Good Human Resource Management Research Articles

Creating Shared Value Through Meta-Organizational Common Good Human Resource Management

Creating Shared Value Through Meta-Organizational Common Good Human Resource Management

Creating Shared Value Through Meta-Organizational Common Good Human Resource Management

Creating Shared Value Through Meta-Organizational Common Good Human Resource Management

The Effect of Perceived Organizational Support and Work Life Balance on Employee Job Loyalty at PT Alamjaya Wirasentosa

Human resources are a supporting factor in achieving organizational goals and also the most valuable asset in the organization. Good human resource management will be advantageous to the business. Human resources have a very important role in the wheels of industry and organization because human resources are the main driving force for all resources in an industry and organization. This study's research methodology is quantitative research with an associative approach. Sampling was done through simple random sampling technique with 68 respondents as samples. The investigation's findings demonstrate that the variables of perceived organizational support and work life balance have a significant effect on employee job loyalty and all independent variables simultaneously affect employee job loyalty. The coefficient of determination test shows that there is a fairly close relationship between perceived organizational support and work life balance on employee work loyalty with an R value of 0.653. Through the adjusted R square value, it is also recognized that the variable between perceived organizational support and work life balance contributes 40.9%, to the remaining employee work loyalty variable of 59.1% which is influenced by other variables not discussed in this study.

The Effect of Work Facilities, Supervision and Compensation on Employee Performance at the Lubuk Pakam Pratama Tax Service Office

This study explores the influence of work facilities, supervision and compensation on employee performance at the Lubuk Pakam Pratama Tax Service Office. The survey method was used with an active sample of respondents. The research results show that work facilities, supervision and compensation significantly influence employee performance. Adequate work facilities increase productivity and job satisfaction. Effective supervision promotes responsibility and accountability. Fair compensation provides motivation and loyalty. The practical implication of this study is the importance of good human resource management in improving organizational performance. Suggestions for future research include involving more variables and larger samples for higher validity.

PENGARUH GAYA KEPEMIMPINAN DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN

Human resources are the most important asset of a company, in order to achieve the desired goals a company requires good management, especially human resources. Good human resource management is believed to be able to provide optimal performance for the company. This research aims to examine the influence of leadership style and work discipline on employee performance at PT Adi Sarana Armada Tbk (ASSA Rent) Cabang Lampung. This type of research is quantitative research. The population is all 100 employees using a saturated sample. The data collection method used a questionnaire and variable measurement using four Likert scales which were distributed to employees of PT Adi Sarana Armada Tbk (ASSA Rent) Cabang Lampung. Data processing and analysis techniques use validity tests, reliability tests, partial tests (T), simultaneous tests (F), multiple linear regression analysis and coefficient of determination. The research results show that simultaneously, the Leadership Style and Work Discipline variables have a positive and significant effect on the employee performance of PT Adi Sarana Armada Tbk (ASSA Rent) Cabang Lampung. Partially, the Leadership Style and Work Discipline variables have a positive and significant effect on the Employee Performance of PT Adi Sarana Armada Tbk (ASSA Rent) Cabang Lampung

PENGARUH KONFLIK KERJA DAN STRES KERJA TERHADAP KINERJA PEKERJA GEN Z DI BANDAR LAMPUNG

Human resources are the most important asset of a company, in order to achieve the desired goals a company requires good management, especially human resources. Good human resource management is believed to be able to provide optimal performance for the company. This research aims to examine the influence of work conflict and work stress on the performance of Gen Z workers in Bandar Lampung. This type of research is quantitative research. The research was conducted on all Bandar Lampung employees with a total of 160 respondents. The data collection technique is using a questionnaire distributed to Gen Z workers with employee status in Bandar Lampung. Data processing and analysis techniques use validity tests, reliability tests, partial tests (T), simultaneous tests (F), multiple linear regression analysis and coefficient of determination. The research results show that partially work conflict has no significant effect on employee performance and partially work stress has a significant effect on employee performance. Simultaneously, work conflict and work stress have a significant effect on employee performance.

