scholarly journals Recruitment Analysis Of The Cooperative Labor Force In Improving Human Resources

2021 ◽  
Vol 2 (5) ◽  
pp. 1552-1559
Author(s):  
Luis Marnisah ◽  
Syech Idrus ◽  
Aisyah ◽  
Tabroni
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Qualitative Data ◽  
Research Process ◽  
Business Organizations ◽  
Recruitment Process ◽  
Workforce Skills ◽  
Labor Recruitment ◽  
Cooperative Labor ◽  
And Training

Employment recruits of an organization have not improved the standards of selection so that the resulting workforce does not meet the qualifications for the jobs offered. This phenomenon also applies to cooperatives as business organizations. Co-operatives are one of the forums that are quite developed in increasing their business. Currently, the existing human resources are managed simply, the function of personnel management is charged as Manager as the manager of the cooperative. The recruitment process is the earliest stage in personnel management, so if it is ignored it can disrupt the company's performance.The purposes of this study are 1) To find out the labor recruitment process that has been implemented so far. 2) To find out the existing workforce recruitment process. The method used in this research is descriptive qualitative, namely as a research process that produces qualitative data in the form of written or spoken words from the observed person or actor.The results showed that the recruitment process in cooperatives was carried out in a simple but complete and selective manner. The process includes forecasting work needs, selection, an orientation that is still simple but complete enough and based on criteria, standards, or specifications for the real needs of the existing job or position. Recruitment sources are utilized optimally so that professionalism is established. The cooperative uses criteria in the Indonesian economy, namely in the form of workforce skills which include moral and physical health, reason (good knowledge), education and training, work perfection.

scholarly journals Formation of Field-Based Pedagogical Resources: The Role of Leadership of Regional Heads in Educational Sports and Sports Achievement

2021 ◽  
Vol 9 (3) ◽  
pp. 482-497
Author(s):  
IGG Heru Marwanto ◽  
Gandung Satriyono
Keyword(s):  
Human Resources ◽  
Qualitative Data ◽  
Education And Training ◽  
Educational Resources ◽  
Quality Of Education ◽  
Young Generation ◽  
And Training ◽  
Participatory Observation

This study is inspired by the limited educational resources in sports education, especially those that discuss the role of leadership in improving the quality of education and training of athletes in achieving the quality of human resources in the form of improving performance in sport. Through this research, it is hoped that a pedagogical resource can be used as a model, that improving the achievements of the young generation in the field of sport is not enough with the education and training of athletes, but strong leadership is needed by the Regional Head of Kediri, East Java, Indonesia, and the Indonesian National Sports Committee of Kediri City is the parent of the research. This method of research is qualitative. Data was collected using in-depth interviewing and participatory observation techniques. The results showed that the role of leadership in the education and training of athletes plays a very important role in improving the performance of sport in the area. Its form may be in the form of a leader's decision on the allocation of funds, monitoring, motivation and maximum moral support.

INCREASING THE IMPORTANCE OF HR-CONSULTING IN THE CONDITIONS OF ECONOMIC UNCERTAINTY

2020 ◽  
Vol 10 (6) ◽  
pp. 1042-1049
Author(s):  
M.E. Smirnova ◽  
◽  
A.O. Subocheva ◽  
I.N. Belogrud ◽  
◽  
...  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Labor Relations ◽  
Adaptation Period ◽  
Economic Uncertainty ◽  
Short Term ◽  
Personnel Assessment ◽  
Leading Position ◽  
Goals And Objectives ◽  
And Training

In the conditions of economic uncertainty, serious requirements are put forward for the personnel management system. Special skills and qualifications of personnel are increasingly prevailing as the main competitive companies’ advantage in the struggle for a leading position in the market. In the short term, highly dynamic employment processes are expected, as many organizations aim to significantly adjust existing labor relations. Personnel consulting reflect the activity to solve the tasks set for the top personnel management in order to increase the profitability of the organization. The object of the personnel audit is the internal labor market, that is, the available human resources are considered, in particular, the workforce, various aspects of the organization’s production activities. Effectiveness evaluation of the methods of vocational guidance and adaptation, identification and diagnosis of problems arising during the adaptation period is also one of the main parameters. Thus, the specific diversity of personnel audit is determined by the goals and objectives. The lack of personnel assessment and development systems in the company entails serious risks in forming and implementation of management decisions, which can also lead to serious costs for the organization. Personnel assessment using transparent and understandable criteria, organization of trainings and training for employees, formation of programs for the development of professional competencies are not only conditions for retaining employees, but also a tool for developing the organization’s HR brand.

