STRATEGIES FOR IMPROVING THE PERFORMANCE OF HUMAN RESOURCES THROUGH AN ORGANIZATIONAL WORK PRODUCTIVITY

JOURNAL ASRO ◽  
2021 ◽  
Vol 12 (01) ◽  
pp. 98
Author(s):  
Elisabeth Tanti Pudiastuti ◽  
Sukmo Hadi Nugroho
Keyword(s):  
Human Resources ◽  
Final Section ◽  
Management Strategies ◽  
Work Productivity ◽  
Employee Productivity ◽  
Performance Targets ◽  
Hr Management ◽  
Organizational Work ◽  
A Company

One of the successes of a company in achieving its vision and mission is influenced by the quality of Human Resources (HR) in the company environment. The purpose of this study was to determine the importance and formulation of human resource management strategies and job satisfaction that have an impact on employee productivity. In this study, observing the application of Human Resources at the Management of Indonesian Company, based on service targets and operations. In this study, a questionnaire was prepared for respondents to be interviewed and the results were used to analyze the achievement of the HR performance at the company, namely the probability of company productivity. Furthermore, it can be identified what strategies the company undertakes to achieve its vision and mission. In the final section, it can be concluded that the quality of human resources needs to be improved according to the company's performance targets in achieving the company's vision and mission.   Keywords: HR Management, HR Performance, Company Productivity

scholarly journals Importance of Motivation and Work Pay of Young Employees in the Value Creation Chain of a Business Company: Assessment of Changes in and Formation of Expectations

2017 ◽  
Vol 15 (2) ◽  
pp. 211-226
Author(s):  
Laura Pilukienė
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Work Productivity ◽  
Special Focus ◽  
Successful Operation ◽  
New Employees ◽  
Resources Management ◽  
Quality Of Products ◽  
A Company

As business companies compete in the market and seek to acquire a competitive advantage, one of the most important factors is well-motivated employees who are satisfied with their job. The success of companies operating in various sectors is determined by the quality of products, while the quality is ensured by qualified employees having appropriate skills and knowledge, whose work should be appreciated by monetary work pay established based on reasonable and clear criteria as well as other means of motivation. The process of human resources management in a business company places an ever-growing importance on the development of competences of employees, strengthening of cooperation, empowerment of employees as well as their work pay and motivation in order to achieve an employee’s work quality and productivity, satisfaction of customer needs and successful operation of a company. In the process of the company’s human resources management, special focus should be given to the satisfaction of the expectations and needs of new employees (who are usually young and inexperienced) as well as their integration, which ensures the generation of new and creative ideas in the company and, at the same time, high quality of products and work productivity.

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

scholarly journals Efektifitas Keputusan Manajemen Dalam Penilaian Kinerja Karyawan Menerapkan Metode Weigthed Product (WP)

2020 ◽  
Vol 4 (3) ◽  
pp. 612
Author(s):  
Tri Widayati ◽  
Nugroho Sumarjiyanto Benedictus Maria
Keyword(s):  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Government Agencies ◽  
Private Companies ◽  
Quality Of Work ◽  
The World ◽  
A Company ◽  
Business And Management

Performance appraisal of employees is an important thing to do by government agencies and private companies. It is useful to see, monitor the level and quality of work given by an employee to his company in order to create a company that is able to achieve the goals of each company by starting to do evaluation of HR (Human Resources) because in the business and management world says that a great company is a company that is able to manage its human resources. In employee performance appraisal, each company has their own way and certainly different in the actual practice of employee performance appraisal activities must be done properly and fairly as possible to eliminate social gaps in the world of work and reduce the occurrence of errors in granting an assessment of the performance of each each company employee and the results obtained after employees are given an assessment of their performance are expected to grow and influence the level of loyalty given by employees to the company and foster high self-motivation for the progress of the company itself. In evaluating employee performance, there are several tools that can be used, one of which is a decision support system that will process some of the criteria set by the company using the Weighted Product (WP) method

Factors explaining the Impact of Performance Measures in European Local Governments

2015 ◽  
Vol 13 (2) ◽  
pp. 229-248 ◽  
Author(s):  
Lourdes Torres ◽  
Vicente Pina ◽  
Caridad Martí
Keyword(s):  
Decision Making ◽  
Human Resources ◽  
Performance Measures ◽  
Local Governments ◽  
Monetary Incentives ◽  
Senior Managers ◽  
Hr Management ◽  
Perceived Impact ◽  
The Impact

