scholarly journals Strategi Manajemen Sumber Daya Manusia Islami Dalam Meningkatkan Produktivitas Kinerja Karyawan di Koperasi Syariah 212 Sentul

2021 ◽  
Vol 5 (1) ◽  
pp. 115-128
Author(s):  
Caesya Noor Avissa ◽  
Ikhwan     Hamdani ◽  
Suyud   Arif
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Strategy ◽  
Islamic Law ◽  
Positive Impact ◽  
Employee Performance ◽  
Qualitative Approach ◽  
Self Evaluation

This study aims to explain the strategy of human resource management in increasing the productivity of the performance of employees in the Sharia Cooperative 212 Sentul and how appropriate human resource management is with Islamic law. This study uses a qualitative approach with data collection techniques in the form of interviews and documentation. The resource persons in this study were the head of the human resources division and two employees in Cooperative 212. The results of the study stated that the Human Resource Management Strategy implemented in Cooperative 212 was by providing training, every year there was an employee performance appraisal and increasing ability in communicate. Cooperatives have implemented Human Resource Management in accordance with Islamic law because Cooperative 212 has done things that do not violate Islamic rules such as being honest at work, having a sense of responsibility, maintaining trust, and self-evaluation. Thus, employees are able to produce a positive impact, but the implementation is still less than perfect because the implementation of the strategy used has not been carried out regularly and well structured. However, the leadership is expected to improve the Human Resource management strategy so that the Sharia Cooperative 212 can develop and not deviate from Islamic rules.  

PERAN MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN KERJA MENURUT PERSPEKTIF ISLAM

2020 ◽  
Vol 22 (2) ◽  
pp. 286-298
Author(s):  
Imam Sugianto ◽  
Rahma Yulia ◽  
Dian Rokhmawati
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Cultural Values ◽  
Human Resource ◽  
Financial Institution ◽  
Employee Performance ◽  
Moral Values ◽  
Qualitative Approach ◽  
Organizational Systems

Abstract: The role of Islamic human resource management isconsidered to significantly influence employee performance. BankBRI Syariah branch of Pakis Malang implements Islamic-basedhuman resource management. The study was conducted todetermine the role of Islamic-based human resource management onemployee performance using descriptive qualitative approach. Theindicators of employee performance are moral values, compensation,spirituality, organizational systems and structures, work quality,creativity and cooperation. As a financial institution that refers toIslamic principles, Bank BRI Syariah branch of Pakis Malang has anIslamic culture that is applied in its human resource management.The implementation of Islamic cultural values to human resourcemanagement at BRI Syariah branch of Pakis Malang, employeesbecome more enthusiastic at work because they feel that their workis a form of worship, being a motivation and a boost for employeeperformance.Keywords: Islamic Human Resource Management, EmployeePerformance, BRI Syariah

Islamic human resource management (iHRM) enhancing organizational justice and employees’ commitment

2018 ◽  
Vol 9 (1) ◽  
pp. 204-218 ◽  
Author(s):  
Farzad Fesharaki ◽  
Saied Sehhat
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Justice ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Three Dimensions ◽  
Equation Modeling ◽  
Content Type ◽  
Organizational Attitudes

Purpose This paper aims to introduce and promote the novel concept of Islamic human resource management (iHRM) and assess its effects upon two organizational attitudes, namely, perceived justice and employees’ commitment. Design/methodology/approach The present study is an applicable and empirical research that has used the descriptive–correlative method. The target population consists of 192 employees from Resalat Qard al-Hasan Bank in the city of Tehran. Calculated based on Cochran’s formula, 128 people are selected by means of a simple random sampling technique. To collect primary filed data, questionnaires are distributed. The gathered responses are analyzed with the structural equation modeling approach using SmartPLS software package. Findings Four dimensions of iHRM, i.e. recruitment and selection, training and development, remuneration and compensation and performance appraisal, are positively associated with organizational justice. Also the first three dimensions have a positive impact on employees’ commitment, but the link between performance appraisal and employees’ commitment is not statistically significant because of the slightly negative attitude of the employees toward a possible perfunctory routine. Originality/value iHRM is one of the emerging trends in Islamic management literature, with limited studies conducted in this specific field. The current effort is one of the first attempts to empirically investigate this relatively new construct in the context of Iran.

scholarly journals The Effect of Green Human Resource Management on Organization Citizenship Behaviour for Environment (OCBE) and Its Implications on Employee Performance at Pt Andalan Bakti Niaga

2021 ◽  
Vol 6 (1) ◽  
pp. 174-181
Author(s):  
Ari Saputro ◽  
Lenny Christina Nawangsari
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Performance ◽  
Partial Least Square ◽  
Equation Modeling ◽  
Survey Method ◽  
Green Performance ◽  
Green Human Resource Management

This study aims to analyze the effect of Green Human Resource Management on Employee Performance through Organization Citizenship Behavior for Environment (OCBE). This type of research uses a survey method with a quantitative approach. This research was conducted at PT Andalan Bakti Niaga. Sampling using nonprobability techniques with a sample size of 80 people. Data analysis in this study used Structural Equation Modeling (SEM) with Partial Least Square (PLS) software version 3.2.7. The results obtained in this study: 1) Green Recruitment, Green Training, Green Compensation and Rewards have a positive and significant effect on OCBE; 2) Green Performance Appraisal has no significant effect on OCBE; 3) Green Training and Green Performance Appraisal have a positive and significant effect on Employee Performance; 4) Green Recruitment and Green Compensation and Rewards have a negative and significant effect on Employee Performance; 5) OCBE has a positive and significant effect on Employee Performance; 6) Green Recruitment, Green Training, Green Compensation and Rewards have a significant effect on Employee Performance through OCBE; 7) Green Performance Appraisal has no significant effect on Employee Performance through OCBE; 8) Green Human Resource Management has a significant effect on OCBE; 9) Green Human Resource Management has a significant effect on Employee Performance.

scholarly journals The Influence of Human Resource Management Practices on Employee Performance in the Manufacturing Sector in Malaysia

2018 ◽  
Vol 8 (2) ◽  
pp. 129 ◽  
Author(s):  
Ong Choon Hee ◽  
Koh Rui Jing
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Employee Performance ◽  
Training And Development ◽  
Work Life ◽  
Appraisal System ◽  
And Training

The purpose of this study is to examine the relationship between Human Resource Management (HRM) practices (Compensation and Benefits, Work-life Policies, Performance Appraisal and Training and Development) and employee performance. Data was collected through questionnaire from 161 employees of a manufacturing company in Johor, Malaysia. The results of the multiple regression analysis showed that performance appraisal and training and development were significantly related to employee performance. The findings suggested that training and development is the most important factor that positively influences employee performance followed by performance appraisal. Compensation and benefits and work-life policies were found to be not significant in predicting employee performance. In relation to these findings, human resource department shall have designed suitable training plan with comprehensive and consistent performance appraisal system for the employees.

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 Strategic Human Resource Management in International Organizations

2017 ◽  
Vol 11 (5) ◽  
pp. 1
Author(s):  
Chompu Nuangjamnong ◽  
Stanislaw Paul MAJ
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
International Organizations ◽  
Positive Impact ◽  
Initial Study ◽  
Strategic Human Resource Management ◽  
Strategic Human Resources ◽  
Wide Range ◽  
Competitive Economy

This an initial study of Strategic Human Resources in Human Resource Management. This is important because in a globally competitive economy company longevity depends upon its more important aspect – their staff. This is principally governed by resource management principles and policies. This paper presents the results of a wide range of companies in different industries and with different ownership models using statistical methods. The results clearly show human resource practices have a positive impact on organisations.

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