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"Human Reliability Assessment (HRA) merupakan metode kualitatif dan kuantitatif untuk mengukur kontribusi manusia terhadap sebuah resiko. Skripsi ini membahas mengenai Human Reliability Assessment (HRA) pada proses printing kemasan plastic fleksibel pada PT. SMPI menggunakan metode Human Error Assessment and Reduction Technique (HEART) yang bertujuan untuk mengetahui nilai Human Error Probability (HEP). Penelitian ini adalah penelitian semikuantitatif dengan observasi langsung pada operator proses printing artikel MPPS pada perusahaan kemasan menggunakan mesin GR6. Nilai HEP tertinggi terdapat pada proses mesin yang sedang menjalankan proses pencetakan, kemungkinan kesalahan yang mungkin terjadi adalah operator lalai/membiarkan mesin produksi menyala. Dalam proses ini terdapat kemungkinan 65,8% human error. Dilanjutkan dengan pengukuran dan sinkronisasi jarak guide roller diatas silinder proses dimana kemungkinan kesalahan yang terjadi adalah gagal mengukur silinder, pada proses ini terdapat kemungkinan 60% human error. Dan yang ketiga, pada proses reverse check/surface print, size check (flange hole slope, raster depth, raster angle), dan Roughness check (HV-HARDNESS VICKERS) masing-masing memiliki probabilitas error yang sama yaitu sebesar 55,6 %.

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Human Reliability Assessment (HRA) is a qualitative and quantitative method to measure human contribution to a risk. This thesis discusses the Human Reliability Assessment (HRA) in the flexible plastic packaging printing process using the Human Error Assessment and Reduction Technique (HEART) method which aims to determine the value of Human Error Probability (HEP). This research is a semi- quantitative study with direct observation of operators of the MPPS article printing process at packaging companies using GR6 machines. The highest HEP value is found in the machine process that is running the printing process, the possibility of an error that might occur is the operator neglecting/letting the production machine turn on. In this process there is a 65.8% possibility of human error. Followed by measuring and synchronizing the distance of the guide roller above the process cylinder where the possible error that occurs is failure to measure the cylinder, in this process there is a possibility of 60% human error. And thirdly, in the reverse check/surface print process, size check (flange hole slope, raster depth, raster angle), and Roughness check (HV-HARDNESS VICKERS) each have the same error probability of 55.6%."

"Perusahaan perlu kemampuan adaptasi dalam memberikan lingkungan kerja yang fleksibel yang memiliki dampak langsung dan/atau tidak langsung pada kinerja pekerjaan. Flexible work arrangement (FWA) saat ini sudah menjadi tren di banyak perusahaan. Penelitian ini bertujuan untuk menganalisis FWA terhadap employee performance dengan supervisor support dan work engagement sebagai mediasi. Jenis penelitian yang digunakan adalah kuantitatif dengan pengambilan data melalui metode survei. Jumlah responden terkumpul sebanyak 316 karyawan yang bekerja perusahaan startup digital di Indonesia. Data diolah menggunakan metode analisis Structural Equation Model (SEM). Hasil penelitian menunjukkan melalui mediasi work engagement dan supervisor support berpengaruh pada hubungan FWA terhadap employee performance. Hasil penelitian menunjukkan work engagement sebagai mediasi hubungan antara supervisor support dan employee performance. Supervisor support dalam bentuk dukungan bantuan pada karyawan membuat mereka merasa lebih dihargai sehingga memengaruhi kinerja pekerjaan dan keterlibatan kerja yang tinggi meningkatkan kinerja karyawan saat menggunakan pengaturan kerja fleksibel. 

