Strategi Efektif dalam Manajemen Sumber Daya Manusia: Mengoptimalkan Potensi Karyawan untuk Keunggulan Organisasi
DOI:
https://doi.org/10.51278/aj.v5i2.791Abstract
An effective human resource management (HRM) strategy is the key to sustainable organizational growth in this competitive and rapidly changing business era. The significance of leveraging innovation, environmental sustainability, ethics, and social responsibility in HRM has become a primary concern for organizations seeking to remain relevant and competitive in the global market. This study explores how implementing HRM strategies focusing on innovation, sustainability, and ethics can help organizations achieve sustainable growth. The research was conducted using descriptive analysis methods, collecting data through document review and content analysis from various relevant sources. The findings of this study indicate that HRM strategies based on innovation and sustainability enable organizations to maximize the potential of their human resources and create a productive and sustainable work environment. Furthermore, the integration of ethics and social responsibility in the decision-making processes of human resources becomes a cornerstone in fostering an organizational culture of integrity. This strategic approach undoubtedly contributes to achieving sustainable growth for organizations.
Keywords: Effective Strategies, Human Resource Management, Employee Potential
References
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https://doi.org/10.2307/259393
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& K Thompson (eds), Human Resource Strategies, Sage: London.
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https://www.semanticscholar.org/paper/Aligning-Staffing-with-Business-Strategy-Bechet-Walker/582558621443dcaf0a81a6032c247fe93229f573
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https://www.scirp.org/(S(351jmbntv-nsjt1aadkposzje))/reference/referencespapers.aspx?referenceid=2936938
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Drgon?a, J., Arroyo, J., Figueroa, I. C., Blum, D., Arendt, K., Kim, D., ... & Helsen, L. (2020). All you need to know about model predictive control for buildings. Annual Reviews in Control, 50, 190-232.
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DOI:10.31113/jia.v17i2.584
Fadlol, M. A., & Subiyanto, S. (2021). Peran Kepemimpinan Pendidikan Islam dalam Manajemen Perubahan Pada Lingkungan Organisasi Islam Indonesia. Idarah (Jurnal Pendidikan Dan Kependidikan), 5(1), 17-32.
https://doi.org/10.19105/tjpi.v12i2.1424
Ferdian Utama, E. P. (2020). Parental in Islamic Education. AL-MURABBI: Jurnal Studi Kependidikan Dan Keislaman, 7(1), 28–43. https://doi.org/10.53627/JAM.V7I1.3570
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Godard, J & Delaney, J (2000), Reflections on the “high performance” paradigm’s implications for industrial relations as a field, Industrial and Labor Relations Review, 53:3, 482-502.
https://doi.org/10.2307/2695970
Gratton, L, Hope-Hailey, V, Stiles, P & Truss, C (1997), Linking individual performance to business strategy: The people process model, Human Resource Management, 38:1, 17-31.
https://doi.org/10.1002/(SICI)1099-050X(199921)38:1%3C17::AID-HRM3%3E3.0.CO;2-A
Guest, D (1990), Human resource management and industrial relations, Journal of Management Studies, 24:5, 503-21.
http://dx.doi.org/10.1111/j.1467-6486.1987.tb00460.x
Gunnigle, P, Turner, T & Morley, M (1998), Strategic integration and employee relations: The impact of managerial styles, Employee Relations, 20:2, 115-31.
https://doi.org/10.1108/01425459810211296
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https://doi.org/10.1108/00483480110380316
Jaelani, D. (2021). Implementasi Corporate Social Responsibilty (Csr) Sebagai Model Manajemen Perusahaan Dalam Mencapai Keunggulan Kompetitif.AKSELERASI: Jurnal Ilmiah Nasional, 3(3), 62-71.
DOI:10.54783/jin.v3i3.485
Jaenullah, Ferdian Utama, D. S. (2022). Resilience Model of the Traditional Islamic Boarding School Education System in Shaping the Morals of Student in theMidst of Modernizing Education. Jurnal Kependidikan: Jurnal Hasil Penelitian Dan Kajian Kepustakaan Di Bidang Pendidikan, Pengajaran Dan Pembelajaran, 8(4), 931–942. https://doi.org/https://doi.org/10.33394/jk.v8i4.6013
Kaufman, B (2001a), The theory and practice of SHRM and participative management: Antecedents in early industrial relations, Human Resource Management Review, 11, 505-33.
DOI:10.1016/S1053-4822(01)00051-1
Kaufman, B (2001), Human resources and industrial relations: Commonalities and differences, Human Resource Management Review, 11, 339-74.
DOI:10.1016/S1053-4822(01)00045-6
Kantabutra, S., & Ketprapakorn, N. (2021). Toward an organizational theory of resilience: an interim struggle. Sustainability, 13(23), 13137.
