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Purpose: Nowadays, students and the scientific community are eager to improve their access to and receive support from information services. Libraries and information centers are making significant changes to keep up with this phenomenon. In the ever-changing landscape of knowledge, the role of information specialists has also evolved. Some researchers believe that the only solution available for information professionals to overcome all the problems caused by the ever-changing environment in the digital age is change management. Therefore, the present study was conducted to investigate the impact of managers' attitudes toward change and the development of human resources on knowledge management in university libraries. Method: The present research is descriptive in nature and purpose, and it employs a correlational survey approach for data collection. The research's statistical population consisted of 49 university library managers in Fars province in 2021-2022, who were selected using the census method. To collect the data, organizational change questionnaires based on ADKAR's Model (Hiatt, 2006) were utilized. These questionnaires included six components: participating in change, supporting change, not resisting, preparation for change, informing, and understanding the need for change. Additionally, Shai's (2006) human resource development model, consisting of four components (staff training, competence development, information sharing, and empowerment), and Lawson's (2003) knowledge management model, comprising six components (applying knowledge, disseminating knowledge, organizing knowledge, storing knowledge, knowledge creation, and knowledge absorption), were employed using the Likert scale. The validity of the questionnaires was confirmed by assessing both the face and content validity. The reliability of the questionnaires was confirmed with estimated values of 0.74, 0.81, and 0.78, respectively. To assess the normal distribution of the data, the Kolmogorov-Smirnov test was conducted. To test the research hypotheses, the beta regression coefficient (path coefficient), the t statistic, and the Pearson correlation coefficient were utilized with PLS software. Findings: The research results revealed that the attitude towards change significantly impacts the development of human resources in academic libraries, with a path coefficient of 0.733 and a t-value of 7.016 at a 95% probability level. This indicates that a one standard deviation increase in the attitude towards change leads to a 0.733 standard deviation increase in the development of human resourcesin academic libraries. On the other hand, the impact of attitude toward change on knowledge management was confirmed with a path coefficient of 0.746 and a t-statistic value of 254.8. The Pearson correlation coefficient between the two variables is 0.735, and with a significance level of 0.00, it can be concluded that there is a positive and significant correlation. Knowledge management also had a significant impact on the development of human resources, with a path coefficient of0.483 and a t-statistic value of 397.2 in the libraries under investigation. The study confirmedthe direct impact of attitude toward change on human resource development. It also found that knowledge management serves as a mediator in this relationship. Based on the data obtained, thereis a 95% probability that the impact of attitude towards change on human resources development (0.483 ´ 0.746 = 0.360) has occurred through the mediation of knowledge management. Conclusion: The current research provides a new perspective on the transformation of university libraries under study. Exploring the mediating effect of knowledge management and attitude towards change, as well as its positive and direct impact on the development of human resources, can provide a suitable strategy for the advancement of university libraries. This strategy should consider new methods of delivering services to customers in accordance with national and international standards. Based on the obtained results and the confirmation of all research hypotheses, it is recommended that university library managers prioritize emphasizing the benefits of redirecting human resources development and enhancing the capabilities and skills of employees.Developing a strategy to implement change as a positive force for achieving organizational goals and objectives necessitates training and developing new skills and capabilities to enhance the knowledge of both individual employees and the organization as a whole. This will enable them to effectively participate in the implementation of new goals and reduce the challenges associated with change.

Purpose: The objective of this research is to develop a survey that focuses on the enhancement of human resources in an Iranian teaching hospital. Methodology: This research employed a qualitative approach and grounded theory method in Iranian teaching hospitals. The study population consisted of professors, experts, and informants involved in the research subject, selected through snowball sampling. The sample size was determined using judgmental (purposive) sampling, and theoretical saturation was achieved after conducting interviews with 16 individuals. However, to ensure reliability, the researchers continued the interviews with 18 individuals. Data collection was conducted through semi-structured interviews.Findings: The coding process yielded over 892 codes or primary concepts extracted from the interviews. These codes were further condensed into 272 secondary codes, 99 statistical concepts, and 33 categories, resulting in the final research model.Conclusion: Transforming educational hospitals into teaching organizations leads to increased productivity, improved individual and organizational performance, strengthened culture of learning and teaching, enhanced personal and organizational knowledge, establishment of a development-oriented organization, and overall organizational improvement.Value: This research is the first study conducted in teaching hospitals on the topic of creating a teaching organization, providing valuable insights into the severe resource limitations in this area.

