scholarly journals Manajemen Pengembangan Sumber Daya Anggota (PSDA) KOPMA UIN Sunan Kalijaga Yogyakarta

2021 ◽  
Vol 2 (2) ◽  
pp. 275-287
Author(s):  
Reni Septiani
Keyword(s):  
Qualitative Research ◽  
Resource Management ◽  
Career Development ◽  
Data Collection ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
Special Programs ◽  
Common Goals ◽  
And Training

The ups and downs of the journey of KOPMA UIN Sunan Kalijaga Yogyakarta was able to give an idea to all its cadres that the optimization of the development of member resources was not optimal. This study aims to describe how the process and implementation of human resource management in the development of member resources (PSDA) of KOPMA UIN Sunan Kalijaga Yogyakarta. So that it is hoped that in the future the cadres are required to be able to optimize the development of the resources of KOPMA UIN Sunan Kalijaga Yogyakarta members to achieve common goals. The research is a type of qualitative research whit data collection carried out by conucting observations, interviews and documentation. The validity of the data was tested by using triangulation technique. The results showed that:1) human resource management of KOPMA UIN Sunan Kalijaga Yogyakarta through: a) planning and recruitmen: b)selection process: c) education and training; d)career development; e) comensation. 2) development of mamber resourvces (PSDA) of KOPMA UIN Sunan Kalijaga Yogyakarta through: a) member development; b) communication media; c) membership administration; d) member welfare; e) special programs.

scholarly journals Manajemen Sumber Daya Manusia

2019 ◽  
Vol 2 (1) ◽  
pp. 93-104
Author(s):  
Sakban Sakban ◽  
Ifnaldi Nurmal ◽  
Rifanto Bin Ridwan
Keyword(s):  
Qualitative Research ◽  
Student Achievement ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Analytical Methods ◽  
Code Of Ethics ◽  
The Government ◽  
Improving Student Achievement ◽  
And Training

The purpose of this study was to determine human resource management in the Madrasah Aliyah Al-Mathitiriyah Rupit District. This type of research is qualitative research with descriptive analytical methods, namely methods that attempt to systematically explain the discussion material originating from various sources for later analysis in order to obtain results as a conclusion. Research Results, principals are very instrumental in increasing and motivating teachers, staff / employees, in improving student achievement, which has been effective and conditional. In providing opportunities and opportunities for the teachers to take part in education and training held by the government and provide opportunities for teachers to continue their higher level of study, Conclusion, the head of MA Al-Mathiriyah carries out, plans, and professionals, as well as field experts, and able to give awards, and provide penalties, if it violates the teacher's code of ethics. Keywords: Human Resource Management, Performance

scholarly journals PENERAPAN MANAJEMEN SUMBER DAYA MANUSIA (MSDM) DALAM MENINGKATKAN KINERJA GURU DI SMK YASMIDA AMBARAWA KABUPATEN PRINGSEWU

2020 ◽  
Vol 2 (2) ◽  
pp. 46-53
Author(s):  
Nurul Qoni’ah ◽  
Dedi Irawan ◽  
Eri Purwanti
Keyword(s):  
Qualitative Research ◽  
Resource Management ◽  
Data Collection ◽  
Human Resource Management ◽  
Human Resource ◽  
Teacher Performance ◽  
Implementation Process ◽  
Presentation Rate ◽  
Average Score ◽  
Analytical Technique

AbstractHis study aims to improve teacher performance in SMK YASMIDA Ambarawa Kab. Pringsewuthrough the application of Human Resource Management. This research is a qualitative research by usinga benchmark as a barometer of truth. Objects studied at SMK YASMIDA Ambarawa Kab. Pringsewu.While the data collection techniques applied by using: Interview / interview to the principal, the divisionof questionnaires / questioners to students and teachers, as well as documentation as supporting researchresults. The analytical technique used by the authors in this study is descriptive qualitative analysis. Fromthe analysis of the data can be concluded that: The results of research on the implementation process ofHuman Resource Management (MSDM) is Applying Planning, Organizing, Actuating, and Controlling.Once known the application of POAC hence can be seen an improvement on teacher performance ofSMK YASMIDA Ambarawa Kab. Pringsewu is calculated from 2014, 2015 and 2016. The improvementof teacher performance can be seen from the improvement of presentation of the results ofimplementation on each statement, with the final result obtained as follows: (a) the result of questionnairedistribution to students with the average obtained in the year 2014 with a presentation value of 62%, in2015 with a presentation rate of 77% and in 2016 with an 89% presentation. (B) the results ofquestionnaire distribution to teachers with an average score obtained in 2014 with a presentation value of60%, in 2015 with a presentation value of 68% and in 2016 with a presentation value of 89%.AbstrakPenelitian ini bertujuan untuk meningkatkan kinerja guru di SMK YASMIDA Ambarawa Kab.Pringsewu melalui penerapan Manajemen Sumber Daya Manusia. Penelitian ini merupakan penelitiankualitatif dengan menggunakan tolak ukur sebagai barometer kebenarannya. Objek yang diteliti yaitu diSMK YASMIDA Ambarawa Kab. Pringsewu. Sedangkan tehnik pengumpulan data yang diterapkandengan menggunakan: Interview / wawancara kepada kepala sekolah, pembagian angket/questionerkepada siswa dan guru, serta dokumentasi sebagai penunjang hasil penelitian. Adapun tehnik analisisyang digunakan penulis dalam penelitian ini adalah analisis deskriptif kualitatif. Dari analisis datatersebut dapat disimpulkan bahwa: Hasil penelitian pada proses penerapan Manajemen Sumber DayaManusia (MSDM) ini menerapakan Planning, Organizing, Actuating, dan Controlling. Setelah diketahuipenerapan POAC maka dapat diketahui adanya peningkatan pada kinerja guru SMK YASMIDAAmbarawa Kab. Pringsewu terhitung dari tahun 2014, 2015 dan 2016. Peningkatan kinerja guru inidapat dilihat dari peningkatan presentasi hasil penerapan pada setiap pernyataan, dengan hasil akhir yangdiperoleh yaitu sebagai berikut: (a) hasil pembagian angket kepada siswa dengan rata-rata yang didapatpada tahun 2014 dengan nilai presentasi 62%, pada tahun 2015 dengan nilai presentasi 77% dan padatahun 2016 dengan nilai presentasi 89%. (b) hasil pembagian angket kepada guru dengan nilai rata-ratayang diperoleh pada tahun 2014 dengan nilai presentasi 60%, pada tahun 2015 dengan nilai presentasi68% dan pada tahun 2016 dengan nilai presentasi 89%.Kata Kunci: Manajemen Sumber Daya Manusia (MSDM), Kinerja Guru

