scholarly journals INCREASED PRODUCTIVITY OF HUMAN RESOURCES BASED ON KEY PERFORMANCE INDICATOR AND TRAINING

2020 ◽  
Vol 1 (6) ◽  
pp. 904-910
Author(s):  
Kusnadi Kusnadi
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Work Motivation ◽  
Performance Indicator ◽  
Work Productivity ◽  
Resource Development ◽  
Practical Experience ◽  
Better Than

This study aims to discuss methods in an effort to increase human resource productivity in a company based on Key Performance Indicators (KPI) and providing training. The concept of human resource development is a way that is carried out with the intention of making human resources a source of competitive advantage, based on practical experience that effective human resource development can increase work productivity, morale, and the potential in institutions, development programs. The assumption of work productivity can be seen as a mental attitude that always has the view that today's life must be better than yesterday and tomorrow must be better than today. Employees who have this attitude will be encouraged to be dynamic, creative, and open while remaining critical and responsive to new ideas and changes. This requires an appropriate human resource development strategy. Work productivity is the result of the interaction between work ability (ability) and motivation (motivation). Work motivation can be influenced by the physical condition, social conditions of the work environment, as well as the basic needs of employees. Productivity can be interpreted, among other things, from the aspect of individual appearance. Thus, employees who have the ability and high motivation in carrying out their duties will be able to support the organization by becoming a productive employee characterized by fulfilling job qualifications, positive job orientation, maturity, highly motivated, and able to get along effectively.

scholarly journals RAZVOJ LJUDSKIH RESURSA KAO PREDUSLOV ORGANIZACIONE USPJEŠNOSTI / HUMAN RESOURCE DEVELOPMENT AS A CONDITION OF ORGANIZATIONAL SUCCESS

2016 ◽  
Vol 11 (1) ◽  
Author(s):  
Željko M. Radosavac
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Training And Development ◽  
Continuous Training ◽  
Use Of Resources ◽  
Wide Range

Contemporary business conditions do not impose only need for adjustment of the organization but also the need for adjustment of employees. Human resources, manifested through individual knowledge, skills, individual qualities and achievements, is the basis of competitive advantage of organizations and the main resource for the survival, the growth and development of modern organizations. Treating employees as a decisive factor for the success of organizations, it follows that their primary duty is to provide, maintain and develop the best people through the wide range of human resource activities. Thus, Human Resource Development, designated as a key activity for achieving the projected goals of the organization, can be defined as a set of systematic and planned activities appointed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Employees are increasingly accepting the reality that education becomes their responsibility in order to develop their full working potential and to ensure self employment opportunities. On the other hand, encouraging educational programs, organizations strive not only to meet the business needs for education of employees, but also their interests, creating and developing the climate of continuous learning and dissemination of knowledge in all areas. To what extent will the organization attach importance to certain practices that guide and encourage staff development depends on its current situation, activities, goals and adopted development strategy. Adequate choice, the assignment according to their abilities and affinities, continuous training and education, are generally accepted methods without which the development of employees is not possible. The American Society for Training and Development (ASTD) estimates that U.S. organizations spent $134.1 billion on employee learning and development in 2008, and $125.9 billion in 2009.Human resource managers in large organizations ranked training and development as the most important functional area they had to deal with because HRD programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources. Combining different methods and approaches, and referring to all employees in the organization, training and human resources development become a tools for achieving change and the effects they produce are becoming a far-reaching and strategic.

scholarly journals Influence of Organizational Culture, Leadership Style and Work Motivation on Human Resource Development and Employee Performance at the Office of the Ministry of Religious Affairs of South Sulawesi Province

2021 ◽  
Vol 8 (4) ◽  
pp. 171-179
Author(s):  
Musmulyadi . ◽  
Abdul Rahman Mus ◽  
Bahar Sinring
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Leadership Style ◽  
Random Sampling ◽  
Work Motivation ◽  
Employee Performance ◽  
Resource Development ◽  
South Sulawesi

This study aims to: (1) analyze the cultural influence of employee organization, in the form of integrity, professional, innovation, responsibility, and conscientiousness 2) analyze the influence of employee's work leadership style, in the form of spiritual leadership, autocratic style, laissez-fair style, and transformational style (3) analyze the influence of employee work motivation, the need for flexibility, the need to excel, the need for affiliation, and reward (4) analyze the influence of employee development, namely: benchmarking, learning tasks, intelegent quotient, and emotional quotient (5) analyzing leadership style influence on human resource development (6) analyzing the influence of motivation (7) analyzing organizational culture through human resource development (8) analyzing leadership style through human resource development affect employee performance. (9) analyzing motivation through the development of human resources affects the performance of employees (10) analyzing the development of human resources affects the performance of employees The object of this research is employees of the Ministry of Religious Affairs of South Sulawesi which is divided into 24 Offices of the Ministry of Religious Affairs of The City Regency and 1 Regional Office. The sample of this study was 386 out of a population of 10,293 employees. The research sample was obtained by random sampling cluster technique after which the population was proportionate using proportional random sampling. The data is analyzed with the Structural Equetion Modeling (SEM) program. The results showed: (1) Organizational Culture has no effect on employee performance. (2) Leadership Style positively and significantly affects employee performance (3) Work Motivation positively and significantly affects employee performance (4) Work Motivation positively and significantly affects employee performance (5) Leadership style positively and significantly affects Human Resource Development (6) Leadership Style positively and significantly affects Human Resource Development. (7) Leadership Style has a positive and significant effect on Human Resource Development (8) Organizational Culture positively and significantly affects Performance Through Human Resource Development (9) Organizational Culture positively and significantly affects Performance Through Human Resource Development. (10) Organizational Culture has a positive and significant impact on Performance through Human Resource Development. Keywords: Performance, Organizational Culture, Leadership Style, Work Motivation, Human Resources Development.

