QUALITY ANALYSIS OF HUMAN RESOURCES
IN CONNECTION WITH JOB SATISFACTION
BY:
Wiwin Agustian,
Abstract.
This watchfulness aim for to see how human resource quality connection with work satisfaction. Basically somebody in that will work will felt pleasant and fidelity in tall when in company will work it will get your toes as work satisfaction According to what desirable. A lot of work that the employee does not get satisfaction so that Often evoke conflict in a organization. Because every employee satisfaction (person) highly varied or vary that cause difficult for the employer to measures satisfaction. To Prevent and official Overcoming satisfaction problem is need for work satisfaction observation method to a company and work satisfaction measures. Human resource quality will be fulfilled when work satisfaction towards performance as Influential elements can be created by changes finely. Change but not always accepted by organization members, more members that hitted by change impact. So undeniable that existing actions in fulfil need that has come from quality human resource by itself.
Key word: human resource work satisfaction
1. INTRODUCTION
Today, the diversity of employees in an organization is a very reasonable and can be found easily in almost any organization. One of the problems faced by one organization is currently handling the low quality of human resources. Many organizations are increasingly aware that a superior competency is one weapon to conquer. In this case, the challenge of an organization is how to improve the competence of the individuals in it. Therefore, the development of human resources (HR) is planned is a must. The number of large human resources if they can be utilized effectively and efficiently will be useful to support its speed of motion of sustainable national development. The abundance of human resources that exist today requires thinking carefully of how to utilize human resources optimally. To be available in the human resources needed reliable quality education, provision of social facilities, sufficient jobs. Weaknesses in the provision of these facilities would cause social unrest that will impact public safety. Currently, human resource capacity is still low nice views of his intellectual abilities and technical skills they have.
The problem that exists is how to create a human resource that can yield optimal performance so that organizational goals can be achieved. In order to anticipate the changes that are, and will continue to occur, the process of designing an effective human resource development. Manzini (1996) introduced the integration of strategic planning, operational planning, and the planning and development of human resources, a proactive and future-oriented, thus allowing the human resource function as an effective role in the planning and organization to accelerate strategic and operational planning organization. Hence required development (development) which includes the provision of learning opportunities that aims to develop individuals, but are not limited to a particular job at the moment or in the future. The development is usually associated with increased intellectual or emotional capacity necessary to perform the job better. Development of more focused on long-term needs, to help employees prepare for changes in their work, caused by new technology, job design, new customers, or market products baru.Pada essentially all changes made lead to organizational effectiveness, and change management process should include two basic ideas, namely: (1) a redistribution of power within the organizational structure, and (2) this redistribution resulting from the change of a development (Handoko, 1996).
Many employees who work do not get job satisfaction that often lead to conflict in an organization. Because each employee satisfaction (person) is highly variable or the result of different difficulty for employers to measure the satisfaction. To prevent and tackle the required employee satisfaction study of job satisfaction for the company and a method for measuring job satisfaction. The quality of human resources will be met if job satisfaction as an element affecting performance can be created to perfection by the changes. But change is not always accepted by the members of the organization, the more members affected by these changes. In order for changes made to succeed, and do not result in a painful for members of the organization, the organization can not make changes on an ongoing basis, the organization must know when it is appropriate to make a change. Large changes and small changes should be done at appropriate time intervals. This is called dynamic stability (Abrahamson, 2000).
1.1. Problem formulation.
Based on the background above, the problem in this paper is “How to relationships with the Quality of Human Resources Job Satisfaction”
1.2.Tujuan
Based on the problems above, it is the goal in this paper is to investigate and analyze how the quality of human relationships with Job Satisfaction.
2. LITERATURE REVIEW
2.1. Human Resources
Human Resource Management is an art to achieve organizational objectives through setting up others to carry out a variety of work required, or in other words do not do the job – the job itself (Mangkunegara; 2001). Meanwhile, according to Flippo (Handoko; 1996 ) human resource management can be defined as the planning, labor, development, compensation, integration, maintenance and termination of employment with the human resources to achieve the goals of individuals, organizations and communities.
According Bucahanan, David; Huncznski, Andrzej, (1997), the effective implementation of HRM, other than beneficial to the organization, as well as a positive impact on employees, among others:
– Workers gain a sense of security and satisfaction in the work.
– Workers gain assurance of safety and health.
– HR Management allows workers to obtain justice and ease of treatment that are not profitable.
– HR Management allows workers to obtain an objective assessment of the work.
– Workers with Human Resource Management will receive wages / salary and profit sharing / other benefits suitably.
– HR Management or create and provide a pleasant working climate
According Desler (2004) Human Resource Management has a duty to: (1) Understanding the complex changes that are always happening in the business environment, (2) must anticipate changes in technology, (3) Understanding the international dimension of business resulting from entering the fast growing information.
