Organizational Human Resource Research Articles

Training, Innovative Behavior and Performance: Empirical Studies in Private School

An immediate requirement exists for high quality human resources capable of providing a competitive edge to the organization. This quantitative descriptive study aims to examine the impact of training on teacher innovative behavior and performance. By practicing the stratified random sampling technique, 126 teachers from a private school in Jakarta, Indonesia became research respondents. Data collection using a questionnaire. Data was processed and analyzed using Structural Equation Modeling (SEM) with SmartPLS software. The results revealed that there was a positive effect of training on teacher innovative behavior and performance. Thus, training can be used as an effort to develop human resources in organizations, especially innovation and performance.

Improving the Recruitment and Retention of Healthcare Professionals in Rural Areas: Evidence from the medical doctors of six districts of India

Background: The Human Resource in Health (HRH) crisis is one of the most critical constraints to achieving health and development goals. In this study, the WHO's recommendations were used to highlight the health workforce issues in remote and rural areas with a prime focus on four major policy domains: education, regulatory, financial incentives, and professional and personal support. Objectives: Medical doctors are one of the essential frontline health workers for primary health care in rural India. This study adopted World Health Organization's (WHO's) human resource policy framework to evaluate doctors' responses in understanding the recruitment and retention of medical doctors in rural areas. Materials and Methods: A cross-sectional, descriptive study was conducted in the rural and remote areas of Odisha state, India. A multistage sampling procedure was used to select the participants, who were all government medical doctors working in rural and remote locations. The primary outcome measure is percentage responses using WHO’s Human Resource policy framework Results: Medical doctors working in rural and remote areas perceived the practice as challenging. They were mainly least satisfied with the items asked in the professional and personal support domain. However, more than half of the doctors (56.7%) are eager to work in remote and rural areas for the next three years. Conclusion: Public health administrators and policymakers should create an enabling environment and design interventions encouraging doctors to stay in remote areas. Most importantly, this includes a political and financial commitment to achieve targeted interventions.

Analysis of Methods to Enhance Execution Capability in Enterprise Operation and Management

This article explores the importance of enterprise execution capability, as well as the reasons for insufficient enterprise execution capability and the methods to improve it. The author points out that enterprises need to have the ability to implement strategies, manage projects, improve organizational efficiency, and enhance performance in order to have good execution capability. The main reasons for insufficient enterprise execution ability include unreasonable institution establishment, communication barriers between departments, incomplete training, improper recruitment of employees, and a lack of scientific supervision and incentive mechanisms. To improve enterprise execution capability, it is necessary to establish clear and specific operational systems, strengthen communication between management and employees, enhance employee execution capability through training, enhance corporate culture, establish suitable performance assessment standards, optimize human resources organization, and other aspects to promote the improvement of enterprise execution capability.

Linking Human Resources Management Practices and Organizational Commitment: The Mediating Role of Employability

Purpose: The performance of a good organization can be evaluated through the effectiveness of human resource management practices on employees. However, the problem of employee turnover always occurs because of weaknesses in an organization's human resource management practices, which affect the employee’s employability and organizational commitment. Therefore, this study examines human resource management practices, employability, and organizational commitment among sports graduates.
 
 Design/methodology/approach: This survey study involved 370 Universiti Teknologi MARA (UiTM) sports graduates who have worked in the government and private sectors. This research instrument contains 57 items to measure human resource management practices, employability, and organizational commitment. Data were analyzed using descriptive, inferential, and structural equation model (SEM) analysis using Analysis of Moment Structures (AMOS) software.
 
 Findings: The study results show a direct and indirect effect between the variables studied. The study results show that employability partially mediates the relationship between human resource management practices and organizational commitment
 
 Practical implications: This study fills a gap in research by establishing and examining the relationship between the antecedents of human resource management practices, employability, and organizational commitment. The results of this study can be used by Higher Education institutions to regularly review the curriculum and co-curriculum syllabus to ensure that the graduates’ success can align with the needs of the industry and employers.
 Originality/value: This paper contributes to future research on sports graduates by considering a new method. From this, it can provide an overview to researchers on the importance of human resource management practices, employability, and organizational commitment.