In search of decent work: Human resource managers as custodians of fair reward in international NGOs

As the world faces increasing environmental, social and financial crises, as a result of climate change, deepening unrest about inequality, and the cost of living crisis, there are growing calls for organisations to play a role in responding to them. Scholars in the field of sustainable human resource management (HRM) have elaborated various avenues through which the field of HRM can contribute to this response. One such contribution HRM can make to global grand challenges is through contributing to the United Nation’s Sustainable Development Goals (SDGs). Of particular relevance for HRM is SDG8, which calls for decent work. In this study we empirically explore why, how and what influences HR managers in international non-governmental organisations (INGOs) to seek to enact fair reward, a key component of decent work. Based on our analysis, we find evidence that HR managers can be strategic actors in enacting fair pay, and we identify a complex interplay between HR managers and their context in the behaviours underpinning this enactment. HR managers adopt one of at least three identified roles to proactively enact fair reward (visionary, gatekeeper or technical consultant). Each role adopts differing strategic and fairness enactment behaviours to navigate the constraints posed by the context in which they work, including focussing on influencing different justice dimensions, and leveraging disruption in the external environment. By drawing out the key role HR managers can play in enacting fairness, we offer support for the importance of HRM in contributing to decent work and global grand challenges. Ultimately our study offers support for a common good HRM, in which HR manager actions are influenced and driven by challenges beyond the scope of their organisation. We offer empirical support and theoretical development related to how context shapes HR manager roles at work.

Peran Mediasi Komitmen Organisasional, Kepuasan Kerja: Pengaruh Iklim Organisasi Terhadap Kinerja Karyawan

Every organization will always be required to be able to create a conducive organizational climate to achieve the expected quality of performance. To achieve this, good human resource management is required and of course also always paying attention to factors that can be influential in achieving maximum employee performance, in accordance with the goals set by the organization. The variables of job satisfaction and organizational commitment are often tested as mediating factors in the influence of organizational climate on employee performance. The aim of this research is to examine and analyze the mediating role of organizational commitment and job satisfaction in the influence of organizational climate on employee performance. This research used a cross sectional method with 78 respondents from PT employees. Hariqu Mulya Sejahtera is located in the city of Ponorogo, East Java. Once collected, the data is processed and analyzed with the help of Smartpls 4.0 software. The research results show that (1) organizational commitment does not mediate the influence of organizational climate on employee performance (2) Job satisfaction mediates the influence of organizational climate on employee performance

The Influence of Education and Training on Labor Productivity in Indonesia

In the reform era, the role of Human Resources (HR) has become increasingly crucial in various institutions, such as government, BUMN, and companies. Education and training are the main steps in efforts to improve the quality and productivity of human resources. Labor productivity is influenced by education and training which can develop knowledge and skills. Good HR management can be an important factor in the operational success of a company. The productivity of labor plays a crucial role in the economic advancement of a region. This research analyzes the influence of education and training on labor productivity in Indonesia, A literature review was employed as the methodology. The findings indicate a positive and substantial correlation between education, training, and labor productivity. The findings of this research can be utilized by the government to comprehend the significance of education and training in initiatives aimed at boosting labor productivity. Allocations in the education sector can be increased, including formal education and skills training. The younger generation can also play an active role and take advantage of available educational and training opportunities to improve their knowledge and skills, such as taking courses, educational programs, or training that are relevant to their fields of interest.

Pengelolaan Sumber Daya Manusia Dalam Meningkatkan Komitmen Kerja Karyawan

The purpose of this research is to identify human resource management in increasing work commitment at the Alvarezi Clothing Store, Kamal, Bangkalan Regency. The method used is descriptive qualitative. We use 2 data. Primary and secondary data. Primary data was obtained through direct observation and interviews. Meanwhile, we got secondary data from a collection of literature. The research results show that good human resource management will increase employee commitment and morale.

