. Control in the development of human resources education personnel is through review and control of the work of educational staff in managing the correspondence, filing, and making work reports of education personnel every day Control in the development of student human resources is through PBM monitoring documents provided by education personnel Other controls are required for students to make reports, after extracurricular activities have been completed.
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Hill, Ronald Paul, e Kanwalroop Kathy Dhanda. "Technological Achievement and Human Development: A View from the United Nations Development Program". Human Rights Quarterly 25, n.º 4 (2003): 1020–34. http://dx.doi.org/10.1353/hrq.2003.0044.
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Mundy, Karen E. "Human Resources Development Assistance in Canada's Overseas Development Assistance Program: A Critical Analysis". Canadian Journal of Development Studies/Revue canadienne d'études du développement 13, n.º 3 (janeiro de 1992): 385–409. http://dx.doi.org/10.1080/02255189.1992.9669469.
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Klein, Martina I., Charles Halcomb, Patrica R. DeLucia, Greg Liddell, Barbara Chaparro e Mica Endsley. "50 Years of Human Factors Psychology at Texas Tech University". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 61, n.º 1 (setembro de 2017): 430–34. http://dx.doi.org/10.1177/1541931213601589.
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In 1966, the Human Factors Program Psychology of Texas Tech University (TTU) was inaugurated. The program has been accredited by HFES since 2002, when it was one of 14 accredited programs. The panel of former and current faculty (Drs. Halcomb, DeLucia, and Endsley) as well as successful alumni (Drs. Liddell and Chaparro) discusses the development of the program, how training at TTU’s Human Factors Psychology Program prepared graduates for success, provides advice for current students, and also reflects on the challenges and the path for the future for the human factors profession and human factors training.
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Meerangani, Khairul Azhar. "The Role of Zakat in Human Development". SALAM: Jurnal Sosial dan Budaya Syar-i 6, n.º 2 (31 de março de 2019): 141–54. http://dx.doi.org/10.15408/sjsbs.v6i2.11037.
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Abstract: Zakat is one of the major economic sources for Islamic countries. The efficiently and systematically of zakat management able to propel it’s potential as an instrument of human development especially among Muslims. The optimum utilization of zakat funds is essential to improving the quality and potential of every Muslim. In Malaysia, zakat is administrated by the Islamic Religious Council (IRC) in every state. The IRC is responsible for determining the beneficiary's qualification and the type of relief that is appropriate based on the background of each recipient so that the relief can be utilized to fulfill their needs. This study aims to assess the potential of zakat in developing the quality of Muslims in Malaysia by highlighting the practice of each IRC in distributing relief to each qualified zakat recipient. The distribution statistics and the form of programs provided by the IRC were analyzed descriptively to see the potential of zakat itself practically in improving the quality of Muslims. The study found that the IRC has provided various programs aimed at improving the quality of asnaf through equitable distribution of economics, social welfare distribution, human capital production and upgrading of education. Thus, every Muslim, especially zakat payers, should take the opportunity to equally engage with the IRC to ensure that zakat funds can be optimized for the development of Muslims in Malaysia.Keywords: Zakat, Human Development, Collection, Distribution, IRC Abstrak:Zakat adalah salah satu sumber ekonomi utama bagi negara-negara Islam. Pengelolaan zakat yang efisien dan sistematis dapat mendorong potensi itu sebagai instrumen pengembangan manusia terutama di kalangan umat Islam. Pemanfaatan dana zakat yang optimal sangat penting untuk meningkatkan kualitas dan potensi setiap Muslim. Di Malaysia, zakat dikelola oleh Dewan Agama Islam (IRC) di setiap negara bagian. IRC bertanggung jawab untuk menentukan kualifikasi penerima dan jenis bantuan yang sesuai berdasarkan latar belakang masing-masing penerima sehingga bantuan tersebut dapat digunakan untuk memenuhi kebutuhan mereka. Penelitian ini bertujuan untuk menilai potensi zakat dalam mengembangkan kualitas umat Islam di Malaysia dengan menyoroti praktik setiap IRC dalam mendistribusikan bantuan kepada setiap penerima zakat yang berkualitas. Statistik distribusi dan bentuk program yang disediakan oleh IRC dianalisis secara deskriptif untuk melihat potensi zakat itu sendiri secara praktis dalam meningkatkan kualitas umat Islam. Studi ini menemukan bahwa IRC telah menyediakan berbagai program yang bertujuan untuk meningkatkan kualitas asnaf melalui distribusi ekonomi yang merata, distribusi kesejahteraan sosial, produksi sumber daya manusia dan peningkatan pendidikan. Dengan demikian, setiap Muslim, terutama pembayar zakat, harus mengambil kesempatan untuk secara setara terlibat dengan IRC untuk memastikan bahwa dana zakat dapat dioptimalkan untuk pengembangan umat Islam di Malaysia.Kata kunci: Zakat, Pengembangan Manusia, Pengumpulan, Distribusi, IRC
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Plisson, C., D. Weinzimmer, S. Jakobsen, S. Natesan, C. Salinas, S. F. Lin, D. Labaree et al. "Phosphodiesterase 10A PET Radioligand Development Program: From Pig to Human". Journal of Nuclear Medicine 55, n.º 4 (10 de março de 2014): 595–601. http://dx.doi.org/10.2967/jnumed.113.131409.
