Maintenance Of Human Resources Research Articles

Analisis Pemeliharaan Sumber Daya Manusia Kesehatan (SDMK) di PT Tirta Medical Indonesia

Human resource maintenance is very important for every company, because it not only helps to retain human resources, but also can increase dedication, discipline, and employee loyalty. Human resource maintenance will protect workers from workplace accidents and maintain communication to remain harmonious among human resources. This research uses a qualitative method and deductive approach, where the informants explain the principles of learning content and its application in specific situations. The purpose of this study is to determine the procedures for implementing human resource management maintenance at PT Tirta Medical Indonesia. From the results of the study, it can be seen that PT Tirta Medical Indonesia has implemented good work maintenance methods in accordance with the theory of Drs. H. Melayu S. P Hasibuan, namely effective communication between the company and employees, fair incentives, attention to employee welfare, health, occupational safety, and Pancasila industrial relations. The author recommends that PT Tirta Medical Indonesia continue to maintain and improve human resource maintenance for better employee loyalty and performance.

Pengaruh Penerapan Total Quality Management terhadap Kinerja Inovasi Dimediasi Knowledge Sharing

To be able to compete and survive in all conditions, every company pays great attention to the maintenance of human resources as a company effort to obtain an effective strategy that aims to support the company's success in achieving its goals. This research was conducted to determine the effect of implementing total quality management (TQM) on innovation performance through knowledge sharing as an intervening variable at Auto 2000 Soekarno Hatta 145 Bandung. This research uses a quantitative method with a descriptive-causality research type. As for sampling, it was carried out using the saturated sampling technique method, with a total of 70 respondents. The data analysis technique used in this study is descriptive analysis and the Partial Least Square-Structural Equation Model (PLS-SEM) assisted by the Smart PLS 3.0 analysis tool. The results of this research indicate that there is a positive and significant relationship between total quality management (TQM) and innovation performance, total quality management (TQM) and knowledge sharing, knowledge sharing and innovation performance, as well as an indirect relationship between total quality management (TQM) on innovation performance through knowledge sharing. So that in an effort to improve employee innovation performance, the application of total quality management (TQM) and knowledge sharing needs to be evaluated and improved at Auto 2000 Soekarno Hatta 145 Bandung.

Team Building in Organizations: Benefit and Challenge - A Review

Team building has today become a key business strategy been utilized by organizations to develop employees competencies, workplace experience, and a cohesive productive workforce that has the capacity to help organizations provide solutions to their numerous challenges. This paper examines the concept of teambuilding, and explored literature to discover whether teambuilding contributes to organizations positive outcomes that promotes productivity, enhanced performance, and competitive advantage. The paper observed that organizations are embracing teambuilding to achieve high levels of both task performance and human resources maintenance, as well as to stimulate and promote better organizational productivity and innovativeness. The paper identifies encouragement of creativity and innovation, open communication, and increased collaborations as some benefits of teambuilding. It also identified lack of trust, lack of self-awareness, poor communication and working toward opposing goals as some major challenges confronting teambuilding activities. The paper concluded that teambuilding promotes increased collaborations, improve employees morale, encourage creativity and innovation in organizations, and also as an effective way of developing employee competencies to meet customers growing needs and changing expectations. It is recommended that organizations should provide teambuilding activities that fit them, and that help to bring team members together. Organizations should also provide right climate and essential resources needed by teams to carry out assigned tasks if the teams are to succeed. Organizations should set up a well define process that help them identify right people with requisite competencies who fit in to a team. Additionally, management should communicate the core values expected from the teams to them so that they will be rightfully guides on how they are to accomplish given tasks

Pengaruh Servant Leadership dan Komitmen Afektif Terhadap Kinerja Karyawan Melalui Motivasi Kerja (Studi Kasus Bank BNI Cabang Muara Bungo)

