Publication Search

Human Resource Management (HRM) is a strategic field that plays a crucial role in achieving organizational goals. HRM is not just about managing people, but also requires knowledge of human behavior and the ability to manage it effectively. The formulation of techniques in HRM must be relevant to the business methodology used by the organization. HRM is not just a science, but also an art in the business world. HRM aims to regulate the relationship and role of manpower to be effective and efficient, so that it can help achieve the goals of the company, employees, and society.

Indomaret, Indonesia's largest mini market, uses a management information system (SIM) for its sales. When it comes to utilizing SIM, Indomaret employs a variety of methods, including the acquisition of business and personnel in the ritel sector. The process of using the operational Indomaret SIM and implementing it for business purposes is an important aspect. Because of this, the purpose of this article is to investigate a variety of SIM Indomaret features. In order to address a variety of Indomaret functions, including inventories, logistics, SDM, keuangan, and penjualan management, the SIM was developed with the help of a large and persistent Estonian market. The SIM Indomaret system includes hardware such as a hard drive, a memory stick, a database, and software such as a computer and a telephone.

One of the most important management tools is resources. All levels of management should realize the importance of human resources. No matter how sophisticated technology is today, the human factor still plays an important role in the success of an organization. It can even be said that management is essentially human resource management. Human resources are employees, employees, workers or people who work. This research uses a qualitative descriptive approach associated with a literature review study. Qualitative research methods are methods or research to investigate and understand a key indicator. The data collected in this study were analyzed using research articles published in reputable national and international journals, books, magazines, and conferences. For the initial preparation of this article, a research method was selected that serves as a starting point for researchers interested in the topic. The results of this study The importance of human resource planning is measured by the department's operations which cannot be separated from the need to obtain quality human resources so that with better and more precise human resource planning, the right people can be appointed to the right positions and more easily identified. The combination of human resource planning and strategic planning is one of the innovations that many business people and industry experts are doing to improve the quality of human resources.

When globalization brings significant changes to the business world, companies must strengthen their advanced human resource management foundations through innovation in employee training and development. Given the dynamics of change and intense competition, human resource training and development are becoming increasingly crucial. Effective training enhances individuals' skills while fostering an organizational culture that supports innovation and learning. Companies can gain a competitive advantage by enhancing their employees' ability to adapt to change through the implementation of inventive HR training approaches.

The title of this activity is "Training on Human Resource Management to Improve the Performance of Educational Personnel," conducted at SMK Lowis Sakti. The objective of this activity is to provide guidance and counseling to the Principal, Vice Principal, Administrative Staff, and Teachers of SMK Lowis Sakti regarding the basic concepts of human resource management. This counseling aims to enhance their understanding and knowledge. The implementation of this activity involves several stages, including the survey and socialization stages. During the survey stage, preparations were made by organizing the materials, setting the schedule for delivery, and conducting a survey of the activity location. Before the activity was carried out, a socialization stage was conducted, involving an initial meeting to explain the purpose and objectives of this activity to the SMK Lowis Sakti team, as well as to establish a schedule for cooperation and activities. The execution team for this activity consists of six lecturers from the Public Administration Program of ITSKes Muhammadiyah Selong. The materials presented by the community service team cover topics such as Human Resource Management, Management, Human Resource Management Concepts, Reward Systems, Education Quality, and Performance.

