Implementation Of Human Resource Management Research Articles

Impact of Human Resource Management on The Implementation of Physical Education Program in Selected Universities in Guizhou Province: Basis for Inputs to Policy Reformulation

This study investigated the impact of human resource management (HRM) strategies on the implementation of Physical Education Programs (PEPs) in selected universities within Guizhou Province, China. Employing a descriptive-correlational research design, data were gathered through self-made questionnaires assessing the implementation of HRM practices and PEPs. The study involved 310 physical education teachers from Guizhou Medical University, Guizhou University, and Guizhou Normal University. Findings revealed moderate to high levels of HRM implementation across various aspects, with room for improvement in employee satisfaction and compensation. Similarly, PEP implementation demonstrated moderate levels across key areas, suggesting opportunities for enhancement. Significant correlations were observed between certain HRM practices, such as performance evaluation, and aspects of PEP implementation, notably curriculum integration. However, other HRM factors showed less substantial impacts on PEP implementation. Based on these findings, recommendations were proposed to optimize HRM practices and improve PEP effectiveness. These included tailored professional development initiatives, revised performance evaluation practices, prioritization of employee satisfaction, enhancement of compensation and benefits, promotion of academic freedom, adoption of a holistic HRM approach, facilitation of collaborative partnerships, and establishment of a culture of continuous improvement and evaluation.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Motivasi Kerja

Work motivation is an important factor in improving employee performance and achieving organizational goals. Human Resource Management (HRM) plays a crucial role in motivating employees through various strategies and policies. The method used in this study is a type of qualitative research. The data sources obtained in this study are from the results of library research from various sources. The main source of data for this research is the results of research published on google scholar. Data analysis was carried out qualitatively with the stages of data reduction, data presentation, and conclusion drawn. The results of this study are obtained how the role of human resource management in increasing work motivation, effective human resource management strategies and policies to increase work motivation, as well as challenges and solutions in the implementation of human resource management to increase work motivation

Points of Incompatibility Between the Turkish Education System and Human Resources Management

This study aims to explain the reasons for the difficulties in the implementation of Human Resources Management (HRM) in the Turkish education system by revealing the incompatibilities between them. A literature review and document analysis on official statistics, laws, and newspapers were conducted. First, we reviewed the implementation of HRM functions in Turkey. After that, we tried to reveal its basic features by examining the factors that led to the emergence of HRM in the historical process and the new forms it took over time. In addition, we examined the effects of neoliberal policies on the working conditions of teachers in public and private schools. We discussed the working conditions of teachers in public and private schools in Turkey separately. As a result of the review, we argue that acting in line with the efficiency/success target and the contradictions between Industrial Relations and HRM are among the main reasons for the incompatibility between the education system and HRM in Turkey.

Implementasi Manajemen Sumber Daya Manusia di Madrasah Aliyah Negeri 2 Kota Malang

Human Resources (HR) play an important role in improving the quality of education in educational institutions, including Madrasah Aliyah Negeri (MAN). So, good management is needed to achieve madrasah goals. Using a qualitative approach and combined methods, researchers describe the role of HR management, implementation of HR management, and strategies to increase the productivity of teaching and education staff. In achieving maximum results, researchers collected data through observation, interviews and analysis of related documents. The research results show that the role of HR management in MAN 2 Malang City is very important for the institution as seen from the positive impact of its implementation. Apart from that, the implementation of human resource management at MAN 2 Malang City is carried out in the implementation of management functions, namely planning, procurement, coaching and development, promotion and transfer, dismissal, compensation and employee assessment. MAN 2 Malang City also has a strategy to increase the productivity of its human resources, including continuous training and development, providing incentives and rewards, as well as effective coaching and supervision.

