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"Google adalah salah satu perusahaan yang paling berpengaruh di muka bumi. Selama perjalanannya, mereka telah meraih berbagai macam pencapaian. Sayangnya, situasinya telah berubah. Sederet masalah kian melanda mereka sejak 2018 sampai sekarang. Menggunakan pendekatan manajemen sumber daya manusia, terdapat dua isu utama yang dapat diidentifikasi. Yang pertama adalah diskriminasi terhadap pekerja sementara. Sementara isu kedua adalah buruknya respon manajemen dalam menyikapi masalah yang ada. Isu-isu tersebut terjadi dikarenakan beberapa alasan diantaranya adalah kompetisi pasar, keuntungan dari hukum yang berlaku serta buruknya pengambilan keputusan pada level manajemen puncak. Untuk menyelesaikan masalah ini ada beberapa kemungkinan solusi yang dapat diterapkan. Langkah yang harus mereka ambil adalah mengevaluasi jumlah dari total karyawan penuh waktu dan pekerja yang mereka butuhkan, mengaplikasikan pelatihan untuk keterbukaan dalam keberagaman serta pengembangan dan peningkatan sistem manajemen internal. Kesimpulannya, Google sedang menghadapi penurunan yang signifikan dalam kinerja manajemen internal mereka yang harus ditanggapi dengan serius. Solusi yang telah dijelaskan dapat menjadi kunci untuk menangani masalah yang ada.

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Google is one of the most influential companies on earth. Throughout their journey, they have achieved numerous accomplishments. Unfortunately, the situation has changed. Massive problems keep hitting them since 2018 up until now. Using the human resource management approach, there are two main issues that can be identified. The first one is discrimination toward their temporary workers. While the second issue is poor management response to the problems they face. These issues occurred for several reasons such as market competition, legal advantage and poor decision-making at the top management level. To solve those issues there are feasible solutions that can be done. The steps they should take are evaluating the number of full-time employees and workers they need to hire, applying diversity-open training and development and upgrading their internal management system. To conclude, Google is facing a significant decline in their internal management performance that should be taken seriously. Prior solutions that have been mentioned before might be the key to tackling the problems. "

"e-HRM merupakan suatu teknologi informasi yang dapat meningkatkan efektivitas dan efisiensi sistem HRM perusahaan dengan melaksanakan fungsi sistem tersebut secara elektronik atau online. Penelitian ini bertujuan untuk menganalisis pengaruh penggunaan electronic human resource management (e-HRM) terhadap efektivitas HRM di perusahaan perbankan. Unified Theory of Acceptance and Use of Technology (UTAUT) digunakan sebagai teori untuk menganalisis pengaruh determinan e-HRM (performance expectancy, effort expectancy, dan social influence) terhadap penggunaan sistem e-HRM. Data empiris diperoleh melalui kuesioner yang disebarkan ke salah satu perusahaan perbankan di Jakarta. Analisis hipotesis dilakukan dengan teknik Structural Equation Modeling (SEM) menggunakan perangkat lunak Lisrel 8.80. Hasil penelitian ini menunjukkan bahwa performance expectancy dan effort expectancy dapat memengaruhi penggunaan sistem e-HRM oleh karyawan. Penggunaan sistem e-HRM juga terbukti memiliki pengaruh positif dan signifikan terhadap efektivitas HRM pada tingkat kebijakan dan praktik

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e-HRM is an information technology that increased the effectiveness and efficiency of company’s HRM system by carrying out HRM system’s function electronically or online. The purpose of this study is to analyze the effect of using electronic human resource management (e-HRM) on human resource management (HRM) effectiveness in Banking Company. Unified Theory of Acceptance and Use of Technology (UTAUT) was used as a theory to analyze the effect of e-HRM determinants (performance expectancy, effort expectancy, and social influence) toward e-HRM usage. Empirical data was obtained through questionnaires that distributed to one of the banking company in Jakarta. Hypothesis was examined using structural equation modeling (SEM) technique using Lisrel 8.80 software. The findings indicate that performance expectancy and effort expectancy influence e-HRM usage. e-HRM usage also has positive and significant effect on HRM effectiveness at policy and practice level"