Kemajuan teknologi informasi, sementara membawa banyak manfaat, juga membawa tantangan baru. Salah satu contohnya adalah munculnya ideologi Islam transnasional yang dapat memunculkan radikalisme dan ekstremisme di kalangan masyarakat. pesantren juga masih menghadapi tantangan dalam mengadaptasi diri terhadap perkembangan teknologi. Masalah infrastruktur yang kurang memadai, manajemen yang lemah, dan kurangnya SDM menjadi kendala utama, termasuk di Kabupaten Penukal Abab Lematang Ilir (PALI). permasalahan yang akan dibahas dalam artikel ini adalah Bagaimana pengaturan penyelenggaraan pondok pesantern di Kabupaten Penukal Adab Lematang Ilir untuk mewujudkan  kepastian hukum. Metode yuridis normatif selain studi kepustakaan juga melibatkan wawancara dan focus group discussion (FGD). Peraturan tentang fasilitasi penyelenggaraan pondok pesantren di Kabupaten Penukal abad Lematang Ilir telah memenuhi tatacara penyusunan peraturan perundang-undangan sebagaimana diatur dalam Undang-Undang Nomor 12 Tahun 2011 yang telah dirubah dua kali. Penyusunan naskah akademik sebagai langkah awal yang harus dilakukan sebelum dilakukannya pembahasan sampai pengesahan. Dengan pengaturan fasilitasi penyelenggaraan pondok pesantren ini, maka kepastian hukum  akan dapat diwujudkan, yang berujung terciptanya penyelenggaraan pondok pesantren yang berkualitas yang mendasarkan pada Pancasila dan Undang-Undang Dasar Negara Republik Indonesia Tahun 1945.

The era of Globalization has an impact on the acceleration of technology which affects business transaction media and buying and selling patterns of the community, this encourages people to use business transaction media using the internet in the form of sites and buying and selling application systems or more formally known as e-Commerce and triggers consumptive behavior, especially millennials and Gen Z, but the lack of literature makes a research gap found, namely the Research Evidence Gap. The method used in this research is quantitative by using the SPSS statistical software tool version 27, with a sample of 31 students at Politeknik STIA LAN Jakarta. Data is collected through a questionnaire containing questions about online shopping patterns, ease of access to use and payment on online shopping applications or websites, alternative choices of online shopping applications or websites, online shopping methods, frequency of purchases, factors that influence the emergence of consumptive behavior in students of the Politeknik STIA LAN Jakarta human resource management study program of the apparatus class of 2022. After statistical processing, the result of simple regression analysis is Y = ax + b or Y = 8.516 + 0.429, the T test (Hypothesis), namely T count worth 3.440 is greater than t table worth 2.04523, then H0 is rejected and Ha is accepted, it can be concluded that there is an influence of variable x (the influence of e-Commerce) on variable y (consumptive behavior) and the test of the coefficient of determination (R Square) is 0. 290 This value shows that the influence of the e-Commerce variable on the consumptive behavior of students is 29%, while the rest (71% of student consumptive behavior) is influenced by other variables.

Human resource development is a process of how management gains experience, skills and attitudes to achieve success as leaders in the organization, so that development activities are aimed at helping employees/employees to be able to handle their responsibilities in the future. Bearing this in mind, training and human resource development programs are needed which are carried out periodically and continuously, in order to provide satisfactory (prime) service. Thus, companies/institutions need to have good operational implementation instructions, as well as educated officers who can implement these operational systems and procedures appropriately. Apart from development, training activities are also very influential on human resources because with this training human resources will be encouraged to be able to provide excellent service for candidates or those interested in buying or using their services. And it is no less important to provide training to customer service on how to serve in a very friendly, polite, knowledgeable manner so that clients/interested people can feel comfortable when communicating or making transactions.

This study is a qualitative literature review aimed at exploring the challenges and opportunities of integrating generative artificial intelligence (GAI) in human resource management (HRM) practices. GAI, as an advanced technology, holds significant potential to enhance operational efficiency in HRM through the automation of administrative tasks, improved accuracy in performance evaluations, and the development of more interactive and adaptive employee training. However, its implementation also faces several challenges, including employee resistance to change and the unpreparedness of technological infrastructure. Furthermore, ethical issues such as algorithmic bias in recruitment processes are a major concern, potentially exacerbating inequities if not properly monitored. This research identifies that the success of integrating GAI into HRM depends on the organization’s readiness to address technological and ethical challenges, as well as the importance of careful planning. The findings provide valuable insights for organizations in designing effective strategies for GAI integration to improve performance and organizational dynamics while addressing potential risks.

