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Search Implementasi Manajemen Sumber Daya Manusia

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IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA DALAM MENINGKATKAN MUTU SLB AL AKBAR DHARMAWAN Purnama, Angga Wirayudha; Atiza, Apriati Nur
Business and Enterpreneurship Journal (BEJ) Vol 6, No 1 (2025)
Publisher : Universitas Mitra Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57084/bej.v6i1.1687

Abstract

Manajemen tindakan yang melibatkan berbagai proses seperti perencanaan, pengorganisasian, penggerakan, dan pengawasan, yang dilakukan untuk menetapkan serta mencapai tujuan yang telah ditentukan sebelumnya. Mutu SLB yang baik menuntut untuk dapat memotivasi dan mengembangkan potensi sumber daya manusia yang terlibat, pemenuhan sarana dan prasarana dan peningkatan prestasi peserta didik. Penelitian ini bertujuan untuk menyajikan dan memaparkan mengenai implementasi manajemen sumber daya manusia pada SLB Al Akbar Dharmawan dalam upaya meningkatkan mutu sekolahan. SLB Al Akbar Dharmawan merupakan sekolah baru yangberlokasi di SLB Al-Akbar yang terletak di Kecamatan Krian, Kabupaten Sidoarjo. Penelitian ini menggunakan metode penelitian kualitatif. Penelitian ini mempunyai 6 populasi sekaligus sebagai sampel. Subjek penelitian ditentukan melalui teknik sampling jenuh dan subjeknya adalah Kepala SLB Al-Akbar Dharmawan, guru, dan tenaga kependidikan. Penelitian yang digunakan penelitian ini adalah natural setting (kondisi alamiah). Alat pengumpulan data dalam penelitian ini berupa observasi, wawancara, dan dokumentasi. Teknik analisis data yang digunakan dalam penelitian ini adalah miles dan huberman. Kata Kunci : Manajemen SDM, Mutu Sekolah, Pendidikan Khusus
Evaluasi Implementasi Kebijakan Diversitas dan Inklusi dalam Manajemen Sumber Daya Manusia terhadap Kinerja Organisasi Manurung, Gerhard Grandnaldy; Rizky, M. Chaerul
JUMANT Vol 14 No 1 (2024): JUMANT
Publisher : Universitas Pembangunan Panca Budi

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Implementasi kebijakan diversitas dan inklusi dalam manajemen sumber daya manusia (SDM) serta pengaruhnya terhadap kinerja organisasi menunjukkan perlunya evaluasi terhadap pelaksanaannya. Evaluasi ini bertujuan untuk mendorong keragaman dan inklusi dalam pengelolaan SDM di suatu organisasi. Penilaian akan mencakup sejauh mana kebijakan tersebut memengaruhi keterlibatan, partisipasi, serta kesejahteraan karyawan dari berbagai latar belakang. Selain itu, dampak kebijakan ini terhadap kinerja organisasi juga akan dianalisis dan diukur. Hal-hal yang diamati meliputi kemampuan organisasi untuk menarik dan mempertahankan talenta beragam, peningkatan inovasi dan kreativitas, kepuasan serta loyalitas karyawan yang lebih tinggi, peningkatan reputasi perusahaan serta citra merek, hingga perbaikan kinerja keuangan melalui efisiensi dan produktivitas yang lebih baik.
Implementasi Manajemen Sumber Daya Manusia Ramah Lingkungan Hardianti, Hardianti; Otoluwa, Narto Irawan; Amri, Andi; Swandani, Swandani
Movere Journal Vol. 7 No. 1 (2025)
Publisher : Sekolah Tinggi Ilmu Ekonomi (STIE) Tri Dharma Nusantara Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53654/mv.v7i1.571

Abstract

This research aims to measure the implementation of environmentally friendly human resource management. The role of environmentally friendly human resource management in sustainable performance which includes environmentally friendly lighting which currently does not use physical documents in this process, work management and completion in the process has minimized the use of paper because in the current era digitalization is used. , as well as in the training process in research. The research method used is this research uses qualitative descriptive research. This research design was carried out by collecting secondary data to review several journals and publications related to the objectives of this research. The research results show the success of an organization in implementing environmentally friendly human resource management based on Riveuw literature which can be implemented with a Green Recruitment and Selection program, apart from that there is Green Training and Development as well as a Green Performance Management program and finally the Green Reward and Compensation program..
IMPLEMENTASI MANAJEMEN PENGEMBANGAN SUMBER DAYA MANUSIA MI NU 52 MOROREJO Muslim, Rifqil; Wijanarko, Andrian Gandi; Rohyana, Hadi
JISPE Journal of Islamic Primary Education Vol. 5 No. 02 (2024): JISPE Journal of Islamic Primary Education
Publisher : Institut Daarul Qur'an Jakarta, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51875/jispe.v5i02.537

