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Journal articles on the topic 'Human resource planning Human Resources'

Author: Grafiati

Published: 4 June 2021

Last updated: 6 February 2022

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1

Khumalo, Njabulo. "The role of human resource planning in producing well-resourced employees to public." Problems and Perspectives in Management 16, no. 4 (October 30, 2018): 117–25. http://dx.doi.org/10.21511/ppm.16(4).2018.11.

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The term Human Resource Planning (HRP) can be used to achieve organizational objectives by understanding and planning for employees’ needs in the short, medium and long term in order to deliver desired results. Little research that has been conducted on HRP and most are from the private sector and none to be found in the public sector. This study was conducted in the public institution in South Africa. The literature consulted provides an overview that HRP solves current and future organizational problems by ensuring that the right people are in the right place at the right time. This is achieved by analyzing the current profile of the workforce and comparing it with future needs so that gaps, which need to be filled, can be identified. The paper intended to investigate the extent to which employees are well-resourced to perform their duties in centres of the municipality to the community. The investigation used mixed methods in its data collection. 45 participants participated in responding the self-administered questionnaire and seven participated in one-on-one interviews. The study found that half of employees who are working for the centres of the municipality includes supervisors who lack educational attainments, as they hold only grade 12 and no development was initiated. The study recommended the whole the municipality to establish and implement a promotion policy. All necessary equipment and tools provided were insufficient, as required by the Act, to provide all services to the public.

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Jackson, Leonard A. "Enterprise resource planning systems: revolutionizing lodging human resources management." Worldwide Hospitality and Tourism Themes 2, no. 1 (February 2, 2010): 20–29. http://dx.doi.org/10.1108/17554211011012577.

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3

Dehghanan, Hamed, Saied Sehhat, Sayed Mojtaba Mahmudzadeh, and Maryam Zarandi. "Designing Model of the Human Resources Supply Chain (Thematic Analysis Method)." Journal of Social Sciences Research, no. 510 (October 5, 2019): 1396–418. http://dx.doi.org/10.32861/jssr.510.1396.1418.

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Human resource was the fundamental capitals and the source of transformation and innovation in organizations. One of the most crucial ways for attracting and retaining human resource was to create a productive process and supply chain. The human resource supply chain was an integrated approach to planning, locating and controlling human resource in different businesses, from human resource’s suppliers to replacing them in relevant jobs. According to the lack of supply chain of human resource in organizations, the importance of this issue was clear to everybody. After considering the sources extracted from databases, 136 sources were obtained as samples. In this research, the design of the supply chain human resource model was done by the qualitative research method of thematic analysis, and by studying the theoretical foundations and thematic literature. The process of thematic analysis was done manually and using MAXQDA software. The results of this research show that the human resource supply chains could be summed up in six main themes of organizational needs assessment, human resource planning, recruitment and selection, human resource improvement, performance evaluation, and human resource management. By integrating these themes with the components of the supply chain, the supply chain of human resources derived from theoretical literature can be achieve. Based on the theoretical foundations of the supply chain and human resources management, the following model was present. For the amount of credibility of the human resources supply chain pattern, a model derived from theoretical literature among seven experts in the field of human resources was presented and using the Delphi technique to present the final pattern of the chain Provision of human resources.

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Smith, Brian J., John W. Boroski, and George E. Davis. "Human resource planning." Human Resource Management 31, no. 1-2 (1992): 81–93. http://dx.doi.org/10.1002/hrm.3930310107.

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Sharplin, Arthur D. "HUMAN RESOURCE PLANNING." Journal of Business Strategy 5, no. 3 (January 1985): 90–93. http://dx.doi.org/10.1108/eb039077.

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6

Weber, Caroline L. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resource Planning Employment and Placement." ILR Review 44, no. 1 (October 1990): 172–73. http://dx.doi.org/10.1177/001979399004400119.

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Mishra, Anjay Kumar. "Effectiveness of Organization through Effective Human Resource Planning and Leading." Journal of Advanced Research in HR & Organizational Management 06, no. 3&4 (December 10, 2019): 1–2. http://dx.doi.org/10.24321/2454.3268.201902.

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He, Jin Lian. "Data Analysis and Prediction on Chinese Industrial Economy and Human Resource Training." Advanced Materials Research 971-973 (June 2014): 2309–12. http://dx.doi.org/10.4028/www.scientific.net/amr.971-973.2309.

