scholarly journals BASED ON TALENT MANAGEMENT AS EMPLOYEE PERFORMANCE OPTIMIZATION BY STRENGTHENING EMPLOYEE RETENTION ASPECT

2021 ◽  
Vol 19 (4) ◽  
pp. 849-857
Author(s):  
Adya Hermawati ◽  
◽  
Afinna Septa Rizka ◽  
Syamsul Bahri ◽  
Djawoto Djawoto ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Optimization ◽  
Employee Retention ◽  
Employee Performance ◽  
Talent Management ◽  
Research Data ◽  
Survey Method ◽  
Research Approach

This study aims to obtain empirical evidence that good Talent Management will improve employee performance to be optimal, consistent employee retention, consistent employee retention will increase optimal employee performance, and consistent employee retention will increase optimal employee performance at PT. Panahmas Ekatama Distrindo Malang. The research approach is explanatory research. Data were collected with a survey method that uses questionnaires. The population of the research was counted as 96 person result of the research showed that (1) good talent management will produce optimum employee performance; (2) good talent management will deliver consistent employee retention; (3) consistent employee retention will engender optimum. Employee performance; and (4) good talent management can produce employee performance through consistent employee retention. Theoretically, the usefulness of this research is to contribute to the fields of Human Resource Management, Talent Management, Employee Retention, and Employee Performance.

scholarly journals Measuring Factor Affecting Indonesia’s Seafarers Retention

2021 ◽  
Vol 2 (7) ◽  
pp. 470-482
Author(s):  
Christopher Samosir ◽  
Anita Maharani ◽  
Muchlis Burhanuddin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Employee Retention ◽  
Research Approach ◽  
Research Subjects ◽  
Research Results ◽  
Weak Relationship ◽  
Managerial Implications

The purpose of this study was to determine the extent to which human resource management contributes to employee retention. This study refers to concepts related to human resource management and several studies that show the factors influenced by employee retention. This research approach is quantitative, with the research subjects are employees who work in the sea crossing business. Based on the research results on marine employees of the company, the managerial implications intended for companies engaged in sea crossing services are that there is an influence of placement, compensation, and corporate culture variables on employee retention, which has a positive and significant effect. From the research results, corporate culture is not a moderator of placement and compensation variables on retention, so companies need to re-assure other variables that strongly influence the weak relationship between variables that can increase employee retention.

scholarly journals Uncovering the Link between Strategic Human Resource Management and Crisis Management: Mediating Role of Organizational Resilience

2019 ◽  
Vol 1 (2) ◽  
pp. 15-27 ◽  
Author(s):  
Nisar Ahmed Channa ◽  
Syed Mir Muhammed Shah ◽  
Niaz Hussain Ghumro
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Crisis Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Theory And Practice ◽  
Mediating Effect ◽  
Survey Method ◽  
Research Approach ◽  
Organizational Resilience

The paper has attempted to examine a critical link between the strategic human resource management and crisis management. In this, the authors have taken a major drive to statistically test mediation and moderation simultaneously. Drawing upon the normal accident theory, the present study examined the link between strategic human resource management (SHRM) and crisis management through the mediation of organizational resilience. By adopting quantitative research approach, the data were collected from 176 HR managers of textile firms in Pakistan through survey method. The data were analysed by employing PLS-SEM technique. Results revealed that SHRM is positively linked with crisis management through the mediating effect of organizational resilience. In general, the results revealed that organizational resilience plays a key role in facilitating the relationship between SHRM and crisis management. The paper forwards notable implications for theory and practice followed by scope for future studies to enthusiastic scholars in the domain of HRM, strategic HRM and crisis management.

scholarly journals The Effect of Green Human Resource Management on Organization Citizenship Behaviour for Environment (OCBE) and Its Implications on Employee Performance at Pt Andalan Bakti Niaga

2021 ◽  
Vol 6 (1) ◽  
pp. 174-181
Author(s):  
Ari Saputro ◽  
Lenny Christina Nawangsari
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Performance ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Survey Method ◽  
Green Performance ◽  
Green Human Resource Management

