scholarly journals ANALISIS PEKERJAAN SUMBER DAYA MANUSIA (SDM) PADA LEMBAGA PENDIDIKAN ISLAM

2018 ◽  
Vol 2 (2) ◽  
Author(s):  
Muhammad Rouf
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
Planning Process ◽  
Job Analysis ◽  
Management Planning ◽  
Definition Of ◽  
Relationship Of ◽  
Resource Management Planning

Islamic Education Institutions really need to understand the importance of job analysis in its function for good organizational human resource management. If all school leaders apply human resource management, the management of the institution that relies on the figures will gradually shift towards a healthy organizational climate and rests on the work responsibilities of each of its employees. Discussion of this article includes the definition of HR employment analysis, the purpose of job analysis, the importance of job analysis, aspects of job analysis, job analysis techniques, and the relationship of job analysis with the function of human resource management. Job analysis is a systematic review process and collection of information in a systematic and comprehensive about the duties, obligations and responsibilities of employees in an organization, company or school. The purpose of Job analysis is oriented on how the workforce can perform its work effectively, efficiently and professionally. Identification of job specifications is important for teachers and all employees. The development of human resource skills can be done when the employees have done the work process while held regular evaluation. The aspects of human resource management are the output of work, the tasks performed, the structure of salaries, and the competence of the workers in doing their work. Techniques or ways of doing job analysis depend on the needs of the organization itself. However, the most important is the result of job analysis must be accurate and recorded neatly to be used as a reference in the process of human resource management next. Job analysis is carried out in the human resource management planning process. The results can then be used in the decision making of the entire human resource management process.

Putting “Human” into Human Resource Management

1984 ◽  
Vol 13 (4) ◽  
pp. 501-510 ◽  
Author(s):  
Clyde J. Lindley
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
Leadership Style ◽  
Organizational Setting ◽  
Human Beings ◽  
Carl Rogers ◽  
Assessment Specialists ◽  
Relationship Of

This article stresses the importance of studying how the employee functions in the organizational setting in which he/she works. The relationship of organizational climate to performance is described by reviewing some of the research in this area. Human resource management means providing an organizational climate that will motivate the employee to reach his/her highest potential of effectiveness. It is treating employees as human beings, as persons with feelings, aspirations and pride. A philosophy of human resource management is presented based on the counseling philosophy of Carl Rogers, that each person has inner resources to grow and become a fully functioning person. Suggestions are made about the leadership style necessary to produce an organizational climate that will unleash the tremendous potential within employees. Participative management and other means of involving employees are encouraged as human resource management endeavors. Assessment specialists and other personnelists are challenged to assist managers and personnel directors in developing a truly people oriented, participatory, human organizational climate. “Human” human resource management means greater productivity.

scholarly journals Human Resources Management Planning for Increasing Precast Productivity Based on PMBOK at XYZ Company

2020 ◽  
Vol 1 (2) ◽  
pp. 110-116
Author(s):  
Novika Candra Fertilia ◽  
Raden Yudityo Afri Adji
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Severity Index ◽  
Test Reliability ◽  
Management Planning ◽  
Importance Index ◽  
Resource Management Planning ◽  
A Company

In the era of globalization, it will demand every company to produce good quality products and also quickly in the completion of the product. Xyz Company is a company engaged in manufacturing. The company produces PCI Girder, Spunpile, U-ditch, and Barrier. But production activities there is a mismatch between the plans and the realization that has been made by the company, especially on spunpile products. The purpose of this study is to find out occurrences that affect human resource management planning and to find out how to manage these occurrences. For the method used, the authors used the method of interviewing, observing and distributing questionnaires. The analysis used is the validity test, reliability test, frequency index, severity index, and importance index. The results of this study are that Xyz company has 4 variables that are most influential in human resource management planning.

scholarly journals Human Resources Management Planning for Increasing Precast Productivity Based on PMBOK at XYZ Company

2020 ◽  
Vol 1 (2) ◽  
Author(s):  
Novika Candra Fertilia ◽  
Raden Yudityo Afri Adji
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Severity Index ◽  
Test Reliability ◽  
Management Planning ◽  
Importance Index ◽  
Resource Management Planning ◽  
A Company

In the era of globalization, it will demand every company to produce good quality products and also quickly in the completion of the product. Xyz Company is a company engaged in manufacturing. The company produces PCI Girder, Spunpile, U-ditch, and Barrier. But production activities there is a mismatch between the plans and the realization that has been made by the company, especially on spunpile products. The purpose of this study is to find out occurrences that affect human resource management planning and to find out how to manage these occurrences. For the method used, the authors used the method of interviewing, observing and distributing questionnaires. The analysis used is the validity test, reliability test, frequency index, severity index, and importance index. The results of this study are that Xyz company has 4 variables that are most influential in human resource management planning.

scholarly journals Human Resources Management Planning for Increasing Precast Productivity Based on PMBOK at Xyz Company

2020 ◽  
Vol 3 (1) ◽  
pp. 1-9
Author(s):  
Fertilia Novika Candra ◽  
Adji Raden Yudityo Afri
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Severity Index ◽  
Test Reliability ◽  
Management Planning ◽  
Importance Index ◽  
Resource Management Planning ◽  
A Company

In the era of globalization, it will demand every company to produce good quality products and also quickly in the completion of the product. Xyz Company is a company engaged in manufacturing. The company produce PCI Girder, Spunpile, U-ditch, and Barrier. But production activities there is a mismatch between the plans and the realization that has been made by the company, especially on spunpile products. The purpose of this study is to find out occurrence that affect human resource management planning and to find out how to manage these occurrence. For the method used, the authors used the method of interviewing, observing and distributing questionnaires. The analysis used is the validity test, reliability test, frequency index, severity index and importance index. The results of this study are that Xyz company has 4 variables that are most influential in human resource management planning.

