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All Journal JURNAL MANAJEMEN BISNIS Center of Economic Students Journal (CSEJ) The Journal of Business and Management Research Advances in Management & Financial Reporting Advances in Human Resource Management Research Advances: Jurnal Ekonomi & Bisnis
Ibrahim, Muhdi B. Hi
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Economics, Econometrics & Finance Social Sciences

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Understanding Human Resource Management: Exploring Psychological Dynamics and Strategic Approaches through Qualitative Description and Literature Review Irawan, Andri; Ibrahim, Muhdi B. Hi
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.769

Abstract

This qualitative research study aims to explore the intersection of human resource management (HRM) practices with psychological dynamics and strategic approaches. The research methodology involves a systematic literature review to analyze existing literature on HRM, psychological theories, and strategic HRM practices. Through comprehensive literature search and selection, relevant sources were identified from academic databases, scholarly journals, and books. Data extraction and analysis were conducted using thematic analysis techniques to identify key themes, concepts, and findings related to psychological dynamics and strategic HRM. The findings reveal the critical role of psychological theories, such as Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory, in understanding employee motivations and behaviors. Additionally, strategic HRM approaches, including Guest's model and High-Performance Work Systems (HPWS), were identified as effective frameworks for aligning HRM practices with organizational goals. The integration of technology, such as artificial intelligence and predictive analytics, emerged as a key trend in enhancing HRM efficiency and effectiveness. Overall, this research highlights the importance of addressing employees' psychological needs and leveraging strategic HRM practices to foster organizational success and employee well-being
Exploring the Role of Psychology in Strategic Human Resource Management: A Qualitative Perspective with Literature Review Asti, Asti; Ibrahim, Muhdi B. Hi; Irawan, Andri; Noch, Muh Yamin; Mustajab, Duta
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.770

Abstract

This qualitative study explores the integration of psychological principles into Strategic Human Resource Management (SHRM) practices and its implications for organizational performance. The research aims to elucidate the role of psychology in shaping HR strategies, particularly focusing on employee motivation, satisfaction, and engagement. A comprehensive literature review was conducted to synthesize existing research on psychological theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and social identity theory in the context of SHRM. The study also investigates the impact of leadership paradigms, including transformational and authentic leadership, on organizational culture and effectiveness. Findings suggest that integrating psychological insights into HR practices enhances employee well-being, resilience, and organizational performance. Transformational and authentic leadership principles contribute to creating a positive work environment characterized by collaboration, innovation, and employee empowerment. The research underscores the importance of interdisciplinary collaboration between psychology and HRM in optimizing human capital management efforts.
Human Resource Management Strategy: Integrating Psychological Perspectives through Qualitative Description and Literature Review Hadjo, Diana Yanmiraty; Ibrahim, Muhdi B. Hi; Irawan, Andri; Noch, Muh Yamin; Mustajab, Duta
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.771

Abstract

This study explores the integration of psychological perspectives into Human Resource Management (HRM) strategy, aiming to understand its implications for organizational effectiveness. Employing a qualitative research design, the study conducts a systematic literature review to analyze existing literature relevant to the research topic. Data collection involves comprehensive search strategies using keywords related to HRM strategy, psychological perspectives, and organizational performance. Thematic analysis is employed to identify recurring patterns and themes within the literature. The findings indicate that integrating psychological perspectives into HRM strategy enhances employee motivation, engagement, and organizational performance. Psychological theories such as Maslow's hierarchy of needs, Herzberg's two-factor theory, and self-determination theory offer valuable insights into understanding employee behavior and motivation. The study highlights the importance of addressing employees' diverse psychological needs for autonomy, recognition, and meaningful work to foster a positive work environment. Furthermore, it emphasizes the role of talent development, recognition programs, and supportive leadership in enhancing organizational performance and competitiveness. The study concludes that integrating psychological perspectives into HRM strategy holds promise for promoting organizational effectiveness and employee well-being.
Strategic Human Resource Management: Descriptive Analysis of Psychological Factors and Literature Review Sada, Otto; Noch, Muh Yamin; Irawan, Andri; Ibrahim, Muhdi B. Hi; Mustajab, Duta
Jurnal Manajemen Bisnis Vol. 11 No. 1 (2024): March
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v11i1.772

