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Manajemen Sumber Daya Manusia
Published by Universitas Slamet Riyadi
ISSN : -     EISSN : -     DOI : -
Core Subject : Science,
Decision Sciences, Operations Research & Management
Arjuna Subject : -
Articles 401 Documents
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PENGARUH KEPEMIMPINAN TERHADAP KINERJA PEGAWAI MELALUI MOTIVASI SEBAGAI VARIABEL MEDIASI Rusady, Kukuh Prasetyo; -, Suprayitno -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2011): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract

ABSTRACT The purpose of this study was to analyze: (1) the effect of leadership on employee motivation, (2) the effect of leadership on employee performance, (3) the effect of motivation on employee performance, (4) the indirect effect of leadership on the performance of the Civil Service Bureau for Women's Empowerment, Protection children And Family Planning Grobogan through motivation. Sampling with proportional cluster random sampling. The samples used 104 respondents . Data analysis using path analysis . Results showed: (1) leadership significantly influence employee motivation, (2) leadership have a significant effect on the performance of employees, (3) a significant effect of motivation on employee performance, (4) leadership has no direct influence on the performance of the Civil Service Bureau for Women's Empowerment, Child Protection and Family Planning Grobogan through motivation. Keywords : Leadership , Motivation, Performance
PILKADA: PERSPEKTIF POLITICKING. PARADIGM SHIFT, ORGANIZATIONAL BEHAVIOR DAN IMPLIKASINYA PADA PENINGKATAN KINERJA SDM Ristianni, Erwina -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract It seems that currently the word “Pilkada” (regional head election) sounds familiar to the society. They understand that Pilkada is democratic medium for electing governor, regent mayor and their deputies. And interesting matter to study in this first ever Indonesia regional head election, which is also one of the reform agendas, is that there are changes of organization, culture, attitude and leadership as well as human resources. The shift on the assumptions is considered normal as now days people become more and more intelligent, have realistic demands and transform to the needs of better productivity. The paradigm shift requires the use of special strategy to win the election. The strategy to win in the regional head election brings a consequence of how the candidates do politicking toward factors so that they work more professionally and clean from corruption, collusion and nepotism. Keywords: Pilkada, Politicking, Paradigm Shift, Organizational  Behavior, HR Performer
PERENCANAAN SDM STRATEGIK: MENGANTISIPASI PERUBAHAN LINGKUNGAN BISNIS YANG DINAMIS GUNA MENCAPAI COMPETITIVE ADVANTAGE Fauzi, Agus -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract This article discusses human resource planning issues as strategy to response dynamic and competitive business environment changes to gain sustainable competitive advantage. Also this article discusses how the stages and human resource planning process in short term, intermediate term and long term, and discusses about how long the linkage between humen resource and strategic business planning are administrative linkage, one-way linkage, two-way linkage, and integrative linkage. The last section in this article discusses the importance gaining competitive advantage sources and human resource concentration related with business issues as the action to integrate human resource fuction in the strategic business. Keywords: Strategic human resource planning, dynamic environment change, strategic business, human resource fuction, and competitive advantage.
AGILE MANUFACTURING: SUMBER KEUNGGULAN BERSAING DI ERA GLOBAL Alteza, Muniya -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract Competitive advantage now increasingly rests upon a dynamic capability to compete successfully in an environment of frequent, challenging and unpredictable change. Sustaining competitive advantage through price alone is no longer a viable strategy for most enterprises. They are now entering the era of agility and need to succeed in markets where a range of non-price advantages are expected by customers. This paper identifies the drivers of agility and discusses the portfolio of competitive advantage emerged from implementing agile manufacturing system. The agile manufacturing, a recently popularized concept, has been advocated as the 21st century manufacturing paradigm. In adopting and developing the key elements of agile manufacturing, there is a requirement for enterprises to overcome the philosophical challenges of a shift from mass/ lean production to the customization of agility. Besides that, enterprises should explore the key success factors to support successful agile implementation. Keywords: change, agility, manufacturing agile, requirement of customer.
PERENCANAAN SDM SEBAGAI UPAYA UNTUK MENGANTISIPASI PERUBAHAN LINGKUNGAN YANG DINAMIS Rahadhini, MD -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract The fundamental change in the business environment demands the company be capable of adapting in the growth of dynamic and competitive business environment. The selection and implementation of the perfect business strategy will be strongly determined by the human resources quality who take an important role in doing the operational activities of the company, like planning and running the determined business strategy. Human resources is a critical asset organization which includes not only in company philosophy but in process of strategic plan as well. To meet the phenomenon, it is very necessary to have the human resources planning to obtain the accuracy of number, place, and time that can drive benefit wheter to individual or organization in the long term. Through the human resources planning, it is expected that the organization is be able to organize and manage its human resources to elevate the competence and quality of human resources, so that there will be competitive advantage to win the competition which has been more and more competitive. Keywords: human resource planning, business environment, strategic plan
