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"Makalah ini dibuat dengan tujuan untuk meneliti dan memberikan penilaian atas tren perubahan yang terjadi pada aplikasi model tradisional sumber daya manusia di Jepang. Adapun tiga hal yang menjadi ‘pilar’ dari model tradisional tersebut adalah: pengabdian kerja seumur hidup, sistem remunerasi berdasarkan senioritas, serta perserikatan pekerja pada setiap perusahaan. Sejauh mana ketiga pilar ini bergerak menuju model Barat masih bergantung kepada konteks kultural, sosial, dan kebiasaan yang sangat melekat kepada individu pekerja di Jepang. Sehingga, dapat dikatakan bahwa reformasi terhadap sistem sumber daya manusia di Jepang menjadi kebaratan tidak dapat terjadi.

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This paper was made with the purpose to make a research and to provide an assessment of the trends of changes that occur in the application of the traditional model of human resources in Japan. The three elements that had become the 'pillars' in the tradisional Japanese model are: lifetime employment, seniority-based remuneration system, as well as the enterprise unionism on each company. The extent to which these 'pillars' are converging towards the Western model will still depend on the strong cultural and social contexts, and individual behavior that are inherent in the Japanese employees. Thus, it can be said that the reform of the tradisional Japanese HRM model into a Westernized model cannot occur completely."

"Sumber Daya Manusia (SDM) Keperawatan adalah komponen penting dalam pengelolaan kesehatan karena sumber daya manusia yang mengelola sumber daya kesehatan lainnya dan memberikan pelayanan kesehatan kepada masyarakat. Informasi SDM keperawatan yang cepat, tepat, lengkap dan terbaharui tentang jumlah, jenis dan distribusi SDM keperawatan di suatu wilayah atau fasilitas pelayanan kesehatan penting dimiliki untuk mendukung pengambilan keputusan manajemen SDM keperawatan terkait perencanaan, penempatan dan pengembangan SDM keperawatan. Pada saat ini informasi SDM keperawatan berbeda-beda sesuai dengan lembaga yang merilisnya. Penelitian ini bertujuan untuk mengetahui implementasi model sistem informasi manajemen sumber daya manusia keperawatan. Penelitian ini menggunakan pendekatan operational research yang terdiri dari tiga tahap, yaitu: tahap pertama studi eksploratif dengan disain kualitatif, tahap kedua pengembangan model, dan tahap ketiga implementasi dan evaluasi model dengan desain pra-eksperimen one group posttest only design. Implementasi model dievaluasi menggunakan framework kesesuaian faktor manusia organisasi dan teknologi (HOT-Fit-factors). Besar sampel sebanyak 123 responden. Intervensi berupa pelatihan, pendampingan dan penerapan SI-NURSE. Hasil penelitian ada hubungan yang signifikan antara variabel masa kerja, kemampuan adaptasi, aspek dukungan manajemen, aspek tehnik dan kualitas informasi dengan kepuasan pengguna. Kualitas informasi dan kemampuan teknologi informasi secara bursama-sama berperan dalam menentukan kepuasan pengguna sistem informasi sumber daya manusia keperawatan SI-NURSE.

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Human Resources (HR) Nursing is an important component in health management because human resources manage other health resources and provide health services to the community. Fast, precise, complete and updated nursing HR information about the number, type and distribution of nursing human resources in an area or health care facility is important to have to support nursing HR management decision making related to planning, placing and developing nursing human resources. At this time, nursing HR information varies according to the institution that released it. This study aims to determine the implementation of the nursing human resource management information system model. This research uses an operational research approach consisting of three stages, namely: the first stage of exploratory study with qualitative design, the second stage of model development, and the third stage of model implementation and evaluation with a pre-experimental design of one group posttest only design. The implementation of the model was evaluated using the framework of the suitability of the human factor of the organization and technology (HOT-Fit-factors). The sample was 123 respondents. Interventions in the form of training, mentoring and application of SI-NURSE. The results of the study there is a significant relationship between the variables of service life, adaptability, aspects of management support, technical aspects and quality of information with user satisfaction. The quality of information and the ability of information technology equally play a role in determining the satisfaction of users of the SI-NURSE nursing human resources information system."

