scholarly journals Measuring Factor Affecting Indonesia’s Seafarers Retention

2021 ◽  
Vol 2 (7) ◽  
pp. 470-482
Author(s):  
Christopher Samosir ◽  
Anita Maharani ◽  
Muchlis Burhanuddin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Employee Retention ◽  
Research Approach ◽  
Research Subjects ◽  
Research Results ◽  
Weak Relationship ◽  
Managerial Implications

The purpose of this study was to determine the extent to which human resource management contributes to employee retention. This study refers to concepts related to human resource management and several studies that show the factors influenced by employee retention. This research approach is quantitative, with the research subjects are employees who work in the sea crossing business. Based on the research results on marine employees of the company, the managerial implications intended for companies engaged in sea crossing services are that there is an influence of placement, compensation, and corporate culture variables on employee retention, which has a positive and significant effect. From the research results, corporate culture is not a moderator of placement and compensation variables on retention, so companies need to re-assure other variables that strongly influence the weak relationship between variables that can increase employee retention.

scholarly journals BASED ON TALENT MANAGEMENT AS EMPLOYEE PERFORMANCE OPTIMIZATION BY STRENGTHENING EMPLOYEE RETENTION ASPECT

2021 ◽  
Vol 19 (4) ◽  
pp. 849-857
Author(s):  
Adya Hermawati ◽  
◽  
Afinna Septa Rizka ◽  
Syamsul Bahri ◽  
Djawoto Djawoto ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Performance Optimization ◽  
Employee Retention ◽  
Employee Performance ◽  
Talent Management ◽  
Research Data ◽  
Survey Method ◽  
Research Approach

This study aims to obtain empirical evidence that good Talent Management will improve employee performance to be optimal, consistent employee retention, consistent employee retention will increase optimal employee performance, and consistent employee retention will increase optimal employee performance at PT. Panahmas Ekatama Distrindo Malang. The research approach is explanatory research. Data were collected with a survey method that uses questionnaires. The population of the research was counted as 96 person result of the research showed that (1) good talent management will produce optimum employee performance; (2) good talent management will deliver consistent employee retention; (3) consistent employee retention will engender optimum. Employee performance; and (4) good talent management can produce employee performance through consistent employee retention. Theoretically, the usefulness of this research is to contribute to the fields of Human Resource Management, Talent Management, Employee Retention, and Employee Performance.

scholarly journals The relationship between self-leadership, the future of human resource management, and work engagement

2021 ◽  
Vol 19 ◽  
Author(s):  
Cecilia M. Schultz
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Quantitative Research ◽  
Research Approach ◽  
The Future ◽  
Managerial Implications ◽  
Human Resource Practitioners ◽  
The Relationship

Orientation: With Industry 4.0 at our doorstep, we would benefit from a better understanding of how the future of human resource management (HRM) relates to self-leadership and work engagement.Research purpose: The purpose of this study was to determine the relationship between self-leadership, the future of HRM and work engagement.Motivation for the study: The future of HRM in South Africa, as well as its relationship with organisational behaviour dimensions such as self-leadership and work engagement, is under-researched. A better understanding of work engagement as the missing link between self-leadership and the future of HRM needed to prepare for the future world of work.Research approach/design and method: A survey was conducted amongst members of the South African Board of People Practices, and a quantitative research approach was therefore used. The relationships were investigated through correlation analysis and regression analysis.Main findings: All the variables positively relate to one another and self-leadership predicts work engagement and the future of HRM. Furthermore, work engagement mediates the relationship between self-leadership and the future of HRM.Practical and managerial implications: Human resource practitioners have a responsibility to ensure that they are able to lead themselves, be engaged in their work and prepare for the future of HRM.Contribution/value add: The critical connection between work engagement and self-leadership could help direct organisations toward improving, maintaining and refining human resource managers’ and human resource practitioners’ ability to lead themselves and be more engaged.

scholarly journals Perceived Serviceability of Outplacement Programs as a Part of Sustainable Human Resource Management

