Implementation Of Resource Management Research Articles

Influence of Human Resource Management on Organizational Performance with Talent Management Mediation

This study aims to examine the effect of implementing human resource management on organizational performance by mediating talent management. A structural equation model (SEM) was used to analyze the data by testing consisting of three hypotheses. The study used a population of respondents from the leadership of the High District Attorney's Office in Gowa Regency, South Sulawesi by collecting data through questionnaires and the number of samples that met the criteria for analysis from 100 leaders in various sections. The research concludes as follows: (1) The application of human resource management has a positive and significant effect on talent management; (2) The application of human resource management has no direct effect on organizational performance; (3) Talent management has a positive and significant effect on organizational performance. Decision makers and resource management leaders can use the results of this study to implement resource management strategies in the form of implementing talent management to improve organizational performance.

Implementation of Educational Resource Management to Enhance Service Quality for Students at SMA Nigeria Terbanggi Besar

The preliminary research findings at SMA Negeri 1 Terbanggi Besar indicate that educational resource management has been implemented, but the quality of services to students has not improved. Therefore, the research aims to determine the implementation of educational resource management in improving the quality of student services. The research method used is qualitative, with data sources including the school principal, teachers, and students. Data collection techniques include participatory observation, interviews, and documentation. After collecting the data, data reduction, data presentation, and data verification are conducted. The results of this study include: planning teachers' assignments according to their educational background, at least an undergraduate degree (S.1), skilled in using teaching methods and media, developing teacher competencies through training and seminars, motivating further education, providing rewards for outstanding teachers and sanctions for those who lack discipline or have poor performance, involving teachers in every school development, accepting and developing ideas and potential of teachers, conducting direct supervision activities for teachers, following up on the results of teacher performance assessments, and giving recognition and attention to honorary teachers. The research conclusion is that the implementation of educational resource management can improve the quality of student services at SMA Negeri 1 Terbanggi Besar.

Reformasi Birokrasi SDM Untuk Mewujudkan Mutu Pendidikan di Pondok Pesantren

The purpose of this study was to determine the condition and management and to know the factors that support and hinder the implementation of human resource management at Al-Munawaroh Tabir Raya Islamic Boarding School. This type of research is qualitative. Data collection techniques are obtained from the results of interviews, observation, and document analysis. The interviews were carried out mainly to the clerics, the mother of the niqi and several santri. Qualitative data analysis techniques: data collection, data reduction, data presentation, and conclusion. The results of the study show that the condition of human resources in Al-Munawaroh Tabir Raya Islamic Boarding School has very visionary kyai. K. H. Lukman Hakim, M.Pd.I has succeeded in cadreing the human resources of the santri to be able to exist in managing and developing the potential needed by pilgrims and has been proven to play a role as an agent of change in the community. Management of human resources through: planning, organizing, directing, and controlling. The supporting factors are the number of santri, teachers are alumni, and the high charisma of the clerics. The inhibiting factor was that santri were accepted without selection, limited funds, and the character of the kiai was irreplaceable.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Efektivitas Sekolah

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 SDIT Muhammadiyah 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.

IMPLEMENTATION OF HUMAN RESOURCE MANAGEMENT BASED ON ISLAMIC VALUES AT PT BANK SUMUT SYARIAH BRANCH PADANGSIDIMPUAN

This study aims to determine the impact or effect of human resource management based on Islamic values on PT Bank Sumut Cabang Syariah Padangsidimpuan. This research is descriptive qualitative research. The subjects of this study were branch leaders, deputy branch leaders, and 10 employees of PT Bank Sumut Cabang Syariah Padangsidimpuan. Data collection techniques are obtained from observations, interviews, and documentation. And the data processing and analysis techniques are using data reduction, data display, and conclusions. Based on the results of research conducted by researchers, human resource management based on Islamic values at PT Bank Sumut Syariah Branch Padangsidimpuan is in accordance with Islamic values, which include creed values, sharia values, and moral values. The impact or effect after the implementation of human resource management in accordance with Islamic values is found in the company's work culture, human resource management processes, and employee productivity and bonafficity.Keywords: Implications, Human Resource Management, Islamic Values

