Enterprise Architecture for Designing Human Resources Application Standard Reference

Human resources within the company is the most important thing because in managing a company requires competent, creative and innovative human resources. This research was made based on observations from several companies that discuss problems and complaints from employees about human resources in the company. The human resource standard reference application is created using the TOGAF Framework which can help in designing human resource standard references because within the TOGAF framework there are several stages in building a corporate Enterprise architecture. The human resource standard reference application is also supported by UML design method. With these two methods, the human resource standard reference application can become an application for monitoring all data and reports on human resources transparently without having to bother and come directly to the office and in managing information applications of the human resource standard reference using SMS support technology.

Analysis of Company Human Capital Network Based on the Cellular Automation

International Journal of Business and Management ◽

10.5539/ijbm.v11n5p244 ◽

2016 ◽

Vol 11 (5) ◽

pp. 244

Author(s):

Zirong Zhuo ◽

Zhiwei Cheng ◽

Yangzhou Lai ◽

Ziyue Chen

Keyword(s):

Human Capital ◽

Human Resources ◽

Human Resource ◽

Indicator System ◽

Vacancy Rate ◽

Resource Network ◽

Cellular Automation ◽

Human Cost ◽

Value Model ◽

In the age of knowledge economy, human resource is among the most important resources for enterprises, in that it forms the unique value of human resources which plays an indispensable role in the production and operating activities. Well managed human resources can effectively promote efficiency and thus create more social values. Therefore, it has aroused wide attention in academia. The thesis first establish the human capital value model and the human cost value model, based on which the thesis established the basic framework of enterprise human capital network. Then, simulation calculation from three aspects of human resource network were carried out with the cellular automation model. Firstly, we simulated the dynamic process of the change of personnel and got the evaluation model of the human cost in the future two years of a company, which can provide reference for company cost control. Secondly, the simulation mainly focused on checking whether under high staff churn rate, a company can still maintain certain number of employees. Thirdly, we simulated the healthy status of the human resource network under certain situations. Finally, We concluded that higher staff churn rate can lead to higher vacancy rate, which will lower the efficiency of companies .The thesis also explored with the model sensitivity analysis the benefit effect over human resource network by increasing recruits, indicating that increasing recruits can decrease the vacancy rate and improve the health status of the human capital network and based on the reality, we put forward the improvement direction of the model in indicator system aspect.

PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

Diversity: Jurnal Ilmiah Pascasarjana ◽

10.32832/djip-uika.v1i1.4023 ◽

2021 ◽

Vol 1 (1) ◽

Author(s):

Sonia - Redmana ◽

Shoffan Nizomi ◽

Taufik Hidayat ◽

Sujarwati Sujarwati

Keyword(s):

Resource Management ◽

Human Resources ◽

Medical Record ◽

Human Resource ◽

Employee Commitment ◽

New Employee ◽

Recruitment And Selection ◽

Or Organization ◽

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

MENERAPKAN NILAI ISLAM DALAM PENGEMBANGAN MUTU PENDIDIKAN TERKAIT MANAJEMEN SUMBER DAYA MANUSIA

Jurnal Manajemen Pendidikan Islam Al-Idarah ◽

10.54892/jmpialidarah.v4i2.51 ◽

2020 ◽

Vol 4 (2) ◽

pp. 47-52

Author(s):

Handika ◽

Yogie Dwi Saputra

Keyword(s):

