The Role of Human Resource Management in an Organization or Company

Hasibuan, Dona Zahra; Rahmani, Nur Ahmadi Bi

doi:10.53697/emak.v3i3.624

Cited by 8 publications

(11 citation statements)

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“…The Influence of Leadership Style on Work Motivation: Leadership style has a positive influence on work motivation (H1). Hasibuan [37] states that leadership style is a way used by leaders to influence their subordinates, making them more motivated and willing to work cooperatively to achieve organizational goals. The Path-Goal theory is an organizational theory developed to explain how a leader's behavior influences the motivation and performance of subordinates.…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Influence of Leadership Style, Financial Compensation, Workload, and Work Stress on Performance with Job Motivation as an Intervening Variable

Rahmawati,

Purwidianti,

Wahyuni

et al. 2023

AJEBA

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Aims: The low employee performance in this increasingly competitive era remains a significant issue in Human Resource Management (HRM). The purpose of this research is to analyze the influence of leadership style on employee performance with motivation as an intervening variable. Study Design: This study falls under the category of quantitative research with a population of all marketing staff working at PT BRI Banjarnegara Branch, totaling 150 individuals. The sample for this study was determined using the Slovin formula and resulted in 109 participants. Methodology: The hypothesis testing is conducted using the Partial Least Square (PLS) based Structural Equation Model (SEM) approach. By employing the PLS-based SEM approach, researchers can analyze the relationships among the variables in the study and test the proposed hypotheses. Results: The results of the study show that leadership style, workload, work stress have a positive effect on employee motivation, and financial compensation has a negative effect on employee motivation. However, leadership style and workload do not have a significant effect on employee performance. Meanwhile, financial compensation and work stress have a positive influence on employee performance. In addition, work motivation has a positive influence on employee performance, leadership style has a positive influence on employee performance with motivation as an intervening variable, financial compensation has a negative influence on employee performance with motivation as an intervening variable.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Influence of Leadership Style, Financial Compensation, Workload, and Work Stress on Performance with Job Motivation as an Intervening Variable

Rahmawati,

Purwidianti,

Wahyuni

et al. 2023

AJEBA

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“…There are four HR planning activities: current human resource supply, estimates of HR supply and demand, procurement of quality human resources, and monitoring and evaluation systems as feedback on the system (Diana, 2015;Sedarmayanti, 2010). In general, there are five functional areas in effective human resource management: staffing, HR development, compensation, safety and health, and staff relations (Mathis & Jackson, 2010;Mathis et al, 2015;Winarti, 2018;Hasibuan & Rahmani, 2022). Therefore, planning in these five areas is necessary to provide and develop staff, compensation systems, safety and health systems, and relations between staff are well prepared and directed in line with organizational goals.…”

Section: Hr Planningmentioning

confidence: 99%

Implementation of HR management functions: A quality-analysis

Noor¹,

Juhji

2022

AIJP

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This study aims to analyze the practice of Human Resource (HR) management functions in Madrasah Aliyah Negeri (MAN) Yogyakarta III from a quality perspective. The research method used is descriptive qualitative through in-depth interviews, observation, and documentation. Data analysis uses the stages of reduction, presentation, and inference. The results showed that, at MAN Yogyakarta III, the institution's quality is quite influenced by implementing the Human Resource Management (HRM) function, which can be seen in the form of internal and external customer satisfaction. For internal customers, customer satisfaction can be seen from the increase in psychological development, such as opportunities for personnel to continue to learn and develop abilities, assist personnel in developing their talents and creativity as well as efforts to create an atmosphere and culture that can make personnel feel satisfied and comfortable. As for external customers, satisfaction increases physical and psychological development, such as achievement scholarship programs, coaching, parallel achievements, a conducive learning atmosphere, family relationships between teachers and students, good learning services, capacity building, and creativity.

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“…So it can be concluded from the above definition, that motivation is a condition that spurs a person from within himself and is influenced from outside himself to do a job, in achieving a certain goal. Malayu Hasibuan (2007) in her book Organization and Basic Motivation for Maximizing Productivity divides motivation into two types, namely positive incentives, which is the type of motivation by giving rewards to employees or employees who have self-motivation to succeed. This will increase among motivated people, because, in general, humans like to accept good things.…”

Section: Theoretical Basismentioning

confidence: 99%

Employee Performance Is Affected By Work Motivation Function And Work Ability (Case Study In Training And Course Institutions, International Business Management In Garut District)

Budiansyah¹

2021

TURCOMAT

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This research uses a descripttive quantitative method. Sources of research data, observation, interviews, questionnaires, and literature study. The research sample consisted of 40 employees, the sampling was saturated sampling. It is known that the results of the t (partial) work motivation show that if work motivation is maximized, employee performance will also increase. The results of the t-test (partial) of work ability show that if the work ability is improved, the employee's performance will also increase. Meanwhile, the results of the F test (simultaneous) show that the independent variable has an influence on the dependent variable. The coefficient of determination test results showed that work motivation and work ability contributed 51% to employee performance. Meanwhile, the remaining 49% is explained by other variables which have not been researched. The results of the descriptive analysis show that the largest proportion of employee performance is in the high enough category, while for work motivation and work ability the largest proportion is in the medium category. The results of this study concluded that it is very important for companies to manage their employees as well as possible so that their performance increases.

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The Role of Human Resource Management in an Organization or Company

Cited by 8 publications

References 0 publications

Influence of Leadership Style, Financial Compensation, Workload, and Work Stress on Performance with Job Motivation as an Intervening Variable

Influence of Leadership Style, Financial Compensation, Workload, and Work Stress on Performance with Job Motivation as an Intervening Variable

Implementation of HR management functions: A quality-analysis

Employee Performance Is Affected By Work Motivation Function And Work Ability (Case Study In Training And Course Institutions, International Business Management In Garut District)

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