Hasil Pencarian  ::  Simpan CSV :: Kembali

"Understanding the principles of Human Performance Improvement (HPI) is no longer optional knowledge for training professionals. Training is simply one intervention that mayor may not solve a performance issue. This issue provides an overview of the HPI process by describing the roles linked with HPI and details the core competencies needed to join the HPI movement. Inside you'll find charts on the HPI process model, cause analysis, and types of interventions, along with HPI processes, roles, and skills."

"Latar belakang pemilihan judul ini didasarkan bahwa suatu tolok ukur keberhasilan organisasi (khususnya di Direktorat Jenderal Imigrasi) ditentukan oleh produktivitas sumber daya manusia yang bekerja di dalamnya. Instansi Imigrasi sebagai Iembaga dengan sistem terbuka dan pengaruh Iingkungan dominan tidak terlepas dari penerapan suatu sistem untuk meningkatkan kualitas pegawai dalam memberikan pelayanan, pengawasan dan pengamanan keimigrasian kepada masyarakat secara lebih baik, cepat dan akurat.Unsur motivasi dan disiplin yang tinggi atau rendah merupakan faktor yang dibahas dalam peneiitian ini yang diduga berhubungan dengan produktivitas kerja pegawai yang dihasilkan. Karena pada dasarnya, manusia-manusia yang diperintah merasa senang melaksanakan pekerjaannya, manakala kebutuhan pokoknya secara minimal terpenuhi, demikian juga bagi kebutuhan lainnya, di sisi Iain pengguna jasa menuntut hasil kerja yang optimal dari pelaksana sehingga sasaran dan tujuan organisasi dapat juga terpenuhi.Tujuan dari penelitian ini adalah untuk memberikan gambaran tentang hubungan unsur motivasi terhadap produktivitas kerja, dan mendeskripsikan disiplin kerja terhadap produktivitas kerja pegawai di Direktorat Jenderal lmigrasi.Lokasi penelitian dilakukan di Direktorat Jenderal Imigrasi Departemen Hukum dan HAM Republik Indonesia, jalan HR Rasuna Said Kavling 8-9, Kuningan, Jakarta Selatan. Pemilihan responden dilakukan dengan cara mengambil semua sampel pegawai secara insidential yang cocok sebagai sumber data (Sampling Accidental).Penelitian ini bersifat kuantitatif dengan menggunakan metode statistik deskriptif, dilanjutkan dengan metode statistik inferensial, disertai dengan asumsi persyaratan-persyaratan anaiisis yang harus dipenuhi, seperti data bersifat interval, berdistribusi normal dan homogen.Instrumen pengumpulan data disusun daiam bentuk angket yang menggunakan skala model Likert untuk Produktivitas Kerja sebagai variabel tergantung (dependent), serta Motivasi dan Disiplin Kerja sebagai variabel bebas (independent). Angket berdasarkan konstruk dari berbagai teori, dan untuk mengetahui kesahihan data, dilakukan uji validitas dan uji reliabilitas untuk mengetahui keandalannya. Analisis data menggunakan teknik korelasi sederhana dengan program SPSS, untuk mengetahui derajat hubungan dan signifikansi antar dua variabel yang akan diteliti.Hasil penelitian menggambarkan bahwa terdapat hubungan searah antara variabel tergantung dan bebas, serta saling mendukung. Apabila variabel bebas (motivasi dan disiplin kerja) ditingkatkan, maka hal tersebut akan meningkatkan pula variabel terikat (produktivitas kerja), dan dapat digeneralisasikan (signifikan) kepada keseluruhan jumlah populasi pegawai di Direktorat Jenderal lmigrasi. Sehingga, diharapkan bagi para pimpinan di Direktorat Jenderal Imigrasi mampu melakukan upaya-upaya yang mendorong ke arah peningkatan motivasi dan disiplin kerja guna meningkatkan pula produktivitas pegawainya.Hal ini dapat dilakukan misalnya seperti menciptakan model-model insentif yang terencana dan sistematis, harmonisasi hubungan komunikasi antara pimpinan dan bawahan, tempat kerja yang menyenangkan dengan fasilitas yang memadai, tersedianya kebijakan tentang sistem informasi manajemen keimigrasian yang berbasis pada teknologi, contoh keteladanan pimpinan yang baik, arahan, sanksi bagi yang melanggar peraturan, menciptakan persaingan, dan pengawasan langsung yang dilakukan oleh seorang pimpinan terhadap pegawai di Direktorat Jenderal Imigrasi, Departemen Hukum dan HAM RI.