Characteristics of Competitive Human Resources (Hasibuan; 2002) are: (1) Have the ability to capture, process and use information in the search for a lucrative business opportunity. (2) Has the ability to respond appropriately. (3) Have the ability to respond quickly. (4) Ability to avoid or minimize the risks in implementing the decision. (4) Being able to control the cost benefit ratio is favorable.
Improving the quality of human resources.
In improving the quality of human resources required for development and human resource training. According Desler (2004) Development of human resources development is a process consisting of actions to decide competency, skill or knowledge that need to be developed, and how to achieve it. While the training is to help the labor process to obtain the effectiveness of the work of those who are now or who will come through the development of habits of thought, action, skill, knowledge, and a decent attitude.
The use of the term training (training) and development (development) suggested by some experts, including:
– Dale Yoder (Hasibuan; 2002) uses the term executive training for employees and supervisors, while the term development aimed at management level employees.
– Edwin B. Flippo (Hasibuan; 2002) used the term to employee training and development to executive leadership level.
2.2. Job Satisfaction
Basically, that person will feel comfortable in working and high loyalty to the company, if the operation of obtaining job satisfaction according to what is desired. Particularly in manufacturing company job satisfaction highly coveted by all parties, as the company started manufacturing activities from procurement of raw materials to a finished full of challenges, both psychological and physical. According to Davis (Job satisfaction itself actually has any meaning for a worker, there are two words that and work satisfaction. Satisfaction is something the feelings experienced by a person, where what was supposed to have met or even what passes beyond what is expected, while working is someone’s attempt to achieve the goal by gaining income or compensation of its contribution to the work place.
Dole and Schroeder (2001); Job satisfaction can be defined as an individual’s feelings and reactions to the work environment, while according to Locke (Tilaar: 1997.) Job satisfaction is an expression of excitement or emotion in a positive outcome of the assessment of a job or job experiences.
Nasarudin (2001), Job satisfaction may be as a pleasurable emotional state ar positive resulting from the appraisal of one’s job or job experiences. The statement implies that job satisfaction is a positive emotional state can be fun or resulting from an penilaan to employment or work experience person.
According Handoko (1996) job satisfaction is a pleasant emotional state with which employees view their work. Job satisfaction reflects a person’s feelings towards his job. It impacts the positive attitude of employees towards work and everything encountered in the work environment.
Newstrom (Robbin: 2002) suggests that job satisfaction meant to support or not support the feelings experienced by employees at work. Suseno (1991), says that a positive attitude towards work positive relationship with job satisfaction. Basically, the more positive attitude towards work, the greater the job satisfaction, for that various indicators of job satisfaction needs special attention in order to improve worker performance. In general, a person feels satisfied with their job because penilaiaan successfully and obtain a fair share of leadership.
Effects and response Job Satisfaction
Job Satisfaction Dissatisfaction Response Effects
• Productivity
• absenteeism
• Exit entry level employees. • Exit (exit),
• Voice (voice),
• Faithfulness (loyality),
• Devotion (neglect)
Sources: Robbin 2002
Various actions performed by a person in the course of different forms of behavior. In the implementation of the organization’s behavior is strongly influenced by the quality of human resources, the better the quality of human resources, the better behavior diimplemtasikannya. Behavior means the behavior of individuals within the organization to be colored by the quality of human resources is concerned. According to Davis (1995), the behavior of individuals with regard to action taken by a person, it can mean that the person’s actions would not have regardless of quality or ability.
3. DISCUSSION
3.1. Quality of Human Resources in Connection with
Job Satisfaction
The quality of human resources in some countries ASEAN members still seems to be low quality, resulting in productivity per hours worked is still low (Manzini; 1996). Indeed, many things that can affect work productivity, for that organization should strive to ensure that the factors associated with labor productivity can be met to the fullest. the performance can be created perfectly. Discussing job satisfaction will not be released in the presence of factors that can affect a person’s job satisfaction.
In manufacturing companies, the productivity of individuals and groups greatly affect the performance of the company this is caused by the processing of raw materials into finished products. Given the very complex problem at all, the parties involved in the production process must be taken to observe the existing resources. Many things can affect the productivity of workers, so employers must maintain the factors that affect the performance can be met to the fullest. The issue of job satisfaction will be realized and fulfilled if some of the variables that affect the support of all.
Factors affecting Job Satisfaction
Influence factors
Work that is mentally challenging, Employees tend to prefer jobs that give them opportunities to use their skills and abilities. These characteristics make the work mentally challenged. The work is too less challenging creates boredom, but too much challenge creates frustration and feelings of failure.
The appropriate reward employees want pay systems and promotion policies that they perceive as fair, When the wage is seen as fair based on job demands, individual skill level, and community wage standards, satisfaction is likely to be generated.
Supportive working conditions, employees are concerned about the working environment both for personal comfort and to facilitate the task. These studies demonstrate that employees prefer physical surroundings that are not dangerous or troublesome. Temperature (temperature), light, noise, and other environmental factors should not be extreme (too much or too little).
