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"Assessment of a performance interventions ultimate impact on the organization is a key metric. This issue provides a detailed look at the role of the evaluator in the HPI process and describes the skills and competencies of the role. An extensive evaluator competency assessment is included."

"Without proper analysis a performance intervention will be a resource wasting and misdirected effort. This Infoline provides solid tips and guidance on analyzing problems and opportunities to discover the cause of performance problems and how to preserve and enhance what works and how to correct, replace, or eliminate what does not work. A useful performance improvement analysis checklist job aid is included."

"Without a change manager the transition to a human performance intervention mindset will be inconsistent and desired results not achieved. This Infoline explores not only the key competencies of the change manger, but also details major steps in the change process from making the case for change, managing resistance, and getting commitment. The issue also provides tips on group dynamics, communication techniques, and the role of the facilitator to effect change."

"Every performance improvement specialist must have six key competencies to be successful. This Infoline details these six competencies and offers tips and tools that will aid the intervention specialists to produce a successful result. You will learn how to propose a solution and understand the four main types of interventions. In addition, a section offers basic help to designing and developing your intervention and dozens of points on how to plan for the best outcome."

"ABSTRAKSmall and medium enterprises (SMEs) have an important role in economic growth and development in various countries. In line with the increasingly open global economy, SMEs are beginning to expand their market to the international scale, and compete competitively with other SMEs as well as big businesses. This is only possible if SMEs adopt and utilize information, communication, and technology (ICT) and various application such as e-commerce and e-business. This paper describes a literature study on the role of ICT on the performance of SMEs and constraints in the adoption of ICT which has the potential to inhibit the optimization of ICT utilization by SMEs. As well as, describe the benefits that SMEs have though ICT applications and some inputs as recommendations for the solution of the above problem."

"Persaingan antar perusahaan yang semakin meningkat mengharuskan setiap organisasi/perusahaan untuk memiliki anggota dengan kinerja yang tinggi. Penelitian ini bertujuan untuk melihat pengaruh dari kedua dimensi orientasi karier protean yaitu self-directed dan values-driven terhadap kinerja in-role karyawan di organisasi. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Protean Career Attitudes Scale untuk mengukur orientasi karier protean dan Job Performance Scale in-role performance untuk mengukur kinerja. Penelitian dilakukan kepada 172 partisipan yang berasal dari berbagai sektor kerja. Hasil penelitian menunjukkan bahwa dimensi self-directed pada orientasi karier protean berkontribusi sebesar 16 dan dimensi values-driven berkontribusi sebesar 3 dalam menjelaskan kinerja individu.

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The increase of competitiveness among companies forces orgnization to have employees with high performance. The aim of this study is to examine the influence of self directed and values driven as dimensions of protean career orientation toward employees rsquo in role performance in organization.

This quantitative study using Protean Career Attitudes Scale to measure self directed and values driven and also Job Performance Scale to measure in role performance. This study was conducted on 172 participants from various organizations and companies.

Results indicate that both dimensions have significant influence. Self directed contributes 16 while values driven only contributes 3 of in role performance."

"This volume presents the first outcomes of the SERIES and its contribution towards performance-based earthquake engineering, i.e., to the most important development in earthquake engineering of the past three decades. The concept and the methodologies for performance-based earthquake engineering have now matured. However, they are based mainly on analytical/numerical research and large-scale seismic testing has entered the stage recently. "

"ABSTRAKSmall and medium enterprises (SMEs) contribute substantially to the economic development, income generation, poverty reduction, and particularly job creation for both developed and developing economies. However, compared with large firms, SMEs face several challenges related to their performance and competitiveness. The role of human capital (HC) and human resource practices (HR Practices) in enhancing SMEs competitiveness and performance is vital but understudied areas. Therefore, the purpose of this study was to investigate the role of HC development between the relationship of high-performance work systems (HPWS) and export-oriented SMEs performance. Quantitative strategy and cross-sectional survey method was used to collect data from 205 managerial staff through a self-administered structured questionnaire. HPWS had a significant positive impact on export-oriented SMEs performance. The findings of the study provide evidence that HC development plays a mediating role between HPWS and enterprises performance."

