scholarly journals Analisis Manajemen SDM Dalam Mengembangkan Strategi Pembelajaran Di Era New Normal

2021 ◽  
Vol 1 (1) ◽  
pp. 20-40
Author(s):  
Syamsul Bahri ◽  
Novira Arafah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Teaching And Learning ◽  
Learning Strategy ◽  
Virtual Learning ◽  
Ministry Of Education ◽  
Literature Study ◽  
New Normal ◽  
Library Research

This literature study was conducted to find out: Analysis of Human Resource Management in Improving Strategies Learrning in the New Normal Era. In this research, the method used qualitative with a library research. The results of the study indicate are: Human Resource management in improving strategies learrning in the new normal era is effort, mature readiness, provisioning both in terms of IT skills and virtual learning progress. The most appropriate learning strategy in the new normal era is to follow the rules of the Ministry of Education and Culture with virtual learning through agreed platforms. For this reason, the 2 main elements of teaching and learning activities take place, these students and teachers must be equipped, qualified and know the direction of learning that will be filtered in order to minimize misunderstanding between teacher and students. While students at home, study is assisted and supervised by their parents to avoid deception, laziness and cheating during the exam. So that ethics, values ​​/ norms remain upheld in the world of academia.

scholarly journals Peningkatan Human Capital Dalam Proses Pembelajaran di Era New Normal

2020 ◽  
Vol 17 (3) ◽  
pp. 425
Author(s):  
Novira Arafah ◽  
Syamsul Bahri
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Teaching And Learning ◽  
Learning Strategy ◽  
Virtual Learning ◽  
Ministry Of Education ◽  
Literature Study ◽  
New Normal ◽  
Library Research

ABSTRACTThis literature study was conducted to find out: Analysis of Human Resource Management in Improving Strategies Learrning in the New Normal Era. In this research, the method used qualitative with a library research. The results of the study indicate are: Human Resource management in improving strategies learrning in the new normal era is effort, mature readiness, provisioning both in terms of IT skills and virtual learning progress. The most appropriate learning strategy in the new normal era is to follow the rules of the Ministry of Education and Culture with virtual learning through agreed platforms. For this reason, the 2 main elements of teaching and learning activities take place, these students and teachers must be equipped, qualified and know the direction of learning that will be filtered in order to minimize misunderstanding between teacher and students. While students at home, study is assisted and supervised by their parents to avoid deception, laziness and cheating during the exam. So that ethics, values / norms remain upheld in the world of academia.

scholarly journals Development Strategy of Human Resource Management For Millennial Generation

2019 ◽  
Vol 4 (2) ◽  
pp. 91
Author(s):  
Novi Febriyanti ◽  
A. Fikri Amiruddin Ihsani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Millennial Generation ◽  
Work Culture ◽  
Literature Study ◽  
Library Research ◽  
Or Organization

<p><em>Development strategy of human resource management for millennial generation is a step purposed at producing superior individuals who have characteristics and abilities that can compete and have a sale value that can be relied on either in a company or organization. The purposes of this study was to answering the formulation of problems regarding the characteristics of millennial generation related to work culture and human resource development strategies for millennial generation.</em><em> The research method used descriptive qualitative by </em><em>library research or literature study.</em><em> The results of this study prove that </em>t<em>he strategy being carried out is a way to improve the ability of every individual likes a training responsibility, intensive learning, behavior modification, immediate information, learning practice and patterns. Supporting sustainable factors are ability, motivation and opportunity.</em><strong><em></em></strong></p>

scholarly journals Development Strategy of Human Resource Management For Millennial Generation

2020 ◽  
Vol 4 (02) ◽  
pp. 105
Author(s):  
Novi Febriyanti ◽  
A. Fikri Amiruddin Ihsani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Millennial Generation ◽  
Work Culture ◽  
Literature Study ◽  
Library Research ◽  
Or Organization

<p><em>Development strategy of human resource management for millennial generation is a step purposed at producing superior individuals who have characteristics and abilities that can compete and have a sale value that can be relied on either in a company or organization. The purposes of this study was to answering the formulation of problems regarding the characteristics of millennial generation related to work culture and human resource development strategies for millennial generation.</em><em> The research method used descriptive qualitative by </em><em>library research or literature study.</em><em> The results of this study prove that </em>t<em>he strategy being carried out is a way to improve the ability of every individual likes a training responsibility, intensive learning, behavior modification, immediate information, learning practice and patterns. Supporting sustainable factors are ability, motivation and opportunity.</em><strong><em></em></strong></p>

