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"Kompetensi menjadi salah satu hal yang penting bagi para pemimpin pelayanan kesehatan menjalankan fungsi manajemennya, dan salah satu cara mencapai kompetensi adalah dengan melakukan pelatihan. RS Hermina Karawang telah melakukan pelatihan-pelatihan yang ditujukan kepada para manajer sejak awal berdirinya di tahun 2020. Tujuan penelitian ini adalah untuk mengetahui kebutuhan pelatihan untuk memenuhi kompetensi manajer di RS Hermina Karawang. Penelitian ini merupakan penelitian deskriptif analitik dengan pendekatan kualitatif dengan menggunakan ACHE 2020 competencies assessment tool yang diisi oleh 10 manajer RS Hermina Karawang dan pengisiannya didampingi oleh peneliti, kemudian dilanjutkan dengan observasi dokumen terkait, wawancara mendalam, dan akhirnya memutuskan rekomendasi bagi RS Hermina Karawang melalui FGD yang dilakukan dengan beberapa informan tertentu. Hasil penelitian ini didapatkan bahwa rumah sakit melakukan analisis kebutuhan pelatihan berdasarkan penilaian atasan dan pemenuhan kewajiban jam diklat yang telah ditentukan oleh korporasi. Selain itu didapatkan kompetensi para manajer menurut ACHE 2020 masih ada yang belum kompeten, yaitu pada topik kompetensi komunikasi dan manajemen relasi serta topik keterampilan dan pengetahuan bisnis. Namun telah kompeten dalam topik kompetensi kepemimpinan, profesionalitas, dan pengetahuan lingkunan pelayanan kesehatan. Sehingga kesimpulan dalam penelitian ini para manajer membutuhkan pelatihan-pelatihan di bidang komunikasi dan manajemen relasi serta keterampilan dan pengetahuan bisnis dan diprioritaskan pelatihan dengan nilai rerata terendah. Pelatihan dalam topik kompetensi keterampilan dan pengetahuan bisnis adalah pelatihan dalam hal manajemen keuangan dan manajemen SDM, sedangkan pelatihan dalam topik kompetensi komunikasi dan manajemen relasi adalah pelatihan dalam hal fasilitasi dan negosiasi. Untuk rekomendasi jangka panjang sebaiknya RS Hermina Karawang menggunakan ACHE competencies assessment tool untuk memperkaya tool yang telah dipakai yang bisa digunakan untuk menganalisis kompetensi dan tentunya kebutuhan pelatihan sesuai dengan kebutuhan para manajer.

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Competence is one of the important things for health service leaders to carry out their management functions, and one way to achieve competence is to conduct training. Hermina Karawang Hospital has conducted trainings aimed at managers since its inception in 2020. The purpose of this study was to determine the training needs to meet the competence of managers at Hermina Karawang Hospital. This research is analytical descriptive research with a qualitative approach using the ACHE 2020 competencies assessment tool filled out by 10 managers of Hermina Karawang Hospital and filled in accompanied by researchers, then continued with observations of related documents, in-depth interviews, and finally decided on recommendations for Hermina Karawang Hospital through FGDs conducted with certain informants. The results of this study found that the hospital conducted an analysis of training needs based on the assessment of superiors and the fulfillment of training hour obligations that had been determined by the corporation. In addition, the competence of managers according to ACHE 2020 is still incompetent, namely on the topic of communication and relationship management competencies as well as the topic of business skills and knowledge. However, he has been competent in the topics of leadership competence, professionalism, and knowledge of the health care environment. So that the conclusions in this study managers need training in the field of communication and relationship management as well as business skills and knowledge and prioritize training with the lowest average value. Training in the topic of competence of business skills and knowledge is training in terms of financial management and HR management, while training in the topic of competence of communication and relationship management is training in terms of facilitation and negotiation. For long-term recommendations, Hermina Karawang Hospital should use the ACHE competencies assessment tool to enrich the tools that have been used that can be used to analyze competencies and of course training needs according to the needs of managers."

