Аналіз методів розвитку кадрового потенціалу підприємств

Digital transformation not only helps increase productivity, reduce costs, but also opens up new development spaces, creating new values ​​in addition to inherent traditional values. Digital transformation in Vietnam starts with the vision of businesses, the policy of the government, the experience of the people and is entering the acceleration phase. In the implementation process, the decisive factor is the preparation of human resources. Human resources are the main force to deploy and realize digital transformation in Vietnam. The article analyzes and clarifies the existing problems that need to be resolved in order to develop human resources in digital transformation in Vietnam today. The article also summarizes the views of the Vietnamese Government on human resource development in digital transformation, according to which the policies and views of the Vietnamese Government in recent years have also made an important contribution to the development of human resources. helping Vietnam achieve positive results, including changes in awareness, digital transformation actions, strategy formulation, and improvement of institutions and policies in general, including human resource development in digital transformation. change number. The study also pointed out the shortcomings related to human resource development in digital transformation in Vietnam such as: not adhering to the principles of human resource development; lack of necessary skills to fully master digital transformation programs and other issues related to: quality of training in information technology; fierce competition among digital technology enterprises in attracting human resources; have not yet attracted high-quality human resources; lack of human resources for information security. The limitation of this study is that it has not yet analyzed the tasks and solutions for human resource development in digital transformation in Vietnam.

There is a range of challenges inherent in and surrounding line managers' involvement in human resource development, according to theoretical perspectives. At a conceptual level, the challenges include organisational commitment to human resource development; senior managers' understanding of training and development issues; and trust between line managers and human resource specialists. At a practical level the willingness and ability of line managers to carry out human resource tasks; organisational support; time pressures and workload are all challenges. The aim of this article is to explore levels and types of line manager challenges in human resource development in the context of a branded international case organisation, Hilton International hotels. The empirical work is derived from a survey of 760 of Hilton International's UK line managers on their perceptions of, and involvement in, human resource activities. With a survey yield of 328 questionnaires, the Hilton work affords an in-depth analysis of the perspectives of line managers on their interface with human resource development. In particular, the analysis reveals high levels of senior manager understanding of training and development issues, very high levels of trust in human resource specialists and high levels of personal commitment to the human resource development activities. However, also evident are issues of conceptual understanding and responsibility for the service quality strategy that shapes human resource development activities, together with the importance senior managers attach to human resource development, and workload pressures. The respondent line managers themselves make suggestions, notably in the provision of training, to improve their involvement in human resource development within Hilton International hotels.

Human Resource and Research Capacity Development as a Prerequisite of Successful Inclusion of the Republic of Croatia into the European Union

PurposeThe purpose of this paper is to explore the concepts of national human resource development (NHRD) and human resource development (HRD) in order to demonstrate their mutually reinforcing strategic value in the nation building process of Afghanistan.Design/methodology/approachThis study conducted an analysis of the national context and organizational context of an international aid agency in relation to Afghanistan's nation building challenges.FindingsThe authors propose NHRD as an effective strategic approach to progressing Afghanistan's nation building strategy to be simultaneously used by the Afghan government and UNDP. Effective deployment of HRD principles in the selected international aid agency may further contribute to the nation building effort within Afghanistan by helping maximize organizational and workforce performances. In conjunction, these human development strategies can assist Afghan government's policy makers, and international aid agencies to successfully achieve human development goals.Practical implicationsThe authors suggest that it is increasingly important for policy makers to understand the significant contribution of NHRD in nation building and organizational development. The authors propose some recommendations toward a sustainable modernization of a nation specifically in the context of the developing country.Social implicationsThe paper advances the mutually reinforcing value of NHRD and HRD and highlights their contribution towards human development, abatement of social injustices and building democracies around the world.Originality/valueThe paper explores a complex environment such as Afghanistan in which human development challenges are a shared responsibility between the national government and the international community. The authors’ discussion can serve as an example to demonstrate the role of NHRD in other post‐war and transitioning countries. This paper is also important for HRD scholars interested in exploring new and challenging contexts as it highlights HRD's role as a valuable policy tool in the context of national and international development.

The human resource of any organization or country is the most important and invaluable asset it has and thus, an essential tool in achieving organizational goals and national development. However, the success or failure in achieving the vision of any organization or nation-state depends solely on the quality of its leadership and how it is able to enhance the knowledge, skills and attitudes of her human resources. Aside the material resources in Nigeria, she is also endowed with human resources. Lack of adequate emphasis on human resource development as a tool for development on the part of government as well as business organizations and private bodies has brought about hardship among Nigerians especially the youth, and has thus led them to their engagement in unethical means for survival. It was against this backdrop that the study examines the investments made by successive government in Nigeria on human resource development. It discussed human resource development from the micro/organization level and macro/national level. As a secondary data based research, the study utilized evidences from the Human Development Index (HDI) report of selected years (2000-2014) and used system theory of Talcott Pearson as a guide for its discussion. It pinpoints the problems of leadership with regards to human resource development in Nigeria. The paper recommends that organization; government and private bodies should invest hugely on the human resources as this will result to the achievement of the mission and vision statement of any organization, and of course, leads to national deve

The failure of the centralized development is solved by replace it with decentralization. The main issue in decentralization is human resources development. In the past, economic development oriented in creating more productive human resources. But, this model failed in its contribution in the process of developing qualified human resources. A new paradigm of human resources development must consider human not only as a production factor but it has to see human from any other aspects. The characteristics of the new paradigm of human resources development, that there are human development and people centered development in the process of human resources development. But, the challenge is how to integrate the existence of religion in the development of the society.

