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Given the unpredictability and complexity of the business environment -due to the Fourth Industrial Revolution and augmented by the COVID-19 pandemic-, employees are required to continually learn new skills and ways of working. Even though 20 years have passed since the coining of the learning agility (LA) construct, only one literature review has explored it qualitatively. Through a co-word bibliometric analysis, complemented by a content analysis, this paper aims to identify the intellectual structure of the LA. Results show that the scientific production by research areas, journals, and studies that have contributed most to the field. Career variety was found as a central and underdeveloped theme while Talent Management was identified as potential emergent one. The important themes for structuring the field on LA were mostly examined from an individual level, as a process or as an outcome. Future research within the Human Resource Development field is suggested. [ABSTRACT FROM AUTHOR]

This structured literature review explores the alignment and potential synergies between human resource development (HRD) and social entrepreneurship within the United States. The study's guiding questions investigated how social entrepreneurship is characterized in scholarly articles and where HRD research and practice intersect with social entrepreneurship. Based on literature from 2006 to 2021, this study found that social entrepreneurship lacks cognitive legitimacy and is framed as (a) pragmatically legitimate, (b) at both individual and organizational levels, and (c) as a virtuous practice. Building on system theory, the study suggests that social entrepreneurship organizations are adaptive systems, and HRD professionals can support organizational strategies by practicing various processes, including skill development, ethical training, and ensuring personnel alignment with the organization's social mission. However, research on social entrepreneurship in HRD is rare. The central contribution of this paper is to conceptualize how HRD can contribute to the advancement of social entrepreneurship. [ABSTRACT FROM AUTHOR]

Globalization poses a challenge to the international community due to its infinite scope. The fourth industrial revolution, often known as Industrial Revolution 4.0, is either already underway or is coming quickly. In this revolution, previously unheard-of levels of connectedness and communication are made possible by the integration of industrial equipment with the internet and information and communication technology (ICT). Building a cohesive team was a key priority for transformational leaders to effect positive change. They would encourage improvements for both their staff and the system. Transformational leaders support employees' performance improvement to attain a professional level by rewarding them, whereas transactional leaders reward the company's profits. The purpose of this research was to determine how best to use strategic management to support the transformational leadership of the CEO. This study combined a literature study methodology with a qualitative approach. The study's findings indicated that, in order for a leader to practice transformational leadership, they must build a stronger bond with their followers. Through an applicable strategic management process, leaders must enable followers to see their interests as being more significant than their own to further the goals and objectives of the group or organization, best possible. [ABSTRACT FROM AUTHOR]

All individuals who operate actively and professionally in the health sector are considered health human resources, regardless of whether they have earned formal health education or not. The purpose of this study is to ascertain the Health Center's HR management implementation strategy. This study employed a descriptive qualitative methodology. Purposive sampling, nonprobability sampling, or a sampling strategy based on particular criteria were used to choose the study participants. Documentation, interviews, and observation are some of the data collection techniques. The study's findings show that the HR development management communication components and the recommendations for the Health Center HR development policy have been successfully applied. Even with the improvement in quality, there are still a number of barriers preventing resources from being used efficiently. [ABSTRACT FROM AUTHOR]

Problem: HRD and HRM can sometimes operate in silos or at cross-purposes. The increasingly FRAGILE world order confronting business (i.e., Fragmenting boundaries; Resurgent populism; Accelerated digitalisation; Growing inequality; Inverted populations; Loss of Trust; and the Ecological crisis) mandates greater collaborative engagement across HRD and HRM. Solution: Following a detailed review of the skills-based implications of the FRAGILE world order, the article unpacks the nascent skills-based agenda, detailing the transition from traditional job to task-based understanding, and outlining some examples of what it can look like in practice. Ultimately, to effectively navigate the FRAGILE world order organizations must have a clear understanding of both their current skill demands and deficiencies, and equally skills required of the future. Stakeholders: This conceptual article will be of interest to HRD and HRM professionals, but equally hold broader insights for organizations and policy makers engaged in navigating the FRAGILE world order through a skills-based agenda. [ABSTRACT FROM AUTHOR]

The purpose of the current research is to explain the multi-level human resource development model in Iran’s government organizations with a strategic flexibility approach. This is an applied research, and in terms of method, it is a descriptive-correlation type. The statistical population of the research includes all managers and employees of government organizations, in the number of 2000000 people, of which 384 people were selected as a statistical sample based on Cochran’s formula and selected by simple random. Data were collected through a researcher-made questionnaire. In order to ensure the existence or non-existence of a causal relationship between the research variables and to check the suitability of the observed data with the conceptual model of the research, the indicators and items of multi-level human resources development in Iran’s government organizations were tested with the strategic flexibility approach using the structural equation model. According to the findings of the research, the validity of all indicators and items of multi-level human resources development in Iran’s government organizations was confirmed with the strategic flexibility approach. The results indicated that the t value of multi-level human resource development indicators in Iran’s government organizations with strategic flexibility approach is more than its critical value at the level of 5 percent (1.96). Therefore the validity of multi-level human resource development indicators and items in government organizations of Iran was approved with a strategic flexibility approach. Also, according to the results of the structural model tests, it can be said that the indicators and items of multi-level human resources development in Iran’s government organizations with the strategic flexibility approach have a good explanatory power in the research model and the research model has a very good validity. [ABSTRACT FROM AUTHOR]

