scholarly journals Development And Evolution Of An Interactive HRM Course: A Case Study

2011 ◽  
Vol 1 (1) ◽  
pp. 25
Author(s):  
Lucy A. McClurg
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Present State ◽  
Field Research ◽  
Trial And Error ◽  
Business Executives ◽  
Development And Evolution

A course in Human Resource consulting (Human Resources Field Research) was designed and implemented at a university in cooperation with the Society for Human Resource Management (SHRM). Students work with local business executives, SHRM representatives, and the class instructor to complete projects for the client business firms. Trial and error of practices in the class led to evolution of the course to its present state.

The Implementation of Human Resource Management in Improving the Quality of Teacher’s Learning

2021 ◽  
Vol 6 (3) ◽  
pp. 579-586
Author(s):  
Subaidi Subaidi ◽  
Sudarmaji Sudarmaji ◽  
Moh Nasuka ◽  
Munasir Munasir
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Teacher Learning ◽  
Human Resource ◽  
Work Performance ◽  
Field Research ◽  
Assessment Instrument ◽  
Effective Work

This article aims to describe the application of human resource management in improving the quality of teacher learning. The research used a qualitative approach, while the type of research was survey/field research. Collecting data using interview techniques, observation, and documentation. Furthermore, the collected data will be analyzed with data reduction techniques, data presentation, and finally drawing conclusions. The results of this research indicate that a) The application of human resource management in improving the quality of teacher learning: (1) Planning for Human Resource Needs (2) Procurement of Human Resources/Recruitment Staff. (3) Assessment of Work Performance and Compensation of Human Resources. (4) Human Resources Training and Development. (5) Creating and Fostering Effective Work Relationships. b) Supporting factors are support from student guardians, students, and school principals, leadership, human resources, facilities, culture. Inhibiting Factors are limited learning time, Less optimal education and teacher training development, Quality communication. c) The results of improving the quality of teacher learning through the application of human resource management are evidenced by the completeness and quality of teaching tools owned by teachers of SMK N 2 Jepara which include: RPP, journals, student attendance lists, question analysis, enrichment programs, and assessment instrument. So that each student has a Study Result Card, Value Transcript (report card), Portfolio, and Competency Certificate

A Study On Influence Of Globalization On Human Resource Management

GIS Business ◽  
2020 ◽  
Vol 14 (6) ◽  
pp. 1028-1037
Author(s):  
S.Ramalingam ◽  
N.Subburaj
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resource Practices ◽  
High Performing ◽  
Class Time ◽  
Business Executives ◽  
Workforce Needs

The parts and commitments of Human Resources divisions are changing as the present day business goes up against difficulties of globalization. The overall inventory of capacity is less of its long stretch solicitation, and the contrast among request and supply is a test for supervisors everywhere. The insufficiency between the ask for and supply of capacity is most likely going to continue expanding, conspicuously for high talented workers and for the best in class time of business executives. By and by affiliations need to place progressively imperative highlight on pulling in human capital rather than cash related capital. Overall staffing and organization of a workforce different in culture and vernacular aptitudes and dispersed in different nations are the key destinations of overall HR. Simply those global endeavors ready to alter their human resource practices to the changing overall work financial circumstances will have the ability to pull in and hold high performing delegates. Associations with the ability to foresee their business needs and their workforce needs – especially for high aptitudes will get the unequivocal advantage.  

scholarly journals Impact of Globalization on Human Resource Management

2018 ◽  
Vol 7 (2) ◽  
pp. 51-62
Author(s):  
Manna Akter Lina
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Business Practices ◽  
Demand And Supply ◽  
Business Executives ◽  
Job Opportunities ◽  
The World

Globalization has a most important implication for human resource management practice in general. For some, globalization creates pressures for taking best, a transferable set of HRM practices that can spread around the world. It is a force that touches the lives of people living in all countries of the world. In the age of globalization, there is an opportunity to enter new markets, to improved job opportunities and higher remuneration for skilled employees. The challenges are equally numerous. Organizations need to deal with a mature workforce; and they must attract, integrate and maintain multicultural employment pools; human rights and business practices to be successful. The shortage between the demand and supply of talent is likely to increase, notably for high skilled employees and for the next generation of business executives. Global staffing and management of the workforce effectively in diverse culture are the key goals of global human resources. Organizations that manage these challenges effectively will find success and improve the lives of human resources throughout the world.

