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"Indonesia merupakan negara dengan jumlah muslim sebanyak 87.2 dari total jumlah penduduk. Dengan banyaknya populasi muslim terdapat kemungkinan bahwa nilai Islam dapat mempengaruhi lingkungan kerja dalam bentuk peraturan yang diterapkan untuk karyawan. Penelitian ini menguji apakah praktik manajemen sumber daya manusia yang terdiri dari seleksi, pelatihan, evaluasi, partisipasi karyawan dan kompensasi berpengaruh terhadap kinerja organisasi. Selain itu, penelitian ini juga menguji apakah prinsip Islam dapat memoderasi hubungan antara praktik manajemen sumber daya manusia dengan kinerja organisasi. Penelitian ini mengambil sampel dari lima lembaga nirlaba Islam. Pengolahan data dilakukan dengan metode SEM PLS. Hasil dari penelitian ini menunjukkan bahwa praktik manajemen sumber daya manusia mempengaruhi kinerja organisasi secara signifikan, sedangkan variabel prinsip Islam tidak terbukti memoderasi hubungan antara praktik sumber daya manusia dan kinerja organisasi. Implikasi dari penelitian ini yaitu praktik manajemen sumber daya manusia yang terdiri dari seleksi, pelatihan, evaluasi, partisipasi karyawan dan kompensasi dapat dijadikan bahan pertimbangan untuk mencapai kinerja organisasi yang baik.

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Indonesia is a country with the largest Muslim population with 87.2 of the total population. With so many Muslim populations, there is the possibility that Islamic values can affect the work environment in the form of rules applied to employees. This study examined whether human resource management practices consist of selection, training, evaluation, employee participation and compensation affect organizational performance. In addition, this study also examines whether Islamic principles can moderate the relationship between human resource management practices and organizational performance. The study took samples from five non profit Islamic institutions. Data processing is done by SEM PLS method.

The results of this study show that the practice of human resource management significantly influences organizational performance, while Islamic principle variables are not proven to moderate the relationship between human resource practices and organizational performance. The implications of this study that human resource management practices which consist of selection, training, evaluation, employee participation and compensation can be taken into consideration to achieve good organizational performance. "

"Penelitian ini menguji pengaruh praktik manajemen sumber daya Insani yaitu, rekrutmen dan seleksi, pelatihan dan pengembangan, penilaian kinerja, dan kompensasi terhadap komitmen organisasi. Pengujian hipotesis dilakukan dengan menggunakan metode penelitian Partial Least Squares PLS yang diolah dengan menggunakan software SmartPLS 3.0 dengan jumlah data sebanyak 92 responden yang didapatkan dari penyebaran kuesioner kepada karyawan lembaga filantropi Islam di Indonesia. Berdasarkan hasil pengujian dan olah data, ditemukan bahwa diantara empat dimensi praktik manajemen sumber daya Insani, penelitian ini menemukan bahwa pelatihan dan pengembangan, penilaian kinerja, dan kompensasi memiliki pengaruh yang signifikan terhadap komitmen organisasi, sedangkan rekrutmen dan seleksi tidak memberikan pengaruh yang signifikan terhadap komitmen organisasi diantara karyawan lembaga filantropi Islam. Penelitian ini memiliki implikasi, yaitu pentingnya penerapan prinsip Islam dalam praktik manajemen sumber daya manusia pada organisasi yang berbasis Islam. Selain itu, menjadi bahan pertimbangan bagi divisi sumber daya manusia untuk memaksimalkan praktik manajemen sumber daya Insani yang mempengaruhi secara signifikan terhadap pembentukan komitmen organisasi diantara karyawan.

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This research examines the effect of Islamic human resource management practices such as recruitment and selection, training and development, performance appraisal, and compensation on organizational commitment. The hypotheses were tested by using Partial Least Squares PLS research method which is processed by using SmartPLS 3.0 software using data taken from 92 respondents obtained from questionnaires distributed to employees of Islamic philanthropy organization in Indonesia.

Based on the results of testing and data processing, it was found that training and development, performance appraisal, and compensation have a significant effect on organizational commitment, while recruitment and selection do not have a significant effect on organizational commitment among employees of Islamic philanthropy institutions.

The implication of this research is the importance of applying Islamic principles in the practice of human resource management in Islamic based organizations. Moreover, this study has the implications of being the consideration for human resources division to maximize the practice of Islamic human resource management that significantly affects the formation of organizational commitment among employees."

