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Background: The effective management of human resources is crucial for the sustainability of municipalities. However, as evidenced by poor service delivery, municipalities are not measuring human resource development. There is no known assessment tool or system to measure the performance of human resource development in South African municipalities. Aim: This study investigated the human resource development challenges experienced in municipalities and recommends, among other things, an evidence-based assessment tool that will improve human resource development implementation. Setting: Participants included line managers, human resource development professionals, employees, and councillors from randomly sampled local, district and metropolitan municipalities in South Africa. Method: An exploratory sequential mixed-methods design was used. Quantitative data were collected using questionnaires from 111 respondents. Qualitative data were collected from respondents given an opportunity to elaborate on their responses to statements in the questionnaire. Results: The results of the study show that municipalities are not effectively implementing human resource development, which compromises service delivery and municipal performance. They also suggest that municipalities are not effectively implementing the adopted Integrated Municipal Framework for Human Resource Development. Conclusion: The study concludes that there is an urgent need for local government to prioritise the management of human resource development. An evidence-based assessment tool will ensure that human resource development governance gaps are addressed in municipalities. Contribution: This study adds to the debate on the management of human resource development in South African local government by providing a context-specific analysis of implementing and managing human resource development and by recommending improvement strategies.

This research aims to find out whether human resource development with digital transformation and innovative behavior has an influence on the sustainable competitive advantage of SMEs in Surabaya. This research uses a questionnaire to collect data with a population of SMEs in Surabaya of 59,969 and samples were taken using the Slovin formula with a result of 99.83 and will be rounded to 100. The method used in this research is descriptive quantitative analysis with comparative causality and path analysis. The results of this research show 1) human resource development has a positive and significant effect on innovative behavior, 2) human resource development has a positive and significant effect on sustainable competitive advantage, 3) innovative behavior has a positive and significant effect on sustainable competitive advantage, 4) digital transformation positive and significant effect on innovative behavior, 5) digital transformation has a positive and significant effect on sustainable competitive advantage

AbstractWhile the self-efficacy literature reveals that demographic or background characteristics of trainers affect their self-efficacy, the focus is mostly on teachers, pre-service teachers and university professors. The demographics characteristics and employee trainers’ self-efficacy have received much less attention. The context-specific nature of self-efficacy implies that findings from the aforementioned studies may not be applicable to the employee trainers’ context. Thus, this study examined differences in the background characteristics and self-efficacy of employee trainers. Internal employee trainers from two universities in Ghana provided the data for this study. Analyses of the data were done using Mann-Whitney U and Kruskal Wallis tests. The findings of the study demonstrated that a significant difference existed between the instruction self-efficacy of trainers who had non-terminal degrees and trainers who had terminal degrees. Moreover, differences existed in the trainee engagement self-efficacy and instruction self-efficacy across trainers’ experiences. Thus, individuals with experience in training should be the first to be considered when selection for employee trainers is being done. Also, for training topics that are quite complex and advanced, trainers with the most advanced degrees ought to be assigned because they would have high instruction-efficacy that would enable them to successfully accomplish such training tasks.

AbstractThere is still no clear agreement between previous studies regarding the association between leadership effectiveness (LE) and emotional intelligence (EI), and the moderating effect of gender. In the current study, we tested the impact of (EI) on (LE) and the moderating role of gender on this relationship. We employed Hierarchical Moderated Multiple Regression analysis (MMR) for our data, which we collected from 141 questionnaires using a non-probabilistic technique from Fast-moving consumer good (FMCG) in Egypt. We found that EI is positively related to LE. The gender variable moderated both the relationship between others’ emotional appraisal and LE and use of emotion and LE. Specifically, others’ emotional appraisal was positively associated with LE for females, but almost unrelated for males; whereas the positive relationship between use of emotion and LE was stronger for males compared to females. The current study highlights the crucial role that human resource development and training would play in augmenting EI skills for both female and male leaders in general, and how each gender needs to better develop understanding on the other gender emotional positions. Our data was collected from a small sample of only two organizations, which hinders our ability in generalizing the findings to other organizations. While conducting future research, these aspects should be kept in mind, which can provide more valuable results. Conducting this study in Egypt contributes to the international learning experience on EI and LE in countries other than Western ones.