Resource Management ◽

Human Resources ◽

Human Resource ◽

Training And Development ◽

Quality Education ◽

Education Quality ◽

Quality Of Education ◽

ABSTRAKManajemen sumber daya manusia adalah suatu bidang manajemen khusus yang mempelajari hubungandan peranan manusia dalam suatu organisasi. Manusia adalah tenaga kerja yang bekerja dalam suatuperusahaan. Salah satu faktor suatu pendidikan bisa berkembang adalah adanya manajemen sumber dayamanusia yang baik dan sesuai dengan nilai-nilai Islam. Dengan adanya sumber daya manusia yang berkualitasakan dapat berpengaruh pada proses dan kemajuan yang lebih baik dalam bidang pendidikan tersebut.Meningkatkan sumber daya manusia menjadi semakin penting untuk institusi yang digunakan untukmendapatkan kontrol yang lebih baik melalui lembaga mereka sendiri. Lembaga harus menunjukkan bahwamereka mampu memberikan pendidikan yang berkualitas untuk pelajar. Untuk setiap institusi, kualitas adalahagenda dan kualitas utama perbaikan adalah tugas yang paling penting. Salah satu yang harus di perhatikandalam Manajemen sumber daya manusia di Indonesia ini adalah peningkatan kualitas mutu pendidikan dengantujuan untuk mengubah institusi yang mengoperasikannya menjadi tim yang tulus, tanpa konflik dan persainganinternal, untuk mencapai satu tujuan, yaitu untuk kemajuan pendidikan yang lebih baik.Hasil penelitian ini menunjukkan bahwa: Perencanaan sumber daya untuk meningkatkan mutu pendidikanseleksi dan orientasi, serta penempatan sumber daya manusia secara profesional. Pelaksanaan sumber dayadilakukan dengan kegiatan pendidikan, pelatihan dan pengembangan sumber daa manusia yang berperan dalampeningkatan mutu pendidikan yang berkualitas sesuai nilai-nilai islam.Kata kunci: Manajemen, Sumber Daya Manusia, Peningkatan dan Kualitas mutu pendidikanAbstractHuman resource management is a specialized management field that studies the relationships and roles ofhumans in an organization. Humans are workers who work in a company. One of the factors that can developeducation is the existence of good and appropriate human resource management in accordance with Islamicvalues. With the existence of quality human resources will be able to influence the process and better progress inthe field of education. Increasing human resources is becoming increasingly important for institutions that areused to gain better control through their own institutions. Institutions must show that they are able to providequality education for students. For each institution, quality is the agenda and the main quality of improvement isthe most important task. One of the things that must be considered in human resource management in Indonesiais to improve the quality of education with the aim of changing the institutions that operate it into a sincereteam, without conflict and internal competition, to achieve a goal, namely for the betterment of education.The results of this study indicate that: Planning resources to improve the quality of education selection andorientation, as well as the placement of human resources in a professional manner. The implementation ofresources is carried out through educational activities, training and development of human resources that play arole in improving the quality of quality education in accordance with Islamic values.Keywords: Management, Human Resources, Improvement and Quality of education quality

MANAJEMEN SDM GLOBAL

10.31219/osf.io/7n9ds ◽

2020 ◽

Author(s):

Onsardi Onsardi ◽

Ratna Juita

Keyword(s):

Human Capital ◽

Resource Management ◽

Human Resources ◽

Human Resource ◽

One Dimension ◽

Company Performance ◽

New Approach ◽

A Company ◽

New View

Changes in the business paradigm require changes in the management of companyactivities. One dimension of company activities that requires a new approach tomanagement is human resource management. The old view of human resourcemanagement must be abandoned and replaced with a new view. The old view seeshuman resources not in a vital position, whereas the new view sees human resources as avital aspect in a company that is as human capital or an asset for a company.Keywords: Human Resource Management, Company Performance

Recruitment & Selection At Cheric Information Network Technologies Pvt Ltd

Think India ◽

10.26643/think-india.v22i3.8261 ◽

2019 ◽

Vol 22 (3) ◽

pp. 342-347

Author(s):

R. Jyothsna ◽

G. Kalyani

Keyword(s):

Human Resources ◽

Human Resource ◽

Information Network ◽

Human Resources Planning ◽

The People ◽

Resource Needs ◽

Network Technologies ◽

Resources Planning ◽

Successful human resources planning is designed to identify an organizations Human resource needs. Once these needs are known an organization will want to do something about meeting them. The next step, then, in the staffing function is assuming, of course, that demand for certain skills, knowledge, and abilities is greater than the current supply in recruiting. This activity makes it possible for a company to acquire the people necessary to ensure the continued operation of the organization.

Employer branding in the agricultural sector: making a company attractive for the potential employees

Agricultural Economics (Zemědělská ekonomika) ◽

10.17221/338/2015-agricecon ◽

2017 ◽

Vol 63 (No. 5) ◽

pp. 217-227 ◽

Cited By ~ 2

Author(s):

Urbancova Hana ◽

Richter Petr ◽

Kucirkova Lenka ◽

Jarkovska Martina

Keyword(s):

Factor Analysis ◽

Human Resources ◽

Labour Market ◽

Human Resource ◽

Agricultural Sector ◽

Work Conditions ◽

Positive Trend ◽

Employer Branding ◽

The Public ◽

The specificity of the agricultural sector (seasonality, the methods of obtaining human resources and so on) affects the situation in the labour market. The demand of agriculture companies for qualified workers is relatively high; unfortunately, people still prefer to work in the related or other fields where they have more suitable work conditions related. Building the brand of the employer, improving the awareness of the public and increasing the loyalty of the present employees can raise the offer of vacancies and obtain new qualified employees. The aim of the paper is to identify the benefits of human resource branding in businesses arising therefrom. A partial aim is to identify the present key managerial challenges of agriculture businesses. In the work, the data collected from a questionnaire survey (n = 108) were used together with the information from the Czech Statistical Office, in the opinion of which the labour market in the agricultural sector does not exhibit a positive trend. As a part of the evaluation, a factor analysis was carried out identifying three categories of benefits (the stabilisation of workers, organisational processes, and other benefits) crucial for the employer branding in agriculture.