Talent Management Policy and Meritocracy to Accelerate Bureaucratic Reform of Local Government: Comparative Study of Pontianak and Pekanbaru Cities

The Indonesian government prioritizes implementing talent management for bureaucratic reform in civil service (ASN) management. The merit system index measures the implementation of human resource management based on meritocracy values in government agencies with a minimal score of 250. However, data shows that only 12.8%of district and city local government agencies are included in the good and excellent categories, which is still far from the target set. At the end of 2022, based on data from the Indonesian Civil Service Commission (KASN) assessment results, the Pekanbaru City Government (Riau Province) got an outstanding or “Good” category for the merit system index. On the other hand, Pontianak City (West Kalimantan Province) is also in the excellent or “Very Good” category. This study aims to analyze the efforts made by the Pontianak City Government and Pekanbaru City in implementing the ASN management merit system and identify strategies to implement talent management. Studies are based on the results of qualitative research through collection of data and information from various sources, such as interviews, observations, secondary data, and documentation. Purposive sampling is applied with primary data sources obtained directly from the location through documentary evidence, focus group discussion (FGD), and interviews. The results of the study found that the governments of Pontianak City and Pekanbaru City have prepared several policies and initiatives for merit-based ASN management, as well as the implementation of talent management. Political support encourages the implementation of good talent management to be the key to success, because of the understanding of the importance of human resources to improve public services and encourage economic growth and quality of life in Pekanbaru City and Pontianak City. The absence of in-depth studies of talent management applications in city/regency local governments, especially outside Java, can contribute significantly to both the application practice and the science of administration and public policy.
 Keywords: talent management policy, civil service management, meritocracy, local government, bureaucratic reform

Work and Employment Practices in an Intriguing Sub-Saharan Context: Unpacking Salient Endogenous Traits

Although cultural beliefs and practices have been shown as essential drivers of organizational employment policies and practices, the role of endogenous traits in managing employees in organizations in Africa has received less attention in research. We address this gap by employing an exploratory qualitative study approach to ascertain how Sub-Saharan African cultural norms and values shape the design and implementation of human resource management (HRM) in local and foreign-owned organizations in Cameroon. Data were drawn from key stakeholders, including human resource (HR) managers, trade union officials, staff representatives, and top management performing HR and strategy duties. The evidence delineates four major endogenous (socioculturally anchored) organizational HRM phenomena and their relevance for the organizations, employees, and the local community. This paper argues that the observed endogenous work and employment practices serve as the “glue” between organizational stakeholders, beget immense reverence, enhance employees’ experience and well-being, and are appropriate caryatids of modern organizational HRM in Africa.

Implementation of Human Resources Management in Efforts to Improve the Performance of Tax Instructors

This research aims to investigate and analyze the implementation of human resource management (HR) to improve the performance of tax instructors at the Directorate General of Taxes. HR management is essential in creating a work environment that supports employee productivity and motivation, especially in the tax sector. This research uses a qualitative approach with descriptive methods. The research results show that effective implementation of Human Resources Management (HRM) at the Directorate General of Taxes (DJP) has positively impacted the performance of Tax Instructors. Skills development strategies, reward and recognition systems, communication facilitation, and technology integration have formed a supportive and dynamic work environment. Tax Counselors, as the main link between tax regulations and public understanding, can provide more effective counseling services. Apart from that, the policy of balancing work and personal life also contributes to the welfare of Tax Instructors. Thus, the research results confirm that HRM encourages increased individual performance and creates a solid foundation for achieving broader and sustainable tax education goals.

Implementasi Manajemen Sumber Daya Manusia dalam Kegiatan Rekrutmen Petugas Ibadah Haji Kantor Kementerian Agama Kabupaten Kendal Tahun 2023

Recruitment of Hajj officers is the first way to find a competent Hajj officer or guide. In looking for quality human resources, there needs to be a strict selection process in order to find Hajj officers who are truly competent and capable in this field. This research uses a descriptive qualitative method, by describing the results of interviews and observations. The aim of this research is to find out thoroughly how the Hajj Officer Recruitment process is and the form of human resource management implemented. The research results show that the form of implementation of human resource management is said to be successful because there is preparation and planning of human resources in accordance with the management functions implemented in the Hajj Officer recruitment activities referring to Planning, Organizing, Actuating, Controlling. The form of implementing human resource management to obtain qualified and competent Hajj officers is through training or equipping activities for Hajj officers carried out at the provincial level with the aim of improving the quality of Hajj officers, improving conceptual characteristics and leadership qualities.