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TAGUCHI, Taro. "DEVELOPMENT OF EDUCATION PROGRAM FOR HUMAN SUPPORT IN RURAL AREA". AIJ Journal of Technology and Design 19, n.º 42 (2013): 719–24. http://dx.doi.org/10.3130/aijt.19.719.
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Venelin, Venelin, Sevdalina Dimitrova e Evgeniy Stoyanov. "Development of active social programs". Journal of Innovations and Sustainability 1, n.º 1 (1 de dezembro de 2015): 27–46. http://dx.doi.org/10.51599/is.2015.01.01.27.
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The paper presents an active model of a social program and discusses its strategic advantage. The analyses made are based on a study of the experience of the Republic of Bulgaria in the transition period and afterward. Active social policies are considered and a methodology of development of an active social program is concerned examining characteristics of an active social program of human development and the components of the mechanism of social program activation.
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Cosier, Richard A., e Dan R. Dalton. "Management Training and Development in a Nonprofit Organization". Public Personnel Management 22, n.º 1 (março de 1993): 37–42. http://dx.doi.org/10.1177/009102609302200103.
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Management training and development (MTD) is frequently discussed in the context of private sector organizations. However, recent examples of excellent management in nonprofits attest to MTD programs in the nonprofit sector. The MTD program conducted by the National Academy for Voluntarism (NAV), the training arm of United Way of America, is discussed in this paper. The components and philosophy of the NAV program may serve as a model for other nonprofit MTD programs. Two surveys suggest the NAV program is well received by the participants and their sponsors.
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Gaudet, Cynthia H., e Joe W. Kotrlik. "Status of HRD certificate program development". Human Resource Development Quarterly 6, n.º 1 (1995): 91–99. http://dx.doi.org/10.1002/hrdq.3920060108.
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Remington-Doucette, Sonya, e Sheryl Musgrove. "Variation in sustainability competency development according to age, gender, and disciplinary affiliation". International Journal of Sustainability in Higher Education 16, n.º 4 (6 de julho de 2015): 537–75. http://dx.doi.org/10.1108/ijshe-01-2013-0005.
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Purpose – The purpose of this paper is to present the results of a classroom assessment aimed at determining the extent to which five key sustainability competencies develop in students during an introductory transdisciplinary sustainability course. University sustainability programs intend to provide integrated education that fosters the key competencies students need to solve real-world sustainability problems. Translating sustainability competencies into effective pedagogical practice in integrated academic programs is not straightforward. This work builds on a previous study by both expanding the competencies evaluated and considering additional demographic characteristics. Design/methodology/approach – The paper summarizes previously identified key sustainability competencies and describes teaching methodologies used to foster these competencies in students. Development of competencies in students during a semester-long course is assessed using a pre-/post-test based on two case studies. The implications of the findings for teaching practice and overall program structure are discussed. Findings – Based on the assessment methods used here, four of the five sustainability competencies evaluated in this study developed differently in students according to gender, disciplinary affiliation and age. Females improved interpersonal competence more than males. Systems thinking competence improved for students associated with the three disciplinary affiliations considered in this study: sustainability major, sustainability minor and business major. Anticipatory competence improved for sustainability and business majors only, but not for students minoring in sustainability and majoring in other disciplines. Finally, normative competence improved for younger students only. Research limitations/implications – Insights for teaching practice and overall program structure are based on assessment of one introductory transdisciplinary sustainability course. Much additional work is needed to draw strong conclusions about general teaching practices and program structure for sustainability education. This study provides a flexible and field-tested rubric for further evaluative work in other sustainability courses or degree programs. Practical implications – Universities incorporate sustainability into their undergraduate curricula in many ways, ranging from certificates to entire degree programs focused on sustainability. The results of this study suggest that educators pay attention to gender diversity, classroom teaching practices, disciplinary perspectives and student attitudes and developmental stages as they figure out how to make sustainability part of undergraduate education. This information may help create more effective sustainability courses and academic programs, which may maintain the viability of current sustainability programs and promote the institutionalization of sustainability in higher education. Originality/value – This research contributes to undergraduate sustainability education by providing insight into how sustainability education might thoughtfully be integrated into academic programs. It also offers an assessment approach for use by other sustainability educators to evaluate effectiveness of teaching practice and overall program structure based on five key sustainability competencies commonly cited in the literature.
