Dampak Praktik Manajemen Sumber Daya Manusia pada Kinerja Perguruan Tinggi di Kalimantan
Abstract
Sebagian besar studi tentang praktik manajemen sumber daya manusia hanya berfokus pada pengaruhnya pada kinerja perusahaan terutama di sektor swasta. Penelitian ini bertujuan untuk menguji dampak dari praktik manajemen sumber daya manusia (MSDM) terhadap kinerja organisasi yaitu perguruan tinggi di Kalimantan. Penelitian ini dilakukan dengan studi SEM-PLS cross-sectional dengan simple random sampling. Sample dalam penelitian ini adalah seluruh karyawan yang terdiri dari baik dosen maupun tenaga kependidikan perguruan tinggi di Kalimantan. Kuesioner survei ini terdiri dari 35 item mencakup praktik MSDM dan kinerja perguruan tinggi. Penelitian ini telah mengkonfirmasi bahwa praktik manajemen sumber daya manusia seperti: perekrutan, pelatihan, penilaian kinerja, perencanaan karir, definisi pekerjaan, partisipasi karyawan, dan kompensasi memiliki hubungan positif dan signifikan terhadap kinerja perguruan tinggi. Penelitian ini juga mengkonfirmasi bahwa jika universitas ingin meningkatkan kinerjanya ke tingkat yang lebih tinggi, dapat menekankan pada definisi pekerjaan, pelatihan dan partisipasi karyawan. Beberapa perbaikan perlu dilakukan dilakukan pada praktik-praktik MSDM seperti: rekrutmen, penilaian kinerja, perencanaan karir dan kompensasi untuk meningkatkan efektivitasnya pada kinerja universitas. Hasil dari penelitian ini mungkin tidak dapat digeneralisasi di seluruh Indonesia. Tetapi dapat dimanfaatkan sebagai salah satu referensi oleh perguruan tinggi yang ingin meningkatkan kinerjanya ke tingkat yang lebih tinggi.
Keywords
Full Text:
PDF (Bahasa Indonesia)References
Abdulkadir, D. S., Isiaka, S. B., & Adedoyin, S. I. (2012). Effects of strategic performance appraisal, career planning and employee participation on organizational commitment: An empirical study. International Business Research, 5(4), 124.
Abdullah, Z., Ahsan, N., & Alam, S. S. (2009). The effect of human resource management practices on business performance among private companies in Malaysia. International Journal of Business and Management, 4(6), 65-72.
Abeysekera, R. (2007). The impact of human resource management practices on marketing executive turnover of leasing companies in Sri Lanka. Contemporary Management Research, 3(3).
Ahmad, S., & Schroeder, R. G. (2003). The impact of human resource management practices on operational performance: recognizing country and industry differences. Journal of operations Management, 21(1), 19-43.
Amin, M., Khairuzzaman Wan Ismail, W., Zaleha Abdul Rasid, S., & Daverson Andrew Selemani, R. (2014). The impact of human resource management practices on performance: Evidence from a Public University. The TQM Journal, 26(2), 125-142.
Appelbaum, S. H., & Mackenzie, L. (1996). Compensation in the year 2000: pay for performance? Health Manpower Management, 22(3), 31-39.
Barzegar, N., & Farjad, S. (2011). A study on the impact of on the job training courses on the staff performance (a case study). Procedia-Social and Behavioral Sciences, 29, 1942-1949.
Becker, B. E., Huselid, M. A., Becker, B., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. Paper presented at the Research in personnel and human resource management.
Bednarek‐Michalska, B. (2002). Creating a job description for an electronic resources librarian. Library management.
Binyaseen, A. M. A. (2010). Office layouts and employee participation. Facilities.
Bowra, Z. A., Sharif, B., Saeed, A., & Niazi, M. K. (2012). Impact of human resource practices on employee perceived performance in banking sector of Pakistan. African Journal of Business Management, 6(1), 323-332.
Breaugh, J. A. (2008). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 18(3), 103-118.
Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises: Routledge.
Brown, M., & Heywood, J. S. (2005). Performance appraisal systems: determinants and change. British journal of industrial relations, 43(4), 659-679.
Canarella, G., & Gasparyan, A. (2008). New insights into executive compensation and firm performance: Evidence from a panel of “new economy” firms, 1996-2002. Managerial Finance, 34(8), 537-554.
Chand, M., & Katou, A. A. (2007). The impact of HRM practices on organisational performance in the Indian hotel industry. Employee Relations, 29(6), 576-594.
Chen, S.-H., Wang, H.-H., & Yang, K.-J. (2009). Establishment and application of performance measure indicators for universities. The TQM Journal, 21(3), 220-235.
