Pengaruh Pendidikan Pengalaman Kerja Sistem Kerja Kontrak dan Pengelolaan Sumber Daya Manusia terhadap Kualitas Tenaga Kerja pada PT Srikandi Mandiri Duta Mulia Yogyakarta

The purpose of this research is to find out the influence of education, work experience, contract work system and HR management on the quality of pt. Srikandi Mandiri Duta Mulia. The research method used in this study is descriptive quantitative by using a statistical correlation of multiple regressions. Popolasi in this study is the entire workforce available at PT. Srikandi Mandiri Duta Mulia, with a sample of 53 respondents. The results stated that education, work experience, contract work systems and HR management have a positive influence both partially and simultaneously on the quality of the workforce. Keywords: education, work experience, contract work system, HR management, Quality of work.

Evaluation of the Effectiveness of Educational Programs in the Field of HR Management: Challenges and New Aspects

The authors of the article, analyzing the experience of the implementation of educational programs for bachelor's, master's and programs of additional professional education in the field of personnel management, focus on the assessment of learning processes and its new aspects, the emergence of which is associated both with the development of learning formats and technologies, and with changes in regulatory and legal requirements for the content and conditions for the implementation of educational programs. The study made it possible to determine the main contours of the assessment of educational programs in the field of personnel management, including indicators and criteria of efficiency, subjects of assessment, the possibility of increasing the level of innovation, as well as to highlight a number of areas for further development and refinement of assessment elements, including the integration of formats and assessment results the effectiveness of educational programs conducted by various subjects and having a different nature of the obligation (state accreditation, independent professional and public accreditation), reflected in the criteria and procedures for assessing the increase in the use of new educational technologies, taking into account delayed learning outcomes.

The Impact of Blockchain Technology on Human Resource Management

Blockchain technology could be extended to benefit human resource (HR) practices. With the lack of definitions and best practices in the literature on the applicability of blockchain in HR, there is a need to define the terms related to blockchain technology and its possible applications in HR. In addition, it is also important to address the downside and dark side of adopting blockchain in HR practices. This chapter aims to review the developing literature on blockchain technology, relate concepts to HR practices, present a model for applying blockchain technology in transforming HR practices, and explain the limitations and disadvantages of using blockchain technology in HR management. The chapter also contains two cases that illustrate the applicability issues of blockchain technology based upon the USA's credit score systems and Turkey's e-government application.

Utilizing Technology to Enhance Human Resource Practices

HR management departments are constantly evolving as a result of new technological advancements. For family HR firms, this technological evolution is vital in ensuring that they remain innovative and current with their competitors. Technology has impacted how companies recruit, retain, and evaluate employees. However, in order to ensure that technology is effectively and accurately adopted and integrated, companies need to understand how they can employ technology to enhance their daily operations and implement tools that provide an adequate return on investment for the technology they select. In family firms, a vast majority of employees are able to ensure that funds are invested in appropriate technology-enhanced projects and that they develop a family-like culture with their stakeholders. This chapter will seek to explore these emerging trends in order to present opportunity for family owned firms to function most efficiently and effectively in the modern, technology enhanced workplace.

Impact of Islamic work values on in-role performance: Perspective from Muslim employee in Indonesia

Religious values are contemporary issues associated with employees’ behavior in organizations, especially from the Islamic human resource (HR) management view. To address this issue, this study analyzed the influence of Islamic work values on engagement, job satisfaction, organizational commitment, and in-role performance of Muslim employees. Considering the potential spread of COVID-19, primary data was collected by distributing online questionnaire via emails and social media to 283 respondents in Makassar City, Indonesia, who fulfilled the predetermined sampling criterion. PLS-SEM was employed to check the measurement and structural models of the SmartPLS 3.0 program. It was revealed that Islamic work values have a significant influence on engagement and job satisfaction and in contrast, insignificant on organizational commitment and employee in-role performance. In addition, a significant interrelationship between the 4 endogenous variables was confirmed, namely engagement, job satisfaction, organizational commitment, and in-role performance. Furthermore, it was found that several constructs mediate the correlation between Islamic values and in-role performance. The findings are essential to provide theoretical enrichment for future studies pertaining to the measured Islamic values and HR behavior. Practically, managers are capable to devise and select the most appropriate HR strategies for Muslim employee in a particular organization.

Management of labor incentives: Monograph

The monograph is devoted to the problem of effective incentives for personnel as one of the most acute in the theory and practice of modern management. The paper considers the main stages of labor incentives , the specifics of personnel management from the standpoint of a motivational approach, suggests ways to assess the quality of incentive systems, analyzes the motivational structure of the employee's personality. The definitions, classifications, typologies and models proposed in the monograph can be used not only for educational and methodological purposes, but also in the direct practice of personnel management. The monograph is addressed to specialists in personnel management, students, graduate students, teachers, as well as everyone who is interested in the field of HR management.