Purpose: The paper draws extensively from Aristotle's Poetics, a classical work on the aesthetics of drama. Drawing from symbolic and thematic elements from folklore and mythology, this paper aims to illustrate how the Poetics can be referenced as an allegorical device in the design of culture-building strategies and interventions. Design/methodology/approach: This exploratory paper examines Aristotle's "Poetics" and the range of creative expression this literature provides as a conceptual design framework for the development of a culture map in creating a distinctive organisational mythology. The Poetics articulates an Aristotelian perspective on theatre which infuses itself as a new language in offering structural and archetypical plot devices in the development of an organisational narrative. Findings: Findings from this explorative study can provide a creative roadmap to culture practitioners and leaders, to be used as a determining reference point in developing culture maps and change management interventions. Practical implications: Poetics has its detractors, notably Bertolt Brecht and Augusto Boal. Boal examines how Poetics promotes a narrative that suppresses free thinking and encourages a cult of feudal personality, therefore encouraging industrial and cultural oppression, which he rebelled against through the development of his "Theatre of the Oppressed". This new kind of theatre discarded the Aristotelian model of thinking. Ideas proposed in the Poetics may also lend verisimilitude to the propagation of obsessive consumerism through the definitive symbolism it offers in the development of institutionalised personality cults. Originality/value: The Poetics as a creatively driven reflexive study provides a forward movement in the study of culture design templates. Its definitive allegorical devices and metaphors act as action principles through which an enterprise culture and its value system can be examined and developed. [ABSTRACT FROM AUTHOR]

This research aims to explore the integration of human resource development (HRD) into the growth of the halal tourism industry in Indonesia. Using a literature review method, the study examines strategies to enhance the sector's sustainable competitive advantage by focusing on HRD initiatives, including employee training, cultural competence, and service quality improvement in accordance with sharia principles. The findings indicate that while Indonesia has great potential in halal tourism, several barriers such as institutional readiness, inadequate infrastructure, and regulatory gaps hinder its full development. The study emphasizes the importance of continuous innovation, strategic marketing, and regulatory alignment to overcome these challenges. Recommendations include investing in human capital and fostering innovation to ensure Indonesia's positioning as a global leader in halal tourism. [ABSTRACT FROM AUTHOR]

This study explores the effects of war on human resource development in Afghanistan using non-linear autoregressive distributed lags (NARDL) and asymmetric causality analysis. The results of the NARDL bound test support an asymmetric long-run relationship between predictors. It reveals that positive and negative shocks from the per capita cost of war, child mortality rate, and population growth rate asymmetrically affect the school enrollment rate in both the short and long runs. Furthermore, it shows that positive shocks from per capita GDP and per capita government expenditures on education increase the school enrollment rate, while their negative shocks have adverse effects, in both the short and long runs. This implies that school enrollment is highly sensitive to changes in the per capita cost of war and reacts swiftly. Moreover, the results reveal significant causality from both the positive and negative components of the per capita cost of war, per capita GDP, per capita government expenditures on education, and population growth to both the positive and negative components of the school enrollment rate. However, there is only a causal nexus from the negative component of the child mortality rate to the school enrollment rate. Based on these findings, relevant policy implications are discussed. [ABSTRACT FROM AUTHOR]

This study examines alternative strategies for human resource development in Nduga Regency, Mountainous Papua, where the Human Development Index (HDI) is still very low. The region faces significant challenges, including economic underdevelopment, low access to education, and ongoing conflict. This research focuses on the efforts of the Tunas Harapan Papua Care Foundation (Pena Papua) to improve access to education for students from underprivileged backgrounds. Through qualitative descriptive methods, data are collected through interviews, observations, and document reviews involving stakeholders from foundations, students, and local communities. The findings show that Pena Papua has contributed significantly to improving access to quality education and character development among students. However, cultural erosion, particularly the loss of mother tongues, was identified as a critical problem. The study concludes that although foundations have made significant progress in developing human resources, the preservation of cultural identity remains a challenge that must be addressed along with educational initiatives. [ABSTRACT FROM AUTHOR]