The development of Human Resources (HR) is needed by companies or organizations. The function of this development is to improve human resources to become more productive. Therefore, strategic human resource management is needed to be applied. With productive human resources owned by a company, the company will be more effective in achieving the goals that the company will achieve. Strategic HR development can be done through trainings. These trainings are usually based on company’s needs or employee’s needs. Widya Karya Catholic University of Malang (UKWK) is a private higher education institution in the city of Malang. Nowadays, there are more and more demands for the development of institutions, especially those who operate in the field of higher education, such as UKWK Malang. To meet the demands of these developments, this campus must hold training after training for its human resources. The research method used in this research is a descriptive method with a qualitative approach. The results of this research are described descriptively.

Penguatan usaha mikro, kecil, dan menengah memiliki kepentingan strategis yang besar, karena memiliki potensi untuk turut berkontribusi dalam kegiatan ekonomi masyarakat, seperti menjadi sumber pendapatan utama untuk meningkatkan kesejahteraan sebagian besar rakyat. Keahlian UMKM penting karena meningkatkan produktivitas dan efisiensi UMKM. Dalam menerapkan model pengelolaan UMKM, perlu dilakukan analisis Strengths, Weaknesses, Opportunities and Threats (SWOT) terhadap operasional sehari-hari terkait dengan aspek bisnis, sehingga UMKM mengetahui perkembangan usahanya secara umum. dan menghargainya.

Penelitian ini bertujuan untuk mengetahui gambaran profil budaya organisasi pada Kantor Perencanaan Daerah Dan Litbang Kabupaten Sikka saat ini dan masa mendatang. Penelitian ini menggunakan desain deskriptif dengan pendekatan kuantitatif yang dirancang untuk memecahkan masalah penelitian yang diajukan. Sampel dalam penelitian ini adalahpegawai tetap Kantor Perencanaan Daerah Dan Litbang Kabupaten Sikka sebanyak 38 pegawai. Data dikumpulkan melalui kuesioner dan di analisis menggunakan metode organizational culture assessment instrument (OCAI). Hasil penelitian menunjukan bahwa budaya organisasi saat ini yang dirasakan adalah Hierarchy Culture dan budaya yang diinginkan atau diharapkan kedepannya  adalah Clan Culture. Temuan ini mengindikasikan bahwa saat ini pegawai merasakan organisasi sebagai tempat yang terstruktur dan terkontrol, ada prosedur formal untuk setiap kegiatan yang dilakukan di instansi dan pemimpin bersifat sebagai koordinator yang mengontrol dan mengatur secara efisiensi segala sesuatu yang terjadi di organisasi. Namun kedepannya budaya yang diharapkan terjadi di organisasi adalah organisasi menjadi tempat yang menyenangkan seperti dalam satu keluarga besar. Kepemimpinan bersifat sebagai mentor yang memberikan fasilitas dan bimbingan. Untuk dapat mengintegrasikan Clanculture sesuai dengan harapan dari pegawai, maka manajemen Kantor Perencanaan Daerah Dan Litbang Kabupaten Sikka  perlu mempersiapkan hal-hal sebagai berikut: 1) Pemberdayaan pegawai; 2) Pengembangan tim; 3) Keterlibatan pekerjaan; 4) Pengembangan SDM; 5) Keterbukaan Organisasi.

Penelitian ini memiliki tujuan dengan transformasi digital mampu meningkatkan keefektifan dalam pengelolaan permasalahan berkas tagihan kesehatan di PLN Unit Distribusi Induk Jawa Timur. Permasalahan yang terjadi berkas atau laporan yang hilang atau terselip. Oleh karena itu diperlukan penerapan kinerja pada berkas yang hilang atau terselip. Metode yang digunakan adalah pendampingan untuk melakukan monitoring. Implementasi pada penyelesaian permasalahan yang terjadi meliputi beberapa tahapan, yaitu analisa, proses, dan implementasi Proses pengelolaan berkas tagihan kesehatan yang terdiri dari pengecekkan, penginputan, dan pemrosesan yang dioptimalkan dengan Transformasi Digital dapat dideskripsikan memiliki nilai keefektifan yang tinggi. Proses yang terjadi memiliki nilai efisien dan efektif tinggi, karena hal tersebut mengurangi waktu pencarian. Penginputan berkas tagihan menjadikan sistem input mudah karena memiliki user interface yang mudah dipahami. Faktor yang mempengaruhi adalah berkas terselip, data tagihan tidak terdaftar, tidak akurat, data yang duplikat, penyimpanan berkas yang dapat dikatakan kurang terbaharui, dan sumber daya manusia (SDM) yang kurang teliti .

