One of the most important management parts in an organization is human resource management. One m... more One of the most important management parts in an organization is human resource management. One method that can be used in measuring and managing its human resources is the Balance Scorecard. The Balance Scorecard concept was developed by Robert S. Kaplan and David P. Norton which began with a study of performance measurement in the business sector in 1990. The three pillars of the national economy, namely State-Owned Enterprises (BUMN), the private sector and cooperatives, are trying to do business such as in the financial services and financing sectors to help and facilitate the community and the Micro, Small and Medium Enterprises (MSMEs) sector. In accordance with Law No. 20 of 2008, that the MSME sector needs to be empowered as an integral part of the people's economy in order to be able to grow and develop in order to become a strong and independent business so that each business entity competes in the distribution of funds to help the MSME sector and the community.
This paper aims to find the right strategy to optimize human resources (HR) in the creative indus... more This paper aims to find the right strategy to optimize human resources (HR) in the creative industries in Indonesia, as one of the important aspects in facing business competition in the industrial revolution era 4.0. Using qualitative research methods with questionnaires and document studies as data collection techniques. The data were analysed through several stages, including data collection, selecting data, displaying data, and drawing conclusions. Some strategies to optimize the development of Human Resources (HR) creative industries in Indonesia, namely, 1) Improving the quality and quantity of educational institutions and creative industri training 2) increasing the capacity and ability of the creative industri workforce.
As time goes by, every company or organization needs quality Human Resources (HR). This is becaus... more As time goes by, every company or organization needs quality Human Resources (HR). This is because qualified human resources are able to provide optimal performance for the company. Therefore, the company needs the right recruitment strategy to be executed. This research is intended to find out what are the stages in the recruitment process of PT Pertamina. This type of research uses qualitative descriptive methods by retrieving existing data. The results of this study explain that PT Pertamina conducts recruitment through several stages, namely sourcing, selection and offering. Where theselection stage is the most important stage. In PT. Pertamina's employee development is also considered because it will be given education and training.
Innovation is the key to improve organizational performance. The development of the times demands... more Innovation is the key to improve organizational performance. The development of the times demands the actualization of the culture of innovation as a continuous improvement of existing organizational services. This paper presents an overview of the application of innovation culture in public sector organizations, as well as what factors influence the success of the actualization of innovation culture in these organizations. This research is a qualitative research with a descriptive approach. The factors that influence the successful implementation of an innovation culture are visionary and innovative leadership, reliable human resources, high teamwork, and budget support. In addition, it can also be analyzed that the innovation culture in this organization has relatively implemented a holistic model of innovation culture.
Work culture is a philosophy as values into the nature, customs, and Work culture was a philosoph... more Work culture is a philosophy as values into the nature, customs, and Work culture was a philosophy as values that became the nature, habits, and the driving force that was owned by every individual in the working environment of an organization. If it was associated with the organization, especially in the Ministry of Religion, the work culture showed how the values of work culture internalized by certain means (vehicle), so that people could feel the excellent service from government organizations.
This paper discusses the evaluation (assessment) of the performance of employees who work in gove... more This paper discusses the evaluation (assessment) of the performance of employees who work in government institutions, basically government institutions have the goal of providing excellent service to the community, in addition to providing excellent service to the community, government institutions also want to realize good governance.). By implementing services that are easy, fast, free of extortion. The purpose is to determine the evaluation of employee performance to realize public services in the perspective of Good Governance and the supporting factors, obstacles in implementing employee performance evaluations to realize public services in the perspective of Good Governance. In writing this paper using a qualitative approach and using a descriptive type. The results obtained in this study are the services provided to the community are quite good, although there are things that need to be improved, so that they can provide optimal services to the community. and also to improve services at the XYZ Village Office, adopting the One Stop Integrated Service (PTSP) system, this system is a system where the community only finds one service locker that will serve all public administrative matters. The supporting factors for the implementation of the evaluation In XYZ sub-district there are regulations/regulations that are used as a reference in the evaluation, the market facilities are comfortable for sub-district office employees, the discipline of employees who come according to working hours and is supported by fingerprint absences so that employee discipline greatly supports the service process. The inhibiting factor is the feeling of reluctance (discomfort) in giving an assessment to each employee because the atmosphere that is built is a family atmosphere. The conclusion is that the service at the XYZ Kelurahan office is quite good. The suggestions that can be given by the author can provide maximum service, are professional, have a strong motivation in providing services, provide opinions and voice opinions, have a great sense of responsibility so that in the evaluation, changes are created that will improve the quality of each employee's performance.