This article examines the practices present in two firms as part of a group in Romania, with a focus on their impact from employees' perspective. The study employs a mixed research approach, combining qualitative and quantitative methods to gain a comprehensive understanding of the development and evaluation practices in the organization. The research findings reveal the effectiveness of onboarding programs in providing essential information to new employees, while mentoring programs require improvement. The evaluation process consists of 360-degree assessments and objective setting, but some employees perceive subjectivity and incomplete coverage of relevant elements.

This research was conducted to analyse the impact of human resource (HR) development, servant leadership, and good governance on employee performance and moral commitment in Islamic banking. Using quantitative approach data through a questionnaire with 215 respondents were collected as the primary data. This research was conducted from July to September 2022. The data obtained was carried out in the analysis stage using the structural equation modeling (SEM) AMOS program. The results of this study indicate that HR development has a positive and insignificant effect on moral commitment; servant leadership and good governance have a positive and significant effect on moral commitment; HR development has a positive and insignificant effect on employee performance in Islamic banking; servant leadership, good governance, and moral commitment have a positive and significant effect on employee performance in Islamic banking; while the role of moral commitment has a positive and insignificant effect on HR development on employee performance; and servant leadership and good governance have a positive and significant effect on employee performance through moral commitment.

Training opportunities are essential for introducing teachers to effective instructional strategies and pedagogical approaches. Teachers need access to professional development programs that promote knowledge and skills acquisition to improve learner performance. Due to a lack of training, school administrators frequently misinterpreted key elements of the teaching and learning process and failed to understand the objectives and requirements of the new curriculum. To increase the ability and competency of educators in the province, it is the goal of this article to identify obstacles preventing the Eastern Cape Department of Education from implementing training programs effectively. This study utilises a descriptive and explanatory qualitative case study. Data was collected using interviews with five (5) (n-5) key informant participants. The findings indicate that Human Resource Development lacked competitive and practical skills development programs, resources (finance), capacity, low participation from educators, effective human resource strategy and training opportunities for educators, leading to poor learner results throughout the province. ECDoE is recommended to implement well-designed professional development programs which align with the curriculum and educational objectives of the National Department of Basic Education. By focusing on specific areas of need, such as literacy, numeracy, or inclusive education, these programs can address critical challenges faced by teachers and students in the province. The study suggests that ECDoE can implement competitive training programs, develop a comprehensive human resource development strategy, hires well-skilled trainees and training opportunities should be given to all educators in the province.

This study examines the impact of knowledge-based leadership on human resource development, considering the mediating role of innovative work behavior. This study belongs to the quantitative research and adopts a comparative approach in terms of research philosophy. The statistical population of this research consists of 120 experts from knowledge-based organizations operating in Lorestan Science and Technology Park. 92 people were selected as the sample using Morgan table by simple random method. The instrument used to collect data in this research is the standard questionnaire by Vitala (2004), Shai et al. (2004), and Jansen (2004), whose validity and reliability were confirmed using content validity and Cronbach's alpha. The structural equation modeling approach and spss and pls software were used to investigate and test the hypotheses. The results show that at a confidence level of 0.95, knowledge-based leadership has a positive and significant impact on human resource development. In addition, knowledge-based leadership has a positive and significant effect on innovative work behavior. The research results show that innovative work behavior plays a mediating role in the effect of knowledge-based leadership on human resource developmen

This paper considers how, as a relatively young academic discipline, human resource development (HRD) has undergone significant changes in terms of research approaches that constitute a relevant sum of scientific knowledge, the influence of related scientific disciplines, and the main research topics since the second decade of the twenty-first century. The results of the analysis of selected texts from five academic journals were presented and discussed in finding answers to three research questions: (1) How is the academic disciplinary framework of human resource development considered in the analyzed texts? (2) Which academic disciplines are considered necessary for building a human resources knowledge base? (3) What research topics are highlighted in the analyzed texts?

