Chapter I Introduction One of the development goals of the Republic of Indonesia is improving the quality of human. Theoretically, the example human quality are intelligent, educated and healthy, will always improve quality and at the same time as members of the community will help to improve the quality of community life. The role of life quality can be seen from the increase in income, housing quality, good health and others. But in reality the relationship is not only the unidirectional, but reciprocity. High quality of life will also affect the quality of the human being. For example, a high income is able to provide nutritional diversity to the intellectual development of children and the opportunity to improve higher education. …show more content…
B. Indicators of Human Resources To obtain an indicator of adequate human resources is very difficult, because, as explained in advance, the dimensions of human resources is very broad, which includes both qualitative and quantitative aspects of the micro and macro scale. The following will discuss some of the indicators of human resources that can be used to assess the condition of human resources in an area. Quantitatively, HR can be seen in terms of number, for example the number of population, number of workers, and the labor force. But keep in mind that in order to obtain a true picture, these variables need to be combined with other variables, such as level of education, literacy, skills, and health status (life expectancy) (Widarti, 1993). Other variables that can be used, especially with regard to aspects of employment is derived variables LUA approach (Labor Utilization Approach) by Hauser (1974). In this approach the labor force can be divided into the labor force and are not fully utilized fully. Labor force that is not fully utilized can be divided into not used at all (unemployed) and underemployed (underemployment). Underemployed can be subdivided into underemployed according to working hours, wages, and mismatch. Briefly, these variables can be explained as follows. a. LFPR (labor force participation rate) is the ratio between the number of labor force to the working age population. b.
Keywords: human resources management, HRM, motivation, diversity, communication, recognition, relationships, performance, economic growth, recruiting, candidates, creativity,
There is also the 'endogeneity problem' which means that instead of HRD being the cause of an improvement in production and profitability, it may be that firms that are more productive and profitable do more HRD. Part of the problem is that there needs to be a link between skills and organizational performance.
Force Participation Rate (LFPR) is an economic algorism that is used to measure active portions of the economy labor force. The numbers of people who are looking for work or are employed do represent the participation rate (O'Lawrence, 2015). Due to different economic factors that are included in this discussion the number of those seeking for Job or are employed do fluctuate. The participation rate is paramount to analysis of employment rate in a country or geographical regions.
Meanwhile, the crude death rate in Indonesia in 1970 was 17, 7.9 in 1988, increased slightly to 9 in 1990 and dropped to only 6 in 2006. Furthermore, the infant mortality rate declined from 67 per 1,000 life birth in 1988, 56 in 1990, to 52 in 2000 (Demographic Indicators: Indonesia, http://www.unicef.org). The decline in mortality rates in Indonesia were caused by better standard of living, better families’ health and better education which are also caused by family welfare improvement.
Introduction: Each organization has their unique way to perform various function of human resource management such as Selecting, recruiting, on boarding, training, retaining, performance management etc. For the purpose of company analysis project following topic has been selected to describe best practice and my own experience with organization.
The focus of this report is to evaluate the human resourcing function and personnel management. The report aims to research and analyse, through a wide selection of resources, the severity of the implications and review some human resources functions.
Auditing human resources processes reveals whether or not an organization is working in as economical a way as attainable. Human resources employee’s qualifications and experience are usually a part of an audit to assess the strength and capabilities of the department. The
Human Resource Management (HMR) is built upon many different areas. The way each organization allocates resources for each area is different. Since every organization is different and has different requirements, not every HRM process is going to be the same. The areas this paper will focused on are Equal Employment Opportunity (EEO) and the Commission (EEOC) which governs the EEO regulation, human resource planning, recruitment, and selection, compensation and benefits, safety and health, employee and labor relations, and human resources development. Even though each industry and organization is
Abstract: Human Resource Management is fast gaining popularity and its importance is becoming unavoidable, this is due to the fact that Human Resource Management plays a huge role in the growth of any company irrespective of its size. Unfortunately it is yet to achieve global standards or strategy of operation; this can be attributed to the various differences between environmental factors, employment attitudes, cultural
Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human
For the current statistical background about Indonesia’s economy, the population have been steadily increasing and has reached 260 million people in 2016. The population is equivalent to 3.51% of the total world population and ranks 4th in the list of countries by population. However, despite being the 4th most populous country in the world, Indonesia still has not reached the peak of their human potential. The GDP per capita in 2015 was $3,346.49 in US currency. The GDP per capita indicates the standard of living and is measured frequently, widely, and consistently. Since most of the buildings and facilities are placed in Java, it is low on proximities and have bad services because of low work- ethics, the GDP per capita is low. Also, the literacy rate of the adult population knowing how to read and write is 95%.
To meet the desired goals some organization carry out HR planning on an individual level, the organization than look at the sub groups in the labor force for example the proportion on women and men in the organization.
A Term Paper Presented to the Faculty of European University In Partial Fulfillment of The Requirements for Human Resource Management
Organizations strategize on different areas of their business. But there may be many challenges that they have to confront while meeting those challenges Therefore they need the best of the ‘human factor’ in their organizations to execute their strategies. This descriptive paper aims at identifying the challenges being faced by the managers of companies with regard to human capital.
1. 2. 3. 4. 5. Abstract .................................................................................................. 3 Human Resources and National Development ...................................... 4 Problems in Human Resource Development and Utilization: a Review of Policies and Practices...................................................................... 10 Human Resource Development and Utilization: Short- and MediumTerm Measures..................................................................................... 14 Long-Term Measures ........................................................................... 16