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"Employee is one of the most important resources for every consultant company. A project could be done in many ways, but without a capability, experience and efficiency of the employee, the service couldn't be done properly and a good reputation cannot be reached. With the capable of human resources to purpose the project will be very competitive and gain a lot of benefits. In the construction business, it occurs to be many different majors of studies and qualification involved. In order to give a satisfaction service, a consultant company should be very selective to recruit the right person for the project. The main problem to face is how to get an accurate information about personnel supply so the company will get the correct person for the correct job. The large amount of the employee makes it even harder to choose especially when it applies to time limit. The usage of manual system will takes a lot of time and inticrate to control. The adoption of human resource information system program aplication will help the company to manage those problems, because all the information about the employee will be stored in the computerized database that could be easily updated. The program could be used for the human resource management especially in personnel selection for project and training purpose. Other function, the program could be processed into a report such as curriculum vitae for bidding purpose. The system will be designed into a program aplication based on the data and information occur in the Engineering Consultant Company. The functions of information system could assure to provide the actual and updated information that needed by the decision maker anytime, great save in time management, and could gives the a good image for the customers. For future benefits, the database can be used together with other system such as marketing and financial information system for a bigger decision making and planning."

"Sumber Daya Manusia (SDM) Keperawatan adalah komponen penting dalam pengelolaan kesehatan karena sumber daya manusia yang mengelola sumber daya kesehatan lainnya dan memberikan pelayanan kesehatan kepada masyarakat. Informasi SDM keperawatan yang cepat, tepat, lengkap dan terbaharui tentang jumlah, jenis dan distribusi SDM keperawatan di suatu wilayah atau fasilitas pelayanan kesehatan penting dimiliki untuk mendukung pengambilan keputusan manajemen SDM keperawatan terkait perencanaan, penempatan dan pengembangan SDM keperawatan. Pada saat ini informasi SDM keperawatan berbeda-beda sesuai dengan lembaga yang merilisnya. Penelitian ini bertujuan untuk mengetahui implementasi model sistem informasi manajemen sumber daya manusia keperawatan. Penelitian ini menggunakan pendekatan operational research yang terdiri dari tiga tahap, yaitu: tahap pertama studi eksploratif dengan disain kualitatif, tahap kedua pengembangan model, dan tahap ketiga implementasi dan evaluasi model dengan desain pra-eksperimen one group posttest only design. Implementasi model dievaluasi menggunakan framework kesesuaian faktor manusia organisasi dan teknologi (HOT-Fit-factors). Besar sampel sebanyak 123 responden. Intervensi berupa pelatihan, pendampingan dan penerapan SI-NURSE. Hasil penelitian ada hubungan yang signifikan antara variabel masa kerja, kemampuan adaptasi, aspek dukungan manajemen, aspek tehnik dan kualitas informasi dengan kepuasan pengguna. Kualitas informasi dan kemampuan teknologi informasi secara bursama-sama berperan dalam menentukan kepuasan pengguna sistem informasi sumber daya manusia keperawatan SI-NURSE.

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Human Resources (HR) Nursing is an important component in health management because human resources manage other health resources and provide health services to the community. Fast, precise, complete and updated nursing HR information about the number, type and distribution of nursing human resources in an area or health care facility is important to have to support nursing HR management decision making related to planning, placing and developing nursing human resources. At this time, nursing HR information varies according to the institution that released it. This study aims to determine the implementation of the nursing human resource management information system model. This research uses an operational research approach consisting of three stages, namely: the first stage of exploratory study with qualitative design, the second stage of model development, and the third stage of model implementation and evaluation with a pre-experimental design of one group posttest only design. The implementation of the model was evaluated using the framework of the suitability of the human factor of the organization and technology (HOT-Fit-factors). The sample was 123 respondents. Interventions in the form of training, mentoring and application of SI-NURSE. The results of the study there is a significant relationship between the variables of service life, adaptability, aspects of management support, technical aspects and quality of information with user satisfaction. The quality of information and the ability of information technology equally play a role in determining the satisfaction of users of the SI-NURSE nursing human resources information system."

