Human Resources In Company Research Articles

ВЗАИМОСВЯЗЬ СОЦИАЛЬНО-ПСИХОЛОГИЧЕСКИХ И ОРГАНИЗАЦИОННЫХ АСПЕКТОВ КОРПОРАТИВНОЙ КУЛЬТУРЫ ПРОИЗВОДСТВЕННОЙ ФАРМАЦЕВТИЧЕСКОЙ КОМПАНИИ

In the context of the risks of business process transformation and digitalization of production, an important aspect is the search and implementation of new approaches to the company's human resource management system. The purpose of this study is to describe the results of a study of the relationship between the socio-psychological and organizational aspects of the corporate culture of a pharmaceutical manufacturing company and their management capabilities. The main research methods used are: system analysis, survey-questionnaire, rating-scaling and expert assessments. Factors such as the socio-psychological climate in the team and the development of sports activities in a pharmaceutical company are considered. It is shown that these aspects play an important role in strengthening corporate culture and increasing employee motivation. Taking into account socio-psychological and organizational factors in activities contributes to achieving the common goals of the employee and the employer, maintaining values that affect the level of the company's reputation. Conclusions are drawn about the need to take into account the interrelationship of socio-psychological and organizational aspects necessary for effective management of the corporate culture of a particular pharmaceutical company.

Analysis of factors affecting employee performance

<span lang="EN-US">A company's human resources are a significant asset for business growth. Performance of working employees determines how far a company advances. This study aims to examine the variables that affect employees' productivity at PT Z. This study uses a quantitative, SEM-PLS methodology. A questionnaire with a 1–5 rating scale was given to 56 randomly selected respondents, who provided the data. The software SmartPLS is then used to examine the data that has been gathered. The study's latent variables included employee performance, job happiness, work culture, and work experience. The findings demonstrated that the composite reliability and AVE values were both greater than 0.5 and 0.7, respectively. Everything created for the model, it can be said, has strong discriminant validity. Each item's loading factor value is more than 0.7, indicating that all the variables are legitimate. The job satisfaction variable in the hypothesis test had no impact on worker performance. Employee performance, meanwhile, is influenced by workplace culture and experience.</span>

Gambaran Workplace Well-being pada Karyawan yang Bekerja di PT X Bekasi

Human resources in a company are valuable assets because they actively contribute to the formulation and resolution of strategic issues and oversee the achievement of organisational goals. The company's human resource management must take into account the well-being of its employees. Companies that do not have optimal performance will not be able to operate effectively and efficiently. Workplace well-being is an important component that can enhance an organisation's ability to operate effectively. The work environment plays an important role in determining the well-being of employees. Factors such as the physical condition of the work environment, organisational culture, management and colleagues, and the ability to achieve a work-life balance all influence employee well-being. The concept of well-being at work refers to how employees feel about their well-being, which is the result of several characteristics of the work and office environment that cause several factors to emerge, such as safety, comfort and employee satisfaction. The purpose of this study was to determine PT X description of workplace wellbeing. This research uses quantitative methods, with 131 employees as participants. The findings showed that the workplace well-being of PT X employees was moderate (54.96%) with the highest dimension being employer care (M=4.12). Based on the findings from the study, there is no significant difference in workplace well-being based on factors such as gender, age, education level, or tenure.

Decision Support System Using the SMART Method in Determining the Status of Contract Employees from Permanent Employees

Employee performance assessment is a way to determine the abilities of each employee. The assessment is carried out to obtain materials for developing the company's human resources. The process of appointing contract employees to permanent positions is still not effective, this results in doubt in decision making which allows errors to occur. In this research, a system for decision making will be built, where this research uses the Multi Attribute Rating Technique (SMART) method. The SMART method is a multi-criteria decision making technique that compares one criterion with another. The data used in this research uses 3 factors and 12 employee data to be selected. For assessment using the SMART method based on criteria and weights, a score above 80 is declared a pass to become a permanent employee. Research using the Simple SMART method can help the Ibnu Sina Islamic Hospital in West Pasaman in managing the data or criteria used in determining the status of contract employees, so that they can determine employees who are in accordance with the quality and quantity of human resources needed and as a basis for making decisions. become a permanent employee.

