Implementation Of Resource Management Research Articles

Implementation of Human Resource Management at SMAIT Al-Fityan School Gowa, Gowa Regency

This study aims to analyze the planning, implementation, and supervision of Human Resource Management (HRM) at SMAIT Al-Fityan School Gowa, Gowa Regency. A qualitative approach with phenomenological methods is used to collect data through interviews, observations, and documentation from related parties. The results of the study show that MSDM planning involves several stages, such as recruitment through meetings, distribution of pamphlets, file collection, interviews, probationary periods, and announcements. The selection is carried out in two stages: administration and interview. Orientation lasts from a probationary period to basic and advanced training for six months. The placement of educators is adjusted to their expertise in teaching, communicating, mastering technology, and management. Training and development are divided into general and religious training. The implementation of MSDM in this school runs systematically and structured, especially in recruitment, selection, orientation, placement, as well as training and development of educators. Supervision is carried out by school principals, directors, education offices, and international supervisors (intertek). The implication of this study is the importance of more attention from the foundation, especially on continuous professional training and development, to improve competence and innovation in teaching methods. Thus, educators can increase competence, job satisfaction, and better career development opportunities

The influence of green human resource management on environmental performance: Exploring the differential effects of green work engagement and moral reflection

This study investigates the impact of the implementation of Green Human Resource Management (GHRM) on the environmental performance of higher education institutions from the perspective of the Ability-Motivation-Opportunity (AMO) theory. A purposive sampling approach was employed to collect 670 questionnaires from the academic and administrative staff of higher education institutions in Thailand. The findings of the research demonstrate that GHRM enhances the environmental performance of higher education institutions. Moreover, GHRM contributes to this enhancement by positively influencing employees’ green work engagement, thereby improving the environmental performance of the institutions. Additionally, employees’ moral reflection positively moderates the relationship between GHRM and green work engagement. This study aspires to construct a holistic research framework, offering new practical and theoretical insights into GHRM, which, in turn, provides meaningful guidance for the sustainable development of global higher education institutions.

A Preliminary Study on the Construction of a Natural Resource Comprehensive Survey System

Abstract. The establishment of a comprehensive survey, monitoring and evaluation system for natural resources is important for determining the background of China's natural resources, fulfilling the "two unification" responsibilities of the Ministry of Natural Resources, and implementing the construction of an ecological civilization. According to the task requirements of the unified survey and monitoring of natural resources, we summarize the progress of natural resource management systems, monitoring systems, technical development and implementation of major projects, propose upgrading the "3rd National Land Resource Survey" to "the 1st Comprehensive Natural Resource Survey", and explore the construction of natural resource survey systems. Combined with the pilot project of comprehensive investigation of natural resources with multiple elements, the next major work for the comprehensive investigation of natural resources is to accelerate the formulation of standards and specifications, carry out application demonstrations, and establish and improve the working mechanism and investigation team.

Application of Apriori to Determine Correlations between Source Competencies Human Resources with Education and Working Period

Human resource competence (HR) is a key factor in supporting organizational performance. Referring to several problems in the Binjai City BKD, such as there is a difference between the competencies possessed by employees and the competencies needed to carry out their duties and responsibilities effectively, the placement of employees that are not in accordance with the competencies, the absence of a system to map and monitor employee competencies can cause difficulties in identifying development needs, as well as in the placement of appropriate employees. Employee competency mapping is relevant in the implementation of human resource management, both in planning, development and employee placement activities. Therefore, it is necessary to carry out competency mapping that can be used for various human resource management needs and this is in accordance with the priority program that will be carried out in the 2025 RKPD, namely improving the quality of innovative human resources. This study uses a priori algorithm with the Rapidminer application to be able to provide correlation results of human resource competencies. From the results of the research, a correlation was formed between human resource competence and education and work period, namely 8 association rules and the highest best rule was obtained with support of 32% and confidence value of 99.4%.

