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Faktor-faktor yang Mempengaruhi Kompetensi Kerja Karyawan Wijayanto, Aris; Hubeis, Musa; Affandi, M. Joko; Hermawan, Aji
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 6, No 2 (2011): Manajemen IKM
Publisher : Institut Pertanian Bogor

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Abstract

The purpose of this paper is to gain clarity and better understanding on important determinants that contribute to the formulation of employee’s competencies in the workplace. The methodology in this study is using SEM (Structural Equation Model) with two latent variables which are: employee’s soft competency and employee’s hard competency. For each latent variable mentioned, there are several measurable indicators being identified based on theoritical framework and previous studies to be tested. The important findings are: family values, personal’s purpose of life, social environment, accessability for a mentor and formal education, all are important determinants for employee’s soft competency. While training, working experiences, clarity of job description and SMART (Specific, Measurable, Attainable, Relevant and Timebond) objective setting, all are important determinants for employee’s hard competency. From the goodness of fits test to conclude the best recommended model to explain the relationship between main determinants for competencies, main determinants for performance and between competencies and employee’s performance this study succesfully generate a good model which could be useful for both practicioners and researchers on their effort to find ways to further drive employee’s productivity
Rancang Bangun Model Audit Manajemen Sumber Daya Manusia, Menggunakan Pendekatan Sistem Susilo, Willy; -, Eriyatno; Affandi, M. Joko; Goenawan, D. Agus
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 6, No 2 (2011): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Original Source | Check in Google Scholar | Full PDF (1084.87 KB)

Abstract

The purpose of this study is to design an audit model for Human Resource Management (HRM), using soft system methodology (SSM). The study was conducted in two stages. The first stage is  designing an audit model, using  Strategic Assumption Surfacing and Testing (SAST), and Interpretative Structural Modeling (ISM), through Focus Group Discussion (FGD). The SAST  technique was used, involving some experts through FGD, for identification and ranking  of assumptions of the HRM audit model. The ISM technique was used to identify the relationship between elements and structure of the HRM audit program. The second stage was verification of the model through a trial audit, which was done in two phases. The first phase  was  establishment of  FGD, involving some senior/managerial staff  to prepare  a set of customized audit devices (questionair, techniques, etc), with reference of the designed model of HRM audit. The second phase  was application of developed assessment devices by the respondents. The selected topic for the trial audit was corporate culture. The approaches used in the  trial audit were self assessment, importance-performance analysis (IPA) and perception survey. The output of this study is a model of HRM audit for application in a manufacturing company. This study has a limitation, because both the design and verification processes involved experts only from one company respectively, and the trial audit was done partially.  The output of this study therefore shall have to be further verified  if   the model is to be applied extensively in other types of organization,  like government bodies and  non-commercial sectors. The preposition of this study, that  application of the audit model resulted from this study  will enhance the effectiveness of HRM and eventually enhance the effectiveness of organization, has been proven  to be  partially true. The perception survey of the model  users (n=30),  indicated  the means  of:  importance (3.8),  usefulness ( 4.3), practicality( 3.2), feasibility (3),  dan recommendation (4). 
Analisis Struktur Program Penguatan Bisnis Pemula bagi Wirausaha Pemuda Menggunakan Interpretive Structural Modeling Rasdan, Rathoyo; ., Eriyatno; Affandi, M. Joko; ., Machfud
Jurnal Aplikasi Manajemen Vol 11, No 4 (2013)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

