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"Penelitian ini bertujuan untuk mengevaluasi Program Pelatihan dan Pengembangan Rumah Kepemimpinan Dengan Skema Daring Untuk Peserta Program Angkatan X. Latar belakang penelitian didasarkan pada potensi sumber daya manusia sebagai investasi penting, namun dihadapkan pada adanya bentuk-bentuk krisis kepemimpinan di Indonesia. Rumah Kepemimpinan hadir sebagai lembaga yang menyediakan program pelatihan dan pengembangan di bidang kepemimpinan. Metode penelitian yang digunakan adalah pendekatan kuantitatif dengan metode penarikan sampel total sampling melalui instrumen kuesioner daring yang diisi oleh 151 peserta Rumah Kepemimpinan. Data yang terkumpul dianalisis menggunakan teknik analisis deskriptif dengan bantuan Statistical Package for the Social Sciences (SPSS). Berdasarkan hasil penelitian, ditemukan bahwa rata-rata evaluasi program baik dari dimensi reaksi dan pembelajaran mencapai nilai mean sebesar 4.172 yang termasuk dalam kategori baik. Evaluasi tersebut didasarkan pada penggunaan dua tingkatan evaluasi program Kirkpatrick, yaitu reaksi dan pembelajaran. Hasil tersebut menandakan kepuasan peserta program dan keberhasilan program dalam memenuhi harapan dan kebutuhan peserta dalam pengembangan kepemimpinan.

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This research aims to evaluate the Training and Development Program of Rumah Kepemimpinan with the Online Scheme for Participants of Batch X. The background of the study is based on the potential of human resources as a vital investment, but facing various leadership crises in Indonesia. Rumah Kepemimpinan serves as an institution providing leadership training and development programs. The research method used is a quantitative approach with total sampling through an online questionnaire instrument filled out by 151 participants of Rumah Kepemimpinan. The collected data were analyzed using descriptive analysis techniques with the assistance of the Statistical Package for the Social Sciences (SPSS). Based on the research findings, it was discovered that the average program evaluation, both in terms of reaction and learning dimensions, reached a mean value of 4.172, which falls into the "good" category. This evaluation is based on the use of two levels of the Kirkpatrick program evaluation, namely reaction and learning. The results indicate participant satisfaction with the program and its success in meeting the expectations and needs of participants in leadership development."

"To face globalization era in this time, hence each company claimed to always to improve the quality of its human resource so that can adapt with all changes in. One of the way of to develop human resource is to through training.Bank Internasional Indonesia (BII), one of the national private bank, sure that one of way of to develop its human resource is through training, so that felt to need to carry out to with refer to training program, and one of them is Management Development Program ( MOP) Training.Intention of this research is to see strategy of human resource development through Management Development Program (MOP) Training in Bank Internasional Indonesia, and to make easier the understanding of in gathering and presentation of data, writer use descriptive statistical analysis method. As for analyzer which using in this research is Analytical Hierarchy Process (ARP), in first times rill developed by Thomas L. Saaty in the year 1970. Process of usage of Analytical Hierarchy Process is to break problems various element becoming in essence elements, and compile the elements hierarchy. In this research of its element consist of factors influencing-strategy of human resource development at Management Development Program Training, actor in concerned, its target and its alternative."

"Dalam menghadapi persaingan yang semakin kompetitif, perusahaan dituntut untuk menjadi ambidextrous melalui manajer yang bersikap ambidextrous dengan cara menciptakan sebuah konteks yang mendukung. Berdasarkan literatur konteks pembelajaran dan organisasi, perusahaan yang ambidextrous dikarakterisasi oleh adanya organisasi pembelajaran. Tesis ini membahas pengaruh kepemimpinan transformasional terhadap organisasi pembelajaran dan kreativitas karyawan dalam upaya menumbuhkan sikap ambidextrous karyawan dalam konteks PT Perusahaan Gas Negara (Persero) Tbk. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional mempengaruhi sikap ambidexterous manajer melalui organisasi pembelajaran dan kreativitas. Data berasal dari 202 manajer pada PT Perusahaan Gas Negara (Persero) Tbk.