Rethinking companies’ culture through knowledge management lens during Industry 5.0 transition

Purpose Through the human resources (HR) and knowledge management (KM) perspective as human-centric processes, the aim of this study is to explore how companies’ engagement in diversity (DIV), inclusion (INC) and people empowerment (PEMP) policies influences companies’ organizational performance, to support organizations in the shift to the Industry 5.0 framework. Design/methodology/approach Combining the HR management and the KM-driven organizational culture, a conceptual model is proposed for explaining companies’ higher organizational performance. Proposed hypotheses are tested with reference to a set of listed international companies traced by Refinitiv on a five-year time horizon (2016–2020) through 24,196 firm-year observations. Findings This research shows that companies engaged in DIV policies, INC practices and PEMP through education have higher profitability and are more valued by capital markets’ investors. Originality/value This paper draws attention to the need to overcome the reductionist view of HR and rethink KM architecture to cope with the growing challenge of HR integration according to the Industry 5.0 paradigm.

Women-friendly HR management practices and organisational commitment among female professionals: Evidence from Zimbabwe

Orientation: Despite the growing feminisation of the global labour market, discrimination against women in the workplace remains entrenched. Such discrimination of women is largely attributed to human resources management (HRM) policies and management practices which are inherently masculine, designed by men for men.Research purpose: The aim of this study was to explore the influence of human resources management practices on the organisational commitment among female professionals in Zimbabwe.Motivation for the study: Notwithstanding the growing scholarly interest in the factors which can help retain women in the workplaces, there remains a paucity of studies from developing countries on how HRM practices influence female professionals’ organisational commitment in the workplace. Dearth in empirical literature is pronounced in Africa, particularly in a society such as Zimbabwe punctuated by patriarchy and an economy that has been depressed for over two decades.Research design, approach and method: The study adopted a quantitative research approach and employed a cross-sectional survey of 210 female professionals employed in the private and public sectors in Zimbabwe. Structural equation modelling was employed for data analysis using AMOS 25.0.Main findings: The results of the study revealed positive and significant relationships between women-friendly HR management practices and organisational commitment of female employees.Practical/managerial implications: Premised on these findings, the study recommended that it is imperative for HR management to implement non-discriminatory rewards systems, increase family-friendly policies, prioritise continuous training and charter clear progressive career development programs for the female employees.Contribution/value-add: This study provides managers with a better perspective of the predictors of organisational commitment among female professionals in an African context.

Moving towards agile: managing Loxon solutions’ hiring strategy, organizational development and agile transformation

Subject area This case focuses on organizational development, leadership and HR management questions. Study level/applicability This case is mainly aimed at students specialized in leadership, organizational development and HR, or in MBA and executive education. However, undergraduate students can benefit from it as well and learn about key terms related to organizational development and HR. Case overview Loxon Solutions is a Hungarian technology startup founded in 2000 that develops various software solutions for the banking industry to improve processes such as retail and corporate landing, collateral management and monitoring, among others. The company grew significantly since being founded, and from a small IT company it became a significant player in the banking software industry all around the world. However, with rapid extension comes a drastic internal transformation as well: Loxon now employs 252 people, has 5 physical offices in 2 different countries and is trying to balance an effective organizational structure and a friendly startup environment. It is clear that the company needs to adapt its previously informal structure to fit the now middle-sized organization while maintaining the current benefits of their culture. Also, they require stability and maturity which the current team consisting of mostly junior employees and the significant fluctuation cannot provide. Tamas Erni, the CEO and Kristof Farkas, the founder of Loxon are now working on these pressing issues with the company’s HR department to rethink the company’s organizational structure and policies as well as their hiring and employer branding strategies. Expected learning outcomes Students should get familiar with typical organizational structure models, the meaning of Employee Value Proposition and main KPIs related to hiring and employee retention. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: HR Management.

PKM Konveksi Sebagai Sarana Pengembangan Industri Kreatif Di Desa Kebonagung Kecamatan Pakisaji Kabupaten Malang

UMKM convection is a business that must be strengthened in relation to the implementation of the MEA. Srawung Convection UMKM which are partners for the Community Partnership Program have existed in Kebonagung Village, Pakisaji District, Malang Regency since 2014. The existence of Srawung Convection UMKM is very much felt by Vocational High Schools (SMK) in the City and District of Malang as an internship place to train clothing making skills t-shirts/t-shirts. Thus indirectly the existence of Srawung Convection UMKM helps overcome unemployment in the City and Regency of Malang through the creation of new t-shirt convection business actors. The problems that were agreed with Srawung Convection UMKM were: 1) Production aspects and 2) Economic aspects. Based on the results of the meeting and joint coordination with the Srawung Convection UMKM, it was agreed that the above problems were resolved by the following methods: 1) Convection UMKM Productivity Improvement Program which included: procurement and training of single needle sewing machines, procurement and training of chain sewing machines, and cloth cutting machines and 2) Convection UMKM Management Aspect Improvement Program which includes: business management training, production management training, marketing training, production planning training, financial management training, inventory training, marketing training, and HR management training. The results of the implementation of the PKM program: 1) The productivity of Srawung Convection UMKM increased by 100%, 2) The ability of the management aspects of Srawung Convection UMKM increased by 100%