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The purpose of this paper was to level the factors affecting the export performance of sports products to reach the global class with an emphasis on human resource development by employing interpretive-structural modeling. The current research is a mixture of developmental and applied. Based on the Galyzeri approach and deep interview with 15 people (sports marketing, economists, industrial management) in the NVIVO10 software environment, the main factors of the model were identified in the form of 92 open source, 13 selective and 5 theoretical codes, and then using the interpretive- The structure in the MATLAB2014 software Based on the Galyzeri approach and deep interview with 15 people (sports marketing, economists, industrial management) in the NVIVO10 software environment, the main factors of the model were identified in the form of 92 open source, 13 selective and 5 theoretical codes, and then using the interpretive- The structure in the MATLAB2014 software environment is the level and internal relationships between extraction factors and finally classified based on MICMAC analysis of power and dependency. The results showed that model factors are located in 5 levels and motivate people for human resources, trust building, organizational communication, training and human resource skills at the fifth level of the model and have the most impact on human resource development (level four), quality, Innovation, flexibility, cost reduction, time reduction, sales and after-sales services (third level), production and service in the world class (second level), world-class sports industry, and the empowerment of export performance of sports products (Level one) . In MICMAC analysis, human resource development factors (independent variables) that stimulate and motivate other factors. Based on the results of the research, successful and effective sports managers and marketers, by establishing effective communication mechanisms with individuals inside and outside the organization, identifying and educating people, empowering, motivating, and building trust can lead to the development of world-class human resources to the extent of empowerment The export performance of sports products and the boom in the production of Iranian sports goods are provided.by establishing effective communication mechanisms with individuals inside and outside the organization, identifying and educating people, empowering, motivating, and building trust can lead to the development of world-class human resources to the extent of empowerment The export performance of sports products and the boom in the production of Iranian sports goods are provided.

As the Fourth Industrial Revolution is strongly growing, human resources, especially high-quality ones, play a decisive role in the socio-economic development of each country. Therefore, priority is given by many countries to building and developing human resources, because, in the current context, human resources fully equipped with skills and knowledge will contribute to the development of individuals, organizations and countries. From the strong economic development of the US, Japan and Western countries in the mid-20th century to the title of “Asian Tigers” given to four economies in East Asia and the rapid growth of ASEAN countries, all thanks to policies of human resource development. However, in different countries, the development of human resources is implemented in different directions depending on the economic, cultural and social conditions of each country. In Vietnam, after nearly 35 years of renovation, the country has earned great achievements in human resource development, most clearly reflected in the productivity improvement of the whole society, which speeds up the growth rate and enhances economic competitiveness and national potential. Also, it is necessary to admit that, compared to the resources invested and efforts spent, as well as the conditions and opportunities offered, the achievements mentioned above are still not commensurate with the country’s potential. Therefore, this article aims to discuss the human resource development strategies of some countries in the world, thereby drawing lessons for Vietnam.

Although the government contributes to the tourism recovery, the influence of the government on the micro-perceptions of tourism managers remains limited. The results of 415 samples demonstrate that government crisis management restores managers' confidence through different mediation of the sense of gain. Information and communication management improve only their sense of spiritual gain, while human resource development enhance merely their sense of material gain. Moreover, environmental uncertainty shows no moderation on restoring the managers' confidence. This study develops a theoretical framework for tourism crisis management and provides policy implications for the development of small tourism enterprises in times of crisis. [ABSTRACT FROM AUTHOR]

In celebrating HRDR 's 20 years of publication, this study aims to shed light on research trends in the journal and future research needs by examining 10 years of publications from a structural perspective. We used three complementary computational methods to find major research trends and themes including keyword network analysis, topic modeling, and bibliographic coupling. This paper presents the findings on the research themes, structural coherence, and semantic relevance based on clusters formed by normalized distance measures. Connectivity, co-appearances, and citations are important forms of scholarly communication that represent the body of knowledge in the field. Our findings indicate that research topics greatly expanded beyond the early HRD research topics of learning and development to include various topics related to diversity, critical HRD, and equity issues in organizations and society. We also examined the author-institution-keywords affiliation network and the authors-collaboration network to suggest how scholars can collaborate more in the future. [ABSTRACT FROM AUTHOR]