The important role of human resources in achieving organizational goals requires good maintenance of human resources. Factors that influence the level of success of an organization is to look at the performance of its employees. This study aims to describe and implement servant leadership, affective commitment, work motivation and employee performance at Bank BNI Muara Bungo Branch and to analyze the influence of servant leadership and affective commitment on employee performance through work motivation (a case study at Bank BNI Muara Bungo Branch). This study uses the PLS analysis method. Based on the description of servant leadership, affective commitment, employee performance and work motivation at Bank BNI Muara Bungo Branch, servant leadership shows that the average score is 410 and a total of 4,102 in the very good category, work affective commitment shows that the average score is 295 and a total of 1,770 in the very good category. work motivation shows that the average score is 290 in the high category and employee performance shows that the average score is 286.5 and the total score is 2,865 in the good category. PLS results show that servant leadership has a positive and significant effect on employee performance, affective commitment has a positive and significant effect on employee performance, work motivation has no significant effect on employee performance, servant leadership has a positive and significant effect on work motivation, affective commitment has a positive and significant effect and positive effect on work motivation, servant leadership has no significant effect on employee performance with work motivation as an intervening variable and affective commitment has no significant effect on employee performance through work motivation at BNI Bank Muara Bungo Jambi Branch.

Identifying strategic human resource management ability in the clinical departments of public hospitals in China: a modified Delphi study

ObjectivesChinese public hospitals are managed like a bureaucracy, which is divided into two levels of hospital and departmental management. Improving strategic human resource management ability (SHRMA) within clinical departments can...

Analisis Pemeliharaan Sumber Daya Manusia Kesehatan (SDMK) di PT Tirta Medical Indonesia


 Maintenance of human resources is very important for every company, because besides aiming to maintain human resources it can also increase employee dedication, discipline and loyalty. Maintenance of human resources will protect workers from work accidents and maintain harmonious communication between human resources. The type of research used in this research is qualitative type research and the approach used in this research is a deductive approach, where the informants provide explanations about the principles of learning content, then explain them in the form of their application or examples in certain situations. The purpose of this study was to determine the procedures for carrying out the maintenance of human resource management at PT. Tirta Medical Indonesia. From the results of this study it can be seen that PT. Tirta Medical Indonesia has implemented good work maintenance methods and in accordance with the theory of Drs. H. Melayu S. P Hasibuan which includes effective communication between companies and employees, providing fair incentives, paying attention to employee welfare, occupational health and safety and conducting Pancasila industrial relations. The author suggests that PT. Tirta Medical Indonesia must continue to be able to maintain and improve the maintenance of better Human Resources in order to increase employee loyalty and performance.
 Keywords: Maintenance, Employees, Methods, Human Resources

Challenges of Rural Family Physician Policy in Iran.

As per the goals of the family physician program, it is essential to pay attention to the effectiveness and performance of FPP. Although the implementation of the FPP program is an important development in the discussion of rural health insurance and the provision of health services and referral systems in the country, the evidence suggests that by identifying challenges and taking appropriate action, this plan can be improved. This study aimed to investigate the challenges of rural Family Physician Policy (FPP) in northern Iran. This study comprised a mixed method. The former intended to identify the challenges of rural FFP using the narrative review method. To achieve a comprehensive list of challenges, a narrative review and content analysis were performed and semi-structured interviews were held with key stakeholders of FPP in the north of Iran, including physicians, managers, and policymakers. Identified challenges were categorized into eight categories including the weakness of the health insurance system, low comprehensiveness of executive guidelines, inappropriate recruitment and maintenance of human resources, weakness of cultural context, low efficacy of health information management system, poor educational effectiveness, inappropriate motivational mechanisms, and weakness of the referral system. As per the quantitative findings, "weakness of the referral system" and "inappropriate recruitment and maintenance of human resources" had the lowest and highest weaknesses, respectively. To address existing challenges in the rural FPP, a comprehensive plan of action should be developed with an emphasis on human resource management, health information management system, comprehensive rural health insurance, and legislation.

The Impact of Human Resources Maintenance on Enhancing Organizational Agility: An Applied Study on Secretariat of Northern Borders Region

The study aims to identify the impact of human resources maintenance on enhancing organizational agility. The research was built based on a set of studies and previous theoretical frameworks related to the research subject. The research data was collected at the application agency (the Municipality of the Northern Borders Region) through a survey list distributed to 384 employees in the application area. Statistical Package for Social Sciences (SPSS) was used to analyze the data and verify the validity of the research hypotheses. There are no statistically significant differences between the opinions of the study sample due to the variable of gender, level of education, and experience concerning the level of human resources maintenance programs in the Municipality of the Northern Borders Region and the existence of a relationship between the maintenance of human resources in its various dimensions and organizational agility, as well as a strong positive impact of human resources maintenance on organizational agility. The study recommended the need to pay attention to human resources maintenance programs while working to raise awareness of the importance of enhancing organizational agility and increasing adequate financial support for the application of the philosophy of human resources maintenance and that the policies and procedures of human resources maintenance programs focus on taking into account supporting the agility of the organizational structure and organizational procedures at the level of the institution.

