scholarly journals Penyuluhan Makanan Bergizi Seimbang Melalui Pendekatan Metode Ular Tangga

2021 ◽  
Vol 1 (2) ◽  
pp. 85-90
Author(s):  
M. Thonthowi Jauhari ◽  
Nurul Hidayah
Keyword(s):  
Human Resource ◽  
Healthy Diet ◽  
Health Issue ◽  
Resource Level ◽  
Primary Obstacle ◽  
The Right

The health issue is still a primary obstacle in Indonesia. All sectors need to pay attention to it; otherwise, the human resource level will be low. In line with this socialization is needed to encourage children especially, to start aware of consuming a healthy diet. In addition, this can broaden children’s horizons about what they better eat. The method in this activity is by using snake ladder game which is more attractive and fun for children. This method, in fact, can enhance children's knowledge. During the pre-test, the correct answers were 11,9 on average; while after the socialization the right answers were 14,5 on average. It shows that the sharing knowledge by snake ladder game is effectively helpful for children to increase their knowledge.

Rancangan Sistem Pengukuran Kinerja Berbasis Human Resource Scorecard Pada Universitas Muhammadiyah Luwuk

2020 ◽  
Vol 10 (1) ◽  
pp. 63-71
Author(s):  
Nurhaeda Abbas ◽  
Anggraini Sukmawati ◽  
Muhammad Syamsun
Keyword(s):  
Performance Measurement ◽  
Human Resource ◽  
Performance Measurement System ◽  
Group Discussions ◽  
Strategic Objectives ◽  
Depth Interview ◽  
And Performance ◽  
The Right ◽  
Hierarchy Process ◽  
The Relationship

Today the performance measurement of Muhammadiyah Luwuk uUniversity’s performance has not formulated yet based on University’s vision and mission. It will affect the strategic steps needed and performance improvement efforts in the future.  Human resource scorecard is the right system to be applied in Muhammadiyah Luwuk University. The purpose of this study is to designed a performance measurement system at Muhammadiyah Luwuk University using the Human Resource Scorecard with four perspectives: stakeholder, academic management and kemuhammadiyaan, operational and innovation, as well as and learning. Data was analyzed by analytical hierarchy process method. This research was conducted by distributing questionnaires, focus group discussions and in-depth interview with stakeholders at Muhammadiyah Luwuk University. The results showed that there were 14 strategic objectives and 33 key performance indicators to be achieved by the priority objectives, which are: empowerment and development of faculty, increased administrative process quality, improved sound budget performance and, improvement of the relationship with stakeholders.

scholarly journals Perceived Organizational Support (POS) and Organizational Commitment

2008 ◽  
Vol 1 (2) ◽  
Author(s):  
Dian Ekowati ◽  
Mirza Andini
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Human Resource ◽  
Organizational Support ◽  
Random Sampling ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Continuance Commitment ◽  
Strategic Processes ◽  
The Right

Human resource is critically important aspect of organizations. The functions and roles of human resource have developed from administrative matter into supporting the organization to run the managerial and strategic processes. Expertise, knowledge, and experience of existing human resources in organizations should be suitable and allocated at the right time and place. By properly manage the human resources, organization would be able to obtain qualified human resources that have high commitment to organization. High commitment to organizations will lead to a higher effort in supporting organizational success. In order to gain employees’ commitment to the organizations, management should put some efforts that ensure all aspects of employees’ commitment are fulfilled. This paper is intended to find the significant influence of perceived organizational support (POS) on the dimensions of employee’s commitment, comprising of the affective commitment, continuance commitment, and normative commitment, and to find which one of those dimensions are dominantly influence by POS. This paper employed 50 respondents that were sampled using convenient random sampling. Result showed that there were significant influences of POS on employee’s commitment either in affective commitment. POS can influence the employees’ organizational commitment in all dimensions. This implies that in order to improve organizational commitment, management should provide appropriate managerial supports and ensure that the supports are in line with employee’s aspirations and needs.

