Hasil Pencarian  ::  Simpan CSV :: Kembali

"Perubahan merupakan suatu kondisi yang akan selalu dihadapi oleh perusahaan di bidang industri kreatif. Industri kreatif perlu berubah menyesuaikan dengan pasar untuk dapat tetap bertahan. Kesiapan untuk berubah merupakan hal penting dalam industri kreatif untuk melakukan perubahan. Terdapat beberapa atribut individu yang dapat mendukung kesiapan karyawan untuk berubah. Penelitian ini dilakukan untuk melihat hubungan antara resiliensi dan kesiapan untuk berubah pada karyawan industri kreatif. Responden penelitian ini sebanyak 58 karyawan di industri kreatif. Resiliensi diukur menggunakan Resilience Scale (RS-14) (Wagnild & Young, 2009) dan kesiapan untuk berubah diukur menggunakan Readiness for Change Scale (Hanpachern, 1997). Hasil utama penelitian ini menunjukkan bahwa resiliensi berkorelasi secara signifikan dengan kesiapan untuk berubah (r = .514, p = .000, dan signifikan pada LOS .01). Artinya, semakin tinggi tingkat resiliensi individu, maka semakin tinggi pula kesiapan individu untuk berubah. ......Change is a condition that will always be faced by companies in creative industries. Creative industries need to change to adjust to the market in order to survive. Readiness for change is important in creative industries to make changes. There are many individual attributes that can support the readiness of employees to change. This research was conducted to examine correlation between resiliency and readiness for change. The respondents for this research are 58 employees who worked at creative industry. Resiliency was measured using Resilience Scale (RS-14) (Wagnild & Young, 2009) and readiness for change was measured using Readiness for Change Scale (Hanpachern, 1997). The main result of this research showed that resiliency correlated significantly with readiness for change (r = .514, p = .000, and significant at LOS .01). That is, the higher employee resiliency, the higher employee readiness for change."

"Each company has to take the fact that its existence in the future depend on human resources. Without having competitive human resource a company will be decrease because of incapability to face competition. Company must to do career development to improve and increase employee?s job in order to be able to give the best contribution in pursue company?s business goals.

This research aimed to know perception of employee about career development at Head Office in PT XYZ. This research entangle 76 respondents of Head Office PT XYZ?s employees. This technique of data collecting used in this research is through spreading questionnaire, interviewing, and also literature related to this research theme. Assessment from result of the answer of questionnaire uses Likert scale which delivered frequency distribution. In this research, writer use quantitative approach.

Conclusion resulted from this research is overall the employee?s perception of career development at Head Office in PT XYZ is good. In assessment phase, employee?s perception of implementation of self assessment and succession planning is good. In direction phase, employee?s perception of implementation of job posting is good. In development phase, employee?s perception of implementation of career development is good. Thereby an improvement of career development implementation such as make workbooks, skills inventory, implement career planning workshops, improve communication between organization and employee about career development program in company and giving equal opportunity to every employee with good performance."

"Human resources are the assets of organizations that play the most important role in accomplishing company?s goals. They have the risk of getting into an accident and health problems in their working environment. The level of risk for each person varies depending on their nature of job or their working locations. Aware this condition, PT. Lestari Busana A.M., a garment industries, has implemented safety and health program in the company. One excellent way to assess the accountability of the implementation is through perception survey.

This research focused study and analyzed perception of employees to execute of health and safety work program with supported by a number of indicator that is work-accident, work-safety, work-healthy, the last safety and health work program management. Safety and health work program is constitute to prevent the occur of work accident. There are two targets of this research, that is to know how the execution of safety and health work program in the company with knowing employees perception and to know the constraints from the execution of safety and health work program in the company.

This research use quantitative approach representing selection of variation from social phenomenon studied. There are three kind of detail examination are descriptive, cross-sectional study and pure research.

The variable of this research is univariate. The measuring instrument that is used in this research are questioner, observation and also interview in order to searching answer to raised research questions. Population in this research amount to 810 peoples with amount of sample 89 peoples who is taken with non-probability of stratified random sampling for the employees who has at least one year of employment only. Measurement of mount used in this research is ordinal measurement and use likert scale. The questioner which have been gathered, then made the tabulation of percentage to know dominant value each indicator (Quantitative) and also use central tendency technique.

