scholarly journals Economic Disruption and Its Impact to Indonesia Companies

2021 ◽  
Author(s):  
Andrea Anne Suharsono
Keyword(s):  
Corporate Governance ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Competitive Market ◽  
Business Transformation ◽  
Good Corporate Governance ◽  
Important Requirement ◽  
A Company

Business transformation is important to remain sustain in the era of economic disruption. Human resource, management, technological use are very important requirement to survive in the very competitive market. The Good Corporate Governance or GCG must be used to gain stakeholders' trust together implemented to make a significant transformation for a company especially to get through global economic challenges of change.

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.

scholarly journals PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

2021 ◽  
Vol 1 (1) ◽  
Author(s):  
Sonia - Redmana ◽  
Shoffan Nizomi ◽  
Taufik Hidayat ◽  
Sujarwati Sujarwati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Medical Record ◽  
Human Resource ◽  
Employee Commitment ◽  
New Employee ◽  
Recruitment And Selection ◽  
Or Organization ◽  
A Company

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

scholarly journals Personnel Management: Needs-oriented Recruitment Planning in Organizational Development

2021 ◽  
Vol 2 (1) ◽  
pp. 1-8
Author(s):  
Bianca Laiu ◽  
Sara Voicu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Development ◽  
Human Resource ◽  
Personnel Management ◽  
Raw Materials ◽  
Human Resource Department ◽  
Is Management ◽  
Workforce Productivity ◽  
A Company

This article aims to discuss personnel management in terms of needs-oriented recruitment planning aspects in organizational development. The determinant of the success of a company is human or labor. Even labor provides the largest contribution to the success of a company compared to other factors such as capital, raw materials or machinery. However, not all workers can become productive workers. This workforce must be selected, placed, trained and assessed for their achievements and given appreciation for every achievement that they have contributed to the company. If the conditions of a company allow it to provide benefits or insurance to each of its workers, this will increase the workforce productivity. During its development, the company will face increasingly complex manpower problems, thus human resource management must be carried out professionally by a separate department within a company, namely the Human Resource Department. Human Resource Management or better known as Personnel Management is management that specializes in the field of personnel or in staffing.

scholarly journals MENERAPKAN NILAI ISLAM DALAM PENGEMBANGAN MUTU PENDIDIKAN TERKAIT MANAJEMEN SUMBER DAYA MANUSIA

2020 ◽  
Vol 4 (2) ◽  
pp. 47-52
Author(s):  
Handika ◽  
Yogie Dwi Saputra
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Training And Development ◽  
Quality Education ◽  
Education Quality ◽  
Quality Of Education ◽  
A Company

ABSTRAKManajemen sumber daya manusia adalah suatu bidang manajemen khusus yang mempelajari hubungandan peranan manusia dalam suatu organisasi. Manusia adalah tenaga kerja yang bekerja dalam suatuperusahaan. Salah satu faktor suatu pendidikan bisa berkembang adalah adanya manajemen sumber dayamanusia yang baik dan sesuai dengan nilai-nilai Islam. Dengan adanya sumber daya manusia yang berkualitasakan dapat berpengaruh pada proses dan kemajuan yang lebih baik dalam bidang pendidikan tersebut.Meningkatkan sumber daya manusia menjadi semakin penting untuk institusi yang digunakan untukmendapatkan kontrol yang lebih baik melalui lembaga mereka sendiri. Lembaga harus menunjukkan bahwamereka mampu memberikan pendidikan yang berkualitas untuk pelajar. Untuk setiap institusi, kualitas adalahagenda dan kualitas utama perbaikan adalah tugas yang paling penting. Salah satu yang harus di perhatikandalam Manajemen sumber daya manusia di Indonesia ini adalah peningkatan kualitas mutu pendidikan dengantujuan untuk mengubah institusi yang mengoperasikannya menjadi tim yang tulus, tanpa konflik dan persainganinternal, untuk mencapai satu tujuan, yaitu untuk kemajuan pendidikan yang lebih baik.Hasil penelitian ini menunjukkan bahwa: Perencanaan sumber daya untuk meningkatkan mutu pendidikanseleksi dan orientasi, serta penempatan sumber daya manusia secara profesional. Pelaksanaan sumber dayadilakukan dengan kegiatan pendidikan, pelatihan dan pengembangan sumber daa manusia yang berperan dalampeningkatan mutu pendidikan yang berkualitas sesuai nilai-nilai islam.Kata kunci: Manajemen, Sumber Daya Manusia, Peningkatan dan Kualitas mutu pendidikanAbstractHuman resource management is a specialized management field that studies the relationships and roles ofhumans in an organization. Humans are workers who work in a company. One of the factors that can developeducation is the existence of good and appropriate human resource management in accordance with Islamicvalues. With the existence of quality human resources will be able to influence the process and better progress inthe field of education. Increasing human resources is becoming increasingly important for institutions that areused to gain better control through their own institutions. Institutions must show that they are able to providequality education for students. For each institution, quality is the agenda and the main quality of improvement isthe most important task. One of the things that must be considered in human resource management in Indonesiais to improve the quality of education with the aim of changing the institutions that operate it into a sincereteam, without conflict and internal competition, to achieve a goal, namely for the betterment of education.The results of this study indicate that: Planning resources to improve the quality of education selection andorientation, as well as the placement of human resources in a professional manner. The implementation ofresources is carried out through educational activities, training and development of human resources that play arole in improving the quality of quality education in accordance with Islamic values.Keywords: Management, Human Resources, Improvement and Quality of education quality