Purpose – Customised capacity building is thought to be essential for organisations. However, empirical studies are lacking with respect to its effect on employee outcomes. This study aims to examine the effect of customised capacity building on employee outcomes including employee empowerment and employee engagement through employee learning in Ghanaian local government institutions. Design/methodology/approach – Valid responses from 281 employees of Metropolitan, Municipal, and District Assemblies (MMDAs) in Ghana were collected through a survey. A structural equation model was used to analyse the data and test the hypotheses formulated. Findings – The results showed that customised capacity building has an effect on employee learning, employee empowerment, and employee engagement. Employee learning also had an effect on employee empowerment and employee engagement. In addition, employee learning partially mediated the effect of customised capacity building on both employee empowerment and employee engagement. Originality/value – This study is of particular relevance to public organisations. As there is a dearth of studies focusing on customised capacity building, this study provides insight into incorporating the phenomenon into public sector organisations to enhance employee learning, empowerment and engagement.

Inter-organizational mentoring (IOM) occurs whenever the mentor and mentee belong to different organisations. IOM has grown recently in the light of professional associations. This work proposes a model for implementing IOM programs based on a literature review on mentoring best practices and experts’ experience. The model, completed with a focus group with 20 experts in IOMPs, highlights differences to be considered in implementing IOMPs, compared to traditional mentoring programs. This paper fills the gap in implementing IOMPs and provides keys to mentors and program coordinators for their efficient implementation.

While many experts and professionals recognize the significance of employee engagement for job performance, there is a lack of research focused on generation Z, who are expected to constitute the majority of Vietnam’s future workforce. The emergence of generation Z in the workplace could create difficulties for organizational management and human resources professionals due to the increase in generational diversity. This study addressed the gap above by investigating key factors affecting the employee engagement of Vietnamese generation Z, and examine the degree of engagement influencing their job performance in the context of Vietnamese generationally diverse workplaces. Quantitative methods were utilized with primary data from an online structured survey of 258 Vietnamese generation Z in Ho Chi Minh City. The data were analysed by statistics techniques such as EFA, CFA and SEM via SPSS and AMOS software. The findings showed that supporting supervisor, working environment, and co-worker relationships positively influenced generation Z’s engagement, which leads to higher job performance. However, training and development, and compensation and benefit demonstrated no relationship with their engagement, hence, no correlation with job performance was found. This study provides an academic contribution to the comprehension of generational diversity and employee engagement within the Vietnamese business setting. Additionally, practical recommendations for employee engagement were suggested, with an emphasis on the importance of supportive supervisors.

The aim of this study was to investigate the human resource development among vocational college students in the context of Robotics Literacy Development (RLD) during the 21st Century. Data was gathered through a survey questionnaire administered to 1000 vocational college students using proportional sampling techniques. Quantitative analysis using SPSS encompassed both descriptive and inferential statistics. The study revealed that demographic factors such as sex and academic level had no significant impact on RLD levels, indicating no discernible differences in RLD based on these variables. However, factors such as robotics system learning status, types of learning about robotic systems, objectives of robot learning, and the perceived necessity of robotics-related internships showed significant and positive correlations with RLD, highlighting their influence on RLD levels. The study contributes theoretically by extending existing models and providing significant findings that enrich the current literature. Practically, the findings are relevant for policymakers, aligning with governmental initiatives on RLD and underscoring the ongoing need to enhance human resources development to ensure vocational graduates' competencies meet market demands.