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Mwelwa, Kapambwe, Lazarus D. M. Lebeloane e Ailwei S. Mawela. "Relevance of selected Social Science Degree programs on skills development and graduate employability in Zambia". Journal of Teaching and Learning for Graduate Employability 12, n.º 2 (4 de junho de 2021): 131–47. http://dx.doi.org/10.21153/jtlge2021vol12no2art1046.
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A pragmatic approach was used to explore the extent to which four selected social science degree programs were relevant for the skill needs of the job market in Zambia. Both qualitative and quantitative data were collected from 162 participants using interviews and questionnaires. The SPSS version 24 and Atlas. Ti Version 8 were used to analyse and interpret data within the framework of the Capability Approach. The findings reveal that the relevance of each of the four social science degree programs depend on how key stakeholders in higher education and the labour market perceive them and that graduate employability was affected by factors such as the need and importance of social sciences to the labour market; employer and student perceptions of employability skills in the degree programs; demand for the programs; graduate work readiness, and the availability of graduate job prospects. It could be concluded that although all four social science degree programs were important, their relevance to the needs of Zambia’s labour market varied from program to program.
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Cook, Robert Lorin, e Brian J. Gibson. "Management development and retention programs in U.S. third-party logistics firms". Journal of Transportation Management 12, n.º 1 (1 de abril de 2000): 1–18. http://dx.doi.org/10.22237/jotm/954547320.
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To provide quality logistics services, it is essential for third-party logistics (3PL) firms to develop an effective human resource program that ensures successful development and retention of qualified managers. By reporting the results of a survey of current U.S. 3PL firm development and retention practices and experiences regarding junior managers, this article provides a benchmark for 3PL firm managers who seek to improve management development and retention programs. Efforts to improve human resource programs should focus on improving orientation programs, mentoring, job enrichment, formal career planning, job relocation assignments, educational support, training and compensation.
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Ramly, Amir Tengku. "Evaluation of Pumping HR (Human Resources) Model-Based Training Program on Human Resources Development at Bogor Agricultural University (IPB)". Integrated Journal of Business and Economics 3, n.º 2 (18 de junho de 2019): 153. http://dx.doi.org/10.33019/ijbe.v3i2.154.
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The evaluation study of pumping HR model-based HRD training program at Institut Pertanian Bogor (IPB) is a program evaluation to see the program effectiveness against the professionalism and performance of employees. This research is evaluative research with a model frame of CIPP of Stufflebeam, with evaluation components: context, input, process, and product. Pumping HR model-based HRD training program at IPB is a beneficial program for employment and personal, which have an impact on performance. Considering the context, this program supports the goal of Human Resource Development of IPB. Considering the input, this program is designed tailored to the need of Human Resource in IPB to (1) reinforcement of the values and beliefs, (2) strengthen competence, and (3) encourage successful behavior in terms of responsibility, professionalism, and friendliness in working. Considering the process, this program is preferred and fun for participants and considering the product (output and outcome) this program provides benefits and clear impacts for the performance of the employee.
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Savage, Emma, Tara Tapics, John Evarts, Jeffrey Wilson e Susan Tirone. "Experiential learning for sustainability leadership in higher education". International Journal of Sustainability in Higher Education 16, n.º 5 (7 de setembro de 2015): 692–705. http://dx.doi.org/10.1108/ijshe-10-2013-0132.