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Deutsche Bank Group merupakan salah satu grup Bank terbesar di Eropa dan Dunia dengan jumlah karyawan yang lebih dari 98000 orang di lebih dari 72 negara. Oleh karenaya, pengaturan yang efisien terhadap sumber daya manusia yang dimiliki sangatlah penting demi kelangsungan operasional perusahaan, terutama dalam hal yang menyangkut pemberdayaan karyawan-karyawan yang sudah lama bekerja di Deutsche Bank. Makalah ini membahas bagaimana program-program sumber daya manusia yang dimiliki oleh Deutsche Bank yang sudah berjalan meningkatkan performa pekerja, kekuatan dan kekurangan perusahaan, action plan dan rekomendasi.

 

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Deutsche Bank Group is one of largest bank in Europe and the World, with more than 98000 employees in more than 72 countries worldwide. With such large and diverse employees, efficiency in human resource management is a must for the sustainability of the company, especially in empowering their current employees to grow and perform better in their job. This report will discuss Deutsche Bank human resources program enhance their employee’s performance, SWOT analysis of the company, action plan for the report and recommendation.

 

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"Penelitian ini bertujuan untuk mendeskripsikan pengembangan human capital dan dampaknya sebagai salah satu bentuk manajemen sumber daya manusia di PT M. Penelitian ini merupakan penelitian kualitatif deskriptif yang diawali dengan studi literatur. Pengumpulan data dilakukan pada tahun 2021 melalui wawancara mendalam dengan 6 informan. Hasil penelitian menunjukkan bahwa pengembangan human capital yang dilakukan oleh PT M berfokus kepada kompetensi yang merujuk pada kemampuan, pengetahuan, dan keterampilan saja. Sehingga pengembangan human capital yang dilakukan disebut sebagai pengembangan kompetensi karyawan. Pengembangan human capital yang dilakukan dimulai dengan pengisian personal development plan yang sesuai dengan kebutuhan pengembangan setiap karyawan sehingga dalam pelaksanaannya, pengembangan memiliki sasaran prinsip, karakteristik, dan isu utama yang berbeda-beda. Adapun dampak pengembangan human capital di PT M yakni peningkatan keterampilan dan pengetahuan, peningkatan kepercayaan diri, merasa diperhatikan oleh perusahaan, dan berdampak pada peningkatan kinerja di lapangan.

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This study aims to describe the development of human capital and its impact as a form of human resource management at PT M. This is a qualitative descriptive study preceded with literature studies. Data collection conducted in 2021 trough in-depth interviews with 6 informants The results of the study revealed that the development of human capital carried out by PT M only focuses on competencies that refer to abilities, knowledge, and skills. So, it is referred to as employee competency development. Human capital development begins with filling out a personal development plan that is in accordance with the development needs of each employee so that in its implementation, development has different principles, characteristics, and main issues. The impact of developing human capital at PT M is increasing skills and knowledge, increasing self-confidence, feeling cared for by the company, and having an impact on improving performance in the field."

