Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian ini tentang implementasi program Sales and Service Award sebagai upaya peningkatan motivasi pekerja frontline dan menjelaskan dampak pelaksanaan program Sales and Service Award di Bank X yang dibahas dari disiplin ilmu Kesejahteraan Sosial. Penelitian ini dilatarbelakangi oleh kondisi karyawan frontline yang memiliki status outsourcing di Bank X dengan usia pensiun sampai 36 tahun, sedangkan untuk karyawan tetap atau back office di Bank X memiliki usia pensiun hingga 56 tahun. Adanya program Sales and Sevice Award di Bank X ini dapat menjadi salah satu cara untuk membantu karyawan frontline dalam meningkatkan kesejahteraan mereka, melalui pemberian kesempatan untuk mendapatkan reward berupa alih status pada program tersebut sehingga dapat memperpanjang usia pensiun dan mengembangkan karir mereka di Bank X. Pada penelitian ini peneliti melakukan proses pengumpulan data melalui wawancara yang dilakukan secara daring dan secara luring dengan total jumlah informan yakni 6 karyawan yang dipilih dengan teknik purposive sampling. Penelitian ini dilakukan dari bulan Oktober 2021 hingga Juni 2022. Berdasarkan hasil penelitian ini dapat diketahui bahwa program ini dimulai pada proses seleksi yang dapat diikuti oleh setiap karyawan frontline di masingmasing kantor Bank X. Karyawan frontline dipilih manajemen kantor masing-masing untuk mewakili kantor mereka dalam mengikuti tiga tahap seleksi program ini yang terdiri dari Seleksi tingkat Kantor Cabang, tingkat Kantor Wilayah, dan tingkat Nasional. Pada seleksi tingkat Kantor Cabang dan Kantor Wilayah, seleksi yang digunakan melalui kegiatan role play pemberian pelayanan dan presentasi product knowledge. Lalu untuk seleksi tingkat Nasional, karyawan frontline yang menjadi kandidat akan membuat campaign project berupa video promosi dan hal pelayanan apa saja yang dapat meningkatkan laba Bank X. Kesimpulan dari penelitian ini menunjukan bahwa program Sales and Service Award memiliki dampak terhadap motivasi karyawan frontline, karena berdasarkan temuan lapangan maka dapat diketahui dengan adanya program ini dapat memotivasi karyawan frontline seperti karyawan frontline ingin lebih mengembangkan karirnya setelah mendapatkan alih status, karyawan tersebut juga lebih konsisten dan rajin serta semangat dalam bekerja setelah mengikuti program ini. Adanya dampak lain program ini terhadap motivasi karyawan yakni bertambahnya wawasan karyawan, meningkatkan kinerja karyawan frontline dalam memberikan layanan, serta dengan adanya program ini dapat meciptakan role model pemberian layanan bagi karyawan frontline lainnya. Hasil penelitian ini diharapkan menjadi kontribusi bagi program studi ilmu Kesejahteraan Sosial khususnya pada mata kuliah manajemen sumber daya manusia pada pokok bahasan employee motivation dan performance appraisal.

---

This research is about the implementation of the Sales and Service Award program as an effort to increase the motivation of frontline workers and explains the impact of the implementation of the Sales and Service Award program at Bank X which is discussed from the Social Welfare discipline. This research is motivated by the condition of frontline employees who have outsourcing status at Bank X with a retirement age of up to 36 years, while permanent employees or back office at Bank X have a retirement age of up to 56 years. The existence of the Sales and Service Award program at Bank X can be one way to help frontline employees improve their welfare, by providing opportunities to get rewards in the form of status transfers in the program so that they can extend their retirement age and develop their careers at Bank X. In this study, researchers carried out the process of collecting data through interviews conducted online and offline with a total number of informants, namely 6 employees who were selected by purposive sampling technique. This research was conducted from October 2021 to June 2022. Based on the results of this study, it can be seen that this program begins in a selection process that can be followed by every frontline employee at each Bank X office. Frontline employees are selected by their respective office management to represent the office. they take part in the three stages of selection of this program which consists of Selection at the Branch Office level, Regional Office level, and National level. In the selection at the Branch Office and Regional Office levels, the selection used was through role play activities, service delivery and product knowledge presentations. Then for the National level selection, frontline employees who become candidates will create a campaign project in the form of promotional videos and what services can increase Bank X's profits. The conclusion of this study shows that the Sales and Service Award program has an impact on the motivation of frontline employees, because based on field findings, it can be seen that this program can motivate frontline employees such as frontline employees who want to further develop their careers after getting a status transfer, these employees are also more consistent and diligent and enthusiastic in working after joining this program. Another impact of this program on employee motivation is increasing employee insight, improving frontline employee performance in providing services, and with this program can create role models for service delivery for other frontline employees. The results of this study are expected to be a contribution to the Social Welfare study program, especially in human resource management courses on the subject of employee motivation and performance appraisal."