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The change is happening in Chinese economic system, and the adjustment of industrial resources also proposes higher requirement for human resource work; this paper discuses the improvement measures of human resource work from perspective of industrial structure. The planning about human resource development mainly includes general education and vocational development planning; the development planning shall be perspective and meet demand of industrial structure. Besides, this paper also proposes corresponding measures for optimization of human resources.

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Sutrisno, Andri, and Mudarris Mudarris. "Thematic Analysis: Human Resource Management in Verses of The Qur'an." Al-Insyiroh: Jurnal Studi Keislaman 7, no. 2 (September 19, 2021): 89–105. http://dx.doi.org/10.35309/alinsyiroh.v7i2.4991.

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Human resource management is a process of managing human resources or a potential within humans to realize desired goals in groups. In the Qur'an, it is explained that man is the creation of Allah Almighty. Who is perfect from other beings. Management science is part of the social film, so it is very closely related to human resources. The most influential actor in the management process is the man himself. So that human resource management becomes critical in success to achieve the goals aspired by each group. Islam is a religion that provides various solutions for human affairs, especially in the process of human resource management in its holy book, the Qur'an. Thus in this article, researchers use literature research that examines and analyzes books related to human resource management from the perspective of Quranic verses. So it can be concluded that in the management of human resources in the verses of the Qur'an, there are four processes, namely planning, selection and placement, development, and compensation.

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10

Sufriadi, Sufriadi. "The Effectiveness of Human Resource Planning on the Administration Staff." Jurnal Ilmiah Peuradeun 5, no. 1 (January 28, 2017): 115. http://dx.doi.org/10.26811/peuradeun.v5i1.162.

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This research aimed to determine the planning arrangement, the implementation effectiveness and the efforts to overcome the obstacles in the planning and implementing human resource planning on the administration staff at the Faculty of Education and Teacher Training of UIN Ar-Raniry Banda Aceh. Administration and human resource management are the capital of the development in which the purpose of it is to gain the improvement in all aspects. Human resources are very valuable that require a serious planning when adopted into an organization. Human resources are known as a crucial component, recognized as a universal element in the organization effectiveness and a key to a competitive profit source. Besides giving an excellent service to the society, the task of human resources is to complete all the programs or the activities related to the government policies that affect human welfare in positive ways. The research used the qualitative method with case study design because the focus of this research was the specific phenomenon, the human resource planning on the staff administration.

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Noor, Wahyudin. "MENGINTEGRASIKAN MANAJEMEN SUMBER DAYA MANUSIA DI MADRASAH." Tarbawi: Jurnal Keilmuan Manajemen Pendidikan 3, no. 02 (December 31, 2017): 153. http://dx.doi.org/10.32678/tarbawi.v3i02.1786.

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Human resource management is part of organizational management that is supposed to focus on human resources. Observing the importance of the role of human resources in the organization of this madrasah, at least is to reconciling the development of the work environment that occurs-especially in the world of Islamic education today, so that madrasah should be able to pay attention to the importance of human resource management programs through the practice of integrating human resources management including human resource planning, recruitment, selection, orientation and placement, training and development, job assessment and compensation into planning, management and control of madrasah organizations related to allocation and human resource development in madrasah Keywords. Management, Human Resource Development, Madrasah.

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12

Isaacs, Hedy. "Human Resource Management in the Caribbean: Planning for the Future." Public Personnel Management 18, no. 2 (June 1989): 227–33. http://dx.doi.org/10.1177/009102608901800209.

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Human resources planning is becoming more important as the Public Services (primarily of Belize, Grenada, Guyana and Jamaica) face the scarcity of “human capital”, and begin to plan for, rather than react to, human resource management problems. The effectiveness of human resource planning depends largely on how well the information resource is managed. This article focuses on general considerations for implementing and managing human resource information systems, shares related Caribbean experiences and imperatives for the future.

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13

Mathews, Audrey. "Diversity: A Principie of Human Resource Management." Public Personnel Management 27, no. 2 (June 1998): 175–85. http://dx.doi.org/10.1177/009102609802700205.

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As more and more organizations implement diversity initiatives, personnel and human resource managers play increasingly significant roles. This arriele explores some of the challenges personnel and human resources managers face implementing diversity. It discusses strategies personnel and human resources managers are employing to address the need for diversity and suggests methods to implement diversity as a principie of human resource management (HRM). These strategies include processes such as diversity audits to identify organizational problems, aligning workforce planning with strategic plans, benchmarking personnel/human resources practices and positioning diversity as a top-level management function. The arricie also examines the benefits of flex management, partnering with management, and educating and training managers/line supervisors to effectively manage diversity.

