Human Resource Management Quality Research Articles

ANALYSIS OF THE APPLICATION OF ISLAMIC BUSINESS ETHICS (CASE STUDY OF LOPO MANDHELING COFFEE PANYABUNGAN MANDAILING NATAL)

Purpose: This research aims to examine how the Islamic business ethics present at Lopo Mandheling Coffee align with Islamic business ethics, in which the author conducts a study titled “Analysis of the Implementation of Islamic Business Ethics at Lopo Mandheling Coffee Panyabungan Mandailing Natal.” Methodology: The method used is a qualitative approach. At Lopo Mandheling Coffee, good Islamic business ethics have been implemented in accordance with the principles of unity, balance, free will, and responsibility. Results: It can be concluded that Lopo Mandheling Coffee has implemented Islamic business ethics as a competitive advantage. It is as if we have implemented the obligation of performing the five daily prayers, providing assistance and support to orphans as a form of social and environmental concern, as well as responsibility. Limitations : The author's suggestion is that Lopo Mandheling Coffee Panyabungan is expected to remain steadfast in applying the principles of Islamic business ethics, improve the quantity and quality of Human Resource management, and enhance the company's capital by seeking investors. Contribution : Islamic-based business ethics must be applied in today's highly competitive business environment. Keywords: Islamic Business Ethics; Application; Lopo Mandheling Coffee Panyabungan.

Strategies to Improve Employee Engagement and HR Quality at M Educational Institution Jakarta

The development of education is no less important than the economic and social world. However, in recent years the workforce in the world of education has experienced significant turnover which has hampered the development of teaching. Therefore, it is necessary to analyze and discuss the level of employee engagement and the quality of human resource management using the example of the educational institution M Educational Institution Jakarta. This research was conducted by conducting interviews and distributing questionnaires to educational personnel as subjects. In this study, we identified the core concepts of employee engagement in educational institutions, designed an engagement questionnaire and a satisfaction questionnaire, and conducted a survey. Getting the results from this research, there are problems such as incomplete human resource development mechanism, high human resource mobility, serious exit of high-quality human resources, unbalanced faculty staffing structure, and incomplete performance evaluation and incentive mechanism. Analyzing the problems and their causes, it is necessary to propose constructive solutions and countermeasures, identify common problems in employee participation and human resource management in educational institutions, and improve strategy development and policy adjustment depending on the problems. The result of this research is that increasing employee engagement and the quality of human resources is very important. In the development of the M Educational Jakarta institution, it requires the implementation of a scientific and rational human resource management mechanism, with the concept of project management as a systematic implementation framework, which can also be a guide in managing HR in educational institutions, and ensuring the effectiveness of HR operations.

The Influence of HR Management Quality on Improving the Performance of Contracting Companies in North Sumatra

This research aims to determine the influence of the quality of human resource management on the performance of contractor companies in North Sumatra. The hypothesis proposed is that there is a positive relationship between the quality of human resources and the performance of contractor companies. A total of 24 respondents from 6 contractor companies were selected as samples using the probability sampling method. The research results show that there is an influence between the quality of human resources on company performance. This is proven by the results of the hypothesis test which shows the calculated t value of 10.785, exceeding the t table value of 2.074. Therefore, the null hypothesis is rejected, indicating that there is a significant influence between the quality of human resource management and the performance of contractor companies in North Sumatra. From the research results, it can be concluded that the quality of human resource management has a significant influence on the performance of contractor companies in North Sumatra 84.1%; the remaining 15.9% is influenced by other factors. Therefore, it is recommended to improve the quality of human resource management to improve the performance of contractor companies.