It is broadly acknowledged that, for quality management to be effective, it needs to be viewed and implemented as a dynamic and active process by people in an organisation, specifically its leaders. This study aimed to determine the level of leaders' commitment with regard to their perceptions and attitudes concerning quality management of training in corps training units within the South African Army. The Leader Perception and Attitude Scale was developed for this purpose. A cross‐sectional survey was conducted with a sample of 229 leaders at six of the eight South African Army's corps training units. Correlation coefficients were determined, and structural equation modelling was performed. The results indicated that leaders' attitudes had a statistically significant influence on their commitment (p < 0.001), whereas perceptions had no statistically significant influence (p = 0.488). The results contrast with previous studies, which have mostly indicated that perceptions influence employee commitment. By targeting leaders' attitudes, therefore, the South African Army may be able to design and implement appropriate strategies to improve leaders' commitment and thereby enhance training effectiveness. The potential usefulness of a scale that measures the level of commitment of leaders and is able to indicate the level of effect that perceptions and attitudes can have, may be of interest to other military settings and organisations that conduct in‐house training. [ABSTRACT FROM AUTHOR]

Adopting human resource development (HRD) activities can lead to improved organizational outcomes, such as improved performance and innovation. However, while the implementation of HRD strategies is widespread, there are concerns that they have failed to support the learning and skill acquisition required to support both individual learning and improved organizational outcomes. Having established that HRD is a systems level issue, this paper applies Meadows's (2008) system traps to suggest that adopting this lens could explain why extensive HRD interventions have failed to deliver desired system outcomes. Qualitative data is analyzed to consider why HRD interventions fail to result in increased capability development in the Australian public sector. The findings demonstrate four system traps were present in HRD interventions, which help explain the ongoing failure of HRD interventions to support required learning or improve organizational performance: (1) shifting the burden to the intervenor; (2) seeking the wrong goal; (3) policy resistance; and (4) drift to low performance. We argue that the presence of these traps suggest that HRD subsystems will need to be reconceptualized for there to be a real improvement. To this end, we apply Meadows's (2008) suggestions to overcome the traps, identifying potential strategies for HRD practitioners to act as system intervenors. Our paper contributes to knowledge through focusing on a specific aspect of systems thinking to help explain why HRD intervention failure occurs. [ABSTRACT FROM AUTHOR]

Problem: Disability issues have long been a topic at the margins of HRD research and have rarely been examined outside the United States context or with a focus on a specific disability type. Additionally, largely due to a homogeneous national culture, people with disabilities in South Korea experience unique barriers in career development. Solution: The authors report the findings of a multiple case study on the career attainment experiences of lawyers with visual impairments in South Korea. Data analyzed from interviews with five participants showed that various individual (perseverance, identity as a person with a visual impairment, self-advocacy, and strategic mindset) and social (family and peer support, reasonable accommodation, precedent, and having a leader with a vision for inclusion) factors contributed to their career attainment. Stakeholders: The findings of this study can aid organizational leaders, hiring managers, HRD practitioners in charge of providing reasonable accommodations, and educators of people with disabilities. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) 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 aimed to suggest an employability skills framework based on perceptions of library and information science (LIS) Interns and librarians serving in the university of Peshawar, Pakistan. Adopting a quantitative approach and using the census population, this study was undertaken on librarians and LIS interns in the University of Peshawar, Pakistan. For data collection, self-administered questionnaires were distributed. Using Excel-based Mean Weighted Discrepancy Scores (MWDS), the Borich Need Assessment Model determined skill-discrepancies. Further, Quadrant Analysis Model was used for skills clustering that combined the perceived importance with the competence level of employability skills. This study established communication skills as the most important while time management as the least important constructs for employability and LIS curriculum. Additionally, out of seventeen, twelve skills were revealed mandatory for the employability of prospective LIS graduates and integration in the current curriculum. Further, cognitive abilities and data management skills were rated as low by both LIS graduates and librarians. Finally, an employability skills framework was proposed that clustered all validated skills into four categories namely generic, self-management, functional and auxiliary. This study assumes that skill-acquisition is the shared responsibility of educators, trainers, and graduates. The findings motivate LIS faculty to incorporate the validated skills in their lesson plans and organize training programs to impart such skills. Similarly, findings inform about employer-valued skills essential for entry-level jobs and encourage its acquisition. This study also attempts to align the LIS curriculum with job market demands that possibly diminish skill-mismatches. [ABSTRACT FROM AUTHOR]

