Management Audit to Asses the Effectiveness and Efficiency of Human Resource Functions (Case Study at PT. BPR Pasarraya Kuta – Badung Regency)

Juliantari, Ni Luh Putu and Arsana, I Made Marsa and Suarta, I Made (2022) Management Audit to Asses the Effectiveness and Efficiency of Human Resource Functions (Case Study at PT. BPR Pasarraya Kuta – Badung Regency). Repository Politeknik Negeri Bali.

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Abstract

This study aims to determine the level of effectiveness and efficiency of human resource functions as well as to provide recommendations for various weaknesses. These human resource activies include: planning, recruitment, selection and placement, training and development, career development, employee performance appraisal, compensation, occupational health and safety, employee relations, and layoffs. This research is descriptive qualitative research, namely data analysis by collecting and explaining non-numerical data, which is then compared with the theory concerned to obtain clarity of results that are used as conclusions and suggestions. The subject of this research is PT. BPR Pasarraya Kuta while the object of this research is the function of human resource management. Data collection techniques using interviews, observation and documentation with elements in data analysis include: criteria, conditions, causes, and effects. Based on the results of the study, it is known that there are several weaknesses. Various weaknesses were found, namely planning and recruitment when they needed new employees, socialization on career development programs had not been carried out, there were no written procedures governing training and development, career development, employee performance appraisals, compensation, health and wellness. safety, employee relations, and layoffs. Based of these weaknesses, then some recommendations are given that can be used as input for companies in improving and developing the activities of the human resource function in the future, namely: the human resource function is expected to have clear and docu-mented standards. Companies should open job vacancies not only when they need new employees. Companies should so-cialize career development programs to employees.

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