Good Human Resource Management Research Articles

FAKTOR PENENTU KINERJA KARYAWAN PADA PT. SEGAR MURNI UTAMA MOJOKERTO

Human resource management (HRM) is a crucial aspect of the company's scope when running its organization in order to realize its vision and mission. Good HRM will result in more productive and efficient HR performance. To achieve maximum performance, it is necessary to minimize work stress within the scope of work and the provision of compensation must also be considered. The purpose of the study was to examine the effect of work stress and compensation on the performance of employees of PT. Fresh Pure Utama Mojokerto. The research sample amounted to 84 respondents with saturated sampling method. Data were collected from respondents' answers through the distribution of questionnaires. Testing the validity and reliability of the questionnaire was carried out first. In testing the hypothesis through the SEM PLS analysis method, it can be seen that the t-test, p-values, and path coefficients show that work stress has a non-significantly negative effect on employee performance, while compensation has a significant positive effect on employee performance. Based on the results of R2, 25% of employee performance is affected by work stress and compensation.

Analysis of the Influence of Leadership style, Supervision, and Work Environment on the Work Discipline of Internship Students (Study in the Inpatient Room of BPJS Patients at Royal Prima Hospital Medan)

Good human resource management will provide progress for the company, especially in the face of ever-changing and evolving situations and conditions. In this case, the role of the leader plays an important role in recruiting, maintaining, and improving the quality of resources in an organization. To maintain this consistency, of course, there must be consistent supervision as well. Supervision is a process to ensure that all activities carried out are by what has been planned. The quantitative research method research approach was carried out in the BPJS Patient Inpatient Room, Royal Prima Hospital Medan, in February 2022. The population in this study was 46 people, with a sample determination technique using saturated sampling. The data collection technique uses a questionnaire inputted in a google form. Data analysis uses multiple regression analysis models, coefficient of determination (R2), F test (simultaneous testing), and t-test (partial testing). The results of the study there is an influence of leadership style on work discipline, partial test results (t-test) where the calculated value of > t-table (5.266 > 2.01) and significance value 0.002 < 0.05. There is an influence of supervision on work discipline, from the results of partial tests (t-test) where the t-count value > t-table (4.302 > 2.01) and the significance value is 0.010 < 0.05. There is an influence of supervision on work discipline, partial test results (t-test) where the t-count value > t-table (4,785 > 2.01) and a significance value of 0.008 < 0.05. The results of the Coefficient of Determination Test obtained a squared value of R of 0.645 this means that 64.5% of the variations in the dependent variables worked in the discipline of intern students in the Patient Inpatient Room of BPJS Royal Prima Medan Hospital which can be explained by variations in independent variables Leadership style, Supervision and Work Environment of the remaining 35.5% (100%-64.5%) explained by other variables that were not studied in this study, such as compensation, wages, and motivation. In conclusion, partial and simultaneous test results variables Leadership style (X1), Supervision (X2), and Work Environment (X3) affect the Work Discipline (Y) of interns in the Patient Inpatient Room of BPJS Royal Prima Hospital Medan.

THE EFFECT OF PSYCHOSOCIAL RESOURCES IN MITIGATING CLERGY BURNOUT AT CHRIST IS THE ANSWER MINISTRIES IN KENYA

Burnout is a universal issue increasingly being experienced by members of the clergy. While literature linking burnout with mental health of clergy is well developed, psychosocial resources and interventions that can be used to mitigate burnout among the clergy in Kenya is under-researched. The present study sought to empirically delineate those set of psychosocial resources that together can constitute members of the clergy’s ‘toolkit’ for mitigating clergy burnout using insights from Christ Is The Answer Ministries (CITAM). The research was a mixed methods study that entailed the collection and analysis of both quantitative and qualitative data types. The focus of this study was 86 clergy members of CITAM based in Kenya who constituted the accessible population. Questionnaires were administered to all clergy members while in-depth interviews were conducted with 12 senior clergy members based at the church’s headquarters. A census study was conducted. Descriptive statistical techniques as well as inferential analysis were used to analyse quantitative data while qualitative findings were subjected to thematic analysis. Members of CITAM clergy had access to a variety of psychosocial resources. It also showed that the significance of the effect of burnout on clergy mental health was eliminated by the psychosocial resources, implying that psychosocial resources reduced the negative influence of burnout on mental health from significance to a level of insignificance. There were organisational factors that served to protect clergy members from burnout. These can be classified into factors that relate to good human resource management practices (meetings, retreats, recreational facilities and days off) and those that provide the psychosocial support structures and systems within the church community (counselling, fellowships, and care groups).

