The Contribution of in-Company Training to Skills Improvement and Human Resources Development (Published)
The following research comes to explore the importance and contribution of in-company training human resources to the business. The literature review shows that education, as a tool for shaping attitudes and attitudes and developing new skills, can play a key role in improving staff skills and thus influencing the overall growth and competitiveness of an enterprise. In the present study, a survey of mixed methods was conducted with quantitative (questionnaire) and qualitative (interview) data and with sample employees from the Greek construction company “Avax”. Answers confirm that education provides employees with all the skills and support they need in order to be more efficient and thus increase their competitiveness and productivity. This research adds further data to the area of in-company education and training, since this kind of research in Greece is limited. In addition the impact of the economic crisis and the change in the culture of businesses trying to survive through training and investing in human resources is highlighted.
The purpose of research is to analyze the problems of women’s cooperatives in Sampang. Benefits of this study are consistent with Nawacita President Jokowi is to realize economic independence by moving the strategic sectors of the domestic economy. The methodology used in this research is qualitative descriptive. Data collection techniques in this study is the observation and interviews. The research subject is women’s cooperatives (members, administrators). The type of data in this study, there are two primary data and secondary data. Primary data were obtained from observations and interviews, while the secondary data obtained from the documentation, literature and the literature of the relevant agencies. In this study the validity or correctness of the information and the stabilization achieved by using triangulation is done by comparing the information of members of Women`s cooperative ( Kopwan) with the position (status) are different. The study population was women’s cooperatives in Sampang with purposive sampling election. From the research findings, Kopwan very weak performance from the aspect of technological mastery (the market), access to market information and sources of capital .Moreover, human resource capacity is still low. The conclusion of this study is the need to strengthen management, capital support and appropriate technology. There was also need for the availability of raw materials and human resources (HR) is concerned to improve the performance of SMEs and Kopwan on Madura.
The success of large organizations relies heavily on its Human Resources as it is the most valuable asset. Human Resources play a fundamental role in creating the uniqueness of most successful organizations. This paper discusses the concept of Human Resources Accounting. It gives a comprehensive roadmap to its definitions, purposes, models and criticism.
Some Solutions Developing the High Quality Human Resources of the Education and Training in Dong Nai Province (Published)
Education and training play an essential role in the preservation, development and continuation of human civilization. In the era of scientific and technological revolution nowadays, education and training are becoming the main motive force for the developmental acceleration and considered as a determining factor for the success or failure of a nation in international competitions and for the success of each individual in his life… The purpose of this study is to Systematize theoretical issues related to the development of high quality human resources.; to analyze the current situation of human resources development is the staff of teachers and pupils in Dong Nai province in recent years; to propose some solutions to develop high quality human resources is the contingent of teachers and pupils in Dong Nai province in the coming time. The study results showed that the researcher had survey and research on the quality of human resources in Dong Nai province, highlighting the strengths and weaknesses of the quality of human resources. Data collected from 2013 to 2014 for the teachers and pupils in Dong Nai province. In addition, the researcher had some groups of solutions mainly aim at developing high quality human resources in the field of education and training in Dong Nai province.
Human Resource Management Practices and Their Effect on Employee Turnover in the Hotel Industry, Ghana (Published)
The broad aim of the study was to assess human resource management practices and their effects on employee turnover in the hotel industry in Cape Coast and Elmina. Precisely, the study sought to determine the influence of workforce demographics on turnover, assess human resource management practices that account for turnover and analyse the relationship between human resource management practices and employees intention to quit in the hotel industry in Cape Coast and Elmina. This study adopted the descriptive cross-sectional design. The sample size was determined by using by Krejcie and Morgan (1970) sample size table. In all, 196 non-managerial employees were sampled. The systematic random sampling technique was used in selecting participants. The main instrument used for the collection of data was questionnaire. Data was analysed using measures of central tendencies. Additionally correlation analysis was conducted to establish the relationship between variables. This was set at 95 percent significant level. The findings divulged that compensation boost employees morale and loyalty; hence management should institute measures to provide adequate motivation in the form of prompt payment of salary, allowances, and rewards to hardworking employees.
