Manajemen Personalia dan Sumberdaya manusia
01 Jan 2000-
TL;DR: Perencanaan sumber daya manusian (SDM) merupakan serangkaian kegiatan ying dilakukan untuk mengantisipasi permintaan-permintaan bisnis and lingkungan pada organisasi di waktu ying akan datang and untuk memenuhi kebutuhan-kebutuhuan tenaga kerja ying ditimbulkan oleh kondisi-kondisi tersebut as mentioned in this paper.
Abstract: Perencanaan sumber daya manusian (SDM) merupakan serangkaian kegiatan yang dilakukan untuk mengantisipasi permintaan-permintaan bisnis dan lingkungan pada organisasi di waktu yang akan datang dan untuk memenuhi kebutuhan-kebutuhan tenaga kerja yang ditimbulkan oleh kondisi-kondisi tersebut.
Secara singkat perencanaan SDM berarti mengestimasi secara sistematik permintaan (kebutuhan) dan suplai tenaga kerja organisasi di waktu yang akan datang. Hal ini memungkinkan department personalia untuk menyediakan tenaga kerja untuk kebutuhan jangka pendek (1 tahun) maupun jangka panjang (> 5 tahun). Perencanaan SDM memungkinkan organisasi untuk : 1) Memperbaiki penggunaan SDM; 2) Memadukan kegiatan personalia dan tujuan organisasi di waktu yang akan datang secara efisien; 3) Melakukan pengadaan karyawan secara ekonomis; 4) Mengembangkan informasi dasar manajemen personalia untuk membantu kegiatan-kegiatan personalia dan unit-unit organisasi lainnya; 5) Membantu program penarikan dari pasar tenaga kerja secara sukses; 6) Mengkoordinasikan program manajemen personalia yang berbeda-beda seperti rencana penarikan dan seleksi.
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TL;DR: In this paper, the influence of competence, motivation, and organizational competence to high school teacher job satisfaction and performance in Jayapura City, Papua, Indonesia was analyzed by SEM analysis method in AMOS program.
Abstract: The study aims to find out and analyze the influence of competence, motivation, and organizational competence to high school teacher job satisfaction and performance in Jayapura City, Papua, Indonesia. The study was conducted on 117 respondents of 346 teachers by means of questionnaire. Data is analyzed by SEM analysis method in AMOS program. Findings indicate that competence and organizational culture affect positively and insignificantly teacher job satisfaction. While, job motivation affects positively and significantly teacher job satisfaction, but it did not give any significant effect on teacher performance. Competence and job satisfaction affect positively and significantly teacher performance, in fact organizational culture just has positive but insignificant effect to job satisfaction.
152 citations
Cites background from "Manajemen Personalia dan Sumberdaya..."
...Handoko (2003) states that job satisfaction is happy or unhappy emotional condition....
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TL;DR: In this paper, the authors used Structural Equation Modeling (SEM) with PLS Smart package to determine the relationship between financial compensation, leadership style and motivation to the employee's performance of manufacture's company.
Abstract: This study aims to determine the relationship between financial compensation, leadership style and motivation to the employee’s performance of manufacture’s company. The respondents were managers of middle management at manufacture’s company as much as 110 people chosen randomly from the sampling frame amounted to 152. Data collection techniques using the instrument in the form of questionnaires, for financial compensation variable, leadership style and motivation and employee’s performance. The instrument is calibrated by using the validity of items and coefficient reliablitas. Data were analyzed using Structural Equation Modeling (SEM) with PLS Smart package. The results found that: (1) there is no influence of financial compensation (X1) on work motivation (Z). (2) leadership style (X2) has a positive influence and motivation (Z) significantly.(3) there is no influence of financial compensation (X1) on the employee’s performance (Y).(4) leadership style (X2) has a positive and significant influence on the employee’s performance (Y). (5) work motivation (Z) directly to have a significant positive influence on the employee’s performance (Y). These findings have implications theoretically that financial compensation does not significantly influence the work motivation and employee’s performance. Leadership styles significantly influence workers' motivation and employee’s performance. Work motivation influences employee’s performance. Required to implement policies that proportional wage system is good and suitable for the company so that workers increasingly motivated to improve their performance, because as the theory Hasibuan (2006:125), the compensation would apply well to motivate the employees. Leadership is an important factor in providing direction to the employee especially at this present moment in which transparency becomes essential, then the leadership that is needed is leadership that can empower their employees, leadership that can motivate employees is leadership that can foster a sense of confidence of the employee in carrying out his duties each.
