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"The importance of an organization's human capital -- its people -- cannot be overstated or overlooked, but like any other asset, it must be carefully managed and monitored. The people in a company reflect the investment not only of money, but also of the time dedicated to developing and executing projects and programs."

"ABSTRACTSkripsi ini menggambarkan pengembangan modal manusia yang dilakukan oleh Yayasan Plan International Indonesia agar pemuda siap memasuki dunia kerja, melalui penerapan YEE Pathway Model di salah satu projeknya yaitu YEE Kiat Muda. Penelitian ini menggunakan jenis penelitian kualitatif deskriptif, dengan melibatkan 10 informan yang diantaranya merupakan pemuda, program manager, project manager, dan fasilitator. Hasil dari penelitian ini adalah, permasalahan pengembangan modal manusia pada calon pekerja muda terjadi karena faktor peserta dan pelaksanaan projek itu sendiri. Dari faktor peserta, peserta yang sudah bekerja setelah mengikuti projek ini sebagian besar tidak bisa bertahan lama di tempat kerjanya karena berbagai alasan, seperti tidak sesuai hobi, tidak mau bekerja di tempat yang banyak aturan atau ingin bebas, upah yang di dapat tidak sesuai dengan pekerjaan, merasa terlalu capek kerja di lapangan, dan lain sebagainya sehingga saat ini mereka kembali menganggur. Sementara dari faktor projek, materi pelatihan yang diberikan terlalu monoton dan tidak menyesuaikan dengan karakteristik pemuda, dan materi softskill yang diberikan dalam projek ini porsinya hanya sedikit. Penelitian ini menyarankan, bentuk pelatihan harus lebih menyesuaikan karakteristik pemuda, menambahkan materi softskill dengan porsi yang lebih banyak dan lebih inovatif sebagai upaya meningkatkan modal manusia agar pemuda bisa siap memasuki dunia kerja.

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ABSTRACTThis research discusses about human capital development that is conducted by Yayasan Plan International Indonesia, which has a purpose to prepare youth to work by applying YEE Pathway Model in one of their projects which is YEE Kiat Muda. This is a qualitative descriptive research, this research involved 10 informants consisting of youths, program manager, project manager, and facilitators. The results of this research is, the problem of human capital development in young worker candidate happened because of participant factor and project implementation itself. From participant factors, there are several reasons that make youth who had joined this project tend to keep their job in a shorter period, those reasons are the job does not suit their hobbies, they do not want to work in a strict work environment, the salary is not decent, too tired to do field work and many more which makes them unemployed. While from the project factors, training materials are too monotonous and does not suit with youth rsquo s characteristic, and soft skill materials in this project only a small portion. The form of training should better adapt youth rsquo s characteristics, it is needed to be more soft skill training and more innovative to increase human capital which can help yours can be ready to the workplace."

"The Hothouse Effect' shows how to bring to contemporary businesses the factors that gave rise to some of history's most creative and intellectually rich cultures, and how to emulate the creative processes that drive some of the world's most innovative organizations."

"Penelitian ini menganalisis pengaruh anggaran infrastruktur dan anggaran modal manusia ketimpangan di Indonesia menggunakan model koreksi kesalahan vektor (VECM). Data yang digunakan adalah data sekunder di tingkat nasional untuk tahun 1980 sampai dengan 2018 yaitu anggaran pemerintah untuk infrastruktur dan sumber daya manusia, angka inflasi,tingkat pengangguran, dan rasio Gini. Penelitian ini menggunakan anggaran pemerintah untuk infrastruktur dan sumber daya manusia sebagai persentase dari total anggaran pemerintah dan sebagai persentase dari PDB. Hasil penelitian ini menunjukkan bahwa dalam istilahAnggaran pendek pemerintah untuk infrastruktur berpengaruh positif signifikan melawan ketidaksetaraan. Namun, dalam jangka panjang anggaran pemerintah sebesar infrastruktur memiliki pengaruh yang signifikan dalam mengurangi ketimpangan. Di sisi itu jika tidak, anggaran pemerintah untuk sumber daya manusia dalam jangka pendek akan berpengaruh signifikan negatif terhadap ketidaksetaraan. Namun, dalam jangka panjang anggaran tersebut pemerintah untuk modal manusia telah memperburuk ketimpangan secara signifikan.

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This study analyzes the effect of infrastructure budgets and human capital budgets inequality in Indonesia using a vector error correction model (VECM). The data used are secondary data at the national level for the years 1980 to 2018, namely the government budget for infrastructure and human resources, inflation rates,

unemployment rate, and the Gini ratio. This study uses the government budget for infrastructure and human resources as a percentage of the total government budget and as a percentage of GDP. The results of this study indicate that in terms The government's short budget for infrastructure has a significant positive effect against inequality. However, in the long run the government budget as large as infrastructure has a significant effect in reducing inequality. On the other hand, if not, the government budget for human resources in the short term will have a significant negative effect on inequality. However, in the long term the government's human capital budget has exacerbated inequality significantly."

