This study focuses on researcher human resources of government research and development institutions in Indonesia, who are facing the issues of low research and development outputs and minimum impacts to the market. Employing post-positivism paradigm, qualitative data collection method, it aims to examine the ideal development of future researcher HRs. The findings indicate that the research and development institutions had good awareness of the concept of human resource development, giving opportunities for researchers to learn. However, it is also revealed that the institutions were not on the right track in developing human resources, which includes trainings and development, and career and organization development. This research recommends the establishment of leader (management), both as the head of the program/team that acts as a team of change and a framework of integrated human resource development, comprising individual development aspects, career, and organizations accurately implemented using particular stages from analysis, design, implementation and evaluation. The need to conduct needs analysis of training and development. It has been identified that prior to the analysis of training and development, track records of researchers, businesses with their databases, and activities of development and evaluation are needed as feedback for the team of change in the available human resource development theory.
Corporate University (CorpU) began to become an important discourse in the development of the State Civil Aparatus (ASN) in Indonesia since 2014. However, there is still little empirical research on this type of organization. This study focuses on identifying the CorpU model that fits the Indonesian context using the previously described theoretical model. The main research question is what are the drivers and barriers to the implementation of CorpU in Indonesia? By applying a literature review approach, data were collected from 21 documents on the implementation of CorpU in Indonesia, which is collected from 14 institutions that have or are about to implement CorpU in Indonesia.The literature was analyzed to find the factors that encourage and hinder the implementation of CorpU. The results show a number of factors that encourage and hinder the implementation of CorpU in government institutions in Indonesia. The driving factors are (a) availability of human resources, (b) imitation effect, (c) experience in blended learning, (d) institutional encouragement, and (e) top management support. Meanwhile, the five most important inhibiting factors are (a) weak networks and partnerships, (b) weak infrastructure, (c) lack of innovation, (d) fear of change, and (e) unclear administrative responsibilities. The results of this study can help institutions government to develop CorpU as a HR development strategy in institutions in order to adapt to the rapidly growing knowledge and needs of the human resources they have. In addition, suggestions for further research are given.
Post-training evaluation has received attention, but for basic training (latsar) for CPNS lecturers are still rare, especially those that focus on evaluating the quality commitment of lecturers and escorting after returning to campus. The study uses the case study method, it aims to find out the form of quality commitment along with the escort, maintenance and improvement of post-CPNS public university lecturers.Data were collected from nine subject groups. Each group consisted of one returned lecturer, one colleague, one mentor, and several students. The focus of each group is on the assessment of the commitment to quality, maintenance, and improvement of the returned lecturer, as well as the form of supervision carried out by the mentor. The research findings show that returned lecturers have not been fully sustainable in realizing the commitment to quality for aspects of teaching, research and community service. Meanwhile, related to maintenance and improvement of quality, it is known that there are efforts from lecturers on the basis of their own initiative to maintain and improve quality. Meanwhile, the supervision carried out by universities is still lacking. This research contributes to the knowledge and development of basic training by providing what aspects still have to be added to the program to improve the commitment to quality and supervision of the lecturer after the training.Keywords: basic training, post training evaluation, commitment to quality, lecturer.
The objectif or research are to determine student perceptions about indicators of quality of service of universities from lecturer and administrative personnel, forms of services and things that are still weak in quality services in universities. The data were supplemented using a questionnaire consisting of closed and open questions. The number of samples analyzed were 370 respondents, using purposive sampling method at seven universities in Indonesia. Quantitative data analysis used is the validity, reliability test, and descriptive statistics, while qualitative data are analyzed using the contents. The results show that in general the students agree with the high quality indicators of higher education developed. Agreement on the non-discrimination and the lowest aspects of the aspect of easy and cheap. Students who need high service should be without discrimination but still allow for better service seen from the ease and generosity in the service. In general, students demand all universities that have run a quality service. Even so there are various problems that still need to be fixed. There are four problems with aspect, problem, problem solution, problem solution, problem solution, and problem, and problem, accountability, problem and ethics. Steps need to be taken to improve student perceptions of the importance of college public indicators and improvements to issues united by students on the services of higher education.
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