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"ABSTRACTImplementasi sistem e-Office merupakan bagian dari penerapan e-Government dalam rangka meningkatkan kinerja pegawai administrasi internal. Sebagai salah satu institusi fundamental yang memiliki kewajiban untuk memberikan pelayanan kepada publik di bidang keamanan dan ketertiban, saat ini POLRI juga memiliki sistem e-Office yang telah diterapkan kepada satker SDM. Implementasi sistem e-Office pada satker SDM saat ini berjalan tanpa ada dasar hukum di internal POLRI yang mengatur penggunaan sistem dalam operasional sehari-hari. Oleh karena itu, evaluasi terhadap sistem e-Office yang ada di satker SDM MABES POLRI perlu dilakukan, karena sistem ini akan menjadi percontohan bagi satker-satker lainnya yang terdapat di MABES POLRI. Penelitian ini menggunakan teori Sistem Informasi Manajemen (SIM), Efektivitas Sistem, BPR, dan COBIT. Penelitian ini menggunakan metode kualitatif dengan teknik pengumpulan data melalui observasi di lapangan, studi pustaka, dan wawancara mendalam. Hasil analisis penelitian menunjukkan bahwa penerapan sistem e-Office di satker SDM saat ini masih tidak efektif karena 4 dari 5 indikator yang ada menunjukan hasil tidak efektif. Indikator yang menunjukkan hasil efektif hanya indikator kepuasan pengguna, sedangkan indikator lainnya seperti indikator penggunaan, kualitas sistem, integrasi aplikasi kedalam proses bisnis, dan ketepatan penggunaan dan performa aplikasi.

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ABSTRACTThe implementation of e-Office system is part of the e-Government programme, which has the purpose to improve the performance of internal staff in administration matters. As one of the fundamental institutions with responsibility to provide public service in the security and law enforcement field, the Indonesian National Police (POLRI) also has implement the e-Office system in its Human Resource division. The e-Office implementation in Human Resource division currently running without any internal regulation that manage the usage of system in daily operations. Therefore, it is required to perform evaluation of the e-Office system implementation in the Human Resource division of Indonesian National Police (POLRI), because this implementation is the pilot for implementation on other divisions in Indonesian National Police (POLRI). This research is using Management Information System theory, System Effectivity, BPR, and COBIT. This research is using qualitative method with observation, literature study, and deep interview for data gathering. The result of this research shows that the implementation of e-Office system in Human Resource division of Indonesian National Police (POLRI) is ineffective, because 4 out of 5 indicators showing result as ineffective. The only effective one is user satisfaction, while the other ineffective indicators are use, system quality, application integration into business process, and proper use of application and system performance."

"[ABSTRAKbrPenelitian ini bertujuan untuk mengetahui pengaruh individual resistance tochange, dan organizational justice terhadap employee commitment to change dibiro organisasi dan kepegawaian dan unit pelaksana teknis Kementerian SosialRepublik Indonesia. Individual resistance to change dalam penelitian inimerupakan disposisional, dan organizational justice dalam penelitian inimerupakan persepsi pegawai terhadap organizational justice. Terdapat 194pegawai yang ikut serta dalam survei ini. Penelitian ini menggunakan metodeStructural Equation Modeling dengan Partial Least Square (PLS)dan softwareyang digunakan adalah SmartPLS 3.0. Hasil penelitian ini menunjukkan bahwaindividual resistance to change secara signifikan memiliki pengaruh positifterhadap affective commitment to change dan normative commitment to change,sedangkan organizational justice secara siginifikan memiliki pengaruh positifterhadap affective commitment to change, continuance commitment to changedannormative commitment to change.;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change, This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee’sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change]"

"PT Perusahaan Gas Negara (PGN) Tbk merupakan perusahaan yang memiliki pegawai sebanyak 1.383 orang pada Januari 2020 berdasarkan hasil wawancara dengan divisi Human Capital Management (HCM). Pengelolaan pegawai di PT PGN Tbk dibawah Direktorat SDM dan Umum yaitu pada divisi HCM. Salah satu departemen di HCM yaitu Human Capital Business Partner (HCBP) yang mempunyai tugas untuk memutasi, rotasi dan promosi. Tingginya frekuensi mutasi dan rotasi pegawai sebanyak 1.323 orang pada tahun 2018 dan 933 orang pada tahun 2019, menyebabkan sulitnya mendapatkan kandidat yang sesuai. PT PGN Tbk mempunyai aplikasi untuk mengelola data pegawai yaitu aplikasi HRMS (Human Resources Management System). Penelitian memiliki tujuan untuk menentukan model prediksi kandidat pegawai untuk menempati kekosongan jabatan di PT PGN Tbk menggunakan data 2017-2020 yang bersumber dari aplikasi HRMS. Penelitian ini menggunakan pendekatan mixed method. Pengumpul data menggunakan wawancara dengan analyst career & succession planning di PT PGN Tbk dan observasi terhadap aplikasi HRMS PT PGN Tbk yang berbasiskan Oracle Versi-12. Data dianalisis dengan membandingkan metode K-Nearest Neighbor (KNN), Naïve Bayes dan Random Forest untuk mencari model terbaik dalam prediksi pegawai. Hasil dari penelitian ini diharapkan dapat memberikan kontribusi terhadap PT PGN Tbk mengenai model prediksi untuk dapat membantu mengurangi subjektifitas dalam pemilihan kandidat melalui analisis data pada Aplikasi HRMS PT PGN Tbk. Hasil pada penelitian ini menunjukan bahwa metode Random Forest memiliki tingkat akurasi tertinggi yaitu sebesar 99% melalui uji validasi silang menggunakan 10-fold cross validation.

