The headmaster's strategy is to improve the performance of human resources by regularly evaluating work programs that have been/have not been achieved by each teacher, knowing and understanding the curriculum that is being run, and teachers are rewarded according to their performance. Pengertian MSDM MSDM (Manajemen Sumber Daya Manusia) adalah ilmu dan seni yang mengatur hubungan dan peranan tenaga kerja secara efisien dan efektif sehingga tercapai tujuan bersama perusahaan, karyawan dan masyarakat Jon Katzenbach (2001:56) dalam buku Peak Performance, hasil penelitian yang karyawannya dinilai mampu mencatat kinerja. modul-modul Kerjasama di tempat kerja Dasar dalam keberhasilan bisnis Pada saat ini, dimana dunia berubah dengan sangat cepat, sumber daya manusia merupakan inti dari daya saing. The results of research in improving the performance of human resources in SMK Negeri 1 Takalar were carried out by means of time discipline, improving knowledge and skills, procurement and improvement of school infrastructure and establishing good communication. produktivitas, polusi dan limbah, kesehatan dan keselamatan kerja atau manajemen sumber daya manusia. The research was conducted by qualitative method and using primary data obtained through in-depth interviews. SDM perlu diperhatikan dengan seksama karena mereka adalah aset berharga bagi perusahaan. Dengan semakin globalnya ekonomi, generasi karyawan yang berbeda usia dan karakter mempengaruhi cara-cara perusahaan dalam mengelola sumberdayamanusia mereka. Anwar Prabu Mangkunegara: Publisher: Remaja Rosdakarya, 2000: ISBN: 9795149296, 9789795149293: Length: 172 pages : Export Citation: BiBTeX. Menurut Tadjuddin Noer Effendi (1995, h 3), Sumber Daya Manusia menyangkut dimensi, jumlah karakertistik (kualitas), dan persebaran (penduduk). Manajemen sumber daya manusia merupakan suatu tantangan tersendiri dalam setiap perusahaan. Manajemen sumber daya manusia perusahaan: Author: A. Dessler, Gary, Manajemen Sumber Daya Manusia. This research is an effort to get an idea of how teacher performance and influencing factors in order to improve the quality and quality of Vocational High School teachers, especially in SMK Negeri 1 Takalar South Sulawesi. Oleh karena itu SDM harus dikelola dengan baik untuk meningkatkan efektivitas dan efisiensi organisasi, sebagai salah satu fungsi dalam perusahaan yang dikenal dengan manajemen sumber daya manusia. Anwar Prabu Mangkunegara, Manajemen Sumber Daya Manusia Perusahaan, PT Remaja Rosdakarya, Bandung, 2015. The concept of fit between HRM strategy and organizational strategy will have a superior performance (Jackson & Sculer, 1995) needs to be explored in the future.Teacher performance plays a role in realizing national education objectives and determining the high quality of education, but teacher performance is influenced by various factors both from within and outside the individual concerned. There Is only one of five HRM strategy dimensions which is supporting contingency theory in HRM strategic literature, states that the relationship between HRM strategy and organizational performance is depend on the contextual factor, namely organizational strategy. It means that differentiation strategy do not moderrate the relationship between empowering, staffing, performance based pay, broad design and organizational performance. On the other hand, hypothesis H2, H3, H4, and HS are not supported. The result of this research shows, there is only one hypothesis supported (H1) of five dimensions of HRM strategy, namely fit between extensive training and differentiation strategy is highly correlated to its organizational performance (r = - 0.401, significant of p = 0.01). The concepts of HRM strategy used in this research based on Bae and Lawler formulation (2000) and the organizational strategy based on Porter (1980). The big companies were considered to perform their HRM as a strategic partner (Nurhayati, 2001). Pengaruhnya dalam sebuah organisasi adalah karena sumber daya manusia merupakan salah satu faktor yang menentukan efektifitas dan produktifitas organisasional.
Respondents of the research were HRM managers of 81 companies which part of the Top Companies and Big Group in Indonesia, 71h Edition published by Compassindo. Tidak hanya mencerminkan kehendak manajemen senior, tetapi juga harus menyeimbangkan tantangan organisasi, fungsi sumber daya manusia dan orang-orang yang terpengaruh.
The purpose of this research is to reexamine the relationship between HRM strategy and organizational performance by using organizational strategy as a contingent factor in that relationship. The research of Delery and Dotty (1996) concluded that the relationship between HRM strategy and organizational performance were not simple but complicated.
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