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Aditya Halim Perdana Kusuma Putra
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Golden Ratio of Human Resource Management
Published by Manunggal Halim Jaya
ISSN : -     EISSN : 27766365     DOI : https://doi.org/10.52970/grhrm
Core Subject : Social,
Social Sciences
Golden Ratio of Human Resources Management (GRHRM) encourages courageous and bold new ideas, focusing on contribution, theoretical, managerial, and social life implications. Golden Ratio of Human Resources Management welcomes papers that are based on human resources management for example: Organizational behavior, Occupational psychology, Labor economics Human resources wellbeing Organizational management Leadership on human resource management Organizational development Employee engagement Organizational psychology perspective Organizational and human resource wellbeing sustainability Islamic human resource management Golden Ratio of Human Resources Management requires a research design with a high standard of methodological transparency. Manuscripts may be conceptual or empirical in nature and feature quantitative and/or qualitative analysis with well-illustrated tables, figures, and supportive material to enhance readers’ readability. Golden Ratio of Human Resources Management expects manuscripts to present research with no fatal methodological flaws, and with generalizable findings that go beyond a single cross-sectional study measuring self-reported behavioral intentions. Golden Ratio of Human Resources Management explores the application of marketing principles and practices within academic, commercial, industrial, public sector, and non-governmental organizational settings. The Golden Ratio of Human Resources Management features: Basic and applied research that reflects current human resource management theory, methodology, and practice. A summary for human resources practitioners and a structured abstract accompanying each article
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 28 Documents
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Search results for , issue "Vol. 4 No. 2 (2024): March - July" : 28 Documents clear
Strengthening Human Resources, Infrastructure, and Services on the Performance of Wosu Community Health Center Employees, West Bungku District, Morowali Regency Fatmala, Ririn; AC, Ahmad; Rizal, Samsul
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.437

Abstract

This research aims to determine the influence of resources on employee performance at the Wosu Community Health Center UPTD, West Bungku District, Morowali Regency. Infrastructure for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency, and Services for Employee Performance at UPTD Wosu Health Center, West Bungku District, Morowali Regency. According to Nabawi (2019), employee performance achievements are the result of work in carrying out tasks assigned by the work unit organization. Alternatively, the quality and quantity performance achieved by an employee in carrying out his duties by the responsibilities given to him (Fitri Handayani et al., 202). So, indicators of a person's performance achievements are determined based on norms, standard operating procedures, criteria, and functions that have been determined or are in force (Wijaya, 2017). This type of research is descriptive with a quantitative approach using a questionnaire as a source of data collection. This research uses an explanatory research method using multiple linear analysis techniques. The results of the research show that: 1. Human Resources have a positive and significant effect on employee performance; this shows that the presence of good and quality human resources can improve employee performance; 2. Infrastructure has a positive and significant effect on employee performance, which shows that the availability of complete Infrastructure can encourage improving employee performance. 3. Service has a positive and significant effect on employee performance; this shows that providing good service can influence the quality of service received by patients, which is an effective strategy for improving the performance of employees who are satisfied with their performance.
The Effect of Discipline Development and Work Motivation on the Performance: Empirical Study from Civil Servants at the Spatial Planning Office Bekasi City, Indonesia Hernandi, Futri Utami; Juddy Prabowo, R.M
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.461

Abstract

The quality of Human Resources (HR) is a critical factor in enhancing the performance of an agency's workforce. Consequently, highly skilled HR is vital for boosting team member performance. At the Bekasi City Spatial Planning Office, it has been noted that employee performance has not yet met the established work standards. Employee performance is influenced by various factors, including the development of discipline and work motivation. This study aims to investigate the extent to which discipline and work motivation contribute to the performance of civil servants at the Bekasi City Spatial Planning Office, both individually and collectively. Utilizing a quantitative research methodology, this study surveyed 45 civil servants from the Bekasi City Spatial Planning Office through random sampling. Data collection was conducted using questionnaires, while data analysis was performed through descriptive and associative methods using SPSS version 26. The findings reveal that the development of discipline positively influences employee performance, whereas work motivation alone does not significantly impact performance. However, when discipline and work motivation are enhanced together, they significantly improve the performance of civil servants at the Bekasi City Spatial Planning Office.
Examining Human Resource Management: A Qualitative Study of Psychological Elements and Strategic Approaches with Literature Review Ampauleng, A.; Abdullah, Salma; Jumady, Edy
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.483