"Pengembangan sumber daya manusia merupakan salah satu bagian dari manajemen sumber daya manusia yang harus dilaksanakan oleh organisasi. dalam organisasi publik, Pengembangan SDM dilakukan untuk meningkatkan knowledge, skill dan abilities PNS di maksud. Di dalam Peraturan Pemerintah Nomor 11 Tahun 2017 tentang Manajemen PNS yang menyatakan bahwa setiap PNS memiliki hak untuk memperoleh pengembangan kompetensi selama dua puluh jam pelajaran dalam satu tahun. Pengembangan kompetensi dilakukan untuk meningkatkan kompetensi setiap PNS melalui berbagai kegiatan, salah satunya dengan melaksanakan pendidikan dan pelatihan (Diklat). Diklat dapat dilaksanakan dengan berbagai metode baik secara klasikal maupun non-klasikal. Penelitian ini dilakukan dengan pendekatan kualitatif yang bersifat deskriptif dengan jenis penelitian terapan yang bertujuan untuk memberikan solusi terhadap strategi pengembangan SDM yang di lakukan oleh Kementerian Hukum dan Hak Asasi Manusia melalui Badan Pengembangan Sumber Daya Manusia Hukum dan HAM dan Balai Pendidikan dan Pelatihan Hukum dan HAM. Teknik pengumpulan data dalam penelitian ini dilakukan melalui wawancara terhadap informan internal dan eksternal yang berjumlah sebanyak sepuluh informan. Informan internal di antaranya Sekretaris Badan, Kepala Bidang Program di Pusat Pengembangan Diklat Teknis dan Kepemimpinan dan Pusat Pengembangan Diklat Fungsional dan HAM serta Kepala Pusat Penilaian Kompetensi. Sedangkan, informan eksternal BPSDM Hukum dan HAM di antaranya, Kepala Kantor Wilayah, Kepala Divisi Administrasi dan Kepala Bagian Pengembangan Karir di Biro Kepegawaian. BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM memiliki tugas dan fungsi untuk melaksanakan pengembangan SDM terhadap seluruh PNS di lingkungan Kementerian Hukum dan Hak Asasi Manusia. BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM saat ini menyelenggarakan pengembangan SDM dengan melaksanakan pendidikan dan pelatihan (Diklat) melalui daring dengan metode Pembelajaran Jarak Jauh (PJJ) dan e-learning. Diklat dilaksanakan sesuai dengan sasaran strategis BPSDM Hukum dan HAM yang berpedoman pada rencana strategis Kementerian Hukum dan HAM. Dalam pengembangan SDM yang dilakukan oleh BPSDM dan Balai Diklat Hukum dan HAM terdapat faktor penghambat, sehingga perlu adanya strategi pengembangan SDM yang sesuai dan dapat dilaksanakan oleh BPSDM Hukum dan HAM dan Balai Diklat Hukum dan HAM. BPSDM Hukum dan HAM telah mencanangkan Kementerian Hukum dan HAM Corporate University, yang diharapkan mampu menjawab permasalahan yang berkaitan dengan pengembangan SDM

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Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources developmentHuman resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development.Human resource development is one part of human resource management that must be implemented by the organization. in public organizations, human resources development is carried out to improve the knowledge, skills and abilities of civil servants in the intent. In Government Regulation No. 11 of 2017 concerning Civil Servant Management which states that every civil servant has the right to obtain competency development for twenty hours of lessons in one year. Competency development is carried out to improve the competence of each civil servant through various activities, one of which is by carrying out education and training. Training can be carried out by various methods both classically and non-classically. This research was conducted with a qualitative approach that is descriptive with the type of applied research that aims to provide solutions to human resources development strategies conducted by the Ministry of Law and Human Rights through the Human Rights Human Resources Development Agency of Law and Human Rights and the Center for Education and Training of Law and Human Rights. Data collection techniques in this study were conducted through interviews with internal and external informants totaling ten informants. Internal informants include the Secretary of the Agency, The Head of Program Affairs at the Center for Technical and Leadership Training Development and the Center for The Development of Functional and Human Rights Training and the Head of the Competency Assessment Center. Meanwhile, external informants include, Head of Regional Office, Head of Administration Division and Head of Career Development Department at Staffing Bureau. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights have the task and function to carry out human resources development to all civil servants within the Ministry of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights and The Education and Training Center of Law and Human Rights are currently organizing human resources development by carrying out education and training through online by distance learning and e-learning methods. Training is carried out in accordance with the strategic objectives of the Human Resources Development Agency of Law and Human Rights which is guided by the strategic plan of the Ministry of Law and Human Rights. In the development of human resources conducted by the Human Resources Development Agency of Law and Human Rights and the Education and Training Center of Law and Human Rights there are inhibitory factors, so there needs to be an appropriate human resources development strategy that can be implemented by Human Resources Development Agency of Law and Human Rights and Education and Training Center of Law and Human Rights. The Human Resources Development Agency of Law and Human Rights has launched the Ministry of Law and Human Rights Corporate University, which is expected to be able to answer problems related to human resources development."

