scholarly journals RAZVOJ LJUDSKIH RESURSA KAO PREDUSLOV ORGANIZACIONE USPJEŠNOSTI / HUMAN RESOURCE DEVELOPMENT AS A CONDITION OF ORGANIZATIONAL SUCCESS

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Željko M. Radosavac
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Training And Development ◽  
Continuous Training ◽  
Use Of Resources ◽  
Wide Range

Contemporary business conditions do not impose only need for adjustment of the organization but also the need for adjustment of employees. Human resources, manifested through individual knowledge, skills, individual qualities and achievements, is the basis of competitive advantage of organizations and the main resource for the survival, the growth and development of modern organizations. Treating employees as a decisive factor for the success of organizations, it follows that their primary duty is to provide, maintain and develop the best people through the wide range of human resource activities. Thus, Human Resource Development, designated as a key activity for achieving the projected goals of the organization, can be defined as a set of systematic and planned activities appointed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Employees are increasingly accepting the reality that education becomes their responsibility in order to develop their full working potential and to ensure self employment opportunities. On the other hand, encouraging educational programs, organizations strive not only to meet the business needs for education of employees, but also their interests, creating and developing the climate of continuous learning and dissemination of knowledge in all areas. To what extent will the organization attach importance to certain practices that guide and encourage staff development depends on its current situation, activities, goals and adopted development strategy. Adequate choice, the assignment according to their abilities and affinities, continuous training and education, are generally accepted methods without which the development of employees is not possible. The American Society for Training and Development (ASTD) estimates that U.S. organizations spent $134.1 billion on employee learning and development in 2008, and $125.9 billion in 2009.Human resource managers in large organizations ranked training and development as the most important functional area they had to deal with because HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources. Combining different methods and approaches, and referring to all employees in the organization, training and human resources development become a tools for achieving change and the effects they produce are becoming a far-reaching and strategic.

scholarly journals Human Resources Development Policies and Strategies: The Efforts to Strengthen Institutions

2020 ◽  
Vol 20 (2) ◽  
pp. 137-150
Author(s):  
Neneng Hasanah ◽  
Lias Hasibuan ◽  
Kasful Anwar Us
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Human Resources Development ◽  
Social Transformations ◽  
Library Research ◽  
Development Policies ◽  
Resources Development

Abstract: Human resources are one of the most fundamental parts in the development and renewal of a nation. The qualification of human resources will determine whether or not the goals of an institution or institution are achieved. The quality of human resources needs to be developed in order to be able to face competitive social transformations. This article aims to explain the concept of human resources, identification of the value of human resources and human resource development efforts. This article is a library research whose main source is literature on human resources, human resource development strategies and development and reform. Broadly speaking, it can be concluded that strategies are needed in developing human resources so that the quality can be transformed into a more up to date direction. One aspect that can support the process of developing human resources is the aspect of education. Keywords: human resources, development strategy, institutions.   Abstrak: Sumber daya manusia merupakan salah satu bagian yang sangat fundamental dalam pembangunan dan pembaharuan suatu bangsa. Kualifikasi sumber daya manusia sangat menentukan tercapai atau tidaknya tujuan suatu institusi ataupun lembaga. Kualitas sumber daya manusia tersebut perlu untuk dikembangkan, supaya mampu menghadapi transformasi sosial yang kompetitif. Artikel ini bertujuan untuk menjelaskan tentang konsep sumber daya manusia, identifikasi nilai sumber daya manusia dan upaya pengembangan sumber daya manusia. Artikel ini merupakan penelitian pustaka yang sumber utamanya adalah literature tentang sumber daya manusia, strategi pengembangan sumber daya manusia serta pembangunan dan pembahuaruan. Secara garis besar dapat disimpulkan bahwa sangat diperlukan strategi-strategi dalam pengembangan sumber daya manusia agar kualitasnya mampu bertransformasi ke arah yang lebih up to date. Salah satu aspek yang dapat menunjang proses pengembangan sumber daya manusia adalah aspek pendidikan. Kata-kata kunci: sumber daya manusia, strategi pengembangan, institusi.

scholarly journals National Human Resources Development Strategy in the World and Lessons for Vietnam

2019 ◽  
Author(s):  
Pham Xuan Truong ◽  
Tu Thuy Anh
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
National Level ◽  
Resource Development ◽  
Theory And Practice ◽  
Firm Level ◽  
National Human ◽  
The World ◽  
Social Economic Development