Public-private partnership (3Ps) in ensuring safe use of medicines: An Indian experience.

Adverse drug reactions (ADRs) are major concerns to the public health. To monitor ADRs and ensure patients' safety, the Pharmacovigilance Programme of India (PvPI) has been established by the Government of India in 2010. The programme is intact with the Public-Private Partnership (3Ps) in pharmacovigilance for quality services, better management of human resources and risk minimization. The present work is aimed at assessing the 3Ps engagement, performance and tangible outcomes in PvPI and also mapping of resources. The study was carried out for the period of 2011 to 2021 by assessing the various benchmarking tools such as 3Ps categorization, utilization of ADRs reporting tools, trainings, and the Individual Case Safety Reports' (ICSRs) quantity, quality and transmission for regulatory intervention (RI). Under PvPI, Central or State Government medical institutions/hospitals and public health programmes constitute public partners while private medical institutions/hospitals, pharmaceutical companies, corporate hospitals and professional bodies account for private partners. We observed that public partners extensively used ADR reporting form and toll-free helpline number while private partners used mobile based app and emails/post as preferred tools for reporting ADRs. Contribution of public sector in training programmes organized, stakeholders trained and sharing of resource materials was way higher than the private sector. The study revealed that 55.1 and 44.9% ICSRs were received from public and private partners, respectively during the study period. The quality completeness of data received from public partners was found to be 0.92/1 as compared to 0.46/1 from the private partners. The ICSRs data transmitted for RI process from the public and private partners (till 2018) was found to be 79 and 21%, respectively. In terms of sharing of resources for training and capacity building, the public sector played a major role. The 3Ps in India are enabled to establish a robust system for medicines' safety surveillance; however a more focused approach is required in mapping the resources.

PENERAPAN MANAJEMEN SUMBER DAYA MANUSIA YANG BAIK TERHADAP KINERJA PERUSAHAAN

The purpose of this scientific journal is to measure how much influence the application of competent human resource management has on the performance of a employees in a company. Respondents in this study amounted to 100 employees using a qualitative descriptive approach. The data researched and processed is the result of observational interviews with employees.
 Based on observations and research that has been done, it can be concluded that the implementation of good human resource management in a company greatly affects the performance of employees in a company. If a company in it does not have good human resource management, then the performance of a company will not be good and maximal. Then a company really needs the implementation of good management, so that human resources can improve the performance of a company. In addition, the company can also grow and achieve the desired goals. With this scientific journal, it is hopes that it can be guide implementing good management in a company.

Approaches to development of innovation culture as a tool for gaining competitive advantage

Today, to survive in business, organizations are compelled to compete with other organizations. Therefore, they have no choice unless to be innovative. Innovation is the application of new ideas of creativity that can be new products, new services, or a new way of doing things. Without innovation, new ways of doing business cannot emerge at all, and most organizations will be forever caught up in old services and old ways. The continuous and inclusive innovation enhancement, is, in fact, a kind of systematic exploration, the aim of which is to find new ways and means to react to environmental changes and pressures. Since repeated reactions aren’t effective in today's complex and changing environments. Therefore, companies should constantly search for new and novel ways of interaction in the environment, and, in turn, affect those interactions and changes. In developing a culture of innovation that can support an organization to implement and leverage the innovation process, good human resource management and knowledge sharing should be considered. First, we describe definitions of innovation, then innovation necessity, advantages, and barriers impeding it are examined. Finally, the innovation cycle, innovation process and strategies for creating and developing a culture of innovation will be examined.

