HRD Managers Research Articles

Organizational Support After Early Pregnancy Loss: The Importance of Training and Awareness Development

The Problem Miscarriage is an under-discussed topic in organizations. Many organizations in the United States do not offer organizational support for individuals who experience miscarriage. Not having organizational support may make an individual’s experience of healing more challenging, impacting their professional and career development. The Solution Organizations can combat some of the challenges around pregnancy loss by implementing training & development and awareness development initiatives to educate around this topic and provide support for individuals who may be impacted. Stakeholders Stakeholders in this issue include HRD practitioners, managers and organizations that are committed to leveraging training & development initiatives to support employees and alleviating the organizational challenges surrounding the multiple journeys of working parenthood, including miscarriage.

Analisis Kualitas Sumber Daya Manusia Pada Departemen Quality Control Di PT. Kiyokuni Technologies Indonesia

The aim of this research is to assess the quality of human resources in the Quality Control department at PT. Kiyokuni Technology Indonesia. Highly skilled and competent employees in a company will increase operational efficiency, raise the standard of goods produced, and increase client happiness. This research uses qualitative methodology to examine markers of human resource quality, including work understanding, knowledge, skills and work motivation. Participants in this research consisted of HRD personnel, managers, supervisors and employees of PT. Kiyokuni Technology Indonesia. Primary data was obtained through face-to-face interviews with participants, and secondary data was obtained from a thorough review of existing literature and documentation. The results of this research show the importance of managers and team leaders exercising control in improving variables that have an impact on the performance of the Quality Control team. Managers can create a work climate that encourages professional growth and allows team members to reach their maximum potential by implementing a comprehensive strategy that focuses on individual development. In this way, the company can effectively achieve and fulfill its goals.

Work-Life Balance and People-Oriented Management: Enhancing Employee Well-being for Sustainable Business Performance

In the realm of management focusing on people’s needs and growth also known as leadership plays a role, in enhancing both employees well-being and the overall success of a company in the long run. It involves giving priority to employees well-being and development while fostering a work environment based on trust, respect and empowerment. By adopting this approach employee performance and dedication to the organization are enhanced. A qualitative study was conducted involving HRD managers from five companies to explore the implementation of people-oriented management strategies. The results indicated that emphasizing trust, respect and empowerment within organizations through communication and engagement initiatives can create a work environment that promotes a healthy work life balance ultimately boosting employee productivity and performance. Furthermore, this approach contributes to improving employee well-being and loyalty to the organization. Therefore, embracing people centered management practices can lead to outcomes.

ANALISA JARINGAN, POLA DAN BUDAYA KOMUNIKASI ORGANISASI DI PT ASTRA HONDA MOTOR (AHM), MAJALENGKA

Automotive developments in Indonesia have been proven to be able to advance the Indonesian economy. This is proven by the fact that this sector is able to contribute around Rp. 99.16 Trillion. PT Astra Honda Motor (AHM) is one of the companies operating in the automotive sector that is successful in this marketing. The success achieved will certainly be related to the network, patterns, and culture of organizational communication carried out. This is because, with the formation of networks, organizational communication patterns, and culture, cooperation will increase to achieve its goals. The aim of this research is to analyze the network, patterns, and culture of organizational communication at PT Astra Motor Honda (AHM) Majalengka. The research method used is qualitative with primary and secondary data collection techniques, by conducting a Focus Group Discussion (FGD) to interpret the findings obtained. The results of this research show that AHM Majalengka has an organizational communication network and pattern, which can be seen in the communication network having several characteristics such as opinion leaders, bridges, and gatekeepers. The Organizational Communication Pattern has 2 (two) patterns, namely the Chain Communication Pattern which is found from the Main Director to the Director to the HRD Manager, while the Y Organizational Communication Pattern is found in the HRD Manager to several divisions such as Psychologist, Marketing, Account & ADM Manager, Operational Division, and Recruitment Division.