Pengembangan Sistem Penunjang Operasional dan Pengelolaan Sumber Daya Manusia untuk Laboratorium Komputer

2015 ◽  
Vol 6 (1) ◽  
pp. 12-19
Author(s):  
Angellia Debora Suryawan ◽  
Marlene Martani ◽  
Mahenda Metta Surya
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Support System ◽  
Performance Indicator ◽  
Management Support ◽  
Key Performance Indicator ◽  
Literature Study ◽  
Operational Support System

Human resources are an important asset in the entire company operations activity. A human resources management support system should be provided to improve performance in  accordance with the company target. The purpose of this study is to design a model of operational and human resource management support systems that can integrate employee performance data, simplify management of employee data, and generate reports in the form of Key Performance Indicator (KPI) and Binusian Level. Methodology used in this study is using literature study, design, and test a model to make operational and human resource management information system. Index Terms - human resources, operational support system, Key Performance Indicator (KPI)  

scholarly journals The Influence of Job Stress and Job Conflict on Job Satisfaction

2020 ◽  
Vol 4 (3) ◽  
pp. 353-361
Author(s):  
Mochamad Fickrie Alfian
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Data Collection ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Stress ◽  
Analytical Method ◽  
Descriptive Analysis ◽  
Literature Study ◽  
Data Collection Technique

Some of the components of human resource management are job stress and job conflict. Job stress is important to pay attention to because it will have an impact on job satisfaction and job conflict to maintain relationships with colleagues. The purpose of this study was to determine the magnitude of the influence partially or simultaneously job stress and job conflict on job satisfaction in grabbike driver-partners in Bandung. The method used is descriptive analysis and verification. The data collection technique used is a literature study and distributing questionnaires with 88 respondents. The analytical method used is path analysis using SPSS 24.0 software. Based on the results of the research, the following findings were obtained: job stress on grabbike partners can be said to be quite good, besides that, job conflicts on grabbike partners are quite good and job satisfaction on grabbike partners is quite good. Partially job stress affects job satisfaction and job conflict affects job satisfaction. Also, simultaneously job stress and job conflict affect job satisfaction. These results suggest drivers not to cancel orders if they get orders, and drivers should improve their performance by not making picky orders so that they will get a greater chance of getting stable orders.

scholarly journals BANKING SERVICE ORIENTATION MODEL IN STRATEGIC HRM AND SYSTEM DYNAMICS PERSPECTIVE

2019 ◽  
Vol 21 (1) ◽  
pp. 9-20
Author(s):  
Audia Junita ◽  
Ferdinand D. Saragih ◽  
Andreo Wahyudi Atmoko
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
System Dynamic ◽  
Service Orientation ◽  
Literature Study ◽  
Banking Service ◽  
Orientation Model ◽  
Dynamic Perspective

This paper seeks to explore a model of banking service orientation in strategic human resource management and system dynamic perspective, theoretically. As a scientific effort to develop a study of strategic human resource management. So far, the relationship between elements in strategic human resource management perspective as a system is only analyzed linearly. This article is the result of a literature study. An analysis is done narratively, to answer research problems. Research finding in the form of banking service-orientation model in strategic human resource management and system dynamic perspective, that illustrates the interaction between marketing differentiation strategy, commitment-based human resource system, service-oriented role behaviors to achieve banking performance.

scholarly journals Peran Manajemen Sumber Daya Manusia dalam Organisasi

2021 ◽  
Vol 6 (01) ◽  
pp. 29-38
Author(s):  
Hendri Irawan
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Library Research

Writing aims to measure human resource management in organizations. The method uses the literature review method (library research). From the discussion it can be ignored that human resource management is human resources. Of the total resources available in the organization, human resources are very important and very determining. All potential possessed by human resources is very influential on the organization in achieving its goals.

scholarly journals Pengembangan Manajemen Sumber Daya Manusia di Lembaga Pendidikan Islam

