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"Penelitian ini bertujuan untuk menganalisis relevansi penerapan sistem penggajian PNS saat ini terhadap sistem manajemen kepegawaian menurut UU No. 43 Tahun 1999 pada Badan Kepegawaian Negara dan memformulasikan sistem penggajian PNS yang adil dan layak berdasarkan beban kerja, kompetensi, dan kinerja PNS yang mencerminkan keadilan internal dan eksternal.Penelitian dilakukan terhadap 351 responden dari seluruh pegawai BKN dan 20 responden sebagai expert dari pejabat pengambil kebijakan (eselon I dan II) BKN. Pemilihan sampel dilakukan dengan menggunakan teknik Propotionate Stratified Random Sampling. Teknik analisis yang digunakan untuk menganalisis data adalah teknik analisis Uji Binomial untuk mengetahui efektif atau tidak efektif system penggajian PNS yang diterapkan saat ini dan Methode Point System untuk memformulasikan system penggajian PNS yang adil dan Iayak yang mencerminkan keadilan internal dan eksternal.Dari hasil penelitian yang dilakukan diketahui bahwa kondisi sistem penggajian PNS secara positif dan signifikan menunjukkan kondisi sistem penggajian PNS yang belum adil baik secara internal maupun eksternal, belum layak karena jumlah gaji yang diperoleh tidak cukup memenuhi kebutuhan hidup PNS dan belum relevan sesuai dengan UU. No. 43 Tahun 1999 karena system yang diterapkan belum sesuai dengan amanat UU No. 42 Tahun 1999. Selain itu hasil penelitian juga menunjukkan secara positif dan signifikan beberapa factor kunci pekerjaan dalam rangka perancangan sistem penggajian PNS yang adil, layak dan relevan sesuai UU. No. 43 Tahun 1999, antara lain : bobot jabatan, pendidikan, ketrampilan, tanggung jawab, pengalaman, kondisi Iingkungan kerja, resiko bahaya, fungsi pekerja, korelasi jabatan, dan wewenang. Sedangkan untuk memformulasikan system penggajian PNS terdiri dari dua komponen, yaitu komponen gaji jabatan yang diperoleh berdasarkan factor kunci pekerjaan dan komponen tunjangan yang diperoleh dari kinerja pegawai."

"Performance Appraisal Systemon PT PLN (Persero) is a step forward in appraisal system commonly used to measure the employee?s performance on public service institution. This kind of performance appraisal system has been implementing on PLN since 1998. Besides measuring the achievement of working objectives aspect, performance appraisal system on PLN also measuring the managerial and behavior aspect. The result of performance appraisal then gives reward and punishment as feedback. That phenomenon is interesting to be analyzing in seeing the implementation of performance appraisal system from employee?s perception.The research is descriptively developed to answer the research hquestion, which is: How is the employee?s perception toward the implementation of performance appraisal at PT PLN (Persero) Jakarta Raya and Tangerang Distribution Office? The approach used in this research is quantitative approach. The research used survey method and interview in collecting data. Data was analyzed by descriptive statistic analysis. Sampling technique is cluster random sampling. From six divisions in PT PLN Jakarta Raya and Tangerang Distribution Office, two divisions were choosing randomly; those are Division of Business and Division of Human Resource and Organization. There are 50 respondents used in the research."

"ABSTRAKPenelitian ini menggunakan dua-tahap desain metode penelitian campuran berurutan terdiri dari teknik pengumpulan dan analisis data dengan metode kuantitatif yang dilanjutkan dengan metode kualitatif. Model penelitian dikembangkan berdasarkan tinjauan literatur, survey persepsi dan studi lapangan kualitatif. Survey dilakukan kepada 93 pegawai.Hasil temuan penelitian menunjukkan bahwa faktor eksternal dari individu pegawai dapat menjadi potensi penyebab turnover intention. Sementara sebagai upaya mencegah turnover pegawai, penerapan employee retention berupa penghargaan ekstrinsic reward-finansial, manajemen karir, dukungan tempat dan alat kerja belum dapat memberikan kontribusi yang positif. Namun manajemen karir informal dan dukungan supervisor/manajemen sudah dapat memberikan kontribusi yang positif.