The mandate of the ASN Law shows that the career development of the State Civil Apparatus is an integral part of ASN Management. The purpose of ASN career development is to match the needs and goals of existing employees, with the career opportunities available in the organization concerned. The function of ASN as Public Policy Executor as well as the glue and unifier of the nation requires ASN to have rofessional and high- performing skills, knowledge and attitudes. One way to achieve this is by choosing a career as a functional official.Directorate General of Customs and Excise (DGCE) as one of the government agencies under The Ministry of Finance of Indonesian Republic that serves the public in the field of customs and excise, also has a functional position in the structure of its employee positions. Based on the data of Directorate General of Customs and Excise strategic plan (Renstra) 2015-2019, DGCE still needs additional new employees as many as 8,298 people, among them from the side of internal factors, among others, to recruit Functional Officials of Customs and Excise Inspectors sub-elements of Customs Audit. In terms of aspects of career management, one of the activities carried out is to appoint and improve the management of functional positions of DJBC. This research is a descriptive qualitative research design in the form of a case study. The selection of the case study research design was based on the fact that the researcher wanted to clarify the career development of the Functional Position of Customs and Excise Inspector at the Directorate General of Customs and Excise (DGCE), East Java I Regional Office, in detail and explore career development problems that exist over time. The framework in this research uses the process flow of career development theory which includes a career planning and career management. [ABSTRACT FROM AUTHOR]

The success of an organization is primarily determined by the quality of the people who work in it. The rapidly changing environment demands their ability to capture the phenomenon of change, analyze its impact on the organization and prepare steps to deal with these conditions. This study aims to determine the effect of emotional intelligence and human resource development on employee performance. The data of this study is primary data, namely the data from the questionnaire distributed to 71 respondents. The population in this study were employees at the marketing section of PT Asuransi Jiwa Prudential Medan Branch, as many as 250 employees using the Slovin formula, and obtained a sample of 71 respondents. The analytical method used is multiple regression analysis. The results showed a positive influence of emotional intelligence on employee performance, and there was a positive influence on the development of human resources on the performance of employees of PT Asuransi Jiwa Prudential Medan branch. [ABSTRACT FROM AUTHOR]

Copyright of Computer & Education is the property of Tokyo CIEC 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.)

Questions have been raised by organisations such as the South African Department of Education regarding the value of the investment made towards employees in respect of the implementation of a workplace skills plan in their organisations. A further question pertains to the levels of competencies of human resource officials, who are often saddled with the responsibility of implementing a workplace skills plan in their organisation. In this article, we focus on the role of strategic human resource management across the implementation of a workplace skills plan throughout the twenty-first century to improve the performance of organisations in developing countries. The recent advances in the structure of organisations demand robust employee development, especially regarding role players who are involved in the implementation of a workplace skills plan for the improved performance of their organisations. We conducted and investigated a quantitative analysis of an existing structure for development and implementation of a workplace skills plan in the Limpopo Department of Education with regard to its adoption and performance. A total of 75 managers were sampled through probability sampling based on data gathered from the Limpopo Department of Education which indicated a population size of 1 019 managers. In the study, we provide insights for organisations into implementing a workplace skills plan in public sectors, identifies bottlenecks encountered in the process of implementation, and propose strategies that can be employed to overcome relevant challenges. [ABSTRACT FROM AUTHOR]

Transfer of technology (ToT) and human resource development (HRD) are essential components to acknowledge extension agents' performance. Understanding the foundations and implications of ToT and HRD is vital for improving agriculture extension agents in research and extension programmes. This study was designed to determine extension agents' ToT and HRD skills to explain the work performance of Malaysian Cocoa Board (MCB) extension agents in East Malaysia. A total of 315 productive cocoa farmers exposed to the extension activities for a minimum of five years and had attended two basic training from the agency were selected to answer the questionnaire within a month. The researcher applied Krejie and Morgan formula to determine the sample size based on the population using stratified random sampling. The data were analysed using descriptive statistics, multiple regression and Pearson correlation analysis. Results showed a positive and moderate relationship between ToT and HRD towards work performance. However, from the six variables tested, only three variables were significant towards work performance, namely technical skill (p=0.000), leadership skill (p=0.015) and decision-making skill (p=0.000). Therefore, the extension agents' skills must be strengthened, their working knowledge updated, and new concepts for developing agriculture that can fulfil complicated demand patterns, reduce poverty and pressure and increase productivity must be developed. This study also strengthens the iceberg model by adding six characteristics of skills in extension agents. The outcomes would contribute to the policymakers and MCB's management in elevating the extension agents' performance through training and developing ToT and HRD. [ABSTRACT FROM AUTHOR]

Copyright of Economic Researcher Review is the property of Association of Arab Universities 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 IUG Journal of Educational & Psychological Studies is the property of Islamic University of Gaza 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.)