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Dahliah, Hj. "Model of Strengthening Human Resources Through the Fisheries Resource Utilization Makassar." Journal of Education and Vocational Research 7, no. 3 (October 9, 2016): 53–63. http://dx.doi.org/10.22610/jevr.v7i3.1416.

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This study aims first to analyze the strengthening of human resource models with variable quality fishing gear insyani resources, involvement in economic activities and the local culture through economic capacity in the utilization of natural resources and the second to analyze fisheries MP3EI program didaaerah Sulawesi economic corridor that has not been synchronized. Implementation of these variables in strengthening human resources in coastal communities. This research was conducted in the coastal area of Makassar, precisely the small island-island Makassar in (two) years. The study population was all fishermen are categorized as poor. Slovin sample was determined with the theory that those who have a poor criterion of 99 respondents.The urgency of research, human resources strength problems, need to be identified at the planning MP3EI program ekonomi.agar growth can go hand in hand between the economic corridor and central Sulawesi. Outcomes research result in models of reinforcement of human resources, strengthening human resources design gran sesuiaThe urgency of research, human resources strength problems, need to be identified at the program ekonomi.agar growth can go hand in hand between the economic corridor and central Sulawesi. Outcomes research result in models of reinforcement of human resources, strengthening human resources design gran sesuia purpose MP3EIresearch initerinspirasi of theory Nurkses (1953), which states that the causes of poverty or weakening of human resources led to the theory of the vicious circle of poverty (Vicions Circle of poverty) put forward by the six elements, namely keterbelakanganataumelemahnya human resources, low investment, omission lack of capital, low savings and low productivity, method used is quantitative method. Model Strengthening human resources with quantitative methods with associated variables later via Path analysis.

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Dienesné Kovács, Erzsébet, and Éva Gergely. "Examining some fields within human resources management." Applied Studies in Agribusiness and Commerce 3, no. 3-4 (September 30, 2009): 49–52. http://dx.doi.org/10.19041/apstract/2009/3-4/11.

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Human resources management is one of the management functions, dealing with people as the essential resource of the organization. This function aims at the most efficient usage of employees in order to realize both organizational and individual goals. Nowadays high significance is attributed to human resources management, since the human factor is the resource that determines the success of an organization. The results of a company are in proportion with the knowledge and talent of the people on its payroll. Human talent and knowledge can be utilized to the greatest extent in case management is able to motivate employees to meet not only the necessary requirements but also to achieve the highest possible results. Human resources management consists of several fields of activities, among which the following are the most important: analysis, planning and assessment of the scope of activities, human resources planning, workforce supply, performance assessment, motivation, developing human resources, labour relations, labour safety, HEM information system. Our studies cover a few fields within human resources management. Our research has been carried out at organizations in Hajdú-Bihar County. The study is based on questionnaires, which have been processed by computers and evaluated using statistical methods.

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16

Aslam, Hassan Danial, Mehmood Aslam, Naeem Ali, Badar Habib, and Madiha Jabeen. "Human Resource Planning Practice in Managing Human Resource: A Literature Review." International Journal of Human Resource Studies 3, no. 1 (August 31, 2014): 200. http://dx.doi.org/10.5296/ijhrs.v3i1.6253.

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Human resource planning is vital and foremost practice of human resource management. This article has explored theoretical grounds of human resource planning practice. Author has attempted to present comprehensive literature review on this imperative practice. This paper explores how human resource planning plays a strategic role in managing organizations. Author has detailed importance, strategic objectives and factors affecting human resource planning process. Moreover, this paper details human resource planning models, frameworks and processes of retaining and motivating employed workforce.

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17

Muflihin, Muh Hizbul. "Model Approach to Development Human Resources in Higher Education." International Conference of Moslem Society 1 (March 25, 2019): 112–23. http://dx.doi.org/10.24090/icms.2016.1831.

