scholarly journals The Mediating Role of Age Productivity on Human Resources Development, Health Infrastructure, and Proverty Level

2022 ◽  
Vol 12 (1) ◽  
pp. 11-18
Author(s):  
Anton Pestaria ◽  
Kamaludin Kamaludin ◽  
Husaini Husaini ◽  
Fadli Fadli
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Poverty Level ◽  
Mediating Role ◽  
Classic Problem ◽  
Health Infrastructure ◽  
Working Age ◽  
Research Population ◽  
Quantitative Descriptive

Poverty is a classic problem in many regions in Indonesia, including the Bengkulu Province. There are several causes of poverty case in Bengkulu, three of which are low human resources, inadequate rural health infrastructure, and less productive population with productive working age. The purpose of the study is to examine 1) the influence of human resources management, health infrastructure, and productive age partially on poverty in Bengkulu Province, and 2) the influence of human resources, health infrastructure respectively through mediation of productive age on poverty in Bengkulu Province. This study uses a quantitative descriptive approach using secondary data. The research population is all districts/cities in Bengkulu Province totalling 9 districts and 1 city in 2010 – 2019. This study uses saturated sampling. The data was then processed and analyzed using SEM-PLS. The results of the study show that human resources proxied by the Human Development Index (HDI) had a positive effect on the poverty level, health infrastructure had no effect on the poverty level, productive age had no effect on the poverty level, productive age was not a mediating variable between resources and the poverty level, so that cannot be used as a mediating variable, and productive age does not mediate the effect of health infrastructure on poverty levels in Bengkulu Province.

ANALISIS RETURN ON INVESTMENT (ROI) UNTUK MENILAI KINERJA KEUANGAN PADA PT. MITRA INVESTINDO, Tbk.

2021 ◽  
Vol 3 (1) ◽  
pp. 35-43
Author(s):  
Dedy Hardiansyah ◽  
Nurhayati Nurhayati
Keyword(s):  
Financial Performance ◽  
Return On Investment ◽  
Stock Exchange ◽  
Secondary Data ◽  
Sampling Technique ◽  
Literature Study ◽  
Descriptive Research ◽  
Analysis Technique ◽  
Research Population ◽  
Quantitative Descriptive

The purpose of this study is to find out how much Return On Investment (ROI) is to assess the financial performance of PT Mitra Investindo, Tbk. This type of quantitative descriptive research uses secondary data. Data collection techniques are documentation and literature study. Research population for 22 years from the start of listing on the Indonesia Stock Exchange 1997-2019. Then a sample of 10 years from 2010-2019 with purposive sampling technique. The data analysis technique used statistical analysis with a one-sample t-test. The results showed that the Return On Investment (ROI) to assess the financial performance of      PT Mitra Investindo, Tbk was in a bad condition because it was less than 30% of the expected.

Pushing the Right Buttons?

2013 ◽  
Vol 4 (3) ◽  
pp. 16-37 ◽  
Author(s):  
Anthony Lewis ◽  
Brychan Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Resources Management ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This paper explores effects and issues associated with Social Media and Recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting appropriate employees for enterprises from a multi stakeholder perspective. Human Resources Management professionals have been using different methods of Social Media in their recruitment strategies with varying degrees of success. By examining social media and its effect this can support the development of a more effective Human Resources Recruitment strategy. Additionally increased communication channels might enable the development of a more positive internal enterprise culture. The research was conducted using both primary and secondary data. Professionals, recruiters and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This paper provides a framework that can be used by enterprises in order to create their own Social Media recruitment cycle.

