scholarly journals IMPLEMENTASI KOMPENSASI DAN BENEFIT: TINJAUAN MANAJEMEN SDI BERBASIS SYARI’AH

2018 ◽  
Vol 2 (1) ◽  
pp. 1
Author(s):  
Muhammad Nabil Khasbulloh
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Interesting Topic ◽  
The World ◽  
The One

Recently, the development of companies increasing rapidly and competitively, the companies has to compete each other in order to gain and preserve their qualified -human resources. Compentation and benefit are the one of the usual managing strategies to fullfil it and it is interesting topic to notes and to challenges for the managers, is how the system can maintain a sense of equity (internal evenly) with the amount of labor (external competitiveness). In order for the balance occurs then the managers do maintenance of the system and the value of these values. The Qur'an and Al-Hadith have explained and benefited the rewards that one receives upon his work in the form of covenant in the world and in the Hereafter. In its implementation of benefits from the perspective of syariah, human resource management should pay attention to the benefits aspect. Therefore, to be able to implement these aspects of shari'ah, payroll management is done by using "job grading". This research seeks to provide normative explanations regarding implementation and benefits in the management of sharia-based human resources.  

scholarly journals THE ROLE OF HR AUDITING IN INCREASING THE LEVEL AND POTENTIAL OF HUMAN RESOURCES MANAGEMENT

2020 ◽  
pp. 114-115
Author(s):  
Shukhrat Sattarov
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
The World ◽  
Management And Development

In the recent years, the world has undergone many positive changes and reforms in the field of human resource management and development. There is a growing tendency for organizations to view their employees as a revenue-generating resource. In this regard, changes are taking place in the world, especially in our country, and new terms are being used in the lexicon. Transitioning to a new stage of activity, open, transparent mechanisms of recruitment and hiring are being implemented.

scholarly journals CHALLENGES TO HUMAN RESOURCES MANAGEMENT IN AGRIBUSINESS

2021 ◽  
Author(s):  
Penka Goranova ◽  
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Human Resources Management ◽  
Present Stage ◽  
Current Management ◽  
Resources Management ◽  
The One

World practice shows that human resources in agribusiness are subject to management and this is an extremely effective and useful way to combine with other resources of the company to achieve its goals. Moreover, when we talk about human resources, we mean the perspective of their development, while when we talk about staff, we mean the one available in an agricultural company. Human resource management is a targeted impact on the object "people" to transform their suitability and motivation on the product, on productivity, profitability, efficiency, market position, profit, growth. We can point out that this is both a strategy and current management, which sets the framework for how to attract, support and motivate people in their activities. The purpose of the report is to highlight the differences in perceptions of personnel management and human resources management in certain directions and to outline the potential opportunities, the chances for success of agricultural firms at the present stage.

scholarly journals Impact of Globalization on Human Resource Management

2018 ◽  
Vol 7 (2) ◽  
pp. 51-62
Author(s):  
Manna Akter Lina
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Business Practices ◽  
Demand And Supply ◽  
Business Executives ◽  
Job Opportunities ◽  
The World

Globalization has a most important implication for human resource management practice in general. For some, globalization creates pressures for taking best, a transferable set of HRM practices that can spread around the world. It is a force that touches the lives of people living in all countries of the world. In the age of globalization, there is an opportunity to enter new markets, to improved job opportunities and higher remuneration for skilled employees. The challenges are equally numerous. Organizations need to deal with a mature workforce; and they must attract, integrate and maintain multicultural employment pools; human rights and business practices to be successful. The shortage between the demand and supply of talent is likely to increase, notably for high skilled employees and for the next generation of business executives. Global staffing and management of the workforce effectively in diverse culture are the key goals of global human resources. Organizations that manage these challenges effectively will find success and improve the lives of human resources throughout the world.

scholarly journals Aligning Strategic Human Resource Management To Human Resources, Performance And Reward

2013 ◽  
Vol 12 (11) ◽  
pp. 1405
Author(s):  
Melody Brauns
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Changes ◽  
Business Environment ◽  
Strategic Human Resource Management ◽  
Business Strategies ◽  
The World ◽  
The Future