Pendampingan Pengelolaan Keuangan dan Manajemen Usaha Pada Bisnis Rumah Makan Daerah Cikarang Selatan

A business can survive if it has good financial knowledge. Financial management and business knowledge have always been the foundation. Along with the times, especially in the digitalization era, it is unfortunate when business people ignore the financial aspects and optimization of their business management. When the company's human resources are able to adjust to the changing times in industry 4.o, then financial management can be done. The purpose of this activity is to assist and provide consultation to business owners in one of the nasi padang restaurants in Cikarang. We come from an environment where business people do not know much about financial education and how to build a business so that it can grow and adapt to digital developments, as well as the lack of training and education provided for business people, especially for micro businesses. The focus of this community service activity is to assist business actors from business management to finance, so as to maximize the ability of their human resources, which is very much needed by business actors who have high competitiveness in this digital era. In the end, it is expected to provide solutions that allow business actors to optimize all business activities in increasing profits and sales, so that the business can survive and develop.

Sistem Pendukung Keputusan Dalam Menentukan Karyawan Terbaik Dengan Menggunakan Metode Simple Additive Weighting (SAW)

Sistem Pendukung Keputusan Dalam Menentukan Karyawan Terbaik Dengan Menggunakan Metode Simple Additive Weighting (SAW)

Analyzing Astra Michael D Ruslim Education Foundation-SMK Negeri 2 Donorojo Pacitan collaboration model

This study discusses the collaboration between SMK Negeri 2 Donorojo and Astra Michael D Ruslim Education Foundation (YPA MDR) in Corporate Social Responsibility (CSR). The method used is descriptive qualitative, involving researchers as participants who collect data through interviews, observation, documentation, and Focus Group Discussion (FGD). This cooperation is based on legal basis, including the Limited Liability Company Law and the results of coordination meetings with the Pacitan District Education Office. The parties involved include YPA MDR and SMK Negeri 2 Donorojo. The objectives of the cooperation involve improving access and quality of education, community empowerment, creating community involvement, and improving the quality of the workforce. The benefits include improving the company's image, the quality of the company's human resources, and compliance with government regulations. The research concludes that this cooperation has a legal basis, clear objectives, significant benefits, and good governance.

Mengetahui Dinamika Budaya Di Tempat Kerja Yang Berkorelasi Dengan Interaksi Budaya Dalam Organisasi Yang Mempengaruhi Kenyamanan Lingkungan Kerja Serta Produktivitas Kerja Meninjau Dari Perspektif Fisik Dan Sosial

Activities that take place in an office environment are closely related to the role of a company's human resources (HR) department. Human resource management is very important in efforts to increase organizational effectiveness and productivity. One aspect that needs to be considered is how an employee's social culture affects their performance and their relationship with employees as well as their overall work productivity. The literature review approach is the author's method of researching relevant secondary data to support the claims made in this article. Collected research shows that cultural interactions between employee habits have a significant impact on individual and team performance as a whole. This includes various physical and social aspects, therefore it is important to know and be aware of the importance of this. The results of the survey also revealed that the majority of respondents, even 70%, admitted that their relationships with co-workers had a significant influence on work life satisfaction and happiness. The influence of these social habits affects the productivity and comfort of employees' office environments. Where this will provide an increase or decrease in employee performance. Therefore, we hope that this article can be a useful resource for various companies to understand the importance of the impact of employee habits on a pleasant work atmosphere and overall employee productivity. Realizing this will hopefully lead to more proactive strategic steps in creating a work environment that supports individual and team development and increases overall efficiency and productivity. The theme raised in the title of the article is "Knowing the dynamics of culture in the workplace which correlates with cultural interactions within the organization which influence the comfort of the work environment and work productivity from a physical and social perspective." In line with this, the title of this article highlights the importance of understanding the dynamics of organizational culture to create a work environment that encourages sustainable growth and productivity. Therefore, efforts to improve workplace comfort and employee productivity should be seen as a long-term investment in the success and sustainability of the company.

Investigation into New Models of Corporate Human Resource Management Through the Lens of the Sharing Economy

The emergence of the sharing economy model has significant and complex effects on company human resource management. This paper first evaluates the positive impact of the sharing economy on human resource management, and then delves into the challenges it faces, including job instability, recruitment dilemmas, data protection issues, and compliance with legal regulations. Subsequently, the article proposes innovative strategies for human resource management in the context of the sharing economy, involving the adoption of high-tech recruitment methods, flexible work plans, data-driven performance evaluation, and enhanced training and development. These innovative proposals aim to help companies more effectively manage human resources in the broader context of the sharing economy, providing practical references and guidance.

