Assessing Impact of Human Capital, SRHRM and Employee Related Factors on Firm Performance

2019 ◽  
Vol 04 (02) ◽  
pp. 1850018 ◽  
Author(s):  
Udayan Chanda ◽  
Praveen Goyal
Keyword(s):  
Human Capital ◽  
Organizational Performance ◽  
Manufacturing Sector ◽  
Employee Performance ◽  
Employee Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Manufacturing Companies ◽  
Related Factors ◽  
Individual Level

In today’s competitive environment, the Indian manufacturing sector is feeling the need to develop new strategies to increase employee performance by improving the job satisfaction and reducing stress. Improving employee performance is one of the important drivers of the organization’s growth. In recent years, organizations are also investing a great deal on human capital to capitalize on employee productivity. The objective of this study is to identify and assess the association among different individual level factors and their impact on the organization performance in the Indian Manufacturing companies. Partial least square (PLS) approach was used to examine the relationships among various factors that lead to employee commitment and organizational performance. Results of this study can provide an important reference for both academicians and practitioners for effectively improving employee satisfaction, employee commitment to increase the economic performance of the organization.

scholarly journals The Implementation of Organizational Culture Based on Tri Hita Karana in the Effort to Realize the Organizational Performance in PDAM Buleleng Regency

2019 ◽  
Vol 3 (2) ◽  
pp. 77
Author(s):  
Luh Kartika Ningsih ◽  
Ni Luh Putu Eka Yudi Prastiwi ◽  
Ni Made Sri Ayuni
Keyword(s):  
Organizational Culture ◽  
Quality Management ◽  
Total Quality Management ◽  
Organizational Performance ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Total Quality ◽  
A Value

This study aims to determine the role of Organizational Culture based on Tri Hita Karana in the effort to realize Organizational Performance by taking into account other factors such as Human Resource Management, Total Quality Management, and Employee Performance. This study uses a quantitative approach. The data analysis technique used in this study is a structural equation model (SEM) based on variance or Component based SEM, known as Partial Least Square (PLS) Visual version 3.2.7. The number of samples used was 48 people with t-table values for significance levels α = 0.05 and degree of freedom (df) = 46 is 2.58. The results show that there are two relationships that show significant results, namely the role of Organizational Culture based on Tri Hita Karana on Employee Performance has a value of 17.353 with t-statistics > t-table (17.353 > 2.58). And the same results are also shown in the relationship between Total Quality Management and Organizational Performance with a value of 8.232 > 2.58. Different results are shown in 4 other relationships, namely the influence of the organization's culture on organizational performance, the influence of HRM on organizational performance, the influence of HRM on employee performance, and the influence of total quality management on employee performance with t-statistics < t- table (0.220 < 2.58), (0.544 < 2.58), (0.866 < 2.58), and (0.553 < 2.58). From the results of this study it can be seen that there are still several factors that have not been able to provide a significant value on organizational performance in the PDAM Buleleng.

scholarly journals Effectiveness of Individual Performance Dialogue on Employee Performance (Case Studies on Civil Servants of the Ministry of Finance in City of Semarang)

2021 ◽  
Vol 6 (1) ◽  
pp. 58-74
Author(s):  
Ni Made Watimena Sudiarti ◽  
Edi Noersasongko ◽  
Yuventius Tyas Catur Pramudi
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Management Practices ◽  
Employee Performance ◽  
Individual Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Structured Interviews ◽  
Ministry Of Finance ◽  
Bureaucratic Reform

Bureaucratic Reform in human resources began with the birth of Law No. 5 of 2014 on State Civil Apparatus (ASN). The new paradigm in the ASN Law makes ASN employees a profession that has an obligation to conduct self-development and must take responsibility for performance and apply merit principles in the implementation of ASN management. The Ministry of Finance followed up the Bureaucratic Reform in hr with performance management policies. Performance management in the Environment of the Ministry of Finance consists of three main stages, namely planning, monitoring, and determining performance results and evaluation.  Performance evaluation results determine the performance value of employees and organizations, which affects employee careers and compensation. The solution by the Ministry of Finance is to implement management practices called Organizational Performance Dialogue (DKO) and Individual Performance Dialogue (DKI) whose main purpose is to improve the performance of employees and organization. This research is explanatory, where the research method used is Partial Least Square (PLS), with software for analysis using SmartPLS. Data collection instruments using questionnaires and structured interviews with research respondents are employees of the Ministry of Finance in Semarang City area. This research aims to know the effectiveness of performance dialogue on employee performance, so that the results are expected to be a reference in management practices in organizational units in the environment of the Ministry of Finance in an effort to improve the performance of employees and organizations. Keywords:Effectiveness, Individual factors, Leadership factors, Performance dialogue, Employee performance