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Abstract

Abstract: Unemployment increasing in Indonesia is currently a significant, especially unemployment of college graduates. Hence, the development of youth entrepreneurship can be an alternative solution. In the development progress of emerging entrepreneurship programs in a variety of higher education, but have not contributed significantly to job creation and unemployment reduction. In case the complex problems is necessary to study the structure of the program. The aim of this paper is to analyze the structure and key elements of strengthening start-up business program, which is one way of growing entrepreneurial youth.The interpretive structural modeling (ISM) methodology is used to envelop relationship among these elements. ISM approach begins with the identification of elements that correspond to the problem or issueuntil finally the distribution of elements and structures extraction models. The element of objective program have been identified base on their driving power and dependence power. The results shown the key element isto grow the start-up business services unit in college. To achieve these objectives have been element of possibly changes, namely entrepreneurship curriculum changing in college. Curriculum changes focused to characterbuilding and soft-skill, in addition the competence of graduates which are the objectives of national education.Keywords: start-up business, strengthening, interpretive structural modeling
RANCANG BANGUN OPERASIONAL TEKNOLOGI INFORMASI BANK SENTRAL MELALUI SISTEM SDM OUTSOURCING Dinarjo, Tjiptogoro; Eriyatno, Eriyatno; Hermawan, Aji; Affandi, M. Joko
Jurnal Manajemen & Agribisnis Vol 8, No 1 (2011): Vol. 8 No. 1 Maret 2011
Publisher : Graduate Program of Management and Business Bogor Agricultural University

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Abstract

The key factors of successful information technology outsourcing are the procurement process of the professional and trusted provider, the contract that guarantees a committed implementation of outsourcing as agreed priorly, the implementation of outsourcing that fulfils the approved grade of quality as service level agreement, the provider’s capabilities as listed in the requirement of the procurement process, and the implementation itself. Those key factors are the subjects of study, which results are applicable as the basic policy in developing a premium IT services through the outsourcing system. The case study was conducted in the Bank Indonesia, whether research approach is the combination of explorative, descriptive and explanator. Analysis endogenous and exogenous variables’ll be using Structural Equation Modeling (SEM). The recommendation is formulated according to the result of SEM analysis. Result of the study stated that Structural Model 3 is the perfect fit model. The dominant factor is the capability, procurement, contracts, implementation and outsourcing of IT operations significantly on the structure of 3.   Keywords: Outsourcing, Information Technology, Structural Model, Manajemen Sumber Daya Manusia
Faktor-faktor yang Mempengaruhi Kompetensi Kerja Karyawan Wijayanto, Aris; Hubeis, Musa; Affandi, M. Joko; Hermawan, Aji
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 6, No 2 (2011): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Original Source | Check in Google Scholar | Full PDF (339.176 KB)

Abstract

The purpose of this paper is to gain clarity and better understanding on important determinants that contribute to the formulation of employee’s competencies in the workplace. The methodology in this study is using SEM (Structural Equation Model) with two latent variables which are: employee’s soft competency and employee’s hard competency. For each latent variable mentioned, there are several measurable indicators being identified based on theoritical framework and previous studies to be tested. The important findings are: family values, personal’s purpose of life, social environment, accessability for a mentor and formal education, all are important determinants for employee’s soft competency. While training, working experiences, clarity of job description and SMART (Specific, Measurable, Attainable, Relevant and Timebond) objective setting, all are important determinants for employee’s hard competency. From the goodness of fits test to conclude the best recommended model to explain the relationship between main determinants for competencies, main determinants for performance and between competencies and employee’s performance this study succesfully generate a good model which could be useful for both practicioners and researchers on their effort to find ways to further drive employee’s productivity
Rancang Bangun Model Audit Manajemen Sumber Daya Manusia, Menggunakan Pendekatan Sistem Susilo, Willy; Eriyatno, -; Affandi, M. Joko; Goenawan, D. Agus
MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Vol 6, No 2 (2011): Manajemen IKM
Publisher : Institut Pertanian Bogor

Show Abstract | Original Source | Check in Google Scholar | Full PDF (1084.87 KB)

