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"In contemporary times, most organizational functions (such as finance, marketing, and supply chains) have assessed their impact on the environment. HR has lagged behind other disciplines in discussions of sustainability, though the literature on this topic has grown significantly in recent years. This book, engaging SDGs 4 and 8, among others, examines green HRM from a variety of perspectives. Divided into three sections, it explores the process of human resource acquisition, the connection between green HRM practice and employee behavior, and international perspectives of green HRM. The final chapter presents a summary analysis of topics discussed in the book and outlines potential future paths of research for the field. This volume, featuring leading researchers from across the globe, further develops this emerging field for HR and organizational behavior scholars."

"Summary "Making Equal Rights Real brings together leaders from around the world who have been working effectively to increase equal economic and social rights, ranging from rights in the workplace to property ownership and education. The contributors tell the detailed stories of effective approaches to implementing equal rights for racial and ethnic minorities in North America, women in Africa, children in the Middle East and sexual minorities in Asia. They also describe approaches taken around the world to increase equal rights for people living in poverty, for those living with disabilities and for all people seeking the information they need to hold their government accountable for implementing everyone's rights. The book addresses what can be done by policymakers, civil society, non-governmental organizations, lawyers seeking to implement equal rights legislation and advocates working in the community, as well as those developing constitutions and negotiating international agreements"-- Provided by publisher.Contents Machine generated contents note: Part I. Conventions and Constitutions: 1. Forging effective international agreements: lessons from the UN convention on the rights of persons with disabilities Michael Ashley Stein and Janet E. Lord; 2. Ensuring equal rights in constitutions: public participation in drafting economic, social and cultural rights Jill Cottrell; Part II. Laws and Policies: 3. Putting economic rights into practice: strategies from labor and employment law Benjamin Sachs; 4. Promoting equity in economic rights: the case of gender and land rights Elisa Scalise and Rene;e Giovarelli; 5. Equalizing social and cultural rights: approaches to equity across ethnic and racial groups Grace-Edward Galabuzi; Part III. Budgets and Information: 6. Public access to information: the keystone to claiming and defending rights Agnes Callamard; 7. Government budgets and rights implementation: experience from around the world Ann Blyberg; 8. Budgets, information and participation: civil society approaches to increasing rights accountability Roberto Bissio; Part IV. Case Studies of Successful Cross-Cutting Approaches: 9. An integrated approach to advancing children's rights and participation in Jordan Samia Bishara-Rizeq, Sirsa A. Qursha and Laila S. Abdul Majeed; 10. Working within communities to increase gender equity in Zambia Robyn Wisken; 11. Realizing equal rights in practice for people with disabilities in Argentina and the United States Mary MacLennan; 12. Guaranteeing legal rights for sexual and gender minorities in Nepal Alexandra Lesnikowski."

"ABSTRAK

Skripsi ini membahas persepsi kepuasan auditee yang bekerja di Direktorat Jenderal Perbendaharaan dan Direktorat Jenderal Pengelolaan Utang Kementerian Keuangan Republik Indonesia dilihat dari perencanaan audit, pelaksanaan audit, pelaporan hasil audit, dan tindak lanjut hasil audit setelah mereka diaudit oleh tim audit yang terdiri dari peran pengendali teknis, ketua tim, dan anggota tim. Tim audit berasal dari Inspektorat III yang berada di bawah Inspektorat Jenderal Kementerian Keuangan. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Hasil penelitian membuktikan bahwa tidak ada perbedaan persepsi kepuasan auditee atas kinerja pengendali teknis, ketua tim, dan anggota tim dalam suatu tim audit dilihat dari keempat variabel tersebut.

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ABSTRACT

This study examines auditee perception working in the Directorate General of Treasury and the Debt Management Office, Ministry of Finance of the Republic of Indonesia in terms of audit planning, audit implementation, audit reporting, and follow up the recommendation which were performed by auditor team which is consist of technical controller, leader and team members from Inspectorate III authorized by Inspectorate General of the Ministry of Finance. The design of this research is descriptive quantitative. The research proves that there is no difference perception on auditee satisfaction with auditor performance in a team reviewed from four variables mentioned earlier.