"Sumber daya manusia (SDM) telah menjadi sumber daya yang penting dalam perkembangan perekonomian perusahaan. Sebagai elemen penting, SDM memiliki sistem sendiri yang menunjang pekerjaan yang digunakan di perusahaan, yaitu SISDM. Untuk mengetahui efisiensi dan efektivitas SISDM, maka diperlukan evaluasi. Penelitian ini mengidentifikasi dimensi pengukuran kualitas SISDM dan pengaruhnya terhadap efisiensi dan efektivitas penggunaan SISDM di perusahaan. Model penelitian ini menggunakan framework HOT-Fit Model dengan menerapkan mixed methods, yaitu penelitian kualitatif dengan thematic analysis dan penelitian kuantitatif dengan analisis kuantitatif PLS-SEM. Pada penelitian kualitatif, model penelitian yang dikembangkan terdiri dari 9 variabel penelitian yang diperoleh berdasarkan hasil wawancara dengan narasumber dari PT XYZ dan studi literatur. Pada penelitian ini, sebanyak 13 hipotesis diajukan yang dianalisis menggunakan SmartPLS. Setelah kuesioner dibagikan, terkumpul data bersih sejumlah 41 data. Hasil dari analisis menunjukkan terdapat beberapa hipotesis yang diterima dan ditolak. System quality berpengaruh positif terhadap system use dan user satisfaction. Namun, information quality tidak berpengaruh positif terhadap system use dan user satisfaction. Lebih lanjut, service quality terbukti berhubungan positif dengan user satisfaction, sedangkan service quality terhadap system use tidak berhubungan positif. Hipotesis akhir, ditemukan bahwa system use tidak memiliki pengaruh yang signifikan terhadap HRIS Management Net Benefits, sedangkan user satisfaction memiliki hubungan yang positif yang signifikan terhadap HRIS Management Net Benefits. Penelitian ini diharapkan dapat menjadi acuan dalam mengevaluasi SISDM bagi perusahaan yang menggunakannya.

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Human resources (HR) have become an important resource in the development of the company's economy. As an important element, HR has its own system that supports the work used in the company, namely HRIS. To determine the efficiency and effectiveness of HRIS, an evaluation is needed. This study identified the dimensions of HRIS quality measurement and their influence on the efficiency and effectiveness of using HRIS in companies. This research model uses the HOT-Fit Model framework by applying mixed methods, namely qualitative research with thematic analysis and quantitative research with PLS-SEM quantitative analysis. In qualitative research, the research model developed consists of 9 research variables obtained based on the results of interviews with informants from PT XYZ and literature studies. In this study, 13 hypotheses were proposed which were analyzed using SmartPLS. After the questionnaires were distributed, 41 data were collected. The results of the analysis show that there are several hypotheses that are accepted and rejected. System quality has a positive effect on system use and user satisfaction. However, information quality has no positive effect on system use and user satisfaction. Furthermore, service quality is proven to be positively related to user satisfaction, while service quality to system use is not positively related. The final hypothesis is that system use does not have a significant effect on HRIS Management Net Benefits, while user satisfaction has a significant positive relationship with HRIS Management Net Benefits. This research is expected to be a reference in evaluating HRIS for companies that use it."

"Skripsi ini membahas mengenai pengembangan Sistem Penilaian Esai Otomatis (SIMPLE-O) yang dirancang dengan menerapkan Regularization pada model MLP(Multilayer Perceptron) untuk penilaian esai Bahasa Jepang. Sistem dirancang dengan menggunakan bahasa pemrograman Python. Penilaian otomatis oleh sistem dilakukan dengan cara membandingkan jawaban 43 mahasiswa dan kunci jawaban dari dosen yang telah diproses sebelumnya sedemikian rupa hingga berbentuk token. Jawaban mahasiswa dan dosen akan diproses menggunakan model MLP sehingga menghasilkan vector jawaban yang akhirnya akan dibandingkan menggunakan Manhattan Distance. Dari variasi model pada beberapa skenario yang diuji, model yang memiliki performa terbaik dari segi akurasi dan kekonsistenan tingkat akurasi terjadi pada model MLP yang menggunakan L1 Regularization dengan learning rate optimizer sebesar 0,00001 dan lambda 0,001. Model mendapatkan rata-rata nilai perbedaan antara nilai sistem dengan nilai asli sebesar 22,40% dan standar deviasi 11,54.

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This thesis discusses the development of an Automated Essay Scoring System (SIMPLE-O) designed by applying Regularization to the MLP (Multilayer Perceptron) model for Japanese Language essay scoring. System is developed using the Python programming language. Automatic assessment by the system is carried out by comparing the answers of 43 students and the answer keys from lecturers who have been processed previously in such a way that they are in the form of tokens. Student and lecturer answers will be processed using the MLP model, resulting in an answer vector that will eventually be compared using Manhattan Distance. From the model variations on some of the scenarios tested, model that has the best performance in terms of accuracy and consistency occurs in MLP models that use L1 Regularization with a optimizer learning rate of 0.00001 and lambda of 0.001. The model obtains an average value of the difference between the system value and the original value of 22.40% and a standard deviation of 11.54."