Linking Work Engagement to Job Performance Through Flexible Human Resource Management

2017 ◽  
Vol 20 (1) ◽  
pp. 72-87 ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan ◽  
Vishal Vyas
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
It Professionals ◽  
It Industry ◽  
Relationship Of ◽  
The Impact

The Problem The Indian information technology (IT) industry has shown a phenomenal growth over the last two decades. These changes such as increased global competition and the shift in the blend and level of the workforce have led to an increasing level of uncertainty in the industry. To overcome this unprecedented change, IT firms need to adopt flexible human resource management (FHRM) that has a direct and/or indirect impact on job performance. Therefore, the purpose of this article is to explore the impact of work engagement on job performance through FHRM among IT professionals in India. The Solution The results indicate that the use of FHRM by the employees is an important mediator between the positive relationship of work engagement and job performance. Both work engagement and FHRM contributed to job performance. The sample firm and responses for the study were limited to IT industry domain only. The results suggest that FHRM should be promoted at the employee and firm levels to boost job performance. The Stakeholders Reflecting on the employee engagement and job performance via FHRM would boost the organizational flexibility in the IT industry. FHRM makes the employee more organization fit and more engaged for their respective job. This study may be helpful in unveiling the importance of flexibility in job performance. To the best of the authors’ knowledge, this is the first study that links work engagement, FHRM, and job performance in the Indian IT industry context. The study helps in the development of theory in FHRM and employee engagement.

scholarly journals Necessity for a comprehensive psychometric policy within an organization

1990 ◽  
Vol 16 (1) ◽  
Author(s):  
T. H. Veldsman
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Context ◽  
Psychometric Testing ◽  
Definition Of

Psychometric testing is an important, valuable, widespread and legally protected activity in South Africa. Within the ambit of the organizational context a psychometric policy is required to guide and direct this activity. The purpose of this article is to show how the need for such a policy within an organization can be fulfilled. The article proceeds as follows: firstly, the positioning of a psychometric policy within the overall human resource management of an organization is discussed; secondly, a definition of the term 'psychometric policy' and the aims thereof are given; thirdly, a suggested content for such a policy is outlined; fourthly a method of generating this policy is proposed; and lastly, the role of the psychologist in this regard is indicated.  Opsomming Psigometriese toetsing is 'n belangrike, waardevolle, algemene en wetlik beskermde aktiwiteit in Suid-Afrika. Binne organisatoriese verband word 'n psigometriese beleid benodig om hierdie aktiwiteit te lei en rig. Die doel van hierdie artikel is om aan te toon hoe die behoefte aan sodanige beleid in 'n organisasie vervul kan word. Die artikel verloop soos volg: eerstens, word die plasing van 'n psigometriese beleid binne die algemene menslike hulpbronbestuur van die organisasie bespreek; tweedens, word 'n definisie van die begrip "psigometriese beleid" en die doelwitte daarvan gegee; derdens, word 'n voorgestelde inhoud vir sodanige beleid aan die orde gestel; uierdens, word 'n metode aangedui waarvolgens hierdie beleid daargestel kan word; en laastens, word die rol van die sielkundige in hierdie area aangedui.

Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms

2011 ◽  
pp. 967-975
Author(s):  
José Antonio Fernández-Sánchez ◽  
Susana de Juana-Espinosa ◽  
Jorge Valdés-Conca
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Quantitative Research ◽  
Resource Information ◽  
Depth Analysis ◽  
Information Products ◽  
Definition Of ◽  
Practical Implications

An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an organization. A system that accepts data resources as input and processes them into information products as output” (O’Brien & Marakas, 2005). Likewise, the definition of human resource information Systems (henceforth HRIS) can be expressed as an IS that deals only with information related directly to the human resource management (HRM) area (Tannenbaum, 1990). Initially, computerized HRIS were only useful for administrative purposes. However, in the course of the last decade, that tendency has changed markedly and a strategic re-orientation of these applications is nowadays considered desirable and necessary for companies competing in today’s uncertain, complex and ever-developing environment. This phenomenon has turned HRIS into a major strategic means, capable of providing information about the actual capacity of the firm, its potential, and the potential of its competitors. This research paper aims to provide an in-depth analysis of HRIS usage as a tool for assisting in recruitment decisions. This was carried out in accordance with the empirical findings of a quantitative research on selection and recruitment processes in Spanish firms. This paper reports and evaluates the major results of this current study and discusses its theoretical and practical implications with a view to increasing the effectiveness of HRIS usage for its recruitment processes.

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