Indonesia's Efforts to Achieve Globally Competitive Human Resources

Awareness of the increasingly tight business competition map of industry era 4.0 has made many business organizations in Indonesia busy preparing themselves, particularly those related to the development of human resources, to be ready to compete in the global era. Many global companies with diverse business units have made human resource development a key strategy for dealing with global competition so as not to be drowned by the changing of times. Concerns about the readiness of business organizations in Indonesia to compete in the global era are quite reasonable and cause the leaders of companies to be under pressure du e to the rapid technological advances, demographic pattern shift, economic change to the science base, and increasing drive to innovate. This indicates that every company is required to have a high commitment in preparing and building competitive human resources as well as maintaining its best talented employees in various programs and strategic policies supported by the work culture that reflects the company’s big vision to be realized. This qualitative research uses primary data by interview and observation method to 40 respondents, and utilize secondary data with the aim to improve performance and talent development of company employees

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Review Journal ESDM Indonesia Efoorts to Achieve Globally Competitive Human Recourse

10.31227/osf.io/6pxcy ◽

2019 ◽

Author(s):

Dedy Noviantoro

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Secondary Data ◽

Primary Data ◽

Business Organizations ◽

Global Era ◽

Business Units ◽

Technological Advances ◽

Global Companies ◽

Observation Method

Awareness of the increasingly tight business competition map of industry era 4.0 has made many business organizations in Indonesia busy preparing themselves, particularly those related to the development of human resources, to be ready to compete in the global era. Many global companies with diverse business units have made human resource development a key strategy for dealing with global competition so as not to be drowned by the changing of times. Concerns about the readiness of business organizations in Indonesia to compete in the global era are quite reasonable and cause the leaders of companies to be under pressure due to the rapid technological advances, demographic pattern shift, economic change to the science base, and increasing drive to innovate. This indicates that every company is required to have a high commitment in preparing and building competitive human resources as well as maintaining its best talented employees in various programs and strategic policies supported by the work culture that reflects the company’s big vision to be realized. This qualitative research uses primary data by interview and observation method to 40 respondents, and utilize secondary data with the aim to improve performance and talent development of company employees

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Review Jurnal “Upaya Indonesia Menggapai Sumber Daya Manusia Berdaya Saing Global”

10.31227/osf.io/9tjb8 ◽

2019 ◽

Author(s):

Dominikus Kresna

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Secondary Data ◽

Primary Data ◽

Business Organizations ◽

Global Era ◽

Business Units ◽

Technological Advances ◽

Global Companies ◽

Observation Method

Awareness of the increasingly tight business competition map of industry era 4.0 has made many business organizations in Indonesia busy preparing themselves, particularly those related to the development of human resources, to be ready to compete in the global era. Many global companies with diverse business units have made human resource development a key strategy for dealing with global competition so as not to be drowned by the changing of times. Concerns about the readiness of business organizations in Indonesia to compete in the global era are quite reasonable and cause the leaders of companies to be under pressure due to the rapid technological advances, demographic pattern shift, economic change to the science base, and increasing drive to innovate. This indicates that every company is required to have a high commitment in preparing and building competitive human resources as well as maintaining its best talented employees in various programs and strategic policies supported by the work culture that reflects the company’s big vision to be realized. This qualitative research uses primary data by interview and observation method to 40 respondents, and utilize secondary data with the aim to improve performance and talent development of company employees. KEYWORDS :Indonesia, Human Resources, Innovation, Motivation

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Review Jurnal ESDM

10.31227/osf.io/cr5xu ◽

2019 ◽

Author(s):

Karania Melody Grace

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Secondary Data ◽

Primary Data ◽

Business Organizations ◽

Global Era ◽

Business Units ◽

Technological Advances ◽

Global Companies ◽

Observation Method

Awareness of the increasingly tight business competition map of industry era 4.0 has made many business organizations in Indonesia busy preparing themselves, particularly those related to the development of human resources, to be ready to compete in the global era. Many global companies with diverse business units have made human resource development a key strategy for dealing with global competition so as not to be drowned by the changing of times. Concerns about the readiness of business organizations in Indonesia to compete in the global era are quite reasonable and cause the leaders of companies to be under pressure due to the rapid technological advances, demographic pattern shift, economic change to the science base, and increasing drive to innovate. This indicates that every company is required to have a high commitment in preparing and building competitive human resources as well as maintaining its best talented employees in various programs and strategic policies supported by the work culture that reflects the company’s big vision to be realized. This qualitative research uses primary data by interview and observation method to 40 respondents, and utilize secondary data with the aim to improve performance and talent development of company employees.