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ABSTRACTThis research uses a sequential explanatory mix method desain in collecting and analyzing the data. The research model was developed based on literature review, perception survey and qualitative fieldwork. The survey was conducted to 93 employees.The findings of the study indicate that external factors from individual employees can be a potential cause of turnover intention. While as an effort to prevent employee turnover applying employee retention, the form of extrinsic rewards financial rewards, career management, environment support and inventory have not been able to make a positive contribution. But informal career management and superiors support have contributed positively."

"Human resources are the assets of organizations that play the most important role in accomplishing company?s goals. They have the risk of getting into an accident and health problems in their working environment. The level of risk for each person varies depending on their nature of job or their working locations. Aware this condition, PT. Lestari Busana A.M., a garment industries, has implemented safety and health program in the company. One excellent way to assess the accountability of the implementation is through perception survey.

This research focused study and analyzed perception of employees to execute of health and safety work program with supported by a number of indicator that is work-accident, work-safety, work-healthy, the last safety and health work program management. Safety and health work program is constitute to prevent the occur of work accident. There are two targets of this research, that is to know how the execution of safety and health work program in the company with knowing employees perception and to know the constraints from the execution of safety and health work program in the company.

This research use quantitative approach representing selection of variation from social phenomenon studied. There are three kind of detail examination are descriptive, cross-sectional study and pure research.

The variable of this research is univariate. The measuring instrument that is used in this research are questioner, observation and also interview in order to searching answer to raised research questions. Population in this research amount to 810 peoples with amount of sample 89 peoples who is taken with non-probability of stratified random sampling for the employees who has at least one year of employment only. Measurement of mount used in this research is ordinal measurement and use likert scale. The questioner which have been gathered, then made the tabulation of percentage to know dominant value each indicator (Quantitative) and also use central tendency technique.

Pursuant to research result, all respondent express to agree with the execution of safety and health work program. The constraints from the execution of safety and health work program can be handle cause there is cooperation between employer and employee although there are a few employees have neutral responses regarding the implementation. Good execution have been proven can be minimize amount of work accident in company. The company has to involve them in identifying the hazards of their job, so they will be more aware in implementing safety in their daily task."

"Fenomena pekerja migran Indonesia yang merantau kerja di berbagai negara selalu melahirkan dan memunculkan beragam kisah bahagia dan kisah menyedihkan.Kisah bahagia sebagai bukti bahwa eksistensi pekerja migran sangat membeantu mengatasi pengangguran dan kemiskinan serta meningkatkan kesejahteraan keluarga

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"Each company has to take the fact that its existence in the future depend on human resources. Without having competitive human resource a company will be decrease because of incapability to face competition. Company must to do career development to improve and increase employee?s job in order to be able to give the best contribution in pursue company?s business goals.

This research aimed to know perception of employee about career development at Head Office in PT XYZ. This research entangle 76 respondents of Head Office PT XYZ?s employees. This technique of data collecting used in this research is through spreading questionnaire, interviewing, and also literature related to this research theme. Assessment from result of the answer of questionnaire uses Likert scale which delivered frequency distribution. In this research, writer use quantitative approach.

Conclusion resulted from this research is overall the employee?s perception of career development at Head Office in PT XYZ is good. In assessment phase, employee?s perception of implementation of self assessment and succession planning is good. In direction phase, employee?s perception of implementation of job posting is good. In development phase, employee?s perception of implementation of career development is good. Thereby an improvement of career development implementation such as make workbooks, skills inventory, implement career planning workshops, improve communication between organization and employee about career development program in company and giving equal opportunity to every employee with good performance."

"Perubahan merupakan suatu kondisi yang akan selalu dihadapi oleh perusahaan di bidang industri kreatif. Industri kreatif perlu berubah menyesuaikan dengan pasar untuk dapat tetap bertahan. Kesiapan untuk berubah merupakan hal penting dalam industri kreatif untuk melakukan perubahan. Terdapat beberapa atribut individu yang dapat mendukung kesiapan karyawan untuk berubah. Penelitian ini dilakukan untuk melihat hubungan antara resiliensi dan kesiapan untuk berubah pada karyawan industri kreatif. Responden penelitian ini sebanyak 58 karyawan di industri kreatif. Resiliensi diukur menggunakan Resilience Scale (RS-14) (Wagnild & Young, 2009) dan kesiapan untuk berubah diukur menggunakan Readiness for Change Scale (Hanpachern, 1997). Hasil utama penelitian ini menunjukkan bahwa resiliensi berkorelasi secara signifikan dengan kesiapan untuk berubah (r = .514, p = .000, dan signifikan pada LOS .01). Artinya, semakin tinggi tingkat resiliensi individu, maka semakin tinggi pula kesiapan individu untuk berubah.