The replacement of machinery and artificial intelligent technology in parts of the labor group that relies only on basic analysis, memorizing or general repetition, forcing human workers to increase their ability to the higher job level. Hence, the escalation of labor potential is one of the missions that has been included in the national strategy for developing and empowering human resources that the Thai government has established to support the country’s economic growth. One of the most important skills in the 21st century is the social and communication skills that mechanical and automation cannot be human equivalent. Phuket is Thailand’s second-largest tourist destination in terms of the number of foreign tourists. In addition, foreign investors’ investment rates in Phuket are also relatively high. For these reasons, the development of human resources in the ability to communicate between cultures is a paramount concern that both government and private sectors in Phuket should pay great attention to. This article is one of the authors’ articles in the field of “Intercultural Communication Competence” (ICC), which the author shave compiled and analyzed related issues with the goal of allowing educators to understand and realize an important role of ICC which can facilitate labor potential development. In this study, the authors discuss the situation in Phuket province as the main focus, thus will provide the readers with a clearer picture of the importance of ICC.

This article sets out findings from research into the collaborative modalities present in the innovation practices of mobile tech start-ups in the Kenyan capital, Nairobi. Drawing on findings from qualitative data collection from respondents at 25 startups in the Nairobi mobile tech ecosystem, the study explores the start-ups’ participation in tech hubs, their internal collaborative activities, their external collaborations, their approaches to managing the knowledge and innovations they generate, and their approaches to the scaling of their enterprises. The study finds that three key drivers of the start-ups’ collaborative innovation practices are openness, networking, and informality.

This study aims to analyze the concept of Human Resource Development carried out by schools in improving the performance of teaching staff at Elementary School Muhammadiyah of 1 Jember and Al Baitul Amien of 1 Jember. This research method uses a qualitative approach with a multi-case study design. The multi-case study used in this study uses two research sites. Data collection techniques in this study used participant observation, documentation, and interviews. Based on the research conducted, it can be concluded that the concept of the human resource development program carried out by these schools to improve the quality of teacher performance, namely: (1) increasing the abilities, skills, attitudes, and responsibilities of educators (teachers) to be more effective and efficient, (2) optimizing human resource development as much as possible by delegating to educators (teachers), and (3) striving to improve education quality by recommending educators (teachers) to take further studies to a higher level. There is no multi-case study research in improving the performance of students.

Improving the defense capability and strengthening the security and authority of the country, along with the advancement of technology, requires that the staff of the Ministry of Defense with serious determination and comprehensive effort, get acquainted with new sciences and technologies that have led to changes in the type of war and the need for effective defense. In this research, the necessity of foresight in training efficient human resources in the armed forces and the future research approach in human resource development were investigated by an explanatory-analytical method and based on the ideas of the Supreme Command of the Armed Forces and referring to reliable information bases. The results showed that in the opinion of the Supreme Command of the Armed Forces, the only sure way to increase organizational capabilities is to adopt a forward-looking approach in the face of environmental changes. Accordingly, the Ministry Of Defense and Armed Forces Logistics, as a human-centered organization, must increase the level of learning and scientific and practical abilities of its employees in pre-emptive action and with continuous monitoring of environmental developments and new defense technologies to face new paradigms and crises that make it difficult to provide proper service.

Abstract Background Ensuring the current public health workforce has appropriate competencies to fulfill essential public health functions is challenging in many low- and middle-income countries. The absence of an agreed set of core competencies to provide a basis for developing and assessing knowledge, skills, abilities, and attitudes contributes to this challenge. This study aims to identify the requisite core competencies for practicing health professionals in mid-level supervisory and program management roles to effectively perform their public health responsibilities in the resource-poor setting of Uttar Pradesh (UP), India. Methods We used a multi-step, interactive Delphi technique to develop an agreed set of public health competencies. A narrative review of core competency frameworks and key informant interviews with human resources for health experts in India were conducted to prepare an initial list of 40 competency statements in eight domains. We then organized a day-long workshop with 22 Indian public health experts and government officials, who added to and modified the initial list. A revised list of 54 competency statements was rated on a 5-point Likert scale. Aggregate statement scores were shared with the participants, who discussed the findings. Finally, the revised list was returned to participants for an additional round of ratings. The Wilcoxon matched-pairs signed-rank test was used to identify stability between steps, and consensus was defined using the percent agreement criterion. Results Stability between the first and second Delphi scoring steps was reached in 46 of the 54 statements. By the end of the second Delphi scoring step, consensus was reached on 48 competency statements across eight domains: public health sciences, assessment and analysis, policy and program management, financial management and budgeting, partnerships and collaboration, social and cultural determinants, communication, and leadership. Conclusions This study produced a consensus set of core competencies and domains in public health that can be used to assess competencies of public health professionals and revise or develop new training programs to address desired competencies. Findings can also be used to support workforce development by informing competency-based job descriptions for recruitment and performance management in the Indian context, and potentially can be adapted for use in resource-poor settings globally.

