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Abstrak :
Penelitian ini bertujuan untuk bertujuan untuk melihat peran-peran kader dalam melaksanakan Program Klaster Berdaya dan hambatan-hambatan yang ada dalam melaksanakan program tersebut. Penelitian ini menggunakan pendekatan kualitatif yang bersifat deskriptif yakni dengan memaparkan hasil temuan lapangan terkait peran-peran kader dan hambatan yang ada dalam pelaksanaan Program Klaster Berdaya. Di dalam penelitian ini, teknik pemilihan informan akan menggunakan teknik purposive sampling dengan kriteria pemilihan informan dilakukan terhadap kader dan fasilitator berdasarkan keterlibatan aktif dalam program. Pengumpulan data dilakukan melalui wawancara dengan kader dan fasilitator yang sekaligus merupakan upaya triangulasi untuk meningkatkan kualitas peneltian. Hasil penelitian menunjukkan kader menjalankan peran dan keterampilan yakni fasilitatif, edukatif, perwakilan dan teknis yang membantu berjalannya program dalam upaya melakukan proses perubahan sosial untuk mendorong kemandirian dalam masyarakat. Di dalam pelaksanaannya, terdapat hambatan yang ditemui baik yang berasal dari internal maupun eksternal. ......This study aims to describe roles of cadre in the implementation of Program Klaster Berdaya and the obstacles occurred during the program implementation. This research adapted qualitative method with descriptive approach by describing the findings related to roles of cadres and obstacles during the implementation of Program Klaster Berdaya. In this research, purposive sampling is used to select the informants of cadres and facilitator based on their active involvement on the program. Data collection was carried out through interviews with cadres and facilitators which also aims to conduct triangulation to improve research quality. The result of the research shows that cadres conducted roles of facilitative, educational, representative and technical to run program implementation to carry out social change in order to encourage self-reliance in society. During the implementation also found obstacles both from internal and external of the community.

Abstrak :
The existence of human resources in management is very strategic; even it becomes a crucial factor to success in implementing any activities and achieving its goals. It can be comprehended because even other resources are available; they are beneficial if other resources are empowered by good quality human resources. It means that human who has ability and willingness, and meets the need of organizational activities will accomplish expected productivity of work. This research aims to analyze the main problem in this thesis which is, is there any relation between human resource empowemlent with employee's productivity of work in that institution and what are the factors which relate to human resource empowerment" The aim of the research is to analyze, the relation between human resource empowerment and employee's productivity of work and factors which are significant in the human resource empowerment process. The method of survey is used in this research which is carried out in the National Law Education Institution. It is applied to analyze the population (universe), big and small population, then select and analyze the sample which is chosen from the population, to find incident, distribution, and relative inter-relation of the sociology and psychology variables. The result of the analysis show that respondents characteristics influence the productivity except age of respondent. Meanwhile, correlation between empowerment of human resource and empIoyee's productivity of work is significantly strong, The factors which intiuence the empowerment of human resource are ability, employee?s work placement, obvious authority, responsibility, trust, support, leadership and motivation.

Abstrak :
ABSTRAK
Penelitian ini menguji pengaruh employee empowerment, team cohesion dan employee training terhadap kepuasan kerja pada 74 karyawan yang terdiri dari manajer dan kepala divisi yang bekerja pada Kantor Pusat Bank Bukopin. Analisis data menggunakan metode regresi berganda dengan alat bantu software SPSS 24. Hasil penelitian menunjukkan terdapat pengaruh yang positif tetapi tidak signifikan dari employee empowerment terhadap kepuasan kerja, sedangkan dua variabel lainnya yaitu team cohesion dan employee training memiliki pengaruh positif dan signifikan terhadap kepuasan kerja manajer dan kepala divisi kantor pusat Bank Bukopin.

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ABSTRACT
This study examines the impact of employee empowerment, team cohesion and employee training on job satisfaction of 74 employees consisting of managers and division heads working at the Head Office of Bukopin Bank. Multiple regression method with SPSS 24 software tool were used for data analysis. The result of the research shows positive but not significant influence from employee empowerment to job satisfaction, and positive and significant influence from team cohesion and employee training to job satisfaction.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh dari Perceived Organizational Support POS terhadap Employee Engagement. Pada penelitian ini, variabel Perceived Organizational Support diukur dengan menggunakan konsep dari Eisenberger dkk 1986 yang terdiri dari 36 indikator dan tiga dimensi, yaitu dimensi Fair Organizational Procedures, Supervisor Support, dan dimensi Favorable Rewards Job Conditions. Sedangkan untuk variabel Employee Engagement digunakan konsep dari Gallup Consultant 2006 yang diukur dengan 12 indikator atau dikenal dengan Q-Twelve Q-12. Pada konsep tersebut terdapat empat dimensi, yaitu What do I Get, What do I Give, Do I Belong, dan How Can We Grow. Penelitian ini merupakan penelitian kuantitatif, yang mana sumber data merupakan hasil dari penyebaran kuesioner kepada karyawan tetap non operasional di kantor pusat PT. Jasa Marga Persero tbk, dengan metode non probability sampling. Penelitian ini menggunakan analisis regresi sederhana dan koefisien determinasi untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa 15,9 employee engagement dipengaruhi oleh Perceived Organizational Support.

