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"Penelitian ini mencoba mengevaluasi penerapan konsep Corporate University di PT. X yang disebut dengan X University. Penelitian dilakukan dengan melakukan analisis core processes yang diterapkan di X University berdasarkan konsep corporate university wheel. Penelitian ini dilakukan dengan menggunakan metode kualitatif yakni dengan melakukan wawancara dengan perwakilan dari X University untuk memperoleh informasi mendalam mengenai penerapan konsep corporate university di PT.X . Secara garis besar dari hasil penelitian X University sudah memahami dan menerapkan konsep corporate university dengan baik.

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This study tries to evaluate the application of the Corporate University in PT. X called X University. Research carried out by analyzing core processes applied at the X University based on the concept of corporate university wheel. This research is conducted using qualitative methods by doing interviews with representatives from X University to obtain in-depth information regarding the application of the corporate university’s concept in PT.X. In general, X University already understand and had applied the concept of good corporate university."

"Perubahan tatanan dunia dengan masifnya perkembangan digital berpengaruh terhadap strategi pembelajaran dan pengembangan sumber daya manusia pada setiap organisasi, tidak terkecuali pada instansi pemerintah. Di Indonesia, perubahan dalam manajemen kompetensi ASN sebagaimana diamanahkan Undang-Undang Nomor 5 Tahun 2014 tentang ASN, ikut mendorong perubahan dalam proses pembelajaran dan pengembangan, pada unit penyelenggara pendidikan dan pelatihan, antara lain ditandai dengan munculnya Corporate University pada Instansi Pemerintah. Dengan pendekatan konsep dan strategi pembelajaran generik Corporate University yang dikembangkan oleh Rademakers, studi ini bertujuan untuk melakukan analisis strategi pembelajaran yang dikembangkan oleh Corporate University pada 6 (enam) Instansi Pemerintah di Indonesia. Metode studi analisis dilakukan dengan pendekatan studi pustaka dengan data dan informasi utama berasal dari rencana strategis Corporate University pada Instansi Pemerintah yang menjadi objek studi. Dari analisis konsep dan strategi pembelajaran pengembangan Corporate University pada 6 (enam) Instansi Pemerintah, dapat disimpulkan bahwa strategi pembelajaran school merupakan strategi mayoritas Corporate University pada Instansi Pemerintah, dibanding strategi pembelajaran college, maupun strategi pembelajaran academy. Berbagai konsep dan strategi pembelajaran Corporate University pada studi ini diharapkan dapat menjadi referensi bagi Instansi Pemerintah lain, yang akan mengembangkan Corporate University sebagai strategi dalam pengembangan kompetensi ASN di Indonesia."

"Corporate University (CorpU) mulai menjadi wacana penting dalam pengembangan Aparatur Sipil Negara (ASN) di Indonesia sejak tahun 2014, walau begitu masih sedikit penelitian empiris mengenai tipe organisasi ini. Penelitian ini bertujuan untuk mengidentifikasi faktor pendorong dan penghambat kesuksesan pelaksanaan CorpU di instansi pemerintah di Indonesia. Dengan menerapkan pendekatan tinjauan literatur, data dikumpulkan dari 21 artikel ilmiah penerapan CorpU di Indonesia, yakni dikumpulkan dari lembaga yang telah atau sedang menerapkan CorpU di Indonesia. Literatur kemudian dianalisis secara kualitatif untuk menemukan tema terkait faktor pendorong dan penghambat implementasi CorpU. Hasil menunjukkan adanya sejumlah faktor pendorong dan penghambat pelaksanaan CorpU di lembaga pemerintahan di Indonesia. Faktor pendorong tersebut, di antaranya (a) ketersediaan SDM; (b) tolok ukur; (c) pengalaman dalam blended learning; (d) penyemangat institusional, dan (e) dukungan manajemen puncak. Sementara itu, terdapat lima faktor penghambat terpenting adalah (a) lemahnya jaringan dan kemitraan; (b) lemahnya manajemen pengetahuan; (c) kurangnya inovasi; (d) ketakutan akan perubahan, dan (e) tanggung jawab administratif yang tidak jelas. Hasil penelitian ini dapat membantu lembaga pemerintahan untuk mengembangkan CorpU sebagai strategi pengembangan SDM di lembaga, guna beradaptasi dengan pengetahuan yang berkembang cepat dan kebutuhan SDM yang dimiliki. Selain itu saran untuk penelitian selanjutnya diberikan dalam aspek metodologis, terkait pentingnya penelitian kuantitatif serta faktor-faktor yang berdampak terhadap efektivitas dan efisiensi CorpU."