---

This title based on the success of the standardization of organization depends on the productivity in which of their human resources work. Immigration as an institution with an open system and dominant environment influence can not be separated from the implementation of a system to improve the quality of the employees in giving better, faster, and more accurate services, supervisions, and immigration securities for the people.

The elements of higher and lower motivation and discipline are the factors elaborated in this research which is assumed has a connection with the results of employee?s work productivity. Basically, human feel comfortable to be ordered in getting worked, when their primary needs is minimally fulfilled, so as the other needs, in the other side, customers demand of an optimal result of work from ofticers or employees so that the organization's goals can be achieved.

The purpose of this research is to describe the relation of motivation and productivity elements, also the relation of discipline and productivity elements in Directorate General of Immigration.

The location of this research held in Directorate General of Immigration, Department of Law and Human Rights Republic of Indonesia, H.R. Rasuna Said street kavling 8-9, Kuningan, South Jakarta. The method of selection of respondents is conducted with taking the empIoyee's entire sample accidentally which is suitable as a data source (Sampling Accidental).

This research is a quantitative with a descriptive statistic method which is continued with an inferential statistic method, along with analysis requirement assumptions, such as interval data, normal distribution, and homogeny.

The data collection instrument is set by a questioner that using a Likert Scale model for work productivity as a dependent variable, also a motivation and a discipline as an independent variables. The questioner is build of construct from many-theories, then have a validity test for knowing the validity of data, and test of reliability is used for knowing its capability. Data analysis uses a simple correlation technique with a SPSS software program, for knowing a relation degree and significantly between two variables of research.

The research result describe that there is a same direction of relation between dependent and independent variable, and also support each other. If independent variables (Motivation and Discipline) is increased, then it will be increased work productivity variable as well, and it can be represented to all of number of population of Directorate General of lmmigration's employees. So it is to be expected that managers in Directorate General of Immigration can be able to encourage employees to increase their motivation and discipline to improve their productivity.

This Case can be conduct, such as creating well organized and systematically incentive models, harmonization of communication relationship between superior and inferior, comfortable working place with adequate facilities, there are policies about the implementation of management information system of immigration based on technologies, good leadership, reward and punishment for someone who broke the law, creating competition, and a direct control which conduct by a leader to their employees in Directorate General of Immigration, Department of Law and Human Rights Republic of Indonesia."

"A primer on human performance improvement (HPI)the model, the process, and the implementationfrom the best practitioners in the field. Learn how the human performance improvement (HPI) process works in practice and how to conduct performance, gap, and cause analysis. HPI Essentials explains the principles of HPI and shows how to apply these principles systematically to learning. A detailed examination of the three types of intervention models and extensive advice for implementing solutions are included."

"Sebagai pelopor bank syariah di Indonesia, Bank XYZ sedang menghadapi penurunan kinerja bank yang memperlihatkan kurangnya komitmen karyawan terhadap organisasi. Kepemilikan pekerjaan adalah salah satu prediktor yang berhubungan dengan komitmen afektif karyawan. Penelitian ini terdiri dari Studi 1 dan Studi 2. Studi 1 berupa penelitian korelasi dilakukan untuk melihat hubungan antara kepemilikan pekerjaan dan komitmen afektif pada 40 karyawan di Direktorat HC Bank XYZ menggunakan kuesioner dari TCM Employee Commitment Survey yaitu Affective Commitment Subscale (Meyer & Allen, 2004) dan Job-based Psychological Ownership Scale (Brown, Pierce, & Crossley, 2014). Studi ini menunjukkan ada hubungan antara kepemilikan pekerjaan dan komitmen afektif (r=.60, p<.05). Berdasarkan hasil tersebut, kemudian ditindaklanjuti dengan Studi 2 yaitu pemberian program intervensi pelatihan My Job and I yang bertujuan untuk meningkatkan rasa memiliki terhadap pekerjaan sehingga komitmen afektif karyawan menjadi lebih kuat. Peneliti melakukan intervensi kepada empat orang karyawan yang memiliki kepemilikan pekerjaan yang rendah. Hasil menunjukkan adanya peningkatan pengetahuan terkait kepemilikan pekerjaan (Z=-2.375, p<.05). Namun demikian, hasil evaluasi level tingkah laku belum menunjukkan peningkatan kepemilikan pekerjaan dan komitmen afektif yang signifikan saat sebelum dan sesudah intervensi pelatihan. 