Chen, Y.-G., & Cheng, J.-N. (2012). The relationships among recruitment channels, understanding of prospective job, job performance, and turnover intention among Taiwanese kindergarten teachers. Social Behavior and Personality: an international journal, 40(1), 93-103.
Chin, W. W. (2010). How to write up and report PLS analyses. In Handbook of partial least squares (pp. 655-690): Springer.
Daley, D. M. (2012). Strategic human resources management. Public Personnel Management, 120-125.
Danish, R. Q., & Usman, A. (2010). Impact of reward and recognition on job satisfaction and motivation: An empirical study from Pakistan. International Journal of Business and Management, 5(2), 159.
Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of management Journal, 39(4), 949-969.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management: Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal, 39(4), 802-835.
Denton, D. K. (1994). Empowerment through Employee Involvement and Participation: Ford′ s Development and Training Programs. Empowerment in Organizations, 2(2), 22-28.
Ekaterini, G. (2010). The impact of leadership styles on four variables of executives workforce. International Journal of Business and Management, 5(6), 3.
Ellitan, L. (2004). Praktik-Praktik Pengelolaan Sumber Daya Manusia dan Keunggulan Kompetitif Berkelanjutan. Jurnal manajemen dan Kewirausahaan, 4(2), 65-76.
Ferris, G. R., Berkson, H. M., & Harris, M. M. (2002). The recruitment interview process: Persuasion and organization reputation promotion in competitive labor markets. Human Resource Management Review, 12(3), 359-375.
Gan, M., & Kleiner, B. H. (2005). How to write job descriptions effectively. Management Research News, 28(8), 48-54.
Giles, W. F., Findley, H. M., & Feild, H. S. (1997). Procedural fairness in performance appraisal: Beyond the review session. Journal of Business and Psychology, 11(4), 493-506.
Green, K. W., Wu, C., Whitten, D., & Medlin, B. (2006). The impact of strategic human resource management on firm performance and HR professionals' work attitude and work performance. The international journal of human resource management, 17(4), 559-579.
Guest, D. (2002). Human resource management, corporate performance and employee wellbeing: Building the worker into HRM. The journal of industrial relations, 44(3), 335-358.
Hair Jr, J. F., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2016). A primer on partial least squares structural equation modeling (PLS-SEM). Los Angeles, CA: Sage publications.
Herold, D. M., & Fedor, D. B. (2003). Individual differences in feedback propensities and training performance. Human Resource Management Review, 13(4), 675-689.
Hidayat, S. (2018). Pengaruh Praktik Manajemen Sumber Daya Manusia terhadap Kinerja Karyawan di PT. Indo-rama Synthetics Tbk. Divisi Spun Yarns. Eqien: Jurnal Ekonomi dan Bisnis, 5(1), 57-67.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of management Journal, 38(3), 635-672.
Indonesia, R. (2013). Peraturan Menteri Pendidikan Dan Kebudayaan Republik Indonesia Nomor 65 Tahun 2013 Tentang Standar Proses Pendidikan Dasar Dan Menengah. Kemendikbud: Jakarta.
Isdianto, O., & Kurniawan, S. (2017). PENGARUH PRAKTEK MSDM STRATEGIK DAN KINERJA KARYAWAN TERHADAP KINERJA PERUSAHAAN PERSEWAAN ALAT PESTA OR (Studi Kasus Pada Perusahaan Persewaan Alat Pesta Oki Rejeki). MANAJEMEN DEWANTARA, 1(2), 56-60.
Katou, A. A. (2008). Measuring the impact of HRM on organizational performance. Journal of Industrial Engineering and Management (JIEM), 1(2), 119-142.
Kees Looise, J., & Drucker, M. (2002). Employee participation in multinational enterprises: the effects of globalisation on Dutch works councils. Employee Relations, 24(1), 29-52.
Khan, M. A. (2010). Effects of human resource management practices on organizational performance–an empirical study of oil and gas industry in Pakistan. European Journal of Economics, Finance and Administrative Sciences, 24(157-174), 6.
Kleiman, L. (2003). Human Resource Management: A Managerial Tool for Competitive Advantage Third Edition: Dreamtech Press.
Kurniasih, R. (2018). Pengaruh praktik manajemen sumber daya manusia berbasis Islam terhadap kepuasan kerja. Paper presented at the Performance.
Küster, I., & Canales, P. (2011). Compensation and control sales policies, and sales performance: the field sales manager's points of view. Journal of Business & Industrial Marketing, 26(4), 273-285.
