The Factors Affecting the Business Expectation of Human Resources in Entertain and Event Management

2020 ◽  
Vol 36 (3) ◽  
Author(s):  
Do Huy Thuong ◽  
Nguyen Thi Phuong Hong
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Professional Knowledge ◽  
Event Management ◽  
Factors Affecting ◽  
Research Results ◽  
Fundamental Knowledge

This research analysizes the factors affecting the business expectations of human resources in entertainment and event management. The research results have showed that of the 5 factors affecting the human resource expectations of businesses in entertainment and event management, the factor “professional knowledge” has the biggest impact on the expectations of the businesses. Next to it are “attitude”, “skill” and “ability”. The factor “fundamental knowledge” has the least influence on the expectations of the businesses.

scholarly journals Investigating Factors Affecting Human Resource Productivity in Government Organizations

2022 ◽  
Vol 05 (01) ◽  
Author(s):  
Navid Torabi ◽  
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Basic Element ◽  
Factors Affecting ◽  
Resource Productivity ◽  
Government Organizations ◽  
The World ◽  
Information And Communication

This article examines the factors affecting human resource productivity in government organizations. Due to the endless innovations and changes that we are facing in the world, successful organizations have taken special measures to use all the intellectual and practical capacities of their employees. In today’s world, attention to human resources as the axis of change and the basic element of any organization that operates under the influence of information and communication is more and more felt. Also, the idea of empowering, motivating and involving human resources is considered as one of the strategic and vital programs of managing. In this article, the factors affecting the increase of human resource productivity and the factors that reduce the productivity of human resource in government organizations have been fully studied.

scholarly journals Human Resource Competencies, Organizational Culture, and Employee Performance

2021 ◽  
Vol 3 (1) ◽  
pp. 1-10
Author(s):  
Dian Indiyati ◽  
Astri Ghina ◽  
Adelia Farhani Romadhona
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Human Resources ◽  
Path Analysis ◽  
Human Resource ◽  
Quantitative Method ◽  
Essential Role ◽  
Employee Performance ◽  
Research Results ◽  
Organizational Function

The performance of an employee plays an essential role in an organization because it contributes to the achievement of the performance of every organizational function. Several previous studies showed that human resource competencies and organizational culture can affect employee performance. This study aimed to test and analyze the competencies of human resources and organizational culture on employee performance at Bio Farma both partially or simultaneously. This study was conducted using a quantitative method. Data collection techniques using a questionnaire distributed to employees of Bio Farma with samples taken of 300 employees. The research results were tested using path analysis. The results show that human resource competencies and organizational culture had a significant effect on employee performance at Bio Farma, either partially or simultaneously.

scholarly journals EFFECT OF HUMAN RESOURCES COMPETENCE ON THE GROWTH OF SEPSIS PREMATURE INFANTS THROUGH THE PREPARING AND ADMINISTRATION OF PARENTERAL NUTRITION IN HAJI ADAM MALIK HOSPITAL

2018 ◽  
Vol 11 (13) ◽  
pp. 77
Author(s):  
Vivi Asfianti ◽  
Rosidah Rosidah ◽  
Guslihan Guslihan
Keyword(s):  
Human Resources ◽  
Parenteral Nutrition ◽  
Path Analysis ◽  
Human Resource ◽  
Premature Infants ◽  
Nutrition Knowledge ◽  
Research Results ◽  
Study Population

Objective: This research was carried out to determine the effect of knowledge competence and skills on the preparing and administration of carbohydrates and protein in parenteral nutrition, to determine the effect of the preparing and administration of carbohydrates and protein in parenteral nutrition on the growth of sepsis premature infants.Methods: The method used was observational analytic using path analysis. The study population was 25 sepsis premature infants who received parenteral nutrition and human resource preparing and administration of parenteral nutrition.Results: The research results showed knowledge competence and skill simultaneously does not have a significant effect on the preparing and administration of carbohydrates and protein in parenteral nutrition, knowledge competence, and skills on the preparing and administration of carbohydrates and proteins simultaneously does not have a significant effect on the growth of sepsis premature infants. Knowledge competence partially has significant effect on the administration and preparing of carbohydrate in parenteral nutrition on the growth of sepsis premature infants.Conclusion: This research showed the human resources competence does not have effect on the growth of sepsis premature infants through the preparing and administration of parenteral nutrition

scholarly journals Research on the Maturity Evaluation of Human Resource Capability: A Construction of P-CMM Model