"Human Resource Information System (HRIS), sebagai salah satu sistem informasi vital di Universitas Indonesia, diharapkan dapat memberikan dukungan dalam percepatan pencapaian tujuan strategis Universitas Indonesia sebagai universitas sehat berbasis Good University Governance (GUG) melalui percepatan penyediaan informasi yang relevan, tepat waktu, dan berkualitas. Saat ini, HRIS mengelola layanan esensial di bidang sumber daya manusia, seperti pengelolaan gaji pegawai, pajak, kehadiran hingga pengelolaan karir pegawai berbasis teknologi informasi. Namun, pengelolaan HRIS masih belum sesuai dengan standar keamanan informasi, terlihat dari beberapa insiden dan penanganan insiden tersebut masih bersifat accidental. Tujuan dari penelitian ini adalah untuk mendapatkan desain manajemen risiko keamanan informasi HRIS. Penelitian dilakukan melalui metode kualitatif dimana kegiatan koleksi data melalui wawancara, observasi, dan analisis data sekunder. ISO/IEC27005:2018 digunakan sebagai penilaian menggunakan keamanan informasi dan penanganan risiko SNI ISO/IEC 27001:2013. Penelitian ini menghasilkan 49 risiko tersebut, yaitu 16 risiko tinggi, 23 risiko sedang, tujuh risiko rendah, dan tiga risiko sangat rendah. Luaran penelitian berupa rancangan manajemen risiko keamanan informasi HRIS dengan harapan dapat digunakan sebagai bahan referensi dalam penerapan manajemen risiko keamanan informasi di Universitas Indonesia

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Human Resource Information System (HRIS), as one of the vital information systems at Universitas Indonesia, is expected to provide support in accelerating the achievement of Universitas Indonesia's strategic goals as a healthy university based on Good University Governance (GUG) through accelerating the provision of relevant, timely, and quality information. HRIS manages essential services in human resources, such as management of employee salaries, taxes, and information technology-based employee career management. However, the management of HRIS is still not in compliance with information security standards, as can be seen from several incidents and the management of these incidents, which are still accidental. The purpose of this study was to obtain a design for HRIS information security risk management. The research was conducted through qualitative methods, while data collection was carried out by interviews, observations, and secondary data analysis. ISO/IEC27005:2018 is used as an assessment using information security and risk handling SNI ISO/IEC 27001:2013. This study resulted in 49 of these risks, namely 16 high risks, 23 moderate risks, seven low risks, and three very low risks. The results of this study are the design of HRIS information security risk management with the hope that it can be used as reference material in the application of information security risk management at Universitas Indonesia

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"ABSTRAKSumber Daya Manusia SDM memiliki peran yang sangat penting dalam perusahaan, dan saat ini pun sistem informasi berperan penting dalam membantu kinerja Human Resource HR . Human Resource Information System HRIS dapat menunjang pemenuhan sumber daya manusia yang berkualitas. Dengan tersedianya sumber daya manusia yang berkualitas, maka diharapkan akan berpengaruh terhadap efisiensi dan efektivitas organisasi/perusahaan. Pada penelitian ini akan dilakukan perancangan kriteria Human Resource Information System HRIS yang mempengaruhi kinerja Human Resource HR di perusahaan menggunakan metode DEMATEL-Based ANP DANP . Kuesioner dirancang dengan studi literatur dan ditinjau kembali oleh 5 para ahli. Kuesioner tersebut disebar ke 10 HR perusahaan manufaktur yang berbeda. Dengan metode DANP didapatkan bahwa Dimensi Kualitas Informasi dengan bobot lokal sebesar 0,3268 dan kriteria Kualitas Tinggi Penyajian Data dengan bobot global akhir sebesar 0,1089 merupakan hal terpenting dalam penggunaan HRIS.

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ABSTRACTAbstract Human Resources HR had a very important role in the company, and also information system in helping HR works. HRIS Human Resources Information System could support the fulfilment of qualified human resources. With the availability of qualified human resources, it was expected to affect the efficiency and effectiveness of the organization company. This study designing criteria of Human Resource Information System HRIS that affected human resources in companies by using DEMATEL based ANP DANP method. The questioner was designed by literature review and reviewed by 5 experts. Then, it were distributed to 10 HR person from different manufacture companies. With DANP method it was found that Quality Information dimension with a local weight value of 0.3268 and High Quality Data Presentation criteria with final weight value of 0.1089 were the most important in the use of HRIS."