Work productivity is a work of an employee. The work of this employee is a process of working fro... more Work productivity is a work of an employee. The work of this employee is a process of working from a person in producing a good or service. Frequent employee productivity decreases due to the possibility of no good control of work productivity of staff or employees that can cause inconvenience in work, minimal wage and also dissatisfaction in work. A company or organization in improving the productivity of employees also experience constraints. Decrease in work productivity is still common. The problem of work productivity is a common problem that occurs in every company. Sometimes the work productivity of an employee tends to decrease and the effect is the decline of a company. If not addressed properly then the company will tend to experience a significant decline. The problems about the productivity of this work is an indication that the role of management as human resource management is required. This is a way of increasing an employee productivity. Conditions as described above show that human factors play an active role in improving the quality of the company. This is also related to existing technology. Many cases show that technology has advanced but the availability of human resources is very minimal. This is because of the unpreparedness of the organization to make optimal progress. Human resources play an important and decisive role for organizational success. Work productivity which is the performance of employees as the embodiment is performance appraisal or assessment of work, often experience obstacles. This constraint in the form of assessment work that is not in accordance with the performance of employees.
Saat ini, perkembangan industri yang begitu pesat menuntut praktisi Human Resource
(HR) agar ma... more Saat ini, perkembangan industri yang begitu pesat menuntut praktisi Human Resource
(HR) agar mampu memanfaatkan talenta sumber daya manusia (SDM) untuk mencapai
tujuan kompetitif organisasi dengan mengelola dan mengembangkan kompetensi individu.
Perusahaan PT. XYZ berencana mengembangkan sistem manajemen talenta berbasis
kompetensi, sehingga perlu dilakukan evaluasi terhadap kompetensi pegawainya. Tujuan
penulisan ini untuk mengembangkan sistem penilaian kinerja berbasis kompetensi dan
mengevaluasi kinerja pegawai berdasarkan kompetensinya. Proses pengumpulan data
dilakukan dengan studi literatur serta metode analisis deskriptif. PT. XYZ juga
memberikan pelatihan dan pengembangan kompetensi perseroan dengan menerapkan
program pembelajaran inovatif, tujuan pelatihan dan pengembangan adalah untuk
memberikan kesempatan berkembang juga pelatihan untuk karyawan untuk merubah
sikap, perilaku, pengalaman dan performa kinerja
One of the most important management parts in an organization is human resource management. One m... more One of the most important management parts in an organization is human resource management. One method that can be used in measuring and managing its human resources is the Balance Scorecard. The Balance Scorecard concept was developed by Robert S. Kaplan and David P. Norton which began with a study of performance measurement in the business sector in 1990. The three pillars of the national economy, namely State-Owned Enterprises (BUMN), the private sector and cooperatives, are trying to do business such as in the financial services and financing sectors to help and facilitate the community and the Micro, Small and Medium Enterprises (MSMEs) sector. In accordance with Law No. 20 of 2008, that the MSME sector needs to be empowered as an integral part of the people's economy in order to be able to grow and develop in order to become a strong and independent business so that each business entity competes in the distribution of funds to help the MSME sector and the community.