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This research aiming to analyzing the effect of Perceived Organizational Support POS to Employee Engagement. The Perceived Organizational Support variable in this research measured by using the concept from Eisenberger Et al 1986 that has 36 indicators and three dimensions, which are Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions. Meanwhile, the concept by Gallup Consultant 2006 that is measured by 12 indicators that is also known as Q Twelve Q 12 is used for the variable of Employee engagement. This concept has four dimensions, which are What Do I Get, What Do I Give, Do I belong, and How Can We Grow. This research is quantitative research which the data are from the result of the questionnaire that is spreaded among the non operational permanent employees on the head office of PT. Jasa Marga persero using non probability sampling method. This research using a simple regression analysis and coefficient of determination to examine the influence between the variables. The result of this research showed that 15,9 of employee engagement are influenced by the Perceived Organizational Support.

Abstrak :
Pembangunan merupayakan sebuah upaya kolektif yang dilakukan oleh Negara Bangsa dengan tujuan untuk meningkatkan kualitas kehidupan manusia-manusia yang menjadi warga negaranya, dengan prinsip keadilan, kesetaraan dan keberlanjutan dalam pengelolaan berbagai modalitas yang ada, khususnya sumber daya alam. Namun demikian, pembangunan yang hanya bertumpu pada paradigma pertumbuhan ekonomi semata pada faktanya tidak sepenuhnya mampu memenuhi tujuan kehidupan yang berkualitas bagi manusia, karena terabaikannya prinsip-prinsip keadilan dan perlindungan terhadap kelestarian lingkungan hidup dan sumber-sumber daya secara berkelanjutan. Paradigma Pembangunan Berkelanjutan akhirnya muncul dan menguat sejak penyelenggaraan World Conference in Sustainable Development (Earth Summit) tahun 1992 di Rio de Janeiro. Paradigma yang dikembangkan menjadi sebuah Agenda Pembangunan Global 2030 yang diberi nama Sustainable Development Goals (SDGs), dengan 17 Tujuan Pembangunan, diantaranya adalah SDGs 2 (zero hunger). Penelitian difokuskan untuk mengkritisi tantangan dalam upaya pencapaian target SDGs 2 (zero hunger) sebagai studi kasus, secara spesifik sub-target 2.1 dari lima sub-target utama dan tiga sub-target pendukung yang ada. Sub-target 2.1 bertujuan untuk mengurangi angka kelaparan dengan menjaminkan akses pangan aman, bernutrisi, dan cukup untuk golongan rentan. Target tersebut diukur dua indikator Prevalensi Kurang Pangan (PKP) dan Prevalensi Rawan Pangan (PRP) yang menitikberatkan akses pangan secara ekonomi, sosial budaya, dan fisik sebagai keberhasilannya. Melalui perspektif jender dan pembangunan sebagai kerangka analisis, hasil penelitian menunjukkan bahwa terdapat kesenjangan berdasarkan jender dalam akses pangan yang disebabkan oleh subordinasi perempuan karena adanya budaya patriarki. Dari dua aspek subordinasi perempuan yaitu kondisi ekonomi dan status sosial, ditemukan bahwa terdapat sepuluh tantangan perempuan dalam melakukan akses pangan. Tantangan tersebut menekankan signifikansi budaya patriarki yang menyebabkan subordinasi perempuan sebagai tantangan sistemik yang harus diselesaikan. Peneliti merekomendasikan pemberdayaan perempuan dalam bentuk meningkatkan kualitas sumber daya perempuan melalui pelatihan tenaga kerja dan penyerapan unit usaha ramah perempuan sebagai salah satu upaya dalam menyelesaikan tantangan sistemik tersebut dalam pembangunan. ......Development is a collective effort carried out by the Nation State with the aim of improving the quality of life of the human beings who become its citizens, with the principles of justice, equality and sustainability in the management of various existing modalities, especially natural resources. However, development as a paradigm, only focused on economic growth alone, and it is in fact not fully capable of fulfilling the goal of a quality life for humans, due to the neglect of the principles of justice and protection of the environment and natural resources in a sustainable manner. The Sustainable Development Paradigm has finally emerged and strengthened since the 1992 World Conference on Sustainable Development (Earth Summit) in Rio de Janeiro. The paradigm that was developed became a 2030 Global Development Agenda called the Sustainable Development Goals (SDGs), with 17 Development Goals, including SDGs 2 (zero hunger). The research focused on criticizing the challenges in achieving SDGs 2 (zero hunger) as a case study, specifically in sub-target 2.1, as one of the five main sub-targets and three supporting sub-targets. Sub-target 2.1 aims to reduce hunger by ensuring access to safe, nutritious and sufficient food for vulnerable groups. This target is measured by two indicators of Prevalence of Undernourishment (PoU) and Prevalence of Food Insecurity Experience Scale (PFIES) which emphasizes access to food economically, socially and culturally as well as physically as its success indicators. Through the perspective of gender and development as analytical framework, the results of the study show that there are gaps existing based on gender in access to food caused by the subordination of women due to patriarchal culture. From the two aspects of women's subordination, namely economic conditions and social status, it was found that there were ten challenges for women in accessing food. This challenge emphasizes the significance of patriarchal culture as the cause of women subordination as a systemic challenge that must be resolved. Researchers recommend empowering women in the form of improving the quality of women's resources through workforce training and the absorption of women-friendly business units as one of the efforts to resolve these systemic challenges in development.