Human resource is always a vital driving force for social-economic development of any country in the world. Developing human resource is, therefore, a top priority mission in development policies at every level from the firm scale to the national scale. In order to unify human resource development activities in one form, we need a strategy as a lighthouse to direct them. To the end, human resource will be utilized by firms, hence strategy for human resource development (HRD) must be built and developed at the firm level first. As a result, strategy for HRD at the firm level is studied and applied enormously both in theory and practice. To national level, the concept of national human resource development (NHRD) is still ambiguous and debated strongly among its scholars partially because several countries have not had a clear NHRD plan yet however they still have a high quality of human capital. Besides that, there are a lot of countries which are successful in putting forward and implementing clear strategies of NHRD. The article will examine these strategies and from this draw necessary lessons for Vietnam, a country looking for a complete and efficient strategy of NHRD.

scholarly journals Kebijaksanaan dan Perspektif Penelitian dan Pengembangan Pertanian dalam Mendukung Otonomi Daerah

2016 ◽  
Vol 18 (1-2) ◽  
pp. 52
Author(s):  
Tahlim Sudaryanto ◽  
I Wayan Rusastra
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Agricultural Development ◽  
Central Government ◽  
Resource Development ◽  
Regional Government ◽  
Sustainable Food ◽  
Technical Management ◽  
Participative Research

<p><strong>English<br /></strong>The role of regional government on agricultural development management will be very important by the implementation of UU No.22/1999 and UU No.25/1999. On the spirit of autonomy, the local government is still needed to consider and accommodate some of national agricultural development strategy such as considering agricultural on transforming economic structure, enhancing sustainable food security, agribusiness and agropolytan development adapted for the benefit of regional development as well as the welfare of the local people. In this case, AIAT played an important role through focusing on resource based agricultural development supporting by location specific technology in order to have higher financial and economic efficiency. During the transision period, technical, management, and financial support from central government are necessary, especially for the region having budget constraint and limited capacity of human resource development. For the perspective of autonomy, AIAT or Agency for Regional Research and Development (Balitbangda) have to strenghten participative research planning program and its implementation through empowering interregional research coordination, human resource development, and condusive insentive system.</p><p> </p><p><strong>Indonesian<br /></strong>Implementasi UU No.22/1999 dan UU No.25/1999 memberikan implikasi strstegis mengenai peran daerah dalam menejemen pembangunan termasuk di dalamnya pembangunan pertanian. Dalam semangat otonomi daerah, pemerintah setempat perlu tetap mengacu dan mengakomondasi beberapa strategi pembangunan pertanian nasional seperti transformasi struktur ekonomi berbasis pertanian, peningkatan ketahanan pangan berkelanjutan, pengembangan agribisnis dan ekonomi kerakyatan, dan pengembangan agropolitan yang diadaptasikan bagi pembangunan daerah dan kesejahteraan masyarakat setempat. Balai pengkajian Teknologi pertanian (BPTP) memegang peranan penting melalui pengembangan komoditas unggulan lokal yang didukung teknologi spesifik lokasi dan sesuai dengan potensi sumber daya dan keunggulan komparatif wilayah. Dalam masa transisi ini, dukungan bimbingan teknis, menejemen, dan pendanaan dari pusat masih tetap di perlukan, khususnya bagi daerah yang terbatas kemampuan sumber daya manusia (SDM) dan keuangannya. Dalam perspektif otonomi daerah, BPTP/Balitbangda perlu memperkuat perencanaan dan pelaksanaan seluruh program penelitian/pengkajian partisipatif, dengan penguatan koordinasi penelitian antar wilayah, pengembangan SDM dan sistem insentif yang handal.</p>

scholarly journals ANALISIS STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA APARATUR PEMERINTAH KOTA MATARAM DALAM MEWUJUDKAN KOTA MATARAM SEBAGAI KOTA LAYAK ANAK

2017 ◽  
Vol 6 (2) ◽  
Author(s):  
Erni Suryani
Keyword(s):  
Organizational Development ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Field Analysis ◽  
Performance Standard ◽  
Need Analysis ◽  
Functional Development ◽  
Depth Interview

 The strategy of human resource development is an activity that should be conducted to optimize the performance of government apparatus of Mataram to make the city as children-feasible city. This research is aimed at (1) analyzing the issue of strategy of human resource development to make Mataram as children-feasible city, (2) formulizing the strategy of human resource development to make Mataram as children-feasible city. This research is descriptive qualitative research within the quantitative approach. The qualitative and quantitative data were collected through in-depth interview,  observation, and documentation. The informants of this study are the stakeholders and the KLA holding institution of 10 SKPD in Mataram. the data then were analyzed using Force Field Analysis. The validity of data were examined with triangulation technique. The research identified that human resources of Mataram city are not available yet for children right convention. The strategy of human resource development is recommended to use  functional human resource development strategy through organizational development and training for apparatus.  The researcher then using need analysis identified the gap between competence and apparatus performance standard for KLA staff.Keywords:   human resource development strategy, functional development strategy, children-feasible city

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