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"Every performance improvement specialist must have six key competencies to be successful. This Infoline details these six competencies and offers tips and tools that will aid the intervention specialists to produce a successful result. You will learn how to propose a solution and understand the four main types of interventions. In addition, a section offers basic help to designing and developing your intervention and dozens of points on how to plan for the best outcome."

"Assessment of a performance interventions ultimate impact on the organization is a key metric. This issue provides a detailed look at the role of the evaluator in the HPI process and describes the skills and competencies of the role. An extensive evaluator competency assessment is included."

"Without proper analysis a performance intervention will be a resource wasting and misdirected effort. This Infoline provides solid tips and guidance on analyzing problems and opportunities to discover the cause of performance problems and how to preserve and enhance what works and how to correct, replace, or eliminate what does not work. A useful performance improvement analysis checklist job aid is included."

"Without a change manager the transition to a human performance intervention mindset will be inconsistent and desired results not achieved. This Infoline explores not only the key competencies of the change manger, but also details major steps in the change process from making the case for change, managing resistance, and getting commitment. The issue also provides tips on group dynamics, communication techniques, and the role of the facilitator to effect change."

"ABSTRAKSmall and medium enterprises (SMEs) have an important role in economic growth and development in various countries. In line with the increasingly open global economy, SMEs are beginning to expand their market to the international scale, and compete competitively with other SMEs as well as big businesses. This is only possible if SMEs adopt and utilize information, communication, and technology (ICT) and various application such as e-commerce and e-business. This paper describes a literature study on the role of ICT on the performance of SMEs and constraints in the adoption of ICT which has the potential to inhibit the optimization of ICT utilization by SMEs. As well as, describe the benefits that SMEs have though ICT applications and some inputs as recommendations for the solution of the above problem."

"Performa tugas adalah fenomena yang penting untuk diteliti karena menjadi indikator penentu dari performa organisasi. Salah satu variabel yang diduga memengaruhi performa tugas adalah locus of control. Penelitian ini terdiri dari dua studi. Studi 1 bertujuan untuk melihat pengaruh locus of control para pegawai di Biro XYZ, salah satu biro di Institusi ABC, terhadap performa tugas mereka. Menggunakan teknik convenience sampling, sebanyak 42 orang pegawai pelaksana di Biro XYZ diberikan kuesioner Work Locus of Control (Spector, 1982). Selain itu, peneliti meminta 12 Kepala Sub-Bagian untuk melakukan penilaian Performa Tugas (Williams & Anderson, 1991) para pegawai pelaksana tersebut. Hasil uji korelasi menunjukkan bahwa terdapat korelasi sebesar r = -0.43. Oleh karena itu, terdapat korelasi sedang antarvariabel. Tanda negatif berarti semakin besar (semakin eksternal) locus of control, maka semakin rendah performa tugasnya, dan sebaliknya. Hasil uji regresi linier menunjukkan koefisien determinasi (R² = 0.19, p = 0.00). Variabel locus of control memiliki pengaruh sebesar 19% terhadap variabel performa tugas. Sisanya, yakni 81% dipengaruhi oleh variabel lain di luar locus of control. Kemudian, dilanjutkan dengan studi 2 untuk mengetahui efektivitas program intervensi yang sesuai. Peneliti melakukan intervensi pelatihan positive expectancy untuk mengubah locus of control eksternal menjadi internal, guna meningkatkan performa tugas. Hasil perhitungan melalui uji nonparametris Wilcoxon Signed Rank Test menunjukkan adanya pengaruh yang signifikan dengan adanya program intervensi pelatihan positive expectancy terhadap perubahan persepsi locus of control yang ditunjukkan dengan nilai z = -2.02, p = 0.04. Dengan demikian, program intervensi positive expectancy mampu mengubah persepsi responden terhadap locus of control dari eksternal menjadi internal. Implikasi hasil penelitian ini dan masukan bagi penelitian selanjutnya didiskusikan.

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Task performance research is necessary to do since it is an important determinant of organizational performance. One antecedent variable that affect task performance is locus of control. This research consist of two studies. Study 1 is aiming to determine the effects of locus of control to task performance on Biro XYZ Employee, one bureau in Institusi ABC. Using convenience sampling technique. 42 staff were given Work Locus of Control Questionnaire (Spector, 1982), and 12 supervisor were given Task Performance Questionnaire (Williams & Anderson, 1991) to assess their employee's performance. The result showed that locus of control was negatively related to task performance, with r = -0.43. It's considered a moderate correlation. The simple linear regression analysis showed that there was a significant effect of locus of control to task performance (R² = 0.19, p = 0.00. It means that locus of control affect task performance by 19%. Study 2 is aiming to determine the impact intervention program to develop internal locus of control, in order to improve the employee's task performance in Biro XYZ. Intervention program was developed in order to enhance employee's internal locus of control through positive expectancy training program. Based on Wilcoxon Signed Rank Test, there was a significant difference after intervention program, with z = -2.02, p = 0.04. In summary, the given positive expectancy training can improve employee's locus of control from external to internal. The implications of the results and the modeling procedure for future personnel research are discussed."

"A holistic systems approach to implementing human performance improvement solutions.Performance Intervention Maps deconstructs the benefits and limitations of 39 performance intervention strategies. More than 24 performance experts demonstrate how the featured maps have been successfully employed in the field."

