Human Resource Motivation Research Articles

Pengaruh Budaya Organisasi dan Kualitas Sumber Daya Manusia terhadap Kinerja Pegawai dengan Motivasi Sebagai Variabel Intervening pada Dinas Perindustrian dan Perdagangan Provinsi Jambi

The aim of this research is to describe organizational culture, employee quality, employee motivation and employee performance at the Department of Industry and Trade of Jambi Province. Then analyzed the influence of organizational culture and the quality of human resources on motivation, analyzed the influence of organizational culture and the quality of human resources on employee performance, analyzed the influence of motivation on employee performance, and analyzed the influence of organizational culture and human resources. . quality on employee performance is analyzed. The organizational culture is then analyzed. and the quality of human resources that encourage employees to excel. This research is research that uses descriptive and control research methods, namely methods for studying a group of people, an object, a situation and a state of mind. a system whose aim is to create a picture, a systematic picture according to the facts being investigated. The aim of control research is to test hypotheses regarding the influence between variables in this research. The analytical tool used in this research is path analysis and the sample is a counting method of 96 employees. Data were analyzed using SPSS.22. The research results show that the organizational culture is in good condition, the quality of personnel is in good condition, motivation is high and personnel performance is also high, as are organizational culture and personnel quality. resources have a positive and significant effect simultaneously or partially. motivation, organizational culture and quality of human resources simultaneously and partially have a positive and significant effect on an employee's performance and motivation has a positive and significant effect on the performance of employees at the Jambi Province Department of Industry and Trade.

Kepemimpinan Kepala Sekolah dalam Meningkatkan Motivasi Kerja SDM di Lingkungan SMK Negeri 4 Sukabumi

The principal has a big influence on increasing the work motivation of human resources in the SMKN 4 Sukabumi environment. The general aim of this research is to analyze the influence of school principal leadership on HR work motivation and the specific aim of this research is to determine and analyze leadership styles, policies, and the results of school principal leadership styles and policies on HR performance motivation. The theoretical basis for work motivation used is from Veithzal (2005: 455). This research uses a qualitative method with a case study approach. Based on the results of the data analysis and discussion, it can be concluded that the principal’s leadership style can influence HR performance motivation. It turns out that it is the collaborative/together leadership style that teachers tend to accept when receiving instructions, because according to the survey, almost 100% of respondents answered that the collaborative leadership style is very teacher friendly. expect from a school principal. because the leadership style of a school principal that is in accordance with the teacher’s wishes has a great influence on HR performance motivation.

PENGARUH TIPE KEPEMIMPINAN, MOTIVASI, DISIPLIN KERJA DAN MUTU SUMBER DAYA MANUSIA TERHADAP KINERJA PEGAWAI KPU-D KOTA CIMAHI PROVINSI JAWA BARAT

This study aims to analyze the influence of leadership style, motivation, work discipline and quality of human resources on the performance of KPU-D Cimahi City employees of West Java Province both partially and together. This research uses a quantitative approach that is explanatory in nature, namely describing the actual situation in the field based on existing facts and data. The sampling technique in this study was proportionate stratified random sampling with a sample of 195 respondents. The data analysis techniques used in this study are validity test, reliability test, F test and T test, simple and multiple linear regression. 
 Based on the results of the study it can be concluded that there is a positive and significant influence between the performance of Cimahi City KPUD employees with leadership type (65.1%), work motivation (65.1%), work discipline (58.4%), quality of human resources (76.4%). The results of this study also show that there is a positive and significant influence of leadership type variables, motivation, work discipline, and quality of human resources together on the performance of Cimahi City KPUD employees with a percentage of 83.9%.

The Impact of Inspiring Motivation of Human Resources on Employee Passion for Work: An Applied Study of the Opinions of a Sample of Employees at Union Food Industries Co. Ltd.

The Impact of Inspiring Motivation of Human Resources on Employee Passion for Work: An Applied Study of the Opinions of a Sample of Employees at Union Food Industries Co. Ltd.