Metode Simple Additive Weighting Dalam Pengukuran Prestasi Karyawan

Employees in an organization or company are an important asset in addition to other resources. Having employees who are highly dedicated will certainly greatly affect the continuity and progress of the company, especially in the face of global competition, of course, employees who are ready to face it are needed. PT. Nagabhuana Group Unit 7 Samarinda, which is a growing company, has prepared all of this, one of which is by boosting employee motivation by giving awards to employees with the best performance in the form of bonuses, incentives and certificates of appreciation. To be able to make an objective and more accurate assessment, of course, a decision support system is needed that can help overcome these problems. By using the Simple Additive Weighting Method (SAW) the HRD manager of PT. Nagabhuana can be helped in determining the best employees in his company, the results obtained from the calculation of the Simple Additive Weighting Method are very fast and precise so that it can minimize errors that can certainly harm employees

Application of Exponential Comparison Method in Designing Decision Support Systems For Performance and Promotions Assessment in Banking Industry

This research aims to find out how to design a decision support system for evaluating employee performance as a promotion. Data collection in this research used observation, interviews, and a literature study. The population in this study were employees. Rapid Application Development (RAD) is the system development method that the author used to create this application. The tools that the author uses in system design are UML (Unified Model Language) diagrams to show the process and data flow to be designed; Adobe Dreamweaver CS6 is used to design applications; Wamp Server is used as a webserver; and Diaportable is used to illustrate UML diagrams. Based on the results of the discussion, the following were obtained: The decision support system with MPE analysis (Exponential Comparison Method) aims to find employees who are worthy of promotion. The assessment system consists of seven, including education, work performance, discipline, communicativeness, cooperation, reasoning, encouragement of achievement, and responsibility for self-assessment, which are carried out by HRD staff and supervisors, while the HRD manager is only responsible for the decision-making process. The results of this research are in the form of graphs and accumulated MPE assessments, which show the ranking order of each candidate employee.

Implementation of Human Resources Management in Improving the Competence of High School Teachers and Employees in Tangerang City

This research aims to find out the implementation of HRD Management, including the following: Human Resource Planning, HR training, and Human Resource development. The research method uses a qualitative descriptive analysis approach. Data collection techniques include field observations, in-depth interviews, and studying documentation to complete the data. Data analysis uses data reduction, data presentation, and data verification. The research results in the Implementation of HR Management are not focused on the school principal, but also on the people appointed as a team. are: (1). The HR planning system is carried out by analyzing all work activities that must be carried out by all school components. Then it is stated in the Main Duties and Functions, determining positions and jobs, as well as placing personnel in positions according to capacity, capability, work experience, and example (2). The training and human resource development that is carried out is still a formality, limited to whether the training is successful or not, it is not yet oriented towards the impact of the training carried out in changing organizational behavior.

Enhancing effectiveness of online training program through assessment of participant engagement index

PurposeThis study focuses on the identification of key attributes to measure participant engagement in an online training program (OTP) to improve training effectiveness through active and positive learning engagement with learners learning ownership.Design/methodology/approachAs a qualitative study, 18 semi-structured interviews were conducted with corporate and L&D (learning and development) experts from multinational companies operating in India. The interviews were transcribed, and the data was analyzed using content analysis. One focused group discussion was conducted for validity.FindingsThe study found six factors for developing the participant engagement index (EI) namely, 1. Quality of questions, 2. Attention to details, 3. Quality of output during training activities, 4. Connecting to practical examples, 5. Professional approach (adhering to guidelines), 6. Team dynamics. Each identified attribute pertaining to these factors was further validated into cognitive, behavioral, and emotional engagement components forming a part of the EI.Practical implicationsThis study provides insights for HRD managers, functional managers, L&D experts, and participants to leverage engagement measurement attributes for collaborative learning in OTP for effective learner ownership and learning outcomes. Further, this study will assist trainers to focus and prioritize their efforts to increase participant involvement and engagement in OTP.Originality/valueIt contributes to the growing field of virtual training for enhancing learning engagement, learning enhancement, and learner accountability. The author's contribution to this study is to evaluate the key attributes of the participant’s EI for meeting training goals, which is unique to the study