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Review - Upaya Indonesia Menggapai Sumber Daya Manusia Berdaya Saing Global

10.31227/osf.io/nt297 ◽

2019 ◽

Author(s):

I Gusti Ayu Pusparani

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Secondary Data ◽

Primary Data ◽

Business Organizations ◽

Global Era ◽

Business Units ◽

Technological Advances ◽

Global Companies ◽

Observation Method

Awareness of the increasingly tight business competition map of industry era 4.0 has made many business organizations in Indonesia busy preparing themselves, particularly those related to the development of human resources, to be ready to compete in the global era. Many global companies with diverse business units have made human resource development a key strategy for dealing with global competition so as not to be drowned by the changing of times. Concerns about the readiness of business organizations in Indonesia to compete in the global era are quite reasonable and cause the leaders of companies to be under pressure due to the rapid technological advances, demographic pattern shift, economic change to the science base, and increasing drive to innovate. This indicates that every company is required to have a high commitment in preparing and building competitive human resources as well as maintaining its best talented employees in various programs and strategic policies supported by the work culture that reflects the company’s big vision to be realized. This qualitative research uses primary data by interview and observation method to 40 respondents, and utilize secondary data with the aim to improve performance and talent development of company employees. KEYWORDS :Indonesia, Human Resources, Innovation, Motivation.

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Leadership and Human Resources Development in Nigeria: Factors for National Development

The Nigerian Journal of Sociology and Anthropology ◽

10.36108/njsa/5102/13(0170) ◽

2015 ◽

Vol 13 (1) ◽

Author(s):

Peter O. Kalejaiye ◽

Eniola Sokefun ◽

Adewusi O, Adedeji

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

National Level ◽

National Development ◽

Secondary Data ◽

Resource Development ◽

Business Organizations ◽

Organizational Goals ◽

Material Resources

The human resource of any organization or country is the most important and invaluable asset it has and thus, an essential tool in achieving organizational goals and national development. However, the success or failure in achieving the vision of any organization or nation-state depends solely on the quality of its leadership and how it is able to enhance the knowledge, skills and attitudes of her human resources. Aside the material resources in Nigeria, she is also endowed with human resources. Lack of adequate emphasis on human resource development as a tool for development on the part of government as well as business organizations and private bodies has brought about hardship among Nigerians especially the youth, and has thus led them to their engagement in unethical means for survival. It was against this backdrop that the study examines the investments made by successive government in Nigeria on human resource development. It discussed human resource development from the micro/organization level and macro/national level. As a secondary data based research, the study utilized evidences from the Human Development Index (HDI) report of selected years (2000-2014) and used system theory of Talcott Pearson as a guide for its discussion. It pinpoints the problems of leadership with regards to human resource development in Nigeria. The paper recommends that organization; government and private bodies should invest hugely on the human resources as this will result to the achievement of the mission and vision statement of any organization, and of course, leads to national deve

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OPTIMALISASI PENGEMBANGAN SDM, IKLIM KERJA, DAN BERBAGI PENGETAHUAN DAN KREATIVITAS DI PT. GAS (GEMALINDO AIR SUPPORT) BATAM

Stability: Journal of Management and Business ◽

10.26877/sta.v3i1.6428 ◽

2020 ◽

Vol 3 (1) ◽

pp. 28-39

Author(s):

Andar Sri Sumantri ◽

Nur Cholis Majid

Keyword(s):

Human Resources ◽

Knowledge Sharing ◽

Human Resource Development ◽

Human Resource ◽

Secondary Data ◽

Sampling Technique ◽

Resource Development ◽

Work Climate ◽

Primary Data ◽

Development Work

AbstrakPenelitian ini sendiri bertujuan untuk mengetahui seberapa jauh pengaruh pengembangan SDM, iklim kerja dan berbagi pengetahuan terhadap kreativitas SDM di PT. GAS (Gemalindo Air Support) Batam. Perumusan masalah, tujuan penelitian ini dan hipotesis pada penelitian ini adalah untuk menganalisis pengaruh yang positif dan signifikan secara individual antara variabel independen yaitu pengembangan SDM, iklimkerja dan berbagi pengetahuan terhadap variabel dependen yaitu kreativitas SDM di PT. GAS (Gemalindo Air Support) Batam. Pada penelitian ini objek yang diambil adalah karyawan GAS (Gemalindo Air Support) Batam. Sumber data meliputi data primer dan data sekunder. Sampel pada penelitian ini berjumlah 100 responden yang merupakan karyawan PT. GAS (Gemalindo Air Support) Batam melalui teknik nonprobability sampling yaitu dengan tidak menggunakan metode sampling. Teknik analisis datanya adalah teknik regresi linier berganda.Kata Kunci : Optimalisasi Pengembangan SDMAbstractThis study itself aims to find out how far the influence of human resource development, work climate and knowledge sharing on the creativity of human resources in PT. GAS (Gemalindo Air Support) Batam. The formulation of the problem, the purpose of this study and the hypothesis in this study is to analyze the positive and significant influence individually between the independent variables of human resource development, work climate and knowledge sharing on the dependent variable that is the creativity of human resources in PT. GAS (Gemalindo Air Support) Batam. In this research object is taken employee GAS (Gemalindo Air Support) Batam. Data sources include primary data and secondary data. The sample in this study amounted to 100 respondents who are employees of PT. GAS (Gemalindo Air Support) Batam through nonprobability sampling technique is not by using the method of sampling. Data analysis technique is doubled linear regression technique.Keywords : Optimization of HR Development