High-performance human resource management and firm performance

2015 ◽  
Vol 115 (2) ◽  
pp. 353-382 ◽  
Author(s):  
Kangyin Lu ◽  
Jinxia Zhu ◽  
Haijun Bao
Keyword(s):  
Firm Performance ◽  
Human Resources ◽  
High Performance ◽  
Human Resources Management ◽  
Chinese Enterprises ◽  
Content Type ◽  
Resources Management ◽  
Mediating Role ◽  
The Relationship

Purpose – Human resources have become a key issue in relation to the strong competition between service firms. Therefore, the purpose of this paper is to explore the relationship between high-performance human resource management (HRM) within this field to firm performance, making a useful attempt to explore the “black box” of enterprise human resources management effect on firm performance. Design/methodology/approach – In order to validate the relationship between high-performance HRM and firm performance, Chinese service industry samples were collected. Structural equation modeling and regression are adopted to estimate the direct effect of high-performance HRM on firm performance and the mediating role of innovation. Findings – The results show that the impacts of high-performance HRM on firm performance are significant. Moreover, innovation plays a partial mediating role between them. Training, work analysis and employee participation has a significantly positive impact on firm performance, while effects of profit sharing, employee development and performance evaluation on enterprise performance is not significant. The results strongly support the hypothesis that innovation holds intermediary variables between high-performance HRM and firm performance. Practical implications – Studying the relationship between high-performance HRM and firm performance can help Chinese enterprises more reasonable and effective learning foreign advanced management ideas and methods. And then can help Chinese enterprises to establish a high-performance HRM system that is suitable for Chinese enterprises; the research can help enterprises to identify meaningful practice of human resources management, outstanding keys, and perfect the HRM system of enterprises; research on innovation and innovative thinking is conducive to develop employees’ innovation motive, promote employee’ innovative behavior, and improve firm performance. Originality/value – This paper takes innovation as a mediating variable into the model and studies the intermediary role of innovation.

scholarly journals The mediating role of wellbeing in the effect of human resources management on performance

2020 ◽  
pp. 19-44
Author(s):  
Fernando J. Garrigós Simón ◽  
Esther Pagán Castaño ◽  
Javier Sánchez García
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Structural Equations ◽  
Mediating Effect ◽  
Psychological Wellbeing ◽  
Educational Performance ◽  
Emotional Symptoms ◽  
Resources Management ◽  
Mediating Role ◽  
Physical Wellbeing

Aims:The objective of this study is to build a scale of the wellbeing of teachers in education centres. In addition, it examines the incidence of human resources management on educational performance, both directly and through the mediating effect of the wellbeing of teachers in terms of both the psychological and the physical. Methodology: The study uses the methodology of structural equations, and a sample of 315 questionnaires for teachers working in secondary education. Results: This study corroborates the significant effect of human resources management on educational performance. The relationship was observed both directly and through the mediating effect achieved when improving psychological wellbeing. Although human resources management reduces physical wellbeing, we did not observe any direct relationship between this physical wellbeing and a reduction in performance. Limitations: The study is intended as an exploratory analysis of these relationships. Consideration of a larger sample, or its extension to other areas, could further support our results. Practical implications: These results imply the need for improvement in human resources policies in schools, especially positive policies linked to improving the psychological wellbeing of teachers. Thus, better management of human resources produces an improvement in both the wellbeing of teachers (their satisfaction, their happiness and their relationship with students) and also educational performance. Furthermore, this management process has a significant effect on reducing discomfort (negative emotions, emotional symptoms, and negative physical states).

Attracting the Right Employees?

2018 ◽  
pp. 194-220
Author(s):  
Anthony Lewis ◽  
Brychan Celfyn Thomas ◽  
Gwenllian Marged Sanders
Keyword(s):  
Social Media ◽  
Human Resources ◽  
Human Resources Management ◽  
Secondary Data ◽  
Recruitment Strategy ◽  
Recruitment Strategies ◽  
Professional Perspective ◽  
Stakeholder Perspective ◽  
Multi Stakeholder ◽  
The Right

This chapter investigates effects and issues associated with social media and recruitment and whether it is effective as an innovative e-entrepreneurship method of attracting the right employees for enterprises from a multi stakeholder perspective. Human resources management professionals have been using different methods of social media in their recruitment strategies with varying degrees of success. By examining social media and its effect, this can support the development of a more effective human resources recruitment strategy. Additionally, increased communication channels might enable the development of a more positive internal enterprise culture. The study was conducted using both primary and secondary data. Professionals, recruiters, and employees have been questioned on their views of Social Media from a personal and a professional perspective through a variety of methods including focus groups and questionnaires. This chapter provides a framework that can be used by enterprises in order to create their own social media recruitment cycle.