THE COST, BENEFITS AND LIMITATIONS OF ORGANIZATIONAL LEVEL STRESS INTERVENTIONS Yuliana, Yayuk -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract Dalam artikel ini kita membahas alasaan-alasan dan konsekuensi stres, selanjutnya mempertimbangkan apa yang dilakukan para individu dan organisasi untuk mengurangi stres. Ada tiga kategori sumber potensial stres yaitu faktor lingkungan (ketidakpastian ekonomi, politik, teknologi), faktor organisasional (tuntutan tugas, tuntutan sarana, tuntutan antar personal, struktur organisasi, tahap perkembangan organisasi), faktor individu (masalah keluarga, masalah ekonomi, kepribadian). Apakah faktor-faktor ini mengarah ke stres yang aktual bergantung pada perbedaan individual seperti pengalaman kerja dan kepribadian. Bila stres dialami oleh seorang individu, gejalanya dapat muncul sebagai keluaran atau hasil fisiologis (sakit kepala, tekanan darah tinggi, sakit hati), psikologis (gelisah, depresi, penurunan kepuasan kerja), dan gejala perilaku (produktivitas, tidak hadir atau kemangkiran, perpindahan atau tingkat keluarnya karyawan). Ada dua pendekatan yang bisa diterapkan dalam mengelola stres, yaitu pendekatan individu dan organisasional. Pendekatan individual mencakup manajemen waktu, meningkatkan latihan fisik, pelatihan relaksasi dan adanya dukungan sosial. Pendekatan organisasional mencakup perbaikan seleksi personil dan penempatan kerja, penggunaan penempatan kerja, penggunaan penetapan tujuan yang realistis, perancangan-ulang pekerjaan, peningkatan keterlibatan karyawan, perbaikan komunikasi organisasi, dan penegakan program kesejahteraan korporasi   Keywords: definisi stres, gejala stress, manajemen stres
PROTEAN CAREER SEBAGAI PARADIGMA BARU EFEKTIVITAS BOUNDARYLESS CAREER -, Kartinah -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract In this 21st century, developments have strongly influenced stakeholders as a form of a new paradigm of transformation. Globalization and the development of information technology pushed the organization to change its structure and other managerial aspects. By having human resources that have flexibility and ability to easily adapt into a dynamic environment would be major key in creating a faster, more efficient organization. The changes of organizational structure formed into new paradigm that is career development is driven by the individual itself. The outlook of career from traditional comer into boundaryless career. It indicates that protean career has been born. Protean career becomes a new challenge in managing human resources in developing individual career in order to make organization sustainable into competitive advantage. Keywords: Tranformation, protean career, metaskills, management career, boundaryless career.
TINDAK PIDANA KORPORASI DAN UPAYA PENANGGULANGANNYA Kusumo, Bambang Ali
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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Abstract Lost caused by corporate crime on individual, society and state was very numerous, however, it is not easy to give penal sanction to such corporate. This is because, one other thing, there is many impediment in determining the responsibility and should of the corporate. Therefore, the effort to deterrent corporate crime not only relies on penal act, but also on non penal act infrastructure, so that integration of both will lessen the corporate crime. Keywords: requirement of customer, doing an injustice corporation, criminal law, lost
PENGARUH RASIO KEUANGAN TERHADAP HARGA SAHAM (Studi pada Perusahaan Perbankan di Bursa Efek Jakarta) Utami, Setyaningsih Sri
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 5, No 2 (2005): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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ABSTRACT Make-Up of Loan to Deposit Ratio have an effect on to degradation of share price. Excelsior Loan to Deposit Ratio give indication progressively lower nya ability of pertinent bank likuiditas which cause to degradation of share price. Make-Up of Capital Ratio have an effect on to make-up of share price, with make-up of Capital Ratio give bank capital information enough support bank operation and can permeate loss of bank in conducting fund cultivation causing also the make-up of share price. high Return On Equity express ability of bank yield high advantage to stockholder causing request of share mount hereinafter will have an effect on the increasing of share price. Dividend Per Share do not have an effect on to share price change. This matter is caused by many company of banking which do not pay for dividend during period 2002 - 2003, change of Debt to Equity don't have influence to share price change, its logic is ever greater of DER hence will be ever greater of accounted by risk is investor. Keywords: definition stres, symptom stress, management stres, change,
PENGARUH KEPEMIMPINAN, MOTIVASI DAN KOMITMEN ORGANISASI TERHADAP KEPUASAN KERJA PEGAWAI PONDOK PESANTREN MODERN ISLAM ASSALAAM SURAKARTA -, Sidiq -; Suddin, Alwi -
JURNAL MANAJEMEN SUMBER DAYA MANUSIA Vol 7, No 1 (2013): Manajemen Sumber Daya Manusia
Publisher : Universitas Slamet Riyadi

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The purposes of this research are to analyze the significant impact of: (1) leadership variable to job satisfaction, (2) organization motivation variable to job satisfaction, (3) organizational commitment variable to job satisfaction, (4) the dominant variable that have impact to job satisfaction. Populations of this research are 125 employees in Pondok Pesantren Modern Islam Assalaam Surakarta. The samples of this research are 63 employees with sampling technique used is opinion poll method. To collect data the writer used questionnaire with validity and reliability examination. The methods to analyze data are double regression linear with classic assumption. The conclusions from the result of the research: (1) the hypothesis stated that “leadership has positive impact and significant to job satisfaction” is verified, (2) the hypothesis stated that “organization motivation has positive impact and significant to job satisfaction” is not verified, (3) the hypothesis stated that “organizational commitment has positive impact and significant to job satisfaction” is verified, (4) the hypothesis stated that “leadership has dominant impact to job satisfaction” is not verified. Keywords: leadership, motivation, organizational commitment, job satisfaction

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