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"Sebagai sebuah sistem, penyelenggaraan Diklat Pegawai di Departemen Hukum dan HAM, meliputi input, proses dan output. Pada input yang terdiri dari hardware, software dan brainware agar proses kinerja diklat berjalan baik antara lain faktor human relations memegang peranan penting. Penerapan human relations yang terdiri dari tiga keterampilan komunikasi, motivasi dan kepemimpinan diteliti pengaruhnya terhadap kinerja di bidang penyelenggaraan penataran, Pusdiklat pegawai menghasilkan 0,608, yang berarti pengaruhnya signifikan."

"Studi ini berfokus pada pembuatan program pelatihan ISO 14001 untuk peningkatan kesadaran dan pengetahuan untuk implementasi secara efektif dan pengembangan sistem manajemen kinerja untuk diterapkan di PT. X. Program pelatihan sistem manajemen lingkungan sebenamya sudah diterapkan di PT. X, hanya saia belum mencakup seluruh karyawan sehingga rerdapat perbedaan pemahaman terhadap ISO 14001. Hal ini menyebabkan pedwedaan persepsi dan pemahaman tentang ISO 14001, padahal dalam mengimplementasi sistem manajemen bam hal yang harus ada pertama kali adalah persepsi dan pemahaman yang sama terhadap sistem baru tersebut.Untuk cfcktiiitas implementasi ini sistem manajemen kinenja yang adajuga diperbaiki sehingga saling terkait antara perencanaan dan pelaksanaannya. Selama ini perencanaan dalam manajemen kinerja PT. X dibuat berdasarkan hasil, sedangkan pelaksanaan penilaiannya berdasarkan perilaku dalam kerja. Selain itu, untuk mcnunjang implement/asi ISO |4001 ini sistem manajcmen kinenja dibuat berdasarkan perilaku, bukan hasil. Karena perusahaan harus mcnjamin bahwa karyawan bekerja sesuai ketentuan standar ISO |4001 yang herlandaskan crmlinual improvement dan mcmperhatikan kcamanan dan keselamatan kerja serta pencegahan tcrhadap pencemaran. Modiiikasi sistem manajemen kinerja ini tetap menilai pcrilaku yang tclah ada pada sistem penilaian kinerja yang lama, hanya ditambahkan angka untuk peringkat pcnilaian untuk penilaian kinerja yang lebih terukur sccara kuantitatif. Pelatihan dan sistcm manajemen kinerja dipilih sebagai HR Practices yang dipcrbaiki untuk pcmbentukan pcrscpsi positifpada kaxyawan tentang ISO 14001 serta meningkatkan motivasi mereka dalam implementasinya.

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The focus in this study is developing a training program to raise awareness and knowledge in ISO 14001 to be implemented effectively and developing performance management system to be applied at PT. X. Environmental management system training program has been conducted in PT. X, it hasjust not been deployed evenly. This causes differences in perception and understanding for ISO 14001 since implementing a new management system the same perception and understanding is the first thing that must be exists.

For the effectiveness of EMS implementation, the performance management system of PT. X is modified to get the alignment between the plan and the execution since the performance management system plan of PT. X has been developed based on result while the execution based on working behavior. Considering that the performance management system to support the implementation of environmental management system is based on behavior, the company maust assure that its employees work based on ISO 14001 standard which is based on continual improvement, safety, and pollution prevention. The proposed performance management system appraises the behaviors in the previous one with ratings quantitatively for additional. Both HR practices chosen are aimed to form employees? positive perceptions about ISO 14001 and improve their motivations in implementing it."

"Tesis ini membahas tentang Evaluasi Penyelenggaraan Pendidikan dan Pelatihan Kepemimpinan Pola Baru Tk III Angkatan VIII Tahun 2014 pada Lembaga Administrasi Negara Berdasarkan Level Reaksi Peserta. Tujuan penelitian ini adalah untuk mengetahui efektivitas penyelenggaraan pendidikan dan pelatihan kepemimpinan pola baru dengan menggunakan teori evaluasi diklat pada level reaksi oleh kirkpatrick dengan aspek yang diteliti widyaiswara, penyelenggara, kurikulum dan fasilitas diklat. Penelitian ini menggunakan metode positivis dengan jenis penelitian deskriptif.Hasil Penelitian menunjukkan Evaluasi Penyelenggaraan Pendidikan dan Pelatihan Kepemimpinan Pola Baru Tk III Angkatan VIII Tahun 2014 berjalan dengan cukup baik. Namun demikian, apabila dicermati lebih dalam lagi ternyata masih ada beberapa kelemahan antara lain : kurangnya kompetensi widyaiswara dalam suatu materi diklat baik teoritis, praktek, dan pengalaman, koordinasi antara penyelenggara dengan peserta dalam proses pembelajaran belum sepenuhnya dilaksanakan, adanya mentor yang tidak memfasilitasi dengan baik kebutuhan peserta untuk menciptakan proyek perubahan dalam unit organisasi, serta penyediaan konsumsi yang kurang variasi.