Managed Service Personnel (MSPs) have become critical sources of innovation, expertise and superior technology-enhanced performance. This understanding has, however, generated conflicting outcomes, as some hold a contrary view. This study examined the contribution of MSPs to achieving organizational targets in the northern cluster of a reputable bank in Ghana in order to determine the bank's outsourcing decisions, MSP responsibilities, and how such roles compare with those of permanent staff of the bank. The study employed qualitative approaches involving group and individual interviews with 66 participants. The investigation revealed that, among others, the bank outsourced MSPs for expertise, technology, innovation, and cost efficiency. It was also determined that MSPs outperformed regular staff in the areas of technology-enabled productivity, profitability, quality services, and organizational efficiency using unmatched skills, experience, and expertise. A novelty of the study is the culmination of new insight into a performance outlook developed to help organizational leaders make informed decisions. The performance outlook also present critical implications for theory, policy, and practice.

ABSTRACT Purpose - Human resource development (HRD) is considered one of the most important components for the success of any project. The purpose of this study is to examine the impact of HRD activities (career development and team development) on project success by inquiring into job satisfaction.

In this article, I examine and evaluate the human resource development (HRD) theorization presented by Wang and Doty (2022a) , as well as the reactions it received from Russ-Eft (2022) , Yoon (2022) , and Poell (2022) , and the response provided by Wang and Doty (2022b). I observe that the principal criticism of the current HRD framework proposed by Wang and Doty revolves around the significance of culture within the host institution system (HIS). They argue that culture holds little to no importance in the HIS. However, upon examining the definition of HIS presented in this paper, it becomes apparent that the role of culture cannot be easily dismissed in any discussion pertaining to HIS, thereby calling for further theorizing and research. The suggestions put forth in this article have the potential to contribute to the advancement of the current theorization into a genuinely dynamic framework for the HRD discipline. [ABSTRACT FROM AUTHOR]

Leisure and work are often thought of as independent parts of life. While leisure has the potential of contributing to HRD and vice versa, it has received limited attention in HRD. Therefore, in this study, we used an integrative literature review to explore how leisure can contribute to HRD and become an HRD intervention. To search the literature, we used keywords relating to leisure, work, and HRD. One among several leisure types found was serious leisure. Serious leisure requires engagement in the activity with a sense of self-development. The results from serious leisure could include knowledge and skill development, which might not be related directly to short-term work performance improvement. Despite this, it allows for intrinsically sustainable self-development. Such self-development can yield positive results in every element of life, including work. To facilitate serious leisure as an HRD intervention, practitioners and policymakers need to eliminate leisure constraints. [ABSTRACT FROM AUTHOR]

Several meta-analytic studies suggest that individual and contextual factors determine employees' workplace quitting intentions. Autonomy motivational orientation as an individual factor has many beneficial outcomes, including a reduction in employee turnover intention. However, the studies in this area suggest that the influence is indirect. Grounded in self-determination theory and career stage theory, we hypothesize that the influence of employees' autonomy motivational disposition on quitting intention is contingent on the level of employees' age. Results of data collected from 340 engineers, marketing and service personnel from a large public sector undertaking supported our hypothesized model. Employees with high autonomy motivational disposition show less intention to leave the organization when they grow old than young. We conclude by discussing that employees behave for autonomous reasons and show greater organizational identity and less quitting intention with growing age. [ABSTRACT FROM AUTHOR]

Copyright of Gruppe. Interaktion. Organisation: Zeitschrift für Angewandte Organisationspsychologie (GIO) is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This paper provides insights into the opportunities and risks that the technological transformation of Human Resource Development (HRD) presents in the context of early career talent in the accounting, banking, and finance sector. Three research questions are explored. (1) What opportunities exist for organizations investing in technology as a talent management strategy for recruiting early career talent? (2) What are the risks or threats to organizations from investing in technology as a strategy for recruiting early career talent? (3) What role do meso‐level actors play in recruiting early career talent? More specifically, to what extent do the views of graduate recruiters and career advisors as agents of organizations and higher education institutions align or diverge? Thirty‐six semi‐structured interviews were conducted with graduate recruiters and career advisors. Thematic analysis was subsequently applied, identifying three themes (i) employer branding, (ii) virtual recruitment, and (iii) diversity and social inclusion agendas, each presented opportunities and risks. The theoretical contribution comes from advancing career ecosystems and the new psychological contract as a theoretical framework by focusing on technological transformation and capturing the dyadic relationship between the meso‐level actors. Our paper integrates three topic clusters of HRD interventions and outcomes, national HRD, and career development, while manifesting the role and importance of under‐represented career actors. Practical implications aim to help shape talent management strategies for recruiting early career talent. Capturing the views of career advisors in this study can help organizations identify blind spots and inform policy. [ABSTRACT FROM AUTHOR]

