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"Seiring berkembangnya zaman, teknologi yang digunakan pada industri manufaktur juga semakin meningkat. Hal ini memberikan dampak positif bagi industri maupun perusahaan dari berbagai sisi. Namun seiring meningkatnya proses produksi industri manufaktur, memberikan dampak terhadap negatif terhadap lingkungan, seperti peningkatan gas rumah kaca, kadar karbon monoksida di udara, hingga meningkatnya limbah buangan. Hal ini menimbulkan perhatian dari berbagai pihak, baik masyarakat, praktisi, edukasi, hingga pemerintah. Salah satu cara untuk menghadapi hal ini, adalah dengan mengimplementasikan Green HRM dalam pengelolaan perusahaan. Penelitian ini dilakukan untuk mengukur dampak dari implementasi Green / Sustainable HRM pada tahap Rekrutmen, Pelatihan, Penilaian Kinerja dan Reward & Benefit, terhadap faktor Triple Bottom Line (People, Profit, & Planet) di perusahaan Industri Manufaktur yang berada di Tangerang, Indonesia. Menggunakan metode survey pada 57 orang karyawan yang berada pada berbagai level jabatan, dan menggunakan teknik Spearman’s Correlation Coefficient untuk menganalisa keterhubungan, didapatkan hasil bahwa tahap Rekrutmen, Pelatihan, Penilaian Kinerja dan Reward & Benefit memiliki keterhubungan kuat dengan faktor Planet (Lingkungan). Sedangkan tahap Rekrutmen, Pelatihan, Penilaian Kinerja dan Reward & Benefit memiliki hubungan menengah dengan faktor People (Sosial) dan Profit (Keuangan).

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Along with the development of the times, the technology used in the manufacturing industry is also increasing. This has a positive impact on the industry and companies from various sides. However, as the production process of the manufacturing industry increases, it has negative impacts on the environment, such as increasing greenhouse gases, carbon monoxide levels in the air, and increasing waste disposal. This raises the attention of various parties, both the community, practitioners, education, and the government. One way to deal with this, is to implement Green HRM in company management. This research was conducted to measure the impact of the implementation of Green / Sustainable HRM at the Recruitment, Training, Performance Appraisal and Reward & Benefit stages, on the Triple Bottom Line factor (People, Profit, & Planet) in a Manufacturing Industry company located in Tangerang, Indonesia. Using a survey method on 57 employees at various position levels, and using the Spearman’s Correlation Coefficient technique to analyze the relationship, it was found that the Recruitment, Training, Performance Appraisal and Reward & Benefit stages have a strong relationship with the Planet factor. While the Recruitment, Training, Performance Appraisal and Reward & Benefit stages have a medium relationship with the People and Profit factors."

"Dalam dunia bisnis tidak jarang perusahaan besar awalnya bermula dari perusahaan keluarga yang dapat dikelola secara baik dan profesional. Akan tetapi tidak jarang pula perusahaan keluarga yang kandas di tengah jalan.Menurut The Jakarta Consulting Group, 88 persen perusahaan swasta nasional berada di tangan keluarga. Ciri yang menonjol dan perusahaan keluarga adalah terpusatnya kepemilikan, kekuasaan, manajemen perusahaan di tangan keluarga pendiri, serta peruntukan perusahaan bagi keluarga semata-mata. Di sisi lain, pertumbuhan usaha berhubungan erat dengan pengelolaan Manajemen SDM perusahaan, termasuk di dalamnya fungsi operasionalnya yang menyangkut seleksi dan perekrutan, pelatihan dan pengembangan, pemberian kompensasi dan penghargaan bagi karyawan berdasarkan pencapaian prestasinya sampai dengan pemutusan hubungan kerja. Karyawan merupakan asset terbesar perusahaan dalam pengelolaaan SDM berdasarkan kineja dan prestasi.Penelitian ini bertujuan untuk mengetahui sejauh mana Implementasi Manajemen SDM dan Pengaruhnya terhadap Kinerja di perusahaan bisnis keluarga PT. KI. Adapun secara rinci tujuan penelitian ini adalah untuk mengetahui bagaimana pelaksanaan MSDM dalam proses rekrutmen, pelatihan karyawan, kinerja serta kompensasi dan karir di perusahaan bisnis keluarga. Sedangkan metode yang dipergunakan adalah metode deskriptif dan verifikatif dengan menggunakan instrumen penelitian berupa kuesioner dengan skala Likert. Analisis data yang dipakai adalah regresi linear berganda.Hasil penelitian menunjukkan bahwa setiap item pertanyaan pada variable penelitian yang tidak memiliki hubungan keluarga cenderung menjawab antara 1 sampai dengan 3, sedangkan yang memiliki hubungan keluarga menunjukkan pemyataan sangat setuju, terlihat jawaban mereka berkisar antara 5 sampai dengan 6 skala.Penelitian ini berhasil membuktikan bahwa Seleksi dan Rekrutmen, Pendidikan dan Pelatihan dan Kompensasi berpengaruh terhadap Kinerja karyawan PT KI. Rata-rata skor dari setiap variable Seleksi dan Rekrutmen, Pendidikan dan Pelatihan dan Kompensasi adalah rendah, maka Kinerjanyapun juga rendah Temuan dalam penelitian ini adalah variable Seleksi dan Rekrutmen yang paling berpengaruh terhadap kinerja karyawan. Penulisan ini hendaknya dapat membuka mata bagi para praktisi maupun akademisi bahwa kehidupan di dunia usaha tidak berjalan sesuai dengan teori-teori maupun kaidah bisnis yang seharusnya. Masih banyak penyimpangan-penyinpangan yang diiakukan karena masih adanya peluang maupun kelemahan dalam pengawasan aplikasi bisnis maupun regulasinya.