Abstract

This study aims to examine the impact of psychological factors on Strategic Human Resource Management (SHRM) practices and organizational outcomes. The research employs a comprehensive literature review approach to explore the theoretical underpinnings of employee motivation, engagement, and commitment within the context of SHRM. The analysis focuses on key psychological theories, including expectancy theory, social exchange theory, and self-determination theory, to elucidate the motivational dynamics underlying employee behavior and performance outcomes. Moreover, the study investigates the role of leadership effectiveness in influencing employee motivation, engagement, and organizational commitment. Through the integration of diverse perspectives, the research offers insights into how organizations can align HR practices with employees' psychological needs to enhance organizational effectiveness and achieve sustainable growth. The findings highlight the significance of fostering transformational leadership behaviors, creating a supportive work environment, and promoting organizational commitment to drive high performance and employee well-being. This study contributes to the advancement of HRM scholarship by providing a theoretical framework for understanding and managing human capital effectively.
Pengembangan Sumber Daya Manusia (SDM) Sebagai Mediasi Antara Penempatan Kerja Terhadap Kinerja Personel Di Kepolisian Daerah (POLDA) Papua Aris Susanta,; Ibrahim, Muhdi B. Hi; Bauw, Azies; Mustajab, Duta; Hafid Jusuf
The Journal of Business and Management Research Vol 3 No 2 (2020): Juli
Publisher : Magister Manajemen Universitas Yapis Papua

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55098/tjbmr.v3i2.13

Abstract

Tujuan penelitian ini untuk mengetahui pengaruh antara penempatan kerja terhadap terhadap kinerja personel dengan mediasi pengembangan sumber daya manusia di Kepolisian Daerah Papua. Dalam penelitian ini metode yang digunakan adalah pendekatan kuantitatif asosiatif. Sumber data dalam penelitian ini yaitu data primer. Tehnik pengumpulan data yang dilakukan dengan kuisioner, menggunakan sumber dari penelitian terdahulu dan metode observasi atau pengamatan langsung. Analisis yang akan digunakan penulis adalah kuantitatif, yang menggunakan sampel sebanyak 149 orang dari 1489 orang di Kepolisian Daerah Papua. Data analisis dengan menggunakan IBM SPSS AMOS 22 dan Sobel. Hasil dari penelitian ini menunjukkan bahwa Pengembangan Sumber Daya Manusia berpengaruh signifikan terhadap kinerja Personel, Penempatan kerja terhadap pengembangan Sumber Daya Manusia berpengaruh signifikan terhadap kinerja Personel, Penempatan kerja tidak berpengaruh signifikan terhadap kinerja Personel, dan Penempatan kerja melalui pengembangan Sumber Daya Manusia berpengaruh signifikan terhadap kinerja Personel.
Pengaruh Budaya Organisasi, Motivasi Kerja dan Gaya Kepemimpinan Terhadap Kinerja Pegawai Worumi, Athus Nicolas; Ibrahim, Muhdi B. Hi; Pongtiku, Arry
Center of Economic Students Journal Vol. 7 No. 3 (2024): July-September (2024)
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56750/csej.v7i3.830