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI MELALUI KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI PADA UPTP KEMENTERIAN KETENAGAKERJAAN RI DI KENDARI

2021 ◽  
Vol 4 (3) ◽  
pp. 81
Author(s):  
Esty Nurseta ◽  
Murdjani Kamaluddin ◽  
Alida Palilati
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Data Collection ◽  
Employee Performance ◽  
Employee Commitment ◽  
Sampling Technique ◽  
Partial Least Square ◽  
Least Square ◽  
Entire Population

This research aims to examine and explain the effect of organizational culture on employee performance through organizational commitment as a mediating as  a mediating variable at the UPTP of Ministry of Manpower in Kendari. The population in this study are all government civil at the UPTP of Ministry of Manpower in Kendari totalling 62 respondents. The sampling technique in this study was carried out by means of the census technique so that the entire population was used as the research sample. Methods oof data collection were used questionnaire. Technique of data anlysis used is Partial Least Square (PLS).The results showed that organizational culture has a positive and significant effect on organizational commitment, organizational commitment has a positive and significant effect on employee performance, organizational culture has a positive and significant effects on employee commitment, and commitment organizational as a partial mediate of the effects organizational culture on employee performance.

scholarly journals PENGAWASAN DAN MOTIVASI TERHADAP KINERJA DENGAN KOMITMEN SEBAGAI VARIABEL INTERVENING PADA RSUD MUARADUA OKU SELATAN

2019 ◽  
Vol 8 (12) ◽  
pp. 7239
Author(s):  
Nur Hawa ◽  
Badia Perizade ◽  
Agustina Hanafi
Keyword(s):  
Data Analysis ◽  
General Hospital ◽  
Total Population ◽  
Employee Performance ◽  
Employee Commitment ◽  
Employee Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Data Analysis Technique ◽  
Analysis Technique

The purpose of this study is to analyze the influence of supervision and motivation on employee performance with employee commitment as an intervening variable. Respondents in this study were taken using the census method. The total population was 97 people obtained from filling out questionnaires distributed to 97 respondents. The data analysis technique used was Partial Least Square (PLS).The results of this study showed that supervision did not affect employee commitment, motivation affected employee commitment, supervision affected employee performance, motivation affected employee performance, employee commitment affected employee performance, supervision affected employee performance through employee commitment as a variable intervening, and motivation affected employee performance through employee commitment as an intervening variable.The results of this study indicated that supervision and motivation had influence on employee performance with employee commitment as an intervening variable. It is suggueted to the management to provide input and improvement to employees in doing work to increase employee motivation, with increased motivation can increase employee commitment and carry out work responsibly towards Muaradua General Hospital, South Ogan Komering Ulu Regency. Keywords :Supervision, Motivation, Employee Commitment, Employee performance.

scholarly journals The Effect of Local Culture, Institutional Organizational Culture on Employee Performance and Customer Satisfaction with Services

2021 ◽  
Vol 4 (1) ◽  
pp. 1123-1134
Author(s):  
Rahmaddian Rahmaddian ◽  
Deni Surapto ◽  
Stefani Made Ayu A. K.
Keyword(s):  
Organizational Culture ◽  
Customer Satisfaction ◽  
Organizational Performance ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Local Culture ◽  
Equation Modeling ◽  
Work Culture ◽  
Satisfaction With Services

In this millennial era competition, there are many innovations to ensure the sustainability of a sustainable life in providing services to consumers, both products and services as expected by consumers. Therefore, it is necessary to have the quality of human resource performance to respond competitively in gaining market share. The success of high-performing employees is strongly influenced by innovative HR performance and organizational commitment and organizational citizenship behavior [Zhang, 2014]. To analyze local culture on organizational culture, to analyze organizational culture on organizational performance, to analyze employee performance on customer satisfaction with services. The method used in this research was quantitative descriptive strengthened by qualitative descriptive. The population of this study was all staffs of UPBJJ-UT. The sample and interview process were UPBJJ-UT which had local cultural characteristics. (Javanese Culture, UPBJJ-UT Yogyakarta, Sumatran Culture UPBJJ-UT Jambi / Pekanbaru, Timor Culture UPBJJ-UT Jayapura. The next analysis using the Hypothesis Tutorial in this study utilized the Partial Least Square (PLS) method. PLS is an alternative method of analysis with variance-based Structural Equation Modeling (SEM). The findings in this study are many other organizations formed in the local UPBJJ-UT, local culture and the dominant organizational culture of the company is work culture; although the culture has been formed and influenced by leaders and newcomers in influencing the existing work culture to support service satisfaction, because the nature of distance higher education is independence. According to this research, institutions need to re-evaluate their cultural values and try to communicate about local culture and organizational culture; In addition, the researcher also found that UPBJJ-UT staffs preferred local culture that had been applied to the organizational culture for the island of Java, the majority of which held tightly to Eastern culture, while samples in the eastern regions where the average employees were natively from other provinces and more dominant than local human resources.  

