Importance Of Human Resources Research Articles

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.

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.

Encourage work motivation and work discipline towards 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 41 respondents drawn into a sample using non-probability sampling, the 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 work motivation; the higher the work motivation, the higher the employee performance. The second hypothesis states that work discipline does not affect employee performance. The third hypothesis is that employee performance is influenced by work motivation 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 c ontext of human resource management.

Training effectiveness, work motivation on employee performance

In an effective management system, 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 the associative descriptive quantitative method with a population of 37 respondents drawn into samples using non-probability sampling using 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 employee performance is influenced by the effectiveness of training, meaning that the better the effectiveness of training, the more improved the employee's performance. Thus, the second hypothesis states that employee performance is influenced by work motivation, meaning that the higher the work motivation, the higher the employee performance will be. The third hypothesis is that employee performance is influenced by the effectiveness of training 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.

Review of the book "Organizational behavior and transformational leadership"

Organizations can be viewed as open systems because they collaborate with external stakeholders to manage critical resources. When companies lack certain resources, they establish relationships with other companies to obtain those required resources (Alkaraan et al., 2023). Scholars shed light on the influence of governance and organizational leadership on business innovation strategies and sustainability (Alkaraan, 2023; Alkaraan & Floyd, 2020; Wu et al., 2023). The findings of Alkaraan et al. (2023) reveal the vital role transforaminal leadership and organizational ambidexterity play in business innovation strategies to cope with the changing business environment. Radicic and Alkaraan (2022) shed light on the influence relative effectiveness of open innovation strategies in single and complex business innovators. Among effective management systems, the importance of human resources is increasing. Employee performance is one of the most important factors affecting organizational performance (Al-Hazim et al., 2017; Hiyassat et al., 2016; Bekr, 2016, 2018).

Implementasi Metode Multi Attribute Utility Theory dalam Menentukan Pengahargaan kepada Karyawan Terbaik

Employees are very important human resources (HR) in business entities / companies. The development of a business entity is driven by employees who have high quality and loyalty. The purpose of this research is to determine the best employees who are entitled to receive awards / rewards from sanjai stores. To support the purpose of this research, the MAUT method is used because it has the ability to select alternatives efficiently and effectively because the time required for calculation is shorter based on predetermined criteria. Furthermore, the ranking process is carried out to determine which employees are entitled to an award. The data used are several criteria that have been determined by the store in determining the best employees and are entitled to receive awards, among these criteria include length of work, attendance, job knowledge, cooperation, responsibility, honesty, and age.The calculation results obtained using the MAUT method recommend the best employee AL03, with the highest score of 0.669. So that this research can be an objective material for the sanjai shop in determining the best employees.

OUTSOURCING AS AN ACTOR IN HUMAN RESOURCES MANAGEMENT

Among all other resources, Human Resources are the most relevant in increasing the efficiency of companies' operations. Currently, the attitude towards the role and importance of Human Resources has changed significantly. As the issue of using modern information technologies and thinking in global categories becomes more active, special emphasis is placed on relationships with that personnel who can offer innovations to company leaders. In fact, they constitute the main core of the intellectual capital of production. The purpose of the article is to analyze the role and place of information technologies in the management (including strategy) of Human Resources. The subject of the research is outsourcing in personnel management. When does a company turn to outsourcing? This is the main issue around which many discussions and scientific disputes have been and are being conducted today in the scientific space. Research on Human Resources outsourcing in Georgia is still scarce. This article is a modest attempt to fill this gap. As a result of the study, both general and case-specific factors of Human Resources management that are currently relevant for Georgia were identified.

Günümüz Yönetim Anlayışında Eğitim Yönetimi Sürecinde İnsan Kaynaklarının Planlanması

With the transition of management science to modern management understanding in the historical development process, it has begun to be accepted that man is a social being. Accordingly, the importance of human resources has started to increase every day. It is difficult to find a suitable human resource for the job, train it and ensure that it stays at work in an intense competitive environment. In today's management understanding conditions, it is up to organizations to provide competitive advantage to each other, to ensure people's satisfaction by producing at minimum cost in the shortest possible time without compromising on quality. At this point, the subject of education is an important element that provides a competitive advantage to institutions. For this reason, the training of human resources is one of the facts that need to be discussed today. Training is one of many human resource management practices that can be used to increase the competitiveness of the organization, such as job design, personnel selection, recruitment and placement, rewarding, performance evaluation and industrial relations. In organizations, training plays a key role in ensuring competitiveness and effectiveness. Competitiveness refers to the organization's ability to gain and maintain market share in the industry, training practices help it gain a competitive advantage over other competitors. Training practices help serve the organization's customers by providing them with the knowledge and skills to be successful, as well as motivating human resources to stay with the organization and provide good service. One of the most important tasks of human resources management is to ensure the recruitment of employees with a habit of self-improvement and to create suitable environments for current employees to improve themselves. Key Words: Management, Education Management, Human Resources, Planning

Digital Transformation Model and the Role of HR in Indonesian MSMEs

This study looks into how important human resources (HR) are to Indonesia's Micro, Small, and Medium-sized Enterprises (MSMEs) as they embark on a digital transformation. The study uses a quantitative method with a sample of 568 participants and focuses on the impact of staff skills, digital strategy, employee retention, and satisfaction. The findings indicate that there are complex interactions at play: employee skills show a negative correlation with the speed at which digital transformation is occurring, but employee retention, satisfaction, and digital strategy have a beneficial impact on both digital transformation and competitiveness in the global market. The study gives HR professionals useful insights and draws attention to the complex factors that will determine MSMEs' digital future. This study adds to the growing body of knowledge on HR and digital transformation by offering insightful recommendations for businesses attempting to navigate the challenging terrain of the Fourth Industrial Revolution.