59 citations
TL;DR: In this article, the authors used survey, sampling method and questioners as the tools in collecting the main data, and used Structural Equation Medeling (SEM) to analyze the variables by using AMOS 4.0 software.
Abstract: The objective of this research is to find out these following maters: the influence of organization culture toward the organization performance, the influence of organization performance toward employee satisfaction, the influence of organization toward customer satisfaction and the indirect influence of organization culture toward working satisfaction in organization culture;. This research uses survey, sampling method and questioners as the tools in collecting the main data. This research is conducted in several main terminal offices, namely Purabaya, Tambak Oso Wolangun, Jotoboyo and Bratang. Structural Equation Medeling (SEM) is used to analyze the variables by using AMOS 4.0 software. This research shows these following results: there is a significant influence of organozation culture toward organization performances, there is a significant influence of organization performances toward employee satisfaction, there is a significant influence of organization culture toward customer satisfaction, and there is no direct influence of organization culture, based on organization performances, toward employee satisfaction. By understanding the variables that influences the terminal performances, the stakeholders can use the information to increase the income of the terminal as well as improving the services toward community.
Abstract in Bahasa Indonesia :
Tujuan penelitian ini adalah untuk mengetahui pengaruh budaya organisasi terhadap kinerja organisasi, kinerja organisasi terhadap kepuasan karyawan, budaya organisasi terhadap kepuasan kerja karyawan, pengaruh tidak langsung budaya organisasi terhadap kepuasan kerja dalam kinerja organisasi. Penelitin ini menggunakan metode survey, sample dan kuesioner sebagai alat pengumpulan data utama. Lokasi penelitian dilaksanakan di kantor-kantor pusat terminal Purabaya, Tambak Oso Wilangun, Joyoboyo dan Bratang. Structural Equation Modelling (SEM) dipakai untuk menganalisa model dengan bantuan program AMOS 4.0. Hasil penelitian menunjukkan bahwa ada pengaruh signifikan dari budaya organisasi terhadap kinerja organisasi, ada pengaruh signifikan dari kinerja organisasi terhadap karyawan, ada pengaruh signifikan dari budaya organisasi terhadap kepuasan pelanggan, tidak ada pengaruh langsung dari budaya organisasai yang diarahkan pada kinerja organisasi terhadap kepuasan karyawan. Dengan mamahami variabel yang berpengaruh pada trminal, pihak terkait akan bisa menggunakan hasil tersebut untuk meningkatkan penghasilan terminal dan menyempurnakan layanan kepada masyarakat.
Kata kunci: budaya organisasi, kinerja organisasi, kepuasan karyawan.
48 citations
DOI•
28 Feb 2016
TL;DR: In this paper, the authors studied the impact of transactional leadership on job satisfaction and the effect of transformational leadership on employee performance and concluded that job satisfaction's effect on performance is significant.
Abstract: Based on the formulation of the problem mentioned above, the objectives of thisresearch are: 1) To know the impact of transactional leadership towards work satisfaction. 2)To know the impact of transformational leadership towards work satisfaction. 3) To know theimpact of transactional leadership towards work performance. 4) To know the impact oftransformational leadership towards work performance. 5) To know the impact or worksatisfaction towards work performance. The Discussion of the research’s result 1) effect oftransactional leadership on job satisfaction is significant; 2) effect of transformationalleadership on job satisfaction is significant, 3) transactional leadership’s effect on jobsatisfaction is significant, 4) transformational leadership’s effect on employee performance issignificant. 5) the Job satisfaction’s effect on employee performance is significant.Keywords: transactional leadership, transformational leadership, job satisfaction andperformance
35 citations
TL;DR: In this article, the authors analyzed the direct influence of compensation, empowerment, and job satisfaction to employee loyalty, and the direct impact of empowerment to job satisfaction and compensation to empowerment.
Abstract: The purpose of this research is to analyze the direct influence of compensation, empowerment, and job satisfaction to employee loyalty, to analyze direct influence of compensation and empowerment to job satisfaction, to analyze direct influence of empowerment to job satisfaction and to analyze the direct influence to compensation to empowerment. This is a quantitative research using survey method, and the data analysis is path analysis. The conclusion of this research shows that there is direct positive influence of compensation, empowerment, and job satisfaction to employee satisfaction. There is a direct positive influence of compensation and empowerment to job satisfaction. There is a direct positive influence of compensation to empowerment.
32 citations