The chaotic initial stages of the Covid‐19 pandemic severely challenged organizations. Economies shut down and millions of people were confined to their homes. Human resource practitioners turned to organizational coaching, a trusted human resource development intervention for help, however, to remain relevant during the crisis coaches had to adapt their praxis. The working alliance describes the mutual bond, goal, and task alignment between coach and client and is an indication of coaching efficacy. This study investigates to what extent organizational coaches' praxis adaptation at the start of the pandemic maintained a working alliance that still served the human resource development (HRD) paradigms of learning, performance, and meaningful work. Interviews with 26 organizational coaches from USA, UK, Australia, and South Africa recorded during the first general lockdown (April 2020) were inductively analyzed using thematic analysis and deductively interpreted through the working alliance theory and desired HRD outcome paradigms. Findings reveal seven organizational coaching praxis adaptations judged to support all three working alliance components, with "task" and "goal" more prominent than "bond," suggesting a pragmatist preference reminiscent of crisis management. Praxis adaptation also seems to promote all three HRD paradigms of learning, performance, and meaningful work on individual and/or organizational levels. This study strengthens the already well‐established link between HRD and coaching by positing that coaching is a dynamic, pragmatic, self‐adaptive intervention that supports HRD during a crisis. Understanding coaches' praxis adaptation during the volatile initial stages of a crisis is important for HRD theory and practice given HRDs increasing reliance on coaching. [ABSTRACT FROM AUTHOR]

A social entrepreneurship organization is an organization running entrepreneurial activities primarily oriented to the welfare of the community and its social mission. As a business, social entrepreneurship needs to gain a competitive advantage in similar businesses and other businesses that are the main competitors. This can be achieved when social enterprises have human resources who are aware of opportunity-seeking behavior and profit-seeking behavior, which are the main dimensions of strategic entrepreneurship. In addition, in the face of changing business conditions, organizations need to provide space for their members to learn through individual development, both in terms of opportunities and facilities. This study aims to determine the effect of strategic entrepreneurship and individual development on competitive advantage in social entrepreneurship organizations. The population in this study comprises 35 individuals from the TAULAN Community, a social enterprise engaged in the creative industry and aiming to empower incarcerated juveniles and women. Saturated sampling was used to obtain the participants. Data was collected using a questionnaire. Multiple regression analysis was performed with IBM SPSS Version 28.1 software. The results of this study indicate that strategic entrepreneurship has no significant effect on TAULAN Community’s efforts to achieve competitive advantage, and individual development has a significant effect on competitive advantage in social entrepreneurship organizations. [ABSTRACT FROM AUTHOR]

Instructional Designers (IDs) are talented assets to higher education institutions (HEIs) that have positioned online course development as part of long-term strategic plans. This study investigated the experiences of IDs involved in online course development while working dyadically with faculty members in U.S. HEIs. The study focused on the textually mediated coordination of social working relationships and engagement outcomes on the professional identities of eight ID subjects; analysis of HEI websites and observational field notes were included in the dataset. Five thematic narratives emerged within the analysis: a question of professional (dis)regard, a culture of complex collaborative work, a conversation of representation in HEI governance, a translocal chain of bossy (mis)coordination, and a song of silent, external attributions. These themes provided a platform for disseminating ID lived narratives and perspectives within a relational framework informed by Human Resource Development (HRD), where, in the literature, their experiences can inform and benefit the improved performance of HEIs engaged in online program production and governance. [ABSTRACT FROM AUTHOR]