Mediasi Komitmen Organisasional dan Kepuasan Kerja Karyawan, Iklim Organisasi Dan Kinerja Karyawan

An effective organization must be able to create a conducive organizational climate to achieve the expected performance goals. To achieve this requires good human resource management accompanied by attention to factors that are able to become a liaison for the achievement of employee performance in accordance with the goals set by the organization. Job satisfaction and organizational commitment have been widely tested as connecting factors between employee performance. This study aims to examine and analyze the mediating role of organizational com-mitment and job satisfaction on the effect of organizational climate on employee performance. This research uses explanatory research design which can explain the setting of the variables studied and the relationship between one variable and another. The sampling method used was saturated sampling with 30 employees as respondents. After the data is collected, it is processed and analyzed using SMARTPLS 3.0. The results of the study have proven that (1) organizational commitment mediates the relationship between organizational climate and employee perfor-mance; (2) Job satisfaction mediates the relationship between organizational climate and em-ployee performance.

Literature Review Human Resource Management: Strategy, Evaluation, and Development

Human resource management is a very important aspect in general. Therefore, the functions in the management of human resources must be carried out optimally so that the needs concerning individual, company, organizational or institutional goals can be achieved. In addition, with good human resource management procedures, it is hoped that the shortcomings and problems faced by the Indonesian people, namely those related to competitiveness, can be overcome. One proof that the Indonesian nation is still not ready to compete in the global world can be seen from the competitiveness of its human resources. The results of the article are: 1) Strategy has an effect on HR Management; 2) Evaluation has an effect on HR Management; and 3) Development has an effect on HR Management

Improvement of Small and Medium Businesses Through the Utilization of Good Human Resources Management

The importance of national development to improve the quality of people’s lives is quite essential because the welfare of its people indeed measures the development of a country. One of the steps to improve this welfare is to improve the quality of SMEs. Enhancing SMEs’ quality can be implemented by utilizing good human resource management. This study aims to see how the state operates human resource management to be able to increase SMEs owned by the community. This research will be carried out using various data obtained from the results of the study and previous studies that are still related to this research. This study found that weak human resource management often causes SMEs to be afraid to use new technologies, so their development is relatively slow. With the government’s intervention in improving the management of existing human resources, it is hoped that SMEs in Indonesia can develop quite quickly.

Pengaruh Keterampilan, Disiplin Kerja, Dan Kepuasan Kerja Terhadap Produktivitas Kerja Karyawan

The increasingly fierce competition in the business world has an impact on the business sector that continues to develop and innovate. In this case, it is necessary to have good human resource management because the activities carried out in a company are measured by the productivity of the employees involved in completing the work. This study aims to analyze the effect of skills, work discipline, and job satisfaction on employee productivity. The population of this study were all employees of Rumah Batik TatsakaBanyuwangi, totaling 32 employees. The research data used primary data and secondary data. Methods of data analysis using multiple linear regression analysis method. Hypothesis testing was carried out using a t-test which basically showed the partially significant effect of the independent variables on the dependent variable. The results obtained indicate that the variables of skills, work discipline, and job satisfaction have a positive and significant influence on employee work productivity.

HRM Practices develop product differentiation and cost leadership strategy, enabling Organizations to attain competitive advantage: A narrative review

Human resource management practice (HRMP) has been broadly acknowledged and widely recognized by almost every organization. Many studies have been conducted to review the application of human resource management (HRM) and other aspects that have manifested and been determined to be true in a variety of scenarios. HRM practices have been found to be essential and effective in the delivery of services and socioeconomic growth. In well-established organizations, up-to-the-level performance and competition are impossible without the required skilled, well-motivated people working in a good human resource management program development. In both small and big educational institutions, a framework that relies on human resources management strategies for program implementation is required in an educational setting the most essential practices of human resource management are selection and recruitment, appraisal of performance, training and development, and reward and rumination systems. It is very pertinent for an organization to comprehend methods of attracting, retaining boast the Morales of those in the marketplace who are skilled and competent. Organizations by the virtue of implementation of soft dimensions of HRM become able to gain a competitive edge. From the available literature it very evident that through the procedures and practices of human resource management not only the performances of an organization are enhanced but it becomes able to get what is called “competitive advantage”.