Analysis of Employee Recruitment and Selection Processes at PT Sinar Global Solusindo

The development of an increasingly advanced era in the era of globalization makes company competition in-creasingly tight. Human resources are an important factor that companies need to pay attention to through the employee recruitment and selection process. The purpose of this study is to identify and analyze the employee recruitment and selection process at PT Sinar Global Solusindo. This research is a type of qualitative descriptive research, information obtained from the HRD Manager, HRD Staff and Division Manager of the company. Data was collected through interviews and documentation and then analyzed in a qualitative descriptive manner. The analysis technique is carried out through data collection, data reduction, data presentation and finally drawing conclusions. The results showed that the recruitment process was carried out in accordance with Hani Handoko’s theory, namely by starting with human resource planning, special requests for managers, conducting job analysis, providing manager advice before opening job vacancies and then making the job for recruitment references. The recruitment method is an open method, namely disseminating information through websites/job vacancies, social media, disseminating information to employees and pasting vacancies in front of the office. The employee selection process is selecting application letters, preliminary interviews, general intelligence written tests, psychological tests, eye health tests, tests for each division and conducting one-day of training. The obstacle in the selection process is that it takes a long time during selection process for prospective employees because there are many applicants who do not pass the given test, thereby increasing recruitment costs. The way to overcome obstacles in the recruitment process is by reopening job vacancies for the required positions, clarifying educational criteria or special requirements for job vacancies and ensuring that candidates understand how to do each stage of the test before entering the test session.

TINJAUAN YURIDIS PENERAPAN PRINSIP KEHATI-HATIAN TERHADAP KEGIATAN USAHA PERBANKAN KHUSUS PENYALURAN KREDIT TANPA AGUNAN UNTUK APARATUR SIPIL NEGARA

The objectives of this study are: 1) To identify and analyze the application of the precautionary principle to banking business activities specifically for the distribution of Unsecured Loans for State Civil Apparatus at Bank Sleman; 2) To find out and analyze the opportunities for State Civil Apparatus in applying for Unsecured Loans compared to other customers at Bank Sleman; and 3) To identify and analyze the obstacles faced in the application of the prudential principle to banking business activities specifically for the distribution of Unsecured Loans for State Civil Apparatus at Bank Sleman. This research is an empirical normative legal research using a law approach and a case approach. The nature of this research is descriptive. This research was conducted at the Sleman Bank Office with the resource person Yunisfi Ekasari R as HRD Manager of PT. BPR Bank Sleman (Perseroda). The author uses primary data and secondary data. The secondary data used consists of primary, secondary, and non-legal materials. The data collection technique was carried out in 2 stages, namely Interview, and Document Study. The data analysis technique in this study was carried out by means of qualitative data analysis. The results showed that the implementation of prudence implemented by Bank Sleman was by verifying at the time of initial submission and monitoring every month in the form of invoices taken through the treasurer of insurance that covers life and Termination of Employment (PHK). The chance of passing the application for Unsecured Credit at Bank Sleman is the same between State Civil Apparatus and non-State Civil Apparatus. The obstacle that often occurs in the provision of unsecured loans is the problem of bad loans. Bank Sleman overcomes these obstacles by verifying and always confirming the treasurer and periodically monitoring related to collective invoices

Implementing Well‐Being Practices through Russian Context: HRD Perspective

As the understanding of well-being expands, organizations now see well-being as one of the focal areas of their interest. This paper provides evidence from Russian organizations that illustrate key issues of well-being program adoption and management. A qualitative research study was conducted with representatives from human resource development departments (further -HRD). The findings indicate the absence of the holistic view on well-being as such and human resource management (further-HRM) practices oriented on well-being in the Russian context. Our study highlighted the importance of enhancing the role of HRD managers and their responsibility for the implementation of these practices.

