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1. Introduction
In relation to the development of the field of human resources management, various studies particularly relating to employees’ performance have been made in the form of empirical facts about HR performance with different approaches and aspects of studies. Mondy et al. (1999) report that performance is a process that significantly affects organizational success with manager and worker roles to work together to set expectations, review results and performance rewards. Performance in terms of soft approach is a function of motivation, ability and opportunity (Robbins, 1996). A person’s skill level is judged to be insufficient to complete a task without a clear understanding of the work to be performed and how to do it (Hersey and Blanchard, 1995).
Looking at the strategic role in supporting the development of national and regional economy through the provision of employment and business opportunities, the urgency of a comprehensive study of the phenomenon of human resources of construction services is quite interesting in the order of community analysis unit of national construction service employees which has relatively homogeneous level of activity one another. However, one of the conditions that must be fulfilled in the business development of construction services is the readiness of reliable and professional HR support. In this regard, this research focused on national consultant construction services business with analysis unit of employees operating at the management and operational levels.
Coming from historical developments and factors that specifically affect human resource management, various approaches are needed to understand how HR practices are in the context of achieving organizational goals. Werther and Davis (1996) developed five approaches, namely, strategic approach: the strength of internal resources including human resources and certain competencies are identified as decisive elements for the long-term success; management approach: orientation of modern management thinking, such as job description, job specification, human resource planning, selection process, placement, evaluation of employees, compensation system not out of previous concept including Taylor–Fayol conception; system approach: each section affects the other sections; proactive approach: HR department should be proactive in analyzing the environment of possible rapid changes like the factor of economic–political environment that impacts on the existence of the company; and human resource approach: work motivation and job satisfaction will increase if needs are met. If work motivation...