JEFMS Journal

ABSTRACT:

The purpose of this study was to examine the direct effect of HR Recruitment Strategy and HR Empowerment Strategy on Personnel Performance and the direct influence of Change Management on Personnel Performance and the indirect effect of HR Recruitment Strategy and HR Empowerment Strategy on Personnel Performance mediated by Change Management. The model used in this study is to test the hypothesis by using the method of the Structural Equation Model (SEM). The software used for structural analysis is LISREL 8.80. Data were collected from a sample of 145 respondents who were deemed sufficient to represent the population. In taking the sample used a survey technique that is the entire population is used as a research sample. The findings of this study are that there is a direct influence of HR Recruitment Strategy and HR Empowerment Strategy on Personnel Performance and a direct influence of Change Management on Personnel Performance as well as an indirect influence of HR Recruitment Strategy and HR Empowerment Strategy on Personnel Performance mediated by Change Management. Of the seven hypotheses proposed, all proved to be accepted, namely that there was a direct or indirect influence. Change management as a mediating variable functions effectively in increasing the influence of HR Recruitment Strategy and HR Empowerment Strategy on Personnel Performance. The implication of the results of this study is that there is a positive and significant influence on HR Recruitment Strategy and HR Empowerment Strategy on Change Management and has implications for improving Personnel Performance.

KEYWORDS:

HR Recruitment Strategy, HR Empowerment Strategy, Change Management, Personnel Performance

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