Kebijakan, Sumber Daya, Program dan Kegiatan Perpustakaan

The library is the most appropriate place to provide knowledge for studying, reading, conducting research, and also seeking answers to every problem that arises, whether it is a problem that concerns the human individual or problems that exist in society, nation and state. Libraries must be managed with good management so that the library can run well and be enjoyed by visitors who come to the library. Library management ensures that all efforts to achieve library goals utilize human and non-human resources while still paying attention to functions, roles and expertise. Human resources play an important role as organizers and the key to the success of a library. Libraries as information units will have good performance if they are managed with quality human resource management. With good human resource management, library activities will achieve the stated goals.

Peranan Pekerja Sosial Sebagai Broker Terhadap Anak Jalanan Di Panti Sosial Bina Remaja Taruna Jaya 2

Street children in the DKI Jakarta area have social problems, they must be trained by professional experts in institutions, therefore social workers are part of the work that is carried out every day to serve dozens, even hundreds of social assistance participants. Good human resource management is needed to ensure that it does not have an impact on increasing social problems on the streets. Therefore, one of the efforts of social workers to properly implement the roles of social workers, one of which is broker. This research aims to determine the causes of children living on the streets, to determine the role of social workers at the Bina Pemuda Taruna Jaya 2 Social Institution and to determine the social functioning of street children at the Taruna Jaya Youth Development Institution 2. This research uses descriptive qualitative research methods. Data collection was carried out by means of interviews, observation and documentation. And determining informants uses purposive sampling. To overcome the social problems of street children, as a social worker, he carries out general roles at the Bina Pemuda Taruna Jaya Social Institution 2. The services provided by the institution to improve the social functioning of street children are in the form of administrative services, health services, family services, practical skills education services , there is social counseling guidance, equipped with basic needs, good social roles and can solve problems on their own.

Enhancing English Language Proficiency in HRM: A Strategic Imperative for Logistics Efficiency

Good human resource management is critical to organizational success in the frantic logistics environment. The importance of English language skills in this setting cannot be overstated. This study piece dives into the interconnected connection between human resource management and English language abilities in the logistics sector. The internationalization of trade and the spread of supply chains across borders has prompted the development of a common language for communication. English, as the international corporate lingua franca, is critical in overcoming linguistic gaps across varied logistics teams and stakeholders. This article discusses the significant impact that English proficiency has on numerous facets of logistics operations. This study looks into the critical importance of English language competency in human resource management in the logistics industry, focusing on cross-cultural communication, talent acquisition, and retention. A comprehensive analysis of the literature, case studies, and surveys within the logistics industry was conducted to assess the significance of English language skills. Our research demonstrates a significant link between English language competency and effective cross-cultural communication, which is essential for timely information exchange in logistics operations. The strategic importance of English language ability for logistics organizations is highlighted by this research. In order to enable the staff to communicate effectively and promote operational excellence, it highlights the need for ongoing investment in language training programs. The findings of this study highlight the fact that comprehending English is a strategic need in the field of global logistics, not just a desired talent.

The Influence of Human Resource Management Practices on Service Organization Performance Public Through Involvement and Development Competence of Government Employees Southeast Sulawesi Province

