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.

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 CHARACTER-ORIENTED HUMAN RESOURCES MANAGEMENT OF ISLAMIC BOARDING SCHOOL (PONDOK PESANTREN) IN LAMPUNG PROVINCE, INDONESIA

2021 ◽  
Vol 9 (5) ◽  
pp. 1288-1293
Author(s):  
Abdul Aziz ◽  
◽  
Idham Kholid ◽  
Syaripudin Basyar ◽  
Subandi a ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Educational Institution ◽  
Boarding School ◽  
Boarding Schools ◽  
Management Planning ◽  
Management Evaluation ◽  
School Year

Islamic boarding school (Pondok Pesantren) is the oldest educational institution in Indonesia. It is an authentic Indonesian cultural heritage. The advancement of science and technology has influenced the Islamic boarding schools paradigm. On the other hand, the Islamic boarding school must be consistent in maintaining its cultural characteristics. There are four types of Islamic boarding schools in Lampung Province: pure Salafiyah, Madrasah Diniyah Takmiliyah, formal Diniyah education, and Takhassus. This study aims to determine the character-oriented human resource management of Islamic boarding schools in Lampung Province. This study employed the qualitative approach, which utilized interviews, observations, and documents to collect the data. The findings of this study are 1) the Islamic boarding schools human resource management planning includes needs analysis, recruitment, selection, and placement. 2) the implementation of Islamic boarding schools human resource management includes education through routine recitation, routine coaching, workshops, training, seminars, comparative studies, tawajjuhan thariqoh, night prayer (qiyamul lail), five daily prayers, routine dzikir, and tahsin and tahfidz Al Quran. 2) The human resource management Evaluation of Islamic boarding schools is carried out once a month, every two months, once every three months, at the end of the semester, at the end of the school year, and even at any time. The planning, implementing, and evaluating character excellence are done through 1) moral character, which includes trustworthiness, honesty, responsibility, sincerity, courtesy, qanaah, loyalty, and militancy. 2) Performance characters must include competence, discipline, punctuality, respect for time, collaboration, hard work, and thoroughness.

Human resource management in the changing business environment of the Indian construction industry: a case study

2013 ◽  
Vol 3 (6) ◽  
pp. 1-17
Author(s):  
Shashank Shah ◽  
R.N. Ajith Sankar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Construction Industry ◽  
Human Resource ◽  
Human Resources Management ◽  
Business Environment ◽  
Subject Area ◽  
Content Type ◽  
Grass Root Level ◽  
A Company

Subject area Human resource management. Study level/applicability The case can be used on courses related to human resources management (HRM), which are offered in management programmes like MBA/PGDBM. The case could also be used in management development programmes, seminars and workshops that have HRM as a component of the programme. The case can be used effectively for classroom discussions as well as in distance learning programmes. Case overview The case looks into the HRM practices at a leading Indian construction company – ABC Constructions. The case tries to explain the management perspectives behind the people practice initiatives undertaken by the company in order to recruit/retain and nurture talent. The case also explains the basic principles underlying its human resource policies. It tries to explain the initiatives taken by ABC Constructions to meet the challenges posed by the changing business environment, as the company moves beyond the borders of the country of its initial operations. The case provides an overview of unique challenges faced by a company in the Indian construction industry, where a significant number of people executing its projects are not its permanent employees. Expected learning outcomes The students would get a fairly good understanding of existing good practices in the field of human resource management, especially in the context of a multifaceted and labour intensive construction industry in the Indian corporate scenario. Anecdotes of actual experiences with respect to people management would facilitate greater understanding of the complexities involved at the grass root level of functioning and implementation. Theoretical inputs relating to training could be better understood through the customised programmes provided by the company for its diverse workforce. The HR challenges faced by the top management as a company grows and expands to new markets can better be understood. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes.

scholarly journals FEATURES AND PROSPECTS OF DEVELOPMENT OF DIGITALIZED HUMAN RESOURCE MANAGEMENT

2020 ◽  
Vol 8 (2) ◽  
pp. 95-99
Author(s):  
S. Kuznecov ◽  
S. Saprykina
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Way Of Life ◽  
Human Resource Management System ◽  
Resource Management System ◽  
The Press ◽  
A Company ◽  
The Way

In today's world, we are increasingly using the digital aspects of our lives, as evidenced by the way we spend time or manage money. Every year, or even month, the habitual way of life, the way of communication, entertainment or obtaining information, is changing rapidly, just like human resource management, and in the conditions of the existing reality it is difficult to imagine a world without digitalization. The process of digitalization has touched all areas of business, for example, how you represent a company on the Internet or how you attract new customers. The relevance of the topic of the article is that we are becoming digital consumers who are looking for services not in the press or ads, but in search engines. All information can now be found on a million websites and it is thanks to this that we are making the transition to the digital economy. Actually, an important transformation is currently taking place, namely the transition to digitalization. The aim of the work is to compare the classical human resource management system and modern digitalized personnel management and identify differences, as well as a detailed consideration of the features and prospects for the development of digitalized human resources management.