Lee, F.-H., & Lee, F.-Z. (2007). The relationships between HRM practices, Leadership style, competitive strategy and business performance in Taiwanese steel industry. Paper presented at the Proceedings of the 13th Asia Pacific Management Conference, Melbourne, Australia.
Lee, H., Boot, W. R., Basak, C., Voss, M. W., Prakash, R. S., Neider, M., . . . Gratton, G. (2012). Performance gains from directed training do not transfer to untrained tasks. Acta psychologica, 139(1), 146-158.
Lew, T. (2008). Perceived organizational support: linking human resource management practices with affective organizational commitment, professional commitment and turnover intention: Universiti Utara Malaysia Press.
Lyons, P. (2009). Team training for creating performance templates. Team Performance Management: An International Journal, 15(5/6), 257-275.
Mackelprang, A. W., Jayaram, J., & Xu, K. (2012). The influence of types of training on service system performance in mass service and service shop operations. International Journal of Production Economics, 138(1), 183-194.
Malik, M. E., Nawab, S., Naeem, B., & Danish, R. Q. (2010). Job satisfaction and organizational commitment of university teachers in public sector of Pakistan. International Journal of Business and Management, 5(6), 17.
Manning, M. L., Borton, D. L., & Rumovitz, D. M. (2012). Infection preventionists’ job descriptions: do they reflect expanded roles and responsibilities? American journal of infection control, 40(9), 888-890.
Mayson, S., & Barrett, R. (2006). The ‘science’and ‘practice’of HRM in small firms. Human Resource Management Review, 16(4), 447-455.
Melinda, T. (2006). Pengaruh Perilaku Pimpinan Dan Praktik Manajemen Sumber Daya Manusia Terhadap Budaya Organisasi Dan Kinerja Bank Perkreditan Rakyat Di Jawa Timur.
Millar, P., & Stevens, J. (2012). Management training and national sport organization managers: examining the impact of training on individual and organizational performances. Sport Management Review, 15(3), 288-303.
Muiz, A., & Muchsinati, E. S. (2017). Analisis Pengaruh Praktik Manajemen Sumber Daya Manusia Terhadap Kinerja Karyawan. Journal of Accounting and Management Innovation, 1(1), 49-63.
Nas, Z. (2016). THE EFFECTS OF PERSONAL DETERMINANTS ON JOB SATISFACTION OF PUBLIC AND PRIVATE UNIVERSITIES'ACADEMICIANS IN PAKISTAN. City University Research Journal, 6(2), 217-228.
Nasurdin, A. M., Hemdi, M. A., & Guat, L. P. (2008). Does perceived organizational support mediate the relationship between human resource management practices and organizational commitment? Asian Academy of Management Journal of Accounting and Finance, 13(1), 15-36.
Nwuche, C. A., & Awa, H. O. (2011). Career planning and development: the realities in Nigerian organizations. International Business and Management, 2(2), 117-127.
Osman, I., Ho, T. C., & Carmen Galang, M. (2011). The relationship between human resource practices and firm performance: an empirical assessment of firms in Malaysia. Business Strategy Series, 12(1), 41-48.
Osman, I. H., Berbary, L. N., Sidani, Y., Al-Ayoubi, B., & Emrouznejad, A. (2011). Data envelopment analysis model for the appraisal and relative performance evaluation of nurses at an intensive care unit. Journal of medical systems, 35(5), 1039-1062.
Pemerintah, P. Nomor 19 Tahun 2005 tentang Standar Nasional Pendidikan. Jakarta: Departemen Pendidikan Nasional RI.
Pfeffer, J., & Villeneuve, F. (1994). Competitive advantage through people: Unleashing the power of the work force (Vol. 61): Harvard Business School Press Boston, MA.
Quresh, T. M., Akbar, A., Khan, M. A., Sheikh, R. A., & Hijazi, S. T. (2010). Do human resource management practices have an impact on financial performance of banks? African Journal of Business Management, 4(7), 1281-1288.
Rees, W. D., & Porter, C. (1998). Employee participation and managerial style (the key variable). Industrial and Commercial Training, 30(5), 165-170.
Rehman, S. (2012). A Study of Public Sector Organizations with Respect to Recruitment, Job Satisfaction and Retention. Global Business & Management Research, 4(1).
Rizov, M., & Croucher, R. (2008). Human resource management and performance in European firms. Cambridge Journal of Economics, 33(2), 253-272.
Rogers, M. E., & Creed, P. A. (2011). A longitudinal examination of adolescent career planning and exploration using a social cognitive career theory framework. Journal of adolescence, 34(1), 163-172.
Rogers, M. E., Creed, P. A., & Glendon, A. I. (2008). The role of personality in adolescent career planning and exploration: A social cognitive perspective. Journal of Vocational Behavior, 73(1), 132-142.
