scholarly journals Audit Manajemen Atas Fungsi Sumber Daya Manusia Pada PT Taspen (Persero) KCU Semarang

MANAJERIAL ◽  
2021 ◽  
Vol 8 (02) ◽  
pp. 206
Author(s):  
Etik Nur Aini Romdhoniyati ◽  
Heni Widyarti ◽  
Ardian Widiarto
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Social Insurance ◽  
Employment Relations ◽  
Employee Protection ◽  
Research Implication ◽  
General Section ◽  
Management Functions ◽  
Management Audit

Background - Improve the quality and convenience of customers in social insurance services. PT. Taspen (Persero) KCU Semarang requires a management audit to evaluate and provide recommendations that need to be done to obtain effective human resources. interview with the Head of General and HR Section and several employees at PT. Taspen (Persero) KCU Semarang, the function of human resources (HR) at PT. Taspen (Persero) KCU Semarang can be said to have not been effective. Purpose – The purpose of this study was to determine the implementation of the eight Human Resource functions and the effectiveness of the Human Resource function at PT. Taspen (Persero) KCU Semarang. Design/ Methodology/ Approach - This research used descriptive qualitative. Data were collected using interview methods, questionnaires, and documentation studies. Data analysis used management audit with four stages, namely preliminary audits, review and testing of management controls, detailed audits, and reports. Result and discussion - Five of the eight HR functions at PT. Taspen (Persero) KCU Semarang has been implemented effectively, namely (1) performance appraisal, (2) career development, (3) reward and compensation system, (4) employee protection and (5) employment relations. Meanwhile, the three functions that have not been implemented effectively include (1) orientation and placement, (2) training and development, and (3) termination of employment. Conclusion - The eight management functions have not fully achieved the expected effectiveness in accordance with the audit indicators in the human resources function. Research Implication – The implications in research for PT Taspen (Persero) KCU Semarang can be used as material for consideration and evaluation of three HR functions that have not been implemented effectively, so that they can be used for decision making to improve HR management performance, especially in the general section.

EFEKTIVITAS MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB MUARO JAMBI

2021 ◽  
Vol 5 (1) ◽  
pp. 1-6
Author(s):  
Dedy Alamsyah ◽  
A Khalik ◽  
Dian Nisa Istofa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Resources Management ◽  
Qualitative Descriptive ◽  
Education Personnel ◽  
Management Functions

This study aims to analyze the efficiency of human resource management in improving the quality of Muaro Jambi Extraordinary School. This study uses qualitative descriptive methods. Data is collected through observations, interviews, and documentation. The results showed that SLB Muaro Jambi applies two management functions in managing its SDM, namely the planning and implementation functions. Human Resource Management consists of planning the needs and development of educators and education personnel; procurement of capacity building training for teachers and staff/employees. The implementation of human resources involves committees, teachers, and staff/ employees to realize the activities that have been planned. Human Resources Management can effectively improve the quality of education in SLB.

scholarly journals HRM Practices and its Impact on Employee Performance: A Study on the Cement Industry in Bangladesh

2013 ◽  
Vol 2 (2) ◽  
pp. 192-199
Author(s):  
Mst. Momena Akhter ◽  
Md. Nur-E-Alam Siddique ◽  
Md. Asraful Alam
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Negative Impact ◽  
Positive Impact ◽  
Stock Exchange ◽  
Employee Performance ◽  
Cement Industry ◽  
Hrm Practices ◽  
The Impact

In present situation, companies can gain strong competitive advantage through applying effective and efficient human resource practices. If the human resources are managed properly, they can contribute to the success for the company. The effective management of human resource is possible through the implementation of sound HRM practices. . The main objective of this research is studying the impact of HRM practices on employee performance in the context of cement industry in Bangladesh.  For this purpose the researchers have tried to investigate impact of the various components of HRM practices on employee performance of a sample of 160 employees from seven cement companies listed in the Dhaka Stock Exchange. The data were analyzed by a regression analysis to determine the impact of HRM practices on employee performance. The result shows that training & development and opportunity for career development have a significant positive impact on employee performances. On the other hand, Performance appraisal, Compensation & Benefits, and Leadership Practices have a positive impact on employee performance but the impact is not significant in the context of cement industry in Bangladesh. Moreover, work life balance has a negative impact on employee’s performance. Furthermore, efficient management of human resources can increase the performance of the employees of the cement companies in Bangladesh. JEL Classification Code: M12; J53  

scholarly journals Implementation of Performance Management on Bank Syariah Mandiri