A Case Study on The Effects of Human Resource Shortages on Project Management in The Uk Health Sector: Focusing on Achieve Care Solutions Agency

The healthcare sector, one of the most in-demand sectors in the UK, is currently facing a shortage of human resources. This shortage is due to several factors, including a high turnover rate, an aging workforce, and a lack of younger staff entering the sector. This study explores the impact of human resource shortages on project management within the UK healthcare sector, focusing on Achieve Care Solutions Agency. To understand the context of this shortage, we surveyed 50 professionals from Achieve Care Solutions Agency. Out of the questions asked, 85% of the responses were properly returned. The data was then analyzed using graphical statistics to create averages, tables, and graphs showing frequency and percentages. The findings of the study suggest that training has a positive effect on the motivation of Achieve Care's human resources. The current workforce in social care is experienced, and compassionate, and values their work, primarily because they feel appreciated and well-trained. However, the critical shortage of human resources is negatively impacting the UK's healthcare system and organizations like Achieve Care. This study highlights the need for a healthcare delivery system adequately staffed with human resources. It emphasizes the importance of providing everyone with access to the guidance, support, and care they need to live fulfilling lives. Despite the challenges posed by human resource shortages, the healthcare sector presents a promising career path with a bright future, especially as other industries contract due to increased automation.

Pengaruh Motivasi Kerja, Pendidikan, Etos Kerja, Pengembangan Sumber Daya Manusia dan Fasilitas Terhadap Produktivitas Kerja Pegawai Badan Pendapatan Daerah Kabupaten Muara Enim

The author carried out the research to know and analyze the influence of work motivation, education, work ethic, and development of human resources and facilities, individually and collectively, on the work productivity of employees of the Regional Revenue Agency of Muara Enim Regency. The research method used in this study is quantitative, using questionnaires distributed to respondents. Test the quality of the data by using the validity test, reliability test, and normality test. The descriptive and inferential analysis used statistical calculations with multiple regression formulas, partial test simultaneous test, and the coefficient of determination. The research results showed that work motivation significantly affected the work productivity of Muara Enim Regency Regional Revenue Agency employees. Education significantly affects the work productivity of Muara Enim Regency Regional Revenue Agency employees. Work Ethic significantly affects the work productivity of Muara Enim Regency Regional Revenue Agency employees. Human Resource Development significantly affects the work productivity of Muara Enim Regency Regional Revenue Agency employees. Facilities significantly affect the work productivity of Muara Enim Regency Regional Revenue Agency employees. Work Motivation, Education, Work Ethic, Human Resource Development, and Facilities significantly affect the work productivity of Muara Enim Regency Regional Revenue Agency employees.

Analysis of Determinants of Motivation and Regulatory Understanding on the Speed of Covid-19 Claim Services in Sidoarjo Regency Hospital

Background: There is a file of disputed Covid-19 claims which is an indication of less than optimal employee performance. The claim rate of Covid-19 services is inseparable from the influence of the service revenue rate, the service revenue provided as well as motivation and regulation understanding of COVID-19 service. Purpose: This study aims to analyze the effect of services revenue rate, service revenue, work motivation, and regulations understanding on the claim rate, the effect of the service revenue rate and services revenue received on work motivation, the influence of the service revenue rate of services and services revenue received on regulation understanding. Methods: This research is a correlation research with the cross sectional method. The sample used was RSUD employees who were involved in the process of filling in the Covid-19 claim file from the start until the claim was received, 150 people, with the proportional random sampling technique. Data collecting techniques used in this study is a questionnaire, which was then analyzed by Partial Least Square analysis. Results: The service revenue rate has no significant effect on the claim of Covid-19 service rate, while service revenue, motivation, and regulations understanding have a significant effect on the Covid-19 claims rate. Meanwhile, services revenue rate and the service revenue significantly influences Human Resource motivation, the services revenue rate does not significantly affect regulations understanding, while services revenue has a significant effect on regulations understanding. Conclusion: Services rate is not able to encourage the claims rate. The service revenue, HR motivation, and regulations understanding are variables that can support the claims rate. The services revenue rate and the service revenue can trigger HR motivation. The rate at which services are revenued is not a variable capable of supporting understanding regulatory. The service rate encourage the regulation understanding.