Digitalization in human resource management in the education sector is a strategic step to increase the effectiveness and efficiency of teacher performance. This study aims to determine the HR management strategy by integrating digital to improve the performance of the HR in it, namely teacher. This research was conducted through a literature study by reviewing various relevant sources, such as articles, books, research reports and other references related to HR management in education, teacher performance and digitalization in education. A qualitative approach is used to examine and understand varius strategies that have been proposed by previous researchers. The results of study indicate that the digitalization strategy in HR management can be carried out by carrying out careful planning for the implementation of digitalization into HR management, implementing a digital HR management information system and training educators so that they have sufficient skills and understanding in utilizing digital technology. This research contributes to broadening the understanding of human resource management strategies to improve teacher performance amidst the development of digitalization in educational institutions. These findings can be used as a reference by policy makers and education practitioners in developing strategies to improve the quality ef education in the digital era.

Di era persaingan global yang semakin maju dan kompleks, organisasi perlu memahami faktor-faktor yang dapat mempengaruhi kegiatan produksi pada kinerja karyawan mereka. Salah satu faktor penting yang dapat berdampak pada kegiatan produksi ialah  kombinasi antara skill (keterampilan), motivasi dan kompensasi. Metode penulisan yang digunakan pada artikel Literature Review dalam bidang Ilmu Manajemen SDM adalah metode Kualitatif Deskriptif dan kepustakaan yang berasal dari Google Cendikia dan jurnal ilmiah maupun non ilmiah yang berkaitan dengan apa yang dimaksud. Hasil artikel ini bahwa pengaruh Skill Terhadap Produktivitas Kerja merupakan kaitan antara keterampilan pada produktivitas dapat dijamin. Karyawan yang terdidik dan terlatih dapat meningkatkan produktivitas. Motivasi Terhadap Produktivitas Kerja dapat mempengaruhi seseorang yang berarti memberi mereka energi yang memicu minat mereka pada tugas mereka, membuat mereka ingin menggunakan semua sumber daya mereka untuk bekerja secara efisien dan untuk kesenangan mereka. Dampak imbalan Terhadap kegiatan produksi , jika pegawai dapat menerima kompensasi baik itu adil dan memadai, merasa aman di tempat kerja, akan memiliki dampak baik untuk kemajuan kinerja karyawan.Ketiganya merupakan elemen utama yang saling terkait dalam konteks produktivitas kerja.

Human resource management (HR) has a very important role in managing human capital and talent management in organizations. The presence of qualified and professional human resources can become strategic players in achieving organizational goals and improving individual and collective performance. This study aims to examine the function of HR as a strategic player in human capital management and talent management. This study uses a qualitative descriptive research method by collecting data through interviews, observation, and analysis of related documents. Respondents to this study were HR managers, employees and team leaders working in various companies in the private sector. The collected data were then analyzed using a thematic approach. The results of the study show that the function of HR as a strategic player in human capital management includes the process of recruitment, selection and appropriate placement, competence development, performance management, as well as coaching and fair rewards. Good human resources can help organizations manage human capital effectively, increase productivity, and build a positive organizational culture. In addition, the function of HR as a strategic player in talent management involves identifying and developing individual potential, creating clear career paths, managing knowledge and experience, and leadership development programs. Human resources who are able to manage and utilize existing talent will help the organization face the challenges of intense competition and ensure long-term sustainability.

Home industry is a business unit on a small scale engaged in certain industrial fields. Even thought it is a small business unit, a development strategy is needed so that the business can run well and survive amidst the motivations of other businesses. The innovation needs to be supported by good financial management so that the innovations created by home industry owners can be realized. It is necessary to have human resources who are literate about today’s technology. This technology is not only used for marketing but also a means to seek various innovations business product.

