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Mawar Kusuma Darina
"Penelitian ini mengeksplorasi implementasi kebijakan return-to-work (RTW) di Indonesia setelah pelonggaran pembatasan COVID-19. Penelitian ini berfokus pada perspektif karyawan yang telah beradaptasi dan terbiasa dengan pengaturan kerja fleksibel (FWA) selama situasi pandemi. Penelitian ini bertujuan untuk memberikan alternatif narasi kebijakan RTW dari sudut pandang karyawan. Pendekatan kualitatif interpretivisme digunakan melalui proses wawancara mendalam semi-terstruktur dengan 17 partisipan yang dipilih dari berbagai profesi dan perusahaan. Analisis tematik digunakan untuk menganalisis data yang terkumpul. Hasil temuan menunjukkan bahwa implementasi kebijakan RTW bagi karyawan di antaranya dimaknai sebagai: (1) Tidak memiliki ruang Alternatif; (2) Hilangnya autonomi kerja, (3) Produktivitas tidak lebih baik, dan (4) Hilangnya motivasi kerja. Penelitian ini memberikan kontribusi dalam memperkaya kajian literatur tentang proses kembali bekerja dalam organisasi yang menekankan pentingnya monitoring dan evaluasi kebijakan RTW bagi manajemen, serta memastikan selarasnya kepentingan organisasi dan karyawan. Selain itu, penelitian ini berkontribusi pada keberlanjutan penelitian RTW yang memberikan wawasan tentang transisi ke pengaturan kerja baru di kondisi kembali kerja pasca pandemi.

This study explores the implementation of return-to-work (RTW) policies in Indonesia following the easing of COVID-19 restrictions. It focuses on the perspective of employees who had adapted to flexible working arrangements (FWA) during the pandemic situations. The research aims to provide an Alternatif narrative on the RTW policy from the employees' perspective. A qualitative interpretivism approach was employed, utilizing semi-structured in-depth interviews with 17 participants that selected from various professions and companies. Thematic analysis was employed to analyze the gathered data. The findings indicate that the implementation of the RTW policy such as (1) Lacks viable Alternatif workspace options, (2) Diminishes employees' autonomy in their work, (3) Fails to enhance overall work productivity, and (4) Negatively affects work motivation. This study contributes to the existing body of knowledge by emphasizing the importance of monitoring and evaluating RTW policies, ensuring they align with the interests of both organizations and employees. Furthermore, it contributes to existing research by providing insights into the transition to new work arrangements in the post-pandemic transition period."
Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2023
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UI - Tesis Membership  Universitas Indonesia Library
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"In the field of labor administration in Japan there is growing interest in the introduction of “restricted regular employment.” This paper investigates two types of restricted regular employment: regular employment with restrictions on type of work (“work-type-restricted regular employment”) and regular employment with restrictions on work location (“work-location-restricted regular employment”). It provides analysis of quantitative and qualitative data that sheds light on the extent to which such employees are currently utilized, what kinds of places of business utilize them, and the attributes, aspects of employment, and personnel management challenges of each type.
Work-type-restricted regular employees face difficulties developing their career to managerial level, due to the fact that they are assigned different work duties and receive different training to regular employees without restrictions on their work type. They also consequently tend to remain in a job for shorter periods than regular employees without restrictions on their work type. Work-location-restricted regular employees tend to have lower wage levels than regular employees without restrictions on their work location. As work-location-restricted regular employees may engage in the same work duties as regular employees without restrictions on their work location, they are prone to be dissatisfied with their wages. In order to allow for more widespread use of work-type-restricted regular employment, it is necessary to establish external labor markets—namely, to develop environments in which such employees can change jobs without disadvantage—and in order to allow for more widespread use of work-location-restricted regular employment it is necessary to establish systems within companies by which employees from various employment categories are able to voice their opinions on wage levels."
344 JLR 13:2 (2016)
Artikel Jurnal  Universitas Indonesia Library
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Nur Apriyantoro
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Keterlibatan karyawan adalah konsep dasar dalam upaya untuk memahami dan menggambarkan, baik secara kualitatif maupun kuantitatif, sifat hubungan antara organisasi dan karyawannya. Penggunaan teknologi canggih telah dikenal untuk membantu meningkatkan efisiensi di banyak organisasi dan perusahaan besar. Teknologi juga meningkatkan kinerja individu karena menyediakan sumber daya tambahan untuk melaksanakan pekerjaannya. Dengan bantuan teknologi, individu dapat menyelesaikan pekerjaannya lebih cepat atau dapat melakukan lebih banyak pekerjaan dalam jumlah waktu yang sama. Di sisi lain, penggunaan teknologi dapat membawa masalah bagi individu karena rumit dan sering berubah. Tidak semua orang mahir dengan teknologi, jadi bagi sebagian orang belajar menggunakan teknologi yang ada adalah sebuah tantangan, apalagi belajar yang baru.

