scholarly journals Long-Term Dynamic Behaviour of Human Resource Needs in Ghana’s Oil Sector: System Dynamics Approach

2021 ◽  
Vol 13 (6) ◽  
pp. 3546
Author(s):  
Kwadwo Ayeh Obiri ◽  
Temitope S. Omotayo ◽  
Bassam Bjeirmi ◽  
Prince Boateng
Keyword(s):  
System Dynamics ◽  
Human Resource Development ◽  
Human Resource ◽  
Oil And Gas ◽  
Dynamic Behaviour ◽  
Policy Coordination ◽  
Flow Diagram ◽  
Local Staff ◽  
Local Content

This study espouses a multi-strategy method comprising of a qualitative study and system dynamics (SD) to deliver the long-term dynamic behaviour of human resource development (HRD) in Ghana’s oil and gas sector. The adoption of the SD differed from previous studies addressing the local content implementation challenge of human resources, thereby allowing HRD to be considered a ‘system’ which, in turn, aided in comprehensively identifying and analysing the interrelationships among the dominant variables. Focal articles were reviewed to develop a causal loop diagram (CLD) for human resource and subsequently validated qualitatively. The CLD was used for analysing interconnections among the variables in the HRD and as a basis for developing the stock and flow diagram for projections. The study found that local content investment is projected to increase from $799 million to $3.0807 billion in 50 years, with a corresponding revenue increase from $29 billion to $44 billion in 50 years. Subsequent sensitivity analysis compared the local content model results under varying situations, which indicated the possibility of a demand for 20,000 local staff. The study further uncovered two critical issues affecting HRD, namely policy coordination and harmonisation and sustainable funding. These issues are exacerbated by the pervasive political interference in the administrative and operational functions of state oil and gas institutions.

Using system dynamics to evaluate renewable electricity development in Malaysia

Kybernetes ◽  
2014 ◽  
Vol 43 (1) ◽  
pp. 24-39 ◽  
Author(s):  
Salman Ahmad ◽  
Razman bin Mat Tahar
Keyword(s):  
System Dynamics ◽  
Fossil Fuels ◽  
Systems Approach ◽  
Capacity Expansion ◽  
Assessment Model ◽  
Flow Diagram ◽  
Content Type ◽  
The Government ◽  
Policy Targets

Purpose – The purpose of this paper is to provide an assessment of Malaysia's renewable capacity target. Malaysia relies heavily on fossil fuels for electricity generation. To diversify the fuel-mix, a technology-specific target has been set by the government in 2010. Considering the complexity in generation expansion, there is a dire need for an assessment model that can evaluate policy in a feedback fashion. The study also aims to expand policy evaluation literature in electricity domain by taking a dynamic systems approach. Design/methodology/approach – System dynamics modelling and simulation approach is used in this study. The model variables, selected from literature, are constituted into casual loop diagram. Later, a stock and flow diagram is developed by integrating planning, construction, operation, and decision making sub-models. The dynamic interactions between the sub-sectors are analysed based on the short-, medium- and long-term policy targets. Findings – Annual capacity constructions fail to achieve short-, medium- and long-term targets. However, the difference in operational capacity and medium- and long-term target are small. In terms of technology, solar photovoltaic (PV) attains the highest level of capacity followed by biomass. Research limitations/implications – While financial calculations are crucial for capacity expansion decisions, currently they are not being modelled; this study primarily focuses on system delays and exogenous components only. Practical implications – A useful model that offers regulators and investors insights on system characteristics and policy targets simultaneously. Originality/value – This paper provides a model for evaluating policy for renewable capacity expansion development in a dynamic context, for Malaysia.

scholarly journals A Review of Job Role Localization in the Oil and Gas Industry

Energies ◽  
2018 ◽  
Vol 11 (10) ◽  
pp. 2779 ◽  
Author(s):  
Jack Pegram ◽  
Gioia Falcone ◽  
Athanasios Kolios
Keyword(s):  
Oil And Gas ◽  
Relevant Literature ◽  
Oil And Gas Industry ◽  
Critical Discussion ◽  
Future Application ◽  
Gas Industry ◽  
Local Content ◽  
Job Role ◽  
Key Terms

Job role localization is a strategic local content solution used by countries bearing natural resource stocks to maximize the long-term benefits of exploring and producing them. Currently, there is significant variation in how countries and organizations plan and implement local content and job role localization strategies; hence, this paper aims to gather, classify, and discuss relevant literature with a view to identify best practices for future application. After a multi-dimensional discussion of key terms relevant to the topic, the drivers and theoretical underpinnings of local content are examined, followed by an assessment of job role localization literature qualifying enablers and barriers to localization. A critical discussion on the means of evaluating local content policies summarizes the findings of this critical review.