Sistem Informasi Kepegawaian Pada PT Graha Sriwijaya Sejahtera Sentosa

A personnel information system is a system that provides information about personnel to help companies manage employee data more easily and quickly. PT Graha Sriwijaya Sejahtera Sentosa is a company engaged in the distribution of car batteries under the Massiv brand. Problems that exist in companies include the accumulation of prospective employee application files resulting in the destruction of rejected employee application files, searching for employee data which takes a lot of time because employee data has to be searched in a storage cupboard so it is less efficient and employee leave applications are still recorded manually. in written media such as books and paper which have a fairly high risk of being lost or damaged, which causes data processing related to the company's human resource information system to still have shortcomings and inefficiencies. The system development method used is the RUP method (Rational Unified Process) by observing the running system. This research aims to collect data and convey information about employees. The results of interviews with the company's HRD revealed problems in collecting employee data adapted to the PIECES framework as welldiagram usecase as well as in planning to useclass diagram anddiagram activity andMySQL for database storage. The purpose of creating this system is to simplify the process of collecting personnel data in companies. Therefore, having a personnel information system in the company can help the company more easily collect employee data, provide information to employees regarding the company's internal affairs, and help employees more easily apply for leave without having to contact their superiors directly.

Analysis of The Influence of Technology, Latest Working Equipment Usage, and Industrial Relations Strategies Towards Business Sustainability

This research aims to contribute to modern business, new work systems, and industrial relations. This research is a longitudinal study involving manufacturing companies. Researchers collected data at two different periods. Researchers surveyed by sending a questionnaire to the company's human resources managers. Research findings show a reasonably strong relationship between implementing new work practices and better company results. However, according to the dominant theory, this result does not always occur in every case. These results indicate a greater focus on small businesses, which play a significant role in the fabric industry. The third result shows the durability or sustainability of individual practices. These new practices have proven effective in improving company performance, which may be why groups are more confident implementing them. Discriminant analysis reveals that firms' structural and market characteristics account for most of the variability in their orientation toward organizational innovation. The intensity of relationships with other companies positively correlates with using new work practices, mainly if the company operates internationally. The competition level in the company's market is also related to the use of new work practices and intense, innovative activities, especially those related to technology and the coordination of activities within the organization, such as information technology.

The Influence of Job Satisfaction and Transformational Leadership on Innovative Work Behavior with Knowledge Sharing as a Mediation Variable in Private Bank

The purpose of this observation is to determine whether these factors have an impact on creative work practices among employees of Private Banks. considering that current technological developments have given rise to intense competition in the financial industry. For this reason, the company's human resources are expected to be able to integrate technology into financial practices and create new products. This observation uses a quantitative approach with data analysis methods using SEM PLS. The total population is 343 employees and the sampling technique is random sampling with a total of 185 employees. Observation data was collected through distributing questionnaires. The observation The findings indicate that creative work behavior is positively and significantly impacted by transformational leadership, knowledge sharing, and partial job satisfaction. Knowledge sharing is greatly and favorably impacted by transformational leadership in the workplace satisfaction. Then, the knowledge-sharing variable was proven to be able to serve as a go-between for the relationship between transformative leadership's effects and innovative work practices on job satisfaction.

Pengaruh Digitasi, Digitalisasi, Transformasi Digital dan Era Digital Terhadap Peningkatan Mutu SDM Pada PT Suraco Jaya Abadi Motor

The study aims to obtain information about the significance of the influence of digitization, digitalization, digital transformation and the digital era, especially on improving the quality of a company's human resources. This research was conducted at PT. Suraco Jaya Abadi Motor. The population in this study were all active employees of the head office and branch offices of PT Suracojaya Abadi Motor in the South Sulawesi region, be it administrative staff, managers, staff, mechanics to marketing personnel. Meanwhile, the sample obtained was 100 respondents. The sampling technique uses Stratified Random Sampling or stratified random sampling. Data collection techniques through observation, interviews, questionnaires and documentation, while data analysis with multiple regression analysis using SPSS Ver.-23 software. The results of the research findings are digitization, digitalization, digital transformation and the digital era through active employees of the head office and branch offices are able to provide a significant improvement in the quality of human resources of PT Suraco Jaya Abadi Motor.

