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"Penelitian terkait employee engagement terus berkembang dewasa ini karena diyakini bahwa tingkat engagement karyawan akan berdampak kepada performa organisasi. Namun, tingkat employee engagement pada generasi millennial sangat rendah, padahal generasi ini akan mendominasi 50% posisi kerja secara global pada tahun 2020. Penelitian ini bertujuan untuk melihat pengaruh atas faktor pekerjaan, lingkungan kerja, gaya kepemimpinan, kesempatan untuk berkembang, dan kesempatan berkontribusi, terhadap tingkat employee engagement pada generasi millennial. Penelitian ini merupakan penelitian kuantitatif yang menggunakan metorde survey terhadap objek penelitian yaitu karyawan millennial di PT Samudera Indonesia, sebanyak 400 sempel. Sebagai metode analisis penelitian ini menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM) untuk melihat model yang terbentuk atas faktor-faktor yang mempengaruhi employee engagement pada generasi millennial. Hasil penelitian ini menunjukan bahwa terdapat model dari hubungan antara faktor-faktor yang mempengaruhi dengan employee engagement. Faktor yang memiliki pengaruh langsung dalam meningkatkan employee engagement adalah lingkungan kerja, pekerjaan, dan kesempatan untuk berkembang. Sedangkan untuk faktor kepemimpinan mempengaruhi employee engagement secara tidak langsung, dan faktor kesempatan berkontribusi tidak mempengaruhi employee engagement.

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Many research show that employee engagement have positive influence on business performance. However, the employee engagement among millennials is lower than the previous generation whereas this generation will dominate 50% the world workforce in 2020. This research aims to confirm a model of factors than influencing employee engagement, that is the work itself, working environment, leadership, opportunity for personal growth, and opportunity to contribute. Using survey, the sample is 400 millennial employees of PT Samudera Indonesia. This research uses Partial Least Squares Structural Equation Modeling (PLS-SEM) as a tool to analyze the data.

As the result this research, work environment, work it-self, and opportunity for personal growth have direct impact to employee engagement. Leadership has indirect impact to employee engagement, and opportunity to contribute doesn’t have impact to employee engagement."

"Whether you call it "harvesting intangible assets" or "intellectual property management," organizations must make the most of everything they have to offer if they want to remain competitive. Yet, the majority of companies are oblivious to the wealth of revenue-producing opportunities hiding just below the strategic surface. In this thought-provoking book, author Andrew J. Sherman shares insights and expertise gleaned from his work with some of the world's leading companies who have capitalized on intellectual assets such as patents, trademarks, customer information, software codes, databases, business models, home-grown processes, and employee expertise. Featuring instructive examples from organizations including Proctor & Gamble, IBM, and Google, the book reveals how companies large or small can implement IP-driven growth and licensing strategies, foster a culture of innovation, turn R&D into revenue, and much more. Smart companies reap what they sow. This book gives readers the tools they need for a profitable harvest."

"Presents the journey of Becton, Dickinson and Company (BD), which created and deployed a leadership development program that relies on its top leaders (even the CEO) to train other leaders. This title helps your organization, too, can learn how to build and implement this vital program. "

"Buku ini mebahas topik mengenai strategi benchamarking dalam manajemen"

"Penelitian ini dilakukan untuk mengetahui lebih lanjut mengenai hubungan antara employee engagement dan kesiapan karyawan untuk berubah dan gambaran engagement serta kesiapan karyawan untuk berubah. Pengukuran employee engagement menggunakan alat ukur utrecht work engagement scale (Schaufeli, 2002) dan pengukuran kesiapan karyawan untuk berubah menggunakan alat ukur readiness for change scale (Hanpachern, 1997). Partisipan berjumlah 202 karyawan di PT.X dan memiliki karakteristik sudah bekerja di perusahaan minimal selama satu tahun. Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara employee engagement dan kesiapan karyawan untuk berubah (r = 0.408; p = 0.000, signifikan pada L.o.S 0.01). Artinya, semakin tinggi employee engagement , maka semakin tinggi kesiapan karyawan tersebut untuk berubah. Selain itu, gambaran engagement karyawan rata-rata tergolong dalam kategori sedang, begitu juga dengan kesiapan karyawan untuk berubah yang tergolong sedang Berdasarkan hasil tersebut, karyawan perlu diintervensi sejak dini dalam hal engagement-nya, sebagai salah satu pendorong kesiapan karyawan untuk berubah.

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This research was conducted to find the correlation between employee engagement and employee readiness for change, and description about employee engagement and employee readiness for change in the organization. Employee engagement was measured using a modification instrument named Utrecht Work Engagement Scale (UWES) (Schaufeli, 2002) and employee readiness for change was measured using a modification readiness for change scale (Hanpachern, 1997). The participants of this research are 202 employee in PT.X and also have been work for at east oen year.

The main results of this research show that employee engagement positively correlated significantly with employee readiness for change (r = 0.408; p = 0.000, significant at L.o.S 0.01). The implication of this study is, the higher employee engagement leads to the higher his readiness for change. Furthermore, employee engagement dan employee readines for change in PT.X showing a mid result. Based on these results, employee needs to intervened early in the engagement as one of constructing the readiness for change."

