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PENGENDALIAN MUTU: IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA, OPTIMALISASI FUNGSI PENGENDALIAN DALAM DUNIA PENDIDIKAN APRIYANTI WIDIANSYAH
Cakrawala - Jurnal Humaniora Vol 19, No 1 (2019): Maret 2019
Publisher : Universitas Bina Sarana Informatika

Research was conducted to explain the concept of quality control, understanding the role of human resources, and to know the implementation of quality control in education. Qualitative methods are used with the types of Descriptive Research. Results and discussion related to college research should be able to answer the needs of the labor problems of the present and the future. Human resources efforts in quality control can run effectively and efficiently, then the necessary planning are clear, complete and integrated. Therefore, an increase in the quality of education is not just the responsibility of the Government/State, but will be a shared responsibility between all components of the nation in realizing national development in education.

Implementasi PPDM Tahun Pertama bagi Masyarakat Pesisir Danau Limboto melalui Penguatan Sumber Daya Manusia dan Iptek Manajemen Pemanfaatan Eceng Gondok sebagai Produk Unggulan Tineke Wolok; Ismet Sulila; Weny Almoravid Dungga
Jurnal Pengabdian Pada Masyarakat Vol 4 No 1 (2019)
Publisher : Universitas Mathla'ul Anwar Banten

THE IMPLEMENTATION OF PPDM FIRST YEAR FOR PEOPLE OF COAST OF LAKE LIMBOTO THROUGH ENFORCEMENT OF HUMAN RESOURCE AND SCIENCE AND TECHNOLOGY (IPTEK) OF MANAGEMENT OF WATER HYACINTH USE AS EXCELLENT PRODUCT. Iluta Village is situated in coastal of Limboto Lake and frequently encounters flood problem in the rainy season and also serious problem namely siltation of Limboto Lake as caused by the massive growth of water hyacinth. There were three main problems handled by this program at the first year, namely: 1) effort of reducing siltation of Limboto Lake sustainably through removal and use of the water hyacinth as craft material, 2) empowerment of community economic through capacity building of business management of varied water hyacinth woven crafts, and 3) capacity building of human resource of local community as target group. The applied method encompassed: 1) determining problems priority to be solved and divided them into three-year activity, 2) doing reconstruction and improvement based on the problems gradually for every year, 3) improvement was performed based on local community character approach. The findings showed: 1) use of water hyacinth as handicrafts product could help reducing Lake Siltation, 2) management ability in business management started to grow, and 3) improvement of human resource ability for the coastal community as the target group.

MANAJEMEN PERENCANAAN SUMBER DAYA MANUSIA DI BIDANG PENDIDIKAN : MANIFESTASI DAN IMPLEMENTASI AKILAH, FAHMIAH
DIDAKTIKA Vol 11, No 1 (2017)
Publisher : Fakultas Tarbiyah Institut Agama Islam Negeri (IAIN) Bone

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30863/didaktika.v11i1.156

Planning is the main thing in human resource management activities. Without outlining, their functions are not able adequately fulfilled. Therefore, it plays an essential role because preparation is the process of determining the direction and purpose of activity to be performed. Rational resource devising in the field of education needs to be involved in examining the needs of workers who will occupy the position of human resources required by educational institutions. The demand for human resources in the future can be planned as immeasurable as possible to obtain quality human resources asexpected.

IMPLEMENTASI KONSEP BALANCED SCORECARD DALAM MANAJEMEN SUMBER DAYA MANUSIA Titik Nurbiyati
Wahana: Jurnal Ekonomi, Manajemen dan Akuntansi Vol 16, No 2 (2013)
Publisher : Akademi Akuntansi YKPN Yogyakarta

Facing the competitive rivalry, many organization have implemented a tool to measure their performance. Organization have to measure the performance and contribution to the increase in the value of assets. Organizations not only measure financial performance but also non-financial. One of the competitive advantages of the organization is human resource. Consequently, there is increased emphasis on the importance of human resource performance measurement and determine how the contribution of human resources to organizational performance. Human Resources Scorecard (HR Scorecard) is a measurement system that links human resources with the company's strategy and performance will eventually be able to create awareness about the consequences of human resource investment decisions, so that the investment can be done in the right way and the right amount. Important element of the HR Scorecard is deliverable, use of High Performance Work Systems, HR Systems Alignment, HR Efficiency. The design phase of HR measurement system HR Scorecard approach as follows, 1) Identifying Competence HR Manager, 2) Measurement of High Performance Work Systems, 3) Measuring HR Alignment System, 4) resource efficiency, 5) HR Deliverables. One step implementation HR scorecard is a continuous monitoring and reporting of the target set strategic objectives are achieved. To the organizations, the measurement can be helpful in controlling the cost of value creation of the company, assess the contribution of HR to strategy implementation and support organizational change and flexibility. Keywords: Competitive advantage, performance measurement, HR, HR Scorecard