장애인 보호작업장 성과분석 및 발전방안 연구

The purpose of this study is to evaluate the operational performance of the Social Purpose Enretprise for PwDs, commissioned and operated by Jeonyoung, a social welfare corporation, over the past five years based on effectiveness and efficiency, and to compare international trends and evidence-based research results related to employment of the disabled. As a study to present the direction and revitalization plan of this project as a basis, the research method is to evaluate the operational performance of the Social Purpose Enretprise for PwDs over the past four years based on effectiveness and efficiency, and to this end, quantitative evaluation, cost/benefit analysis, we looked at the flow of vocational rehabilitation services, including social employment, and the changing environment of the labor market in each country through analysis, and based on this, the operational direction and activation plan presented in the research results are summarized as follows. In order to provide more social employment opportunities and quality human resource management functions for people with disabilities who have unique occupational characteristics, it is necessary to expand the capacity and operation of the facility and secure and operate a space separate from the disabled welfare center. In addition, in order to further improve the quality of service for users of Social Purpose Enretprise for PwDs, improvements are needed to establish individualized employment plans and case management for individualized plans and implementation, and trainees' training allowances are not calculated as profits from production activities. The state or local governments must come up with a plan to provide support in accordance with the National Lifelong Vocational Skills Development Act. Lastly, there is a need to support the current operating corporation so that it can continue to operate the facility, and improvements are needed to re-establish the goal of Local Government's welfare policy for the disabled.

The Impact of Human Resource Management Quality on Work Life Quality through The Moderating Role of Organizational Justice: The Case Study of the Expatriate Employees

The Impact of Human Resource Management Quality on Work Life Quality through The Moderating Role of Organizational Justice: The Case Study of the Expatriate Employees

Phân tích sự tác động của chuyển đổi số đến chất lượng học tập của sinh viên ngành quản trị nhân lực tại Trường Đại học Kinh tế - Tài chính Thành phố Hồ Chí Minh

Nowadays, the application of digital transformation has been changing the nature and management style of many industries. The field of higher education is not out of general trend. Understanding the importance of applying digital transformation in learning and teaching activities at universities, the author conducted a study to explore the components of digital transformation that affect the learning quality of Human Resource Management (HRM) students. The scale is built on the basis of studying literature review, qualitative and quantitative research. Based on a survey sample with 210 respondents including students and alumni of the Human Resources Management major at UEF, the result indicates that there are three components affecting to quality of learning of HRM students: (1) Quality of teaching; (2) IT infrastructure; Ability to use technology with 24 observed variables which have been confirmed to be valid and reliable.

Kebijakan, Sumber Daya, Program dan Kegiatan Perpustakaan

The library is the most appropriate place to provide knowledge for studying, reading, conducting research, and also seeking answers to every problem that arises, whether it is a problem that concerns the human individual or problems that exist in society, nation and state. Libraries must be managed with good management so that the library can run well and be enjoyed by visitors who come to the library. Library management ensures that all efforts to achieve library goals utilize human and non-human resources while still paying attention to functions, roles and expertise. Human resources play an important role as organizers and the key to the success of a library. Libraries as information units will have good performance if they are managed with quality human resource management. With good human resource management, library activities will achieve the stated goals.

ANALYSIS OF HUMAN RESOURCE MANAGEMENT TOWARDS IMPROVING EMPLOYEE PERFORMANCE MAQHASID SHARIA REVIEW

Human resource management is the first point that must be considered by the company, the development of a business requires quality human resource management. The purpose of the study is to determine the implementation of human resource management in terms of sharia maqhasid and improve employee performance. The methods used are qualitative research, while the data used in primary and secondary data research are obtained by researchers through observation, interviews, and documentation. The results of research on the application of human resource management have an influence on employee performance, one of which is the results of work. The implementation of human resource management seen from sharia maqhasid is by the review of sharia maqhasid, namely dharuriyyat, hajiyyat, and tahsiniyyat.

