Gaining a competitive advantage through strategic human resource management in Indonesian construction industry

Widyanty, Winda; Daito, Apollo; Riyanto, Setyo; Nusraningrum, Dewi

doi:10.5267/j.msl.2020.2.010

Cited by 15 publications

(16 citation statements)

References 27 publications

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“…Both variables, therefore, are, by definition, positive and related, which were seen in this analysis (Basu, 2019). Widyanty et al (2020) conducted a study to evaluate the Innovative human resource development Paradigm as a business strategy in the construction field and define reasons directly for the acquisition of a strategic edge in the sector. Quantitative data were obtained by using a questionnaire approach from 174 building companies in Indonesia.…”

Section: Hypotheses Development 211 Effect Of Ohs On Employee Work Ou...mentioning

confidence: 99%

Work Outcomes of Occupational Health and Safety: The Role of Transformational Leadership and Public Service Motivation

2022

EJBM

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Safety culture and unsafe behavior have been considered to be important factors in operational safety in various fields, including transportation systems. The study sought to analyze the relationship between occupational health and safety and employee work outcomes, the moderating role of public service motivation and employee work outcomes, and transformational leadership and employee work outcomes. A cross-sectional survey using convenience sampling technique was adopted with a sample of 300 public transport bus drivers from Takoradi Market Circle, Ghana. A five-point Likert scale integrated questionnaire was used. The study use SmartPLS software 3.2.8 to analyze the data. The study found Occupational Health and Safety to have direct positive and significant relationship with Employee Work Outcomes. Furthermore, the study found public service motivation also have positive and significant connection with Employee Work Outcomes. Also, the study found support for the relationship between Transformational Leadership and Employee Work Outcomes. Again, transformational leadership moderates the relationship occupational health and safety and employee work outcomes. In a similar fashion, public service motivation was found to moderate the relationship between occupational health and safety and employee work outcomes. It is recommended that workshops and training sessions on safety to enhance the alignment of safety practices for drivers as industrial employees responsible for transport operations. Also, employers should implement safety reward programs that enable drivers to follow good levels of health and safety.

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Section: Hypotheses Development 211 Effect Of Ohs On Employee Work Ou...mentioning

confidence: 99%

Work Outcomes of Occupational Health and Safety: The Role of Transformational Leadership and Public Service Motivation

2022

EJBM

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“…Competitive advantage in Indonesia's construction company can be achieved through HRM practices to build and improve the safety culture that will increase employee productivity. The Company must integrate this practice with a culture of safety as the company's priority strategy because, based on empirical results, safety culture can be a competitive advantage for construction companies in Indonesia [36]. It is important to know how HRM practices can help companies from labour issues constraints to understand how companies can safeguard their human resources, [37].…”

Section: Human Resource Management (Hrm)mentioning

confidence: 99%

“…• Business factors analysis • Brainstorming in decision making • HR amount planning • Analysis additional HR needs • HR inventory forecasting • Evaluation of HR planning process results [30], [35], [34], [36], [37] HR Operational Planning (Short-term) The result of data from each variable was calculated by the average score using the following formula.…”

Section: Variables Indicators References Hr Strategic Planning (Long-term)mentioning

confidence: 99%

Human resource management patterns in Indonesia's construction companies

Susilowati¹

2021

J Appl Eng Science

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Research in several countries from different continents related to human resources in construction continues to be developed. However, one fact shows that human resources in Indonesia's construction field are still not ready to compete in terms of quality with the workforce of several countries in Asia. This research was conducted to determine the condition of Human Resource Management in the construction company in Indonesia. Data retrieval instruments use questionnaires and structured interviews at 50 randomly selected construction companies from different Indonesian regions. The data obtained is processed using quantitative data analysis using parametric statistics analysis. The results showed that Human Resource Management in Indonesia's construction company is in good or excellent condition provide 92%. This indicates that most of this industry has enforced and implemented policies related to this management. However, human resource planning patterns in Indonesia's construction company focus more heavily on Operational Planning, which means that this planning on construction companies in Indonesia is still project-oriented or short-term.

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“…It was explained by Barney (1991) that "firms obtain sustainable competitive advantages by implementing strategies that exploit their internal strengths, through responding to environmental opportunities, while neutralizing external treats and avoiding internal weaknesses" (p-99). The heterogeneity and immobility of resources, as defined under resource based view (RBV), can be used as a source of competitiveness for any organization (Widyanty, Daito, Riyanto, & Nusraningrum, 2020;Wright & McMahan, 1992). According to Barney and Wright (1998) certain resources can be used to attain competitive advantages, namely, "physical capital resources, organizational capital resources, and human capital resources" (p-32).…”

Section: Attaining Sustainable Competitive Advantages Through Human R...mentioning

confidence: 99%

Impact of Human Resource Management Practices on Sustainable Competitive Advantages for the Universities of Pakistan Keeping Knowledge Management Capacity as Mediator

Saeed

Yazdani

2021

IJMRES

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Effective and efficient management of human resource was always considered vital for attaining success and sustainable competitive advantages by any organization, but in today’s emerging economies of knowledge, the importance of knowledge management capacity has also emerged as an important ingredient. The institutions of higher education (HEIs) are considered to be the knowledge creating organizations, where the most vital resource for success and sustainability is human capital. Since knowledge management capacity is still an emerging concept in Pakistan, the aim of this paper was to conduct an empirical Study about the effect of knowledge management capacity (KMC) on the relationship of human resource management (HRM) practices and sustainable competitive advantages (SCA) acquired by institutions of higher education in Pakistan, with the help of knowledge-based view (KBV) and resource-based view (RBV). The results of this paper indicate that HRM practices can help HEIs to attain SCA directly as well as indirectly through KMC, which can ultimately help the policy makers of academia to concentrate and made substantial efforts to improve the knowledge management capacity of educational institutions. Future researchers and managers of academia can be benefited from this research as it added to the current knowledge about HRM practices and its effect on KMC of faculty along with attaining sustainable competitiveness.

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Gaining a competitive advantage through strategic human resource management in Indonesian construction industry

Cited by 15 publications

References 27 publications

Work Outcomes of Occupational Health and Safety: The Role of Transformational Leadership and Public Service Motivation

Work Outcomes of Occupational Health and Safety: The Role of Transformational Leadership and Public Service Motivation

Human resource management patterns in Indonesia's construction companies

Impact of Human Resource Management Practices on Sustainable Competitive Advantages for the Universities of Pakistan Keeping Knowledge Management Capacity as Mediator

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