"Coaching Employee Engagement Training is written for managers and other leaders who, regardless of their level of experience, wish to facilitate and support the development of truly engaged employees within their organization. Utilizing clear, focused suggestions on improving employee coaching skills, Coaching Employee Engagement Training focuses on the fundamentals of successful employee coaching, and delivers powerful, pragmatic lessons within an easy-to-use, highly efficient workbook format. With its comprehensive approach to teaching employee coaching, Coaching Employee Engagement Training is a valuable resource for everyone interested in creating a more engaged workplace environment. Creating and presenting highly effective training materials and methods. Tailoring your training to your specific audience. Choosing and implementing appropriate, applicable program formats. Utilizing the detailed lesson plans and user guides included in the book. Understanding the three levels of coaching communication. Deploying specific, detailed role-playing scenarios and suggestions. Objectively assessing and evaluating your training and coaching programs. More than just a manual, Coaching Employee Engagement Training is a complete resource offering in-depth lessons, suggestions, exercises, worksheets, and evaluation forms. Coaching Employee Engagement Training offers managers and leaders at every level of experience and organizational rank the tools needed to create and maintain a high degree of meaningful, organic employee engagement."

"Contents :- Preface - Chapter 1 Introduction: How to Use This Book Effectively - Chapter 2 Assessing the Needs of Learners - Chapter 3 Designing and Facilitating Engagement Training - Chapter 4 Evaluating Effectiveness - Chapter 5 Short Program Training-2.5 Hours - Chapter 6 Half-Day Training - Chapter 7 1.5-Day Training - Chapter 8 2-Day Training - Chapter 9 Using the Content Modules - Chapter 10 Assessments and Training Instruments - Chapter 11 Structured Experiences - Appendix: Using the Online Materials - For Further Reading - About the Author - Index "

"Penelitian ini bertujuan untuk menganalisis pengaruh employee value proposition (EVP) terhadap employee engagement pada kantor pusat PT. Bakrie & Brothers Tbk. Skala pengukuran yang digunakan untuk variabel employee value proposition diadopsi dari Corporate Executive Board dari Corporate Leadership Council (2009) yang terdiri dari 28 item pernyataan. Sedangkan untuk variabel employee engagement menggunakan skala pengukuran yang diadopsi dari Hewitt (2017) dengam menggunakan 3S (Say, Stay Strive) yang terdiri dari 9 item pernyataan. Penelitian ini menggunakan metode penelitian kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner. Sampel yang dijadikan dalam penelitian ini adalah karyawan tetap non manajerial PT. Bakrie & Brothers Tbk yang minimal telah memiliki masa kerja selama satu tahun dengan jumlah sampel sebanyak 228 orang responden. Hasil dari penelitian menunjukan bahwa terdapat pengaruh yang positif dan signifikan pada employee value proposition terhadap employee engagement pada kantor pusat PT. Bakrie & Brothers Tbk. Di dalam penelitian ini dimensi reward, work dan opportunity memiliki hasil nilai yang terbesar dari EVP di dalam mempengaruhi employee engagement di kantor pusat PT. Bakrie & Brothers Tbk.

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The purpose of this research is to analyze the impact of the employee value proposition (EVP) towards employee engagement in holding company of Bakrie & Brothers Tbk. The measurement scale that is used for employee value proposition variable is adopted from Corporate Executive Board, Corporate Leadership Council (2009) consist of 28 statement items and employee engagement measurement scale is adopted from Hewitt (2017) using 3S (Say, Stay and Strive) Hewitt Engagement Model consist of 9 statement items. This research uses the quantitative method and the data was collected by using questionnaire, distributed to permanent non-managerial employees of holding company Bakrie & Brothers Tbk. The results shows that there is a significant positive impact between employee value proposition toward employee engagement. In this research three dimensions of employee value proposition reward, work and opportunity has the highest score in giving an impact in influencing employee engagement in holding company of Bakrie & Brothers Tbk."

"[ Skripsi ini bertujuan untuk menganalisis pengaruh quality of work life terhadap employee engagement pada American Petroleum Company Indonesia Penelitian ini adalah penelitian kuantitiatif dengan metode regresi linear dan regresi berganda dengan jumlah sample 273 Kuesioner yang digunakan dalam penelitian ini adalah Kuesioner evaluasi berdasarkan model Walton untuk mengukur quality of work life yang dikembangkan oleh Walton 1975 dalam Timossi Pedroso Francisco dan Pilatti 2008 Kuesioner untuk mengukur employee engagement berdasarkan Utrecht Work Engagement Scale UWES yang dikembangkan oleh Schaufeli and Bakker 2003 Hasil penelitian menemukan adanya pengaruh positif quality of work life terhadap employee engagement pada American Petroleum Company Indonesia Dimensi quality of work life seperti use of capacity work occupy dan fair and appropriate salary berpengaruh secara positif dan signifikan terhadap employee engagement Berdasarkan temuan tersebut peneliti menyarankan perusahaan American Petroleum Company Indonesia untuk memberikan perhatian yang lebih terkait employee engagement dan quality of work life khususnya pada dimensi use of capacity work occupy dan fair and appropriate salary serta penelitian yang lebih lanjut difokuskan pada generasi Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ;The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y , The focus of this study is to examine the affect of quality of work life on employee engagement at American Petroleum Company in Indonesia Method of analysis used in this study is descriptive quantitative Linear and multiple regressions are also used as statistical methods to analyze the data with 273 samples This study use Questionaire to measure quality of work life according Walton rsquo s quality of work life model 1975 in Timossi Pedroso Francisco and Pilatti 2008 Questionaire to measure employee engagement accoding Utrecht Work Engagement Scale UWES by Schaufeli and Bakker 2003 This study finds that employee engagement was positively significant affected by quality of work life Some of quality of work life dimensions which are use of capacity work occupy working condition and fair and appropriate salary are positive and significantly affected employee engagement Based on the finding it is suggested that the company American Petroleum Company Indonesia improves attention related to employee engagement and the quality of work life of their employees especially in the dimension use of capacity work occupy working condition and fair and appropriate salary for further research the study should be focusing on generation Y ]"