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"Tesis ini menganalisis faktor SDM, faktor teknis (hardware, software, dan koneksi jaringan), faktor saluran komunikasi (proses sosialisasi-pelatihan dan pendampingan), dan faktor manajemen yang berperan dalam keberhasilan sistem informasi manajemen rumah sakit di bagian keuangan RSIJ Cempaka Putih. Tesis ini merupakan penelitian kualitatif.Hasil penelitian menunjukkan kendala dari keberhasilan sistem informasi manajemen rumah sakit adalah faktor SDM tipe Laggard, faktor teknis berupa rumah sakit tidak memiliki source dari software yang digunakan dan saat awal implementasi tidak dilakukan cut-off sehingga informasi yang dihasilkan tidak valid, dan tidak adanya kebijakan manajemen dalam penghargaan dan sanksi.Disarankan agar dilakukan evaluasi terhadap user dan rotasi SDM, menempatkan SDM dengan pendidikan S1, mengerti keuangan akutansi, menguasai Microsoft Office, dan memilki tipe early majority, dilakukan cut-off, membuat kebijakan berupa pemberian penghargaan dan sanksi, serta untuk pengembangan dengan vendor supporting system agar dilakukan pembelian source software.

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This thesis analyzes the human resource factors, technical factors (hardware, software, and network connections), the factor of communication channels (the process of socialization- training and mentoring), and management factors that play a role in the success of hospital information systems management in the financial section of RSIJ Cempaka Putih. This method used is qualitative research.The results showed the constraints for a successful hospital management information system are human resource factor with Laggard type, technical factors in the form of hospitals do not have the source of the software used and the cut-off is not done when initial implementation so that the resulting information is invalid, and the absence management policies in the rewards and punishments.It is recommended that an evaluation of the user and the rotation of human resources is done, placing human resource with undergraduate degree, understands financial accounting, masters Microsoft Office, and has an early majority type, made the cut-off, make policy in the form of rewards and punishments, and for development in order to contract with the vendor, including the purchase source software."

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ABSTRACTThis research aims to examine the impact of intellectual capital management (indicated by human capital, structural capital, and relational capital) to company’s financial performance (measured by depreciation expenses to sales ratio, operating profit margin, and employee expenses ratio). Value Added Intellectual Coefficient (VAIC) introduced by Pulic (2000) is used to measure intellectual capital management. Based on 94 samples of listed oil and gas companies in ASEAN and Australia, it shows that intellectual capital has significant correlation over company financial performance.;This research aims to examine the impact of intellectual capital management (indicated by human capital, structural capital, and relational capital) to company’s financial performance (measured by depreciation expenses to sales ratio, operating profit margin, and employee expenses ratio). Value Added Intellectual Coefficient (VAIC) introduced by Pulic (2000) is used to measure intellectual capital management. Based on 94 samples of listed oil and gas companies in ASEAN and Australia, it shows that intellectual capital has significant correlation over company financial performance., This research aims to examine the impact of intellectual capital management (indicated by human capital, structural capital, and relational capital) to company’s financial performance (measured by depreciation expenses to sales ratio, operating profit margin, and employee expenses ratio). Value Added Intellectual Coefficient (VAIC) introduced by Pulic (2000) is used to measure intellectual capital management. Based on 94 samples of listed oil and gas companies in ASEAN and Australia, it shows that intellectual capital has significant correlation over company financial performance.]"

