Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRAKManajemen sumber daya manusia (MSDM) sangat krusial saat ini untuk menjadi pilar penting bagi keunggulan kompetitif suatu perusahaan. Pada saat ini, kepentingan masa depan dalam dunia kerjanya dipandang sebagai integrasi kepentingan yang juga mengembangkan keberlanjutan organisasi / perusahaan dimana mereka berkarya."

"Penelitian ini membahas mengenai keterkaitan antara pengelolaan sumber daya manusia (SDM), komitmen keorganisasian dan intensi pegawai untuk keluar organisasi pada pegawai Kantor Pusat PT Bank X di Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data secara primer melalui kuesioner. Tujuan dari penelitian ini adalah membuktikan pengaruh pengelolaan SDM terhadap intensi keluar organisasi dengan komitmen keorganisasian sebagai variabel antara. Hasil penelitian menunjukkan bahwa pengelolaan SDM memiliki pengaruh signifikan terhadap intensi keluar organisasi; komitmen keorganisasian memiliki pengaruh signifikan terhadap intensi keluar organisasi; pengelolaan SDM memiliki pengaruh signifikan terhadap komitmen keorganisasian; dan pengelolaan SDM memiliki pengaruh terhadap intensi keluar dengan komitmen keorganisasian sebagai variabel antara.

---

This study discusses the linkages between human resource management, organizational commitment and employee turnover intention at headquarter of PT Bank X in Jakarta. This study uses a quantitative approach with the primary data collection technique through a questionnaire. The purpose of this study is to prove the influence of human resource management on turnover intention with organizational commitment as a mediating variables.

Results of the study showed that human resource management has a significant influence on turnover intention, organizational commitment has a significant influence on turnover intention, human resource management has a significant influence on organizational commitment, and human resource management have an influence on turnover intention with organizational commitment as a mediating variable."

"Pengembangan sumber daya manusia merupakan salah satu bagian dari manajemen sumber daya manusia yang harus dilaksanakan oleh organisasi. dalam organisasi publik, Pengembangan SDM dilakukan untuk meningkatkan knowledge, skill dan abilities PNS di maksud. Di dalam Peraturan Pemerintah Nomor 11 Tahun 2017 tentang Manajemen PNS yang menyatakan bahwa setiap PNS memiliki hak untuk memperoleh pengembangan kompetensi selama dua puluh jam pelajaran dalam satu tahun. Pengembangan kompetensi dilakukan untuk meningkatkan kompetensi setiap PNS melalui berbagai kegiatan, salah satunya dengan melaksanakan pendidikan dan pelatihan (Diklat). Diklat dapat dilaksanakan dengan berbagai metode baik secara klasikal maupun non-klasikal. Penelitian ini dilakukan dengan pendekatan kualitatif yang bersifat deskriptif dengan jenis penelitian terapan yang bertujuan untuk memberikan solusi terhadap strategi pengembangan SDM yang di lakukan oleh Kementerian Hukum dan Hak Asasi Manusia melalui Badan Pengembangan Sumber Daya Manusia Hukum dan HAM dan Balai Pendidikan dan Pelatihan Hukum dan HAM. Teknik pengumpulan data dalam penelitian ini dilakukan melalui wawancara terhadap informan internal dan eksternal yang berjumlah sebanyak sepuluh informan. Informan internal di antaranya Sekretaris Badan, Kepala Bidang Program di Pusat Pengembangan Diklat Teknis dan Kepemimpinan dan Pusat Pengembangan Diklat Fungsional dan HAM serta Kepala Pusat Penilaian Kompetensi. Sedangkan, informan eksternal BPSDM Hukum dan HAM di antaranya, Kepala Kantor Wilayah, Kepala Divisi Administrasi dan Kepala Bagian Pengembangan Karir di Biro Kepegawaian. BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM memiliki tugas dan fungsi untuk melaksanakan pengembangan SDM terhadap seluruh PNS di lingkungan Kementerian Hukum dan Hak Asasi Manusia. BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM saat ini menyelenggarakan pengembangan SDM dengan melaksanakan pendidikan dan pelatihan (Diklat) melalui daring dengan metode Pembelajaran Jarak Jauh (PJJ) dan e-learning. Diklat dilaksanakan sesuai dengan sasaran strategis BPSDM Hukum dan HAM yang berpedoman pada rencana strategis Kementerian Hukum dan HAM. Dalam pengembangan SDM yang dilakukan oleh BPSDM dan Balai Diklat Hukum dan HAM terdapat faktor penghambat, sehingga perlu adanya strategi pengembangan SDM yang sesuai dan dapat dilaksanakan oleh BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM. BPSDM Hukum dan HAM telah mencanangkan Kementerian Hukum dan HAM Corporate University, yang diharapkan mampu menjawab permasalahan yang berkaitan dengan pengembangan SDM

---

Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources developmentHuman resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development."