scholarly journals Human Resources Development Policies and Strategies: The Efforts to Strengthen Institutions

2020 ◽  
Vol 20 (2) ◽  
pp. 137-150
Author(s):  
Neneng Hasanah ◽  
Lias Hasibuan ◽  
Kasful Anwar Us
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Resource Development ◽  
Human Resources Development ◽  
Social Transformations ◽  
Library Research ◽  
Development Policies ◽  
Resources Development

Abstract: Human resources are one of the most fundamental parts in the development and renewal of a nation. The qualification of human resources will determine whether or not the goals of an institution or institution are achieved. The quality of human resources needs to be developed in order to be able to face competitive social transformations. This article aims to explain the concept of human resources, identification of the value of human resources and human resource development efforts. This article is a library research whose main source is literature on human resources, human resource development strategies and development and reform. Broadly speaking, it can be concluded that strategies are needed in developing human resources so that the quality can be transformed into a more up to date direction. One aspect that can support the process of developing human resources is the aspect of education. Keywords: human resources, development strategy, institutions.   Abstrak: Sumber daya manusia merupakan salah satu bagian yang sangat fundamental dalam pembangunan dan pembaharuan suatu bangsa. Kualifikasi sumber daya manusia sangat menentukan tercapai atau tidaknya tujuan suatu institusi ataupun lembaga. Kualitas sumber daya manusia tersebut perlu untuk dikembangkan, supaya mampu menghadapi transformasi sosial yang kompetitif. Artikel ini bertujuan untuk menjelaskan tentang konsep sumber daya manusia, identifikasi nilai sumber daya manusia dan upaya pengembangan sumber daya manusia. Artikel ini merupakan penelitian pustaka yang sumber utamanya adalah literature tentang sumber daya manusia, strategi pengembangan sumber daya manusia serta pembangunan dan pembahuaruan. Secara garis besar dapat disimpulkan bahwa sangat diperlukan strategi-strategi dalam pengembangan sumber daya manusia agar kualitasnya mampu bertransformasi ke arah yang lebih up to date. Salah satu aspek yang dapat menunjang proses pengembangan sumber daya manusia adalah aspek pendidikan. Kata-kata kunci: sumber daya manusia, strategi pengembangan, institusi.

STRATEGI PENGEMBANGAN SUMBER DAYA MANUSIA DI PT. GAYA SUKSES MANDIRI KASEINDO ( SAFEWAY) SURABAYA

Develop ◽  
2019 ◽  
Vol 3 (2) ◽  
pp. 10
Author(s):  
Sri Susilowati ◽  
Ilya Farida
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Career Planning ◽  
Performance Indicator ◽  
Employee Performance ◽  
Resource Development ◽  
Training And Development ◽  
And Performance ◽  
Rewards And Punishment

This research aims to know and understand strategy of human resource development at PT.  Gaya Sukses Mandiri Kaseindo (Safeway) Surabaya. The results of this research is a model of human resource development strategy that has been done by PT Gaya Sukses Mandiri Kaseindo (Safeway) Surabaya is as follows: 1.Selection of potential human resource. 2. Perform evaluation of human resource performance using KPI (Key Performance Indicator) 3. Giving an opportunity to employees to contribute ideas.  4. Appropriate career planning  5. Giving rewards and punishment 6. Conducting various Training and Human Resource Development :  Internal Training methode 1. 5C (Clear-out, Classify, Cleaning, Conformity, Custom) 2. Leadership Coaching Training and External Training methode : 1. Lean Management, 2. Negotiation Skill & Service Excellence Training. The company is responsible for improving work ability, the skills of its employees to be better. Human resource development strategy is a form of appreciation of a leader to employees in the form of humanis. Training and development is one solution to a number of problems decreasing the quality of the performance of organizations or institutions and agencies caused by decreased ability and obsolescence skills owned by employees. The purpose of training and development is to change attitudes, behavior, experience and performance of employee performance to be better.

scholarly journals Management Development Program to Increase Employee Capacity and Responsibility during the Covid-19 Pandemic

2021 ◽  
Vol 2 (1) ◽  
pp. 54-59
Author(s):  
Rahis Rahman ◽  
Mehmood Faheem
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Development Program ◽  
Management Development ◽  
Resource Development ◽  
Work Capacity ◽  
A Company