Not Your Parents’ Organization? Human Resource Development Practices for Sustainable Flex Work Environments

2021 ◽  
Vol 23 (2) ◽  
pp. 153-170
Author(s):  
Ethan P. Waples ◽  
Meagan E. Brock Baskin
Keyword(s):  
Organizational Climate ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Decision Makers ◽  
Flexible Work ◽  
Work Arrangements ◽  
Short And Long Term ◽  
Hrd Professionals

The Problem. Everything we know and understand about flexible work arrangements (FWAs) revolves around extant research exploring the effects and effectiveness of FWAs based on samples in which organizations and/or employees freely adopted their use. In a post COVID-19 world, organizations implemented FWAs and employees who may not have been prepared for or desired such arrangements. This has resulted in implementing FWAs in situations where the job, culture, or person does not “support” FWAs. The Solution. We suggest the economic uncertainty of the ongoing COVID-19 pandemic should shift Human Resource Development (HRD) attention to managing the organizational climate of work and work expectations, specifically with regard to FWAs. We discuss how HRD practitioners can help, specifically by preparing managers for enhanced communication and feedback, as well as through supporting employee development via proactive job crafting, to better prepare managers and workers to accept and flourish in FWAs both short and long term. The Stakeholders. The stakeholders for this article include decision-makers in organizations interested in driving success through long-term initiatives rooted in developing human capital. In addition, this article should resonate with HRD professionals interested in working with managers and employees to systematically build sustainable FWA systems.

scholarly journals Sustainable human resource management in a time of global uncertainty

2020 ◽  
Vol 83 ◽  
pp. 01012
Author(s):  
Zuzana Dvorakova
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Web Of Science ◽  
Mass Scale ◽  
Environmental Aspects ◽  
Hr Managers ◽  
Global Uncertainty

The paper characterizes the state-of-the-art knowledge of sustainable human resource management (HRM) based on on-the-desk analysis of articles in the Web of Science database published in the last two years in journals in Q1 and Q2. In the literature, sustainable HRM is considered an extension of strategic HRM with a focus on long-term human resource development, regeneration, and renewal. The current focus has been on economic, environmental aspects in HR processes, and it turns out that social sustainability remains on the edge of HR managers´ interests. The situation in the Czech environment illustrates two narrative cases from March and April 2020. It becomes a challenge for all actors in education to change their view of ways of education and to accept as a necessity to apply distance education on a mass scale.

scholarly journals A System Thinking Approach to Human Resource Development in the Oil Industry

2020 ◽  
pp. 39-49
Author(s):  
Kwadwo Ayeh Obiri ◽  
Bassam Bjeirmi ◽  
Prince Boateng
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Oil And Gas ◽  
Oil Industry ◽  
Resource Development ◽  
Oil And Gas Industry ◽  
System Thinking ◽  
Gas Industry ◽  
Short Supply ◽  
Local Capacity

Prerequisite for the development of production linkages in the oil and gas (O&G) industry is the existence of a skilled and experienced workforce. Resource-rich countries, however, are either in short supply or lack of the requisite local capacity. This paper adopts system thinking (ST) methodology to provide a comprehensive approach in identifying, analysing and understanding the interconnections and interrelationship among the variables affecting the challenge of human resource development (HRD) in the oil industry. The concept of feedback embedded in ST allows complex issues to be viewed as an interconnected set of circular relationship rather than the linear cause-and-effect. Consequently, ST tool of causal loop diagram (CLD) aids in visualising the understanding of HRD factors, their relationships in the causal factors and the strategies for sustainable development of domestic skills, know-how and local capacity. Policies for developing human resource in the oil and gas industry are recommended to policymakers and stakeholders.