Implementation of Human Resource Management in Improving the Quality of Education in MAN 1 Kab. Sukabumi

This study seeks to identify the implementation of human resource management in improving the quality of education, as well as the factors that support the implementation. This research was conducted at MAN 1 Kab. Sukabumi using qualitative descriptive methodology. The findings of this study show that the implementation of Human Resource Management to Improve the Quality of Education consists of several stages, including a) needs and information analysis, b) teacher recruitment, c) induction of new employees, d) teacher placement, e) granting authority and responsibility for staff, f) implementing supervision, g) providing teacher welfare, h) employee career development, termination of employment, and j) rewarding. While the Supporting Factors are a) the principal has many considerations, b) programs implemented in schools can bring changes and positive impacts, c) facilities and infrastructure can be utilized optimally, and d) there is an evaluation, the Proposal Factors are a) the principal has many considerations, b) programs implemented in schools can bring changes and positive impacts.

Human Resource Management of the Army Program in Indonesia

This research aims to understand the human resource management in the army and its implication that are very due at the ontological level and sociological level. The problem is very interesting to be analyzed by conducting a systematic literature review on human resource management in the army using science direct database and conduct a qualitative study in an army program in Indonesia. Data were collected through in-depth interview, observation, and documentation in Indonesia. Data were analyzed by using interactive models are data reduction, data display, data verification, and supported by triangulation. The results were based on ontological level and sociological level using human resource management and its implementation are needed for providing information to stakeholders related regarding to update the regulations and sanctions in human resource management implementation. This result provides inputs for making better regulation and policy in Indonesia for state agencies as public officials and practitioners.

Implementasi Manajemen Sumber Daya Manusia Digital Pada UMKM Studi Kasus di Kemari Coffee

The Covid-19 pandemic cannot be told as it’s over, life is still going on. People need to adapt with new life habit especially Usaha Mikro Kecil dan Menengah (UMKM) where it needs to be experiential seriously by all of the people in supporting national economy in Indonesia. One of the most important adaptation processes done by UMKM is the human resource management by digitalization program to make more efficient and relevant in the future. Digitalization study implementation in UMKM will be the most important thing to do soon. In that case, this research analyzed digital human resource management implementation in UMKM with case study in Kemari Coffee. Descriptive qualitative method is used in this research to clarify the concept of digital human resource management that has applied in UMKM Kemari Coffee. The journal concluded that Kemari Coffee has not applied digital human resource management overall. Part of digital human resource management that already has applied namely E-Recruiment & Selection, E-Selection & Induction, and E-Reward & Compensation Management, meanwhile those haven’t applied namely E-Performance Appraisal, E-Training & Development, and E-Learning & Talent Management.

PENTINGNYA PENGELOLAAN MANAJEMEN SUMBER DAYA PENDIDIKAN UNTUK PENINGKATAN PRESTASI SISWA DI SEKOLAH DASAR

This research was conducted to see how important educational resource management is to student achievement in elementary schools, because good management will improve student achievement in schools. The purpose of this research is to improve student achievement in learning at school. This study uses a quantitative approach to the type of research is survey research. Survey is a study that takes samples from the population using data instruments in the form of questionnaires, interviews, observations and document data as a means of collecting basic data. The population in this study are teachers and students in elementary schools. With the results of the study showing that the implementation of educational resource management in elementary schools is in the good category based on calculations from several categories carried out in this study, it shows that there is an influence on student achievement at school.