This study aims to determine the effect of internal marketing consisting of the dimensions of the Company Mission and Development of Human Resources on the welfare of employees from the perspective of Maqashid Syariah on banking in the city of Surakarta. This study uses a questionnaire in primary data collection and a quantitative approach with Multiple Linear Regression analysis. The research sample was 96 employees who worked a minimum of three months in banking in the city of Surakarta. Sampling using accidental sampling technique, namely determination of the sample by chance. Validity and reliability testing is carried out with the help of the SPPS 15 (Statistical Product and Service Solution) program. The result is that Internal Marketing in the Corporate Mission dimension (X1) does not have a significant effect, and the SDI Development (X2) dimension has a significant positive effect of 0.877 on Employee Welfare from the Maqashid Syariah perspective on Banking in Surakarta.

Strategic human resource management (SHRM) is a new approach created to bridge the gap between human resource development (HRD) and human development (HD). Applying grounded theory method and interviewing related experts and policy makers, this study intends to explain the concept of national human resource development (NHRD) along with human resource architecture in Iran and present a comprehensive model. Population policy-making, migration management, public education, professional education, skills training, health promotion, social harm management and employment planning were identified as the main dimensions of national human resource development. Based on these findings, research and operational solutions are presented.

Human resource development is currently of paramount importance in state organizations owing to the intricacy of environmental conditions and the diversity of social needs. The purpose of this exploratory descriptive quantitative study was, thus, to present an entrepreneurship-oriented human resource model for state organizations based on the foundation data theory. The research population included 15 professors working in human resource areas and managers and experts in human resource planning and management at state organizations in Ardabil province, Iran. The research data were systematically gleaned through administering a semi-structured interview and further coded selectively, openly and axially. The validity of the qualitative data was verified through expert views offered by research participants and the reliability of the interview was checked through interrater reliability. The results were indicative of 12 major and 33 minor factors in the form of a paradigmatic model comprising entrepreneurship-oriented human resource activities as the central scale, causal conditions (organizational accountability and competitiveness), contextual factors (the managers’ developmental tendencies, organizational culture, human resource development incentives), intervening variables (organizational atmosphere, dominant conventional executive approach), strategies (individual and organizational empowerment), and consequences (individual and organizational development).

Personnel selection and human resource improvement are characteristically multiple-attribute decision-making (MADM) problems. Previously developed MADM models have principally depended on experts’ judgements as input for the derivation of solutions. However, the subjectivity of the experts’ experience can have a negative influence on this type of decision-making process. With the arrival of today’s data-based decision-making environment, we develop a data-driven MADM model, which integrates machine learning and MADM methods, to help managers select personnel more objectively and to support their competency improvement. First, RST, a machining learning tool, is applied to obtain the initial influential significance-relation matrix from real assessment data. Subsequently, the DANP method is used to derive an influential significance-network relation map and influential weights from the initial matrix. Finally, the PROMETHEE-AS method is applied to assess the gap between the aspiration and current levels for every candidate. An example was carried out using performance data with evaluation attributes obtained from the human resource department of a Chinese food company. The results revealed that the data-driven MADM model could enable human resource managers to resolve the issues of personnel selection and improvement simultaneously, and can actually be applied in the era of big data analytics in the future. First published online 15 May 2020

Human resource development is an essential part of human resource management in construction projects. Generally, planning in this area consist of employment, skills improvement and development of workforces. Meanwhile, human resource development is based on training and motivation. In this paper, the role of training and motivation in human resource management of construction projects is investigated. Next, the Causal Loop Diagram (CLD) of human resource development along with complex relationships between factors is obtained using system dynamics approach. Thereafter, the Stock-Flow Diagram (SFD) of human resources development of construction projects has been developed. The information needed to quantify the simulated model has been gathered for a mass housing project. The archived simulation results demonstrate that implementation of financial incentives results in 12% productivity improvement. Besides, delays in labor payment decreased 18% of productivity. The productivity has been also improved about 20% by applying training policy. The presented model has the potential to evaluate the training and motivation of human resources as two main strategies of human resource development, taking into account the dynamics of the project. Finally, the effect of applying human resources development policies on project performance in terms of time can be evaluated using this model. It is also possible to plan the human resource development of the project and to improve the labor productivity and project performance.

