Pentingnya Manajemen Sumber Daya Manusia dalam Meningkatkan Kinerja Organisasi
DOI:
https://doi.org/10.59841/glory.v3i3.2956Keywords:
Human Resources, Management, Organizational PerformanceAbstract
Human resources have an important position in very organization because to achieve maximum organizational performance it is necessary to utilize its resources including human resources. Utilizing individuals in the organization to participate in maximizing organizational performance is the task of human resources manajement. This study aims to determine the importance of human resources manajement in improving organizational performance. This research use a qualitative approach with the miles and Huberman interactive analysis model. Qualitative data analysis is carried out interactively and continuously until completion, so that the data is saturated and consists of 3 main activities, namely: data reduction, data presentation, and conclusion drawing. Based on the research, the importance of human resource manajement (HRM) in improving organizational performance has been proven to be significant in the context of business ang manajement. HRM plays an important role in creating a healthy work culture, increasing employee motivation, and improving overall organizational productivity. By paying attention to factors such as transformational leadership, employee development, diversity management, and result-based performance management, HRM caan create an effective work environment and ensure that the organization has a qualified and high- performing work team, so that it can face businnes challenges, improve competitiveness, and achieve long-term success.
References
Abdullah, H., & D. R. (2008). Peranan manajemen sumberdaya manusia dalam organisasi. Jurnal Warta Edisi, 51, 1–11.
Adhimah, S. (2020). Peran orang tua dalam menghilangkan rasa canggung anak usia dini (studi kasus di Desa Karangbong RT 06 RW 02 Gedangan-Sidoarjo). Jurnal Pendidikan Anak, 9(1), 57–62.
Adwishanty, P. R. (2021). Pengaruh pelatihan, kompensasi, promosi jabatan dan lingkungan kerja terhadap kinerja karyawan di PT. Mandiri Permai Jakarta. Ilmu dan Budaya, 42(2), 189–223.
Arkandito, G. F., Maryani, E., Rahmawan, D., & Wirakusumah, T. K. (2016). Komunikasi verbal pada anggota keluarga yang memiliki anak indigo. Jurnal Manajemen Komunikasi, 1(1), 42–56.
Aula, S., Hanoum, S., & Prihananto, P. (2022). Peran manajemen sumber daya manusia dalam meningkatkan resiliensi organisasi: Sebuah studi literatur. Jurnal Sains dan Seni ITS, 11(1), 143–148.
Diah, Y. M., Siregar, L. D., & Saputri, N. D. M. (2021). Strategi mengelola sumber daya manusia (SDM) unggul dalam tatanan normal baru bagi pelaku UMKM di Kota Palembang. Sricommerce: Journal of Sriwijaya Community Services, 2(1), 67–76.
Farchan, F. (2018). Strategi MSDM: Sebuah cara menciptakan kinerja organisasi dalam mencapai keunggulan bersaing. Risâlah, Jurnal Pendidikan dan Studi Islam, 4(1), 42–52.
Haikal, A. (2017). Fungsi manajemen SDM guna meningkatkan keefektifan kinerja SDM pada BSI TV. Jurnal Komunikasi, 8(3), 249–255.
Husaini, R. N., & Sutama. (2021). Manajemen sumber daya manusia dalam instansi pendidikan. Didaktis: Jurnal Pendidikan dan Ilmu Pengetahuan, 21(1), 60–75.
Lisabela, M. (2019). Model analisis interaktif Miles and Huberman. Universitas Bina Darma.
Nurjaman, K., Mustajam, A., Syaifuddin, Lubis, Y., & Abad, 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.
Rani, S., Dharmayanti, G. C., & Adnyana, I. B. R. (2017). Strategi peningkatan kinerja sumber daya manusia pada perusahaan konstruksi PT. Jaya Kusuma Sarana Bali melalui pendekatan budaya organisasi. Jurnal Spektran.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Global Leadership Organizational Research in Management

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.