scholarly journals Working from Home as a Human Resource Management Strategy during the COVID-19 Pandemic: Indonesian Workers' Experiences

2021 ◽  
Vol 6 (2) ◽  
pp. 205-223
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Physical Interaction ◽  
Work Family Conflict ◽  
Working Parents ◽  
Working From Home ◽  
Work Family ◽  
At Home

Working from home (WFH) is a relatively new phenomenon in Indonesia, sparked by the COVID-19 outbreak. Having family members at home and being isolated from coworkers and bosses makes WFH a different work situation. WFH's physical interaction limits may also negatively impact employee performance. Therefore, this research aims to explore the experience of Indonesian workers who performed WFH during the COVID-19 pandemic and to evaluate how this work configuration affected employees’ performance. By utilizing phenomenology with 10 informants from several business sectors, we were able to focus on the common experiences of employees doing WFH during the pandemic. It was revealed that employees spent more time coordinating and communicating virtually during WFH, resulting in extended and even distorted work hours. Additionally, they ran into several challenges with their reliance on data to do their tasks. Then, in the absence of their supervisors, who are typically supervising of the work process, employees experienced a higher level of output control. Being at home also intensified work-family conflict, particularly for working parents. However, it was discovered that the workers' perceived flexibility was favorable when confronted with those previous conditions. Thus, while not all job objectives were met, perceived performance while working from home was comparable to working from the office. As a result, they intend to continue performing WFH, but in a hybrid way. With these findings, organizations may formulate a more comprehensive strategy for telecommuting as one of the global megatrends in human resource management (HRM).

scholarly journals Impact of Remote Working on Human Resource Management: The Role of IT in the COVID-19 ERA

2021 ◽  
pp. 1-16
Author(s):  
Md Habibur Rahman ◽  
S. M. Mahbubur Rahman
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Health And Safety ◽  
Negative Effects ◽  
Working At Home ◽  
Working From Home ◽  
The Impact ◽  
At Home

Working from home approaches are adopted by organizations to different extents during the COVID-19 Pandemic across the world. Basically, it is related to the organizational performance viewpoint- where the impact of COVID-19 on human resource management is obvious inside and outside the ICT environment. Therefore, in this paper, some aspects of human resource management are investigated to see the impact of working from home on HRM especially in a pandemic situation. The absence and non-adoption of ICT in different organizations explain why some organizations are away from performing their regular human resource management activities during the outbreak of the COVID-19 pandemic. We interviewed 487 workers performing HRM functions either working at home or involved in office space working while approached 642 workers. The paper contributes to HRM functions by providing an understanding of the substitution of remote working during crisis situations. The shifting of remote working results in positive and negative effects on organizational and individual aspects of HRM.  We, therefore, conclude that remote working helps HR planning, recruitment and selection, meeting, and work schedule. Further, remote working strategies help work flexibility, improve health and safety, reduce commuting time, improve work autonomy and work/life balance within stay-at-home order to handle post-covid-19 pandemic.

PERAN MEDIASI STRES KERJA PADA PENGARUH PERAN GANDA TERHADAP KINERJA KARYAWAN (Studi Penelitian Pada Karyawan PT. Bank Negara Indonesia Cabang Pontianak Kalimantan Barat)

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
YULISTIRA SADELA B2042171026
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Family Conflict ◽  
Work And Family ◽  
Work Family Conflict ◽  
Family Work ◽  
Work Conflict ◽  
Work Family ◽  
Family Work Conflict

