Automation of Human Resources Development Planning

Kazakovs, Maksims; Verdina, Anta; Arhipova, Irina

doi:10.1016/j.procs.2015.12.379

Cited by 16 publications

(17 citation statements)

References 5 publications

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“…Alidoust Ghahfarokhi et al (2014) concluded that one the most important strategies for the development of Iran's judo level is to utilize an integrated training system for the coaches across the country as well as promote their scientific and technical knowledge through local courses as well as foreign courses for which they could travel abroad (17). The results of the study conducted by Batarlienė et al (2017) and Kazakovs, Verdina, and Arhipova (2015) indicated that enhancing the scientific and technical knowledge of gymnastics coaches as a strategy has contributed greatly to helping gymnastics achieve a championship level (21,22). Our findings were consistent with the results of some other studies that suggested the importance of considering the role of human resource training and promotion in the improvement of the organizational performance (6,9,11,16,17,21,22).…”

Section: Discussionsupporting

confidence: 89%

“…The results of the study conducted by Batarlienė et al (2017) and Kazakovs, Verdina, and Arhipova (2015) indicated that enhancing the scientific and technical knowledge of gymnastics coaches as a strategy has contributed greatly to helping gymnastics achieve a championship level (21,22). Our findings were consistent with the results of some other studies that suggested the importance of considering the role of human resource training and promotion in the improvement of the organizational performance (6,9,11,16,17,21,22). Among the identified indicators, the third priority for the development of human resources in judo was associated with the "performance evaluation of human resources".…”

Section: Discussionmentioning

confidence: 99%

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Human Resource Development Indicators for the Iranian Judo Federation

Noudehi

Dousti

Razavi

et al. 2017

Ann. Appl. Sport Sci

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Objectives. The aim of this study was to identify and prioritize human resource development indicators for the Iranian Judo Federation. Methods. The present study was a combined (mixed) research. The research population consisted of officials from the Federation, the national team coaches and members, delegation officials, university professors, and other experts (n=96). The sampling was purposeful and based on availability. The data were collected by both-interviews and a researcher-designed questionnaire. Its content validity was confirmed by 10 professors who worked in the field of sports management. The reliability of the questionnaire was obtained using Cronbach's coefficient alpha (α=0.79). Results. According to the study, the four factors (in order of priority) for the development of human resources were as follows: motivation, training and promotion, performance evaluation, and absorption of the human resources. Conclusion. According to the results, motivation is the most important factor for the development of human resources and the Judo Federation authorities need to focus attention on motivational strategies to enhance performance and develop their country's human resources in this particular sport.

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Section: Discussionsupporting

confidence: 89%

Section: Discussionmentioning

confidence: 99%

Human Resource Development Indicators for the Iranian Judo Federation

Noudehi

Dousti

Razavi

et al. 2017

Ann. Appl. Sport Sci

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“…In an organization the existence of human resources (HR) is the most important factor (Blaga & Jozsef, 2014;Kazakovs, Verdina, & Arhipova, 2015;Sinambela, 2016;Singodimendjo, 2011;Sulistiyani & Rosidah, 2013). In organizations or companies that have the same technology, work procedures and organizational structure, but the dynamics or mobility of organizations or companies are different from one another.…”

Section: Introductionmentioning

confidence: 99%

The Effect of Leadership and Motivation on Employee Performance at PT Bumi Rajawali in Tangerang

Rozi

2020

j. il.adm.publik.

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This study aims to determine the effect of leadership and motivation on employee performance at PT. Bumi Rajawali in Tangerang. The method used was explanatory research with a sample of 90 respondents. The analysis technique uses statistical analysis with regression testing, correlation, determination and hypothesis testing. The results of this study leadership has a significant effect on employee performance by 36.2%, hypothesis testing obtained significance 0,000 <0.05. Motivation has a significant effect on employee performance by 45.3%, hypothesis testing obtained significance 0,000 <0.05. Leadership and motivation simultaneously have a significant effect on employee performance by 52.1%, hypothesis testing obtained significance of 0,000 <0.05.

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“…Human resources are very important in achieving the goals of an organization or company (Epstein & Harding, 2020;Ferris et al, 2007;Mikhaylov, Julia, & Eldar, 2014;Sinambela, 2016). The continuity or running of an organization can be influenced by, among others, the extent to which the company can utilize its human resources (Kazakovs, Verdina, & Arhipova, 2015;Lendzion, 2015;Sulistiyani & Rosidah, 2013). With various kinds of problems that exist in a company organization, namely with differences in the background of someone such as education, experience, economy, status, needs, expectations and so forth, requires companies to be able to manage and use it in such a way that can support the achievement of organizational goals want to achieve.…”

Section: Introductionmentioning

confidence: 99%

Training Analysis in Improving Performance of Parking Workers in Pamulang Tangerang South Shop Houses

Maswarni

Nofiar

2020

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The parking attendant, the person who helps arrange the vehicles in and out of the parking lot. The purpose of this study was to analyze training in improving the performance of parking workers in Ruko Pamulang, South Tangerang. This study uses qualitative research with the Focus Group Discussion method. Sources of data in this study, namely documents, archival records, interviews, direct observation, participant observation, and physical devices. The population in this study consisted of 12 people. In analyzing the various data coming in, researchers used the Chain of Evidence. Based on the results of the study it can be concluded that the performance of the parking attendant is quite good. Aspects of work quality have not been fulfilled to the full.

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Automation of Human Resources Development Planning

Cited by 16 publications

References 5 publications

Human Resource Development Indicators for the Iranian Judo Federation

Human Resource Development Indicators for the Iranian Judo Federation

The Effect of Leadership and Motivation on Employee Performance at PT Bumi Rajawali in Tangerang

Training Analysis in Improving Performance of Parking Workers in Pamulang Tangerang South Shop Houses

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