Background: The Ministry of Health of Timor-Leste has realized that they should work together with other stakeholders to achieve their vision and mission due to insufficient human resources and budget. Therefore, the Ministry of Health has established collaboration with AusAid and other development partners through mechanism of coordination. However, the mechanism is not yet implemented fully. Objective: To evaluate foreign aid policy in coordinating AusAid donor and development partners to fund human resource development program (in the HSSP-SP project) through the mechanism of coordination in the Ministry of Health of Timor-Leste. Method: This was a qualitative study with a case-study design. The respondents were 16 people, consisting of 13 persons from the Ministry of Health and 3 persons from AusAid, World Bank and development partners. Result and Discussion: The Department of Partnership Management had not been optimum in managing and controlling the project/program and activities of the donors and working partners. The approved action plan and budget were relevant with the proposal made by the Ministry of Health but planning for human resource development was unclear and was not based on the work force gap faced and priority in human resource development. The project had impact on human resource development but the process of staff re-placement was not in line with the principle of the right man on the right place. Regular consultative meeting could facilitate the approval of action plan and budget for human resource development. However, the mechanism of coordination was less effective because there was no specific instrument or mechanism to do alignment and harmonization and it only focused on collective gain and there was too much pressure and demand to staff from both the Ministry of Health and partners. Constraints and challenges from political aspect and human resource capacity had hampered the process of coordinating AusAid and working partners. Conclusion: The implementation of foreign aid policy to coordinate AusAid and development partners to fund human resource development (in HSSP-SP project) following the mechanism of coordination in the Ministry of Health of Timor-Leste had run well enough but still received lack of support from human resource development planning based on institutional development. Keywords: policy evaluation, mechanism of coordination, human resource development, donor agency

Research purpose: Eradicating poverty in the world requires some strategies, such as the poor having adequate access to productive assets and increasing their returns on assets, having adequate access to education and health facilities, increasing their access to job prospects, at the same time complementing these resources with other incomes. Hence, the goal of this study is to examine the link between human resources development and poverty in Nigeria, using annual secondary data from the Statistical Bulletin of the Central Bank of Nigeria from 1990 to 2020. Design/methodology/approach: The Auto-Regressive Distributed Lag (ARDL) Technique was explicitly employed to arrive at the statistical and logical conclusions in determining the impact of human resource development in the face of poverty. In addition, the bound testing approach was used to measure Nigeria’s long-run relationship between human resource development and poverty. Findings: The study revealed that human resource development has a statistically insignificant but non-decreasing impact/effect on poverty incidence in Nigeria, based on the short-run ARDL assessment. Furthermore, the bound testing approach also indicates that there is indeed a long-run relationship between human resource development and poverty incidence in Nigeria. The study, therefore, concludes that poverty is inescapable and, hence, creates underdevelopment. The study advises governments at all levels to develop and implement policies and programs aimed at improving or enhancing the welfare and well-being of the masses through job creation in order to close the income gap between the affluent and the deprived. Originality/value/practical implications: Fighting poverty in Nigeria has been one of the major priorities of most governments in Nigeria. These can be observed from the nationwide planning policies that have been focused on adequate provision of access to both human and natural resources. There has been an enormous call for the massive upgrading of the productive capacity of the people through investment in human resources. This paper is one of the several articles employed to evaluate the impact of human resource development on the incidence of poverty in Nigeria.

Human resource planning for ICL

This article focuses attention on the problems of human resource development in district Shopian of Jammu and Kashmir. The broad objective of this paper is to examine the levels of human resource development in education sector. The aim of this paper is to analyse the conditions necessary for human resource development in the study area. The notion of human resource development includes not only education, vocational training, nutrition but also health and access to the sources of self-determination. The human resource development is a process to enhance the knowledge, develop the skills and modify the hidden abilities within an individual in a society. The process of human resource development open the doors of opportunities to push the region towards the modernization. The development of human resource is vital for any organisation that is dynamic and growth oriented in nature. Human resource development is an organized activities based on experience and learning, conducted within a specialized time and designed to produce behavioural change. It plays an important role to eradicate the poverty and inequality in a region. The Indian country, bestowed with vast amount of natural resources but remained backward over the decades as the resources are not properly developed in the form of a human capital. Also the natural resources of Jammu and Kashmir are not properly managed and developed in the form of human capital to enhance the socio-economic development. The development of human resource enables all individuals to modify and improve their skills in a sustainable manner to invest the human capital for the betterment of quality of life. Development is a continuous and systematic learning process which never ends.