scholarly journals Green competitive advantage: Examining the role of environmental consciousness and green intellectual capital

2021 ◽  
pp. 1141-1152 ◽  
Author(s):  
Partiwi Dwi Astuti ◽  
Luh Kade Datrini
Keyword(s):  
Human Capital ◽  
Competitive Advantage ◽  
Intellectual Capital ◽  
Partial Least Square ◽  
Least Square ◽  
Relational Capital ◽  
Manufacturing Companies ◽  
Environmental Consciousness ◽  
Structural Capital

The purpose of this study was to examine the role of environmental consciousness and green intellectual capital (GIC) for green competitive advantage. The association between environmental consciousness and each component of GIC—green human capital, green relational capital, green structural capital—is tested in this study. Tests are also carried out to examine the association of each GIC element with green competitive advantage. Data were collected using an online questionnaire. A total of 237 questionnaires were sent to the CEOs of medium manufacturing companies in Bali Province, Indonesia. There were 72 returned questionnaires that could be analyzed (a 30.37% usable response rate). Data analysis was performed using variance-based structural equation modelling with the partial least square (SEM-PLS) approach with WarpsPLS 7.0. The findings show that there is a positive and significant association between environmental consciousness and each component of GIC: environmental consciousness with green human capital, environmental consciousness with green relational capital and environmental consciousness with green structural capital. The findings also demonstrate that each component of GIC has a significant positive association with green competitive advantage: green human capital with green competitive advantage, green relational capital with green competitive advantage and green structural capital with green competitive advantage. This research implies that going green through the adoption of green practices can contribute to green competitive advantage.

scholarly journals Pengaruh Career Development dan Organizational Culture terhadap Job Satisfaction serta Dampaknya pada Employee Performance

2020 ◽  
Vol 8 (4) ◽  
pp. 1185
Author(s):  
Johan Yuda Prawira Putra
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Career Development ◽  
Career Paths ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Employee Commitment ◽  
Partial Least Square ◽  
Least Square ◽  
Hr Management

The purpose of this study is to identify and test the effect of career development and organizational culture on performance through job satisfaction in banking employees in the South Jakarta area. 38 employees were participating, while the questionnaire processed using Partial Least Square. The results prove organizational culture and career development can influence the level of employee satisfaction. Next, if seen from its influence on performance, only organizational culture affects, while satisfaction and career development do not affect. If based on its influence through job satisfaction, organizational culture and career development do not affect. The implication that can be practiced by companies is objectivity in promotion with based on aspects of performance and optimize organizational culture that has been applied in the company and researchers suggest that companies can create programs that can increase dedication, loyalty, and employee commitment to work such as providing rewards, providing clear career paths, and better HR management.

scholarly journals Human Capital, Organizational Learning and Their Effects on Innovation Behavior and Performance of Banking Employees

2022 ◽  
Vol 11 (1) ◽  
pp. 01-18
Author(s):  
Eka Safitri Apriliani Isa Isa ◽  
Muafi Muafi
Keyword(s):  
Human Capital ◽  
Organizational Learning ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Data Collection Technique ◽  
Positive Effect ◽  
Innovation Behavior

This study aims to analyze the effects of human capital and organizational learning on employee performance with innovation behavior as a mediator. This study is conducted at a privately owned bank in Gorontalo City with a sample of 92 respondents. Researchers use purposive sampling with data collection technique that is questionnaires in Google Form. Data analysis is performed using SEM-PLS (Structural Equation Modeling Partial Least Square) with SmartPLS software version 3.0. The results of this study indicate that (1) human capital has positive effect on employee performance and innovation behavior, (2) organizational learning has positive effect on innovation behavior, (3) innovation behavior has positive effect on employee performance, and (4) innovation behavior mediates the effect of organizational learning on employee performance but cannot mediate human capital on employee performance.

scholarly journals HUBUNGAN STRATEGI DAN KINERJA DENGAN PENGGUNAAN SISTEM PENGENDALIAN MANAJEMEN SEBAGAI VARIABEL MODERATING

