HR Development as an Effort to Improve Employee Performance at PT. Nandhi Radja Nusantara Surabaya
1Alfiyatussholichah, 2Mochamad Fatchurrohman, 3Shobikin
1,2,3Sekolah Tinggi Ilmu Ekonomi Mahardhika, Surabaya, Indonesia
https://doi.org/10.47191/jefms/v7-i7-26ABSTRACT:
This research aims to find out how much influence the development of HR levels has on employee performance at PT. Nandhi Radja Nusantara. And to find out how much influence employee performance has. This research was carried out at that location and permission was obtained from the company leadership to conduct the research. This is thought to be caused by problems that often occur in companies related to employee performance in accordance with Human Resources, resulting in a decline in the performance of employees at PT. Nandhi Radja Nusantara. This research method uses a qualitative method, namely where this research obtains real data from employees or employees in charge (supervisors) of the company. The results of this research will later become research material for the company PT. Nandhi Radja Nusantara continues to evaluate the performance of its employees so that in the future they can be more neatly organized. Thus, the conclusion that can be drawn from this case study or research is that: the influence of Human Resources in a company is very important to support good employee performance and by following the company's operational standards (SOP) well and understandingly. PT. Nandhi Radja Nusantara Surabaya.
KEYWORDS:
HR Development, Employee Performance, Company Culture, Leadership.
REFERENCES:
1) Ambita, A. (2013). Pengaruh Pendidikan, Pelatihan, Dan Pembinaan Sumber Daya Manusia Terhadap Kinerja Pegawai. Management Analysis Journal 2.2.
2) Dipang, L. (2013). Pengembangan Sumber Daya Manusia dalam Peningkatan Kinerja Karyawan pada PT. Hasjrat Abadi Manado. Emba, 1(3), 1080–1088.
3) Fatchurrohman, Mochamad. 2023. “Improving Employee Performance through Motivation and Working Discipline at Pt Siantar Top Sidoarjo.” 06(09): 4280–84.
4) Handoko, H. (2010). Manajemen Personalia dan Sumber Daya Manusia. PT.BPFE, Yogyakarta.
5) Issn, P, Optimalisasi Penyerapan, Zakat Melalui, and Konsep Islamic. 2021. “Improvement: Jurnal Manajemen Dan Bisnis Improvement: Jurnal Manajemen Dan Bisnis.” 1(2): 136–42.
6) Mangkunegara, A. A. A. P. (2010). Manajemen Sumber Daya Manusia Strategis. PT.Salemba Empat.
7) Miftah, T. (2010). Perilaku Organisasi Jakarta. Raja Grafindo Persada.
8) Nurhalis. (2007). Pengaruh pendidikan dan pelatihan terhadap Kinerja Pegawai Badan Diklat Provinsi Naggroe Aceh Darussalam. Ichsan Gorontalo, 2.
9) Saehu, A. A. (2018). Pengaruh Pembinaan Dan Pengembangan Karir Terhadap Kinerja Pegawai. Journal of Management Review, 2(3), 238. https://doi.org/10.25157/jmr.v2i3.1801
10) Soetjipto. (2007). “Pengaruh Pendidikan, Pelatihan, dan motivasi berpengaruh terhadap kinerja.” Ilmu Manajemen.
11) Sugiono. (2021). Metode penelitian kualitatif. Alfabeta, (Cetakan Ke-4), Bandung.
12) SYARIFUDDIN, S., ILYAS, J. B., & SANI, A. (2021). Pengaruh Persepsi Pendidikan & Pelatihan Sumber Daya Manusia Pada Kantor Dinas Dikota Makassar. Pengaruh Persepsi Pendidikan & Pelatihan Sumber Daya Manusia.
13) Timo, Debbi, Onny. (2023). Pengaruh pengembangan Sumber Daya Manusia Terhadap Kinerja kerja.
14) Yolinza, N. (2023). Pengaruh Pengembangan Karir Dan Motivasi Kerja Terhadap Kinerja Pegawai Di BKPSDM Kabupaten Solok Selatan. 2(2).
