A Framework for Managing the Relation between an Organization and its Employees

2019 ◽  
Vol 34 ◽  
pp. 333-338
Author(s):  
Mihai Valeriu Popescu ◽  
Traian Valeriu Popescu ◽  
Lidia Dubovan ◽  
Sandu Dubovan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Conceptual Model ◽  
Human Resource ◽  
The Other ◽  
Organizational Efficiency ◽  
New Methods ◽  
Efficiency And Effectiveness

Human resources are the only ones capable of producing and reproducing all the other resources available to an organization. People are the active resources of the organization because their potential contributes to increasing organizational efficiency and effectiveness. The authors make a bibliographic research on human resource management and the new methods used in it. Following the results obtained, a conceptual model for efficient human resource management is proposed, developing both an architecture and a graphical application interface. The application is used internally and emphasizes the tasks of each employee and his / her personality on motivation and opinion.

The dimensions and practices of talent management and its role in enhancing the efficiency and effectiveness of human resources management: A theoretical analytical study: أبعاد وممارسات إدارة المواهب ودورها في تعزيز كفاءة وفاعلية إدارة الموارد البشرية: دراسة تحليلية نظرية

2021 ◽  
Vol 5 (19) ◽  
pp. 175-156
Author(s):  
Fatima Mohammad Al- Rakhis, Maha Mohammad Al- Rakhis Fatima Mohammad Al- Rakhis, Maha Mohammad Al- Rakhis
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Analytical Study ◽  
Management Practices ◽  
Human Resources Management ◽  
Talent Management ◽  
Resources Management ◽  
Efficiency And Effectiveness

The study aimed to examine the dimensions and practices of talent management and its role in enhancing the efficiency and effectiveness of human resource management, a theoretical analytical study, and by attempting to answer the main question of the study and the sub- questions of the research problem, and by relying on the descriptive, analytical and theoretical approach of previous literature in this field through four hypotheses that were examined. The results of the study revealed that there is a relationship between talent management practices and the efficiency and effectiveness of human resources management, in addition to a relationship between talent management practices in terms of discovery, retention and development of talented people and the efficiency and effectiveness of human resources management and the validation of the four hypotheses. Talents according to a long- term strategic plan that focuses on performance indicators that increase added value and support institutional sustainability, while directing talent management practices to enhance the efficiency and effectiveness of human resource management performance.

scholarly journals IMPACT OF OUTSOURCING OF HUMAN RESOURCES ON TEAM PERFORMANCE IN A POLISH MINING COMPANY

2019 ◽  
Vol 7 ◽  
Author(s):  
Ewelina Włodarczyk
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Team Performance ◽  
Mining Industry ◽  
The Other ◽  
Third Party ◽  
Mining Company ◽  
Pay Systems

Motivation: In recent years outsourcing of a variety of different activities has been more commonly observed in the coal mining industry. It is connected with employing workers through external companies. These practices are not necessarily perceived as good ones by employees. Approach and results: This article aims to present how workers perceive these practices. Therefore, two surveys have been conducted. The first, of outsourcing underground work to third-party vendors, was carried out in a group of randomly chosen underground workers of a mining company (PGG Sp. z o.o.). The other survey, also of outsourcing underground work to third-party vendors, was carried out in a group of workers of a third-party vendor working for PGG Sp. z o.o. Conclusions: Analysing the results from the surveys allowed for a better understanding of the reasons for the disapproval of outsourcing underground work. This in turn may be used for better human resource management in coal companies including in particular planning an incentive based pay systems

scholarly journals Assessing the Impact of Electronic Human Resource Management on Creation of Organizational Agility: A Study in the Bushehr Banks, Iran

2016 ◽  
Vol 12 (7) ◽  
pp. 105
Author(s):  
Fakhriyeh Hamidianpour ◽  
Majid Esmaeilpour ◽  
Habibeh Firoozi
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Conceptual Model ◽  
Human Resource ◽  
Business Environment ◽  
Equation Modeling ◽  
Survey Method ◽  
Organizational Agility ◽  
The Impact

<p>Agility is a series of capabilities and competencies, which can cause survival and growth of the organization in business environment. One of the approaches that help organizations to enhance agility is electronic human resource management (E-HRM) approach. The main objective of the present study is finding an answer for this issue that how one can use E-HRM approach to develop organizational agility. In this study that has been conducted using survey method, after review of foreign and domestic research literature and construction of conceptual model, a questionnaire would be provided and distributed among employees of bank branches of Bushehr City in Iran and finally, collected data from 315 questionnaires would be analyzed using structural equation modeling method. Obtained results from the study confirm the presented conceptual model and indicate that using electronic learning of human resources, electronic payment of human resources, human resources maintenance and electronic performance appraisal of human resources and also electronic human resource management (E-HRM) can affect organizational agility significantly in confidence level of 99%. In addition, effect of variables of Electronic employment of human resources and human resource communications on organizational agility has not been confirmed. </p>

scholarly journals EFFICIENCY OPTIMIZATION OF ATTENDANCE SYSTEM WITH GPS AND BIOMETRIC METHOD USING MOBILE DEVICES

2014 ◽  
Vol 8 (1) ◽  
pp. 5
Author(s):  
Benfano Soewito ◽  
Echo Wahana Marciano Simanjuntak
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Global Position System ◽  
Mobile Devices ◽  
Human Resource ◽  
The Other ◽  
Next Generation ◽  
Management Tools ◽  
Efficiency Optimization

