The effect of Good Corporate Governance to Corporate Performance in Indonesia

2021 ◽  
Author(s):  
Maria Claudia Cici Dewanti Sunarno
Keyword(s):  
Corporate Governance ◽  
Human Resources ◽  
Employee Engagement ◽  
Human Resources Management ◽  
External Environment ◽  
Comprehensive Analysis ◽  
Economic Uncertainty ◽  
Resources Management ◽  
Good Corporate Governance ◽  
Interpretive Paradigm

The best alternative for companies in Indonesia to survive in the midst of global economic uncertainty is by transforming their business and human resources, given that changes in business concepts arehighly driven and patterned by advances in information technology that are exponentially increasing. The innovative steps of transformation, however, should refer to Good Corporate Governance, as an operationalfoundation and guarantee trust from stakeholders. The era of economic disruption requires companies in Indonesia to always generate new values in all aspects so that performance can increase and the companies areable to survive in the market by gaining positive profits. Human resources management is also very important, especially when there is employee engagement in facing threats originating from the external environment. This study is qualitative research with the interpretive paradigm, based on reality or the phenomenon that occurs. The findings were in the form of comprehensive analysis according to the primary andsecondary data that the researchers have successfully explored.

scholarly journals Review Artikel, Tugas UAS PI Kp.A "Companies in Indonesia in The Vortex of Global Economic Disruption"

2019 ◽  
Author(s):  
Kelvin Adinata Putra Wiejaya
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Human Resources Management ◽  
External Environment ◽  
Secondary Data ◽  
Comprehensive Analysis ◽  
Economic Uncertainty ◽  
Resources Management ◽  
Good Corporate Governance ◽  
Interpretive Paradigm

The best alternative for companies in Indonesia to survive in the midst of global economic uncertainty is by transforming their business and human resources, given that changes in business concepts are highly driven and patterned by advances in information technology that are exponentially increasing. The innovative steps of transformation, however, should refer to Good Corporate Governance, as an operational foundation and guarantee trust from stakeholders. The era of economic disruption requires companies in Indonesia to always generate new values in all aspects so that performance can increase and the companies are able to survive in the market by gaining positive profits. Human resources management is also very important, especially when there is employee engagement in facing threats originating from the external environment. This study is qualitative research with the interpretive paradigm, based on reality or the phenomenon that occurs. The findings were in the form of comprehensive analysis according to the primary and secondary data that the researchers have successfully explored.

scholarly journals Steps for Survive in the Global Economic

2021 ◽  
Author(s):  
Veronica Yefian
Keyword(s):  
Information Technology ◽  
Corporate Governance ◽  
Human Resources ◽  
Employee Engagement ◽  
Human Resources Management ◽  
External Environment ◽  
Resources Management ◽  
Good Corporate Governance

The best for companies in Indonesia to survive in the midst of glogal economic is by transforming their business and human resources, given that changes in business concepts are highly driven and patterned by advances in information technology that are exponentially increasing. The innovative steps of transformation, however, should refer to Good Corporate Governance, as an operational foundation and guarantee trust from stakeholders. The era of economic disruption requires companies in Indonesia to always generate new values in all aspects so that performance can increase and the companies are able to survive in the market by gaining positive profits. Human resources management is also important, especially when there is employee engagement in facing threats originating from the external environment.

scholarly journals Journal Citation: “Companies in Indonesia in the Vortex of Global Economic Disruption”

2021 ◽  
Author(s):  
Amabel Casta
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Comprehensive Analysis ◽  
Economic Uncertainty ◽  
Resources Management ◽  
Good Corporate Governance ◽  
Interpretive Paradigm ◽  
The Face

Given that developments in business concepts are heavily influenced and patterned by rapidly growing advancements in information technology, the best option for Indonesian businesses to thrive in the face of global economic uncertainty is to transform their business and human capital. However, as an organizational framework and to ensure stakeholder confidence, the innovative transition measures should refer to Good Corporate Governance. Companies in Indonesia must constantly create new values in all facets of their operations in order to improve efficiency and succeed in the market by gaining positive profits in this era of economic disruption. Human resources management is also very important. This study is qualitative research with the interpretive paradigm, based on reality or the phenomenon that occurs. The findings were in the form of comprehensive analysis according to the primary and secondary data that the researchers have successfully explored.

scholarly journals How Company Face Global Economic Disruption

2021 ◽  
Author(s):  
angelia christanto
Keyword(s):  
Information Technology ◽  
Corporate Governance ◽  
Human Resources ◽  
Employee Engagement ◽  
Economic Uncertainty ◽  
Good Corporate Governance

In the global economic uncertainty, the best way companies in Indonesia to survive is transforming business and human resources with information technology that refer to Good Corporate Governance. The key to survive in the market is manage operational foundation, guarantee trust from stakeholders and employee engagement that can gain positive profits.

THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS

2020 ◽  
Author(s):  
Mariya Veleva ◽  
Keyword(s):  
Social Psychology ◽  
Human Resources ◽  
Organizational Behavior ◽  
Human Resource ◽  
Human Resources Management ◽  
External Environment ◽  
Psychological Aspects ◽  
Organizational Life ◽  
Resources Management ◽  
Periodic Changes

Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of human resources in the tourism organizations and the derived socio-psychological aspects of the management is indicated.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

2015 ◽  
Vol 6 (3) ◽  
pp. 20-33 ◽  
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Inference System ◽  
Resources Management ◽  
Strategic Human Resources

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

scholarly journals Companies in Indonesia in the vortex of global economic disruption

2021 ◽  
Author(s):  
Distin Findly imkotta
Keyword(s):  
Information Technology ◽  
Corporate Governance ◽  
Human Resource Management ◽  
Human Resource ◽  
Exponential Growth ◽  
External Environment ◽  
Economic Uncertainty ◽  
Good Corporate Governance ◽  
Technology Changes ◽  
Resource Transformation

The best choice for Indonesian companies to survive in the global economic uncertainty is to carry out business and human resource transformation, keeping in mind that with the exponential growth of information technology, changes in business concepts are strongly encouraged and imitated. However, the innovation innovation step must refer to good corporate governance as the basis of operations and assurance of stakeholder trust. The era of economic turmoil requires Indonesian companies to always create new value in all aspects so that their performance can be improved and the company can survive in the market by obtaining positive benefits. Human resource management is also very important, especially when employees are involved in responding to threats from the external environment.

Including Client Opinion and Employee Engagement in the Strategic Human Resource Management

Fuzzy Systems ◽  
2017 ◽  
pp. 647-662
Author(s):  
Rachid Belhaj ◽  
Mohamed Tkiouat
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Employee Engagement ◽  
Swot Analysis ◽  
Fuzzy Inference ◽  
Human Resources Management ◽  
Strategic Human Resource Management ◽  
Resources Management ◽  
Strategic Human Resources ◽  
Strategic Human Resources Management

The trend in the Human Resources Management is to enhance it to the strategic level, this paper intends to provide an advanced decision making tool in the field of the Strategic Human Resources Management applying a combination of an augmented SWOT analysis approach to evaluate and to rank strategies and a Fuzzy Inference System (FIS) to eliminate the vagueness in the expressed opinions. The version of SWOT utilized here includes the client opinion and employee engagement besides to the traditional experts' assessment, while the FIS is an instrument that treats the data coming from SWOT analysis with the goal of avoiding the uncertainty that may come from the opinions expressed in the SWOT analysis and so to improve the ranking of the strategies. The results show improvements in prioritization of strategies in the way that besides knowing the decision to make for each, the model shows us also what to do regarding every strategy (what to maximize and what to minimize while talking about strengths, weaknesses, opportunities and threat).The proposed model can be applied for strategies prioritization and decision making problems in all fields.

scholarly journals The Organisational Justice as a Human Resources Management Practice and its Impact on Employee Engagement: The case of the Prefecture of Attica (Greece)

2018 ◽  
Vol 65 (1) ◽  
pp. 65-79 ◽  
Author(s):  
Athanasios Lamprakis ◽  
Kalliopi Alamani ◽  
Athina Malliari ◽  
Ilias Grivas
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Management Practice ◽  
Human Resources Management ◽  
Interactional Justice ◽  
Resources Management ◽  
Research Survey ◽  
Organisational Justice ◽  
Public Organisation ◽  
The Impact

Abstract Organisational justice is a key component in the practice of human resources management in any work environment. The aim of this research survey is to highlight the meaning and importance of organisational justice and its impact on employee engagement. To achieve this aim, except for the literature review, the survey examines the extent to which the distributive, procedural and interactional justice impact on work and organisational engagement, through a research in a certain Greek public organisation. As regards the statistical analysis of the research hypotheses, we used methods of the SPSS 17.00 statistical package. The results showed that the distributive justice significantly impacts on both types of engagement, while no effect was detected between procedural justice and the two types of engagement. The interactional justice was found to determine, partly, only the organisational engagement. The findings overwhelmingly verified the existing bibliographical references, resulting in a noteworthy empirical precedent which could contribute to the field concerning the impact that organisational justice exerts on certain aspects of organisational behaviour.

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