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To cope with unprecedented change, remote work provides organizations with an option for a flexible work arrangement (FWA) environment to maintain performance during turbulent situations, recent research has reported that the practice has gained popularity among employees. It is essential to deepen our knowledge about the performance of employees in the context of FWA because the results of previous studies are contradictory. This study aims to examine the mediating role of work engagement and supervisor support on the relationship between FWA and employee performance. The data were collected from 316 employees working in digital startup companies in Indonesia. The research is analyzed using structural equation modeling (SEM). The results show work engagement and supervisor support as a mediating role have an effect on the relationship between FWA and employee performance. The results found work engagement as a mediating relationship between supervisor support and employee performance. Supervisory support in the form of support for employees makes them feel more valued so it affects job performance and high work involvement improves employee performance while practicing flexible work arrangements "

"Dalam konteks bisnis yang dinamis, peran sentral job performance sangat krusial dalam menentukan kesuksesan suatu organisasi. Pemahaman perusahaan terhadap faktor-faktor yang memengaruhi job performance menjadi kunci, melibatkan aspek lingkungan kerja, seperti implementasi hybrid workplace yang memberikan fleksibilitas kepada karyawan untuk memilih lokasi dan waktu kerja yang paling produktif bagi mereka, ataupun faktor lain terkait dengan pekerjaan dan karakteristik individu karyawan, yang tercermin melalui tingkat work engagement. Penelitian ini bertujuan untuk menganalisis pengaruh hybrid workplace terhadap job performance dengan work engagement sebagai variabel mediasi pada karyawan startup di DKI Jakarta. Pendekatan kuantitatif digunakan dengan menerapkan teknik purposive sampling terhadap 182 responden yang merupakan karyawan tetap di perusahaan startup di DKI Jakarta melalui Google Form. Data yang terkumpul dianalisis menggunakan teknik SEM-PLS dengan bantuan perangkat lunak SmartPLS 4 dan IBM SPSS Statistics 20. Hasil penelitian menunjukkan bahwa work engagement mampu memediasi hubungan positif dan signifikan antara hybrid workplace dan job performance. Selain itu, seluruh hubungan antar variabel juga menunjukkan pengaruh positif dan signifikan satu sama lain.

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In a dynamic business environment, the central role of job performance is crucial in determining the success of an organization. The company's understanding of the factors that influence job performance is the key, involving aspects of the work environment, such as the implementation of a hybrid workplace that gives employees the flexibility to choose the location and time of work that is most productive for them or other factors related to work and individual employee characteristics, which are reflected through the level of work engagement. This study aims to analyze the effect of hybrid workplace on job performance with work engagement as a mediating variable for startup employees in DKI Jakarta. A quantitative approach is used by applying purposive sampling techniques to 182 respondents who are permanent employees at startup companies in DKI Jakarta through Google Form. The collected data were analyzed using SEM-PLS technique with the help of SmartPLS 4 and IBM SPSS Statistics 20 software. The results showed that work engagement was able to mediate a positive and significant relationship between hybrid workplace and job performance. In addition, all relationships between variables also show a positive and significant influence on each other."

"Measurement of employees' performance is needed to determine how far work target has been reached. By good measurement, an organization can identified strength and weakness of an employee. A civil servant is the motor of development and progress of government institution. A civil servant mentioned in this research works at Secretariat General Department of Law and Human Rights, RI.Evaluation of civil servants' performance is called List of Work Implementation Evaluation (DP3). When the implementation is good, it will influence motivation and improve employees' performance. Employees' perception on DP3 shown that it has not done effectively as it cannot be used as a motivating and improving factors to employees' performance.This thesis will examine and study the employees' perception to the implementation of DP3 at Secretariat General Department of Law and Human Rights. As a comparison, this thesis also includes the implementation of performance evaluation system at a private company.Based on the result reached in this research, a conclusion can be reached that the implementation of DP3 is stilt not effective. This is caused by: low level of knowledge in evaluation technique owned by evaluators in determining score, no sufficient data to support evaluation and there is no feed back from this evaluation result. Hence, in order to reach high effectiveness in conducting DP3, several recommendations for improvement are posed at the end of this thesis."