Purpose: Government-sponsored Youth Empowerment organisations (GSYEOs) are designed to skill, prepare, and empower the youths toward poverty eradication, formal employment, and self-reliance. However, poverty and unemployment among the youths in Kenya seem to be on an onward trajectory. Yet, scarce research has been conducted on the influence of strategic direction on the performance of GSYEOs. This study examines the influence of strategic direction and the performance of GSYEOs in Kenya, which is anchored on strategic leadership theory and measured using the Balance Score Card framework. Design/Methodology/Approach: A descriptive research design was utilised, a random sample of five GSYEOs with a total population of 1089 employees was adopted, and a sample of 109 was derived. Simple analysis results show that the relationship between organisational performance and Human Resource Development is statistically significant as (p

IntroductionThe negative consequences of climate change are widespread and have a global impact. An industrialized region of Germany must adapt to the effects of climate change and comply with political regulations. Previous studies indicate that economic actors who are not directly affected by climate change approach climate change mitigation and adaptation primarily based on legal requirements and often feel discouraged by the absence of data-based reports. Addressing this challenge, game-based learning emerges as a promising pathway.MethodsTo examine game-based learning’s applicability and potential for climate adaptation, we developed a business simulation game, simultaneously identifying didactically effective elements for managers who would participate in it. Using expert interviews and focus groups, we conducted a qualitative study with three HR developers from larger companies and nine managers and founders of startups to develop a business simulation game on climate adaptation. Based on the Grounded Theory methodology, theoretical coding was used to analyze the qualitative data.ResultsThe derived core categories indicate that personnel development in companies is evolving in response to economic changes. Individual resources such as motivation (especially for managers), personnel and time play a crucial role in establishing a business game as an educational offering. The identified game elements can also be used theoretically and practically in the development of other educational games.DiscussionWe discussed common human resource development measures in companies and compared them with more innovative approaches such as a simulation game. The study underscores the importance of innovative approaches, such as game-based learning, in fostering climate adaptation efforts among economic actors. By integrating theoretical insights with practical applications, our findings provide valuable guidance for the development of educational games aimed at addressing complex challenges like climate change. Further research and implementation of such approaches are essential for promoting proactive climate adaptation strategies within industrialized regions and beyond.

Purpose: Nowadays, students and the scientific community are eager to improve their access to and receive support from information services. Libraries and information centers are making significant changes to keep up with this phenomenon. In the ever-changing landscape of knowledge, the role of information specialists has also evolved. Some researchers believe that the only solution available for information professionals to overcome all the problems caused by the ever-changing environment in the digital age is change management. Therefore, the present study was conducted to investigate the impact of managers' attitudes toward change and the development of human resources on knowledge management in university libraries. Method: The present research is descriptive in nature and purpose, and it employs a correlational survey approach for data collection. The research's statistical population consisted of 49 university library managers in Fars province in 2021-2022, who were selected using the census method. To collect the data, organizational change questionnaires based on ADKAR's Model (Hiatt, 2006) were utilized. These questionnaires included six components: participating in change, supporting change, not resisting, preparation for change, informing, and understanding the need for change. Additionally, Shai's (2006) human resource development model, consisting of four components (staff training, competence development, information sharing, and empowerment), and Lawson's (2003) knowledge management model, comprising six components (applying knowledge, disseminating knowledge, organizing knowledge, storing knowledge, knowledge creation, and knowledge absorption), were employed using the Likert scale. The validity of the questionnaires was confirmed by assessing both the face and content validity. The reliability of the questionnaires was confirmed with estimated values of 0.74, 0.81, and 0.78, respectively. To assess the normal distribution of the data, the Kolmogorov-Smirnov test was conducted. To test the research hypotheses, the beta regression coefficient (path coefficient), the t statistic, and the Pearson correlation coefficient were utilized with PLS software. Findings: The research results revealed that the attitude towards change significantly impacts the development of human resources in academic libraries, with a path coefficient of 0.733 and a t-value of 7.016 at a 95% probability level. This indicates that a one standard deviation increase in the attitude towards change leads to a 0.733 standard deviation increase in the development of human resources in academic libraries. On the other hand, the impact of attitude toward change on knowledge management was confirmed with a path coefficient of 0.746 and a t-statistic value of 254.8. The Pearson correlation coefficient between the two variables is 0.735, and with a significance level of 0.00, it can be concluded that there is a positive and significant correlation. Knowledge management also had a significant impact on the development of human resources, with a path coefficient of 0.483 and a t-statistic value of 397.2 in the libraries under investigation. The study confirmed the direct impact of attitude toward change on human resource development. It also found that knowledge management serves as a mediator in this relationship. Based on the data obtained, there is a 95% probability that the impact of attitude towards change on human resources development (0.483 ´ 0.746 = 0.360) has occurred through the mediation of knowledge management. Conclusion: The current research provides a new perspective on the transformation of university libraries under study. Exploring the mediating effect of knowledge management and attitude towards change, as well as its positive and direct impact on the development of human resources, can provide a suitable strategy for the advancement of university libraries. This strategy should consider new methods of delivering services to customers in accordance with national and international standards. Based on the obtained results and the confirmation of all research hypotheses, it is recommended that university library managers prioritize emphasizing the benefits of redirecting human resources development and enhancing the capabilities and skills of employees.Developing a strategy to implement change as a positive force for achieving organizational goals and objectives necessitates training and developing new skills and capabilities to enhance the knowledge of both individual employees and the organization as a whole. This will enable them to effectively participate in the implementation of new goals and reduce the challenges associated with change. [ABSTRACT FROM AUTHOR]