Efektivitas Manajemen Sumber Daya Manusia Dalam Peningkatan Mutu Pendidikan di MTS: Sebuah Studi Kualitatif

This study investigates the implementation of human resource management (HRM) in enhancing the quality of education at MTs YLPI Ibaadurrahman, focusing on integrating Islamic values into the management system. The objective is to evaluate how effectively HRM practices are aligned with educational goals and the community's expectations. Using a qualitative descriptive approach, the research gathered data through in-depth interviews, observations, and document analysis. The research design centered on understanding the impact of HRM practices on educational quality and spiritual development within a madrasah setting. Key findings reveal that HRM at MTs YLPI Ibaadurrahman has successfully improved the educational environment by promoting both academic and spiritual growth among staff and students. However, challenges remain in fully integrating Islamic values into HR management, particularly in performance evaluation and professional development. These findings contribute to the literature by highlighting the importance of contextualizing HRM in religious-based educational institutions. The study suggests that future research could explore mixed-method approaches to quantitatively assess the impact of HRM on educational outcomes. Limitations include the scope of the study, which was confined to one institution, and the reliance on qualitative data, which may limit generalizability. The implications of this research extend to broader educational management practices in Islamic institutions globally.

The Implementation of Human Resource Management in Improving Teacher Professionalism at MadrasaJunior High School

This research aims to analyze human resource recruitment at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, the selection of human resources at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency, human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka Bone Regency. This research is qualitative research with the research location at Madrasah Tsanawiyah Al-Faaizun Watang Palakka Bone Regency. Data was collected through interviews, observation, and documentation. Then, data processing and analysis techniques are carried out through three stages, namely data reduction, presentation, and drawing conclusions. The results of the research show that human resource recruitment was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely, firstly, preparation for the recruitment of educators, secondly, the distribution of announcements regarding the acceptance of educators was carried out in a closed manner, and thirdly, accepting teacher applications. Human resource selection was carried out at Madrasa Junior High School Al-Faaizun Watang Palakka, Bone Regency, namely administrative selection to determine the completeness of applicant files according to predetermined qualifications and interview selection to obtain in-depth information about applicants. The human resource development program at Madrasa Junior High School Al-Faaizun Watang Palakka is carried out through teacher qualification improvement programs, supervision programs, subject teacher deliberation empowerment programs (MGMP), and participating in scientific meetings such as workshops, seminars, good training held at madrasas and outside the madrasah. This research implies that the distribution of announcements on teacher recruitment should be done openly through brochures, advertisements, and other social media so that it is easier for the public to get information on teacher recruitment from these institutions, with needs.

Could California's groundwater resource management lessons be beneficial to England?

In California, Groundwater Sustainability Agencies (GSAs) are basin/catchment-specific water organizations mandated by the Sustainable Groundwater Management Act of 2014 to manage groundwater sustainably by 2040/2042. A GSA can charge replenishment fees for pumped groundwater and these fees can be used to: (a) monitor basin hydrologic conditions; (b) improve the water budget accuracy; (c) increase water availability through management actions and projects; (d) mitigate undesirable results; and/or (e) pay for activities including issuing allocations and limiting production to allocations. In England, housing is frequently proposed in river basin catchments that face water resource challenges. High profile examples are the Arun Valley and Cambridge. The current National Planning Policy Framework manages water resource planning strategically through water company Water Resource Management Plans or Environment Agency River Basin Management Plans. These processes can be slow to respond to development requirements. England might look to California's practices that require water users and developers to pay for ‘water credits’ or fees. This could involve a ‘Watermaster’ charged with local or catchment scale resource management and project implementation. This Watermaster could engage all stakeholders including the local water company, farmers, the Environment Agency and the local authority, none of whom is well positioned to act in isolation.

Modeling the enablers of implementing green HRM practices: An ISM‐MICMAC approach

AbstractThe goal of this study is to identify the set of enablers that influence the implementation of green human resource management (GHRM) practices in the organization and understand mutual relationships among these enablers. The research used interpretive structural modeling (ISM), a method based on expert opinions. We recorded the opinions of experienced academicians and human resources professionals with the aim of drawing conclusions. The driving and dependent power of these factors has also been investigated using Matrice d'impacts croises multiplication applique a classement (MICMAC) analysis. This research work reveals that the primary enabler of GHRM is green government policy, specifically environmental policies, with green leadership, top management support, and green health and safety following closely behind. Green recruitment and selection, green organization culture, green brand image, and green training and development have all reached the third level of the hierarchy. The findings could aid in gaining a comprehensive understanding of these essential enablers, their contextual factors, and the cause‐and‐effect relationships involved in implementing GHRM practices in any given organization. While designing the GHRM implementation strategy, organizations should place emphasis on all the enablers to improve organizational performance.