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The thesis discussed about evaluation of education and leadership training new patterns Level III Session VIII on 2014 in Institute of Public Administration Based on Participants Reaction. The purpose of this research is to find effectiveness the realization of education and leadership training new patterns by using the theory evaluation training reaction level by Kirkpatrick with the dimensions trainers, organizer, curriculum, and facilities training. This Research is adopted positivist method and descriptive design.

The results of the study showed the training has worked fairly well. However when examining depper there are still some several weaknesses among others lack of competence trainer in a matter training, both theory, practice and experience, coordination between organizer and participants in learning have not been fully determined, the mentor who not facilitate needs paticipants to create project change in organization, and providing consumption of foods are less in variety."

"A comprehensive resource for training professionals who plan, organize, design, implement, and evaluate training. Training Design & Delivery provides background strategies and development techniques to ensure that your training interventions get the results you desire. It features a 20-step training system model, dozens of useful standard forms and client memorandums, step-by-step methodology checklists, and other job aids."

"Penelitian ini bertujuan untuk menganalisis pengaruh program pelatihan dan pengelolaan karir organisasi terhadap kinerja karyawan karyawan tetap pada PT Berbagai Markas Pertambangan. Variabel bebas dalam penelitian ini adalah Pelatihan diukur berdasarkan teori Bulut dan Culha (2010) dan manajemen karir organisasi diukur berdasarkan teori Kong (2011) sedangkan variabel Ketergantungan adalah kinerja karyawan yang diukur dengan teori Aguinis (2009). Penelitian ini menggunakan pendekatan kuantitatif dengan instrumen kuesioner penelitian. Sampel penelitian ini adalah 120 karyawan tetap pada kantor pusat PT Aneka Tambang yang telah bekerja minimal satu tahun. Analisis yang yang digunakan adalah analisis deskriptif dan analisis inferensial. Hasil penelitian menunjukkan saat diujicobakan secara bersamaan program pelatihan dan manajemen karir mempengaruhi kinerja karyawan. Sebagian hasil penelitian menunjukkan bahwa program pelatihan dan kinerja karyawan berdampak kinerja karyawan, sedangkan variabel manajemen karir organisasi tidak mempengaruhi kinerja karyawan.

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This study aims to analyze the effect of training programs and organizational career management on the performance of permanent employees at PT Various Headquarters Mining. The independent variable in this study is training measured based on Bulut and Culha's theory (2010) and organizational career management is measured based on Kong's theory (2011), while the dependent variable is employee performance as measured by the theory of Aguinis (2009). This study uses a quantitative approach with a research questionnaire instrument. The sample of this research is 120 permanent employees at the head office of PT Aneka Tambang who have worked for at least one year. The analysis used is descriptive analysis and inferential analysis. The results showed that when training and career management programs were tested simultaneously, they had an effect on employee performance. Some of the research results indicate that training programs and employee performance have an impact on employee performance, while organizational career management variables do not affect employee performance"

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"Sales professionals often complain that learning events do not pay off and take time away from the primary job of selling. If it can be sent in a memo, why go to training?Sales Training Basics recognizes the bottom line focus of sales professionals and offers proven techniques and approaches that create engaging and impactful training. The book provides learning professionals with specific guidance on designing programs that provide the right tools and techniques that deliver on an audience focused on value. In addition, trainers and facilitators are offered guidance on accessing their most charismatic and engaging self to draw in and hold the attention of sales professionals. While the book is focused on participant expectations, it does not neglect todays organizational mandate to build training programs aligned to company strategic needs and vision. Finally, the author provides direction on alternate pathways to sales training through the use of technology and the power of blending both classroom and technology-bases approaches that give these sales professionals what they really want more time in the field selling."