The purpose of this study is to design a model for human resource development in the tourism industry of Isfahan province based on the knowledge management process. The statistical population consists of experts in the tourism industry of Isfahan province selected by the purposeful criterion-based method, who were surveyed through a questionnaire. The data were analyzed through interpretive structural modeling and importance-performance matrix. The designed model includes 9 indicators which, according to the knowledge management process, are classified in 4 dimensions including knowledge creation, knowledge retention, knowledge transfer and distribution, and application of knowledge, and were placed in 5 levels and their relationships were identified. The results showed that at the lowest level, the indicators of "designing the model of occupational competencies of tourism industry" and "designing human resource information system" impose the greatest impact on other indicators. In fact, they are the most important indicators of human resource development of tourism industry in Isfahan province. The indicator of “defining and presentation of excellence awards for human resource management of tourism industry" occupied the highest level with the most dependence. Furthermore, the results of the importance-performance matrix of human resource development indicators showed that all 9 identified indicators were in the area of focus or weakness, which indicates that more attention should be paid.

In this paper, the authors aimed to examine the characteristics of Human resources development process in business entities in Central Serbia. The main hypothesis, which is confirmed in the paper, is that there are a statistically significant results of identification of Human resource development activities in organizations. The research involved 127 respondents who are employed at all three management levels in the organization in 86 business entities in Central Serbia. The research results indicate, among other things, deficiencies of Human resources development process, which is the basis for its improvement in order to achieve the main purpose in gaining competitive advantage.

The magnitude of the mental health problems and the treatment gap has been an unaddressed concern in the Indian public health system. With the arrival of the COVID-19 pandemic, India is at the brink of a mental health crisis. An overburdened health system will have to cater not just to the existing mental health needs, but also to the added psychosocial adversities arising due to the COVID-19 pandemic. The following article aims to describe the mental health needs of the nation at a time of an infectious epidemic. It further outlines the modalities and the process of service delivery using cross-sectoral, multi-tiered, transdisciplinary human resources, and technological interventions.

In this study, we analyzed transfer, as measured by different instruments, and its relation to some of the factors that have been related to transfer in a Canadian transportation organization. Transfer was measured cross-sectionally through the application of three scales to short-distance truck drivers. Transfer was perceived as higher when a general rather than a specific transfer instrument was applied, implying that the choice of instrument could influence the results. This highlights the relevance of instrument selection in the design of studies. Additionally, while correlations between satisfaction with the training, content relevance and motivation to transfer and transfer differed with different instruments, the correlation between accountability and transfer did not. Contrary to the trend of using a single measure of transfer, this study provides empirical evidence of the transfer construct as measured through different instruments. This evidence can be useful in research methods on training transfer to understand better the construct and its operationalization. Implications for theory and practice are discussed.

Given the service sector's inherent dynamism, organizations ultimately rely on their employees' and managers' knowledge, skills, and capabilities to complete tasks for their clients. However, the lack of pragmatic guidance for human resource development (HRD) professionals in the literature on a training-oriented high performance work system (HPWS) for frontline employees (FLE) justifies this study's systemization of context-specific dimensions and implementation drivers. A systematic review in the period of 2008 to 2018 identified 185 potential articles, which, after a thorough content investigation, resulted in 90 papers that substantiated the proposal of 5 dimensions and 14 drivers for this particular HPWS. This paper's main scientific contribution is the promotion of a better understanding of the conceptual work on the theme through a structured overview. The systemization of unprecedented dimensions and drivers of a training-oriented HPWS for FLE allows HRD professionals to efficiently plan their initiatives. It constitutes this article's novelty and central applied contribution. [ABSTRACT FROM AUTHOR]