Abstract

The purpose of this study is to design an audit model for Human Resource Management (HRM), using soft system methodology (SSM). The study was conducted in two stages. The first stage is  designing an audit model, using  Strategic Assumption Surfacing and Testing (SAST), and Interpretative Structural Modeling (ISM), through Focus Group Discussion (FGD). The SAST  technique was used, involving some experts through FGD, for identification and ranking  of assumptions of the HRM audit model. The ISM technique was used to identify the relationship between elements and structure of the HRM audit program. The second stage was verification of the model through a trial audit, which was done in two phases. The first phase  was  establishment of  FGD, involving some senior/managerial staff  to prepare  a set of customized audit devices (questionair, techniques, etc), with reference of the designed model of HRM audit. The second phase  was application of developed assessment devices by the respondents. The selected topic for the trial audit was corporate culture. The approaches used in the  trial audit were self assessment, importance-performance analysis (IPA) and perception survey. The output of this study is a model of HRM audit for application in a manufacturing company. This study has a limitation, because both the design and verification processes involved experts only from one company respectively, and the trial audit was done partially.  The output of this study therefore shall have to be further verified  if   the model is to be applied extensively in other types of organization,  like government bodies and  non-commercial sectors. The preposition of this study, that  application of the audit model resulted from this study  will enhance the effectiveness of HRM and eventually enhance the effectiveness of organization, has been proven  to be  partially true. The perception survey of the model  users (n=30),  indicated  the means  of:  importance (3.8),  usefulness ( 4.3), practicality( 3.2), feasibility (3),  dan recommendation (4). 
Pengaruh Faktor Karakteristik Individu dan Budaya Organisasi terhadap Keterikatan Pegawai Generasi X dan Y Fatimah, Hermin; Dharmawan, Arya Hadi; Sunarti, Euis; Affandi, M. Joko
UB Online Journal -- Development Version -- OJS 2.4.7.1 Vol 13, No 3 (2015)
Publisher : UB Online Journal -- Development Version -- OJS 2.4.7.1

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Abstract

Abstract: The aim of this study is to examine the influence of individual characteristics andorganizational culture on employee engagement in generation X and Y. The study was conductedat the head office of a bank in Jakarta. This study is also intended to determinewhether there are perception differences between these two factors in generation X and Y.The data used in this study was collected through a questionnaire to 220 respondents consistingof 119 generation X respondents (59 men and 60 women) and 101 generation Yrespondents (44 men and 57 women). The comparison test (t test) and Structural EquationModeling (SEM) results show that there are no significant differences for the factors ofindividual characteristics between generations X and Y, because the bank has implementeda tight competency standard for recruitment such as hard worker, discipline, active in sociallife/organization for applicant who are acceptable. There is significant difference for organizationalculture, especially contributed by the result orientation and aggressiveness inwhich generation X is higher than generation Y. It is due to in this research the majorityrespondents for generation X are assistant director and have service time more than 15years compare to generation Y are assistant manager with service time below 7 years. Majorityof generation X are better understanding competitiveness culture in the bank that implementedperformance based culture. Both individual characteristics and organizational cultureare significantly affect employee engagement in generations X and Y. Therefore, therecruitment standard applied today still needs to continually utilize in order to minimize theindividual conflict between generation. In addition, organization needs to facilitate the staffto perform the value of organizational culture.Keywords: employee engagement, individual characteristics, organizational culture, generationX and Y
Pengaruh Faktor-Faktor Motivasi terhadap Kinerja Pegawai Dinas Bina Marga dan Sumber Daya Air Kota Bogor Handayani, Prima Dessy; Hutagaol, M. Parulian; Affandi, M. Joko
UB Online Journal -- Development Version -- OJS 2.4.7.1 Vol 13, No 3 (2015)
Publisher : UB Online Journal -- Development Version -- OJS 2.4.7.1

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Abstract

Abstract: Highways and Water Resources Department is one part of the local governmentorganizations in Bogor in which has the task to formulate technical policy and providepublic services in the field of community development and water resources. This courserequires a highly performance to be able implementing the tasks well. However, theorganization’s efforts to improve productivity experience have a variety obstacle. One of thebiggest obstacles is declining of the employee’s performance caused by decreasing of employeemotivation. The aim of this study is assessing the motivation factors of the mostinfluence on employee performance. Data collection techniques of this study used observation,interview and questionnaire with semantic scale techniques. Data analysis was performedby multiple linear regression analysis method. The analysis results of the influence ofmotivational factors on the performance showed that there is extrinsic work motivationfactors on employee performance than intrinsic work motivation factors. Extrinsic motivationfactor has the most influence to the employees performance of Highways and WaterResources Department, the policy and administration, and working conditions in Bogor.Keywords: extrinsic motivation, intrinsic motivation, performance
The Role of Organizational Leadership to Enhance Top 10 CSR Issues and Trends in the Global Economy Rachmayanti, Dewi; Hubeis, Musa; Maarif, M. Syamsul; Affandi, M. Joko
INTERNATIONAL RESEARCH JOURNAL OF BUSINESS STUDIES Vol 7, No 2 (2014): August-November 2014
Publisher : Universitas Prasetiya Mulya