Strategic human resource management in facilitating the organizational performance: Birds-eye view from Bangladesh

Annals of Management and Organization Research ◽

10.35912/amor.v2i1.575 ◽

2020 ◽

Vol 2 (1) ◽

pp. 13-24

Author(s):

Md. Mahfuzur Rahman Khan ◽

Keyword(s):

Resource Management ◽

Human Resources ◽

Organizational Performance ◽

Human Resource ◽

Management Practices ◽

Strategic Human Resource Management ◽

Theoretical Research ◽

Organization Performance ◽

Abstract Purpose: This study systematically explores and elaborates on strategic human resources management practices inside a company facilitating the intermediate variables of organization performance. Research methodology: Ten organizations with more or less similar yearly turnover and the same number of permanent employees have been used for this study. The analysis technique in this study uses data analysis developed by Miles et al. (2018) as follows; (a) data collection (b) data display and (c) concluding. Focus group discussions with the employees and management of those companies are being taken with the help of a semi-structured questionnaire. Results: The study's findings offered that the more strategic a company is with its human resource, the more turnover it can make, even if it has a similar number of human resources. Limitations: There are shortcomings in theoretical research on the process of strategic human resource management practices affecting organization performance. Contribution: This study offers a view to integrate and construct strategic human resource management activities affecting organization performance and provides a reasonable explanation and enlightenment for the understanding of further contribution.

Human Resource Development in the Era of Technology; Technology’s Implementation for Innovative Human Resource Development

Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management ◽

10.20473/jmtt.v10i3.5967 ◽

2017 ◽

Vol 10 (3) ◽

pp. 217

Author(s):

Ince Ahmad Zarqan

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Resource Development ◽

Technology And Innovation ◽

Efficient Management ◽

Technology Improvement ◽

Rapid Changes ◽

Development Technology ◽

Rapid changes in technology have affected businesses in an uncountable way, strength of a company can be measured based on the level of technology that implemented for the sake of efficiency, it posseses that the “technovation” (technology and innovation) is one of the key for improvement of human resource. Surely, it is a single important factor for a human resource management as an organization should be able to identify an improvement of its human resources. Thus, the primary purpose of the present paper is to analyze the current effects of technology on HR processes, consider the existing literature on the topic, and discuss the advantages and efficiency. In this scenario, there is a need to clearly identify a technology for an efficient management of human resources which is able to improve skills of the employees. A number of key areas of the impacts of technology on human resource development that are discussed in order to gain an innovative human resource development.Keyword : Human Resource, Development, Technology, Improvement

Management Development Program to Increase Employee Capacity and Responsibility during the Covid-19 Pandemic

Journal of Asian Multicultural Research for Economy and Management Study ◽

10.47616/jamrems.v2i1.106 ◽

2021 ◽

Vol 2 (1) ◽

pp. 54-59

Author(s):

Rahis Rahman ◽

Mehmood Faheem

Keyword(s):

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Development Strategy ◽

Development Program ◽

Management Development ◽

Resource Development ◽

Work Capacity ◽

This article discusses the urgency of a management development program. A development principle that combines experiential learning, classroom learning and learning through others. The program development strategy can run well if it is accompanied by a well-planned human resource and capacity development program. So that it is expected to be able to help achieve the goals in producing high quality human resources. The human resource development strategy is a plan on how the quality of human resources can develop into a better direction and increase their work capacity. and have good loyalty to the company. Human resource development is needed for the continuity of a company so that it can develop more dynamically. because human resources are the most important element in a company.

Perancangan Arsitektur Enterprise Menggunakan Togaf Framework (Studi Kasus : Cv. Agung Lestari)

Sienna ◽

10.47637/sienna.v1i1.267 ◽

2020 ◽

Vol 1 (1) ◽

pp. 10-23

Author(s):

Andreas Perdana ◽

Suhendro Yusuf

Keyword(s):

Information Technology ◽

Information System ◽

Data Integration ◽

Human Resource ◽

Management System ◽

Enterprise Architecture ◽

Data Accuracy ◽

Accounting Data ◽

Finance Management ◽

CV. Agung Lestari is a company engaged in services of new vehicle’s documents. The company activities are using Information System (IS) and Information Technology (IT) and already have an application that used in Administration Division. However, in the absence of data integration and connection to information system between divisions. Unintegrated data allows for data redundancy, error, lack of data accuracy, and less efficient. Required a framework in planning, designing, and managing infrastructure called Enterprise Architecture(EA). The design in the form of System Administration, Finance Management System, Human Resource and Accounting. Data any information system is already integrated.