STRATEGY OF IMPROVING HUMAN RESOURCE MANAGEMENT PLANNING IN COMPANY DEVELOPMENT

In the era of globalization, it will demand every company to produce good quality products and also quickly in the completion of the product. Xyz Company is a company engaged in manufacturing. The company produces PCI Girder, Spunpile, U-ditch, and Barrier. But production activities there is a mismatch between the plans and the realization that has been made by the company, especially on spunpile products. The purpose of this study is to find out occurrences that affect human resource management planning and to find out how to manage these occurrences. For the method used, the authors used the method of interviewing, observing and distributing questionnaires. The analysis used is the validity test, reliability test, frequency index, severity index, and importance index. The results of this study are that Xyz company has 4 variables that are most influential in human resource management planning.

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Human Resources Management Planning for Increasing Precast Productivity Based on PMBOK at XYZ Company

Quantitative Economics and Management Studies ◽

10.35877/454ri.qems1284 ◽

2020 ◽

Vol 1 (2) ◽

Cited By ~ 1

Author(s):

Novika Candra Fertilia ◽

Raden Yudityo Afri Adji

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Human Resources Management ◽

Severity Index ◽

Test Reliability ◽

Management Planning ◽

Importance Index ◽

Resource Management Planning ◽

A Company

In the era of globalization, it will demand every company to produce good quality products and also quickly in the completion of the product. Xyz Company is a company engaged in manufacturing. The company produces PCI Girder, Spunpile, U-ditch, and Barrier. But production activities there is a mismatch between the plans and the realization that has been made by the company, especially on spunpile products. The purpose of this study is to find out occurrences that affect human resource management planning and to find out how to manage these occurrences. For the method used, the authors used the method of interviewing, observing and distributing questionnaires. The analysis used is the validity test, reliability test, frequency index, severity index, and importance index. The results of this study are that Xyz company has 4 variables that are most influential in human resource management planning.

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Human Resources Management Planning for Increasing Precast Productivity Based on PMBOK at Xyz Company

IJEEIT : International Journal of Electrical Engineering and Information Technology ◽

10.29138/ijeeit.v3i1.1074 ◽

2020 ◽

Vol 3 (1) ◽

pp. 1-9

Author(s):

Fertilia Novika Candra ◽

Adji Raden Yudityo Afri

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Human Resources Management ◽

Severity Index ◽

Test Reliability ◽

Management Planning ◽

Importance Index ◽

Resource Management Planning ◽

A Company

In the era of globalization, it will demand every company to produce good quality products and also quickly in the completion of the product. Xyz Company is a company engaged in manufacturing. The company produce PCI Girder, Spunpile, U-ditch, and Barrier. But production activities there is a mismatch between the plans and the realization that has been made by the company, especially on spunpile products. The purpose of this study is to find out occurrence that affect human resource management planning and to find out how to manage these occurrence. For the method used, the authors used the method of interviewing, observing and distributing questionnaires. The analysis used is the validity test, reliability test, frequency index, severity index and importance index. The results of this study are that Xyz company has 4 variables that are most influential in human resource management planning.

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ANALISIS PEKERJAAN SUMBER DAYA MANUSIA (SDM) PADA LEMBAGA PENDIDIKAN ISLAM

AL-ASASIYYA Journal Of Basic Education ◽

10.24269/ajbe.v2i2.1118 ◽

2018 ◽

Vol 2 (2) ◽

Author(s):

Muhammad Rouf

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Organizational Climate ◽

Human Resource ◽

Planning Process ◽

Job Analysis ◽

Management Planning ◽

Definition Of ◽

Relationship Of ◽

Resource Management Planning

Islamic Education Institutions really need to understand the importance of job analysis in its function for good organizational human resource management. If all school leaders apply human resource management, the management of the institution that relies on the figures will gradually shift towards a healthy organizational climate and rests on the work responsibilities of each of its employees. Discussion of this article includes the definition of HR employment analysis, the purpose of job analysis, the importance of job analysis, aspects of job analysis, job analysis techniques, and the relationship of job analysis with the function of human resource management. Job analysis is a systematic review process and collection of information in a systematic and comprehensive about the duties, obligations and responsibilities of employees in an organization, company or school. The purpose of Job analysis is oriented on how the workforce can perform its work effectively, efficiently and professionally. Identification of job specifications is important for teachers and all employees. The development of human resource skills can be done when the employees have done the work process while held regular evaluation. The aspects of human resource management are the output of work, the tasks performed, the structure of salaries, and the competence of the workers in doing their work. Techniques or ways of doing job analysis depend on the needs of the organization itself. However, the most important is the result of job analysis must be accurate and recorded neatly to be used as a reference in the process of human resource management next. Job analysis is carried out in the human resource management planning process. The results can then be used in the decision making of the entire human resource management process.

