HUMAN RESOURCES

HUMAN RESOURCES

Human resources is one of the most important production factor in a company, it is they who determine the reciprocation of a company, by having a skilled workforce and highly motivated, the company has had a very expensive asset, which is difficult to assess with money. Therefore companies need to conduct a planning and management of employee well against existing and forthcoming for employees.

Compared with other factors of production, labor factor is the most unique and specific so because human beings have attitudes and feelings, have a reason and have personal goals, if the management company is able to manage it well, ties into optimally motivated workforce will have high morale so that productivity is also better that will eventually reach
as expected target company's management.


According Handoko that human resource management as a withdrawal, selection, development, maintenance, and use of human resources to achieve individual and organizational goals.

According to Nawawi (2001) there are three terms of human resources, namely :

 
• Human resources are the people who work in the environment of a organization (also called personnel,

   labor, worker or employee).
• Human resources are the human potential as a driver of an organization in realizing its existence.
• Human resources are a potential asset and serves as the capital (non-material / non-financial) in business

  organizations, which can realize a real potential (real) physical and non-physical in realizing the existence of

  the organization.

Based on the understanding that it can be concluded that the human resource is a process of utilizing human as human labor, so potensifisik and its psychological function sufficiently to the achievement of organizational goals (agency). Besides that, human beings are complex and unique God and created in integration is not a stand-alone duasubstansi the body (physical / physical) as an element of the material, and which are non-material soul. The most intensive working relationships within the organization was among the leaders of the workers (staff) that lies below.

This paper will discuss how to manage human resources through knowledge-based learning organization dala (learning organization) and innovation in human resource management practices in the organization.

1. Challenges of human resource management in the knowledge-based competencies.

Changes in the business environment and competition has important implications for the management of Anomalies SDM.beberapa tersebutr is more rapid business changes with accompanying uncertainties, cost increases along with the increasing competitive pressure of competition in terms of profit margins, rapid technological changes that require skills new that can be obtained from the empowerment, education and training, organizations are increasingly complex, flatter and leaner organization that is more flexible, changing demographics with the limited availability of labor, the need for external forces such as legislation and regulations, and the increasing competition of multinational , cooperation and relationships hultilateral. 

2. Role in the knowledge-based human resources firm. 

HR has a knowledge base (knowledge-based workers) who have diverse skills and expertise (multiskilling worker) is required to ensure the viability and competitiveness of the company.Theoretically-based knowledge worker is defined as workers with managerial talent capable menjalangkan management functions (planning function, function organizing and leading functions) and management roles, including the role of interpersonal, informational and decision-makers, as well as having the knowledge base for master the development of existing technology. While mullti skilling workers defined as workers who have few skills menunjan in organizational processes such as general skills and special skills. 

3. Knowledge-based human resource management. 

Building a knowledge-based human resources (knowledge-based workers) requires that an organizational learning process is indicated by a change in behavior (behavioral Change) and improved performance through a process of organizational learning. organizational learning (learning organization) has a meaning of its capacity to create, acquire, and transfer the knowledge, as well as modifying behavior to reflect new knowledge and outlook. The definition shows a simple fact that new ideas from outside the organization are communicated by knowledge workers, are very important in the learning process to achieve organizational improvement. 

4. Knowledge-based human resources and competitive advantage 

The acquisition of intellectual assets and the company's ability to manage the organization's intellectual is a requirement to achieve organizational success in merahi sustainable competitive advantage. Managing intellectual assets owned or commonly known HR denganproffesional intellect and turn it in products and services that are useful to the needs of consumers is important faktof in knowledge-based competition.