Analysis Of Open Selection Mechanism In The Government Of Bantul District 2016

ARISTO ◽  
2020 ◽  
Vol 9 (1) ◽  
pp. 1
Author(s):  
Vindhi Putri Pratiwi ◽  
Muhammad Eko Atmojo ◽  
Dyah Mutiarin ◽  
Awang Darumurti ◽  
Helen Dian Fridayani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Selection Process ◽  
The State ◽  
Selection Mechanism ◽  
Government Bureaucracy ◽  
The Government ◽  
Bureaucratic Reform ◽  
Depth Interviews

The purpose of this research is to see the open selection mechanism in the government of Bantul district. Because the success of bureaucratic reform is a part of human resources within the government bureaucracy. Therefore it is necessary to have human resource management to realize a state of civil apparatus with integrity, professionalism and competence. In this study, researchers used qualitative approach methods. Where in the technique is done in-depth interviews to get information and gather other supporting documents on this research. Human resource management could be done by structuring employees through an open selection mechanism. The Government of Bantul District has conducted an open selection in structuring employees who are in their government. Because the open selection is considered a solution in the screening of the state civil apparatus. Moreover, the Bantul Government in the open selection process uses several stages including administration selection, competency tests, interviews, and paper presentations. With the existence of several stages carried out in the open selection process by the Bantul Government, it is expected to capture and create a state civil apparatus who are professional and competent in running of bureaucracy in the government. So the existence of the state civil apparatus competent then will be influenced in its performance.

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

scholarly journals Human Resource Management: Career Development

2006 ◽  
Vol 1 (1) ◽  
pp. 99-100
Author(s):  
Dhruba Kumar Budhathoki
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Business Studies ◽  
Management Career

This paper mainly emphasizes on career development which is gaining much importance in recent times in order to retain skilled, competent and result oriented people in the organization. This paper invites special attention in this area of organizations. Journal of Nepalese Business Studies Vol.1(1) 2004 pp.99-100

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 ENHANCING CAREER COMMITMENT: THE INFLUENCE OF HUMAN RESOURCE MANAGEMENT PRACTICES

2017 ◽  
Vol 16 (2) ◽  
Author(s):  
Khulida Kirana Yahya ◽  
Fee-Yean Tan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Career Commitment ◽  
Training And Development ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
The Relationship ◽  
And Training

The purpose of this study is to examine the relationship between human resource management(HRM) practices (training and development, compensation and promotion) with careercommitment. Data was gathered through questionnaire from 253 employees of a multinationalcompany in Malaysia. The regression results indicated that compensation, and training anddevelopment were significant predictors to enhance career commitment. The results alsosuggested that compensation was the most important factor that influence career commitmentfollowed by training and development.Keywords: Career Commitment; HRM Practices; Training and Development; Compensation;Promotion.

Personnel Research Perspectives on Human Resource Management and Development

1989 ◽  
Vol 18 (2) ◽  
pp. 138-161 ◽  
Author(s):  
Thomas H. Roback
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Agenda ◽  
Transfer Of Training ◽  
The Past ◽  
Research Perspectives ◽  
Management And Development ◽  
State Of Research

This article addresses the state of research contributions over the past several decades in human resource management and development. Specific research agendas in learning, HRD planning, career development, training, discipline, and evaluation and transfer of training were also investigated. Particular research patterns focusing on public personnel perspectives were emphasized and analyzed. Recommendations for establishing a research agenda for the future were recommended.

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