scholarly journals The The Role of Human Resource Management (HRM) in Building Industrial Relation

2021 ◽  
Vol 8 (2) ◽  
pp. 164-171
Author(s):  
Vika Anjani ◽  
Agus Subianto ◽  
Rini Fatmawati
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Industrial Relations ◽  
Secondary Data ◽  
Primary Data ◽  
High Work ◽  
Management Work

In industrial relations, the role of workers is represented by the union as a forum to voice and accommodate aspirations in the rights and obligations of workers. Meanwhile, the owners of capital are represented by human resource management (HRM), which acts as the manager of the company's assets in order to achieve ideal industrial relations. The purpose of this study is to explore the role of human resource management in fostering industrial relations. This is motivated by a violation of high work discipline, which has an impact on industrial relations involving management and trade unions. This study used a qualitative method. The data of this study consists of primary data and secondary data. The primary data are obtained from the direct interviews with related parties at PT PAL Indonesia (Persero) and the secondary data are obtained from various written sources. The results of this study showed that the management is already at the stage of cooperation, where trade unions and management work together in fostering industrial relations. This is done through the handling and resolution of employee complaints.  

Emerging human resource management practices in Industry 4.0

2019 ◽  
Vol 18 (4) ◽  
pp. 176-181 ◽  
Author(s):  
Geeta Rana ◽  
Ravindra Sharma
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Best Management Practices ◽  
Industry 4.0 ◽  
Management Practices ◽  
Industrial Relations ◽  
Content Type ◽  
Human Resource Management Practices

Purpose The study aims to offer a fresh perspective on best management practices to encourage innovation and learning in the firm to keep abreast with and adopt industry 4.0 advancements. The human resource (HR) department must take proactive steps to adopt these technologies and update itself in terms of necessary skill. The study highlights the importance of human resource management practices in industry 4.0. Design/methodology/approach The paper discusses the transforming role of HR 4.0 in a disrupting economy with the help of the conceptual framework. This paper illustrates how the new role of HR boosts engagement by designing the best personalized benefits, trusting teams, collaborating and providing personal development, which make a great case for a successful retention strategy. Findings This paper reveals how organizations can ensure their success and survival in this age of technological disruptions through their people. Top management must be ready for a new transformed role of the HR through innovative HR practices. Originality/value This paper provides plenty of information to interest practicing managers, researchers and students in HR management, organizational behavior and industrial relations.

scholarly journals Pluralisms? Social philosophy, social science and public policy in employment relations and human resource management

2021 ◽  
pp. 002218562098397
Author(s):  
Peter Ackers
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Industrial Relations ◽  
Social Philosophy ◽  
Employment Relations ◽  
Political Pluralism ◽  
Liberal Democratic

Alan Fox's frames of reference has sparked over half a century of debate between employment relations/human resource management pluralists, radicals and unitarists. But the notion of industrial relations pluralism itself continues to be highly disputed. This commentary tracks the journey from classical pluralism to neo-pluralism, then addresses three articles that offer a variety of radical pluralist alternatives. A fourth paper discussed, suggests a quantitative approach to testing Fox's frames, but this article makes a case for retaining the qualitative, case study method. A fifth explores the revival of paternalism on the border between unitarism and pluralism. Overall, the article argues that classical pluralism, based on trade unions and collective bargaining, is now outdated, but that neo-pluralism is capable of carrying forward its pragmatic, institutional spirit to explore the empirical complexity of contemporary employment relationships around the world. Finally, the discussion of employment relations pluralisms needs to re-engage with the wider political pluralism debate about liberal democratic societies and market economies.

scholarly journals KAJIAN PENGELOLAAN PERSONNEL FILES BERBASIS ELEKTRONIK: STUDI KASUS KANTOR REGIONAL II BADAN KEPEGAWAIAN NASIONAL (BKN) SURABAYA

2020 ◽  
Vol 3 (1) ◽  
pp. 63
Author(s):  
Failina Zuhrotun Napsi
Keyword(s):  
Resource Management ◽  
Data Collection ◽  
Human Resource Management ◽  
Human Resource ◽  
Secondary Data ◽  
Primary Data ◽  
Literature Study ◽  
Regional Office ◽  
Storage Media ◽  
Collection Methods

This paper examines the procedures for managing electronic files based personnel. The research locus is in Regional Office II of the National Personnel Agency (BKN) Surabaya. Human resource management organizations create personnel files or personnel files that are managed in a certain way in accordance with the vision and mission. Basically, personnel files created by the State Personnel Agency are a vital type of archive. The data used consists of primary data and secondary data. Data collection methods used in this study are observation, interviews, and literature study. Observations or observations made at the Regional Office II of the National Personnel Agency (BKN) Surabaya. The interview aims to add information through the staffing administration. Literature study is used to collect data in order to strengthen the exposure that has been described by the author. Management of personnel files at Regional Office II of the Surabaya National Personnel Agency (BKN) based on the storage media is done physically and electronically. Electronically, the management of personnel files is carried out starting from scanning or scanning, storing and maintaining.

scholarly journals The Impacts of Total Quality Management, Human Resource Management, and Agility in Business on Firms Financial Performance: Moderating Role of Emerging Business Competition

2020 ◽  
Vol 2 (1) ◽  
pp. 9-21
Author(s):  
Muhammad Sadiq ◽  
Amna Alamgir ◽  
Syed Wajahat Ali
Keyword(s):  
Resource Management ◽  
Quality Management ◽  
Total Quality Management ◽  
Human Resource Management ◽  
Financial Performance ◽  
Human Resource ◽  
Primary Data ◽  
Total Quality ◽  
Human Management

The current study explores the nexus of total quality management, human resource management, Agility in business, and firms’ financial performance. The current study's objective also investigates the moderating impact of emerging business competition among the nexus of total quality management, human resource management, Agility in business, and the firm's financial performance. The primary data has been gathered by using questionnaires from Chinese organizations' employees, while smart-PLS has been executed for analysis. The results exposed that total quality management, human resource management, and Agility in business positively associate with firms’ financial performance. The output also shows that the emerging business competition moderated among the nexus of total quality management, human resource management, and firms’ financial performance. These outcomes are suitable for the regulation-making authorities who want to develop quality and human management policies that could increase the firm performance.

scholarly journals IMPLEMENTATION HUMAN RESOURCE MANAGEMENT IN IMPROVING COMPETITIVE ADVANTAGE of PT CSI

2021 ◽  
Vol 2 (4) ◽  
pp. 614-629
Author(s):  
Rina Trinovianti ◽  
Sangkala Ruslan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Planning Process ◽  
Secondary Data ◽  
Strategic Plan ◽  
Primary Data ◽  
Policy Makers ◽  
Cost Center

This researchXaims to analyzeXthe implementation of the integration process of the company's strategic plan and HRD strategic plan in increasing competitive advantage in PT CSI. The research dataXis collectedXfrom in-depth interviews and secondary data as well as primary data from HRD in 2019. Qualitative research methods with approaches case studies are used in this study. The results of the study found that the implementation of Human Resource Management has not been oriented towards comprehensive investment. It is proven that HRD is still considered a cost center, even though there has been an integration and adaptation of the entire process of increasing competitive advantage. HRD companies have been involved in the planning process. The day-to-day practice of Human Resource Management does not appear to fully describe the integration with the needs of organizational strategy. The results also show that at the practical level HRD has a two-way relationship with policy makers, meaning that the problems and impacts that arise in HR management are considered in the strategic plan formulation process.

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