MODEL MANAJEMEN SUMBER DAYA MANUSIA DALAM PENGELOLAAN LUMBUNG PANGAN SELAMA PANDEMI COVID-19 DI KABUPATEN MALANG

This study aims to describe the human resource management model in managing food barns during the Covid-19 pandemic in Malang Regency. The research method uses a literature review study design or a comparison of various literatures including journals, books, and other sources. The data analyzed using a qualitative descriptive approach. The results of the study indicate that there is a human resource management model in the management of food barns based on information technology, by integrating 4 elements such as the government, the private sector, farmers, as well as local communities and customs. The integration and involvement of 4 elements with Information Technoogy is very important in realizing a good human resource management model in the management of barns at Covid-19 era in Malang Regency.

PELATIHAN DAN PENDAMPINGAN USAHA PRODUK UNGGULAN PADA UKM BERKAH ALAM DI DESA GRES , KECAMATAN GERUNG KABUPATEN LOMBOK BARAT

Community service that is carried out at the Berkah Alam micro small business in the village of Gres, Gerung sub-district, West Lombok is generally increasing the ability of the community to manage the potential of the surrounding villages, especially from the results of plantations, namely coffee, with a variety of interesting flavors and aromas, interest not age. he continued, but also targeted sales towards millennials. Starting from producing by looking for quality material inputs, then the production process handled by skilled employees, an interesting emphasis. The potential of the village from plantations, especially coffee is very large and needs a good touch to can produce superior product quality than its competitors.
 In this assignment, counseling is given about production and workforce development so that they have skills according to the needs of small micro businesses. Blessings of nature itself, it is necessary for strong employees to have a good entrepreneurial spirit, work diligently and pay attention to the quality of the production produced. better marketing, make attractive packaging, make detailed bookkeeping
 Training is needed to make employees more skilled and detailed in carrying out production, understand good human resource management, qualified marketing and adequate financial management, and make sales online so that sales reach can be done more broadly, in this training assistance is needed from the community service team, as well as providing assistance in participating in product exhibitions that are carried out in collaboration with related agencies

Does Good Human Resource Management Reduce the Cost of Financing During a Crisis?

Does Good Human Resource Management Reduce the Cost of Financing During a Crisis?

VALE A PENA AS ORGANIZAÇÕES TEREM PRÁTICAS DE GESTÃO SOCIALMENTE RESPONSÁVEIS?

ABSTRACT Knowing the employees’ perspective is essential for good human resource management. In this investigation we sought to determine whether the employees of Portuguese organizations perceive that management practices are aligned with corporate social responsibility (CSR), and whether these practices affect organizational performance. The methodological design we adopted in this study is characterized as being descriptive and quantitative. Multiple regression analysis reveals that the greatest positive impact on the perception of organizational performance for providing health and safety in the workplace was obtained by way of socially responsible, economic-financial management practices (β=0.327) and from the organization’s business strategies being aligned with social responsibility (β=0.277). Among the practices impacting the organization’s interaction and commitment to the community, we emphasize brand promotion strategies being aligned with CSR principles (β=0.305), and the organization’s business strategies being aligned with its social responsibility (β=0.266).

Implementation of Human Resources Management in Tea Plantations in Indonesia: A Case Study – Pt. Perkebunan Tambi

Tea is one of the leading plantation commodities in Indonesia. Most of the tea commodities produced today are exported to the international market. The success of tea plantations in facing the dynamics and challenges of course cannot be separated from the implementation of good human resource management where human resource management is aimed at improving the quality of the company’s workforce. This paper aims to determine the application of human resource management in a tea plantation company in Indonesia (case study: PT. Perkebunan Tambi). The qualitative research method used in this study used an interactive model and took sources from key informants. The results of this study indicated that PT. Perkebunan Tambi implements human resource management starting from planning, recruitment, selection, socialization or orientation, training and development, performance appraisal to promotion, transfer, and termination of employment to increase productivity and quality of its employees.