This research aims to determine the influence of human resource management practices on the service performance of public organizations through the involvement and development of competency of employees within the Southeast Sulawesi Provincial Government.Human resource management is the process of acquiring, training, assessing, providing compensation, paying attention to work relationships, health, security and justice issues (Dressler, 2015:2). Human resource management is specifically required to focus on all activities related to humans (Ivancevich, 2014:34). Human resource management is related to the organization's formal planning system to determine the effectiveness and efficiency of employee talents to realize organizational goals (Malthis and Jackson, 2011: 14). Human resource management in an organization is a key factor in organizational continuity and future development.The location of this research is the Southeast Sulawesi Provincial Government. This research uses a combination of descriptive statistical analysis and inferential statistical analysis to analyze the data. The population of interest for this research is all Regional Apparatus Organizations (RAO) within the scope of the Southeast Sulawesi Provincial Government, consisting of a total of 50 RAO. The sample in this study consisted of 100 employees who held high-level leadership and administrative positions responsible for human resource development in the Regional Government Organization of Southeast Sulawesi Province.This study found that good and appropriate human resource management practices contribute significantly to increasing employee participation, involvement and cooperation in the organization. However, this research also found that human resource management practices alone cannot directly improve employee competency development. Practices such as increasing skills, motivation and opportunities were found to be ineffective in increasing employee competency development.The lack of direct impact on competency development results in the inability of competency development to mediate the influence of human resource management practices on improving organizational performance in public services within the Southeast Sulawesi Provincial Government. Therefore, the study concludes that while human resource management practices play an important role in increasing employee participation and cooperation, they do not directly contribute to improving employee competency development and organizational performance in the public service sector.The findings of this research have an impact on organizations in the public service sector, especially within the Southeast Sulawesi Provincial Government, in terms of human resource management practices and employee competency development. This study also emphasizes the importance of considering the mediating role of employee competencies in the relationship between human resource management practices and organizational performance. Future research could explore other potential mediators or moderators to gain a deeper understanding of this relationship. Overall, the findings suggest that a comprehensive approach to human resource management, including competency development practices and initiatives, is critical to improving organizational performance in the public service sector.This study contributes to the existing literature by examining the relationship between human resource management practices, employee competency development, and organizational performance in the public service sector. It adds to knowledge with a special focus on the Provincial Government of Southeast Sulawesi, providing insight into the unique context of this region. This research uses a combination of quantitative and qualitative research methods, including document analysis and Likert scale measurements, to collect data and analyze the relationships between variables. It acknowledges and builds on previous relevant studies, such as those by Tensay and Singh (2020), Sivapragasam and Raya (2017), Rich et al. (2010), Kehoe and Wright (2013), Sun et al. (2007), and Kuvaas (2008), to provide a comprehensive understanding of the topic.

THE EFFECT OF WORK MOTIVATION AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE WITH REWARD AND PUNISHMENT AS MODERATION VARIABLES (CASE STUDY : PT SALIM IVOMAS PRATAMA KOTA PEKANBARU)

The era of globalization where every company must compete to maintain and develop its existence, including PT Salim Ivomas Pratama. The main activities of PT Salim Ivomas Pratama start from research, seeding, processing to marketing, the complexity of all activities at PT Salim Ivomas Pratama must be supported by qualified employees and good human resource management. . One of the important elements to improve employee performance is motivation and work discipline. While the reward and punishment system plays a role in maintaining the motivation of high-performing employees. The study aims to determine the effect of work motivation and work discipline on employee performance with reward and punishment as mediation variables. Quantitative research using SEM-PLS analysis with the help of SmartPLS application version 3.0. The research instrument was in the form of a questionnaire with a total of 132 respondents. The results of the study found that reward and punishment variables mediate work motivation variables on employee performance by providing a positive and significant influence shown through calculated values of 2.441< 1,979 tables and p-values of 0.015 < 0.05. Furthermore, reward and punishment can mediate between the variability of work discipline on employee performance positively and significantly indicated by a calculated value of 4.323< 1,979 ttable and p-value 0.000< 0.05Keyword: Work Motivation, Work Discipline, Employee Performance and Reward And Punishment

KESADARAN TENAGA KESEHATAN DALAM PENCEGAHAN INFEKSI NOSOKOMIAL DENGAN PERILAKU MENCUCI TANGAN

Nosocomial infections are infections that are acquired or occurred in hospitals and are still a major health problem in the world. Hospitals as complex health units require good human resource management to provide optimal health care and prevent the spread of infections. Nosokomial infections can occur due to a number of factors, one of which is low awareness of the health energy of washing hands. The study aims to find out how high the level of healthcare awareness in Indonesia is in washing hands to prevent nosokomial infections and the factors that influence them. This study uses a literature review method using 11 literature sources from Google Scholar and Garuda. The results of this study are that the majority of health workers in Indonesia have had a good awareness in washing hands with a ratio of 44% – 77.4%. The author suggests to improve and strengthen hand washing behavior for health workers.