The Human Resource Development (HRD) curriculum is under-researched at the undergraduate level in tertiary education institutions, particularly in South Africa (SA). This article addresses the need for research on HRD undergraduate education in SA. Using a qualitative case study approach; the researchers interviewed HRD practitioners who have all completed an undergraduate HRD curriculum to determine the deficits in the curriculum under study and what to include in a new HRD curriculum. Findings revealed that the degree title was limited to learning and development only, there were concerns about the faculty that housed the degree, and that the degree replicated lower-level skills certificates. HRD practitioners recommended what to include in a new HRD curriculum that would be relevant and considered credible in practice. The article identifies the implications of the findings for HRD theory, practice, and research. It offers HRD practitioners perspectives on what they consider relevant in an undergraduate HRD curriculum to carry value in the workplace. [ABSTRACT FROM AUTHOR]

Objective Strategic thinking, long recognized as essential for organizational success, is increasingly vital across various levels of management. This cognitive skill enables organizations to adeptly navigate and manage changing environmental dynamics, thus sustaining competitive advantages. Traditionally viewed as a senior management prerequisite, the need for strategic thinking has expanded to lower organizational echelons in response to escalating environmental complexities. This capability equips managers with the foresight to comprehend, anticipate, and strategically respond to future events. Instead of merely reacting to changes, effective strategic thinking empowers managers to proactively shape and influence these dynamics. Research on the developmental trajectory of strategic thinking is notably limited. A comprehensive understanding of how managers evolve into skilled strategic thinkers is a multifaceted endeavor, warranting exploration from diverse viewpoints. This study is dedicated to examining the evolution of strategic thinking, particularly focusing on the experiential dimension. It seeks to identify and elucidate the specific experiences and their impactful attributes that contribute to the cultivation of strategic thinking among managers in Iran's burgeoning financial technology (Fintech) industry. Methods Adopting a qualitative methodology, this research is anchored in the descriptive phenomenological approach, with an emphasis on deeply understanding experiences as they naturally occur. To uncover the nuances of how managers in the Fintech industry develop strategic thinking skills, the study utilized semi-structured interviews. These interviews were meticulously designed to align with the research objectives, offering participants the opportunity to richly reconstruct and reflect upon their relevant experiences. Participant selection employed non-probability and purposive sampling methods, complemented by snowball sampling to ensure a comprehensive representation. The study engaged 14 senior managers in the financial technology sector, delving into their personal and professional journeys. Data analysis was conducted using the Colaizzi method, which involves a thorough process of transcribing interviews, detailed reading and re-reading of the transcripts, extracting significant statements, and formulating meaningful interpretations for each statement. This process also entailed organizing these interpretations into coherent thematic clusters, integrating these themes into a holistic description of the phenomenon, and delineating the fundamental structure of the experience. Crucially, the research findings were presented back to the participants for validation, allowing for any necessary refinements to ensure accuracy and authenticity. Results This research successfully identified seven distinct and impactful experiences contributing to the development of strategic thinking among managers in Iran's Fintech industry, alongside the defining characteristics of these experiences. These pivotal experiences encompassed a range of factors: openness to new experiences, mentorship support, leadership in critical and challenging situations, a strong emphasis on personal development, extensive networking and communication, encountering and overcoming critical challenges, and leveraging failure as a tool for growth and development. Conclusion This study contributes to the existing body of research underscoring the significance of experiential learning. Conducted within the specific context of Iran's financial technology industry, the findings corroborate the instrumental role of experiential learning in the evolution of strategic thinking capabilities. The validity and reliability of the research outcomes were further reinforced through participant validation, ensuring the findings authentically represent the experiences and perceptions of those involved. [ABSTRACT FROM AUTHOR]