scholarly journals The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance

2012 ◽  
Vol 2 (1) ◽  
pp. 75 ◽  
Author(s):  
Fathi Mohamed Abduljlil Aldamoe ◽  
Mohamd Yazam ◽  
Kamal Bin Ahmid
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Resources Management ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

The matter of human resources activities have been commonly used to observe organizational performance. One of the distinctive features of HRM is that better performance is achieved through the people in the organization. In recent years significant remarks have been recorded in identifying the Human Resources Management (HRM) – performance relationship. The relationship between HRM practices and organizational performance has been well documented by the previous studies. However, authors have called for the interrogation of the mediating role of HRM Outcomes such as employee retention in the relationship between HRM practices and organizational performance. Thus, the major objective of this study is to investigate the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance. Based on the evidence derived from the literature, the paper concludes that employee retention is likely to mediate in the relationship between HRM practices and organizational performance. Keywords: Human Resources management, employee retention, Human Resources management practices, organizational performance 

scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA PEGAWAI BANK BJB CABANG BANJARMASIN

2017 ◽  
Vol 3 (2) ◽  
Author(s):  
Sayid Hasan
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Performance Measurement ◽  
Performance Management ◽  
Employee Performance ◽  
Human Resources Management ◽  
Population Based ◽  
Company Performance ◽  
Resources Management ◽  
Research Population

Abstract: Company performance measurement is very important. By measuring performance, management can determine the level of progress of the company and identify areas which should receive more attention. This research try to understand the influence of organizational culture to employee’s performance. This research is done to BJB Bank Branch Banjarmasin using all it’s employees as research population. Based on these results that the regression tested in this study are significant. In other words, the influence of organizational culture on performance is not coincident, but actually real or meaningful. Keywords: human resources management, organizational culture, employee performance Abstrak: Pengukuran kinerja suatu perusahaan merupakan hal yang sangat pen-ting. Dengan melakukan pengukuran kinerja, manajemen dapat mengetahui ting-kat kemajuan perusahaan dan sekaligus mengetahui bidang-bidang mana yang ha-rus mendapat perhatian lebih banyak. Penelitian ini berusaha memahami pengaruh dari budaya organisasi terhadap kinerja pegawai. Penelitian dilakukan di Bank BJB Cabang Banjarmasin dengan populasi penelitian adalah seluruh karyawan di Bank BJB Cabang Banjarmasin. Berdasarkan hasil penelitian ini dapat disim-pulkan bahwa regresi yang diuji dalam penelitian ini adalah signifikan atau de-ngan kata lain pengaruh budaya organisasi terhadap kinerja adalah bukan karena hal kebetulan semata, melainkan benar-benar nyata atau bermakna. Kata Kunci: manajemen sumber daya manusia, budaya organisasi, kinerja pegawai

scholarly journals Influence of Human Resources Management on Service Quality of Risk Business in Northwestern Nigeria

2017 ◽  
Vol 3 (1) ◽  
pp. 23-32
Author(s):  
Ahmodu-Tijani Ismail Shola ◽  
Zurina Bte Adnan ◽  
Shahrin Bin Saad
Keyword(s):  
Service Quality ◽  
Human Resources ◽  
Management Practices ◽  
Insurance Industry ◽  
Human Resources Management ◽  
Secondary Data ◽  
Service Industries ◽  
Insurance Companies ◽  
Resources Management

Purpose: Human Resources Management (HRM) practice displays a key function in customer satisfaction in the cognitive of service quality in selected insurance companies in Northwestern Nigeria. The significant of service industries are labour oriented where insurance sector is not an exception because their performance is determined by the quality of risk management services to their customers (Insured). This paper is aimed to investigate Human Resources Management Practices and Service quality in selected insurance companies in Nigeria. Methodology: The study adopts secondary data which review related literatures from journal articles and other literatures on assessment of the concepts. Finding: The paper finds that there is a significant relationship between Human resources management practices and service quality in the insurance industry. It also reveals that Human resource management practices directly affect overall service quality in terms of customer base, customer retention, overall profit, productivity and risk improvement to the customers. Implication: Organization having good HRM Practices will improve the quality of services provided and also improves performance and customers'loyalty.

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