"ABSTRAKUpaya penerapan seleksi terbuka dalam rangka mengatasi permasalahan dalam pengisian jabatan pada organisasi pemerintahan mengalami beberapa kendala yaitu biaya, waktu dan pembatasan. Oleh karena itu Kementerian Keuangan menerapkan program manajemen talenta pusat dalam pengisian jabatan untuk mengatasi permasalahan tersebut. Penelitian ini bertujuan untuk menggambarkan Penerapan Manajemen Talenta Pusat dalam Pengisian Jabatan di Kementerian Keuangan Republik Indonesia. Penelitian ini menggunakan pendekatan post-positivist, dengan dimensi-dimensi yang berasal dari tahapan manajemen talenta yang dikemukakan olah Rothwell untuk melakukan analisis yaitu get commitment, analyze the work and the people now mdash;and determine what talent means, recruit and select talent, evaluate performance, analyze the work and people needed in the future, evaluate potential, develop people, retain the best people, dan evaluate program results. Data diperoleh dari wawancara, dan studi kepustakaan pada dokumen-dokumen yang diterbitkan oleh Kementerian Keuangan. Hasil penelitian menunjukkan Penerapan Manajemen Talenta Pusat dalam Pengisian Jabatan di Kementerian Keuangan memiliki tahapan yang berbeda dengan tahapan yang dikemukakan oleh Rothwell. Hambatan dalam penerapan Manajemen Talenta di Kementerian Keuangan adalah terbatasnya kemampuan sumber daya manusia, perbedaan pemikiran pimpinan, anggaran pengembangan dan assessment center, dan ketersediaan mentor.

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ABSTRACT

Implementation of Open Selection in order to overcome the problems in position filling in the public institutions cause problems those are, cost, time and demarcation. Therefore the Ministry of Finance implements a central talent management program in filling the position to encounter the problem. This study aims to describe the Implementation of Central Talent Management in Position Filling in the Ministry of Finance of the Republic of Indonesia. This study uses a post positivist approach by using dimensions from the stages of talent management proposed by Rothwell to do analysis, ie get commitment, analyze the work and the people now and determine what talent means, recruit and select talent, evaluate performance , analyze the work and people needed in the future, evaluate potential, develop people, retain the best people, and evaluate program results. Data obtained through the interviews, and literature studies on documents issued by the Ministry of Finance. The results showed that the Central Talents Management in Position Filling in the Ministry of Finance has different stages with the stages proposed by Rothwell. Obstacles in the application of Talent Management in the Ministry of Finance are the limited ability of human resources, differences in leadership thinking, budget for development and assessment center, and the availability of mentors."

"ABSTRAKTujuan dari penelitian ini adalah untuk memahami sejauh mana perencanaanstrategis, keselarasan organisasi, dan kepemimpinan dilaksanakan sebagai bagian darimanajemen sumber daya manusia di PT. XYZ. Metodologi penelitian yangdigunakan dalam penelitian ini adalah metodologi kualitatif. Dalam melakukanpenilaian, wawancara dilakukan dengan pemegang saham, seluruh direksi tingkattertinggi, dan staf di PT. XYZ. Budaya kerja, hubungan yang kompleks antarapemegang saham dan top manajemen, dan kurangnya kompetensi dalam humancapital, membuat kinerja karyawan tidak sesuai dengan tujuan perusahaan.Berdasarkan hasil penelitian, PT. XYZ bisa mendapatkan keuntungan lebih bilamereka meneliti perencanaan strategis mereka, keselarasan organisasi, dankepemimpinan secara lebih komprehensif dan berkesinambungan dalam rangka untukmenilai dan mengembangkan manajemen sumber daya manusia mereka.

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Abstract The purpose of this research was to understand to what extent strategic planning,organizational alignment, and leadership were implemented as part of human capitalmanagement in PT. XYZ. The research methodology used in this study is qualitativemethodology. In doing the assessment, interviews were conducted with theshareholder, all the highest level directors, and staffs in PT. XYZ. Working cultureissue, complex relationship between shareholder and top management, and lack ofcompetency in human capital, made the employees? performance cannot align withthe company?s objective. Based on the study results, PT. XYZ can gain more benefitif they examined their strategic planning, organizational alignment, and leadership inmore comprehensive and continuous manner in addition to assess and develop theirhuman capital management"