Septiarto, M. T. (2015). ANALISIS PENGARUH PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA TERHADAP TURNOVER INTENTION KARYAWAN DENGAN KEPUASAN KERJA DAN KOMITMEN ORGANISASIONAL SEBAGAI VARIABEL INTERVENING PADA PT. TEKAD MANDIRI CITRA. UNIVERSITAS AIRLANGGA,
Shiah-Hou, S.-R., & Cheng, C.-W. (2012). Outside director experience, compensation, and performance. Managerial Finance, 38(10), 914-938.
Smeenk, S. G., Eisinga, R. N., Teelken, J., & Doorewaard, J. (2006). The effects of HRM practices and antecedents on organizational commitment among university employees. The international journal of human resource management, 17(12), 2035-2054.
Sosik, J. J., Kahai, S. S., & Piovoso, M. J. (2009). Silver bullet or voodoo statistics? A primer for using the partial least squares data analytic technique in group and organization research. Group & Organization Management, 34(1), 5-36.
Teclemichael Tessema, M., & Soeters, J. L. (2006). Challenges and prospects of HRM in developing countries: testing the HRM–performance link in the Eritrean civil service. The international journal of human resource management, 17(1), 86-105.
Udan, B. (2002). Pengaruh Praktek Manajemen Sumber Daya Manusia Terhadap Budaya Organisasi dan Kinerja Perusahaan. UNIVERSITAS AIRLANGGA,
Valeau, P. J., & Paillé, P. (2019). The management of professional employees: linking progressive HRM practices, cognitive orientations and organizational citizenship behavior. The international journal of human resource management, 30(19), 2705-2731.
Vinzi, V. E., Trinchera, L., & Amato, S. (2010). PLS path modeling: from foundations to recent developments and open issues for model assessment and improvement. In Handbook of partial least squares (pp. 47-82): Springer.
Viollan, A. D. (2017). Pengaruh Praktek Manajemen Sumber Daya Manusia Terhadap Knowledge Sharing Dengan Komitmen Afektif Pada Organisasi Sebagai Mediasi Dan Affective Interpersonal Trust Sebagai Moderasi Di Pt. Petrokimia Gresik. Universitas Airlangga,
Wickramasinghe, V., & Gamage, A. (2011). High-involvement work practices, quality results, and the role of HR function: an exploratory study of manufacturing firms in Sri Lanka. The TQM Journal, 23(5), 516-530.
Wilson, J. P., & Western, S. (2000). Performance appraisal: an obstacle to training and development? Journal of European Industrial Training, 24(7), 384-391.
Wirtz, J., & Jerger, C. (2016). Managing service employees: Literature review, expert opinions, and research directions. The Service Industries Journal, 36(15-16), 757-788.
Wong, K. K.-K. (2013). Partial least squares structural equation modeling (PLS-SEM) techniques using SmartPLS. Marketing Bulletin, 24(1), 1-32.
Wright, P. M., Gardner, T. M., & Moynihan, L. M. (2003). The impact of HR practices on the performance of business units. Human resource management journal, 13(3), 21-36.
Wright, P. M., McMahan, G. C., & McWilliams, A. (1994). Human resources and sustained competitive advantage: a resource-based perspective. International journal of human resource management, 5(2), 301-326.
Young, E. M. (1995). Evaluating School Library and Media Specialists: From Performance Expectations to Appraisal Conference. Journal of Personnel Evaluation in Education, 9(2), 171-189.
Zerella, S., von Treuer, K., & Albrecht, S. L. (2017). The influence of office layout features on employee perception of organizational culture. Journal of Environmental Psychology, 54, 1-10.
Zheng, C., Morrison, M., & O'Neill, G. (2006). An empirical study of high performance HRM practices in Chinese SMEs. The international journal of human resource management, 17(10), 1772-1803.
Zottoli, M. A., & Wanous, J. P. (2000). Recruitment source research: Current status and future directions. Human Resource Management Review, 10(4), 353-382.
DOI: https://doi.org/10.31294/jeco.v5i1.9524
Copyright (c) 2021 Andre Suandi Simbolon, Roni Padliansyah, Erick Karunia
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
ISSN: 2355-0295 || EISSN: 2549-8932
-----------------------
Indexed by:
 |  |  |  | |
 |  |  |  |
dipublikasikan oleh LPPM Universitas Bina Sarana Informatika dengan dukungan Relawan Jurnal Indonesia
Jl. Kramat Raya No.98, Kwitang, Kec. Senen, Kota Jakarta Pusat, DKI Jakarta 10450
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License