"Tujuan dari penelitian ini adalah untuk menganalisa pengaruh organization citizenship behavior terhadap efektivitas organisasi yang dipengaruhi oleh praktik manajemen sumber daya manusia dan dimediasi oleh komitmen organisasi di PT XYZ. Penelitian dilakukan melalui pendekatan kuantitatif dengan melakukan survei kuesioner. Kuesioner disebarkan kepada 112 orang responden yang merupakan karyawan tetap dari PT. XYZ dan 104 (92%) kuesioner kembali dan menjadi sampel penelitian. Data yang diperoleh kemudian diolah menggunakan SEM-PLS yaitu dengan program Smart-PLS 3. Hasil dari studi ini menunjukan bahwa organization citizenship behavior memiliki hubungan positif dengan efektivitas organisasi dimana organization citizenship behavior dipengaruhi oleh manajemen SDM yang dimediasi oleh komitmen organisasi. Manajemen SDM memiliki pengaruh terhadap organization citizenship behavior dengan adanya mediasi komitmen organisasi maupun tidak. Hasil dari penelitian ini penting bagi PT. XYZ, sebagai masukan dalam upaya mengembangkan strategi dan kebijakan SDM di masa depan dan juga untuk perusahaan baru yang akan berjalan pada 2019.

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The purpose of this study is to analyze the influence of organization citizenship behavior on organizational effectiveness that is influenced by human resource management practices and mediated by organizational commitment at PT XYZ. This research was conducted through a quantitative approach by conducting a questionnaire survey. The questionnaire was distributed to 112 respondents who were permanent employees of PT. XYZ and 104 (92%) questionnaires returned and became the study sample. Data obtained were then processed using SEM-PLS, with Smart-PLS 3 program.

The results of this study indicated that the organization citizenship behavior had a positive relationship with organizational effectiveness where organizational citizenship behavior was influenced by HR management mediated by organizational commitment. HR management had an influence on the organization citizenship behavior with the mediation of organizational commitment or not. The results of this study are important for PT. XYZ, as an input in the effort to develop HR strategies and policies in the future and also for new companies that will run in 2019."

"Penelitian ini meneliti pengaruh variabel kepuasan pegawai atas praktik manajemen SDM terhadap Turnover Intention dengan peran mediasi dari Organizational Justice dengan responden adalah 606 pegawai baru di Kementerian Keuangan Republik Indonesia. Dari hasil data dan pengujian hipotesis menggunakan Structural Equation Modeling, diperoleh hasil bahwa variabel kepuasan pegawai atas praktik manajemen SDM mempengaruhi Organizational Justice secara positif dan signifikan, serta memiliki pengaruh langung yang signifikan dan bersifat negatif atas Turnover Intention. Sementara itu, Organizational Justice ditemukan tidak memiliki peran mediasi dalam pengaruh kepuasan pegawai atas praktik manajemen SDM atas Turnover Intention.

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This study investigated the effect of Employee Satisfaction on Human Resource Management Practices on Turnover Intention with the mediating role of Organizational Justice. Respondent are 606 new employees in the Ministry of Finance of the Republic of Indonesia. From the results of the data and hypothesis testing using Structural Equation Modeling, concluded that Employee Satisfaction on Human Resource Management Practices affect Organizational Justice positive and significant, and has a significant negative direct effect on Turnover Intention. Meanwhile, this study found that Organizational Justice does not have a mediating role in the effect of Employee Satisfaction on Human Resource Management Practices on Turnover Intention."