MOTIVASI KERJA MENCERMIKAN KEBERHASILAN KINERJA PEGAWAI

The development of human resources in organizations involves individuals, employees making changes from traditional to modern thinking creatively and critically, so that employees improve their performance. Employee performance is closely related to the image of the institution so special attention is needed to improve employee performance. Of course, this is done by the Losari Health Center, Pemalang Regency, Central Java to improve the performance of its employees. The goal of the Losari Health Center is achieved. Technically, this research uses a quantitative method, namely a way of expressing phenomena through numerical data, then it is analyzed mathematically, the results are used as the basis for drawing conclusions. The research results are described as an approach to reveal research facts. The facts above are intended for a discussion of a problem at the Losari Health Center and identify the influence of work discipline, work motivation and work environment variables on employee performance. After doing the research, it can be seen that work discipline, work motivation and work environment simultaneously affect employee performance. Research results in the variable work discipline can have a significant positive effect on employee performance. In the work motivation variable, work motivation can have a significant positive effect on employee performance, which can be interpreted. Finally, the work environment variable shows that the work environment can have a significant and positive influence on employee performance.

MEMBANGUN SENSE OF BELONGING (RASA MEMILIKI) INDIVIDU DAN MENERAPKANNYA SEBAGAI WUJUD MOTIVASI DIRI DALAM BEKERJA DAN KECINTAAN TERHADAP ORGANISASI PADA YPK DON BOSCO KAM

Sense of belonging is a something valuable that is owned by individuals in the organization when working. An understanding of diversity is not enough to build a positive work environment. It takes a strong sense of belonging to the organization by individuals as organizational human resources, so that a sense of responsibility and genuine effort is created in each individual's performance. Someone who has a sense of belonging will be able to act caring, attached, have empathy, be motivated and even be able to empower himself even without any encouragement. The seminar activity aims to grow and develop the knowledge, attitudes and skills for YPK Don Bosco KAM principal candidates, so that they are able to properly manage schools entrusted by the institution to them and support the success of improving the quality of learning in schools, building good social relations, which makes the school a second home for students, teachers and educational staff, and most importantly realizes that building a sense of belonging starts with oneself, from small things and to started from now, and applying it as description of self-motivation at work and applying it as description of self-motivation in work and love to the organization.

The Moderating Effect of Abusive Supervision on Religiosity and Whistleblowing Relationship: An Experimental Investigation

Purpose: This study examines the causal relationship between religiosity on whistleblowing. Besides, this study also identifies the moderating role of abusive supervision on the relationship between those two variables.
 Method: This study used a 2 × 2 between-subjects laboratory experiment with accounting undergraduate students as the subjects. The religiosity is categorized into two levels (high and low). The variable of abusive supervision is manipulated into two levels (high and low).
 Findings: High religiosity increase whistleblowing. Also, abusive supervision negatively influences whistleblowing. However, abusive supervision moderates the causal relationship between religiosity and whistleblowing. The study demonstrates the significant impact of abusive supervision on an unwillingness to blow the whistle, although the individual is embedded in religious values.
 Novelty: This study fills a gap in the literature by showing that the tune of the top with a higher hierarchical structure can make an individual's values mingle with the organizational environment and impact his decision to blow the whistle. Furthermore, this research contributes to the conservation of resource theory by providing evidence that superiors have an essential role in molding the behavior of human resources in organizations.
 Keywords: Abusive Supervision, Decision-Making, Religiosity, Whistleblowing

PENGARUH KOMPETENSI KERJA DAN MASA KERJA TERHADAP PENGEMBANGAN KARIR KARYAWAN PADA PT. SOCFINDO BANGUN BANDAR DOLOK MASIHUL SERDANG BEDAGAI

Work competence and tenure is a very important issue in the field of human resources related to improving the career development of employees at the company. Based on the fact that an employee/employee will need a series of knowledge, skills and abilities that are developed to work well and successfully in positions encountered during his career, then career development is an important thing to do to change the human resources of an organization, from a situation to another better state through long-term education and experiential learning in preparing employees for future responsibilities. Career development aims to produce organizational human resources that are reliable and have competencies according to the needs of the organization. The purpose of this study was to determine and analyze the effect of work competence and tenure on employee career development at PT. Socfindo Builds DolokMasihul Port, Serdang Bedagai Regency. The data analysis technique is multiple linear regression analysis. The sample studied was 85 people. The results of the regression analysis obtained a tcount value of 4.943 >ttable 1.663 so it can be concluded that Ho is rejected and H1 is accepted, which means that work competence has a significant influence on employee career development. The results of the regression analysis obtained tcount of 3.828 >ttable 1.663, it can be concluded that Ho is rejected and H2 is accepted, which means that tenure has a significant influence on employee career development. The Fcount value is 49.656 >Ftable 2.37, so it can be concluded that the variables of work competency (X1) and years of service (X2) simultaneously (together) affect the career development variable (Y). Keywords : Work Competency, Tenure, Career Development