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Human Resource management is necessary for higher education institutions, because it is seen to enhance the achievement of the objectives of institutional effectiveness. To reach this objective, the study of human resources management by an educational institution to be very important, because it will be able to show how educational institutions should acquire, develop, use, evaluate, and maintain employee quantitatively and qualitatively. Development of human resources is sensed as to the personal empowerment of employees. Empowerment is done with the intention that potential, abilities and basic skills possessed by employees can be enhanced or may be used as an effort to shore up the smooth implementation of activities. In the concept of human resource development are two sides of profits, personal first employees to be more professional, well-trained and able to act decisively and quickly. On the organizational side of human resource development brings the advantage of implementation of the well, as supported by HR that has been professionally trained, and can reduce costs for training and further education. From a number of management functions are initiated by management experts, the main component of management are considered capable of facing future challenges universities as academic institutions include "planning, resource management, and assessment of results" These three major components will proceed in determining the shape of each cycle which one another at every stage of management. With the assessment of the results, will be able to describe the performance of college management. Performance evaluation then became the basis for planning the next stage of management, therefore, the planning process is dynamic (dynamic planning) and not static. Planning compiled based on performance evaluation to be a reference in designing the resource management within a few years. Overall management process should be conducted in a professional, effective and efficient in order to create good governance colleges. In the PP. No. 66 of 2010 stated that the management of the education unit is based on the following principles: Nonprofit, Accountability, Guarantor of quality, transparency and equitable access. While the model of development of human resources management approach is: a model of clerical, legal, financial, managerial and humanistic models. Human Resouce Development practices, employee performance results will look better and increase if the principles of human resource management universities applied in practice management and delivery of higher education. As the cornerstone of the general implementation of human resource development of quality higher education is to use humanistic approach. Because the use of humanistic approach, will be able to balance the provision of education between clerical and financial concepts.

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18

Khumalo, Njabulo. "Obstacles of human resource planning that affect workers in delivering quality services." Problems and Perspectives in Management 17, no. 2 (April 25, 2019): 114–23. http://dx.doi.org/10.21511/ppm.17(2).2019.08.

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The paper aimed to identify the obstacles of Human Resource Planning (HRP) that affect workers in delivering quality services to public within the customer centres of the municipality located in South Africa (SA). Since, HRP is well known as a tool that resolves the existing and future organization obstacles by confirming that the right employees are placed in the right positions at the right time. The investigation of the paper used mixed methods, which encompasses both qualitative and quantitative methods in its data collection. From the target, only 45 workers completed a questionnaire and only seven supervisors participated in one-on-one interviews. Results reveal the lack of both internal and external factors, which include a shortage of workers to perform the duties of the municipal in the customer centres. This includes demographic issues, lack of education qualifications, recruitment policies, insufficient working tools, working environment and career growth. The recommendation is to implement a strategical recognition for good performance to workers and to look for other venues with enough space to deliver quality services. Lastly, there is a need to establish and implement strategies of promotion and growth within the municipality.

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sabour, Mehrdad Podineh, and Zahra Vazifeh. "Study the relationship between organizational change and strategic planning of human resources." International Academic Journal of Organizational Behavior and Human Resource Management 05, no. 02 (December 20, 2018): 85–98. http://dx.doi.org/10.9756/iajobhrm/v5i2/1810017.

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20

Ashiru, Adegbenga Raphael, and Adebimpe Lucia Ashiru. "The sustainability of human resource planning for construction projects." MATEC Web of Conferences 258 (2019): 02018. http://dx.doi.org/10.1051/matecconf/201925802018.

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Human Resource planning for construction project is described as a way of managing human resources within a growing nature of construction industry. Nonetheless, management of human resource is an extremely stimulating task. However, in spite of the substantial resources allocated to construction planning, there are rising concerns over its failure to achieve its goals and different application of planning strategies. It is against this backdrop that this research was carried out to examine the sustainability of Human resource planning for construction projects to justify the aforesaid statement. Furthermore, the researchers adopted a quantitative approach that provided a broader understanding of the research. SPSS Version 20 was used to obtain the descriptive and inference statistical analysis. Interestingly, majority of the literature findings were justified by the empirical findings noting that there is correlation between the two findings except where the respondent chose combination of the causes of neglect of HR planning on construction projects stressing that one cause cannot significantly neglect the process on construction projects. Conclusively, the research results indicated that through improving the practicality of Project HR planning by construction organisations, it would contribute significantly towards improving performance both at organisational and project level. The findings recommended guidelines for improving the visibility and adaptability of sustainable HR planning for construction projects and further provided justification for implementing its policies and procedures.

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Lavigna, Robert J. "Book Review: Human Resources, Personnel, and Organizational Behavior: Creative Human Resource Planning and Applications: A Strategic Approach." ILR Review 42, no. 3 (April 1989): 471–72. http://dx.doi.org/10.1177/001979398904200323.

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22

Ahmad, Shoeb. "Human Resource Planning: Effective Performance." Research Journal of Humanities and Social Sciences 10, no. 4 (2019): 1120. http://dx.doi.org/10.5958/2321-5828.2019.00184.0.