The adoption of artificial intelligence (AI) in academia is an emerging field of interest. However, there is scant literature that explores the phenomenon of AI adoption by graduate students in doctoral education. This study employs collaborative autoethnography to explore and better understand the nuances of how doctoral students experience AI technologies within academic pursuits. A critical analysis of data revealed that the collective researcher-participant experiences offered the primary overarching theme of adoption strategy, with four distinct subthemes: adoption fear, adoption resistance, adoption feasibility, and adoption ethics. The findings suggest a balanced approach to AI adoption depends on the development of comprehensive strategies that are informed by a deep understanding of both the technological capabilities and the human factors involved. We urge both doctoral students and educators involved in doctoral programs to think critically about these identified themes. For doctoral students, this analysis offers valuable insights into challenges associated with integrating AI technologies into formal learning environments, potentially enhancing a management strategy for their doctoral studies. Educators tasked with integrating and evaluating AI technologies for doctoral coursework may develop a deeper understanding of the challenges their students may encounter during the adoption process. [ABSTRACT FROM AUTHOR]

Aim – This study investigates the influence of Human Resource Development (HRD) practices on employee performance in community banks, with a specific focus on the mediating role of employee competence. Design/methodology/approach – The study adopted an explanatory research design aligned with a positivist epistemology. Data was collected over three months using a self-administered questionnaire distributed to a sample of 254 employees selected through a stratified random sampling technique from the three leading community banks in Ghana's Ashanti region. Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis was then employed to analyze the collected data. Findings – The analysis revealed significant positive relationships between HRD practices and both employee performance and competence. Furthermore, the study confirms that employee competence mediates the relationship between HRD practices and employee performance. Limitation – The study employs a cross-sectional design, limiting the ability to establish definitive causal relationships. Practical implications – Community banks can leverage this research to design and implement targeted HRD programs that enhance employee skills and knowledge, leading to improved performance and ultimately contributing to the financial well-being of rural communities. Findings on the mediating role of employee competence suggest that HRD practices should go beyond just training and development, encompassing initiatives that foster a learning culture and encourage knowledge application within the organization. The study's focus on community banks in Ghana extends the generalizability of HRD practices research to developing economies, informing HR strategies for these institutions. Originality/value – This study emphasizes the vital role of well-planned HRD interventions in community banks, specifically in enhancing employee skills and knowledge for improved organizational performance. It provides valuable insights into HRD practices within these institutions, highlighting its potential to drive financial inclusion and support economic growth in rural areas. Additionally, the study advances knowledge on HRD-performance dynamics in an underexplored context: community banks in developing economies.

Purpose – Research examines the effectiveness of different-race presenter avatar use on bias reduction in single-session online diversity training. Building on research that indicates different-race presenter use in in-person diversity training and different-race presenter avatars in online interactions are effective in reducing bias, this paper aims to test the use of simulated Inter Group Social Contact (IGSC) theory in single-session online diversity training. Undergraduate business students at nine United States institutes of higher education participated in an online training module that provided either a same-race or different-race presenter avatar to each participant. Participants then completed the Modern Racism Scale. The data were analyzed using T-tests and an analysis of covariance. Potential drawbacks to the use of different-race presenters and the diversity of the student bodies at participating institutions are considered. Results suggest that the use of different-race presenter avatars in brief online diversity training does result in less racial bias in some groups but is not effective among the groups such training is designed to affect. The results are cautionary. Organizations are advised to use multi-installment training programs when using a different-race presenter avatar to improve the effectiveness of online diversity training. Design/methodology/approach – Participants were asked to answer demographic questions, to view a video with one of two avatars representing the online diversity training presenter, then to complete the Modern Racism Scale questionnaire. Results were evaluated based on school membership, representing the diversity of the school’s student body, gender and self-identified race using Independent T-tests and covariate analysis. Findings – The effect of the use of different-race presenter was minimal and was not uniform across groups. Bias was not reduced in male or nonminority groups. Felt bias of minority respondents was reduced. There was a weak correlation between the diversity of school populations and the effect of different-race diversity presenters. Research limitations/implications – Participants were undergraduate students invited to participate by their instructors. Participants self-identified their gender and race. Practical implications – The use of different-race diversity presenters in single session online diversity training is cautioned against. Social implications – Though the use of different-race diversity training presenters has been found to reduce bias in multisession online training and in in-person training, the use of different-race diversity training presenters may not be beneficial in single session online diversity training. Thus, this innovation is limited in its use. Specifically, felt bias by the object of bias was reduced, which is considered a negative response to diversity training. Single session online diversity training is more likely to be used by smaller firms which employ much of the workforce. Originality/value – The effect of different-race diversity presenters had been tested in multisession online training and in in-person training, but not in single-session diversity training.

