scholarly journals Education human resources planning in developing excellent Madrasah in Madrasah Aliyah (MA) Darul Hikmah Tulungagung Indonesia

2021 ◽  
Vol 21 ◽  
pp. 266-274
Author(s):  
Ma'rifatul Hidayah ◽  
Mujamil Qomar ◽  
Sulistyorini Sulistyorini ◽  
Agus Eko Sujianto ◽  
Imam Turmudzi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Social Life ◽  
Formal Education ◽  
Participant Observation ◽  
Educational Institution ◽  
Resource Planning ◽  
Analysis Model ◽  
Human Resource Planning ◽  
Using Data

This research is motivated by quality human resource planning that can be created through Madrasah educational institutions as formal education providers.  Madrasah gains the public's trust in preparing and delivering the nation's generation of children to be able to compete in global competitions whose impact is increasingly being felt in social life.  Educational human resource planning is the most important element in every educational institution, the success of the institution in achieving its goals and various targets as well as its ability to face various challenges, both internal and external, is largely determined by the ability to manage human resources as precisely as possible.  This proves that Madrasahs need human resource management in the field of education, with their managerial and operational functions, and supported by competent educators and education staff, so Madrasahh will have the power to grow, be productive, and competitive. The approach in this research is qualitative. Data collection techniques using in-depth interviews, participant observation, and documentation. Data analysis techniques using data condensation, data presentation, and drawing conclusions or verification. Checking the validity of the data by using triangulation methods, data sources, and theories. The findings of this study indicate that education human resource planning in developing superior Madrasah has carried out internal and external analysis with a needs analysis model, recruitment system, and selection system based on Khidmah.

scholarly journals Konsep Actuating dalam Alquran dan Hadits

2018 ◽  
Vol 4 (1) ◽  
pp. 1-16
Author(s):  
Endah Tri Wisudaningsih
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Educational Institution ◽  
Resource Planning ◽  
Human Resource Planning

Actuating as one of the functions and also the stages of management, many mean a business move or run. In an educational institution, actuating can be interpreted to mobilize or give direction to the existing resources in the institution, whether human resources or other resources.Mobilizing human resources is a process that goes from human resource planning, recruitment, education and human resources training, and the motivation given to that resource. While mobilizing other resources is the effort to maximize the use of existing resources or move elements -element organization to perform all activities that have been planned. Keywords: Actuating,Leading, educational institution

Peningkatan Profesionalisme Pegawai Negeri Sipil Dilihat Dari Sistem Rekrutmen Berbasis Kompetensi

2013 ◽  
Vol 10 (1) ◽  
pp. 49
Author(s):  
Muhammad Ridwan
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Civil Servant ◽  
Civil Servants ◽  
Human Resource Planning ◽  
Vacant Position

Quality of human resources-civil servants, among others, which is determined by the recruitment processof seeking and finding HR activities-civil servant who has the motivation, ability, skills and knowledgerequired to carry out its duties in office. Organizational recruitment as human resource planning must becomprehensive programmed to be able to predict the needs of both quantity and quality as well asplanning professionals. Theoretically, many methods and selection techniques to evaluate applicantsaccording to a vacant position within the organizationKeywords: professionalism, recruitment, competence

Human Resource Planning as a Strategic Function

2017 ◽  
Vol 8 (3) ◽  
pp. 120-131 ◽  
Author(s):  
Jatinder Kumar Jha ◽  
Manjari Singh
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Line Managers ◽  
Human Resource Planning ◽  
Competitive Edge ◽  
Hr Managers ◽  
Forecasting Techniques

This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

scholarly journals Pengembangan kapasitas SDM aparatur dalam penyelenggraan pemerintahan desa di Desa Kenongo Kecamatan Tulangan Kabupaten Sidoarjo

2021 ◽  
Vol 6 (1) ◽  
pp. 32-41
Author(s):  
Isnaini Rodiyah ◽  
Hendra Sukmana ◽  
Ilmi Usrotin Choiriyah
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Participant Observation ◽  
Monitoring And Evaluation ◽  
Community Empowerment ◽  
Analysis Model ◽  
Human Resource Capacity ◽  
Village Government ◽  
The Village ◽  
Technical Guidance