The need for an effective Human Resources Development is critical for many organisations, especially to those tasked with service provision in the public domain. The purpose of this paper to investigate the challenges In Human Resource Development Implementation within the Botswana Public Sector Setting, with a focus on management perception. The paper was a qualitative study, and utilised content analysis to gather and analyse secondary on the subject matter. The study concluded that there is a need for management should engage personnel matters of employee motivation to ensure that serving in the public sector have the necessary professional and personal development required to service in the public domain. Furthermore, there should be elements of technology introduced in HRD implementation in the public sector setting. The paper recommends that HRD implementation courageous leadership and effective planning be at the forefront from HRD implementation. [ABSTRACT FROM AUTHOR]

Objective - This study aims to investigate the relationship between spirituality and restoration in the public sector workplace of civil officials in Malaysia, specifically through the lens of emotional intelligence. The primary objective is to enhance the understanding of emotional wellness among government employees, addressing it as a crucial mental health concern in the context of workplace dynamics. Methodology/Technique - The study utilizes a comprehensive literature review to identify and extract relevant information on emotional wellness, with a specific emphasis on spirituality and recovery. Data collection involves exploring the experiences and perspectives of civil servants through surveys and structured assessments. Findings - The study anticipates shedding light on the intricate relationship between emotional intelligence, spirituality, and restoration in the workplace. By examining existing literature and conducting quantitative analyses, the research aims to provide insights into the specific ways in which spirituality and access to green spaces contribute to emotional wellness. The findings are expected to highlight the importance of integrating these elements into workplace strategies for government employees. This research contributes to the field by emphasizing the role of spirituality and nature in mitigating emotional disturbances among civil servants. The incorporation of therapeutic nature experiences is a novel approach to addressing mental health issues in the workplace. Novelty - The study also explores the concept of self-attachment to nature as a means of alleviating emotional disturbances and fostering a deeper connection with spirituality. By linking emotional wellness to these factors, the research introduces innovative strategies for enhancing the mental welfare of government employees, ultimately contributing to the broader discourse on workplace well-being. [ABSTRACT FROM AUTHOR]

Training opportunities are essential for introducing teachers to effective instructional strategies and pedagogical approaches. Teachers need access to professional development programs that promote knowledge and skills acquisition to improve learner performance. Due to a lack of training, school administrators frequently misinterpreted key elements of the teaching and learning process and failed to understand the objectives and requirements of the new curriculum. To increase the ability and competency of educators in the province, it is the goal of this article to identify obstacles preventing the Eastern Cape Department of Education from implementing training programs effectively. This study utilises a descriptive and explanatory qualitative case study. Data was collected using interviews with five (5) (n-5) key informant participants. The findings indicate that Human Resource Development lacked competitive and practical skills development programs, resources (finance), capacity, low participation from educators, effective human resource strategy and training opportunities for educators, leading to poor learner results throughout the province. ECDoE is recommended to implement well-designed professional development programs which align with the curriculum and educational objectives of the National Department of Basic Education. By focusing on specific areas of need, such as literacy, numeracy, or inclusive education, these programs can address critical challenges faced by teachers and students in the province. The study suggests that ECDoE can implement competitive training programs, develop a comprehensive human resource development strategy, hires well-skilled trainees and training opportunities should be given to all educators in the province. [ABSTRACT FROM AUTHOR]