2017 ◽  
Vol 9 (4) ◽  
pp. 123
Author(s):  
Amiral Emeraldo Zahari ◽  
Hady Efendy
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Performance ◽  
Formal System ◽  
Annual Review ◽  
Work Unit ◽  
Self Assessment

The success of an organization in achieving its vision and mission depends on the quality of its human resources. Organizational management is essentially a process of human resource management because all organizations must operate through human resources. The quality of human resources is reflected in its performance within the company. Employee performance as a human resource is measured in a formal system called performance appraisal. Performance management is applied to achieve the company's vision and mission through employee competence and performance that match the values contained within the company. The targets of each work unit based on the balance scorecard set by the Directorate. The performance of Bank Syariah Mandiri (BSM) employees is monitored through key performance indicator. Performance appraisal of BSM employees is done periodically every 3 months, i.e. quarterly review and annual review. The grouping of employee performance through Performance Level (PL) is used as the basis for reward / appreciation from company to employee. Employee PL determination is aligned with the achievement level of the Work Unit and the composition should approach the normal distribution curve form using the PL predicate. Performance appraisal is self through self-assessment and direct superior through interview based on evidence of employee performance activity (self-assessment result). Implementation of performance management in BSM is good so that the company performance more structured and organized, effective and efficient and encourage employees to work according to procedures, spirit and productive so that the work is more optimal and contribute positively to the company.

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

scholarly journals Designing Sustainable HRM: The Core Characteristics of Emerging Field

2018 ◽  
Vol 10 (12) ◽  
pp. 4798 ◽  
Author(s):  
Živilė Stankevičiūtė ◽  
Asta Savanevičienė
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employment Relations ◽  
New Approach ◽  
Societal Level ◽  
Theoretical Paper ◽  
The Common ◽  
Core Characteristics

The common agreement in human resource management (HRM) literature suggests that organizations willing to attract and retain human resources for running business in the future must change the prevailing situation where human resources are rather consumed than developed. In doing this, sustainable HRM has been introduced recently as a response to changes on societal level, labor market, and employment relations. Sustainable HRM is seen as an extension of strategic HRM and presents a new approach to people management with the focus on long-term human resource development, regeneration, and renewal. However, the attributes of sustainable HRM, as compared to mainstream HRM, are not clear. The paper aims at closing this gap by proposing and revealing the characteristics of sustainable HRM, namely: Long-term orientation, care of employees, care of environment, profitability, employee participation and social dialogue, employee development, external partnership, flexibility, compliance beyond labour regulations, employee cooperation, fairness, and equality. This is a theoretical paper.

scholarly journals AUDIT SUMBER DAYA MANUSIA TERHADAP KINERJA GURU DI SMK NEGERI 1 KEMLAGI MOJOKERTO

2017 ◽  
Vol 2 (01) ◽  
Author(s):  
Deni Kurniawan ◽  
I.B.K. Bhayangkara
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource ◽  
Teacher Satisfaction ◽  
Teacher Performance ◽  
Research Approach ◽  
Structured Interviews ◽  
Evaluative Research ◽  
Hr Function

ABSTRACTHuman resources are one of the important factors in increasing the ability of productivity to maintain and restore school probabilities. Schools must also pay attention to the level of teacher satisfaction so that teachers can work productively. The productivity of a school is influenced by various factors, one of the important factors is the quality of human resources owned. Began degan (recruitment) based on (job description). To determine the compensation that is given up to human resource maintenance activities (1) To find out and identify problems related to human resource management in the implementation of teacher performance appraisal in the State High School 1 Kemlagi Mojokerto (2) To find out the Role of HR Audit (human resources) in evaluating teacher performance at SMK Negeri 1 Kemlagi Mojokerto (3) Providing recommendations that might be used for HR function at SMK Negeri 1 Kemlagi Mojokerto. This research belongs to the type of evaluative research, and the suitable research approach is descriptive qualitative, which is supported by quantitative data collection through structured interviews or, questionnaires, observations and documentation (1) SMKN has not been maximized in providing facilities for the learning process to participants students (2) SMKN is still lacking in many shortcomings and weaknesses obtained from the findings to be improved (3) Not all the teaching material facilities have been fulfilled in the classroom. Keywords: Evaluation, Human Resources, Teacher Performance

scholarly journals Manajement Mutu Pendidik dan Tenaga Kependidikan di SMPN 1 Dlanggu Kabupaten Mojokerto