The current research aims to provide a human resource development model in line with the digital transformation of Hamrah Avval Company. The research method is applied-developmental in terms of purpose and descriptive in nature of the survey branch. In this regard, 317 employees of Hamrah Avval Company responded to the questionnaire from the first stage, and the data analysis was based on descriptive statistics, inferential statistics (Kolmogrov-Smirinov test and one-sample t-test) and structural equation modeling. The results of the present research showed that the six dimensions of "organization strategy", "internal processes", "products and services", "customers and market", "information technology architecture" and "organizational culture" were determined as the dimensions of digital transformation in Hamrah Avval company. Also, the indicators and components of human resources development are in line with each of the dimensions of digital transformation in the Hamrah Avval Company including 26 indicators and 5 components for the organization's strategy, 26 indicators and 6 components for internal processes, 18 indicators and 4 components for products and Services are 29 indicators and 6 components for customers and market, 16 indicators and 3 components for information technology architecture and 24 indicators and 5 components of organizational culture, and finally the relationships between them were confirmed based on the structural model. [ABSTRACT FROM AUTHOR]

Objective: This case study analyzes the influence of political education policies on the educational standards in Aceh, Indonesia. Methods/Analysis: The study examines the impact of political stability and governance changes on educational frameworks and outcomes, specifically focusing on reforms made after 2005. The study used qualitative methods, analyzed data from interviews with educators, policymakers, and students, and reviewed relevant government documents and education statistics. Finding: Increased political autonomy in Aceh has led to a more culturally and regionally adapted education policy, improving student participation and learning. A more inclusive educational atmosphere for various students has been created by including local language and culture studies. According to the report, political stability also facilitates school finance and resource distribution, increasing infrastructure and teacher training. Balancing national education standards with local requirements and ensuring fair access to quality education in Aceh's districts remain challenges. According to the report, policymakers should spend in teacher training, infrastructure, and inclusive curriculum to preserve and strengthen Aceh education. Novelty/Improvement:Political stability and governance in Aceh have affected curriculum creation, teaching methods, and learning results, according to this study. These political dynamics present problems and opportunities for sustainable education programs, which the study examines. Doi: 10.28991/ESJ-2024-08-04-011 Full Text: PDF

The Indian education system has produced top-class global corporate leaders in recent decades. The combination of a solid educational foundation, work ethic, adaptability, technical and analytical skills, leadership abilities, networking, entrepreneurial spirit, and cultural values collectively contribute to the success of Indian students and professionals in the corporate world. On the contrary, India’s overall performance in Olympic sports has been modest compared to its population and potential. The education system of any country has a significant role in sporting success. To fully harness the potential of sports in schools, addressing these challenges and creating a supportive environment that values and promotes sporting abilities alongside academic excellence is essential. This will require concerted efforts from various stakeholders, including the schooling system, educational institutions, government, sports organizations, corporate sponsors, and the community. This white paper aims to systematically organize the available knowledge and debates around India’s sporting performance in the background of mainstream education culture. This paper also addresses the systemic devaluation, exclusion, disfranchisement, and stereotyping of sports and sportspersons in India. One key argument put forward in this paper is to extend absolute equivalence to Olympic sports disciplines (e.g., football) at par with general academic disciplines (e.g., mathematics) in terms of examinations and award of qualifications within the mainstream education system of India. And India must host the Olympics before 2047.

This study examined human resource development practices and their impact on academic staff performance. Specifically, it investigated whether training, promotion, job enrichment and organisational policies significantly influence the job performance of academic staff. The study surveyed 158 academic staff members at Bishop Stuart University in Uganda using a quantitative approach and a correlational research design. Data were collected through self-administered questionnaires and analysed using partial least squares structural equation modelling (PLS-SEM). The findings revealed that job enrichment and organisational policies had a positive and significant impact on academic staff performance. In contrast, training had a negative but significant influence on academic staff performance, and promotion had a positive but insignificant influence on the job performance of academic staff. The study concluded that effective human resource practices, specifically job enrichment and organisational policies, play a crucial role in enhancing academic staff performance. However, limited training opportunities hindered the performance of academic staff. Furthermore, unsatisfactory promotion practices minimally contribute to the job performance of academic staff. The study recommended that university managers implement human resource development practices, namely job enrichment, organisational policies, training, and promotion, to promote job performance.

Research on the capacity of universities to produce skilled graduates in developing post-Soviet countries is limited. It was reported that innovative companies in Azerbaijan face challenges in recruiting university graduates with the necessary cognitive and technical abilities. Referring to the perspectives of faculty members, university leaders and representatives of the Ministry of Science and Education, the current study explored the factors that were thought to influence the capacity of universities to develop human resources for the modernizing labour market. The study's results also align with the broader discourse on higher education's role in economic development and offer insights for improving alignment between educational outcomes and labour market needs in developing countries like Azerbaijan. While the management style of educational programmes and the faculty members were recognized as influential aspects of quality provision and assurance for skilled human resource development, university managers expressed a desire for greater support and autonomy from macro-level institutions, such as the Ministry of Science and Education, particularly in curriculum design and fostering more effective university-industry partnerships. [ABSTRACT FROM AUTHOR]