This paper seeks to identify the drivers of the variations in the impact perceived by managers of the implementation of performance measures (PM) across European local governments. We argue that insights from the use of PM for managerial processes and human resources (HR) management features condition the perceived impact of PM systems. The data was collected through a questionnaire answered by local governments of 16 European countries. The results show that the higher the use of PM in performance-oriented budgeting processes, the higher the impact of PM on improvements in the quality of decision-making. Monetary incentives linked to performance better explain the actual results in PM implementation than the kind of HR system of the cities and the academic backgrounds of their senior managers.

scholarly journals THE EFFECT OF PROFESSIONALISM ON EMPLOYEE WORK PRODUCTIVITY AT SAKURA JAYA COMPANY

2020 ◽  
Vol 18 (2) ◽  
pp. 56
Author(s):  
Rinintha Parameswari ◽  
Fidelis Wato Tholok ◽  
Pujiarti Pujiarti
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Productivity ◽  
Employee Productivity ◽  
Productivity Variable

The more professional human resources are in control, the vision and mission and goals of the company will be achieved effectively, efficiently, and productively (Budiharjo, 2015: 5). Therefore, human resource management is needed that is not only able to recruit it, but able to retain competent employees and improve the performance of its employees so the company can continue to develop better and be able to compete with its competitors (Budiharjo, 2015: 8). The results showed that: 1) There was an influence of professionalism on employee work productivity, as evidenced by the tcount for the Professionalism (X) variable of 20,830, while the t-table value for N = 85 was 1,988. So 20,830> 1,988, then H0 is rejected and Ha is accepted, it can be stated that Professionalism (X) has a significant effect on Employee Productivity (Y). Probability value (significance) = 0,000. So the probability is 0,000 below 0.05. Thus, H0 is rejected and Ha is accepted, it can be concluded that there is a positive and significant effect between the professional variable (X) on the Employee Productivity variable (Y), because the probability value is smaller than 0.05. 2) There is an influence of Professionalism on Employee Work Productivity, as evidenced by the R Square value of 0.839. This shows that 83.9% Professionalism (X) affects Employee Productivity (Y), while the remaining 16.1% is influenced by other factors not examined in this study.

scholarly journals The implementation of total quality management (TQM) in housekeeping department of W Bali-Seminyak

2019 ◽  
Vol 6 (2) ◽  
pp. 22-30 ◽  
Author(s):  
I Ketut Yasa
Keyword(s):  
Statistical Analysis ◽  
Quality Management ◽  
Human Resources ◽  
Total Quality Management ◽  
Continuous Improvement ◽  
Hospitality Industry ◽  
Total Quality ◽  
A Company ◽  
Descriptive Statistical Analysis

Competition in the business field is rapid and tight, particularly in the hospitality industry. A company needs the efforts to do continuous improvement toward the potential of human resources, process, and the environment to bring about the best quality of product or service. The effective and efficient way to improve those capabilities is by implementing Total Quality Management (TQM). TQM contributes the benefit such as increasing the competitiveness of the company. TQM concept denotes the concept of continuous improvement that applies to every level of the operation. W Bali – Seminyak, specifically housekeeping department has objective to offer the unique and special moments, inventing the creative staff, and recultivating the hospitality in Bali which committed to implementing TQM optimally. The purpose of the study was to investigate the implementation of Total Quality Management in the housekeeping department of W Bali-Seminyak as well as the obstacles to it. Methods of analysis used in this study were descriptive qualitative and descriptive statistical analysis. The result of this study indicated TQM had been implemented in the housekeeping department, W Bali- Seminyak.

scholarly journals Policies and Strategies for Increasing Revenue Region Sector Through Tax

2018 ◽  
Vol 1 (4) ◽  
pp. 1013
Author(s):  
Rya Rizqi Amalia ◽  
Lathifah Hanim
Keyword(s):  
Human Resources ◽  
Income Tax ◽  
Collection System ◽  
Tax Collection ◽  
District Office ◽  
Local Revenue ◽  
Tax Legislation ◽  
Hr Management ◽  
The Village

