Hasil Pencarian  ::  Simpan CSV :: Kembali

"This issue discusses motivational theories and how to translate them into everyday work situations. It lists common mistakes that can ruin motivational programs and provides 18 strategies for motivating employees."

"Manajemen kinerja merupakan suatu proses untuk meningkatkan kinerja pegawai dimana hasil dari proses manajemen kinerja akan digunakan dalam proses pendidikan dan pelatihan. Persepsi terhadap efektifitas proses manajemen kinerja yang dimulai dari pengembangan perencanaan kinerja pemantauan dan monitoring kinerja serta penilaian kinerja akan mempengaruhi motivasi pegawai dalam mengikuti diklat teknis. Motivasi tersebut antara lain menambah pengetahuan dan keterampilan memperbaiki kompetensi dan kinerja serta meningkatkan status dan peluang untuk mencapai kedudukan yang lebih tinggi. Penelitian ini dilakukan pada 3 tiga unit kerja di kantor Kementerian Sekretariat Negara dengan tujuan untuk menganalisis pengaruh persepsi tentang efektifitas manajemen kinerja terhadap motivasi dalam mengikuti diklat teknis. Berdasarkan hasil survei oleh 100 responden tidak ditemukan pengaruh persepsi tentang efektifitas manajemen kinerja terhadap motivasi dalam mengikuti diklat teknis.

---

Performance management is a process to improve the employees performance where the main result of performance management will be used in education and training process. The perception of the effectiveness of the performance management process starting from the development of performance planning performance monitoring and control and performance evaluation will influence the employees motivation in joining technical education and training. That motivation will affect the employees to increase their knowledge and skills improve their competence and performance and raise status and opportunities to achieve higher positions. This research was conducted at three work units at the Ministry of State Secretariat in order to analyse the influences of the perception of the performance management effectiveness to the motivation in joining technical education and training. Based on the result survey of the 100 respondents there was not found the influences of the perception of the performance management effectiveness to the motivation in joining technical education and training."

"Penelitian ini mengkaji tentang niat untuk berhenti karyawan PT XYZ, perusahaan yang bergerak di bidang jasa industri minyak dan gas. Untuk mengkaji niat karyawan PT XYZ untuk berhenti bekerja, peneliti menguji persepsi terhadap sistem kompensasi dan komitmen organisasi sebagai variabel bebas penelitian. Penelitian ini menggunakan analisis kuantitatif, analisis regresi untuk melihat pengaruh persepsi sistem kompensasi dan komponen komitmen organisasi terhadap niat untuk berhenti dari perusahaan. Hasil analisis regresi komitmen dan persepsi kompensasi terhadap niat untuk berhenti diperoleh R² = 0.549 dengan p = 0.000. Hasil tersebut menunjukkan bahwa kedua variabel secara bersama-sama mempengaruhi niat untuk berhenti sebesar 54.9% dan 45.1% dipengaruhi oleh faktor lain. Lebih lanjut ditemukan bahwa dimensi afektif dan kontinuans memiliki pengaruh yang signifikan terhadap niat untuk berhenti. Komitmen afektif memiliki nilai B = -2.925 pada p = 0.001 dan komitmen kontinuans memiliki nilai B = -1.701 pada p = 0.050. Hal ini menunjukkan bahwa peningkatan dari komitmen afektif dan komitmen kontinuans dapat menurunkan niat untuk berhenti pada karyawan PT XYZ. Berdasarkan temuan tersebut peneliti merancang intervensi pengembangan organisasi yang berfokus pada metode human process dan human resource management

---

This research aims to study the intention to leave of PT XYZ’s employees, a company which is engaged in oil and gas services. This research focuses on finding out the influence of the perception of the employees on compensation system and organization commitment toward the intention to leave of the employees of PT XYZ. This research uses quantitative analysis; regression analysis is used to find out the influence of perception of compensation system and component of organization commitment on employees’ intention to leave. The result of commitment regression analysis and perception of the employees on compensation system toward the intention to leave is R² = 0.549 with p = 0.000. It shows that both variables simultaneously influence the intention to leave 54.9% and the rest (45.1%) is influenced by other factors. In addition, it is found that affective and continuance dimensions have a significant influence on the intention to leave. The affective commitment has B = -2.925 on p = 0.001 and continuance commitment are able to decrease the intention to leave of the employees of PT XYZ.. Based on those results, it is suggested that an intervention of organizational development focusing on human process orientation and human resource management be applied."

