scholarly journals The Impact of Human Resources Development and Organizational Culture on Employee Performance

2021 ◽  
Vol 4 (2) ◽  
pp. 2227-2233
Author(s):  
E. Kosmajadi
Keyword(s):  
Organizational Culture ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Good Condition ◽  
Resource Development ◽  
Survey Method ◽  
Statistical Process ◽  
The Impact

Research is motivated by the phenomenon of low employee performance, presumably due to suboptimal human resource development and a less conducive organizational culture. The study aims to identify and analyze: a. human resource development, organizational culture, employee performance; b) the magnitude of the influence of human resource development on employee performance; c) the importance of the impact of organizational culture on employee performance; and the extent of the effect of human resource development and organizational culture on employee performance. This research uses a quantitative approach with a survey method. The data collection tool used a questionnaire distributed to 44 employees. The data obtained were analyzed descriptively and through a statistical process. The results showed: a. From the results of descriptive analysis of human resource development, organizational culture and employee performance are in good condition, but there are weaknesses in certain aspects. The results of the verification analysis show; b) human resource development has a significant effect on employee performance with a magnitude of influence of 66.69%; c) organizational culture has a significant impact on employee performance with the importance of the result of 51.84%; and d) the development of human resources and organizational culture together have an effect on employee performance with the magnitude of the influence of 78.30%, the remaining 21.70% is influenced by other factors that are not included in the model. In conclusion, both partially and simultaneously, human resources and organizational culture's development affects employee performance.

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 DOES HUMAN RESOURCES DEVELOPMENT AND ORGANIZATIONAL CULTURE STILL IMPACT ON EMPLOYEE PERFORMANCE?

2021 ◽  
Vol 6 (2) ◽  
pp. 25-39
Author(s):  
Hj. Sulastini
Keyword(s):  
Organizational Culture ◽  
Organizational Performance ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Work Capacity ◽  
Survey Method ◽  
Section Design

This study aims to analyze (1) the effect of human resource development on employee performance, (2) ) The Influence of Organizational Culture on Employee Performance (3) The Influence of Human Resource Development and Organizational Culture on Employee Performance. The object of this research is PT.Sega Mas Banjarmasin. This study uses a survey method with a cross section design. The sampling technique uses saturated side (census). Respondents in this study were 40 permanent employees at PT.Sega Mas-Banjarmasin. This research resulted in the findings that by developing education and training, work capacity, knowledge skills, skills abilities, attitudinal abilities of employees organizational goals were achieved. Human Resource Developmentis a way to achieve an organizational goal effectively and efficiently through the implementation of individual duties and obligations in the organization. The findings of this study seem to enrich understanding of how to improve organizational performance through the inculcation of an effective Organizational Culture. This study found that the Organizational Culture that is built by increasing the culture of innovation, employee-oriented organizational activities and also paying attention to existing problems have implications for employee serenity and performance

scholarly journals Pengaruh Pengembangan Sumber Daya Manusia dan Disiplin Kerja terhadap Kinerja Pegawai (Studi pada Bagian Umum dan Hukum Tata Laksana Universitas Brawijaya)

2021 ◽  
Vol 007 (01) ◽  
pp. 128-135
Author(s):  
Maria Lusianita
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Resource Development ◽  
Work Status ◽  
Moderating Effects ◽  
Insignificant Effect ◽  
Years Of Service ◽  
The Impact

Employees in an agency need to be managed professionally in order to achieve a balance between the needs of employees and the guidance untill their capabilities of the agency. Organizations benefit from operational continuity with increased performance, while employees feel they have a greater commitment to the organization. In line with the phenomenon of human resource development, employee work discipline must also be developed. This study aims to explain the impact of human resource development and work discipline on non-PNS employees and employees. The results of the study state that the development of human resources on employee performance shows a positive but insignificant effect, besides that the effect of work discipline on employee performance shows a positive and significant effect. In addition, the moderating effects of age, work status, and years of service also do not have a significant effect.

scholarly journals THE EFFECT OF GROUP COHESIVENESS AND JOB SATISFACTION ON PRODUCTIVITY IN EMPLOYEES OF HUMAN RESOURCES DEVELOPMENT IN THE MINISTRY OF HOME AFFAIRS

2020 ◽  
Vol 6 (8) ◽  
pp. 57-62
Author(s):  
Iman Iskandar
Keyword(s):  
Job Satisfaction ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Direct Effect ◽  
Resource Development ◽  
Survey Method ◽  
Human Resources Development ◽  
Group Cohesiveness ◽  
Development Agency

