Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian mengenai kebutuhan informasi staf/karyawan divisi Pengembangan Perusahaan PT INDOSAT, TBK dan peran perpustakaan PT INDOSAT, Tbk dalam memenuhi kebutuhan informasi tersebut, dilakukan dengan tujuan untuk mengetahui kebutuhan informasi dari staf/karyawan di Direktorat Pengembangan Perusahaan PT INDOSAT, Tbk dalam menjalankan tugasnya. Selain itu juga ingin diketahui seberapa jauh perpustakaan PT INDOSAT, Tbk telah memenuhi kebutuhan informasi tersebut menurut pendapat mereka.Dalam penelitian ini, metode yang digunakan penulis untuk mengumpulkan data dilakukan dengan cara memberikan kuesioner kepada 46 orang staf/karyawan di Direktorat Pengembangan Perusahaan PT INDOSAT, Tbk dari 86 staf/karyawan yang ada di direktorat tersebut.Dari penelitian ini dapat diketahui bahwa Direktorat Pengembangan Perusahaan PT INDOSAT, Tbk sangat membutuhkan informasi dalam menjalankan tugasnya. Adapun subjek-subjek yang dibutuhkan oleh mereka adalah teknologi telekomunikasi, ekonomi & bisnis, komputer, dan regulasi atau peraturan-peraturan. Adapun bentuk bahan pustaka yang paling digunakan untuk mencari informasi-informasi tersebut adalah majalah dan surat kabar yang bersifat current (mutakhir).Dari penelitian ini juga diketahui bahwa menurut pendapat staf/karyawan Direktorat Pengembangan Perusahaan PT INDOSAT, Tbk perpustakaan PT INDOSAT belum dapat memenuhi kebutuhan informasi mereka, hal ini dikarenakan koleksi perpustakaan PT INDOSAT, Tbk masih bersifat umum (kurang spesifik untuk tugas mereka)."

"Skripsi ini membahas tentang persepsi karyawan terhadap faktor ? faktor yang membangkitkan stres kerja pada Call Center PT ?X?. Era Globalisasi dimana keterbukaan dan tingkat persaingan semakin besar menuntut organisasi bisnis seperti Call Center PT ?X? untuk meningkatkan pelayanan kepada para konsumennya. Untuk mewujudkan hal ini diperlukan call center yang mampu memberikan informasi yang cepat, teliti dan akurat dan memerlukan sumber daya manusia sebagai salah satu faktor yang membantu kinerja perusahaan.Manajemen yang baik adalah manajemen yang mampu mengatur kondisi stres yang dialami oleh para karyawannya, dalam hal ini perlu diketahui tentang faktor ? faktor yang membangkitkan stres kerja pada diri karyawan agar memperoleh hasil yang maksimal.Penelitian ini adalah kuantitatif dengan desain deskriptif. Analisa penelitian dilakukan melalui metode distribusi frekuensi dengan satu variable. Hasil penelitian ini menyatakan bahwa faktor yang paling tinggi dalam membangkitkan stres adalah pengembangan karir yang tidak jelas dan tidak transparan serta hasil yang paling terendah adalah kondisi psikologis yang dialami oleh para karyawan seperti kondisi kepala sering pusing.Adapun saran untuk pihak manajemen adalah mengusulkan adanya job-review dengan lingkungan kerja yang nyaman dan kondusif yang dapat meningkatkan semangat kerja dan motivasi dalam bekerja kepada para karawan serta adanya sarana untuk berbagi pengetahuan dan mengurangi kejenuhan dengan olahraga maupun outbound yang dilaku kan secara rutin oleh pihak manajemen.

---

This Research is analyzing perception of employees against contributing factors of occupational stress in Call Center PT ?X?. Under current globalization era where transparency is more obvious and competition is tighter, business organization like Call Center PT ?X? has to improve its sevices to the customers. Indeed, human resources are one of crucial factors to bolster the business performance of Company. In light of that, Call Center service capable to deliver accurate and reliable information in fast manner will be more paramount than ever before.

Good corporate management is management who can managed to reduce work-stress in the working environment and to manage the stress, it is deemed necessary to identify factors stiring occupational stress, notably among employees of Call Center PT ?X?. It is a quantitative research with descriptive design. Research analysis is made using frequency distribution method with one variable. Based on the research reveal that the most influential factor generating stress is unclear and un-transparent career development in work and the lowest ranking factor is Psycological condition such as headeache.

Corrective measures recommended to the Management based on this research include to make job-review with to create conducive and convinient work atmosphere and to build consultative process and invite input from employees with regard to factors inciting their occupational stress as well as the contributing factors. Sharing knowledge and going outbound with exercise regulary can reduce work-stress for employees."

"PT. X merupakan perusahaan yang bergerak di bidang pariwisata dan properti. Karyawan dituntut untuk terus meningkatkan kualitas layanan sesuai dengan ekspektasi konsumen dan organisasi sehingga tidak terlepas dari stres kerja. Penelitian ini bertujuan untuk menganalisis faktor bahaya psikososial yang berhubungan dengan stres kerja menggunakan desain studi cross sectional pada 107 responden. Hasil penelitian menunjukkan 49,5% responden mengalami stres tinggi. Faktor-faktor yang berhubungan secara signifikan dengan stres kerja pada karyawan adalah perkembangan karir, kepuasan kerja, hubungan interpersonal, desain kerja, beban kerja. tidak ada hubungan yang signifikan antara kontrol pekerjaan dan jadwal kerja dengan stres kerja.

---

PT. X is a company of tourism and property industry. The employees are required to continuously improve the quality of services in accordance the expectation of customers and organization that cause stress of work. This study aims to analyze the association between psychosocial hazards and work related stress using a cross sectional study on 107 respondents.

The result showed 49.5% of respondents experiencing high stress. Psychosocial factors significantly associated with work-related stress on employees are career development, job satisfaction, interpersonal relationship, task design and workload. There was no significantly associated job control, and work schedule with work-related stress."

"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."