---

As a pioneer of Islamic banks in Indonesia, Bank XYZ is facing a decline in bank performance that shows a lack of employee commitment to the organization. Job ownership is one of predictors that explain relationship with affective commitment. This research consisted of two study, correlational and intervention study. Correlational study examined the relationship between job ownership and affective commitment at Human Capital Directorate Bank XYZ. This study involved 40 employees, measurement instruments used TCM Employee Commitment Survey of Affective Commitment Subscale (Meyer & Allen, 2004) and Job-based Psychological Ownership Scale (Brown, Pierce, & Crossley, 2014). Result showed the significant relationship of job ownership and affective commitment (r=.60, p<.05). Based on first study result, researcher fined an appropriate intervention called My Job and I training to increase job ownership that impacted the affective commitment enhancement. Next we conducted job ownership improvement program for the employee that has minimum score of job ownership and the one-group pre-test post-test design for the second study (intervention). Result showed a significant difference mean score in knowledge evaluation (Z=-2.375, p<.05). However, the result of behavioural evaluation have not shown significant job ownership and affective commitment before and after the intervention. "

"Dalam penelitian ini, penilaian prestasi kerja dipilih sebagai variabel yang mempengaruhi motivasi karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh penilaian prestasi kerja terhadap motivasi karyawan di Direktorat SDM kantor pusat PT Antam. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan teknik non probabilita sampling yaitu total sampling terhadap karyawan Direktorat SDM kantor pusat PT Antam yang berjumlah 31 responden.Hasil penelitian menunjukkan bahwa penilaian prestasi kerja memiliki pengaruh yang signifikan terhadap motivasi karyawan.In this study, performance appraisal was chosen as the variables that affect employee motivation. This study aimed to examine the effect of performance appraisal toward employee motivation in Antam Corporation directorate of HR (Human Resources) in Jakarta. This study used the quantitative approach with a survey method that used total sampling from the HR directorate in Jakarta, which in total 31 respondents.

Results of this study showed that performance appraisal had a significant effect on employee motivation."

"ABSTRAKKemajuan teknologi telah menjadi perhatian yang menarik di dunia bisnis yang dapat meningkatkan produktivitas dan efisiensi. Selain membawa perubahan positif, kemajuan teknologi telah membuka peluang untuk berperilaku menyimpang. Hal ini dipercaya bahwa workplace personal web usage (WPWU) adalah perilaku yang tidak produktif.Penelitian ini bertujuan untuk menganalisis pengaruh keadilan organisasi terhadap WPWU dan WPWU terhadap produktivitas kerja. Penelitian ini melibatkan 222 karyawan yang bekerja di Indonesia. Penelitian menggunakan kuesioner yang terdiri dari Endicott Work Productivity Scale (EWPS), indikator WPWU (Coker, 2011), dan indikator keadilan organisasi (Moorman, 1991). Analisis statistik yang digunakan pada penelitian ini adalah metode analisis deskriptif dan regresi multinomial. Hasil penelitian menunjukkan terdapat pengaruh negatif yang signifikan antara keadilan organisasi dengan WPWU. Selain itu, hasil penelitian menunjukkan bahwa terdapat pengaruh negatif yang signifikan antara WPWU dengan produktivitas kerja. Saran dari hasil penelitian ini diberikan untuk peraturan internet organisasi.

---

ABSTRACTTechnological advancements have become attractive attention in business world which can accelerate productivity and efficiency. Besides taking along positive alteration, technological advancements have opened up opportunities to misbehave. It is commonly believed that workplace personal web usage (WPWU) is a counterproductive behaviour. This study aims to analyse the influence of organizational justice towards WPWU and the influence of WPWU towards work productivity. This study involved 222 employees who work in Indonesia as respondents. This study used Endicott Work Productivity Scale (EWPS), Cokers?WPWU Indicator, and Moormans? Organizational Justice Indicator. Statistical analysis is performed by descriptive analysis and multinomial regression analysis. The result of the study shows that there is a significant negative influence of organizational justice towards WPWU. In addition, the result of the study shows that there is a significant negative influence of WPWU towards work productivity. Implication of this study findings is given for organizational internet policies."

