Cultivating New-type Farmers Based on the Theory of Human Resources Development

Under the direction of theory of human resources development,this thesis analyzes the impact of rural human resources development oncultivating new-type farmers.Firstly,it increases the input of rural basic education;secondly,it reinforces the vocational education and technologytraining;thirdly,it promotes the rural medical and public health services;fourthly,it quickens the rural labor transfer.The status quo of China's ruralhuman resources has been analyzed as follows:in terms of the quantity of rural human resources,the status quo is large and quick-developed baseof rural human resources,high labor participatory rate,and constitution of low age;in terms of the quality of rural human resources,the status quois the ubiquitous low quality of rural human resources,low technological level of rural human resources,and overall low physical quality of farmers;in terms of the structure of rural human resources,the status quo is the irrational industrial structure distribution and imbalanced regional structuredistribution.The thesis also discusses the edification of theory of human resources development in cultivating new-type farmers.First,in terms ofthe control over quantity of rural human resources,it is to keep the stability of family planning policy,and expedite the transfer of rural surplus la-bor;second,in terms of promoting the quality of rural human resources,it is to bolster the development of reserve rural labor force resources,toconstruct the adult educational training system with Chinese characteristics,and to build rural primary health care system;third,in terms of adjus-ting the structure of rural human resources,it is to perfect rural human resources market,and adjust rural economical structure and talents struc-ture.

Fuzzy Comprehensive Evaluation of Training Effect on Human Resource Development

On the basis of the essential connotation of the training effect on human resource development and the basic principles of setting up a index system, the evaluation index system of the training effect on human resource development in enterprises has been established. It evaluates the training effect on human resource development with the method of fuzzy comprehensive evaluation and achieves better results. It also provides a scientific, practical and quantitative method for the systematic analysis and comprehensive evaluation of the training effect on human resource development.

A Study of Resource Curse Effect of Chinese Provinces Based on Human Developing Index

Traditional opinion considers that natural resources play an important positive role in economic development, while resource curse theory holds that natural resources usually obstruct economic increase. This debate needs further exploration. In most of empirical studies on resource curse theory, the economic development of an area is mainly evaluated by the Gross Domestic Product(GDP), however, the social and cultural contents of economic development are seldom considered. Thus, the Human Developing Index(HDI) was chosen to describe the comprehensive developing situation of an area in our study. Based on the panel data from the year of 2000 to 2011, the relationship between Human Developing Index and resource exploitation degree(RED) of 30 provinces in China(Tibet, Taiwan, Hong Kong and Macao were not included because of the restriction of data acquisition) was investigated by correlation coefficient analysis and regression analysis. We found that resource curse did exist over the entire country and its effect on 30 provinces were not exactly the same. According to the effects of resource curse, these provinces could be classified into four types: no resource curse provinces, slight resource curse provinces, severe resource curse provinces, and extreme resource curse provinces. Testing from two short time periods 2000–2005, and 2006–2011, the resource curse effect was not prominent. However, testing from the entire period of 2000–2011, the effect was obvious among each province.

Analysis of Integration Mode of Human Resources Development and Cultural Ecology in Hebei Province

People and culture coexist and human resources development and regional cultural ecology integrate.The present thesis for the first time puts forward the integration mode of human resources development and cultural ecology,argues that personnel innovation should be attracted by motive injection,open culture,resources integration,culture dilution,thinking blending and people-orientation and discusses the transmission mechanism for functions of integration mode of human resources development and cultural ecology from the aspects of cultural values,living styles and cultural industry.

Justifying a Study on Constructing a National Human Resource Development Model as Practiced in Malaysia

The globe has been confronting a new set of challenges. Such challenges are unique to each country context. The overarching challenge, all above other challenges is, to seek appropriate knowledge as a tool and mean to resolve such challenges. A critical such knowledge to be accumulated in all days is on how to develop people or human resources. However, with the existing knowledge claims in this regard, countries have been unable to resolve such challenges. Human Development, one such knowledge claim, is too broader, and therefore, no guided protocol is suggested in finding solutions. Human Resource Development, as another such knowledge claim is too limited in scope to address broader level challenges. National Human Resource Development （NHRD） has emerged to bridge this gap, emphasising people oriented solutions to resolve country level challenges. The NHRD literature encourages NHRD country case studies, and that, justifications for starting NHRD country case studies is needed. This study justifies such a research on NHRD practices in Malaysia＇s country context, using content analysis. As a result, this study has shown higher level country challenges, derived a need of people based approach in resolving such challenges, highlighted NHRD as capable as possible in guiding to establish people development knowledge claim, and finally justified an NHRD research to be done within Malaysia＇s context to see how Malaysia practices NHRD.

A Critical Review of Healthcare Human Resource Development: A Saudization Perspective

Saudi Arabia is currently in a transformation phase, which has resulted in a significant demand for healthcare services in the country’s healthcare system to provide better healthcare facilities for the fast-growing population and the growing elderly population. The lack of trained healthcare professionals and strong dependence on foreign labour are important aspects for policymakers to address, thus requiring Human Resource Development (HRD) initiatives to provide adequate learning and competence to a huge reserve of healthcare professionals in Saudi Arabia. In this regard, this paper contributes to Saudi Arabian health care by reporting healthcare professionals’ experiences of working in the Saudi health sector under the newly proposed Vision 2030 and NTP 2020 interventions in the HRD sphere of healthcare. The Vision 2030 is a testimony to a revolutionary step taken by the Government to reform the Saudi healthcare sector and provide HRD opportunities.