"Penelitian ini untuk menganalisis bagaimana peran Corporate University dalam peningkatan kompetensi Aparatur Sipil Negara (ASN) pada BPSDM Provinsi DKI Jakarta. Pada latar belakang penulis menemukan banyak fenomena yang terjadi di BPSDM DKI Jakarta. Seperti tingkat kompetensi yang belum optimal, dimana hal ini dapat menurunkan kualitas pelayanan public karena ASN kurang memiliki pengetahuan, keterampilan atau pemahaman dalam mengemban tugas mereka. Tanpa pelatihan berkelanjutan, ASN kesulitas beradaptasi dengan perubahan lingkungan kerja, teknologi atau kebijakan yang mengakibatkan ketidakmampuan menghadapi tantangan baru atau memanfaatkan peluang. Kurangnya inovasi dan peningkatan kinerja menghambat kemampuan ASN dalam mengembangkan ide baru atau memperbaiki proses kerja, sehingga BPSDM Provinsi DKI Jakarta kesulitan mencapai tujuan pembangunan dan pelayanan. Metode penelitian ini adalah kualitatif dengan pendekatan post-positivisme. Hasil penelitian menunjukan penerapan corporate university di BPSDM DKI Jakarta berdampak positif terhadap peningkatan kompetensi ASN yang mencakup keterampilan teknis, penguasaan pengetahuan spesifik serta keterampilan manajerial dan kepemimpinan. Penelitian ini merekomendasikan BPSDM Provinsi DKI Jakarta terus mengoptimalkan program corporate university melalui evaluasi berkala dan penyesuaian materi pelatihan sesuai kebutuhan terkini. Selanjutnya juga dibutuhkan kolaborasi intensif dengan Lembaga Pendidikan dan pelatihan lain untuk memperkaya materi dan metode pembelajaran. Peningkatan kompetensi ASN melalui Corporate University diharapkan dapat berkontribusi signifikan pada kualitas pelayanan publik dan kinerja dari pemerintah Provinsi DKI Jakarta.

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The research aims to analyze the role of Corporate University in enhancing the competency of the State Civil Apparatus (ASN) at BPSDM DKI Jakarta Province. The author observed several issues in BPSDM DKI Jakarta Province, including suboptimal competency levels among ASNs, which affects the quality of public services. The lack of continuous training makes it challenging for ASNs to adapt to changes in the work environment, technology, and policies. This hampers their ability to innovate and improve performance, hindering BPSDM DKI Jakarta Province's development and service goals. The research used a qualitative approach with a post-positivism view. The results revealed that the implementation of the Corporate University at BPSDM DKI Jakarta Province has positively impacted ASN competency in technical skills, specific knowledge, managerial, and leadership skills. The research recommends optimizing the Corporate University program through regular evaluations and adjusting training materials to current needs. It also suggests collaborating with other educational and training institutions to enhance learning materials and methods. Improving ASN competency through the Corporate University is expected to significantly enhance the quality of public services and the performance of the DKI Jakarta Province Government."