Peranan Penerapan HRIS dan Kepuasan Kerja Terhadap Kinerja Karyawan di PT Pisma Putra Textile

<p>The study tested the HRIS variable and job satisfaction on employee performance variables at PT Pisma Putra Textile. The study used a descriptive and qualitative approach, data processing using the SPSS application, data collection techniques using questionnaires, research instruments using a Likert scale and direct interviews with the Head of HRD, IT division, and operational employees of PT Pisma Putra Textile. Data analysis techniques through validity, reliability, and multiple regression analysis. Respondents were 125 employees. This study shows a significant relationship between the HRIS variable and the employee performance variable with a positive coefficient value of 0.333 and a significant relationship between the job satisfaction variable and the employee performance variable with a positive coefficient value of 0.324. In addition, there is a significant relationship between the HRIS variable and the job satisfaction variable on the employee performance variable with an F-count value of 31,395 and a significance value of 0.000. Thus, the conclusion of this study shows that the HRIS variable and job satisfaction can support improving employee performance, meaning that the first hypothesis (H1) and the second hypothesis (H2) are accepted. Performance can be measured by the results of the work being close to perfect, the results of the work according to the target, effective in completing the work and the work given by the leadership is carried out with full responsibility. While the results of interviews with HRD managers at PT Pisma Putra Textile, the ability of employees to work together with teams according to their respective main tasks in completing work on time can improve employee performance.</p><p> </p>

Education and Training Center for Youth with Multisensory Design Approach

Lack of education and training facilities for youth people who are in accordance with the visual learner's learning system makes one aspect of the lack of interest of youth in developing and increasing their productivity. Therefore, this research is conducted to provide an architectural concept that can adapt to the visual learner's learning system for youth. The design concept of the design uses a multisensory theory approach to create attention, sensation and memory into the visual learner learning system for youth. In addition, the direct analogy approach to visual functions becomes one of the design strategies to give attention especially youth in better understanding the stages to be carried out, namely the professionalism stage. Architectural factors that influence the productivity of youth are the shape, scale, color, and materials used in rooms and buildings. This was obtained by means of observation and participatory questionnaires with youth of productive age. Besides the professionalism factors that can assess the productivity of youth are knowledge, skills, and attitude. This was obtained by the questionnaire method with the HRD manager. The method used in the idea uses the concept base framework design method. To present a moment in the design framework, it is necessary to have a research method in it, namely participatory qualitative methods, literature observation and environmental mapping on selected land. The moment presented will limit the exploration of elements that have a role in increasing visual perception in youth’s productivity. Moment will evaluate architectural factors that can be adapted to existing environmental conditions, so as to create the perfect concept in increasing the productivity of youth.

Pengaruh Organizational Citizenship Behaviours, Organizational Commitment Terhadap Job Performance Auditor

Abstract: Examining the Effect of Organizational Citizenship Behaviors and Organizational Commitments on Auditor’s Job Performance is the purpose of this study. The effect of each dimension of Organizational Citizenship Behaviors and Organizational Commitment on Auditor’s Job Performance was also tested in this study. Data was obtained by distributing 325 questionnaires to HRD Manager (Personnel Manager) at public accounting firms in DKI Jakarta to be forwarded to respondents, namely auditors and only 264 questionnaires were successfully filled out for analysis with Structural Equation Models (SEM). Research shows the results: (1). Auditor’s Organizational Commitment are proven to be positively and significantly influenced by Auditor’s Organizational Citizenship Behaviors (2). Organizational Commitment is proven to have a significant and positive effect on Job Performance. (3). Significantly and positively Organizational Citizenship Behaviors affect the Auditor's Job Performance. Auditors who have high Organizational Citizenship Behaviors ultimately provide maximum Job Performance at the public accounting firm where they work.