Nowadays, the rapid development of information and communication technologies in all areas as a key element in the success of any institution, and an important prerequisite for achieving competitive advantage and the ability to survive in an environment of rapid change. Hence, the need to invest the huge leap in communication and information technology and computer applications for use in e-training, as a program for achieving sustainable human development under the knowledge economy. This research paper aims to identify e-training as a new concept in human resources development from the logic of scientific progress, and the importance of information technology in the field of training, education and information awareness dissemination.
Climate Change and Pastoral Conflicts in the Middle Belt and South-East Nigeria: Implication on Human Resource of the Regions (Published)
This paper examined the relationship between climate change and pastoral conflicts as well as their effects on human resource of both the middle belt and south eastern Nigeria. It is ex-post-factor in nature and thus relied heavily on literature with qualitative data and descriptive method of analysis. The study revealed that the pastoralists migrate due largely to extreme and unfavourable weather conditions occasioned by climate change. In the main, Deprivation, frustration and aggression theory was employed to anchor the study. The paper noted that the strength of a nation lies in her resources; however, pastoral conflicts occasioned by climate change has had a far reaching negative consequences on resources of these regions, ranging from waste to absolute destruction and depletion of both human and material resources. The paper recommended that active and sincere government intervention through the establishment of Grazing corridors or ranches in the regions, funding of research and development and establishment of regulatory frame work will help stem the tide
Arrangement of Human Resources to the Strengthening Of the Economy on the Businessemen of Micro, Small and Medium Enterprises (Msmes) In Makassar, Indonesia (Published)
Hernita. Arrangement of human resources to the strengthening of the economy in SMEs in Makassar, Indonesia. Type of qualitative research using Phenomenology approach. Source of data in this study include: 1) Primary Data Sources, 2) Secondary Data Sources. This research instrument is the researchers themselves, in which the researcher as an instrument to obtain accurate data supplied by a variety of methods. Reality in Makassar prove that there is a tendency not balance between providing qualified human resources with rate changes. It is then result in distortions between energy needs with expertise, skills and competency are not able to put up certain of educational institutions on the level of human resource needs in the community. Whereas compliance with those requirements should be obtained from outside the existing educational institutions. A drastic change from the New Order became the order of the reform should be the basic foundation for reorienting education must reset the system and the pattern of implementation of national education
Service Innovation and Competitive Advantage (Published)
Service Innovation suggests how the concept of service can be improved which is already in practice. This can be either refined competence in customer relations, channel of distribution or innovation in technology or it can be combination of all three. Investing in the development of both physical and non-physical components of products and services available for sale can lead to enhanced business prospects, ultimately ensuring success.
This paper attempts to indentify core ingredients of service innovation and their impact on Online B2B industry in attaining competitive advantage with a resource based view. The difference found in organizational performance in the context of Online Business can be partially explained by Information Technology, Human Resource Management, Research & Development and strategic alliances practices and policies.
Furthermore, the research also attempts to establish how proper implementation of Human Resource Management practices, experienced adoption of Information Technology and IT-enabled services, well connected and inform Research and development can all together render greater service innovation opportunities whereas strategic alliance is the mediocre variable which requires lots of efforts to impact positively on service innovation.
Productivity in the Nigerian public organizations have suffered serious decline as researches have shown that productivity has not really improved even with the enormous human resources at their disposition hence the assertion that the importance of human resources cannot be relegated to the background as organizations’ greatest asset is a well-planned and managed human resources implies that adequate plan must be put in place for those resources to engender productivity vis-à-vis the effective management of the workforce. This general dissatisfaction has put human resource planning out as the solution to the issue of employee’s unproductivity in the Nigerian public organizations. Addressing this issue is the thrust of this paper as it investigates the role of Human Resources Planning (HRP) in ensuring employee productivity in the Nigeria Public Organizations.