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"Makalah proyek akhir ini ditulis dengan tujuan untuk mengetahui implementasi Electronic Document Management System (EDMS) yang diterapkan oleh Departement Research and Development (R&D). Dokumen yang dihasilkan oleh Departemen R&D berupa dokumen hasil penelitian sebagai memori organisasi perusahaan. Proses migrasi menuju EDMS oleh Departemen R&D dilakukan sejak tahun 2021 dilatar belakangi kebutuhan perusahaan dalam pengelolaan dokumen penelitian penciptaan, penyimpanan, dan temu kembali dokumen, diharapkan dapat mengintegrasikan, mempermudah kolaborasi serta meningkatkan kinerja pegawai. Memori organisasi tercipta salah satunya melalui proses pembelajaran organisasi yang kemudain dituangkan dalam bentuk tekstual salah satunya dalam bentuk dokumen penelitian. Dalam proses pembelajaran organisasi EDMS berperan sebagai wadah dalam proses penciptaan memori organisasi, serta sebagai sistem pengelolaanya. EDMS berperan mencegah potensi kehilangan memori organisasi, dengan cara mengelola memori organisasi yang terkumpul untuk dapat disimpan dan dimanfaatkan pada masa lalu ke masa kini, dan masa kini ke masa yang akan datang.

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The final project paper, was written to know the implementation of the Electronic Document Management System (EDMS) implemented by the Research and Development (R&D) Department. Documents produced by the R&D Department are in the form of research results as a memory of the company's organization. The migration process to EDMS by the R&D Department has been carried out, since 2021 against the backdrop of the company's need for managing research documents, creating, storing, and retrieving documents is expected to integrate and facilitate collaboration and improve employee performance. One of the ways organizational memory created is through an organizationals learning process which is then written in textual form, one of which is in the form of research documents. In the process of organizational learning, EDMS acts as a vessel in the process of creating organizationals memory, as well as a management system. EDMS plays a role in preventing potential loss of organizational memory by managing the accumulated organizational memory to be stored and utilized from the past to the present and the present to the future."

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Tujuan penelitian ini adalah untuk menjelaskan bagaimana implementasi electronic document management system dalam penataan dokumen PT Kereta Api Indonesia Daerah Operasi 1 Jakarta menggunakan Rail Document System. Penelitian ini menggunakan pendekatan kualitatif dengan metode penelitian studi kasus deskriptif. Data penelitian ini diperoleh melalui observasi, wawancara dan studi dokumen. Hasil dari penelitian ini menunjukkan bahwa bahwa implementasi electronic document management system dalam penataan dokumen PT Kereta Api Indonesia Daerah Operasi 1 Jakarta menggunakan Rail Document System berfungsi memotong waktu dalam proses birokrasi; hemat sumber daya; serta akses yang lebih efisien dan efektif. Komponen-komponen tersebut telah diimplementasikan dalam kegiatan pengolahan dokumen elektronik, walaupun dalam praktiknya masih ada hal yang perlu diperbaiki guna meningkatkan efektivitas dan efisiensi sistem.

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ABSTRACT

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The purpose of this research is to explain how the implementation of electronic document management system in structuring documents of PT Kereta Api Indonesia Daerah Operasi 1 Jakarta uses the Rail Document System. This research uses a qualitative approach with descriptive case study research method. The research data was obtained through observation, interviews and document studies. The results of this study indicate that the implementation of electronic document management system in structuring documents of PT Kereta Api Indonesia Daerah Operasi 1 Jakarta using the Rail Document System serves to cut time in the bureaucratic process; saving resources; and more efficient and effective access. These components have been implemented in electronic document processing activities, although in practice there are still things that need to be improved to improve the effectiveness and efficiency of the system.

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"Penelitian ini bertujuan untuk melihat pengaruh kepemimpinan transformasional terhadap perilaku inovatif di tempat kerja pada karyawan. Penelitian ini dilakukan pada perusahaan yang menekankan inovasi, khususnya pada perusahaan yang baru dan memiliki konsumen yang terbatas. Perusahaan tersebut adalah perusahaan yang bergerak di bidang energi terbarukan, khususnya perusahaan photovoltaic. Partisipan dalam penelitian ini berjumlah 205 orang karyawan yang telah bekerja lebih dari setahun. Penelitian ini dilakukan dengan pendekatan kuantitatif, dimana partisipan diminta untuk mengisi kuesioner perilaku inovatif di tempat kerja dan kepemimpinan transformasional. Dari hasil penelitian diketahui bahwa kepemimpinan transformasional mempengaruhi secara signfikan perilaku inovatif di tempat kerja dengan nilai R2 sebesar 0,539 pada level of significant 0,01. Artinya 53,9% kepemimpinan transformasional mempengaruhi perilaku inovatif di tempat kerja dan sisanya 46,1% dipengaruhi oleh faktor lain. Selain itu, dimensi individual consideration dari kepemimpinan transformasional merupakan dimensi yang paling besar mempengaruhi perilaku inovatif di tempat kerja.