Sources: Robbin 2002
It could be argued that indirectly also the third factor tmempengaruhi individual’s performance and the performance ends can be achieved with good company. In connection with this matter, so that employees are always consistent with the satisfaction that at least the company always pay attention to the environment in which employees perform their duties as co-workers, leadership, work environment and other things that can affect a person’s ability to carry out their duties. Employees care about the working environment both for personal comfort and to facilitate the task. These studies demonstrate that employees prefer physical surroundings that are not dangerous or troublesome. Temperature (temperature), light, noise, and other environmental factors should not be extreme (too much or too little). Personality will be formed also by the environment and that personality leads to positive attitudes and behaviors must be supported by a recognized norm of kebenanrannya and followed the guidelines in the act. Basically humans or someone who is in trying to determine the organizational life and create something that can accommodate the interests of all parties, in order to carry out their activities are not in conflict with the attitudes and behavior of each individual
In the organization of course many factors that predispose a person to achieve the stated goals, while the organization or company certainly colored by the behavior of individuals who are interested in their own group. Behavior of individuals within the organization or company must greatly affect the organization, either directly or indirectly, it is due to the ability of different individuals in the face of the task or activity.
Various attempts were made by humans of course to meet the wants and needs, but to their wants and needs can be met is not easy to come by if without maximum effort. Given the needs of people with each other certainly different ways to obtain it will be different. In fulfilling its needs someone would behave in accordance with the encouragement held and what the underlying behavior, for it can be said that there is power in a person that leads to action. So there is no doubt that the existing measures in meeting those needs comes from the quality of the resources owned by the man himself.
Someone will always crave appreciation of the results of his work and expect a fair wage. Penilaiaan performance should be based on quality objective as possible as it will motivate employees to perform kgiatannya. Beside that also penilaan performance can provide information for the purposes of salary, promotion and see the behavior of the employees.
From the description above can be explained that the quality of human resources related to productivity resulting from it, which will eventually affect the job satisfaction for someone. It can be seen in Figure 1 below.
HR Relationship with Job Satisfaction
So in everyday life are often the question arises what can make us satisfied. From the questions above can be seen berbgai things that can make us satisfied with the results of our work, in the workplace, as expressed by Robbins (2002) is;
(1) Quality. If we are proud of the quality of work we produce, of course, we naturally also be satisfied. Excellent quality, can be produced.
(2) Benefits and Solutions. In addition to recognition of excellence we work openly through the arena game, festival, or the recognition of customers, job satisfaction can also be grown from the realization that these results can provide many benefits for others. Masterpieces can not be understood, enjoyed, used by others, or add value to its users (can only be used by the manufacturer only) will provide a lower level of satisfaction of the work that can be used by many people.
From what can be expressed by Robbin said that the satisfaction to be gained employment, is derived from the quality of human resources, due to the berkualitasnya human resources will be able to produce a high quality work and will have the benefits and solutions.
But without us knowing sometimes we do not know how to achieve that job satisfaction. Achieving satisfaction, we must be able to see what things that satisfaction can be achieved, as described by Davis (1995), there are some things that need to be considered in reaching a satisfaction that is:
– Begin with the End Goals. Set goals that will be the end of the work we produce. The ultimate objective of these guidelines we can make the process work. The clearer our ultimate goal, the easier we choose the right strategy to make it happen. The ultimate objective can be broken down further into targets more practical (target annual, monthly, weekly, even daily), so that every activity we do to realize the ultimate goal can be more focused.
– Love your work. Each masterpiece presented by people who love their work. Without the love of the job, it is impossible to finish our work. Love of the job is also a strong incentive for us when we face a variety of challenges and obstacles in realizing our work. Without love, we will quickly despair and despondency to complete the work. This love also gives spirit to do their best.
– Work to Completed. The work that gives us satisfaction is the result of work carried out to completion. Completion of the work does not stop when a job looks finished, but more than that, until the job is completely finished to its roots.
– Specific Focus on Excellence. Everyone has weaknesses and strengths. Indeed, there are also people who have a variety of advantages. However, to look ahead and satisfy our need to focus, energy and efforts on one particular advantage and try to do my best in that aspect.
Based on the above discussion, the organization must be able to mobilize human resources in the organization and focus on factors related to job satisfaction. Where the quality of human resources that will be a driving factor to leverage the power of the human resources that will guide employees in attitude, style and behavior to achieve the objectives to be achieved in order to achieve job satisfaction.
CONCLUSION
Based on the discussion above, it can pull some conclusions are:
1. The quality of human resources associated with productivity that result, because the higher the quality of human resources will also affect the level of productivity that result, which in the end will affect the job satisfaction for someone.
2. Qualified human resources will be easier to achieve job satisfaction, as the quality of human resources is keen to see what factors can provide such job satisfaction, quality, benefits and solutions, as well as qualified human resources will be easier to implement how how to achieve job satisfaction.
3. Job satisfaction can be achieved by determining what should be done by us as, determine the final target, loved the job, do the job thoroughly, focusing on one particular advantage.
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