The Content and Approaches of Human Resource Development in Impoverished Rural Regions in the Context of Targeted Poverty Alleviation

Poverty alleviation requires knowledge support. Targeted poverty alleviation, aiming to tackle rural poverty, needs to be supported by corresponding rural human resource development. Currently, China's human resource development in impoverished rural regions is faced with some major problems; a huge population distributed over a vast area, a lack of technological and cultural attainment, obsolete concepts, obsolete technical resources, and a significant gap between rural and urban education attainment. Rural human resource development, which is geared to targeted poverty alleviation, includes a variety of impoverished rural population-oriented trainings, such as intelligence development, skills training, modern professionalism &work attitude cultivation, physical & mental health education, as well as modern lifestyle & civilized manners guidance. Targeted poverty alleviation should be equipped with mechanisms of comprehensive layout & planning, coordinated advancement of development content and implementation, and a mechanism of organization & input. The approaches to the advancement of rural human resource development are enhancing basic education, building a system of vocational education and training, raising the social security level and improving the supporting mechanisms.

Historic Achievements in Developing Human Resources and Social Security

Guided by the state policy of reform and opening to the outside world, the Chinese Government has, by dint of hard work over the past three decades, by and large accomplished the task of building up a human resources and social security system. Good enough to serve China＇s goal of developing a socialist market economy, this system has contributed to the national endeavor to ensure and improve people＇s livelihood and to safeguard the stability of the reform-and-opening undertakings.

Analysis of Human Resource Development and Management in Regional Economic Development

At present,China’s economic growth model has gradually shifted from high-speed growth to high-quality development.Under the era of digital economy,a steady and sustainable economic development has become the main goal of the country’s development.The practice of modern economic development has shown that human resource is not only the premise of regional economic development,but also one of the important sources of regional economic growth.The coordinated development of human resource and economy is not only an inevitable requirement for high-quality development,but also the first task to assume to solve the imbalance in regional economic development.Based on the interaction mechanism of human resource development and management and regional economic development,this paper selects data from the 2021 China Statistical Yearbook,takes the 2011-2020 national population census data as samples,analyzes the current status and existing problems of human resource development and management in China’s regional economic development from three dimensions(human resource quantity,quality,and structure),as well as explores the path of human resource development and management in regional economic development,such as increasing investment and improving the quality of human resource,allocating human resource in a reasonable manner and improving the human resource structure,allocating talents in different regions in a balanced manner,coordinating the shortage and saturation of talents,etc.,so as to promote a balanced development between regional economic development and human resource development and management.

Entrepreneurs as decisive human resources and business performance for the Lao SMEs

Resource-based view （RBV） has been a very important theory to explain performance in the past decades. Among several types of resources, human resources are known as a critical factor for business success. The present paper has sought to link the human resources and performance based on the concept of RBV focusing on entrepreneurs as decisive human resources. This paper uses a sample of 378 Lao small and medium enterprises （SMEs）. Overall, the findings suggest that the significant factors in explaining performance in Lao SMEs are the education of entrepreneurs, business development services for entrepreneurs and experience of entrepreneurs. Whereas training at starting business and training for entrepreneurs were not supported.

Comparative Analysis of Human Resource Develop- ment between Different Countries under the Vision of Competition

Based on a literature review from English language journals related to the field of human resource development(HRD),the conceptual framework for this study was derived from the models developed by American Society for Training and Development(ASTD)for HRD practice.This study compared and analyzed the similarities and differences in HRD roles,key work dimensions,and practitioner competencies through the competitive vision of different countries,including China,US,UK,Germany,Japan,India,Singapore,and Korea.This comparative study not only described the HRD position of Chinese enterprises under the international HRD coordinates but also indicated how these differences inspire HRD in China.

Reflections on Human Resources Development in China's Auto Industry

The vitalization of auto industry relies to a larger extent on the collective intellect and integrity of the personnel group comprising industrial leaders, entrepreneurs, engineers, and skilled workers. High quality personnel is very crucial to the auto industrial boom.

China–Africa Education Cooperation: From FOCAC to Belt and Road

Purpose:The article discusses the relationship between the human resource traditions of the Forum on China–Africa Cooperation(FOCAC)and those supported by the Belt and Road Initiative(BRI),and in particular by the Education Action Plan for the Belt and Road Initiative,issued by the Chinese Ministry of Education(MOE)in 2016.Design/Approach/Methods:The article draws upon discourse analysis of both the FOCAC Ⅵ and Ⅶ documents and the key MOE 2016 Action Plan.Findings:Given the trans-continental coverage of the BRI,it is suggested that its ambitious pledges in respect of education and human resource development(HRD)actually complement or even exceed the commitments made by FOCAC Ⅵ and Ⅶ.Originality/Value:This is the first article explicitly to compare the HRD pledges of FOCAC with those associated with BRI’s Education Action Plan.