“From strategic weapon to underperformer”—leader perceptions on human resource management in Finnish municipalities

PurposeThis study explores municipal leaders' perceptions on strategic human resource management in their local government organization. Previous studies on companies demonstrate that the top manager's perceptions of the importance of human resource management (HRM) for the organization are reflected in the quality of human resource management and its strategic role. The authors are interested in how leaders in municipalities perceive HRM.Design/methodology/approachThe authors interviewed 30 leaders of Finnish municipalities for this qualitative study focused on municipal leaders' perceptions of HRM. The authors applied a discourse analytical approach in the analysis.FindingsThe authors recognized four discourses that frame perceptions of HRM: HRM as a strategic weapon, HRM as an underperformer, HRM as a matter of formality and HRM as a cost generator. In addition, the authors recognized that the discourses reflected leaders' self-positioning in relation to the power to impact issues related to HRM. Shifting between distinct roles demonstrated that municipal leaders' emphasis on HRM and its strategic alignment reflects the power relations in the municipality and the attitudes to the importance of HRM.Originality/valueThis study contributes to the academic discussions on HRM in municipalities and provides views on the municipal leader's role and impact on valuing and investing in HRM. From a practical point of view, the study will increase municipal leaders' knowledge of HRM's impact on the performance of the organization and also of the possible means of HRM.

Marketing Strategy of Arabica Coffee Products on Harapan Maju Group in Kintamani, Bali, Indonesia

This study aims to identify internal and external factors and alternative marketing strategies for Arabica coffee in the Harapan Maju Group, Kintamani, Bangli, Bali, Indonesia. The method in this study is the SWOT analysis technique. The results showed that the internal environmental factors that had the highest score on the strength indicator were having a consistent taste of coffee products, having many variants of coffee products, and human resources influencing the quality and quantity of coffee products produced. The indicators of weakness are erratic yields which affect the ups and downs of sales, promotions that are not maximized, and the lack of knowledge of human resources for digital marketing through social media. Meanwhile, the external environmental factors in the opportunity indicator are the growth in domestic coffee consumption which continues to increase, the development of coffee management technology, and the government's efforts to assist group coffee marketing. The threat indicators are that similar competitors are superior in following market trends quickly, the bargaining position of consumers is getting higher, and there is a lot of imported coffee coming from outside. Eight alternative strategies that the Harapan Maju Group needs to carry out to increase profits include: expanding the marketing network, improving the quality of service to consumers, strengthening cooperation or collaboration with government agencies, improving the quality of human resource management with training, increasing promotional activities with digital media setting competitive prices for the development of globalization, increasing the use of technology in Arabica coffee business management, and streamlining Arabica coffee operational costs

Peran Lembaga Sertifikasi Profesi (LSP) Dalam Peningkatan Kualitas Sumber Daya Manusia pada Kejuruan Teknologi Informasi dan Komunikasi di BBPVP Kota Bandung

This study aims to determine the role of professional certification bodies (LSP) in improving the quality of human resource management in information and communication technology vocational schools at BBPVP Bandung. This research was conducted with quantitative methods. The study population was 110 people who were employees at the BBPVP Bandung City office. By using the slovin formula, the number of samples obtained from this pattern is 64 employees with a research confidence level of 90%. Data collection was carried out using a questionnaire. Testing or data analysis using SPSS V23. The analytical method used is validity test, reliability test, classical assumption test, and simple linear regression test. From all the tests carried out, the results obtained were that there was a role for LSP in improving the quality of human resources in information and communication technology vocational schools at BBPVP Bandung city.
 Keywords: professional certification institute, quality of human resource, information and communication technology

Research and Development of Human Resource Management System at SMP Dharma Wirawan 08 Donomulyo

This research aims to develop a Human ReSource Management system at SMP Dharma Wirawan 08 Donomulyo. This Research and Development uses the Design Based Research method with the following steps: (1) Problem Identification (2) Identification of Goals (3) Preparation of Product Design (4) Product Design Test (5) Evaluation of Product Design Test Results (6) Product Communication. The subject used is Donomulyo Islamic Junior High School, data obtained through observation and interviews, and questionnaires. The questionnaire answers use a Likert scale with 5 assessment categories (1) very inappropriate, (2) not feasible, (3) quite feasible, (4) feasible, (5) very feasible. The data analysis technique uses a percentage of the quality system tested by two academic validators and practitioners. The result of this research is a human reSource management quality system at Donomulyo Islamic Junior High School with the following specifications: vision, mission, objectives, organisational structure, job description, quality policy and SOP (Standard Operating Procedure).

