Importance Of Human Resources Research Articles

İnsan resursları departamentlərinin funksiyalarına daxil edilən yeni səlahiyyətlər

The development of enterprises today and in the future is proportional to the amount of capital that will be in vestedin Human resources and the ability to establish the working conditions of Human resourcesin a form that will meet the irwishes as much as possible. It is very difficult for enterprises that cannot realize these torealize their goals in the long run. The management of human resources aiming at the desired resul with a high motivation that can beachiev edaccording tot herules of the work place by loving and willingly by the employeesisone of the main elements of corporate success. In the article, the concept and importance of human resources, functions of human resources management, principles of human resources management, environment of human resources management (IRI) etc. Topic sare exploredin detail and the importan ceisem phasized. Keywords: Human Resources, law, personnel, evaluation, employee, recruiter, work, quality.

The Determinant Factor of Employee Engagement at Palm Oil Plantations Company in Central Kalimantan Province

With today's tougher business competition, many companies have realized how important human resources (HR) are. Organizational culture, knowledge management, and employee engagement are the keys to the success of human resources. This study aims to see the influence of organizational culture, knowledge management on employee engagement. This type of research uses mixed methods. Mixed Methods is a research method that combines quantitative research and qualitative research. In this research method using a sequential explanatory combination, starting with using quantitative methods and then expanding with qualitative and comparing the average results of both. In this study using a linearity test which is used to identify the regression model of the independent variable on the dependent variable, the study focused on a population of 1960 companies and 321 employees from the Palm Oil Company Group. The sample size consisted of 179 employees. The findings of the study are: 1) Organizational culture positively impacts employee engagement in Palm Oil Companies in Central Kalimantan Province, and 2) Knowledge management also has a positive effect on employee engagement in Palm Oil Companies in Central Kalimantan Province.

Improving Employee Performance Based on Competency and Work Environment for Employees in Subdistricts throughout Jember Regency

The importance of human resources is in line with the increasing demands of organizations. More intensive and optimal performance is needed to increase work results and organizational profits. This research was motivated by the non-achievement of employee performance targets in sub-districts in Jember Regency. The research carried out was aimed at analyzing and finding out whether the competencies possessed by employees and also the work environment in which employees work can have a positive impact on employee performance in sub-districts in Jember Regency. The total sample for this research was 157 using a sampling technique using a census technique or the entire population was used as a sample. Descriptive statistical analysis to find out about respondents. Validity tests and reliability tests are also carried out so that the questionnaire used is valid and reliable. There is a need for hypothesis testing to answer the hypotheses that have been developed. The results of data analysis show that the competencies possessed by employees can improve performance. The work environment provided by the Subdistrict Office in Jember Regency turns out to be very comfortable and has been proven to improve employee performance.

The Usable Quality of Information as an Element of the Humanization of Work in the Development of Modern Organizations

Theoretical background: In the article, the authors discuss research on aspects of the human centric approach to the process of implementing IT devices due to the specificity of human resources. The authors emphasize the importance of the dynamic development of modern information technologies (IT), which is of fundamental importance for the sustainable development of enterprises. The authors indicate the possibility of integrating various company resources, and above all, the phenomenon of creating an environment for the increase in the importance of human resources in the process of business digitization. A special place in this process is occupied by IT, which activate the employee through various forms. The authors present research that captures the above aspect in terms of the systemic assessment of the usability of interaction and communication processes. The scope of the work concerns communication with the use of IT devices used in the implementation of the goal-oriented tasks. The authors identified factors contributing to the development of job humanization through the flexible improvement of IT devices in a task related context. Purpose of the article: The aim of this article is to present the findings of a study on the impact of usability on the development of the phenomenon of job humanization among positional employees involved in the manufacturing process. Additionally, it discusses the results of in-depth research seeking to answer the question: Do multifunctional information devices, not dedicated to the profile of professional activities, hinder the employee’s work? If not, what are the consequences for job humanization? Research methods: The objective of the study was achieved through the use of structured interview methodology. Subsequently, in-depth research was conducted. Main findings: The results obtained indicate a relationship between the usability of information technology devices and the frequency of their use in the workplace. The outcomes of relational interviews highlight the significant importance of sophisticated, multifunctional information tools that enhance employee engagement and their interest in implementing forms of job humanization, such as job enrichment and enlargement, autonomous groups, and flexible work methods. The main conclusion drawn from the research is that high usability quality of information technology devices forms the basis for the organizational improvement process. This occurs bottom-up, through the personal engagement of employees and their openness to multifunctional, intuitive information tools. For organizations, these are favorable conditions for implementing various forms of organizational humanization. However, a question arises about the limits of this phenomenon due to the limited psychophysical capabilities of humans. This topic will be further developed in the subsequent planned research.