2019 ◽  
Vol 10 (4) ◽  
pp. 72
Author(s):  
Khaled Mohammed Alqahtani
Keyword(s):  
Empirical Study ◽  
Human Resources ◽  
Analytic Hierarchy Process ◽  
Human Resource ◽  
Analytic Hierarchy ◽  
Research Results ◽  
Improvement Plan ◽  
Study Results ◽  
Key Factor ◽  
Hierarchy Process

The maturity of human resource has become a key factor in judging the outsourcing capability of enterprises. In this research, based on the analysis of previous research results, a analytic hierarchy process is used to build a P-CMM model. Specifically, the human resources outsourcing of Company A is selected as the empirical study object. According to the study results of Company A, the direction of human resources outsourcing is developed, and an improvement plan is formulated.

scholarly journals A STUDY ON IMPACT OF EMPLOYEES PERFORMANCE THAT INFLUENCE TO MOTIVATE IN TEA MANUFACTURING ORGANIZATIONAL SECTOR

2020 ◽  
pp. 26-33
Author(s):  
N Subbu Krishna Sastry
Keyword(s):  
Human Resources ◽  
Employee Engagement ◽  
Human Resource ◽  
Employee Performance ◽  
Business Environment ◽  
Primary Data ◽  
Professional Relationship ◽  
Organizational Goals ◽  
Factors Affecting ◽  
Individual Level

The Employees are the heart of any organization. For any organization to operate smoothly and without any interruption, employee cooperation cannot be replaced with anything else. It is of utmost importance that the employees of an organization not only have a good relationship with the top management, but also, they maintain a healthy and professional relationship with their coworkers. The following study is a self-conducted research on how motivational tools impact the performance of employee for betterment. The study also focused on de-motivation factors affecting employee performance negatively. A sample of individuals was selected and was interviewed with self-administrated questionnaire to obtain primary data. The data were analyzed using descriptive statistical analysis methods. The results obtained indicate that if employees are positively motivated, it improves both their effectiveness and efficiency drastically for achieving organizational goals. With the unpredictable business environment and intense business competition, the companies are required to reach certain standards by improving their performance to align with such great demands; otherwise, a lot of problems will surface, including running the risk to close down the business. This performance relates to the firm or individual level which sees the human resource becoming the most determining factor to achieve the organizations’ objectives. In fact, an abundance of resources such as infrastructures or physical facilities are made meaningless without the support of qualified human resources that directly disrupt the continuity of the business operations. Within the framework of the professionals, good employee performance mirrors the ability to contribute through their works leading to the behavioral achievement that is in accordance with the goals of the company. Meanwhile, the level of the enterprises’ success depends on the performance of the human resource management. But sometimes, conditioned by the activity or the ability to satisfy some needs. The studies on employees’ motivation have widely been practiced in today’s enterprises across all sectors, regardless of their size. Those enterprises realized that the actions of motivating their employees are crucial in order to achieve the organizations’ goals. The motivated employees relate to the manners of self satisfaction, sell-fullfilment and commitment that are expected to produce better quality of work and oblige to the organizations’ policies which will extensively materialize efficiencies and competitive advantage. Motivation increases the job involvement by making the work more meaningful and interesting as well as the fact that it keeps the employees more productive and improves their subsequent towards, job performance. Human resources are vital for organizational excellence and they act as the main factor for achieving anticipated organizational objectives . This is aligned with the obligation for every employees to give full commitment to their works and produce better results. Having such analysis of employees’ performance, the three influencing factors such as job stress, motivation and communication enable them to be compared with other studies in the conventional workplace systems. The three factors will be discussed in the following sections on their relationship with employees’ performance. Here researcher is finding out the strategy for managing their human resource (HR) to improvise employees challenging job quality, followed by the employers contribution for the better survival of organization in the present competitive world. KEYWORDS: Employee: Employee Engagement, Decision making, Motivation, Productivity, Organizational goals, Organizational Performances and Job satisfaction

scholarly journals MANAJEMEN SUMBERDAYA MANUSIA DALAM PERSPEKTIF ISLAM DAN ELEVANSINYA DENGAN MANAJEMEN MODERN

2018 ◽  
Vol 11 (1) ◽  
pp. 19-40
Author(s):  
Dhoni Kurniawati .
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Training And Development ◽  
Human Resource Planning ◽  
Research Results ◽  
Islamic Perspective ◽  
Library Research ◽  
Worship Education

