scholarly journals Penerapan Electronic Human Resource Management di Perusahaan

2021 ◽  
Vol 17 (1) ◽  
Author(s):  
Cut Zurnali ◽  
Alex Sujanto
Keyword(s):  
Performance Management ◽  
Business Processes ◽  
Personal Information ◽  
Workforce Planning ◽  
Talent Management ◽  
Training And Development ◽  
Career Management ◽  
Job Evaluation ◽  
Recruitment System ◽  
System F

Sistem Informasi Sumber Daya Manusia merupakan subsistem dari MSDM-e, adalah bentuk khusus dari sistem informasi yang didirikan untuk kebutuhan MSDM. Sistem MSDM bertujuan untuk meningkatkan proses bisnis departemen SDM dan untuk mencapai hasil yang lebih efisien dalam proses bisnis. MSDM-e dirancang untuk personel yang berada di luar departemen SDM dan karyawan serta manajer organisasi. MSDM-e memungkinkan aplikasi SDM digunakan oleh karyawan organisasi tanpa ada batasan tempat dan waktu di luar organisasi. Sistem MSDM bukanlah teknologi itu sendiri, tetapi integrasi proses SDM dengan teknologi informasi dan komunikasi. Berdasarkan sudut pandang ini, MSDM-e dilihat. MSDM berbasis web dan praktek MSDM berbasis TI dapat dianggap sebagai pengembangan dan tahapan yang memfasilitasi berfungsinya sistem informasi MSDM. Penerapan MSDM-e pada praktik MSDM dalam organisasi dapat berupa: (a) e-organization structure, business processes and document tracking; (b) e-workforce planning; (c) e-recruitment system; (d) e-personal information, payroll accounts, leaves and exit procedures system; (e) e-job evaluation and e-remuneration system; (f) e-performance management system; (g) e-training and development; (h) e-career management and talent management. Praktik MSDM-e ini dapat meningkatan efektivitas dan efisiensi bagi organisasi.

Young Talent Management

2022 ◽  
pp. 17-21
Author(s):  
Tatyana Suvalova
Keyword(s):  
Performance Management ◽  
Work Performance ◽  
Business Processes ◽  
Soft Skills ◽  
Management Training ◽  
Talent Management ◽  
Training And Development ◽  
Effective Management ◽  
Management Planning ◽  
Critical Skills

The need for effective management of young talents is due to the modern conditions of globalization of the economy, the impetus for the development of which is the intellectualization of business processes, the use of advanced technologies, and the disclosure of the multipotential of employees of organizations. Talented employees are an important asset for solving business problems of companies, as well as a resource, the development of which must be planned. The aim of the study is to analyze modern practical approaches to managing young promising employees. The importance and significance of the development of soft skills (soft skills), such as critical thinking, analysis, problem solving and communication, was noted. The article discusses the concept of talent management: planning, selection, introduction to work, performance management, training and development, compensation, analysis of critical skills. Attention is focused on the connection between training and the implementation of assigned tasks, development of potential and strengths of each employee.

Talent Management

2015 ◽  
pp. 124-134
Author(s):  
Jaya Chitranshi
Keyword(s):  
Strategic Planning ◽  
Performance Management ◽  
Review Paper ◽  
Talent Management ◽  
Training And Development ◽  
Management Compensation ◽  
Demographic Profile ◽  
Compensation Management ◽  
The World ◽  
And Shifts

Changing of the world scenario, blurring boundaries in international and national markets and shifts in demographic profile of people have opened a new chapter of management thinking on ‘strategies for retention of talent'. Skill unavailability, employee poaching, high costs of training and development, absolute necessity of international exposure are the alarming signals for organizations to shrug off their complacency-nap and get going for talent management. Talent Management is a wide function encompassing strategic planning, talent staffing, development-focus, performance management, compensation management etc. to manage retaining talent in the organization. This review paper is an attempt to throw some light on this vista.

scholarly journals IT Effect Assessment for Non-profit Organization

2019 ◽  
Vol 8 (4) ◽  
pp. 8854-8858
Keyword(s):  
Performance Management ◽  
Performance Indicators ◽  
Business Processes ◽  
Key Performance Indicators ◽  
Federal State ◽  
Non Profit ◽  
Core Business ◽  
The Core ◽  
Commercial Activities ◽  
Non Profit Organizations