"Transformasi BUMN menjadi perusahaan multi bisnis memunculkan tantangan baru termasuk dalam hal pemilihan Strategi SDM. Sebagai salah satu faktor keunggulan bersaing, pengelolaan sumber daya manusia perlu diselaraskan baik di induk maupun anak perusahaan. Penelitian ini bertujuan untuk mengevaluasi peran corporate parenting dalam penyelarasan Strategi SDM di Pos Indonesia Group. Peneliti mengevaluasi pelaksanaan corporate parenting dibandingkan dengan konsep teoretis dan kondisi akhir yang ingin dicapai. Pendekatan studi kasus digunakan dalam penelitian ini. Pengumpulan data dilakukan melalui wawancara dan document review. Hasil penelitian menunjukkan bahwa strategic control sebagai model corporate parenting di Pos Indonesia Group berperan penting dalam menyelaraskan strategi sumber daya manusia, terutama terkait pembagian peran induk dan anak perusahaan dalam mengelola sumber daya manusia, menentukan prioritas penyelarasannya, serta membentuk ekosistem bisnis untuk kepentingan talent development. Strategic control juga berperan dalam menurunkan tingkat kendali induk sekaligus mendorong anak perusahaan menjadi lebih otonom

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The transformation of State-Owned Enterprise into a multi-business company raises new challenges, including the selection of HR strategies that can be implemented both in the parent company and subsidiaries. As one of the factors of competitive advantage, human resource strategies across all entities need to be aligned. This study aims to evaluate the role of corporate parenting in aligning HR strategies in Pos Indonesia Group. Researchers evaluate the implementation of corporate parenting compared to the theoretical concept and the desired state to be achieved. A case study approach is used in this research. Data was collected through interviews and document review. The results show that strategic control as a corporate parenting model at Pos Indonesia Group has various roles in aligning human resource strategies, especially related to regulating the role of the parent company and subsidiaries in managing human resources, determining alignment priorities, and forming a business ecosystem for the benefit of talent development. Strategic control also plays a role in reducing the controlling role which is currently still dominated by the parent company while at the same time encouraging subsidiaries to become more autonomous."

"Penelitian ini membahas mengenai keterkaitan antara pengelolaan sumber daya manusia (SDM), komitmen keorganisasian dan intensi pegawai untuk keluar organisasi pada pegawai Kantor Pusat PT Bank X di Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data secara primer melalui kuesioner. Tujuan dari penelitian ini adalah membuktikan pengaruh pengelolaan SDM terhadap intensi keluar organisasi dengan komitmen keorganisasian sebagai variabel antara. Hasil penelitian menunjukkan bahwa pengelolaan SDM memiliki pengaruh signifikan terhadap intensi keluar organisasi; komitmen keorganisasian memiliki pengaruh signifikan terhadap intensi keluar organisasi; pengelolaan SDM memiliki pengaruh signifikan terhadap komitmen keorganisasian; dan pengelolaan SDM memiliki pengaruh terhadap intensi keluar dengan komitmen keorganisasian sebagai variabel antara.

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This study discusses the linkages between human resource management, organizational commitment and employee turnover intention at headquarter of PT Bank X in Jakarta. This study uses a quantitative approach with the primary data collection technique through a questionnaire. The purpose of this study is to prove the influence of human resource management on turnover intention with organizational commitment as a mediating variables.

Results of the study showed that human resource management has a significant influence on turnover intention, organizational commitment has a significant influence on turnover intention, human resource management has a significant influence on organizational commitment, and human resource management have an influence on turnover intention with organizational commitment as a mediating variable."

"Mempelajari perkembangan teori dan praktik Manajemen Sumber Daya Manusia dewasa ini menjadi sangat penting terutama terkait dengan perubahan dan tantangan dalam kehidupan global saat ini. Hampir semua kehidupan dan aktivitas manusia dan masyarakat sangat dipengaruhi oleh realitas tantangan dan perubahan tersebut, baik manusia sebagai individu, pemimpin, manajer, mahasiswa, eksekutif perusahaan, wirausahawan, peneliti, praktisi maupun akademisi yang menekuni manajemen sumber daya manusia itu sendiri.Buku ini terdiri dari 4 bagian. Bagian pertama merupakan pendahuluan yang menjelaskan paradigma MSDM global, pilar-pilar MSDM, Manajemen Kepemimpinan, MSDM berbasis kompetensi. Bagian kedua membahas fungsi pembentukan. Bagian ketiga membahas fungsi pengembangan. Dan bagian keempat membahas fungsi motivasi."