MANAGEMENT HUMAN RESOURCES IN ORGANIZING THAT AFFECT LABOR

Aulia Yekti Febriyani
Gadjah Mada University - Indonesia

Human resources play an important role in a business organization. Every business organization needs qualified and competent human resources to drive the main operational of the company. Companies must be able to choose human resources that can play an active and effective role. Human resource management is needed to improve the effectiveness of human resources in the organization. To achieving its objectives, of course, an organization needs human resources as the manager of the system, so that the system works, of course, the management must pay attention to several important aspects such as training, development, motivation and other aspects. This will make human resource management as an important indicator of effective and efficient achievement of organizational goals. Labor productivity is a reflection of labor quality if other things are considered to be the same. Changes (increase) of work productivity can occur due to the influence of several things: (1) Natural resources available in greater quantities or better quality (2) Physical capital resources are available in greater quantities or better quality (3) The quality of human capital itself is increasing (4) Better conditions and work environment.

Human resources play an important role in a business organization. Every business organization needs qualified and competent human resources to drive the main operational of the company. Companies must be able to choose human resources that can play an active and effective role. Human resource management is needed to improve the effectiveness of human resources in the organization. Human resources has important role in achieving success, because sophisticated and complete facilities are not a guarantee of the success of an organization without being balanced with the quality of human resources that will utilize the facilities. The role of stakeholders is very important in encouraging development of natural resources especially as part which is inseparable between one and the other others.

Human resource management is part of management science that focuses its attention on regulating the role of human resources in the activities of an organization. To achieving its objectives, of course, an organization needs human resources as the manager of the system, so that the system works, of course, the management must pay attention to several important aspects such as training, development, motivation and other aspects. This will make human resource management as an important indicator of effective and efficient achievement of organizational goals. Human resources are very vital organizational assets, therefore their roles and functions cannot be replaced by other resources.

Human resources in the organization must always be oriented towards the vision, mission, goals and objectives of the organization in which it is located (Tjutju, 2008). To achieve the vision, mission and goals, of course, these people must have competency values. Human resource management is a process of dealing with various problems in the scope of employees, employees, workers, managers and other workers to be able to support the activities of the organization or company in order to achieve the stated goals. Human resource management is important for Managers because it doesn't happen:

1. Employing people is not suitable for work

2. Experience high employee turnover

3. Finding your people doesn't do their best

4. The company deals with the court

5. The company is under the occupational safety law

6. Have employees think that their salary is unfair

7. Let lack of training

8. Unfair labor practices

            Companies that have a high-performance human resource management department (i.e., increasing total sales volume), companies that have a higher percentage of labor unions also have better performance than companies that have a lower percentage and, finally, companies finally perform better when they are involved in more formal strategic planning. To making changes and improvements in the resource sector human (HR) should be carried out carefully and carefully, because of the source human power (HR) is the most important access in an organization have taste and reason. The steps taken must still pay attention "the right man and the right place" aspect based on "character".

The work ethic in an organization needs to be revised because it is irrelevant with changes that occur in the external environment. Values, the norms and habits that already apply in the organization can used as a chain of change in work ethic. Work ethic that is relevant to the current pattern of view of life from human resources (HR) will have an impact positive on organizational productivity. By understanding and realizing "change" that is happening with high acceleration, the human resource manager can prepare yourself to participate in preparing and empowering resources qualified human (HR). Human resource manager (HR) in preparing and empowering human resources (HR) can involve internal parties namely organizational and external parties. External parties that can be involved are:

1. Educational institutions

2. Leader cadres (threshold workes)

3. Employment agency

4. HR organizations

5. Professional associations

Increasing educational institutions can be done with action in fact in the form of funds and training that can be continued with cooperation in other forms, such as the official bond program, giving scholarships, channeling graduates of educational institutions and providing opportunities to educational institution students to become resources human (HR) company by following the general selection process in particular (Danang Sunyoto,2013).

Quality of Human Productive Resources

If we look at a glimpse of what is contained in an organization as a social system then there are two elements that appear, namely, the first element is generally known by the name of human resources and the second is non-human resources, including machines, materials raw, money, equipment, and so on. Resources are not human, however sophisticated they have no meaning for the organization if they are not used by human resources. The following are the quality of human resource productivity that can be measured by the following successes: (Ravianto, 1986)

1. Increasing theoretical ability is an individual's capacity to do various tasks in a job.

2. Increasing technical ability is a method or system working on a job.

3. Improved conceptual ability is able to predict everything that predicts everything that has to do with the target to be addressed

4. Moral improvement is able to carry out coordination, able to cooperate, always trying to avoid disgraceful actions and be able to develop themselves.

5. Improved technical skills.         

Factor Affecting Labor Productivty

Labor productivity shows a person's ability to work or produce a number of outputs in one set of time. Labor productivity can be a measure of the efficiency of labor utilization. This is due to the fact that, in fact, a worker in carrying out his work is not necessarily utilizing all of his capabilities. Labor productivity is a reflection of labor quality if other things are considered to be the same. According to him, changes (increase) of work productivity can occur due to the influence of several things, namely: (Kasnawi, 2006)

1. Natural resources available in greater quantities or better quality.

2. Physical capital resources are available in greater quantities or better quality

3. The quality of human capital itself is increasing.

4. Better conditions and work environment.

Human Resource Management or personnel is a complex management activity process. With the complexity of Human Resource management activities, the company leaders begin to lead to another approach, namely social system dedication which is an approach that in problem solving always takes into account environmental factors. Every time there is a problem, it is attempted to be solved as best as possible with the smallest risk, both for the workforce and the employer.

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