"ABSTRAKPerubahan dunia secara global dan radikal dan juga pesatnya era knowledgeeconomy (Drucker, 1990) mau tidak mau menyebabkan semua organisasi baikprofit maupun non-profit hams mcmiliki kemampuan beradaptasi yang tinggiterhadap perubahan itu sendiri. Pfizer Inc. scbagai salah satu perusahaan farmasimulti nasional terbesar di duniajuga menyadan kebutuhan akan adanyakemampuan beradaptasi ini.Dicanangkan oleh CEO baru, Jefiiey B. Kindler, Pfizer terus bcrbenah diri sejakpencngahan tahun 2006. Namun, transformasi bagi Pfizer bukanlah sekedarefisiensi dalam hal pengurangan biaya semata. Transformasi bagi Pfizer, lebih kearah menjaclikan Pfizer perusahaan yang lebih baik, mampu berkarya danberkontribusi terhadap perubahan dunia, menuju dunia yang lebih sehat dan lebihbaik sesuai motto Pfizer terbaru, ? Working for a healthier Worldm Di PT. Pfizer Indonesia, divisi Finance juga terus melakukan pembenahan diri.Antara lain dengan mengdakan Finance Survey 2006. Survey tersebut bertujuanuntuk melihat sejuah mana karyawan memandang kinerja departemen dandivisinya, memahami ekspcktasi karyawan terhadap hubungan antara atasan,bawahan dan rekan sekerja, serta ekspektasi karyawan terhadap programpengembangan din dan harapan terhadap jenjang karir di masa datang. Dari hasilsurvey yang ada, penulis menganalisisnya untuk menggagas beberapa altematifsolusi dan rekomendasi bagi kemajuan Finance di masa mendatang.Dari bcbcrapa teori mengenai human capital yang dikaitkan dengan knowledgemanagemeni, change management, culiure management, learning organizationdan leadership agiliry, penulis merangkum istilah bam mengenai agile knowledgeworker, yang hingga saat ini penulis belum mcndapatkan referensi mengenaiistilah agile knowledge worker. Sehingga konsep mengenai agile knowledgeworker penulis harapkan menjadi wacana baru bagi pengembangan human capitaldan knowledge management.Penulis juga menggagas beberapa alternatif intervensi, solusi serta implementasiuntuk mewujudkan human capital readiness dan agile knowledge worker di divisiFinance, antara lain: menciptakan kriteda dan karakteristik Agile KnowledgeWorker di divisi Finance; mendesain core-competency dan core-curriculum yangsesuai; mendesain dan mcnggalakan knowledge sharing session di Divisi Financesebagai irnplementasi dari knowledge nzanagemeni yang mendukung terciptanyasuszained learning arganizaiion; serta mengantisipasi dampaic psikologis yangtimbul dari adanya perubahan tersebut.Kata kunci: Transformasi, Human Capilal, Knowledge Management, AgileKnowledge Worker

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ABSTRACTRadical and global changes inthe world and also the fast development ofknowledge economy era (Drucker, 1990) affected and force all profit and non-profit organizations to be radically adaptive to the changes. Pfizer Inc, as one ofthe biggest phamiaceutical corporation in the world, also aware ofthe needs to beadaptive on the radical change. Led by new CEO, Mr. Jeffiey B. Kindler, Pfizerkeeps on enhancing and improving himself by conducting Pfizer transformationsince early 2006. For Pfizer People, transformation is not a short cut process ofreduction costs and restucturization, but transfonnation are mainly focused todevelop healthier and better enviroment in the world as stated in Pfizer new moto:"Working for a healthier World'*`*?'.ln Finance division PT. Pfizer Indonesia, the improvement and enhancementprocess are led by conducting Finance Survey in February 2006. The surveybecomes the basic evaluation and the key indicator as Finance perfonnance. Theobjectives of this survey were to analyze how Finance colleagues see theirdivision?s performance; to understand colleagues? expectations on the superiors-subordinates relationships and general organization as a whole; to understandemployees expectations on the individual development especially on thejobenlargement, job enhancement, leaming development programs which supportcareer path development and also to analyze Finance improvement in businesspartnering enhancement.From some theories on human capital compiled with other theories, referencesand understanding on knowledge management, change management, culturemanagement, learning organization and agility leadership, I summarize the newconcept on agile knowledge worker. I haven?t found any references related toagile knowledge worker. I strongly support that the limitation of this new conceptcan be the new thoughts and ideas ofthe human capital and knowledgemanagement development and implementation.I also suggest some interventions, solutions, recommendation and itsimplementation to create human capital readiness, especially in Finance DivisionPT. Pfizer Indonesia. I also recommend on how to build agile knowledge worker?seriterias and characteristics by designing Finance core competencies and corecurriculum; triggering knowledge sharing sessions as one ofthe knowledgemanagement implementation which support and enhance sustained learningorganization culture in Pfizer Indonesia. I also recommend some solutions how tosolve the psychological impacts might appear after these interventions applied.Key words: Transformation, Human Capital, Knowledge Management, AgileKnowledge Worker.

