scholarly journals Human Resources Planning of Government Apparatus in Special Region of Yogyakarta in 2017

2019 ◽  
Vol 2 (1) ◽  
pp. 75
Author(s):  
Riska Rahayu ◽  
Muhammad Eko Atmojo
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Human Resources Management ◽  
Resource Planning ◽  
Regional Government ◽  
New Employees ◽  
Human Resources Planning ◽  
Qualitative Descriptive ◽  
The Government ◽  
Resources Planning

Human resources planning apparatus is a system of development of human resource management. With the existence of good planning in managing the human resources of an agency, the expectation is to achieve the goals of the organization/institution with various planned strategies. The Regional Staffing Agency (BKD) of Daerah Istimewa Yogyakarta (DIY) collaborates between national policies and regional policies, especially in staffing affairs if there is a connection with the DIY Specialties business as one of the strategies in addressing the problems between the two. In this study used a qualitative descriptive method. Collection through interviews and data analysis in the form of documents. In this study, the authors explain about the human resource planning apparatus carried out by the Regional Government of DIY in 2017. The result of this research is that The Regional Staffing Agency of DIY  in fulfilling needs, especially in staffing affairs has been well prepared and with a fairly fast process. When an organization requires new employees to complete the government organization, BKD DIY will respond and of course with consideration of employees who are good enough from the aspect of ability and qualifications of employees who are in accordance with the organization or agency need.Keywords: Human Resources Planning, Human Resources Management, Staffing Agency.

scholarly journals Pengaruh Analisis Jabatan dan Perencanaan Sumber Daya Manusia terhadap Rekrutmen Karyawan

The Winners ◽  
2010 ◽  
Vol 11 (1) ◽  
pp. 1
Author(s):  
Laksmi Sito Dwi Irvianti ◽  
Julius Adi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Job Analysis ◽  
Resource Planning ◽  
Spare Parts ◽  
Human Resource Planning ◽  
Role Analysis ◽  
Employee Recruitment ◽  
Human Resources Planning ◽  
Resources Planning

PD Karunia Jaya is a trading company engaged in supplying spare parts of four-wheeled vehicles. The company originally only deals in one brand, namely Toyota. But, with more and more development, it grew to deal with four brands, including Toyota, Suzuki, Daihatsu, and Isuzu. Due to the increase in the number of brands, the company certainly requires added labor. The purpose of this study is to perform role analysis and human resources planning on employee recruitment at the company. Results obtained can be used as a reference or a guide for companies in developing effective recruitment. The method of analysis used in this study are correlation analysis and linear regression. Data is obtained by spreading the questionnaire to employees. Results achieved in this research is that role analysis is strongly associated with the recruitment at (0.702) and HR planning with recruitment at (0.736). Job analysis and human resource planning is strongly correlated to recruitment at (0.778). Also job analysis has medium influence with recruitment at (0.492) and HR planning with the recruitment at (0.541). Job analysis and human resources planning is associated with the recruitment at (.605). With this results it is expected that role of job analysis and human resource planning can be a major factor to improve the effectiveness of employee recruitment.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

Teaching Human Resources Management Using SAP

2011 ◽  
pp. 129-137
Author(s):  
Satish P. Deshpande ◽  
Andrew Targowski
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Resource Planning ◽  
Employee Performance ◽  
Human Resources Management ◽  
Resource Planning ◽  
Resource Information ◽  
Strategic Role ◽  
College Of Business ◽  
Business Curricula

Information technology has become a critical component for human resource (HR) profes-sionals. Human resource information systems (HRIS) have helped many HR departments automate routine processes, eliminate unnecessary work, and play a strategic role in driv-ing employee performance. Many IT ?rms are now forming alliances with universities to popularize their products. This chapter ?rst investigates the utility and the choice of vari-ous HRIS options available to an organization. Next, it evaluates the utility of universities forming alliances with enterprise resource planning (ERP) ?rms to enrich their business curricula. Finally, the experiences of a college of business at a large university in Midwestern United States with the implementation of IT in the Human resource management (HRM) curriculum are examined.