Rekontruksi Sumber Daya Manusia Sebagai Upaya Meminimalkan Resiko Operasional Perbankan (Studi Literasi Teori Motivasi)

The research aims to analyze the causes of operational risks in Islamic banking, as well as ways to overcome them. Using qualitative research and Maslow's motivation theory, this study concluded that human resources in Islamic banking come from various educational backgrounds. On the other hand, Islamic banking must also be able to manage its human resources so that it does not cause operational risks. So that these operational risks do not arise, it is necessary to reconstruct human resources by increasing the motivation of human resources.

СТРАТЕГІЧНЕ УПРАВЛІННЯ ЛЮДСЬКИМИ РЕСУРСАМИ ПІДПРИЄМСТВ НА ОСНОВІ ЦИФРОВИХ КОМПЕТЕНЦІЙ

The article focuses on the need to take into account digital competences in the strategic management of the company's human resources. The purpose of the article is to systematize the main elements of the human resources management strategy of enterprises based on digital competencies. The methodological basis of the research was the use of general scientific methods: comparison (when studying research terminology), analysis and synthesis (to study the main directions of research in previous publications), modeling (to present a model of strategic management of human resources of an enterprise based on digital competencies), as well as special methods : grouping methods (to create a digital competence assessment pyramid) and a graphic method. The article examines a number of scientific works devoted to the concepts of "human resources", "strategic management", "strategic management of human resources" and "digital competences of personnel". This made it possible to propose the author's concept of "strategic management of human resources based on digital competences", under which we propose to understand the model of perspective management of the enterprise by harmonizing the strategic goals of development with its capabilities and interests of employees in the conditions of digitalization of the economy. The article proposes a model of strategic management of human resources based on digital competencies, the main elements of which include: purpose, tasks, prerequisites, principles, functions, objects, subjects, methodology for evaluating the human resources of an enterprise based on digital competencies, motivation of human resources to the acquisition of digital competences, the main consequences of the implementation of the company's human resources management strategy based on digital competences. A "pyramid for evaluating digital competencies" is proposed, the use of which will contribute to the step-by-step identification of digital competencies in all business processes of the enterprise, which will contribute to the development of an effective human resources management strategy. It is emphasized the need to use in-house training, which is based on the use of the strategy of anticipatory training of specialists during their entire professional activity.

THE INFLUENCE OF THE FACTORS FOR CREATING THE VALUE AND COMPETITIVE ADVANTAGES OF THE ORGANIZATION ON HUMAN CAPITAL IN ORGANIZATIONS

Abstract: The significance of human capital management strategies in acquiring and maintaining advantages against the competition is determined by extensive academic studies. Research studies show that competitive advantage on the market can be maintained through a systematic attraction, development, motivation, management and appreciation of human resources in an organization. In order to maintain their competitive advantage(s) and ensure their survival, organizations have to take care of the strategy of scale, the diversification of activities, the allocation of resources, the orientation towards the buyer, value chains, change management, innovations and the strategic renewal of the organization itself. Organizations that manage human resources can freely be said to be making better financial results if perceived through different parameters, such as revenue growth, productivity, the volume of sales, the operational profit, the net profit margin, return on capital, share value growth, i.e. the growth of the market value of the organization. This paper is aimed at determining whether the level of the factors for creating the value of the organization and the level of the competitive advantage of the organization actually affect or do not affect the level of human capital in the organization. Based on the research conducted in the paper, it can be concluded that the level of human capital in the organization increases simultaneously with the increasing of the level of the factors for creating the value of the organization and the level of the competitive advantage of the organization.