In the era of globalization and rapid technological development, organizational performance is highly dependent on the quality of human resources. In order to achieve its strategic goals, organizations such as BPJS Employment require employees who have high competence, skills and competitiveness to improve their performance. This study aims to determine and analyze the effect of competence, human resource development and organizational culture on the performance of employees of BPJS Ketenagakerjaan Makassar City. This study used a quantitative method involving 77 respondents, whose data were collected through questionnaires. Data analysis was carried out using multiple linear regression with the help of SPSS V.24 software. The results showed that employee competence has a positive but insignificant effect on performance, while human resource development and organizational culture each showed a positive and significant effect on employee performance, with a confidence level of 95%. [ABSTRACT FROM AUTHOR]

Qualitative research with an ethnographic approach is used to reveal the overall condition of the social facts of the Minangkabau indigenous people. In line with the global issue of sustainability in the Sustainable Development Goals program where the mandate is to preserve the Culture of Indigenous Peoples and Indigenous Peoples of an area, this research becomes important when changes have impacted shifting indigenous cultural values in indigenous peoples. The construction of indigenous knowledge and Minangkabau cultural values has been used and developed for a long time in the social structure of their society. Minangkabau custom contains values and knowledge, something that is original and inherent as a worldview and outlook on life. Minangkabau's original cultural values and knowledge are inherited and become clothing in the daily order of indigenous peoples. The concept of Surau and Silek became the starting point for the development of science. It became the center for studying an in-depth understanding of the natural surroundings which has inherited the wisdom, reason and local wisdom of the Minangkabau people. Minangkabau indigenous cultural values and knowledge have become social and intellectual capital in developing and strengthening human resources. [ABSTRACT FROM AUTHOR]

Rationale/Purpose: This study adopted the frameworks of human resource management and development to explore how forced adjustments to job designs influenced sport employees' psychological well-being. Job design reflects the work environment and employee tasks as designed by managers. The pandemic context emphasized the prominence of job design within human resource management models and the need to proactively manage factors related to job design to enable employee well-being. Design/methodology/approach: Semi-structured interviews were conducted with 16 sport employees regarding their direct experience with job design, the resulting influences on their psychological well-being, and future job designs in the sport workplace. Findings: The findings of the study included a discussion of how participants altered their job designs to realize improved psychological well-being. A significant factor in connecting job design with psychological well-being was increased autonomy. Practical Implications: The agency to engage in positive alterations to job designs provided enhanced psychological well-being by helping participants grow personally and professionally. Improved psychological well-being could benefit sport employees and organizations. Research Contribution: This study adds to the growing literature concerning strategic human resource management that can be used to provide improved experiences for sport employees and improve the functionality of sport organizations through enhanced job design. [ABSTRACT FROM AUTHOR]

Artistic ethnography is growing in prevalence across the social sciences and has been used to explore daily lived experiences with marginalization powerfully. This approach, however, has received very little attention in Adult Education and HRD literature. Artistic approaches to autoethnography engage with aesthetics, feelings, and embodied experiences while pushing researchers to consider ways they can work outside of standard social scientific prose style writing and numerical abstraction when creating representations of lived reality. Artistic approaches to autoethnography can enhance all areas of HRD research and practice but hold salience for critical HRD, as its leading proponents have called for an emphasis on "relating," engagement with the affective domain of workplace injustice, and "radical vulnerability" as we work to imagine and create more just organizations. The purpose of this article is to explore how artistic autoethnography can advance the critical work of HRD by carving out a nurturing space where those living with the daily discomfort of marginalization can finally share their feelings and explore insights that stretch beyond the limitations of standard academic prose. [ABSTRACT FROM AUTHOR]

For developing countries endowed with mineral resources, mineral resource development is often considered a short-term growth strategy compared to other industries. However, the exploration and economically viable extraction of mineral resources require substantial funds and advanced technology. Given the inability of developing countries to cover these costs independently, the involvement of foreign companies becomes crucial. Nevertheless, there are numerous challenges that must be addressed for foreign companies to enter the market, including the absence of legal and enforcement systems, inadequate infrastructure, and various risks. Moreover, even if foreign companies successfully enter the market, developing countries confront issues such as effective management of mining revenues and development investments, preparations for resource depletion, environmental and safety measures, and strategies for mine closures. To ensure the sustainable development of developing countries through the exploration and utilization of mineral resources, it is imperative to address a broad spectrum of issues, spanning from the establishment of robust legal systems to the implementation of comprehensive environmental measures. In this regard, support from developed countries is crucial. Japan boasts considerable expertise in the mining sector, and if the Japan International Cooperation Agency (JICA), tasked with aiding resource-rich developing nations, leverages Japan's knowledge to assist in the mining and economic development of these countries, it could pave the way for a sustainable and stable supply of mineral resources to the international market. This endeavor would also hold great significance for the revitalization of the domestic mining sector and the growth of other industries in Japan. For this reason, JICA initiated a project named "Shigen-no-Kizuna" = "Bond in Mineral Resource Field" (Human Resources Development Program in the Mining Sector) in fiscal year 2014. [ABSTRACT FROM AUTHOR]