The impact of HR practices and Ethical Leadership on Knowledge Hiding. Is it Organizational Justice or Organizational Support for Creativity that mediates this relationship

This paper aims to investigate the impact of Ethical Leadership and Human Resources Management (HRM) Practices on Knowledge Hiding and the mediating role of Organizational Support for Creativity, and Organizational Justice. A total of 120 professionals from different countries and various levels of seniority completed an online questionnaire a linear and multiple regression test was conducted to analyse hypothesized model. The finding shows that both Ethical Leadership and HRM Practices have direct negative impact and indirect negative impact through Organizational Justice and Organizational Support for Creativity on Knowledge Hiding. The main originality of this study is to suggest to managers to not only adapt Ethical leadership and good implemented HRM Practices in order to decrease Knowledge Hiding, but also make sure to maintain high level of justice, equality, fairness, freedom and creativity support within the organization. Keywords: HRM Practices, Knowledge Hiding, Ethical Leadership, Organizational Support for Creativity, Organizational Justice.

THE INFLUENCE OF LEADERSHIP STYLE, MOTIVATION AND COMPENSATION ON WORK DISCIPLINE AND PERFORMANCE OF REGIONAL PUBLIC COMPANIES EMPLOYEES

In terms of income or costs, good human resource management will optimize firm performance. The purpose of this research is to examine the impact of leadership style, salary, incentive, and punishment on employee performance. This is a quantitative qualitative study using data collected via questionnaires and analyzed using SEM-PLS via the SmartPLS. The sample approach utilized in this study was nonprobability sampling with a total sampling method, namely 40 workers of Perumda marketing division. The findings revealed that directly, leadership style and salary had no significant influence on work discipline, however motivation did. Then, directly, leadership style and motivation have no influence on employee performance, however salary and work discipline have an effect on employee performance. Then, leadership style and salary have no influence on employee performance via work discipline, however motivation has an effect on employee performance through work discipline.

THE EXPOSITION OF HR MANAGEMENT IN A MICRO-BUSINESS: KAK YUS SOYA CASE STUDY

Human resources (HR) plays a key role in any business, regardless of its size. Besides recruiting new hires and optimizing existing staff to keep a business running smoothly, HR is also responsible for boosting employee engagement and productivity. Despite the importance of human resource management (HRM) to every organization’s efficiency, micro-businesses struggle with HR challenges such as staff recruitment, training, and retention. Small businesses, especially family-owned ones, often view HRM as an unnecessary investment. This case study examined appropriate HR activities at a micro-enterprise named “Kak Yus Soya.” The purpose of this case study was to identify disparities between Kak Yus Soya’s HR practices and a theoretical HR framework. The next course of action was to evaluate the company’s preparedness to implement HRM and, from there, to design the most suitable HRM framework in light of the organization’s needs and capabilities. The case study objectives were fulfilled by employing a mixed-method approach that combined qualitative and quantitative data collection. The data-collecting process was designed to allow continuity between the objectives of the case study, where each objective was related to bridging the HR gaps in the organization, which subsequently aided in developing a practical HR framework for Kak Yus Soya. At the end of the study, a structured HRM model for micro-enterprises was created in accordance with the theoretical framework that served as the foundation of this case study. The established HR framework integrated five HR activities: i) assessing employer readiness, ii) HR planning, iii) selection and recruitment, iv) training, and v) performance appraisal. These activities are the fundamental components that a good HRM system must contain.

Peranan Manajemen SDM Dalam Mendorong Kebangkitan UMKM Pasca Pandemi COVID-19 Pada Komunitas UMKM Kota Ambon Provinsi Maluku

The implementation of Community Service is intended to provide socialization to MSME actors to improve the quality and capacity of human resources as part of efforts to develop MSME to face tough competition, develop various MSME business opportunities and the creative economy after the Covid-19 pandemic. The main target of Community Service is the MSME community in Ambon City. This PKM activity was carried out to share knowledge about HR Management related to improving the quality of MSME institutions, as well as distributing information related to the socialization that was carried out. With this program, it is hoped that the target of MSME actors in this PKM activity can find out about good human resource management in increasing the capacity of MSMEs and the creative economy to be used as motivation in an effort to take advantage of all available opportunities. Campus academics are also expected to be a source of knowledge, liaison or interface by increasing the HR capacity of MSME actors and becoming a center of excellence in MSME business development.