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"With legions of baby boomers approaching retirement age, employers may soon be facing a shortage of skilled, knowledgeable workers and a loss of institutional knowledge. Now more than ever, it is imperative that employers begin viewing their older workers as their most valuable assets. Written by experts in the field of workforce education and the management of older workers, "Working Longer" gives recruiters, managers, and trainers the tools they need to nurture and empower these vital employees."

"Tesis ini berfokus pada penelitian terapan yang dilaksanakan di Kantor Pelayanan Perbendaharaan Negara (KPPN) ABC. Permasalahan yang dihadapi KPPN ABC adalah penurunan prestasi kerja dalam hal kualitas Laporan Keuangan Pemerintah Pusat (LKPP). Hasil analisis menunjukkan bahwa penurunan kualitas LKPP bersumber pada tidak maksimalnya kompetensi pegawai KPPN ABC. Untuk mengetahui area kompetensi yang tidak maksimal dilakukan melalui kuesioner dengan menggunakan indikator standar kompetensi pegawai KPPN. Hasil survey menunjukkan dua area kompetensi yang tidak maksimal adalah kompetensi stakeholder service dan interpersonal communication. Untuk memperbaiki kompetensi ini, peneliti mengajukan dua intervensi yaitu training dan coaching. Pemilihan intervensi dilakukan dengan melakukan penelitian terhadap empat indikator yaitu dukungan manajer, ketersediaan anggaran, ketersediaan waktu, serta ketersediaan sarana dan prasarana penunjang. Berdasar hasil peneltian, training dipilih sebagai intervensi utama bagi organisasi.

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This thesis focused on applied research held on Treasury Services Office ABC (KPPN ABC). This organizations problem is due to decline in job performance especially in the quality of Central Government Financial Reporting. Based on the research, it is concluded that the decline in quality is due to under utilization of employee competency. Questionnaire is used to spot the underutilized area of competency by comparing it with KPPN competency standard indicator.

Questionnaire has shown two underutilized areas of competency, that is Stakeholder Service and Interpersonal Communication. In order to improve these competencies, researcher has come with two intervention planning such as training and coaching. These planning was based on research of four indicators, such as managers support, fund availability, time availability, and infrastructure availability. Based on the research, training is chosen as ultimate intervention for the organization."

"ABSTRAKSejalan dengan berkembangnya masyarakat informasi dan masyarakat berpengetahuan, maka organisasi akan memerlukan lebih banyak pekerja yang berpengetahuan. Reformasi Birokrasi menjadi sebuah keharusan bagi seluruh Kementerian/ Lembaga serta Pemerintah Daerah tak terkecuali bagi Kementerian Ketenagakerjaan sebagai leading sector pembangunan tenaga kerja di Indonesia. Penelitian ini menggunakan paradigma kualitatif dan pengumpulan data melalui wawancara serta dokumen. Hasil penelitian menunjukkan bahwa proses knowledge creation melalui SECI belum sepenuhnya terjadi karena lebih didominasi oleh pengetahuan eksplisit dan lebih dominan pada tahap kombinasi serta terkendala pada pemahaman visi dan belum adanya database. Saran yang diberikan yaitu perlu dibentuk community of practice dan learning by doing, komunikasi visi dan misi serta database diklat.

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ABSTRACTIn line with the development of information society and knowledge society, the organization will need more knowledgeable workers. Bureaucratic Reform becomes a must for all Ministries Institutions and Local Government is no exception for the Ministry of Manpower Kemnaker as the leading sector of labor development in Indonesia. This study uses qualitative paradigm and data collection through interviews and documents. Informants in this study include druktural officials, widyaiswara and staff at Pusdiklat.The result of the research shows that the process of knowledge creation through SECI has not fully happened because more dominated by explicit knowledge and more dominant in combination stage and lack of vision and lack of databases. This research concludes the need to establish community of practice to encourage the exchange of knowledge, need learning by doing, the need for vision and mission communication and database of education and training."