Implementation of Green Human Resource Management and the Impact on Employee Pro-Protection Behavior Literature Review

This research systematically reviews the literature on Green Human Resource Management (Green HRM) and its impact on employee behavior and organizational performance. Green HRM, which emphasizes environmentally sustainable practices, plays a crucial role in fostering pro-environmental behavior among employees, thereby enhancing their well-being and overall organizational success. Using the Systematic Literature Review (SLR) method, this study analyzes data from accredited scientific journals and recent articles. The findings reveal that Green HRM significantly contributes to creating a sustainable work environment and improving organizational performance. Key practices such as energy efficiency, promoting environmental awareness, and integrating sustainability into HRM policies are shown to have positive effects. However, successful implementation of Green HRM requires strong organizational commitment, employee education, and consideration of external factors like environmental regulations and stakeholder pressure. The study concludes that Green HRM is strategic in achieving sustainability goals and enhancing organizational performance.

Implementation of Islamic Human Resource Management in Islamic Boarding Schools: Case Study in Modern Islamic Boarding Schools

This study aims to examine the strategy of HRM development in modern Islamic boarding schools based on Islamic principles. This study uses a qualitative approach by collecting data from various sources such as the results of previous studies. The collected data will be analyzed thematically to identify patterns and main themes relevant to the research objectives. The results of the study indicate that the implementation of HRM based on Islamic principles can improve individual and organizational performance in Islamic boarding schools. The principles of fairness and transparency in recruitment and promotion, the welfare of teachers and staff, and the enforcement of ethics and integrity are key factors in the success of HRM. Cultural and traditional challenges can be overcome by aligning conventional values ​​with modern management principles through education and dialogue. Limited resources can be overcome with creative and collaborative solutions, such as cooperation with non-profit organizations and the private sector. Adapting to technological change requires investment in infrastructure and training, as well as cultivating innovation throughout the organization. With the right strategy, Islamic boarding schools can implement effective human resource management that follows Islamic values, so that they can produce competent and noble graduates.

PENERAPAN GREEN INDUSTRY DAN GREEN HUMAN RESOURCE MANAGEMENT TERHADAP KINERJA KARYAWAN

Green Industry and Green Human Resource Management are one of the sustainability methods implemented by a company. This research aims to analyze the extent to which the implementation of Green Industry and Green Human Resource Management can improve employee performance, both from the aspects of productivity and environmental sustainability. This type of research is quantitative. The population of this study was all employees of the HR & General Department at PT Semen Padang, totaling 38 people taken by total sampling. Data were processed using multiple linear regression using a questionnaire. The research results show that there is an influence between green industry (X1) on employee performance, there is an influence of green human resource management (X2) on employee performance and there is a relationship between green industry and green human resource management on the performance of PT Semen Padang employees.

Green Human Resource Management and Job Pursuit Intention: Role of Individual Green Values

The focus on achieving environmental sustainability has led to the implementation of green human resource management (GHRM) practices in various organizations. Many studies have investigated the effect of GHRM practices on existing employees in developed countries. However, limited studies have examined how prospective job seekers perceive GHRM practices in an organization before entering the workplace in developing countries, especially in the Egyptian context. Drawing upon signalling theory, social identity theory and person-environment fit theory, this study aims to bridge this gap by examining the effect of perceived green human resource management (GHRM) practices on the job pursuit intention (JPI) of prospective job seekers in Egypt. A moderated mediation model was proposed, with organizational attractiveness (OA) as a mediator and individual green values (IGV) as a moderator. The sample consisted of 219 final-year undergraduate business students registered in the College of Management and Technology in the Arab Academy for Science, Technology, and Maritime Transport, Alexandria, Egypt. The study used an experimental scenario-based approach where perceptions of individuals were examined toward a hypothetical company using self-administered questionnaires. Direct, mediation, moderation, and moderated mediation models were analysed using linear, multiple regression analysis, and bootstrapping procedures (PROCESS macro extension to SPSS) with the help of SPSS version 26. Results supported the significant positive influence of GHRM on JPI and OA mediated the GHRM-JPI relationship. In addition, IGV moderated the GHRM-OA-JPI relationship. The study provided various theoretical and practical implications for scholars and practitioners. Study limitations and suggestions for future research are also discussed.