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.

Research on HRM Based on Knowledge System

2014 ◽  
Vol 687-691 ◽  
pp. 4894-4897
Author(s):  
Xin Zhao
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Rapid Change ◽  
Design Organization ◽  
Resources Management ◽  
Current State ◽  
System Requirements ◽  
Basic Ideas

We are in an era of rapid change and the gradual opening of changes push us to make a lot of new theories and thinking to deal with the problems faced very different from previous close, and open and at the same time so that we can think about making reference to external experience. In this case, how should the planning, design, organization and implementation of both compatible with the current state of the personnel system requirements for the current situation of reform, but also has certain forward-looking human resources management system, is currently engaged in human resource management for all staff challenge. Based on this, the era of knowledge from four aspects of human resource management and knowledge management integration were discussed and presented the basic ideas.

Challenges facing human resources management in applying modern concepts of human resources management – An applied study on private hospitals in Khamis Mushait –: التحديات التي تواجه إدارة الموارد البشرية في تطبيق المفاهيم الحديثة لإدارة الموارد البشرية - دراسة تطبيقية على المستشفيات الخاصة بخميس مشيط –

2021 ◽  
Vol 5 (1) ◽  
Author(s):  
Bader Yahya Alshahrani, Adullah Ali Alammar
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Statistical Significance ◽  
Human Resources Management ◽  
Relative Weight ◽  
Main Tool ◽  
Private Hospitals ◽  
Resources Management

A study entitled the challenges facing human resource management in applying the modern concepts of human resources management by applying to the hospitals in Khamis Mushait. This study aims to identify the challenges facing human resource management in applying modern concepts of human resources management. In order to achieve the objectives of the study, of the nature of the study, while the questionnaire was used as a main tool for data collection. The study population is from the private hospitals in Khamis Mushait. The sample of the study was 91 workers. The study reached a set of results. Maha: The challenges of the external environment are the most influential in the application of modern concepts of human resources management in the hospitals of Khamis Mushait, while the application of modern concepts of human resources management in private hospitals in Khamis Mushait medium degree with a relative weight (65.80%). The results showed no differences Statistical significance among the opinions of hospital staff in Khamis Mushait on their appreciation of the challenges facing human resource management in applying the modern concepts of human resources management due to the gender variable and the variable age, the variable of scientific qualification and the variable years of service. To study the need to apply modern concepts of human resources management as an essential part of the culture of the institution, and to create a permanent relationship between management and employees to promote the application of modern concepts of human resources management, and attention to continuous training to develop the skills of staff and develop their abilities to achieve development of the hospital.

scholarly journals Impact of National Culture on International Human Resource Management

2016 ◽  
Vol 54 (2) ◽  
pp. 281-300 ◽  
Author(s):  
Biljana Đorđević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
National Culture ◽  
Human Resources Management ◽  
Resources Management ◽  
Policies And Procedures ◽  
Business Conditions ◽  
The Impact

Abstract In today’s business conditions, the internationalisation of business becomes an almost inevitable precondition for future growth and development of organisations. However, internationalisation of business usually requires organisations to implement some changes in the way they operated in the previous period. One of the areas that require some changes is the area of human resource management, too. Factors which require modifications in this system are related primarily to the legal regulations of other countries, but also to the characteristics of their national culture. The former influence comes from the fact that national culture exerts a powerful influence on the system of values, attitudes and behaviour of people in a particular country and, among the other things, on the preferences for policies and procedures in the field of human resources management. Starting from the above, this paper analyses the impact of certain dimensions of national culture on the preferred content of human resources management in organisations in certain countries. The aim of the paper is to provide the theoretical basis for organisations that internationalised their business, or intend to do so, to create system of human resource management in the entities abroad which, at least, will represent the balance between the system that is applied at headquarter and one that is preferred in entities abroad, in order to be effective.

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