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 Kualifikasi Sumber Daya Insani Berbasis Kompetensi dan Integritas dalam Akad Murabahah di BMT Prima Lubuk Seberuk Kecamatan Lempuing Kabupaten Ogan Komering Ilir Sumatera Selatan

2019 ◽  
Vol 5 (1) ◽  
pp. 23-37
Author(s):  
Muhammad Isnan
Keyword(s):  
Data Collection ◽  
Human Resources ◽  
Qualitative Data ◽  
Survey Method ◽  
Development Effort ◽  
Recruitment Process ◽  
Data Collection Technique ◽  
Education Process

This research means to know qualification of human resources in BMT Prima Lubuk Seberuk in an effort increases the performance of the employees. This research used survey method by using qualitative data. The data collection technique which is used is direct interview with related one or informant. This research concluded that the development effort of the human resources quality of BMT Prima Lubuk Seberuk is dominated by the employee who is not syariah based. This thing provided BMT Prima lubuk seberuk to encrease the competence and the integrity of the employees by giving sustainable coaching to all of the employees for developing the competence and the integrity which is syariah based. The effort of developing the competence and the integrity in BMT Prima lubuk seberuk is using management assembling of human resources strategy among the are planning, recruitment process, giving motivation, education process and coaching. The result of the research showed that so far the development effort of human resources which is based on competence and integrity at BMT Prima Lubuk Seberuk went well. Observation result of researcher who found that the assets develompemnt is more and more and the trust phase of the customer at BMT Prima lubuk seberuk is more and more. This thing indicated that in order to fulfill the qualification standard of the employee which is competence and integrity based at BMT Prima Lubuk Seberuk for now is reputed to fulfill the service to the costemer in finances institute whic is syariah based like at BMT Prima.  

Once Again on Personnel Management Paradigm and Philosophy

2015 ◽  
Vol 4 (2) ◽  
pp. 6-8
Author(s):  
Кибанов ◽  
Ardalon Kibanov
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
Human Resources Management ◽  
Training System ◽  
Management Process ◽  
Professional Literature ◽  
Resources Management ◽  
Basic Features ◽  
And Training ◽  
Management Theories

Basic features of the personnel management paradigm are considered along with the groups of management theories on which the paradigm is based. A suggestion is made to rename in Russian professional literature the group of “human resources” theories into “resources of human” to avoid ambiguity in the interpretation of the essence of these theories. The terminology of the personnel management sphere is clari ed.The substitution of “personnel management” concept with “human resources management” distorts the content of the personnel management process; hence sometimes equates person to the resource. Essentially the person is not a resource, but the bearer of resources (intellectual resources). A human is the creator of the resources he produces for constructive activity. The article characterizes the factors in uencing personnel in the process of labor activity, reveals the essence of the concept of “hard management”, and provides basic features of philosophy of personnel management in Russian organizations. The development of science and training system in personnel management is evaluated.

scholarly journals ¿Artesanía o cazador tras la huella?. Reflexiones para el análisis cualitativo de datos

2018 ◽  
pp. 65
Author(s):  
Daniel San Martín Cantero
Keyword(s):  
Social Sciences ◽  
Qualitative Research ◽  
Qualitative Data ◽  
Social Research ◽  
Research Process ◽  
The Social ◽  
The Subject ◽  
Object Of Study ◽  
And Training

En las ciencias sociales se generan debates metodológicos que contribuyen a las formas de comprender la investigación social. En este ensayo se discute el modo de entender el rol del investigador frente a la aproximación y análisis del objeto/sujeto de estudio. El objetivo es cuestionar el uso de la metáfora del investigador como artesano. Esta imagen aparece en los años 50 para explicar la creatividad que requiere el proceso de investigación y análisis cualitativo de datos. Sin embargo, la metáfora del artesano representa una aproximación deductiva del investigador al sujeto/objeto de estudio. Por el contrario, el análisis cualitativo está orientado por procedimientos inductivos. Entonces, se propone la metáfora del cazador tras la presa, como un recurso con consistencia paradigmática y epistemológica que aporta a la comprensión y formación en investigación cualitativa.Within the social sciences, methodological debates contribute to the understanding of social research. This paper discusses one way of understanding the role of the investigator in relation to the approach and analysis of the object/subject of study. The objective is to question the use of the researcher's metaphor as a craftsman. This image appears in the 1950s in order to explain the creativity required by the research process and qualitative data analysis. However, the artisan's metaphor represents a deductive approximation of the researcher to the subject/object of study. On the contrary, the qualitative analysis is oriented by inductive procedures. The metaphor of the hunter after the prey is then proposed as a resource with a paradigmatic and epistemological consistency that contributes to the understanding and training in the qualitative research.

