Published 2023-11-17
Keywords
- strategi MSDM,
- kinerja organisasi,
- pengembangan kompetensi,
- keterlibatan karyawan,
- SEM-PLS
- HRM strategy,
- organizational performance,
- competency development,
- employee engagement,
- PLS-SEM ...More
How to Cite
Abstract
Penelitian ini bertujuan untuk menganalisis pengaruh strategi manajemen sumber daya manusia (MSDM) terhadap peningkatan kinerja organisasi. Dengan pendekatan kuantitatif eksplanatori, data dikumpulkan dari 180 responden melalui kuesioner dan dianalisis menggunakan metode Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa strategi MSDM berpengaruh positif dan signifikan terhadap kinerja organisasi, dengan kontribusi variabel sebesar 63%. Dimensi pengembangan kompetensi dan keterlibatan karyawan memberikan pengaruh paling besar, diikuti oleh perencanaan SDM, manajemen kinerja, dan kompensasi. Temuan ini menegaskan bahwa strategi MSDM yang terintegrasi dan dijalankan secara konsisten dapat meningkatkan produktivitas, efisiensi, dan inovasi dalam organisasi. Penelitian ini memberikan implikasi praktis bagi manajer HR dan pimpinan organisasi dalam merancang strategi MSDM yang adaptif dan berkelanjutan. Disarankan agar studi selanjutnya memperluas cakupan pada sektor publik dan mempertimbangkan variabel mediasi seperti budaya organisasi atau digitalisasi HR.
This study aims to analyze the influence of human resource management (HRM) strategies on organizational performance. Using an explanatory quantitative approach, data were collected from 180 respondents via questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that HRM strategies have a positive and significant effect on organizational performance, explaining 63% of the variance. The dimensions of competency development and employee engagement exert the strongest influence, followed by HR planning, performance management, and compensation. These results affirm that integrated and consistently implemented HRM strategies enhance productivity, efficiency, and innovation. The study offers practical implications for HR managers and organizational leaders in designing adaptive and sustainable HR strategies. Future research is encouraged to explore public sector contexts and consider mediating variables such as organizational culture or HR digitalization.
References
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