"Penelitian ini bertujuan untuk mengetahui pengaruh sistem reward terhadap kinerja pegawai. Penelitian ini dilakukan di Program Studi Pendidikan Dokter Fakultas Kedokteran dan Kesehatan Universitas XYZ PSPD FKK Universitas XYZ dengan jumlah responden sebanyak 55 pegawa. Teknik sampling yang digunakan adalah sensus. Berdasarkan hasil dari analisis statistik deskriptif dan analisis statistik inferensial dengan menggunakan generalized linier model diperoleh hasil bahwa sistem reward yang digunakan di PSPD FKK Universitas XYZ secara umum mendapatkan penilaian sedang dari pegawai yang menjadi responden. Kinerja pegawai secara umum juga berada dalam kategori sedang sedangkan untuk aspek seperti keterampilan interpersonal memiliki nilai baik. Variabel sistem reward terdiri dari dimensi sistem gaji bonus manfaat promosi pengembangan diri interaksi sosial lingkungan kerja keamanan pekerjaan kewenangan kendali kebebasan variasi kerja beban kerja kepentingan kerja pengakuan dan umpan balik. Sedangkan untuk variabel kinerja terdiri dari dimensi pengetahuan komunikasi kualitas kerja manajerial inisiatif keterampilan interpersonal kreatifitas kemampuan dalam mengambil keputusan dan pemecahan masalah. Dimensi pada sistem reward yang berpengaruh terhadap dimensi kinerja yaitu dimensi interaksi sosial terhadap dimensi kemampuan manajeria.l Dimensi variasi kerja terhadap dimensi pengetahuan komunikasi dan kemampuan manajerial. Dimensi beban kerja terhadap inisiatif Dimensi pengakuan dan umpan baik terhadap pengetahuan.

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The aim of this study is to describe the effect of reward system on employee's performance. The research was conducted at the Medical Education Program Faculty of Medicine and Health University of XYZ Jakarta. Census method was used to collect 55 employees as respondents. Reward system dimensions consist of salary bonus benefits promotion development opportunity social interaction work condition job security authority control autonomy work variety workload work importance recognition and feedback. Employee's performance dimensions consist of knowledge communication quality performance managerial skill initiative interpersonal skill creativity judgment and problem solving. Based on the results of statistical analysis it can be concluded that Social interaction effect the managerial skills dimension. Dimension of work variety which influence knowledge communication and managerial skills dimensions. Dimension of workload effect the dimensions of initiative as well as the dimensions of recognition and feedback influence the dimensions of knowledge."

"Karyawan merupakan sebuah elemen krusial dalam organisasi. Oleh karena itu, penting bagi organisasi untuk menyediakan dan mengembangkan metode yang konsisten dan objektif dalam mendukung kinerja (job performance) karyawan. Salah satu upaya untuk meningkatkan job performance adalah penerapan digital work yang memberikan fleksibilitas kepada karyawan untuk bekerja kapan dan di mana saja, yang membantu mencapai keseimbangan antara pekerjaan dan kehidupan (work-life balance). Namun, ini juga bisa meningkatkan beban kerja dan mempersulit pemutusan hubungan kerja, sehingga perlu pengelolaan batas yang efektif untuk menjaga keseimbangan work-life balance. Penelitian ini bertujuan untuk menganalisis pengaruh digital work terhadap job performance dengan work-life balance sebagai variabel mediasi pada karyawan milenial di perusahaan X di DKI Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dan teknik purposive sampling, data dari 109 responden dikumpulkan melalui kuesioner Google Form. Analisis data dilakukan dengan SEM-PLS menggunakan software IBM SPSS Statistics versi 26 dan SmartPLS 4. Hasil penelitian menunjukkan bahwa work-life balance dapat memediasi hubungan positif dan signifikan antara digital work dan job performance. Selain itu, seluruh hubungan antar varibel juga memiliki pengaruh yang positif dan signifikan satu sama lain.

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Employee are a crucial element in any organization. Therefore, it is essential for organizations to provide and develop consistent and objective methods to support employee job performance. One approach to enhancing job performance is the implementation of digital work, which offers employees the flexibility to work anytime and anywhere, thus helping to achieve a balance between work and life. However, this can also increase the workload and complicate employment termination, necessitating effective boundary management to maintain a healthy work-life balance. This study aims to analyze the influence of digital work on job performance with work-life balance as a mediating variable among millennial employees at company X in Jakarta. Using a quantitative approach and purposive sampling technique, data from 109 respondents were collected through a Google Form questionnaire. Data analysis was conducted using SEM-PLS with IBM SPSS Statistics version 26 and SmartPLS 4 software. The results of the study show that work-life balance can mediate the positive and significant relationship between digital work and job performance. Additionally, all relationships among the variables also have a positive and significant influence on each other."