The Influence of Principal Leadership and Infrastructure Facilities on Teacher Performance Mediated by Teacher Satisfaction (Case Study at Smpk 3 Penabur)

Education is the main foundation in shaping the next generation of quality. In this context, teacher performance plays a central role in achieving the goal of quality education. However, teacher performance is not only influenced by individual factors, but also by external factors such as school leadership and the availability of infrastructure. Effective leadership and adequate infrastructure can positively influence teacher performance. Leadership that is visionary and able to provide clear direction can motivate and inspire teachers to give their best in learning. In the context of formal education, the principal leadership is an important element that determines the direction and success of the school. This research will delve deeper into the importance of human resources in schools, especially the principal leadership as a leader. Quality schools are not only determined by physical facilities and curriculum, but also the quality of teachers, staff and effective leadership.Principal leadership as an agent of change has a strategic role in managing school human resources. Visionary and inclusive leadership can form a positive work culture, increase teacher motivation and performance, and design development policies according to educational developments. This study aims to determine the effect of principal leadership and infrastructure facilities on teacher performance mediated by teacher satisfaction. Located in (Case Study at SMPK 3 PENABUR and totaling 30 (Thirty) people and all members of the population as well as samples so that this research is census research. The results of this analysis show that all indicators used in this study are valid and reliable. This study uses a Structural Equation Modeling (SEM) approach based on Partial Least Square (PLS) using SmartPLS 3.3 software. This study provides evidence of a positive and significant effect

The Impact of Human Resource Management Practices on Employee Development and Organizational Performance

Nowadays, more and more enterprises pay attention to the human resource management department, precisely because the importance of human resources cannot be overstated. With it, companies can not only improve their competitiveness and move from resource optimisation to revenue maximisation, but also people are the key productive force of an enterprise. However, for the real meaning of human resources active practice in existing enterprises still have problems. Therefore, the thesis is exploring human resource management and employee development to reflect the impact on organisational performance through four main components: recruitment and selection, training and development, performance appraisal and incentives, employee benefits and satisfaction. And it gives four measures suggestions. Through the investigation and research of the existing literature, with summarizing and concluding, eventually, the study found that scientific and effective human resources bring the rational allocation of resources, the strength of the enterprise's talent pool, and a reasonable salary evaluation system.

The Influence of Physical Work Environment, Leadership Style and Work Stress on Employee Performance at PT. Uniplastindo Interbuana Ciawi Plant

The importance of human resources in an organization or company is to determine the success of the organization or company in achieving its goals, because whether or not a company is successful in achieving its goals really depends on the ability of its human resources or employees in carrying out the tasks assigned to them.This research aims to analyze and identify the influence of the physical work environment, leadership style and work stress simultaneously and partially on employee performance. The analytical method used in this research is a descriptive method, multiple linear regression analysis with a quantitative approach and sampling from 74 respondents. The results of the research show that 1) the physical work environment, leadership style and work stress simultaneously have a positive and significant effect on employee performance. 2) the physical work environment, work stress and leadership style partially have a positive and significant effect on employee performance.

Exploring the impact of organizational culture on employee performance: The mediating role of organizational citizenship behavior

This study examines how important human resources are for gaining competitive advantages in businesses that are hard for competitors to copy. It suggests that both private and public organizations should closely examine and take action on policies and strategies related to employee performance behaviors at work. The focus of the research was to understand the role of organizational citizenship behavior (OCB) as a middle step between organizational culture (OC) and the performance of employees in their assigned roles (In-role performance or IP). To collect data, online surveys were sent to employees in Thailand, which were designed based on previous research and checked for reliability using the Cronbach alpha coefficient. The study received 211 responses, which was a satisfactory number based on calculations from the G*Power program and analysis using partial least squares structural equation modeling (PLS-SEM). The findings showed that OC positively affects all aspects of OCB, including civic virtue (CV), conscientiousness, courtesy (CY), altruism (AL), and sportsmanship (SP), with CY and CV having a positive impact on IP. OC was found to indirectly influence IP through two aspects of OCB, CY, and CV, with statistical significance. Structural equation modeling showed that these relationships could explain up to 79.1% of the variation in IP. The study concludes that by fostering a culture that promotes CV and CY, organizations can enhance their competitive and cultural advantages through improved employee performance.