The article is devoted to assessing the effect of the implementation of information technologies in non-profit organizations. The purpose of the assessment is to evaluate the effect of IT implementation and its impact on key performance indicators of an organization. The indicators characterizing the results of the organization’s activities in accordance with the State Assignment and the results of commercial activities were used as the key performance indicators. For federal state budget NPOs, it has been shown that a positive IT effect for auxiliary business processes does not directly ensure positive performance indicators for the core business processes. Hidden effects of the use of IT were assessed by changes of the indicators of the core business processes. Performance indicators characterizing the results of commercial activities may demonstrate a negative effect. Understanding the specifics of non-profit organizations, as well as metrics and performance parameters characterizing the effectiveness of such organizations, is important to ensure a correct approach to the digitalization of business processes and their performance management.

scholarly journals Perceptions of organisational readiness for the performance management system: A case study of a University of technology

2012 ◽  
Vol 8 (3) ◽  
pp. 39-47
Author(s):  
Bethuel Sibongiseni Ngcamu
Keyword(s):  
Performance Management ◽  
Management System ◽  
Quantitative Research ◽  
Business Processes ◽  
Survey Method ◽  
Performance Management System ◽  
System A ◽  
Management Interventions ◽  
University Of Technology ◽  
The University

The absence of a single performance management system (PMS) aligned to institutional strategy and business processes often results in failure to deliver anticipated benefits as it is not cascaded down to all departments, teams or individuals. This study aims to determine employees’ expectations for the proposed PMS and their perceptions of the system’s impact on effectiveness within the university concerned. This study adopted a quantitative research design and a survey method was used, whereby, a structured questionnaire was administered by the researcher to a selected population size of 150 of which 108 completed questionnaires, generating a response rate of 72%. The study reflects a disproportionately high percentage of 34% of the respondents who disagreed and 21.3% who were undecided as to whether PMS is needed at the university concerned where the majority of these respondents being academics and those with matriculation. The university concerned should develop a PMS which is aligned to the university strategic plan and to other university policies coupled with structured change management interventions focusing on academics and semi-skilled employees.

scholarly journals Optimizing the Supply Chain in a Fuel Process Industry

2021 ◽  
Vol 12 (5) ◽  
pp. 549-553
Author(s):  
Amit Agrawal
Keyword(s):  
Supply Chain ◽  
Performance Management ◽  
Inventory Management ◽  
Best Practice ◽  
Business Processes ◽  
Raw Material ◽  
Bottom Line ◽  
Supply Chain Efficiency ◽  
Value Streams ◽  
And Performance

The Supply Chain Improvement (SCO) project is being introduced by KNPC, which recognises the major business advantages of improved hydrocarbon supply chain efficiency. The objectives of this work is to strengthen, optimise, and integrate supply scheduling and processes not just at stage of enterprise, but also throughout the entire KNPC framework. This is expected to lead to an improvement in the company's bottom line and facilitate the management of business operations at the highest level of efficiency, agility and profitability. In ever changing market conditions and globally competitiveness, it is necessary that raw material supply storage and product delivery were carried out at the lowest possible time and efficiency. Otherwise export oriented refinery like KNPC cannot remain in business with profit. KNPC has therefore embarked on ambitious multi-year operational excellence programs aimed at enhancing its operations and business processes that include short / mid-term planning, scheduling, accounting for growth, inventory management, and performance management. The aim is to achieve top-quartile financial results by accessing new value streams, encapsulating business processes of best practice and motivating employees of businesses to work in a collaborative atmosphere within the global and cross-functional business cycle to make smarter, quicker and more competitive choices.

scholarly journals E- HRM Practices in the IT Industry with Special Reference to the State of Karnataka

2019 ◽  
Vol 8 (3S3) ◽  
pp. 249-253
Keyword(s):  
Performance Management ◽  
Human Resource ◽  
Training And Development ◽  
It Industry ◽  
Performance Management Systems ◽  
The Face ◽  
Self Service ◽  
Employee Self Service ◽  
Different Levels

Human resource management is constantly evolving into a technology-based service provider to their employees. In today’s organizations, employees see the face of HR as an Intranet portal rather than a human on the other side. This transformation of Human Resource services through technology is now being coined as E-HRM or electronic human resource. The Use of E-HRM in today’s Organizations, are in many function areas such as training and development, performance management systems, hiring and employee self-service. Organisations who adopt HR technology tools outperform those that do not. Interestingly early on the HR department was the last recipient of IT benefits in any organization, it started from keeping the database of the employees. In the present scenario employees are considered as the strategic partners of the organization and the use of high-end software have changed the face of HR departments and a new term has been coined as E-HRM. This present paper tries to evaluate the role of E-HRM in IT companies and also to measure the acceptance and effectiveness of the same at the different levels of management.