Corporate governance, human capital resources, and firm performance: Exploring the missing links

2020 ◽  
Vol 45 (4) ◽  
pp. 192-205 ◽  
Author(s):  
Kaouthar Lajili ◽  
Lauren Yu-Hsin Lin ◽  
Anoosheh Rostamkalaei
Keyword(s):  
Corporate Governance ◽  
Human Capital ◽  
Resource Management ◽  
Firm Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
International Governance ◽  
Governance Mechanisms ◽  
Corporate Governance Mechanisms

This study explores the associations between human capital resources, firm performance, and corporate governance mechanisms. Based on the survey results of the “50 most attractive employers” conducted by Universum Global 2010, human resource, performance, and governance data was collected for the period from 2007 to 2011. Drawing on the strategic human capital and resource management, international governance, and organizational literature, this study examines the extent to which corporate governance mechanisms moderate the relationships between firm performance and human capital resources and posits that human resource performance is positively associated with corporate governance mechanisms that support and enhance strategic human resource management policies. Panel regression analyses are conducted to test the study’s hypotheses. The results show that human capital resources are positively related to firm performance, and that some corporate governance mechanisms may negatively affect performance when interacted with human capital variables. Furthermore, human resource performance is significantly related to some governance mechanisms, with interaction effects between human capital and other organizational attributes showing differential impacts. Overall, the results support a contingency-based view of strategic human resource management in the context of large and attractive global employers and highlight the importance of governance design in supporting investments and deploying human resources and capabilities at the firm and industry levels and across national boundaries.

Employee Engagement PT. TWC Borobudur Prambanan, Dan Ratu Boko Tahun 2016

2017 ◽  
Vol 25 (2) ◽  
pp. 141-160
Author(s):  
Suhartono Suhartono ◽  
Abdul Haris
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Entire Population ◽  
Population Research ◽  
The Individual ◽  
A Company

Human resource is a very important asset for a company. A good human resourcemanagement will result to good output for company. Employee engagement is arelatively new term in the field of human resource management. According toTritch (2003), employees who have engagement value are those who have fulland enthusiastic involvement in their work. Another view of employee engagementis proposed by Macey & Schneider (2008) which states that employeeengagement does not only make employees contribute more, but also result tohigher loyalty which reduces the desire to leave the company voluntarily. Thomas(2007) provides an understanding of employee engagement as a stablepsychological state, the result of interaction between an individual and theenvironment in which the individual works. The factors or aspects that make upemployee engagement, popularly developed by the Kenexa EmployeeEngagement Index standards (EEI), are measured based on four components:Pride, Satisfaction, Advocacy and Retention. The sample of this research is all738 employees of PT. Taman Wisata Borobudur, Prambanan, and Ratu Bokoconsisting of 389 Organic Employees and 349 Cooperative Employees. Thisresearch is referred to as population research since the entire population is usedas a sample of the research.

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