"Tesis ini menguji model yang berkaitan dengan burnout, counterproductive work behavior, job involvement, dan organizational identification terhadap work performance dalam konteks pengemudi ojek online. Penelitian ini bersifat kuantitif yang menggunakan metode survei dengan menyebarkan kuesioner yang berisi sejumlah pertanyaan tertutup terhadap 261 responden. Penulis menggunakan SPSS 23 untuk menganalisis data demografi responden dan menggunakan LISREL 8.7 untuk menguji model penelitian. Penelitian ini menunjukkan burnout berpengaruh positif signifikan terhadap counterproductive work behavior, counterproductive work behavior berpengaruh negatif tidak signifikan terhadap work performance, job involvement memiliki signifikansi positif terhadap organizational identification, dan organizational identification memiliki pengaruh positif yang signifikan terhadap work performance.

---

The objective of this research is to examine model that is related to burnout, counterproductive work behavior, job involvement, and organizational identification toward work performance in the context of online motorcycle taxi drivers. This research is quantitative study using a survey method by distributing questionnaires containing a number of enclosed questions to 261 respondents. The author utilize IBM SPSS 23 to analyze the demographic data of respondents and utilize LISREL 8.7 to examine the research model. This research shows that burnout has a significant positive influence on counterproductive work behavior, counterproductive work behavior has a non- significant negative influence on work performance, job involvement has a significant positive influence on organizational identification, and organizational identification has a significant positive influence on work performance."

"The criminal act of drugs abuse, which has been increasing in number nowadays, has threaten the life of all nations in the world including Indonesia due to the transnational distribution of illegal drugs.

The establishment of the Class II A Narcotics Penitentiary is a response of the Government, through the Directorate General of Penitentiary, to the Combating Drugs Abuse and Illicit Trade of Narcotics (P4GN) program. This policy is adapted from the people's demand to make changes to the existing system.

The rehabilitation of the criminals of narcotics case as a complex problem since they play part not only as drugs dealers, but also drugs addicts. This particular condition makes the rehabilitation of the narcotics prisoners is more complicated than other prisoners.

One of the aims of the establishment of the narcotics penitentiary is to cut off the link of illicit drugs trade in Indonesia. Thus, the people who administer the penitentiary are expected to be able to play their part and to run the penitentiary function properly. Every personnel of the penitentiary shall be provided with administrative and technical capability through education and training in order to carry out their main duty and function. They also need motivation to support their creativity and to enhance their performance.

The theory applied to study employee performance analysis in its relation to the prisoners' behavior is the employee performance theory by Keith Davis with the formula as follow: Human Performance = Ability + Motivation. One's performance is influenced by ability and motivation. While ability is obtained from education, training and experience, motivation rises from the impulse of humans desire to meet their basic necessities, which is expressed in their behavior.

In this research descriptive analytic method is employed. Distributing questionnaires as a means of data collection and doing interviews as the basis of rationality and objectivity of this research conduct a field approach of survey method.

A positive correlation coefficient value between ability variable and employee performance is resulted in this research. The ability variable correlation value over employee performance is r = 0.551. This indicates that the relation between working motivation and employee performance is positive. Based on the simple regression analysis, there is a positive and significant influence of ability variable over employee performance variable with a determinant correlation R2 of 0.424 or 0.424 x 100% = 42.4 %. The rest 57.6% is influenced by other variables beyond this research on a significance level of 0.000. It also found that there is a positive and significant influence of motivation variable on employee performance in the Class II A Narcotics Penitentiary with a determinant correlation R2 of 0.303 x 100% = 30.3%. The rest 69.7% is influenced by other variables beyond this research with significance level 0.000.

The multiple regression analysis performed shows that ability (X1) and motivation (X2) have consistently a positive and significant relation on employee performance (Y) with a correlation coefficient r2 of 0.673. This analysis also points out an influence of ability (X1) and motivation (X2) on employee performance (Y) with determinant coefficient R2 of 0.453 or 0.453 x 100% = 45.3% while the rest 54.3% is influenced by other variables beyond this research on a significance level of 0.000.

It can be concluded that there is a positive and significant relation between ability and motivation and employee performance. The influence perception of ability and motivation on employee performance also appears in the Class II A Narcotics Penitentiary although there is still a 54.7 % of it which is influenced by other variables."