"Tujuan dari penelitian ini adalah untuk mengetahui dan menganalisis mengenai pengaruh pelatihan dan motivasi terhadap prestasi kerja pegawai di kantor Kementrian Agama Kota Tasikmalaya."

"Penelitian ini membahas Analisis Kebututuhan Tenaga Perawat dengan Metode Workload Indicator Staffing Need WISN di Unit Rawat Inap RS Masmitra Tahun 2016. WISN digunakan untuk menghitung kebutuhan tenaga berdasarkan beban kerja. Penelitian ini bertujuan untuk mengetahui jumlah kebutuhan tenaga perawat di unit rawat inap RS Masmitra, Bekasi berdasarkan beban kerja. Merupakan penelitian kualitatif yang dilakukan selama tujuh hari kerja. Pengumpulan data primer dilakukan dengan observasi menggunakan formulir time and motion study, sementara data sekunder didapatkan dengan telaah dokumen. Hasil dari penelitian ini menunjukkan bahwa perlu penambahan tenaga perawat sebanyak 5 lima orang di unit rawat inap RS Masmitra, Bekasi. Namun, hal ini belum sejalan dengan kegiatan produktif yang dilakukan oleh tenaga perawat di unit tersebut, pasalnya kegiatan produktif dinyatakan belum optimal. Oleh sebab itu, perlu diadakan perbaikan SOP maupun pelatihan SDM untuk meningkatkan produktifitas tenaga perawat di unit rawat inap RS Masmitra, Bekasi sebelum dilakukan penambahan tenaga.

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This study discussed about Needs Analysis of Nursing at the inpatient unit of Masmitra Hospital, Bekasi year of 2016. WISN is used to calculate the needs based on workload. This study attempts to know the number of nurses needs at the inpatient unit of Masmitra Hospital based on workload. This is a qualitative research conducted by during seven days. The collection of primary data done with observation using time and motion study form, while secondary data was obtained through review of documents.

The result of this research indicated that need to increase the quantity of nurses about 5 five at inpatient unit Masmitra Hospital, Bekasi. But, it is not in line with productive activities conducted by the nurses at the unit, because the productive activity expressed not optimal, yet. Therefore, must be improvement SOP and resources training to increase productivity of nurses at inpatient unit of Masmitra Hospital, Bekasi, prior to increase the quantity of worker."

"Penelitian ini menganalisis pengaruh lingkungan kerja terhadap kinerja karyawan. Penelitian ini menggunakan metode kuantitatif dan pengumpulan data dilakukan dengan cara survei menggunakan kuesioner. Variabel lingkungan kerja diukur menggunakan teori Moos 2008 , dan variabel kinerja karyawan diukur menggunakan teori Griffin 2007 . Penelitian ini dilakukan di kantor Kudo Teknologi Indonesia dengan sampel sebanyak 100 orang menggunakan teknik purposive sampling. Data yang diperoleh kemudian diolah menggunakan SPSS 23.0. Teknik analisis data yang digunakan yaitu Pearson Correlation untuk uji validitas dan Alpha Cronbach untuk uji reliabilitas. Untuk mengetahui ada atau tidaknya pengaruh antara kedua variabel, peneliti menggunakan analisis koefisien korelasi determinasi. Pengujian hipotesis dilakukan menggunakan uji t dan uji F. Hasil dari penelitian ini menunjukkan bahwa lingkungan kerja memiliki pengaruh yang signifikan terhadap kinerja karyawan.

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This research analyzes the effect of work environment on employee performance. This research uses quantitative method and data collection done by survey using questionnaire. Work environment variables are measured using Moos rsquo s theory 2008 , and employee performance variables are measured using Griffin 39 s theory 2007. This research was conducted at Kudo Teknologi Indonesia office with 100 samples using purposive sampling technique. The obtained data is then processed using SPSS 23.0. Data analysis technique using methods from Pearson Correlation for validity test and Alpha Cronbach for reliability test. To know the influence between the two variables, the researcher uses the correlation coefficient of determination. Hypothesis testing is done using t test and F test. The result of this research indicates that work environment has a significant influence on employee performance."

