scholarly journals Peran Manajemen Sumber Daya Insani: Kajian di Baznas Ponorogo

AL- ADALAH ◽  
2018 ◽  
Vol 14 (1) ◽  
pp. 181
Author(s):  
Ani Dwi Saputro ◽  
Adib Khusnul Rois
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Utilization ◽  
Employee Performance ◽  
Spiritual Maturity ◽  
Personal Integrity ◽  
Recruitment Process ◽  
Management Pattern ◽  
Hr Management

This study examines the management pattern and Human Resource utilization in Baznaz Ponorogo. The goal is to find out how far the principles of HR management are implemented in the agency. The result of the study shows that the pattern of management and human resources utilization in Baznas Ponorogo covers all aspects, from the recruitment process, placement, until the evaluation of employee performance. In every stage of the process, Baznas Ponorogo not only relies on the principle of professionalism but also considers personal integrity and spiritual maturity aspects. Such is done based on the consideration that a job, if done professionally and sincerely, will yield ina higher value and quality.

Management Pattern of Marriage Registrar Assistant Officer in Indonesia: an Example from Bandung, West Java

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Harry Yuniardi
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Field Research ◽  
Employee Assistance ◽  
Recruitment Process ◽  
Management Pattern ◽  
Community Ministry ◽  
Management Standards ◽  
Hr Management ◽  
The Village

The purpose of this study was to find out how the pattern of human resource management Assistant Registrar of Marriage Registrar (P3N) in KUA Cimaung District, Bandung Regency. This study uses field research, with the technique of collecting data through observation and interviews with related parties, namely the Head of KUA, Cimaung District and Head of KUA, Pangalengan District, Guidance Section for Islamic Community, Ministry of Religion Office Bandung and P3N in the Cimaung District and Pangalengan Districts. The results of this study are that the HR management pattern of the Registrar’s Employee Assistance Officer (P3N) in Cimaung District KUA is good and follows excellent management standards, as reflected in the recruitment process until the supervision phase. The admission procedure is carried out in stages from the village, sub-district and district level.

scholarly journals Management Pattern of Marriage Registrar Assistant Officer in Indonesia: an Example from Bandung, West Java

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Harry Yuniardi
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Field Research ◽  
Employee Assistance ◽  
Recruitment Process ◽  
Management Pattern ◽  
Community Ministry ◽  
Management Standards ◽  
Hr Management ◽  
The Village

The purpose of this study was to find out how the pattern of human resource management Assistant Registrar of Marriage Registrar (P3N) in KUA Cimaung District, Bandung Regency. This study uses field research, with the technique of collecting data through observation and interviews with related parties, namely the Head of KUA, Cimaung District and Head of KUA, Pangalengan District, Guidance Section for Islamic Community, Ministry of Religion Office Bandung and P3N in the Cimaung District and Pangalengan Districts. The results of this study are that the HR management pattern of the Registrar’s Employee Assistance Officer (P3N) in Cimaung District KUA is good and follows excellent management standards, as reflected in the recruitment process until the supervision phase. The admission procedure is carried out in stages from the village, sub-district and district level.

scholarly journals Employee Performance Measurements at ‘Aisyiyah Klaten Hospital using the Human Resources Scorecard approach

2021 ◽  
Vol 16 (1) ◽  
pp. 47-54
Author(s):  
Siti Kundariyah ◽  
Heru Kurnianto Tjahjono ◽  
Qurratul Aini ◽  
Winny Setyonugroho
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Process ◽  
Performance Indicators ◽  
Employee Performance ◽  
Financial Perspective ◽  
Customer Perspective ◽  
Process Perspective ◽  
Internal Business Process