2021 ◽  
Vol 3 (2) ◽  
pp. 131-146
Author(s):  
Ramdanil Mubarok
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Design Procedure ◽  
Implementation Process ◽  
Educational Institutions ◽  
Library Research ◽  
Design Program ◽  
Self Development

Qualified human resources will lead educational institutions to achieve their goals easily. This paper was written to know the concept of developing human resource management is, and the process of developing human resource management in Islamic educational institutions is. The author uses a qualitative approach to the type of literature (library research). The stages of the research that the author did were collecting research materials, reading literature, making small notes, processing the readings into research data. After analyzing the results obtained, among others: The concept of human resource management development is an activity of planning, coordinating, implementing, and evaluating. The process of developing human resource management includes education, training, and self-development. In more detail the process of developing human resources through, first: by conducting a needs diagnosis, second: conducting problem design, program design, participation design, educational calendar design, individual needs design, a group needs design, time design, procedure, and evaluation, third: the implementation process, and finally carry out the evaluation.

scholarly journals Holistic Approach in Risk and Security Management on Public Information

2021 ◽  
Vol 17 (3) ◽  
pp. 291-304
Author(s):  
Yudie Aprianto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Information Management ◽  
Human Resource ◽  
Process Management ◽  
Public Information ◽  
Holistic Approach ◽  
Future Research ◽  
Literature Study ◽  
Technological Management

Public information is one of the government's efforts to provide public information regarding their performance and activities. However, even some regulations guide them, practice in public information management has not been optimal considering the information risks and threats, such as disclosing inappropriate information. For this reason, the literature study seeks to explore some efforts that can be made in information management, especially in Indonesia. This qualitative study tries to categorize and describe the management of public information in risk management and public information security in terms of technological management, process management, and human resource management. Technological management is expected to have an information system capable of providing a sense of security from threats, both malware and in building an effective system. Process management includes procedures, auditing, and a holistic approach to realizing effective public information management. Finally, human resource management emphasizes the importance of improving the quality of agents through training and leadership to act not only as a leader but also as a navigator and a translator of public information management. This study proposes a conceptual model based on those themes to minimize the effects of risks and threats on public information. Limitations and suggestions for future research are also discussed.

scholarly journals Development of strategic human source management model for small and medium enterprises in Thailand’s new normal life

2021 ◽  
Vol 284 ◽  
pp. 07031
Author(s):  
Wanchai Panjan ◽  
Orathai Chuacharoen ◽  
Passakorn Ruangvanit ◽  
Walaipon Arjareewattana ◽  
Anek Pradittharom ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Small And Medium Enterprises ◽  
Strategic Human Resource Management ◽  
Management Model ◽  
New Normal ◽  
Sample Group ◽  
Normal Life ◽  
Medium Enterprises

The purposes of this research were to study the condition and strategic human resource management and to develop a strategic human resource management model for small and medium enterprises(SMEs) in the new normal life era. The research model was mixed research by collecting data from the sample group in 2 parts: (1) a sample group from qualitative research by interviewing 10 entrepreneurs or executives of SMEs and focus groups consisted of 19 experts, and (2) a quantitative research sample group, 400 participants which is entrepreneurs or executives of SMEs. The research tools were interview form and questionnaire. Data were analyzed by statistics: percentage, mean, standard deviation, and Exploratory Factor Analysis: EFA. The findings revealed that: 1) Strategic human resource management for small and medium-sized enterprises (SMEs) in the new normal life era, it was found that it can be composed of all 5 components: (1)human resource planning,(2)human resource recruitment and selection, (3) employee retention, (4)human resource utilization, and (5)human resource development. The Eigen Value after rotation ranged from 6.86-12.84, the percentage variance was from 11.42-22.43 and the cumulative percentage of variance was 78.85%. 2)The result of developing a strategic human resource management model for small and medium enterprises (SMEs) in the new normal life era that must be considered from the goals of the organization by analyzing the organization’s resources from 2 parts: Resource requirements and available resources of SMEs in the new normal life era. It can lead to the transformation of resources in line with SMEs operations in the new life era and implement Change Management in the strategic human resource management process from the components of strategic human resource management for SMEsin the new normal life era with 5 main components and 15 sub-components.

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