"Dalam pembenahan kelembagaan Departemen Kehakiman dan Hak Asasi Manusia, permasalahan pengembangan sumberdaya manusia menjadi salah satu prioritas karena permasalahan pengembangan sumberdaya manusia termasuk upaya peningkatan kompetensi sangat diperlukan terlebih dengan tuntutan tugas yang dihadapi kian komplek yang membawa implikasi pada pentingnya mengidentifikasi kompetensi yang diperlukan organisasi untuk memenuhi tuntutan pekerjaan.Pelatihan bukan merupakan satu-satunya jalan untuk peningkatan kompetensi tersebut, pelatihan yang sesuai dengan kebutuhan organisasi dalam hal pengetahuan, kemampuan dan keterampilan untuk melaksanakan tugas, kebutuhan setiap eselon atau pelaksanaan tugas sesuai kompetensinya. Dalam setiap upaya peningkatan kompetensi sumberdaya manusia melalui program pelatihan maka harus dilakukan melalui penilaian kebutuhan pelatihan ( training needs assessment).Dengan training needs assessment berdasarkan kompetensi yang jelas standarnya maka dapat disusun program pelatihan yang sesuai dengan kebutuhan organisasi. Untuk menganalisa pemetaan kompetensi dan penilaian kebutuhan pelatihan dilakukan pengelompokkan berbagai kompetensi dengan mengacu pada management competencies clock yang dikemukakan Kolb. Standar kompetensi tersebut adalah kompetensi afektif, kompetensi perceptual, kompetensi simbolik dan kompetensi perilaku yang dikelompokkan sebagai kompetensi khusus. Selain itu digunakan standar kompetensi umum dari BKN dan juga dilakukan TNAT Mc. Cann yang menunjukkan kompetensi aktual dan kompetensi ideal dengan menggolongkan tingkatan penguasaan kompetensi ke dalam kategori Introductory, Exploratory, Comfort, dan Mastery.Dalam kajian kompetensi ini yang menjadi responden adalah pejabat eselon III dan eselon IV yang berjumlah 150 orang akan dipilih sebagai sampet penelitian sebesar 40% yang dianggap dapat mewakili populasi sesuai dengan teknik pengambilan sampel yang digunakan yaitu stratified random sampling. Penelitian lapangan (survei) yang dilakukan dalam menganalisa data sumberdaya manusia menggunakan teknik kuantitatif berupa distribusi frekuensi dan dalam memetakan kompetensi menggunakan teknik kuantitatif berupa uji beda berpasangan dengan perangkat lunak Statistics Package for Social Science (SPSS) dan Microsoft Excel serta menggunakan teknik kualitatif berupa teknik interpretatif.Secara umum dari hasil penelitian dapat diketahui tingkat pencapaian kompetensi hampir mendekati nilai optimal, perbedaan nilai aktual dan nilai ideal relatif kecil dan tidak begitu signifikan oleh karena itu TNA berbasis kompetensi belum diperlukan. Walaupun demikian pengembangan terus diupayakan untuk memperkecil kesenjangan kompetensi yang dapat diatasi melalui pelatihan dan ada juga yang tidak dapat diatasi dengan pelatihan. Untuk masalah pelatihan akan dilakukan pengidentifikasian pelatihan yang sesuai dengan kebutuhan organisasi. Sedangkan masalah yang diatasi di luar pelatihan, tidak termasuk dalam penelitian ini.Atas dasar temuan tersebut, terdapat saran penyempurnaan terhadap manajemen atau sistim pendidikan dan pelatihan pegawai dalam rangka peningkatan kompetensi yakni penyusunan program pelatihan yang komprehensif, penyampaian materi pembelajaran dan metode pembelajaran yang disusun lebih variatif, terprogram dan konkrit. Implementasi pendidikan dan pelatihan dapat dilakukan secara sentralisasi maupun desentralisasi atau dapat dilakukan sendiri maupun bekerjasama dengan pihak ketiga untuk kebutuhan program pendidikan gelar maupun kebutuhan pelatihan teknis administrasi. Mengingat lingkungan organisasi selalu berkembang seyogyanya dilakukan penilaian kebutuhan pelatihan secara berkesinambungan."

"Rumah Sakit X memilih strategi organisasi yang berfokus pada pelanggan sebagai keunggulan daya saing terhadap rumah sakit lainnya. Fokus pada pelanggan dijabarkan melalui konsep branded customer service, yang intinya adalah menjadikan pelayanan kepada pelanggan sebagai brand Rumah Sakit X, rnclalui pelayanan kepada pelanggan yang melebihi harapan pelanggan. Stralegi yang dipilih f£I'S8blIl belum selaras dengan strategi di bidang SDM dan manajemen SDM yang diterapkan oleh Rumah Sakit X sehingga belum mendorong para karyawan untuk berperilaku sesuai dengan brand tersebui, akibatnya para pelanggan belum mengalami brand Rumah Sakit X dalam proses pelayanan kcsehatan yang mereka terima. Untuk itu perlu dilakukan peninjauan ulang dan perancangan manajemen SDM di Rumah Sakit X, agar dapat selaras dengan brand yang ditampilkan kepada pelanggan. Dalam rnerancang ulang manajernen SDM, beberapa hal yang diperhatikan adalah: level intervensi yang akan dilakulcan (level strategis atau level implementasi), pathway penerapan branded customer service yang dikemukakan oleh Barlow dan Stewart (2006), serta harus memperhatikan faktor-faktor yang berpengaruh pada pembentukan perilaku dalam organisasi yang diungkapkan melalui model MARS dari McShane dan Von Glinow (2005).

---

Hospital X has chosen the customer focused organization strategy in order to compete with other hospitals. This strategy is applied through branded customer service, where customer service is the brand of the hospital, and implemented through giving a service that exceeds the customer's needs. The chosen strategy does not align with the HR strategy and HR management at Hospital X. Therefore, the employees behaviors do not reflect the brand in real service situation. The customer has not experience the brand yet.

It is necessary to evaluate and re-design the HR management at Hospital X and aligning it with the brand, as the reflection of customer focused organization strategy. In redesigning the HR management, some concepts are being considered: the level of intervention (strategic level and implementation level), the pathway of branded customer service (Barlow and Stewart, 2005), and McShane and Von Glinow's MARS model (2005) to explain the factors that influence individual behavior in organization."