Tujuan dari makalah ini adalah untuk mengidentifikasi penentu utama dari keterlibatan karyawan sebagai masalah utama dan prediktabilitasnya terhadap konsep tersebut. Ini juga mempelajari hubungan teknologi dengan keterlibatan karyawan. Studi ini menguji Technology Acceptance Model (TAM) sebagai anteseden langsung dari Keterlibatan Karyawan. Juga memeriksa hubungan Leader Member Exchange (LMX), Team Member Exchange (TMX), dan Perceived Organizational Support (POS) sebagai anteseden tidak langsung dari Keterlibatan Karyawan. Penelitian ini melibatkan pengumpulan data kuesioner dari 130 karyawan pada sebuah jaringan restoran di Jakarta. Responden diminta untuk menilai tingkat perspektif dari setiap variable tersebut.

 


Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. The use of advanced technologies has been known to help increase the efficiencies in many major organizations and firms. Technology also increases an individuals performance as it provides additional resources to carry out his or her work. With the help of technology, the individual can finish his or her work faster or can do more work in the same amount of time. On the other side, the use of technology can bring problems to the individual as it is complicated and is frequently changing. Not everybody is adept with technology, so for some people learning to use the existing technology is a challenge, let alone learning the new one.

The purpose of this paper is to identify the key determinants of employee engagement as the main issue and its predictability of the concept. It also studies the relations of technology with employee engagement. This study examines Technology Acceptance Model (TAM) as direct antecedent of Employee Engagement. Also examines the relations of Leader Member Exchange (LMX), Team Member Exchange (TMX), and Perceived Organizational Support (POS) as indirect antecedents of Employee Engagement. The research involves collecting questionnaire data from 130 employees in a Restaurant Chains in Jakarta. Respondent were asked to rate their perspective level of Leader Member Exchange, Team Member Exchange, Perceived Organizational support, and Technology acceptance model."

Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2020
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UI - Tesis Membership  Universitas Indonesia Library
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Yudi Candra Kurniawan
"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."
Depok: Fakultas Ilmu Komputer Universitas Indonesia, 2024
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UI - Tugas Akhir  Universitas Indonesia Library
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Andjani Putri Arifin
"Bank Indonesia (BI) sebagai bank sentral Republik Indonesia memainkan peran penting dalam menjaga kestabilan ekonomi nasional. Dengan jumlah karyawan yang besar dan tersebar luas, manajemen data kepegawaian menjadi tantangan signifikan, khususnya dalam transformasi digital BI. Sistem pengelolaan data kepegawaian yang ada saat ini bersifat fragmentasi, mengakibatkan proses pemetaan karir pegawai yang lambat, tidak efisien, dan rawan kesalahan. Skripsi ini bertujuan untuk merancang sistem informasi terintegrasi yang memungkinkan visibilitas dan akses data kepegawaian secara menyeluruh oleh Departemen Sumber Daya Manusia (DSDM). Penelitian ini menggunakan pendekatan Business Process Reengineering (BPR) untuk mengidentifikasi perbaikan alur proses bisnis yang ada, serta kerangka kerja System Development Life Cycle (SDLC) untuk merancang dan mengembangkan sistem. Luaran penelitian ini berupa desain interface sistem yang mencakup antarmuka pengguna, diagram alur proses, dan spesifikasi kebutuhan sistem. Implementasi sistem ini diharapkan dapat meningkatkan efisiensi proses pemetaan pegawai, mengurangi redundansi data, dan mendukung pengambilan keputusan berbasis data yang objektif, sekaligus mempercepat transformasi digital BI.