ABSTRACT: The Indian education system has produced top-class global corporate leaders in recent decades. The combination of a solid educational foundation, work ethic, adaptability, technical and analytical skills, leadership abilities, networking, entrepreneurial spirit, and cultural values collectively contribute to the success of Indian students and professionals in the corporate world. On the contrary, India's overall performance in Olympic sports has been modest compared to its population and potential. The education system of any country has a significant role in sporting success. To fully harness the potential of sports in schools, addressing these challenges and creating a supportive environment that values and promotes sporting abilities alongside academic excellence is essential. This will require concerted efforts from various stakeholders, including the schooling system, educational institutions, government, sports organizations, corporate sponsors, and the community. This white paper aims to systematically organize the available knowledge and debates around India's sporting performance in the background of mainstream education culture. This paper also addresses the systemic devaluation, exclusion, disfranchisement, and stereotyping of sports and sportspersons in India. One key argument put forward in this paper is to extend absolute equivalence to Olympic sports disciplines (e.g., football) at par with general academic disciplines (e.g., mathematics) in terms of examinations and award of qualifications within the mainstream education system of India. And India must host the Olympics before 2047. [ABSTRACT FROM AUTHOR]

Human resource development (HRD) in public organizations, including the Batangkaluku Agricultural Training Center, is crucial for achieving success and effectiveness. Technology, government policies, and other external dynamics are factors that influence HRD strategies. This research aims to identify alternative HRD strategies that are suitable for the organization's needs and potential. Through SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis and QSPM (Quantitative Strategic Planning Matrix), this research presents an overview of the organization's internal and external conditions as well as alternative strategies that can be adopted. The findings of this research contribute to the HRD literature and provide practical guidance for public organizations to formulate focused and relevant strategies. The conclusion of this research outlines the results of IFAS and EFAS, which yield several alternative strategies, such as developing the competence and excellence of the BBPP in agricultural workforce training, being responsive to the needs of the agricultural sector with training programs, actively promoting training programs and expanding partnership networks, and establishing a monitoring and evaluation system, with the third strategy showing the highest score in QSPM.. [ABSTRACT FROM AUTHOR]

Problem: Employee onboarding is one of the most important phases of an employee's life cycle. Human resources (HR) is vital in setting employees up for success, particularly during this employment stage. Some organizations lose employees before they have had a chance to learn about and acclimate to the organization. An ineffective onboarding program may contribute to high turnover costs and low employee retention. Solution: This article discusses emerging trends in the role of artificial intelligence (AI) in human resource development (HRD) and how AI is being used to develop more effective and efficient processes and programs. Recommendations for practitioners will include how AI may create an informative and engaging onboarding program that may increase employee retention. Stakeholders: Organizational development (OD) and learning and development (LD) professionals who want a more effective employee onboarding program that will provide the knowledge employees need while creating an engaging learning experience. [ABSTRACT FROM AUTHOR]

The systematic review paper examines the relationship between artificial intelligence and human resource development in organisations. The study aims to understand AI's symbiotic role in improving HRD functions like training and development, organisational development, career development, performance management, and workforce planning in the last two decades. It highlights how AI revolutionises HRD, including performance management, learning and development, and workforce planning. The paper also covers the role HRD plays in facilitating AI adoption. This paper closes the gap between AI and HRD by highlighting the benefits of this symbiotic relationship. The work poses crucial research questions to guide future investigations. The questions cover how HRD is essential for ensuring the smooth adoption of AI to boost human capital by focusing on HRD and how AI can strengthen HRD by improving critical functions. By employing HRD practices to improve AI adoption and AI to improve HRD function, this research aims to increase our understanding of how AI and HRD need to work together in synergy. [ABSTRACT FROM AUTHOR]

The purpose of this study is to analyze the effect of family socioeconomic background on university rankings, efforts in VETs, and job satisfaction of university graduates. The family socioeconomic background and mediation potential, which are independent variables, are identified through university rankings to identify mechanisms that affect job satisfaction that may appear to college graduates, and political and practical implications for strengthening job satisfaction are presented. An analysis was conducted using panel data from the Graduate Occupational Mobility Survey, obtained from the Korea Employment Information Service. The data analysis was performed using SPSS21.0 and AMOS22.0. Consequently, the following conclusions were drawn. First, the family socioeconomic background significantly impacts job satisfaction. Second, the influence of family socioeconomic background on job satisfaction is further amplified with university rankings as a parameter. Third, the level of influence of family socioeconomic background on job satisfaction did not change according to the characteristics of VET participation as a mediator. The threat of human labor replaced by technology, the possibility of creating new industries and new jobs, and the diversification of employment types such as platform labor are accelerating with the advent of the 4th Industrial Revolution. Our study of the subjective perception of individual occupations could provide a driving force for maintaining jobs in the long run and leading to success in this changing labor market. Plain language summary: Introduction: This study analyzed the effect of family socioeconomic background on the competition for university entrance, human resource development characteristics, and job satisfaction of university graduates. Aim: To analyze the effect of family socioeconomic background on university rankings, efforts in VETs, and job satisfaction of university graduates. The family socioeconomic background and mediation potential, which are independent variables, are identified through university rankings to identify mechanisms that affect job satisfaction that may appear to college graduates, and political and practical implications for strengthening job satisfaction are presented. Method: This study is intended to investigate the factors influencing job satisfaction with university graduates as the target. By identifying family socioeconomic background, an independent variable, and the possibility of its mediacy through their university rankings, it figures out the mechanism that affects job satisfaction that can appear in the university graduates and provides political and practical implications to strengthen their job satisfaction Results: First, the family socioeconomic background significantly impacts job satisfaction. Second, the influence of family socioeconomic background on job satisfaction is further amplified with university rankings as a parameter. Third, the level of influence of family socioeconomic background on job satisfaction did not change according to the characteristics of VET participation as a mediator. The threat of human labor replaced by technology, the possibility of creating new industries and new jobs, and the diversification of employment types such as platform labor are accelerating with the advent of the 4th Industrial Revolution. Our study of the subjective perception of individual occupations could provide a driving force for maintaining jobs in the long run and leading to success in this changing labor market. [ABSTRACT FROM AUTHOR]