"Permenkes 1575 tahun 2005 menyatakan, bahwa Pusdiklat SDM Kesehatan bertanggung jawab mengkoordinasikan seluruh pelatihan yang ada, guna meningkatkan kapasitas sumber daya manusia dalam menunjang terwujudnya sumber daya manusia kesehatan yang profesional. Selain itu dalam Kepmenkes No.725/Menkes/SK/V/ 2003, Pusdiklat SDM Kesehatan bertanggung jawab dalam akreditasi dan sertifikasi pelatihan kesehatan serta institusi diktat kesehatan. Pusdiklat SDM Kesehatan sebagai institusi diklat kesehatan dilengkapi dengan fasilitas penunjang diklat berupa tempat untuk penyelenggaraan pelatihan yaitu fasilitas akomodasi dan ruang belajar. Pemanfaatan fasilitas penunjang diklat ini tidak hanya diperuntukan oleh Pudiklat sendiri tetapi dapat untuk unit program kesehatan serta instansi-instansi lain. Oleh karena itu Pusdiklat SDM Kesehatan masuk dalam aturan Penerimaan Negara Bukan Pajak (PNBP) seperti tertera dalam PP nomor 7 tahun 2006 tentang jenis dan tarif atas jenis PNBP yang berlaku pada Departemen Kesehatan, sehingga laporan pemanfaatan fasilitas diklat harus terekam dan dilaporkan.Pusdiklat SDM Kesehatan sebagai sebuah unit organisasi di jajaran Departeman Kesehatan tentunya bertujuan menjadi satu organisasi yang unggul di bidang pelatihan, sehingga segala informnasi yang berkaitan dengan kegiatan pelatihan tersedia. Tentunya informasi tentang pelatihan kesehatan diharapkan tersedia dan mudah didapat. Namun kenyataannya sampai saat ini tidak semua variabel tersedia datanya sehingga tidak dapat dikeluarkan infomaasinya, selain itu memerlukan waktu yang cukup lama untuk memperolelmya.Penelitian pengembangan sistem informasi pemanfaatan fasilitas diklat di Pusdiklat SDM Kesehatan, menggunakan desalt" penelitian dengan pendekatan sistem untuk menyelesaikan masalah. Dengan Metode pendekatan sistem yang digunakan adalah system development life cycle yang meliputi beberapa tahapan yaitu entitas, langkah pengembangan sistem, langkah analisis sistem, langkah perancangan sistem dan pembuatan prototype. Sehingga menjadi kekuatan dalam Sistem Informasi Pemanfaatan Fasilitas Diklat. (SIMANFAS). Hasil analisis sistem dapat mengidentifikasi permasalahan yang ada dalarn sistem yang sedang berjalan serta altematif solusi pada level input, proses dan output. SIMANFAS didesain untuk kemudahan input data dan otomasi proses pengolahannya menjadi informasi. Output yang dihasilkan berupa penjadwalan, laporan, tabulasi indikator pernanfaatan fasilitas diklat, dan grafik indikator pemanfaatan fasilitas diklat. Interpretasi lebih lanjut akan didapatkan trend pemanfaatan fasilitas diktat, sehingga dapat dilihat bulan apa saja pemakaian fasilitas penuh, jenis pengguna darimana saja yang banyak memakai fasilitas. Aplikasi SIMANFAS ini dapat menjadi alat manajemen dalam pengambilan keputusan, untuk pelayanan akomodasi, clan dapat memudahkan dalam perhitungan BOR dan SOR, untuk keperluan pelaporan Penerimaan Negara Bukan, Pajak (PNBP), serta laporan pemanfaatan fasilitas diklat. SIMANFAS ini diharapkan dapat dijadikan alat bagi pengelola institusi diklat kesehatan lainnya.

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The regulation of the health minister number 1575", in 2005 declared that the center of training and education for the health of human resource is responsible to coordinate all training in order to increase the human resource capacity to support realization of professional the health of human resource. Moreover, in the health ministry decision number 725"Ythe Health Minister/ SK/V/2003, center for training and education of health human resource is responsible in accrediting and certifying on the health training and the health institution of training and education. Center for training and education of health human resource as an institution of the health training and education is completed of supporting facilities for education and training such as the location to hold a training that is accommodation facility and study room. The utilization of supporting facility of training and education as not only for themselves but also for the health programme unit as for other institution. Nevertheless, center for training and education of health human resource is included in regulation of Non Taxes State Revenue (PNBP) as mentioned in PP Number 7 2006 about types and tariff of kinds of PNBP which occur in the health department, so the report of training and education facility utilization must be recorded and reported.

Center for training and education of health human resource as unit organization among the health department aims to be one out standing organization in training line, in order to supply all information related with training activity. Not only available those informations must be easy to achieve. In fact, until now those informations are still hard to obtain. The research of information system development of training and education facility utilization at the center of training and education for the health of human resource is using design with approach system to solve problem. The approach system method used is system development life cycle which covers some phases, those are entity, system development, system analysis, system design and prototype making. Until they all become the power in the System of Information of Training and Education facility Utilization (SIMANFAS). The result of system analysis can identify the recent problem in system and alternative solution on level input, process and output. SIIVIANFAS is designed to easy the data input and automatic process tabulation to become information. The result output are scheduling, report, training and education facility utilization indicator tabulation and also training and education facility utilization indicator graphic. The application SIMANFAS can be management tools in the decision making, not only for accommodation service but also to easy calculation BOR and SOR, this also for non taxes state revenue report, training and education facility utilization report. This SI:MAN-FAS is expected to be a medium for other health training and education institution organizer."