Bank Indonesia (BI), as the central bank of the Republic of Indonesia, plays a significant role in maintaining national economic stability. With a large and widely distributed workforce, managing employee data poses considerable challenges, particularly in BI’s digital transformation efforts. The current employee data management system is fragmented, resulting in slow, inefficient, and error-prone career mapping processes. This study aims to design an integrated information system that provides comprehensive visibility and access to employee data for the Human Resources Department (DSDM). This research employs a Business Process Reengineering (BPR) approach to identify improvements in existing business process flows and utilizes the System Development Life Cycle (SDLC) framework to design and develop the system. The study’s outputs include an interface design featuring user interfaces, process flow diagrams, and system requirements specifications. The implementation of this system is expected to enhance the efficiency of employee mapping processes, reduce data redundancy, and support data-driven and objective decision-making, while simultaneously accelerating BI’s digital transformation. "
Depok: Fakultas Teknik Universitas Indonesia, 2025
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UI - Skripsi Membership  Universitas Indonesia Library
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Rury Uswatun Hasanah
"ABSTRAK
Nama : Rury Uswatun HasanahProgram Studi : Ilmu PolitikJudul : Gerakan Buruh Pasca Reformasi: Studi Kasus Gerakan Serikat Pekerja Kereta Api SPKA pada tahun 2005, xiv 141 halaman, 10 lampiran, 37 buku, 39 dokumen, 11 jurnal, 4 tesis, 31 artikel koran, 1 sumber online, 3 wawancara Penelitian ini dilatarbelakangi oleh pengalihan status pegawai PJKA yang semula sebagai PNS menjadi pegawai Perumka yang kemudian beralih status sebagai karyawan PT. KA Persero . Peralihan status tersebut menyisakan permasalahan bagi para pegawai karena mereka kehilangan hak-hak sebagai PNS dan tidak mengalami peningkatan kesejahteraan seperti yang telah dijanjikan oleh perusahaan setelah beralih status. Berawal dari persoalan tersebut, para pegawai melalui SPKA melakukan serangkaian aksi perjuangan untuk menuntut pengembalian status PNS dan peningkatan kesejahteraan. Aksi perjuangan tersebut baru dapat terlaksana pasca Reformasi dan mengalami peningkatan intensitas pada tahun 2005. Oleh karena itu, penelitian ini dilakukan untuk mencari jawaban bagaimana faktor kesempatan politik, struktur mobilisasi, dan proses pembingkaian mendorong kemunculan dan peningkatan frekuensi gerakan perjuangan SPKA terhadap PT. KA Persero dan pemerintah pada tahun 2005.Sebagai pijakan teoritis, penelitian ini menggunakan teori gerakan sosial dari Tilly, Diani, Binson, Burke,Turner, dan Killian, teori aktor gerakan sosial dari Heberle, Moris, Staggenbor, Gusfield, Tilly, teori kesempatan politik dari Kitschelt, Eisinger, Tarrow, dan Kurt, teori struktur mobilisasi dari McCarthy, dan teori proses pembingkaian dari Snow, Benford, dan Zald. Selain itu, penelitian ini menggunakan teori penertiban gerakan sosial yang disampaikan oleh Porta dan Fillieule dan teori tahapan gerakan sosial dari Blumer. Metode yang digunakan dalam penelitian ini adalah metode kualitatif yang bersifat deskriptif analitis. Teknik pengumpulan data dilakukan dengan mengumpulkan dokumen dan melakukan wawancara secara mendalam sebagai sumber primer. Sementara, sumber sekunder diperoleh melalui buku, jurnal, dan lain sebagainya.Temuan di lapangan menunjukkan bahwa gerakan perjuangan SPKA pada tahun 2005 memanfaatkan tiga faktor gerakan sosial, yaitu kesempatan politik, struktur mobilisasi dan proses pembingkaian untuk mencapai tujuannya. Selain itu, gerakan tersebut tergolong berhasil karena sikap pemerintah dan PT. KA Persero yang cukup kooperatif dalam menyelesaikan persoalan para pegawai.Implikasi teoritis memperlihatkan bahwa kesempatan politik, struktur mobilisasi dan proses pembingkaian berhasil dimanfaatkan oleh gerakan perjuangan SPKA. Selain itu, penertiban gerakan sosial terbukti bersifat lunak sehingga gerakan tersebut mencapai kesuksesan dan memasuki tahapan penurunan gerakan sosial.Kata kunci:Gerakan Buruh, Pasca Reformasi, Kesempatan Politik, Struktur Mobilisasi, Proses Pembingkaian