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CHARACTER-ORIENTED HUMAN RESOURCES MANAGEMENT OF ISLAMIC BOARDING SCHOOL (PONDOK PESANTREN) IN LAMPUNG PROVINCE, INDONESIA

International Journal of Advanced Research ◽

10.21474/ijar01/12969 ◽

2021 ◽

Vol 9 (5) ◽

pp. 1288-1293

Author(s):

Abdul Aziz ◽

◽

Idham Kholid ◽

Syaripudin Basyar ◽

Subandi a ◽

...

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Human Resources Management ◽

Educational Institution ◽

Boarding School ◽

Boarding Schools ◽

Management Planning ◽

Management Evaluation ◽

School Year

Islamic boarding school (Pondok Pesantren) is the oldest educational institution in Indonesia. It is an authentic Indonesian cultural heritage. The advancement of science and technology has influenced the Islamic boarding schools paradigm. On the other hand, the Islamic boarding school must be consistent in maintaining its cultural characteristics. There are four types of Islamic boarding schools in Lampung Province: pure Salafiyah, Madrasah Diniyah Takmiliyah, formal Diniyah education, and Takhassus. This study aims to determine the character-oriented human resource management of Islamic boarding schools in Lampung Province. This study employed the qualitative approach, which utilized interviews, observations, and documents to collect the data. The findings of this study are 1) the Islamic boarding schools human resource management planning includes needs analysis, recruitment, selection, and placement. 2) the implementation of Islamic boarding schools human resource management includes education through routine recitation, routine coaching, workshops, training, seminars, comparative studies, tawajjuhan thariqoh, night prayer (qiyamul lail), five daily prayers, routine dzikir, and tahsin and tahfidz Al Quran. 2) The human resource management Evaluation of Islamic boarding schools is carried out once a month, every two months, once every three months, at the end of the semester, at the end of the school year, and even at any time. The planning, implementing, and evaluating character excellence are done through 1) moral character, which includes trustworthiness, honesty, responsibility, sincerity, courtesy, qanaah, loyalty, and militancy. 2) Performance characters must include competence, discipline, punctuality, respect for time, collaboration, hard work, and thoroughness.

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Safety and Security Management for NPP I&C Systems

Cyber Security and Safety of Nuclear Power Plant Instrumentation and Control Systems - Advances in Information Security, Privacy, and Ethics ◽

10.4018/978-1-7998-3277-5.ch011 ◽

2020 ◽

pp. 289-301

Author(s):

Vladimir Sklyar ◽

Vyacheslav S. Kharchenko

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Configuration Management ◽

Security Management ◽

Management Plan ◽

Security Assessment ◽

Management Planning ◽

Computer Tools

The main contribution of this study comprises a set of detailed contents for safety and security management. The following aspects of safety and security management requirements for NPP I&C systems are considered: relation between safety and security management, safety and security management plan, human resource management, configuration management, computer tools selection and evaluation, documentation management, planning of safety and security assessment.

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Understanding the Feasibility of the Common Set of Performance Management Planning Based on Hofstede’s Framework of Cultural Dimension

Modern Economics & Management Forum ◽

10.32629/memf.v2i3.364 ◽

2021 ◽

Vol 2 (3) ◽

Author(s):

Yi Guo

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Performance Management ◽

Multinational Corporations ◽

Human Resource ◽

Management System ◽

Cultural Dimensions ◽

Cultural Dimension ◽

Management Planning ◽

The Common

Performance management is one of the most important parts of human resource management practice and policy. Multinational Corporations pay more attention to their performance management and to help their corporation becomes a high-performance organization. The performance management (PM) system is a necessary part of Multinational Corporation’s management system. On the other hand, the performance system has close relationship with rewards, development and job analysis which is other important part of human resource management in multinational corporations. Multinational corporations work hard to improve their performance management practices ensuring their employees, teams and their business units complete their objective output. The employees and organizations have been driven by the important performance tools which impact both on individuals and team’s performance. This paper introduces the multinational corporation’s performance management system and compares the performance management characteristics and the feasibility of the common set of performance management planning of French companies and Chinese companies based on Hofstede’s framework of cultural dimensions.

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