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“Expanding Our Understanding of The Change Message”. Washington, D.C.: The Bureau of National Affairs.īernerth, J. Schuler (Eds.), Human resources management in the 1980’s. Executive Compensation and Employee Benefits. “Crafting a Change Message to Create Transformational Readiness”, Journal of Organizational Change, 15 (2).īentson, M.A., & Schuster, J.R. “Creating Readiness for Organizational Change”. The Journal of Applied Behavioral Science, 24 (1), pp. “Individual Strategies for Coping with Stress During Organizational Transitions”. Ithaca: Cornell University Press.Īshford, S.J. Manufacturing Advantage: Why High-Performance Work Systems Pay Off. Additionally, the implications and applications of these findings are discussed.Īpplebaum, E., Bailey, T., Berg, P., & Kalleberg, A. However, the results indicate that goal setting has no impact on readiness for change. This study were also found significant effect of reward system toward readiness for change. The findings indicate that there are significant effect of performance appraisal on readiness for change. Survey responses collected from a sample of 100 university students in three departments in higher education organization which are continuing the process of transformation.
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The data was collected through a survey using self-reported questionnaire and accidental sampling. The purpose of this research study was to investigate the impact of human resource management intervention consisting of goal setting, performance appraisal, and reward system toward readiness for change. For higher education institution to assist academic society in being motivated and prepared for change, it is essential that leaders, lecturers, employees, and also students understand factors that may influence readiness for change. Management of human resourcees based on syariah, Human Resource planning, Recruitment, Selection, Orientation and Placement, Education and Training, Performance Assessment.Creating change readiness may be one of the key factors in determining whether a given change intervention will ultimately be successful or not. However, in reality the RSU Haji Medan labeled "Islamic hospital" is inseparable from various problems, such as the late arrival of a doctor during practice hours, lack of willingness of medical staff and employees to help patients and provide services quickly, lack of good communication between doctors and patients, the limited number of subspecialty nurses and doctors especially subspecialty doctors in obstetrics and gynecology in even all doctors are male so that there are obstacles to the services provided. RSU Haji Medan has tried to instill values that work as worship, good deeds and good deeds in service based on faith in the power of Allah SWT in the healing process.
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Selection process by asking the aspects of religiosity to candidates, such as Alqur'ān reading, al-Islam education and syari’ah interview. They are required to wear clothing by covering aurat according to the principle of competence. The results showed that Islamic values appear formally in RSU Haji Medan, has applied Islamic values, especially for Muslim employees. Meanwhile, the method of collecting data that writer used is observation techniques and interviews. Primary obtained from informants and secondary data obtained from books, holy books, magazines and journals relates to this subjects research. The data source is obtained from primary and secondary data. This study used descriptive statistical analysis and qualitative analysis conducted in RSU Haji Medan. This study aims to analyze the implementation of human resources management in General Hospital (RSU) Haji Medan and analyze Islamic value in the implementation of human resourcees management based on syariah in RSU Haji Medan.