scholarly journals PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA ORGANISASI

2018 ◽  
Vol 12 (1) ◽  
pp. 40
Author(s):  
Eko Boedhi Santoso ◽  
Nilawati Fiernaningsih ◽  
Rizky Kurniawan Murtiyanto
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Analytical Tool ◽  
Questionnaire Method ◽  
The Right

Organizational culture is a habit, norms, rules that are understood and agreed upon by all members of the organization. Organizational culture is more to the right thing that must be obeyed and implemented and bad things are prohibited and will be sanctioned if there is a violation. Organizational culture is very embedded in the organization, both in carrying out work, communicating with fellow members and other habits that are hereditary. Based on this, the organizational culture is important or has an important role in the overall activities of the organization. In this study, the hypothesis raised was the alleged influence of organizational culture on organizational performance. So, to prove the hypothesis, an analytical tool is developed that can measure and know. Information is obtained by questionnaire method distributed to respondents. Hopefully, the results of this study contribute to the company as the object of research, the wider community, and further research on similar topics. This research is also expected to provide support forthe theory of Human Resource Management

scholarly journals Implementation of Competency Based Human Resource and Knowledge Management to Organizational Culture and Organizational Performance Implication

2014 ◽  
Vol 4 (3) ◽  
pp. 255
Author(s):  
Sri - Suwarsi ◽  
Ernie Tisnawati Sule ◽  
Ernie Tisnawati Sule ◽  
Hilmiana . ◽  
Arief Helmi
Keyword(s):  
Organizational Culture ◽  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Management Knowledge ◽  
Competency Based ◽  
Partial Implementation ◽  
Simultaneous Implementation

This study aims to analyze : (i) implementation of competency based human resource management, knowledge management, organizational culture and organizational performance, (ii ) the effect of the implementation of competency based human resource management and knowledge management either simultaneously or partially on organizational culture; (iii) the effect of the implementation of competency based human resource management and knowledge management either simultaneously or partially on organizational performance, (iv) the influence of organizational culture on organizational performance, and (v) the influence implementation of the competency based human resource management and knowledge management simultaneously  to organizational performance through organizational culture.The analysis unit of the study conducted in 42 regions in the five state-owned energy sector companies in Indonesia. Therefore, the units of observation in this study were composed of 47 middle managers, 81 line managers and 155 employees. Meanwhile, to determine the simultaneous or partial influence implementation of competency-based human resource management and knowledge management of organizational culture and its implications for organizational performance, directly or indirectly, it was analyzed by using the Structural Equation Model (SEM) based on the model variant with Partial Least Square (PLS), using Smart PLS software 2014.The results showed that (i) the implementation of competency-based human resource management, knowledge management, organizational culture and organizational performance has been achieved well, (ii) the simultaneous implementation of competency-based human resource management and knowledge management were very large effect of organizational culture, the partial implementation of competency-based HR management influential moderate of the organizational culture, the implementation of knowledge management moderately influence of the culture of the organization, and the implementation of competency-based human resource management had a very large positive relationship with the implementation of knowledge management, (iii) the simultaneous implementation of competency-based human resource management and knowledge management had a small effect  on the performance of the organization and so not significant, the partial implementation of competency-based human resource management had a medium effect  on the performance of organization and the implementation of knowledge management had a very small effect (3.02%) on the performance of the organization, (iv) the organizational culture had a medium influence on the performance of the organization, (v) the simultaneous implementation of competency-based human resource management and the knowledge management had a very large effect on the performance of the organization through organizational culture.

scholarly journals A Study on Contribution of Digital Human Resource Management towards Organizational Performance

2021 ◽  
Vol 7 (5) ◽  
pp. 43-51
Author(s):  
Dr. A. Varadaraj ◽  
Dr. Belal Mahmoud Al Wadi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
The Internet ◽  
Business Organization ◽  
Working Process ◽  
The Right ◽  
Digital Human

Digital (HRM) Human Resource Management is digital upgrading in the field of Human Resource management. The working process of DHRM will take place through mobile, electronic media, social media through the internet, and also with the help of IT (information technology). All these resources will make HRM more significant in the present situation. Digital HRM is capable of doing Human work by the means of software, through several apps, and with the internet embedded in it. Digital Human Resource will assist organizations through the optimization of Social, Mobile, Analytics, and Cloud (SMAC) technology, towards management and responsibility in helping them to ensure that assumptions and expectations within the organization drive the right behavior. Digitalization in HRM will make it more efficient and relevant in the future. Without digital transformation, HRM will lag far behind the demands of the organization worldwide. This research paper tries to highlight the role of digital HRM in improving the performance of the organization. The data used for this research are secondary. The outcome of the research would be very important for a business organization to implement digital human resource management and also for improving and enhancing organizational performance.

The Relationship Between Human Resource Management Practices, Knowledge Management Practices, and Performance: Evidence from the Healthcare Industry in India

2021 ◽  
pp. 097215092110372
Author(s):  
Satyanarayana Parayitam ◽  
Shaik Mohamed Naina ◽  
Timothy Shea ◽  
Abdul Hameed Syed Mohideen ◽  
Alex Aruldoss
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Management Practices ◽  
Training And Development ◽  
Learning Culture ◽  
Hrm Practices ◽  
The Relationship

The objective of the present study is to examine the impact of human resource management (HRM) practices on organizational performance. Knowledge management (KM) practices as a moderator in the relationship between HRM practices and organizational performance are studied by developing a conceptual model. Using a structured survey instrument, the data were collected from 979 employees from 10 hospitals in the southern part of India (Tiruchirappalli District of Tamil Nadu). After thoroughly checking the instrument’s measurement properties using the LISREL, hierarchical regression was performed to test the hypotheses. The results support (a) compensation and rewards, performance appraisal and learning culture that are positively and significantly related to organizational performance; (b) recruitment and selection, training and development that are not significantly related to organizational performance; and (c) KM practices that moderate the relationship between (a) training and development and organizational performance, and (b) learning culture and organizational performance. Finally, the implications for HRM and KM are discussed.

Sign in / Sign up

Export Citation Format

Share Document