Abstract

This research uses a qualitative approach. This research aims to describe, analyze and interpret good management practices, supporting and inhibiting factors for human resource development at Mororejo 52 NU Elementary School, Kendal, Central Java. The researcher's data collection process involves observation, interviews and documentation. Data analysis in this research was carried out in a narrative descriptive style in three stages: data reduction, presentation, and conclusion drawing/verification. The results of the research show that Mororejo 52 NU Elementary School manages human resources and creates a planned, structured and measurable management model in order to produce quality human resources. The human resource management model in Islamic boarding school-based schools has its own uniqueness in achieving the institution's vision. Starting from the main competencies in accordance with institutional integration and collaboration in the sustainability of human resources who always provide excellent service. Human resource management model in schools with stages of analysis, planning, implementation of HR development, implementation of integration/collaboration, and monitoring and assessment of HR.
EVALUASI IMPLEMENTASI SISTEM MERIT DALAM MANAJEMEN SUMBER DAYA MANUSIA ADMINISTRASI PUBLIK Rizke , Dian; Kosassy, Siti Osa; Jamaris, Syamsu; Nasrizal, Nasrizal; Jusari, Daniel
Jurnal Review Pendidikan dan Pengajaran Vol. 8 No. 1 (2025): Volume 8 No. 1 Tahun 2025
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jrpp.v8i1.42265

Abstract

Sistem merit merupakan pendekatan dalam manajemen sumber daya manusia (SDM) yang menitikberatkan pada kompetensi, kualifikasi, dan kinerja individu dalam proses rekrutmen, promosi, dan pengembangan karier. Penelitian ini bertujuan untuk mengevaluasi implementasi sistem merit dalam manajemen SDM administrasi publik di Indonesia. Metode penelitian menggunakan pendekatan kualitatif dengan teknik pengumpulan data melalui wawancara mendalam, studi dokumen, dan observasi. Hasil penelitian menunjukkan bahwa meskipun sistem merit telah diadopsi dalam regulasi, implementasinya masih menghadapi tantangan signifikan, seperti resistensi budaya organisasi, keterbatasan infrastruktur, dan kurangnya pemahaman di kalangan pegawai. Studi ini merekomendasikan penguatan regulasi, peningkatan kapasitas SDM, dan pengembangan teknologi pendukung untuk mempercepat penerapan sistem merit secara efektif.
Implementasi Manajemen Sumber Daya Manusia pada Divisi Human Capital Management PT Sinergi Gula Nusantara Arialma, Aisyah; Aminah, Siti
El-Mujtama: Jurnal Pengabdian Masyarakat  Vol. 5 No. 2 (2025): El-Mujtama: Jurnal Pengabdian Masyarakat
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmujtama.v5i2.6635

Abstract

Human resource management (HRM) is a crucial element in supporting organizational success. This study aims to analyze the implementation of HRM in the Human Capital Management Division of PT Sinergi Gula Nusantara. The research focuses on planning, development, and performance evaluation of employees to enhance organizational effectiveness. The research method employed is descriptive qualitative, using interviews, observations, and documentation for data collection. The findings indicate that the HRM implementation in this company aligns with standard practices, although challenges remain in optimizing employee training and development. This study provides recommendations to improve HRM strategies to sustainably achieve the company’s goals.
IMPLEMENTASI FUNGSI MANAJEMEN DALAM PENGEMBANGAN SUMBER DAYA MANUSIA PADA KEPEMIMPINAN NABI MUHAMMAD SAW Juliadarma, Minggusta
Jurnal Manajemen Pendidikan Vol. 8 No. 3 (2023): JURNAL MANAJEMEN PENDIDIKAN
Publisher : STKIP Pesisir Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34125/jmp.v8i3.29

Abstract

The leadership of Prophet Muhammad SAW during early period of Islam has been a source of inspiration. He was known as a religious figure and leader who deeply understood the importance of developing human resources. In the context of human resource management, implementation of management functions is the key to achieving effective human resource development. This research uses qualitative methods with literature study approach, documentation methods in collecting data, and content analysis in analyzing data. The research results show that in implementing the planning function, he implemented structured strategic planning, planned in stages, and made decisions based on criteria. In organizing implementation, he managed a multicultural work team wisely, placed human resources according to their qualifications, and demonstrated flexibility in decision making. In actuating implementation  is carried out by building a loving environment and motivating friends through spiritual incentives. Implementation of supervision is carried out by monitoring compliance with rules, a human approach in supervision, wise response to violations, and being a role model in enforcing norms and rules. This research provides valuable insights into the management implemented by Prophet Muhammad SAW that can be adopted in human resource development in a modern context to achieve effective and sustainable goals.   Keywords: Management Functions, Human Resource Management
Implementasi Pengelolaan Manajemen Sumber Daya Manusia pada Tadika Brilliant BUDS Edukids Malaysia Ananda, Runi; Hayati, Isra
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 4 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i4.7474