The Past, Present and Future of Enterprise Resource Planning

Enterprise Resource Planning (ERP) is a software system designed to facilitate the automation and management of essential business operations inside businesses, with the aim of achieving optimum performance. ERP software facilitates the integration and synchronization of data across various business processes inside an organization. This results in the establishment of a unified and reliable source of information, which in turn optimizes the efficiency and effectiveness of operations throughout the whole firm. The platform has the capability to integrate a company's human resource functions, financials, manufacturing, supply chain, operations, reporting and commerce into a unified system. The objective of this article is to provide a comprehensive examination of the historical progression and evolution of ERP systems, while also highlighting contemporary advancements facilitated by digital breakthroughs such as cloud computing. The research methodology used in this work included doing a comprehensive evaluation of scholarly literature sourced from academic publications as well as industry sources. The study revealed that ERP systems have undergone significant transformations compared to their predecessors, like MRP (material resource mapping) systems and IC (integrated control) packages. The ongoing transformations are seen in conjunction with the emergence of cloud computing and advancements in modern technologies such as artificial intelligence. Numerous scholarly publications have already examined the progression of Enterprise Resource Planning (ERPs). However, the distinctive value of this particular article lies in its comprehensive coverage of the latest advancements in the field, including debates on cloud-based ERPs and postmodern ERPs.

Peranan Audit Manajemen Untuk Menilai Efektivitas, Efisiensi Dan Kinerja Karyawan Sumber Daya Manusia Terhadap PT. Sarana Mentari Cemerlang Surabaya

This study focuses on audit management of human resources at PT. Sarana Mentari Cemerlang Surabaya, with an emphasis on employee productivity, efficiency, and work quality. The method of data collection that is used is deskriptif, which involves gathering data through observations and wawancara. The subject of analysis is the employee of the company. The type of data that is used is qualitative, with initial data from employees and human resource management. The study's findings indicate that while the company's human resource management program has good potential, its implementation is still subpar. Programs for hiring, selection, training, and employee development turned out to be very effective, even though there is still room for improvement. Penilaian kinerja karyawan dianggap baik, notwithstanding the possibility of bias arising from a closed session. The compensation program and the JASA balas seem to be working well, but improvements are needed to raise the level of transparency and keadilan. Programs for health and safety at work are doing well, but home improvement needs to be improved. Although the work-related stress reduction program appears to be effective, it is recommended to increase employee turnover in PHK.

ТИПОЛОГІЯ ІНСТРУМЕНТІВ УПРАВЛІННЯ КАДРОВИМ ПОТЕНЦІАЛОМ ПІДПРИЄМСТВА

The success and stability of an enterprise in a dynamic market environment are largely determined by its human resources potential. This potential determines the organisation's path to development, efficiency and competitiveness. Motivated and skilled employees become a crucial resource that helps an enterprise to stand out in the market, provide high-quality customer service, and develop innovative products and services. Businesses with high human resources potential create a favourable environment for generating and implementing new ideas. Developing this potential contributes to employees' professional growth, increasing their productivity and teamwork satisfaction. It is also important to remember that an effective human resource potential allows a company to position itself as an attractive employer. In this context, we must use practical tools to manage the company's human resources. To achieve this, we must understand the set of these tools, i.e., study the issues of their classification and develop it. In the article, using the methods of scientific abstraction, deduction, systematisation and generalisation, the author has developed a typology of tools for managing the enterprise's human resources potential according to some existing and new features. Among the set of existing features, we have identified the classification features of the object of influence, the nature of the goals, the target audience, the source of origin, and the nature and scope of the application. In turn, we have proposed new classification features, namely, the level of individualisation, the level of novelty, the level of formalisation and the source of the need for use. The presented and developed typology of tools for managing the enterprise's human resource potential allows us to understand their wide range and diversity. Also, it provides us with the opportunity to make a reasonable choice in each specific situation. In addition, in the prospect of further research, we have created conditions for further in-depth study of these tools regarding their features, characteristics and application possibilities.