The Principal's Strategy in Improving the Quality of Human Resource Management with a Humanistic Perspective in the Digitalization Era

This study aims to describe and analyze the application of a humanistic approach in school leadership, which impacts human resources development in the digitalization era. This research method uses a qualitative approach with a descriptive design. They collect data through participant observation, interviews, and documentation studies to achieve research objectives. A modified analytic analysis method was used to analyze the data. The level of credibility, dependability, transferability, and confirmability are the basis for data validity. The results of the study explain that personal excellence (integrity, wholeness, and self-authenticity) and the humanistic spirituality of inspirational figures inspire the humanistic approach of school principals. The results of this research empirically provide new hope for teachers, staff, students, and parents of students at the elementary level by applying a humanistic approach to school principals in the digital era. This finding has implications, where through a humanistic approach, school principals are more open to appreciating participation and view teachers, employees, and parents as human beings who have equality in building cooperation. Thus, through the humanistic approach of the school principal, the school environment becomes a place for empowering learning and the formation of human values that need to be upheld.

Peran Pelatihan Konvensional dalam Pengembangan Organisasi dan Dunia Industri

Training and development is a field related to organizational activities aimed at improving individual and group performance in an organizational environment. As a joint role commonly known as human resource development (HRM), namely developing human resources to remain competitive. Training focuses on taking actions to develop employees for their current jobs and development that prepares employees to take on future roles and responsibilities. It makes the analysis that the goal of training and development is for innovative learning organizations to ensure that employees, through added value, are able to do their job effectively, get results, gain competitive advantage and seek personal growth. Measurable performance due to good training and development will increase organizational growth. This process is called transferring information and knowledge to the employer. This enables employers to put this information and knowledge into practice with the aim of increasing organizational efficiency and growth, and the quality of human resource management should be considered alongside educational policies and systems so important to human capital development.

Strategy of the School Principal in Increasing the Quality of Humanistic Perspective Human Resources Management

This study examines school principals' strategies to improve human resource management quality based on a humanistic perspective. This research uses descriptive qualitative. This study uses the systematic literature review method to describe facts, data, and information obtained from literature studies, books, and journals on research results related to research topics. The study results show that school principals have a vital role in managing and improving the quality of the human resources they care for. The humanistic perspective is an individual study with its uniqueness and peculiarities, forcing the principal to formulate various strategic steps to implement it. Some efforts that can be made from this perspective based on the literature review conducted are establishing good cooperative relationships with all components in the school environment, building commitment and improving the quality of communication, and providing the best examples so that they can become a source of motivation to enhance self-quality.

Digital Transformation and Strategic Analysis of Human Resource Value

Abstract With the development of COVID-19, the corporate value evaluation model has gradually changed from traditional concepts to the digital information. This article aims to analyse how the value chain of human resource management practice creates competitive advantages and value for enterprises, focuses on the value chain model, and explores value activities in practice. The decision-making model and research topic direction of human resource management are put forward to provide a reference for personnel management. Combining AMO (ability, motivation, and opportunity), employee competence, employee motivation, employee opportunity, and to use the following formula to maximize the organization’s revenue. Digital transformation has improved the quality of human resource management. This study is based on the implementation of human resource management systems and human resources in listed companies in Taiwan. The survey results show that capital, employee engagement, organizational behaviour, and digital transformation help practitioners understanding. JEL classification numbers: M1, M12. Keywords: Enterprise Value, Competitive Advantage, Organizational Performance, Digital Transformation.