This study aims to analyze the effect of Green Human Resource Management on Employee Performance through Organization Citizenship Behavior for Environment (OCBE). This type of research uses a survey method with a quantitative approach. This research was conducted at PT Andalan Bakti Niaga. Sampling using nonprobability techniques with a sample size of 80 people. Data analysis in this study used Structural Equation Modeling (SEM) with Partial Least Square (PLS) software version 3.2.7. The results obtained in this study: 1) Green Recruitment, Green Training, Green Compensation and Rewards have a positive and significant effect on OCBE; 2) Green Performance Appraisal has no significant effect on OCBE; 3) Green Training and Green Performance Appraisal have a positive and significant effect on Employee Performance; 4) Green Recruitment and Green Compensation and Rewards have a negative and significant effect on Employee Performance; 5) OCBE has a positive and significant effect on Employee Performance; 6) Green Recruitment, Green Training, Green Compensation and Rewards have a significant effect on Employee Performance through OCBE; 7) Green Performance Appraisal has no significant effect on Employee Performance through OCBE; 8) Green Human Resource Management has a significant effect on OCBE; 9) Green Human Resource Management has a significant effect on Employee Performance.

scholarly journals Influence of discipline and working period on employee performance at PT Yugier Care Indonesia

2021 ◽  
Vol 3 (2) ◽  
pp. 123-127
Author(s):  
Abdul Rahman ◽  
Muhammad Yusuf
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Sales Performance ◽  
Structured Interview ◽  
T Test ◽  
Primary Data ◽  
Survey Method ◽  
Analysis Techniques

Human resource management is very important in achieving the company's goals. The growth and development of a business or company will be highly determined and influenced by human resource management including human resource management in it. The research was conducted on employees of PT. Yugier Care Indonesia. The type of data used in research is primary data sourced from respondents' answers to a number of questions related to research variables. Research variables include; disipli (X1), working life (X2) and sales performance (Y). The data collection method used by this research data is a survey method with structured interview techniques. The data analysis techniques used in this study are multiple regeresi analysis, t test (t-test) and F (Anova) test. The results concluded that the two variables (factors) namely discipline (X1) and working period (X2) partially or individually have no influence on sales performance at PT. Yugier Care Indonesia, but simultaneously (together) the two variables have a significant (significant) influence.

scholarly journals Upaya Optimalisasi Kinerja Pegawai Koperasi Serba Usaha (KSU) Padurenan Jaya Kudus Melalui Holiday Exchange

2019 ◽  
Vol 7 (2) ◽  
pp. 275
Author(s):  
Moh Nurul Qomar ◽  
Nanang Dwi Praatmana
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Qualitative Method ◽  
Employee Performance ◽  
Field Research ◽  
Management Approach ◽  
Research Approach ◽  
Business Results ◽  
Islamic Business Ethics

<p>This article discusses human resource management approach Koperasi Serba Usaha (KSU) Padurenan Jaya  so that the optimization of employee performance can be achieved. The approach in question is a holiday exchange. This study uses a qualitative method with a field research approach. The results of this study indicate that the holiday exchange approach applied at KSU Padurenan Jaya has proven to be able to improve services to members and increase the cooperative business results (SHU). The application of this system is also in accordance with Islamic business ethics, which refers to the value of unity and responsibility so that it affects the flexibility of management in determining holidays.</p>

scholarly journals The impact of human resource management (hrm) practices on employee satisfaction level and performance

2021 ◽  
Vol 11 (3) ◽  
pp. 40-43
Author(s):  
Swaroopa Dubisetty ◽  
Sreenivasulu Reddy K
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
Retention Rate ◽  
Employee Performance ◽  
Hrm Practices ◽  
And Performance ◽  
The Impact

Human Resource Management is a significant function in a company designed to improve human resource performance in provision of their management strategic objectives. Human resource is primarily concerned with how workforces are maintained with in companies’ concentrating on plans, procedures and systems. This study focuses on Information Technology sector in India.This study analyzes the Human Resource Management (HRM) practices that increase employee satisfaction towards the company to enhance employee performance in the organization. Effective Human Resource practices can reduce employee turnover and increase retention rate within an organization. These practices are health and safety measures, Working environment, Welfare programmes, Training and Development, Compensation management, Reward management, Industrial relations, Work life balance, and Fringe benefits. The analysis identified the significance of employee retention practices to improve retention rate of IT organizations. The study targeted a sample of 615 respondents. A questionnaire was developed in this analysis with the help of previous studies or literature to measure the identified HR practices and related with employee retention. Samples were collected using questionnaire from 102 employees in order to test the hypothesis. ANOVA test was done using SPSS_v20 to find out the impact of Human resource practices variables on employee satisfaction level and performance. It was found that there was a significant relationship and identified major impact of reward management and compensation plans on employee performance whereas welfare programmes had less impact on employee performance.

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

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