PurposeThe study aims to explore the extent to which human resources development quantifies the economic growth of BRICS countries under the globalization era by controlling country differences.Design/methodology/approachThe study used the Generalized Method of Moments (GMM) and Scheffe pairwise comparison tests to quantify the impact of the variables and the level of difference among the BRICS countries onto human Resources development.FindingsThe study observes that the impact of human resources development on economic growth of BRICS counties is significant but limited to few countries. The study reveals that countries such as India and South Africa are unable to utilize their human resources efficiently to promote economic growth, as compared with Russia, China and Brazil. The study further argues that there is urgent need of amalgam of various economic development theories keeping in mind the regional needs to extract the positive impact from human resource on economic development.Research limitations/implicationsThe single limitation of this research is that it was not possible to compare the results with other developing countries to unleash the capabilities of human resources development with regard to economic growth at the universal level.Originality/valueTo the best of the authors’ knowledge, this paper is the first of its kind to analyze human resources development at a much deeper level. The paper has chosen variables which are important from the policy perspective of government rather than the working perspective, which is a great contribution. Further, for human index the variables chose covering major aspects of human development from spending perspective.

Information technology (IT) is a fast-growing field, particularly, in Ho Chi Minh City. The City Authorities have made much effort to improve IT infrastructure and to make a master plan for IT human resource development. The development of IT human resource depends on the demand of IT market and on the supply of IT human resource. In order to have a highly reliable plan for IT human resource development, a forecasting model involving factors of IT human resource demand and supply is in big need. This research aims to establish an IT human resource forecasting model and to apply this model to the forecasting of IT human resource in Ho Chi Minh City from 2011 to 2020.

Purpose: The purpose of this study is to determine the relationship between technology development and human resource development in underdeveloped areas, especially in Indonesia. Methodology: This study is a literature review. The sources for this literature review are indexed journals and proceedings on Google Scholars from 2019 onwards. There was only one journal in 2019, namely, 2017. Results: With low human resources and minimal access to the internet, human resources in remote areas are threatened with being left behind in facing the changing times brought by the digital era. Limitations: This study is limited to a general overview of remote areas and the impact of existing conditions in the digital era. Contribution: This research will hopefully contribute to government policy building. By giving some views on the condition of the digital era and its impact on human resource development. This study also shows the importance of human resource development in underdeveloped areas. How good will the condition be if human resource development has been done well? This study can also serve as a reference for future research on topics related to human resource development, the digital era, and underdeveloped areas in Indonesia.

The development of baitul maal wa tamwil (BMT) in Tulungagung which of course must also be supported by adequate human resources, both in terms of quality and quantity. To achieve the goal of baitul maal wa tamwil, of course, employees are needed who are able to carry out their respective duties, as evidenced by optimal work performance. And to optimize the performance of the work, it takes motivation both from yourself and from outside, and it takes training and human resource development. Formulation of this research problem Does work motivation affect the work performance of baitul maal wa tamwil employees in Tulungagung district in an Islamic perspective? whether the training affects the work performance of baitul maal wa tamwil employees in Tulungagung district in an Islamic perspective; does the development of human resources affect the work performance of baitul maal wa tamwil employees in Tulungagung district in an Islamic perspective? Does the motivation of work, training, and human resource development jointly affect the work performance of baitul maal wa tamwil employees in Tulungagung district in an Islamic perspective? Furthermore, this study aims: To test the influence of motivation, the influence of training, the influence of human resource development on the work performance of baitul maal wa tamwil employees in Tulungagung Regency; In addition, it aims to jointly test the influence of motivation, training, and human resource development on the work performance of baitul maal wa tamwil employees in Tulungagungaung Regency from the results of research can be concluded: There is a significant influence together from work motivation, training, human resource development on the work performance of Baitul Maal wa Tamwil employees in Tulungagung district.

This research examines the strategic role of human resource (HR) development in supporting sustainable economic growth. Using a mixed methods approach, this study combines secondary data analysis from international organizations, comparative case studies from three countries with different levels of economic development, a Delphi survey with 20 experts, and in-depth interviews with 15 key stakeholders. The research results show a strong positive correlation between investment in human resource development and sustainable economic growth. The three main strategies identified are education system reform with a focus on 21st century skills, industry-based training through public-private partnerships, and flexible labor market policies. The impact of this strategy varies across economic sectors, with technology and renewable energy sectors showing the greatest benefits. The conceptual model developed emphasizes the importance of a holistic approach in human resource development. This study concludes that strategic investment in human resource development is the key to achieving sustainable and inclusive economic growth, especially in the face of rapid technological change. Policy implications and recommendations for future research are also discussed.