The village government is at the forefront of implementing public services to ensure the welfare of the community, which is a determining factor for the success of government programs. Increasing the capacity of village officials is an action to create a prosperous society. The village government must make efforts to increase the capacity of its village apparatus considering that the quality of human resources in various villages is generally still low. Therefore, the purpose of this study is to describe the development of the capacity of the apparatus in the dimension of developing the capacity of the human resources of the apparatus. Data collection in this qualitative research was carried out through participant observation, in-depth interviews, and documentation. The informants in this study were the Village Head and the Secretary of Kenongo Village, Tulangan District, Sidoarjo Regency. The data that has been collected will then be analyzed using the interactive analysis model of Miles and Huberman. The results showed that the development of human resource apparatus capacity was carried out through technical guidance from the Village Community Empowerment Service (DPMD), the implementation of technical guidance had not been accompanied by enthusiasm from the Kenongo Village government apparatus. Apparatus capacity development in the IT field has also been carried out, but not accompanied by monitoring and evaluation stages, so that IT training only evaporates without soft skills for Kenongo Village Apparatus. The findings also show that the development of the human resource capacity of village heads also needs to be improved, especially in terms of the ability to communicate with village apparatus staff to create a conducive working climate in government administration. The obstacles in carrying out the development of the capacity of the Village apparatus human resources are the lack of enthusiasm of the village apparatus in following technical guidance, the disinterest / curiosity of the village apparatus in using IT, the existence of passive village officials in planning work programs, and the morale of the apparatus is decreasing, because the salary received is used up for pay bank installments.

scholarly journals Manajemen Pengembangan Dosen sebagai Upaya Meningkatkan Mutu Sekolah Tinggi Pariwisata Ampta Yogyakarta

Media Wisata ◽  
2021 ◽  
Vol 12 (2) ◽  
Author(s):  
Siti Rokhmi Lestari
Keyword(s):  
Quality Assurance ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Human Resources Development ◽  
Human Resource Planning ◽  
External Stakeholders ◽  
The Right ◽  
Resources Development

The aim of this study is to describe the planning and development of lecturers human resources in AMPTA Tourism School as well as to know the professionalism of lecturers and quality assurance in the AMPTA Tourism School of Yogyakarta. From this study, it can be concluded that, in general, the human resource planning and development of lecturers, as well as quality assurance in AMPTA Tourism School, have not been fully implemented in accordance with the existing regulations and legislation.However, AMPTA Tourism School is on the right track in terms of lecturers professionalism development and networking establishment with external stakeholders. Implementation of human resources development is carried out through formal and informal ways.

scholarly journals Pengaruh Analisis Jabatan dan Perencanaan Sumber Daya Manusia terhadap Rekrutmen Karyawan

The Winners ◽  
2010 ◽  
Vol 11 (1) ◽  
pp. 1
Author(s):  
Laksmi Sito Dwi Irvianti ◽  
Julius Adi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Job Analysis ◽  
Resource Planning ◽  
Spare Parts ◽  
Human Resource Planning ◽  
Role Analysis ◽  
Employee Recruitment ◽  
Human Resources Planning ◽  
Resources Planning

PD Karunia Jaya is a trading company engaged in supplying spare parts of four-wheeled vehicles. The company originally only deals in one brand, namely Toyota. But, with more and more development, it grew to deal with four brands, including Toyota, Suzuki, Daihatsu, and Isuzu. Due to the increase in the number of brands, the company certainly requires added labor. The purpose of this study is to perform role analysis and human resources planning on employee recruitment at the company. Results obtained can be used as a reference or a guide for companies in developing effective recruitment. The method of analysis used in this study are correlation analysis and linear regression. Data is obtained by spreading the questionnaire to employees. Results achieved in this research is that role analysis is strongly associated with the recruitment at (0.702) and HR planning with recruitment at (0.736). Job analysis and human resource planning is strongly correlated to recruitment at (0.778). Also job analysis has medium influence with recruitment at (0.492) and HR planning with the recruitment at (0.541). Job analysis and human resources planning is associated with the recruitment at (.605). With this results it is expected that role of job analysis and human resource planning can be a major factor to improve the effectiveness of employee recruitment.

scholarly journals IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA DI MAN YOGYAKARTA III

