Hasil Pencarian  ::  Simpan CSV :: Kembali

"Motivation have a primary needs in an organization, in sub part of chief administration and protocol which an organization having main task and function to operate programs in which formal programs in government of Depok City where an organization have needs good works motivation. When doing a task in protocol division, good motivation in each implementer employees was needed.This research has describe to look and description a perception of employees about work motivation in sub part of chief administration and protocol of general division regional secretarial Depok city. This research using a quantitative method with a type description research and use cross sectional survey dimension. Total population in this research is 30 respondent and use total sample technique. All data has a count by SPSS version 15.Mc.Clelland (Needs Theory) has a focus about three factor; needs of success, needs of power or work authority and needs affiliation. Need of success consist of indicatorindicator work result, timing of finished works, resolve problems and detention in work and effectively. Needs of power consist of authority and responsibility. Needs affiliation consists of relationship with work partner, relationship with a chief and level of participation in organization. Based on process data result find out an employees perception about work motivation in sub part of chief administration and protocol of general secretariat regional city of Depok in high level."

"Human resources are the main assets of an organization. The successful of the organization depend on the people itself. A leader have an important role to make the organization success. Human resource management sub directorate at PT ?X? head office Jakarta is the center of human resource activity. This sub directorate have the responsibility to all others sub directorate to fulfill all the employee?s need and rights. Yet, to make a strategy to win the competitive advantages and become a market leader. The problem is how the company can achieve that, if the leader can?t make an effective organization caused by the pending of some projects that have to be done based on the schedule that have set before. It means that the leader has failed to run his leadership in order to supervise his follower. In this situation, to make an effective organization a leader have to see the situation of the follower by analyze the follower?s readiness or employees?s maturity. By measuring the maturity level of employee, what kind of leadership style that was used by the leader, and how the maturity level of employee can fit with the leadership style.

According to that, writter use the theory of situasional leadership by Paul Hersey and Kenneth H. Blanchard to support the research. This theory explain that a leader have to choose a best leadership style to fit with the level of follower?s maturity. It means that, a leader can use different style of leadership with a different people. It?s all depends on the situation that an organization has faced. Nowadays, this theory becomes the most common issues in every leadership part on an organization. So that, it is important for all leaders in organization to consider their leadership style in order to make the organization more effective.The reason of this research is to explain the conformity between employee?s maturity and leadership style.

The research population is all of the HRM sub directorate at PT ?X? head office Jakarta?s permanent employees. Yet, the research sample is 52 respondents, its using purpossive sampling technique. The sampling technique was used because of the respondents?s objectivity to evaluate the leadership style and level of maturity. So that, writer use the permanent employees as respondents. The research method according to the explanation level is desciptive with quantative approach. The research data consist of primary and secondary data. The primary data was collected by spreading quesionare to the respondents, and the secondary data was collected by literature study, company?s documents, and interview with top leader in HRM sub directorate of PT ?X?. The data analyzing was using frequency distribution?s table. The level of employee?s maturity and leadership style are the result of the conformity between the theory and its practice.

Result of the research shows that generally, there?s unconformity between the level of employee?s maturity and the leadership style that the leader has used. According to the level of employee?s maturity, writer use two dimension of maturity level which are the employee?s ability and the willingness. Both dimension shows in the medium to high category or in M3 of maturity level. However, this level of maturity is appropriate if the leader used the Participating of leadership style. But, based on the research the result shows that the leader of HRM sub directorate at PT ?X? used the Selling of leadership style. It was proved by the data analyzing that this leadership style result at 628 or 81% on high category.

Based on the research result, writer recommend several suggest to the corporation: (1) in order to make an effective of organization, a leader in sub directorate HRM PT ?X? head office Jakarta should take a look at the situation and the employee?s level of maturity; (2) the leader should change his leadership style with appropiate level of employee?s maturity."