"Penelitian ini bertujuan untuk mengetahui hubungan antara perceived organizational support dengan in-role dan extra-role behavior karyawan PT X serta merancang program intervensi yang sesuai dengan permasalahan yang terjadi di PT X. Berdasarkan data awal yang diperoleh melalui wawancara, FGD dan dokumen perusahaan diketahui bahwa in-role dan extra-role behavior karyawan PT X perlu ditingkatkan untuk mencapai target perusahaan. Salah satu faktor pembentuk in-role dan extra-role behavior adalah dukungan yang diberikan organisasi terhadap karyawan atau perceived organizational support. Teori extra-role behavior yang digunakan dalam penelitian ini adalah teori yang dikembangkan oleh William dan Anderson 1991 yaitu OCB-I dan OCB-O. Hasil analisis data yang diperoleh dari 85 karyawan ditemukan bahwa terdapat hubungan yang signifikan antara perceived organizational support dengan OCBO r= 0.24 , p< 0.05. Selanjutnya peneliti merancang intervensi untuk dapat meningkatkan perceived organizational support yang juga berdampak pada OCB-O berupa workshop performance feedback pada karyawan level supervisor. Hasil perhitungan uji signifikansi perbedaan pre-test dan post-test menggunakan Wilcoxon Signed-Rank test menunjukkan bahwa workshop yang dilakukan memberikan peningkatan yang signifikan terhadap pengetahuan materi intervensi dengan nilai signifikansi 0.026 p < 0.05."

"Penelitian ini dilakukan untuk mendapatkan gambaran mengenai hubungan antara psychological capital dan in-role performance pada sales promotion girls. Psychological capital merupakan suatu keadaan perkembangan psikologis yang positif pada individu dengan empat karakteristik, yaitu self-efficacy, hope, optimism, dan resiliency (Luthans, Youssef, & Avolio, 2007). In-role performance didefinisikan sebagai perilaku yang dituntut atau diharapkan dan merupakan dasar dari job performance reguler dan yang sedang berjalan (Katz, 1964 dalam Van Dyne & LePine, 1998). Pengukuran psychological capital menggunakan alat ukur Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) dan pengukuran in-role performance menggunakan kategori in-role performance pada alat ukur Job Performance Questionnaire (Van Dyne & LePine, 1998). Dalam penelitian ini, in-role performance sales promotion girls dinilai oleh atasan langsung mereka. Partisipan dalam penelitian ini berjumlah 221 sales promotion girls dengan masa kerja minimal 1 bulan.Hasil penelitian ini menunjukkan terdapat hubungan positif yang signifikan antara psychological capital dan in-role performance (r = 0,189; p = 0,005, signifikan pada L.o.S 0.01). Artinya, semakin tinggi psychological capital yang dimiliki seseorang, maka semakin tinggi pula in-role performance yang ditampilkan. Selain itu, komponen psychological capital yang memberikan sumbangan paling besar pada in-role performance yaitu self-efficacy.This research was conducted to find the correlation between psychological capital and in-role performance among sales promotion girls. Psychological Capital is an individual?s positive psychological state of development and is characterized by self-efficacy, hope, optimism, and resiliency (Luthans, Youssef, & Avolio, 2007). In-role performance is defined as the required or expected behavior and is the basis of regular and ongoing job performance (Katz, 1964 in Van Dyne & LePine, 1998). Psychological capital was measured using a modification instrument named Psychological Capital Questionnaire (Luthans, Youssef, & Avolio, 2007) and in-role performance was measured using the in-role performance category from a modification instrument named Job Performance Scale (Van Dyne & LePine, 1998). Sales promotion girls? in-role performance was rated by their direct supervisor. The participants of this research are 221 sales promotion girls who have at least work in a company for a month.

The main results of this research show that psychological capital is positively correlated significantly with in-role performance (r = .189; p = .005, significant at L.o.S 0.01). That is, the higher psychological capital of one?s own, the higher in-role performance is showed. Furthermore, self-efficacy is the psychological capital?s component that gives the biggest contributions toward in-role performance."