EU-China Student and Academic Staff Mobility: Present Situation and Future Developments

2012 ◽  
Vol 1 (2) ◽  
pp. 282-300 ◽  
Author(s):  
Cécile Mathou ◽  
Jin Yan
Keyword(s):  
European Union ◽  
Qualitative Data ◽  
Academic Staff ◽  
Present Situation ◽  
Research Process ◽  
The European Union ◽  
Future Developments ◽  
The Past ◽  
Comprehensive Information

Abstract The objective of this study was to provide comprehensive information about student and academic staff mobility between the European Union (EU) and China as well as the main strategies and policies in place to promote mobility. Based on quantitative and qualitative data provided by national authorities and various stakeholders consulted throughout the research process, the study aimed at taking stock of the situation and identifying trends regarding EU-China learning mobility over the past ten years. It also aimed at drawing recommendations to improve current and future mobility actions between the two regions.

Commentary: A Qualitative Analysis of Newspaper Polls

1988 ◽  
Vol 9 (3) ◽  
pp. 105-114
Author(s):  
David Pearce Demers
Keyword(s):  
Data Analysis ◽  
Qualitative Analysis ◽  
Education And Training ◽  
Research Process ◽  
Long Run ◽  
News Organizations ◽  
Key Aspects ◽  
Scientific Standards ◽  
And Training

Previous research and this study's data suggest newspaper polls often fall short of “scientific” standards. Part of the problem is that many newspapers rely heavily on their news staff for many key aspects in the research process, including data analysis. News organizations are encouraged to rely more on “experts,” but for the long run they need to implement programs and policies that give journalists themselves the education and training necessary to handle all phases of the research process.

Modern problems and challenges of human resources management in international organizations

2021 ◽  
pp. 86-90
Author(s):  
M.S. Safarli ◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
International Organizations ◽  
Human Resources Management ◽  
International Organization ◽  
Special Role ◽  
Resources Management ◽  
Research Challenges

Researched is the problem of management of human resources in international organization, that is significantly different from human resources’ management in own country. The article discusses issues, related to personnel management in international enterprises. The purpose of the article is to identify factors that influence personnel management in the international aspect, and also to research challenges and problems, associated with them. On results of the analyses, offered are measures, as to solution of showed up challenges and problems, and also point out the special role of cadre departments in solution of this problem.

scholarly journals Is it acceptable to video-record palliative care consultations for research and training purposes? A qualitative interview study exploring the views of hospice patients, carers and clinical staff

2017 ◽  
Vol 31 (8) ◽  
pp. 707-715 ◽  
Author(s):  
Marco Pino ◽  
Ruth Parry ◽  
Luke Feathers ◽  
Christina Faull
Keyword(s):  
Palliative Medicine ◽  
Research Process ◽  
Clinical Staff ◽  
Training Video ◽  
Individual Interviews ◽  
Video Recordings ◽  
Video Record ◽  
Qualitative Interview Study ◽  
Hospice Patients ◽  
And Training

Background: Research using video recordings can advance understanding of healthcare communication and improve care, but making and using video recordings carries risks. Aim: To explore views of hospice patients, carers and clinical staff about whether videoing patient–doctor consultations is acceptable for research and training purposes. Design: We used semi-structured group and individual interviews to gather hospice patients, carers and clinical staff views. We used Braun and Clark’s thematic analysis. Setting/participants: Interviews were conducted at one English hospice to inform the development of a larger video-based study. We invited patients with capacity to consent and whom the care team judged were neither acutely unwell nor severely distressed (11), carers of current or past patients (5), palliative medicine doctors (7), senior nurses (4) and communication skills educators (5). Results: Participants viewed video-based research on communication as valuable because of its potential to improve communication, care and staff training. Video-based research raised concerns including its potential to affect the nature and content of the consultation and threats to confidentiality; however, these were not seen as sufficient grounds for rejecting video-based research. Video-based research was seen as acceptable and useful providing that measures are taken to reduce possible risks across the recruitment, recording and dissemination phases of the research process. Conclusion: Video-based research is an acceptable and worthwhile way of investigating communication in palliative medicine. Situated judgements should be made about when it is appropriate to involve individual patients and carers in video-based research on the basis of their level of vulnerability and ability to freely consent.

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