Effect of Employee Maintenance and Training Costs on Organizational Performance

This study examined the effect of employee maintenance and training cost on performance of firms in Delta State between 2016 -2020 financial years. The objectives of the study are to examine the extent to which employee maintenance cost affects financial performance of firms. Also, it looks at how employee training cost affects financial performance of manufacturing firms in Delta State. The study adopted the longitudinal research design and the data collected were analysed using ordinary least square regression analysis, descriptive statistics, and correlation analysis. However, the study used hausman effect test to check between fixed and random effect that play on the data. Employee maintenance and training costs were proxy; while firm performance was proxy by return on assets. The study found that employee maintenance cost (0.02) and training cost (0.01) has positive and significant effect on the financial performance of organization. The study concluded that manufacturing firms should invest on human resource development to be able to have competitive edge over competitors in order to achieve the wealth maximization objectives. Based on the findings, the study recommended among others, that management of firms operating in Delta state should reduce their funding of human resource maintenance, as increase may negatively and significantly impact on the performance of firms operating in Delta state. Also, that management of firms operating in Delta state should increase their spending on training their human resource.

Designing an Organizational Innovation Model with an Emphasis on the Approach of Lean Human Resource Management: The Case of Selected Municipalities of Mazandaran Province

Purpose Designing an Organizational Innovation Model with an Emphasis on the Approach of Lean Human Resources Management: The Case of Selected Municipalities of Mazandaran province. Methodology From a methodology point of view, this is a qualitative study, which is grounded theory and classified data were collected through interviewing the experts who agreed to participate in this research and were familiar with the topic including faculties in organizational innovation field and chief officers of selected municipalities of Mazandaran province. Findings The results showed that the organizational innovation model with an emphasis on lean human resources management approach has 156 indicators and 8 subcategories along with the lean innovation capabilities category, these subcategories are: lean human resources recruitment, supply and adjustment system, Lean human resource improvement system, lean human resource maintenance system, lean human resource application system, utilization of technology, organizational culture, organizational structure and policies and programs. In the following, all the dimensions, components and indicators of the three main dimensions are described; The enablers of lean innovation, the facilitators of lean innovation and the capabilities of lean innovation were summarized and purified. Research limitations/implications In the practical context, the results of the study can provide clear messages for the senior and middle managers of such organizations, so that based on those findings, they can formulate detailed operational plans with the aim of increasing internal innovations and also empowering their human resources.

Impact of Human Resource Management Practices on Organizational Citizenship Behavior in Nepalese Financial Institutions

Human resource management (HRM) practices refer to all the activities necessary for manpower management of the organization. It is the process of acquisition, development, utilization, and maintenance of human resources in the organization for its long-term sustainability. The emergence of a liberal economy and globalization bring a rapid change in HRM practices and its impact on organizational citizenship behavior for improving organizational competitive strengths. At present human resources are said to be the human capital that can play a significant role in improving competitive advantage and sustaining business activities of all organizations including financial institutions. The purpose of this study is to examine the impact of HRM practices on the organizational citizenship behavior of employees working in Nepal's financial institutions, which include commercial banks, development banks, finance companies, and insurance companies. In this study, HRM practices involve four variables consisting of training and development, performance appraisal, compensation system and employee participation. For the study, the opinions of 405 employees of financial institutions working at managerial, officer and assistant levels are taken into account. Pearson Correlation is used to determine the relationship between HRM practices and organizational citizenship behavior, whereas multiple regression is used to examine the impact of HRM practices on organizational citizenship behavior. The findings reveal that HRM practices have a positive association and also have an impact on the organizational citizenship behavior of Nepalese financial institutions.

