Manajemen Sumber Daya Manusia Universitas Kutai Kartanegara

Jurnal Penelitian Pendidikan

Paradigma kehidupan organisasi mengalami perkembangan yang sangat pesat, terutama ditinjau dari persaingan global tentang peningkatan sumber daya. Hal tersebut disebabkan sumber daya manusia merupakan aset yang sangat berharga terlebih dalam dunia pendidikan. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif analitis. Teknik pengumpulan data dilakukan dengan observasi, wawancara, studi literatur dan dokumentasi. Hasil penelitian ini menggambarkan bahwa pengembangan SDM UPI pada periode 2000-2005 dan periode 2006-2010 melalui pendidikan dan pelatihan, peningkatan kualifikasi pendidikan, yang mendorong sumber daya manusia dapat bekerja secara profesional. Meski diakui masih terdapat beberapa hambatan seperti perkembangan karir tenaga akademik yang sangat lamban dari sisi jabatan akademik.Kata Kunci: pengembangan sumber daya manusia, pendidikan tinggi, dan manajemen sumber daya manusia.

2020

Jurnal Integrasi Manajemen Pendidikan

Penelitian ini dilakukan untuk mengatasi kesenjangan prestasi kerja pegawai administrasi IAIN Palu. Tujuan dilakukan penelitian ini adalah untuk mengetahui kondisi budaya organisasi pegawai administrasi di IAIN Palu serta meningkatkananalisis budaya organisasi dalam meningkatkan prestasi kerja pegawai administrasi di IAIN Palu. Penelitian ini menggunakan jenis peneletian kualitatif. Sumber data diperoleh dari data primer (secara langsung) adalah hasil dari fiel research (penelitian lapangan) yaitu wawancara dengan pegawai administrasi di IAIN Palu. Data sekunder (tidak langsung) yaitu literatur lainnya yang relevan dengan permasalahn yang terjadi. Adapun metode pengumpulan data yaitu dengan interview, observasi, dan dokumentasi. Hasil penelitian menyatakan bahwa, kondisi budaya organisasi pegawai administrasi di IAIN Palu mengacu pada perilaku atau kebiasaan yang dianut oleh orang atau kelompok sesuai dengan nilai dan keyakinannya untuk mencapai keberhasilan organisasi. Jika orang-o...

Thawalib: Jurnal Kependidikan Islam

Human resource management in adversity quotient in student cooperatives is an institution that focuses on cooperative education and training and human resource development. The training and development of potential members is the domain of the Human Resource Development division which is carried out by the daily manager. This section conducts a survey to members by distributing a questionnaire of member needs which are then realized. The level is three management/two and a half years. This career is divided into two types, namely management career path and membership career path. The compensation system is divided into two types, namely financial and non-financial compensation. The concept and development of Human Resources in Islamic religious education training, namely Allah commands humans to seek knowledge, seek knowledge with the intention of worship, calls for good teaching, the existence of methods and development of human resources in Islam, the importance of paying attentio...

Journal of Management : Small and Medium Enterprises (SMEs)

The purpose of the research is to ensure the availability of human resources in the future at the University of Nusa Cendana. The research sample is the Faculty of Social Sciences (FISIP) and the Faculty of Teaching and Education Science (FKIP). The method in data analysis is the forecasting technique. The results showed that the qualifications of FKIP and FISIP lecturers matched the target of the Ministry of Education and Culture, which is the percentage of lecturers who have work experience or are certified educators. Indicators of the adequacy of the number of functional positions; professors, head lectors, and lectors assigned as the lecturer set by BAN-PT are still below the standard. Lecturer-Student Ratio (RDM) is beyond the ideal conditions. The lecturer entering their retirement in 2022 are high, thus the demand for lectures is high. The limitations of this study were the unavailable completed documentation and the limited scope in two faculties only. Keywords: Human Resour...

-, 2024

Human Resource Management (HRM) plays a crucial role in ensuring the operational effectiveness and efficiency of higher education institutions. The primary focus of HRM is not only on managing teaching staff and administrative personnel but also on developing the quality and capabilities of human resources to support the achievement of educational, research, and community service goals. Higher education institutions must adopt a structured, sustainable, and adaptive HRM system that includes planning, competency development, and welfare policies. Considering challenges such as technological advancements and labor market demands, a strategic approach to HRM becomes essential for enhancing the institution's competitiveness. Additionally, it is important to consider national education policies and accreditation standards in HRM so that higher education institutions not only meet administrative aspects but also develop innovative and collaborative human resource capacities. Overall, effective HRM can create a productive academic environment, improve educational quality, and produce graduates who are ready to face challenges in the era of globalization.