"Penelitian ini bertujuan untuk menjelaskan tentang "Evaluasi Pelatihan Selling Skill Karyawan Bagian Sales Promotion Girl PT Guna Layan Kuasa Jakarta Pusat". Pelatihan selling skill khususnya diberikan kepada karyawan khususnya bagian Sales Promotion Girl (SPG). Pada penelitian ini, yang menjadi tujuan penelitian adalah untuk menganalisis persepsi karyawan bagian Sales Promotion Girl atas evaluasi pelaksanaan pelatihan selling skill pada PT Guna Layan Kuasa Jakarta dan unit analisisnya adalah karyawan Sales Promotion Girl PT Guna Layan Kuasa pada subsektor perusahaan distribusi gula untuk daerah Jakarta Pusat. Dalam penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang menggunakan teknik total sampling terhadap karyawan sales promotion girl di PT Guna Layan Kuasa Jakarta yang berjumlah 30 responden. Dari analisis skala interval yang telah dilakukan bahwa rata-rata skor yang didapat yaitu 115 yang dikategorikan dalam rentang skala "Sangat Baik". Dapat disimpulkan bahwa persepsi karyawan terhadap evaluasi hasil pelatihan selling skill karyawan bagian Sales Promotion Girl (SPG) PT Guna Layan Kuasa Jakarta.

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Research is intended to explain about the perception "Evaluation Training Of Selling Skill About Employees Sales Promotion Girl Employees PT Guna Layan Kuasa Jakarta Pusat". Training selling skills in particular were given to employees of particular parts of the Sales Promotion Girl (SPG). In this research, the purpose of the research was to analyze the perceptions of employees Sales Promotion Girl on the evaluation of the implementation of training selling skills in PT Guna Layan Kuasa Jakarta and its analysis unit is Employee Sales Promotion Girl PT Guna Layan Power distribution company at sugar subsector for the area of Central Jakarta. In this research using a quantitative approach to the method of Survey Sampling technique that uses the employee's total sales promotion girl PT Guna Layan Kuasa Jakarta that amounted to 30 respondents. From an analysis of the scale of an interval that has been done that the average score obtained namely 115 who categorized in the span of a scale was "Very Good". It can be concluded that the perception of employees to evaluate the results of training selling skills employees section Sales Promotion Girl (SPG) PT Guna Layan Kuasa Jakarta."

"Penelitian ini bertujuan untuk mengetahui pengaruh peningkatan pemberdayaan psikologis (psychological empowerment) terhadap perilaku inovatif (innovative behavior). Berdasarkan hasil diagnosis permasalahan organisasi berupa wawancara dan FGD, ditemukan bahwa secara umum terlihat bahwa karyawan PT ED belum menunjukkan perilaku inovatif secara optimal. Kondisi ini dianggap kurang selaras dengan keadaan PT ED yang sedang mengalami masa krisis. Perilaku inovatif karyawan yang belum maksimal antara lain disebabkan oleh pemberdayaan psikologis yang belum tinggi. Hal ini dibuktikan dengan mengukur pengaruh pemberdayaan psikologis terhadap perilaku inovatif. Pemberdayaan psikologis karyawan diukur melalui kuesioner Psychological Empowerment yang dikembangkan oleh Spreitzer (1995) sejumlah 12 item (α = .779) dan perilaku inovatif diukur dengan kuesioner Innovative Work Behavior Scale yang dikembangkan oleh Janssen (2000) sejumlah 9 item (α = .901). Hasil penelitian pada 64 orang karyawan di Kantor Pusat menunjukkan pemberdayaan psikologis terbukti secara signifikan mempengaruhi perilaku inovatif (R2 = .287, p<0.01). Artinya, peningkatan pada pemberdayaan psikologis dapat memunculkan terjadi peningkatan perilaku inovatif. Peneliti kemudian merancang intervensi yang dapat meningkatkan pemberdayaan psikologis, berupa kegiatan pelatihan Empowerment for Innovation kepada karyawan dan atasannya, yang diharapkan dapat meningkatkan perilaku inovatif karyawan.

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This research aims to determine the influence of psychological empowerment enhancement on employees' innovative behavior. Based on diagnose of organizational problems by conducting interview and FGD, it been estimated that employees' innovative behavior at PT ED should be increased. These condition do not in line with PT ED situations during company's crisis. Low level of employees' innovative behavior could be predicts by low level of employees' psychological empowerment. The influence of psychological empowerment on employees' innovative behavior is proven by quantitative measurement. Level of psychological empowerment is measured by 12-item Psychological Empowerment Questionnaire, which developed by Spreitzer (1995) (α = .779); meanwhile level of employees' innovative behavior is measured by 9- item Innovative Work Behavior Scale by Janssen (2000) (α = .901). Research on 64 Head Office Employees found the influence of psychological empowerment on innovative behavior (R2 = .287, p<0.01). Therefore, the enhancement of psychological empowerment will increase employees' innovative behavior. Researcher then design intervention program, that is Empowerment for Innovation Training for employee and their supervisor to increase employees' psychological empowerment."

