scholarly journals Pengaruh Pengembangan Sumber Daya Manusia, Budaya Organisasi dan Motivasi terhadap Kinerja Karyawan PT. Pertamina (Persero) Unit Pengolahan V Balikpapan - Kalimantan Timur

2018 ◽  
Vol 1 (1) ◽  
pp. 72
Author(s):  
FARIANSYAH HASSAN BASRIE
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Corporate Culture ◽  
Structural Equation ◽  
Work Motivation ◽  
Employee Performance ◽  
Resource Development ◽  
Negative Influence ◽  
Processing Unit ◽  
East Kalimantan

This research aimed to analyzis effect of: 1) human resource development, corporate culture, motivation toward employee performance, 2) corporate culture toward human resource dvelopment, 3) corporate culture toward motivation, 4) motivation toward human resource development and, 5) human resource development toward motivation in PT Pertamina (Persero) Processing Unit V East Kalimantan.Furthermore, object of this research was PT Pertamina (Persero) Processing Unit V East Kalimantan. This study using survei method with cross section analyzis. Sample using purposive sampling method. Respondance of this research was 16332 fixed, 1599 unfixed employee of PT Pertamina (Persero) Processing Unit V East Kalimantan. Each of population take as respondance 95 employee, total respondance 190. Sum of, 174 respondace take a questioner bac (almost 92%) model testing using structural equation modelling.In addition, this research found that corporate cuturw was build with increased inovation culture, organization activity base on employee orientation, and take attention to any problem cause be employee bring implication and better relation was a side effect of corporate culture and give space for employee to inovation and it can accomodate existing problem.This research also proofing that developing education and training, working capacity, knowladge ability, skill ability and on the job training, it can reach corporate objective. This research show that motivation had negative influence toward human resource development.This result also give information, that corporate culture had not directed effect on wok performance. On the other hand, other variable was give splilover effect. It was work motivation. This variable can be organization effort within increasing employee performance and organization. 

scholarly journals THE EFFECT OF WORK FROM HOME ON CORPORATE CULTURE MEDIATED BY MOTIVATION, WORK BEHAVIOR, AND PERFORMANCE

2021 ◽  
Vol 19 (3) ◽  
pp. 522-534
Author(s):  
Reny Andriyanty ◽  
◽  
Farida Komalasari ◽  
Delila Rambe ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Corporate Culture ◽  
Structural Equation ◽  
Quantitative Research ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Work Behavior ◽  
Equation Modeling ◽  
And Performance

The research aims to analyze how WFH influences corporate culture through the availability of work facilities, motivation, work behavior, and employee performance. It is quantitative research using structural equation modeling. Data were obtained from 32 respondents that spread across Jakarta, Bekasi, and West Java. The results of this research show that WFH significantly affects the employee’s motivation. On the other hand, WFH has a significant direct effect on work motivation. Work motivation significantly affects work behavior. Work behavior affects employee performance significantly, and performance has a significant effect on innovative corporate culture. The analysis on the specific indirect effect resulted in significantly influencing innovation corporate culture from home through employee motivation, work behavior, and employee performance. Further research could explore the WFH-implementing mechanism as part of a culture of innovation for sustainable human resource development in the new-normal era of Indonesian companies

scholarly journals Pengaruh Pengembangan Sumber Daya Manusia Dan Religiusitas Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada Bank Unit Usaha Syariah Di Kota Palembang

2021 ◽  
Vol 8 (1) ◽  
Author(s):  
Menik Lestari ◽  
Dinnul Alfian Akbar ◽  
Chandra Zaky Maulana
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Purposive Sampling