Lean HRM practices in manufacturing SMEs: exploring the interplay among the influencing factors

Purpose This study aims to investigate the implementation of lean human resource management (HRM) practices in manufacturing small- and medium-sized enterprises (SMEs) and explore how various factors interact to influence their successful adoption. By exploring the interplay among these factors, the research seeks to identify key drivers affecting the adoption of lean HRM in manufacturing SMEs. Ultimately, the research intends to provide insights that can guide organisations, practitioners and policymakers in effectively implementing lean HRM practices to enhance operational efficiency, workforce engagement and competitiveness within the manufacturing SME sector. Design/methodology/approach The study combined total interpretive structural modelling (TISM) and Matrice d'Impacts Croisés Multiplication Appliquée à un Classement (MICMAC) analysis. TISM helped in understanding the hierarchical relationship among different factors influencing lean HRM implementation, whereas MICMAC analysis provided insights into the level of influence and dependence of each factor on others. Findings The research revealed that “top management support” emerged as the most independent factor, indicating that strong support from top management is crucial for initiating and sustaining lean HRM practices in manufacturing SMEs. On the other hand, “employee involvement and empowerment” was identified as the most dependent factor, suggesting that fostering a culture of employee engagement and empowerment greatly relies on the successful implementation of lean HRM practices. Research limitations/implications While the study provided valuable insights, it has certain limitations. The research was conducted within the specific context of manufacturing SMEs, which might limit the generalizability of the findings to other industries. Expert opinions introduce subjectivity in data collection. Additionally, the study may not cover all critical factors, allowing room for further exploration in future research. Practical implications The findings have practical implications for manufacturing SMEs aiming to implement lean HRM practices. Recognising the pivotal role of top management support, organisations should invest in cultivating a strong leadership commitment to lean HRM initiatives. Furthermore, enhancing employee involvement and empowerment can lead to better adoption of lean HRM practices, resulting in improved operational efficiency and overall competitiveness. Originality/value This research contributes to the field by offering a comprehensive exploration of the interplay among factors influencing lean HRM implementation. The use of TISM and MICMAC analysis provides a unique perspective on the relationship dynamics between these factors, allowing for a nuanced understanding of their roles in the adoption of lean HRM practices in manufacturing SMEs. The identification of “top management support” as the most independent and “employee involvement and empowerment” as the most dependent factors adds original insights to the existing literature.

Implementation of Human Resource Management to Face the Era of Society 5.0

The rapid development of science has brought many changes to humans, one of which is the era of society 5.0. Therefore, adequate human resource management is needed to deal with this. This research aims to find out the role of HR management in facing the era of society 5.0. The method used is descriptive qualitative and uses Cafe The Sky Bangkalan as a research location. From the results of data collection, it can be concluded that HR management can be useful in dealing with technological advances. Through HR management, employees will be better prepared to face changes resulting from the society 5.0 era and can improve the quality of their human resources

Identification of Employee Management in MSMEs

MSMEs (micro, small, and medium enterprises) are a crucial component of global economic expansion and exert a substantial influence on employment creation worldwide. Proper staff management is a critical determinant of success and sustainability for MSMEs in their operational endeavors. This study examines personnel management techniques and practices employed by MSMEs in the tourist sector focusing on CV OBKA Mandiri as a case study. The findings of this study demonstrate that CV OBKA Mandiri employs a distinctive method in managing their workforce. The organization places significant emphasis on fostering a culture of collaboration and teamwork among its workforce. The employees are seen as integral members of the firm, with a strong emphasis placed on the value of teamwork. The belief in the significance of mutual success is held by individuals. This research also emphasizes the significance of employee engagement and motivation in the management of employees in MSMEs. CV OBKA Mandiri recognizes the correlation between employee motivation and engagement in their work and the subsequent positive impact on the firm. Furthermore, the findings of this study emphasize the significance of staff training and development within MSMEs. The firm has undertaken significant measures in this context, offering useful insights into the implementation of human resource management. This study offers significant contributions to the understanding of staff management within the context of MSMEs. The findings can serve as a valuable resource for MSMEs in addressing unique obstacles such as the Covid-19 pandemic and its consequences.

Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai

Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement in a work atmosphere that permits the organization to operate in a green way. Currently, almost all types of businesses are taking steps to ensure their long-term viability. However, most businesses’ first goal is to make more money, which is only temporary, therefore businesses must focus on their long-term viability. The main purpose of this work is to investigate how GHRM practices affect the performance of organizations, enhancing sustainability of organizations and elaborate the function of employee and environmental performance as mediators. Data was collected using a survey questionnaire approach from 320 respondents working in an IT organization. In corporate, GHRM is a new trend which is meant to raise awareness about global warming and pollution in organizations. The study reveals that while green HR practices are widely implemented in Chennai, certain practices are not as outstanding. Organizational sustainability was found to be significantly impacted by GHRM activities such development and training, performance assessment, and incentive and compensation. This study also looks at how environmental performance and employee performance can influence the connection between GHRM practices and long-term organizational viability. In order to help businesses, make ecologically responsible decisions, this research provides innovative methods for improving green employment strategy, green staffing, green selection, green development, and green training. More study is required to determine the impact of GHRM practices in the IT sector and to identify sustainability concerns in poorer countries, where GHRM is still a relatively new concept.

Implementation of Human Resource Management (HRM) In Improving Teacher Performance and Insuring Education Quality

In an effort to advance a school, human resource management, especially educators, has a very crucial role. The quality of education refers not only to the end result, but also to the learning process and the human resources involved. In measuring the quality of education, it is necessary to consider a number of factors, ranging from inputs, namely the quality of students and school infrastructure, the learning process that takes place in the classroom, to outputs, namely students' academic achievement and readiness to face future challenges. This study aims to understand the practices, policies and concrete steps taken by SMP 1 Kalikotes towards Human Resource Management (HR) for Islamic Religious Education Teachers (Guru Pendidikan Agama Islam). By focusing on the implementation of teacher resource management, this research will provide information, this research will provide information in revealing the best practices and challenges faced by the school in an effort to improve the quality of education. Field research is a relevant approach to explore the dynamics and challenges faced by schools in managing teacher human resources to improve the quality of education. This research will adopt a case study research design. The results of our research show that SMP 1 Kalikotes Klaten has made significant efforts in teacher training, both through internal and external training. The program of making teaching modules and implementing the independent curriculum is well designed and in accordance with the needs of teachers, helping to improve skills and knowledge in the teaching process.

The Role of Happiness at Work in Moderating the Effect of Work Engage-ment and Organizational Justice on Innovative Work Behaviour of Region SCA in Indonesia

Purpose – The purpose of this study was to analyse the direct influence, work involvement, organizational justice, and happiness at work on the innovative work behaviour of the State Civil Apparatus (SCA), and also the role of happiness at work as a moderating variable on the influence of work involvement and organizational justice on work behaviour innovative. Aims(s) – The role of job happiness as a moderating variable on the influence of work involvement and organizational justice on the innovative work behaviour of Regional SCAs in Indonesia. Design/methodology/approach – The samples obtained were 243 SCA working in the Regional Government sector. Questionnaires were delivered directly by the research team to the respondents. The analytical method used is the structural equation model and PLS to test the hypothesis. Findings – The results of the study show that work involvement, organizational justice, and happiness at work have a direct effect on innovative work behaviour. Happiness at work cannot play a moderating role in the effect of job involvement and organizational justice on SCA innovative work behaviour. Limitations of the study and implication for managerial SCA – The limitations of this study are only focused on looking at the effect of WE, OJ, and HAW on IWB SCA. Especially the role of HAW as a moderating variable is not supported. This research contributes to social exchange theory more specifically in developing the implementation of human resource management that work involvement, organizational justice, and work happiness as multidimensional variables have been empirically proven to increase IWB SCA in local government organizations. This makes a practical contribution that empirically the level of WE, OJ, and worker happiness substantially influence their IWB.

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.

ANALISIS MANAJEMEN SUMBER DAYA MANUSIA DALAM IMPLEMENTASI PEMBELAJARAN BERBASIS MEDIA DIGITAL

This study aims to determine the implementation of human resources in achieving digital media-based learning and the factors that support and hinder as well as solutions in overcoming the implementation of human resource management in achieving digital media-based learning at State Islamic Junior High School Wajo. This type of research is qualitative research and to obtain the data needed in this study, researchers used field research. The research location is State Islamic Junior High School Wajo, the research subjects are teachers and data collection uses observation, interview and documentation techniques. The results showed that human resources in implementing digital media must attend training and workshops. Human resource management in the implementation of digital media-based learning at State Islamic Junior High School Wajo uses smart tv and its impact is felt by students in teaching and learning activities. There is one factor that supports teaching and learning activities using smart tv namely facilities and infrastructure and one that hindersnamely the internet network. The solution to the inhibiting factor is to divert learning using power point. The use of smart tv greatly facilitates teachers and students in the learning process. Smart tv is a new breakthrough in education and learning becomes more effective and efficient.