Background: The rapid development of health services is a challenge for hospitals in facing the increasingly open and accessible competition. Good human resource management is needed to increase the productivity of an organization. One of the strategies to increase productivity and improve human resource management is to use an integrated and comprehensive employee performance measurement. This research measured employee performance using the Human Resources Scorecard (HRSC) approach based on several conditions. HRSC is a Balanced Scorecard with a Human Resources (HR) approach where Key Performance Indicators (KPI) are based on 4 (four) perspectives: Financial Perspective, Customer Perspective, Internal Business Process Perspective, and Learning and Growth Perspective. Method: This study used a quantitative approach with a cross-sectional survey research design. Data collection methods included questionnaires, document review, and Consensus Decision Making Group (CDMG). The research population was 256 employees of the ‘Aisyiyah Hospital Klaten.  Samples were determined using non-probability sampling technique with a purposive sampling method of 100 respondents. Results: The results showed that overall employee performance was good, with a score of 4.03. Based on Key Performance Indicators for each perspective, the internal business process perspective of employee performance was very good, with a score of 1.24. The financial perspective of employee performance was good with a score of 0.8, while the customer perspective of employee performance was good, with a score of 1.19. Finally, the learning and growth perspective of employee performance was good, with a score of 0.8. Conclusion: With the HRSC approach, the overall performance results of the ‘Aisyiyah Klaten Hospital employees were good.

E-HRM As a Human Resource Management Tool in the Digital Economy

2021 ◽  
pp. 73-77
Author(s):  
Elena Mitrofanova ◽  
Aleksandra Mitrofanova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Bank ◽  
Management Tool ◽  
Online Support ◽  
Hr Management ◽  
Productive Activities ◽  
Management Processes

The article substantiates the need to create a new model of a personnel management system - electronic human resource management, which is an advanced business solution that provides full online support in the management of all processes, actions, data and information necessary for human resource management in a modern company, it is determined the essence and content, the goal, objectives, levels of electronic human resource management are shown, functions and results are shown, methods and opportunities for the implementation of electronic human resource management are proposed. It is shown that the introduction of electronic human resource management increases the efficiency of HR management processes by concentrating information about personnel in a centralized data bank, speeding up information processing, reducing errors and the amount of duplicate work, reducing less productive activities in the field of human resources and its reorientation to strategic tasks.

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

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.

Overlaying Human Resources Principles to the Goal

2018 ◽  
Vol 8 (1) ◽  
pp. 20-34 ◽  
Author(s):  
Brian J. Galli
Keyword(s):  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Process Management ◽  
Theory Of Constraints ◽  
Manufacturing Plant ◽  
Management Implications ◽  
Profit Margins ◽  
Hr Management ◽  
Management Expert

This article analyzes the book The Goal: A process of Ongoing Improvement by E. Goldratt and J. Cox to discuss human resource management implications. The book helped organizations increase profit margins through process management. The book focuses on a manufacturing plant that was unprofitable because of ineffective machines (bottlenecks). However, with the mentorship of a management expert (Jonah), the business turned around to become profitable. The book outlines critical messages to managers while helping break out of the conventional way of thinking and take actions towards success. Goldratt and Cox promote the theory of constraints to improve productivity and profitability in an organization, as will be discussed in this article. Also, there is a critical book analysis and how it relates to HR Management is discussed. The article also addresses the principles applied to make the plant successful as well as the role human resource played in the overall factory management.

scholarly journals PENGUKURAN KINERJA KARYAWAN DENGAN HUMAN RESOURCES SCORECARD DI PONDOK PESANTREN ASSYAFIIYAH TAMBERU BATUMARMAR PAMEKASAN

2020 ◽  
Vol 5 (1) ◽  
pp. 23-30
Author(s):  
Faiqoh Bahjah Lailatus Siyami ◽  
Terisa Sapta Dasyanti
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Performance Indicators ◽  
Employee Performance ◽  
Educational Institution ◽  
Boarding School ◽  
Key Performance Indicators ◽  
Performance Measurement System ◽  
Board Performance ◽  
And Performance

Pondok Pesantren  (Islamic Boarding School) is one of the oldest pedagogical institutions in Indonesia. Pondok Pesantren Assyafiiyah is one of Islamic BoardingSchools located in the area of Madura. To be a productive Islamic Boarding School (i.e.a boarding school which fits the need of pesantren), Assyafiiyah Islamic Boarding School needs to measure the performance of the employee. In this case, it is known as Board Performance which involves human resources, strategy, and performance. To produce a superior educational institution, the implementation of Human Resource Scorecard method that has a positive and significant effect on the institution of Assyafiiyah Islamic Boarding School is very necessary. It is used as an analysis of human resource performance. It is expected that this kind performance measurement system (i.e. Human Resource Scorecard) is able to provide the best solution in improving employee performance. Try Out is given and conducted on the institution to measure the performance system achievemet of its human resources. Therefore, the Key Performance Indicators which does not reach the target can be discovered. In other words, such kind of Try Out can be used to analyze the necessary refinement and improvement of the Key Performance Indicators previously mentioned. Based on the status quo, there are two major problems in this research: 1) how is the mapping of Human Resourse Scorecard?; and 2) what are the factors influencing the optimalization of Board Performance in Assyafiiyah Islamic Boarding School through Human Resource Scorecard?