The purpose of this study was to determine the effect of group investigation by sigil and The objective of the research is to obtain information about the effect of group cohesiveness and job satisfaction on productivity of the employee on Human Resource Development Agency of Ministry of Home Affairs. The research was conducted to all of employees on on Human Resource Development Agency of Ministry of Home Affairs by using a survey method with path analysis applied in testing hypothesis. The number 133 employees as sample was selected by using Slovin formula. The research conclude: (1) there is direct effect of group cohesiveness on productivity. (2) there is direct effect of job satisfaction on productivity. (3) there is direct effect of group cohesiveness on job satisfaction. Therefore, to enhance employees’ productivity can be carried out by group cohesiveness, and job satisfaction.

scholarly journals Sustainable Development of Human Resources in Globalization Period

2020 ◽  
Vol 12 (18) ◽  
pp. 7681
Author(s):  
Zuzana Stofkova ◽  
Viera Sukalova
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource Development ◽  
Human Resource ◽  
Questionnaire Survey ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employer Branding ◽  
The Impact

The article deals with human resource management, its theoretical principles, and its use in practice in the era of globalization. The main goal of this paper is to analyze and describe human resource management focused on the process of human resource development and education. The article shows how the principles are applied in a selected Information-Communication Technologies (ICT) company in Slovakia as an attractive employer who is interested in satisfaction, education, and growth of its employees, thus employer branding. The data was collected through a questionnaire survey with employees in the selected company. Secondary data from corporate sources were used, too. The aim of the survey was to point out the human resources management in a selected company and to examine the perception of the impact of employees development on their performance and to design effective approaches to personnel development in a selected company with an impact on employee performance. The aim of the survey was to find out whether there was a dependence between the subjectively perceived performance of the employees and individual aspects, which are the completion of technical training programs, individual evaluation of the employee, relocation of the employee, and the number of completed training activities. A questionnaire survey was used to achieve this goal.

scholarly journals The impact of human resource development practices on employee engagement and performance in Jordanian family restaurants

2020 ◽  
Vol 18 (1) ◽  
pp. 130-140
Author(s):  
Amani Abu Rumman ◽  
Lina Al-Abbadi ◽  
Rawan Alshawabkeh
Keyword(s):  
Human Resource Development ◽  
Employee Engagement ◽  
Human Resource ◽  
Structural Equation ◽  
Employee Performance ◽  
Employee Training ◽  
Resource Development ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
The Impact

Given the organizational positive outcomes of human resource development (HRD) practices like organizational effectiveness, sustainable competitive advantage, and organizational commitment, the current study was designed to detect the impact of HRD practices (employee training, employee empowerment, employee promotion) as independent variables on employee engagement and employee performance as dependent variables and to notify those who are interested. A quantitative descriptive-analytical method was adopted for the current research paper. Data were collected conveniently via a questionnaire from employees of family restaurants. Usable responses were analyzed using IBM SPSS and AMOS on the strength of structural equation modeling (SEM).The current data identified employee training, employee empowerment, and employee promotion as key predictors of both employee engagement and employee performance. Employee empowerment has the highest impact on employee engagement, followed by employee promotion, while employee training has the highest effect on employee performance. Furthermore, employee engagement is positively related to employee performance.

Spiritual intelligence research within human resource development: a thematic review

2018 ◽  
Vol 41 (8) ◽  
pp. 987-1006 ◽  
Author(s):  
Arshad Mahmood ◽  
Mohd Anuar Arshad ◽  
Adeel Ahmed ◽  
Sohail Akhtar ◽  
Shahid Khan
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
The Body ◽  
Spiritual Intelligence ◽  
Content Type ◽  
Thematic Review ◽  
The Impact

Purpose This study aims to synthesize the rich knowledge on spiritual intelligence (SI) research within the framework of human resource development (HRD) research. Design/methodology/approach Based on the search of multiple electronic databases authors conducted thematic review of the literature on SI and HRD. Themes associated with SI and HRD are extracted while employing the content analysis technique. Findings Five major themes emerged through the process of content analysis on the body of the reviewed literature. The themes which described the presence of SI-related research within the field of HRD, included: Conceptual connections between SI and HRD; SI Holistic Mechanism; SI and Leadership development, SI measurement tools and, finally, the impact of SI on sustainability. Research limitations/implications The inclusion and exclusion criteria are that the search for this review has been limited to peer-reviewed journals that are published SI-related articles. This paper excluded all articles on SI that `do not explicitly discuss the valuable role of human resources. The key words used are spiritual intelligence (SI) and HRD. Originality/value This paper offered new-fangled value and insightful understanding on SI and its implications for other areas, more specifically HRD. It suggests that SI is an important component for organizational development. Such interventions nurture the human resources that can lead to better performance as a whole.

scholarly journals Pengaruh Kompetensi Pengembangan Sumber Daya Manusia dan Budaya Organisasi Terhadap Kinerja Pegawai Pada BPJS Ketenagakerjaan Kanwil Sulawesi Maluku