Effect of psychological empowerment on human resource management with the mediating role of emotional engagement in employees of selected sport federations

The purpose of this research was to investigate the effect of psychological empowerment on human resource retention in selected sports federations, with the role of emotional commitment as a mediating factor. A cross-sectional study was carried out. The statistical population of the study (270 employees) was all official staff of five selected federations (wrestling, volleyball, taekwondo, soccer and swimming). Based on the Morgan table, 175 individuals were selected as the statistical sample. In order to assess the studied variables, Spritzer's psychological empowerment questionnaire (1995), Allen and Meyer Commitment Measurement Questionnaire (1991), and Kaident’s staff retention questionnaire (2009) were used. The reliability of the questionnaires was 0.89, 0.87, and 0.84, respectively. In order to analyze the data, descriptive and inferential statistics (Kolmogorov Smirnov, Pearson Correlation Coefficient, Path Analysis Model) were used. The results showed that there is a statistically significant positive correlation between psychological empowerment and human resources maintenance (0.56). Emotional commitment with an impact factor of 0.35 plays a mediating role in relation to psychological empowerment in human resource retention. Therefore, the officials of sports federations can improve the maintenance of human resources by establishing a complete and desirable psychological empowerment and paying attention to the concept of emotional intelligence at the organization level.

Quality Assurance Parameters as Predictors of Teachers’ Motivation in Kwara State Public Junior Secondary Schools

The study examined quality assurance parameters as predictors of teachers’ motivation in public junior secondary schools in Kwara State. The study adopted the descriptive survey research design of correlation type. The population for this study comprised 5149 teachers of public junior secondary schools in Kwara State. The sample comprised of 640 teachers selected using the multistage sampling technique. A self-developed and validated research instrument titled “Quality Assurance Parameters and Motivation Questionnaire” (QAPMQ) was used to collect information with a reliability coefficient of 0.85. The result showed that teachers in public junior secondary schools in Kwara State had a moderate level of motivation (52.3%). The further showed that quality assurance parameters are significant predictors of teachers’ motivation (72.6% (Adj. R2= 0.726); and each of the quality assurance parameters of human resource maintenance (Beta= 0.704, t= 25.132) and data management (Beta= 0.366, t= 13.101) had significant predictions to teachers’ motivation, while funding was not significant (Beta= -0.275, t= -9.638) in Kwara State public junior secondary schools. Therefore, it was recommended that Kwara State government should not relent its efforts and continue to work collaboratively with Non-Governmental Organizations (NGOs), philanthropists, and other stakeholders in the education sector to ensure its assurance parameters are continued and appropriately used in stimulating teachers’ motivation in the State public secondary schools.

Reinforcement and Maintenance of Human Resources for Health Systems during Long-Term Crises: A Systematic Review of Systematic Reviews.

Background Human resources are one of the most critical organizational resources, the reinforcement and maintenance of whom require much energy in health organizations, particularly in long-term crises. Many methods have been suggested in this regard; however, there is a need for their integration and clarification. Methods We systematically searched the international databases, including PubMed, Scopus, and Web of Science, from 2003 to April 2021by using some relevant keywords. The quality of the included studies was assessed using the AMSTAR checklist. Results The search resulted in 1613 papers, among which there were 16 systematic reviews. The studies addressed a wide range of problems and solutions. Twelve items and four items were classified with moderate quality (AMSTER score 5–8) and high quality (AMSTER score 9–11), respectively. Half of the studies (n = 8) dealt with mental and psychological problems resulting from crises as the most important factor in the decline of health system staff's durability in organizations. They also provided different solutions such as mental health counselling during and after the crisis, flexible work schedule, promoted trust in the organization, support of staff's family, and enhanced awareness to support employees. And the other articles addressed managerial problems as the most critical factor in the decline of health system staff's durability in organizations and proposed solutions such as suitable planning before, during, and after the crisis and the use of material and spiritual incentives to increase the employees' motivation and organizational resilience to maintain the staff. Conclusion In the present review study, three dimensions (namely, resilience, motivation-hygiene measures, and development of manager's soft skills) are considered as the main factors reinforcing and maintaining human resources in the health systems in long-term crises and disasters.

