HUMAN RESOURCE MANAGEMENT STRATEGIES TO IMPROVE ORGANIZATIONAL PERFORMANCE

Starting: Rp60,000

Collaboratively written by :
Agus Frianto
Yayuk Marliza
Sri Eka Astutiningsih
Lara Ayu Lestari
Bulan Erika Bato
Rina Irawati
Ifa Khoiria Ningrum
Supriadi
Yuyuk Liana
Daris Zunaida

Editor : ⁠
Mutia Anggraweni, SE.,MM
Aga Arye Perdana, SE., M.Si

EISBN :
978-629-7931-62-3

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Description

Select Book	E-Book, Ebook (Indonesian Version), Printed Book, Printed Book (Indonesian Version)
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Category	Book & Ebook, Manajemen

This book discusses Human Resource Management Strategies to Improve Organizational Performance. It covers strategic human resource planning, competency-based recruitment and selection, competency development and employee training, performance management, work motivation concepts, effective compensation and reward systems, leadership and talent development, managing work culture and the organizational environment, and HRM strategies for
improving sustainable organizational performance.

In a contemporary business landscape characterized by disruptive technology, global competition, and volatile market dynamics, organizations are required not only to have a sound business strategy but also to be able to implement it effectively. This is where human resources (HR) play a crucial role. HR is no longer
simply a factor of production, but rather a key strategic asset that determines the success or failure of an organization. To optimally manage this asset, a planned and structured approach known as strategic Human Resource Planning (HRP) is required.

Recruitment and selection are crucial components of Human Resource Management (HRM). These two activities significantly determine how a company secures the right human resources to perform its operational tasks. The recruitment process focuses on finding competent candidates for available positions, while the selection process focuses primarily on selecting candidates with the competencies required for the job. Practically speaking, companies are not solely focused on candidates with diplomas or work experience. They must also consider the competencies of prospective employees, which are a combination of knowledge, skills, attitudes, and other supporting characteristics required to effectively perform their jobs. Therefore, the recruitment and selection process must be based on
competency to ensure more objective and accountable personnel decisions.