This paper aims to find the right strategy to optimize human resources (HR) in the creative indus... more This paper aims to find the right strategy to optimize human resources (HR) in the creative industries in Indonesia, as one of the important aspects in facing business competition in the industrial revolution era 4.0. Using qualitative research methods with questionnaires and document studies as data collection techniques. The data were analysed through several stages, including data collection, selecting data, displaying data, and drawing conclusions. Some strategies to optimize the development of Human Resources (HR) creative industries in Indonesia, namely, 1) Improving the quality and quantity of educational institutions and creative industri training 2) increasing the capacity and ability of the creative industri workforce.
As time goes by, every company or organization needs quality Human Resources (HR). This is becaus... more As time goes by, every company or organization needs quality Human Resources (HR). This is because qualified human resources are able to provide optimal performance for the company. Therefore, the company needs the right recruitment strategy to be executed. This research is intended to find out what are the stages in the recruitment process of PT Pertamina. This type of research uses qualitative descriptive methods by retrieving existing data. The results of this study explain that PT Pertamina conducts recruitment through several stages, namely sourcing, selection and offering. Where theselection stage is the most important stage. In PT. Pertamina's employee development is also considered because it will be given education and training.
Innovation is the key to improve organizational performance. The development of the times demands... more Innovation is the key to improve organizational performance. The development of the times demands the actualization of the culture of innovation as a continuous improvement of existing organizational services. This paper presents an overview of the application of innovation culture in public sector organizations, as well as what factors influence the success of the actualization of innovation culture in these organizations. This research is a qualitative research with a descriptive approach. The factors that influence the successful implementation of an innovation culture are visionary and innovative leadership, reliable human resources, high teamwork, and budget support. In addition, it can also be analyzed that the innovation culture in this organization has relatively implemented a holistic model of innovation culture.
Work culture is a philosophy as values into the nature, customs, and Work culture was a philosoph... more Work culture is a philosophy as values into the nature, customs, and Work culture was a philosophy as values that became the nature, habits, and the driving force that was owned by every individual in the working environment of an organization. If it was associated with the organization, especially in the Ministry of Religion, the work culture showed how the values of work culture internalized by certain means (vehicle), so that people could feel the excellent service from government organizations.
This paper discusses the evaluation (assessment) of the performance of employees who work in gove... more This paper discusses the evaluation (assessment) of the performance of employees who work in government institutions, basically government institutions have the goal of providing excellent service to the community, in addition to providing excellent service to the community, government institutions also want to realize good governance.). By implementing services that are easy, fast, free of extortion. The purpose is to determine the evaluation of employee performance to realize public services in the perspective of Good Governance and the supporting factors, obstacles in implementing employee performance evaluations to realize public services in the perspective of Good Governance. In writing this paper using a qualitative approach and using a descriptive type. The results obtained in this study are the services provided to the community are quite good, although there are things that need to be improved, so that they can provide optimal services to the community. and also to improve services at the XYZ Village Office, adopting the One Stop Integrated Service (PTSP) system, this system is a system where the community only finds one service locker that will serve all public administrative matters. The supporting factors for the implementation of the evaluation In XYZ sub-district there are regulations/regulations that are used as a reference in the evaluation, the market facilities are comfortable for sub-district office employees, the discipline of employees who come according to working hours and is supported by fingerprint absences so that employee discipline greatly supports the service process. The inhibiting factor is the feeling of reluctance (discomfort) in giving an assessment to each employee because the atmosphere that is built is a family atmosphere. The conclusion is that the service at the XYZ Kelurahan office is quite good. The suggestions that can be given by the author can provide maximum service, are professional, have a strong motivation in providing services, provide opinions and voice opinions, have a great sense of responsibility so that in the evaluation, changes are created that will improve the quality of each employee's performance.