Copyright of Al-Adab / Al-ādāb is the property of Republic of Iraq Ministry of Higher Education & Scientific Research (MOHESR) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Problem: There is a continued, well documented disconnect between HRD scholars and practitioners. Specifically, the 'Implications for HRD Practice' section in academic articles is often lacking in relevance and meaning. This is harmful for both academia and practice, but especially for the well-being of learners. Solution: This essay focusses on how to write a meaningful 'Implications for HRD Practice' section and suggests five areas to consider: why writing for practice is important; understand who practice is; relate to practitioners' knowledge; provide evidence-based suggestions and finally, connect with practice. Stakeholders: HRD scholars who are committed to write for, and connect with, practice. [ABSTRACT FROM AUTHOR]

Copyright of Iskolakultúra is the property of University of Szeged, Faculty of Arts & Social Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Jurnal Greenation Ilmu Akuntansi (JGIA) is the property of Greenation Publisher and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Naturally, the new business will resume training and human resource development efforts that had been put on hold for a while due to the Covid-19 condition during the post-pandemic period. Training and human resource development are closely related to enhancing employee performance, particularly in the banking industry. After the pandemic, banks will begin to improve their performance for the first time because there are many customer bottlenecks that contribute to declining banking profits and affect banking performance. The goal of this study is to examine the effects of leadership as a moderator on the performance of BSI Jakarta Barat employees. Training and the development of human resources are the study's independent factors. This study used 77 samples taken from all BSI West Jakarta employees. This research will use quantitative tools as the data processing, namely SEM PLS. This is an -ongoing study, we need to give a quesioner and get data from our research subject, until we get result for the case in this research. For now, we have result before we finish the case, training as variable X1 and human resource development as variable X2 affect to leadership as variabel Z, and then leadership affects performance as variable Y. However, further assistance is needed from our research subject in order to complete this research. [ABSTRACT FROM AUTHOR]

Copyright of Humanities & Educational Sciences Journal is the property of Humanities & Educational Sciences Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Since the late 20th century, technology has evolved very rapidly, has changed and has become an integral part of people's lives. Technologies that have changed and evolved over the past have become more usable, despite their complexity. So every passing day makes people's lives easier, and today it's a source of information. Information technology provides maximum ease for individuals, and various institutions in terms of time and cost. Information technology, which is used as a tool for universal progress, is expanding these possibilities and making it an indispensable element in a globalizing world. The technological revolution in the world has also caused organizations to reshape their human resource development strategies. This requires consideration of various aspects and features of information technology. Development of human resources is one of the key factors for better development and better use of skills in the use of new technologies to desired goals. Therefore, information technology is not seen as an end in itself, but as a way of achieving a larger goal, and is also the most appropriate way of using resources to reach the desired level. This shows that information technology has an impact on the development of human resources. The aim of this study is to identify the impact of information technology on the development of human resources management in organizations and to contribute to the literature by evaluating it in the light of the research carried out. [ABSTRACT FROM AUTHOR]

In the Society 5.0, a huge amount of professional workforce is needed. These talented persons include not only skilled digital engineers but also "Strategic Management" digital professionals（SMDP）, who have both business management and technical knowledge and skills. In order to foster such SMDP, the Global Citizen College（GCC） of Tokai University launched a new curriculum by collaborating among the school of information and telecommunication engineering, business management, etc. that compose GCC. This paper discusses the challenges found in operating the new curriculum. [ABSTRACT FROM AUTHOR]

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. [ABSTRACT FROM AUTHOR]

Copyright of Japanese Journal of Evaluation Studies is the property of Japan Evaluation Society and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Over the past 20 years, Japan's higher education policy has been strongly influenced by national policies for achieving world‐class excellence as a tool for economic and social development. However, Japan's universities, especially the top universities, have faced difficulties in maintaining an international presence, both in terms of academic excellence and the development of globally competitive human resources. This paper reflects on how national policies, especially economic and fiscal policies, have intervened in higher education since the beginning of the 21st century, and then investigates the impact of these policies and discusses the future perspective on Japan's higher education given the current global challenges. [ABSTRACT FROM AUTHOR]