HR Development Through Capacity Building To Increase Company Productivity

In the era of globalization, human resources (HR) is an important asset for every company to gain competitive advantage. For the organization to continue to exist on a national and international scale, human resource development (PSDM) is a decisive factor in achieving goals and objectives. The research is included in the type of qualitative research, namely research with descriptive methods. This study intends to provide an in-depth description related to the research object, namely the development of human resource capacity (HR). To achieve the company's performance and goals, it is very important to implement an HR capacity-building program on an ongoing basis. Organizational human resource development has a direct impact on talent development, employee resilience, and career development. It also offers companies a new paradigm to develop their human capital. The fundamental components that determine the existence of an organization in a cruel corporate environment include aspects of competence, talent, and resilience. Companies that implement competence must pay attention to management levels and HRM stages. Potential employees who perform well under pressure contribute to organizational consistency and competition. By considering the two strategic options of matching people to roles and matching roles to people, talent-based HRM needs to be contextualized. produce workers who have the knowledge, skills, money, affluence, talents, attitudes, and dispositions necessary to inspire others. It is important to create AQ-based human resources who can deal with any problem, act responsibly, set boundaries for problems, and refuse to give up quickly. With the aspect of resilience, employees can calm their intentions, smother, and catch problems to take advantage for the sake of organizational effectiveness to achieve success and exist in a competitive world.

ERP System for Construction Site

Currently, enterprise resource planning (ERP) has been recognized as a foundation for the merging of organization-wide data systems. ERP systems connect all aspects of an organization's business, including accounting, finance, human resources, production, and distribution. They also connect the company to its consumers and suppliers across the many phases of the product's or process' life cycle. Just a few studies have been done on the use of ERP systems on construction sites, particularly for designers, technicians, and workers. the main focus has thus far been on retail businesses, engineering companies, and design firms. The purpose of this study is to conduct research on the effectiveness of ERP systems at contractor sites and, as a result, their implementation status. A wide range of market research, literature reviews, and modified surveys may be used as the methodology. The majority of contractor sites are reported to be aware of ERP systems, although only a small number of organizations have so far implemented such systems. The main reason is that every ERP system adoption requires a significant time, financial, and resource investment. However, if used to solve the right issues, these ERP systems could be a successful tool for business development

The role of religion and social capital on employees’ performance: An empirical study post Indonesia’s Islamic bank merger

The rapid development technology and information competition resulted companies to switch their strategies and operations including merger to obtain competitive advantage. Despite, the most population is Muslim, compared to conventional bank, Islamic bank market share in Indonesia is still stagnant in 5%. This research investigates how employees’ religiosity influences the mediator variables, such as structural, cognitive, and relational social capital, which subsequently influences Indonesian Islamic banking performance post-merger. The sample consists of 675 Islamic bank employees. Structural equation modelling (SEM) was used to test the research hypotheses through three studies. The empirical results indicate that religiosity positively affects employees’ social capital, precisely when employees have frequent communication and interaction, which also has a strong correlation to employees’ share language, value, trust, and reciprocity. Furthermore, mediator variables, such as structural, cognitive, and relational social capital, have a partial role in religiosity and employees’ performance. This study was limited to Indonesian Islamic bank employees. Therefore, future studies are needed to analyze cross-regional, culture, organization, and religion. Bank managers and regulators need to enhance employees’ religiosity and social capital toward valuable communication and interaction. They also need to enlighten employees from the perspective of business and organization. This study contributes to human resource management and organization literature and the decision-making process associated with developing and testing a model of religious determinants of employees’ performance towards social capital.

Hierarki Kepala Madrasah sebagai Inisiator Pengorganisasian Sumber Daya Manusia

The purpose of this study was to find out the efforts of the madrasah head in organizing the human resources of MTs Darul Ulum. The research method uses a qualitative case study type approach. Data was collected through the process of observation, interviews with the head of the madrasa, Deputy Head of Curriculum, the madrasah committee, and one of the madrasah teachers, and documentation. Data were analyzed through the process of condensing data, presenting data, and drawing conclusions. While the source triangulation technique is a tool to measure the validity of the data. The results showed that the three organizing processes carried out by the head of the MTs Darul Ulum as the initiator showed a systematic and mechanical managerial process by adjusting the capabilities of the human resources they had. Among them, structuring (clear lines of organizational structure), assembling resources (organization of human resources according to organizational needs), and staffing (placement of human resources according to abilities and qualifications). Of course the head of MTs Darul Ulum is capable of being the initiator in a hierarchical order as a step in organizing quality organizational human resources.