Exploring human resource work design, learning mechanism and TQM: through the lens of activity theory and contextual learning theory

PurposeThis research examines the effects of the context on the relationship between work design, learning mechanism and total quality management (TQM). The exploratory study examines the differential effects in context on how human resources and their activities are strategically managed for achieving TQM. Two theoretical frameworks – activity theory and contextual learning theory – are concurrently used for analysis. Specifically, the manufacturing companies, the authors examine are (1) technology-intensive company which has bought technology from a global foreign establishment (MU1), (2) technology-intensive companies having their own technology (MU2) and (3) labor-intensive units (MU3) of varying organizational sizes.Design/methodology/approachThis case study-based research consists of 27 in-depth interviews with managers and employees of different hierarchies in each manufacturing unit. The authors interviewed them using semi-structured questions that were pre-validated by five senior HR experts from the manufacturing industry. Document analysis, multiple site visits and website content helped triangulation. The data are coded and analyzed using Dedoose software for qualitative research.FindingsActivity diagrams for each manufacturing unit provides task and interaction analysis. Within and cross-case analysis address complexity and challenges of contextual reality, influences on work design and learning mechanism. HRD executives must recognize that there may be well-differentiated learning behaviors that align with organizational strategy. The learning behaviors may not be well-differentiated and become very dynamic. This dynamism may be characterized by double loop and single-loop learning feeding into each other.Practical implicationsThis study provides substantial practical implications for HRD and other managers in the manufacturing sector.Originality/valueThe new theoretical framework adds to organizational behavior studies through multi-level and cross-contextual approach. It informs strategic combinations and interactions between internal and external context, and learning needs implicating work design and TQM.

Analisa Interaksi Pegawai Pada CV. Diamond Printing Menggunakan Social Network Analysis (SNA)

Diamond Printing is one of the largest offset printing companies with 32 years of experience and is located in the city of Surabaya, East Java. Data from HRD managers explained that there was no report from observations related to employee work effectiveness in terms of coordination and synergy between employees as seen from the communication and collaboration relationships. The absence of data related to the effectiveness of the performance of CV employees. Diamond Printing in terms of communication network mapping is one of the obstacles faced by HRD in determining KPI (key performance indicator). By using the Social Network Analysis (SNA) method with the help of UCINET 6 software, it is hoped that some employees will have advantages, especially in collaboration and communication in group network structures. There are three parameters used in SNA, including: degree centrality, closeness centrality, and betweenness centrality. This study involved 104 respondents (the entire population) with a sampling technique using snowball sampling and a questionnaire as a means of collecting data. The results of this study indicate that most of the collaboration and communication network interactions are dominated by manager level employees and department heads. Based on these findings, an innovation is needed from all stakeholders from CV. Diamond Printing in developing effective communication methods between its members.

The Impact of COVID-19-Prompted Virtual/Remote Work Environments on Employees’ Career Development: Social Learning Theory, Belongingness, and Self-Empowerment

The Problem The COVID-19 pandemic caused many workers to move from brick and mortar buildings to virtual/remote environments. This created situations in which workers were forced to not only work virtually, but to work alone. The lack of physical contact with others has the potential to stifle efforts to remain engaged and consequently impede career development and progress. The Solution Virtual mentoring is essential for providing emotional support, creating opportunities for dialogue, helping employees discover a balance between work and life, implementing a reward system, and enhancing an overall sense of well-being and belongingness for employees working in virtual/remote environments. Self-efficacy, a component of social learning theory, is a useful concept to study virtual/remote workers who often become self-empowered and rely on their own cognitive abilities to perform in a virtual/remote environment to ensure successful career outcomes. The Stakeholders HRD professionals, managers, supervisors, and others involved in ensuring that workers are engaged, supported, and continuously building skills while working virtually.

Digital dexterity: employee as consumer approach towards organizational success

ABSTRACT The implementation of digital apparatuses is merely the investment of non-living resources while reaping prolific outcomes from digital business initiatives is ensured through talented and ambitious employees. This review study aims to shed the light on an imperative behavioural feature of employees i.e., digital dexterity (DD) that has emerged as the prognostic module of advantageous digital transformation. The review work developed an understanding of DD from the HRD context through digital business literature. The novel concept of DD was further delineated for practical implications by cognitive capabilities such as personal innovativeness, self-efficacy, and technological self-efficacy. Then strategies to develop the DD at the workplace were addressed towards employees, leaders, and business entities’ perspectives. The research inferences can support the HRD managers, industry experts, and academic professionals to design a suitable plan of action by considering the employee as a top priority towards digital transfusion. This review would provide a better comprehension of the HRD along with the Management Information System field to emphasize the employee-level innovativeness at the workplace.