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PT Perusahaan Gas Negara (PGN) Tbk is a company with 1,383 employees as of January 2020 based on interviews with the Human Capital Management (HCM) division. Employee management at PT PGN Tbk under the Directorate of Human Resources and General Affairs, namely in the HCM division. One of the departments in HCM is Human Capital Business Partner (HCBP) which has the task to mutate, rotation and promotion. The high frequency of mutations and rotation of employees as many as 1,323 people in 2018 and 933 people in 2019, causing difficulty in getting suitable candidates. PT PGN Tbk has an application to manage employee data, namely the HRMS (Human Resources Management System) application. The research aims to determine the predictive model of employee candidates to occupy the vacancy at PT PGN Tbk using 2017-2020 data sourced from the HRMS application. This research uses mixed method approach. Data collectors use interviews with analyst career & succession planning at PT PGN Tbk and observation of PT PGN Tbk HRMS application based on Oracle Version-12. The data were analyzed by comparing K-Nearest Neighbor (KNN), Naïve Bayes and Random Forest methods to find the best model in employee prediction. The results of this research are expected to contribute to PT PGN Tbk regarding prediction model to be able to help reduce subjectivity in candidate selection through data analysis in PT PGN Tbk HRMS Application. The results in this research show that Random Forest method has the highest accuracy rate of 99% through cross validation test using 10-fold cross validation."

"Kawasan ekonomi khusus di Asia Tenggara bersaing dengan memberikan insentif sebagai stimulus untuk menarik investor asing. Oleh karena itu, diperlukan kemampuan kawasan untuk beradaptasi dalam persaingan dan lingkungan yang tidak stabil untuk mencapai daya saing. Tujuan penelitian ini adalah untuk mengeksplorasi secara empiris pengaruh antara sumber daya dan ketidakstabilan politik terhadap kapabilitas dinamis dalam mewujudkan daya saing daerah, yang dimoderatori oleh peran pemerintah. Penelitian ini menggunakan Structural Equation Model (SEM) dengan pendekatan Partial Least Square (PLS) berdasarkan data dari 103 investor baik domestik maupun asing di Batam.Hasil penelitian menunjukkan bahwa sumber daya manusia dan sumber daya pengetahuan merupakan sumber daya yang berpengaruh terhadap kapabilitas dinamis dalam penciptaan daya saing, begitu juga dengan situasi politik yang tidak stabil memiliki pengaruh negatif terhadap pembentukan kapabilitas dinamis. Selain hasil diatas, kapabilitas dinamis memiliki pengaruh langsung terhadap penciptaan daya saing regional, namun peran pemerintah tidak memiliki pengaruh sebagai moderasi antara kapabilitas dinamis dengan daya saing kawasan

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Special economic zones in Southeast Asia compete by providing incentives as a stimulus to attract foreign investors. Therefore, a regional capability is required to adapt to the competition and an unstable environment to achieve competitiveness. This study aims to empirically explore the influence between resources and political instability on the dynamic capability in realizing regional competitiveness, which is moderated by the role of government. This study uses Structural Equation Model (SEM) with the Partial Least Square (PLS) approach based on data from 103 both domestic and foreign investors in Batam.

The result shows that human resources and knowledge resources influence dynamic capabilities in creating Batam's competitiveness. Moreover, political instability has a negative effect on dynamic capabilities. In addition to this study, the role of government does not influence as moderating between dynamic capabilities and regional competitiveness.

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"ABSTRAKSumber Daya Manusia SDM memiliki peran yang sangat penting dalam perusahaan, dan saat ini pun sistem informasi berperan penting dalam membantu kinerja Human Resource HR . Human Resource Information System HRIS dapat menunjang pemenuhan sumber daya manusia yang berkualitas. Dengan tersedianya sumber daya manusia yang berkualitas, maka diharapkan akan berpengaruh terhadap efisiensi dan efektivitas organisasi/perusahaan. Pada penelitian ini akan dilakukan perancangan kriteria Human Resource Information System HRIS yang mempengaruhi kinerja Human Resource HR di perusahaan menggunakan metode DEMATEL-Based ANP DANP . Kuesioner dirancang dengan studi literatur dan ditinjau kembali oleh 5 para ahli. Kuesioner tersebut disebar ke 10 HR perusahaan manufaktur yang berbeda. Dengan metode DANP didapatkan bahwa Dimensi Kualitas Informasi dengan bobot lokal sebesar 0,3268 dan kriteria Kualitas Tinggi Penyajian Data dengan bobot global akhir sebesar 0,1089 merupakan hal terpenting dalam penggunaan HRIS.

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ABSTRACTAbstract Human Resources HR had a very important role in the company, and also information system in helping HR works. HRIS Human Resources Information System could support the fulfilment of qualified human resources. With the availability of qualified human resources, it was expected to affect the efficiency and effectiveness of the organization company. This study designing criteria of Human Resource Information System HRIS that affected human resources in companies by using DEMATEL based ANP DANP method. The questioner was designed by literature review and reviewed by 5 experts. Then, it were distributed to 10 HR person from different manufacture companies. With DANP method it was found that Quality Information dimension with a local weight value of 0.3268 and High Quality Data Presentation criteria with final weight value of 0.1089 were the most important in the use of HRIS."