Examining the Role of Empowerment Criteria on Employee Performance: A Quantitative Analysis in the Oil Industry

This investigation elucidates the influence of Administrative Empowerment (AEM) on employee performance within the distribution sector of petroleum products in Torbat Heydarieh, Iran, utilizing a case-study approach to examine the correlational effects of varied AEM factors. A descriptive-analytical methodology was employed, with data collected through a standardized empowerment questionnaire, administered to the entire workforce as the population of interest. The validity of the questionnaire was ensured through the application of the Kolmogorov-Smirnov (K-S) test and Cronbach's alpha, while regression correlation coefficients were used to confirm the legitimacy of the resultant data. A simple random sampling method was employed, yielding a sample size of 45 participants. The principal outcome of this research suggests a consensus regarding the positive influence of AEM on expertise-based outcomes within the Iranian petroleum product distribution sector. Further, the study identified the workplace environment, morale, organizational belongingness, access to knowledge information, and job skills as the most potent determinants influencing human resource motivation. These elements surfaced as critical, feasible, and interesting aspects of work, and were found to be of paramount importance in the empowerment process.

Effective Management of Human Resources in Tourism through Motivation

Tourism policy exists to provide tourists and the community with certainty about tourism development, maximizing benefits for stakeholders while minimizing adverse effects, costs, and other impacts. Many cities worldwide rely on tourism for local revenue, so the city government must consider a tourism development concept that preserves natural, social, and cultural resources for future generations. Sustainable tourism is developing quickly and favorably for the local population and the environment. In the foundation of effective touristic management lies the effective management of human resources in the tourist industry. This study analyzes the specifics and finds an effective way to manage human resources in the tourism industry. Our study is divided into the following sections: Section 1 – Introduction, Section 2 – The Specifics of Tourism Industry, Section 3 – Motivation of Human Resources in Tourism Industry, and Section 4-Conclusion.

Coastal tourism entrepreneurship during COVID-19 in Estonia, Finland and Latvia

The comparative study focuses on the resilience of small tourism enterprises in coastal and marine tourism in three Baltic Sea countries - Estonia, Finland and Latvia. The research aim is to explore the response of the micro and small-scale tourism enterprises in Estonia, Finland and Latvia to COVID-19 and their development plans in the context of the pandemic. These countries share common strengths and weaknesses in tourism as well as their main tourism resources (e.g., the significance of natural resources), partially overlapping target markets. Data were collected in coastal regions in all three countries by using semi-structured interviews (Estonia N=12, Latvia N=12, Finland N= 5). Additionally, a quantitative data collection tool - a survey (N=51) was used in Finland. The content analysis generated several themes: (1) The ability of an enterprise to adapt to changes; (2) future expectations; (3) educational needs; (4) mind-set changes of entrepreneurs as a result of corona-pandemic and motivation to learn. Results suggest that more than before, coastal entrepreneurs estimate the rationality of decisions and the feasibility of investments. They report the ability to transform the design of tourism services to move towards touchless, digitized solutions as well as present an ability to produce unique service ideas under the pressure of the pandemic. Future expectations are related to the need for intensified cooperation among public and private sectors and different sectors of the economy to ensure entrepreneurial resilience and/or development. Entrepreneurs also stress their expectations regarding public (e.g. in nature areas) infrastructure development. COVID-19 pandemic has contributed to the emergence of business shrinkage strategies and vigilance toward development. The pandemic aggravated the deficit of employees and is directly linked to human resource motivation programs and the lack of resources needed to maintain that. Educational needs reveal several categories of topics entrepreneurs would like to learn about such as marketing, tourism product, and service design, management, and cooperation. The results in the three countries show a lot of similarities, the biggest differences can be seen in the various educational needs, also not in all countries the pandemic increased awareness of the role of cooperation or need to improve the quality of service when facing falling demand.

