Hasil Pencarian  ::  Simpan CSV :: Kembali

"Sumber Daya Manusia (SDM) merupakan entitas dalam suatu perusahaan yang memiliki peranan penting. Manajemen SDM kini tidak lepas dari penerapan teknologi informasi (TI). Penerapan TI digunakan guna memudahkan perusahaan untuk mengelola pegawai dengan menggunakan perangkat lunak. Perangkat lunak dalam bidang manajemen SDM juga telah berkembang pesat dan tidak lepas dari kualitas aplikasi yang telah dikembangkan. PT Telkom Indonesia (Telkom) dalam melakukan manajemen pegawai salah satunya telah mengembangkan aplikasi talent management system (TMS) untuk mewadahi digital talent (DT). DT pada Telkom memerlukan pengelolaan khusus karena memiliki alur yang berbeda dengan jalur pegawai selai DT atau konvensional. DT cenderung memiliki alur rekrutasi yang lebih cepat, proses penempatan yang dinamis dan evaluasi performansi yang lebih singkat. Berdasarkan laporan internal perusahaan didapatkan bahwa aplikasi TMS memiliki pengalaman pengguna yang tidak sesuai dengan hasil penilaian. Aplikasi TMS telah dikembangkan cukup lama yakni 4 tahun, sehingga evaluasi fitur dan fungsi diperlukan untuk meningkatkan pengalaman pengguna. Penelitian ini menggunakan ISO/IEC 25010 sebagai quality model dan ISO/IEC 25022 sebagai standar pengukuran. Metode kuantitatif dilakukan dalam proses pengukuran yakni menggunakan skenario uji dan kuesioner. Evaluasi dilakukan pada 15 pengguna aplikasi TMS yang dipilih secara acak. Sepuluh skenario tugas diberikan kepada masing - masing pengguna. Berdasarkan hasil evaluasi, terdapat 8 tugas memiliki catatan permasalahan. Hal ini mengindikasikan kondisi aplikasi cukup buruk karena 80% tugas memiliki permasalahan. Oleh karena itu, tujuh usulan perbaikan diberikan setelah melewati proses validasi ekspert product designer aplikasi TMS. Hasil evaluasi aplikasi TMS diharapkan dapat memperbaiki fitur dan fungsi sehingga mampu meningkatkan pengalaman pengguna.

---

Human Resources (HR) is an entity in a company that has an important role. HR management is now inseparable from information technology (IT) applications. IT implementation is used to make it easier for companies to manage employees using software. Software in the field of HR management has also developed rapidly and cannot be separated from the quality of the applications. PT Telkom Indonesia (Telkom), in conducting employee management, has developed a talent management system (TMS) application to accommodate digital talent (DT). DT at Telkom requires special management because it has a different flow from non-DT or conventional employee journeys. DT tends to have a faster recruitment flow, dynamic placement process and shorter performance evaluations. The company's internal report found that the TMS application had a user experience that did not match the assessment results. The TMS application has been developed for quite a long time, in 4 years, feature and function evaluation are needed to improve the user experience. This research uses ISO/IEC 25010 as the quality model and ISO/IEC 25022 as the measurement standard. Quantitative methods are used in the measurement process, there are test scenarios and questionnaires. An evaluation was conducted on 15 randomly selected TMS application users. Ten task scenarios are given to each user. Based on the evaluation results, eight tasks have recorded problems. This indicates that the condition of the application is quite bad because 80% of the tasks have problems. Therefore, seven suggestions for improvement were given after passing the validation process of the TMS application expert product designer. It is hoped that the results of the TMS application evaluation will improve the features and functions to improve the user experience."

"ABSTRAKTesis ini membahas apakah Divisi Internal Audit Bank X telah memenuhi sistem manajemen mutu yang sesuai dengan standar ISO 9001:2008 serta kelebihan dan kelemahan dalam menerapkan Sistem Manajemen Mutu ISO 9001:2008. Penelitian ini adalah penelitian kualitatif dengan menggunakan metode Descriptive Comparative. Hasil penelitian menyimpulkan bahwa sejak tahun2008-2012 Divisi Internal Audit Bank X telah memperoleh Sertifikat ISO9001:2008 untuk Internal Audit Services (General, Syariah and IT Audits), tetapitidak terjadi peningkatan kualitas yang berarti atas jasa yang diberikan oleh DivisiInternal Audit Bank X.

---

ABSTRACTThis thesis will discuss regarding what the Internal Audit Division of Bank X has fulfill the quality management system requirements with the standard of ISO9001:2008 along with the strength and weaknesses in implementing the qualitymanagement system of ISO 9001:2008. This observation is a qualitative study applying the descriptive comparative method. The research concludes since the year 2008-2012 the Internal Audit Division of Bank X has received a Certificate ISO 9001:2008 for Internal Audit Services (General, Syariah and IT Audits), but has not continuous improvement the quality of services that was given by Internal Audit Division of Bank X."