"Salah satu cara untuk meningkatkan kepercayaan publik adalah memperbaikikinerja personel SDM untuk memberikan pelayanan dibidang SDM secaraprofesional dan berkualitas. Hal ini bergantung terhadap sikap dan perilakupersonel SDM yang dapat terbentuk dengan adanya kepuasan kerja. Kepuasan kerjamenurut beberapa peneliti dipengaruhi oleh praktik manajemen sumber dayamanusia, iklim organisasi, dan kepemimpinan pelayan yang berujung kepadapeningkatan kinerja dan produktivitas organisasi. Oleh karena itu, penelitian inibertujuan untuk mengkaji pengaruh praktik manajemen sumber daya manusia X1 ,iklim organisasi X2 , dan kepemimpinan pelayan X3 terhadap kepuasan kerja Y personel Bidang SDM Polda Metro Jaya. Untuk mengukur variabel X1,berdasarkan teori dari Nancy Quansah maka variabel X1 dibagi dalam 4 dimensiyang terdiri dari seleksi, rekrutmen, pengembangan karier, serta pendidikan danlatihan. Variabel X2 diukur dengan 6 dimensi Kanten Ulker, 2013 yang terdiridari reward, warmth, support-commitment, structure, risk-conflict, danorganization standard. Sedangkan untuk mengukur variabel X3, maka digunakan5 dimensi Barbuto Wheeler, 2006 yaitu altruistic calling, emotional healing,wisdom, persuasive mapping, dan organizational stewardship. Selanjutnya untukmengukur variabel Y, maka digunakan 3 dimensi terdiri dari instrinsik, ekstrinsik,dan kepuasan umum. Penelitian ini menggunakan pendekatan kuantitatif denganmetode survei. Jumlah sampel dalam penelitian ini sebanyak 215 orang terdiri daripegawai negeri sipil PNS dan anggota polisi yang berada pada Biro SDM PoldaMetro Jaya dan jajaran polres. Teknik analisis menggunakan structural equationmodel SEM untuk menganalisis pengaruh antar variabel secara kompleks. Hasilpenelitian menunjukkan bahwa variabel praktik manajemen sumber daya manusia,iklim organisasi, dan kepemimpinan pelayan memiliki pengaruh signifikanterhadap kepuasan kerja R2=0.5356, p

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One way to increase public trust is to improve the performance of human resourcepersonnel to provide services in the field of human resources in a professional andquality. This depends on the attitude and behavior of Human resource personnelthat can be formed with job satisfaction. Job satisfaction according to someresearchers related to the practice of human resource management, organizationalclimate, and servant leadership that led to increased performance and organizationalproductivity. Therefore, this research is to examine the effect of human resourcepractices X1 , organizational climate X2 , and servant leadership X3 toward theemployee's job satisfaction Y of Human Resources Development at Regional andDistricts Police Office in Jakarta. To measure the X1 variable, based on the theoryof Nancy Quansah, the variable X1 is divided into 4 dimensions consisting ofselection, recruitment, career development, and education and training. Variable X2is measured by six dimensions Kanten Ulker, 2013 consisting of reward,warmth, support commitment, structure, risk conflict, and organization standard.Meanwhile, to measure the X3 variable, five dimensions Barbuto Wheeler,2006 are altruistic calling, emotional healing, wisdom, persuasive mapping, andorganizational stewardship. Furthermore, to measure the variable Y, then used 3dimensions consists of intrinsic, extrinsic, and general satisfaction. This researchuses quantitative approach with survey method. The number of sample employedin this research were 215 consisting of civil servant and police within the regionaland district police office. The analysis of this research used Structural EquationModel SEM to examine the effect the complexities among independent variablesand employee's job satisfaction. The research indicated that human resourcepractices, servant leadership, and organizational climate has an significantrelationship with employee's job satisfaction R2 0.5356, p "

"This article is meant provide the reader with a general understanding of strategic Human Resource Management model that has been neglected for long time in Indonesia. Dealing with any major people issues that affect or are affected by the strategic plans of the organization, this model is designed to align human resource policy with organization strategy and mission while achieving the competitive advantage through human resource management. To respond the current needs and uncertain situations in Indonesia, it is urgent to leave the normative model of human resource management, and strat to apply the strategic human resource management."

