scholarly journals KOMUNIKASI BISNIS, DAN MOTIVASI BERPRESTASI SEBAGAI FAKTOR YANG MEMPENGARUHI KINERJA KARYAWAN

2021 ◽  
Vol 16 (2) ◽  
pp. 1-12
Author(s):  
Imam Santoso
Keyword(s):  
Strategic Planning ◽  
Human Resource Development ◽  
Human Resource ◽  
Achievement Motivation ◽  
Work Performance ◽  
Important Determinant ◽  
Resource Development ◽  
Business Communication ◽  
The Third

The objective of this research to obtain information relating  to the influence business communication , achievement motivation on performance of Perumnas marketing employees. This Research has been carried out  using  regretion analysis.in this study, 320 employees of the third level housing company in jabotabek as population   were randomly selected as analysis unit of  along with 78 samples along with the thirfd caracteritics study. The results showed that (1) communication business has significant effect  on the employees work performance (2) achiement motivation has sigficant effect on employee work performance  (3)   communication business and achiement motivation has significant effect on the employees work performance. The result  of the  studies  show that business communication, achievement motivation is an important determinant of the employee work performance.Based on these findings it can be concluded that any change or variantions that occur in the work  performance of perumnas employees have been influenced by business communication and achievement motivation Therefore business comunication, and achievement motivation must be included in the strategic planning of human resource development  in increasing the work performance of perumnas employees, but need  to consider  other varables needed to work performance is influenced by variation in business communication , and achievement motivation Keywords: .  

scholarly journals The Influence of Employee Promotion, Upward Downward Communication and Work Environment on Job Satisfaction of PT. Holcim Indonesia, Tbk

2020 ◽  
Vol 10 (1) ◽  
pp. 176
Author(s):  
Albert Yansen ◽  
Yetti Supriyati ◽  
Kadir
Keyword(s):  
Job Satisfaction ◽  
Strategic Planning ◽  
Path Analysis ◽  
Work Environment ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Quantitative Approach ◽  
Survey Method ◽  
Employee Job Satisfaction

This study aims to determine the influence of employee promotions, upward downward communication, and work environment on employee job satisfaction. This research uses a quantitative approach using a survey method (questionnaire).Path analysis is used to analyse the data collected. The population in this study were all employees of PT. Holcim Indonesia, Tbk, who have a working period of 10 years and over, totalling 510 people spread across all plants in Indonesia. The number of samples taken in this study were 225 people who were randomly selected.The results showed that job satisfaction was directly influenced by employee promotions, upward downward communication, and work environment. The study also found that the work environment was influenced by employee promotion and upward downward communication. This study also found that job satisfaction is indirectly influenced by the promotion and upward downward communication through the work environment. Based on these findings it can be concluded that any changes that occur in employee job satisfaction are influenced by employee promotion, upward downward communication, and work environment. Therefore employee job satisfaction, employee promotions, upward downward communication, and work environment can be taken into consideration in making strategic planning for human resource development.

scholarly journals Influence of Human Resource Development Skills Towards Work Performance of Agriculture Extension Agent

2020 ◽  
Vol 1 (2) ◽  
Author(s):  
Jasmin Arif Shah ◽  
Nur Bahiah Mohamed Haris ◽  
Muhammad Faiq Hafiz Abd Rahman
Keyword(s):  
Decision Making ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Resource Development ◽  
Agricultural Extension ◽  
Theory And Practice ◽  
Extension Agents ◽  
Extension Agent ◽  
Agriculture Extension

Agriculture extension primarily deals with the human resource development (HRD) skills as well as knowledge. In the agriculture scope, all extension agents must have the knowledge, training, and skills to fulfil the requirement as a good agricultural extension agent. As the profession of extension agents continues to grow, it is important to know the human resource development (HRD) skills gained by the extension agent of agriculture to measure their performance in the extension job. Thus, this study determines the influence of human resource development (HRD) skills factor with work performance among agriculture extension agent. This is descriptive and correlational research design. Using a quantitative survey methodology consists of 5 sections of questions (A, B, C, D and E). 182 respondents were participated in this study as a sample. Simple random sampling technique has been used to choose the sample. Data has been gathered from the respondents using a self-administered questionnaire. Data has been analysed using IBM SPSS version 25 to indicate the descriptive and inferential methods. In results, the level of HRD skills and performance of agricultural extension agent is moderate. All HRD skills show a positive and high correlation with agriculture extension agent work performance. The highest factor contributing to work performance is social skills followed by decision-making skills. The two factors from HRD skills (social and decision making) accounted for 72% significantly to the performance of the agriculture extension agent job. The main purpose of this study is to provide beneficial information’s for the extension agents, respondents and organizational framework in term of relationship between the work performance towards the agriculture sector in Malaysia. This study provides insights into the theory and practice of agriculture extension agents in Malaysia.