"Dalam dunia bisnis tidak jarang perusahaan besar awalnya bermula dari perusahaan keluarga yang dapat dikelola secara baik dan profesional. Akan tetapi tidak jarang pula perusahaan keluarga yang kandas di tengah jalan.Menurut The Jakarta Consulting Group, 88 persen perusahaan swasta nasional berada di tangan keluarga. Ciri yang menonjol dan perusahaan keluarga adalah terpusatnya kepemilikan, kekuasaan, manajemen perusahaan di tangan keluarga pendiri, serta peruntukan perusahaan bagi keluarga semata-mata. Di sisi lain, pertumbuhan usaha berhubungan erat dengan pengelolaan Manajemen SDM perusahaan, termasuk di dalamnya fungsi operasionalnya yang menyangkut seleksi dan perekrutan, pelatihan dan pengembangan, pemberian kompensasi dan penghargaan bagi karyawan berdasarkan pencapaian prestasinya sampai dengan pemutusan hubungan kerja. Karyawan merupakan asset terbesar perusahaan dalam pengelolaaan SDM berdasarkan kineja dan prestasi.Penelitian ini bertujuan untuk mengetahui sejauh mana Implementasi Manajemen SDM dan Pengaruhnya terhadap Kinerja di perusahaan bisnis keluarga PT. KI. Adapun secara rinci tujuan penelitian ini adalah untuk mengetahui bagaimana pelaksanaan MSDM dalam proses rekrutmen, pelatihan karyawan, kinerja serta kompensasi dan karir di perusahaan bisnis keluarga. Sedangkan metode yang dipergunakan adalah metode deskriptif dan verifikatif dengan menggunakan instrumen penelitian berupa kuesioner dengan skala Likert. Analisis data yang dipakai adalah regresi linear berganda.Hasil penelitian menunjukkan bahwa setiap item pertanyaan pada variable penelitian yang tidak memiliki hubungan keluarga cenderung menjawab antara 1 sampai dengan 3, sedangkan yang memiliki hubungan keluarga menunjukkan pemyataan sangat setuju, terlihat jawaban mereka berkisar antara 5 sampai dengan 6 skala.Penelitian ini berhasil membuktikan bahwa Seleksi dan Rekrutmen, Pendidikan dan Pelatihan dan Kompensasi berpengaruh terhadap Kinerja karyawan PT KI. Rata-rata skor dari setiap variable Seleksi dan Rekrutmen, Pendidikan dan Pelatihan dan Kompensasi adalah rendah, maka Kinerjanyapun juga rendah Temuan dalam penelitian ini adalah variable Seleksi dan Rekrutmen yang paling berpengaruh terhadap kinerja karyawan. Penulisan ini hendaknya dapat membuka mata bagi para praktisi maupun akademisi bahwa kehidupan di dunia usaha tidak berjalan sesuai dengan teori-teori maupun kaidah bisnis yang seharusnya. Masih banyak penyimpangan-penyinpangan yang diiakukan karena masih adanya peluang maupun kelemahan dalam pengawasan aplikasi bisnis maupun regulasinya.

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In the business world, it is not rarely that a large corporation is commenced from a well-managed and professional family business. However, and also some family businesses went to bankrupt.According to The Jakarta Consulting Group, 88 percents of national private companies are owned by family businesses. The prominent characteristics from family business is that its ownership, power and company's management is under founders of family businesses, and its interests are only to its families. On other side, its business development is highly related on human resources management of their company particularly in its operational functions that relates to selection and recruitment, training and development, compensation and appreciation for employees that based on their achievements to job termination. Employee is company's largest assets to managing its human resources that based on achievement and performance.Objective of this study is to find on what extent the implementation of human resource department and its effects to employees' performance in family business company, PT, KI. In details, objective of this study is to find what is the implementation of human resource management in recruitment, employee training, performance, compensation and their career in family business company. And used method in this study is descriptive and verification methods with using study instruments in form of questionnaire by Likert scale. Used data analysis is multiple-linear regression.The results of this study showed that each questionnaire item on study variable which has no correlate to family is inclined to replied 1 to 3, and those that has correlation to family showed highly affirmative, it can be seen from their replies that ranged between 5 to 6 in scale. This study is succeeded to prove that Selection and Recruitment, Educational and Training and Compensation give effect to the employees' performance of PT. KI. Average score for each variable on Selection and Recruitment, Educational and Training and Compensation is low or not significant, consequently, to its performance.Finding in this study is Selection and Recruitment variables are the most influencing to employees' performance, This writing shall surely open practitioners' and/or academicians' eyes that the sphere of business world is not parallel to its proper business theories and codes. There are still many divergences due to opportunities and weaknesses are still exists in business application observation as well as its regulations."