Applicability of Six Sigma in Human Resource Management

2018 ◽  
pp. 226-244
Author(s):  
Nagaraj Shenoy
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Six Sigma ◽  
Real Problem ◽  
Best Effort ◽  
Norms And Values ◽  
Staff Function ◽  
Uniform Policy ◽  
The Right

The role of HR has become like that of a firefighter, remembered only in emergencies. Their presence is felt only in their absence. HR is seen as a reactive staff function and a cost centre. The message is clear. Despite its best effort to keep organization together with uniform policy, norms, and values, HR is compelled to prove its financial worth to the organization. HR is under constant pressure for showing their results in quantifiable and financially measurable terms. Introducing Six Sigma in processes of HRM functions seems to be a solution to this problem. However, in some of “Total Six Sigma Organizations,” the human resources department has been practically untouched by Six Sigma. The main reason being the difficulty in quantifying and measuring the financial returns of HR processes. But, some others feel that this is as easy as identifying the gaps and using the right formula. The real problem therefore lies in the perception of an individual HR professional. It takes an HR manager to think statistically and analyze how a process can be quantified.

Human Talent Forecasting using Data Mining Classification Techniques

2012 ◽  
pp. 261-274
Author(s):  
Hamidah Jantan ◽  
Abdul Ali Hamdan ◽  
Zulaiha Othman
Keyword(s):  
Data Mining ◽  
Human Resource ◽  
Talent Management ◽  
Past Experience ◽  
Classification Task ◽  
Close Attention ◽  
Classification Techniques ◽  
Useful Knowledge ◽  
Using Data ◽  
The Right

Talent management is a very crucial task and demands close attention from human resource (HR) professionals. Recently, among the challenges for HR professionals is how to manage organization’s talents, particularly to ensure the right job for the right person at the right time. Some employee’s talent patterns can be identified through existing knowledge in HR databases, which data mining can be applied to handle this issue. The hidden and useful knowledge that exists in databases can be discovered through classification task and has been widely used in many fields. However, this approach has not successfully attracted people in HR especially in talent management. In this regard, the authors attempt to present an overview of talent management problems that can be solved by using this approach. This paper uses that approach for one of the talent management tasks, i.e., predicting potential talent using previous existing knowledge. Future employee’s performances can be predicted based on past experience knowledge discovered from existing databases by using classification techniques. Finally, this study proposes a framework for talent forecasting using the potential Data Mining classification techniques.

Human Talent Forecasting using Data Mining Classification Techniques

2012 ◽  
pp. 486-499
Author(s):  
Hamidah Jantan ◽  
Abdul Razak Hamdan ◽  
Zulaiha Ali Othman
Keyword(s):  
Data Mining ◽  
Human Resource ◽  
Talent Management ◽  
Past Experience ◽  
Classification Task ◽  
Close Attention ◽  
Classification Techniques ◽  
Useful Knowledge ◽  
Using Data ◽  
The Right

Talent management is a very crucial task and demands close attention from human resource (HR) professionals. Recently, among the challenges for HR professionals is how to manage organization’s talents, particularly to ensure the right job for the right person at the right time. Some employee’s talent patterns can be identified through existing knowledge in HR databases, which data mining can be applied to handle this issue. The hidden and useful knowledge that exists in databases can be discovered through classification task and has been widely used in many fields. However, this approach has not successfully attracted people in HR especially in talent management. In this regard, the authors attempt to present an overview of talent management problems that can be solved by using this approach. This paper uses that approach for one of the talent management tasks, i.e., predicting potential talent using previous existing knowledge. Future employee’s performances can be predicted based on past experience knowledge discovered from existing databases by using classification techniques. Finally, this study proposes a framework for talent forecasting using the potential Data Mining classification techniques.

Knowledge Worker Profile

2012 ◽  
pp. 102-118
Author(s):  
Gulgun Kayakutlu
Keyword(s):  
Human Resource ◽  
Economic Crisis ◽  
Performance Measures ◽  
Value Creation ◽  
Knowledge Worker ◽  
Skill Requirements ◽  
New Vision ◽  
The Right ◽  
Different Levels

One of the major reasons for economic crisis of 2008-2009 is determined as value delivery. Major resource of value creation is the knowledge worker who works at different levels of an organisation. This study analyses knowledge worker studies in diverse disciplines, in order to determine the requests. The goal of the study is to propose a framework to clarify the skill requirements by integrating the requests at operational, team, organisational and inter-organisational levels with drivers provided by educating, attracting, motivating and retaining strategies. The framework facilitates employing the right employee for the right post while balancing the requests and the performance measures. This new vision will be beneficial for managers, human resource experts, and educators.

