This paper examines the factors affecting human resource for small and medium-sized enterprises (SMEs) in the Fourth Industrial Revolution in Vietnam by using survey data from labors who worked in SMEs in Thai Nguyen, Vietnam. It then empirically examines the relationship between human resource development and a range of factors, using Exploratory Factor analysis and Multivariate regression analysis. The results indicate that six factors were more strongly affected SMEs human resource development in Industry 4.0 such as SMEs human resource development policy, System of training and vocational institutions, The development of science and technology, State and provincial policies for human resource development for SMEs, Business manager and Individual employee. In Vietnam, State and provincial policies for SMEs human resource development is the most influential factor on human resource development in Industry 4.0.

This paper studies the effects of different factors on empowering employees in one of Iranian food makers named Razavi Foods Products Co. The study designs a questionnaire in Likert scale and distributes it among 83 out of 105 employees who work for this food producer. Cronbach alpha is equal to 0.91, which is well above the minimum acceptance level. In addition, Kolmogorov–Smirnov test has indicated that all data were normally distributed. The results of Pearson correlation test has indicated that work place was the most influential factor affecting positively on empowering employees followed by having crystal clear objectives on responsibilities and employees’ authorities. In addition, the implementation of stepwise regression technique has indicated that work process was the most important factor followed by process optimization and having clear objectives.

Human resources development is one of the management functions that are aimed at maximizing the return on the investments. It is a combination of training and education that ensure continual improvement and growth of all stakeholders. The growth witnessed in banking sector of Nigeria has been attributed to many factors among which are the human resources available. The influx of human resources into the banking sector from different disciplines and observed restrictions on employees have necessitated the need for human resources development. Therefore, an attempt is made with this research to investigate the human resources development situation in the sector, with a study of one thousand employees of different commercial banks selected, randomly. Data was collected with a well structured questionnaire and analyzed using descriptive statistics. Hypotheses formulated were tested with t-test and the result shows that manpower from different disciplines are employed in Nigerian banking sector, the sectors has absorbed many from labour market, the new entrants are trained at inception, an average employee in commercial bank hardly has time for personal development effort.