Pursuant to research result, all respondent express to agree with the execution of safety and health work program. The constraints from the execution of safety and health work program can be handle cause there is cooperation between employer and employee although there are a few employees have neutral responses regarding the implementation. Good execution have been proven can be minimize amount of work accident in company. The company has to involve them in identifying the hazards of their job, so they will be more aware in implementing safety in their daily task."

"Performance Appraisal Systemon PT PLN (Persero) is a step forward in appraisal system commonly used to measure the employee?s performance on public service institution. This kind of performance appraisal system has been implementing on PLN since 1998. Besides measuring the achievement of working objectives aspect, performance appraisal system on PLN also measuring the managerial and behavior aspect. The result of performance appraisal then gives reward and punishment as feedback. That phenomenon is interesting to be analyzing in seeing the implementation of performance appraisal system from employee?s perception.The research is descriptively developed to answer the research hquestion, which is: How is the employee?s perception toward the implementation of performance appraisal at PT PLN (Persero) Jakarta Raya and Tangerang Distribution Office? The approach used in this research is quantitative approach. The research used survey method and interview in collecting data. Data was analyzed by descriptive statistic analysis. Sampling technique is cluster random sampling. From six divisions in PT PLN Jakarta Raya and Tangerang Distribution Office, two divisions were choosing randomly; those are Division of Business and Division of Human Resource and Organization. There are 50 respondents used in the research."

"Jumlah penduduk Indonesia semakin bertambah,kekayaan alam Indonesia nyaris habis. Sulitnya mencari penghasilan di negeri sendiri,maka mereka yang kurang beruntung pergi ke negeri orang sebagai Tenaga Kerja Indonesia dan Tenaga Kerja Wanita......."

"Fenomena pekerja migran Indonesia yang merantau kerja di berbagai negara selalu melahirkan dan memunculkan beragam kisah bahagia dan kisah menyedihkan.Kisah bahagia sebagai bukti bahwa eksistensi pekerja migran sangat membeantu mengatasi pengangguran dan kemiskinan serta meningkatkan kesejahteraan keluarga......"

"AbstrakTo understand the current social situation in Indonesia and its changes over the decades, the population census implemented by Statistics Indonesia, Badan Pusat Statistik (BPS), provides us with important basic information. The usefulness of population census data has greatly increased since 2000 because ethnicity was added to the questionnaire, and BPS published the digitized raw data. This study analyzes the case of Riau Province mainly using raw data from the 2000 and 2010 population censuses, which show that migration from other provinces increased considerably and the employment structure changed significantly. The characteristics of migrants in Riau Province varied during different periods. Minangkabau from West Sumatra Province were dominant in the 1970s, but Javanese from Java Island with governmental support (transmigrasi) exceeded this number in the 1980s. Bataks and Javanese from North Sumatra Province have made up the largest number of migrants since the 1990s. The increase in migrants between 2000 and 2010 was driven by the rapid development of the estate crop sector in Riau Province, especially the oil palm industry, and many local ethnic groups also switched from food crops to estate crops. In 2010, more than a third of the total population in Riau Province was engaged in the estate crop sector. Nevertheless, a notable finding from our analysis is that the descendants of migrants are inclined to engage in industries other than the estate crop sector."