scholarly journals The Model of Kiai in Human Resource Development Quality

2019 ◽  
Vol 12 (1) ◽  
pp. 82
Author(s):  
Mohammad Anwar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Resource Development ◽  
Resource Planning ◽  
Well Being ◽  
Quality Of Education ◽  
Educational Institute ◽  
Informal Assessment

Pondok Pesantren is one of the organization/educational institute that is still valued as the second class compared with public educational institute. Hence, to show that the quality of education in pondok pesantren is able to compete with other institutions is by developing human resource that is conducted by Kiai. This research is to describe about the development of human resource in increasing the quality of education in pondok pesantren Diponegoro, Klungkung, Bali by using phenomenology perspective. In addition, this research is qualitative research with the form of case study. The findings of this research are: first, the model of Kiai in human resource development of teachers competence in this pesantren, are: 1) planning the human resource that is conducted by: a) arranging the planning which involves the structures, b) it is conducted in the first year and in the middle of the semester, c) planning the teachers based on the evaluation and analysis needs. 2) Recruiting the human resource by following the procedure and sunny ideology, high dedication, sincere, and competence, b) internal and external recruitment. 3) Selecting the administrative, written test, teaching, and interview. 4) Evaluating a) conducting formal and informal assessment, b) conducting class supervision periodically, c) assessing the work performance, loyalty, responsibility, obedient, honesty, and leadership, d) assessing by report model, e) compensation of teacher in the form of financial and non financial.  5) Human resource development by giving training program and meeting periodic. The second, the model of Kiai in developing the manager of human resource competence in this pesantren are: 1) planning human resource in a) recruiting the manager based on the human resource, b) selecting which is customized by the position needs, c) placing and appointing based on the duty and authority, d) developing the human resource by giving training, e) maintaining of well-being, f) integrating the human resource by leadership and communication, g) compensation the allowance of pesantren, h) discipline, i) discharging the position, 2) Implementing the strategy of human resource planning by: a) supplying, filtering and selecting, b) developing by giving training and mutation, continuing study to the higher level and mutation the position, c) maintaining of well-being, d) integrating by communication intensely in solving the problem in general, e) compensation of  fee, f) discipline, it is pointed out whether to the students or manager who violate the rule, g) discharging which is caused by mutation, retired, and resigned.

Work Performance of Extension Agents: Skills of Transfer of Technology and Human Resource Development in Cocoa Industry

2021 ◽  
Vol 30 (1) ◽  
pp. 79-96
Author(s):  
Murni Azureen Mohd Pakri ◽  
Salim Hassan ◽  
Oluwatoyin Olagunju ◽  
Mohd Yusoff Abd Samad ◽  
Ramle Kasin
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Pearson Correlation ◽  
Resource Development ◽  
Extension Agents ◽  
Leadership Skill ◽  
Transfer Of Technology ◽  
Essential Components ◽  
Agriculture Extension

Transfer of technology (ToT) and human resource development (HRD) are essential components to acknowledge extension agents’ performance. Understanding the foundations and implications of ToT and HRD is vital for improving agriculture extension agents in research and extension programmes. This study was designed to determine extension agents’ ToT and HRD skills to explain the work performance of Malaysian Cocoa Board (MCB) extension agents in East Malaysia. A total of 315 productive cocoa farmers exposed to the extension activities for a minimum of five years and had attended two basic training from the agency were selected to answer the questionnaire within a month. The researcher applied Krejie and Morgan formula to determine the sample size based on the population using stratified random sampling. The data were analysed using descriptive statistics, multiple regression and Pearson correlation analysis. Results showed a positive and moderate relationship between ToT and HRD towards work performance. However, from the six variables tested, only three variables were significant towards work performance, namely technical skill (p=0.000), leadership skill (p=0.015) and decision-making skill (p=0.000). Therefore, the extension agents’ skills must be strengthened, their working knowledge updated, and new concepts for developing agriculture that can fulfil complicated demand patterns, reduce poverty and pressure and increase productivity must be developed. This study also strengthens the iceberg model by adding six characteristics of skills in extension agents. The outcomes would contribute to the policymakers and MCB’s management in elevating the extension agents’ performance through training and developing ToT and HRD.