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"Penelitian ini didasarkan pada fenomena globalisasi yang membawa dampak monilitas penduduk dunia yang ditandai dengan tingginya frekuensi lalu-lintas orang dari dan menuju suatu negara. Kompleksitas aktivitas pemenuhan kebutuhan masyarakat dunia itu mempunyai dampak munculnya berbagai kejahatan baru seperti Transnational Organized Crime (TOC) seperti terorisme, narkotika, perdagangan orang, illegal imigrant, pencucian uang dan lain-lain. Karakteristik TOC yang memanfaatkan teknologi canggih, multi-actor, dikendalikan secara lintas-negara dan seringnya menggunakan pola kejahatan seperti pemalsuan dokumen dan lain-lain dalam penanganannya memerlukan Sumber Daya Manusia *SDM) yang berkualitas, kompeten, dan responsif termasuk dalam menghadapu perkembangan teknologi. Sementara itu keterkaitan tugas keimigrasian dengan pemberantasan TOC cukup signifikan karena tugas keimigrasian sanat terkaiyt dengan aspek pengawasan orang asing dan lalu lintas orang antar negara."

"Penelitian ini bertujuan untuk mengkaji pengaruh beban kerja, motivasi dan kompetensi terhadap kinerja penyidik dan penyidik pembantu Unit Pelayanan Perempuan dan Anak (Unit PPA) di wilayah Polda Metro Jaya. Kinerja penyidik dan penyidik pembantu dalam Unit PPA memegang peran penting terutama dalam memberikan pelayanan terhadap perempuan dan anak yang menjadi korban kejahatan dan penegakan hukum bagi pelakunya. Sampel penelitian ini diambil secara purposive random sampling sebanyak 67 (enam puluh tujuh) orang penyidik dan penyidik pembantu dari seluruh Unit PPA yang berada di polres jajaran Polda Metro Jaya. Pengumpulan data beban kerja dan kinerja menggunakan kuesioner dengan skala likert, sedangkan data kompetensi menggunakan tes pengetahuan tentang substansi yang terkait dengan tugas Unit PPA. Analisis data menggunakan regresi berganda untuk menjawab pertanyan dan tujuan penelitian. Hasil penelitian ini menujukkan bahwa variabel motivasi mempunyai korelasi positif terhadap kinerja (r=0,385; p<0,000); kompetensi (r=0,377; p<0,000) dan beban kerja mempunyai korelasi negatif terhadap kinerja (r=-0,282; p<0,000). Secara keseluruhan variabel beban kerja, motivasi, dan kompetensi memberikan kontribusi yang sangat besar 85.9% terhadap kinerja penyidik dan penyidik pembantu Unit PPA (R2= 0,859; p< 0,000). Secara deskriptif kompetensi pengetahuan responden tentang substansi PPA yang terbanyak masuk dalam kategori rata-rata sedang (62%), tinggi (17,9%) dan kategori rendah (20,9%). Dapat disimpulkan bahwa peningkatan kompetensi pengetahun penyidik dan penyidik pembantu yang terkait dengan substansi PPA perlu dilakukan sejalan dengan masih rendahnya jumlah penyidik yang telah memiliki sertifikat penyidik sebagaimana dipersyaratkan dalam ketentuan yang berlaku. Beban kerja mereka juga perlu menjadi perhatian organisasi dan pimpinan organisasi karena beban kerja dapat berdampak terhadap motivasi kerja yang pada akhirnya akan berimplikasi terhadap kinerja mereka.