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This study aimed to examine the influence of transformational leadership towards innovative work behavior on employees. This study was conducting to the companies that emphazise innovation, especially at the growth company and have limited consumer. The companies are engaged in the field of renewable energy, especially photovoltaic companies. The total participants in this research were 205 employees who have worked more than a year. This reaserch used quantitative approach, then the participants were asked to fill out the innovative behavior questionnaires in the workplace and transformational leadership.

Based on the result of the research, it was known that the transformational leadership could affect the innovative behavior in the workplace significantly with R2 value of 0.539 at level of significant 0,01. It means, 53.9% of transformational leadership affected innovative behavior in the workplace and the remaining 46.1% was affected by other factors. In addition, individual consideration’s dimensions of transformational leadership was the biggest dimension which influenced the innovative behavior in the workplace."

"You have been tasked with your first course design job. But what exactly is course design? Although designing a course could easily seem overwhelming, this issue of Infoline will provide you with all the necessary details in a simple, easy-to-follow, five-step process. You will find application tools to create course objectives, a course description, and a clear project plan."

"Analisis risiko importasi melalui Sistem Penjaluran Dokumen Kepabeanan pada Direktorat Jenderal Bea dan Cukai (DJBC) belum memenuhi ambang batas hit rate best practice sebesar 40 persen. Berdasarkan wawancara dengan pemangku kepentingan dan tim pengembang, terdapat akar permasalahan belum adanya evaluasi implementasi Sistem Penjaluran Dokumen Kepabeanan. Tujuan penelitian ini adalah untuk mengetahui faktor-faktor tantangan dan hambatan yang memengaruhi efektivitas Sistem Penjaluran Dokumen Kepabeanan. Penelitian ini mengusulkan faktor tantangan dan hambatan dengan adanya kombinasi Strategy, Technology, Organization, People, Environment (STOPE) Framework serta model Cooper dan Zmud. Faktor tantangan menggunakan 16 kriteria dan enam dimensi sedangkan faktor hambatan menggunakan lima kriteria dan empat dimensi. Pendekatan kuantitatif menggunakan survei kepada pengguna Sistem Penjaluran Dokumen Kepabeanan pada kantor pusat dan lima kantor pelayanan besar. Pendekatan kualitatif dilakukan wawancara semi-terstruktur kepada lima narasumber sebagai pengelola Sistem Penjaluran Dokumen Kepabeanan untuk mengetahui tindak lanjut pada faktor hambatan. Jumlah responden sebanyak 118 responden yang dianalisis menggunakan metode Entropi untuk mengetahui bobot pada kriteria. Hasil penelitian ini terpilih lima kriteria dengan lima dimensi pada faktor tantangan meliputi kriteria single window approach dari dimensi Technology, kriteria clear goal/strategy dari dimensi Strategy, kriteria variety of tasked covered dari dimensi Task, kriteria social background dari dimensi Environment, dan kriteria risk management approach dari dimensi Organization. Faktor hambatan terpilih lima kriteria dengan empat dimensi meliputi kriteria ICT infrastructure dari dimensi Environment, kriteria sufficiency of skilled workers dari dimensi People, kriteria security and privacy issues dan e-connectivity project dari dimensi Technology, serta kriteria political commitment dari dimensi Strategy.

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The import risk analysis through the Customs Document Tracking System at the Directorate General of Customs and Excise (DGCE) has not met the threshold for the best practice hit rate of 40 percent. Based on interviews with stakeholders and the development team, there is a root cause in the absence of an evaluation of the Customs Document Tracking System's implementation. This study aims to determine the factors that influence the challenges and barriers that affect the Customs Document Tracking System's effectiveness. This study proposes the challenges and barriers to system implementation with a combination of the Strategy, Technology, Organization, People, Environment (STOPE) Framework with the Cooper and Zmud models. The challenge factor uses 16 criteria and six dimensions, while the barrier factor uses five criteria and four dimensions. The quantitative approach uses a survey of users of the Customs Document Tracking System at the head office and five principal service offices. The qualitative approach was carried out by semi-structured interviews with five experts as managers of the Customs Document Tracking System to determine the follow-up barrier factors. The respondents were 118 respondents who were analyzed using the Entropy method to determine the criteria' weight. The results of this study selected five criteria with five dimensions on the challenge factors including the single-window approach criteria from the Technology dimension, the clear goal/strategy criteria from the Strategy dimension, the variety of tasked covered criteria from the Task dimension, the social background criteria from the Environment dimension, and the risk management approach criteria from the Organization dimension. In the barrier factors, the researcher selected five criteria in four dimensions, including ICT infrastructure criteria from the Environment dimension, the sufficiency of skilled workers criteria from the People dimension, the security and privacy issues and project e-connectivity criteria from the Technology dimension, as well as the political commitment criteria from the Strategy dimension."