This research uses quantitative research, the aim is to determine the influence of human resource development, religiosity, on employee performance with job satisfaction as an intervening variable. In this study, data was collected by distributing questionnaires to 100 employees using a purposive sampling method to determine respondents' responses to existing variables. The analysis was performed using the method of Structural Equation Modeling (SEM) based on partial least square (PLS). The results of the analysis show that human resource development has no effect on employee performance, religiosity has a positive and significant effect on employee performance. Human resource development has a positive and significant effect on job satisfaction, religiosity has a positive and significant effect on job satisfaction, and job satisfaction variables have a positive and significant effect in moderating human resource development on employee performance and religiosity on employee performance. This means that the more often human resource development is given, the higher the employee's performance and the higher the employee's religiosity, the higher the employee's performance will be and will result in job satisfaction for employees at the Sharia Business Unit Bank in Palembang City.  Keywords: Human Resources Development, Religiosity, Employee Performance, and Job Satisfaction.  AbstrakPenelitian ini menggunakan jenis penelitian kuantitatif, tujuannya yaitu untuk mengetahui besarnya pengaruh pengembangan sumber daya manusia, religiusitas, terhadap kinerja karyawan  dengan kepuasan kerja sebagai variabel intervening. Dalam penelitian ini data dikumpulkan dengan meyebarkan kuesioner terhadap 100 karyawan menggunakan metode purposive sampling untuk mengetahui tanggapan responden terhadap variabel yang ada. Analisis dilakukan dengan menggunakan metode Structural Equation Modelling (SEM) berbasis partial least square (PLS). Hasil analisis menunjukkan bahwa pengembangan sumber daya manusia tidak terdapat pengaruh terhadap kinerja karyawan, religiusitas berpengaruh positif dan signifikan terhadap kinerja karyawan. Pengembangan sumber daya manusia berpengaruh positif dan signifikan terhadap kepuasan kerja, religiusitas berpengaruh positif dan signifikan terhadap kepuasan kerja, Dan variabel kepuasan kerja berpengaruh positif dan signifikan dalam memoderasi antara pengembangan sumber daya manusia terhadap kinerja karyawan dan religiusitas terhadap kinerja karyawan. Ini berarti semakin sering pengembangan sumber daya manusia diberikan maka semakin tinggi kinerja karyawan dan semakin tinggi religiusitas karyawan maka kinerja karyawan akan semakin tinggi dan akan menghasilkan kepuasan kerja bagi karyawan pada Bank Unit Usaha Syariah di Kota Palembang.  Kata Kunci: Pengembangan Sumber Daya Manusia, Religiusitas, Kinerja Karyawan, dan Kepuasan Kerja.

scholarly journals The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

2020 ◽  
Vol 18 (1) ◽  
pp. 130-140
Author(s):  
Amani Abu Rumman ◽  
Lina Al-Abbadi ◽  
Rawan Alshawabkeh
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Training ◽  
Resource Development ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to 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.

scholarly journals Pengaruh Knowledge Management terhadap Pengembangan Sumber Daya Manusia dan Kinerja Karyawan Perhotelan di Sulawesi Selatan

2020 ◽  
Vol 10 (2) ◽  
pp. 199
Author(s):  
Andi Hasbi
Keyword(s):  
Knowledge Management ◽  
Structural Equation Modeling ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Hotel Employees

Many studies have linked knowledge management and human resource development to create standardized services. However, the relationship between the two in the hospitality industry is still lacking as an object of research. The purpose of this study was to analyze the influence of knowledge management on the development of hospitality HR in South Sulawesi. This research uses a quantitative approach with inferential statistical analysis. This research was conducted in three selected districts, namely, Bone Regency, Soppeng Regency, and Wajo Regency, which were the research locus. The population in this study were all-star and non-star hotel employees in the three districts. The total sample is 200 hotel employees and respondents are selected using the accidental method. Data collection using a questionnaire that was built based on previous research. The data analysis technique uses descriptive analysis and Structural Equation Modeling, which is processed in Linear Structural Relation software (LISREL 8.5). The results indicated that there was a significant influence on the development of human resources in hospitality. This means that to improve the outcome of hospitality HR including education, training and the development of the hospitality industry is required to be able to maintain and maintain knowledge management through the implementation of job procedures, able to transfer personal knowledge and technological mastery. Knowledge management directly has a little positive and significant impact on employee performance, but simultaneously Knowledge Management has a very positive and significant effect on employee performance through HR development. This research implies that performance-based training and development and application of knowledge management should be carried out simultaneously in the hospitality industry to produce standardized services in each district.Keywords: Employee Performance; Human Resource Development; Knowledge Management; Linear; Structural Equation Modeling; and Structural Relation software.

Impact of human resource development (HRD) practices on pharmaceutical industry’s performance

2019 ◽  
Vol 43 (1/2) ◽  
pp. 188-210 ◽  
Author(s):  
Frank Nana Kweku Otoo ◽  
Evelyn Akosua Otoo ◽  
Godfred Kwame Abledu ◽  
Akash Bhardwaj
Keyword(s):  
Pharmaceutical Industry ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Content Type ◽  
Pharmaceutical Industries

Purpose The purpose of this paper is to examine the mediating role of employee performance in the association between human resource development (HRD) practices and organizational performance. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 700 employees of the selected pharmaceutical industries. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some HRD practices influence organizational performance through their impact on employee performance. The study further revealed that employee performance mediates the association between HRD practices and organizational performance. Research limitations/implications The research was undertaken in the pharmaceutical industry and the analysis is based on cross-sectional data, which cannot be generalized across a broader range of sectors. Practical implications The findings of the study have the potential to help policy makers, stakeholders and management of pharmaceutical industries in adopting properly and well-articulated HRD practices to enhance the quality of human capital and create sustainable competitive advantage. Originality/value This study extends the literature by adducing evidence empirically that employee performance mediated the association between HRD practices and organizational performance of the pharmaceutical industry in Ghana.