scholarly journals IMPLEMENTASI STRATEGIS MANAJEMEN SUMBER DAYA MANUSIA PERSPEKTIF AL-QUR’AN

2020 ◽  
Vol 25 (2) ◽  
pp. 210-225
Author(s):  
Fantika Vera Entrisnasari ◽  
Fantika Febry Puspitasari ◽  
Supriyanto Supriyanto
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Educational Institution ◽  
Islamic Education ◽  
Islamic Schools ◽  
Principle Of Justice ◽  
The Right

Indonesia is predicted to experience a demographic bonus between 2015 and 2035. With the abundance of productive human resources, Islamic education institutions must be ready to manage their human resources with the right strategy to implement. Management of human resources from Al-Quran's perspective is the right choice in an Islamic educational institution, and this management has been implemented in integrated Islamic schools. In this research, a case study will be taken at SDIT Insan Cendekia Boyolali, which is considered useful in implementing human resource management. The implementation carried out by SDIT Insan Cendekia Boyolali starts from four management components: 1) Planning, 2) Organizing, 3) Controlling, 4) Actuating has implemented Al-Qur'an perspective management. Likewise, in the implementation of the principles of human resource management, namely: 1) The principle of monotheism, 2) The principle of justice and welfare, 3) The principle of deliberation, 4) The principles of efficiency, effectiveness, and productivity, 5) The principles of discipline, integrity, and loyalty, 6) The principle of division of authority and responsibility, 7) The Ukhuwah Principle. There are still some deficiencies in the implementation, but educators can already felt the results.

scholarly journals A Case Study on Human Resource Management Practice of a Sport Organization

2018 ◽  
Vol 3 (4) ◽  
pp. 410-425
Author(s):  
Krisztina Dajnoki ◽  
György Norbert Szabados ◽  
Éva Bácsné Bába
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Non Profit ◽  
Sports Organizations ◽  
Sport Organization ◽  
The One

Human resource with the adequate ability and skills is of decisive importance in all organizations, irrespective of the field of activity in which they operate. It is no different with the life of sports organizations. The human resource management of sports organizations is peculiar which is influenced by, on the one hand, the operating form of an organization, on the other hand, the nature of employment. Those well-known jobs can be also found in the sport organizations which are necessary to operate an organization and carry out the general tasks, at the same time, the amateur or professional athletes turn up as specific human resources. Aim of the study is to explore the specific characteristics of the human resource management of a particular organization, namely Debreceni Egyetem Atlétikai Club Sport Nonprofit Közhasznú Kft. (University of Debrecen Athletic Sport Non-profit Public Benefit Purpose Ltd., hereinafter: DEAC Ltd.), primarily focusing on the traditional HR functions. After reviewing the domestic and international specialized literatures, the practice of the examined sport organization will be described by means of case study, document analysis and managerial interview methods. Based on the results, it can be determined that there is no separate HR manager in case of the examined sport organization, due to its size, but the managing director carries out the tasks as an economic and HR manager in one person. From the aspect of organizational operation, the practice of HR functions is similar to the practice of other SME business organizations, at the same time, the management of athletics as human resources means its specific characteristic where the managements of labour supply, career and talent has other interpretation.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer

2015 ◽  
Vol 6 (1) ◽  
pp. 12-19
Author(s):  
Angellia Debora Suryawan ◽  
Marlene Martani ◽  
Mahenda Metta Surya
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Support System ◽  
Performance Indicator ◽  
Management Support ◽  
Key Performance Indicator ◽  
Literature Study ◽  
Operational Support System

Human resources are an important asset in the entire company operations activity. A human resources management support system should be provided to improve performance in  accordance with the company target. The purpose of this study is to design a model of operational and human resource management support systems that can integrate employee performance data, simplify management of employee data, and generate reports in the form of Key Performance Indicator (KPI) and Binusian Level. Methodology used in this study is using literature study, design, and test a model to make operational and human resource management information system. Index Terms - human resources, operational support system, Key Performance Indicator (KPI)  

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