PRINCIPLES OF HUMAN RESOURCE MANAGEMENT AND ORGANIZATIONAL COMMITMENT

Abstract

Human resources are more critical than other resources used in production. Without people capable of managing the organization, the organization cannot exist. The bigger the organization, the more necessary the human resource management unit is. Building organizational commitment is what executives want to happen in the organization because the employee's commitment to the organization is the main factor that leads to the success of the organization. It is also the basis for motivating employees to work in management or operations. Organizational engagement can predict the turn-on rate of organizational members. Individuals with high organizational engagement always strongly desire to stay with the organization. As a result, the rate of turnover and absenteeism decrease. It can also motivate members of the organization to perform better than those who are not affiliated with the organization. Organizational commitment is a form of personal attitude and behavior that reflects the organization's effectiveness. Members' lack of commitment to the organization will have a negative effect, causing undesirable organizational behavior such as neglecting to perform duties, lack of punctuality in work, absenteeism, job rotation, and eventually resigning from the organization. Resigning from the job will create problems in human resource management that must invest in recruitment, selection, training, and development of new employees, including the employees' morale. Therefore, employee retention is a factor that also measures success in human resource management.