The existing attendance system still has drawbacks, namely the queue in front of the finger scanner, the attendance data are not integrated with Human Resources Systems, and also the employees who work outside the office cannot get in the attendance system to roll presence. In the other hand, everyone has the mobile devices and all the mobile devices will be embedded a finger scanner in the future. In this paper, it is proposed the absence system using one own device. The finger scanner and coordinate Global Position System (GPS) are used as inputs for the attendance system that integrated with payroll system and human resource management tools. Application base on android platform is developed because the android is the most platforms that have been using in the most mobile devices. Using our proposed methodology, the employee can roll presence using their mobile devices and the do not need to be in queue and the employees who work outside the office also can roll presence. Research showed that proposed methodology can be used for the next generation attendance system.

PENINGKATAN KUALITAS SUMBER DAYA MANUSIA KHUSUSNYA PELAKU USAHA INDUSTRI KECIL DAN MENENGAH MELALUI PELATIHAN DAN PENDAMPINGAN

2019 ◽  
Vol 7 (4) ◽  
Author(s):  
MENIK WALTAS NGATUN B2041142017
Keyword(s):  
New York ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Qualitative Data ◽  
Training Programs ◽  
Scientific Management ◽  
New Methods ◽  
And Training

Tujuan penelitian ini adalah untuk menguji dan menganalisis pelaksanaan pelatihan dan pendampingan serta pengaruhnya terhadap peningkatan kualitas sumber daya manusia. Bentuk penelitian ini menggunakan pendekatan kausal komparatif. Pengumpulan data dilakukan dengan menggunakan data primer berupa kuesioner dan wawancara, serta data sekunder berupa data yang berasal dari UPT Industri Pangan Olahan dan Kemasan Dinas Perindustrian dan Perdagangan Provinsi Kalimantan Barat dan data pada Lembaga Pendamping Bisnis Association Bussiness Develompent Services Indonesian (ABDSI) Kabupaten Kubu Raya. Sampel dalam penelitian ini adalah keseluruhan Pelaku Usaha Industri Kecil dan Menengah di Kabupaten Kubu Raya yang mendapatkan pelatihan dan pendampingan. Berdasarkan hasil penelitian menunjukkan bahwa Pelatihan dan Pendampingan berpengaruh secara simultan terhadap Peningkatan Kualitas SDM, sedangkan secara parsial Pelatihan tidak berpengaruh secara signifikan, pendampingan berpengaruh secara signifikan terhadap Peningkatan Kualitas SDM. Kata Kunci : Pelatihan, Pendampingan, Peningkatan Kualitas Sumber Daya ManusiaDAFTAR PUSTAKAAdi, S. “Pengertian Peningkatan Menurut Ahli”. (08 Agustus 2014),Http://Www.Duniapelajar.Com.pengertian-Peningkatan-Menurut-Para-.Html.Ali, Mohammad dan Mohammad Asrori. 2014. “Psikologi Remaja Perkembangan Peserta Didik”. Jakarta: PT Bumi Aksara.Alim Sumarno. (2012). “Perbedaan Penelitian dan Pengembangan”Andi Prastowo. 2010. “Menguasai Teknik-teknik Koleksi Data PenelitianKualitatif”. Jogjakarta: DIVA PressAnselm, Strauss & Juliet Cordin, “Dasar-Dasar Penelitian Kualitatif”. Yogyakarta: Pustaka Pelajar, 2003.Azwar, Saifuddin. 2013. Metode Penelitian. Edisi Keempat Belas. Yogyakarta. Pustaka PelajarDantes, Nyoman. 2012. Metode Penelitian. Yogyakarta: ANDIDessler, Gary. 2010. Manajemen Sumber Daya Manusia. Edisi Kesepuluh. Jakarta Barat. PT IndeksDuwi Priyatno, 2012, Cara Kilat Belajar Analisis Data dengan SPSS 20, Yogyakarta, Penerbit AndiFajar, Siti dan Tri Heru Al. 2013. Manajemen Sumberdaya Manusia. Edisi Kedua. Yogyakarta. UPP STIM YKPNHandoko, T. Hani. Dr. 2010. Manajemen Personalia dan Sumber daya Manusia. Edisi Ketujuh Belas. Yogyakarta. BPFEHariandja, Marihot Tua Efendi. 2002. Manajemen Sumber Daya Manusia. Edisi Pertama. Jakarta. PT Gramedia Widiasarana IndonesiaHasibuan, Malayu S.P. 2005. Manajemen Sumber Daya Manusia. Edisi Revisi. Jakarta. PT Bumi AksaraHasan, Iqbal. 