Exploring the research on neuroscience as a basis to understand work-based outcomes and to formulate new insights into the effective management of human resources in the workplace: A review study

Neuroscience research has its origins in clinical application but is now emerging as a method to provide better understanding and insights into the cognitive-related aspects that affect people at work and in the workplace. Detailed observation highlights that not one day passes without the mass media referring to neuroscience as the solution to a variety of problems arising from non-clinical disciplines. A broad research approach into the many disciplines defined and prefixed by "neuro" is necessary in order to provide an in-depth understanding of the concepts that underlie such transformational disciplines as Nneuro-strategy, Neuro-leadership, Neuro-marketing, Neuro-economics, and Neuro-education. Purpose: The current study aims at determining a neuro-scientific strategy for conceptualizing healthier work outcomes based on human resource management. Methodology: This study is a qualitative study that uses secondary data from the literature and provides a descriptive analysis of the neuro-scientific approaches toward human resource management in order to predict better workplace outcomes. The method for completing the data search on the database used neuro-scientific predictions about, workers, work outcomes, neuroscientific management, and human resource management. Results and implications: The study demonstrates and intellectualises that neuro-scientific approaches would provide insights into human resource management which would bring about healthier work outcomes. The study results support the benefit of creating a structured method derived from classical methods of neuroscience in order to investigate a transformational neuroscientific approach and to better understand human responses and strengths through a neuroscientific approach. Conclusion: The study brings new insights to Human Resource Management at work that enhances the quality of Human Resource Management in the workplace.

MANAJEMEN SUMBER DAYA MANUSIA DALAM PENINGKATAN PROSES MANAJEMEN PENGETAHUAN

Human Resources or commonly referred to as HR are individuals who are productive and contribute to an organization or company, where these individuals are important assets for a company. While the meaning of management is a process of planning and monitoring that exists in an organization to achieve the goals that have been set within the organization. In this study the author will discuss about Human Resource Management which is a plan in the supervision of HR in a company or other organization. This research aims to find out how the strategy of human resource management system can improve the quality of human resource management itself. This study explores Human Resource Management (HR) in increasing their knowledge of company or organization management. This study explores how the system used to collect and store data needed by an organization about HR activities and characteristics in improving knowledge management operations. The data was collected through a survey with a literature review. The results showed that HRM practice is an initiative in the process of improving the knowledge management strategy applied to the organization. Each HRM subcomponent influences the knowledge management component and we can conclude that HRM is highly influential and has a positive impact on the quality control process and vice versa in the work environment.

Motivation to Improve Job Quality in Small to Medium-Sized Enterprises

Frontline workers represent some of the most critical employees in an organization yet often experience low job quality (e.g., low pay, low autonomy, low job security). Some organizational leaders choose to intentionally improve job quality while others do not. Research provides little evidence about what drives organizational leadership to increase job quality through high quality human resource management practices. This is especially true for research on small to medium-sized enterprises (SME). We use a qualitative approach based on interviews with senior leaders, HR leaders, frontline supervisors and frontline employees across 10 organizations to increase understanding of the motivational factors behind improved job quality for front-line workers in SMEs. Our findings indicate that factors beyond the external and organizational environment play a key role in job quality improvement decisions. Specifically, leaders are motivated to improve job quality based on their personal values (i.e., doing the “right thing” the “right way” and a belief in basic human rights), their understanding of employees’ lives, and the knowledge of “how” to improve job quality. Through this inquiry, we contribute to research on human resource management practices in SMEs, research on job quality for low-wage and frontline workers, and research on managerial HR philosophy.

Strategi Pemimpin dalam Meningkatkan Budaya Organisasi yang Islami

There's been a lot of talk lately about the leadership crisis. This happens not only within the scope of the organization, but also the leaders of a region and even a country.We can judge that the conventional management system is seen as unsuitable for a government institution or an organization in Indonesia because of many shortcomings and weaknesses. One management that has been proven to be good starting from the time of the Prophet Muhammad is to apply Islamic management. If the leader already has the qualities and concepts of the leadership of the Prophet Muhammad, then the organization will be easy to run in accordance with Islamic management and easy to shape the quality of human resource management that is guided by the totality of Islamic life which is strategic in the context of developing a complete Islamic environment, namely faith and piety to Allah SWT, professional, intellectual, disciplined and efficient.