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This study aims to examine the effect of workload, motivation and competence on the performance of auxiliary investigators and investigators of the Women's and Children's Services Unit (PPA Unit) in the Metro Jaya Regional Police. The performance of auxiliary investigators and investigators in the PPA Unit plays an important role especially in providing services to women and children who are victims of crime and law enforcement for perpetrators. The sample of this study was taken by purposive random sampling as many as 67 (sixty seven) investigators and auxiliary investigators from all PPA Units who were in the police ranks of the Polda Metro Jaya. Workload and performance data collection uses a questionnaire with a Likert scale, while the competency data uses a knowledge test about the substance associated with the PPA Unit's assignments. Data analysis using multiple regression to answer questions and research objectives. The results of this study indicate that the motivation variable has a positive correlation with performance (r = 0.385; p <0,000); competence (r = 0.377; p <0,000) and workload has a negative correlation with performance (r = -0,282; p <0,000). Overall the workload, motivation, and competency variables contributed a very large 85.9% to the performance of PPA Unit investigators and investigators (R2 = 0.859; p <0,000). Descriptively, the competency of the respondents' knowledge about the substance of the PPA was the highest in the average category (62%), high (17.9%) and low category (20.9%). It can be concluded that an increase in the knowledge competency of investigators and auxiliary investigators related to the substance of the PPA needs to be carried out in line with the still low number of investigators who already have investigative certificates as required in the applicable provisions. Their workload also needs to be the concern of organizations and organizational leaders because the workload can have an impact on work motivation which in turn will have implications for their performance."

"ABSTRAKTesis ini membahas pelaksanaan seleksi dan rekrutmen pegawai jabatan fungsional Analis Kepegawaian. Penelitian ini menggunakan pendekatan kualitatif deskriptif. Tujuan penelitian ini adalah untuk menganalisis pelaksanaan rekrutmen dan seleksi pegawai Jabatan Fungsional Analis Kepegawaian di Kantor Pusat Badan Kepegawaian Negara. Hasil penelitian pada pelaksanaan rekrutmen jabatan fungsional Analis Kepegawaian Rekrutmen internal Analis Kepegawaian sumbernya melalui dua cara yaitu melalui Inpassing perpindahan dari Jabatan Fungsional Umum, penyesuaian dari pejabat struktural eselon 5dan Kelulusan Pendidikan Ilmu Kepegawaian. Hasil penelitian pada pelaksanaan seleksi jabatan fungsional Analis Kepegawaian menunjukkan bahwa belum adanya standar kelulusan ujian seleksi CAT Analis Kepegawaian; Hasil rangking CAT belum digunakan dengan baik; Badan Kepegawaian Negara tidak melakukan wawancara kepada peserta ujian; Jumlah yang ada batasan-batasan usia terkait dengan persyaratan.

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ABSTRACTThis thesis focuses on the implementation of the selection and recruitment of functional positions Personnel Analyst. This study used descriptive qualitative approach. The purpose of this study was to analyze the implementation of the recruitment and selection of employees Functional Analyst Personnel at National Civil Service Agency. The results of the study on the implementation of the recruitment functional analyst internal Recruitment Employment Staffing Analyst source through two ways, namely through Inpassing displacement of Functional Works, an adjustment of officials from echelon 5 and Graduate Education Personnel Science. Results of research on the implementation of the selection of functional positions Personnel Analysts indicate that the absence of selection test passing standard CAT Analyst Personnel The results of the ranking CAT has not been used properly State Personnel Board did not conduct interviews to examinees The existing number of limitations related to the age requirements."