scholarly journals ANALISIS PENERAPAN GREEN HUMAN RESOURCE MANAGEMENT PADA PERUSAHAAN TEKSTIL

MBIA ◽  
2021 ◽  
Vol 20 (2) ◽  
pp. 177-185
Author(s):  
Albert Kurniawan Purnomo
Keyword(s):  
Data Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Textile Industry ◽  
Descriptive Analysis ◽  
Online System ◽  
Analysis Technique ◽  
Reduce Emissions ◽  
Green Human Resource Management

Companies that want to grow and progress rapidly need strategies and take care of their employees. Nowadays, the concept of an environmentally friendly company is able to provide benefits. The advantage that will be obtained is that the company is able to reduce costs because it is replaced by an online system, reduce emissions or waste, and the company can also seek to recycle waste into other finished goods. This study aims to analyze the application of the concept of go green company the textile industry in Bandung. The respondents studied were 22 supervisors/ managers. The data analysis technique used is descriptive analysis. The results obtained, the implementation of Green HRM has been carried out well. Keywords: Descriptive, Green HRM, Waste, Go green.   Abstrak Perusahaan yang ingin berkembang dan maju pesat perlu strategi dan menjaga para karyawan. Di masa sekarang konsep perusahaan ramah lingkungan mampu memberikan keuntungan. Keuntungan yang akan diperoleh adalah perusahaan mampu mengurangi biaya karena tergantikan oleh sistem online, mengurangi emisi atau sampah, dan perusahaan juga bisa mengupayakan untuk mendaur ulang limbah menjadi barang jadi lainnya. Penelitian ini bertujuan untuk menganalisis penerapan konsep perusahaan ramah lingkungan di industri tekstil di kota Bandung. Responden yang diteliti sebanyak 22 supervisor / manajer. Teknik analisis data yang dilakukan adalah analisis deksriptif. Hasil yang diperoleh, penerapan Green HRM sudah terlaksana dengan baik. Kata kunci: Deskriptif, Green HRM, Limbah, Ramah Lingkungan

scholarly journals Human Resource Management in Quality Improvement of ZIS Management at LAZISMU Purbalingga in the New Normal Era

2021 ◽  
Vol 2 (2) ◽  
pp. 147-161
Author(s):  
Hanif Ardiansyah
Keyword(s):  
Data Analysis ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Descriptive Analysis ◽  
Central Java ◽  
Analysis Technique ◽  
Collection Data

The purpose of this research is to analyze human resource management in improving the quality of zakat, infaq, and shodaqoh (ZIS) management at LAZISMU Purbalingga. This research is qualitative non-experimental (descriptive) research and uses phenometric approach. This research was executed at the Lembaga Amil Zakat Infak Shodaqoh Muhammadiyah (LAZISMU) Purbalingga, Central Java. The source of this research is the director of LAZISMU, The Employees, and some people who paid the ZIS at LAZISMU Purbalingga. Researchers act as instruments as well as data collectors. Other instruments are also used to support in completing data research. In this study, researchers used interview, observation and documentation methods. Data analysis techniques using qualitative descriptive analysis. The data analysis technique is divided into several steps including data collection, data presentation and conclusion drawing. The results showed there are two types of employees at LAZISMU Purbalingga. First the employee or permanent employee, the second is the voluntary employee. The process of human resource management there are several stages, starting from the process of Recruitment, Placement, Coaching and Training, and Human Resources Evaluation. There is a uniqueness of the stages of human resources management compared to organizations and companies in general. ZIS management at LAZISMU Purbalingga is applied into various fields of activities. First the areas of education, economics, health, social and da'wah, and teh last is construction branch. Each areas has its own advantages and is certainly applied in activities that have many benefit for people.

scholarly journals MANAJEMEN SEKOLAH RAMAH ANAK PAUD INKLUSI

2020 ◽  
Vol 4 (1) ◽  
pp. 36-47
Author(s):  
Alisa Alfina ◽  
Rosyida Nurul Anwar
Keyword(s):  
Data Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Data Reduction ◽  
Qualitative Approach ◽  
Data Display ◽  
Analysis Technique ◽  
Child Friendly

This study aims to understand the management of Child-Friendly Schools (SRA) of PAUD inclusive which was carried out at PAUD Cendekia Kids School and the All Kids Learning House in Madiun City, East Java. This research uses a qualitative approach with case study. The technique of collecting data is done through interviews, observation, and documentation. While the data analysis technique starts from the data display, data reduction, until drawing conclusions. The results showed that; First, PAUD Scholar Kids School and the All Kids Learning House have their respective characteristics in implementing inclusive PAUD management, by adjusting to the conditions of existing institutions. secondly, child-friendly inclusive PAUD management at Cendekia Kids School is in the process of finding shapes while the All Kids Learning House had a shape; third, the obstacles in trying to realize the SRA at Cendekia Kids School are different from those at the All Kids Learning House; fourth, the biggest obstacle to management is human resource management competence; fifth, the two institutions do not have legality as child-friendly PAUD, but in its implementation, it is already appropriate as a child-friendly inclusive PAUD.

scholarly journals How Green Lifestyle as Moderator Variable has Influenced Green Human Resource Management (GRHM) and Job Performance?

2021 ◽  
Vol 8 (2) ◽  
pp. 89-94
Author(s):  
Wiwik Robiatul Adawiyah ◽  
I Nyoman Putrawan
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Regression Method ◽  
Moderator Variable ◽  
Analysis Technique ◽  
Green Human Resource Management ◽  
Green Lifestyle

The purpose of this study is to test the influence of green lifestyle as a variable moderator on GRHM and job performance. Green lifestyle is so less applied in the work environment by employees in some companies. Not all companies enforce discipline in applying a green lifestyle, while green lifestyle and GRHM can also bring influence to employee job performance. This research applied a quantitative approach with the regression method. The samples in this study were employees aged between 18-40 years. The samples studied were people of productive age. The data analysis technique used was regression using SPSS application. The results show that the green lifestyle does not affect GRHM on job performance directly. Green lifestyle affects job performance, while GRHM has a significant influence on green lifestyle and job performance. Keywords: Green Lifestyle, Green Human Resource Management (GRHM), Job Performance.

scholarly journals The Profile of Green Human Resource Management (GRHM) Practices of Employees in PT. CABOT Indonesia

2021 ◽  
Vol 8 (2) ◽  
pp. 95-99
Author(s):  
Wiwik Robiatul Adawiyah
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
High Reliability ◽  
Descriptive Analysis ◽  
Level Of Education ◽  
Analysis Techniques ◽  
Green Human Resource Management

This study aims to identify GRHM practice from PT employees. Cabot Indonesia. In this study, GRHM practice analysis was identified in general or based on the company’s last level of education. The research method used was descriptive quantitative. Respondents who filled out GRHM questionnaires numbered 200 employees of PT. The dominant Cabot Indonesia has the last undergraduate to doctoral education. The instruments used were GRHM practice questionnaires that have good validity and high reliability. Data analysis techniques were descriptive analysis using Ms. Excel. The results show that 30.6% of employees have GRHM capability in the medium category, while 69.4% of employees are in the high category. This research’s results become a reference in the development of the company’s program in creating a clean and green work environment. Keywords:Green Human Resource Management (GRHM), Green Lifestyle, Job Performance, Company Employees.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

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