Technology's importance has grown in recent years all across the world. Top global trade executives are well-versed in the use of technology to meet corporate objectives. These instruments not only aid in the achievement of objectives, but also in the optimization of a company's operations. This article will provide a quick review of the capabilities of business intelligence in the area of HR for assessing human capital productiveness and making good usage of the data of HR data. The globe has risen to the top of global trade, which is made possible, without a doubt, by excellent technology. These enhanced technical advancements and information have had a significant impact on how the corporate world operates. The influence of technology may be seen in every aspect of business areas. Business intelligence has had a tremendous influence on improving the efficiency of functioning and staff growth. The purpose of this study is to investigate the impact of business intelligence on HRM. [ABSTRACT FROM AUTHOR]

Human resource is a very important capital in each organization, which need nurturing and developing. Especially, consulting firms, who are providing professional services, are likely to depend most on the strength of human resource because they are mainly labor intensive and their reputation is built by their human resource's performance. Developing human resources and tracking their performance are one of the first priority objectives in any service companies in general and consulting firms in particular. This paper examines the influence of human resource development on consultants' performance in consultancies in Vietnam. The five dimensions tested are: Organizational development, Career development, Individual development, Performance management, and Rewarding policies, which are supposed to positively impact consultants' performance. Quantitative methods and SPSS 20 were applied to analyze data based on the procedure of Reliability Test, Explanatory Factor Analysis (EFA), Correlation Coefficient and Regression Model. Results suggest that consulting firms should pay more attention on three main factors: individual development, career development and promotion policies to enhance consultants' performance. [ABSTRACT FROM AUTHOR]

The paper examines that many human resources are needed on the research and development (R&D) process of artificial intelligence (AI) and discusses factors to consider on the current method of development. Labor division of a few managers and numerous ordinary workers as a form of light industry appears to be a plausible method of enhancing the efficiency of AI R&D projects. Thus, the research team regards the development process of AI, which maximizes production efficiency by handling digital resources named 'data' with mechanical equipment called 'computers', as the digital light industry of the fourth industrial era. As experienced during the previous Industrial Revolution, if human resources are efficiently distributed and utilized, no less progress than that observed in the second Industrial Revolution can be expected in the digital light industry, and human resource development for this is considered urgent. Based on current AI R&D projects, this study conducted a detailed analysis of necessary tasks for each AI learning step and investigated the urgency of R&D human resource training. If human resources are educated and trained, this could lead to specialized development, and new value creation in the AI era can be expected. [ABSTRACT FROM AUTHOR]

Interdisciplinary working plays an important role in achieving impact outside academia. One barrier to interdisciplinary working is the lack of mechanisms to assess contributions from outside the primary discipline. Positioning our research in debates about knowledge translation, we analyse the ability of narrative cases to assess the interdisciplinary contribution of one academic discipline, Human Resource Development (HRD), to impact. We take the example of the cases used to assess impact in the UK's 2014 Research Excellence Framework evaluation (REF 2014). While the narrative cases revealed the complexity of knowledge translation and the role of HRD practice in it, their authorship by a single discipline imposed a linear structure and prevented interdisciplinary contributions from HRD academics from being recognised in the formal assessment. To facilitate the assessment of interdisciplinary contributions to academic impact, we propose remodelling the knowledge translation process as a net of cases rather than a single chain. [ABSTRACT FROM AUTHOR]

The contribution of scholarship to practice is an on-going concern of the AL/HRD community. This paper explores how one influential discourse may shape AL/HRD's understanding of that contribution. In 2020 the UK Government implemented the Knowledge Exchange Framework (KEF) to gather data on English Universities' knowledge exchange activities. Using Gee's tools of enquiry and building tasks we undertook discourse analysis of two key KEF texts to explore its likely impact on the AL/HRD community's understanding. We compare the discourses used in those texts with three AL/HRD orders of discourse identified in existing literature to explore which if any are reinforced by the KEF discourses, and the potential material consequences this may have for AL/HRD understandings and practice. We find evidence of performance/performance discourses but no evidence of learning/emancipatory and critical discourses in the first text, but some limited elements of learning/emancipatory and critical discourses in the second. In contrast to models of inter-organisational learning, analysis of other texts referred to in this second source suggests that this change did not arise from the documented formal processes but micro-level informal interactions. We suggest this gives individual AL/HRD community members the space to develop alternative, non-performance discourses and practices of knowledge exchange. [ABSTRACT FROM AUTHOR]

The aim of the current research is to prepare a proposed scenario for human resource development and learning resource management in the secondary education stage. (2) What are the skills to be developed for secondary school teachers? (3) What is the role of learning resources in developing human resource skills? The research tool (the questionnaire) was presented to a sample of (40) male and female teachers at Al-Zahir Old School for Girls in the Al-Waili Educational Administration in Cairo Governorate. A set of recommendations were reached, the most important of which is to motivate workers to use learning resources, apply scientific methods in human resource management, and create the appropriate climate that helps to accept and spread a culture of technological development and management of learning resources. [ABSTRACT FROM AUTHOR]