2020 ◽  
Vol 1 (2) ◽  
pp. 199-212
Author(s):  
A. Asmar ◽  
St. Rahmi Razak
Keyword(s):  
Organizational Culture ◽  
Human Resource Development ◽  
Human Resource ◽  
Regression Coefficient ◽  
Employee Performance ◽  
Resource Development ◽  
Positive Influence ◽  
Regression Equation ◽  
Regional Office ◽  
A Value

This study was conducted to analyze the test effect of competence to employee performance at BPJS Employment Office of Sulawesi, Maluku, to analyze the effect of human resource development to employee performance at BPJS Ketenagakerjaan Office of Sulawesi, Maluku, to analyze the influence of organizational culture influence on employee performance BPJS Ketenagakerjaan Regional Office Sulawesi, Maluku, to analyze the more dominant variables affect the performance of employees at the Regional Office of the BPJS Ketenagakerjaan Sulawesi, Maluku. This study uses data questionnaire, literature study and interviews with quality test data analysis techniques, classic assumption test, multiple linear regression analysis and hypothesis testing. The study found that the results of the regression equation obtained results for the regression coefficient for the competence of 0.343 and has a value ρvalue of 0.002, so it can be concluded that the competency has a positive influence and significant impact on employee performance BPJS Ketenagakerjaan Office of Sulawesi, Maluku, the results of the regression equation to variable human resource development at .290, and has a value ρvalue amounted to 0,018, so that it can be concluded that the development of human resources has a positive influence and significant impact on employee performance BPJS Ketenagakerjaan Office of Sulawesi, Maluku, based on the results of data processed regression coefficient of the obtained regression coefficients for the variables Organizational culture of 0.724 and has value ρvalue = 0,000 so it can be concluded that organizational culture has a positive and significant influence terahdap employee performance on BPJS Ketenagakerjaan Office of Sulawesi Maluku, from h Regression test regression then it can be concluded that the organizational culture variable is the dominant variable affecting the improvement of employee performance on BPJS.

scholarly journals Impact of Human Resource Development on Public Service Through Employee Performance Of Center Mamuju

2021 ◽  
Vol 8 (1) ◽  
pp. 129
Author(s):  
Nimrah Rahmayanti Yusuf ◽  
Widyawati Widyawati ◽  
Nurlaela Nurlaela
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Public Service ◽  
Civil Service ◽  
Employee Performance ◽  
Resource Development ◽  
Service Agency ◽  
District Offices

Public organizations as a place for providing services to the community must be supported by quality human resources. This is inseparable from the human resource development system, in creating superior human resources and having good performance so that the services provided can increase public satisfaction. This research is a quantitative type of research, which is conducted at the Civil Service and Civil Service Agency, Population and Civil Registry Office and five District Offices in Central Mamuju Regency. The sample in this study amounted to 102 people. Data collection was carried out through distributing questionnaires, observations, interviews and supporting documents related to the research topic. The results showed that the development of human resources through employee performance had an influence on the quality of public services in Central Mamuju Regency with an F calculated value of 15.668. greater than the F table, which is 3.09. For the probability value, the value is 0,000, smaller than 0.05.

scholarly journals Skills and Human Resources Development in Improving Employee Performance

2021 ◽  
Vol 8 (1) ◽  
pp. 74-83
Author(s):  
Nurhaeda Zaeni ◽  
Shandra Bahasoan ◽  
Haeranah Haeranah
Keyword(s):  
Human Resources ◽  
Cultural Heritage ◽  
Human Resource Development ◽  
Human Resource ◽  
Employee Performance ◽  
Resource Development ◽  
Civil Servants ◽  
Heritage Preservation ◽  
South Sulawesi ◽  
Cultural Heritage Preservation

This study aims to test the influence of Skill and human resource development on the performance of Civil Servants at the Cultural Heritage Preservation Center of South Sulawesi. The data used questionnaires that were distributed to respondents. The data collected using the list of questions (indicators) submitted as a measuring instrument using modification of the likert scale. The sample of this study was a group of employees at the South Sulawesi Cultural Heritage Preservation Center of 100 respondents. Where all employees have different charateristics from high school education level to magister (S2) and based on work experience. Data analysis was conducted qualitatively and quantitatively using multiple linear regression methods. This method is used when conducting analysis on the influence of Skill and Human Resource Development on the Performance of Civil Servants at the Cultural Heritage Preservation Center of South Sulawesi. The result show that skill and development of human resources have a positive and significant effect on employee performance and, should routinely provide that Skill to its employees and has more attention to the performance of its employees. Employees who are considered to be under-performing, it is best to develop the employee.

Sign in / Sign up

Export Citation Format

Share Document