scholarly journals The importance of taking a comprehensive perspective in the strategic planning of human resource development to address the lack of human capacity development: أهمية الأخذ بمنظور شامل فى التخطيط الاستراتيجي لتنمية الموارد البشرية لمعالجة القصور فى تطوير القدرات البشرية

2017 ◽  
Vol 1 (4) ◽  
Author(s):  
Mu'tasim Hussein Abu Zeid
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Human Resources Development ◽  
Comprehensive System ◽  
Human Capacity ◽  
Human Side ◽  
Resources Development

This paper aimed to highlight the importance of strategic planning for human resources development in the treatment of human capacities and competencies in light of the global and domestic challenges, have been some of the terminology and concepts related to the study review, as well as to clarify some aspects of the study, was reached on the results and a summary was clarified through which the need to adopt a comprehensive system for human resources development in the framework of the national strategy to achieve the requirements of the human side, especially the development of national human capacity. This study is trying to contribute to the foundation for the study aims to lay the foundations to build a comprehensive system of human resource development in Sudan.  

scholarly journals Enhancing Sustainable Stingless Beekeeping Production through Technology Transfer and Human Resource Development in Relationship with Extension Agents Work Performance among Malaysian Beekeepers

2019 ◽  
pp. 1-12
Author(s):  
Ibrahim Aliyu Isah ◽  
Oluwatoyin Olagunju ◽  
Mohd Mansor Ismail ◽  
Salim Hassan ◽  
Norsida Man
Keyword(s):  
Leadership Development ◽  
Technology Transfer ◽  
Human Resource Development ◽  
Human Resource ◽  
Social Skill ◽  
Work Performance ◽  
Resource Development ◽  
Extension Agents ◽  
Technology Evaluation ◽  
Technology Dissemination

Stingless beekeeping is not only a profitable activity to Malaysian beekeepers but also to Malaysian economy. However, natural honey has faced some difficulties which resulted to low production due to lack of information on improved technology as well as capacity and potential building of stingless beekeeping farmers which depend mostly on information received from the extension agents. Hence, it is the responsibility of the extension agents to give useful information on the available technology and develop the capacity of the farmers to take right decision that will improve their level of production. This study assessed how technology transfer and human resource development skills influences work performance of the extension agents towards sustainable beekeeping production among beekeepers. The study sought to establish the role of relevant technology transfer and human resource development skills in effective performance. The research design was descriptive and quantitative survey of stingless beekeepers on technology transfer and human resource development by the extension agent. Data was obtained from 54 beekeeping farmers and was analyzed using descriptive and inferential statistics. The results revealed that technology skill, technology dissemination skill, technology evaluation skill, Decision making process skill, Leadership development skill and work performance were rated moderate by stingless beekeeping farmers while Social skill was rated high. Significant and positive correlation (P<0.01) existed between all variables and performance. Regression results showed that leadership development skill, Decision making process skill, and social skill are significant (P = .05), while technology skill, technology dissemination skill, technology evaluation skill are not significant. The highest contributing factor is social skill (β=.446). Beekeeping is a profitable project in Malaysia and can be sustained if the extension services and programmes are well carried out by competent extension agents and relevant agricultural government agency.

