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"Conducting a front-end analysis (FEA) will help determine performance or training solutions. This Infoline will show the important link between performing a comprehensive FEA and determining the most effective training or performance solution. "

"Do you need a tool to help you gauge the effectiveness of HPI interventions in your organization? This issue shows you how to take concepts of the balanced scorecard and apply them to performance. A 12-step process is provided that clearly helps you build a case for management while a sample HPI scorecard helps you visualize key elements to measure."

"Understanding the principles of Human Performance Improvement (HPI) is no longer optional knowledge for training professionals. Training is simply one intervention that mayor may not solve a performance issue. This issue provides an overview of the HPI process by describing the roles linked with HPI and details the core competencies needed to join the HPI movement. Inside you'll find charts on the HPI process model, cause analysis, and types of interventions, along with HPI processes, roles, and skills."

"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."

"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."

"ABSTRAKTugas Karya Akhir ini membahas tentang penerapan sistem reward and punishment yang ada di Inspektorat Jenderal Kementerian Pendidikan dan Kebudayaan dalam rangka upaya meningkatkan kinerja pegawai. Penelitian ini bertujuan untuk menggambarkan penerapan sistem reward and punishment sebagai upaya meningkatkan kinerja Pegawai Negeri Sipil (PNS) di Inspektorat Jenderal Kementerian Pendidikan dan Kebudayaan. Teori yang digunakan untuk menjelaskan penelitian ini antara lain manajemen sumber daya manusia, kompensasi, disiplin dan motivasi. Pendekatan pada penelitian ini menggukanan pendekatan kualitatif dengan metode pengumpulan data melalui studi literatur/dokumen dan wawancara mendalam. Hasil penelitian ini adalah penerapan reward and punishment di Inspektorat Jenderal telah dilaksanakan dengan baik sesuai dengan peraturan dan kebijakan Menteri Pendidikan dan Kebudayaan (Permendikbud) Nomor 107 tahun 2013 dan UU Nomor 5 tahun 2014 tentang ASN.

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ABSTRACTThis thesis discusses the application of the system of reward and punishment in the Inspectorate General of the Ministry of Education and Culture in an effort to improve employee performance. This study aimed to describe the application of the system of reward and punishment in an effort to improve the performance of civil servants (PNS) in the Inspectorate General of the Ministry of Education and Culture. The theory is used to explain this study include human resource management, compensation, discipline and motivation. The approach in this study used qualitative approach to data collection methods through the study of literature / documents and in-depth interviews. The result of this research is the implementation of reward and punishment in the Inspector General has been carried out properly in accordance with the rules and policies of the Minister of Education and Culture (Permendikbud) No. 107 of 2013 and Law No. 5 of 2014 on ASN."

"Reinventing your training department into a performance consulting department requires a roadmap. This Infoline is your quick and dirty guide. Not only does the issue give you the basics of performance consulting, but it provides detailed descriptions of the responsibilities, duties, and competencies expected of new performance consultants. Your roadmap for change also includes advice on how to make the transition successful by following a carefully crafted transition plan."

"There are a number of performance management models available to help organizations achieve their desired level of performance. This Infoline will help you understand the general concepts behind these different models, identify the organizational domains you wish to improve, and select the right performance management model for your organization."

"Tulisan ini bertujuan untuk mengevaluasi jasa pendampingan yang dilakukan oleh KAP TRD terhadap penerapan PSAK 71 tentang gap analysis atas klasifikasi dan pengukuran aset keuangan pada PT Bank AI Tbk. Berdasarkan ketentuan PSAK 71, gap analysis dilakukan melalui 3 (tiga) aspek yaitu pengujian SPPI, Model Bisnis, dan Konsistensi Model Bisnis. Evaluasi dilakukan terhadap jasa pendampingan yang dilakukan KAP TRD sesuai dengan kontrak kerjasama yang terdiri dari 3 (tiga) tahapan evaluasi yaitu perencanaan dan identifikasi awal, pengujian dan analisis, serta finalisasi yang dilakukan pada masing-masing pengujian. Secara umum tahapan pekerjaan KAP TRD telah sesuai dengan kontrak kerjasama, namun terdapat faktor penghambat dari setiap tahapan pekerjaan dalam menentukan gap analysis yang berakibat.

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This writing aims to evaluate the consultation services conducted by KAP TRD on the application of PSAK 71 regarding the gap analysis of classification and measurement of financial assets in PT Bank AI Tbk. Based on the requirement of PSAK 71, the gap analysis is carried out through 3 (three) stages of testing, consists of SPPI, Business Model, and Consistency of Business Models Testing. The evaluation consists of 3 (three) evaluation stages: planning and initial identification, testing and analysis, and finalization carried out on each test. In general, the stages of KAP TRD work are in accordance with the cooperation contract, but there are constraint factors from each stage of work in determining the gap analysis which could delay the work process of KAP TRD."