scholarly journals Analysis of Recruitment System and Effective Selection for Front-Line Staff Outsource at Pt Garuda Indonesia (Persero) TBK

2021 ◽  
Vol 8 (5) ◽  
pp. 187-192
Author(s):  
Bobby Pratama Saragih ◽  
Harmein Nasution ◽  
Iskandarini .
Keyword(s):  
Business Processes ◽  
Service Providers ◽  
Front Line ◽  
Transportation Services ◽  
Line Staff ◽  
Effective Selection ◽  
Selection For ◽  
Owned Company ◽  
Recruitment System ◽  
Recruitment And Selection

PT Garuda Indonesia (Persero) TBK is a state-owned company whose business focus is transportation services pax and cargo. In carrying out its business processes, the Garuda Indonesia Company has a cooperation with PT Perdana Perkasa Elastindo (Persaels) in providing outsourced labor for front-line staff. The performance evaluation data of the front-line outsource staff stationed at Garuda Indonesia Medan Branch for the last 3 years (2015, 2016 and 2017), it was found that around 40% of the total front-line staff did not show good performance according to the company's needs. The purpose of this research is to identify the factors exist in the dimensions of the recruitment and selection system that are constraints, and formulate an effective recruitment process design and selection for outsourced front-line staff by outsourced service providers. The requirements of front-line staff met with the company needs as outsourced service users. The data analysis used descriptive qualitative technique. The results of the research on several factors from the existing recruitment and selection dimensions indicate that the factors of Job description, Job Requirements, Sources of recruitment, interview process and consistency in the implementation of the selection test are factors that become obstacles in producing competent outsourced front-line staff according to the needs of the company PT Garuda Indonesia ( Persero) TBK. Keywords: Recruitment system, front-line staff outsource, PT Garuda Indonesia (Persero) TBK.

Influence of talent management practices on service delivery of doctors in Nairobi, Kenya: A descriptive research study

2020 ◽  
Author(s):  
Christine Onuko ◽  
Joseph Onyango
Keyword(s):  
Service Delivery ◽  
Health Workforce ◽  
Management Practices ◽  
Health Workers ◽  
Talent Management ◽  
Training And Development ◽  
Health Coverage ◽  
Health It ◽  
County Governments ◽  
Descriptive Research

Abstract Background : A reliable and dedicated health workforce is instrumental in the attainment of Universal Health Coverage and Sustainable Development Goal (SDG) three on health. This is even more appropriate for Kenya where there is a dire shortage of health workers, and where health workforce management has been devolved to county governments. This study focusses on the influence of talent management practices (attraction, training and development, and retention) on doctor’s service delivery in four county hospitals in Nairobi, Kenya. Method : The study through a descriptive research design used quantitative questionnaires to gather data from 108 doctor respondents from four County Hospitals (Mbagathi, Mama Lucy Kibaki, Pumwani Maternity, and Mutuini Hospitals) in Nairobi, Kenya. Inferential statistics were used to analyse the data. Results : Findings show that there is a positive correlation between attraction, training and development and service delivery of doctors. Employee retention, however, did not have an association with service delivery. Conclusions : As Kenya adjusts to a devolved system of governance in relation to health, it is important that the attraction, training and development, as well as retention of doctors is given serious consideration if service delivery is to be improved.

Instruments and Methods for the Integration of Sustainability in the Project Management

2013 ◽  
pp. 394-407
Author(s):  
Aleksander Janeš ◽  
Armand Faganel
Keyword(s):  
Project Management ◽  
Performance Management ◽  
Balanced Scorecard ◽  
Management System ◽  
Business Performance ◽  
Business Processes ◽  
Long Term Effects ◽  
Strategic Goals ◽  
Short And Long Term

The purpose of this chapter is to propose a framework that is supporting achievement of the sustainable strategy of the organization. The research frames the methodology that integrates project management and Balanced Scorecard (BSC) in the management system of the organization. In this applicative project research, the authors identified and analyzed the Key Performance Indicators (KPIs) that significantly contribute to the benefits of the business processes exploitation. The involved company executes monitoring of its business performance in the four perspectives of the BSC. With this case study, the authors attempted to get deeper understanding, and to clarify and evaluate the causalities between strategic goals and their respective KPIs. For this purpose, they developed an Error Correction Model with which they performed application on the KPIs and estimated short and long term effects between them. The developed model also supports improvements of the performance management system and monitoring of projects.

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