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In facing a competitive business environment, companies are needed to be ambidextrous through its ambidextrous managers by creating of a supportive context. Building on the learning and organization context literatures, ambidextrous companies are characterized by a context of learning organization. This research analyzes the influence of transformational leadership on learning organization and creativity to produce the ambidextrous managers at PT Perusahaan Gas Negara (Persero) Tbk. The results showed that learning organization and creativity mediate the relationship between transformational leadership and managers? ambidexterity. Data collected from 202 managers in PT Perusahaan Gas Negara (Persero) Tbk."

"Tesis ini membahas implementasi kebijakan pengembangan sumber daya manusia riset keantariksaan di LAPAN dalam konteks Implementasi Edwards III. Undang-undang keantariksaan mengamanatkan LAPAN untuk melakukan penelitian dan pengembangan serta penyelenggaraan keantariksaan di Indonesia. Sebagai lembaga litbang, LAPAN kekurangan SDM riset peneliti, perekayasa dan litkayasa , mengalami ketimpangan komposisi kualitas SDM, dan masih minimnya kontribusi riset litbang yang menuju ke arah pemanfaatan. Penelitian ini bertujuan untuk menganalisis implementasi dari penerapan kebijakan pengembangan SDM riset teknologi keantariksaan di LAPAN. Analisis dampak dilakukan dengan menganalisa implementasi kebijakan terhadap tugas dan fungsi LAPAN yang diamanatkan dalam peraturan perundang-undangan. Penelitian ini menggunakan paradigma post-positivism dengan jenis penelitian deskriptif. Hasil dari penelitian ini menyimpulkan bahwa dalam melakukan pengembangan SDM riset keantariksaan di LAPAN, sebaiknya dibuatkan perencanaan strategis pengembangan SDM yang memuat rencana kerja jangka panjang, menengah maupun jangka pendek yang terarah dan terukur setiap tahunnya agar dapat dilakukan monitoring dan evaluasi dan terintegrasi dengan perencanaan strategis Lembaga untuk meningkatkan pengembangan, capaian dan penerapan riset keantariksaan yang mendukung pembangunan di Indonesia.

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This thesis discusses the impelementation of human resource development policy in space research in LAPAN at the context of Implementation of Edwards III. The space law mandates LAPAN to conduct research and development as well as the implementation of space in Indonesia. As a research and design institution, LAPAN lack of human resources researcher, engineer and technision , experiencing imbalance of human resource quality composition, and still lack of contribution of research and design towards the utilization. This study aims to analyze the impact of the implementation of human resources of space technology at LAPAN. The impact of this analysis is doing by analyzing the implementation of the policy due to duties and function of LAPAN as according to legislation mandates. This research uses post positivism paradigm with descriptive research type. The result of this research concludes that in conducting human resources of space technology in LAPAN, it is better to make strategic planning of human resource development which contains long term, medium and short run plan which is aimed and measured every year to be able to be monitored and evaluated and integrated with institutional strategic planning to enhance the development, achievement and application of research activities that support development in Indonesia."

"Tujuan dari penelitian ini adalah untuk menggambarkan Implementasi penciptaan pengetahuan didalam proses knowledge management pada pegawai Direktorat Human Resource Development Kantor Pusat PT Pertamina. Penelitian ini menggunakan pendekatan kuantitatif, dimana data dan informasi dikumpulkan dengan penyebaran kuesioner dan studi kepustakaan terkait implementasi penciptaan pengetahuan didalam proses knowledge management pada pegawai Direktorat Human Resource Development dengan melihat proses knowledge management: SECI Proses Knowledge Spiral berdasarkan empat dimensi yang ada, yakni dimensi Socialization, Externalization, Combination, dan Internalization. Analisis data yang digunakan adalah dengan melihat jawaban mayoritas responden terkait dengan indikator-indikator yang diturunkan dari dimensi-dimensi yang ada. Hasil penelitian menunjukkan bahwa implementasi penciptaan pengetahuan dalam proses knowledge management pada pegawai Direktorat Human Resource Development Kantor Pusat PT Pertamina Persero dapat dikatakan berjalan dengan baik.

