PENERAPAN MANAJEMEN SUMBER DAYA MANUSIA BERBASIS KOMPETENSI UNTUK MENINGKATKAN EFEKTIVITAS
Abstract
Manajemen Sumber Daya Manusia (SDM) berbasis kompetensi telah menjadi elemen penting dalam meningkatkan efektivitas organisasi. Penelitian ini bertujuan untuk menganalisis bagaimana penerapan manajemen SDM berbasis kompetensi dapat meningkatkan efektivitas organisasi melalui tinjauan pustaka. Tinjauan pustaka ini mengevaluasi berbagai studi sebelumnya yang membahas konsep manajemen SDM berbasis kompetensi, komponen kompetensi kunci, dan dampaknya terhadap efektivitas organisasi. Hasil tinjauan ini menunjukkan bahwa manajemen SDM berbasis kompetensi yang efektif meliputi identifikasi kompetensi, pengembangan kompetensi, penilaian kinerja, dan pengelolaan karir. Implementasi strategi ini secara efektif dapat meningkatkan efektivitas organisasi dengan cara meningkatkan kinerja individu, mengurangi rotasi karyawan, dan meningkatkan adaptabilitas terhadap perubahan lingkungan. Penelitian ini merekomendasikan organisasi untuk menerapkan pendekatan manajemen SDM berbasis kompetensi sebagai bagian dari strategi mereka untuk mencapai tujuan organisasi.
References
Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.
Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6), 640-663. https://doi.org/10.1108/01425450710826386
Hoffmann, J. P. (1999). Competency-based human resource development. OUP USA.
Khilji, S. E., & Wang, X. (2006). Introducing competency-based human resource management in the public sector: The challenges in developing countries. International Journal of Public Administration, 29(12-14), 1101-1125. https://doi.org/10.1080/01900690600801683
Kankam, D. S., & Mettle, R. T. (2021). A review of human resource management and organizational effectiveness: From a strategic perspective. Business Management and Strategy, 12(1), 87-97. https://doi.org/10.5296/bms.v12i1.18025
Lengnick-Hall, M. L., & Lengnick-Hall, C. A. (2003). Human resource management in the knowledge economy: Challenges and opportunities. Public Personnel Management, 32(2), 161-181. https://doi.org/10.1177/009102600303200203
McClelland, D. C. (1973). Testing for competence rather than for intelligence. American psychologist, 28(1), 1-14. https://doi.org/10.1037/h0034092
Sparrow, P., & Makram, H. (2015). Competency-based HRM: A critical review. Human Resource Management Review, 25(3), 271-281. https://doi.org/10.1016/j.hrmr.2014.11.001
Storey, J., & Quintas, P. (2001). Knowledge management: A strategic agenda. Long Range Planning, 34(3), 291-302. https://doi.org/10.1016/S0024-6301(01)00039-5
Ulrich, D. (1997). Measuring human resources: An overview of practice and a prescription for results. Human Resource Management, 36(3), 303-320. https://doi.org/10.1002/(SICI)1099-050X(199723)36:3<303::AID-HRM5>3.0.CO;2-I
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104. https://doi.org/10.1111/j.1748-8583.2010.00161.x
Lawler, E. E., & Mohrman, S. A. (2003). HR as a strategic partner: What does it take to make it happen?. Human Resource Planning, 26(3), 15-29.
Lawler, E. E. (1994). From job-based to competency-based organizations. Journal of Organizational Behavior, 15(S1), 3-15. https://doi.org/10.1002/job.4030150703
Hill, C. W. L., & Jones, T. M. (1992). Stakeholder‐agency theory. Journal of management Studies, 29(2), 131-154. https://doi.org/10.1111/j.1467-6486.1992.tb00662.x
Chiang, C. F., & Jang, S. S. (2008). An expectancy theory model for hotel employee motivation: The moderating role of communication satisfaction. Journal of Hospitality and Tourism Research, 32(2), 164-186. https://doi.org/10.1177/1096348007313163
Kinicki, A., & Fugate, M. (2018). Organizational behavior: A practical, problem-solving approach. McGraw-Hill Education.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969. https://doi.org/10.2307/256718
Dessler, G. (2003). Human resource management (Vol. 2). Pearson Education India.