The Impact of the Working Environment and Welfare on Human Resources Maintenance: An Empirical Study in Vietnam

The Impact of the Working Environment and Welfare on Human Resources Maintenance: An Empirical Study in Vietnam

Educational analysis on the pathology of the Civil Service Management Law with emphasis on the prevailing systemic approach to various areas of human resource management in government organizations in Iran

The purpose of this study is to examine the pathology of the Civil Service Management Law by emphasizing the prevailing systemic approach to various areas of human resource management in government organizations in Iran. The method of this research is descriptive-survey. Statistical samples were selected through quota and judgmental sampling. First, the interview was conducted with a statistical sample and then with the Delphi method of three stages and exploratory factor analysis. The classification of injuries in the Civil Service Law was performed according to the system characteristics in seven categories. The results showed that pathology has been studied in terms of generalization characteristics such as lack of systems, severe bureaucracy and neglect of the environment. This factor can be divided into four categories of recruitment, employment and supply and maintenance of human resources. Other pathologies include ignoring the environment despite extensive communication. According to the results we can said that Civil service management law for various reasons such as inflexibility, uncoordinated subsystems, static, non-dependence and interaction of subsystems, etc. has led to various consequences in the input and output sections of the system in the administrative system of government organizations.

Estudio y revisión de la regla de gestión de servicios de problemas y obstáculos en Irán con énfasis en la gestión de recursos humanos

El objetivo de este estudio fue estudiar y revisar los problemas y obstáculos de la regla de gestión de servicios en Irán con énfasis en la gestión de recursos humanos. Lo cual se ha realizado en un método descriptivo de tipo de campo y según opinión de expertos. Las muestras estadísticas se seleccionaron mediante cuotas. Primero se realizó una entrevista con una muestra estadística y luego con el método Delphi en tres etapas y análisis factorial exploratorio. Las clasificaciones en la regla de la función pública se realizan de acuerdo con las características del sistema en siete categorías. Los resultados mostraron que el déficit del sistema, la burocracia severa y el descuido del medio ambiente obtuvieron los puntajes más altos. Este factor se puede dividir en cuatro categorías de empleo, empleo y oferta y mantenimiento de recursos humanos. Ignorar el medio ambiente a pesar de una amplia comunicación es otro factor. Según los resultados, se puede decir que la regla de gestión de la función pública en Irán por diversas razones como inflexibilidad, subsistemas descoordinados, estática, falta de dependencia e interacción de subsistemas, etc. conduce a diferentes consecuencias en las partes de entrada y salida del sistema en El sistema administrativo de las agencias gubernamentales.

Impacts of the factors on job satisfaction of workers in mining enterprises in Quang Ninh region

Currently, the number of mining workers quitting their jobs is increasing, while coal mining enterprises are facing many difficulties in labor recruitment. To reach current production requirements and future development, coal enterprises need to retain workers for their operation. In this study, we tested 7 factors affecting the job satisfaction of coal workers, the study showed that 4 factors including relationship, income, job and corporation culture affect positively employee satisfaction while job opportunities and working conditions reduce the level of job satisfaction. The research results may be a suggestion to help coal enterprises to devise appropriate solutions to improve job satisfaction of workers, so that they can ensure the maintenance of human resources for production.

The Role of Human Resources Maintenance in Achieving Organizational Agility

The study aims at acknowledging the effect of human resources maintenance on the types of organizational agility (sensing agility, decisionmaking agility, and acting agility) in the private universities / Kurdistan Region of Iraq. The study has used the analytical descriptive methodology, through using questionnaire to collect information from the members of the universities council in (11) private universities / Kurdistan Region of Iraq. The sample of the study includes (91) members of the university councils. The statistical program (SPSS. V. 21) has been used to analyze the data collected and to get the results of the hypotheses testing. The study found that the surveyed universities are implementing human resources maintenance in medium levels, and they practice the organizational agility in high levels. The study showed a positive correlation between human resources maintenance and organizational agility. The study also indicates that human resources maintenance has a significant impact on organizational agility at the surveyed universities. A number of suggestions were presented to focus on that the private universities need to pay more attention to the human resources maintenance activities as they have a positive impact on achieving organizational agility

Increase of productivity in small and medium-sized enterprises in Thailand

The purpose of this research was to study the association of human resource management and the increase of productivity of small and medium-sized enterprises in Thailand. The study was conducted in the sample group which included owners of 269 small and medium-sized enterprises in Thailand using questionnaires. The statistics used in the research were frequency, percentage, mean, standard deviation, One-way ANOVA, multiple correlation analysis, and multiple regression analysis. The research revealed that the association between human resource management and productivity increase of small and medium enterprises in Thailand was found at a relatively high level. When testing the impact of human resource management on productivity, it was found that human resource management in the areas of recruitment, rewarding, and the protection and maintenance of human resources have an impact on productivity increase of small and medium-sized enterprises in Thailand.