"Pendahuluan: Role Model dalam pendidikan kedokteran tidak hanya penting dalam meningkatkan pembelajaran, tetapi juga memengaruhi pilihan tempat tinggal dan karir mahasiswa. Karir mahasiswa kedokteran yang dapat dipilih salah satunya adalah menjadi dokter spesialis. Saat ini 30 provinsi di Indonesia masih kekurangan dokter spesialis dan studi memperlihatkan role model memiliki pengaruh dalam pilihan karir dokter spesialis. Tujuan penelitian ini adalah melihat hubungan antara persepsi mahasiswa terhadap role model dan pemilihan karir dokter spesialis.Metode: Penelitian ini menggunakan desain cross sectional dengan alat ukur kuesioner yang diadaptasi dari penelitian sebelumnya yang dilakukan oleh Harun dkk. Instrumen telah melalui tahapan validasi, dimulai dari tahap telaah ahli oleh 6 panel ahli dan wawancara kognitif kepada 10 mahasiswa, Berikutnya dilakukan uji pilot kepada 30 mahasiswa dan analisis faktor yang melibatkan 170 mahasiswa, untuk kemudian dilakukan analisis kuantitatif untuk mengukur atribut persepsi role model yang berpengaruh pada pilihan karir dokter spesialis.Hasil: Berdasarkan analisis faktor didapatkan 11 indikator persepsi mahasiswa terhadap dosen sebagai role model dan didapatkan seluruh faktor valid dengan faktor loading >0,45 dan reliabel dengan cronbach alpha 0,875. Terdapat 3 indikator persepsi dengan skor tertinggi, yaitu cara mengajarkan materi yang sulit agar dapat dimengerti, keterampilan klinis dan pengetahuan klinis. Hasil uji statistik memperlihatkan hubungan antara memiliki role model dengan keinginan memilih karir dokter spesialis (p value <0,05), terdapat hubungan antara cara dosen menghargai junior/mahasiswa, cara mengajarkan materi yang sulit agar dapat dimengerti dan keterampilan klinis dosen dengan mahasiswa memiliki role model (p value <0,05), serta terdapat hubungan antara cara dosen merespon kebutuhan mahasiswa dan keterampilan klinis dosen dengan keinginan memilih karir dokter spesialis (p value <0,05).Kesimpulan: Penelitian ini memperlihatkan persepsi mahasiswa dalam mempertimbangkan pemilihan role model menunjukkan indikator keterampilan klinis secara konsisten selalu muncul baik dalam skoring kuesioner, maupun analisis statistik. Penelitian ini juga telah menghasilkan suatu kuesioner yang valid dan reliabel.

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Introduction: Role models in medical education are not only important in improving learning, but also influence students' choices of residence and career. One of the careers that medical students can choose is to become a specialist doctor. The current condition of Indonesia is that 30 provinces still lack specialist doctors and several literatures show that role models have an influence on the career choices of specialist doctors. The purpose of this study was to see the relationship between students' perceptions of role models and the choice of specialist doctor careers.

Method: This study used a cross-sectional design with a questionnaire measuring instrument adapted from previous research conducted by Harun et al. which were validated through various stages, starting from expert review by 6 expert panels and cognitive interviews with 10 students. Then a pilot test was conducted on 30 students and factor analysis was conducted involving 170 students, of which the data was then subjected to quantitative analysis to measure the role model perception attributes that influence the career choices of specialist doctors.

Result: Based on factor analysis, 11 indicators of student perceptions towards lecturers as role models were obtained, all factors were valid with loading factors >0.45 and reliable with a Cronbach alpha of 0.875. There were 3 perception indicators with the highest scores, namely how to teach difficult material so that it can be understood, clinical skills and clinical knowledge. The results of statistical tests showed a relationship between having a role model and the desire to choose a specialist doctor career (p value <0.05), there was a relationship between the way lecturers respect juniors/students, how to teach difficult material so that it can be understood and the clinical skills of lecturers with students having role models (p value <0.05), and there was a relationship between the way lecturers respond to student needs and the clinical skills of lecturers with the desire to choose a specialist doctor career (p value <0.05).

Conclusion: This study shows that clinical skills indicators consistently appears, both in questionnaire scoring and statistical analysis, as a factor which relates to students' perceptions in considering a role model. This study has also produced a valid and reliable questionnaire."

"Persaingan antar perusahaan yang semakin meningkat mengharuskan setiap organisasi/perusahaan untuk memiliki anggota dengan kinerja yang tinggi. Penelitian ini bertujuan untuk melihat pengaruh dari kedua dimensi orientasi karier protean yaitu self-directed dan values-driven terhadap kinerja in-role karyawan di organisasi. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Protean Career Attitudes Scale untuk mengukur orientasi karier protean dan Job Performance Scale in-role performance untuk mengukur kinerja. Penelitian dilakukan kepada 172 partisipan yang berasal dari berbagai sektor kerja. Hasil penelitian menunjukkan bahwa dimensi self-directed pada orientasi karier protean berkontribusi sebesar 16 dan dimensi values-driven berkontribusi sebesar 3 dalam menjelaskan kinerja individu.

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The increase of competitiveness among companies forces orgnization to have employees with high performance. The aim of this study is to examine the influence of self directed and values driven as dimensions of protean career orientation toward employees rsquo in role performance in organization.

This quantitative study using Protean Career Attitudes Scale to measure self directed and values driven and also Job Performance Scale to measure in role performance. This study was conducted on 172 participants from various organizations and companies.

Results indicate that both dimensions have significant influence. Self directed contributes 16 while values driven only contributes 3 of in role performance."