"[Masih rendahnya kinerja PNS adalah suatu permasalahan yang dihadapi oleh bangsa Indonesia, penilaian negatif dari masyarakat, rendahnya efektifitas birokrasi menjadi sorotan dari kinerja PNS. Berbagai penelitian terdahulu baik secara akademis maupun praktis menunjukkan bahwa work engagement dapat menjadi faktor dalam meningkatkan kinerja pegawai. Penelitian ini bertujuan untuk menganalisis pengaruh job resources (organizational support, coworker support, job control) terhadap work engagement (vigour, dedication, absorption) serta konsekuensinya terhadap job performance (task performance, contextual performance) di Kantor Pusat Badan Kepegawaian Negara. Jenis penelitian adalah eksplanatory dengan pendekatan kuantitatif. Instrumen pengumpul data berupa kuesioner terhadap 165 responden. Teknik Structural Equation Modelling (SEM) digunakan dalam pengolahan data dan pengujian hipotesis. Hasil penelitian mengkonfirmasi secara empiris bahwa (1) job resources berpengaruh positif dan signifikan terhadap work engagement. (2) work engagement berpengaruh positif dan signifikan terhadap job performance. Kuat lemahnya work engagement dipengaruhi oleh job resources sebesar 26%. Sedangkan kuatlemahnya job performance dipengaruhi work engagement sebesar 60%.

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The low performance of civil servants is a problem faced by Indonesia, a negative assessment of the community, the low effectiveness of the bureaucracy in the spotlight of the performance of civil servants. Various previous studies both academically and practically showed that work engagement may be a factor in improving employee performance. This study aimed to analyze the effect of job

resources (organizational support, coworker support, job control) to work engagement (vigor, dedication, absorption) as well as the consequences for job performance (task performance, contextual performance) at the Head Office of

National Civil Service Agency. This type of research is explanatory with quantitative approach. Instrument data collectors in the form of a questionnaire to 165 respondents. Techniques Structural Equation Modelling (SEM) was used in data processing and hypothesis testing. The results of empirical studies confirm that (1) job resources is a significant positive effect on work engagement. (2) work engagement is a significant positive effect on job performance. Weak strong work engagement is influenced by job resources by 26%. While the strength of the work engagement is affected by job performance by 60.;The low performance of civil servants is a problem faced by Indonesia, a negative

assessment of the community, the low effectiveness of the bureaucracy in the

spotlight of the performance of civil servants. Various previous studies both

academically and practically showed that work engagement may be a factor in

improving employee performance. This study aimed to analyze the effect of job

resources (organizational support, coworker support, job control) to work

engagement (vigor, dedication, absorption) as well as the consequences for job

performance (task performance, contextual performance) at the Head Office of

National Civil Service Agency. This type of research is explanatory with

quantitative approach. Instrument data collectors in the form of a questionnaire to

165 respondents. Techniques Structural Equation Modelling (SEM) was used in

data processing and hypothesis testing. The results of empirical studies confirm

that (1) job resources is a significant positive effect on work engagement. (2)

work engagement is a significant positive effect on job performance. Weak strong

work engagement is influenced by job resources by 26%. While the strength of

the work engagement is affected by job performance by 60, The low performance of civil servants is a problem faced by Indonesia, a negative

assessment of the community, the low effectiveness of the bureaucracy in the

spotlight of the performance of civil servants. Various previous studies both

academically and practically showed that work engagement may be a factor in

improving employee performance. This study aimed to analyze the effect of job

resources (organizational support, coworker support, job control) to work

engagement (vigor, dedication, absorption) as well as the consequences for job

performance (task performance, contextual performance) at the Head Office of

National Civil Service Agency. This type of research is explanatory with

quantitative approach. Instrument data collectors in the form of a questionnaire to

165 respondents. Techniques Structural Equation Modelling (SEM) was used in

data processing and hypothesis testing. The results of empirical studies confirm

that (1) job resources is a significant positive effect on work engagement. (2)

work engagement is a significant positive effect on job performance. Weak strong

work engagement is influenced by job resources by 26%. While the strength of

the work engagement is affected by job performance by 60]"