In a rapidly changing business environment, one may recognise the words the only thing constant in life is change by French author Francois de la Rockefoucauld. Yet, with on-going change, it can be difficult to know what to do and how to do it. The world out there is harsh and competition is fierce. Indeed, the world is changing at a rapid pace. Therefore, both public and private sectors have to plan for the future and prepare for any unforeseen circumstance. This paper will discuss the link between Strategic Human Resource Management, Human resources, Performance and Reward, what we know, and the future direction of Strategic Human Resource Management. Strategic Human Resource Management involves making those decisions that define the overall vision, mission, core values and objectives of the organisation, thus determining the most effective utilisation of its resources. Walker (1992: 16) states that Strategic Management enables managers to respond to environmental changes based on a defined business mission, vision and values. Strategies are directional plans that guide management actions in the pursuit of opportunities. In essence, strategies point the way for the most promising changes. They are plans that give direction and address people related business issues. Human Resource strategies are important because they help determine how to manage people in relation to business strategies. Strategic Human Resource Management aligns Human Resources, which is necessary for the success of the organisation.

scholarly journals Current status of human resource management in China and EU

VUZF Review ◽  
2021 ◽  
Vol 6 (2) ◽  
pp. 80-87
Author(s):  
Liudmyla Batsenko ◽  
Roman Halenin ◽  
Wang Haibo
Keyword(s):  
European Union ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Construction Industry ◽  
Human Resource ◽  
Strategic Partnership ◽  
The European Union ◽  
One Belt One Road ◽  
The One

This paper studies the situation of human resource management in the construction industry between China and the European Union. According to the analysis, it shows the importance of human resource management. It summarizes the current situation and existing problems of human resource management in China and the European Union. Corresponding measures are proposed to facilitate the sustainable and healthy development of human resource management. Since the establishment of diplomatic relations between China and the EU, bilateral relations have developed smoothly. Later, the two parties established a strategic partnership. Subsequently, trade cooperation in various fields continued to develop. China proposes to implement the "One Belt One Road" initiative, and the European Union actively participates in the "One Belt One Road" framework agreement. The two parties' research on human resource management in the construction industry will be of great significance to promote further in-depth cooperation between the two parties in the field of construction and human resource management, and to expand and create a broader development space. Suggested deepen the reform of teaching content and curriculum system in accordance with the modern development of human resources. Emphasized that education investment for developing human resources and improving the quality of workers is not a simple consumption, but a long-term productive investment. emphasis is placed on the personnel appraisal system establishment of its the guarantee for the stability of the management staff.

scholarly journals A Case Study on Human Resource Management Practice of a Sport Organization

2018 ◽  
Vol 3 (4) ◽  
pp. 410-425
Author(s):  
Krisztina Dajnoki ◽  
György Norbert Szabados ◽  
Éva Bácsné Bába
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practice ◽  
Non Profit ◽  
Sports Organizations ◽  
Sport Organization ◽  
The One

Human resource with the adequate ability and skills is of decisive importance in all organizations, irrespective of the field of activity in which they operate. It is no different with the life of sports organizations. The human resource management of sports organizations is peculiar which is influenced by, on the one hand, the operating form of an organization, on the other hand, the nature of employment. Those well-known jobs can be also found in the sport organizations which are necessary to operate an organization and carry out the general tasks, at the same time, the amateur or professional athletes turn up as specific human resources. Aim of the study is to explore the specific characteristics of the human resource management of a particular organization, namely Debreceni Egyetem Atlétikai Club Sport Nonprofit Közhasznú Kft. (University of Debrecen Athletic Sport Non-profit Public Benefit Purpose Ltd., hereinafter: DEAC Ltd.), primarily focusing on the traditional HR functions. After reviewing the domestic and international specialized literatures, the practice of the examined sport organization will be described by means of case study, document analysis and managerial interview methods. Based on the results, it can be determined that there is no separate HR manager in case of the examined sport organization, due to its size, but the managing director carries out the tasks as an economic and HR manager in one person. From the aspect of organizational operation, the practice of HR functions is similar to the practice of other SME business organizations, at the same time, the management of athletics as human resources means its specific characteristic where the managements of labour supply, career and talent has other interpretation.

scholarly journals Analysis of relevance between international HRM and industry demand: A review of scientific literature

2021 ◽  
Vol 4 (1) ◽  
pp. 199-208
Author(s):  
Lina Sukanti ◽  
Budi Harto ◽  
Panji Pramuditha
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Phenomenological Approach ◽  
International Human Resource Management ◽  
The World ◽  
International Human ◽  
International Hrm

This article attempts to analyze how the relevance of international human resource management and the demands of the world of work through an in-depth study of the evidence findings from the studies of global HR governance and employment experts. In short, we search the literature utilizing an online search. Our analysis involves coding, evaluating, interpreting systems under a phenomenological approach to obtain correct, valid, and reliable answers. So the results of our study can conclude that there is a relevance between international human resource management and the needs of the world of work between countries. The use of international-level human resources to achieve business targets without national borders is known as international human resource management. Thus this input is an addition to the parties involved in the world of international human resources management.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

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