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"Pada awal 90-an, Peter M. Senge menuliskan pendapatnya bahwa suatu organisasi harus mampu belajar bukan saja dad lingkungannya (adaptive/single-loop learning) tetapi juga mampu mempelajari hal-hal yang bersifat sistemik (generative/double-loop learning). Senge manamakan organisasi semacam itu sebagai Learn' n Organization (LO), yaitu suatu organisasi yang memungkinkan sumber daya manusianya secara terus-menerus mempengaruhi dan mengubah keadaan. Senge menyimpulkan perlunya 5 disiplin (5D) untuk mewujudkan LO, yaitu (1) pemikiran sistemik, (2) pengembangan diripribadi, (3) pengungkapan cars -pandang, (4) penyusunan visi bersama, serta (5) pembelajaran kelompok. Tulisan ilmiah ini berupaya untuk menelusur model 5D untuk mempermudah para praktisi yang ingin membentuk organisasinya menjadi LO. Tampaknya, Senge memiliki bias terhadap pendekatan humanistik, karena tulisan ini menunjukkan bahwa model 5D dapat diletakkan (dicangkokkan) ke dalam kebijakan SDM organisasi. Selain itu, hampir seluruh variabel yang dapat dipengaruhi (dirubah nilainya) dapat diubah dengan melakukan perubahan kebijakan serta peraturan organisasi. Perubahan Job Description, Job Requirements dan Job Standards juga akan mempengaruhi pembentukan LO, sehingga tulisan ini menyimpulkan bahwa Manajemen SDM (MSDM) yang baik akan menghasilkan suatu LO. Tulisan ini mengusulkan penggunaan HRIS yang terkomputerisasi untuk mempercepat perubahan menuju LO, karena HRIS akan membantu bagian SDM melaksanakan fungsi-fungsi SDM secara cepat, sistematis, dan menyeluruh."

"Human Resource Information System (HRIS), sebagai salah satu sistem informasi vital di Universitas Indonesia, diharapkan dapat memberikan dukungan dalam percepatan pencapaian tujuan strategis Universitas Indonesia sebagai universitas sehat berbasis Good University Governance (GUG) melalui percepatan penyediaan informasi yang relevan, tepat waktu, dan berkualitas. Saat ini, HRIS mengelola layanan esensial di bidang sumber daya manusia, seperti pengelolaan gaji pegawai, pajak, kehadiran hingga pengelolaan karir pegawai berbasis teknologi informasi. Namun, pengelolaan HRIS masih belum sesuai dengan standar keamanan informasi, terlihat dari beberapa insiden dan penanganan insiden tersebut masih bersifat accidental. Tujuan dari penelitian ini adalah untuk mendapatkan desain manajemen risiko keamanan informasi HRIS. Penelitian dilakukan melalui metode kualitatif dimana kegiatan koleksi data melalui wawancara, observasi, dan analisis data sekunder. ISO/IEC27005:2018 digunakan sebagai penilaian menggunakan keamanan informasi dan penanganan risiko SNI ISO/IEC 27001:2013. Penelitian ini menghasilkan 49 risiko tersebut, yaitu 16 risiko tinggi, 23 risiko sedang, tujuh risiko rendah, dan tiga risiko sangat rendah. Luaran penelitian berupa rancangan manajemen risiko keamanan informasi HRIS dengan harapan dapat digunakan sebagai bahan referensi dalam penerapan manajemen risiko keamanan informasi di Universitas Indonesia

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Human Resource Information System (HRIS), as one of the vital information systems at Universitas Indonesia, is expected to provide support in accelerating the achievement of Universitas Indonesia's strategic goals as a healthy university based on Good University Governance (GUG) through accelerating the provision of relevant, timely, and quality information. HRIS manages essential services in human resources, such as management of employee salaries, taxes, and information technology-based employee career management. However, the management of HRIS is still not in compliance with information security standards, as can be seen from several incidents and the management of these incidents, which are still accidental. The purpose of this study was to obtain a design for HRIS information security risk management. The research was conducted through qualitative methods, while data collection was carried out by interviews, observations, and secondary data analysis. ISO/IEC27005:2018 is used as an assessment using information security and risk handling SNI ISO/IEC 27001:2013. This study resulted in 49 of these risks, namely 16 high risks, 23 moderate risks, seven low risks, and three very low risks. The results of this study are the design of HRIS information security risk management with the hope that it can be used as reference material in the application of information security risk management at Universitas Indonesia

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"Employee is one of the most important resources for every consultant company. A project could be done in many ways, but without a capability, experience and efficiency of the employee, the service couldn't be done properly and a good reputation cannot be reached. With the capable of human resources to purpose the project will be very competitive and gain a lot of benefits. In the construction business, it occurs to be many different majors of studies and qualification involved. In order to give a satisfaction service, a consultant company should be very selective to recruit the right person for the project. The main problem to face is how to get an accurate information about personnel supply so the company will get the correct person for the correct job. The large amount of the employee makes it even harder to choose especially when it applies to time limit. The usage of manual system will takes a lot of time and inticrate to control. The adoption of human resource information system program aplication will help the company to manage those problems, because all the information about the employee will be stored in the computerized database that could be easily updated. The program could be used for the human resource management especially in personnel selection for project and training purpose. Other function, the program could be processed into a report such as curriculum vitae for bidding purpose. The system will be designed into a program aplication based on the data and information occur in the Engineering Consultant Company. The functions of information system could assure to provide the actual and updated information that needed by the decision maker anytime, great save in time management, and could gives the a good image for the customers. For future benefits, the database can be used together with other system such as marketing and financial information system for a bigger decision making and planning."

"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."