"Organizational success depends on the continuous improvement of staff performance at al levels. People constitute the real competitive advantage in business and industries of all types. Enhancing the performance of your people and ultimately your organization depends on the continuous improvement of staff at all levels. An effective Performance Management system is essential to help employees perform at their best and align their contributions with the goals, values, and initiatives of the organization. Performance Management presents managers and supervisors with a clear model they can follow to plan, monitor, analyze, and maintain a satisfying process of performance improvement for their staff. Designed for readers to apply what they are learning to their current job responsibilities, this book offers exercises and assessments to determine your readiness to implement performance management. It also illustrates strategies for developing the crucial communication skills of coaching, problem solving, and giving feedback while teaching methods for linking organization and personal goals. By demystifying the role of performance management techniques, Performance Management provides the knowledge and tools to design and implement a workable system that benefits the organization and inspires employees to manage their own performance. This is an ebook version of the AMA Self-Study course. If you want to take the course for credit you need to either purchase a hard copy of the course through amaselfstudy."

""The symptoms: increased customer complaints, high turnover, low quality of work, increased absences, loss of morale and motivation, lack of creativity and innovation, loss of loyalty to the organization. The diagnosis: workplace negativity. The cure: Managing Workplace Negativity. Workplace negativity may seem like an intangible problem--but it has very tangible consequences for the companies it afflicts. In fact, the Bureau of Labor Statistics estimates that U.S. companies lose $3 billion a year to the effects of negative attitudes and behaviors at work. Managing Workplace Negativity gives managers, team leaders, trainers, and other human resources professionals much-needed help in treating the negativity bug. It will help readers: * Identify the 14 types of negative individuals, from the "not-my-jobber" to the "rumor monger" * Confront their own negativity * Recognize negativity "trigger points" * Overcome entrenched, ongoing negativity * Deal with group or company-wide negativity problems * Create a positive environment that enhances morale and productivity.""

"Selecting a coach is different from other decisions you must make as a performance improvement professional. This Infoline not only provides practical guidance you can use as you select a coach, but helps you decide if hiring a coach is the right intervention for the organization or individual. This issue outlines the roles and competencies of a coach, what to expect during a coaching session, tips on how and when the coaching is delivered."

"Key features include: integrated coverage of the Fair Work Act 2009 and its impact on HRM ; a thorough exploration of topical issues such as the global financial crisis, work-life balance, the ageing population and the skills shortage in terms of their effect on organisations, employees and the HR manager ; letters to the editor, newsbreaks, case studies, fast facts, research flash boxes, interviews with HR practitioners and a wealth of end-of-chapter activities that provide ample stimulus material for analysis and discussion --back cove"

"

Sumber Daya Manusia (SDM) merupakan unsur penting yang harus diperhatikan dalam dunia korporasi karena setiap perusahaan atau organisasi pasti memiliki tujuan untuk dicapai bersama. Tujuan organisasi dapat tercapai apabila kebutuhan pekerja terpenuhi melalui pengelolaan SDM yang baik, yang secara langsung maupun tidak langsung akan meningkatkan kesejahteraan sosial para pekerjanya. Skripsi ini membahas mengenai penerapan 4 (empat) kegiatan utama Manajemen Sumber Daya Manusia (MSDM), yakni acquisition, development, reward and motivation, dan maintenance and departure of an organisation’s human resources sebagai upaya untuk memenuhi kebutuhan-kebutuhan pekerja agar dapat meningkatkan kesejahteraan pekerja PT. PELITA INDONESIA DJAYA CORPORATION (PIDC). Penelitian ini menggunakan jenis dan pendekatan penelitian kualitatif-deskriptif agar dapat mendeskripsikan penerapan kegiatan tersebut secara mendalam. Hasil dari penelitian ini dapat disimpulkan bahwa dalam penerapannya, PT. PIDC melakukan beberapa upaya untuk dapat meningkatkan kesejahteraan karyawannya melalui kegiatan-kegiatan MSDM, meskipun belum optimal karena terdapat berbagai hambatan dalam prosesnya.

 

---

Human Resources (HR) is an important element that must be considered in the corporate world because every company or organization must have a goal to make together. Organizational goals will achieved if the needs of workers are met, so companies that can manage their human resources well, both directly and indirectly will increase the social welfare of workers. This thesis discusses applying 4 (four) main activities of Human Resource Management (HRM), namely acquisition, development, reward and motivation, and maintenance and departure of an organization's human resources to meet the needs of workers to improve worker welfare PT. PELITA INDONESIA DJAYA CORPORATION (PIDC). This study uses qualitative descriptive research types and approaches to describe apply these activities in-depth. The results of this study is, that in its application, PT. PIDC made several efforts to improve the welfare of its employees through HR activities, although it was not optimal due to various obstacles in the process.

"