2009. Analisis Data Penelitian Dengan Statistika. Edisi Keempat. Jakarta. PT Bumi AksaraHenry, Simamora, 2004, “ Manajemen Sumber Daya Manusia”, Edisi Ketiga, Yogyakarta, STIE YPKN.Ismail, Hj. Iriani. Dr. 2010. Manajemen Sumber Daya Manusia. Edisi Pertama. Malang. Lembaga Penerbitan Fakultas Pertanian Universitas Brawijaya MalangKadarisman, 2012, “Manajemen Pengembangan Sumber Daya Manusia”, Rajawali Pers, JakartaLatham, G.P & Wexley, K.N (2002). “Developing and Training Human Resources In Organizations”, Third Edition. Upper Saddle River, New Jersey : Prentice  Hills.Marwansyah. 2012. Manajemen Sumber Daya Manusia. Edisi kedua. Bandung AlfabetaMangkunegara, Anwar Prabu. 2009. Manajemen Sumber Daya Manusia Perusahaan. Edisi Kesembilan. Bandung. PT Remaja RosdakaryaMondy, R. Wayne. 2008. Human Resource Management. Di alih Bahasa oleh Bayu Airlangga, M.M. Edisi kesepuluh. PT Gelora Aksara PratamaMathis, R.L. & J.H. Jackson. 2006. “Human Resource Management”: “Manajemen Sumber Daya Manusia”. Terjemahan Dian Angelia. Jakarta: Salemba Empat.Miles, M.B. and Huberman, A.M, 1984, “Qualitative Data Analysis”; A Sourcebookof New Methods, diterjemahkan oleh Tjetjep Rohendi Rohidi, UniversitasIndonesia Press, Jakarta.Nasri Lobo, Albertina. 2008. Tesis. Proses Pendampingan Wanita Pekerja Seks Komersial dalam Upaya Pencegahan HIV/AIDS. Departemen Ilmu Kesejahteraan Sosial: FISIPOL, Universitas Indonesia, Depok.Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M. (2008). “Human Resource Management: Gaining a competitive advantage”New York: McGraw Hill.Nadler, Leonard, 1982, “Designing Training Programs : The Critical EventsModels”,USA, Wesley Publishing Company.Rao, T.V., 1996, Penilaian Prestasi Kerja, Jakarta : Penerbit LPPM dan PustakaBinawan Presindo.Rolf P. Lynton dan Udai Pareek, 1998. “Pelatihan dan Pengembangan Tenaga Kerja”. Pustaka Binaman :Jakarta.Sanusi, Anwar. 2011. Metodologi Penelitian Bisnis. Edisi Ketiga. Jakarta. Salemba Empat.Saydam, Gouzali.2005. “Manajemen Sumber Daya Manusia:Suatu Pendekatan Mikro”. Jakarta: DjambaranSiagian, Sondang P, Prof. Dr. MPA. 2010. Manajemen Sumber Daya Manusia. Edisi Kedelapan. Jakarta. PT Bumi AksaraSinambela, Lijan Poltak. 2012. Kinerja Pegawai. Edisi Pertama. Yogyakarta. Graha Ilmu. Jurnal Administrasi Bisnis (JAB)|Vol. 12 No. 1 Juli 2014| administrasibisnis.studentjournal.ub.ac.id 10Sudjana, D. (2007). “Manajemen dan Sistem Pelatihan”. Bandung: Falah Production.Sugiyono. 2006. Metode Penelitian Kuantitatif Kualitatif dan R & D. Edisi Ketujuh. Bandung. CV AlfabetaSuharto, Edi. “Membangun Masyarakat Memberdayakan Rakyat”, Bandung:Refika Aditama, 2005.Sumarsono, Sonny. 2003. “Ekonomi Manajemen Sumber Daya Manusia danKetenagakerjaan”. Yogyakarta : Graha Ilmu.Taylor. Frederick Winslow, "The Principles of Scientific Management", New York: Cosimo, 2006Undang-Undang Nomor 18 Tahun 2002 tentang “Sistem Nasional Penelitian, Pengembangan, dan Penerapan Ilmu Pengetahuan dan Teknologi”Widiyanto, Joko. 2010. SPSS for Windows Untuk Analisis Data Statistik dan Penelitian. Surakarta: BP-FKIP UMS.Wirawan. 2009. Evaluasi Kinerja Sumber Daya Manusia. Edisi Pertama. Jakarta. Salemba EmpatReferensi Internethttp://e-course.usu.ac.id/content/manajemen/manajemen0/textbook.pdfhttp://www.satujam.com/sumber-daya-manusia/google-sofyaneffendi.blogspot.com/…/pelatihan-dan-pengembangan-sumberdayamanusia. Diakses 21 Nopember 2013nailasuhada-m.blogspot.com/…/pelatihan-dan-pengembangan sumberdayamanusia, diakses 20 Nopember 2013http://www.slideshare.net/jatmikomyko/pelatihan-danpengembangansdm,diakses 20 Nopember 2013google-sofyaneffendi.blogspot.com/…/pelatihan-dan-pengembangan-sumberdayamanusia. Diakses 21 Nopember 2013(http://arc.ugm.ac.id/files/(0713-H-2004).pdf tgl 22 Juni 2008http://www.scribd.com/doc/22775139/revitalisasi