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Purpose – The purpose of this paper is to compare the program design of a sustainability leadership certificate to participants’ perceptions of their in-program learnings and competencies development. The authors present the results from the analysis of one program evaluation component, a survey, which was delivered before the program start and at the program end. Design/methodology/approach – The authors describe key design elements of a sustainability leadership certificate, which was framed around five key sustainability competencies. Using a pre/post self-assessment, participants (n = 32) selected their level of confidence and competence in each of the key sustainability competencies and completed open-ended questionnaires. Quantitative data were analyzed using a Mann–Whitney U test, and qualitative data were transcribed and coded using a grounded theory approach in NVivo 10. Findings – Based on the survey feedback, the program participants were generally excited by the program’s experiential format and supportive community. They felt that they had improved their confidence and competence in the key sustainability competencies. Three themed clusters, community, future and personal development, emerged from the participants’ open-ended responses. This supports the program design and can inform further program development. Practical implications – The third theme, personal development, is notable, as it is not a typical focus of sustainability in higher education, but held high importance to participants. This strong resonance with participants suggests that sustainability programs should consider the role of the self to foster the development of key sustainability competencies. Originality/value – The program’s focus on “personal” was intentional in the program design. Based on participants’ feedback, the inclusion of personal development exercises was a critical element for successful sustainability leadership development.
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Cribbs, Kristen, Susanna Lynch, Marita LaMonica, Chioma Amadi e Ashish Joshi. "Enhancing Graduate Practicum Project Development and Selection at Schools of Public Health: A Case Study". Pedagogy in Health Promotion 6, n.º 3 (9 de abril de 2019): 196–202. http://dx.doi.org/10.1177/2373379919842232.
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Experiential learning is a core competency of curricula across accredited U.S. schools of public health, helping students to hone diverse skill sets that will enable them to readily join the workforce and contribute to solving complex public health problems. At the City University of New York (CUNY) Graduate School of Public Health and Health Policy (SPH), all master’s and doctoral students are required to complete a practicum during their degree programs; yet practicum development and selection processes are often overlooked. To enhance the experiential learning program and Human Research Protection Program processes surrounding student practica at the CUNY SPH, researchers mined an administrative database and analyzed characteristics of practicum projects undertaken by graduate students. Findings from this novel study will facilitate policy and procedural changes within the SPH Office of Experiential Learning, which oversees the practicum program, and across SPH offices, including the Human Research Protection Program, to promote an optimal, student-centered practicum experience. Additionally, these analyses will serve as a model for other schools of public health seeking to develop, refine, and strengthen their practicum programs.
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Salam, Pankhudi, e Swapan Kumar Kolay. "Implementation and Acceptance of Tribal Development Program: Status of Bastar". Indian Journal of Research in Anthropology 4, n.º 2 (15 de dezembro de 2018): 55–60. http://dx.doi.org/10.21088/ijra.2454.9118.4218.3.
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Chhattisgarh has a tribal population of 32.45 percent (Census of India, 2011) [1]. Tribals are concentrated over nearly 65 percent of the states area, and this area covers seven districts entirely and another six districts partly. The state is home to several tribes small, large and even those nearing extinction in numbers and it presents among the most challenging scenario for human development anywhere in the country. Despite all, the Scheduled tribes, since ages, have been victims of socio-economic exploitation and have been relegated to low income generating occupations, inferior trades, unhealthy environment and unclean unskilled occupations and the majority of Scheduled Tribes continue to show socio-economic backwardness while the goals of tribal development has been pursued within the broad framework of overall development. With above background the objective of the study is to find out the status of the implementation objects of government and acceptance status of local tribal people towards tribal development program regarding literacy, educational status, health, women status and cultural protection norms etc. for this purpose both qualitative and quantitative research methods had been followed. The result shows that there is improvement of acceptance of tribal development program but there is still lacking a strong bridge between tribal development program and tribal people of Bastar.
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Akdere, Mesut, Louis Hickman e Michael Kirchner. "Developing Leadership Competencies for STEM Fields: The Case of Purdue Polytechnic Leadership Academy". Advances in Developing Human Resources 21, n.º 1 (5 de dezembro de 2018): 49–71. http://dx.doi.org/10.1177/1523422318814546.