Implementasi Manajemen Sumber Daya Manusia dalam Meningkatkan Kedisiplinan Santri di Pondok Pesantren Hidayatul Mubtadiin Lampung Selatan

This study aims to find out about the implementation of human resource management in improving the discipline of students at the Hidayatul Mubtadiin Islamic Boarding School, South Lampung. This research includes field research. The method used in this study is to use the method of observation, interviews, and documentation. The data analysis technique used is an interactive model and data triangulation to check the validity of the data. The results showed that planning for implementing human resource management in improving student discipline at the Hidayatul Mubtadiin Islamic Boarding School in Sidoharjo village was carried out and determined in the form of a joint management meeting for both men and women. Human Resource Development Program in Improving Disciplinary Competence of students which are routine and incidental, namely: 1) Congregational Prayer, 2) Morning Call, 3) Islamic Studies, 4) Training Motivation, 6) Routine evaluation, 7) Giving sanctions, 8), queue to eat according to the specified time. Evaluation of the Human Resource Development Management program in Improving the discipline of students at the Hidayatul Mubtadiin Islamic Boarding School is carried out in the form of monitoring and supervision from the Management (ustadz and ustadzah) of the Islamic Boarding School and assessing the attitude of the students carried out by the administrators (ustad and ustadzah) at the Hidayatul Mubtadiin Islamic Boarding School by means of notes through the black book and how many of these students have a letter of violation signed on the mat.

Implementation of Green Human Resource Management in Land Transportation and Logistics in Indonesia

Transportation and logistics services are important aspects and will be able to greatly assist all forms of licensing processes in the region of Indonesia in general. In this case, therefore, on the one hand, there is an urgency to be able to create many land-based transportation and logistics companies in Indonesia so that they pay attention to the existing sustainability aspects. In this case, the Green HRM aspect is one of the most important aspects to be promoted by transportation companies. In addition, on the one hand, it is hoped that a good implementation of Green HRM is also expected to benefit land transportation in Indonesia in the long term. In addition, the increase in existing emissions must also be regulated in such a way, so that the emissions produced by land transportation will not exceed the existing limits. Thus, it is also hoped that with this, land transportation producers in Indonesia can make major innovations related to emission changes and the quality of existing fuels. Therefore, to achieve this, on the one hand, strong cooperation is needed from the policymakers in the land transportation company concerned. This will also later the one hand be able to attract a lot of investment if done properly and correctly.

Does Human Resource Management Practices differ at different Job Categorical in Sugarcane Farming Organization?

Human resource management practices are implemented for achieving thecompany's business sustainability. Otherwise, many companies have not realized the importance of implementing human resource management practices themselves. This study aims to analyzing the implementation of human resource management practices based on technical and non-technical employees in two different work units, namely the head office and the factory at a sugarcane plantation company in East Java Province. Approximately 150 employees selected through the proportional random sampling method from two work units and different job categories were involved as the inside sample. This research uses inferential statistical analysis method. The results of the study show that technical and non-technical employees who work in two different work units have different responses to the implementation of human resource management practices that have been implemented. Differences that occur due to differences in competency requirements and work units are also different. Furthermore, the results of the study show that compensation and career development are two variables that are considered to still need more attention and improvement from the company. Overall, the research results can also be used as material for evaluation and policy recommendations for the implementation of human resource management in companies.

Human Resource Management In Special Education

Human resources need to be managed properly so that they can play a role in accordance with their functions. That is why there is a need for human resource management. Human resource management is a process related to the implementation of human resource management or management functions which are directly handed over to the school education unit to be developed in accordance with the potential possessed by the school. The scope of human resource management includes: employee planning; employee procurement; employee coaching and development; promotion and mutation; dismissal of employees; compensation, and employee assessment. All of that needs to be done properly and correctly so that what is expected can be achieved

The influence of perceived Human Resource strength on safety performance among high-speed railway drivers: The role of organizational identification and psychological capital

Introduction: Under the Chinese railway system reform background, high-speed railway drivers face continuous organizational change. As a communication channel between organizations and employees, the implementation of Human Resource Management (HRM) requires urgent attention. The present study explored the impacts of perceived Human Resource (HR) strength on safety outcomes premised on social identity theory. The relationships among perceived HR strength, organizational identification, psychological capital, and safety performance were investigated. Method: This study gathered 470 sets of paired data from Chinese high-speed railway drivers and their direct supervisors. Results: The results indicated that perceived HR strength positively affects safety performance via organizational identification, directly and indirectly. The findings also revealed that psychological capital promotes the direct effect of perceived HR strength on drivers’ safety performance. Practical Applications: Railway organizations were suggested to not only focus on the HR content but also consider the HR process, especially in an organizational change context.