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23

Suhail, Anwar Mazhar, and Ghassan Qasim Dawood Al – Lami. "Aggregate Planning of Human Resource." Iraqi Administrative Sciences Journal 2, no. 1 (March 30, 2018): 327–65. http://dx.doi.org/10.33013/iqasj.v2n1y2018.pp327-365.

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The research is beginning due to the importance or necessity to find Solution about the Variable demand for medical services preparation& diagnosed the suitable strategies for human Resource Aggregate planning in teaching Al-kadhimyiah hospital as a result of spreading specialist doctors. So that the research tried to limit alternatives of aggregate planning strategies. For determination distributing of the most important Medical staffs in every parts of researched hospital depending on Trade- of between Aggregate planning Strategies even if concluded strategy ( Tracking strategy b; settlement strategy ; Mixed strategy ). In order to achieve the suitable strategy & application done in one of the health sector institution in teaching Al-kadhimyiah hospital. The research was reached to many conclusions as limited efforts of Khrakh Baghdad institute (in Kadhiymiah hospital in demanded , work force planning .which lead negatively upon it's ability to face shortage clearly for medical staffs in order to meet the growing demand upon medical service , so the suitable strategy is work force Guarding presented as Employment & Dispending ) for it's low cost The most prominent recommendation of the research is the necessity accreditation upon suitable means and methods . the importance of the availability of the broader wide data base in order to deal with it when needed to provide medical staff according to aimed medical services needs.

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24

Beattie, D. F., and F. M. K. Tampoe. "Human resource planning for ICL." Long Range Planning 23, no. 1 (February 1990): 17–28. http://dx.doi.org/10.1016/0024-6301(90)90004-n.

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25

Thapisa, A. P. N. "Human Resources Planning in Swaziland." Library Management 15, no. 4 (June 1994): 22–29. http://dx.doi.org/10.1108/01435129410060329.

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26

Rao, T. V. "Planning for Human Resources Development." Vikalpa: The Journal for Decision Makers 12, no. 3 (July 1987): 45–51. http://dx.doi.org/10.1177/0256090919870305.

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Human Resources Development (HRD) should be a continuous and planned process. Neglecting it, because its results are not discernible in the short run, can weaken the organization. Based on the experiences of several public and private sector enterprises, T V Rao outlines in this article the steps that managers should take to strengthen HRD processes.

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دانیس, عمر مولود. "human resources planning in tourism." المجلة العملیة التجارة والتمویل 32, no. 4 (December 1, 2012): 1–20. http://dx.doi.org/10.21608/caf.2012.142615.

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Jha, Jatinder Kumar, and Manjari Singh. "Human Resource Planning as a Strategic Function." International Journal of Strategic Decision Sciences 8, no. 3 (July 2017): 120–31. http://dx.doi.org/10.4018/ijsds.2017070106.

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This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

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., Dhoni Kurniawati. "MANAJEMEN SUMBERDAYA MANUSIA DALAM PERSPEKTIF ISLAM DAN ELEVANSINYA DENGAN MANAJEMEN MODERN." Ijtimaiyya: Jurnal Pengembangan Masyarakat Islam 11, no. 1 (February 1, 2018): 19–40. http://dx.doi.org/10.24042/ijpmi.v11i1.3414.

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This reserach aims to know and analyze the Islamic perspective on human resource. The approach used in this research was library research. The research results ontained : (1) The principle of human resource planning in Islam perspective, is God Almighty makes a plan, God’s plan is very firm, refers to Allah’s instructions is planning, carefully crafted planning, planning accompanied by tawakal. (2) The principle of the procurement of human resources in Islam perspective is the criteria for recruitment of human resources that is strong and trustworthy. (3) The principle of training and development of human resources in the perspective of Islam, is God commands to seek knowledge, requires knowledge to worship, education and HR training is based on a strong monotheistic foundation. (4) The principle of maintaining human resources in Islam perspective is the provision of appropriate rewards, not giving heavy burdens. (5) The principle of assessing human resources in Islam perspective is that Islam teaches its people to be serious about working, achieving optimal goals depending on performance.Keywords: Manajemen, Sumberdaya Manusia, Perspektif Islam

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Endah Tri Wisudaningsih. "Konsep Actuating dalam Alquran dan Hadits." HUMANISTIKA : Jurnal Keislaman 4, no. 1 (January 15, 2018): 1–16. http://dx.doi.org/10.36835/humanistika.v4i1.27.