Human resources greatly determine the process of successful performance of an organization. Human resource development aims to further facilitate the realization of organizational goals, because the quality of human resources is considered capable of carrying out their duties and functions as employees in an organization. The importance of training and human resource development at PJB is expected that employees are able to do their jobs or have capabilities according to competency needs, this also has an impact on the assessment of the community as customers. For this reason, PJB is committed to increasing the capacity and capability of ever employee at all levels of the organization in supporting the current and future performance of the company. The purpose of this research is to find out, describe and analyze how the training and development of human resources (HR) at PT. Java-Bali Power Plant Surabaya City. This type of research is descriptive qualitative. The data analysis technique that will be used in this study is the interactive model according to Milles & Huberman (2014). The results showed that Competency-Based Training and Human Resources Development at PT Pembangkitan Jawa-Bali Surabaya City had been carried out optimally through training and development based on technical and non-technical competencies possessed by employees. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine the impact of human resource development on the performance of outsourcing employees at PT Binajasa Abadikarya, focusing specifically on employees in Bali and Nusa Tenggara. This quantitative research involved 94 respondents, selected through purposive sampling based on the Slovin formula. Data collection included questionnaires, interviews, and observations, with descriptive analysis employed for data examination. The findings revealed a significant and positive correlation between human resource development and employee performance. Additionally, a significance level of 0.000, which is below the threshold of 0.05, further supports this positive correlation. Therefore, the study concludes that human resource development has a meaningful and positive effect on the performance of these employees. [ABSTRACT FROM AUTHOR]

Purpose: The overall quality of education may be compromised due to the limited availability of safety and security (S&S) courses in professional teacher education. The purpose of this paper is to identify the main safety-related training needs of a higher education institution, which may provide insights for improving the quality of education from a safety perspective. Design/methodology/approach: This study included 17 interviews with students and staff experienced in S&S due to their professions. The study also used Laurea University of Applied Sciences' (Laurea) S&S reports, which have a variety of S&S events from 28 October 2020 to 20 December 2021. Both data sets were analyzed using qualitative theory-driven content analysis. Findings: Safety risks at schools are mainly constructed through the negative psychosocial atmosphere and lack of safety knowledge and/or skills. There is a need for safety training covering key topics such as crime prevention, violence, fire safety and understanding inclusion and diversity. Practical implications: The study proposes a new risk-based training and development management model for school management and the planning of training activities. Social implications: The analysis offers valuable perceptions of the S&S challenges of educational institutions, which can be used as a starting point to enhance overall educational quality and safety. Originality/value: This paper provides a novel way of improving the safety of education by approaching training needs from a risk assessment perspective. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach: This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings: Successful digitization and automation of employee training and development (T&D) becomes likelier when a three-phase process is adopted. Firms can identify new opportunities within each phase of the process but must also be alert to specific challenges that can arise. Originality/value: The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format. [ABSTRACT FROM AUTHOR]

This study aimed to evaluate the effectiveness of the Destination Management Organization (DMO) program on tourism development in Samosir Regency. The research employed a causal design, analyzing the relationship between the DMO program and tourism development as the dependent variable. The study’s population included government officials involved in the tourism sector, stakeholders, participants in the DMO program, and tourists. Data analysis was conducted using descriptive methods and the impact analysis approach, complemented by regression analysis performed with SPSS. The findings revealed that the DMO program positively and significantly influenced various aspects of tourism development. Specifically, it contributed to economic growth (21.20%), socio-cultural management (34.20%), environmental sustainability (16.30%), sustainable management (28.70%), and human resource (HR) development (40.40%). While most contributions were categorized as medium, HR development demonstrated a strong positive correlation. Stakeholders actively participated and collaborated in the planning, implementation, and decision-making processes of the DMO program. The program provided significant benefits, including improved stakeholder communication, enhanced service quality, and strengthened tourism promotion in Samosir Regency. Policymakers and stakeholders are encouraged to continue supporting the DMO program to maximize its potential. These findings offer valuable insights into the application of the DMO program, particularly in enhancing competitiveness through effective resource management. The program’s contributions span economic growth, socio-cultural enrichment, environmental sustainability, and HR development, underscoring its comprehensive impact on tourism development.