Penelitian ini bertujuan untuk menguji dan menganalisis peran mediasi  Stres Kerja pada pengaruh peran ganda terhadap Kinerja Karyawan studi penelitian pada karyawan PT. Bank Negara Indonesia cabang Pontianak Kalimantan Barat. Penelitian ini merupakan penelitian explanatory yaitu untuk mengetahui hubungan antara variabel-variabel berdasarkan sebab akibat. Explanatory research menjelaskan hubungan kausal antara variabel-variabel melalui pengujian hipotesis. Populasi dalam penelitian ini adalah seluruh karyawan perempuan yang bekerja di PT. Bank Negara Indonesia Cabang Pontianak. Jumlah sampel sebesar 100 responden dipilih dengan cara purposive sampling, adapun kriteria sampel, yaitu responden merupakan perempuan yang sudah menikah, memiliki suami dan anak, minimal berusia 25 tahun. Teknik pengolahan data menggunakan analisis path atau analisis jalur.Hasil penelitian membuktikan bahwa variabel Work-Family Conflict berpengaruh signifikan terhadap Stres Kerja, dan berpengaruh tidak signifikan terhadap variabel Kinerja Karyawan sedang variabel Family-Work Conflict berpengaruh tidak signifikan terhadap Stres Kerja tetapi berpengaruh signifikan terhadap variabel Kinerja Karyawan. Kemampuan variabel Work-Family Conflict, Family-Work Conflict terhadap Kinerja Karyawan melalui Stres Kerja sebesar 91,8% sedangkan sisanya sebesar 8,2% dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini. Kata Kunci : Work-Family Conflict, Family-Work Conflict, Stres Kerja, Kinerja Karyawan.DAFTAR PUSTAKAAustin, Melissa, A (2004). Association of apolipopretein A5 variants with LDL particle size and trigyceride in japanase americans. Biochimica Biophysica Acta, 1688.Andreas dan Wilson (2008). Patofisiologi : Konsep Penyakit. Edisi 5. Jakarta: EGCArikunto, S. (2002). Prosedur Penelitian, Suatu pendekatan Praktek. Jakarta: PT. Rineka Cipta.Atkinson. (1993). Pengantar Psikologi. PT Erlangga. Jakarta.Bernardin, H.J. & Russel, J.E.A (1993). Human Resource Management an experiental approach. Singapore: Mc Graw-Hill, Inc. Carlson, D. S., K. Michele Kacmar dan Larry J. W. (2000). Construction and Initial Validation of a Multidimensional Measure of Work-Family Conflict. Journal of Vocational Behavior 56, 249-276. Cohen, Aaron dan Liani, E. (2009). Work Family Conflict Among Female  Employes In Israeli Hospitals. Personel Review Vol. 38.2.Cooper,C.L.,dan Dawe,P. (2004). Stress a Behaviour.UK: Blackwell.Dessler, Gary, 2004. Manajemen Sumber Daya Manusia, Edisi 9, Jilid 1,Kelompok Gramedia, Jakarta.Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the relationship between work and family constructs. Academy of Management Review, 25(1), 178-199. Effendy, O. U. (2001). Ilmu Komunikasi: Teori dan Praktek. Bandung: Remaja Rosdakarya.Ghozali, I. (2011). Aplikasi Analisis Multivariate dengan Program SPSS, Edisi Ketiga. Semarang: Bandan Penerbit Universitas Diponogor.Greenhaus, J.H., & Beutell, N.J. dalam jimad (2010). Analisis Work Family Conflict, Stres Kerja Dan Kinerja Wanita Berperan Ganda Pada Yayasan Compassion East Indonesia. Vol 33.Greenhaus, J.H., & Beutell, N.J. (2013). Work-Family Conflict. Drexel University.Hasibuan, Malayu. (2007). Manajemen Sumber Daya Manusia. Cetakan Kesembilan. Jakarta : PT. Bumi Aksara.Ivancevich, J.M., Konopaske, R., dan Matteson, M. T. (2006). Perilaku dan Manajemen Organisasi. Jakarta: Erlangga.Kelloway, E. K. dan Frone ,M.R. (2005) Handbook of Work Stress. America: Sage Publication In.Kreitner, R dan Kinicki, A. (2005). Perilaku Organisasi, buku 1 dan 2, Jakarta: Salemba Empat.Mathis, Robert L. dan John H. Jackson. (2002). Manajemen Sumber Daya Manusia, Edisi Pertama Salemba Empat, JakartaJohn. Mathis, R.L. & Jackson J.H. (2006). Human Resource Management: Manajemen Sumber Daya Manusia. Terjemahan