This reserach aims to know and analyze the Islamic perspective on human resource. The approach used in this research was library research. The research results ontained : (1) The principle of human resource planning in Islam perspective, is God Almighty makes a plan, God’s plan is very firm, refers to Allah’s instructions is planning, carefully crafted planning, planning accompanied by tawakal. (2) The principle of the procurement of human resources in Islam perspective is the criteria for recruitment of human resources that is strong and trustworthy. (3) The principle of training and  development of human resources in the perspective of Islam, is God commands to seek knowledge, requires knowledge to worship, education and HR training is based on a strong monotheistic foundation. (4) The principle of maintaining human resources in Islam perspective is the provision of appropriate rewards, not giving heavy burdens. (5) The  principle of assessing human resources in Islam perspective is that Islam teaches its people to be serious about working, achieving optimal goals depending on performance.Keywords: Manajemen, Sumberdaya Manusia, Perspektif Islam

scholarly journals STUDI KOMPARASI MANAJEMEN SUMBER DAYA MANUSIA PERPUSTAKAAN LASA Hs DENGAN RICHARD E RUBIN

2022 ◽  
Vol 9 (1) ◽  
pp. 50-56
Author(s):  
Jubaidi
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resources ◽  
Human Resource Management ◽  
Performance Measurement ◽  
Human Resource ◽  
Theory And Practice ◽  
The Other ◽  
Literature Study ◽  
Research Results

One of the factors that influence the progress of the library lies in its human resources. Reviewing library human resources can be done by analyzing several library figures who are currently concerned with reviewing human resources (HR). The figures include Lasa, Hs with his work entitled "Library Human Resource Management" and Richard. E Rubin with his work entitled "Human Resource Management in Libraries: Theory and Practice. The purpose of this study was to compare the concept of human resource management of the Lasa Hs library with Richard E Rubin. Through a literature study, the research results obtained the relevance of the two figures in determining the stages of library human resource management which include; planning, recruitment, introduction, empowerment, termination, career development, compensation, maintaining safety, comfort, measuring the performance of human resources. According to Lasa, Hs performance measurement stage is a basic need in reviewing human resources in the library itself so that its existence is very important to be applied, in contrast to Richar E Rubin who assesses all stages in library human resource management have the same value to be fulfilled without distinguishing one from the other. others, because in its application they are interconnected.

SIMULATION OF ENTERPRISE SOC-CENTER FUNCTIONING АТ THE LARGE-SCALE COMPUTER ATTACKS

2021 ◽  
pp. 239-244
Author(s):  
Владимир Александрович Минаев ◽  
Евгений Сергеевич Поликарпов
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Discrete Event ◽  
Optimal Distribution ◽  
Event Management ◽  
Simulation Experiments ◽  
Computer Attacks ◽  
Event Model ◽  
Security Information ◽  
Discrete Event Model

Обсуждаются структура современных центров мониторинга информационной безопасности (ЦМИБ) и схема прохождения сообщений через блок SIEM (Security Information and Event Management). Дано ограничение на время обработки сообщения о событиях в SIEM. Изучены результаты некоторых имитационных экспериментов c управлением кадровыми ресурсами SOC-Центра. Показано, что для оптимизации управления ресурсами центров обеспечения информационной безопасности современных предприятий эффективно применимы методы дискретно-событийного моделирования. Разработанная авторами дискретно-событийная модель SOC-центра позволяет решать задачи управления и оптимизации кадрового ресурса, прогнозирования и анализа поведения центра при различных штатных и внештатных ситуациях. Выбранное в качестве среды имитационного моделирования программное обеспечение Anylogic позволяет воспроизводить различные сценарии с помощью дискретно-событийных моделей, производить интерпретацию результатов моделирования и управлять факторным комплексом моделей во время их работы, проводить различные виды имитационных экспериментов, в том числе - по вариации параметров моделей, оптимизации и многое другое. Эксперименты подтвердили устойчивость и адекватность математической модели оптимизации управления кадровыми ресурсами. При проведении исследований дискретно-событийной модели SOC-центра показано, что организация борьбы с компьютерными атаками осуществляется эффективнее при оптимальном распределении кадровых ресурсов. В ходе эксперимента по организации целенаправленной компьютерной атаки выявлено, что модель с оптимальным распределением кадрового ресурса устойчива к атакам различного масштаба, включая массовые. The structure of modern Information Security Monitoring Centers (ISMC) and the scheme of passing messages through the SIEM (Security Information and Event Management) block are discussed. The time limit for processing the event message in SIEM is given. The results of some simulation experiments with the human resources of the SOC-center are investigated. It is shown that the methods of discrete-event modeling are effectively applied to optimize the resource management of information security centers of modern enterprises. The discrete-event model of the SOC-center developed by the authors allows solving the problems of managing and optimizing the human resource, predicting and analyzing the behavior of the center in various regular and emergency situations. The Anylogic software chosen as the simulation environment allows you to reproduce various scenarios using discrete-event models, interpret the simulation results and manage the factor complex of models during their operation, conduct various types of simulation experiments, including model parameter variations, optimization, and much more. The experiments confirmed the stability and adequacy of the mathematical model for optimizing human resource management. When conducting studies of the discrete-event model of the SOC-center, it is shown that the organization of the fight against computer attacks is carried out more efficiently with an optimal distribution of human resources. During the experiment on the organization of a targeted computer attack, it was revealed that the model with the optimal distribution of human resources is resistant to attacks of various scales, including mass ones.