This scientific approach addresses some strategic aspects related to the implementation of HRD activities within organizations. Thus, the author tried to highlight those aspects that have a greater relevance on the HRD efficiency. The activity regarding HRD must concern not only the senior management of the organization, but also all employees. The paper analyzes some aspects related to: responsibility for HRD, the budget allocated to this activity, the HRD plan, partnerships with educational service providers, etc. Methodologically, the strategic aspects of HRD implementation within the organization were analyzed through the results of the Continuing Vocational Training Survey which is conducted, at an interval of 5 years, in organizations from EU Member States. The latest results of this survey presented by the EUROSTAT Database are from 2015. The results of some strategic aspects of HRD are presented at both EU and Member State level. Also, the results are presented both for all organizations as well as large organizations separately. [ABSTRACT FROM AUTHOR]

In modern human resource development, a human resource manager is faced with a paradigm where the manager acts as a coach, which is referred to as organizational coaching, in which the manager triggers the abilities, motivation, and job opportunities of employees. Accordingly, the purpose of this study was to propose a comprehensive organizational coaching model for governmental organizations of Iran. This qualitative study was conducted using the Grounded Theory approach in three stages including open, axial, and selective coding. Thirteen ICF international coaches with a minimum experience of five years in Iranian public organizations were selected through theoretical sampling. A semi-structured interview was carried out, which was continued until theoretical saturation was achieved, and the resulting data were analyzed. The data analysis generated 132 codes, 66 concepts, and 17 main categories. These were formed as a paradigmatic model that was comprised of organizational coaching as the core category, causal conditions (including the characteristics of the organization and the characteristics of the individual), contextual variables (including coaching culture building, the atmosphere of the organization, and organizational support), intervening variables (coach characteristics, client characteristics, and coaching models), strategies (changes in the behavior, changes in the approach, self-awareness, the role transparency, business agility, organizational confidence, and organizational learning), and consequences (individual development and organizational development). [ABSTRACT FROM AUTHOR]

Human resource development and knowledge management are increasingly becoming influential disciplines which are critical to the survival and success of organizations. Human capital resources are key for organizations to gain competitive advantage. With the spread of information and worldwide communications, competitive advantage based on only technology and on only human resources development strategies may only be maintained for short periods of time before competitors catch up. The only source of sustainable competitive advantage is to learn faster and more creatively than competing organizations. That could only be achieved through the swift and effective HRD strategies combined with knowledge management. It has been established that through learning, training, development, knowledge and knowledge management can organizations thrive through human capital. Helping people grow by empowering them with knowledge in a way boosts performance in a sustainable way. To memorize information for extended periods of time is not practical, it is telling that information needs to be stored (managed properly) for reference and for sustainability. [ABSTRACT FROM AUTHOR]

BACKGROUND AND OBJECTIVES: This study was performed to analyze the factors influencing human resource development for state-owned enterprises. METHODS: This research was an applied study concerning its objective with a descriptive-exploratory type. The study was conducted by two quantitative and qualitative approaches. The research statistical population included two groups for both approaches. In the qualitative approach, 22 experts were selected to design the model using fuzzy Delphi methods, structural-interpretive modeling. In the quantitative approach of 360 employees of state-owned enterprises companies were selected from the statistical population of 2738 people by the stratified random sampling method. Content analysis was used to analyze qualitative data and in the quantitative method used interpretive structural method, analytic network process and MICMAC. FINDINGS: The result of determining the relationships revealed that organizational factors, job factors, behavioral factors, and empowerment factors affect human resource development, respectively. The findings of weighting the factors by fuzzy network analysis process indicated that empowerment factors with a weight of 0.361 among the dimensions and the knowledge management factor with a weight of 0.132 among the components have the highest importance in the development of Human Resource. CONCLUSION: The variable "human resource empowerment" leads to success in human resource development, which needs to be improved quickly to bring success to the organization and improve its performance. The managers should pay attention to the high levels of the model and improve the relationships set between the factors to improve this factor. Considering the high significance of the "knowledge management" component, the managers' most important measure should be focused on improving this factor followed by continuous efforts in this context since paying attention to knowledge management has the greatest impact on the success of human resource development and requires special attention. [ABSTRACT FROM AUTHOR]