Competency-Based Human Resource Management Practice PT. BPJ

The economic crisis ready to hit the company at any time makes every company always on standby, so the development of human resources is important to survive. The better the human resources owned by a company, the longer the company will be able to survive. This study aims to determine competency-based human resource practices with case studies of PT. BPJ. This research uses qualitative research with a case study approach. The study's results found that competency-based human resource management practices are contained in four activities related to human resources: recruitment and selection, training and development, and career management. The implementation of human resource management is implemented in it to get employees who have good performance and can improve the company's quality.

When and how the implementation of green human resource management and data‐driven culture to improve the firm sustainable environmental development?

AbstractThe process by which manufacturing firms incorporate data‐driven culture into existing routines and use them to generate organizational learning (OL) and improve sustainable environmental development is a central concern in the green management literature. For this, the study examines how and to what extent data‐driven culture contributes to developing and integrating organizational learning capability (OLC) for environmental performance (EP). The analysis is informed by theory on a knowledge‐based view and dynamic capabilities. We propose a conceptual model that examines the moderation‐mediation impact of data‐driven culture on green human resource management (HRM) and EP through OLC. We empirically test our model using primary survey data from 274 manufacturing enterprises in Pakistan. Partial least‐square structural equation modeling and moderated‐mediation regression analysis were used to assess the hypothesized correlations between the variables. The study implies that green HRM practices can facilitate OLC to achieve and gain high EP in contexts of rapid change. Further, the findings show that firms adopting a data‐driven culture may have better EP. Having a robust data‐driven culture makes organizations focus more on learning capability development that promotes increased EP. This research offers several significant contributions to green management literature and theory. Managers should promote green human resource strategies and the importance of data‐driven culture for greening organizations. In today's data‐rich and unpredictable world, these empirical studies provide relevant and practical advice for managers to implement data‐driven culture to make shift and support sustainable development issues.

Factors influencing electronic human resource management implementation in public organisations in an emerging economy: An empirical study

Purpose: Governments in developing countries are riddled with operational inefficiencies. Many have turned to electronic service delivery to address these operational problems. With coronavirus disease 2019 (COVID-19) pandemic, the push for digitalisation has only got stronger. We use the technology acceptance model (TAM) and innovation diffusion model (IDM) to investigate the factors that influence the implementation of electronic human resource management (e-HRM) in selected public organisations in an emerging economy.Design/methodology/approach: Data were collected from key informants composed of human resource (HR) officers, supervisors, line managers and sections of employees in selected public sector organisations. The data were analysed using hierarchical regression techniques.Findings/results: The various dimensions of TAM and IDM were found to contribute to the implementation of e-HRM in public organisations significantly. Specifically, perceived simplicity of usage, perceived usefulness, self-efficacy, compatibility and facilitating conditions showed significant positive effects on e-HRM implementation intentions. Furthermore, compatibility and perceived ease of use significantly predicted perceived usefulness of e-HRM.Practical implications: The influence of the dimensions of TAM and IDM in e-HRM implementation intentions in public institutions in this study dictates that governments in developing nations need to pay attention to both technology features and employee’s technology capabilities to ensure smooth digitalisation of government business.Originality/value: The integration of TAM and IDM in assessing e-HRM implementation in a developing nation enriches e-government and HR management literature.