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Actuating as one of the functions and also the stages of management, many mean a business move or run. In an educational institution, actuating can be interpreted to mobilize or give direction to the existing resources in the institution, whether human resources or other resources.Mobilizing human resources is a process that goes from human resource planning, recruitment, education and human resources training, and the motivation given to that resource. While mobilizing other resources is the effort to maximize the use of existing resources or move elements -element organization to perform all activities that have been planned. Keywords: Actuating,Leading, educational institution

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Zheng, Jiafeng, and Ruijun Ma. "Analysis of Enterprise Human Resources Demand Forecast Model Based on SOM Neural Network." Computational Intelligence and Neuroscience 2021 (June 21, 2021): 1–10. http://dx.doi.org/10.1155/2021/6596548.

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Human resource planning is the prerequisite of human resource management, and the basic work of human resource planning is to predict human resource demand. Scientific and reasonable human resource demand forecasting results can provide important data support for enterprise human resource planning and strategic decision-making so that human resources management can play a better role in the realization of corporate goals. Because human resource demand is affected by many factors, there is a high degree of nonlinearity and uncertainty between each factor and personnel demand, as well as the incompleteness and inaccuracy of corporate human resource data. In this paper, the self-organizing feature mapping (SOM) artificial neural network prediction model is selected as the prediction model, and the input and output process of sample data is converted into the optimal solution process of the nonlinear function. In the application of the model, the human resource demand prediction index system is used as the input of the SOM neural network and the total number of employees in the enterprise is used as the output so that the problem of nonlinear fitting between human resource demand-influencing factors and human resource demand can be solved. Finally, through the empirical analysis of the enterprise, the model forecasting process is explained and the human resource demand forecast is realized.

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Sholihah, Baqiyatush. "Human Resource Procurement in Pesantren? Insight from Pesantren Sirojuth Tholibin." Nadwa 14, no. 2 (July 1, 2021): 345–68. http://dx.doi.org/10.21580/nw.2020.14.2.6487.

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Human resource procurement is one of the essential stages of organizational decision-making. The scope of procurement consists of planning, recruitment, selection, placement, and orientation of new personnel. Human resources studied in this research are situated in Pesantren comprising of the committee or board; teachers of kitab kuning (classical Arabic Islamic textbook) either with sorogan or bandongan methods; teachers of reciting and memorizing Al-Qur’an; persons in charge of media such as website, Facebook, Twitter, Instagram, YouTube, magazines, and newsletters of Sirojuth Tholibin both. Sirojuth Tholibin commonly used a bottom-up approach in human resources planning. As a part of the planning process, The institution usually combines unstructured interview and observation methods in job analysis. In recruitment and selection, Sirojuth Tholibin pays more attention to behavioral competencies over technical competencies. Recruitment of committee and teachers usually carried out through the employee referral method. Those recruited and selected are recommendations from previous administrators who understand the background of potential candidates. The placement of new human resources is made based on their respective competencies. Orientation is the responsibility of each department, and the duration is according to the speed of each new individual in capturing new knowledge related to their jobs. The weakness of human resources procurement in Sirojuth Tholibin has no formal written job description and job specification. There is also a lack of management information systems of human resource procurement.

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Zhan, Jing Vivian, Haiyan Duan, and Ming Zeng. "Resource Dependence and Human Capital Investment in China." China Quarterly 221 (February 11, 2015): 49–72. http://dx.doi.org/10.1017/s0305741014001556.

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AbstractCountries endowed with rich natural resources such as fuels and minerals often fall behind in human development. Does resource endowment hamper human capital development in China, a country that hosts rich resources in many of its regions? Through cross-regional and longitudinal statistical analysis and field research in selected mining areas, this study finds that resource dependence reduces government expenditure on human capital-enhancing public goods including education and health care. The local economic structure and reduced demand for labour, the shifting of government responsibilities onto mining enterprises, and the myopia of local residents and officials all discourage the local governments in resource-rich regions from investing in human capital.

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Rahayu, Riska, and Muhammad Eko Atmojo. "Human Resources Planning of Government Apparatus in Special Region of Yogyakarta in 2017." Journal of Local Government Issues 2, no. 1 (March 31, 2019): 75. http://dx.doi.org/10.22219/logos.vol2.no1.75-90.

