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"Sebagai bentuk implementasi hasil dari evaluasi pelaksanaan Reformasi Birokrasi Tahun 2017 di Lingkungan Kementerian Sekretariat Negara oleh Kemenpan RB yaitu dengan memanfaatkan hasil informasi capaian kinerja individu sebagai dasar pemberian tunjangan kinerja. Kementerian Sekretariat Negara melalui Biro Sumber Daya Manusia telah membangun dan mengimplementasikan Sistem Manajemen Kinerja yaitu Portal Informasi Kinerja Pegawai (PIAWAI) sejak tahun 2018 untuk mengukur capaian kinerja pegawai dan pejabat di lingkungan Kementerian Sekretariat Negara. Namun dalam pelaksanaan-nya, dilihat persentase pengguna PIAWAI melalui fitur pelaporan kinerja harian hanya 18% dari target yang diharapkan. Berdasarkan permasalahan tersebut, maka penelitian ini melakukan analisis lebih lanjut untuk mengetahui faktor- faktor yang memengaruhi kepuasan dan penerimaan pengguna terhadap PIAWAI. Pengumpulan data menggunakan kuesioner dengan menyebarkan kuesioner online ke pegawai di Kementerian Sekretariat Negara yang menggunakan PIAWAI dan pengelolaan data serta penarikan kesimpulan menggunakan Structural Equation Modeling dan Partial Least Square untuk melakukan analisis data. Analisis dilakukan terhadap 96 data responden atau 7,1% dari jumlah pengguna PIAWAI dengan sebaran data responden pada 3 Unit Kerja atau 30% dari jumlah Unit Kerja di Kementerian Sekretariat Negara. Hasil dari penelitian ini menunjukkan bahwa dari 9 hipotesis terdapat 6 hipotesis yang diterima dan 3 hipotesis yang ditolak. Faktor- faktor yang memengaruhi penerimaan pengguna terhadap PIAWAI yaitu faktor Perceived Usefulness, Perceived Ease of Use, Information Quality, Commitment from Leadership, User Satisfaction. Selanjutnya diharapkan penyedia Biro Sumber Daya Manusia dapat menyederhanakan aplikasi PIAWAI dengan dibuat versi mobile baik android/IOS serta penambahan fitur reminder pada tiap harinya.

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As a form of implementation of the evaluation of the performance of the 2017 Bureaucratic Reform in the Ministry of State Secretariat by the Ministry of Administrative and Bureaucratic Reform, namely by utilizing the results of the information on individual performance achievements as the basis for providing performance allowances, through the Bureau of Human Resources, the Ministry of State Secretariat has built and implemented a Performance Management System, namely the Employee Performance Information Portal (PIAWAI) since 2018 to measure the performance achievements of employees and officials within the Ministry of State Secretariat. However, in its implementation, the percentage of PIAWAI users through the daily performance reporting feature is only 18% of the expected target. Based on these problems, this study conducts further analysis to determine the factors that influence user satisfaction and acceptance of PIAWAI—collecting data using questionnaires by distributing online questionnaires to employees at the Ministry of State Secretariat using PIAWAI. Data management and drawing conclusions using Structural Equation Modeling and Partial Least Square to perform data analysis. The analysis was carried out on 96 respondent data or 7.1% of the number of PIAWAI users with the distribution of respondent data in 3 work units or 30% of the number of work units in the Ministry of State Secretariat. This study indicates that of the 9 hypotheses, there are 6 accepted hypotheses and 3 rejected hypotheses. The factors that influence user acceptance of PIAWAI are Perceived Usefulness, Perceived Ease of Use, Information Quality, Commitment from Leadership, and User Satisfaction. Furthermore, the Human Resources Bureau provider can simplify the PIAWAI application by making a mobile version of both android/IOS and adding a reminder feature every day."

"ABSTRAKKemiskinan seringkali merupakan faktor utama kegagalan akademik siswa yang ditandai dengan prestasi belajar yang rendah. Rendahnya prestasi belajar siswa miskin, terutama karena mereka tidak memiliki self regulated learning (SRL). Penelitian ini dilakukan terhadap seorang siswa SMP yang berasal dari keluarga miskin dan memiliki prestasi belajar rendah, dengan menggunakan desain penelitian single subject multifactor baseline (a-b) design. Program intervensi diberikan selama 1 bulan sebanyak 9 sesi, dengan menerapkan model SRL dari Zimmerman, Bonner, dan Kovach (1996). Penerapan model ini bertujuan meningkatkan keterampilan manajemen waktu dan strategi belajar untuk memperbaiki SRL siswa. Program intervensi dilaksanakan melalui tahap self evaluation and monitoring, goal setting and strategy planning, strategic implementation and monitoring serta strategic outcome and monitoring. Hasil penelitian membuktikan bahwa program peningkatan manajemen waktu dan strategi belajar terbukti efektif untuk memperbaiki self regulated learning siswa SMP yang berasal dari keluarga miskin. Hal ini ditunjukan dengan peningkatan skor alat ukur Self Regulated Learning Interview Schedule (SRLIS) dan peningkatan pengetahuan serta strategi yang digunakan siswa dalam belajar sesudah dilakukan intervensi.

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ABSTRACTPoverty frequently becomes the main factor of student academic failure as marked by low academic achievement. Low academic achievement shown by poor students is mainly caused by lack of self regulated learning (SRL). This research is conducted on a junior high school student from a poor family with low academic achievement, using single subject multifactor baseline (A-B) research design. This one-month intervention program comprises of 9 sessions adopting SRL model from Zimmerman, Bonner, and Kovach (1996). The model aims to improve the student's time management skills and learning strategies in order to increase his SRL. Intervention undergoes stages of self evaluation andmonitoring, goal setting and strategy planning, strategic implementation and monitoring and also strategic outcome and monitoring. This research shows that this time management skills and learning strategies program is effective to increase self regulated learning of a junior high school student from a poor family. This is evident in the increase of Self Regulated Learning Interview Schedule (SRLIS) scores and improvement of knowledge and strategies used by the student in his study in post intervention."

"Finding and retaining the right talent is an important issue for organizations worldwide. The definition of what is the right talent for the organization should be created first to make sure we recruit the right people and then the next question is what should be done after the right talent has been recruited? Skills Management Systems try to answer these questions by providing skills library and skills inventory for the organizations, thus the gap analysis between the available skills and ‘missing’ skills for the organization can be produced. This analysis accompanied with the prediction of skills demands in the future is a good base to develop a hiring policy and also development plans for the current employees. This paper describes the implementation of Skills Management System in a world-class research and development organization."