Pengaruh Beban Kerja dan Stres Kerja dengan Efikasi Diri pada Karyawan PT Mitra Intimarga Bekasi

Human resource management is very important for companies in managing, organizing and utilizing employees so that they can function productively to achieve company goals. Labor or employees are very important human resources in a company, because without employees the company cannot run well. Employees are the main capital for the company. As, employee capital needs to be managed to remain productive. Therefore, company leaders must be able to encourage them to remain productive in carrying out their respective duties, by continuously increasing the morale of their employees. So that the company can maintain employee loyalty in order to achieve company goals.

Boosting Performance at Machmudah Cooking Spices: Unveiling the Impact of Motivation and Compensation

Human Resources (HR) is an important asset in supporting motivation to achieve success in an organisation. HR is the implementer of all organisational policies and therefore needs to be equipped with adequate knowledge. The importance of human resources needs to be recognised by all levels of management in MSMEs. Micro, small and medium enterprises are the main actors of economic activities in Indonesia. The future of development lies in the ability of micro, small and medium enterprises to develop independently, therefore this research focuses on the influence of work motivation and compensation on employee work performance in Machmudah Cooking MSMEs. This research design uses a quantitative research approach and has the result that work motivation and compensation simultaneously have a significant effect on employee work performance at Bumbu Masak Machmudah (BMM). This means that the more work motivation and compensation increase, the more work performance will increase.

The influence of competence and work discipline on the performance of executive staff

Effective management, thinking about the importance of human resources. Employee performance is an essential factor influencing success. In an organization, this is one of the most critical functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used associative descriptive quantitative methods with a population of 39 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling methods. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that competence does not significantly influence employee performance. The second hypothesis states that work discipline significantly affects employee performance. The third hypothesis is that employee performance is influenced by competence and work discipline, which can simultaneously improve employee performance. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management.

Is compensation and work environment a trigger for job satisfaction? Empirical Study on CV Saba Footwear Tangerang

Job satisfaction is the feeling that every employee has about pleasure in their job, which is obtained from job evaluations—effective management thinking about the importance of human resources. Employee job satisfaction is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee job satisfaction and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with 30 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee job satisfaction cannot be affected by compensation because compensation has been in line with employee expectations. The second hypothesis states that the work environment influences employee job satisfaction. The third hypothesis is that employee performance is influenced by employee compensation and work environment, which can simultaneously increase employee job satisfaction. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

The Importance of Human Resources in the Accreditation Process of Health Service Institutions

In the study, the contribution of the human resources working in the health care organisations in the accreditation process and their impact on this process will be measured. The data collection tool, El-Jardali et al. (2008), to assess staff perceptions of the impact of accreditation on service quality and other factors affecting service quality, was adapted to be administered to all staff in the health facility with an accreditation certificate. For statistical analysis, descriptive statistics, one-way analysis of variance (ANOVA), Pearson correlation analysis and Tukey HSD test as post-hoc test were used in SPSS 22.0 programme, and multiple regression analyses were used to determine the relationship between the dependent variable and the independent variables. As a result of the research, it was found that the level of employees' agreement with the statements in the subscales 'Employee Involvement' and 'Recognition and Appreciation' differed professionally between the groups of nurses, midwives and doctors. In addition, it was found that the level of agreement with the statements in the Leadership, Commitment and Values sub-scales differed between all the groups.

