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"The cornerstone of the organization is, therefore, the set of jobs performed by employees. These jobs, in turn, provide the mechanism for coordinating and linking the various activities of the organization that are necessary for success. Studying and understanding jobs through the process known as job analysis. Job analysis is a vital part of Human Resources Management (HRM) program and in many respects in the foundation upon which all others HRM activities must be constructed. Job analysis is a purposeful, systematic process for collecting information on the important work related aspects of a job, so the employees can be work effectively. With job analysis, management will have guidance in next human resources program. The research questions is how the perception of Employee Benefit Department employees towards the job analysis at PT Asuransi Allianz Life Indonesia Head Office Jakarta - To answer of that research questions, researcher used quantitative approach and using research method by using the survey approach, which implies the use of questioners and interviews as the two major tools used to collect data and information, beside the others secondary and literature sources. The criteria for selecting a sample in survey research are statistical onces. This sampling process have minimum percentage from total population (minor one) of 52 employees, the sampling process result 45 employees as samples. To oversee whether the implementation of job analysis has been attempted in a good procedure, researcher used the range criteria method which will stretch from the lowest range to the highest range. This research found that the perception of Employee Benefit Department employees for the job analysis has been attempted in a good procedure, which resulted good points average value. The data show that job analysis implementation PT Asuransi Allianz Life Indonesia Head Office Jakarta already effective because the good value and synchronize with the function, but description about task giving to the employees are not overlapping with the employees in another department still have special attention to management PT Asuransi Allianz Life Indonesia Head Office Jakarta. Determining affectivity of the job analysis implementation can be seen by measuring the human recourses productivity in doing their tasks and duties. To pursue and reach the '2010 One' company's goal, company should be aware about negative response that came from the employees. The success of this process will lead to a more prospectus future of the organizations existence in the global market as well as reaching its goals and targets. "

"Human being become the essential element in the organization. Organization needs human being to achieve it goals. On the other hand, human being also needs organizationas the place, to fulfill its not only material but also immaterial needs. One thing of immaterial needs that employee want is the actualization of positive organization behavior. Basically, organization put its concern comprehensively on organization behavior so that the primary goal can be really achieved. This research question is how the employees perception toward the implementation of corporate culture at PT. Telekomunikasi Selular? The kinds of research is quantitive approaches and sampling method that used is purposive sampling. The amount of sampleis 20 employees. The result show that the employees have positive perception toward corporate culture which created in PT. Telekomunikasi Selular. The corporation culture is quite good with the strong culture. The succesfull organization which is able to manage its human resources with balance and innovation. One of human resources management is through implementation of organizational culture. Employees positive perception about organizational culture and increase employees performance."

"Promosi dipandang sebagai salah satu kegiatan pengembangan sumber daya manusia dalam suatu perusahaan. Promosi berarti pengalihan wewenang dan tanggung jawab pegawai ke jabatan yang lebih tinggi dalam suatu organisasi sehingga kewajiban dan haknya semakin besar. Promosi akan diikuti dengan tugas, wewenang dan tanggung jawab yang lebih besar dan biasanya juga diikuti dengan peningkatan pendapatan dan fasilitas lainnya. Bagian Sumber Daya Manusia harus melakukan sosialisasi promosi jabatan mengenai prinsip, dasar, jenis dan kondisi pegawai yang akan dapat dipromosikan di perusahaan. Program promosi harus diinformasikan secara terbuka. Apabila hal ini diinformasikan dengan baik maka akan menjadi motivasi bagi karyawan untuk bekerja dengan sungguh-sungguh. Promosi mempunyai manfaat baik bagi perusahaan maupun karyawan. Bagi pegawai, merupakan pengakuan atas hasil pekerjaan pegawai dan kesempatan untuk maju, sehingga dapat meningkatkan motivasi kerja pegawai. Sedangkan bagi perusahaan dapat menjaga kestabilan perusahaan dan semangat kerja karyawan lebih terjamin. Tujuan dari penelitian ini adalah untuk menjelaskan tentang kebijakan promosi jabatan di PT Azura Telemedia International dan juga persepsi karyawan terhadap kebijakan promosi jabatan di PT Azura Telemedia International. Penelitian ini melibatkan seluruh karyawan operasional yang berjumlah 27 orang untuk menjadi responden. Teknik pengumpulan data yang digunakan dalam penelitian ini diperoleh melalui penyebaran angket, wawancara, serta studi pustaka yang berkaitan dengan tema penelitian ini. Penilaian dari hasil jawaban angket menggunakan skala Analisis Likert Penelitian menggunakan analisis data univariat yang menyampaikan distribusi frekuensi. Dalam penelitian ini penulis menggunakan pendekatan kuantitatif. Pada dasarnya penerapan promosi jabatan di PT Azura Telemedia International sudah baik. Responden setuju bahwa pengalaman kerja, tingkat pendidikan dan latar belakang pendidikan, kejujuran, tanggung jawab, kepribadian yang baik dalam berhubungan dengan rekan kerja, prestasi kerja dan inisiatif dan kreativitas serta rekomendasi dari pimpinan puncak dapat dipertimbangkan kembali sebagai kebijakan promosi jabatan. Sebagian besar responden tidak setuju jika senioritas dipertimbangkan kembali sebagai salah satu kebijakan promosi jabatan di PT Azura Telemedia International Akan jauh lebih baik jika PT Azura Telemedia International mempertimbangkan kembali penilaian kinerja sebagai kebijakan promosi jabatan agar setiap karyawan mempunyai kesempatan yang sama untuk mendapatkan promosi jabatan. Manfaat promosi pekerjaan seperti peningkatan pendapatan harus sebesar wewenang dan tanggung jawab yang harus dihadapi karyawan di posisi barunya.

