Evaluation and prediction of human resources development

Education integration in human resource development (HRD) has become a central issue in the modern context. This study aims to examine the role of education integration in human resource development and its impact on the transformation of the HRD management paradigm. The method used is a literature study. The results show that educational integration, through curriculum adjustment to industry needs and implementation of competency-based training programs, is able to improve the quality and competitiveness of human resources. In addition, collaboration between educational institutions and the industrial sector has proven effective in bridging the skills gap that exists in the labor market. The research revealed that innovations in teaching and learning methods, as well as the development of soft skills such as leadership, teamwork and problem-solving, contribute significantly to improving the quality of human resources. The paradigm shift in HRD management is also characterized by increased investment in continuing education and vocational training relevant to global market demands. The implications of this research emphasize the importance of a strategic approach to HR management that prioritizes education as the main foundation for creating an innovative, adaptive, and highly competitive workforce in the era of globalization and digitalization. Thus, education policies that are responsive to industrial dynamics and active participation from the private sector in the education and training process are key factors in creating a sustainable HR development ecosystem. This shows that the synergy between education and industry not only improves individual competencies but also drives overall economic growth.

The purpose of this study is to determine the management of the mosque in developing the quality of human resources in the Aceh Sepakat Mosque in Medan. The development of human resources is a factor needed in preaching activities both in terms of individuals or organizations so that the achievement of objectives that are carried out effectively and efficiently, therefore the management is must use good management. The mosque's existence is needed by the community, considering the mosque is one of the religious institutions whose role and function is not only for religious activities, but can be used for social activities and community empowerment around and also the development of the community . This study used qualitative research methods. Field research is research using information obtained from informants or respondents through data collection techniques using observation, interviews and documentation. After conducting research, it is known that mosque management in developing the quality of human resources in Aceh agreed to implement managerial functions, which include planning , organizing, mobilizing and monitoring. Then implement operational functions, which include procurement, development, compensation, integration and maintenance. As for the development of human resources, which is carried out with the holding of training in addition, the board is also involved in the committees of competitions, recitation and other activities

People are among the most valuable assets, as they are intellectual capital, and they are an important factor in determining enterprises’ efficiency and competitiveness. Since modern challenges require high adaptability and professionalism from employees, developing human resources in agricultural enterprises is gaining increasing importance. The modern agricultural sector is undergoing transformations that include integrating digital technologies, process automation, artificial intelligence, and precision farming technologies, which significantly change approaches to management and require new competencies from employees. The article studies modern approaches, trends, and directions for human resources development in agricultural enterprises. It has been proven that today, the development of human resources in the agricultural sector is a synthesis of the latest technologies, sustainable development, and human capital. This is not just training employees in new technologies or agronomic techniques but a comprehensive improvement in the quality of human resources, from developing technical and soft skills to strengthening environmental and social responsibility. This is the path to the efficiency and sustainable development of the agricultural sector, which will continue to meet not only economic requirements but also environmental and social challenges. It has been determined that the development of soft skills is becoming a key factor in the success of agricultural enterprises. Soft skills allow them to adapt to changing conditions, improve teamwork, and help implement innovative solutions quickly. High-quality soft skills in employees help agricultural enterprises remain competitive in the market and be more effective. It has been established that the development of human resources in agricultural enterprises is based on innovation, orientation towards sustainable development, and digitalization. Success depends on the ability of such enterprises to adapt to new market conditions, implement modern technologies, and attract young professionals with the necessary skills. Keywords: agricultural enterprises, human resources, communication, competencies, digitalization, soft skills.

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

The development of human resources in the public sector is inseparable from the application of “social man” hypothesis theory. At this stage, there are still many problems in the development, management, and use of human resources in the public sector. Especially in the development and use of human resources in the public sector, there are still outstanding problems such as incomplete development and inappropriate use. Apply the “social man” hypothesis theory, scientifically develop human resources in the public sector, achieve “personal and post-fit” in the introduction and selection of talents, achieve “all-round development” in the cultivation of talents, and in the management education of talents do a good job of “equal attention to grace and power”.

The title of this research is: Competency-Based Development of Human Resources of Civil Servants in the Tourism Sector of the Youth, Sports, and Tourism Office of Kubu Raya Regency. The problem of this study was the inefficient competency-based development of human resources of civil servants in the Tourism Sector of the Youth, Sports, and Tourism Office of Kubu Raya Regency. This research aims to describe and analyze the competency-based development of human resources of civil servants using a SWOT analysis in the Tourism Sector of the Youth, Sports, and Tourism Office of Kubu Raya Regency. The research method employed in this study was descriptive and qualitative. The results indicate that competency-based human resource development of civil servants in the Tourism Sector continues to have a number of prerequisites that are yet to be fulfilled. This is because of at least two factors: internal environmental factors like strengths, which include the internal features of the organization or unit, have not yet given a competitive advantage in competency-based civil servant development, including strong support and commitment of the local government; and external environmental factors like opportunities, which have not yet contributed to the success of competency-based civil servant human resource development in the Tourism Sector, although there are opportunities like national policies supporting human resource development and public administration reform. It is on this basis that it is recommended that the internal and external environmental factors should be dealt with by ensuring that the quality human resources are utilized optimally by utilizing the expertise, training and experience of the qualified personnel in line with the competency requirements of civil servants.

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.

Human resource planning for ICL

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.