Sustainability of rural water supply and disaster resilience in Zimbabwe

Water Policy ◽  
2008 ◽  
Vol 10 (6) ◽  
pp. 563-575 ◽  
Author(s):  
Siambabala Bernard Manyena ◽  
Sani Boniface Mutale ◽  
Andrew Collins
Keyword(s):  
Water Supply ◽  
Human Resource ◽  
Disaster Resilience ◽  
Rural Water Supply ◽  
Design And Implementation ◽  
Cost Cutting ◽  
Rural Water ◽  
Hyogo Framework For Action ◽  
Resilient Communities ◽  
The Right

Rural water supply, especially through the provision of village hand pumps, is implicated in the Hyogo Framework for Action 2005–2015 to enhance the resilience of disaster-affected communities. Lessons from past programmes could help the design and implementation of future rural water supply and sanitation interventions as both a means and an end for sustainable and resilient communities, especially in disaster-prone areas. A study was carried out in the disaster-prone Binga District of Zimbabwe to ascertain whether rural water supply has helped in enhancing community resilience. The findings support the argument that, in addition to ‘hard’ technical inputs and ‘soft’ local human resource inputs, rural water supply is only effective if introduced with the ‘right’ reasons identified and made to operate sustainably, rather than for cost-cutting reasons. The latter is likely to reduce rather than enhance and sustain disaster resilience built by communities over centuries.

Health Manpower Planning

2017 ◽  
Vol 1 (1) ◽  
pp. 53-57
Author(s):  
Rajoo S Chhina ◽  
Rajdeep S Chhina ◽  
Ananat Sidhu ◽  
Amit Bansal
Keyword(s):  
Human Resource ◽  
Health Workers ◽  
Health Planning ◽  
Health Resources ◽  
Manpower Planning ◽  
Modern Medicine ◽  
Skewed Distribution ◽  
Health Manpower ◽  
Unequal Distribution ◽  
The Right

ABSTRACT Manpower is the most crucial resource toward delivery of health planning. Health manpower refers to people who are trained to promote health, to prevent and to cure diseases, and to rehabilitate the sick. The aim of manpower planning is to make available the right kind of personnel in the right number with appropriate skills at the right place at the right time doing the right job. Various types of health resources are doctors, nurses, pharmacists, lab technicians, radiographer health assistants, health workers, auxiliary nurse midwife (ANM), accredited social health activists (ASHAs), anganwadi workers, trained dais, and so on. Currently, developing countries including India lag behind suggested norms of required health manpower. Presently, India produces 30,000 doctors, 18,000 specialists, 30,000 Ayurveda, Yoga and naturopathy, Unani, Siddha, and Homeopathy (AYUSH) graduates, 54,000 nurses, 15,000 ANMs, and 36,000 pharmacists annually. This production is not equal across the states, leading to unequal distribution of doctors. Such a skewed distribution results in large gaps in demand and availability. Various reasons for this are skewed production of health manpower, uneven human resource deployment and distribution, disconnected education and training, lack of job satisfaction, professional isolation, and lack of rural experience. The 12th Plan should aim to expand facilities for medical, nursing, and paramedical education; create new skilled health worker categories; enable AYUSH graduates to provide essential health care by upgrading their skills in modern medicine through bridge courses; establish a management system for human resource in health to actualize improved methods for recruitment, retention, and performance; put in place incentive-based structures; create career tracks for professional advancement based on competence; and, finally, build an independent and professional regulatory environment. How to cite this article Chhina RS, Chhina RS, Sidhu A, Bansal A. Health Manpower Planning. Curr Trends Diagn Treat 2017;1(1):53-57.

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