Implementasi Program Sistem Informasi Manajemen Kepegawaian (SIMPEG) Berbasis Web Di Badan Kepegawaian Dan Pengembangan Sumber Daya Manusia (BKPSDM) Kabupaten Badung I Wayan Dharmawan; A.A. Gede Raka; I Made Mardika
Public Inspiration: Jurnal Administrasi Publik Vol. 4 No. 1 (2019)
Publisher : Universitas Warmadewa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22225/pi.4.1.2019.31-38

Pengelolaan data kepegawaian, Kabupaten Badung dilakukan dengan Sistem Informasi Manajemen Kepegawaian (SIMPEG) berbasis web. Pelaksanaan program oleh Badan Kepegawaian dan Pengelolaan Sumber Daya Manusia (BKPSDM) Kabupaten Badung berupaya meningkatkan manajemen dan administrasi kepegawaian secara cepat, tepat dan akurat. Kendatipun program ini telah terlaksana dengan baik, namun belum mencapai hasil yang optimal. Penelitian ini berupaya menganalisis efektivitas implementasi kebijkasanaan program di BKPSDM Kabupaten Badung. Dua masalah yang dikaji adalah: (1) efektifitas implementasi program SIMPEG berbasis web di BKPSDM Kabupaten Badung, dan (2) Faktor-faktor yang mempengaruhi implementasi program SIMPEG tersebut. Tujuan penelitian adalah untuk mengetahui efektivitas implementasi program SIMPEG berbasis web di BKPSDM Kabupaten Badung dan faktor-faktor yang menjadi menghambat implementasi program SIMPEG berbasis web di BKPSDM Kabupaten Badung. Pendekatan yang digunakan dalam penelitian ini adalah metode deskriptif kualitatif dengan penerapan teori Edwards III dan teori Bambang Sunggono. Pengumpulan data dilakukan dengan teknik observasi, wawancara mendalam, dan dokumentasi. Pemilihan informan menggunakan teknik purposive sampling, dan analisis data dengan kualitatif bersifat induktif. Hasil penelitian menunjukkan bahwa implementasi program SIMPEG berbasis web di BKPSDM Kabupaten Badung sudah berjalan cukup baik sesuai dengan empat unsur yang menentukan implementasi kebijakan yaitu komunikasi, sumber daya, disposisi, dan struktur birokrasi. Faktor-faktor yang menjadi hambatan dalam implementasi program SIMPEG berbasis web di BKPSDM Kabupaten Badung menyangkut isi kebijakan, dukungan SDM, sarana prasarana dan komunikasi.

IMPLEMENTASI PRINSIP SYARIAH PADA MANAJEMEN SUMBER DAYA MANUSIA DI MICROFINANCE (STUDI KASUS PADA KSPPS BMT BUNA UMMAT SEJAHTERA PACIRAN) Eny Latifah
Jurnal MEBIS (Manajemen dan Bisnis) Vol 3 No 2 (2018): December 2018
Publisher : UPN "Veteran" Jawa Timur

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33005/mebis.v3i2.41

Tulisan ini mengkaji tentang implementasi prinsip syariah dalam manajemen sumberdaya manusia (MSDM). Obyek penelitian adalah karyawan KSPPS Bina Ummat Sejahtera Lamongan. Metode riset yang digunakan adalah penelitian kualitatif dengan intrumen observasi, wawancara, dan dokumentasi. hasil penelitian menunjukkan bahwa prinsip syariah secara umum yang digunakan dalam pengelolaan SDM adalah keadilan, kompetensi,amanah, dan tanggungjawab sosial. Rekrutmen dan seleksi menggunakan prinsip kompetensi dan keahlian. Pemberian pelayanan kepada nasabah/anggota dijalankan secara adil dan transparan. Selain itu, diberikan kompensasi berupa pendidikan yang lebih tinggi bagi karyawan yang memiliki kinerja bagus. Hal ini menunjukkan bahwa penggunaan prinsip syariah bisa dilakukan dalam implementasi manajemen pada lembaga keuangan yang berlebel syariah.

Implementasi Manajemen Sumber Daya Manusia di SMA N 1 Kota Metro Purwaningsih Purwaningsih
Jurnal Dewantara Vol 7 No 01 (2019): Jurnal Dewantara
Publisher : MKKS SMA, MKKS SMP se-Kota Metro, Persatuan Sarjana Pendidikan Islam Wilayah Provinsi Lampung, dan CV.IQRO Penerbitan

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (256.405 KB)

It is very important for public and private educational institutions and related institutions to make every effort to manage human resources properly. The purpose of this study was to determine: Implementation of human resource management in SMA N 1 Metro City; Obstacle factor; Supporting factors; and Solutions to overcome obstacles regarding the implementation of human resource management in improving the quality of education. Based on the data it can be concluded: The process of implementing human resource management; Awareness, concern for schools, in addition to that ideological issues that make a sense of mutual support and activeness of teachers in transferring knowledge; Until now the management of human resources can still function properly, although it still needs to be improved; and the School provides solutions to existing obstacles by building shared awareness, equalizing goals, establishing a sense of cohesiveness with employees, making a good contribution, always developing employees and students well, as well as having a sense of cooperation between student guardians and the school .