"ABSTRAKPengelolaan kinerja adalah hal yang penting dilakukan oleh suatuperusahaan karena manusia adalah aspek penting yang menjalankanperusahaan. Di dalam pengelolaan kinerja terdapat penentuan kriteriakinerja yang baik, sistem yang mengatur tentang perencanaan keijakaryawan, monitoring proses, penilaian hasil kerja yang diikuti denganwawancara umpan balik serta rencana pengembangan karyawanselanjutnya.Penulisan Tugas Akhir ini bertujuan untuk membuat rancanganformat penilaian kinerja bagi PT X sebagai upaya untuk meningkatkanefektivitas pengelolaan kinerja karyawannya. Format penilaian kinerja inidiperlukan sebagai upaya pengelolaan kinerja di PT X, karena Bagian SDMmenerima keluhan mengenai penilaian kinerja karyawan yang dirasakankurang objektif atau masih cenderung subjektif. Karyawan merasakanbahwa belum ada standar penilaian yang objektif dalam hal menentukanpengembangan karir atas karyawan yang dinilai baik (superior). Perludiketahui bahwa PT.X saat ini baru saja melakukan perubahan atas visi danmisi perusahaan, sebagai upaya pengembangan agar produktivitasperusahaan meningkat.Teori yang dirujuk sebagai dasar pembuatan rancangan formatpenilaian kinerja bagi PT X ini adalah teori mengenai pengelolaan kinerjadan teori mengenai kompetensi. Teori mengenai pengelolaan kinerja yangdiguanakan sebagai dasar analisa adalah teori mengenai kritenakeberhasilan kinerja, penilaian kinerja, dan umpan balik kinerja. Teorikompetensi ini digunakan sebagai dasar analisa, karena metode dalampenilaian kinerja yang diterapkan adalah dengan pendekatan kompetensi.Analisis pemecahan masalah dari permasalahan yang dihadapi olehPT X menunjukkan bahwa sistem pengelolaan kinerja di PT X tidak efektif dalam menyelaraskan kinerja perusahaan dengan tujuan perusahaan. Untukitu penulis tertarik untuk memberikan usulan rancangan format standarpenilaian kinerja dalam rangka pengelolaan kinerja bagi PT.X agar sejalandengan visi, misi, dan tujuan perusahaan.Usulan pemecahan masalah berupa rancangan format penilaiankinerja berdasarkan kompetensi ini meliputi format untuk menggaliinformasi mengenai job description dari jabatan tertentu, format untukmerangkum karakteristik yang dibutuhkan untuk mencapai kriteriakeberhasilan kinerja, format penilaian kinerja berdasarkan kompetensi,panduan dalam melakukan penilaian kinerja serta jadwal perencanaanimplementasi rancangan pengelolaan kinerja, dari tahap persiapan sampaidengan evaluasi ( dengan alokasi waktu +_ 1 tahun)."

"Penggunaan Teknologi Informasi (TI) yang optimal semakin dirasakan penting dalam upaya mencapai tingkat kinerja yang maksimal. Untuk meningkatkan kinerja, diperlukan perencanaan dan tata kelola yang baik. Implementasi kegiatan TI yang bersifat ad-hoc akan menyebab kan terjadinya pemborosan. Penelitian yang bersifat deskriptif ini bertujuan untuk mendapatkan gambaran bagaimana kondisi tata kelola pada proses kegiatan TI di Direktorat Jenderal Minyak dan Gas Bumi (Ditjen Migas) yang merupakan lembaga pemerintah bersifat teknis dibawah naungan Departemen ESDM yang dijadikan sebagai tempat studi kasus. Proses kegiatan TI Ditjen Migas banyak bergantung pada penyedia layanan yang berasal dari luar Ditjen Migas, dimana layanan didapatkan melalui proses pengadaan barang dan jasa. Proses pengadaan tersebut merupakan salah satu cara Ditjen Migas menjalankan tugas dan fungsinya dalam mencapai tujuan organisasi. Karena itulah layanan yang diterima harus optimal dan sesuai dengan kebutuhan. Dengan menggunakan kombinasi best practices Cobit dan IT Infrastructure Library (IT-IL) versi 3, penulis mencoba mengukur kondisi kematangan pada tahap Delivery and Support, khususnya tahap DS-1, 'Define and Manage Service Level' . Pada tahap ini dapat diketahui komunikasi yang terjalin antara Ditjen Migas dengan penyedia layanan untuk menghasilkan layanan yang berkualitas. Untuk melengkapi rekomendasi langkah-langkah yang perlu diambil dalam upaya mendapatkan layanan yang berkualitas, penulis mengambil referensi dari IT-IL, dimana IT-IL merupakan kumpulan best practice yang sangat komprehensif dan rinci untuk lingkup manajemen layanan TI yang spesifik serta proses-proses yang terkait didalamnya. Hasil penelitian ini meliputi penggambaran kondisi tata kelola TI saat ini dengan menggunakan beberapa kerangka kerja, kondisi kematangan tahap Delivery and Support DS1, serta rekomendasi yang berupa langkah-langkah atau kondisi yang perlu diperhatikan agar pengguna layanan bisa mendapatkan layanan yang berkualitas. Kata Kunci : Tata kelola TI, proses kegiatan layanan TI, pendekatan best practice