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Human resources planning apparatus is a system of development of human resource management. With the existence of good planning in managing the human resources of an agency, the expectation is to achieve the goals of the organization/institution with various planned strategies. The Regional Staffing Agency (BKD) of Daerah Istimewa Yogyakarta (DIY) collaborates between national policies and regional policies, especially in staffing affairs if there is a connection with the DIY Specialties business as one of the strategies in addressing the problems between the two. In this study used a qualitative descriptive method. Collection through interviews and data analysis in the form of documents. In this study, the authors explain about the human resource planning apparatus carried out by the Regional Government of DIY in 2017. The result of this research is that The Regional Staffing Agency of DIY in fulfilling needs, especially in staffing affairs has been well prepared and with a fairly fast process. When an organization requires new employees to complete the government organization, BKD DIY will respond and of course with consideration of employees who are good enough from the aspect of ability and qualifications of employees who are in accordance with the organization or agency need.Keywords: Human Resources Planning, Human Resources Management, Staffing Agency.

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AKILAH, FAHMIAH. "MANAJEMEN PERENCANAAN SUMBER DAYA MANUSIA DI BIDANG PENDIDIKAN : MANIFESTASI DAN IMPLEMENTASI." DIDAKTIKA 11, no. 1 (June 20, 2019): 81. http://dx.doi.org/10.30863/didaktika.v11i1.156.

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Planning is the main thing in human resource management activities. Without outlining, their functions are not able adequately fulfilled. Therefore, it plays an essential role because preparation is the process of determining the direction and purpose of activity to be performed. Rational resource devising in the field of education needs to be involved in examining the needs of workers who will occupy the position of human resources required by educational institutions. The demand for human resources in the future can be planned as immeasurable as possible to obtain quality human resources asexpected.

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Haraj, Ali Hassan, and Mohammed Hameed. "Impact of Strategic Planning on Human Resources Management Practices: An Empirical Study of Iraq." Journal of Social Sciences Research, no. 53 (March 10, 2019): 626–33. http://dx.doi.org/10.32861/jssr.53.626.633.

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The main aim of this study is to investigate the impact of strategic planning on human resources management practices. 100 questionnaire was distributed among the managers in the Ministry of Electricity in Iraq and only 59 questionnaire was received. SPSS software was used to analysis the data. The study examines the relationship of strategic planning on HRM practices. The strategic planning has three constructs i.e. Strategic Analysis, Strategic Attitude and Strategic Selection while Human resource practices has four constructs i.e. Selection, Training, Incentives, Performance Evaluation. The findings indicted that significant positive relationship of strategic planning with human resource practices. Hence showing that better strategic planning will result in better HRM practices.

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Škraba, Andrej, Vladimir Stanovov, Eugene Semenkin, and Davorin Kofjač. "Hybridization of Stochastic Local Search and Genetic Algorithm for Human Resource Planning Management." Organizacija 49, no. 1 (February 1, 2016): 42–54. http://dx.doi.org/10.1515/orga-2016-0005.

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Abstract Background and Purpose: The restructuring of human resources in an organization is addressed in this paper, because human resource planning is a crucial process in every organization. Here, a strict hierarchical structure of the organization is of concern here, for which a change in a particular class of the structure influences classes that follow it. Furthermore, a quick adaptation of the structure to the desired state is required, where oscillations in transitions between classes are not desired, because they slow down the process of adaptation. Therefore, optimization of such a structure is highly complex, and heuristic methods are needed to approach such problems to address them properly. Design/Methodology/Approach: The hierarchical human resources structure is modeled according to the principles of System Dynamics. Optimization of the structure is performed with an algorithm that combines stochastic local search and genetic algorithms. Results: The developed algorithm was tested on three scenarios; each scenario exhibits a different dynamic in achieving the desired state of the human resource structure. The results show that the developed algorithm has successfully optimized the model parameters to achieve the desired structure of human resources quickly. Conclusion: We have presented the mathematical model and optimization algorithm to tackle the restructuring of human resources for strict hierarchical organizations. With the developed algorithm, we have successfully achieved the desired organizational structure in all three cases, without the undesired oscillations in the transitions between classes and in the shortest possible time.

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MILEWSKA, Elżbieta, and Anna GEMBALSKA-KWIECIEŃ. "Competence matrices as an instrument for scheduling production and planning human resource training needs." Scientific Papers of Silesian University of Technology. Organization and Management Series 2020, no. 142 (2020): 167–80. http://dx.doi.org/10.29119/1641-3466.2020.142.12.

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Bedell, Michael D., Barry D. Floyd, Kay McGlashan Nicols, and Rebecca Ellis. "Enterprise Resource Planning Software in the Human Resource Classroom." Journal of Management Education 31, no. 1 (February 2007): 43–63. http://dx.doi.org/10.1177/1052562905282883.

