Transformational Human Resource Management

2022 ◽  
pp. 340-357
Author(s):  
Ikramul Hasan ◽  
MD. Nazmul Islam ◽  
Mohammad Ashraful Ferdous Chowdhury
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Efficiency ◽  
Organizational Alignment ◽  
Organizational Goals ◽  
Management Concept ◽  
Potential Factors ◽  
Positive Effect ◽  
Potential Moderator

Human Resource Management plays an essential role for attaining organizational goals. Nowadays, practitioners, researchers, and academicians around the world are emphasizing to transform and reshape the practice of human resource. However, very few research works have been done in the area of Transformational Human Resource Management (T-HRM). Hence, the aim of this chapter is to propose an integrated framework of T-HRM and organizational efficiency. In light of that, this study has proposed potential factors of the T-HRM. Secondly, this study presented positive effect of the factors of T-HRM on organizational efficiency management. Concept of knowledge management has introduced as a potential mediator, and ICT and organizational alignment has presented as a potential moderator of this study. Finally, knowledge of this study will provide better insights on T-HRM for ensuring organizational efficiency.

Transformational Human Resource Management

2020 ◽  
pp. 264-281 ◽  
Author(s):  
Ikramul Hasan ◽  
MD. Nazmul Islam ◽  
Mohammad Ashraful Ferdous Chowdhury
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Efficiency ◽  
Organizational Alignment ◽  
Organizational Goals ◽  
Management Concept ◽  
Potential Factors ◽  
Positive Effect ◽  
Potential Moderator

Human Resource Management plays an essential role for attaining organizational goals. Nowadays, practitioners, researchers, and academicians around the world are emphasizing to transform and reshape the practice of human resource. However, very few research works have been done in the area of Transformational Human Resource Management (T-HRM). Hence, the aim of this chapter is to propose an integrated framework of T-HRM and organizational efficiency. In light of that, this study has proposed potential factors of the T-HRM. Secondly, this study presented positive effect of the factors of T-HRM on organizational efficiency management. Concept of knowledge management has introduced as a potential mediator, and ICT and organizational alignment has presented as a potential moderator of this study. Finally, knowledge of this study will provide better insights on T-HRM for ensuring organizational efficiency.

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

scholarly journals Human Resource Management in the Enhancement Processes of Knowledge Management

2017 ◽  
Vol 8 (3) ◽  
pp. 167 ◽  
Author(s):  
Didi Sundiman
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Management Strategy ◽  
Knowledge Management Strategy ◽  
Management Processes ◽  
Medium Enterprise ◽  
Positive Effect

This research explored Human Resource Management (HRM) in enhancement processes of knowledge management. This research explored how HRM practice enhanced the operational of knowledge management. Data were collected by a survey by interviewing 12 informants from Small and Medium Enterprise (SME). The results show that HRM practice gives initiative in the enhancement process of the knowledge management strategy applied to the company. It can be concluded that each sub-component of HRM affects the components of knowledge management, and HRM is highly influential and has a positive effect on quality management processes and vice versa in the work environment.

scholarly journals Mengelola Sumber Daya Manusia (Nurul Annisa 90500120061)

2021 ◽  
Author(s):  
Nurul Annisa
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Goals ◽  
Good Management

Human resources are one of the most important factors that cannot even be separated from organizations, both institutions and companies. Human resources are also a determining key development of the company. Basically, human resources are people who are employed in an organization as a driver to achieve organizational goals. So to achieve this goal there needs to be good management. In this paper, we present a discussion of the notion of human resource management, the function of human resource management, the implementation of human resource management, the objectives of human resources and the scope of human resource management with various references.

scholarly journals The Implementation of Human Resource of the Indonesian Table Tennis Federation (PTMSI) in Cilacap Regency

2019 ◽  
Vol 6 (5) ◽  
pp. 128
Author(s):  
Dian Imam Saefulah ◽  
Muchsin Doewes ◽  
Sapta Kunta Purnama
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Table Tennis ◽  
Organizational Goals ◽  
Resources Management ◽  
Verification Method ◽  
Research Show