Abstract

This qualitative study explores the intricate relationship between psychological elements and strategic Human Resource Management (HRM) practices in shaping organizational effectiveness. Through an extensive literature review, key themes of employee engagement, motivation, and well-being are examined within the context of HRM. The analysis draws from theories such as social exchange theory, self-determination theory, and positive organizational behavior to elucidate the mechanisms driving employee behavior and attitudes. Strategic HRM practices, characterized by high-performance work systems and employee involvement, are also investigated for their impact on organizational outcomes. Findings underscore the significance of integrating psychological elements into HRM strategies, highlighting their role in fostering employee engagement, motivation, and well-being. The study emphasizes the importance of aligning HR practices with organizational goals and values to enhance employee satisfaction, retention, and performance. Moreover, the implications for HR practitioners and organizational leaders are discussed, emphasizing the need for a proactive approach to HRM that embraces innovation, flexibility, and agility. The study calls for future research to delve deeper into emerging trends and challenges in HRM, such as the influence of technology, remote work arrangements, and innovative HRM strategies, to inform evidence-based practices and promote organizational success.
Human Resource Management Strategy: Integrating Psychological Perspectives through Qualitative Description and Literature Review Halim, Ardiansyah; Susianah, S.; Gunawan, G.; Mansyur, Abd.; Tirtawana, Mery
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.484

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.
The Effect of Work Conflict on Job Stress and Employee Performance Maryani, M.; Gazali, Agus Umar
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.494

Abstract

This study examines the relationship between work conflict, job stress, and employee performance at Denpasar Hotel Makassar. The research hypotheses posit that work conflict positively and significantly influences employee performance, whereas job stress shows a positive but non-significant effect. A quantitative, cross-sectional design was employed, involving 40 respondents from Denpasar Hotel Makassar. Data was collected through questionnaires assessing perceptions of work conflict, job stress, and performance. The analysis utilized t-tests to explore these relationships. Key findings reveal that work conflict positively and significantly impacts employee performance, indicating that effective conflict management can enhance performance. Conversely, job stress demonstrated a positive but non-significant correlation with performance, suggesting that stress, while present, does not substantially impede performance and can sometimes act as a motivator. The implications for practice emphasize the need for conflict management strategies that harness conflict as a driver of performance and stress management approaches that convert stress into eustress to optimize employee outcomes. Future research should investigate these relationships in diverse organizational settings and through longitudinal studies to understand their long-term effects.
The Effect of Leadership Style, Compensation and Competence on Optimizing Organizational Performance Natsir, Rahmadhany; Ramli, Mansyur; Putra, Aditya Halim Perdana Kusuma
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.510

Abstract

The purpose of this study is to determine the influence of leadership style, compensation, and competence on the optimization of organizational performance at the Brackishwater Aquaculture Fisheries Research Institute and Fisheries Extension (BRPBAPPP) Maros. The research design is quantitative, with data analysis techniques including classical assumption tests and multiple linear regression. The results of this study demonstrate that the leadership style implemented at BRPBAPPP Maros has a significant impact on organizational performance. Effective, transparent, and communicative leadership can enhance employee motivation and productivity, ultimately leading to a positive impact on the overall performance of the organization. Additionally, a fair and competitive compensation system significantly influences organizational performance, as does employee competence. Collectively, leadership style, compensation, and competence jointly contribute significantly to the optimization of organizational performance at BRPBAPPP Maros. Enhancing leadership style, improving compensation, and developing employee competence can increase the operational effectiveness and efficiency of the organization.
Unveiling the Intersection of Psychology and Strategic Management in Human Resource Management: A Descriptive Inquiry with Literature Review Pantih, Suwardhi
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.645

Abstract

This study explores the intersection of psychology and strategic management in Human Resource Management (HRM), highlighting the complex dynamics underlying organizational behavior and performance. Through a comprehensive literature review, it becomes evident that integrating psychological insights with strategic management principles is essential for effectively understanding and managing human resources within organizations. From a theoretical perspective, this synthesis of literature contributes to the advancement of HRM theory by emphasizing the interconnectedness of psychological factors and strategic objectives. The recognition of the influence of individual and organizational dynamics underscores the need for holistic HRM approaches that consider both psychological principles and strategic imperatives. The findings of this study have significant implications for HRM practitioners and organizational leaders. It emphasizes the importance of aligning HRM practices with organizational goals and values. By understanding the psychological needs and motivations of employees, organizations can design HRM interventions that enhance employee engagement, satisfaction, and performance. Additionally, the recognition of contextual factors highlights the importance of flexibility and adaptability in HRM practices. This study also addresses the challenges and opportunities arising from digitalization, globalization, and workforce diversity, and how these trends can enhance HRM effectiveness and efficiency. By integrating psychology and strategic management, this research provides guidance for developing evidence-based HRM strategies that optimize organizational performance and promote employee well-being in an ever-changing business landscape.
Evaluation of Attendance Management Information System Employees at The Ministry of Religion Office Nawi, Rusdin; Sahid, Muhammad
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.649