Harel, G. H., & Tzafrir, S. S. (1999). The role of organizational culture in the adoption of a competency-based human resources management model. Human Resource Management, 38(3), 185-201. https://doi.org/10.1002/(SICI)1099-050X(199923)38:3<185::AID-HRM2>3.0.CO;2-F
McEvoy, G. M., & Cascio, W. F. (1987). TECHNICAL AND STRATEGIC HUMAN RESOURCE MANAGEMENT EFFECTIVENESS AS DETERMINANTS OF FIRM PERFORMANCE*. Academy of Management Journal, 30(4), 820-835. https://doi.org/10.2307/256223
Phillips, J. J., & Roper, K. O. (2009). A framework for talent management in real estate companies. Journal of Corporate Real Estate, 11(1), 7-16. https://doi.org/10.1108/14630010910936903
Schuler, R. S., & Jackson, S. E. (2007). HR issues and activities in mergers and acquisitions. European Journal of International Management, 1(2), 170-190. https://doi.org/10.1504
Schuler, R. S., & Jackson, S. E. (2007). HR issues and activities in mergers and acquisitions. European Journal of International Management, 1(2), 170-190. https://doi.org/10.1504/EJIM.2007.012753
Shipton, H., Armstrong, C., West, M. A., & Dawson, J. (2008). The impact of leadership and quality climate on hospital performance. International Journal for Quality in Health Care, 20(6), 439-445. https://doi.org/10.1093/intqhc/mzn036
Sparrow, P., Hird, M., & Cooper, C. L. (1997). Evaluating competency frameworks. Journal of European Industrial Training, 21(1), 16-22. https://doi.org/10.1108/03090599710156285
Stahl, G. K., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. M. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
Subramaniam, C., & Youndt, M. A. (2005). The influence of intellectual capital on the types of innovative capabilities. Academy of Management Journal, 48(3), 450-463. https://doi.org/10.5465/amj.2005.17407911
Teece, D. J. (1998). Capturing value from knowledge assets: The new economy, markets for know-how, and intangible assets. California Management Review, 40(3), 55-79. https://doi.org/10.2307/41165942
Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, 76(1), 124-135.
Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276. https://doi.org/10.1177/014920630202800303
Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee Relations, 29(6), 640-663. https://doi.org/10.1108/01425450710826386
Hoffmann, J. P. (1999). Competency-based human resource development. OUP USA.
Khilji, S. E., & Wang, X. (2006). Introducing competency-based human resource management in the public sector: The challenges in developing countries. International Journal of Public Administration, 29(12-14), 1101-1125. https://doi.org/10.1080/01900690600801683
Kankam, D. S., & Mettle, R. T. (2021). A review of human resource management and organizational effectiveness: From a strategic perspective. Business Management and Strategy, 12(1), 87-97. https://doi.org/10.5296/bms.v12i1.18025
Lengnick-Hall, M. L., & Lengnick-Hall, C. A. (2003). Human resource management in the knowledge economy: Challenges and opportunities. Public Personnel Management, 32(2), 161-181. https://doi.org/10.1177/009102600303200203
McClelland, D. C. (1973). Testing for competence rather than for intelligence. American psychologist, 28(1), 1-14. https://doi.org/10.1037/h0034092
Sparrow, P., & Makram, H. (2015). Competency-based HRM: A critical review. Human Resource Management Review, 25(3), 271-281. https://doi.org/10.1016/j.hrmr.2014.11.001
Storey, J., & Quintas, P. (2001). Knowledge management: A strategic agenda. Long Range Planning, 34(3), 291-302. https://doi.org/10.1016/S0024-6301(01)00039-5
Ulrich, D. (1997). Measuring human resources: An overview of practice and a prescription for results. Human Resource Management, 36(3), 303-320. https://doi.org/10.1002/(SICI)1099-050X(199723)36:3<303::AID-HRM5>3.0.CO;2-I
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting 'human' back into strategic human resource management. Human Resource Management Journal, 21(2), 93-104. https://doi.org/10.1111/j.1748-8583.2010.00161.x
Lawler, E. E., & Mohrman, S. A. (2003). HR as a strategic partner: What does it take to make it happen?. Human Resource Planning, 26(3), 15-29.