scholarly journals Designing Sustainable HRM: The Core Characteristics of Emerging Field

2018 ◽  
Vol 10 (12) ◽  
pp. 4798 ◽  
Author(s):  
Živilė Stankevičiūtė ◽  
Asta Savanevičienė
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employment Relations ◽  
New Approach ◽  
Societal Level ◽  
Theoretical Paper ◽  
The Common ◽  
Core Characteristics

The common agreement in human resource management (HRM) literature suggests that organizations willing to attract and retain human resources for running business in the future must change the prevailing situation where human resources are rather consumed than developed. In doing this, sustainable HRM has been introduced recently as a response to changes on societal level, labor market, and employment relations. Sustainable HRM is seen as an extension of strategic HRM and presents a new approach to people management with the focus on long-term human resource development, regeneration, and renewal. However, the attributes of sustainable HRM, as compared to mainstream HRM, are not clear. The paper aims at closing this gap by proposing and revealing the characteristics of sustainable HRM, namely: Long-term orientation, care of employees, care of environment, profitability, employee participation and social dialogue, employee development, external partnership, flexibility, compliance beyond labour regulations, employee cooperation, fairness, and equality. This is a theoretical paper.

People capability

2016 ◽  
Vol 11 (3) ◽  
pp. 811-841 ◽  
Author(s):  
Seyyed Amin Terouhid ◽  
Robert Ries
Keyword(s):  
System Dynamics ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Capabilities ◽  
Workforce Management ◽  
Content Type ◽  
Organizational Excellence ◽  
Construction Organizations ◽  
Capability Building ◽  
And Training

Purpose This paper aims to find out how construction organizations can achieve excellence and enhance excellence through knowledge and workforce management. The combination of knowledge and workforce management, referred to here as the People Capability, is the key area of concern in this study. Design/methodology/approach The European Foundation for Quality Management (EFQM) model of organizational excellence is used as the basis for organizational excellence assessment and system dynamics is used as the modeling tool. Scenario analysis is conducted to identify the enabling factors that are more significant for organizational excellence, as well as how these factors operate and interact. Findings Based on the outcomes of the model, human resource development and training is the most important enabling factor that enhances organizational capabilities. Both workforce management and knowledge management are key components of People Capability, and they play crucial roles in the performance of construction firms. There is a high degree of dependence on these two components. Human resource development and training affect all capability areas and are key to the effective implementation of capability building programs. Originality/value Organizations might have various options in choosing different policies, and those policies can be planned and expressed in different manners and scales. How can an organization determine which scenarios end up producing desired performance results? Simulation techniques, especially system dynamics, have been used to answer these types of questions due to their ability to model causal relationships among various system components. The results of this research can help construction organizations identify effective knowledge and workforce management policies and capability-building programs that improve their organizational capabilities.

The factors and conditions for national human resource development in Brazil

2015 ◽  
Vol 39 (8) ◽  
pp. 666-680 ◽  
Author(s):  
Torrence E Sparkman
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
National Development ◽  
Resource Development ◽  
The Political ◽  
Educational Equality ◽  
Content Type ◽  
National Human ◽  
Political Economic

Purpose – The purpose of this paper is to understand the factors and conditions that influence national human resource development (NHRD) in Brazil. In this paper, the transitioning nature of the political, economic, social and educational conditions; the current challenges and trends that may impact NHRD; and the current status of NHRD research in Brazil are examined. Design/methodology/approach – A search of the research literature focused on the political, economic, cultural, social and educational environment and the research associated with NHRD in Brazil was conducted. After searching several databases, including Academic Search Complete, Google Scholar, ERIC and EBSCO, several articles were selected and analyzed based on the depth of description of the conditions and research. Findings – Among the factors discovered, race, gender and educational equality are still concerns. The complex nature of the relationship between the Brazilian Government, its people and organizations, as well as the efforts of Brazil’s multinational and indigenous organizations to address their national development needs, are also presented. Originality/value – Brazil is currently and projected to be a long-term player in the global economy; however, it struggles to cope with conditions incongruent to the country’s long-term success. This paper frames the conditions and suggests ways of moving forward through human resource development practice, policy and research in Brazil.

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