Employee Performance Measurements at ‘Aisyiyah Klaten Hospital using the Human Resources Scorecard approach

Background: The rapid development of health services is a challenge for hospitals in facing the increasingly open and accessible competition. Good human resource management is needed to increase the productivity of an organization. One of the strategies to increase productivity and improve human resource management is to use an integrated and comprehensive employee performance measurement. This research measured employee performance using the Human Resources Scorecard (HRSC) approach based on several conditions. HRSC is a Balanced Scorecard with a Human Resources (HR) approach where Key Performance Indicators (KPI) are based on 4 (four) perspectives: Financial Perspective, Customer Perspective, Internal Business Process Perspective, and Learning and Growth Perspective. Method: This study used a quantitative approach with a cross-sectional survey research design. Data collection methods included questionnaires, document review, and Consensus Decision Making Group (CDMG). The research population was 256 employees of the ‘Aisyiyah Hospital Klaten. Samples were determined using non-probability sampling technique with a purposive sampling method of 100 respondents. Results: The results showed that overall employee performance was good, with a score of 4.03. Based on Key Performance Indicators for each perspective, the internal business process perspective of employee performance was very good, with a score of 1.24. The financial perspective of employee performance was good with a score of 0.8, while the customer perspective of employee performance was good, with a score of 1.19. Finally, the learning and growth perspective of employee performance was good, with a score of 0.8. Conclusion: With the HRSC approach, the overall performance results of the ‘Aisyiyah Klaten Hospital employees were good.

STRATEGI MENINGKATKAN LOYALITAS DAN KINERJA KARYAWAN (STUDI PADA AYEE CAFE, MOJOROTO, KEDIRI)

The role of human resources (HR) in a company is very significant and has enormous potential to carry out company activities. Therefore, humans function as the main driving force in every activity carried out by the company. Therefore, human resources should be empowered as much as possible in order to be able to produce optimal output. Good HR management will also affect the increase in company productivity and profitability. And one way that can be taken is by increasing the loyalty and performance of employees to develop companies. This study uses a qualitative method by taking place at Ayee Cafe, Mojoroto-Kediri. The purpose of this study was to determine the operational management Ayee Cafe and how the strategy is to increase employee loyalty and performance. Ayee cafe has a special way to increase employee loyalty and performance that has been implemented for the last 5 years. Ayee cafe also considers all those involved in helping its business as employees. It's just that the owner's job is to manage the business, if the boss makes himself the owner, there will be no discipline. Because what comes to mind is that the owner's name is only receiving the results, that's what the owner of Ayee Cafe avoids.

Can India’s Higher Education Improve Through Better Management of Human Resources: A Comparative Study of India and the United States

This study investigates human resource management (HRM) practices in higher education institutions (HEIs) based on a comparative analysis of India and the US. Although higher education in India has grown over the decades, its quality, in general, has not kept up with global standards. On the other hand, many US universities have performed consistently well in international university rankings. Based on qualitative research collected from principal stakeholders of HEIs in India and the US, HRM practices and policies followed by them are presented and discussed. Data collection for the research study was through web interviews during the period August–October 2020. The study reveals that Indian public HEIs do not have professional HRM teams. Also, they are in a formative stage in autonomous and private institutions. On the other hand, many HEIs in the US have developed mature HRM systems. This difference resonates in attributes such as structure of HRM, recruitment and selection processes, training and development programmes, performance management, career progression and talent retention.

STRATEGI MENINGKATKAN LOYALITAS DAN KINERJA KARYAWAN (STUDI PADA AYEE CAFE, MOJOROTO, KEDIRI)

The role of human resources (HR) in a company is very significant and has enormous potential to carry out company activities. Therefore, humans function as the main driving force in every activity carried out by the company. Therefore, human resources should be empowered as much as possible in order to be able to produce optimal output. Good HR management will also affect the increase in company productivity and profitability. And one way that can be taken is by increasing the loyalty and performance of employees to develop companies . This study uses a qualitative method by taking place at Ayee Cafe, Mojoroto-Kediri. The purpose of this study was to determine the operational management Ayee Cafe and how the strategy is to increase employee loyalty and performance. Ayee cafe has a special way to increase employee loyalty and performance that has been implemented for the last 5 years. Ayee cafe also considers all those involved in helping its business as employees. It's just that the owner's job is to manage the business, if the boss makes himself the owner, there will be no discipline. Because what comes to mind is that the owner's name is only receiving the results, that's what the owner of Ayee Cafe avoids. Keywords: strategy, loyalty, employee performance