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"Quick! Show Me Your Value is the first book specifically designed to help you confidently communicate your true value at the most senior levels of an organization. By understanding how financial leaders think, you are liberated from your fear of interacting with these leaders. Discover new avenues for respect and inclusion in organizational decision making."

"In a dynamic world, the role of HR is central in tapping the vast potential of human capital, and interestingly, blending it with automation and digitization in unique ways. HR analytics is pivotal in identifying, measuring and articulating the objectives and outcomes of different programs."

"The importance of an organization's human capital -- its people -- cannot be overstated or overlooked, but like any other asset, it must be carefully managed and monitored. The people in a company reflect the investment not only of money, but also of the time dedicated to developing and executing projects and programs."

"Tren perekonomian saat ini di seluruh dunia adalah perekonomian industri yang berbasis pada aset berwujud berubah menjadi perekonomian non-wujud yang berbasis pada modal intelektual. Pemahaman tentang pengaruh modal intelektual terhadap kinerja perusahaan telah mendapat perhatian besar dalam beberapa tahun terakhir. Dalam pandangan ini, dampak berbagai komponen modal intelektual, termasuk modal manusia, struktural, dan relasional, terhadap kinerja Usaha Kecil Menengah di Indonesia. Metode penelitian yang digunakan dalam penelitian ini yaitu kuantitatif dengan metode SEM-PLS dengan penyebaran non-random sampling. Dalam penelitian ini lebih memfokuskan peran dari modal intelektual, keunggulan kompetitif, kemampuan inovasi pada usaha kecil menengah khususnya di Jabodetabek. Dengan total sampling 110 responden, yang terdiri dari para pemilik, level manajerial dan karyawan yang telah lama bekerja pada usaha kecil menengah tersebut. Dalam penelitian ini juga membahas terkait peran mediasi yaitu variable keunggulan kompetitif dan kemampuan inovasi antara modal intelektual dan kinerja usaha kecil menengah. Tujuan penelitian ini agar kedepannya para pelaku usaha kecil menengah dapat menggunakan sumber daya dengan cara mengolah dan mengeksplorasi lebih cermat dengan tujuan keberlanjutan usaha nya di tengah lingkungan bisnis yang dinamis ini.

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The current economic trend throughout the world is that an industrial economy based on tangible assets is changing to an intangible economy based on intellectual capital. Understanding the influence of intellectual capital on company performance has received great attention in recent years. In this view, the impact of various components of intellectual capital, including human, structural and relational capital, on the performance of Small and Medium Enterprises in Indonesia. The research method used in this research is quantitative using the SEM-PLS method with non-random sampling distribution. This research focuses more on the role of intellectual capital, competitive advantage, innovation capabilities in small and medium enterprises, especially in Jabodetabek. With a total sampling of 110 respondents, consisting of owners, managerial level and employees who have worked for a long time in these small and medium businesses. This research also discusses the role of mediation, namely the variables of competitive advantage and innovation ability between intellectual capital and the performance of small and medium enterprises. The aim of this research is that in the future small and medium businesses can use resources by processing and exploring them more carefully with the goal of business sustainability in the midst of this dynamic business environment."

"Is your HR department prepared to flip the big data switch? At every stage of the employee life cycle, a data-driven approach to HR can help companies make smarter decisions about their most important asset: their people. In the wake of the greatest shock to the labor market since the Great Depression, companies are faced with looming skill shortages, retention concerns, and questions regarding the most effective composition of their workforce. The Talent Equation shows you how to navigate today's hiring climate and drive your business forward. Matt Ferguson, CEO of Career builder, offers hiring professionals and business leaders a roadmap to attract and retain top talent. Ferguson and coauthors Lorin Hitt (Wharton School) and Prasanna Tambe (NYU's Stern School) commissioned a landmark big data study of more than 2,700 employers and 33 million resumes to find the relationship between market performance, education attainment, and employee tenure. The findings are enlightening - and quite surprising. The Talent Equation explores: The ROI of increased education levels and retention rates; the benefits of continuous recruitment and talent pipelines technology market, and how workforce analytics tools are changing talent acquisition; and the importance of reducing longterm unemployment through training and reskilling. Smart and timely, The Talent Equation also incorporates case studies from leading brands - both global and domestic - that further illustrate staffing issues facing executives today. The insights and research in the book are invaluable tools for anyone who wants to build and retain a dynamic, competitive, and productive workforce"

"Komitmen afektif merupakan sikap positif yang dimiliki oleh karyawan yang menunjukkan loyalitasnya pada perusahaan. Perusahaan perlu memperhatikan faktor yang berpengaruh dalam mendukung terciptanya komitmen afektif, salah satunya High Commitment Human Resource Practices (HCHRP). Penelitian ini bertujuan untuk mengetahui peran usia sebagai moderator hubungan antara HCHRP dan komitmen afektif yang dikelompokkan menjadi Development High Commitment Human Resource Practices (DHCHRP) dan Maintenance High Commitment Human Resource Practices (MHCHRP). Pengumpulan data dilakukan pada karyawan Divisi ABC PT XY (N = 144) dan dianalisis menggunakan analisis regresi berganda dengan analisis moderasi. Hasil penelitian menunjukkan usia menguatkan hubungan DHCHRP dengan komitmen afektif, yaitu pada karyawan senior, persepsi DHCHRP memengaruhi komitmen afektif lebih kuat daripada karyawan junior. Sebaliknya, usia melemahkan hubungan MHCHRP dan komitmen afektif, yaitu persepsi MHCHRP memengaruhi komitmen afektif lebih lemah pada karyawan senior daripada karyawan junior. Sementara itu, intervensi pelatihan job crafting dilakukan untuk meningkatkan persepsi karyawan pada HCHRP terutama praktik SDM partisipasi yang diharapkan juga dapat meningkatkan komitmen afektif karyawan. Efektivitas intervensi dianalisis menggunakan Wilcoxon Signed Rank Test. Hasil analisis menunjukkan pengetahuan karyawan tentang job crafting meningkat, tetapi tidak dengan perilakunya.

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ABSTRACT

 

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The affective commitment is a positive attitude that employees have and demonstrates their loyalty to the company. The company needs to pay attention to influential factors in supporting the form of affective commitment, one of which is High Commitment Human Resource Practices (HCHRP). This research aims to determine the role of age as moderator in the relationship between HCHRP and the affective commitment grouped into Development High Commitment Human Resource Practices (DHCHRP) and Maintenance High Commitment Human Resource Practices (MHCHRP). Data collection was conducted to the employees of ABC Division PT XY (N = 144) and analyzed using multiple regression with moderation analysis. The results showed that the relationship between DHCHRP and affective commitment was strengthened by age, that is, older workers perceived DHCHRP affect the affective commitment stronger than younger workers. Conversely, MHCHRP relationships and affective commitments was weakened by age, i.e. older workers of the MHCHRP perception affect affective commitment weaker than younger workers. Meanwhile, intervention of job crafting training was carried out to improve employee perception on HCHRP, specifically participation which is expected to also increase the employee`s affective commitment. The effectiveness of the intervention was analyzed using Wilcoxon Signed Rank Test. Results of the analysis showed that the knowledge of employees on job crafting increased, but not by their behavior.

 

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