scholarly journals HUMAN RESOURCE PERFORMANCE IMPROVEMENT INTRINSIC MOTIVATION BASED MODEL AND SKILL VARIATION IN TERMS OF INFORMATION COMMUNICATION TECHNOLOGY

2017 ◽  
Vol 2 (3) ◽  
pp. 72
Author(s):  
Dwi Priyo Adianto ◽  
Widodo Widodo
Keyword(s):  
Human Resources ◽  
Intrinsic Motivation ◽  
Performance Improvement ◽  
Human Resource ◽  
Communication Technology ◽  
Employee Performance ◽  
Research Model ◽  
Information Communication ◽  
Performance Skills ◽  
Collection Methods

This study aims to test a research model in which the performance� of human resources is related to intrinsic motivation, skill variation and information com- munication tecnology. There are as many as 83 respondents who fill out and complete questionnaires about human resource performance, skills variation, intrinsic motivation and information comunication tecnology. Data collection methods by census. The higher the skill variation, the higher the skill variation, the higher the human resource performance, the higher intrinsic motivation, the higher the performance of the human resources performanceKeywords : Human Resource Performance, Skill Variation, Intrinsic Motivation, Employee Performance

scholarly journals Influence of Organizational Culture, Leadership Style and Work Motivation on Human Resource Development and Employee Performance at the Office of the Ministry of Religious Affairs of South Sulawesi Province

2021 ◽  
Vol 8 (4) ◽  
pp. 171-179
Author(s):  
Musmulyadi . ◽  
Abdul Rahman Mus ◽  
Bahar Sinring
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Leadership Style ◽  
Random Sampling ◽  
Work Motivation ◽  
Employee Performance ◽  
Resource Development ◽  
South Sulawesi

This study aims to: (1) analyze the cultural influence of employee organization, in the form of integrity, professional, innovation, responsibility, and conscientiousness 2) analyze the influence of employee's work leadership style, in the form of spiritual leadership, autocratic style, laissez-fair style, and transformational style (3) analyze the influence of employee work motivation, the need for flexibility, the need to excel, the need for affiliation, and reward (4) analyze the influence of employee development, namely: benchmarking, learning tasks, intelegent quotient, and emotional quotient (5) analyzing leadership style influence on human resource development (6) analyzing the influence of motivation (7) analyzing organizational culture through human resource development (8) analyzing leadership style through human resource development affect employee performance. (9) analyzing motivation through the development of human resources affects the performance of employees (10) analyzing the development of human resources affects the performance of employees The object of this research is employees of the Ministry of Religious Affairs of South Sulawesi which is divided into 24 Offices of the Ministry of Religious Affairs of The City Regency and 1 Regional Office. The sample of this study was 386 out of a population of 10,293 employees. The research sample was obtained by random sampling cluster technique after which the population was proportionate using proportional random sampling. The data is analyzed with the Structural Equetion Modeling (SEM) program. The results showed: (1) Organizational Culture has no effect on employee performance. (2) Leadership Style positively and significantly affects employee performance (3) Work Motivation positively and significantly affects employee performance (4) Work Motivation positively and significantly affects employee performance (5) Leadership style positively and significantly affects Human Resource Development (6) Leadership Style positively and significantly affects Human Resource Development. (7) Leadership Style has a positive and significant effect on Human Resource Development (8) Organizational Culture positively and significantly affects Performance Through Human Resource Development (9) Organizational Culture positively and significantly affects Performance Through Human Resource Development. (10) Organizational Culture has a positive and significant impact on Performance through Human Resource Development. Keywords: Performance, Organizational Culture, Leadership Style, Work Motivation, Human Resources Development.

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