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The Problem Employers view today’s science, technology, engineering, and math (STEM) program graduates as deficient in interpersonal skills that are essential for team and organizational performance. However, STEM programs continue to effectively engage in interpersonal skills development in college level, instead placing the responsibility of such development on employers. The Solution A competency modeling framework should inform the design of such education programs, and this article describes such a framework and an educational program that used the framework to identify needed interpersonal skills and successfully develop them in STEM students. The framework will help HRD (human resource development) professionals take an active role in identifying the competencies needed for STEM program graduate success. The Stakeholders The article provides HRD academics with a framework to identify competencies needed for workplace success in a given academic field. As education programs such as described here are developed, STEM organizations may receive workers who are more productive and less in need of leadership development expenditure.
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Baird, Malcolm, Lori Cove, Frank Horne e Bill Jacobs. "Development of Tennessee’s Freeway Service Patrol (HELP) Program". Transportation Research Record: Journal of the Transportation Research Board 1856, n.º 1 (janeiro de 2003): 87–95. http://dx.doi.org/10.3141/1856-09.
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Many studies have been conducted to describe and evaluate the benefits of freeway service patrols, but much less is known about the planning and institutional development of such programs. This case study describes the implementation of Tennessee’s freeway service patrols. In 1998 the Tennessee Department of Transportation (TDOT) began planning for patrols to operate on the highest-volume freeways in the state’s four largest cities—Chattanooga, Knoxville, Memphis, and Nashville. After a staged implementation plan, TDOT has successfully implemented the patrols, known as HELP, in all four cities while also moving forward with related intelligent transportation system and incident management initiatives. Five aspects of program development are described that have been especially important to the success of the program—teamwork, attention to human resource issues, comprehensive training, first-rate vehicles and equipment, and communications.
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Albul, Iryna. "HUMAN RESOURCES AS AN EVALUATION CRITERIA QUALITIES OF THE EDUCATIONAL PROGRAM". Collection of Scientific Papers of Uman State Pedagogical University, n.º 3 (27 de setembro de 2023): 95–104. http://dx.doi.org/10.31499/2307-4906.3.2023.289898.
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The article presents the definition and assessment of the role of human potential in ensuring the quality of the implementation of the educational program in the conditions of higher education. It has been proven that the European integration of Ukraine involves ensuring the quality of higher education in order to prepare a competitive specialist for the domestic and international labor market. Specialist training is a multidimensional process that requires special attention to human potential and human resources. Creating adequate conditions for the preparation of competitive human capital also requires a decent level of scientific and pedagogical workers involved in the implementation of the educational program.It is well-founded that the quality of implementation of educational programs depends on the activity of cooperation of internal and external stakeholders. The quality of the implementation of the educational program will be facilitated by systematic measures to improve the professionalism of teachers and the effectiveness of clear and transparent procedures for monitoring the professionalism of scientific and pedagogical workers.It was established that the management of the educational program at the academic level is carried out by the guarantor, whose task is the organization of the collegial development of the educational program, the implementation of quality control of the work of scientific and pedagogical workers, the analysis and implementation of the best experience of world and domestic higher education in the content and technology of the implementation of the educational program; interaction with employers and graduates, etc.It is proven that the development of the educational program requires an effective system of personnel development, the creation of opportunities for self-improvement and self-development of scientific and pedagogical workers who implement the educational program, a systematic study of their professional needs and requests.
Keywords: quality of education; quality of the educational program; human resources; stakeholders; guarantor; scientific and pedagogical workers; employers; evaluation criteria.
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Dauzar, Dauzar, Happy Fitria e Alhadi Yan Putra. "The Effectiveness of Human Resource Development Management in Efforts to Improve The Quality of Education in SD Negeri 90 Ogan Komering Ulu". Edunesia : Jurnal Ilmiah Pendidikan 2, n.º 2 (31 de maio de 2021): 534–50. http://dx.doi.org/10.51276/edu.v2i2.157.
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This study aims to determine the effectiveness of human resource development management to increase quality at SD Negeri 90 Ogan Komering Hulu (OKU). This research is a qualitative research with qualitative descriptive approach. The data obtained were collected through observation, interview and documentation techniques. The results showed that the human resource development steps carried out at SD Negeri 90 OKU were carried out in 7 steps, namely compiling programs, determining needs, determining targets, determining programs, identifying learning principles, program implementation and evaluation of program implementation. Human resource management at SD Negeri 90 OKU, both in terms of quality improvement, implementation, supporting factors and the quality of education have been running optimally.
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Timofeev, V., e M. Banieva. "Problems of Sustainable Development of Human Resources in Rural Areas". Scientific Research and Development. Economics of the Firm 9, n.º 4 (11 de janeiro de 2021): 38–44. http://dx.doi.org/10.12737/2306-627x-2020-38-44.