scholarly journals PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

2012 ◽  
Vol 16 (4) ◽  
pp. 391
Author(s):  
Agung Widhi Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Equation Modeling ◽  
Significance Level ◽  
Job Motivation

This study aims to explain the effect of leadership and human resource development on job satisfaction, job motivation and employees performance. Analysis by using Structural Equation Modeling (SEM) with alpha 5% to test the significance of research variable. The data were taken from all Bank Sulselbar employees using cluster random sampling technique. The total respondents were 184 respondents. Questionnaire (main instrument), interview, observation, and documentary were used in collecting the data. Results of analysis (at significance level of 5%) showed that: 1) leadership has a significant effect on job satisfaction, 2) human resource development has a significant effect on job satisfaction, 3) leadership has a significant effect on job motivation, 4) human resource development has a significant effect on job motivation, 5) leadership has a significant effect on employee performance, 6) human resource development has a significant influence employee performance, 7) job satisfaction has a significant effect on job motivation, 8) job satisfaction has a significant effect on employee performance, and 9) job motivation does not significantly affect on employee performance.

scholarly journals PENGARUH KEPEMIMPINAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA TERHADAP KEPUASAN KERJA, MOTIVASI KERJA, DAN KINERJA KARYAWAN BANK SULSELBAR

2018 ◽  
Vol 16 (4) ◽  
pp. 391-408
Author(s):  
Agung Widhi Kurniawan
Keyword(s):  
Job Satisfaction ◽  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Equation Modeling ◽  
Significance Level ◽  
Job Motivation

This study aims to explain the effect of leadership and human resource development on job satisfaction, job motivation and employees performance. Analysis by using Structural Equation Modeling (SEM) with alpha 5% to test the significance of research variable. The data were taken from all Bank Sulselbar employees using cluster random sampling technique. The total respondents were 184 respondents. Questionnaire (main instrument), interview, observation, and documentary were used in collecting the data. Results of analysis (at significance level of 5%) showed that: 1) leadership has a significant effect on job satisfaction, 2) human resource development has a significant effect on job satisfaction, 3) leadership has a significant effect on job motivation, 4) human resource development has a significant effect on job motivation, 5) leadership has a significant effect on employee performance, 6) human resource development has a significant influence employee performance, 7) job satisfaction has a significant effect on job motivation, 8) job satisfaction has a significant effect on employee performance, and 9) job motivation does not significantly affect on employee performance.

Measuring the impact of human resource development (HRD) practices on employee performance in small and medium scale enterprises

2018 ◽  
Vol 42 (7/8) ◽  
pp. 517-534 ◽  
Author(s):  
Frank Nana Kweku Otoo ◽  
Mridula Mishra
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Resource Development ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type ◽  
Medium Scale ◽  
The Impact

Purpose The purpose of this paper is to examine the impact of human resource development practices on employee performance in small and medium scale enterprises. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 500 employees of the selected SME’s. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Findings The results indicate that some human resource development practices impact employee performance. Performance appraisal however does not impact employee performance of the firms studied. Research limitations/implications The research was undertaken in small and medium scale enterprises, and the analysis based on cross-sectional data which cannot be generalized across a broader range of sectors. Practical implications The findings of the study will help stakeholders, policy makers and management of SME’s in espousing appropriate and well-articulated HRD practices to improve employee competencies and enhance organizational effectiveness. Originality/value This study extends the literature by empirically adducing evidence that, human resource development practices impact employee performance of small and medium scale enterprises in Ghana.

scholarly journals The Impact of Human Resources Development and Organizational Culture on Employee Performance

2021 ◽  
Vol 4 (2) ◽  
pp. 2227-2233
Author(s):  
E. Kosmajadi
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Good Condition ◽  
Resource Development ◽  
Survey Method ◽  
Statistical Process ◽  
The Impact

Research is motivated by the phenomenon of low employee performance, presumably due to suboptimal human resource development and a less conducive organizational culture. The study aims to identify and analyze: a. human resource development, organizational culture, employee performance; b) the magnitude of the influence of human resource development on employee performance; c) the importance of the impact of organizational culture on employee performance; and the extent of the effect of human resource development and organizational culture on employee performance. This research uses a quantitative approach with a survey method. The data collection tool used a questionnaire distributed to 44 employees. The data obtained were analyzed descriptively and through a statistical process. The results showed: a. From the results of descriptive analysis of human resource development, organizational culture and employee performance are in good condition, but there are weaknesses in certain aspects. The results of the verification analysis show; b) human resource development has a significant effect on employee performance with a magnitude of influence of 66.69%; c) organizational culture has a significant impact on employee performance with the importance of the result of 51.84%; and d) the development of human resources and organizational culture together have an effect on employee performance with the magnitude of the influence of 78.30%, the remaining 21.70% is influenced by other factors that are not included in the model. In conclusion, both partially and simultaneously, human resources and organizational culture's development affects employee performance.

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