2019 ◽  
Vol 11 (17) ◽  
pp. 4748 ◽  
Author(s):  
Zdenka Gyurák Babeľová ◽  
Augustín Stareček ◽  
Dagmar Cagáňová ◽  
Martin Fero ◽  
Miloš Čambál
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Slovak Republic ◽  
Perceived Usefulness ◽  
Negative Effects ◽  
Research Results ◽  
Industrial Enterprises ◽  
Generational Groups

Work and employment are important elements of every working person’s life. If an employee loses his or her job, he or she loses an important and determining part of his or her life. To reduce the negative effects that affect the quality of an employee’s life, outplacement programs were established as a part of sustainable human resource management. Sustainable human resource management emphasises the importance of employee care. Outplacement, for its part, includes support for employees at their last stage in the organization. The main aims of the paper are to present the research results focused on the perceived usefulness of outplacement programs for dismissed employees, to analyse the relationships between the emotions felt by redundancies and other employees as well as the comparison of differences in emotions felt by different generations of dismissed employees. A valid collection tool (research questionnaire) was developed for research purposes and distributed to employees of industrial enterprises in the Slovak Republic. Overall, the research set was composed of n = 692 employees from different generational groups. The research results proved the existence of a relationships between the emotions felt by redundancies and other employees and differences in emotions felt by employees from different generational groups.

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

scholarly journals Exploring the current application of professional competencies in human resource management in the South African context

2015 ◽  
Vol 13 (1) ◽  
Author(s):  
Nico Schutte ◽  
Nicolene Barkhuizen ◽  
Lidewey Van der Sluis
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
Research Management ◽  
Research Approach ◽  
The South ◽  
Current Application ◽  
Human Research ◽  
Hr Competencies

Orientation: Human research (HR) practitioners have an important role to play in the sustainability and competitiveness of organisations. Yet their strategic contribution and the value they add remain unrecognised.Research purpose: The main objective of this research was to explore the extent to which HR practitioners are currently allowed to display HR competencies in the workplace, and whether any significant differences exist between perceived HR competencies, based on the respondents’ demographic characteristics.Motivation for the study: Limited empirical research exists on the extent to which HR practitioners are allowed to display key competencies in the South African workplace.Research approach, design, and method: A quantitative research approach was followed. A Human Resource Management Professional Competence Questionnaire was administered to HR practitioners and managers (N = 481).Main findings: The results showed that HR competencies are poorly applied in selected South African workplaces. The competencies that were indicated as having the poorest application were talent management, HR metrics, HR business knowledge, and innovation. The white ethic group experienced a poorer application of all human research management (HRM) competencies compared to the black African ethnic group.Practical/managerial implications: The findings of the research highlighted the need for management to evaluate the current application of HR practices in the workplace and also the extent to which HR professionals are involved as strategic business partners.Contribution/value-add: This research highlights the need for the current application of HR competencies in South African workplaces to be improved.

scholarly journals The Relationship between Human Resource Management Ambidexterity and Talent Management: The Moderating Role of Electronic Human Resource Management

2016 ◽  
Vol 9 (6) ◽  
pp. 80 ◽  
Author(s):  
Mostafa Mohamed Ahmed AlKerdawy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Talent Management ◽  
Future Research ◽  
International Banks ◽  
Managerial Implications ◽  
The Relationship ◽  
Moderating Role

<p>This study investigates the moderating role of electronic human resource management (e-HRM) in the relationship between human resource management ambidexterity (HRMA) and talent management (TM) using data collected from 430 managers working in 10 international banks in Egypt. e-HRM was found to be an important moderator of the relationship between HRMA and TM. The more dependence on e-HRM in executing human resource policies in banks, the greater influence of HRMA on TM. The results referred also a positive and significant influence of both HRMA and e-HRM on TM. This study concludes by discussing managerial implications and the limitations should be addressed in future research.</p>

scholarly journals Driving Innovation Through Transformative HRM

2020 ◽  
Author(s):  
Tatjana Jovanović ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Corporate Culture ◽  
Talent Management ◽  
Multinational Companies ◽  
Academic Experience ◽  
The Creation