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Currently, the relevance of the effective use of state support funds used in the agro-industrial complex is associated with the special situation in the Russian agro-food market caused by sanctions. The paper analyzes the implementation of the state program in terms of funding and target indicators. The tendency of a decrease in production volumes of the main types of products of the agro-industrial complex, a weak connection between program measures and indicators of the industry's productivity is revealed. The conducted research shows the low efficiency of the use of budget funds, the need to develop new mechanisms for the implementation of program activities.
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Hendrick, Hal W. "Professional Certification in Human Factors: Progress and Pitfalls". Proceedings of the Human Factors Society Annual Meeting 30, n.º 9 (setembro de 1986): 921–22. http://dx.doi.org/10.1177/154193128603000916.
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Under the auspices of the Subcommittee on Professional Standards (Policy and Planning Committee), effort was resumed in 1984 on a program for certification/licensing of Human Factors specialists within the Human Factors Society. The approach taken by the subcommittee was to review current arguments on the proposition of certification and licensing, determine implications for HPS involvement, define the major issues, and develop a preliminary plan for a recommended certification program for consideration and review by the HFS Executive Council. Such a review was held during the 1984 Annual Meeting with the decision to proceed with developing a plan for phased development of a certification program (Blanchard, 1985). As a result of the 1984 decision, a subcommittee on certification was established under the newly formed committee on professional standards. Bob Blanchard was appointed as the initial chair. That committee has now been actively involved in developing a certification program for two years. In addition to developing a detailed program plan covering a five-year period, the committee has been active in developing a specialty data base on which to base a certification system. Funding for this data base development has been provided by the US Air Force, the Human Factors Society and, more recently, by the US Navy. The purpose of this panel session is to provide the society with a status report on the HFS certification program plan, the specialty areas that have been identified for data base development, and the process that has been used to obtain the data base information. In addition, an equally important purpose is to bring to the society's attention the experience of related professional groups in developing professional certification programs. The specific topics to be addressed by the panelists in their formal presentations are as follows.
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Silwal, Yam Bahadur, Saroj Kumar Poudel, Keshav Prasad Dahal, Shekhar Thapaliya e Barun Kumar Sah. "Theoretical Foundations for Entrepreneurship Development Program". Nepal Journal of Multidisciplinary Research 5, n.º 5 (31 de dezembro de 2022): 109–18. http://dx.doi.org/10.3126/njmr.v5i5.51809.
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Entrepreneurship development is a process of converting an ordinary individual into an entrepreneur. The objective of this study is to examine theories of entrepreneurship development in order to gain a deeper understanding of the development of entrepreneurship. There are a number of entrepreneurship development theories existed in the scholarly field. The study identifies that entrepreneurship development theories are contextual and may not be applicable in all contexts. Some of the theories focus on psychological and knowledge aspects whereas some of them focus on skills, social network, institutional arrangement and support. A single theory has been found to be insufficient for the overall development of entrepreneurship. This study has included that mainly four theories: human capital theory of entrepreneurship development, institutional theory of entrepreneurship development, innovation theory of entrepreneurship development and social capital theory of entrepreneurship development This consolidated form of four theories provides the knowledge, skills, abilities, and practices necessary for an individual to be prepared for entrepreneurship. Findings of this study will provide insights for those government, non-government and private institutions that are involved in the entrepreneurship development programs.
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Quinn, William H., Barry A. Garst, Edmond P. Bowers e Kayla L. Weston. "Advancing Academic Pathways for Building Capacity in the Youth Development Profession". Journal of Youth Development 15, n.º 1 (11 de março de 2020): 150–64. http://dx.doi.org/10.5195/jyd.2020.814.
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The growing literature on the theory and practice of youth development provides a framework for youth-serving practitioners to design, implement, and grow youth programs in their communities. Yet such a framework is not widely known in many youth-serving organizations where professional development is variable. The youth development field would benefit from academically trained professionals who could apply the youth development literature to serve youth more effectively in organizations or communities. This article describes a graduate level academic degree program in youth development to: (a) increase awareness of the importance of youth programs and (b) bring attention to the fundamental learning structures that can be deployed to build human capacity in the youth development field. The history, theoretical frameworks, and structure of the program are briefly described. Details are provided on 4 effective features of this academic degree program rated by students and graduates as being valuable components of the program. Applications to youth development practice are explored.