"e-HRM merupakan suatu teknologi informasi yang dapat meningkatkan efektivitas dan efisiensi sistem HRM perusahaan dengan melaksanakan fungsi sistem tersebut secara elektronik atau online. Penelitian ini bertujuan untuk menganalisis pengaruh penggunaan electronic human resource management (e-HRM) terhadap efektivitas HRM di perusahaan perbankan. Unified Theory of Acceptance and Use of Technology (UTAUT) digunakan sebagai teori untuk menganalisis pengaruh determinan e-HRM (performance expectancy, effort expectancy, dan social influence) terhadap penggunaan sistem e-HRM. Data empiris diperoleh melalui kuesioner yang disebarkan ke salah satu perusahaan perbankan di Jakarta. Analisis hipotesis dilakukan dengan teknik Structural Equation Modeling (SEM) menggunakan perangkat lunak Lisrel 8.80. Hasil penelitian ini menunjukkan bahwa performance expectancy dan effort expectancy dapat memengaruhi penggunaan sistem e-HRM oleh karyawan. Penggunaan sistem e-HRM juga terbukti memiliki pengaruh positif dan signifikan terhadap efektivitas HRM pada tingkat kebijakan dan praktik

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e-HRM is an information technology that increased the effectiveness and efficiency of company’s HRM system by carrying out HRM system’s function electronically or online. The purpose of this study is to analyze the effect of using electronic human resource management (e-HRM) on human resource management (HRM) effectiveness in Banking Company. Unified Theory of Acceptance and Use of Technology (UTAUT) was used as a theory to analyze the effect of e-HRM determinants (performance expectancy, effort expectancy, and social influence) toward e-HRM usage. Empirical data was obtained through questionnaires that distributed to one of the banking company in Jakarta. Hypothesis was examined using structural equation modeling (SEM) technique using Lisrel 8.80 software. The findings indicate that performance expectancy and effort expectancy influence e-HRM usage. e-HRM usage also has positive and significant effect on HRM effectiveness at policy and practice level"

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari praktiksumber daya manusia dan karakteristik pekerjaan terhadap perilaku cyberloafing,serta mengetahui apakah komitmen organisasi memiliki peran sebagai variabelmediasi. Pengumpulan data dilakukan dengan menggunakan metode surveykuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat PT Pertamina(Persero) Jakarta dengan total responden sebesar 235 orang. Analisis datamenggunakan metode structural equation modelling dan aplikasi LISREL 8.8dengan adanya variabel mediasi. Hasil penelitian menunjukkan bahwa praktiksumber daya manusia dan karakteristik pekerjaan tidak signifikan berpengaruhterhadap perilaku cyberloafing, sedangkan komitmen organisasi berpengaruhsecara negatif terhadap cyberloafing. Selanjutnya praktik sumber daya manusiadan karakteristik pekerjaan ditemukan berhubungan signifikan dengan komitmenorganisasi. Menurut rujukan, jika terjadi hubungan seperti itu maka komitmenorganisasi berhasil memediasi secara penuh hubungan antara praktik sumber dayamanusia dan karakteristik pekerjaan dengan cyberloafing. Praktik sumber dayamanusia dan juga karakteristik pekerjaan tidak berpengaruh secara langsung,melainkan harus melalui komitmen organisasi yang terbukti berhubungansignifikan baik dengan praktik sumber daya manusia, karakteristik pekerjaanmaupun cyberloafing.

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ABSTRACTThe purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.;The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship., The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.]"

"Sektor konstruksi Indonesia merupakan salah satu pilar penting penopang perekonomian Indonesia. Namun ada masalah yang terjadi pada proyek-proyek konstruksi, yaitu kinerja proyek tidak sesuai dengan apa yang diharapkan. Pengelolaan SDM merupakan hal yang penting dalam mendukung kesuksesan kinerja suatu proyek. Dibuat suatu hipotesa bahwa peran PMO dapat meningkatkan efektivitas pengelolaan SDM yang dapat meningkatkan kinerja proyek. Kuesioner dilakukan kepada para manajer proyek di perusahaan jasa konstruksi di Indonesia, kemudian dianalisa dengan SmartPLS dilihat hubungan antara masing-masing variabel. Hasilnya adalah faktor-faktor dominan dalam pengelolaan SDM yang mempengaruhi kinerja proyek, tetapi sebaliknya penerapan fungsi PMO tidak nunjukkan pengaruh yang signifikan terhadap kinerja proyek.

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Indonesian construction sector is one of four main business sectors are growing rapidly in Indonesia. But, there is a phenomena where the project performance of construction projects isn`t satisfied. HRM is one of the important thing to support and impact to the project performance. Hypothesis was developed about PMO role to improve the HRM effectiveness to support project performance. Questioner was distributed to the Project Managers in construction companies then was analyzed using smartPLS to see the relationship among variables. The result shows the dominant factors in HRM which affect project performance significantly but the implementation of PMO role hasn`t a significant influence in project performance."