"Motivasi bagi kebanyakan pegawai bekerja adalah mencari nafkah. Apabila di satu pihak pegawai menggunakan pengetahuan, keterampilan, tenaga dan sebagian waktunya untuk berkarya, di Iain pihak pegawai mengharapkan, menerima imbalan tertentu. Berdasarkan pemikiran demikian, saat ini masalah imbalan dipandang sebagai salah satu tantangan yang periu dihadapi oleh manajemen suatu organisasi, oleh karena imbalan tidak Iagi dipandang sebagai alat pemuasan kebutuhan materi tetapi sudah dikaitkan dengan karakter dan martabat manusia. Sebaliknya organisasi memikirkan sebagai faktor-faktor yang perlu dipertimbangkan, untuk mencapai tujuan dan berbagai sasarannya. Berarti daiam mengembangkan dan menerapkan suatu imbalan tertentu, kepentingan organisasi dan kepentingan para pekerja mutlak perlu diperhitungka.Penelitian ini bertujuan mengetahui hubungan antara kompensasi dengan motivasi pegawai. Jenis penelitian adalah penelitian asosiatif yaitu menjelaskan hubungan antara satu variabel dengan variabel lain, dalam hal ini hubungan antara sub-sub variabel kompensasi dengan sub-sub variabel motivasi, dengan menggunakan teknik analisa data "rho Spearman's" dibantu program SPSS 10.00 for 1/Wndows. Penelitian dilakukan pada Kantor Deputi Bidang Sejarah dan Purbakala, Kementerian Kebudayaan dan Pariwisata, dengan sampel sebanyak 95 orang responden, masing-masing mewakili 4 (empat) asisten deputi yang ada di lingkungan Deputi Bidang Sejarah dan Purbakaia. Hasit peneiitian membuktikan bahwa ada hubungan antara kompensasi dengan motivasi pegawai di Deputi Sejarah dan Purbakala Kementerian Kebudayaan dan Pariwisata, lebih rincinya ada hubungan antara kompensasi finansial, kompensasi non hnansiaf 'dengan motivasi pegawai, tetapi diantara kedua variabel kompensasi tersebut, temyata rata-rata variabel kompensasi non inansial berkorelasi dengan semua variabel motivasi, berarti pemberian kompensasi non tinansial menunjukkan lebih dominan pengaruhnya terhadap motivasi. Hubungan antar variabel yang ditampilkan sangat bervariasi yaitu hubungan ? cukup kuat dan signiikan ?, hubungan cukup kuat ini tidaklah mendominasi, karena hubungan ?|emah? dan bahkan ?tidak adanya hubungan" ditunjukkan dalam hubungan antara kompensasi dengan motivasi. Hal ini menunjukkan setiap unsur kompensasi memiliki pola interaksi berbeda terhadap semua unsur motivasi. Oleh karena itu para deciskan maker perlu hati-hati daiam merancang pola pemberian kompensasi, dan memikirkan komposisi terbaik dan pota pemberian kompensasi agar seluruh pegawai benar-benar temwotivasi, Sena melaksanakan pemantauan terhadap pola interaksi antara kompensasi dengan motivaéi secara kontinyu."

"The existence of human resources in management is very strategic; even it becomes a crucial factor to success in implementing any activities and achieving its goals. It can be comprehended because even other resources are available; they are beneficial if other resources are empowered by good quality human resources. It means that human who has ability and willingness, and meets the need of organizational activities will accomplish expected productivity of work.This research aims to analyze the main problem in this thesis which is, is there any relation between human resource empowemlent with employee's productivity of work in that institution and what are the factors which relate to human resource empowerment" The aim of the research is to analyze, the relation between human resource empowerment and employee's productivity of work and factors which are significant in the human resource empowerment process.The method of survey is used in this research which is carried out in the National Law Education Institution. It is applied to analyze the population (universe), big and small population, then select and analyze the sample which is chosen from the population, to find incident, distribution, and relative inter-relation of the sociology and psychology variables.The result of the analysis show that respondents characteristics influence the productivity except age of respondent. Meanwhile, correlation between empowerment of human resource and empIoyee's productivity of work is significantly strong, The factors which intiuence the empowerment of human resource are ability, employee?s work placement, obvious authority, responsibility, trust, support, leadership and motivation."

"ABSTRAKKinerja yang kurang memuaskan dalam pelaksanaan pekerjaan di birokepegawaian Kementerian A merupakan suatu masalah organisasi yang harusdibenahi. Berdasarkan analisis, kemungkinan penyebab rendahnya kinerja adalahketidakkohesifan kelompok dan motivasi yang rendah. Alat ukur yang digunakandalam penelitian ini adalah skala Group Environment Questionnaire,McClelland’s Theory of Needs, dan Campbell Models. Hasil perhitungan denganmenggunakan uji regresi ganda menunjukan bahwa group cohesiveness danmotivasi secara bersama-sama memberikan pengaruh sebesar 90. 8% terhadapkinerja. Sumbangan motivasi terhadap kinerja sebesar 89,18% dan groupcohesiveness sebesar 1,62%. Berdasarkan hasil tersebut, dirancang programintervensi in-house motivation training yang dapat dilakukan oleh pihakorganisasi.

---

ABSTRACTEmployee’s poor performance is an organizational problem that must beaddressed. Based on the analysis, possible causes of the low performance are lackof group cohesiveness and low motivation. Measurement tools used in this studyis the scale of Group Environment Questionnaire, McClelland's Theory of Needs,and Campbell Models. The calculation by using multiple regression test showedthat group cohesiveness and motivation influences toward job performance is90,8%. Contribution of motivation to the job performance is 89.18%, meanwhilecontribution of group cohesiveness is as large as 1.62%. Based on these results, anintervention program designed is in-house motivaton training that can be done bythe organization."