The problem of this research is what strategies do for Boosting Regional Income Tax By Sector as well as what are the constraints and solutions in practice the tax collection. The method used in this study is a sociological juridical approach, in this case the authors emphasize research aimed at obtaining legal knowledge empirically by going directly to the field to see the condition of the actual tax collection practices.Based on the results of this study concluded that to streamline the management of taxes, some of the steps taken, among others, in addition to institutional changes also include improvements in the quality of human resources, with more technical personnel engage in structural and functional training. Meanwhile provided at taxpayer administer tax (especially payment) then checkouts cultivated close as possible to the location of taxes. Measures that have been done partly by making payments at BRI every district office, or can be deposited directly to the official tax collector. Obstacles encountered include the tax system is not maximized and necessary repairs, because it is still limited to the tax are estimated to have less control levels, whereas other tax sector is still using the old system (eg street lighting tax). The advice can be given in this study included the need for rigor in the implementation of tax legislation, this condition is manifested in the existence of a compromise in the tax collection system. In addition to the limited human resources, it is necessary to find a way out as soon as possible, whether fixed using existing human resources, cooperation with third parties in collecting taxes or empowering the village and district level personnel during the tax collection, especially for taxes routine. HR management is urgently needed, because given that if the tax levy can be optimally then tax receipts will always increase every year which will impact on the development of a local maximum.Keywords: Taxes; Autonomous Region; Local Revenue.

scholarly journals Pengaruh Pelatihan Terhadap Produktivitas Karyawan pada PT.Alfaria Trijaya, Tbk Soekarno-Hatta Bandung

KarismaPro ◽  
2021 ◽  
Vol 1 (2) ◽  
Author(s):  
Harun Heri Trismiyanto
Keyword(s):  
Labor Productivity ◽  
Work Productivity ◽  
Strong Relationship ◽  
Coefficient Of Determination ◽  
Employee Productivity ◽  
Workforce Management ◽  
Descriptive Research ◽  
Multiple Correlation Analysis ◽  
The Relationship

So that labor productivity increased labor, one of the ways that must be taken workforce management is providing training to its workforce. This research is classified into associative research and descriptive research. Associative research is research that aims to determine the relationship between two or more variables. in this study, researchers will explain the variables that would be appropriate that occurred in PT.Alfaria Trijaya, Tbk Bandung.The total number of employees PT.Alfaria Trijaya, Tbk part minimarket service in the Bandung area is a total of about 1500 people. The sample will be taken is 62 people. the data analysis is classifying data based on variables and types of respondents, tabulate the data based on the variables of all respondents, presenting the data of each variable studied, perform calculations to test the hypothesis that has been proposed. The results of multiple correlation analysis showed a correlation value 0892. means of training and productivity of employees have a degree of force that is very strong relationship with work productivity. That assumption is taken from the value of 0, 892 which is in the range of 0.8 to 1.The coefficient of determination used to how big the influence of training on labor productivity. Based on the analysis using SPSS 13:00 KD value obtained is equal to 0796 X 100% = 79.6% of the value shows that the effect of training on labor productivity is 79.6% while the remaining 20.4% influenced by other variables. Based on the calculation result is unknown if the training provides a positive and significant effect on employee productivity. The condition is indicated when an increase in the quality of training will result in an increase in employee productivity.

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

2020 ◽  
Vol 4 (2) ◽  
pp. 47-52
Author(s):  
Handika ◽  
Yogie Dwi Saputra
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Training And Development ◽  
Quality Education ◽  
Education Quality ◽  
Quality Of Education ◽  
A Company

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

scholarly journals Strategies for socially responsible recruitment at Ukrainian enterprises under European integration

2019 ◽  
Vol 17 (1) ◽  
pp. 15-22 ◽  
Author(s):  
Kseniya Kotlyarevskaya
Keyword(s):  
Social Responsibility ◽  
Human Resources ◽  
Economic Crisis ◽  
Business Processes ◽  
Highly Qualified ◽  
Socially Responsible ◽  
Qualified Personnel ◽  
The Social ◽  
A Company

The current situation at Ukrainian enterprises is characterized by fail to meet the requirements of socially responsible nature, which is one of the economic crisis factors (lack of trust between employer and employees, transparency in conducting business processes and low level of responsibility resulted in economic disequilibrium). Therefore, a company must apply the social responsibility principles in strategic planning. The success of any enterprise depends largely on the quality and quantity of human resources. A significant competitive advantage that the company has over its competitors is the quality of talented and qualified professionals, which the company was able to attract to work. In order for recruitment to be more effective, it is necessary to apply methods of evaluating candidates that will allow to give a comprehensive conclusion about the quality and compliance with the requirements for an employee in a particular position. The issue of hiring highly qualified personnel is more relevant than ever before in Ukraine, especially in the conditions of developing social responsibility of business. The article deals with the social responsibility of enterprises, the features of socially responsible hiring of personnel and the expediency of its practical use. The main elements of socially responsible recruitment of personnel are analyzed, social responsibility directions are developed in personnel management, and elements for developing the strategy for socially responsible hiring are proposed.

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