PRAKTIK-PRAKTIK PENGELOLAAN SUMBER DAYA MANUSIA DAN KEUNGGULAN KOMPETITIF BERKELANJUTAN
:
https://doi.org/10.9744/jmk.4.2.pp.%2065-76Keywords:
human resource management, human resource functions, competitive advantageAbstract
Fundamental changes in the business environment have created a sudden shift of importance of human resource management and human resource functions. The human resource department is being presented with an opportunity to become a significant player on the management team. This is occurring because the human resource function is being transformed into a significant management function. According to researchers and theorists arguments, human assets can be a source of sustained competitive advantage because human assets have tacit knowledge and social complexity that are hard for competitors to imitate. Management practices that are predicted to be sources of sustainable competitive advantage are employment security, selectivity in recruiting, high wages, incentive pay, employee ownership, information sharing, participation and empowerment, self-management teams, training and skill development, cross utilization and cross training, symbolic egalitarianism, wage compression, and promotion from within. Abstract in Bahasa Indonesia : Perubahan-perubahan yang mendasar dalam lingkungan bisnis telah menyebabkan pergeseran dalam urutan pentingnya manajemen sumber daya manusia dan fungsi sumber daya manusia. Departemen sumber daya manusia diberi kesempatan mengambil peran penting dalam tim manajemen. Hal ini terjadi karena fungsi sumber daya manusia sedang berubah menjadi fungsi manajemen yang penting. Menurut pendapat para peneliti dan teoretisi, aset sumber daya manusia dapat menjadi sumber keunggulan kompetitif yang berkelajutan karena aset-aset manusia tersebut mempunyai pengetahuan dan kompleksitas sosial yang sulit ditiru oleh para pesaing. Praktik-praktik manajemen sumber daya manusia yang diperkirakan dapat menjadi sumber keunggulan kompetitif yang berkelajutan adalah kepastian kerja, selektivitas dalam rekrutmen, upah tinggi, upah insentif, kepemilikan karyawan, pembagian informasi, keterlibatan dan pemberdayaan, tim-tim yang diatur sendiri, pelatihan dan pengembangan ketrampilan, penggunaan dan pelatihan silang, kesamaan semua orang, upah/gaji tidak jauh selisihnya, serta kenaikan pangkat bagi orang dalam. Kata kunci: manajemen sumber daya manusia, fungsi sumber daya manusia, keunggulan kompetitif.Downloads
Published
2004-06-04
How to Cite
Ellitan, L. (2004). PRAKTIK-PRAKTIK PENGELOLAAN SUMBER DAYA MANUSIA DAN KEUNGGULAN KOMPETITIF BERKELANJUTAN. Jurnal Manajemen Dan Kewirausahaan, 4(2), pp. 65-76. https://doi.org/10.9744/jmk.4.2.pp. 65-76
Issue
Section
Articles
License
Authors who publish on this journal agree to the following terms:
- Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgement of the work's authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See The Effect of Open Access).