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Abstract

Penerapan Organisasi Pembelajar Dalam Upaya Meningkatkan Kinerja PD ABC Hendriani, Rulli; Ma'arif, M. Syamsul; Affandi, M. Joko
Jurnal Borneo Administrator Vol 14 No 3 (2018): Desember 2018
Publisher : P3KDOD III Lembaga Administrasi Negara

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Abstract

This study aims to 1) analyze the implementation of learning organization in PD ABC; 2) analyze the influence of learning organization towards performance improvement of PD ABC; 3) analyze the influence of leadership and organizational culture towards learning organizations, 4) analyze the influence of learning organization, leadership and organizational culture towards performance improvement of PD ABC, and 5) formulate a sustainable learning organization strategy to improve the performance of PD ABC. Methods in this research were Structural Equation Model (SEM) and Analytical Hierarchy Process (AHP). The results showed that 1) information systems and sharing of knowledge, organizational relationship, strategic leadership, collaboration and team learning need to be improved; 2) leadership has a positive influence and significant effect with learning organization but organizational culture has insignificant effect towards learning organization; 3) learning organization has a positive influence and significant effect towards improving PD ABC performance; learning organization has a positive influence and significant effect towards organizational performance, although leadership and organizational culture have a negative influence but insignificant effect towards performance organization; 4) in order to develop sustainable learning, PD ABC has to provide measurable evaluation and monitoring systems, transparent rewards and punishment, as well as competent people. Keywords: Leadership, learning organization, organizational culture, organizational performance, strategy Abstrak Penelitian ini bertujuan 1) menganalisis penerapan organisasi pembelajar di PDABC; 2) menganalisis pengaruh organisasi pembelajar terhadap organisasi pembelajar, 3) menganalisis pengaruh kepemimpinan dan budaya organisasi dengan organisasi pembelajar; 4) menganalisis pengaruh organisasi pembelajar, kepemimpinan, dan budaya organisasi terhadap peningkatan kinerja PD ABC; dan 5) memformulasikan strategi organisasi pembelajar berkelanjutan dalam upaya meningkatkan kinerja PD ABC. Metodologi penelitian ini mengambil data secara stratified random sampling ,analisadeskriptif,StructuralEquationModel (SEMLisrel), danAnalyticalHierarchy Process (AHP). Hasil penelitianadalah 1) sistem informasi dan penyebaran pengetahuan, hubungan organisasi,kepemimpinan strategis, kolaborasi dan pembelajaran tim masih perlu ditingkatkan; 2)kepemimpinan berpengaruh signifikan terhadap organisasi pembelajar, budaya organisasiberpengaruh tidak signifikan terhadap organisasi pembelajar; 3) organisasi pembelajarberpengaruh signifikan dengan kinerja organisasi, namun kepemimpinan dan budayaorganisasi secara langsung berpengaruh negatif namun tidak signifikan dengan kinerjaorganisasi 4) strategi meningkatkan kinerja PDABC melalui organisasi pembelajar yaitumenyediakan sistem evaluasi dan monitoring yang terukur serta reward dan punishment yangtransparan. Efektivitas kerja perlu didukung dengan penempatan orang yang tepat sesuai dengan kompetensinya dan melakukan pemberdayaan karyawan.Kata Kunci : Budaya organisasi, kepemimpinan, kinerja organisasi, organisasi pembelajar, strategi