scholarly journals Analysis of Company Human Capital Network Based on the Cellular Automation

2016 ◽  
Vol 11 (5) ◽  
pp. 244
Author(s):  
Zirong Zhuo ◽  
Zhiwei Cheng ◽  
Yangzhou Lai ◽  
Ziyue Chen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource ◽  
Indicator System ◽  
Vacancy Rate ◽  
Resource Network ◽  
Cellular Automation ◽  
Human Cost ◽  
Value Model ◽  
A Company

In the age of knowledge economy, human resource is among the most important resources for enterprises, in that it forms the unique value of human resources which plays an indispensable role in the production and operating activities. Well managed human resources can effectively promote efficiency and thus create more social values. Therefore, it has aroused wide attention in academia. The thesis first establish the human capital value model and the human cost value model, based on which the thesis established the basic framework of enterprise human capital network. Then, simulation calculation from three aspects of human resource network were carried out with the cellular automation model. Firstly, we simulated the dynamic process of the change of personnel and got the evaluation model of the human cost in the future two years of a company, which can provide reference for company cost control. Secondly, the simulation mainly focused on checking whether under high staff churn rate, a company can still maintain certain number of employees. Thirdly, we simulated the healthy status of the human resource network under certain situations. Finally, We concluded that higher staff churn rate can lead to higher vacancy rate, which will lower the efficiency of companies .The thesis also explored with the model sensitivity analysis the benefit effect over human resource network by increasing recruits, indicating that increasing recruits can decrease the vacancy rate and improve the health status of the human capital network and based on the reality, we put forward the improvement direction of the model in indicator system aspect.

scholarly journals MANAJEMEN SDM GLOBAL

2020 ◽  
Author(s):  
Onsardi Onsardi ◽  
Ratna Juita
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
One Dimension ◽  
Company Performance ◽  
New Approach ◽  
A Company ◽  
New View

Changes in the business paradigm require changes in the management of companyactivities. One dimension of company activities that requires a new approach tomanagement is human resource management. The old view of human resourcemanagement must be abandoned and replaced with a new view. The old view seeshuman resources not in a vital position, whereas the new view sees human resources as avital aspect in a company that is as human capital or an asset for a company.Keywords: Human Resource Management, Company Performance

scholarly journals Human Resource Management in Service Company

2019 ◽  
Vol 27 (s1) ◽  
pp. 42-48
Author(s):  
Mariana Máchová ◽  
Ľuboslav Dulina ◽  
Milan Gregor ◽  
Eleonóra Bigošová ◽  
Dorota Więcek
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Service Company ◽  
Strategic Goals ◽  
And Performance ◽  
A Company

Abstract The article deals with the analysis of personnel management in a company and his importance in meeting the company’s strategic goals. Under current conditions, human resources are the most important resource. Caring for and developing human capital is becoming a strategy for achieving company productivity and performance.

scholarly journals IPTEKS AKUNTANSI SUMBER DAYA MANUSIA PADA PENCAPAIAN TARGET CONSUMER LOAN

2018 ◽  
Vol 2 (02) ◽  
Author(s):  
Christy Handayanie Johannes ◽  
Wulan D. Kindangen
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resource Development ◽  
Human Resource ◽  
Home Ownership ◽  
Marketing Management ◽  
The World ◽  
Target Consumer ◽  
Sales Work ◽  
Product Sales

Human Resources are important assets, Accounting for human resources Human Resource Accounting is an acknowledgment that people constitute human capital and human assets. The economic theory of human capital is based on the concept that humans have the skills, experience, and knowledge which are forms of capital, which are called "human capital managementthat must be owned in the world of work. Although now the world is getting more sophisticated but if there is no Human intervention, of course the machine will not work well. As in the world of work the Consumer Loan Area Of Manado of course, is in desperate need of Human Resources, in achieving  loan credit. Consumer Loan Area Manado customers must maintain and balance the development of local Human Resources. To reach the target, of course, the Consumer Loan has its own way of empolying Human Resources called sales. Sales work to product sales and must understand marketing management in Consumer Loansfor example, collaterals from each registered developer. And sales gave developers an offer so that developers would also want to join the Bank Mandiri Consumer Loan In Manado. However, the sales must also obey and understand the regulations in the Consumer Loan.and if Human Resources work well in the company where they work. Then each gets a profit, for example. Sales get a lucrative bonus from the company because it has helped to achieve the target of Home Ownership Loans. And the company also received a plus because it achieved satisfactory results.and applying good principles and governance with good corporate governanceKeywords: human capital management, local human resource development,marketing   management

scholarly journals PERFORMANCE IMPROVEMENT MODEL OF HUMAN RESOURCES (HR) THROUGH DIGITAL KNOWLEDGE SHARING

2017 ◽  
Vol 2 (1) ◽  
pp. 221
Author(s):  
Marisa Giantari
Keyword(s):  
Social Capital ◽  
Human Capital ◽  
Human Resources ◽  
Knowledge Sharing ◽  
Performance Improvement ◽  
Human Resource ◽  
Research Model ◽  
Capital Social ◽  
Digital Knowledge ◽  
Positive Effect