"Pelatihan Pratugas dokter/dokter gigi PTT merupakan program pelatihan prajabatan khusus, yang diselenggarakan oleh Bapelkes Pekanbaru. Pelatihan tersebut wajib diikuti oleh seluruh dokter umum maupun dokter gigi PTT yang akan melaksanakan masa bhakti. Didalam pelatihan pratugas ini dokter/dokter gigi PTT mendapatkan materi dasar, materi inti dan materi penunjang. Manajemen Puskesmas merupakan materi inti dari pelatihan ini dan dianggap yang paling panting dalam mencapai tujuan pelatihan. Pelatihan pratugas dokter/dokter gigi PTT yang dimulai sejak tahun 1992 di Balai Pelatihan Kesehatan Pekanbaru namun sampai saat ini pelaksanaan pelatihan yang dilakukan belum pernah dievaluasi pada saat pasta pelatihan sehingga tidak diketahuinya data tentang penerapan hasil pelatihan.Penelitian ini dilakukan untuk memperoleh informasi tentang efektivitas pelatihan pratugas, kompetensi dokterldokter gigi PTT yang meliputi pengetahuan, sikap dan keterampilan dalam pelaksanaan manajemen Puskesmas. Disamping itu untuk melihat peran serta dokter/dokter gigi PTT dalam manajemen Puskesmas serta hal - hal yang mendukung dan menghambat pelaksanaan manajemen Puskesmas oleh dokterldokter gigi PTT.Penelitian ini menggunakan pendekatan kualitatif melalui wawancara mendalam, observasi dan tes objektif terhadap informan dokter/dokter gigi PTT. Sebagai triangulasi sumber dilakukan wawancara mendalam dengan informan lainnya yaitu kepala Puskesmas, dokter Puskesmas, staf Puskesmas dan kepala seksi Puskesmas Dinas Kesehatan Kota.

---

Pre-employment training for contracted doctor/dentist is a special pre-employment training program that held by Bapelkes (Health Training Center) of Pekanbaru City. The training compulsory obligation for all contracted doctor and dentist who will conduct their duty. In this pre-employment training, they obtain basic, core, and supporting subjects. Management for health center is a core subject in this training and the most important part to aim the objective of the training. Pre-employment training which started since 1992 in Bapelkes of Pekanbaru, have never been evaluated, so the data of training implementation result is still undiscovered.

This study was conducted to obtain the information about effectiveness of the pre-employment training, competency of contracted doctor/dentist encompassing the knowledge, attitude, and skill in managing health center. Beside that, the study was conducted to know the participation of contracted doctor/dentist in management for health center and other things that supports and delays the implementation of management for health center.

This study used qualitative approach through in-depth interview, observation, and objective test with contracted doctors and dentists. As source triangulation, it was conducted in-depth interview to other informants: the head of health center, health center doctor, health center staff, and head of center health division from Health Office of Pekanbaru City. Document tracing was also conducted to the tools of management for health center: document of health center level planning, health center mini workshop, and health center stratification. Data processing was made in matrix form that gained from transcript of in-depth interview and objective test result. Content analysis was conducted to analyze the contents according to topic and then conducted the identification became several topics.

The result of study showed that pre-employment training was very useful in supporting the task of contracted doctor/dentist in health center, particularly in implementing management for health center. The evaluation of doctor's/dentist's competency in management for heath center showed the fairly result. The highest score was obtained by health center level planning followed by health center stratification and health center mini workshop. The attitude of contracted doctor/dentist showed positive attitude, which described by work discipline, leadership, teamwork, and initiative. Their skill in doing management for health center was good enough. It could be seen from their way in filling the forms of MP in PTP. Most of them could fill the forms well and completely. Most of doctor 1 dentist bad participate in management for health center : health center level planning, health center stratification, and health center month workshop.

It is recommended to the Health Office to review the implementation of management for health center accurately and the policy of implementation of health center mini workshop, and also to do capacity building for contracted doctor/dentist_ Recommendation to the health center is to give the chance for contractor doctor/dentist participating in managing health center such as making job description, and giving technical assistance. It is also recommended to Bapelkes of Pekanbaru to review the curriculum of pre-employment training by coordinating with the Health Office and health center.