Purpose– The purpose of this research was threefold, including to provide a four-point rationale for teaching corporate crisis management as a module within a course on ethical decision-making in business and organizations; to provide evaluative data supporting this approach; and to highlight the implications of this approach for human resource development and training.Design/methodology/approach– Thirty-four undergraduates in a required course on ethical decision-making in business and organizations completed pre- and post-course assignments assessing their knowledge about crisis/management, as well as their skills in crisis recognition, evaluation and action planning. Participants also completed a survey on their perceptions of the crisis management module and its placement within the ethics course.Findings– Statistical analyses demonstrated significant knowledge acquisition on crisis/management; significant skill development on crisis recognition, evaluation and action planning; and significantly greater “true positives” and significantly fewer “false negatives” in post-course identification of crisis warning signs. Perceptions of the crisis management module and its placement within the course on ethical decision-making were positive.Research limitations/implications– Although the sample size was relatively small, small samples are associated with a greater risk of failing to detect an effect that is present, rather than the greater predicament of erroneously concluding that an absent effect is actually present. This information, coupled with the fact that the results demonstrated not only statistical significance but also large effect sizes using Cohen’s d, inspires confidence. Nonetheless, additional assessment with larger samples would allow for the possibility of convergent evidence. Similarly, additional assessment within different organizational contexts, including applications in human resource training and development is warranted. Future research should also include assessment of specific underlying teaching strategies and evaluation of whether certain models are associated with greater learning on a broader range of crisis management skills.Practical implications– Programs in business ethics education and training comprise one useful context in which to teach corporate crisis management. The program specified here addresses two training needs previously specified in the human resource development (HRD) literature on crisis management, including identifying specific methods of enhancing recognition or detection of crisis warning signs and also of providing tools and enhancing skills for assessing and containing crisis.Originality/value– Despite the centrality of both ethics and HRD to crisis management, there has been a dearth of research on whether ethics education is a useful context through which to teach this topic. This research addresses this dearth and suggests new avenues for HRD in this respect.

This study is based on a phenomenon which indicates that population administration in terms of the registration process; family card (KK) and identity card (KTP) in Cianjur District has not been effective, because the service is still slow, the procedure is complicated, not timely, and not transparent. The purpose of this study is to the influence of human resources (apparatus) development dimension on the effectiveness of population administration services. This research uses quantitative design, with a descriptive quantitative method that explains and describes the level of human resources (apparatus) development towards the effectiveness of population administration service in Cianjur Regency. Respondents were selected by using Proportional Stratified Random Sampling technique. Primary data were collected through observation, questionnaires, and interviews; Respondents are apparatuses at the Department of Population and Civil Registry as well as apparatuses from 18 Sub-districts in Cianjur regency as many as 187 samples. Secondary data were obtained through study documentation. Data were analyzed by Structural Equation Model (SEM). The results show that the development of human resources (apparatus), including learning, education, development, and training dimension has positively affected the effectiveness of population administration services significantly. The research concluded that the influence of human resource development on the effectiveness of the population administration service in Cianjur Regency is determined by the dimensions of learning, education, development, and training. These influences imply that the four dimensions of human resource development (apparatus) have important roles in the effectiveness of population administration services in Cianjur Regency.

This research analyzes the implementation of Health Law No. 17 of 2023 Article 12 concerning improving the quality of Human Resources (HR) in health services at RSUD Dr. Hadrianus Sinaga Pangururan. The Society 5.0 era emphasizes accelerating human resource development, especially in the health sector, as the key to achieving quality and superior health services. Human resources in hospitals, including nurses, doctors, and other health workers, play an important role in improving service quality and patient satisfaction. This study uses a literature study approach to identify the relevance of Health Law No. 17 of 2023 with the development of health human resources in Indonesia. The results of the analysis show that the implementation of the Law requires extra attention in management, competency development and monitoring the quality of human resources at RSUD Dr. Hadrianus Sinaga Pangururan. The conclusion of this research is the importance of the government in ensuring the fulfillment of consistent health service standards, effective human resource management, and ongoing evaluation of the competence of medical personnel. Recommendations include increasing investment in continuous training to improve HR competency and improving monitoring systems to ensure implementation of Health Law no. 17 of 2023 which was successful at RSUD Dr. Hadrianus Sinaga Pangururan.

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 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.

Background: The quality of human resources is a major factor necessary for the successful implementation of national development. Teachers have a very important role in the development of human resources in the field of education. Empirical evidence indicates quality of human resources determined from good nutritional status, and this is determined by nutritional knowledge, the amount of food intake consumed and the physical activity of a person.Objective: The aim of this study was to analyze the relationship between nutritional knowledge, nutritional adequacy level, and physical activity with nutritional status of teacher in SMPN 1 Dramaga Bogor. Methods: The research design used was cross sectional with total of 35 subjects. The data collected consist of data individual and family characteristic, nutritional status, food consumption, physical activity, fitness index, sporting habit, nutritional knowledge and general description of the school. The method of this research is most of the subjects (74.3%) is women with average age classified into middle adult to last adult. Result: Most of the subjects (68.6%) was government employee with average working time was 6 to 8 hours. Most of the subjects have nutritional status obesity chategorized (51.4%). Energy consumption level was classified as medium deficits, protein was low deficits, fats excessive and carbohydrates sufficient. The average level of physical activity on the weekend clasified low, whereas on the weekday classified medium. Most subjects have very low levels of fitness (71.4%) and their knowledge of nutrition was sufficient (74.3%). Conclusion: There was a significant possitive correlation between work time (p=0.023, r=0.384) and sporting habit with BMI (p=0.011, r=0.504).