"Tesis ini membahas tentang pengaruh implementasi praktik pengelolaan sumber daya manusia dengan employee engagement sebagai mediator terhadap kinerja Auditor Ahli dan faktor signifikan yang mempengaruhinya. Penelitian dalam tesis ini termasuk penelitian deskriptif kuantitatif dengan menggunakan 143 data responden penelitian. Hasil penelitian menemukan bahwa implementasi praktik sumber daya manusia akan mempengaruhi kinerja pegawai secara tidak langsung melalui employee engagement. Oleh karena itu, praktik pengelolaan sumber daya manusia yang tepat diperlukan untuk mendorong employee engagement sehingga pegawai dapat berkinerja secara lebih optimal.

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This thesis discusses the influence of the implementation of human resource management practices with employee engagement as a mediator on the performance of expert auditors and significant factors that influence it. The research in this thesis include quantitative descriptive research using the data 143 respondent.

The study found that the implementation of human resource practices will affect the performance of employees indirectly through employee engagement. Therefore, human resource management practices required proper to encourage employee engagement so that employees can perform optimally."

"Pengembangan organisasi dalam suatu organisasi sangat penting untuk dilakukan dikarenakan apabila suatu organisasi tidak melakukan gerakan perubahan maka organisasi tersebut akan tetap diam ditempat tanpa adanya kemajuan. Pengembangan organisasi merupakan salah satu panduan bagi organisasi untuk melakukan perkembangan sesuai dengan perubahan dan perkembangan zaman yang kian selalu berkembang. Penelitian ini mengkaji tentang pengembangan organisasi yang bertujuan untuk meningkatkan kinerja sumber daya manusia di instansi pemerintahan daerah tepatnya di Badan Perencanaan, Penelitian dan Pengembangan Daerah Kabupaten Sumbawa yang ditinjau melalui model human resource interventions. Penelitian ini menggunakan metode penelitian dengan pendekatan kualitatif dan kuantitatif dengan analisis data mixed method dengan teknik pengumpulan data survei, kuesioner dan wawancara mendalam kepada sampel yang ada di Badan Perencanaan, Penelitian dan Pengembangan Daerah Kabupaten Sumbawa, Nusa Tenggara Barat. Hasil penelitian ini menunjukkan bahwa pengembangan organisasi dalam upaya meningkatkan kinerja sumber daya manusia di Badan Perencanaan, Penelitian dan Pengembangan Daerah Kabupaten Sumbawa yang ditinjau melalui model human resource interventions tergolong baik yang dibuktikan dengan data yakni sebesar 67,7 persen atau sekitar 21 responden mendukung pernyataan tersebut. Sementara, sebanyak 25,8 persen atau setara dengan 8 responden merasa sangat baik. Serta 6,5 persen atau setara dengan 2 responden merasa kurang baik. Oleh karena itu, dapat disimpulkan bahwa pernyataan terkait “Pengembangan Organisasi dalam upaya Meningkatkan Kinerja Sumber Daya Manusia di Instansi BAPPEDA Kabupaten Sumbawa yang ditinjau melalui model Human Resource Interventions kurang baik” itu tidak terbukti.

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Organizational development in an organization is very important to do because if an organization does not carry out a change movement, the organization will remain in place without any progress. Organizational development is one of the guidelines for organizations to carry out developments in accordance with the changes and developments of the times that are always developing. This research examines organizational development that aims to improve the performance of human resources in local government agencies, specifically in the Regional Planning, Research and Development Agency of Sumbawa Regency which is reviewed through the human resource interventions model. This study uses research methods with qualitative and quantitative approaches with mixed method data analysis with survey data collection techniques, questionnaires and in-depth interviews with samples in the Regional Planning, Research and Development Agency, Sumbawa Regency, West Nusa Tenggara. The results of this study indicate that organizational development in an effort to improve the performance of human resources in the Regional Planning, Research and Development Board of Sumbawa Regency which is reviewed through the human resource interventions model is classified as good as evidenced by the data, namely 67.7 percent or around 21 respondents support this statement. . Meanwhile, as many as 25.8 percent or the equivalent of 8 respondents felt very good. And 6.5 percent or the equivalent of 2 respondents is not good. Thus it can be concluded that the statement regarding "Organizational Development in Efforts to Improve the Performance of Human Resources of the Sumbawa Regency BAPPEDA Agency which is reviewed through the Human Resources Intervention model is not good enough" is not proven."