Conflict in Organisations: An Examination of its Types, Sources, Effects and Management Strategies

Conflict is generally common in all social life. It is an inevitable part of human resources in organisations as it relates to the situation of scarce resources, division of functions, power relations, role differentiation, interest, needs and aspiration. Like other terms, conflict generates considerable uncertainty, and the idea has grown to have numerous meanings and ramifications, creating nothing less than a semantic jungle, which leaves many scholars and administrators quite ambiguous about its meaning. This study examines the sources, effects, and strategies for the management of conflict in organisations. The pursuit of divided goals and struggle over scarce resources breed conflict. This study creates super-ordinate goals and the provisions of a stable, well structure that can minimise conflict. Understanding the importance of conflict management assists the manager in having an inclusive interpretation of the conflict and its effects on the organisation's productivity. The results would be beneficial to organisations' management since they lay the groundwork for understanding Conflict in Organisations, its effects, and management strategies. The study offered some suggestions and points for further research.

DETERMINANTS OF COMPETENCIES ON PERFORMANCE OUTCOMES: ANALYZING INSTITUTES LISTED IN THE DIRECTORY OF RESEARCH & DEVELOPMENT, INDIA

Employee competency is an essential criterion of Human resources, particularly in Research and Development (R&D) based organizations. The capability of an individual is replicated in such critical places, resulting in performance outcomes that can be measured from financial, structural, business, human capital, and relationship perspective.
 The competencies are grouped under five significant heads called core, professional, management, operational, and expert competencies. A structured questionnaire was developed and formally mailed to the Institutes listed in the Directory of R&D, India, chosen by stratified simple random sampling method. The structural equation model showcases the implications of acquisition, selection process, reliability of selection tests, and H.R. Policies as the determinants leading to some significant performance outcomes. AMOS 21 is used for the structural equation model.
 The employee hiring strategy, selection procedure, predictive ability of selection tests, organizational Human Resource (H.R.) policy, and employee competencies contribute to the performance outcomes of the research and development institutions of India.
 The competencies measured during the selection process should be exhibited by the R & D professions in the organization. The efficiency of R&D Institutes is boosted by adopting the competency-based selection process. The managers can develop a competency dictionary for the firm, which leads to attaining the institution’s objectives and results in outreached performance.

İNSAN KAYNAKLARI YÖNETİMİNİN İŞVEREN MARKASI OLUŞTURMASINDAKİ RÖLÜ VE ETKİNLİĞİ: HIZLI TÜKETİM PERAKENDE ÖRNEĞİ

Human resource management refers to the deployment and development of an organization's human resources in the most accurate, efficient, and effective way to accomplish the organization's goals. The application of branding concepts in human resource management is known as "employer branding". Yet, there are few empirical studies on HR management in connection with an employer brand. In this context, the aim of this research is to discuss the significance and role of human resources management in terms of brand value. It is also aimed to investigate the utilization of employer branding as a tool in the selection and placement of suitable people for the business in the process of personnel selection in the setting of human resources management. A Relational screening model is used in this study. In accordance with the purpose of the research, the effectiveness of the human resource management practices scale and the employer branding practices scale were used. The research universe consists of personnel working in different departments of Migros store. A total of 472 participants, 104 women, and 368 men working at Migros in the provinces of Istanbul, Izmir, and Ankara participated in the research. SPSS 22.0 was used to analyze the data that was obtained. The findings of this study show that human resources is the unit that plays the biggest role in selecting qualified employees, which is important for branding the business. As a result of the study, it can be said that human resource management practices are effective in shaping the employer brand, which aims to create the perception that the company is a good place to work.