"Keterbatasan pada alat ukur impulsivitas yang telah ada menyebabkan adanya kebutuhan untuk suatu alat ukur impulsivitas yang lebih memadai. Oleh karena itu, penelitian ini bertujuan untuk mengembangkan suatu skala impulsivitas baru dengan cara mengevaluasi dan menguji skala baru tersebut. Skala baru terdiri dari 12 butir pernyataan dengan 7 skala pilihan jawaban untuk masing-masing butir. 217 mahasiswa sebagai partisipan diminta untuk mengisi kuesioner menggunakan skala impulsivitas baru. Barrat impulsive scale-11 (BIS-11) dan International Personality Item Pool (IPIP) Extraversion juga digunakan untuk menguji validitas skala baru tersebut. Dari uji reliabilitas menggunakan Cronbach Alpha, ditemukan bahwa skala baru memiliki reliabilitas yang tergolong baik. Indeks diskriminasi butir untuk skala baru juga ditemukan baik. Selain itu, konvergen validitas ditemukan yang disimpulkan berdasarkan korelasi positif yang signifikan antara skala baru dan BIS-11, juga IPIP extraversion dan skala baru. Mann-Whitney U tes menunjukkan bahwa terdapat perbedaan yang siknifikan antara laki-laki dan perempuan dalam tingkat impulsivitas. Dengan demikian disimpulkan bahwa alat ukur ini valid dan reliable untuk mengukur impulsivitas.

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Limitations on existing impulsivity measures lead to the need for a more adequate impulsivity measure. Thus, this study aims to develop a new impulsivity scale by evaluating and validating the new scale. The new scale consists of 12 items with 7 scale option for each item. 217 students as participants were asked to fill out questionnaire of new impulsivity scale. Barrat impulsive scale (BIS-11) and International Personality Item Pool (IPIP) extraversion were used to validate this new scale. From reliability test by using Cronbach Alpha, it was found that new scale has reliability that consider as good. Index discrimination item for new scale was found good. Besides, convergent validity was established that concluded based on significant positive correlation between new scale and BIS-11, also between IPIP extraversion and new scale. Mann-Whitney U test showed there was a significant difference between male and female on level of impulsivity. Thus, it is concluded that this new measures is a valid and reliable to measure impulsivity. Limitations on existing impulsivity measures lead to the need for a more adequate impulsivity measure. Thus, this study aims to develop a new impulsivity scale by evaluating and validating the new scale. The new scale consists of 12 items with 7 scale option for each item. 217 students as participants were asked to fill out questionnaire of new impulsivity scale. Barrat impulsive scale (BIS-11) and International Personality Item Pool (IPIP) extraversion were used to validate this new scale. From reliability test by using Cronbach Alpha, it was found that new scale has reliability that consider as good. Index discrimination item for new scale was found good. Besides, convergent validity was established that concluded based on significant positive correlation between new scale and BIS-11, also between IPIP extraversion and new scale. Mann-Whitney U test showed there was a significant difference between male and female on level of impulsivity. Thus, it is concluded that this new measures is a valid and reliable to measure impulsivity. "

"Consumer goods companies are facing a challenge in retaining managerial marketing talent, as the business environment provides a limited pool of qualified marketing managers. PT XYZ during the past several years has experienced an increasing attrition rate of marketing managers, of which will result in serious management problems in the near future, if Management does not take action to overcome future leaving of these indispensable employees.PT XYZ has taken initiative to conduct a recent survey to understand the cause of the problem, and gain findings on what motivates consumer goods companies' marketing managers to stay with their employer. Besides that, has looked again at the result of the latest hi-annual employee satisfaction survey, and recent exit an interview of marketing managers. The findings of these studies point out that marketing manager?s motivation to stay with an employer, and their decision to move to other companies are driven by motivators as elaborated in the Hygiene-Motivators Theory by F. Herzberg, that lead to the fulfillment of self actualization and esteem needs in The Hierarchy of Needs by A. Maslow. The findings specifically point out that in the case of PT XYZ, the most important factors in staying with the company are; career advancement opportunities, learning and development opportunities, a job that is relevant to their own interest, desire and capability, in which a Superior who is supportive and capable becomes a key factor.Therefore, in order to ensure improvement in retaining Marketing Managers, Management needs to implement human resources systems that enable building commitment of each Superior in giving the necessary guidance and feedback to their subordinates, especially because the company does not apply standard operating procedures and work processes. In line with this, this report suggests the design and implementation of Individual Development Programs for each Marketing Manager. It is imperative that Superiors of Marketing Managers take ownership of their subordinate's Individual Development Program, and Human Resources Department take the role in facilitating the program."