HUMAN RESOURCE MANAGEMENT

An organization, whether profit-oriented private sector, public sector benefits orientation or any organization, is interested in the achievement of the organization's vision. Every effort will be deceived, every element of the organization must contribute to achieve the organization's vision aspired together.
The definition of elements of an organizational unit bottom to top-level organizational unit, or individual at the root level of the individual to the highest level, all hand in hand, focus, continue to monitor the way the organization, to make it straight, not deviated toward a point of vision of the organization. An organization that is the origin of the street, not sure the goal is a vanity. This is analogous to a man who does not know the purpose Dihadirkannya into the world and do not know the end of the trip was going.

        Effective and efficient organization in achieving its objective should be managed professionally. Management of professional organizations that will form an organizational culture that profesionai also, conversely organizations that improvise and just an amateur, without careful thought, systematic, and strategic, will result in organizational culture and effectiveness modest achievement of organizational goals that are less baik.Hal can be seen from :

       1. achievement of objectives that can be distorted and not in accordance with the vision, mission,              and objectives, and

       2. target time is slow, in fact, can lead to corruption and

           bankruptcy.
Periodically, management should conduct an evaluation of the performance of the organization, so if there is the direction the organization, not in accordance with the agreed vision, management can take immediate corrective action or control. Thus, both top management, middle management and lower management together need to be wary of corporate destination, so that organizational performance can be controlled and maintained in accordance with the desired.
In order to achieve the vision of the organization, the entire system of organization that was driven by the leadership to make strategic and taktikanalisa perancanaan field continued with field work, the working plan includes measures of work, schedule in an organization often referred to as Plan, Do, Check, Action (PDCA ) or Planning, Organizing, Actuiting, Controlling (POAC).

         For an organization as well as the achievement of the vision is the responsibility of all elements of the organization, but the largest portion is the responsibility of its leaders. The achievement of this vision is determined by many factors, but primarily on its human resources. In an organization consisting of production factors of human resources, material resources, machine resources, money resources, conceptual resources (information). Management of resources-those resources in order to achieve the vision / goals of the organization. However, human resource management is different from managing other resources. Man is a complex resource. Not excessive when management of the organization, in its essence is a human resource management.
Human resources (human resources), is a complex of factors of production, when compared with other production factors. Humans have, will, desires, ideals, emotions. Not the case with other resources. In order to manage human resources, one theory that can be used as a reference or just a factor of consideration in the management of human resources is the theory of "job satisfaction".

         Understanding job satisfaction Someone who works a high level of satisfaction will have a positive attitude towards work. Job satisfaction will make a person maintaining organizational commitment, pro-active against the interests of the organization, defend and maintain the good name of the organization. Conversely, if a person is not satisfied with the job, will have a negative attitude towards his job, regardless of organizational commitment, apathetic, and do the activity that has nothing to do with the work to be done. Job satisfaction (Job Satisfaction) is intended emotional state in which the employee did or did not happen the meeting point between the value of labor remuneration received by an employee of a company or organization to the level of value of fringe benefits that are desired by the employee.
Job satisfaction is closely related to the emotional state of pleasant and unpleasant in the way employees view their work and reflect a person's feelings towards his job. It looks at positive or negative attitude of employees towards work and everything that is faced in the work environment. The leaders should have to constantly monitor the job satisfaction of employees / employee, as this may affect the level of absenteeism, turnover / labor turnover, morale, complaints, and problems other vital personnel. In the end it will interfere with the achievement of the organization's vision.

       If the organization can give notice and employee satisfaction, then in the employee concerned will have the feelings of pleasure and joy in the face of inner and outer work and the work environment. More and more aspects of the work in accordance with the wishes of the employee, the higher the level of employee job satisfaction. All this will encourage / improve the integrity, organizational commitment, job performance maximum, and the creation of contributing to the achievement of the vision into a real theory of job satisfaction to job satisfaction discusses several theories have been proposed to state why someone liked his work so that employees can perform well, which will be useful for both sides, both the employee and the organization itself.
Theory of job satisfaction that was pioneered by Porter (1961) is the discrepancy Theory. Satisfaction or dissatisfaction felt by the individual is the result of a comparison performed by the employee / employees of the various things that are easy to obtain from his job and the expectations.

        Satisfaction will be felt by the individual if the difference or gap between the private individual standards with what is obtained from a small job. Conversely, dissatisfaction will be felt by the individual if the difference or gap between an individual's personal standards with what is obtained from a large job. Discrepancy theory emphasizes that the satisfaction of people in work characterized by the close distance between expectations and reality, that reality is obtained in accordance with expectations. several factors needs and desires of employees, namely: a good salary, job security, co-workers are compact, respect for work, opportunity for advancement, fair and wise leadership, direction and reasonable orders, and organization or work place that is valued by the community.
Work that is mentally challenging. Employees would prefer jobs that give them the opportunity to use their skills and abilities. Employees also expect feedback on the work already done. Jobs that are less challenging to create boredom, but work is too challenging will also cause frustration when failed. In short is the right man on the right place.
Work with the condition of the challenges that are (according to the level of ability), will tend to make employees happy and satisfied to achieve conditions.
The work is mentally challenging is intended according to ability and education employees. The organization certainly will lose money when the skills / abilities are not utilized optimally employee; want the rewards that pantas.Pegawai system of wage and promotion policies that they consider fair. Wages are considered unfair if, based on skill level, standard komunitas.Upah remuneration is not based on the number, but more important is the perception of fairness. As wages, employees also wanted a promotion policies and practices are fair. Promotion provides the opportunity for employees to gain more responsibility, and enhanced social status. Promotion policy that is considered fair (fair and just), will make the employees reach the level of job satisfaction. For employees of public sector wage standard is Giffen (existing provisions governing) so for the sake of the analysis of human resource management wage variable is negligible.
Working conditions that support. Employees will love the comfortable working conditions, tools that facilitate completion of the work.
Coworker support. For employees of the workplace is also a means of social interaction. Colleagues and the leadership behavior is a determinant of job satisfaction. Friendly co-workers, bosses want to hear the opinion of subordinates and provide feedback on the completion of the work fairly, will affect the level of employee satisfaction / employee. According to Stephen P. Robbins, the level of job satisfaction is directly proportional to the level of absenteeism. Is very sensible when an employee is not satisfied will likely do the defaulter.
Workers with high levels of job satisfaction will have an attendance rate that is much better than employees with low levels of job satisfaction. On the other hand the level of job satisfaction also greatly affect the level of employee productivity. Organizations with high levels of job satisfaction will have a level of labor productivity better than the organization with the level of job satisfaction is lower. Job Satisfaction and Dissatisfaction effect absenteeism has a consistent negative relationship. High absenteeism due to low job satisfaction. While when, officials, employees have / feel the job satisfaction is high, then the level of job satisfaction will be low absenteeism and turnover (turn over) also had a negative relationship. High level of satisfaction will minimize the discharge rate (turnover) of employees, and this correlation is stronger than the correlation between satisfaction and absenteeism.