Hasil Pencarian  ::  Simpan CSV :: Kembali

"Training that has little effect on job performance is one of the key challenges all training professionals face. This issue is a primer on transfer of training and offers guidance on understanding the topic and specific techniques to get more of classroom learning back to the job. You will find a six-step process to design training techniques into your training along with a detailed discussion of measurement techniques. A job aid will help you determine if your organization is a barrier to the transfer of training."

"This issue presents eight enhancements to improve your current organizations impact on permanent, measurable results in performance. Youll learn how to identify training needs and incorporate learning strategies, develop learning networks, coach, as well as align your organizations policies and practices support improved performance."

"Indonesia telah mengadopsi Aksi BEPS Nomor 13 menjadi Peraturan Menteri Keuangan Nomor 213/PMK.03/2016 yang berlaku sejak 30 Desember 2016. Kewajiban pembuatan TP Doc sesuai PMK-213/2016 untuk Wajib Pajak yang hanya memiliki transaksi afiliasi domestik di Indonesia belum sepenuhnya memenuhi kelaziman internasional. Wajib Pajak yang melakukan transaksi afiliasi domestik dengan tidak adanya perbedaan tarif, tetap diwajibkan untuk membuat TP Doc sesuai PMK-213/2016. Pemberlakuan threshold kewajiban pembuatan TP Doc dalam PMK-213 dengan batasan nominal tertentu, tidak memilah dengan jelas terhadap Wajib Pajak yang melakukan transaksi afiliasi domestik yang sesungguhnya tidak memiliki risiko dan/atau memiliki risiko. Selain itu, pelaksanaan kewajiban TP Doc di Indonesia memiliki kelebihan dan kekurangan Kelebihan pembuatan TP Doc dapat membantu Wajib Pajak sebagai bahan argumentasi dalam rangka pembuktian dan untuk mempertahankan kewajaran dan/atau kelaziman usaha (Arm’s Length Principle). Sedangkan, pelaksanaan pembuatan TP Doc memiliki beberapa kekurangan. Pertama, pembuatan TP Doc akan menambah cost compliance Wajib Pajak. Kedua, mekanisme corresponding adjustment yang belum sepenuhnya diterapkan dalam pemeriksaan pajak, dapat menimbulkan double tax secara ekonomi, sehingga merugikan Wajib Pajak yang hanya memiliki transaksi domestik.

---

Indonesia has adopted BEPS Action Number 13 into Regulation of the Minister of Finance Number 213/PMK.03/2016 which has been in effect since December 30, 2016. The obligation to make a TP Doc according to PMK-213/2016 for taxpayers who only has domestik related party transactions in Indonesia has not fully complied with international norms. Taxpayers who carry out domestik affiliated transactions with no difference in tariffs are still required to make a TP Doc in accordance with PMK-213/2016. The application of the mandatory threshold for making TP Doc in PMK-213 with a certain nominal limit does not clearly distinguish Taxpayers who carry out domestik affiliated transactions which actually have no risk and/or have risk. Other than that, application of the TP Doc obligation in Indonesia has advantages and disadvantages, especially for taxpayers who only have domestik related party transactions. The advantages of making a TP Doc can help taxpayers as argumentation material in the context of proof and to maintain Arm's Length Principle. Meanwhile, the implementation of making TP Doc has several shortcomings. First, the creation of a TP Doc will increase taxpayer compliance costs. Second, the corresponding adjustmentt mechanism, which has not been fully implemented in tax audits, can lead to double taxation economically, thus harming taxpayers who only have domestik transactions."

"Penelitian ini bertujuan untuk menguji pengaruh beberapa faktor terhadap keefektifan transfer pelatihan pada pelaksanaan pekerjaan. Faktor tersebut adalah desain transfer, self efficacy, retensi pelatihan, performance feedback dan dukungan supervisor. Penelitian dilaksanakan untuk meneliti responden yang telah mengikuti pelatihan asesor kemampuan badan usaha yang diselenggarakan oleh Lembaga Pengembangan Jasa Konstruksi Nasionalyang berdomisili di seluruh Indonesia. Analisis yang digunakan menggunakan multiple-regression analysis yang hasilnya menunjukan desain transfer dan self efficacy memiliki pengaruh signifikan terhadap keefektian transfer pelatihan. Sedangkan retensi pelatihan, performance feedback dan dukungan supervisor tidak memiliki pengaruh signifikan terhadap transfer pelatihan.

---

This study aims to gain insight into some of the factors that determine the transfer of training to the work context.that factors included transfer design, self efficacy, training retention, performance feedback and supervisor support. Respondents this study were people who have completed the training of Asesor Kemampuan Badan Usaha that organized by National Construction Services Development Board. Hierarchical regression analysis was performed and the results showed that transfer design and self efficacy significantly predicted transfer of training, other factors, training retention, performance feedback and supervisor support had no significant effect on transfer of training effectiveness."

