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"ABSTRACTEntrepreneurship is becoming a very relevant instrument to promote economic growth and development the country.Moreover, a career in entrepreneurship also offers significant opportunities for individuals to achieve Bnancialindependence and benefit of the economy by contributing to job creation, innovation and economic growth. However,in Indonesia there are only 0.18% of 220 million- people who are entrepreneurs which is far less than 2 percent of the people. In this regard, nom a psychological point of view, the intention to become an entrepreneur has been described as the single best predictor of actual behavior (Ajzen, 1991). On the other hand, it is also understood that one of the characteristic to become a success entrepreneur is the person should be resilience. The question was raised whether there is a relationship between resilience and entrepreneurial intentions. To collect the data this study used the modified AQ Profile (Stoltz, 1997) to assess participants -resilience and Entrepreneurial Intention Questionnaire (EIQ) developed by Linan & Chen (2006), which has been recently modified and validated, to measure entrepreneurial intentionsamongst University of Indonesia students and employees.This research was done amongst University students (N= 93) and employees (N=107). Findings indicated that there was no significant correlation between Adversity Quotient and Entrepreneurial Intention amongst University students.However, there is a significant correlation between Resilience (Adversity Quotient) and Entreprenernial Intention amongst employees."

"ABSTRACTGlobalization is everywhere; as a result, every organization should change according to the needsand requirement of the environment. These changes also involved many types of organizationincluding Indonesian National Police. In this regard, designing OD interventions requires payingcareful attention to the needs and dynamics of the change situation and crafting a changeprogram that will be consistent with the previously described criteria of effective interventions.From the preliminary studies showed that there are some issues that should be resolved namely:organization effectiveness, and staffs development (individual effectiveness). The interventiondesign was set up to implement the changes using Human Resource Management Intervention.Many different approaches had been chosen by organization, in order to be able to manage theirhuman resources effectively. One of the approaches that often used by organizations isCompetency Based Human Resource Management (CBHRM). This paper will discuss about thechallenges of using CBHRM as a tool of Organization Development, in particular to analyze theprocess and implementation of CBHRM in Indonesian National Police. From the results of theassessment using from 551 policemen, using assessment tools of Interview, Observation, Paperand pencil test, Group Discussion, In-Tray/In-Basket, it show that all aspects of AssessmentProcess still need to be enhanced namely: Standardization of Qualifications of the Assessors,Assessment Process, Establishing Full Model of CBHRM, and Feedback and Follow upprograms."

"ABSTRAKCompetencies provide the individual with a map or indication of the behaviors that will be valued, recognized and in some organizations rewarded. In this regard, organizations that have spent time and money to ensure that competencies are successfully used, is expecting improvement in the assessment of job performance. In this regard, Spencer & Spencer, (1993) says that competencies can be measured, and the results ofthe measurement can be used to plan training and development programs, succession, career management, performance management, recruitment, selection, and application of competency based compensation. .Competencies should be assessed properly, and confidence with their use. Failure to do so may result in individuals finding thattheir efforts remain largely ignored, worse, a waste of time, especially if they are later told that these competencies are not required for their jobs. However, competencies are not immune to the difficulties encountered with the more traditional measurement of job performance, as there are many aspects influence the successful of the application of assessment.This study evaluates the effectiveness of the competency assessment to individual development in a constructioncompany in Indonesia. The company has been applying Competency Based Human Resource Management (CBHRM)since 2004. The previous methods to assess the competencies are using assessment center and competency assessment questiormaire. However, the results of the study shows that there are many constraints in applying competencies model successfully due to some reasons such as: the assessment process relies too heavily on managers? judgment, and the managers and subordinates were hesitant to rate individual with his/her actual rating, the item of the assessment are not cleared enough, validity ofthe instrument is still questionable, and the employees have not been given any feedback regarding the results ofthe assessment. In order to overcome the constraints, the researchers used multi rater approach to assess employees? competencies, and the results show that the big deficiencies between the actual and the expected in some competencies."