"Where do you begin to move your organization toward status as a true learning organization? This Infoline represents a good starting point by providing 16 concrete steps you can take toward this goal. Included in the issue are three case studies to speed your learning including learning programs at Rover, McKinsey & Co., and Federal. An extensive sidebar details the five key components of a learning organization: learning, organization, people, knowledge, and technology."

"This volume brings forth the latest scholarly work and practice in the fields of organization development and change. It is a resource for scholars who are interested in well-integrated reviews of the literature, advances in research methods, and ideas about practice that open new ways of working with organizations."

"Research in organizational change and development (ROCD) brings forth the latest scholarly work and practice in the fields of organization development and organizational change. The objectives are to highlight the latest advances in thought, ideally supported by research and practice. The series is a resource for scholars who are interested in well-integrated reviews of the literature, advances in research methods, and ideas about practice that open new ways of working with organizations to create more successful and sustainable approaches to change. "

"Keterampilan berpikir kritis perlu dikembangkan oleh perawat dalam melakukan asuhan keperawatan. Studi akan menyampaikan hubungan fungsi manajemen kepala ruangan, kompetensi informatika perawat, implementasi dokumentasi keperawatan berbasis elektronik dengan keterampilan berpikir kritis perawat. Studi cross-sectional dilakukan terhadap 136 perawat dengan menggunakan kuesioner yang sudah dimodifikasi. Keterampilan berpikir kritis perawat memiliki rerata 96,34 (82,34%). Fungsi manajemen kepala ruangan memiliki rerata 106,89 (81,17%), kompetensi informatika perawat memiliki rerata 125,40 (70,41%), dan implementasi dokumentasi keperawatan berbasis elektronik memiliki rerata 63,25 (81,09%). Hasil penelitian didapatkan adanya hubungan fungsi manajemen kepala ruangan, kompetensi informatika perawat, implementasi dokumentasi keperawatan berbasis elektronik dengan keterampilan berpikir kritis perawat (p< 0,001; α: 0,05). Faktor lain yang berhubungan ialah masa kerja dan status kepegawaian. Faktor yang paling berhubungan dengan keterampilan berpikir kritis ialah implementasi dokumentasi keperawatan berbasis elektronik. Kepala ruangan disarankan meningkatkan fungsi pengarahan sehingga kompetensi informatika perawat dan implementasi dokumentasi keperawatan berbasis elektronik dapat berkesinambungan meningkatkan keterampilan berpikir kritis perawat. Bidang keperawatan disarankan untuk memberikan motivasi, melakukan monitoring dan evaluasi kepada kepala ruangan dalam upaya peningkatan kompetensi informatika dan keterampilan berpikir kritis perawat dengan mengoptimalkan dokumentasi keperawatan berbasis elektronik.

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Critical thinking skills need to be developed by nurses in carrying out nursing care. This study showed the relationship between the management function of head nurse, informatics competence of nurses, the implementation of electronic-based nursing documentation and the critical thinking skills of nurses. A cross-sectional study was conducted on 136 nurses using a modified questionnaire. Critical thinking skills have average of 96.34 (82.34%). The head nurse function has an average of 106.89 (81.17%), nurse informatics competence has an average of 125.40 (70.41%), and the implementation of electronic-based nursing documentation has an average of 63.25 (81.09%). The results showed relationship between the management function of head nurse, nurse informatics competence, implementation of electronic-based nursing documentation with critical thinking skills of nurses (p < 0.001; α: 0, 05). Other related faktors are working time and employment status. The most related faktor is the implementation of electronic-based nursing documentation. The head nurse advised to improve the directing function so that the informatics competence of nurses and the implementation of electronic-based nursing documentation can continue improving the critical thinking skills of nurses."

"Systems thinking can help you identify and respond to business and organizational changes before those changes lead to serious problems or disaster. This issue of Infoline explains the value of applying systems thinking when solving problems or in times of organizational change. It offers you an eight-step process for finding a problem and identifying it, visualizing the problem, and determining the most effective intervention."