scholarly journals The Role of Competency on The Effect of Training and Development System toward Job Productivity in The Human Resource Management Universal Corporation

2020 ◽  
Vol 10 (1) ◽  
Author(s):  
Wanda Gema Prasidio Akbar Hidayat
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Training And Development ◽  
Development System ◽  
Consulting Services ◽  
Job Productivity ◽  
A Company

Employee development related to job productivity was very necessary in a company organization, because the existence of the program could helped to improving employee competency. The importance of education and training based on competency would enhanced the ability and build character of the human resources concerned. Referring to this, Human   Resource Management Universal Corporation were established company in 2009 and engaged in consulting services related to training and human resource development and had 64 trainers of national and international certified and was trained in providing training and consulting to client. This study aimed to analyzing the effect of training and development system toward productivity jobs through competency on trainers in the Human Resource Management Universal Corporation. The type of this study was an explanatory survey type with used the path analysis method. Based on the results of the study it can be concluded several things, including:  1.)  The  effect  of  training  and  development  system  toward  competency  was significant with value of 0,503; 2.) The effect of training and development system toward job productivity was significant with value of 0,426; 3.) The effect of competency toward job productivity was significant with value of 0,495; 4.) The effect of training and development system toward job productivity through competency was significant with value of 0,248.

scholarly journals MENERAPKAN NILAI ISLAM DALAM PENGEMBANGAN MUTU PENDIDIKAN TERKAIT MANAJEMEN SUMBER DAYA MANUSIA

2020 ◽  
Vol 4 (2) ◽  
pp. 47-52
Author(s):  
Handika ◽  
Yogie Dwi Saputra
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Training And Development ◽  
Quality Education ◽  
Education Quality ◽  
Quality Of Education ◽  
A Company

ABSTRAKManajemen sumber daya manusia adalah suatu bidang manajemen khusus yang mempelajari hubungandan peranan manusia dalam suatu organisasi. Manusia adalah tenaga kerja yang bekerja dalam suatuperusahaan. Salah satu faktor suatu pendidikan bisa berkembang adalah adanya manajemen sumber dayamanusia yang baik dan sesuai dengan nilai-nilai Islam. Dengan adanya sumber daya manusia yang berkualitasakan dapat berpengaruh pada proses dan kemajuan yang lebih baik dalam bidang pendidikan tersebut.Meningkatkan sumber daya manusia menjadi semakin penting untuk institusi yang digunakan untukmendapatkan kontrol yang lebih baik melalui lembaga mereka sendiri. Lembaga harus menunjukkan bahwamereka mampu memberikan pendidikan yang berkualitas untuk pelajar. Untuk setiap institusi, kualitas adalahagenda dan kualitas utama perbaikan adalah tugas yang paling penting. Salah satu yang harus di perhatikandalam Manajemen sumber daya manusia di Indonesia ini adalah peningkatan kualitas mutu pendidikan dengantujuan untuk mengubah institusi yang mengoperasikannya menjadi tim yang tulus, tanpa konflik dan persainganinternal, untuk mencapai satu tujuan, yaitu untuk kemajuan pendidikan yang lebih baik.Hasil penelitian ini menunjukkan bahwa: Perencanaan sumber daya untuk meningkatkan mutu pendidikanseleksi dan orientasi, serta penempatan sumber daya manusia secara profesional. Pelaksanaan sumber dayadilakukan dengan kegiatan pendidikan, pelatihan dan pengembangan sumber daa manusia yang berperan dalampeningkatan mutu pendidikan yang berkualitas sesuai nilai-nilai islam.Kata kunci: Manajemen, Sumber Daya Manusia, Peningkatan dan Kualitas mutu pendidikanAbstractHuman resource management is a specialized management field that studies the relationships and roles ofhumans in an organization. Humans are workers who work in a company. One of the factors that can developeducation is the existence of good and appropriate human resource management in accordance with Islamicvalues. With the existence of quality human resources will be able to influence the process and better progress inthe field of education. Increasing human resources is becoming increasingly important for institutions that areused to gain better control through their own institutions. Institutions must show that they are able to providequality education for students. For each institution, quality is the agenda and the main quality of improvement isthe most important task. One of the things that must be considered in human resource management in Indonesiais to improve the quality of education with the aim of changing the institutions that operate it into a sincereteam, without conflict and internal competition, to achieve a goal, namely for the betterment of education.The results of this study indicate that: Planning resources to improve the quality of education selection andorientation, as well as the placement of human resources in a professional manner. The implementation ofresources is carried out through educational activities, training and development of human resources that play arole in improving the quality of quality education in accordance with Islamic values.Keywords: Management, Human Resources, Improvement and Quality of education quality

scholarly journals Religious-Based Higher Education Institution and Human Resource Development: A Case Study of Universitas Pesantren Tinggi Darul Ulum Jombang (UNIBDU)

Al-Albab ◽  
2018 ◽  
Vol 7 (1) ◽  
pp. 103
Author(s):  
Samsul Maarif
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Community Service ◽  
Education Institution ◽  
Educational Management