"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."

"Tesis ini membahas implementasi kebijakan pengembangan sumber daya manusia riset keantariksaan di LAPAN dalam konteks Implementasi Edwards III. Undang-undang keantariksaan mengamanatkan LAPAN untuk melakukan penelitian dan pengembangan serta penyelenggaraan keantariksaan di Indonesia. Sebagai lembaga litbang, LAPAN kekurangan SDM riset peneliti, perekayasa dan litkayasa , mengalami ketimpangan komposisi kualitas SDM, dan masih minimnya kontribusi riset litbang yang menuju ke arah pemanfaatan. Penelitian ini bertujuan untuk menganalisis implementasi dari penerapan kebijakan pengembangan SDM riset teknologi keantariksaan di LAPAN. Analisis dampak dilakukan dengan menganalisa implementasi kebijakan terhadap tugas dan fungsi LAPAN yang diamanatkan dalam peraturan perundang-undangan. Penelitian ini menggunakan paradigma post-positivism dengan jenis penelitian deskriptif. Hasil dari penelitian ini menyimpulkan bahwa dalam melakukan pengembangan SDM riset keantariksaan di LAPAN, sebaiknya dibuatkan perencanaan strategis pengembangan SDM yang memuat rencana kerja jangka panjang, menengah maupun jangka pendek yang terarah dan terukur setiap tahunnya agar dapat dilakukan monitoring dan evaluasi dan terintegrasi dengan perencanaan strategis Lembaga untuk meningkatkan pengembangan, capaian dan penerapan riset keantariksaan yang mendukung pembangunan di Indonesia.

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This thesis discusses the impelementation of human resource development policy in space research in LAPAN at the context of Implementation of Edwards III. The space law mandates LAPAN to conduct research and development as well as the implementation of space in Indonesia. As a research and design institution, LAPAN lack of human resources researcher, engineer and technision , experiencing imbalance of human resource quality composition, and still lack of contribution of research and design towards the utilization. This study aims to analyze the impact of the implementation of human resources of space technology at LAPAN. The impact of this analysis is doing by analyzing the implementation of the policy due to duties and function of LAPAN as according to legislation mandates. This research uses post positivism paradigm with descriptive research type. The result of this research concludes that in conducting human resources of space technology in LAPAN, it is better to make strategic planning of human resource development which contains long term, medium and short run plan which is aimed and measured every year to be able to be monitored and evaluated and integrated with institutional strategic planning to enhance the development, achievement and application of research activities that support development in Indonesia."

"Quick! Show Me Your Value is the first book specifically designed to help you confidently communicate your true value at the most senior levels of an organization. By understanding how financial leaders think, you are liberated from your fear of interacting with these leaders. Discover new avenues for respect and inclusion in organizational decision making."

"This book can help you identify the push factors in your organization, and mitigate or eliminate all of them. Incorporating data from surveys performed by the prestigious Saratoga Institute of more than 19,000 employees, this critical book examines in depth: how the employee and the employer travel a two-way street of expectation and reality; what are the warning signs of unmet expectations, and how can you best act on them?; how incomplete talent strategies lead to employee-job mismatches; why a passion for matching must become a core competency in your organization; the ultimate cost of insufficient or ineffectual feedback; a five-step coaching process that builds strong and durable working relationships; how growth and advancement opportunities are not keeping pace with new career expectations; how to create opportunities and help your employees create their own; best pay practices, rewards programs, and other initiatives for valuing and recognizing employees; understanding the emotional impact of compensation and recognition programs; the real toll that stress and overwork take on your employees and on your bottom line; a look at how the best places to work in America got that way, even without high-profile or newfangled perks or benefits; how leadership and employees can (and must) build an environment of mutual trust and confidence; the three universal questions every employee needs answered, and how a disengaged workforce is the direct result of detached leadership The key to becoming an employer of choice, a workplace where top talent are knocking down the doors to get in, is to develop the attitudes and implement the programs that address each of the above areas."

"Strategic Knowledge Management addresses all those topics in knowledge management that a manager needs to ensure organizational success."A straightforward guide to leveraging your company's intellectual capital by creating a knowledge management culture The Complete Guide to Knowledge Management offers managers the tools they need to create an organizational culture that improves knowledge sharing, reuse, learning, collaboration, and innovation to ensure mesurable growth. Written by internationally recognized knowledge management pioneers, it addresses all those topics in knowledge management that a manager needs to ensure organizational success. Provides plenty of real-life examples and case studies Includes interviews with prominent managers who have successfully implemented knowledge management structures within their organizations. Offers chapters composed of short theoretical explanations and practical methods that you can utilize, based primarily on hands-on author experience. Taking an intellectual journey into knowledge management, beginning with an understanding of the concept of intellectual capital and how to establish an appropriate culture, this book looks at the human aspects of managing knowledge workers, promoting interactions for knowledge creation and sharin"