2018 ◽  
Vol 1 (1) ◽  
pp. 58
Author(s):  
Hidayatus Sholihah
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
School Environment ◽  
Participant Observation ◽  
Resource Planning ◽  
Structured Interview ◽  
Training And Development ◽  
Human Resource Planning ◽  
Academic Qualification ◽  
Effective Selection

This study is aimed at revealing the functions of human resource management in MAN  Yogyakarta III (State Islamic Senior High School) that includes human resource planning, recruitment, selection and placement, training and development, performance appraisal, compensation,   health program,  teacher  and employee relation  and the effectiveness of  human resource  management.This study is a qualitative research. The subjects of this study are the principal, teachers, employees and students of MAN Yogyakarta III. The data were collected through participant observation, semi-structured interview and documentation. The technique employed to measure the data validity was triangulation. The research instrument was the researcher herself. The data were analyzed using interactive model consisting of three phases:  data reduction, data display, and verification.The findings show that MAN Yogyakarta III (1) arranges  human resource  planning based on the vision, however, it is not effective because madrasah has no right to plan; (2) recruits competent teachers and employees effectively through  news paper; (3) sets four types of effective selection: administration selection, academic selection, interview and micro teaching and positions the teachers and employees based on their academic qualification and competences; (4) implements effective   training  and  development  programs   in  accordance  with  the  teachers` and employees` needs such as sharing ideas and knowledge, comparative study, internal presentation,  evaluation and coordination; (5) appraises performance by checking the administration of teaching and supervision but the  implementation of performance appraisal is not effective. (6) gives the effective compensation for the teachers and employees  in accordance with their   status; (7) undertakes effective health programs by creating clean and healthy school  environment; (9) organizes some programs to establish  effective relationship between the teachers and  employees.

The Effectiveness of Human Resource Planning on the Administration Staff

2017 ◽  
Vol 5 (1) ◽  
pp. 115
Author(s):  
Sufriadi Sufriadi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Human Welfare ◽  
Human Resource Planning ◽  
Organization Effectiveness ◽  
Crucial Component ◽  
Excellent Service ◽  
The Government ◽  
Faculty Of Education

This research aimed to determine the planning arrangement, the implementation effectiveness and the efforts to overcome the obstacles in the planning and implementing human resource planning on the administration staff at the Faculty of Education and Teacher Training of UIN Ar-Raniry Banda Aceh. Administration and human resource management are the capital of the development in which the purpose of it is to gain the improvement in all aspects. Human resources are very valuable that require a serious planning when adopted into an organization. Human resources are known as a crucial component, recognized as a universal element in the organization effectiveness and a key to a competitive profit source. Besides giving an excellent service to the society, the task of human resources is to complete all the programs or the activities related to the government policies that affect human welfare in positive ways. The research used the qualitative method with case study design because the focus of this research was the specific phenomenon, the human resource planning on the staff administration.

scholarly journals Analysis of Enterprise Human Resources Demand Forecast Model Based on SOM Neural Network

2021 ◽  
Vol 2021 ◽  
pp. 1-10
Author(s):  
Jiafeng Zheng ◽  
Ruijun Ma
Keyword(s):  
Neural Network ◽  
Human Resources ◽  
Prediction Model ◽  
Human Resource ◽  
Resource Planning ◽  
Strategic Decision ◽  
Demand Forecast ◽  
Human Resource Planning ◽  
Resource Demand ◽  
Som Neural Network

Human resource planning is the prerequisite of human resource management, and the basic work of human resource planning is to predict human resource demand. Scientific and reasonable human resource demand forecasting results can provide important data support for enterprise human resource planning and strategic decision-making so that human resources management can play a better role in the realization of corporate goals. Because human resource demand is affected by many factors, there is a high degree of nonlinearity and uncertainty between each factor and personnel demand, as well as the incompleteness and inaccuracy of corporate human resource data. In this paper, the self-organizing feature mapping (SOM) artificial neural network prediction model is selected as the prediction model, and the input and output process of sample data is converted into the optimal solution process of the nonlinear function. In the application of the model, the human resource demand prediction index system is used as the input of the SOM neural network and the total number of employees in the enterprise is used as the output so that the problem of nonlinear fitting between human resource demand-influencing factors and human resource demand can be solved. Finally, through the empirical analysis of the enterprise, the model forecasting process is explained and the human resource demand forecast is realized.

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