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

Exploring ethical leadership and green human resource management for social sustainable performance improvement: evidence from the Greek maritime industry

Purpose Improving the social sustainable performance of organizations requires a shift toward ethical leaders’ behaviors and green-focused human resource management initiatives. Drawing on the resource-based view of the firm, this study aims to empirically evaluate the influence of ethical leadership and green human resource management on the social sustainable performance of maritime companies. Design/methodology/approach The study analyzes empirical data from 109 Greek maritime companies and uses partial least squares structural equation modeling to examine the hypotheses. Findings The findings confirm the direct, significant and positive effect of both ethical leadership and green human resource management on social sustainable performance. The complementary (partial) mediation of green human resource management in the ethical leadership – social sustainable performance is also revealed. Originality/value This study contributes to the under-researched domain of social sustainability and addresses the emerging concept of green human resource management in the maritime transportation literature. It also highlights the effect of ethical leadership and green human resource management on the improvement of social sustainable performance, which is also lacking in the literature. The study uncovers that the presence of leaders with ethical values and the implementation of green human resource management are important for organizations seeking to achieve high levels of social sustainable performance.

Manajemen Sumber Daya Manusia Berkelanjutan dan Dampaknya terhadap Kinerja Organisasi di Sektor Pariwisata Kerinci

This study aims to analyze the impact of the implementation of sustainable human resource management (HR) on organizational performance in the Kerinci tourism sector. The research method used is qualitative with a case study approach, where data is collected through in-depth interviews with HR managers, employees, and company leaders in the tourism sector, as well as direct observation in the field. The results of the study show that organizations that implement sustainable HR management experience increased employee productivity, workforce welfare, and business competitiveness. Training programs related to sustainable skills and employee involvement in corporate social responsibility (CSR) initiatives play an important role in increasing employee motivation and commitment. In addition, organizations that focus on work-life balance tend to have higher levels of employee loyalty and reduced turnover. However, the study also found that small and medium enterprises (SMEs) in the Kerinci tourism sector still face challenges in implementing sustainable human resource management, mainly due to limited resources and lack of understanding of the concept of sustainability. This research recommends the need for collaboration between the government, companies, and local communities to promote sustainable HR management more broadly in Kerinci.

The impact of Artificial Intelligence on E-commerce supply chain sector in achieving cost efficiency and economic growth: A business and economics perspective

The study aims to find how much cost effectiveness is achieved when e-commerce supply chain operations use automation and AI technologies. therefore,ing technology of AI and its models have essentially proved to be impactful in making data driven decisions by the organisations gaining leverage in productivity and profit sustainability in a way that the companies achieve competitive advantage therefore creating sustainable value propositions from business and economics perspective. Aim/Purpose The aim of the paper is to explore the positive relationship between AI technologies and productivity levels in the e-commerce supply chain sector through achieving cost effectiveness and economic growth. Methodology/Approach The study focussed on reviewing literature on how Artificial Intelligence driven technology can optimise various supply chain functions within e-commerce sector. Solow-Swan growth model has been applied to investigate the value AI creates in utilising capital, labour input to achieve output growth. Positivist approach that allowed for objective observation and independent conclusions has been adopted. For primary data, quantitative methodology is used through survey questionnaires to gather data from a sample of 206 employees, managers, data analysts in e-commerce supply chain sectors. Findings The findings from the secondary sources inform that the use of AI and automation in the e-commerce industry leads to a high rate of productivity in terms of reducing costs and promoting economic growth. The primary research methods, through survey questionnaires collects real-time data that helps achieve quantifiable and measurable values to conclude that AI-led technology can increase productivity and competitive advantage as it saves cost while increasing productivity and overall economic input. Descriptive statistics of measures of central tendency were used to present findings in simpler, presentable way followed by interpretations of the data in percentages. Practical implications Managers and decision-making directorial board members have important lessons to learn from these findings as the quantifiable values may give them an insight into how much capital investment should be allocated for AI technologies and how predictive analytics and data analysis can accelerate their service towards becoming customer centric. Significant strategic planning and implementation of resource management can lead to higher rates of productivity profitability and eventually higher economic growth.

Implementation of Strategic Human Resource Management in Improving the Quality of Education

This research was conducted at Labschool Cirendeu Middle School by analyzing Strategic HR Management as an effort to improve the quality of education at that school. Researchers use research strategy design. This research was qualitative research with the consideration that the problem and aim is to look at the phenomenon of the conditions of the implementation of Strategic HR. The data collection method used consisted of observation and questionnaires. Nvivo, the coding process is carried out by linking the text in the transcript with code. Strategic HR Management to improve the quality of education at that school which consists of seven themes, namely Quality Assurance, Quality Improvement, Planning and Evaluation, Supervision, Recruitment, Parents as partners, and Implemented Solutions.