"Berdasarkan hasil identifikasi masalah organisasi, para karyawan PT XX kurang menampilkan adanya komitmen terhadap organisasi, khususnya terkait dengan komitmen afektif, dan hal tersebut dianggap menjadi salah satu faktor penghambat munculnya perilaku berorientasi pelanggan. Penelitian dilakukan untuk melihat adanya korelasi antara komitmen organisasi, khususnya terkait komitmen afektif, dan perilaku berorientasi pelanggan pada karyawan PT XX, dengan menggunakan alat ukur Employee Customer-Oriented Behaviors Scale (Grizzle, Lee, Zablah, Brown, & Mowen, 2009) dan TCM Employee Commitment Survey: Revised Version (Meyer, Allen, & Smith, 1993). Responden 15 karyawan dari 6 departemen fungsi operasional PT XX.Hasil uji korelasi menunjukkan korelasi signifikan antara komitmen afektif dan perilaku berorientasi pelanggan (r = .435*, p < .05), serta hasil ini menjadi dasar pemberian intervensi. Intervensi dilakukan melalui pelatihan ISEFI - Improve Service Excellence from Inside dan aktivitas lanjutan pelatihan berupa pengisian Mission Book (MB). Uji perbedaan sebelum dan sesudah pelatihan dan pengisian MB menunjukkan terdapat peningkatan yang signifikan antara skor komitmen afektif (z = -2.041*, p < .05) dan peningkatan yang juga signifikan pada skor perilaku berorientasi pelanggan (z = -2.023*, p < .05).

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Based on identification of organizational problems, employees indicate lesscommitment to the organization and it is considered to be the one of factors that inhibit the appearance of a customer orientation behavior of PT XX?s employees. This reseach was conducted to find the correlation between organizational commitment, especially affective commitment and customer orientation behavior of PT XX?s employees using Employee Customer-Oriented Behaviors Scale (Grizzle, Lee, Zablah, Brown, & Mowen, 2009) and the TCM Employee Commitment Survey: Revised Version (Meyer, Allen, & Smith, 1993). Data gathered from 15 employees in 6 different departments at PT XX.The result showed that there was a significant correlation between affective commitment and customer orientation behavior (r = .435 *, P < .05). Based on this result, researcher determined that intervention program was to provide an ?ISEFI ? Improve Service Excellence from Inside? Themed Training and post-training follow-up activities - Mission Book. Furthermore, researcher give a test to find the differences between affective commitment and customer orientation behavior scores before and after the intervention conducted. The result of the test found that affective commitment?s score was significantly different (z = -2.041*, p < .05) and customer orientation behavior score was also significantly different (z = - 2.023*, p < .05)."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh persepsi karyawan mengenai pelatihan terhadap komitmen organisasi pada karyawan teknologi dan informasi. Terdapat lima sub-variabel yang digunakan untuk menjelaskan variabel persepsi pelatihan yaitu availability of training, social support of training, motivation to learn, training environment, dan benefits of training. Hipotesis diuji menggunakan metode penelitian general linear model (GLM) dengan jumlah data sebanyak 102 responden yang merupakan karyawan di bidang IT atau informasi dan teknologi di wilayah Jabodetabek melalui survei online. Hasil yang didapat melalui menunjukkan bahwa availability of training memiliki pengaruh terhadap komitmen keberlanjutan dan social support of training memiliki pengaruh terhadap komitmen afektif.

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ABSTRACTThis study aims to determine the impact of employee?s perception of training Toward Organizational Commitment at Information and Technology?s Employees. There are five sub variable of employee?s perception of training which being used that is availability of training, social support of training, motivation to learn, training environment, and benefits of training. Hypothesis tested using general linear model (GLM) method for data of 102 respondents of information and technology employees in Jabodetabek area through an online survey. Results obtained using multiple regressi was found that availability of training positively impact toward continuance commitment and social support of training positively impact toward affective commitment."