This essay contributes a new perspective to debates about journal ranking lists and their effects on the practice of scholarship. Our argument is grounded in practice theory and draws on Bourdieu's concept of field. We examine the effect of metrics, targets, and rankings on human resource development, a conjunctive field associated with the management learning and education (MLE) field. We examine the ways in which boundaries of the MLE field are shaped by journal ranking lists and how, irrespective of seniority in the field, scholars simultaneously experience both power and powerlessness as a result of journal ranking processes. We contribute a new perspective on issues of academic practice with consequences for specialized areas of scholarship. We conclude by proposing practical interventions that senior scholars and journal editors can undertake to challenge the undesirable effects of ranking systems and encourage scholarly diversity. [ABSTRACT FROM AUTHOR]

Organizational investment in human resource development (HRD) has risen rapidly over the years. The rise in HRD investment is undoubtedly triggered by the belief that HRD is the key to strengthening personal and organizational performance. Yet despite heavy investment in this area, the outcomes achieved are often mixed with varied results. A key issue is the choice of HRD initiatives adopted and how they are implemented to achieve the desired HRD outcomes. Poor initiatives that do not realistically target HRD gaps, combined with poor implementation measures, are most likely to fail. Regular measurement of such is significant not only to determine the impact on key outcomes but is also essential to learn, accumulate evidence, and then use such evidence for improving HRD investment and/or policy. The study's main objective is to analyse the training and development activities in PNG Power Limited (PPL) from the lenses of management and employees. This research highlights management and employees' involvement in HRD initiatives which is paramount for organisational development. The study employed a mixed method of analysis and used surveys and interviews to collect data and information. The findings revealed that PPL has organised training programs to develop management skills of non-technical staff and competency-based training for technical employees. However, these training and development activities are perceived to be moderately effective regarding how management and employees are involved. This research concludes that the effectiveness of HRD initiatives through training and development activities is significantly determined by the degree of management and employee involvement. This study contributes to the knowledge of HRD in developing countries, particularly in the Pacific Region. It is hoped that this study will be helpful to improve specific areas requiring change identified in this study and may well serve as inspiration for organisational and policy change across other service organisations in PNG.

Public sector reform must always maintain the trust mandated therefore it is necessary to apply the principles of a new management philosophy that demands to development and manage intangible assets, especially intellectual capital. Based on this, this study aims to analyze and obtain empirical evidence of the effect of organizational size and intellectual capital with The SICAP Project model (human resource development and service quality) on organizational performance. The population of this research is the entire Provincial BPS work unit (Satker) totaling 34 work units for the period 2018-2020, with an observation data of 100. The data analysis technique uses unbalanced data panels with the EVIEWS 9 application. This research has succeeded in proving that human resource development and service quality have a positive effect on organizational performance. However, the size of the organization has no impact on organizational performance. The contribution of this research theoretically supports the sources-based view theory. While other contributions are for stakeholders in the Central Bureau of Statistics (BPS) in improving their organizational performance by empowering their resources, both in the form of tangible and intangible assets so that the quality of service improves.

Tourists choose island destinations with natural landscapes that can uniquely appeal to tourist destinations. Therefore, it takes the role of human resources (HR), who can manage small islands as tourist destinations. The purpose of this study is to examine the direct impact of human resource development on the management of island tourist destinations, followed by the indirect impact of the adaptability and speed of innovation to HR development on the management of tourist destinations on the islands of Dodola, Maitara, Ternate, and the islands in the Tobelo bay in Eastern Indonesia. Data were obtained using a questionnaire, and 162 respondents met at government offices and managed island tourism. The analytical method used is inferential with the SEM-PLS approach. The analysis results show that HR development influences the management of tourist destinations, adaptability, and innovation speed. Adaptability and innovation speed can mediate HR development in managing island tourist destinations.