Abstract

The study aims to determine the implementation of human resource management at Tadika Brilliant Buds Edukids Malaysia in making efforts to improve the quality of education and the effectiveness of human resource management in the future. Aspects of human resource management at Tadika Brilliant Buds Edukids Malaysia include the recruitment process, selection, orientation, performance management, and compensation. The method used in this study is a descriptive approach that is included in the qualitative category. The data sources obtained consist of primary data, such as the results of interviews with respondents, as well as secondary data including research journals, books, and documentation. Data collection techniques are carried out through observation, interviews, and documentation. The results of the study indicate that effective human resource management makes a significant contribution to improving the quality of education and child involvement. However, challenges such as limited resources must be overcome to achieve optimal results. Research can add valuable insight for Tadika managers in formulating better human resource management strategies to support the development of early childhood education.
IMPLEMENTASI SISTEM INFORMASI MANAJEMEN KEPEGAWAIAN (SIMPEG) BERKAH DALAM MENINGKATKAN KINERJA PEGAWAI DI BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA MEDAN Andhika Ferdinan Zebua; Simson Ginting
Triwikrama: Jurnal Ilmu Sosial Vol. 7 No. 7 (2025): Triwikrama: Jurnal Ilmu Sosial
Publisher : Cahaya Ilmu Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.6578/triwikrama.v7i7.11614

Abstract

Pemerintah Kota Medan memperkenalkan kebijakan baru mengenai manajemen kepegawaian melalui Sistem Informasi Manajemen Kepegawaian (SIMPEG) BERKAH, yang diatur dalam Peraturan Wali Kota Medan Nomor 3 Tahun 2022. Kebijakan ini bertujuan untuk menyederhanakan administrasi kepegawaian dan meningkatkan kinerja pegawai di Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Medan. Penelitian ini mengevaluasi implementasi SIMPEG BERKAH serta dampaknya terhadap kinerja pegawai di BKPSDM. Metode penelitian yang digunakan adalah kualitatif deskriptif dengan teknik wawancara, dokumentasi, dan observasi. Teori implementasi kebijakan George Edward III (1984) digunakan, mencakup aspek komunikasi, sumber daya, sikap pelaksana, dan struktur birokrasi. Hasil penelitian menunjukkan bahwa komunikasi di BKPSDM sudah baik, dengan informasi kebijakan yang jelas. Sumber daya yang mendukung SIMPEG BERKAH, baik SDM maupun fasilitas, cukup memadai. Sikap pelaksana positif, dengan pegawai yang memahami dan menjalankan kebijakan. Struktur birokrasi mendukung, meskipun SOP untuk SIMPEG BERKAH belum sepenuhnya lengkap. Secara keseluruhan, SIMPEG BERKAH mempermudah administrasi pegawai dan berpotensi meningkatkan kinerja The Medan City Government has introduced a new policy on Human Resource Management through the Employee Management Information System (SIMPEG) BERKAH, as outlined in Medan Mayor Regulation No. 3 of 2022. This policy aims to simplify administrative processes and enhance the performance of employees at the Medan City Personnel and Human Resource Development Agency (BKPSDM). This study evaluates the implementation of SIMPEG BERKAH and its impact on employee performance at BKPSDM. The research uses a descriptive qualitative method with data collection techniques including interviews, documentation, and observation. The study employs George Edward III's (1984) policy implementation theory, which covers aspects such as communication, resources, implementer attitudes, and bureaucratic structure. The findings indicate that communication within BKPSDM is effective, with clear policy information available. Resources supporting SIMPEG BERKAH, including both human resources and facilities, are adequate. Implementers exhibit a positive attitude, understanding and applying the policy effectively. The bureaucratic structure supports the policy, though the Standard Operating Procedures (SOP) for SIMPEG BERKAH are not yet fully completed. Overall, SIMPEG BERKAH simplifies employee administration and has the potential to improve performance.
Implementasi Pengelolaan Manajemen Sumber Daya Manusia pada Tadika Brilliant BUDS Edukids Malaysia Ananda, Runi; Hayati, Isra
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 6 No. 4 (2025): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v6i4.7474

Abstract

The study aims to determine the implementation of human resource management at Tadika Brilliant Buds Edukids Malaysia in making efforts to improve the quality of education and the effectiveness of human resource management in the future. Aspects of human resource management at Tadika Brilliant Buds Edukids Malaysia include the recruitment process, selection, orientation, performance management, and compensation. The method used in this study is a descriptive approach that is included in the qualitative category. The data sources obtained consist of primary data, such as the results of interviews with respondents, as well as secondary data including research journals, books, and documentation. Data collection techniques are carried out through observation, interviews, and documentation. The results of the study indicate that effective human resource management makes a significant contribution to improving the quality of education and child involvement. However, challenges such as limited resources must be overcome to achieve optimal results. Research can add valuable insight for Tadika managers in formulating better human resource management strategies to support the development of early childhood education.

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