ABSTRACT
Name Rury Uswatun HasanahStudy Program Political ScienceTitle Labor Movement in Post Reform A Case Study of Indonesian Railways Workers Union Serikat Pekerja Kereta Api SPKA in 2005, xiv 141 pages,10 appendices, 37 books, 39 documents, 11 journals, 4 theses, 31 newspaper articles, 1 online source, 3 intervieweesThis research is motivated by the transfer of PJKA employee status who was originally as civil servant to Perumka employee who then switched status as an employee of PT. KA Persero . The transition of status left a problem for the employees as they lost the rights of civil servants and did not get the welfare improvements as promised by the company after switching status. Starting from that, the employees through the SPKA took precautions to get back the civil servant status and welfare improvement. The action of the struggle could only be implemented post Reformation and increased in 2005. Therefore, this research is conducted to find answers how the political opportunities, the mobilizing structures, and the framing process factors encourage the emergence and improvement of SPKA 39 s struggle movement against PT. KA Persero and the government in 2005.As a theoretical foothold, this study uses the social movement theories of Tilly, Diani, Binson, Burke, Turner, and Killian, the actor of social movement theories of Heberle, Moris, Staggenbor, Gusfield, Tilly, the political opportunities theories of Kitschelt, Eisinger, Tarrow, and Kurt, McCarthy 39 s theory of mobilization structure, and the framing process theories of Snow, Benford, and Zald. In addition, this research uses the policing protest theories submitted by Porta and Fillieule and the social movement stages theory of Blumer. The method used in this study is a qualitative method that is descriptive analytical. Techniques of data collecting are conducted by collecting documents and conducting in depth interviews as a primary source. Meanwhile, secondary sources are obtained through books, journals, and so forth.Field findings showed that the SPKA struggle movement in 2005 utilized three social movement factors, namely political opportunities, mobilizing structures and framing process to achieve its goals. In addition, the movement was quite successful because of the attitude of the government and PT. KA Persero was quite cooperative in solving the problems of the employees.The theoretical implication shows that political opportunities, mobilizing structures and framing process are successfully utilized by the SPKA struggle movement. In addition, the controlling of social movements proved to be soft so that the movement achieved success and entered the decline stage of social movements. Keywords Labor Movement, Post Reform, Political Opportunities, Mobilizing Structures, Framing Process "
2017
T47915
UI - Tesis Membership  Universitas Indonesia Library
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Dedek Primadana Nazara
"ABSTRAK
Skripsi ini bertujuan untuk mengetahui pengaruh kepemimpinan etis terhadap kesejahteraan karyawan dan kepuasan hidup dengan kepuasan kerja sebagai faktor mediasi yang diperoleh karyawan yang bekerja di DKI Jakarta sebagai sampel penelitian. Subjek penelitian menggunakan 210 responden yang bekerja di DKI Jakarta. Data dikumpulkan dengan menggunakan kuesioner dan diolah dengan menggunakan metode SEM (Structural Equation Modeling). Dari hasil penelitian ini ditemukan bahwa keberadaan kepemimpinan etis berpengaruh positif tidak langsung terhadap kesejahteraan karyawan dan kepuasan hidup yang diperoleh karyawan, dan kepuasan kerja merupakan faktor penghubung / mediasi antara kepemimpinan etis dengan kesejahteraan karyawan dan kepuasan hidup yang diperoleh. oleh karyawan tersebut.
ABSTRACT
This thesis aims to determine the effect of ethical leadership on employee welfare and life satisfaction with job satisfaction as a mediating factor obtained by employees who work in DKI Jakarta as the research sample. The research subjects used 210 respondents who worked in DKI Jakarta. Data were collected using a questionnaire and processed using the SEM (Structural Equation Modeling) method. From the results of this study it was found that the existence of ethical leadership has an indirect positive effect on employee welfare and life satisfaction obtained by employees, and job satisfaction is a mediating factor between ethical leadership and employee welfare and life satisfaction obtained. by these employees."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2019
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UI - Skripsi Membership  Universitas Indonesia Library
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Boston: Harvard Business Review Press, 2010
658.3 HBR (1);658.3 HBR (2)
Buku Teks SO  Universitas Indonesia Library
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Boston: Harvard Business Review Press, 2011
658.3 HBR (1);658.3 HBR
Buku Teks SO  Universitas Indonesia Library
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Karsh, Brad
"Millennials mean business, and they are shaking up the workplace as they enter management roles for the very first time. Packed with interviews and examples from companies like Zappos, Groupon, Southwest Airlines, and Google, this title helps these managers enhance their talents while developing an effective leadership style all their own."
New York: [American Management Association, ], 2013
e20437100
eBooks  Universitas Indonesia Library
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