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Promotion viewed as one of the activities of human resources development in a company. Promotions mean a transfer enlarging an authority and responsibility employees to higher position in one organization so that obligation and ever greater rights Promotion will be followed by duty, greater authority and responsibility and usually also followed by increasing of earnings and other facilities. Human resources division have to socialize job promotion about principles, grounds, types and condition of employee who will be able to be promoted in the company. Promotion program have to be informed openly. If this matter is well informed, it will become motivation to employees to work very seriously. Promotion have benefit both for company and employee. To employee, is the acknowledgement result of the employee's job and opportunity to go forward, so that can improve employee's work motivation. While to company, it can maintain stability of the company and employee's moral more guaranteed. The purpose of this research is to explain about the policy of job promotion in PT Azura Telemedia International and also the perception of employees to policy of job promotion at PT Azura Telemedia International. This research entangle all of the operational employee which consist 27 people to become respondent. The technique of data collecting used in this research is obtained through spreading questionnaire, interviewing, and also literature related to this research theme Assessment from result of the answer of questionnaire used scale of Likert Analysis of the research using Univariat data analysis which delivered frequency distribution. In this research the writer used quantitative approach. Basically the application of job promotion in PT Azura Telemedia International is good already. Respondent agreed that working experience, education level and background of education, honesty, responsibility, good personality in relation with colleague, work achievements and initiative and creativity and also the recommendation from the top management could be reconsidered as the policy of the job promotion. Most of the respondent disagreed if seniority reconsidered as one of the policy of job promotion in PT Azura Telemedia International It would be much better if PT Azura Telemedia International recomidered the performance appraisal as the policy of job promotion so that every employee has the same opportunity to get job promotion. The benefit of job promotion such as increasing of earnings should be as big as the authority and responsibility that the employee has to face in their new position

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"For Training that done by the company can reach maximum outcome, need to know about perception training officer. Perception about training officer will affect to attitude that decide by the trainee officer to face the job. The purpose of this researched is to find out how is employee perception PT. 'X' about evaluation Training Achievement Motivation Training especially of Customer Service employee. The analytical unit is the employee?s in Customer Service area sub sector in Telecommunication in Jabotabek & West Java regional office.On this paper, the research is how perception of operational officer Customer Service Division about evaluation training of achievement motivation training at PT 'X' and what is the problems that PT 'X' faced of operational Officer Customer Service Division employees and company in evaluation of Achievement Motivation Training implementation?.The kinds of this research is descriptive research with quantitative approaches. Data in this research gathered from field research method by distributing questionnaire to the respondent and interview. The samples of this research were 63 contract employees, taken from population using total sampling technique. The data of the univariate were collected using Likert scale which delivered frequency distribution. Company especially on Customer Service Division, employee that have been follow Achievement Motivation Training hope that this training can be implementing every day whether in the office or around the office, so far from the mistake that cause from the behavior that not follow the procedure.For all perception of officer about Achievement Motivation Training that had been done by the company in PT.'X' in regional office Jabotabek & Jabar reach good result, according to reaction dimention, learning, and behavior by the officer which has follow the training feel satisfied and feel useful to the job, so the mistake that cause by working not detailed can be reduced."

"The aim of the research is to study the perception of the operational employees toward the result of functional analysis in Micro Banking District Center, Jakarta of PT Bank Mandiri, Tbk (Persero). Theresearch is descriptive and uses quantitative approach. The data were collected by spreading questionnaires, using stratified random sampling technique. The result of the research shows that the perceptions of the Bank Mandiri’s employees toward functional analysis result is ranging “good”. However improvement in the aspects of compensation, facility completeness and compatibility, and educational suitability are still needed."

"Abstract. The aim of the research is to study the perception of the operational employees toward the resultof functional analysis in Micro Banking District Center, Jakarta of PT Bank Mandiri, Tbk (Persero). Theresearch is descriptive and uses quantitative approach. The data were collected by spreading questionnaires,using stratified random sampling technique. The result of the research shows that the perceptions of the BankMandiri?s employees toward functional analysis result is ranging ?good?. However improvement in the aspectsof compensation, facility completeness and compatibility, and educational suitability are still needed."