Implementation of Green Human Resource Management in Jatiluwih Tourism Destination Area

Jatiluwih tourism destination is one of the World Cultural Heritage Areas of Catur Angga Batukaru, included in the Balinese Cultural Landscape set by UNESCO in 2012. This tourist village needs to be supported by green human resource management as a sustainable destination. Therefore, this research aims to examine green human resource management (GHRM) implementation to design a suitable model and support sustainable tourism. It uses a qualitative descriptive analysis backed by quantitative data. Furthermore, data were collected through observation, in-depth interviews, documentation, focus group discussions, and questionnaires to all sub-village (sub-village) communities. Informants were selected from community leaders, namely the village head (perbekel), the head of destination management, the head of the LPM, and representatives from 9 divisions of the Jatiluwih destination management. The research discussion was analyzed using Miles & Huberman analysis, involving data reduction, display, verification, and conclusion. The results showed that the GHRM in Jatiluwih destination was well implemented under observations, interviews, and questionnaires. However, for the sustainability of future management under the results of the focus group discussions conducted with community leaders and managers, it is necessary to design a suitable GHRM model for the Jatiluwih tourist village. It can also be used as a model to manage similar tourist villages in other areas. GHRM has been appropriately implemented, as evidenced by the results of interviews, and focus group discussions (FGD) conducted with the managers of the Jatiluwih destination.

Optimized Resource Allocation and Queue Management for Traffic Control in MANET

A set of mobile devices that employs wireless transmission for communication is termed Mobile Ad hoc Networks (MANETs). Offering better communication services among the users in a centralized organization is the primary objective of the MANET. Due to the features of MANET, this can directly End-to-End Delay (EED) the Quality of Service (QoS). Hence, the implementation of resource management becomes an essential issue in MANETs. This paper focuses on the efficient Resource Allocation (RA) for many types of Traffic Flows (TF) in MANET. In Mobile Ad hoc Networks environments, the main objective of Resource Allocation (RA) is to process consistently available resources among terminals required to address the service requirements of the users. These three categories improve performance metrics by varying transmission rates and simulation time. For solving that problem, the proposed work is divided into Queue Management (QM), Admission Control (AC) and RA. For effective QM, this paper develops a QM model for elastic (EL) and inelastic (IEL) Traffic Flows. This research paper presents an AC mechanism for multiple TF for effective AC. This work presents a Resource Allocation Using Tokens (RAUT) for various priority TF for effective RA. Here, nodes have three cycles which are: Non-Critical Section (NCS), Entry Section (ES) and Critical Section (CS). When a node requires any resources, it sends Resource Request Message (RRM) to the ES. Elastic and inelastic TF priority is determined using Fuzzy Logic (FL). The token holder selects the node from the inelastic queue with high priority for allocating the resources. Using Network Simulator-2 (NS-2), simulations demonstrate that the proposed design increases Packet Delivery Ratio (PDR), decrease Packet Loss Ratio (PLR), minimise the Fairness and reduce the EED.

The Impact of Green HRM Practices on Environmental Performance in Bangladesh: The Mediating Role of Sustainability- Oriented Employee Behavior

The objective of this study is to evaluate how the implementation of green human resource management (HRM) practices affects environmental performance and explore the role of sustainability-focused employee behavior in mediating the connection between green HRM practices and environmental performance in Bangladesh. To achieve this, a conceptual model was formulated based on the theoretical foundations of the Ability, Motivation, and Opportunity theory and the Research-Based View theory. The model was examined using the partial least squares structural equation modeling (PLS-SEM) approach with SmartPLS v4.0. Primary data was gathered from 310 employees across various organizations in Bangladesh. The findings demonstrate that both green recruitment and selection processes, along with the green compensation and reward system, have a positive influence on environmental performance. Furthermore, sustainability-oriented employee behavior was identified as a partial mediator in this relationship. However, this study reveals that there is no direct or indirect correlation between green training and development programs, as well as the green performance appraisal system, and environmental performance. Based on these results, it is recommended that green training and development initiatives, as well as performance appraisal systems, be strengthened in Bangladesh to foster greater employee involvement in environmentally friendly practices. This study contributes practical insights to improve HR policies, which can subsequently lead to enhanced environmental performance. Keywords: Green HRM practices, Sustainability, Employee, Behavior, Environment, and Performance.