Effect of Motivation on Employee Work Productivity at PT. Asuransi Takaful Umum

Every company has an absolute right to be able to achieve the target or mission that has been set, one of which is to increase productivity by optimizing the motivation of human resources in the company concerned. A foundation for the company's success is directed and effective human resources, thus creating an increase in work motivation. Motivation is the encouragement of individuals or groups to carry out a job that has a certain mission. Productivity is the desire of individuals or groups to improve the quality of activities in all fields. This study aims to see the effect of motivation on the work productivity of employees of PT Asuransi Takaful Umum. The study population is the employees of PT Asuransi Takaful Umum. The total study sample is 30 respondents. Data collection uses questionnaires, interviews, and literature studies. This study uses quantitative descriptive analysis and simple linear regression analysis. The results of the study stated that partially the variable of motivation had a significant positive effect on the work productivity of employees of PT Asuransi Takaful Umum. Moreover, simple linear regression states that the motivational variable has a positive effect on the work productivity of employees of PT Asuransi Takaful Umum.

Human Resources Motivation at Work Place: A Desideratum For Desirable behaviour Towards Achievement of Optimal Benefits In Organizations

Human Resources Motivation at Work Place: A Desideratum For Desirable behaviour Towards Achievement of Optimal Benefits In Organizations

How line-manager leadership styles and employee-perceived HRM practices contribute to employee performance: a configurational perspective

PurposeThis paper aims to carry out a study on the combined effects of leadership styles and human resource management (HRM) practices on employee performance. Based on configurational theory, this study integrates task-oriented leadership, relations-oriented leadership, change-oriented leadership and human resource hygiene practices (HRHPs) and human resource motivation practices (HRMPs) to detect distinct configurations of leadership styles and HRM practices that may lead to high and not-high employee performance.Design/methodology/approachFuzzy-set qualitative comparative analysis (fsQCA) was adopted to identify the configurations of conditions associated with the outcome, with data obtained from 108 employees and 32 line-managers in China through structured interview and questionnaire survey.FindingsThe results show that there are five sufficient configurations for the presence of high employee performance and three for performance's absence. Relation-oriented leadership, HRMPs and enterprise property are more important conditions to employee performance than others. Furthermore, no single condition constitutes a necessary condition for causing the high or not-high employee performance.Originality/valueCompared to previous studies that mainly focused on linear relationships, this study applies the fsQCA method to explore how matching different leadership styles and HRM practices could bring about high and not-high employee performance, which provides evidence for the three propositions of “multiple conjunctural causation,” “equifinality” and “asymmetry.”

Pengaruh Motivasi, Pelatihan Terhadap Kinerja Karyawan ((Studi Kasus Bagian Produksi Parts Pada PT Noble Medan)

Human Resources is an important property by a company. Having a high performance, attitude and motivation of human resources would support the main goal of the company. Reaching the main goal of the company would make the company is able to survive in the middle of the higher of minimum wage in Indonesia, especially in Medan . The main goal of the research is to know that motivation and performance coaching make a significant influence toward employee performance in production parts in PT. Noble Medan even in partial or simultaneous. Population of the research is all of the employee of parts production of PT. Noble Medan, which is count 147 people, from this population the researcher will choose sample that used as respondent in this research. Then, the researcher used simple random sample in this research. By using Slovin formula, then the researcher get 108 people as sample. Method of data accumulation is by using answer sheet. The data analysis is using double linier regression by using SPSS software. Result of the research shows that by giving motivation and job coaching was influential toward employee performance even partial or simultaneously, while the percentage of determination coefficient (R2) was 25.30%. it means that performance was influenced by motivation and coaching in the amount of 25.30%, while the others influence by others revealed variables

PERAN INOVASI DAN STRATEGIK MANAJEMEN MENDUKUNG KESIAPAN SDM MEMASUKI DUNIA KERJA DAN USAHA DI ERA GLOBALISASI – REVOLUSI TEKNOLOGI 4.0