Jurnal Ilmiah Profesi pendidikan

Penelitian ini bertujuan untuk mendeskripsikan perencanaan, teknik, evaluasi, tindak lanjut, dan implikasinya pengelolaan SDM Di SMA Negeri 5 Mataram. Hasil penelitian yaitu: 1) Perencanaan pengelolaan SDM di SMA Negeri 5 Mataram: a) Mempertimbangan secara demokratis, b) Penempatan guru yang berkompoten dan profesional pertimbangan psikologis, c) Menjaga kualitas dan peningkatan SDM memanfaatkan sumber daya yang ahli di bidang IT, d) Di bentuk tim kecil dengan tugas menemukan permasalahan sekolah, e) Secara bersama melalui rapat kerja tahunan (RAKER), f) Kesejahteraan guru, g) Menyelesaikan masalah secara kekeluargaan. 2) Pengelolaan SDM (Guru) di SMA Negeri 5 Mataram: a) Memperkuat dan memperkokoh atribut Smala, iklim kerja humanis serta kultur (kebersamaan, keteladanan, dan (5 S), b ) Buadaya melek IT, c) Memiliki sasaran mutu, d) Pendekatan individual (supervisi klinis). 3) Teknik evaluasi pengelolaan SDM (Guru) di SMA Negeri 5 Mataram: a) membangun kerja sama tim, b) kesadaran p...

ABSTRAK Tujuan penelitian ini adalah untuk membahas manajemen sumber daya manusia pada KSO Terminal Peti Kemas (TPK) Koja, unit usaha PT Pelabuhan Indonesia II Jakarta, terutama tentang pelatihan dan pengembangan, promosi, penilaian dan kompensasi. Metode kualitatif dengan pendekatan studi kasus digunakan dalam penelitian ini dengan teknik pengumpulan data meliputi studi dokumentasi, wawancara dan observasi. Hasil penelitian menunjukkan antara lain (1) pelatihan dan pengembangan karyawan sudah ada aturan dan direktori pelatihan (2) penilaian kinerja karyawan menggunakan sistem PUK (Penilaian Unjuk Kerja) dan sedang dirancang sistem Key Performance Indicator (KPI) Individu untuk mengukur kinerja karyawan (3) item-item terkait dengan kompensasi telah diuraikan dengan jelas dalam Perjanjaian Kerja Bersama (PKB), (4) promosi karyawan telah di atur dalam Perjanjian Kerja Bersama (PKB). Penelitian ini merekomendasikan hal-hal sebagai berikut penerapan pelatihan dan pengembangan dengan direktori pelatihan, penerapan penilaian dengan Key Performance Indicator, penerapan sistem kompensasi dikaitkan dengan kinerja karyawan, penerapan promosi dengan peninjauan kembali struktur organisasi. Kata kunci: manajemen sumber daya manusia, pelatihan dan pengembangan, penilaian kinerja, promosi dan kompensasi. ABSTRACT This research aim at analyzing human resourse management at container terminal (TPK) Koja, an operation cooperation (KSO) unit of PT Pelabuhan Indonesia II Jakarta. Qualitative method with case study is used in this research, coupled with data collection technique comprises documentation studies, interviews and observations. The results showed, (1) training and development of employees there are already rules and the training directory, (2) employee performance appraisal using PUK (Assessment of Performance) system and being designed Key Performance Indicator (KPI) system to measure individual employee performance (3) items related to compensation has been clearly described in the Collective Labour Agreement (CLA), and (4) promotion of employees has been regulated in the Collective Labour Agreement (CLA). This study recommends the following implementation of training and development with training directory, implementation of performance appraisal with the Key Performance Indicator, compensation system linked to employee performance, implementation of promotion with a review of the organizational structure.

Ta'dibuna: Jurnal Pendidikan Islam

The purpose of this research is to study and analyze the competency management of Universitas Muhammadiyah Jakarta lecturers. The theoretical approach used is the theory of lecturer competency management which refers to policies, programs, and techniques for implementing scientific competence, propagation competence, moral competence, and creed competence. This research method uses qualitative research methods by describing and analyzing the reality that occurs in the object under study which refers to the naturalistic paradigm by constructing the reality of research naturally. The findings show that the competence management of lecturers at the University of Muhammadiyah Jakarta is considered very effective by integrating academic and spiritual characters. The competency management of the Muhammadiyah University of Jakarta lecturers was analyzed through 4 aspects, namely the management of scientific competencies, the management of da'wah competencies, the management of moral co...