This research is an explanatory research with a quantitative approach, which aims to test and analyze a research model where Human Capital and Social Capital predicts Human Resource Performance (HR) with Digital Knowledge Sharing as an intervening variable. The population in this study were 206 State Civil Apparatus (ASN) of 4 SKPD in the Rembang Regency Government. There were 102 ASN respondents who filled out and completed the research questionnaire. The collected data is processed using the SEM concept with the SmartPLS 3.0 Program, with the results of the study proving that the Variables of Human Capital, Social Capital and Digital Knowledge Sharing each have a significant positive effect on the Performance of Human Resources (HR), and Digital Knowledge Sharing partially mediates the influence of Social Capital on Human Resource Performance.Keywords : Human Capital, Social Capital, Digital Knowledge Sharing, and Human Resource Performance (HR)

scholarly journals PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

2021 ◽  
Vol 1 (1) ◽  
Author(s):  
Sonia - Redmana ◽  
Shoffan Nizomi ◽  
Taufik Hidayat ◽  
Sujarwati Sujarwati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Medical Record ◽  
Human Resource ◽  
Employee Commitment ◽  
New Employee ◽  
Recruitment And Selection ◽  
Or Organization ◽  
A Company

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

scholarly journals Enterprise Architecture for Designing Human Resources Application Standard Reference

2019 ◽  
Vol 8 (12) ◽  
pp. 5173-5178
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Enterprise Architecture ◽  
Design Method ◽  
Important Thing ◽  
A Company

Human resources within the company is the most important thing because in managing a company requires competent, creative and innovative human resources. This research was made based on observations from several companies that discuss problems and complaints from employees about human resources in the company. The human resource standard reference application is created using the TOGAF Framework which can help in designing human resource standard references because within the TOGAF framework there are several stages in building a corporate Enterprise architecture. The human resource standard reference application is also supported by UML design method. With these two methods, the human resource standard reference application can become an application for monitoring all data and reports on human resources transparently without having to bother and come directly to the office and in managing information applications of the human resource standard reference using SMS support technology.

scholarly journals MENERAPKAN NILAI ISLAM DALAM PENGEMBANGAN MUTU PENDIDIKAN TERKAIT MANAJEMEN SUMBER DAYA MANUSIA

2020 ◽  
Vol 4 (2) ◽  
pp. 47-52
Author(s):  
Handika ◽  
Yogie Dwi Saputra
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Training And Development ◽  
Quality Education ◽  
Education Quality ◽  
Quality Of Education ◽  
A Company

ABSTRAKManajemen sumber daya manusia adalah suatu bidang manajemen khusus yang mempelajari hubungandan peranan manusia dalam suatu organisasi. Manusia adalah tenaga kerja yang bekerja dalam suatuperusahaan. Salah satu faktor suatu pendidikan bisa berkembang adalah adanya manajemen sumber dayamanusia yang baik dan sesuai dengan nilai-nilai Islam. Dengan adanya sumber daya manusia yang berkualitasakan dapat berpengaruh pada proses dan kemajuan yang lebih baik dalam bidang pendidikan tersebut.Meningkatkan sumber daya manusia menjadi semakin penting untuk institusi yang digunakan untukmendapatkan kontrol yang lebih baik melalui lembaga mereka sendiri. Lembaga harus menunjukkan bahwamereka mampu memberikan pendidikan yang berkualitas untuk pelajar. Untuk setiap institusi, kualitas adalahagenda dan kualitas utama perbaikan adalah tugas yang paling penting. Salah satu yang harus di perhatikandalam Manajemen sumber daya manusia di Indonesia ini adalah peningkatan kualitas mutu pendidikan dengantujuan untuk mengubah institusi yang mengoperasikannya menjadi tim yang tulus, tanpa konflik dan persainganinternal, untuk mencapai satu tujuan, yaitu untuk kemajuan pendidikan yang lebih baik.Hasil penelitian ini menunjukkan bahwa: Perencanaan sumber daya untuk meningkatkan mutu pendidikanseleksi dan orientasi, serta penempatan sumber daya manusia secara profesional. Pelaksanaan sumber dayadilakukan dengan kegiatan pendidikan, pelatihan dan pengembangan sumber daa manusia yang berperan dalampeningkatan mutu pendidikan yang berkualitas sesuai nilai-nilai islam.Kata kunci: Manajemen, Sumber Daya Manusia, Peningkatan dan Kualitas mutu pendidikanAbstractHuman resource management is a specialized management field that studies the relationships and roles ofhumans in an organization. Humans are workers who work in a company. One of the factors that can developeducation is the existence of good and appropriate human resource management in accordance with Islamicvalues. With the existence of quality human resources will be able to influence the process and better progress inthe field of education. Increasing human resources is becoming increasingly important for institutions that areused to gain better control through their own institutions. Institutions must show that they are able to providequality education for students. For each institution, quality is the agenda and the main quality of improvement isthe most important task. One of the things that must be considered in human resource management in Indonesiais to improve the quality of education with the aim of changing the institutions that operate it into a sincereteam, without conflict and internal competition, to achieve a goal, namely for the betterment of education.The results of this study indicate that: Planning resources to improve the quality of education selection andorientation, as well as the placement of human resources in a professional manner. The implementation ofresources is carried out through educational activities, training and development of human resources that play arole in improving the quality of quality education in accordance with Islamic values.Keywords: Management, Human Resources, Improvement and Quality of education quality