This article discusses the urgency of a management development program. A development principle that combines experiential learning, classroom learning and learning through others. The program development strategy can run well if it is accompanied by a well-planned human resource and capacity development program. So that it is expected to be able to help achieve the goals in producing high quality human resources. The human resource development strategy is a plan on how the quality of human resources can develop into a better direction and increase their work capacity. and have good loyalty to the company. Human resource development is needed for the continuity of a company so that it can develop more dynamically. because human resources are the most important element in a company.

scholarly journals Pengembangan sumber daya manusia sebagai faktor yang mempengaruhi produktivitas kerja

2019 ◽  
Vol 4 (1) ◽  
pp. 127
Author(s):  
Yohan Dwi Putra ◽  
Ade Sobandi
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Rating Scale ◽  
Descriptive Analysis ◽  
Work Productivity ◽  
Resource Development ◽  
Scale Model ◽  
Survey Method

Human resource development is a factor that has been proven empirically having a significant effect on work productivity. This article discusses the results of research on the influences between two variables. This research was conducted by using explanatory survey method, where the data was collected by using questionnaire scale model, it was given to respondents, 57 employees of Bandung City Education Office. The descriptive analysis shows that the development of human resources are in the effective category, while work productivity is in the medium category. The analysis shows that the development of human resources has a positive and significant impact on work productivity. To improve work productivity, employees must increase knowledge, skills, and motivation so that their work productivity can be optimal.ABSTRAKPengembangan sumber daya manusia adalah faktor yang telah terbukti secara empiris memiliki pengaruh yang signifikan terhadap produktivitas kerja. Artikel ini membahas hasil penelitian tentang pengaruh antara dua variabel tersebut. Penelitian ini dilakukan dengan menggunakan metode explanatory survey, dimana data dikumpulkan dengan menggunakan angket model skala rating scale yang diberikan kepada responden sejumlah 57 orang pegawai Dinas Pendidikan Kota Bandung yang menjadi objek penelitian. Analisis deskriptif yang dilakukan menunjukkan bahwa pengembangan sumber daya manusia berada pada kategori efektif sedangkan produktivitas kerja berada pada kategori sedang. Analisis menunjukkan bahwa pengembangan sumber daya manusia memiliki pengaruh yang positif dan signifikan terhadap produktivitas kerja. Untuk meningkatkan produktivitas kerja, pegawai harus meningkatkan pengetahuan, keterampilan dan motivasi sehingga produktivitas kerja dapat diperoleh secara optimal.

scholarly journals PENGARUH PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DI PT. PENDIDIKAN MARITIM DAN LOGISTIK INDONESIA TERHADAP PRODUKTIVITAS KERJA PESERTA

LOGISTIK ◽  
2021 ◽  
Vol 14 (2) ◽  
pp. 29-42
Author(s):  
Hanif Ahsanu Amal ◽  
Henita Rahmayanti
Keyword(s):  
Statistical Analysis ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Quantitative Method ◽  
Work Productivity ◽  
Secondary Data ◽  
Resource Development ◽  
Questionnaire Data

The purpose of this study was to determine the effect, respondents' responses and sub-variables that influence training and human resource development on work productivity held in PT. Pendidikan Maritim dan Logistik Indonesia through questionnaire data. The method used is descriptive quantitative method with primary and secondary data through statistical analysis. Collecting data by distributing questionnaires to respondents to get perceptions of the training that was followed. From the results of the research conducted, it can be concluded that the implementation of training and human resource development held at PT. Indonesian Maritime and Logistics Education has an effect on the work productivity of participants by 3.75 and is categorized as quite high in its implementation. Therefore, the training provided to the participants should produce a reliable workforce or human resources compared to the disciplines of each employee in order to achieve the company's goals.

scholarly journals Human resource development strategy model: a case study on small and medium Laweyan Batik industry in Surakarta

2018 ◽  
Vol 21 (2) ◽  
Author(s):  
Agus Utomo ◽  
Yosephine Angelina Yulia
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Development Strategy ◽  
Small And Medium Enterprises ◽  
Resource Development ◽  
Soft System Methodology ◽  
Traditional Patterns ◽  
Medium Enterprises ◽  
System Methodology

Batik industry in Indonesia is generally small and medium enterprises (SMEs) become the livelihood of some people. In the History of Solo Batik describes the famous solo batik with traditional patterns and patterns of batik in the process of cap and in batik tulis. Kampung Batik Laweyan is the center of the township of batik entrepreneurs in Solo, which has tremendous appeal. The lack of regeneration of batik makers makes their numbers more and more decreasing. In order for batik existence to stay awake in the future, business managers must know how to develop human resources especially for batik crafters. The purpose of this research is to formulate human resource development strategy / method used this research is qualitative method with method soft system methodology (SSM) developed by Checkland and Poulter (2010), Checkland and Scholes (1990). The findings obtained after using the method of soft system methodology (SSM) is the formulation of human resources development strategy for medium and small industries in Laweyan, Surakarta.

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

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 

scholarly journals 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

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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