Copyright of Turvalisuskompass is the property of Estonian Academy of Security Sciences and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aims to evaluate the challenges and opportunities arising from digital transformation and the digital economy, as well as their impact on human and physical resource development in the context of Indonesia. The methods used were a literature review and a qualitative approach. This study used secondary data obtained from academic articles published in the last 10 years. Data analysis techniques include material collection, data reduction, analysis and synthesis stages, and drawing conclusions. The results indicate that digital transformation brings economic and social opportunities. However, challenges also arise, such as digital divides among different groups, the level of human resource development, data and online system security, and taxation issues. Obstacles to be faced include slow regulatory reforms, bureaucratic complexity, government promotion in various regions, and digital infrastructure limitations. Strategic steps that need to be taken include developing appropriate policies, fostering collaboration between the public and private sectors, enhancing cybersecurity capacity, and promoting digital transformation domestically and internationally to advance national and regional economies. The key conclusion is that the main impact of the digital economy on the Indonesian economy as a whole includes market share growth, increased brand awareness, expanded customer reach, ease of business transactions, and increased product variety at competitive prices.

State defense is a very important field to be realized to be strong, but there are many obstacles to achieving the desired defense goals. Based on the various obstacles, the priority is the provision of quality human resources. Public policy in the field of government regarding the management of civil and military human resources is equally important in realizing human resources that can produce defense technology that has a deterrent effect. This study aims to analyze the national defense system through the analysis of public defense policies in the face of a Revolution in the Military Affairs (RMA). The research method used is a qualitative approach. Data was collected through Focus Group Discussion (FGD), in-depth interviews and literature review. The characteristics of the informants in this study were 12 students of the year 2020 Marine Defense Strategy study program who had taken state defense strategy courses at the Defense University. The student is a member of the Indonesian Navy (TNI). The results of this study indicate that to realize reliable human resources without losing their identity requires an understanding of defense public policy. Changes in defense technology are also related to the RMA which continues to move forward and affects the interaction of international relations. In addition, in the face of change, the role of education is needed as a tool to keep up with actual and factual changes

Research purpose: Eradicating poverty in the world requires some strategies, such as the poor having adequate access to productive assets and increasing their returns on assets, having adequate access to education and health facilities, increasing their access to job prospects, at the same time complementing these resources with other incomes. Hence, the goal of this study is to examine the link between human resources development and poverty in Nigeria, using annual secondary data from the Statistical Bulletin of the Central Bank of Nigeria from 1990 to 2020.

As employee preferences change and organizations adapt and transform as a result of the Covid-19 pandemic, new research opportunities are present for HRD scholars interested in training and development, organizational behavior, job design, change management, the creation of healthy and productive workplaces, and more. In the face of new opportunities for research, we discuss the value of revisiting grounded theory methodology as a resource for generating theory in HRD contexts. As a methodology, grounded theory is a useful tool for exploring processes and building theory grounded in data. In this paper, we examine the potential of grounded theory to contribute meaningfully to the research and practice of HRD by discussing the historical development of grounded theory, the current state of grounded theory research in HRD, and the implications of grounded theory work on the future of HRD scholarship. [ABSTRACT FROM AUTHOR]

Given the increased competition and turbulence in business environments, the proper management of human resources and employee growth is a significant challenge faced by organizations to achieve competitive advantage. The present study aimed to analyze the influential factors in Human Resource Development (HRD) in State-Owned Enterprises (SOEs). This was an applied research in terms of objective and a mixed (qualitative-quantitative), exploratory study in terms of design. In the qualitative-quantitative section of the study, content analysis and descriptive-exploratory techniques were applied. Data were collected via semi-structured interviews and by using questionnaires in the qualitative and quantitative sections, respectively. The research population included human resource experts, managers, and experts in the field of human resource planning and SOE management. In total, 22 individuals were selected via purposeful sampling. In the qualitative section, data analysis was carried out using open, axial, and selective coding for the classification of the identified factors into four categories of organizational, occupational, behavioral, and empowerment factors. In addition, screening was performed using the Fuzzy Delphi method, and the correlations between the identified factors and sub-factors were determined using the Fuzzy DEMATEL method. According to the results, empowerment factors were the most significant determinants of HRD, which could be improved by considering the associated influential factors and prioritization of organizational factors. On the other hand, the factor weighting findings based on the Fuzzy Analytic Network Process (FANP) indicated that among the identified factors and sub-factors of knowledge management, empowerment factors had the most significant impact on HRD. [ABSTRACT FROM AUTHOR]