"Salah satu upaya dalam mengatasi celah antara kinerja saat ini dengan kinerja yang diharapkan oleh organisasi terhadap individu adalah melalui pelatihan dan pengembangan. Proses pelatihan yang dilaksanakan secara tepat dan berkesinambungan tentu diharapkan dapat meningkatkan kompetensi individu yang sejalan dengan tujuan organisasi sehingga akan meningkatkan kinerja organisasi. Akan tetapi permasalahan yang sering terjadi dalam proses pelatihan adalah relevansi dan penerapan hasil pelatihan yang tidak sesuai dengan tujuan daripelatihan tersebut. Permasalahan tersebut timbul umumnya terjadi pada proses transfer pelatihan untuk diterapkan di pekerjaanya belum tercapai secara maksimal.Beberapa faktor pendorong dari kesuksesan proses transfer pelatihan pada pekerjaaan diantaranya andalah faktor karakteristik peserta pelatihan, desain pelatihan dan lingkungan kerja yang mendukung proses transfer hasil pelatihan. Oleh karena itu penulis tertarik untuk melakukan penelitian mengenai pengaruh validitas konten pelatihan yang didapatkan terhadap pekerjaannya dan dukungan sosial dalam pencapaian transfer pelatihan melalui mediasi motivasi untuk melakukan transfer pelatihan di pekerjaannya dalam lingkup pekerja disektor UMKM yang telah mendapatkan pelatihan. Validitas konten pelatihan adalah seberapa mirip kegiatan pelatihan yang didapatkan dengan situasi dan kondisi pekerjaan. Dukungan sosial menekankan pada sejauh mana peran dari organisasi khususnya peran supervisor dan rekan kerja dalam mendorong proses transfer pelatihan ditempat kerja. Sementara, motivasi untuk melakukan transfer pelatihan merupakan dorongan dan keinginan diri dalam mengembangkan hasil pelatihan pada pekerjaan.Hasil dari penelitian ini menyatakan bahwa terdapat pengaruh yang signifikan dari validitas konten pelatihan dan dukungan sosial terhadap motivasi untuk melakukan transfer. Penelitian ini juga menyatakan bahwa faktor desain pelatihan yang relevan dan dukungan supervisor dan rekan kerja mempengaruhi keberhasilan proses transfer pelatihan di sektor UMKM. Penelitian ini dapat menjadi bahan pembelajaran bagaimana gambaran kondisi proses transfer yang terjadi saat ini dan perbaikan yang masih perlu dilakukan untuk mendapatkan proses pelatihan yang efektif dan efisien khususnya di sektor UMKM.

---

The process to improve the gap between current and desired performance for individual in organization is through training and development. The training processes which organized relevantly and continuously is expected to increase the competence of individuals to fit in organizational goals in order to improve organizational performance. However, the problems that often occur in the training process is the relevance and applicability of training results does not match with the training objectives. Such problem mostly occurs in the transfer of training process applied on the job.The driving forces of the transfer of training process to job requirement are trainee's characteristics, training design and work environment that supports the process of the transfer of training. Therefore, the authors are interested in conducting a research on the influence of the perceived content validity and social support on achieving the transfer of training through the mediation of motivation to transfer within the SME's workers who had received training. Perceived content validity is the degree of training activities that similar to the situation and conditions on the job. The social support emphasizes the degree of organization roles in support transfer of training especially the role of supervisor and peer workers in the workplace. Meanwhile, the motivation to transfer training is an impulse and desire in developing the results of the training on the job.The results of this study shown that perceived content validity and social support positively and significantly influences motivation to transfer. This research also indicate that the relevance of training design to the job characteristics and both supervisor and peer support significantly influences training transfer. The research could be an instructional material about the description of training transfer processes conditions nowadays, and improvements to develop more effective and efficient training process, especially in the SME's sector."

"Trainer Basics provides a clear, concise explanation of the training function. Veteran trainer, George M. Piskurich, explains the basics of instructional design, adult learning, needs analysis, evaluation, presenting, and facilitation. It is a great tool for training beginning practitioners and subject matter experts new to the training field."

"This Infoline is designed with the occasional trainer in mind. You will learn the basic principles of adult learning, how to write clear objectives, as well as a variety of instructional methods that are at your disposal."

"Instructional design is a core competency for every trainer. Training Design Basics is a down-to-basics title that focuses on the salient skills of training design. It covers needs assessment, structure, agenda creation, curriculum development, marketing, and classroom delivery. It also includes instructions for creating quality performance training for immediate delivery."

"Sales professionals often complain that learning events do not pay off and take time away from the primary job of selling. If it can be sent in a memo, why go to training?Sales Training Basics recognizes the bottom line focus of sales professionals and offers proven techniques and approaches that create engaging and impactful training. The book provides learning professionals with specific guidance on designing programs that provide the right tools and techniques that deliver on an audience focused on value. In addition, trainers and facilitators are offered guidance on accessing their most charismatic and engaging self to draw in and hold the attention of sales professionals. While the book is focused on participant expectations, it does not neglect todays organizational mandate to build training programs aligned to company strategic needs and vision. Finally, the author provides direction on alternate pathways to sales training through the use of technology and the power of blending both classroom and technology-bases approaches that give these sales professionals what they really want more time in the field selling."

"Instructional design is a core competency for every trainer. Training Design Basics is a down-to-basics title that focuses on the salient skills of training design. It covers needs assessment, structure, agenda creation, curriculum development, marketing, and classroom delivery. It also includes instructions for creating quality performance training for immediate delivery."