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"Tujuan penelitian ini adalah untuk menguji dan menganalisis pengaruh training, career development dan performance management terhadap employee competencies, employee performance  dan organizational capability. Penelitian ini dilakukan pada Lembaga Negara yang Independen yang berperan sebagai Lembaga Regulator Industri Keuangan Indonesia. Tehnik pengumpulan data dilakukan dengan menyebar kuesioner. Sebelum disebarkan, kuesioner penelitian telah diuji validitas dan reliabilitas menggunakan SPSS. Jumlah responden adalah 445 pegawai. Pengolahan data untuk membuktikan hipotesis menggunakan metode Structural Equation Model (SEM) Lisrel 8.80. Berdasarkan hasil penelitian menunjukkan bahwa training dan performance management berpengaruh signifikan dan positif terhadap employee competencies, career development tidak berpengaruh signifikan terhadap employee competencies, employee competencies berpengaruh signifikan dan positif terhadap employee performance, employee performance berpengaruh signifikan dan positif terhadap organizational capability.

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The objectives of this research are to examine and analyze the effect of training, career development and performance management on employee competencies, employee performance and organizational capability. This research was conducted at an Independent State Institution that acts as a Regulatory Agency for the Indonesian Financial Industry. The data collection technique was done by distributing questionnaires. Before being distributed, the research questionnaire had been tested for validity and reliability using SPSS. The number of respondents was 445 employees. Data processing to prove the  hypothesis using the Lisrel 8.80 Structural Equation Model (SEM) method. The results show that training and performance management had a significant and positive effect on employee competencies, career development had no significant effect on employee competencies, employee competencies had a significant and positive effect on employee performance, employee performance had a significant and positive effect on organizational capability."

"Coaching Employee Engagement Training is written for managers and other leaders who, regardless of their level of experience, wish to facilitate and support the development of truly engaged employees within their organization. Utilizing clear, focused suggestions on improving employee coaching skills, Coaching Employee Engagement Training focuses on the fundamentals of successful employee coaching, and delivers powerful, pragmatic lessons within an easy-to-use, highly efficient workbook format. With its comprehensive approach to teaching employee coaching, Coaching Employee Engagement Training is a valuable resource for everyone interested in creating a more engaged workplace environment. Creating and presenting highly effective training materials and methods. Tailoring your training to your specific audience. Choosing and implementing appropriate, applicable program formats. Utilizing the detailed lesson plans and user guides included in the book. Understanding the three levels of coaching communication. Deploying specific, detailed role-playing scenarios and suggestions. Objectively assessing and evaluating your training and coaching programs. More than just a manual, Coaching Employee Engagement Training is a complete resource offering in-depth lessons, suggestions, exercises, worksheets, and evaluation forms. Coaching Employee Engagement Training offers managers and leaders at every level of experience and organizational rank the tools needed to create and maintain a high degree of meaningful, organic employee engagement."

"Contents :- Preface - Chapter 1 Introduction: How to Use This Book Effectively - Chapter 2 Assessing the Needs of Learners - Chapter 3 Designing and Facilitating Engagement Training - Chapter 4 Evaluating Effectiveness - Chapter 5 Short Program Training-2.5 Hours - Chapter 6 Half-Day Training - Chapter 7 1.5-Day Training - Chapter 8 2-Day Training - Chapter 9 Using the Content Modules - Chapter 10 Assessments and Training Instruments - Chapter 11 Structured Experiences - Appendix: Using the Online Materials - For Further Reading - About the Author - Index "

"Employees are your organizations most valuable resource, and they should be welcomed with an exciting, engaging, and helpful orientation. New Employee Orientation Training addresses common orientation challenges and provides a structured process for impactful orientation."

"ABSTRAKTurnover karyawan merupakan fenomena yang sering terjadi di industri jasa keuangan, khususnya sektor perbankan. Salah satu faktor yang dapat mempengaruhi tingkat turnover karyawan adalah praktik manajemen SDM. Berdasarkan hal tersebut, penelitian ini dilakukan untuk mengetahui pengaruh dari praktik-praktik manajemen SDM terhadap retensi karyawan perbankan generasi milenial di Jabodetabek. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode Structural Equation Modelling SEM. Hasil penelitian ini menunjukkan bahwa praktik-praktik manajemen SDM remunerasi, pelatihan dan pengembangan, peluang pengembangan karir, dan work-life balance memiliki pengaruh positif yang signifikan terhadap retensi karyawan dan kesesuaian nilai antara karyawan dengan organisasi. Kesesuaian nilai antara karyawan dengan organisasi juga memiliki pengaruh yang signifikan terhadap retensi karyawan sehingga peran mediasi yang terbentuk adalah partial mediation.

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ABSTRACTEmployee turnover is a frequent phenomenon in the financial services industry, particularly in the banking sector. One of the factors that can affect employee turnover is HRM practices. Based on this background, this study was conducted to analyze the effect of HRM Practices remuneration, training and development, career development opportunities, and work life balance towards employee retention mediated by employee organization value fit on millennial generation banking employees in Jabodetabek. This research is quantitative research using structural equation modelling SEM method. The results of this study indicate that HRM practices remuneration, training and development, career development opportunities, and work life balance have a significant positive effect on employee retention and employee organization value fit. Employee organization value fit also has a significant positive effect on employee retention. Thus, the mediation role formed is partial mediation."

"Contents : - Foreword by Elaine Biech - Introduction - Chapter 1: Ready, Set, Aim! Goal Setting and Preparation - Chapter 2: Solo Flyer: Self-Directed Learning - Chapter 3: Doing Good: Learning by Volunteering - Chapter 4: Taking Time Out: Learning on a Sabbatical - Chapter 5: Two Can Do It: Learning by Mentoring or Being Mentored - Chapter 6: Move and Stretch: Learning Through Rotational and Stretch Assignments - Chapter 7: Team Effort: Learning in Special Teams - Chapter 8: Teaching to Learn: Learning by Teaching Others - Chapter 9: Fun and Games: Learning via Games and Contests - Chapter 10: Digital Storytelling: Learning by Creating Videos and Podcasts - Chapter 11: Zoning Out: Learning Through Innovation/Creativity Zones - Chapter 12: Getting Social: Social Learning Tools - Summary-Now What? - Index - About the Author "