Human resource planning for ICL

Employee satisfaction has become indispensable in the immensely competitive business world for the sustainability of entities embracing sound human resource planning, human resource development, and an adequate performance appraisal system, as these factors foster employee satisfaction. Thus, this study aims to evaluate how human resource practices affect the level of satisfaction among the workforce in Nepalese commercial banks. The paper employed descriptive and explanatory research designs to test the hypotheses and to address the objectives. Structured survey questionnaires were disseminated among 700 employees working in commercial banks; only 389 (55.57 percent) questionnaires were successfully retrieved. This study employed descriptive statistics along with frequency, percentage, mean, and standard deviation to study the general characteristics of respondents’ background information. Next, correlation and linear regression were adopted to assess the association between predictors and outcome variables, along with a test of effects. The finding revealed a positive and significant association between human resource planning and employee satisfaction (p < 0.05). Similarly, human resource development had a positive effect on employee satisfaction (p < 0.05). Performance appraisal showed a positive correlation with employee satisfaction (p < 0.05). The implications suggest endorsing effective human resource practices as a strategic path for organizations to foster employee satisfaction.

The purpose of this study was to describe the planning, development, and employee performance, and analyze the influence of planning and human resource development of the employee performance of PT Permata Bahari Malindonesia. analyzer used to describe human resource planning, human resource development, and employee performance is a range of scales. To analyze the influence of human resource planning and human resource development of employee performance is multiple linear regression analysis and the hypotheses test using f test and t test.The results of the analysis for the range scale for human resource planning including the very good category with the average score of 165, so it also the human resource development categories including the very good with the average score of 165 and employee performance including in the very high with the average score of 163. While the results show human resource planning has significant influence to employee performance and has significant influence to employee performance.

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”.

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.

Currently, policies and laws on planning and plans for human resource development in the field of agriculture are expressed through regulations on capacity building, arrangement, allocation and renewal of agricultural human resources as well as the process of implementing the allocation arrangement and renewing agricultural human resources. In Vietnam, the development of human resources in the field of agriculture is of great interest when the Party and the State have issued many guidelines and policies since the 2010s. However, for the planning and plansfor human resources in the field of agriculture, Vietnam (especially in the period of 2020 to now) is still open. Thus, the article focuses on evaluating the political and legal bases for developing policies and laws on human resource development in general and in planning and planning activities in particular. From there, make recommendations for improvement in the coming time (inthe period of 2025 to 2030) in Vietnam.

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.

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 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.

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

Islamic banks in Indonesia have experienced good development in terms of assets, number of offices, number of customers, and the market share of Islamic banks has exceeded 5 percent. The development of Islamic banking is not accompanied by a sufficiently good human resource base in terms of quantity and quality. The source of human energy is still a difficult problem for Islamic banks. In the 2015-2019 Islamic banking roadmap issued as a financial service sovereign, the problem of people's resources becomes a matter that must be resolved. A pattern of human resources management is needed that can produce quality human resources for Islamic banks. This note is descriptive qualitative in nature which seeks to describe the development of quality human resources for Islamic banks. This note proves that there was a development of human resources in Islamic banks in the period 2015 September to September 2019 experiencing large and efficient developments, with the current overall HR of Islamic banks. The pattern of management of Islamic sources of energy is important for the availability of good quality Islamic banking human resources compatible with experts in the field of Islamic banking. Management of Islamic human resource base is able to fulfill human resources who understand economics and sharia economics. Islamic resource management that is relevant to the current situation of Islamic bank HR is Celestial Management. Which consists of ZIKR, PIKR, and MIKR.

This research confirms that training and development of human resources (HR) for village officials has a positive and significant effect on the performance of village office employees. Systematic and continuous training is very important to increase the knowledge, skills and professionalism of village officials, so that they can overcome the problems of late reporting, low understanding of regulations and limited use of technology. Human resource development that focuses on capacity, leadership and digital competency increases the effectiveness of public services and supports optimal village development. Training has a more dominant influence in increasing this performance. This research aims to analyze the influence of training and development of human resources (HR) on the performance of village office employees in South Bengkulu Regency. The research uses a quantitative approach with data obtained through questionnaires, interviews, observation and documentation. Independent variables include training (X1) and HR development (X2), while the dependent variable is employee performance (Y). Data analysis was carried out using multiple linear regression, t test, F test, and coefficient of determination (R²). The research results show that HR training and development has a positive and significant effect on employee performance, both partially and simultaneously. The regression coefficient value for training is 0.357 and human resource development is 0.183, with an F_count value of 15.297 which is greater than F_table 3.092 at a significance level of 5%. The determination value (R²) of 0.246 indicates that 24.6% of the variation in employee performance is influenced by HR training and development. These findings confirm that improving the quality of training and human resource development in a directed and sustainable manner can increase employee professionalism, motivation and productivity in supporting public services and village development.

In the Industry 4.0 arena, human resource management and development are important tasks for public and private sectors to prepare adequate skilled human resources for organizations' daily work, company operations, and agencies' management and administration activities. Long-term investment on an organization's employees to upgrade their knowledge, abilities, and skills will in turn increase their productivity and the organization's performance. Employees with new technological knowledge and technical skills will be able to contribute to their organization and hence to the nation to boost its economy. This chapter discusses charismatic and transformational leadership that can enhance human resource development and practices and proposes some recommendations to overcome the challenges faced in human resource 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