---

The optimum use of Information Technology (IT) is taking an important role in the efforts to achieve the maximum level of performance. To improve performance, good planning and governance are required. An ad-hoc IT implementation of IT will cause inefficiency in the future. This descriptive research is aimed to capture the description on how the condition of governance in the process of IT activity in Directorate General of Oil and Gas, which is a technical government institution under Department ESDM, as the case study. The process of IT activity in Directorate General of Oil and Gas highly depends on the service providers from outside the organization. Services are obtained through the process of procurement. Procurement process is one of the ways the Directorate General of Oil and Gas run the tasks and functions in achieving the goals of the organization. Therefore, the services received must be optimal and in align with their organization needs. By using a combination of best practices COBIT and IT Infrastructure Library (IT-IL) version 3, the author tries to measure how the condition and maturity level of Delivery Support (COBIT), especially the DS-1 stage, "Define and Manage Service Level", to find out how the communication between the Directorate General Oil and gas with service provider can produce good quality services. To complete the recommendations, the author obtain references from the IT-IL, where IT-IL is a collection of best practice which is very comprehensive and detailed for IT service management and the specific processes related. Results of this research are the description of current IT governance condition using some framework , conditions and maturity level of Delivery Support - DS1 stage, and the recommendations in the form of steps or points that need to get attention, so the users can receive qualified service."

"Sistem tata udara presisi atau yang lebih dikenal dengan Precision Air Conditioning (PAC) merupakan mesin refrigerasi yang bekerja berdasarkan konsep termodinamika. Sistem tata udara presisi digunakan di ruang pusat data untuk menjaga temperatur dan kelembaban di dalam kabinet agar peralatan IT di dalam kabinet tidak cepat rusak. Temperatur ideal yang harus dicapai di dalam kabinet berkisar antara 20º - 25ºC, sedangkan kelembaban relatif (RH) yang harus dijaga di dalam kabinet berkisar antara 45-55%. Namun untuk mencapai keadaan tersebut, dibutuhkan pengendalian sistem supaya sistem dapat bekerja dengan keluaran seperti yang diinginkan.Model predictive control merupakan salah satu metode pengendali prediktif yang populer digunakan di dunia indutri. Sistem tata udara presisi yang dikendalikan dalam penelitian ini merupakan sistem multi input single output (MISO) dengan masukan berupa kecepatan putaran kipas kompresor dan kecepatan aliran udara volumetrik, dan keluaran yang dikendalikan adalah suhu keluaran dari kondenser kedua yang menuju kabinet dari sistem tata udara presisi. Diuji tiga model sistem tata udara presisi, model linier, model nonlinier tanpa beban heat sensible peralatan IT, dan model nonlinier dengan beban sensible peralatan IT yang divariasikan dengan pendekatan model linier biasa hasil identifikasi PO-MOESP dan model linier dengan vektor bias hasil identifikasi menggunakan metode kuadrat terkecil.Hasil pengendalian MPC untuk ketiga plant sistem tata udara presisi menujukkan performa yang baik dalam pengendalian, dilihat dari keluaran sistem yang mengikuti trajektori acuan yang diberikan.

---

Precision Air Conditioning (PAC) is a refrigerant machine that works based on thermodynamics concept. PAC is in implemented data center in order to stabilize the temperature and the humidity in cabinet in order to prevent IT damage integrated in the cabinet. The desired ideal temperature for the cabinet is from 20oC to 25oC and the desired relative humidity (RH) is from 45-55%. However, to achieve such a state, it takes control of the system so that the system can work with the output as desired.

Model predictive control is a predictive control method which is popularly used in industries world. Precision air conditioning system are controlled in this study is a multi-input single output (MISO) system with input in the form of fan rotation speed of the compressor and the air volumetric flow rate, and the controlled output is the temperature of the output of the second condenser to the cabinet of the precision air conditioning system. Tested three models of precision air conditioning system, linear models, nonlinear models without the burden of sensible heat IT equipment, and nonlinear models with variation of sensible heat IT equipment load with ordinary linear model approach to the identification of PO-MOESP and linear models with bias the results of identification using the method least squares.

MPC control results for the third plant of PAC systems showed good performance in control, viewed from the system output to follow a given reference trajectory."