Relationships between Human Resource Development and Extension Agents’ Work Performance among Cocoa Growers in Malaysia

2018 ◽  
Author(s):  
Oluwatoyin Olagunju ◽  
Salim Hassan ◽  
Mohd Yussof Abd Samad ◽  
Turiman Suandi ◽  
Ramle Kasin
Keyword(s):  
Regression Analysis ◽  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Sampling Technique ◽  
Resource Development ◽  
Extension Agents ◽  
Agricultural Extension Service ◽  
Correlation And Regression Analysis ◽  
The Relationship

This study determines the relationship between human resource development and extension agents’ work performance among cocoa growers in Malaysia. The study used stratified sampling technique to select 668 productive cocoa growers who are exposed to extension activities facilitated by the extension agents’ of Malaysian Cocoa Board (MCB) in the three (3) regions of Malaysia. The data were analyzed using descriptive statistics, correlation and regression analysis. Significant and positive correlation (p&lt;0.01) existed between each variables and work performance. Regression analysis results showed that human resource development skills are significant (p&lt;0.05). The Adj.R2 value of 0.562 implies that three predictors explain about 56.2% of the variation in extension agents’ work performance. The highest contribution is attributed by decision making support skill (β=0.321). It is therefore recommended that Malaysian Cocoa Board and other agricultural extension service agencies should focus more attention on delivering consistent human resource development initiatives relevant to the need of extension agents and focused on addressing identified skills and knowledge gaps among farmers and the extension agents who work with them for a continuous performance improvement in their work

scholarly journals THE EFFECT OF HUMAN RESOURCES DEVELOPMENT ON EMPLOYEE WORK ACHIEVEMENT AT THE DEPARTMENT OF WATER RESOURCES, COPYRIGHT AND SPATIAL PLANNING GOVERNANCE OF NORTH SUMATRA PROVINCE

2021 ◽  
Vol 3 (2) ◽  
pp. 70-79
Author(s):  
Zuleha - Gultom
Keyword(s):  
Water Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Spatial Planning ◽  
Work Performance ◽  
Employee Performance ◽  
Linear Regression Analysis ◽  
Resource Development ◽  
Primary Data ◽  
North Sumatra

This research is entitled "The Influence of Human Resource Development on Employee Work Performance at the Department of Water Resources, copyright and Spatial Planning of North Sumatra Province". The purpose of this study was to determine whether there was an effect of human resource development on employee performance at the Department of Water Resources, copyright and Spatial Planning, North Sumatra Province. The data used in this study is primary data with the research instrument in the form of a questionnaire. The population used is 160 employees at the Department of Water Resources, Cipta Karya and Spatial Planning, North Sumatra Province, using a random sampling technique with 48 respondents. The method used in this research is descriptive quantitative method. The data analysis technique used simple linear regression analysis with the regression equation Y = 11,331 + 698 + e. The results obtained in this study showed an R2 value of 57.4% and a t-test of 7.871 so that it can be concluded that Human Resource Development has a positive and significant effect on Employee Work Performance at the Office of Water Resources, copyright and Spatial Planning of North Sumatra Province. 42.6% is influenced by other factors.

scholarly journals PENGARUH BUDAYA ORGANISASI, DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASIONAL (Survey pada Perum Perumnas Regional III Wilayah JABODETABEK 2018)

2020 ◽  
Vol 13 (2) ◽  
pp. 1-12
Author(s):  
Imam Santoso
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Direct Effect ◽  
Correlation Matrix ◽  
Work Performance ◽  
Important Determinant ◽  
Employee Job Satisfaction ◽  
The Third

This study aims to obtain information relating to the influence of organizational culture, and job satisfaction on Organizational Commitment. Research has been carried out using path analysis after all variables were entered into the correlation matrix. In this study, 300 employees of the third-level housing company in Jabotabek as a population were randomly selected as the analysis unit of 80 samples along with the four characteristics studied. The results showed that (1) organizational culture has a direct effect on organizational commitment, (2) organizational job satisfaction has a direct effect on employee work performance, (3) job satisfaction has a direct effect on organizational commitment. (4) Organizational culture has an indirect effect on organizational commitment through employee job satisfaction. The results of the study show that organizational culture, job satisfaction is an important determinant of employee work performance. Based on these findings it can be concluded that any changes or variations that occur in the organizational commitment of Perumnas employees have been influenced by organizational culture and job satisfaction. Therefore, organizational culture, and job satisfaction must be included in the strategic planning of human resource development in increasing the organizational commitment of Perumnas employees, but need to consider other variables needed to Organizational commitment is influenced by variations in organizational culture, and job satisfaction.

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