HR Risk Analysis and Employee Performance: Implications for HR Management
DOI:
https://doi.org/10.47747/fmiic.v1i1.2146Abstract
The COVID-19 pandemic has brought about changes in various sectors of life. One of them occurs in the system and work patterns. PT XYZ is one of the companies in Indonesia which has its role in improving the welfare of the lower-class community. During the COVID-19 pandemic, PT XYZ continued to carry out work from the office because transactions between employees and customers had to be carried out directly. This increases the occurrence of human resource risks for employees. This study aims to identify the perception of resource risk and analyze human resource management and employee performance, as well as the effect of risk and human resource management on employee performance. The data used in this study are primary and secondary, then analyzed quantitatively using descriptive analysis methods and SEM-PLS. PT XYZ is dominated by 55% are male, 46.4% are 31-35 years old, 83.6% have a bachelor's degree, 37.9% have a corporate title as cashier, 44.3% have worked 6-10 years, 60.7% have work experience, and 71.4% have experienced job rotation. Employees' perceptions of human resource risk, employee performance, and human resource management are mostly positive. The results of the SEM-PLS analysis show that the risk of human resources and human resource management has a positive and significant effect on employee performance. Meanwhile, human resource management as a moderating variable is not able to moderate or strengthen the influence of employee competence on employee performance.
References
Becker K, Smidt M. 2016. A risk perspective on human resource management: A review and directions for future research. Hum. Resour. Manag. Rev. 26(2):149–165.doi:10.1016/j.hrmr.2015.12.001.
Delery JE, D. Harold Doty. 1996. Modes of Theorizing in Strategic Human Resource Management : Test of Universalistic, Contingency, and Configurational Performance Predictions. Acad. Manag. J. 39(4):802–835.
Ghozali, Imam HL. 2015. Konsep, Teknik, Aplikasi Menggunakan Smart PLS 3.0 Untuk Penelitian Empiris. Semarang: BP Undip.
Ghozali I. 2009. Aplikasi Analisis Multivariate dengan Program SPSS. Semarang: UNDIP.
Ghozali I. 2016. Aplikasi Analisis Multivariate Dengan Program (IBM SPSS). Ed ke-8. Semarang: Badan Penerbit Universitas Diponegoro.
Hair JF, Sarstedt M, Hopkins L, Kuppelwieser VG. 2014. Partial least squares structural equation modeling (PLS-SEM): An emerging tool in business research. Eur. Bus. Rev. 26(2):106–121.doi:10.1108/EBR-10-2013-0128.
Harsuko. 2011. Mendongkrak Motivasi dan Kinerja: Pendekatan Pemberdayaan SDM. Malang: UB Press.
Hartono J. 2011. Metodologi Penelitian Bisnis: Salah Kaprah dan Pengalaman-pengalaman. Yogyakarta: BPFE.
Huang W, Sun Q, Guan X, Peng S. 2017. Human Resource Risk Identifi cation and Prevention. :16–21.
Koopsman et al. 2014. Improving the individual work performance questionnaire using rasch analysis. J Appl Meas. 15(2):160–175.
Kraev VM, Tikhonov AI. 2019. Risk management in human resource management. TEM J. 8(4):1185–1190.doi:10.18421/TEM84-11.
Luthans F. 2006. Perilaku Organisasi. Sepuluh. Yogyakarta.
Mangkunegara A. 2009. Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT Remaja Rosdakarya.
Mangkunegara AAP. 2004. Perencanaan dan Pengembangan Sumber Daya Manusia. Bandung: PT. Refika Aditama.
Manzoor F, Wei L, Bányai T, Nurunnabi M, Subhan QA. 2019. An examination of sustainable HRM practices on job performance: An 37 application of training as a moderator. Sustain. (Switzerland),. 8(11):1–19.doi:https://doi.org/10.3390/su11082263.
Meyer M, Roodt G, Robbins M. 2011. Human resources risk management: Governing people risks for improved performance. SA J. Hum. Resour. Manag. 9(1):1–12.doi:10.4102/sajhrm.v9i1.366.
Minbaeva DB. 2005. HRM practices and MNC knowledge transfer. Pers. Rev. 34(1):125–144.
Noe., Raymond A., John R., Hollenbeck. BG& PM. 2010. Manajemen Sumber Daya Manusia Mencapai Keunggulan Bersaing. Jakarta: Salemba Empat.
Nurmansyah A. 2019. Pengaruh Kebijakan Promosi Jabatan dan Insentif Terhadap Motivasi Kerja Karyawan Pada Politeknik LP3I Bandung. Atrabis J. Adm. Bisnis. 5(1).doi:https://doi.org/10.38204/atrabis.v5i1.233.
Pradhan RK, Jena LK. 2017. Employee Performance at Workplace: Conceptual Model and Empirical Validation. J. India.
Priyono, Marnis. 2008. Buku Manajemen Sumber Daya Manusia Kinerja. Volume ke-23.
Sadgrove K. 2016. The Complete Guide to Business Risk Management. Routledge.
Sarwono. 2010. Pengertian Dasar Structural Equation Modeling (SEM). J. Ilm. Manaj. Bisnis. 10(3):173–182.
Simanjuntak. 2005. Manajemen Dan Evaluasi Kinerja. Jakarta: Fakultas Ekonomi Universitas Indonesia.
Sugiyono. 2013. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Sugiyono. 2016. Metode Penelitian Pendidikan Pendekatan Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta.
Susilowati Y. 2013. Pengaruh Aspek Pengelolaan Sumber Daya Manusia terhadap Peningkatan Kinerja Organisasi di Industri Otomotif di Indonesia. J. Manaj. Teknol. 12(1):21–38.
Wartono T. 2017. Pengaruh Stres Kerja Terhadap Kinerja Karyawan (Studi Pada Karyawan Majalah Mother and Baby). J. Ilm. Prodi Manaj. Univ. Pamulang. 4(2).
Wulansari EG. 2020. Stres Kerja dengan Produktivitas Kerja Karyawan di PT Politama