The influence of digital platform on the implementation of corporate social responsibility: from the perspective of environmental science development to explore its potential role in public health.

This paper aims to explore the intersection of corporate social responsibility (CSR) and public health within the context of digital platforms. Specifically, the paper explores the impact of digital platforms on the sustainable development practices of enterprises, seeking to comprehend how these platforms influence the implementation of environmental protection policies, resource management, and social responsibility initiatives. To assess the impact of digital platforms on corporate environmental behavior, we conducted a questionnaire survey targeting employees in private enterprises. This survey aimed to evaluate the relationship between the adoption of digital platforms and the implementation of environmental protection policies and practices. Analysis of the survey responses revealed a significant positive correlation between the use of digital platforms and the environmental protection behavior of enterprises (), Moreover, the presence of innovative environmental protection technologies on these platforms was found to positively influence the enforcement of environmental policies, with a calculated impact ratio of (). An intermediary analysis highlighted that environmental innovation technology plays a mediating role in this process. Additionally, adjustment analysis showed that enterprises of various sizes and industries respond differently to digital platforms, indicating the need for tailored environmental policies. These findings underscore the pivotal role of digital platforms in enhancing CSR efforts and public health by fostering improved environmental practices among corporations. The mediating effect of environmental innovation technologies suggests that digital platforms not only facilitate direct environmental actions but also enhance the efficiency and effectiveness of such initiatives through technological advances. The variability in response by different enterprises points to the importance of customizable strategies in policy formulation. By offering empirical evidence of digital platforms' potential to advance CSR and public health through environmental initiatives, this paper contributes to the ongoing dialogue on sustainable development goals. It provides practical insights for enterprises and policy implications for governments striving to craft more effective environmental policies and strategies.

Human Resource Green Practices Towards Sustainability: The Case of Foxconn Company in China

This paper mainly studies whether Foxconn's green human resource management can bring benefits to Foxconn and puts forward suggestions on the problems existing in the implementation of green human resource management in Foxconn. The data for this chapter comes from Foxconn employees in Yantai, Shandong Province. Foxconn's HR green practices include green recruitment, green training, green performance, green compensation and green participation. After analysis, it is concluded that the education level of Foxconn employees is generally low, which is not conducive to the implementation of green human resources practices. Foxconn did not give full play to the leading role of supervisors in green participation practices. This study believes that enterprises should play the role of supervisors when implementing human resource green practices, and supervisors should give support and guidance when employees participate in environmental protection activities. Foxconn should focus on improving the education level of its employees. The research results of this paper are helpful for enterprises to achieve the goal of green development, help enterprises to further understand the green practice strategy of human resources, make the development of enterprises meet the requirements of green environmental protection, and improve the competitive advantage of enterprises.

THE IMPLEMENTATION OF TEACHER RESOURCE MANAGEMENT TO IMPROVE THE COMPETENCE OF TEACHERS AT PRIVATE JUNIOR HIGH SCHOOL OF NAHDLATUL ULAMA MEDAN

Teacher resource management must be carried out thoroughly and completely among its functions, namely planning, organizing, directing, controlling, procuring, developing, compensating, integrating, maintaining, disciplining, and finally dismissing, all of which will make human resources or teaching staff truly selected and competing openly. This study aims to describe the implementation of teacher resource management. This research was conducted at the Private Junior High School of Nahdlatul Ulama Medan, It wants to reveal: (1) the recruitment process (2) The teacher selection process (3) The implementation of teacher competency development carried out by the Head of the Private Junior High School of NU Medan.The method used in this study is a qualitative research approach. The validation of research data was carried out using triangulation techniques through observation, interviews and document studies. The results of this study reveal the findings, which are: (1) The teacher recruitment process carried out by the Head of the Private Junior High School of Nahdlatul Ulama Medan is still familial and recommended by local teachers, not informing the general public due to limited funds owned, (2) The selection process carried out by the Head of the Private Junior High School of Nahdlatul Ulama Medan occurs in several stages, namely: completeness of files or administration, interview tests, and placement according to the disciplines possessed by prospective teachers, (3) The implementation of teacher competency development carried out by the Head of Private Junior High School of Nahdlatul Ulama Medan through providing information in the form of seminars, workshops and training such as those held at an educational institution and recitation.