scholarly journals REFORMASI SUMBER DAYA MANUSIA: KONSEP DAN STRATEGI PERUBAHAN UNTUK INDONESIA MAJU

2019 ◽  
Vol 1 (2) ◽  
pp. 69-86
Author(s):  
Joko Tri Nugraha
Keyword(s):  
Developing Countries ◽  
Human Resources ◽  
Human Resource ◽  
Performance Indicators ◽  
Administrative Reform ◽  
Qualitative Descriptive ◽  
The Government ◽  
Long Term Impact ◽  
Positive Results

Administrative reform in the developing countries becomes a necessity and focus ofgovernments. The term administrative reform contains meanings, varied in functions,but also brings debate that has never been completed among practitioners, societiesand theorists. Administrative reform aims to improve the performance of individuals,groups and institutions. One of the administrative reform agendas is to improve thesalary of state apparatuses. However, the government does not have yet any payrollregulation of state apparatuses that relate their workload and proper reward.Consequently, its long-term impact is to bring down the spirit, work ethic and workdiscipline among the state apparatuses which are supposed to have high productivityand discipline. This article aims to explain the concept of administration reform fromthe perspective of human resources, as well as the change strategy for the developmentof Indonesia. It applied major theories of administrative reform and bureaucracy aswell as human resource management. The method used is qualitative descriptive, withresearchers as a tool based on literature studies. The results of this study show thatadministrative reform in the context of bureaucracy reform is not a new issue. Manyministries and institutions have implemented administrative reform, but not yetoptimally gave positive results. The implications of this study is that bureaucracyreform should involve stakeholders in formulating performance indicators as well asthe institutionalization of values and bureaucratic culture oriented towards the publicinterest.

scholarly journals The Analysis of Organizational Capacity Factors in Government Division of Regional Secretariat as A Determinant of Government Performance at Batang Regency

2020 ◽  
pp. 80
Author(s):  
Listyaningsih Dewi Pamungkas ◽  
Kismartini Kismartini ◽  
Retno Sunu Astuti
Keyword(s):  
Human Resources ◽  
Process Management ◽  
Central Government ◽  
Organizational Capacity ◽  
Regional Government ◽  
Government Administration ◽  
Central Java ◽  
Management Leadership ◽  
Qualitative Descriptive ◽  
The Government

As the leader of the implementation of governmental affairs which become the authority of regional government, based on the mandate of Law Number 23 Year 2014 on Regional Government, the Head of regional government is obliged to prepare Regional Government Administration Report (RGAR) which by the central government will be used as material for evaluation and guidance to implement the administration of regional government. Batang Regency is the only Regency which for the last respective three years (2016, 2017 and 2018) has been in the 5th rank (the lowest five) in Central Java. The results of this evaluation are used as material for the Ministry of Finance in determining the Regional Incentive Fund and for the Ministry of Home Affairs in approving additional income for state civil apparatus. However, Batang Regency has not yet optimized its reporting system and Evaluation of Regional Government Administration Performance. Due to this unoptimal evaluation results on the implementation of regional Government, organizational capacity and the evaluation of the Governmental Division at Batang Regency regional Secretariat as the division who conducted the report preparation activities became the focus of this research. Qualitative descriptive method was used to describe all the symptoms / conditions which exist during the research. Moreover, the analysis was carried out through data reduction, display data and conclusion drawing / verification. Based on the results of this research, it can be concluded that the Organizational Capacity of the Government division of the Regional Secretariat of Batang Regency which involves some resources (human resources, infrastructure, technology and financial resources) and management (leadership, program and process management as well as cooperation and relationships among organizations) needs to be improved, such as conducting job analysis, increasing the quantity and quality of human resources, making more detail activities planning and budgeting as well as defending them during budget discussions, making Terms of Reference and improving effective communication skills.  

scholarly journals KUALITAS PELAYANAN PARKIR DI TEPI JALAN UMUM KOTA YOGYAKARTA

NATAPRAJA ◽  
2016 ◽  
Vol 4 (2) ◽  
Author(s):  
Abdiana Ilosa
Keyword(s):  
Quality Of Service ◽  
Human Resources ◽  
Human Resource ◽  
Parking Space ◽  
Traffic Flows ◽  
Parking Lot ◽  
Qualitative Descriptive ◽  
The Government ◽  
Descriptive Method