Abstract

Penelitian ini merupakan penelitian explanatory dengan model penelitian Survey yang bertujuan untuk mengkaji pengaruh budaya organisasi, motivasi kerja dan gaya kepemimpinan terhadap Kinerja Pegawai (ASN) pada Bidang Perpustakaan Dinas Pendidikan, Perpustakaan Dan Arsip Daerah Provinsi Papua. Jumlah responden sebanyak 70 yang terdiri dari 40 ASN Struktural dan 30 ASN Fungsional Pustakawan, dengan teknik pengambilan sampel jenuh atau total sampling dengan jumlah sampel 68 responden atau sebesar 97,14% yang berhasil diperoleh sebagai sumber data dari total 70 populasi. Sumber data penelitian ini adalah data primer yang diperoleh dari hasil jawaban para responden kemudian diukur dengan menggunakan skala Likert. Data yang telah dikumpulkan akan dianalisis melalui beberapa tahapan pengujian. Tahap pertama adalah melakukan uji statistik dekriptif. Tahap kedua adalah uji isntrument data penelitian (uji validitas, uji reliabilitas). Tahap ketiga adalah uji asumsi klasik (uji normalitas, uji multikolinearitas, uji heteroskedastisitas). Tahap keempat adalah menguji seluruh hipotesis yang diajukan dalam penelitian ini dan akan dibuktikan melalui uji parsial (uji t), uji simultan dan uji koefisien determinasi. Berdasarkan hasil uji parsial (Uji T) dan uji simultan (Uji F) menunjukan bahwa variabel budaya organisasi, motivasi kerja, gaya kepemimpinan secara parsial dan simultan berpengaruh signifikan terhadap peningkatan Kinerja Aparatur Sipil Negara dilingkungan Bidang Perpustakaan Dinas Pendidikan, Perpustakaan dan Arsip Daerah Provinsi Papua. Implikasi dari hasil penelitian ini memberikan kontribusi penting bagi peningkatan Kinerja Aparatur Sipil Negara.
Challenges and Solutions in Managing Human Resources During Mergers and Acquisitions Tukuboya, Fahrizal; Ibrahim, Muhdi B. Hi; Irawan, Andri
Center of Economic Students Journal Vol. 7 No. 3 (2024): July-September (2024)
Publisher : Fakultas Ekonomi dan Bisnis, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56750/csej.v7i3.835

Abstract

This study explores the critical challenges and strategic solutions for managing human resources (HR) during mergers and acquisitions (M&As). It focuses on critical areas such as cultural integration, talent retention, harmonization of HR policies, and the use of technology in HR processes. The research employs a qualitative approach, using semi-structured interviews with senior HR managers, M&A consultants, and employees who have experienced M&As firsthand. Thematic analysis is utilized to identify and interpret patterns within the data, providing a comprehensive understanding of HR dynamics during M&As. The study identifies several key challenges: cultural integration, talent retention, harmonization of HR policies, and leveraging technology. Cultural integration is critical, with leaders needing to foster trust and collaboration. Effective talent retention strategies, including clear communication and personalized support, are essential for stability. Harmonizing HR policies requires a systematic approach and early involvement of HR professionals. Technology, such as HR information systems and digital onboarding programs, is crucial in streamlining processes and enhancing employee experience. These findings align with existing theoretical frameworks and provide actionable insights for successful HR integration. The research contributes to academic knowledge by enhancing understanding of HR management during M&As and offers practical guidelines for organizations to improve their integration processes. It highlights the importance of leadership, communication, and strategic alignment in achieving successful M&A outcomes. Future research should expand to different industries and explore long-term impacts and emerging technologies in HR integration.
Crafting Effective HRM Strategies for Enhancing Organizational Performance and Employee Engagement Humairah, Kuraisyah Al; Irawan, Andri; Ibrahim, Muhdi B. Hi; Yendra, Yendra; Rasyid, Abdul
Advances in Human Resource Management Research Vol. 1 No. 3 (2023): June - September
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v1i3.183

Abstract

Purpose: This study examines the effectiveness of Human Resource Management (HRM) strategies in enhancing organizational performance and employee engagement, addressing gaps in HRM customization for specific organizational needs. Research Design and Methodology: Utilizing a qualitative approach, the research involves semi-structured interviews and document analysis to collect data from a purposive sample of HR professionals, managers, and employees. This exploratory and interpretive study aims to deeply understand the impacts of tailored HRM practices. Findings and Discussion: Key findings reveal the importance of high-performance work practices and strategic HR alignment in boosting organizational performance. The study also highlights the critical roles of organizational culture and leadership styles in enhancing employee engagement and effective HRM strategy implementation. Internal communication quality within organizations significantly affects HRM outcomes. Implications: The study suggests aligning HRM strategies with business goals and enhancing workplace environments to foster employee engagement. These findings contribute to HRM theoretical frameworks and offer practical insights for HR professionals in designing effective, context-specific strategies. Future research should explore these relationships in diverse organizational contexts to optimize HRM practices further.
The Evolution of Employment Law and Its Impact on Workplace Dynamics Fauzi, Fahrul Ahmad; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Yendra, Yendra
Advances in Human Resource Management Research Vol. 2 No. 1 (2024): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i1.184

