STRATEGI IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA DI PERGURUAN TINGGI

Abstract

This study aims to answer the question of how the strategy for implementing human resource management (HRM) in tertiary institutions is. Using qualitative methods, with library research data collection techniques (Library Research). Sources of data in this study are articles that have similar research and are published in national and international journals. The selected journal articles are journals with a publication span of the last ten years. Articles were selected, analyzed, interpreted and described to answer research problems. The results of the study show that the strategy and commitment to implementing HRM is one of the key factors for increasing HR productivity in tertiary institutions. In general, the strategies that can be implemented are (1) an analysis of internal and external needs as a basis for planning, recruitment, placement, training and development of human resources, and development of higher education institutions. Planning and development of good human resources and higher education is formed from a good analysis of needs; (2) there is a definition of required competency criteria, followed by consistency between implementation and strategic policies (3) development of adaptive, competent, responsive, accountable, collaborative (AKRAB) oriented HR; (4) control and direction, (5) Reward and punishment are based on performance evaluation and discipline, (6) There are compensation and reward policies, promotion and career assurance. Empirical evidence has been shown by previous researchers, that the productivity of higher education comes from the active involvement of each individual in utilizing their competence to create the best quality performance results. Including organizational commitment in human resource development, career, compensation and rewards, performance appraisal and evaluation as well as performance discipline followed by reward and punishment with the potential for work motivation, work discipline and work commitment have a causal reciprocal relationship to productivity. Through the implementation of HRM it is predicted to be able to excel competitively, adapt more quickly and be better prepared to face internal and external challenges.