Investigating the formation and emergence of local education clusters involving universities and regional stakeholders, this study develops an institutional framework to analyze the interactions and coordination among key cluster actors with respect to the evolution of local strategic human resource development (HRD). A policy document analysis concerning the latest local HRD and semi-structured interviews with various stakeholders of local universities, local government functionaries, and local enterprises were conducted. Based on the findings, the sharing of resources, knowledge, and experience, along with the exchange of professional dispositions, skills, and identity orientations among actors within local clusters, fosters an enriching educational environment for local universities and HRD. This collaborative environment facilitates cooperation and the strengthening of joint efforts among government entities, university faculty, and industry stakeholders in nurturing and advancing local human resources. However, some obstacles hinder this development, resulting in the seeking of quick success and instant benefits. Based on these key findings, various Chinese regions have tried to establish an approach conducive to the development of HRD-oriented higher education quality and outcomes. However, comprehensive efforts to stimulate cluster actors towards their collective implementation are necessary.

AbstractHuman Resource Development (HRD) has evolved tremendously since 1969, following the transition from an individual and organizational focus to a regional perspective. However, a comprehensive review of HRD specifically focused on the Asian region using bibliometric analysis has not been published. Given this gap, this bibliometric analysis utilized VOS Viewer, Bibliometric R-package, and Map Chart software to evaluate HRD-related publications originating from Asia, using data extracted from Scopus. The analysis involved nine indicators, including highly cited papers, influential authors, co-authorship patterns among countries, productive journals and nations, thematic mapping, emerging trends, keyword co-occurrence, bibliographic coupling, and related industries. The results showed that HRD in Asia is still undergoing development, with contributions from Asian scholars since 1984. As one of the pioneering regional bibliometric studies on HRD, this analysis provides insights to existing scholars, future researchers, and practitioners into HRD developments in Asia, while suggesting potential areas for future research advancement.

The Fifth Industrial Revolution focuses on building sustainability by balancing human factors (such as resilience and well-being) and technological innovations. This era of evolving, diverse, and turbulent business environments demands an agile workforce. However, scholars note a deficit in initiatives to boost agility due to the lack of evidence-based agility training practices. This study aims to design and test novel training using ‘arts’ to boost employee agility. An Intermodal Arts-Based Intervention (IABI) integrating visual arts, music, movement, and theatre was designed for this purpose. We employed a mixed-method inquiry in two stages to test its effect. Study 1, a quasi-experimental study (N = 139), was conducted for five sessions (15 h) across five weeks. It examined the difference in Workforce agility between the intervention and control groups. Results showed a significant increase in agility for participants in the intervention group. As a follow-up, Study 2, a focused group discussion (N = 13), was conducted after six months to understand its long-term outcomes on employees' affect, behavior, and cognition. The result revealed that agile behaviors were sustained by an increased ‘openness to experience’ and ‘socio-cognitive mindfulness’. This finding advances the agility literature by proposing a conceptual model for future scholarly inquiry and delineating the behavioral indicators of agility. In addition, this study is one of the first to design and test an employee-centric intervention to foster agile behaviors. The implications elaborate the use of IABI to establish a strengths-based employee development approach, such that firms aspiring to leverage a change-ready human capital can adopt the empirically tested intervention.

Background: The rapid revolutionisation of technology and other factors such as the recent COVID-19 pandemic, prompted higher education institutions to consider the possibility, necessity and implications of officially adopting a blended teaching and learning approach on a long-term basis. Aim: This research aimed to explore the practicality of a long-term blended teaching and learning model at a South African higher education institution. Setting: This research was conducted at a selected South African higher education institution. Methods: The article adopted a qualitative case study approach, and one-on-one semi-structured interviews were conducted. The data collected was then analysed using thematic analysis. Results: Although the institution was generally ready for blended teaching and learning during the pandemic, best practices such as further training and development for both lecturers and students on the pertinent systems and technology are imperative if a long-term blended teaching and learning is to be successful. There were also concerns regarding external, technological, and socio-economic issues that could hinder a successful long-term blended model. Conclusion: While the research revealed the institution’s overall ability to swiftly transition from face-to-face, to distance online and blended teaching and learning approaches during the COVID-19 pandemic, it also revealed that work still had to be done to fully prepare the institution for formalised blended teaching and learning in the future. Contribution: This research builds on limited research on blended teaching and learning at South African contact higher education institutions and adds new theory regarding some best practices for successful blended teaching and learning.