References: 45 (1989-2002)"

"Pelatihan Pratugas Dokter/Dokter Gigi PTT merupakan program pelatihan prajabatan khusus yang wajib diikuti oleh seluruh dokter umum maupun dokter gigi yang akan melaksanakan masa bhaktinya. Dalam pelatihan pratugas ini Dokter/Dokter Gigi PTT mendapatkan materi dasar, inti dan penunjang. Materi yang dianggap paling penting dalam pencapaian tujuan pelatihan adalah materi inti yakni manajemen puskesmas. Pelatihan pratugas Dokter/Dokter Gigi PTT dimulai sejak tahun 1991 di Balai Pelatihan Kesehatan Padang, namun sampai saat ini belum pernah dievaluasi pada saat pasca pelatihan, sehingga tidak diketahui data tentang penerapan hasil pelatihan.Penelitian ini bertujuan memperoleh informani tentang kompetensi Dokter/Dokter Gigi PTT yang meliputi pengetahuan, sikap dan keterampilan dalam pelaksanaan manajemen puskesmas dan untuk melihat peran serta dokter/dokter gigi PTT dalam manajemen puskesmas.Penelitian ini menggunakan pendekatan kualitatif melalui wawancara mendalam, obsevasi dan test objektif dengan informan dokter/dokter gigi PTT sebagai informan utama. Dilanjutkan dengan triangulasi sumber kepada pimpinan puskesmas, staf puskesmas dan KaSubdin Yankes Dinas Kesehatan Kabupaten Padang Pariaman.Hasil penelitian menggambarkan, bahwa pelatihan pratugas sangat bermanfaat dalam menunjang tugas Dokter/Dokter Gigi PTT di puskesmas. Hasil evaluasi kompetensi Dokter/Dokter Gigi PTT dalam manajemen puskesmas, pengetahuan dokter/dokter gigi PTT cukup baik pada perencanaan tingkat puskesmas, selanjutnya penilaian kinerja puskesmas dan lokakarya mini puskesmas. Sebagian besar Dokter/Dokter gigi PTT menunjukkan sikap positif antara lain dalam disiplin kerja, kepemimpinan, kerjasama, prakarsa dan keterampilan yang baik dalam melaksanakan tugas di puskesmas. Peranserta Dokter/Dokter Gigi PTT dalam manajemen puskesmas sangat bervariasi, yang utama adalah pada perencanaan tingkat puskesmas, penilaian kinerja puskesmas dan lokakarya mini puskesmas.Untuk kesempurnaan dalam penyelengaraan pelatihan hendaknya dilakukan evaluasi pasca pelatihan secara berkesinambungan, dalam penyusunan kurikulum diharapkan selalu menyesuaikan dengan kebutuhan puskesmas, agar materi yang diberikan bermanfaat dalam pekerjaan dokter/dokter gigi PTT di puskesmas.Daftar Pustaka : 45 (1984 - 2004 )

---

Evaluation of Physician/Dentist Competency as Temporary Employee on Public Health Center Management Assessed After Pre-Work Training in Padang Pariaman District year 2004Pre work training of temporary employee (PTT) physician/dentist is a special training program which is obligatory before physician/dentist could go the work field. During the training, physician/dentist obtain basic, core, and supporting materials. Core material of public health center management is considered as the most important material. The training firstly started in 199i in Padang Health Training Center but has never been. evaluated in a post-training evaluation, thus no data on training result and application were available.

This research aimed to obtain information on physician/dentist competency including knowledge, attitude, and skill in implementing public health center management and to investigate the participation of PTT physician/dentist in public health center management.

The study used qualitative approach through in-depth interview, observation, and objective test with PIT physician/dentist as main informants. This was followed up by source triangulation to public health center management and staff, and Head of Health Service Office in Padang Pariaman District Health Office.

The results show that pre work training was extremely useful in supporting PTT physician/dentist at their work in public health center. Results on competency evaluation indicate good knowledge on public health center level planning, public health center performance evaluation, and public health center mini workshop. The majority of PTT physician/dentist showed positive attitude e.g. in work discipline, leadership, cooperation, initiative, and also showed good skill in doing their work in public health center. However, participation of PTT physician/dentist in public health center was quite varied, with significant participation in planning at public health center level, evaluating public health center performance, and in public health center mini workshop.

In order to improve the training, it is suggested to conduct post-training evaluation routinely. Materials are to be updated and adjusted according to the needs of public health center as to provide most benefit to PTT physician/dentist as training participants and to further support their work in public health center.