Work productivity is a work of an employee. The work of this employee is a process of working fro... more Work productivity is a work of an employee. The work of this employee is a process of working from a person in producing a good or service. Frequent employee productivity decreases due to the possibility of no good control of work productivity of staff or employees that can cause inconvenience in work, minimal wage and also dissatisfaction in work. A company or organization in improving the productivity of employees also experience constraints. Decrease in work productivity is still common. The problem of work productivity is a common problem that occurs in every company. Sometimes the work productivity of an employee tends to decrease and the effect is the decline of a company. If not addressed properly then the company will tend to experience a significant decline. The problems about the productivity of this work is an indication that the role of management as human resource management is required. This is a way of increasing an employee productivity. Conditions as described above show that human factors play an active role in improving the quality of the company. This is also related to existing technology. Many cases show that technology has advanced but the availability of human resources is very minimal. This is because of the unpreparedness of the organization to make optimal progress. Human resources play an important and decisive role for organizational success. Work productivity which is the performance of employees as the embodiment is performance appraisal or assessment of work, often experience obstacles. This constraint in the form of assessment work that is not in accordance with the performance of employees.
Saat ini, perkembangan industri yang begitu pesat menuntut praktisi Human Resource
(HR) agar ma... more Saat ini, perkembangan industri yang begitu pesat menuntut praktisi Human Resource
(HR) agar mampu memanfaatkan talenta sumber daya manusia (SDM) untuk mencapai
tujuan kompetitif organisasi dengan mengelola dan mengembangkan kompetensi individu.
Perusahaan PT. XYZ berencana mengembangkan sistem manajemen talenta berbasis
kompetensi, sehingga perlu dilakukan evaluasi terhadap kompetensi pegawainya. Tujuan
penulisan ini untuk mengembangkan sistem penilaian kinerja berbasis kompetensi dan
mengevaluasi kinerja pegawai berdasarkan kompetensinya. Proses pengumpulan data
dilakukan dengan studi literatur serta metode analisis deskriptif. PT. XYZ juga
memberikan pelatihan dan pengembangan kompetensi perseroan dengan menerapkan
program pembelajaran inovatif, tujuan pelatihan dan pengembangan adalah untuk
memberikan kesempatan berkembang juga pelatihan untuk karyawan untuk merubah
sikap, perilaku, pengalaman dan performa kinerja
Uploads
Papers by Roy Steven
(HR) agar mampu memanfaatkan talenta sumber daya manusia (SDM) untuk mencapai
tujuan kompetitif organisasi dengan mengelola dan mengembangkan kompetensi individu.
Perusahaan PT. XYZ berencana mengembangkan sistem manajemen talenta berbasis
kompetensi, sehingga perlu dilakukan evaluasi terhadap kompetensi pegawainya. Tujuan
penulisan ini untuk mengembangkan sistem penilaian kinerja berbasis kompetensi dan
mengevaluasi kinerja pegawai berdasarkan kompetensinya. Proses pengumpulan data
dilakukan dengan studi literatur serta metode analisis deskriptif. PT. XYZ juga
memberikan pelatihan dan pengembangan kompetensi perseroan dengan menerapkan
program pembelajaran inovatif, tujuan pelatihan dan pengembangan adalah untuk
memberikan kesempatan berkembang juga pelatihan untuk karyawan untuk merubah
sikap, perilaku, pengalaman dan performa kinerja
(HR) agar mampu memanfaatkan talenta sumber daya manusia (SDM) untuk mencapai
tujuan kompetitif organisasi dengan mengelola dan mengembangkan kompetensi individu.
Perusahaan PT. XYZ berencana mengembangkan sistem manajemen talenta berbasis
kompetensi, sehingga perlu dilakukan evaluasi terhadap kompetensi pegawainya. Tujuan
penulisan ini untuk mengembangkan sistem penilaian kinerja berbasis kompetensi dan
mengevaluasi kinerja pegawai berdasarkan kompetensinya. Proses pengumpulan data
dilakukan dengan studi literatur serta metode analisis deskriptif. PT. XYZ juga
memberikan pelatihan dan pengembangan kompetensi perseroan dengan menerapkan
program pembelajaran inovatif, tujuan pelatihan dan pengembangan adalah untuk
memberikan kesempatan berkembang juga pelatihan untuk karyawan untuk merubah
sikap, perilaku, pengalaman dan performa kinerja