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In the business world, it is not rarely that a large corporation is commenced from a well-managed and professional family business. However, and also some family businesses went to bankrupt.According to The Jakarta Consulting Group, 88 percents of national private companies are owned by family businesses. The prominent characteristics from family business is that its ownership, power and company's management is under founders of family businesses, and its interests are only to its families. On other side, its business development is highly related on human resources management of their company particularly in its operational functions that relates to selection and recruitment, training and development, compensation and appreciation for employees that based on their achievements to job termination. Employee is company's largest assets to managing its human resources that based on achievement and performance.Objective of this study is to find on what extent the implementation of human resource department and its effects to employees' performance in family business company, PT, KI. In details, objective of this study is to find what is the implementation of human resource management in recruitment, employee training, performance, compensation and their career in family business company. And used method in this study is descriptive and verification methods with using study instruments in form of questionnaire by Likert scale. Used data analysis is multiple-linear regression.The results of this study showed that each questionnaire item on study variable which has no correlate to family is inclined to replied 1 to 3, and those that has correlation to family showed highly affirmative, it can be seen from their replies that ranged between 5 to 6 in scale. This study is succeeded to prove that Selection and Recruitment, Educational and Training and Compensation give effect to the employees' performance of PT. KI. Average score for each variable on Selection and Recruitment, Educational and Training and Compensation is low or not significant, consequently, to its performance.Finding in this study is Selection and Recruitment variables are the most influencing to employees' performance, This writing shall surely open practitioners' and/or academicians' eyes that the sphere of business world is not parallel to its proper business theories and codes. There are still many divergences due to opportunities and weaknesses are still exists in business application observation as well as its regulations."

"In contemporary times, most organizational functions (such as finance, marketing, and supply chains) have assessed their impact on the environment. HR has lagged behind other disciplines in discussions of sustainability, though the literature on this topic has grown significantly in recent years. This book, engaging SDGs 4 and 8, among others, examines green HRM from a variety of perspectives. Divided into three sections, it explores the process of human resource acquisition, the connection between green HRM practice and employee behavior, and international perspectives of green HRM. The final chapter presents a summary analysis of topics discussed in the book and outlines potential future paths of research for the field. This volume, featuring leading researchers from across the globe, further develops this emerging field for HR and organizational behavior scholars."

"e-HRM merupakan suatu teknologi informasi yang dapat meningkatkan efektivitas dan efisiensi sistem HRM perusahaan dengan melaksanakan fungsi sistem tersebut secara elektronik atau online. Penelitian ini bertujuan untuk menganalisis pengaruh penggunaan electronic human resource management (e-HRM) terhadap efektivitas HRM di perusahaan perbankan. Unified Theory of Acceptance and Use of Technology (UTAUT) digunakan sebagai teori untuk menganalisis pengaruh determinan e-HRM (performance expectancy, effort expectancy, dan social influence) terhadap penggunaan sistem e-HRM. Data empiris diperoleh melalui kuesioner yang disebarkan ke salah satu perusahaan perbankan di Jakarta. Analisis hipotesis dilakukan dengan teknik Structural Equation Modeling (SEM) menggunakan perangkat lunak Lisrel 8.80. Hasil penelitian ini menunjukkan bahwa performance expectancy dan effort expectancy dapat memengaruhi penggunaan sistem e-HRM oleh karyawan. Penggunaan sistem e-HRM juga terbukti memiliki pengaruh positif dan signifikan terhadap efektivitas HRM pada tingkat kebijakan dan praktik

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e-HRM is an information technology that increased the effectiveness and efficiency of company’s HRM system by carrying out HRM system’s function electronically or online. The purpose of this study is to analyze the effect of using electronic human resource management (e-HRM) on human resource management (HRM) effectiveness in Banking Company. Unified Theory of Acceptance and Use of Technology (UTAUT) was used as a theory to analyze the effect of e-HRM determinants (performance expectancy, effort expectancy, and social influence) toward e-HRM usage. Empirical data was obtained through questionnaires that distributed to one of the banking company in Jakarta. Hypothesis was examined using structural equation modeling (SEM) technique using Lisrel 8.80 software. The findings indicate that performance expectancy and effort expectancy influence e-HRM usage. e-HRM usage also has positive and significant effect on HRM effectiveness at policy and practice level"