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The effectiveness of talent management strategies in the development of human resources teaching from the point of view of the leaders and members of the faculty of Taibah University

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم التربوية والنفسية ◽

10.26389/ajsrp.b140319 ◽

2019 ◽

Vol 3 (15) ◽

Author(s):

Badrya Abdullah Al-Skran

Keyword(s):

Professional Development ◽

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Management Strategies ◽

Resource Development ◽

Talent Management ◽

Point Of View ◽

The University ◽

Open Question

The study aimed to identify the effectiveness of talent management strategies in human resource development at the University of Taibah, And to develop the necessary scientific solutions and recommendations, which can contribute to enhancing the effectiveness of talent management strategies in human resource development. Using the descriptive approach, study sample consisted of 67 leader, the leader of the 95 representing the entire community of the original study, and88member of the faculty members out of 365. The study relied on questionnaire tool, included thirty-eight parts, distributed over four axes, polarization, the discovery, the professional development, and the retention. In addition to an open question. The study found a range of results, which are; The general grade of the effectiveness of talent management strategies in human resources development at the University of Taibah from the perspective of leaders and members of the faculty average, is a mean 3.13.The polarization strategy is the most effective in the talent management in the development of human resources at the University of Taibah, a mean 3.35. The second was professional development with an average (3.17) and third discovery with an average of (3.09) The retention strategy came to be the least strategy in the talent management effectiveness in human resource development at the University of Taibah, a mean 2.93.In light of the results , a number of recommendations and suggestions.

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Analisa dan Perancangan Sistem Informasi Human Resources Development Pada PT. Semacom Integrated dengan Menggunakan Metode Waterfall

International Journal of Education, Science, Technology, and Engineering ◽

10.36079/lamintang.ijeste-0201.16 ◽

2019 ◽

Vol 2 (1) ◽

pp. 19-38

Author(s):

Chairul Anwar

Keyword(s):

Human Resources ◽

System Design ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Human Resources Development ◽

Analysis System ◽

System Operating ◽

Resources Development

PT. Semacom Integrated merupakan perusahaan yang bergerak dalam bidang panel listrik. Perusahaan ini perlu mengelola data pegawai tetapi belum mempunyai sistem informasi khusus untuk mengelola data pegawai tersebut agar memudahkan dalam pengelolaan data, pengontrolan serta meningkatkan pekerjaan Human Resource Development, Pimpinan dan Pegawai. Teknologi pemrograman dan database sebagai media penyimpanan diyakini sampai saat ini masih sangat berguna dalam membantu menklasifikasikan data informasi. Pengembangan sistem yang digunakan dalam penelitian ini adalah waterfall. Metode ini terdiri dari requirement gathering, analysis, system design, implementation, testing, dan maintenance. Adapun tools yang digunakan dalam penelitian ini adalah System Operating 10 Pro 64 Bit, Notepad++. Sedangkan, database yang digunakan sebagai penyimpanan data adalah Xampp. Hasil dari penelitian ini berupa sistem informasi kepegawaian. Sistem ini meliputi daftar pegawai, daftar SK kerja, daftar prestasi, daftar hukuman, surat kontrak, surat keterangan, surat perintah dan surat peringatan, dan lain-lain. Sistem ini dirancang untuk memudahkan Human Resource Development dalam pencarian dan pengelolaan data kepegawaian pada PT. Semacom Integrated.

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THE EFFECT OF GROUP COHESIVENESS AND JOB SATISFACTION ON PRODUCTIVITY IN EMPLOYEES OF HUMAN RESOURCES DEVELOPMENT IN THE MINISTRY OF HOME AFFAIRS

International Journal of Engineering Technologies and Management Research ◽

10.29121/ijetmr.v6.i8.2019.441 ◽

2020 ◽

Vol 6 (8) ◽

pp. 57-62

Author(s):

Iman Iskandar

Keyword(s):

Job Satisfaction ◽

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Direct Effect ◽

Resource Development ◽

Survey Method ◽

Human Resources Development ◽

Group Cohesiveness ◽

Development Agency

The purpose of this study was to determine the effect of group investigation by sigil and The objective of the research is to obtain information about the effect of group cohesiveness and job satisfaction on productivity of the employee on Human Resource Development Agency of Ministry of Home Affairs. The research was conducted to all of employees on on Human Resource Development Agency of Ministry of Home Affairs by using a survey method with path analysis applied in testing hypothesis. The number 133 employees as sample was selected by using Slovin formula. The research conclude: (1) there is direct effect of group cohesiveness on productivity. (2) there is direct effect of job satisfaction on productivity. (3) there is direct effect of group cohesiveness on job satisfaction. Therefore, to enhance employees’ productivity can be carried out by group cohesiveness, and job satisfaction.

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