ANALYSIS OF HUMAN RESOURCE MANAGEMENT TOWARDS IMPROVING EMPLOYEE PERFORMANCE MAQHASID SHARIA REVIEW

Human resource management is the first point that must be considered by the company, the development of a business requires quality human resource management. The purpose of the study is to determine the implementation of human resource management in terms of sharia maqhasid and improve employee performance. The methods used are qualitative research, while the data used in primary and secondary data research are obtained by researchers through observation, interviews, and documentation. The results of research on the application of human resource management have an influence on employee performance, one of which is the results of work. The implementation of human resource management seen from sharia maqhasid is by the review of sharia maqhasid, namely dharuriyyat, hajiyyat, and tahsiniyyat.

Implementation of Human Resources Management in Achieving the Vision of The Muhammadiyah Boarding School Tangerang Institution

The research determines the implementation of human resource management in achieving the institutional vision at Muhammadiyah Boarding School Tangerang, and the factors that support and hinder the achievement of the institutional vision. The research method used is a qualitative descriptive approach. Data collection techniques include observation, interviews, and documentation. Data analysis uses the Miles and Huberman interactive analysis model, namely data reduction, data presentation, verification, and conclusions. The result is: (1). Implementation of human resource management through planning, recruitment and placement, training and development, and evaluation, (2). Factors supporting and hindering implementation in achieving the institution's vision are due to lack of coordination in planning, human resources not meeting the qualifications in employee recruitment, limited training time in human resource development, not yet focused on implementation, evaluation not yet regular, there is no supervisory team (3). The solution to overcome obstacles is to increase coordination between the Director, head of the madrasah, and related parties, and synchronize schedules in evaluating and monitoring HR performance.

Implementation of Human Resource Management in Increasing School Effectiveness at SMPIT Al Hijrah 2 Deli Serdang

This study aims to deepen and analyze the implementation and effectiveness of human resource management in the context of educational institutions in schools. This study uses a qualitative method with a descriptive approach. The data collection techniques used in this study are interviews and documentation. The validity of this research is also obtained through the source triangulation technique, which compares the information obtained by the author with the theory used. Informants in this study consisted of school principals, administrative heads, and teachers. Data analysis is carried out through data reduction, data presentation, and conclusion drawing. The results of the study show that the implementation of human resource management at SMPIT Al Hijrah 2 Deli Serdang has been carried out well, with a focus on four aspects; recruitment, training, compensation, and termination. The four main aspects studied by the author are in line with Schuler's theory and the opinions of the three informants studied. The results of this study are expected to contribute to the development of human resource management theory and practice, and provide useful guidance for educational institutions in improving the quality and effectiveness of human resource management.

Unleashing the Potential: An Integrated Analysis of Human Resource and Marketing Strategies in Empowering East Java's Tourism SMEs

This study examines the implementation of human resource management (HRM) and marketing strategies in small and medium-sized enterprises (SMEs) within East Java's tourism sector. The imperative for examination arises from the observation that tourism SMEs in Indonesia have not yet fully regained their pre-COVID-19 pandemic level of recovery. There is also a lack of holistic research of HRM and marketing strategies implementation in SMEs in the tourism sector in East Java. The research involves 1320 respondents from 440 tourism SMEs and utilizes the Path Analysis method. The findings highlight significant relationships between spiritual marketing, innovation culture, quality of work life, and rewards within SMEs. These factors positively influence the market orientation of SMEs, facilitating the development of products and services that meet market demands, enhance customer experiences, and foster competitive advantage. Additionally, the study reveals that the interplay of spiritual marketing, innovation culture, quality of work life, and rewards directly impacts individual performance, consequently leading to enhanced overall SME performance, as measured by marketing performance.This research contributes to the existing body of knowledge in business research, offering valuable insights into the current dynamics of tourism SMEs in the region. Moreover, it provides strategic solutions to address the decline in tourist arrivals post the COVID-19 pandemic.