Abstract

The purpose of writing this thesis is to describe and evaluate the employee attendance management information system implemented by the Jeneponto Regency Ministry of Religion Office and evaluate through PIECES analysis where the management information system is evaluated in terms of performance, information, economy, control, efficiency and services generated from the employee attendance management information system. The type of research used is qualitative research. The approach used in this research is a phenomenological approach where the purpose of this approach is to study in depth about the situation at the Jeneponto Regency Ministry of Religion Office. The results of this study show descriptions of the employee attendance management information system implemented at the Jeneponto Regency Ministry of Religion Office where the management information system used is a combination of several existing components such as software, hardware and networks used to organize core activities of managing employee attendance data starting from the process of recording employee attendance data using the Pusaka application. Attendance recapitulation reports, meal allowances and performance allowances can be seen by employees in the Absensi application. Management of employee attendance data as material for preparing reports for payment of employee benefits in the HRMS Presence application. The system has worked in accordance with the standard operating procedures (SOP) applied, but the process of recording employee attendance using the Pusaka application is also influenced by network conditions and servers. Analysis of the information produced is very fast and accurate, but in the output of the recapitulation of meal allowances there are differences in understanding between the manager and the output results of the system. From an economic point of view, the system used is free because it was developed by the Bureau of Personnel and the Bureau of Public Relations, Data and Information (HDI) of the Secretariat General of the Ministry of Religious Affairs of the Republic of Indonesia. To avoid the system from data corruption, the database is stored at the head office and limits access rights to several types of user accounts, but there is no feature of the system to prevent employee fraud when manipulating GPS when recording attendance using the Pusaka application. In this system, there are no activities that require wasted time for both humans and computers used, the information produced is also not excessive so that this system is far from the indicators that a system can be said to be inefficient. This system service is very helpful for employees, managers and management because in addition to being easy to use, the information generated is also immediately used as material in preparing reports for payment of meal allowances and employee performance allowances.
Enhancing Human Resource Competence through Informative Communication Techniques by North Sumatra Election Supervisory Body for Preventing 2024 Election Violations Ramadhani, Ahmad; Kustiawan, Winda
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.756

Abstract

This study aims to analyze the implementation of the Informative Communication Technique of the North Sumatra Election Supervisory Agency in Socializing the Prevention of Election Violations 2024. This type of research is included in field research with a qualitative approach. Data collection was carried out through observation and interviews with relevant parties in Bawaslu North Sumatera. The data obtained were analyzed descriptively and interpretatively with a focus on explanations in the form of words, although there were some quantitative data that were analyzed qualitatively. The results showed that the informative communication techniques applied by Bawaslu North Sumatra were successful. There was a significant increase in public understanding of election regulations, marked by a decrease in the number of campaign violations and increased participation in reporting violations. In addition, the training and workshops conducted for political parties succeeded in increasing their level of compliance with election regulations. These communication techniques also reflect the principles of honesty, transparency and responsibility in accordance with Islamic teachings, making the electoral process more fair and democratic.
The Effect of Training, Mentoring, and Capital Assistance on the Income of SME Entrepreneurs in Mamuju Sub-District, Mamuju District, Indonesia Ridwan, Muh.; Herman, H.; Mappigau, Ernawaty
Golden Ratio of Human Resource Management Vol. 4 No. 2 (2024): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v4i2.1166

Abstract

This study aims to test and analyze the impact of training, mentoring, and capital assistance on the income of UMKM (Micro, Small, and Medium Enterprises) actors in Mamuju District, Mamuju Regency. The data used in this study consists of both qualitative and quantitative data sourced from secondary and primary data. Multiple linear regression analysis is employed to analyze the data. The study's results indicate the following: (1) The Training variable partially positively affects the income of UMKM actors in Mamuju District, Mamuju Regency. (2) The Mentoring variable also has a partial positive effect on the income of UMKM actors in Mamuju District, Mamuju Regency. (3) The Capital Assistance variable partially positively affects the income of UMKM actors in Mamuju District, Mamuju Regency. Finally, (4) The Training, Mentoring, and Capital Assistance variables, when considered simultaneously, significantly affect the income of UMKM actors in Mamuju District, Mamuju Regency.

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