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The purpose of this study is to describe the implementation process of knowledge creation within knowledge management on the employees of the Directorate of Human Resource Development Office PT Pertamina. This study uses a quantitative approach, where data and information collected by questionnaires and literature study regarding the implementation of the process of knowledge creation within knowledge management in the Directorate of Human Resource Development personnel to see the process of knowledge management: Knowledge SECI Spiral Process based on four dimensions exist, the dimensions of Socialization, externalization, Combination, and Internalization. Analysis of the data used is to look at the answer the majority of respondents associated with indicators derived from existing dimensions. The results showed that the implementation of the process of knowledge creation within knowledge management on employee Human Resource Development Directorate Headquarters PT Pertamina Persero can be said to be going well."

"Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan yang memberdayakan (empowering leadership) dan iklim tim terhadap perilaku berbagi pengetahuan guna menunjang kapabilitas inovasi. Data penelitian ini diambil dari 66 sampel karyawan yang berasal dari 6 perusahaan berbeda dengan menggunakan kuesioner. Hasil olah data dengan menggunakan pendekatan Structural Equation Modelling-Partial Least Square (SEMPLS) menunjukkan bahwa kepemimpinan yang memberdayakan dan iklim tim berpengaruh positif secara signifikan terhadap perilaku berbagi pengetahuan. Perilaku berbagi pengetahuan juga ditemukan berpengaruh positif secara signifikan terhadap kapabilitas inovasi.

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This study aims to analyze the influence of empowering leadership and team climate on knowledge sharing in order to support innovation capability. The data were collected from 66 samples of employee from 6 different firms using a questionnaire. The result obtained by adopting Structural Equation Modelling-Partial Least Square (SEMPLS) indicate that empowering leadership and team climate are positively influence knowledge sharing behavior. Knowledge sharing behavior also found positively influence innovation capability."

"Peneliti memiliki peranan penting dalam pembangunan bangsa, termasuk dibidang kesehatan. Penelitian ini fokus dengan pengembangan sumber daya manusia fungsional peneliti di Badan Litbang Kesehatan, hal ini dikarenakan adanya trend yang menurun di setiap jenjang jabatan peneliti serta kesenjangan antara jumlah peneliti dan hasil riset yang berkualitas. Penelitian ini menggunakan metode kualitatif dengan pendekatan case study. Hasil penelitian menunjukkan dalam pengembangan individu peneliti belum berjalan dengan efektif, hal ini dikarenakan belum adanya analisis beban kerja berdasarkan kepakaran dan jenjang jabatan yang merupakan dasar untuk perencanaan pengembangan fungsional peneliti. Analisis kebutuhan diklat belum dilakukan dan belum berjalannya pembinaan peneliti terstruktur. Pengembangan karir ditemukan bahwa masih rendahnya motivasi karir akibat hanya sebagian kecil peneliti yang memiliki perencanaan karir, dan adanya permasalahan pola karir. Aktivitas manajemen kinerja sudah berjalan, walaupun siklus monitoring kinerja secara periodik belum berjalan dan tidak adanya analisis data kinerja. Penelitian ini juga menemuka lima faktor yang mempengaruhi pengembangan sumber daya manusia peneliti di Bada Litbang Kesehatan, yaitu : sumber daya, kebijakan, desain organisasi, dukungan pimpinan, dan komunikasi.

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Researchers play an important role in the development of a nation, particularly in the health sector. This study focuses on the development of researcher in National Institute Of Health Research And Development NIHRD , considering the downward trend of the number of researchers in each level of researchers hierarchy as well as the significant gap between the number of researchers and the quality of the research itself. This study uses a qualitative method with case study approach. The results shows that researchers rsquo individual development is not running effectively. Workload analysis based on researchers rsquo expertise and level of the position which are bases for the functional development planning of researchers has not been established. What is more, training needs analysis and structured coaching for researchers has not been done. In regards of career development, low career motivation issue due to lack of career planning was identified along with other issues related to career pattern. Researchers rsquo activity performance management are applied, eventhough periodic performance monitoring cycle have yet to run thoroughly and performance analysis have not been established. This study also found five factors that influence the human resource development of researchers at National Institute Of Health Research And Development, which are resource, policy, organizational design, leadership support, and communication."