Evaluasi Pengembangan Sumber Daya Manusia: Sebuah Review

2017 ◽  
Vol 23 (1) ◽  
pp. 52-63
Author(s):  
Titik Nurbiyati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Program ◽  
Productivity Improvement ◽  
Participant Satisfaction ◽  
Effective Manner ◽  
Human Labor ◽  
Use Of Knowledge

Human resource management (HRM) is a recognition of the importance of human labor as vital resources that contribute to the goals of the organization, and utilization of multiple functions and activities to ensure that they are used effectively and fairly for the benefit of individuals, organizations, and society. Now human resource management has a unique and timely opportunity to improve productivity. Eventhough, productivity improvement does not means only increase the output. In addition, the evaluation of program responsibles and meets the special needs of employees with efficient cost. It is a very effective manner that very important, as organizations are tempted to cut costs and improve quality in their company. Without evaluation, it is very difficult to demonstrate that the development is the reason for the improvement. Human Resources Development can maintain and support productivity, as well as company isolate of lack of expertise of the human resources for the current job and future. The results are used in evaluating development programs include participant satisfaction with the training and development program development, learning knowledge or skills, the use of knowledge and skills on the job, and the results such as sale, productivity, or the prevention of accidents. Evaluation can also compare costs against benefits that receive development (return on investment).

Penyuluhan Manajemen Sumber Daya Manusia untuk Pengembangan Karang Taruna Kampung Serua Poncol, Sawah Baru, Tangerang Selatan

2020 ◽  
Vol 2 (2) ◽  
pp. 123-127
Author(s):  
Jasmani Jasmani ◽  
Noryani Noryani ◽  
Yossy Wahyu Indrawan ◽  
Reni Hindriari ◽  
Lia Asmalah
Keyword(s):  
Higher Education ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Community Service ◽  
Organizational Goals ◽  
Service Activity ◽  
The Village

Tujuan dari kegiatan pengabdian kepada masyarakat ini adalah untuk memenuhi kewajiban dosen untuk melakukan tridharma perguruan tinggi. Untuk itu sudah menjadi kewajiban bagi dosen berbagi pengetahuan dan wawasan melalui penyuluhan pengembangan manajemen sumber daya manusia agar senantiasa berupaya mencapai tujuan organisasi dengan efektif dan efisien. Dan juga bertujuan Karang Taruna Kampung serua poncol dapat menjalankan fungsi dan perannya secara optimal sehingga mendatangkan manfaat bagi Kampung serua poncol. Pengembangan juga dimaksudkan untuk meningkatkan kualitas sumber daya manusia dalam melaksanakan tugasnya sehingga lebih positif dalam berkontribusi tenaga dan pikiran untuk memajukan Kampung serua poncol.Kata Kunci : Manajemen Sumber Daya ManusiaABSTRACTThe purpose of this community service activity is to fulfill the obligations of lecturers to do tridharma of higher education. For that reason, it has become an obligation for lecturers to share their knowledge and insights through counseling the development of human resource management so that they always strive to achieve organizational goals effectively and efficiently. And also aims at Karang Taruna Kampung Serua Poncol can carry out its functions and roles optimally so that it brings benefits to Kampung Seronc Poncol. The development is also intended to improve the quality of human resources in carrying out their duties so that it is more positive in contributing energy and thoughts to advance the village of all poncol.Keywords: Human Resource Management 

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