DOI:10.3390/su132313137
Keller, J., Carmine, S., Jarzabkowski, P., Lewis, M. W., Pradies, C., Sharma, G., ... & Vince, R. (2021). Our collective tensions: Paradox research community’s response to COVID- 19. Journal of Management Inquiry, 30(2), 168-176.
https://doi.org/10.1177/1056492620986859
Keenoy, T (1999), HRM as hologram: A polemic, Journal of Management Studies, 36: 1, 1-23.
Kristianto, H., Susetyo, A., Utama, F., Fitriono, E. N., & Jannah, S. R. (2023). Education Unit Strategies in Increasing Students’ Interest in Participating in Religious Extracurricular Activities at School. Bulletin of Pedagogical Research, 3(1), 38–47. https://doi.org/10.51278/BPR.V3I1.611
Korczynski, M (2002), Human Resource Management in Service Work, Palgrave, Houndmills (UK).
https://doi.org/10.1111/1467-6486.00123
Legge, K (1995), Human Resource Management: Rhetoric and Realities, Macmillan Press, Houndmills (UK).
DOI:10.1177/1350507696273011
Leopold, J., Harris, L. & Watson, T. (1999), Strategic human resourcing: principles, perspectives and practices, Harlow, England: FT Prentice Hall.
https://www.semanticscholar.org/paper/Strategic-Human-Resourcing%3A-Principles%2C-and-Leopold-Harris/bc950c74c90047709f6bf9b51939457293c95fea
Linstead, S, Fulop, L & Lilley, S (2004), Management and Organization: A Critical Text, Palgrave Macmillan, Houndmills, UK.
https://scirp.org/reference/referencespapers.aspx?referenceid=15495
Lundy, O & Cowling, A (1996), Strategic Human Resource Management, Routledge: New York.
https://www.worldcat.org/title/strategic-human-resource-management/oclc/832419231
Novari, E. (2020). Tinjauan Manajemen Sumber Daya Manusia yang Mempengaruhi Kinerja: Sebuah Agenda Penelitian.PAPATUNG: Jurnal Ilmu Administrasi Publik, Pemerintahan dan Politik, 3(1), 159-176.
https://doi.org/10.54783/japp.v3i1.51
Nurjaman, K., Mustajam, A., Syaifuddin, S., Lubis, Y., & Abadi, Y. (2020). Meningkatkan Kinerja Perusahaan Dengan Menerapkan Konsep Manajemen Sumber Daya Manusia Strategik Dalam Menyongsong Persaingan Global.Komitmen: Jurnal Ilmiah Manajemen, 1(2), 73-82.
https://doi.org/10.31933/jimt.v4i3.1339
Olanrewaju, O. I., Kineber, A. F., Chileshe, N., & Edwards, D. J. (2022). Modelling the relationship between Building Information Modelling (BIM) implementation barriers, usage and awareness on building project lifecycle. Building and Environment, 207, 108556.
DOI:10.1016/j.buildenv.2021.108556
Orgill, M., York, S., & MacKellar, J. (2019). Introduction to systems thinking for the chemistry education community. Journal of Chemical Education, 96(12), 2720-2729.
DOI:10.1021/acs.jchemed.9b00169
Paul, W. (2023). Penerapan Hybrid Leadership Dalam Meningkatkan Semangat Kerja Dan Kualitas Kehidupan Kerja (Quality Of Work Life) Dalam Perspektif Syariah. Jurnal Ekonomi Syariah Indonesia (JESI), 2(1), 75-89.
https://doi.org/10.57171/jesi.v2i1.76
Prasetyo, M. A. M., & Sukatin, S. (2021). Aspek Psikologis Organisasi Pendidikan Efektif. ITQAN: Jurnal Ilmu-Ilmu Kependidikan, 12(1), 83-102.
https://doi.org/10.47766/itqan.v12i1.182
Putranto, R. A., Dawud, J., Pradesa, H. A., Harijanto, D., & Dharmanegara, I. B. A. (2022). Manajemen Talenta Pada Sektor Publik: Sebuah Studi Literatur Serta Arah Model Kajian Untuk Masa Depan. Jurnal Manajemen Dan Profesional, 3(2), 176-211.
https://doi.org/10.32815/jpro.v3i2.1463
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Published
2023-08-06
How to Cite
Rosmajudi, A. (2023). Strategi Efektif dalam Manajemen Sumber Daya Manusia: Mengoptimalkan Potensi Karyawan untuk Keunggulan Organisasi. Attractive : Innovative Education Journal, 5(2), 639–652. https://doi.org/10.51278/aj.v5i2.791
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