Table tennis is a sport that uses small balls. The game is simple and it can be played by all ages. The movements are consistent in hitting, directing, placing the ball in difficult position on opponent’s table. Human resource management is the withdrawal, selection, development, maintenance and use of human resources to achieve both individual and organizational goals. The purpose of the research is to determine the application of human resource management in the Indonesian Table Tennis Federation (PTMSI) Cilacap. There were 35 people as the population of the research. The population was consisted of administrators, coaches, and athletes. There were 20 respondents of the research, consisting of 5 administrators, 2 coaches, and 13 athletes. The research uses a descriptive verification method using a questionnaire instrument. Each respondent gets different questions depend on the duties and responsibilities at PTMSI Cilacap Regency. The results of the research show that the implementation of human resources management at PTMSI Cilacap has been running well. This can be seen from the complete organizational structure and the clear purposes of the establishment of PTMSI Cilacap, as outlined in both vision and mission of PTMSI Cilacap. The management members of PTMSI Cilacap have worked well in accordance with the scope of work and responsibilities of each section. The management also do reorganization every four years. Besides, the management open recruitments for athletes and coaches with selection, according to the valid and formal guidelines. Furthermore, there is promotion for athletes and coaches who can achieve targets and there is also degradation for those who have bad performance.

scholarly journals ANALISIS PENGARUH PEMBERIAN INSENTIF TERHADAP KINERJA KARYAWAN PADA PT. ISTANA DELI KENCANA MEDAN

2019 ◽  
pp. 47-59
Author(s):  
Betniar Purba
Keyword(s):  
Resource Management ◽  
Linear Regression ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Performance ◽  
Simple Linear Regression ◽  
Significance Level ◽  
Analysis Technique ◽  
Research Population ◽  
Positive Effect

The purpose of this study was to find out and analyze the effect of giving incentives on employee performance at PT. Deli Kencana Palace Medan, for the development of science, especially in the field of human resource management, as a reference in conducting further research for the development of science, especially in the field of human resource management, as a reference in conducting further research. The research population is incentives and the number of vehicles serviced by employees of PT. Deli Kencana Palace Medan from 1983-2016. The research sample was taken in 2016. The data collection techniques used were documentation techniques. The data analysis technique used is simple linear regression. From the results of the research and discussion obtained a simple linear regression equation is Y = 515,462 + 0,033X. That is, giving incentives has a positive effect on employee performance at PT. Medan Deli Kencana Palace. This can be seen from the regression coefficient which is positive. The value of the correlation coefficient (R) is 0.693, meaning that giving incentives has a fairly strong and positive relationship to the performance of employees at PT. Medan Deli Kencana Palace. The determinant coefficient (R2) is 0.481. That is, employee performance can be explained by giving incentives of 48.1% while 51.9% is explained by other factors. Judging from the z test, the z calculated value is 7.574 with a significance level of 0.000

scholarly journals A Coaching Skills and Strategies Managers Utilize for Employee Improvement and Retention

2018 ◽  
Author(s):  
Bob Barrett
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Working Relationships ◽  
Need Assessment ◽  
Organizational Goals ◽  
Coaching Skills ◽  
Coaching Training ◽  
Evaluation Of Coaching

While managers and supervisors may be hired for certain variety of skills sets, abilities, and knowledge, not all of these workers may be educated or trained to be workplace coaches or mentors may or may not have the tolerance and patience for such a role.  However, Human Resource Management professionals in the workplace need to realize that there may be a need for coaching training and skills enhancement workshops to prepare today’s workforce managers.  The key for success in this area is to conduct a need assessment for the workers and managerial staff to determine what is needed from today’s workplace coaches in terms of needed skills sets and strategies to be utilized by them to help enhance, motivate, monitor, and evaluate the human capital working for today’s organization. Next, the development and design of a coaching program can be instrumental in moving today’s managerial workforce from general coaches to more specialized coaches to help develop and today’s workforce, as well as help strengthen their own skills sets and knowledge in order to help obtain better results of organizational goals, as well as develop stronger working relationships and bonding with the workers.  Equally important, today’s workers need to exert an equal amount of effort and participation in a coaching environment in order to gain better outcomes in terms of performance and efficiency.  This presentation will focus on the creation of better coaching programs and evaluation of coaching relationships and outcomes.

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