Pelatihan dan pengembangan SDM sering kali diabaikan atau tidak diberikan prioritas yang cukup oleh pemilik hotel dan manajemen. Tamu mengharapkan pengalaman yang personal dan konsisten di berbagai tujuan wisata. Teknologi telah berperan penting dalam mempermudah akses informasi dan meningkatkan kepuasan tamu.Menyimpulkan hasil kegiatan pengabdian dan mencerminkan keberhasilan dalam meningkatkan kualitas akomodasi melalui pengembangan SDM. Memberikan rekomendasi untuk langkah-langkah selanjutnya dalam mempertahankan dan meningkatkan kualitas akomodasi di masa depan

Manajemen sumber daya manusia (SDM) memegang peranan penting dalam mendukung keberhasilan organisasi dalam mencapai tujuan perusahaan. Pengelolaan SDM yang efektif mampu meningkatkan produktivitas, kualitas kerja, serta menciptakan lingkungan kerja yang kondusif bagi karyawan. Penelitian ini bertujuan untuk menganalisis sistem manajemen sumber daya manusia yang diterapkan pada PT Cahaya Murni Borneo Timur serta perannya dalam meningkatkan efektivitas kerja karyawan. Metode penelitian yang digunakan adalah deskriptif kualitatif dengan pendekatan studi kasus. Teknik pengumpulan data dilakukan melalui observasi langsung selama kegiatan magang, dokumentasi, serta wawancara tidak terstruktur dengan pihak Human Resource Development (HRD). Hasil penelitian menunjukkan bahwa sistem manajemen SDM di PT Cahaya Murni Borneo Timur telah berjalan cukup baik, terutama dalam aspek administrasi kepegawaian, pengelolaan absensi, kontrak kerja, dan pengelolaan data karyawan. Namun, masih terdapat beberapa kendala dalam pelaksanaannya, seperti pengelolaan arsip dan koordinasi antar divisi. Dengan adanya perbaikan berkelanjutan, sistem manajemen SDM diharapkan mampu meningkatkan efektivitas kerja karyawan secara optimal.

Sesuai Undang – Undang Dasar 1945 pasal 28 H ayat (1) setiap orang berhak memperoleh pelayanan kesehatan. Oleh karena itu, ketersediaan pelayanan kesehatan yang merata, bermutu dan berorientasi kepada kepuasan pasien merupakan tuntutan yang harus dipenuhi rumah sakit. Hal ini berarti bahwa rumah sakit dituntut untuk memiliki kinerja yang baik. Penelitian  ini  bertujuan  untuk  menganalisis,  menguji,  dan  mengukur  kinerja Rumah Sakit Daerah K.R.M.T Wongsonegoro Kota Semarang dengan menggunakan Balance Scorecard. Jenis penelitian ini adalah deskriptif kuantitatif. Data yang dikumpulkan adalah data sekunder dan data primer. Data sekunder diperoleh dari dokumentasi laporan keuangan, laporan rekam medik dan laporan SDM tahun 2019 – 2021. Data primer diperoleh melalui penyebaran kuesioner kepada pasien dan pegawai rumah sakit. Hasil penelitian menunjukkan bahwa kinerja rumah sakit dari perspektif keuangan pada tahun 2019 – 2021 secara umum baik, namun untuk total assets turnover ratio dan CRR masih dibawah standar. Kinerja rumah sakit dari perspektif pelanggan pada tahun 2019 – 2021 sudah baik. Kinerja dari perspektif  proses bisnis  internal  tahun  2019  –  2021  kurang  baik,  dimana  persentase  nilai BTO, GDR,  dan  NDR  sesuai  dengan  standar  Permenkes  Nomor  1171  Tahun 2011. Kinerja dari perspektif pertumbuhan dan pembelajaran pada tahun 2019 – 2021 menunjukkan kinerja yang baik. Jadi, dapat disimpulkan bahwa kinerja RSD K.R.M.T Wongsonegoro Kota Semarang dilihat dari 4 perspektif Balance Scorecard adalah cukup baik. Manajemen perlu memberikan perhatian khusus terhadap pengukuran indikator yang kurang baik maupun cukup baik agar dapat ditingkatkan, dan mempertahankan penilaian terhadap indikator yang baik guna meningkatkan kinerja rumah sakit di masa yang akan datang.