Starting in 2010 the Government of Yogyakarta, according to regional regulation about parking and levy on the edge of public street parking. This policy expected to increase parking levy’s revenues, more secure services and convenient parking, and traffic flows smoothly. This research used qualitative descriptive method. This research analyzed qualitative indicators of quality of service: 1) tangible 2) reliability; 3) transaparant and 4) security. This research found that public street parking less well and yet according to the wishes of the community. This is because the layout of the parking spaces are not in place that interfere with the capacity of highways and disrupting the pedestrian capacity. Then the rates charged by parking operator which do not comply with official rates. Human resources of Transportastion Department that monitor directly into the field just a pick up that add up to 12 people to keep an eye on the parking lot 900 people outside the parking operators so ineffective, so that a parking lot of cheating.Keywords: Parking Service Quality, Parking Space, Lack of Human Resource.

scholarly journals Identification of variables and their influence on the human resources planning in the territorial level

2016 ◽  
Vol 9 (2) ◽  
pp. 530
Author(s):  
Rodobaldo Martínez Vivar ◽  
Alexander Sánchez Rodríguez ◽  
Reyner Pérez Campdesuñer ◽  
Gelmar García Vidal
Keyword(s):  
Theoretical Model ◽  
Human Resources ◽  
Resource Planning ◽  
Scientific Basis ◽  
Theoretical Development ◽  
Human Resources Planning ◽  
Wide Range ◽  
Expert Analysis ◽  
Two Phases ◽  
Resources Planning

Purpose: The purpose of this paper lies in the use of experimental way through empirical tools for identification of the set of variables and their interrelationships and influences on the human resources planning at the territorial level.Design/methodology/approach: The methodology used to verify the existence of the variables that affect the planning of human resources at the territorial level consists of two phases: a qualitative study of the variables that influence the planning of human resources, where the explicit variables are measured and / or implied raised in the literature analyzing the main contributions and limitations expressed by each of the authors consulted. Then it proceeds to confirmatory phase (quantitative) to prove the existence of the dimensions of the planning of human resources in the territorial level through the use of multivariate statistics through the combination of expert analysis and techniques of factorial grouping.Findings: Identification is achieved by using empirical methods, variables that affect human resources planning at the territorial level, as well as their grouping essential dimensions, while the description of a theoretical model that integrates the dimensions is made essential and relationships that affect human resource planning at the regional level, which is characterized by the existence of systemic and prospective nature.Originality/value: The literature shows two streams that address a wide range of approaches to human resources planning. The first is oriented from the business object and the second part of the management in highlighting a limited territorial level to address this latest theoretical development, an element that has contributed to the fragmented treatment of human resources planning and management in general at this level. The originality of this paper is part of the creation and adaptation, on a scientific basis of a theoretical model developed from the conceptual contribution of this process at the territorial level where the key variables that affect this process are integrated, highlighting the systemic approach prospective based on solid scientific foundations.

Expanding the Boundaries of Healthcare Human Resources Planning

2011 ◽  
pp. 1-20
Author(s):  
Christopher L. Pate ◽  
Nancy M. Leahy ◽  
Leonard Leos
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Healthcare Delivery ◽  
Workforce Planning ◽  
Healthcare Services ◽  
Resources Management ◽  
Human Resources Planning ◽  
Healthcare Settings ◽  
Human Resources Managers ◽  
Resources Planning

Human resources are central to healthcare services, yet leveraging these resources to meet strategic operations and operational outcomes can present challenges to leaders and human resources professionals because of the complex and dynamic nature of healthcare delivery. Although the traditional roles of human resources management are necessary in supporting an organization in meeting its goals, economic, strategic, and cultural considerations are becoming increasingly important to human resources management and workforce planning in healthcare settings. This chapter presents several features of these different lenses to assist human resources managers in developing a holistic view of human resources planning in health care.

Recruitment & Selection At Cheric Information Network Technologies Pvt Ltd

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 342-347
Author(s):  
R. Jyothsna ◽  
G. Kalyani
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Information Network ◽  
Human Resources Planning ◽  
The People ◽  
Resource Needs ◽  
Network Technologies ◽  
Resources Planning ◽  
A Company

Successful human resources planning is designed to identify an organizations Human resource needs. Once these needs are known an organization will want to do something about meeting them. The next step, then, in the staffing function is assuming, of course, that demand for certain skills, knowledge, and abilities is greater than the current supply in recruiting. This activity makes it possible for a company to acquire the people necessary to ensure the continued operation of the organization.

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