2019 ◽  
Vol 8 (1) ◽  
pp. 59
Author(s):  
Ahmad Mustofa Jalalluddin Al-Mahali
Keyword(s):  
Quality Management ◽  
Human Resources ◽  
Human Resource ◽  
Educational Institutions ◽  
National Education ◽  
The World ◽  
Public Middle School ◽  
Education Personnel ◽  
Management Functions ◽  
Education Standard

The product of the teacher as a human resource is the achievement of the students and graduates of a school. These graduates must be able to compete in the world of academics and the world of work which is nothing but focusing on quality. This illustrates human resources as an important factor for success educational institutions. For this reason, the HR needs to be managed as well as possible so that it can truly be utilized for the benefit of the institution Quality Management of Educators and Education Personnel at Dlanggu 1 Public Middle School can already be said to be good with indicators of teacher achievement towards qualifications listed in the national education standard. But not enough, management functions continue to be pursued and optimized to achieve better quality or above the standard

Evaluating HRM Functions within the Context of Chaos and Complexity Theory

2016 ◽  
pp. 226-234
Author(s):  
Ayşe Gözde Gözüm
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Complexity Theory ◽  
Chaos Theory ◽  
Human Resources Management ◽  
Basic Principles ◽  
Common Practices ◽  
Levels Of Reality ◽  
Management Functions ◽  
The Relationship

Chaos theory moots that consequences can be predicted in a system of deterministic thinking. Moreover, in general, chaotic systems can be accepted as random as they are predicted. Of course, the prediction depends on how the dimensions are clear. As chaos theory is applied for social sciences, many related studies were done on business management and to its functions. However both the studies on chaos theory and human resources management are satisfactory in numbers, studies on the relationship between these two are scarce. This paper provides a review of literature that underlines the basic principles of chaos and complexity theory, and the functions of human recourses management. In addition to this common practices of human resource management functions will be discussed in the context of chaos and complexity theory. During the text, the question of how HRM can be explained with chaos theory will be answered. It is aimed to fill the gap in the area with showing the connections between two levels of reality. Then, the study was designed to serve the daily business life with is discussions.

ANALISIS PENILAIAN PRESTASI KERJA PEGAWAI NEGERI SIPIL DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KABUPATEN BULUNGAN PROVINSI KALIMANTAN UTARA

2018 ◽  
Vol 3 (1) ◽  
Author(s):  
Patri Juari ◽  
Ayu Widowati Johannes
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Civil Servant ◽  
Civil Servants ◽  
Work Behavior ◽  
Employment Agency ◽  
The Right

This study discusses "analysis of Civil Servant Performance Appraisal in Human Resources Agency and Human Resource Development of Bulungan District of North Kalimantan Province". The purpose of this research is to know and analyze the implementation of Performance Appraisal of Civil Servants, to know and analyze the factors inhibiting the implementation of Performance Appraisal of Civil Servants Employment Agency and Human Resource Development District Bulungan Province of North Kalimantan. This research uses qualitative method by exposing explorative with inductive approach. With data collection techniques are interviews, observation and documentation.Based on the results of observations the author after applying the apprentices concluded that, the implementation of Performance Appraisals of Civil Servants in Human Resources Agency and Human Resource Development District Bulungan Province of North Kalimantan has been done. But there are obstacles, namely where the lack of understanding of a small part of civil servants about the procedure peyusunan Work Objectives Employees and Work Behavior. Recommended recommendations are to provide socialization and consultation with the right target, regarding the preparation of Employee Work Goals and Work Behavior to civil servants who do not understand about the regulation Keyword: Civil Servant, Performance Appraisal, Human Resources

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