Leadership effectiveness in improving employee performance

Effective management, thinking about the importance of human resources. Employee performance is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee job satisfaction and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with a population of 35 respondents drawn into a sample using non-probability sampling, using saturated sampling / total sampling method. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee performance is influenced by leadership style; the more effective the leader makes decisions, the more employee performance increases. The second hypothesis states that communication shows no significant effect on employee performance. The third hypothesis is that employee performance is influenced by employee leadership and communication styles that can simultaneously improve employee performance. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

Relationship between work facilities and work discipline on employee performance

Effective management, thinking about the importance of human resources. Employee performance is an important factor influencing success. In an organization, this is one of the most important functions of a company. The purpose of this study is threefold: to examine the effect of work facilities on employee performance, determine the effect of work discipline on employee performance, and determine the effect of the combined effect of work facilities and work discipline on employee performance. This study used a quantitative methodology with data collection through questionnaires. This research was conducted at PT Mitsuba Indonesia Serang Branch with a population of 41 respondents. The sample of this study was determined using saturated sampling techniques. The data obtained from the questionnaire were analyzed using the IBM SPSS Version 26 software program. Research findings show no significant effect of work facilities on employee performance. These findings indicate that there are pleasant and satisfactory working conditions in employees. forherence to work discipline has been shown to have an important and beneficial impact on overall employee performance. This finding shows a positive correlation between work facilities, employee discipline, and performance. This research is expected to make theoretical contributions to the literature in the context of human resource management

Bond of organizational commitment and work motivation to employee performance at PT BPR Serang Branch

Effective management, thinking about the importance of human resources. Employee performance is an important factor influencing success. In an organization, this is one of the most important functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis for the research model. This study used an associative descriptive quantitative method with 30 respondents drawn into samples using non-probability sampling and saturated sampling / total sampling. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee performance is influenced by organizational commitment; the higher the employee who has organizational commitment, the higher the employee performance. The second hypothesis states that work motivation shows can influence employee performance. The third hypothesis is that employee performance is influenced by organizational commitment and employee work motivation, which can simultaneously accelerate the improvement of employee performance. This research is expected to make theoretical contributions to the literature in this context, certainly in the context of human resource management.

Work motivation and work environment as a trigger for increased employee performance

Effective management, thinking about the importance of human resources. Employee performance is an essential factor influencing success. In an organization, this is one of the most critical functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with a population of 42 respondents drawn into a sample using non-probability sampling, using the saturated sampling / total sampling method. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that work motivation significantly influences employee performance. The second hypothesis states that the work environment substantially affects employee performance. The third hypothesis is that employee performance is influenced by work motivation and work environment, which can simultaneously improve employee performance. This research is expected to provide theoretical contributions to the literature in this context, certainly in the context of human resource management

Organizational commitment and work discipline to employee performance

Effective management, thinking about the importance of human resources. Employee performance is an essential factor influencing success. In an organization, this is one of the most critical functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with a population of 53 respondents drawn into a sample using non-probability sampling, using saturated sampling / total sampling method. Data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that organizational commitment does not significantly affect employee performance. The second hypothesis states that work discipline greatly influences employee performance. The third hypothesis is that employee performance is influenced by organizational commitment and work discipline, which can simultaneously improve employee performance. This research is expected to make theoretical contributions to the literature in this context, certainly in the context of human resource management.

The role of leadership style and work motivation on employee performance PT Paragon Technologi and Inovation

Among effective management systems, the importance of human resources is increasing. Employee performance is an essential factor influencing success. In an organization, this is one of the most critical functions of a company. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used an associative descriptive quantitative method with a population of 43 respondents drawn into a sample using non-probability sampling, saturated sampling / total sampling method—and data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee performance is influenced by leadership style, meaning that the higher the work motivation that employees have, the higher the performance of these employees. Thus, the second hypothesis states that work motivation is not able to give an increase in employee performance. The third hypothesis is that employee performance is influenced by leadership style and work motivation, which can simultaneously improve employee performance. This research is expected to make theoretical contributions to the literature in this context, certainly in the context of human resource management.

The role of leadership style and organizational culture on employee performance

Among effective management systems, the importance of human resources is increasing. Employee performance is an essential factor influencing success. In an organization, it is one of the most critical functions of an institution. This study aims to determine the variables that affect employee performance and develop a theoretical basis and research model. This study used associative descriptive quantitative methods with 61 respondents drawn into the sample using non-probability sampling, the sampling technique / total sampling technique, and data analysis techniques using linear regression with the help of SPSS software version 26. The results of this study show that the first hypothesis states that employee performance is influenced by leadership style. The second hypothesis states that employee performance is influenced by organizational culture. The third hypothesis, employee performance, is controlled by leadership style and corporate culture, which can simultaneously improve employee performance. This research is expected to make a theoretical contribution to the literature in this context, certainly in the context of human resource management.