"ABSTRAKBanyak kontribusi positif yang didapatkan dari pegawai yang memiliki engagement yang kuat terhadap perusahaan. Salah satu penentu engagement adalah pemenuhan terhadap kebutuhan pelatihan dan pengembangan pegawai. Kegiatan unit pelatihan saat ini mulai bertransformasi menjadi corporate university. Menurut Meister 1998 , perbedaan kedua unit pembelajaran tersebut terletak pada kurikulumnya. Apabila bentuk kegiatan pelatihan berpengaruh positif terhadap employee engagement, maka pelatihan dari corporate university diasumsikan juga berpengaruh positif terhadap engagement. Didukung pengaruh moderasi budaya pembelajaran, kegiatan pelatihan dan pengembangan akan memberi pengaruh yang lebih baik lagi bagi employee engagement. Hasil penelitian menunjukkan bahwa kurikulum corporate university berpengaruh positif terhadap employee engagement. Budaya pembelajaran juga terbukti menjadi moderator pada hubungan antara kurikulum corporate university dengan employee engagement. Kata kunci:corporate university, kurikulum corporate university, kurikulum, employee engagement, organisasi pembelajaran, budaya pembelajaran, learning organization, learning culture.

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ABSTRACTThere are many positive contributions sourced from an engaged employee. One determinant of employee engagement is the fulfillment of training and development needs. Many training unit has transformed itself into a corporate university. Meister 1998 said that the difference between those two entities lie on the curriculum. If previous style of learning has had a positive effect to employee engagement, it is assumed that training from corporate university will also has a positive effect to employee engagement. Learning culture is assumed to moderate the relationship between corporate university 39 s curriculum and employee engagement. From the research, it is found that corporate university 39 s curriculum has positive effect to employee engagement, while learning culture is found to be moderating the relationship between corporate university 39 s curriculum and employee engagement. "

"ABSTRAKPenelitian ini bertujuan untuk menganalisis peran nilai-nilai Personal terhadap Orientasi Kewirausahaan Individu dan Intensi Kewirausahaan. Nilai-Nilai Personal dikategorikan berdasarkan kategori yang disampaikan oleh Schwartz (1992) yang terdiri atas Openness to Change, Conservation, Self Enhancement, dan Self Transcendence. Unit analisis penelitian ini adalah peserta Management Trainee (Officer Development Program) yang sedang menjalani masa pelatihan di Corporate University PT Bank xxx (Persero) Tbk. Metode penelitian yang digunakan adalah Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa hanya Conservation yang tidak menunjukkan pengaruh terhadap Orientasi Kewirausahaan Individu. Kategori Nilai-Nilai Personal lainnya yang terdiri atas Openness to Change, Self Transcendence, dan Self Enhancement menunjukkan ada pengaruhnya terhadap Orientasi Kewirausahaan Individu. Selanjutnya untuk pengujian antara Nilai-Nilai Personal terhadap Intensi Kewirausahaan, diketahui bahwa Self Enhancement dan Conservation berpengaruh terhadap Intensi Kewirausahaan, sedangkan dua kategori lainnya tidak menunjukkan hasil yang sama. Kemudian pengujian terakhir dilakukan dengan hasil Orientasi Kewirausahaan Individu tidak berpengaruh terhadap Intensi Kewirausahaan.

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ABSTRACTThis study discusses the role of Personal Values on entrepreneurship, especially Individual Entrepreneurial Orientation and Entrepreneurial Intention. The study conducted on the individual level with the respondents being participants of the Management Trainee (Officer Development Program) who were undergoing training at Corporate University PT Bank xxx (Persero) Tbk. The research method used is Structural Equation Modeling (SEM). The results show that there is no influence of Conservation on Individual Entrepreneurial Orientation. Other Personal Values categories of Openness to Change, Self-Transcendence, and Self Enhancement indicate that there is an effect on Individual Entrepreneurial Orientation. Furthermore, for testing the impact of Personal Values on Entrepreneurial Intention, the results obtained that Self Enhancement and Conservation affect Entrepreneurial Intention, while the other two categories do not show the same results. Finally, we found that no effect of Individual Entrepreneurial Orientation on the Entrepreneurship Intention."

"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."