References: 45 (1984-2004)"

"Manajemen evaluasi kinerja pegawai bertujuan untuk membantu pihak manajemen dalam mengidentifikasi kebutuhan pelatihan dan pengembangan serta menunjukkan keterampilan dan kompetensi pegawai yang ada sekarang ini apakah sudah cukup atau belum memadai. Data sekunder mengenai nilai kinerja pegawai yang ada saat ini menunjukkan adanya ketidaksesuaian data yang ada dengan fakta yang ditemukan.Tujuan penelitian ini adalah untuk mengetahui gambaran manajemen evaluasi kinerja pegawai rekam medis di RSUD Budhi Asih Tahun 2012 yang dilihat dari aspek input, proses, output dan umpan balik. Metode penelitian yang digunakan adalah studi kualitatif deskriptif. Seluruh data dalam penelitian ini diperoleh dari hasil wawancara mendalam dan telaah dokumen.Hasil penelitian menunjukkan bahwa masih belum optimalnya penilaian kinerja pegawai yang ada saat ini, hal ini tentu saja akan mempengaruhi manajemen evaluasi kinerja pegawai yang dapat digunakan oleh pihak manajemen untuk mengambil langkah selanjutnya. Banyak aspek yang masih harus diperbaiki agar manajemen evaluasi kinerja pegawai rekam medis di RSUD Budhi Asih menjadi lebih optimal. Dengan adanya manajemen evaluasi kinerja pegawai diharapkan dapat meningkatkan produktivitas kerja individu maupun organisasi di masa yang akan datang.

---

Evaluation of employee performance management aims to assist the management in identifying training needs and development and demonstrate the skills and competencies of existing employees now whether or not adequate enough. Secondary data on the performance of current employees who show discrepancies of existing data with the facts discovered.

The purpose of this study was to determine the description of employee performance evaluation of management of medical records in Budhi Asih Hospital at the year 2012 that viewed from the aspect of input, process, output and feedback. The method used is descriptive qualitative study. All data in this study were obtained from in-depth interviews and document review.

The results showed that there is still not optimal employee performance appraisal currently available, this course will affect the management of employee performance evaluation which can be used by management to take the next step. Many aspects are still to be improved in order to evaluate employee performance management of medical records in hospitals Budhi Asih become more optimal. With the management of employee performance evaluation is expected to increase the productivity of individuals and organizations working in the future."

"ABSTRAK

Manajemen SDM yang diberlakukan di pemerintahan lokal sebagian besar masih dilakukan secara konvensional dengan kertas. Sebagai solusinya, dilakukan pengembangan kompetensi SDM dengan pemanfaatan Teknologi Informasi dengan membangun Human Resource Information System (HRIS). Aplikasi yang digunakan dinamakan Manajemen Aparatur Pegawai (MAP). Dengan dukungan koneksi internet dalam komunikasi real time, MAP dapat melakukan pengolahan basis data untuk data setiap karyawan dan menghasilkan data atas proses transaksi serta analisis dan pengambilan keputusan secara lebih cepat dibandingkan dengan sistem terdahulu secara manual atau offline. Dengan adanya latar belakang pegawai yang berbeda, kemampuan penerimaan dan penggunaan yang ada pun akan berbeda untuk masing-masing pegawai. Dengan adanya difusi teknologi dalam suatu organisasi, penelitian ini berupaya untuk mengetahui tentang penerimaan dan penggunaan aplikasi MAP dan faktor yang mempengaruhinya. Analisis pada penelitian ini menggunakan model UTAUT dengan modifikasi yang menyesuaikan keadaan dalam praktik penggunaan aplikasi MAP, dengan 4 variabel dependen (Performance Expectancy, Effort Expectancy, Peer Influence, dan Facilitating Condition) dan 1 variabel dependen (Behavioral Intention to Use the System), serta 2 variabel kontrol (Jenis Kelamin dan Kategori Usia). Penelitian ini menggunakan metode penelitian kuantitatif, dengan populasi pegawai Perwakilan BPKP Provinsi NTB sejumlah 88 orang. Pengambilan sampel dilakukan dengan teknik purposive sampling, dan pengujian hipotesis dilakukan dengan uji regresi berganda (multiple regression).

---

ABSTRACT

---

Most of the HR management applied in local government is still done conventionally with paper. As a solution, human resource competency development is carried out by utilizing Information Technology by building a Human Resource Information System (HRIS). The application used called Employee Management (MAP). With the support of the internet connection in real time communication, MAP can perform database processing for each employees data and generate data on the transaction process as well as analysis and decision making faster than the previous system manually or offline. With different employee backgrounds, the ability of acceptance and use will also be different for each employee. With the diffusion of technology in an organization, this study seeks to find out about the acceptance and use of MAP applications and the factors that influence them. The analysis in this study were using the UTAUT model with modifications that adjust the conditions in the practice of using MAP applications, with 4 dependent variables (Performance Expectancy, Effort Expectancy, Peer Influence, and Facilitating Condition) and 1 dependent variable (Behavioral Intention to Use the System), also 2 control variables (Gender and Age Category). This study use quantitative research methods, with a population of 88 NTB BPKP Representative employees. Sampling is done by purposive sampling technique, and hypothesis testing is done by multiple regression tests.

"

"Government officials in Indonesia are required to continuously improve their services quantitatively and qualitatively to increase the country competitiviness and public sector management quality

---

."