IMPLEMENTASI REKRUTMEN GURU DISD TA’MIRUL ISLAM SURAKARTA (KAJIAN MANAJEMEN SUMBER DAYA MANUSIA DI SD ISLAM) Rohmatun Lukluk Isnaini
Jurnal Pendidikan Agama Islam Vol 12 No 1 (2015): Jurnal Pendidikan Agama Islam
Publisher : Department of Islamic Education, The State Islamic University Sunan Kalijaga Yogyakarta

The main objective in the recruitment process in schools is getting human resources or educators (teacher) is appropriate for a particular position so that the person is able to work optimally and can survive in school for a long time. Implementation of recruitment is a very important task, crucial and requires a great responsibility. This is because the quality of human resources that will be used schools rely heavily on recruitment and selection procedures were carried out. Based on interviews and observations made, it can be analyzed that the implementation of teacher recruitment aims to get teachers who are professional and have the best qualifications. Recruitment of new teachers is not held every year since in accordance with the needs of the school if there are vacant positions then held recruiting new teachers to fill positions corresponding field. Before conducting the necessary preparation for the recruitment of new teachers, new teacher recruitment preparation should be done so through the recruitment of school can obtain a good teacher management in order to improve the quality of school-based education.

Implementasi Manajemen Sumber Daya Manusia di Sekolah Menengah Pertama (Smp) Plus Melati Samarinda Afif Nur Asafu
Al Iman: Jurnal Keislaman dan Kemasyarakatan Vol. 2 No. 1 (2018): Maret: Al-Iman Jurnal keislaman dan kemasyarakatan
Publisher : STID Raudlatul Iman Sumenep

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (603.944 KB)

Penelitian ini bertujuan untuk mengetahui implementasi manajemen sumber daya manusia di Sekolah Menengah Pertama (SMP) Plus Melati Samarinda penelitian menggunakan pendekatan kualitatif.Teknik pengumpulan datanya dilakukan dengan cara: observasi, wawancara dan dokumentasi Keabsahan data dilakukan melalui cross check dengan teknik triangulasi dandiskusi teman sejawat, kredibilitas transfermabilitas,dependabilitas,pengecekan anggota dan konfirmabilitas. Kemudian data dianalisis dengan; Reduksi data, Penyajian data dan Penarikan kesimpulan. Informan dalam penelitian ini adalah Kepala Sekolah, Wakil Kepala Sekolah, Kepala Tata Usaha, Staf Tata Usaha dan Guru-Guru di SMP Plus Melati Samarinda.Berdasarkan hasil penelitian tentang bagaimana implementasi manajemen sumber daya manusia di SMP Plus Melati Samarinda Menunjukan bahwa SMP Plus Melati Samarinda telah menerapkan manajemen sumber daya manusia dengan baik. Hal ini dapat dilihat dari proses (1) perencanaan sumber daya manusia,(2) seleksi pegawai atau rekrutmen dilakukan dengan mengacu pada kopetensi dan dilakukan koran atau media yang lainnya, bisa juga mendapatkan rekomendasi dari para ahli, (3) seleksi penerimaan calon guru melalui tes umum, tes potensi khusus, tes berkas, praktik tertulis, kopetensi, micro teaching dan uji kelayakan. Penempatan guru disesuaikan dengan permintaan kebutuhan guru yang diperlukan, (4) sosialisasi dilakukan pengenalan orientasi guru, selanjutnya berjalan alami, (5) pelatihan seperti worhshop, MGMP untuk guru-guru yang diadakan di internal maupun eksternal, (6) mutasi dilakukan untuk penyegaran-penyegaran, (7) kompensasi diberikan kepada setiap pegawai yang berprestasi, untuk merangsang pegawai dalam menjalankan tugas dan kewajibannya.

IMPLEMENTASI MANAJEMEN ASET, SUMBER DAYA MANUSIA PENGELOLA ASET, SERTA SISTEM PENGENDALIAN INTERNAL PEMERINTAH DAN PENGARUHNYA TERHADAP KUALITAS PELAPORAN KEUANGAN Niliani, Dian
JURNAL RISET AKUNTANSI TIRTAYASA Vol 4, No 2 (2019): October
Publisher : Pascasarjana Universitas Sultan Ageng Tirtayas

Penelitian ini bertujuan untuk menguji pengaruh implementasi manajemen aset, kualitas sumber daya manusia pengelola aset, dan sistem pengendalian internal pemerintah, terhadap kualitas pelaporan keuangan. Populasi dalam penelitian ini adalah seluruh pegawai/pejabat pengelola keuangan dan aset Organisasi Perangkat Daerah di Pemerintah Provinsi Banten dengan pengambilan sampel menggunakan purposive sampling dengan jumlah responden sebanyak 123 responden. Analisis data menggunakan SmartPLS. Hasil penelitian ini membuktikan bahwa implementasi manajemen aset, kualitas sumber daya manusia pengelola aset, dan sistem pengendalian internal pemerintah memberikan berpengaruh positif terhadap kualitas pelaporan keuangan

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