The era of globalization is called the era of technological revolution 4.0, where technology is developing rapidly, all-digital technology is an absolute requirement for human resources to enter the world of work and business. There are still limited levels of education, skills, competence. The weaker motivation of human resources is the impact of rampant downsizing of the workforce, the bankruptcy of large and small companies. This paper aims to comprehensively present the role and influence of innovation and strategic management on the readiness of human resources to enter the world of work and business in the era of globalization – technological revolution 4.0, interpreted using a descriptive qualitative method of reviewing various literature and study results to enrich writing insights. The results of the writing show that the COVID-19 pandemic has had a very large and significant impact on all aspects of human life and almost all government institutions/organizations/companies in the world, in the economic, social, political, etc. fields, will become history that will never be forgotten for all people. who live in the era of the industrial revolution 4.0. The occurrence of various technological changes is required to increase innovation and creativity in managing strategies to deal with it. Technological change does not automatically bring goodness. Digital literacy is different from a digital mindset. In innovation and strategic execution/implementation, monitoring and evaluation of the most important stages and government alignment (regulation, conducive alignment).

Manajemen Pondok Pesantren Aulia Cendekia Palembang Untuk Meningkatkan Keterampilan Santri Dalam Berdakwah

The purpose of this study was to find out the management of the Aulia Cendekia Palembang Islamic boarding school, and the efforts made by the Aulia Cendekia Paalembang Islamic boarding school to improve the skills of the Santri in preaching. This research is a qualitative research with a descriptive approach. The types of data sources for this research are primary and secondary data sources, the primary data sources in this study are the leadership of the Islamic boarding school, the chairman of the Aulia Cendekia Palembang Islamic boarding school dormitory, Ustadz / Ustadzah da'wah supervisors, students and female students of class XII MA, and administrators related to preaching coaches . Data collection techniques in this study used interviews, observation and documentation and data analysis in this study used data reduction, data presentation, and drawing conclusions. The results of this study are that the Aulia Cendekia Islamic boarding school in Palembang has implemented management principles by implementing daily activities for each student and female student, at the Aulia Cendekia Islamic boarding school there are also planning and evaluation to make it better, besides that there are also economic aspects, aspects education, aspects of da'wah, and aspects in the pesantren environment. There is a program for the XII MA, namely the ni'hai program, there are also weekly muhadoroh and monthly muhadoroh kubro. Da'wah training is very important for students. The efforts made by Islamic boarding schools are so that students and female students can appear in society, following the best female students and female students for competitions in order to train their abilities. self-quality, allows them to appear in society, and can potentially be part of the da'wah. The inhibiting factor is the lack of library facilities so that students and female students do not look for materials for da'wah training, nor is the motivation of human resources to take part in preaching training.

IMPACT OF HRM PRACTICES & JOB SATISFACTION IN SELECTED PRIVATE BANKS OF BANGLADESH

Human Resource Management includes planning, job analysis, job design, acquisition, training and development, compensation, appraisal, benefits, rewards, safety, health, motivation, job evaluation, human relations, employee counselling and personnel research of human resources. The main purpose of the study is to investigate the Impact of HRM Practices & Job Satisfaction in Selected Private Banks of Bangladesh. To conduct this research, 85 respondents from Dutch Bangla Bank Ltd., United Commercial Bank Ltd., Dhaka Bank Ltd., & One Bank Limited leading private commercial banks of Bogura & Sirajganj District of Bangladesh. This study is based on primary as well as secondary data in nature. Primary data have been collected with help of a structured questionnaire which was administered personally to the bank employees. The primary data have been analysied with help of SPSS software. This study tried to disclose the relationship between employees’ satisfaction and various dimensions of HRM practices. In this study, we considered nine major factors which represented most of the human resources management practices followed by different private banks. The study reveals that all HRM dimensions exercised in the private banking sector of Bangladesh falls short to satisfy the employees equally. Most of the employees are dissatisfied with Compensation System followed by reward and motivation, Career & Development, training and development, Management System, and job design and responsibilities. It is found the HRM practices in the private banking sectors of Bangladesh have not been fully developed and there is the urgent need to employ the services of HR professionals, consultants and researchers to help shape and develop new directional focus that will ensure an efficient and effective human resource practices.” KEYWORDS: HRM, HRM practices, job satisfaction, private commercial banks, Bangladesh”