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"Kawasan ekonomi khusus di Asia Tenggara bersaing dengan memberikan insentif sebagai stimulus untuk menarik investor asing. Oleh karena itu, diperlukan kemampuan kawasan untuk beradaptasi dalam persaingan dan lingkungan yang tidak stabil untuk mencapai daya saing. Tujuan penelitian ini adalah untuk mengeksplorasi secara empiris pengaruh antara sumber daya dan ketidakstabilan politik terhadap kapabilitas dinamis dalam mewujudkan daya saing daerah, yang dimoderatori oleh peran pemerintah. Penelitian ini menggunakan Structural Equation Model (SEM) dengan pendekatan Partial Least Square (PLS) berdasarkan data dari 103 investor baik domestik maupun asing di Batam.Hasil penelitian menunjukkan bahwa sumber daya manusia dan sumber daya pengetahuan merupakan sumber daya yang berpengaruh terhadap kapabilitas dinamis dalam penciptaan daya saing, begitu juga dengan situasi politik yang tidak stabil memiliki pengaruh negatif terhadap pembentukan kapabilitas dinamis. Selain hasil diatas, kapabilitas dinamis memiliki pengaruh langsung terhadap penciptaan daya saing regional, namun peran pemerintah tidak memiliki pengaruh sebagai moderasi antara kapabilitas dinamis dengan daya saing kawasan

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Special economic zones in Southeast Asia compete by providing incentives as a stimulus to attract foreign investors. Therefore, a regional capability is required to adapt to the competition and an unstable environment to achieve competitiveness. This study aims to empirically explore the influence between resources and political instability on the dynamic capability in realizing regional competitiveness, which is moderated by the role of government. This study uses Structural Equation Model (SEM) with the Partial Least Square (PLS) approach based on data from 103 both domestic and foreign investors in Batam.

The result shows that human resources and knowledge resources influence dynamic capabilities in creating Batam's competitiveness. Moreover, political instability has a negative effect on dynamic capabilities. In addition to this study, the role of government does not influence as moderating between dynamic capabilities and regional competitiveness.

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"PT Perusahaan Gas Negara (PGN) Tbk merupakan perusahaan yang memiliki pegawai sebanyak 1.383 orang pada Januari 2020 berdasarkan hasil wawancara dengan divisi Human Capital Management (HCM). Pengelolaan pegawai di PT PGN Tbk dibawah Direktorat SDM dan Umum yaitu pada divisi HCM. Salah satu departemen di HCM yaitu Human Capital Business Partner (HCBP) yang mempunyai tugas untuk memutasi, rotasi dan promosi. Tingginya frekuensi mutasi dan rotasi pegawai sebanyak 1.323 orang pada tahun 2018 dan 933 orang pada tahun 2019, menyebabkan sulitnya mendapatkan kandidat yang sesuai. PT PGN Tbk mempunyai aplikasi untuk mengelola data pegawai yaitu aplikasi HRMS (Human Resources Management System). Penelitian memiliki tujuan untuk menentukan model prediksi kandidat pegawai untuk menempati kekosongan jabatan di PT PGN Tbk menggunakan data 2017-2020 yang bersumber dari aplikasi HRMS. Penelitian ini menggunakan pendekatan mixed method. Pengumpul data menggunakan wawancara dengan analyst career & succession planning di PT PGN Tbk dan observasi terhadap aplikasi HRMS PT PGN Tbk yang berbasiskan Oracle Versi-12. Data dianalisis dengan membandingkan metode K-Nearest Neighbor (KNN), Naïve Bayes dan Random Forest untuk mencari model terbaik dalam prediksi pegawai. Hasil dari penelitian ini diharapkan dapat memberikan kontribusi terhadap PT PGN Tbk mengenai model prediksi untuk dapat membantu mengurangi subjektifitas dalam pemilihan kandidat melalui analisis data pada Aplikasi HRMS PT PGN Tbk. Hasil pada penelitian ini menunjukan bahwa metode Random Forest memiliki tingkat akurasi tertinggi yaitu sebesar 99% melalui uji validasi silang menggunakan 10-fold cross validation.

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PT Perusahaan Gas Negara (PGN) Tbk is a company with 1,383 employees as of January 2020 based on interviews with the Human Capital Management (HCM) division. Employee management at PT PGN Tbk under the Directorate of Human Resources and General Affairs, namely in the HCM division. One of the departments in HCM is Human Capital Business Partner (HCBP) which has the task to mutate, rotation and promotion. The high frequency of mutations and rotation of employees as many as 1,323 people in 2018 and 933 people in 2019, causing difficulty in getting suitable candidates. PT PGN Tbk has an application to manage employee data, namely the HRMS (Human Resources Management System) application. The research aims to determine the predictive model of employee candidates to occupy the vacancy at PT PGN Tbk using 2017-2020 data sourced from the HRMS application. This research uses mixed method approach. Data collectors use interviews with analyst career & succession planning at PT PGN Tbk and observation of PT PGN Tbk HRMS application based on Oracle Version-12. The data were analyzed by comparing K-Nearest Neighbor (KNN), Naïve Bayes and Random Forest methods to find the best model in employee prediction. The results of this research are expected to contribute to PT PGN Tbk regarding prediction model to be able to help reduce subjectivity in candidate selection through data analysis in PT PGN Tbk HRMS Application. The results in this research show that Random Forest method has the highest accuracy rate of 99% through cross validation test using 10-fold cross validation."