Feature on Teaching and Technology: Teaching MBA Students Business Report Writing Using Social Media Technologies

Data-driven decision making has now moved beyond its traditional domains—operations research, business economics, computer sciences, and business statistics—to “softer subjects,” such as human resource management, organization behavior, and business communication. In this context, teaching with technology encourages students to systematically apply domain knowledge to communicate across a wide variety of stakeholders. In the era of multimodal forms of communication and multiple data sources, management students must be analytical when writing compelling reports and giving persuasive presentations. They should be well versed in using both quantitative and qualitative techniques for report writing and presentation. Drawing on authentic user-generated comments on social media, this article presents two case studies on (a) crisis communication by 30 CEOs and (b) culture shock experienced by foreign tourists sojourning in India, China, and the United Arab Emirates, to demonstrate how master’s in business administration (MBA) students could derive insights from the online comments to make strategic decisions for organizational benefit and make reports based on those findings. The article asserts that this could help to cultivate a data-analytic mindset among the students by preparing them to communicate small (and big) data-driven analysis to relevant stakeholders. It attempts to suggest ways to develop MBA students’ ability to analyze their potential audiences as well as to generate meaningful insights from the available information on social media websites. Finally, it hopes to nudge business communication instructors to embrace multidisciplinary perspectives for planning a technology-based business communication assignment involving the social media landscape. Instructors can not only use the two case studies to illustrate ways to integrate technology with teaching but also create their own mini cases to improve the decision-making, report-writing, and business report presentation skills of their students.

Implementasi Manajemen Kinerja Sumber Daya Manusia Pada Organisasi/Perusahaan (Studi Pustaka)

This research aims to find out how the theory and implementation of performance management to human resources in organizations is discussed using a qualitative method-literature study by collecting data sourced from books, journals and existing research. The results of the study found that performance management functions and is useful as a factor in increasing organizational and company performance which is caused by the alignment of individual and organizational vision-mission goals.

Scoping of advanced clinical practitioner role implementation using national job advertisements: Document analysis.

The aim of this study is to profile the contemporary advanced clinical practitioner (ACP) role through standardized document sets. Documentary analysis of job descriptions (JDs), person specification and advertisements. England based jobs advertised on NHS jobs website from 22 January to 21 April 2021. A toatal of 143 trainee and qualified ACP roles were identified. A wide range of sectors and specialities were represented from across all English regions. The most common roles were urgent care, emergency medicine and primary care. Most qualified roles were agenda for change band 8A, although this did vary across specialities. Many roles were restricted to a small number of professions, notably nursing, physiotherapy and paramedic. Inconsistent role titles were noted. A lack of understanding of regulation across different professions was noted. The ACP role has become an accepted across healthcare providers in England. Implementation remains varied across specialities and organizations. Eligibility criteria may relate to professional bias. ACP roles are expanding but this may be at the detriment to advanced nursing posts. Inconsistency in role eligibility suggests some professional bias exists. This was scoping of ACP roles across England using job advertisements. ACP roles are common across sectors and specialities but eligibility varies. The research will have impact on those looking to recruit to ACP roles as well as those refining JDs. No EQUATOR guideline exists for document analysis. No Patient or Public Contribution. The research relates to organizational human resource information only.

PENGARUH TALENT MANAGEMENT TERHADAP KINERJA KARYAWAN

Currently we have entered the era of society 5.0 which is accompanied by various kinds of disruptions. Disruption is an era of massive changes due to the emergence of various new innovations due to technological advances. Organizations are required to have reliable and quality human resources with high performers who are able to adapt to technological advances. Human resources are organizational assets that must be managed proactively and strategically because the biggest challenge for organizations today is excelling in talent competence. This research aims to show the factors that help increase employee performance so that organizations can achieve their goals and be able to compete with similar organizations and how to implement a talent management strategy as a strategy to develop human resources in public organizations so as to produce superior human resources in the organization. This study uses a qualitative approach with grounded theory research, namely a theoretical study that uses data from previous studies to bring out the latest research models that discuss talent management and its effect on superior HR performance. The results of this study indicate that Talent Management affects employee performance by increasing the ability to carry out roles, handle change, the ability to master knowledge and skills and improve employee personal profiles (self-confidence, communication skills or a combination of both) and the ability to concentrate. In addition, the research results also suggest that management and employees need to align management strategies and communicate the impact of talent management as an effort to develop superior human resources.Keywords : Talent Management, The Development of Superior Human Resources, employee performance.

Review Paper on Strategic Human Resource Management Effectiveness and Organization Performance

The aim of strategic human resource management is to ensure that culture, style and the quality commitment and motivation of its employees contribute fully to the achievement of business objective. It is blending of strategic human resource management strategies with organization strategies, the corporate strategies and Human resource strategies are developed simultaneously. Man is only creature that can take advantage of knowledge and resources created by the nature which has been preserved or accumulated through centuries. Human resource is such an asset which activates other assets and it actively participates in various activities and operations. Strategic human resource management is an approach to making human resource related decision in line with the strategic plans of the organization.