Dian Angelia. Jakarta: Salemba Empat.M Reeve James, dkk. 2013. Pengantar Akuntansi, Buku I. Jakarta: Salemba Empat. Munandar, Ashar Sunyoto. (2008). Psikologi Industri dan Organisasi. Universitas Indonesia, Jakarta.Mutiara S, Panggabean. (2007). Manajemen Sumber Daya Manusia. Bogor: Ghalia Indonesia.Nelson, D. L., Quick, J.C., (2005). Understanding Organizational Behavior, USA: Thomson South Western.Panggabean, Mutiara (2007). Manajemen Sumber Daya Manusia. Bogor :Ghalia Indonesia.Priyatno, D. (2010). Paham Analisis Statistik Data Dengan SPSS. Jakarta : PT. Buku Seru.Riduwan. (2011). Dasar-dasar Statistika. Bandung: Alfabeta.Robbbins  dan Judge. (2007). Perilaku Organisasi, Buku 1 dan 2. Jakarta : Salemba Empat.Singarimbun, M dan Effendi, S. Metode Penelitian Survei, Jakarta: LP3ES, 2008.Sopiah. 2008. Perilaku Organisasi. Yogyakarta : Andi Soeroso, Andreas. 2008. Sosiologi 1 SMA Kelas X. Bogor : Yudhistira QudraSopiah. (2008). Perilaku Organisasi. Yogyakarta: Andi Offiset. Subhan, Z.  (2004). Kekerasan Terhadap Perempuan. Yogjakarta: Pustaka Pesantren.Sugiyono. (2005). Statistika Untuk Penelitian. Bandung: CV. Alfabeta.Sugiyono. 2010, Metode Penelitian Kuantitatif Kualitatif dan R&D ; Penerbit CV Alfabeta, Bandung.Sugiyono. (2011). Metode Penelitian Kuantitatif Kualitatif dan R&D. Bandung: CV. Alfabeta.Sugiyono. (2014). Metode Penelitian Bisnis, Edisi Ke delapan belas. Bandung: CV Alfabeta.Sulistiyani, Ambar, T dan Rosidah. (2009). Manajemen Sumber Daya Manusia. Konsep, Teori dan Pengembangan dalam Konteks Organisasai Publik, Edisi kedua. Yogyakarta: Graha Ilmu.Supardi. 2013. Aplikasi Statistika dalam Penelitian Konsep Statistika yang lebih Komperehensif. Jakarta: Change Publication.Triaryati, N. (2003). Pengaruh Adaptasi Kebijakan Mengenai Work Family Issue Terhadap Absen Dan Turnover. Jurnal Manajemen & Kewirausahaan, Vol.5 No.1, Unversitas Gadjah Mada, Yogyakarta. Veithzal, R. (2009). Manajemen Sumber Daya Manusia Untuk Perusahaan Dari Teori ke Praktik. Jakarta: Raja Grafindo Persada.Wirawan. (2010). Konflik dan Manajemen Konflik: Teori. Aplikasi, dan Penelitian. Jakarta: Salemba Humanika.Yasin, M. (2003). Wanita Karir dalam Perbincangan. Jakarta : Gema Insani PressZikmund, W. G., & Babin, B. J. (2013). Menjelajahi Riset Pemasaran. Jakarta: Selemba EmpatSumber Internet :https://media.neliti.com/media/publications/127629-ID-analisis-work-family-conflict-stres-kerj.pdf

An Analytical Employee Performance Evaluation Approach in Office Automation and Information Systems

2017 ◽  
pp. 324-343
Author(s):  
Maryam Kalhori ◽  
Mohammad Javad Kargar
Keyword(s):  
Performance Evaluation ◽  
Information Systems ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Evaluation System ◽  
Employee Performance ◽  
Office Automation ◽  
Performance Evaluation System ◽  
Evaluation Approach

With the extension of information technology, human resource management has experienced fundamental changes. One of the most important issues in human resource management is performance evaluation. Unlike number of studies in employee performance evaluation, there is a lack for systematic and quantitative approaches. Issues such as incomplete information, subjective and qualitative metrics, and also the difficulty of evaluating the performance are the main problems of this field. Hence, the current study exploits the capabilities of information systems and presents an approach for quantitative and automatic evaluation of employee performance in office automation systems. The results reveal the automatic employee performance evaluation system is a discrete dimension for employee performance evaluation systems.

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.

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