scholarly journals STUDI KOMPARASI MANAJEMEN SUMBER DAYA MANUSIA PERPUSTAKAAN LASA Hs DENGAN RICHARD E RUBIN

2022 ◽  
Vol 9 (1) ◽  
pp. 50-56
Author(s):  
Jubaidi
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resources ◽  
Human Resource Management ◽  
Performance Measurement ◽  
Human Resource ◽  
Theory And Practice ◽  
The Other ◽  
Literature Study ◽  
Research Results

One of the factors that influence the progress of the library lies in its human resources. Reviewing library human resources can be done by analyzing several library figures who are currently concerned with reviewing human resources (HR). The figures include Lasa, Hs with his work entitled "Library Human Resource Management" and Richard. E Rubin with his work entitled "Human Resource Management in Libraries: Theory and Practice. The purpose of this study was to compare the concept of human resource management of the Lasa Hs library with Richard E Rubin. Through a literature study, the research results obtained the relevance of the two figures in determining the stages of library human resource management which include; planning, recruitment, introduction, empowerment, termination, career development, compensation, maintaining safety, comfort, measuring the performance of human resources. According to Lasa, Hs performance measurement stage is a basic need in reviewing human resources in the library itself so that its existence is very important to be applied, in contrast to Richar E Rubin who assesses all stages in library human resource management have the same value to be fulfilled without distinguishing one from the other. others, because in its application they are interconnected.

Absence System Using Your Own Device

2015 ◽  
Vol 21 (4) ◽  
pp. 638-642 ◽  
Author(s):  
Benfano Soewito ◽  
Echo W. M. Simanjuntak ◽  
Irwan P. Gunawan
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Global Position System ◽  
Mobile Devices ◽  
Human Resource ◽  
The Other ◽  
Position System ◽  
Next Generation ◽  
Management Tools

The existing of absence system still has drawbacks, namely the queue in front of the finger scanner, the absence data are not integrated with Human Resources Systems, and also the employees who work outside the office cannot get in the absence system to do the attendance. In the other hand, we know that everyone has the mobile devices and all the mobile devices will be embedded a finger scanner in the future. In this paper, we proposed the absence system using your own device. We used the finger scanner and coordinate Global Position System (GPS) as inputs for the absence system that integrated with payroll system and human resource management tools. We developed our application base on android platform because the android is the most platforms that have been using in the most mobile devices. Using our proposed methodology, the employee can do attendance using their mobile devices and they do not need to be in queue and the employee who work outside the office also can do the attendance. Our research showed that our proposed methodology can used for the next generation absence system.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

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 

G-Hrm, Pq And Usp: The Relevance And Impact In The Area Of Human Resource Management.

Think India ◽  
2019 ◽  
Vol 22 (3) ◽  
pp. 705-713
Author(s):  
REKHA FRANCIS C
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Major Part ◽  
Working Environment ◽  
Social Conscience ◽  
Corporate World ◽  
Green Practices

Green HRM is the latest footstep in the organization. Human resource management is the major part of all organizations. So whatever the changes we need obviously we go with the human resource force. Human resource management is an important faction of management that deals with the most valuable assets of an organization which is Human Resource. “Customer is the king” is an age old business mantra accentuating the importance of customers in every business. Customer is only a part of success in the business field. For the survival of market in the present scenario we mainly focus on human resource- USP, and their environment –G HRM. This paper is an attempt to disclose, the ecstatic and stimulated working environment and unique potentiality of each human resource to enable the organization to be successful in the competitive corporate world there by enabling attainment of profit by the shareholders. Only through proper motivation and stimulus can we bring forth the integral potentiality- Passion Quotient, of the human resources for the success of the business. Thus this paper focuses on how these green practices enable to bring out innate potential and develop a powerful social conscience and a green sense of responsibility through the human resource for the success of the business.

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