scholarly journals Transforming Human Resources into Human Capital

2011 ◽  
Vol 2 (2) ◽  
pp. 48-54 ◽  
Author(s):  
Sabarudin Zakaria
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Organizational Performance ◽  
Human Resource ◽  
Intrinsic Value ◽  
Technical Knowledge ◽  
Economic Theories ◽  
Strategic Direction ◽  
Key Word ◽  
Strategic Goals

Human resource refers to the stock of productive skills and technical knowledge embodied in labor. It is tangible in nature. Many early economic theories refer to it simply as labor, one of the three factors of production, and consider it to be a fungible resource -- homogeneous and easily interchangeable. The goal of human resource management is to help an organization to meet strategic goals by attracting, and retaining employees and also to manage them effectively so that they deliver productive outputs. The key word here perhaps is "fit", i.e. a HRM approach seeks to ensure a fit between the management of an organization’s employees, and the overall strategic direction of the company. Human capital instead, refers to the intangible aspect of human resources. It enhances the value of employees by striking a win-win goal for employers and employees. It focuses on the intrinsic value of each employee, where any expenditure on employees is regarded as an investment rather than an expense. The varying talents and motivations of employees are given cognizance so that incentives and working arrangements can be created to enhance each employee's contributions to organizational performance. This paper distinguishes human capital from human resources and how human resource may be transformed into human capital.

Talent Management as a Part of Sustainable Human Resources Management

2020 ◽  
pp. 347-369
Author(s):  
Mária Janošková ◽  
Iveta Ubrežiová ◽  
Katarína Čulková
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Knowledge Society ◽  
Talent Management ◽  
Management Model ◽  
Key Factors ◽  
Strategic Assets ◽  
A Company ◽  
Industrial Company

The development of knowledge society and the conception of human capital stimulated creation of a different view to human resources. The key factors of company success are not just material and financial sources; greater attention is given to talents. Human resources present most important strategic assets of a company. Employees that can be marked as “talents” have the greatest importance. Organizations receive talents differently, which is caused by different environments and conditions. Implementation of talent management in practice is not yet distinct, since there is a lack of process idea. The chapter focuses on an overview of the opinions of experts on talent management in literature, identification and evaluation of career building of employees in an industrial company in Slovakia, with suggestions on the application of a talent management model.

Talent Management as a Part of Sustainable Human Resources Management

2022 ◽  
pp. 1800-1822
Author(s):  
Mária Janošková ◽  
Iveta Ubrežiová ◽  
Katarína Čulková
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Knowledge Society ◽  
Talent Management ◽  
Management Model ◽  
Key Factors ◽  
Strategic Assets ◽  
A Company ◽  
Industrial Company

The development of knowledge society and the conception of human capital stimulated creation of a different view to human resources. The key factors of company success are not just material and financial sources; greater attention is given to talents. Human resources present most important strategic assets of a company. Employees that can be marked as “talents” have the greatest importance. Organizations receive talents differently, which is caused by different environments and conditions. Implementation of talent management in practice is not yet distinct, since there is a lack of process idea. The chapter focuses on an overview of the opinions of experts on talent management in literature, identification and evaluation of career building of employees in an industrial company in Slovakia, with suggestions on the application of a talent management model.

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