Abstract

Purpose: This study investigates the evolution of employment law and its consequential impact on contemporary workplace dynamics. The research aims to elucidate the developmental trajectory of employment law and how these legal frameworks influence organizational behavior and labor market outcomes. Research Design and Methodology: A comprehensive review of pertinent literature was conducted, employing a qualitative, descriptive research methodology. This approach involved systematic examination and synthesis of existing studies, providing a nuanced understanding of the historical antecedents and contemporary phenomena influencing employment law. Findings and Discussion: The findings reveal that employment law has significantly evolved from its nascent stages during the Industrial Revolution to the complex legal frameworks of today. Key developments include establishing minimum wage laws, anti-discrimination statutes, and regulations addressing non-standard employment forms. The study highlights the impact of these legal changes on organizational practices, employee well-being, and broader economic dynamics. Technological advancements and globalization are critical drivers of recent legal adaptations, raising new challenges and opportunities within the gig economy and digital workspaces. Implications: The evolution of employment law underscores the importance of robust legal protections for promoting fair and equitable workplaces. Policymakers and organizational leaders are encouraged to continuously adapt legal frameworks to address emerging challenges, ensuring the protection of workers' rights, and fostering inclusive and dynamic work environments. Further interdisciplinary research is essential to inform effective policy interventions and enhance the adaptability of employment law in the face of ongoing socio-economic transformations.
Talent Acquisition Strategies: A Comprehensive Examination of Recruitment Policies for Organizational Success Opada, Fany Marice Mince; Ibrahim, Muhdi B. Hi; Irawan, Andri; Akbar, Muhammad Aldrin; Rasyid, Abdul
Advances in Human Resource Management Research Vol. 2 No. 2 (2024): February - May
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/ahrmr.v2i2.185

Abstract

This research aims to investigate talent acquisition strategies employed by organizations across diverse industries and sectors, focusing on their alignment with organizational objectives, legal requirements, and diversity initiatives. The study employs a qualitative research approach, utilizing a comprehensive review of existing literature and case studies to analyze various talent acquisition strategies and their implications. Findings reveal a spectrum of proactive and reactive strategies, including talent pipelining, employer branding, succession planning, job postings, referrals, and engagement with recruitment agencies. Moreover, the integration of technology, particularly artificial intelligence (AI) and data analytics, has revolutionized talent acquisition practices, offering opportunities for efficiency and candidate engagement. However, the adoption of technology-driven solutions also presents challenges related to data privacy, algorithmic bias, and transparency. Ethical considerations surrounding the responsible and equitable use of technology in recruitment are discussed, emphasizing the importance of proactive measures to mitigate biases and ensure fairness. Overall, this research underscores the strategic importance of aligning talent acquisition strategies with organizational objectives and diversity initiatives to drive organizational success and competitiveness.
Co-Authors Abdul Rasyid Akbar, Mohammad Aldrin Akbar, Muhammad Aldrin Andri Irawan Aris Susanta, Arry Pongtiku Asti Asti Bauw, Azies Deddy Setiawan Fauzi, Fahrul Ahmad Hadjo, Diana Yanmiraty Hafid Jusuf Humairah, Kuraisyah Al Irianawati, Irianawati Korwa, Irma Adelina lina, Ros Maluegha, Merliana Inna Mustajab, Duta Nehe, Pelajar Noch, Muh Yamin Opada, Fany Marice Mince Rean, Markus Anto Sada, Otto Salsabilah, Syafira Suriati, Suriati Tukuboya, Fahrizal Worumi, Athus Nicolas yadin yadin, yadin Yarangga, Ros Evi Yelipele, Samsul Yendra