Bouncing back from Workplace Stress: From HRD’s Individual Employee’s Developmental Focus to Multi-facetted Collective Workforce Resilience Intervention

The ProblemHuman resource development (HRD) research has sought to demarcate a human developmental problem by identifying learning interventions through which individuals can contribute towards group and organizational growth. However, there remains the fundamental problem, which is how to go beyond individualized employee development to a more collective resilience model building against workplace stress. Such lesser effectiveness has led to financial, emotional and psycho-social costs to individuals and collectives. Based on the theoretical analysis of human capital theory, HRD research and literature are lacking in how to more effectively operationalize collective resilience against workplace stress.The SolutionA multi-faceted collective workforce resilience intervention conceptual model is proposed to enable both management and employees to overcome ineffective implementation of human development and thereby bounce back from workforce stress. Four aspects of the model’s practical operationalization are proposed as steps to help the HRD community of practitioners and scholars to engrain resilience as a workplace culture in resolving stress. Implications on (1) the identification of workplace stress, (2) the effective design and operationalization of development capacities. (3) the resilience intervention initiatives, and (4) the management of collective workforce resilience are highlighted.The StakeholdersThe proposed model is designed for the HRD community, including scholars, practitioners, employees and managers in related HRD contexts.

MANAJEMEN KURIKULUM FULL-DAY SCHOOL ANAK USIA DINI DALAM MENINGKATKAN KEPUASAN PELANGGAN STUDI KASUS: KELOMPOK BERMAIN (KB) TK KREATIF PRIMAGAMA YOGYAKARTA TAHUN PELAJARAN 2017/2018

The purpose of this study is to find out how early childhood curriculum management in Primagama Creative PG Kindergarten in terms of aspects: curriculum planning, curriculum organizing, curriculum implementation at school and class level, and curriculum evaluation. Knowing the inhibiting factors and supporting factors for implementing Full-Day School curriculum. Knowing about the level of customer satisfaction and also the results achieved by graduates of the applied curriculum. This research uses qualitative descriptive research type, with research subjects are teachers, principals, expert staff, and Walagisiwa students of Primagama Creative Kindergarten KB in the academic year 2017/2018. data collection methods using the method of observation, interviews, and documentation. Data validity is done by using data triangulation. Data analysis techniques used in this study were data collection, data reduction, data presentation, and drawing conclusions and testing. The results showed that: 1) curriculum planning was carried out by an academic creative team led by the HR manager. The academic creative team consists of teachers representing each level in each branch. The curriculum is designed based on the development of the curriculum set by the government, namely the 2013 curriculum. 2) Organizing the curriculum is carried out by the HRD manager by selecting HR as seen from the competencies and abilities of each individual. 3) curriculum implementation is done well. The teacher is very creative in implementing the curriculum. Teachers cooperate with each other in implementing the school level curriculum and class level. The implementation is on schedule and in accordance with the curriculum. 4) curriculum evaluation has been done well. From the results of the evaluation conducted, there is still a need for revision or improvement of the curriculum that is being carried out because it is still in the curriculum phase of the 2013 curriculum. It is not necessary to replace the curriculum at this time. 5) the inhibiting factor in the implementation of the curriculum is the difficulty in presenting media from natural materials when learning. The characteristics of the developing child make it difficult for the teacher to condition the class and deliver the material. Factors supporting the implementation of the curriculum in the form of sufficient funds, complete facilities and infrastructure, and good human resource capabilities. 6) the level of customer satisfaction in the 2017/2018 school year has been achieved with the implementation of curriculum management in Primagama Creative Kindergarten KB schools.