"ABSTRACTPenelitian ini mencoba menguji faktor apa saja yang mempengaruhi penolakankaryawan terhadap implementasi Sistem Informasi Sumber Daya Manusia sertapengaruh dari penolakan tersebut terhadap turnover intention. Analisis dilakukandengan menggunakan data yang diperoleh melalui penyebaran kuesioner, dandiolah dengan metode analisis SEM. Penelitian ini menyimpulkan bahwapersepsi pribadi karyawan atas sistem dan dampak positif dari perubahan sistemberpengaruh secara negatif terhadap penolakan pada implementasi SISDM,sementara itu dampak negatif dari perubahan sistem tidak mempengaruhipenolakan. Penelitian ini juga menyimpulkan bahwa penolakan terhadapimplementasi sistem tidak mempengaruhi turnover intention karyawan.This study tries to examine what factors affect employee resistance to theimplementation of the Human Resources Information System and effect of thatresistance to turnover intention. Analyses were performed using data obtainedthrough questionnaires, and processed using SEM analysis method. This studyconcludes that employee perception to the system and the positive impact ofsystem changes negatively related to resistance on HRIS implementation, whilethe negative impact of system changes do not affect the resistance. This studyalso concluded that the rejection of the HRIS implementation does not affectemployee turnover intention."

"Pengembangan organisasi dalam suatu organisasi sangat penting untuk dilakukan dikarenakan apabila suatu organisasi tidak melakukan gerakan perubahan maka organisasi tersebut akan tetap diam ditempat tanpa adanya kemajuan. Pengembangan organisasi merupakan salah satu panduan bagi organisasi untuk melakukan perkembangan sesuai dengan perubahan dan perkembangan zaman yang kian selalu berkembang. Penelitian ini mengkaji tentang pengembangan organisasi yang bertujuan untuk meningkatkan kinerja sumber daya manusia di instansi pemerintahan daerah tepatnya di Badan Perencanaan, Penelitian dan Pengembangan Daerah Kabupaten Sumbawa yang ditinjau melalui model human resource interventions. Penelitian ini menggunakan metode penelitian dengan pendekatan kualitatif dan kuantitatif dengan analisis data mixed method dengan teknik pengumpulan data survei, kuesioner dan wawancara mendalam kepada sampel yang ada di Badan Perencanaan, Penelitian dan Pengembangan Daerah Kabupaten Sumbawa, Nusa Tenggara Barat. Hasil penelitian ini menunjukkan bahwa pengembangan organisasi dalam upaya meningkatkan kinerja sumber daya manusia di Badan Perencanaan, Penelitian dan Pengembangan Daerah Kabupaten Sumbawa yang ditinjau melalui model human resource interventions tergolong baik yang dibuktikan dengan data yakni sebesar 67,7 persen atau sekitar 21 responden mendukung pernyataan tersebut. Sementara, sebanyak 25,8 persen atau setara dengan 8 responden merasa sangat baik. Serta 6,5 persen atau setara dengan 2 responden merasa kurang baik. Oleh karena itu, dapat disimpulkan bahwa pernyataan terkait “Pengembangan Organisasi dalam upaya Meningkatkan Kinerja Sumber Daya Manusia di Instansi BAPPEDA Kabupaten Sumbawa yang ditinjau melalui model Human Resource Interventions kurang baik” itu tidak terbukti.

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Organizational development in an organization is very important to do because if an organization does not carry out a change movement, the organization will remain in place without any progress. Organizational development is one of the guidelines for organizations to carry out developments in accordance with the changes and developments of the times that are always developing. This research examines organizational development that aims to improve the performance of human resources in local government agencies, specifically in the Regional Planning, Research and Development Agency of Sumbawa Regency which is reviewed through the human resource interventions model. This study uses research methods with qualitative and quantitative approaches with mixed method data analysis with survey data collection techniques, questionnaires and in-depth interviews with samples in the Regional Planning, Research and Development Agency, Sumbawa Regency, West Nusa Tenggara. The results of this study indicate that organizational development in an effort to improve the performance of human resources in the Regional Planning, Research and Development Board of Sumbawa Regency which is reviewed through the human resource interventions model is classified as good as evidenced by the data, namely 67.7 percent or around 21 respondents support this statement. . Meanwhile, as many as 25.8 percent or the equivalent of 8 respondents felt very good. And 6.5 percent or the equivalent of 2 respondents is not good. Thus it can be concluded that the statement regarding "Organizational Development in Efforts to Improve the Performance of Human Resources of the Sumbawa Regency BAPPEDA Agency which is reviewed through the Human Resources Intervention model is not good enough" is not proven."