In a World that is constantly and rapidly changing, innovation is found to be one of the very few sources of competitive advantage. Under such circumstances, it is of utmost importance to create foundation, a competitive base, which will enable innovation from within. This paper provides a portfolio of practical initiatives and discusses how they can drive and move forward company's transformation through the creation of a corporate culture that backs up innovation - all based on a combination of practical and academic experience obtained through the author’s broad professional engagement in multinational companies over many years. Particular emphasize is placed on a number of showcases in transformative human resource management that illustrate how, in practical terms, architecture of employees’ engagement and talent management could be established within an organization to drive a critical impact on the organization’s ability to create a sustainable company-wide culture of innovation.

scholarly journals ANALISIS PENERAPAN E-RECRUITMENT PADA PT. X

AdBispreneur ◽  
2018 ◽  
Vol 3 (1) ◽  
pp. 13
Author(s):  
Anggita Gracia ◽  
Arianis Chan ◽  
Rivani Adinegara
Keyword(s):  
Knowledge Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Change Management ◽  
Human Resource ◽  
Corporate Culture ◽  
Efficient Technology ◽  
Company Strategy ◽  
Strategic Integration ◽  
Administrative Efficiency

ABSTRACTThis study aims to analyze e-recruitment or electronic recruitment applied by X, Ltd. In addition, this study also aims to determine the benefits and impacts that companies felt after using e-recruitment method. The research method used in this research is qualitative-descriptive method to describe a state of e-recruitment. The data obtained in this study using the instrument of observation, interview and documentation study. The results of this study indicate that the presence of e-recruitment has contributed to provide positive benefits for X, Ltd. especially in terms of administrative efficiency and cost. Although the utilization is not too often, but the use of e-recruitment has provided many facilities, especially for the recruiters. This is an example of real implementation of effective and efficient technology utilization to support HR function in company. The conclusion that can be taken in this research is that the automation of human resource management function into internet based system requires strategic integration of human resource management with company strategy, structure and corporate culture. To support it X, Ltd. prioritize the implementation of knowledge management in the form of training and coaching to prepare a quality organization and ready to change management. Keywords: E-recruitment, Recruitment, Human Resources. ABSTRAKPenelitian ini bertujuan untuk menganalisis e-recruitment atau rekrutmen elektronik yang diterapkan oleh       PT. X. Selain itu, penelitian ini juga bertujuan untuk mengetahui manfaat serta dampak yang dirasakan perusahaan setelah menggunakan metode e-recruitment. Metode penelitian yang digunakan dalam penelitian ini adalah metode kualitatif-deskriptif untuk menggambarkan sebuah keadaan e-recruitment. Data yang didapatkan pada penelitian ini menggunakan instrumen observasi, wawancara dan studi dokumentasi.Hasil dari penelitian ini menunjukkan bahwa hadirnya e-recruitment telah berkontribusi dalam memberikan manfaat positif bagi PT X terutama dari sisi efisiensi administratif dan biaya. Meskipun penggunaannya belum terlalu tinggi, namun penggunaan e-recruitment telah memberikan banyak kemudahan khususnya bagi para rekruter. Hal ini merupakan sebuah contoh implementasi nyata pemanfaatan teknologi yang efektif dan efisien untuk mendukung fungsi SDM pada perusahaan.Kesimpulan yang dapat diambil pada penelitian ini bahwa, otomatisasi manajemen fungsi sumber daya manusia menjadi sistem berbasis internet membutuhkan integrasi strategis manajemen sumber daya manusia dengan strategi perusahaan, struktur dan budaya perusahaan. Untuk mendukung hal tersebut PT. X mengedepankan implementasi knowledge management dalam bentuk training dan coaching guna menyiapkan organisasi yang berkualitas serta siap akan perubahan manajemen (change management).Kata Kunci: E-recruitment, Rekrutmen, Sumber Daya Manusia  

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