ТЕОРЕТИКО-МЕТОДОЛОГІЧНІ АСПЕКТИ ФОРМУВАННЯ ІНТЕЛЕКТУАЛЬНОГО ПОТЕНЦІАЛУ ПІДПРИЄМСТВА

The article updates the problem of intellectual potential formation, emphasizes its role in creating competitive advantages and achieving market leadership. But human resources are recognized as its basis. The purpose of the article is to review the processes and develop methodological recommendations regarding the organizational aspects of human resources management in the context of the formation of intellectual potential in order to increase competitiveness and bring the enterprise to leading market positions. In the framework of the article, we used general scientific methods of analysis and synthesis for the theoretical generalization of the studied materials. This made it possible to formulate the author's approach to the specified problem. As a result of the research, the authors developed and schematically presented the process of intellectual potential formation, where the impact on the development of human resources at the internal and external levels is considered. When supplementing the conceptual apparatus, the authors singled out the concept of "intellectual reaction" as the speed of application of management measures aimed at developing the intellectual capabilities of the company's human resources. For the same purpose, in terms of capital-forming and resource components, it is proposed to review the structure of the system of intellectual potential. The resource component involves the combining of intellectual and innovative activities. The capital-generating component combines human resources and intangible assets. Considering the fact that human resources provide an enterprise from 40% to 80% of economic growth, the authors concluded that they are the most significant component of both intellectual and innovative potential. So, the primary task of management should be the development of measures aimed at the formation of quality personnel characteristics enterprises. In this context, the expediency of continuous education, the concentration of necessary resources on qualification improvement, professional retraining, participation in professional and career trainings, measures to exchange experience are essential. But they do not underestimate the importance of the social component. On the basis of research, it is possible to form a practical human resource management apparatus at a defined enterprise, creating favorable conditions for increasing the intellectualization of the enterprise.

Analisis Penanganan Pembiayaan Bermasalah pada Bank Syariah Indonesia KCP Sibuhuan

This research discusses the handling of problematic funding at Bank Syariah Indonesia KCP Sibuhuan. Based on observations in the field, many consumer financing problems, especially for certain products, arise due to various factors. The aim of this research is to find out the strategies used by Bank Syariah Indonesia KCP Sibuhuan in handling problematic financing for consumer products, as well as the factors that cause these problems and the steps that must be taken if these problems arise. Again. The research was conducted using a qualitative methodology, and the findings show that Bank Syariah Indonesia KCP Sibuhuan's approach to overcoming problematic financing in consumer financing products is to develop the company's human resources (HR), providing advice to clients via telephone and face-to-face conversations. visits, and perfecting the company website, all that remains is for the client to submit a Warning Letter (SP), chat with the client, develop a financing restructuring strategy, and finally implement the final handling strategy by selling the client's assets or collateral. Financial problems at Bank Syariah Indonesia KCP Sibuhuan are not caused by internal bank problems, but external factors such as customer lifestyle, layoffs, requests for other financing, unreliable customers, and work at bad companies. If an opportunity arises, problematic consumer goods are being refinanced at Bank Syariah Indonesia KCP Sibuhuan. This is done by assessing the money given, talking to all financial units, and avoiding problems with previous financing.

Information Technology Governance Capability at PT XYZ using COBIT 2019

PT XYZ is a management consulting company in Jakarta. This company has many products related to information technology. Therefore, measuring the capability of information technology governance at PT XYZ was carried out. The measurement of information technology governance capability is based on problems that are often faced by companies in terms of project management followed by problems related to the company's IT budget and human resources skilled in information technology. Capability measurement is carried out using COBIT 2019 with a qualitative approach. Using data collection methods with interviews and literature study. The results of the data collection showed that there were 3 COBIT 2019 domain processes that matched the company's problems, namely APO06 - Managed Budget and Costs, APO07 - Managed Human Resources, and BAI11 - Managed Projects. The results of the capability measurement carried out concluded that the three selected domain processes namely APO06, APO07, and BAI11 were achieved at level 2 or can be categorized as Fully Achieved so that companies get several recommendations for improvement to improve the quality of their information technology governance and reach a higher level.

The Influence Of Work Discipline And Financial Compensation On Performance Of Employees In National Private Shipping And Logistics Industry

Human resources and personnel management are crucial for businesses in managing, coordinating, and employing staff so that they can work efficiently to meet organizational goals. A company's human resources must be competently managed to strike a balance between employee needs and the requirements and capabilities of the organization. The key to the business's productive and equitable growth is this equilibrium. The productivity of a company's personnel has a significant impact on the growth of its operations and organizational structure. In this study, the impact of direct cash pays and the use of workplace rules on employee performance is examined. 100 individuals from each employee division's population made up the sample. The impact of direct financial support and the imposition of work discipline on employee performance levels is examined using the multiple regression method. The study's findings demonstrate that among the four independent variables salary, wages, incentives, and work discipline only incentive, with a t-value less than the t-table, has no bearing on the independent variable performance.