Lawler, E. E. (1994). From job-based to competency-based organizations. Journal of Organizational Behavior, 15(S1), 3-15. https://doi.org/10.1002/job.4030150703
Hill, C. W. L., & Jones, T. M. (1992). Stakeholder‐agency theory. Journal of management Studies, 29(2), 131-154. https://doi.org/10.1111/j.1467-6486.1992.tb00662.x
Chiang, C. F., & Jang, S. S. (2008). An expectancy theory model for hotel employee motivation: The moderating role of communication satisfaction. Journal of Hospitality and Tourism Research, 32(2), 164-186. https://doi.org/10.1177/1096348007313163
Kinicki, A., & Fugate, M. (2018). Organizational behavior: A practical, problem-solving approach. McGraw-Hill Education.
Cameron, K. S., & Quinn, R. E. (2011). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management Journal, 39(4), 949-969. https://doi.org/10.2307/256718
Dessler, G. (2003). Human resource management (Vol. 2). Pearson Education India.
Harel, G. H., & Tzafrir, S. S. (1999). The role of organizational culture in the adoption of a competency-based human resources management model. Human Resource Management, 38(3), 185-201. https://doi.org/10.1002/(SICI)1099-050X(199923)38:3<185::AID-HRM2>3.0.CO;2-F
McEvoy, G. M., & Cascio, W. F. (1987). TECHNICAL AND STRATEGIC HUMAN RESOURCE MANAGEMENT EFFECTIVENESS AS DETERMINANTS OF FIRM PERFORMANCE*. Academy of Management Journal, 30(4), 820-835. https://doi.org/10.2307/256223
Phillips, J. J., & Roper, K. O. (2009). A framework for talent management in real estate companies. Journal of Corporate Real Estate, 11(1), 7-16. https://doi.org/10.1108/14630010910936903
Schuler, R. S., & Jackson, S. E. (2007). HR issues and activities in mergers and acquisitions. European Journal of International Management, 1(2), 170-190. https://doi.org/10.1504
Schuler, R. S., & Jackson, S. E. (2007). HR issues and activities in mergers and acquisitions. European Journal of International Management, 1(2), 170-190. https://doi.org/10.1504/EJIM.2007.012753
Shipton, H., Armstrong, C., West, M. A., & Dawson, J. (2008). The impact of leadership and quality climate on hospital performance. International Journal for Quality in Health Care, 20(6), 439-445. https://doi.org/10.1093/intqhc/mzn036
Sparrow, P., Hird, M., & Cooper, C. L. (1997). Evaluating competency frameworks. Journal of European Industrial Training, 21(1), 16-22. https://doi.org/10.1108/03090599710156285
Stahl, G. K., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., ... & Wright, P. M. (2012). Six principles of effective global talent management. Sloan Management Review, 53(2), 25-42.
Subramaniam, C., & Youndt, M. A. (2005). The influence of intellectual capital on the types of innovative capabilities. Academy of Management Journal, 48(3), 450-463. https://doi.org/10.5465/amj.2005.17407911
Teece, D. J. (1998). Capturing value from knowledge assets: The new economy, markets for know-how, and intangible assets. California Management Review, 40(3), 55-79. https://doi.org/10.2307/41165942
Ulrich, D. (1998). A new mandate for human resources. Harvard Business Review, 76(1), 124-135.
Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276. https://doi.org/10.1177/014920630202800303
Published
2022-04-28
How to Cite
Zaky, M. (2022). PENERAPAN MANAJEMEN SUMBER DAYA MANUSIA BERBASIS KOMPETENSI UNTUK MENINGKATKAN EFEKTIVITAS. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 6(1), 1042-1059. https://doi.org/10.31955/mea.v6i1.3012
Section
Articles
Copyright (c) 2022 Jurnal Ilmiah MEA (Manajemen, Ekonomi, & Akuntansi)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