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Change is a condition that will always be faced by companies in creative industries. Creative industries need to change to adjust to the market in order to survive. Readiness for change is important in creative industries to make changes. There are many individual attributes that can support the readiness of employees to change. This research was conducted to examine correlation between resiliency and readiness for change. The respondents for this research are 58 employees who worked at creative industry. Resiliency was measured using Resilience Scale (RS-14) (Wagnild & Young, 2009) and readiness for change was measured using Readiness for Change Scale (Hanpachern, 1997). The main result of this research showed that resiliency correlated significantly with readiness for change (r = .514, p = .000, and significant at LOS .01). That is, the higher employee resiliency, the higher employee readiness for change."

"ABSTRAKResearch conducted in the staffing services unit of the Directorate of Procurement and Rank on BKN head office in Jakarta with the aim to analyze the effect of discipline and integrity to employee performance. Type of research is descriptive research, field data collected by asking questions to respondents through questionnaires and interviews. The sampling technique using proportionate stratified random sampling, and found the number of respondents as many as 70 people. This research analyzes using multiple linear regression, where the independent variables used are discipline and integrity and the dependent variable is the performance. The results showed that: The effect of all independent variables on the performance of employees is 43.5 , with the regression model obtained in this study are: Y = 4,937 0,390X1 0,362X2. The results of the study confirm that discipline and integrity partially or together have a positive and significant impact on employee performance.

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ABSTRACTPenelitian yang dilakukan di lingkungan unit pelayanan kepegawaian Direktorat Pengadaan dan Kepangkatan pada kantor pusat BKN di Jakarta dengan tujuan untuk menganalisis pengaruh disiplin dan integritas terhadap kinerja pegawai. Jenis penelitiannya adalah penelitian deskriptif, data di lapangan di kumpulkan dengan mengajukan pertanyaan kepada responden baik melalui kuesioner maupun wawancara. Teknik pengambilan sampel menggunakan proportionate stratified random sampling, dan didapatkan jumlah responden sebanyak 70 orang. Analisis penelitian ini mengunakan regresi linier berganda, dimana variabel independen yang digunakan adalah disiplin dan integritas serta variabel dependennya adalah kinerja. Hasil penelitian ini menunjukkan bahwa Pengaruh seluruh variabel independen terhadap kinerja pegawai adalah sebesar 43,5 , dengan model regresi yang didapat dalam penelitian ini adalah Y 4,937 0,390X1 0,362X2. Hasil penelitian mengkonfirmasi bahwa disiplin dan integritas baik secara parsial maupun bersama sama mempunyai pengaruh positif dan signifikan terhadap kinerja pegawai. Kata kunci Disiplin, Integritas, dan Kinerja"

"ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh kepemimpinantransformasional dan transaksional terhadap work engagement Pegawai NegeriSipil di Sekretariat Utama Badan Kepegawaian Negara. Penelitian inimenggunakan Transformational Leadership Behaviour Inventory (TLI) untukmengukur kepemimpinan transformasional dan transaksional, dan untukmengukur work engagement digunakan Utrecht Work Engagement Scale-9(UWES-9). Metode analisis data yang digunakan adalah analisis deskriptif danregresi linier berganda. Hasil penelitian terhadap 176 pegawai menunjukkanbahwa kepemimpinan transformasional dan transaksional berpengaruh secarapositif dan signifikan terhadap work engagement pegawai. Secara parsialkepemimpinan transformasional berpengaruh positif dan signifikan terhadap workengagement pegawai. Sedangkan kepemimpinan transaksional secara parsial tidakberpengaruh terhadap work engagement pegawai

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ABSTRACTThe purpose of this research is to find out the influence of transformational andtransactional leadership on work engagement of civil servant at ExecutiveSecreatriat of the Head Office of National Civil Services Agency. This researchutilize the Transformational Leadership Behaviour Inventory (TLI) to measuretransformational and transactional leadership, and to measure work engagementthis research utilize Utrecht Work Engagement Scale-9 (Uwes-9). Data wasanalyed with descriptive analysis methode and multiple linear regression. Resultof the research (n=176) found that transformational and transactional leadershipsignificantly and positively impact on work engagement. Partiallytransformational leadership significantly and positively impact on workengagement while transactional leadership partially has no impact on workengagement"