Hasil Pencarian  ::  Simpan CSV :: Kembali

"Policies to increase participation in learning need to concern themselves not only with increasing access and appreciating the different contexts in which learning takes place, but also with the different forms of learning. This report constitutes an exploratory study of the submerged mass of learning, which takes place informally and implicitly. "

"ABSTRAKTesis ini membahas pelatihan dan pembelajaran informal sebagai metode untuk mengembangkan kompetensi karyawan dengan didukung motivasi belajar. Penelitian ini adalah penelitian kuantitatif dengan melibatkan 224 karyawan instansi pemerintah yakni Sekretariat Kabinet sebagai responden. Hasil analisis data dengan menggunakan analisis faktor dan analisis regresi menunjukkan, bahwa pelatihan dan pembelajaran informal berpengaruh signifikan terhadap kompetensi, sedangkan motivasi belajar juga berpengaruh signifikan terhadap pelatihan dan pembelajaran informal. Hasil penelitian juga menunjukkan bahwa meskipun pembelajaran informal berpengaruh signifikan terhadap kompetensi, namun nilai hasil t-statistik lebih rendah dibandingkan dengan nilai t-statistik antara pengaruh pelatihan terhadap kompetensi. Keberhasilan program pelatihan dan aktivitas belajar akan memperoleh hasil yang maksimal manakala didukung oleh motivasi pegawai dalam mengikuti pelatihan dan melakukan aktifitas-aktifitas pembelajaran informal.

---

ABSTRACT

---

This thesis discusses training and informal learning as a method for developing employee competencies to be influenced by the motivation to learn. This research is a quantitative research involving 224 employees of government agencies namely the Cabinet Secretariat as respondents. The results of data analysis using factor analysis and regression analysis showed that the competence of employees affected by the training and informal learning and motivation to learn a significant effect on training and informal learning. The results also showed that despite significant effect on the informal learning competence, but the value of the t-statistic is lower than the value of t-statistics between training towards competencies. The success of the training programs and learning activities will obtain the maximum results when supported by motivation in training and doing informal learning activities

"

"With a globally-aging workforce, organizations are examining adult learning theory and how it is applied to employee development. This book addresses individual learning competencies, organizational learning climate, and technology-related issues as they affect the adult learning process. "

"Inovasi model bisnis dibutuhkan oleh perusahaan khususnya untuk menghadapi lingkungan bisnis yang tidak pasti. Dengan inovasi model bisnis perusahaan dapat mencipta nilai lebih bagi konsumen baik melalui inovasi dalam hal target pasar, produk yang ditawarkan maupun rantai nilai industrinya. Diharapkan inovasi model bisnis dapat menuju model bisnis sebagai platform yang adaptif dimana inovasi dilakukan bersama-sama melibatkan mulai dari pemasok bahan baku, proses produksi, saluran distribusi serta konsumen akhir. Namun, walau inovasi model bisnis penting, banyak perusahaan mengalami kesulitan melakukannya. Untuk itu dibutuhkan suatu studi deskripsi dan eksplanasi terhadap perusahaan yang berhasil untuk menjelaskan bagaimana dan mengapa mereka dapat melakukan inovasi model bisnis.Penelitian ini bertujuan untuk mengungkapkan bagaimana peran pembelajaran organisasi dan budaya organisasi dalam mendorong terjadinya inovasi model bisnis di perusahaan. PT. Njonja Meneer dipilih sebagai unit analisis karena walaupun perusahaan jamu ini berada dalam industri kesehatan dengan campur tangan pemerintah sangat ketat dan disertai perubahan perilaku pasar maupun rusaknya citra jamu akibat jamu yang mengandung bahan kimia obat, PT. Njonja Meneer tetap mampu bertumbuh. Berdasarkan protokol studi kasus yang telah disusun maka dilakukan wawancara mendalam dan focus group discussion terhadap pemilik PT. Njonja Meneer, tim pengembangan, dan distributor tunggal.Hasil penelitian ini mengungkapkan nexus antara pembelajaran organisasi, budaya organisasi, inovasi model bisnis dan kinerja perusahaan. Tahapan inovasi model bisnis yang terjadi diuraian berdasarkan Business Model Framework (Chesbrough, 2007). Kemudian diuraikan pula komponen-komponen model bisnis yang berperan pada masing-masing tahap inovasi model bisnis hingga menghasilkan kinerja.Penelitian ini juga memberikan fakta tentang adanya paradoks budaya organisasi. Paradoks ini dipicu oleh adanya perubahan besar dalam lingkungan eksternal perusahaan. Paradoks ini kemudian memunculkan fenomena supply chain discontent yang memunculkan hambatan menuju model bisnis sebagai platform yang adaptif. Untuk mengatasi permasalahan paradoks budaya organisasi maka disarankan agar perusahaan keluarga mengadopsi perspektif pemangku kepentingan serta skema untuk mengatasi persoalan supply chain discontent. Penelitian ini memberikan kontribusi teoritis, proposisi maupun kontribusi manajemen terhadap perusahaan. Beberapa keterbatasan penelitian serta usulan penelitian lebih lanjut juga diungkapkan.

