Resource Mgmt: Improving Natural Resources

RESOURCE MANAGEMENT AS IMPROVING THE QUALITY OF NATURAL RESOURCES Humans are special creatures who have been given gifts by God Almighty, similar to common sense and thoughts which are able to enable them to live and develop from time to time following the developments of the times. With common sense and thoughts coupled with supporting knowledge, humans are able to live and develop with the abilities they have and produce various creative and innovative works. Humans are social creatures and basically they cannot live alone. In their lives, humans always work side by side with organizations, whether formal or informal organizations according to their personal needs. When humans enter an organization, they already have the same goals as the organization they enter and will be empowered to achieve organizational goals effectively and efficiently, so that they can produce quality products and work results. Human resource management is a process or stage of managing each individual or group of employees in an organization with predetermined goals. Human resources are one aspect that supports the success of an organization in achieving its goals. Apart from the human resources aspect, there is also the natural resources aspect, where abundant natural resources are less useful if they cannot be managed well by humans themselves. If human resources have the capabilities and competencies that support them in accordance with the TUPOKSI provided by the relevant organization, then the expected performance will be achieved and existing natural resources can be managed well and optimally. According to Sitohang defines Human Resource Management as follows: Human Resource Management is the entire process of planning, organizing, directing and supervising the activities of selecting, training, placing, providing compensation, developing, integrating, maintaining and releasing human resources to achieve various goals of individuals, communities, government customers and the organization concerned (in Sinambela, 2016, p. 8) Basically, the main function of Human Resources Management is to manage human resources in an organization to achieve the organization's main goals. Human resources are a very important and crucial aspect in running an organization, because having sufficient and competent human resources is an added value that the organization has. According to Hasibuan, he briefly explains the functions of management as follows: 1. Planning. Plan the workforce effectively and efficiently to suit the company's needs in realizing goals. 2. Organizing. Arranging an organization by designing the structure and relationships between tasks that must be carried out by a prepared workforce. 3. Direction. Activities direct all employees to cooperate and work effectively and efficiently to help achieve the goals of the company, employees and society. 4. Controlling. Activities direct all employees to cooperate and work effectively and efficiently to help achieve the goals of the company, employees and society. 5. Procurement of labor (Procurement). The process of attraction, selection, placement, orientation and induction to get employees who suit the company's needs. 6. Development (Development). The process of improving employee technical, theoretical, conceptual and moral skills through education and training. 7. Compensation. Providing direct and indirect compensation, money or goods to employees as compensation for services provided to the company. 8. Integration. Activities to unite company interests and employee needs, in order to create harmonious and mutually beneficial cooperation. 9. Maintenance. Activities to maintain and improve the physical, mental and loyalty conditions of employees so that they are willing to work together until retirement. Good maintenance is carried out with a welfare program that is based mostly on employee needs. 10. Discipline (Discipline). Desire and awareness to comply with company regulations and social norms. 11. Termination of labor relations (Separation). Termination of a person's employment relationship from a company. This termination of employment can be caused by the employee's wishes, the company's wishes, the end of the employment contract, retirement and other reasons. (in Adamy, 2016, pp. 4-6) The results produced by the organization, whether in the form of services or goods, can be seen and assessed from the performance of the employees within it. Performance is the level of contribution made by an individual or group, either directly or indirectly, to achieve organizational goals. According to Hersey and Blanchard, performance is defined as follows: Performance is a function of motivation and ability, to complete tasks and work, a person must have a certain degree of willingness and level of ability. A person's willingness and skills are not effective enough to do something without a clear understanding of what will be done and how to do it (in Sinambela, 2016, p. 481). Meanwhile, according to Mathis and Jackson, employee performance is defined as follows: Employee performance is an activity carried out by employees which is influenced by ability, motivation, support received, the existence of work carried out by employees, and the employee's relationship with the company. (in Adamy, 2016, p. 92) Of course every organization wants to increase productivity, therefore employee performance needs to be increased. According to Adamy (2016) employee performance is closely related to the results of the work, which can involve quality, quantity and timeliness. Therefore, it is necessary to measure the employee's own performance. According to the concept of Bernardin & Russell proposed six criteria for measuring employee performance, namely: 1. Quality, concerns the degree to which the process or results of implementing activities approach the expected goals; 2. Quantity, regarding the amount produced; 3. Timelines, the extent to which an activity has been completed within the specified time; 4. Cost-Effectiveness, the extent to which the organization's resources are used (human, financial, technological, material); 5. Need for supervisor, the level to which an official can carry out work without requiring supervisory supervision; 6. Interpersonal impact, concerns the extent to which employees maintain self-esteem, good name and cooperation among employees. (in Adamy, 2016, p. 97) BPSDM Provincial West Java (West Java Provincial Human Resources Development Agency) is an agency that has the main task of carrying out supporting functions for government affairs in the field of human resource development, including competency certification and institutional management, development of substantive technical competencies, development of general technical competencies and development of relevant managerial competencies. becomes the authority of the Provincial Region, carries out deconcentration tasks and carries out assistance tasks according to their field of duties, based on statutory provisions. BPSDM Provincial West Java also has the following functions: a) Carrying out the formulation of technical policies for Government affairs in the field of human resource development which is the authority of the Province. b) carrying out human resource development which is the province's responsibility. c) Implementation of administration of the Human Resources Development Agency. d) Organizing the Agency's evaluation and reporting. e) Carrying out other functions in accordance with the main tasks and functions.