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Gultom, Zuleha. "THE EFFECT OF HUMAN RESOURCES DEVELOPMENT ON EMPLOYEE WORK ACHIEVEMENT AT THE DEPARTMENT OF WATER RESOURCES, COPYRIGHT AND SPATIAL PLANNING GOVERNANCE OF NORTH SUMATRA PROVINCE." Movere Journal 3, no. 2 (August 12, 2021): 70–79. http://dx.doi.org/10.53654/mv.v3i2.191.

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This research is entitled "The Influence of Human Resource Development on Employee Work Performance at the Department of Water Resources, copyright and Spatial Planning of North Sumatra Province". The purpose of this study was to determine whether there was an effect of human resource development on employee performance at the Department of Water Resources, copyright and Spatial Planning, North Sumatra Province. The data used in this study is primary data with the research instrument in the form of a questionnaire. The population used is 160 employees at the Department of Water Resources, Cipta Karya and Spatial Planning, North Sumatra Province, using a random sampling technique with 48 respondents. The method used in this research is descriptive quantitative method. The data analysis technique used simple linear regression analysis with the regression equation Y = 11,331 + 698 + e. The results obtained in this study showed an R2 value of 57.4% and a t-test of 7.871 so that it can be concluded that Human Resource Development has a positive and significant effect on Employee Work Performance at the Office of Water Resources, copyright and Spatial Planning of North Sumatra Province. 42.6% is influenced by other factors.

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Kasinath, Sopan. "Human Resource Planning in Indian Railways." Journal of Commerce and Management Thought 8, no. 4 (2017): 728. http://dx.doi.org/10.5958/0976-478x.2017.00044.1.

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Kumar Saxena, Sanjeev. "Human Resource Planning in Hospitality Industry." International Journal of Management 07, no. 03 (2019): 247–53. http://dx.doi.org/10.35620/ijm.2019.7307.

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Dougherty, Christopher, and Rashid Amjad. "Human Resource Planning: The Asian Experience." Economic Journal 98, no. 393 (December 1988): 1251. http://dx.doi.org/10.2307/2233754.

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Weber, Caroline L., Wayne F. Cascio, and Donald H. Sweet. "Human Resource Planning Employment and Placement." Industrial and Labor Relations Review 44, no. 1 (October 1990): 172. http://dx.doi.org/10.2307/2523445.

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SUMITANI, Yasuo. "Human Resource Development in Rural Planning." JOURNAL OF RURAL PLANNING ASSOCIATION 33, no. 2 (2014): 149–50. http://dx.doi.org/10.2750/arp.33.149.

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Mallela, Chandrasekhar Sita Rama. "Human Resource Planning: Then and Now." Prabandhan: Indian Journal of Management 5, no. 9 (September 1, 2012): 27. http://dx.doi.org/10.17010//2012/v5i9/60253.

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Mallela, Chandrasekhar Sita Rama. "Human Resource Planning: Then and Now." Prabandhan: Indian Journal of Management 5, no. 9 (September 1, 2012): 27. http://dx.doi.org/10.17010/pijom/2012/v5i9/60253.

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Wagner, Robert, Svatopluk Hlavacka, and Ljuba Bacharova. "Hospital human resource planning in Slovakia." Journal of Management in Medicine 14, no. 5/6 (December 2000): 383–405. http://dx.doi.org/10.1108/02689230010363007.

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Staehr, A. Edward. "Human resource risk and succession planning." Agricultural Finance Review 75, no. 1 (May 5, 2015): 133–39. http://dx.doi.org/10.1108/afr-02-2015-0008.

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Purpose – The purpose of this paper is to illustrate the benefits of utilizing teams of personal and financial consultants to work with farm families in New York State on issues affecting farm business performance. Design/methodology/approach – Program experience in implementing an integrated consulting model provides a framework for illustrating how such a model may be utilized on farms and other family businesses for succession planning. Findings – An integrated personal and financial consulting model is effective in producing lasting business results such as business growth, improved profitability, and reduced interpersonal conflict on farms in New York State. Originality/value – Farmers employ a multitude of risk management tools, such as crop insurance, to reduce various types of risk affecting their farm businesses in New York State, but an area often overlooked by farmers is managing human resource risk, namely succession risk. As the average age of farmers in the USA continues to increase, employing new tools and strategies is critical when developing an effective business succession plan for farmers.

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Schrager, Stanley, and Chester Delaney. "Human Resource Planning: A Business Necessity." Journal of Information Systems Management 2, no. 3 (January 1985): 51–54. http://dx.doi.org/10.1080/07399018508967772.

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