---

Business model innovation is needed especially to cope business environment's uncertainty. Business model innovation helps firm to create more value for their customer through innovation in term of target segment, product offering, and also industrial value chain.Through business model innovation, firm aims to get business model as an adaptif platform where innovation is done by firm along with their supply chain system. But, even business model innovation is so important, many firms were not able to implement it. Then, there is a need for a description and explanation study from a successful company to reveals how and why they conduct business model innovation.

This study aims to reveals how organizational learning and organizational culture could empower firm to conduct business model innovation. PT. Njonja Meneer is chosen as unit analysis. Even jamu industry were ruled aggressively by government and there were also many unfavorable situation such as customer behavior changing in consuming jamu and negative perception about jamu according to jamu that contained drug chemicals, PT. Njonja Meneer still able to grow. Based on a case study protocol, this study conducted in-depth interviews and focus group discussions toward the owner of PT. Njonja Meneer, development team and also their sole distributor.

This study revealed the nexus of organizational learning, organizational culture, business model innovation and firm’s performance. Stages of business model innovation are described by the business model framework (Chesbrough, 2007). Then, I elaborated the components of business model that plays important role in each stage of business model innovation to produce performance.

It also revealed facts that there were organizational culture paradox. This paradox is triggered by fundamental change in external business environment. Then, it brought up supply chain discontent issue that hampered firm’s effort to get business model as an adaptive platform. To cope with this culture paradox, company is advised to implement a stakeholder perspective as well as a scheme to solve supply chain discontent issue. Moreover, this study concluded some theoretical contributions, propositions as well as managerial contributions. Some research limitations and further research suggestions also be mentioned."

"No individual holds a larger or more direct stake in company outcomes than the CEO. Based on extensive interviews with CEOs and other key stakeholders in a myriad of companies, this book reflects executive perception of training and development and their critical importance in the pursuit of corporate objectives."

"The 2005 edition of the ASTD Training and Performance Sourcebook draws on the knowledge and expertise of 42 top-flight trainers and consultants to present a comprehensive toolkit of the best training activities, group learning exercises, assessment instruments, handouts, and other essential guides for todays busy training and performance professional. The tools presented here cover a wide range of topics from e-learning, communication skills, diversity, and management development."

"The 2006 edition of the ASTD Training and Performance Sourcebook, edited by training guru Dr. Mel Silberman, draws on the knowledge and expertise of today’s best trainers and consultants. In this one comprehensive book, you will find the tools you need in such important areas as e-learning, communication skills, diversity and cross-cultural awareness, performance improvement, and management development. Tools in the Sourcebook are organized into four categories:• training activities and group learning exercises • assessment instruments • helpful handouts • practical guides to understanding and implementing important training and performance trends"

"ABSTRAKPenelitian ini dilakukan di salah satu kantor layanan Bank MS, KC XYZ, sebuahperusahaan perbankan syariah terbesar di Indonesia. Bank merupakan salah satuperusahaan yang sangat mengandalkan kualitas pengetahuan pegawainya,knowledge-intensive firms. Perusahaan ini mengandalkan pengetahuan parapegawainya untuk memperbaharui produk dan jasa, merubah sistem dan struktur,serta mengkomunikasikan solusi atas masalah-masalah yang dihadapi olehkonsumen. Pengetahuan merupakan produk dari proses double-loop learning padasuatu organisasi. Organisasi yang menerapkan single dan double-loop learningadalah learning organization. Dengan demikian, untuk memenangkan persainganbisnis di industri perbankan dan menjaga kesinambungan kinerjanya, sebuah bankharus menjelma menjadi organisasi yang menerapkan budaya pembelajaran.Program intervensi untuk mengoptimalkan budaya pembelajaran adalah programindividual development plan dan program komunitas saling berbagi denganpenekanan pada kebutuhan pemenuhan pengetahuan penting melalui Communityof Practice. Kedua program intervensi ini mengandalkan peran para manajersebagai knowledge facilitator yang akan membantu dan mempercepat prosespembelajaran seluruh pegawainya.

---

ABSTRACTThe research was conducted in one of the branches of MS Bank (XYZ Branch)which is the Indonesia's largest Islamic banking. It is obvious that bank reliesheavily on the quality of employees knowledge and knowledge-intensive. Bankrelies on the knowledge of their employees to renew products and services,change the systems and structures, as well as communicate the solutions of theproblems faced by customers to the employees. Knowledge is product of bothsingle-loop and double-loop learning in an organization. Organization thatimplements single-loop and double-loop learning can be addressed to as alearning organization. In order to win the tough competition and to sustain its highperformance, a bank must apply a learning culture. Intervention program tooptimize the learning culture of the XYZ Branch was chosen. This culture focuseson the individual development program and community sharing program wichemphasizes obtaining the crucial knowledge through Community of Practices.These intervention programs rely much on the manager role as a knowledgefacilitator in supporting and accelerating the learning process to all theirsubordinates."

"Contents : - Characteristics of informal learning - Informal Learning and The Addie Proces Step 1: Analysis-discovering learner needs Step 2: Design-meeting learning objectives Step 3: Development-writing the informal learning course Step 4: Implementation-learning promoters Step 5: Evaluation-measuring informal learning - Addressing the informal learning challenge - References & resources - Job aids "