beSMART

THE FORMULATION OF DISTRIBUTION MODEL TO INCREASE SUPPLY CHAIN ​​PERFORMANCE IN XYZ LTD. USING SYSTEM DYNAMIC

Tetra A. Riyanto, Luky Adrianto, Yandra Arkeman

The formulation of distribution model is aimed to evaluate the efficiency of supply chain in XYZ Ltd, and to get a model of goods distribution from the main warehouse (Central Distribution Center ; CDC) to area warehouses (Distribution Centers ; DCs). The level of efficiency is measured using the costs generated by transport and storage activities.
The system dynamic model is used to arrange alternative distribution model that can be applied by XYZ Ltd. Scripted condition to be simulated is comparing the existing condition to CDCs addition from one into two. The arranged model consists of distribution sub-model from CDCs to DCs including safety stock and distribution cost sub models. The simulation result of the system dynamic model shows that the existing condition is more efficient than CDC addition. The distribution of existing condition spends IDR 893.98 billion, while CDC addition will spend IDR 940.83 billion.

EFFECTS OF TEACHING METHODS AND GENDER FACTOR ON LEARNING EFFECTIVENESS IN A VOCATIONAL UNIVERSITY IN TAIWAN: AN APPLICATION OF QUASI-EXPERIMENTAL DESIGN METHOD

Yu-Je Lee

This study aims to explore the effects of teaching methods and gender factor on learning effectiveness in a vocational university in Taiwan with convenient sampling of the population, i.e. all the teachers (lecturers and above) and students in the university concerned. In addition, the statistical analysis method adopted in this study is the Two-way Univariate ANCOVA (two independent variables, one dependent variable, and one covariate) of the quasi-experimental design method. The research findings suggest that (1) teaching methods and gender factor have significant interactive effects on learning effectiveness; (2) the teaching methods by male teachers and female teachers exhibit he same effects on post-test learning effectiveness; and (3) as far as teaching methods are concerned, Teaching Method 1 (i.e. the combination of traditional and flipped teaching) by male teachers reports more significant effects on post-test learning effectiveness than Teaching Method 2 (i.e. flipped teaching) or Teaching Method 3 (traditional teaching) on a standalone basis. Teaching Method 1 (i.e. the combination of traditional and flipped teaching) by female teachers shows more significant effects on post-test learning effectiveness than Teaching Method 2 (i.e. flipped teaching), and Teaching Method 2 (flipped teaching) on a standalone basis demonstrates greater effects than Teaching Method 3 (traditional teaching). The results can serve as a reference to teachers in vocational universities and education authorities in Taiwan. 

ASSESSING THE HUMAN RESOURCE PRACTICES, HUMAN CAPITAL AND ORGANISATIONS PERFORMANCE IN UNIVERSITIES OF RWANDA

Umubyeyi Ruzagiriza Ange

There is a large and growing body of evidence that demonstrates a positive linkage between the development of human capital and organisational performance. The emphasis on human capital in organisations reflects the view that market value depends less on tangible resources, but rather on intangible ones, particularly human resources. Recruiting and retaining the best employees, however, is only part of the equation. The organisation also has to leverage the skills and capabilities of its employees by encouraging individual and organisational learning and creating a supportive environment where knowledge can be created, shared and applied. In this review, we will assess the context in which human capital is being discussed and identify the key elements of the concept, and its linkage to other complementary forms of capital, notably intellectual, social, and organisational. We will then examine the case for human capital making an impact on performance, for which evidence is now growing, and explore mechanisms for measuring human capital. Our belief is that, on the evidence of this review, the link between human capital and organisational performance is convincing. Empirical work has become more sophisticated, moving from single measures of HR to embrace combinations or bundles of HR practices and in this tradition, the findings are powerful .Such results have led some scholars to support a ‘best practices’ approach, arguing that there is a set of the identifiable practices, which have a universal, positive effect on company performance. This study was conducted among the staff of universities in Rwanda amongst both teaching and non teaching staff randomly selected. A sample size of 123 was used and determined from the target population of over 750 university staff. Results indicate that Rwandan enterprises on average have insufficient HR activities. Precisely, independent samples showed that 61.82% of analyzed HR indicators were significantly better for enterprises that were used as benchmarks, as well as that more than 73% of respondents indicated that better management of human resources lacked among the selected HLIs of Rwanda. Consequently, HRM in could not be considered a solid ground for achieving competitiveness through people.

human resource management practices, human capital, performance management, universities