The role of higher education is very crucial in developing human resource because it is a future investment which has great effect on the improvement of real sector. Higher education is proven to be an effective agent of social change. In human resource management, the role of higher education is embodied in community service program which is more known as “Tri Dharma Perguruan Tinggi” including acquisition, transmission and application. Human Resource management is basic administrative description or educational management based on a series of interrelated processes in guiding the behavior of individuals as the member of an organization in order to achieve its goals. The process can be identified as follows: planning, compensation, recruitment, selection, induction, appraisal, development, maintenance, performance, security, integration, and information.

scholarly journals PENDEKATAN METODE ALTMAN Z-SCORE DALAM PENENTUAN INSENTIF BONUS PEGAWAI

Kilat ◽  
2018 ◽  
Vol 7 (1) ◽  
pp. 1-6
Author(s):  
Redaksi Tim Jurnal
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Motivation ◽  
Individual Member ◽  
Z Score ◽  
Score Method ◽  
A Company

Human resource management is one area of management that specifically studies the relationships and the role of humans in the organization. Human resource management can also produce a good performance in a company by way of valuation, reward service in each individual member organization in accordance with its work ability. Revenue earned by each individual will be different, including bonuses or incentives that are very useful to improve work motivation. Incentives given to each employee certainly not the same from one to another. This incentive calculation process requires the index as a factor factor in its final outcome. One method that can be used in the determination of the index is by using the Altman Z-Score method. This method can be used for determining the value used for the determination of bonus incentives.

scholarly journals MANAJEMEN SUMBER DAYA INSANI

2020 ◽  
Vol 4 (2) ◽  
pp. 210
Author(s):  
Sukarno L. Hasyim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Active Role ◽  
Training And Development ◽  
Organizational Goals ◽  
Management Function ◽  
Management Functions

Pada dasarnya setiap organisasi tidak akan lepas dari keberadaan sumber daya insani yang dapat membantu melaksanakan serangkaizin aktivitas dalam pencapaian tujuan organisasi. Untuk itu diperlukan pula peran aktif manajer dalam memahami dan mengelola orang-orang yang ada dalam organisasi. Pengelolaan sumber daya insani harus dilakukan secara efektif dan efisien. Manajemen Sumber Daya Insani (MSDI) ini tidak saja mengandalkan pada fungsi manajemen seperti perencanaan, pengorganisasian, pengarahan dan pengendalian, namun pada implementasinya, mengandalkan pada fungsi operasional manajemen SDM seperti rekrutmen, seleksi, penilaian prestasi, pelatihan dan pengembangan, serta praktek pemberian kompensasi.Kata kunci: manajemen, fungsi, organisasi, keberadaan Basically, each organization will not be separated from the existence of human resources that can help carry out a series of activities in achieving organizational goals. This requires an active role of managers in understanding and managing people in the organization. Human resource management must be carried out effectively and efficiently. This Islamic Human Resource Management (MSDI) not only relies on management functions such as planning, organizing, directing and controlling, but in its implementation, relying on operational HR management functions such as recruitment, selection, performance appraisal, training and development, and the practice of compensation.Keywords: management, function, organization, existence

Post-Leave (Return to Work) Training Needs and Human Resource Development

2021 ◽  
pp. 152342232098293
Author(s):  
Denise R. Philpot ◽  
Mariya Gavrilova Aguilar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Return To Work ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Training And Development ◽  
Training Needs ◽  
Organizational Policies ◽  
Leave Taking

The Problem Employee leave is impacted by a variety of laws that address employer obligations and employee responsibilities. While the employee leave process is managed by an organization’s Human Resource Management (HRM) function, in most cases these laws and internal organizational policies and procedures do not address the training needs related to the employee’s return to work and subsequent integration into the workplace. Training, and Development is a component of Human Resource Development (HRD) and thus HRD should be largely involved in the employee’s transition back to work. In addition, supervisors/managers should examine their role in to evaluating the training needs of the employee and facilitating a successful post-leave return to work. The HRD literature can benefit from an integrated model of. The Solution This article reviews an important workplace phenomenon existing at the intersection of Human Resource Management (HRM) policies related to employee leave and HRD practices related to addressing training needs upon return to work and emphasizing employee orientation and integration back into the workforce. As a major component of HRD, Organization Development (OD) can also be employed to create a supportive organizational culture for employees on leave. We synthesize existing research on post-leave and rely on the HRD literature to propose solutions that highlight employee training and development interventions. Recommendations for practitioners include how to improve the workplace environment for employees prior to their leave as well as upon return, how to enhance the existence of orientation programs, and how to properly train managers to work well with employees and assess their training needs upon return from leave. The Stakeholders HRD practitioners that are looking to improve leave policies and documented practices as they pertain to the performance and training needs of leave-taking employees upon returning to work as well as managers that strive to ensure returning employees have the knowledge and skills necessary to regain previous levels of competence and productivity will be interested in this research.

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