2017 ◽  
Vol 19 (1) ◽  
pp. 129
Author(s):  
Tubagus Ismail ◽  
Nurainun Bangun
Keyword(s):  
Organizational Performance ◽  
Business Strategy ◽  
Organizational Context ◽  
Management Practice ◽  
Management Control ◽  
Partial Least Square ◽  
Least Square ◽  
Manufacturing Companies ◽  
And Performance ◽  
The Relationship

Hubungan antara sistem pengendalian manajemen (SPM) dan strategi tidak hanya fokus pada jenis SPM yang digunakan, melainkan pada cara manajer dalam menggunakan SPM. Penelitian ini menyelidiki pengaruh penggunaan diagnostik dan interaktif SPM pada hubungan strategi dan kinerja organisasi. Sifat dari hubungan antara SPM, strategi dan kinerja tergantung pada konteks organisasi. Penelitian yang dilakukan mengenai SPM dan strategi di negara-negara berkembang jumlahnya terbatas. Penelitian kali ini merupakan penelitian empiris pertama yang dilakukan, yang mengeksplorasi hubungan antara penggunaan SPM, strategi kompetitif dan kinerja organisasi berdasarkan data yang diperoleh dari perusahaan industri manufaktur di Provinsi Banten. Temuan penelitian mendukung pendapat bahwa keduanya (penggunaan diagnostik dan interaktif) memoderasi hubungan antara strategi bisnis dan kinerja. Responden penelitian ini adalah 40 eksekutif manajer yang bekerja di perusahaan industri manufakutr di Provinsi Banten. Dalam penelitian ini analisis data menggunakan pendekatan Warp Partial Least Square (PLS) dengan menggunakan Solfware Warp PLS versi 2.00. Temuan lain penelitian ini adalah efek moderat yang diciptakan oleh penggunaan diagnostik SPM lebih signifikan ketika strategi kepemimpinan biaya yang diterapkan untuk kinerja. Tidak terdapat bukti yang mendukung eksklusifitas proposisi Porter dari strategi bisnis untuk kinerja yang lebih baik. Akibatnya, hasil penelitian ini mempunyai dampak penting bagi praktek manajemen dan literatur akademik.The relationship between management control systems (MSS) and the strategy does not only focus on the type of SPM is used, but on how managers in using SPM. This study investigated the effect of the use of diagnostic and interactive SPM on the relationship strategy and organizational performance. The nature of the relationship between SPM, strategies and performance depends on the organizational context. Research conducted on the SPM and strategies in developing countries is limited. The present study is the first empirical research conducted, which explores the relationship between the use of SPM, competitive strategy and organizational performance based on data obtained from the manufacturing companies in the province of Banten. The research findings support the view that both (the use of diagnostic and interactive) moderate the relationship between business strategy and performance. Respondents are 40 executive managers working in industry companies manufakutr in Banten Province. In this study, data analysis using Warp approach Partial Least Square (PLS) using PLS Warp Solfware 2:00 version. Another finding of this study is a moderate effect created by the use of diagnostic SPM is more significant when the cost leadership strategy that is applied to the performance. There is no evidence to support the proposition Porter exclusivity of the business strategy for better performance. Consequently, the results of this study have important implications for management practice and academic literature.

MOTIVASI MEMEDIASI PENGARUH PELATIHAN DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN PT. TELKOM WITEL YOGYAKARTA

2020 ◽  
Vol 28 (1) ◽  
pp. 71-88
Author(s):  
Tyas Tunjung Sari ◽  
Pandu Nuansa Luhur
Keyword(s):  
Work Environment ◽  
Significant Influence ◽  
Structural Equation ◽  
Employee Performance ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Version 2.0 ◽  
Analyze Data

This study aims to determine the motivation of work to mediate the effect of training and work environment on employee performance at PT. Telkom Witel Yogyakarta Yogyakarta. The purpose of this study is to determine and analyze 1) the effect of training on employee performance at PT. Telkom Witel Yogyakarta 2) the effect of training on employee performance through motivation at PT. Telkom Witel Yogyakarta 3) the influence of the work environment on employee performance at PT. Telkom Witel Yogyakarta 4) the influence of the work environment on employee performance through motivation at PT. Telkom Witel Yogyakarta. This study uses primary data through research on 62 respondents. Structural Equation is used to analyze data, using PLS (Partial Least Square) version 2.0. The results of this study indicate that there are 1) positive and significant influence of training on employee performance 2) positive and significant influence of work environment on employee performance 3) positive and significant effect of training on employee performance through motivation 4) positive and significant influence of work environment on employee performance through motivation.

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