"Penelitian ini bertujuan untuk mengatasi turnover karyawan SDP, sehingga peneliti meninjau intensi sebagai prediktor turnover. Untuk mengkaji intensi turnover karyawan SDP, peneliti menguji kepuasan kerja dan komitmen organisasi sebagai variabel bebas penelitian. Selain intensi turnover, peneliti juga mengkaji respon karyawan terkait ketidakpuasan kerja yaitu keluar (exit), menyuarakan (voice), loyalitas (loyalti) dan mengabaikan (neglect). Penelitian ini menggunakan pendekatan kuantitatif, analisis regresi untuk melihat pengaruh sembilan faset kepuasan kerja Spector komitmen organisasi (komitmen afektif, kontinuans dan normatif) terhadap intensi karyawan untuk meninggalkan perusahaan. Hasil penelitian ini menemukan bahwa kepuasan kerja dan komitmen organisasi mempengaruhi intensi karyawan untuk meninggalkan perusahaan. Secara lebih lanjut, komitmen afektif dan kontinuans secara signifikan mempengaruhi intensi karyawan SDP untuk meninggalkan perusahaan. Terkait dengan kepuasan kerja, karakteristik pekerjaan memiliki dampak yang signifikan terhadap intensi karyawan SDP untuk meninggalkan PT X. Dengan temuan tersebut, peneliti mengembangkan program intervensi pendampingan karyawan yang berbasis hubungan, relasi dan komunikasi untuk meningkatkan komitment afektif.

---

This study was aim to explain the effect job satisfaction and organizational commitment to employee turnover intention. Based on previous research, intention is found the best predictor to explain about turnover. Beside the turnover intention, this study also examined the responds of employee to job dissatisfaction. This Study was using regression analysis to find the effect of job satisfaction and organizational commitment. The data was collected by questionnaires, the tools were JSS by Spector, Commitment Organizational Questionnaire, Turnover Intention Questionnaire and EVLN Questionnaire.

The result found that job satisfaction and organizational commitment has effect on employee intention to turnover. Furthermore, affective and continuance commitment have significant effect to employee intention. Based on that finding, for reducing the turnover in PT X, researcher developed an intervention which called as Employee Supporting Support that based on relationship and communication to increase the affective commitment."

"Penelitian ini akan melihat pengaruh konsep diri terhadap kepuasan kerja karyawan di industri media yang dikatakan memiliki reputasi menarik, namun tingkat turnovernya cukup tinggi. Berdasarkan latar belakang tersebut maka yang akan dilihat apakah konsep diri berpengaruh terhadap kepuasan kerja dan bagaimanakah kontribusi aspek-aspek konsep diri terhadap kepuasan kerja di perusahaan media X. Hasil menunjukkan bahwa konsep diri berpengaruh terhadap kepuasan kerja di perusahaan media X. Dalam penelitian ini ditemukan bahwa hasil gambaran konsep diri responden rendah, dan berpengaruh terhadap kepuasan kerja yang juga rendah. Aspek konsep diri yang berpengaruh terhadap kepuasan kerja adalah aspek harga diri dan keyakinan diri. Untuk aspek keyakinan diri, pengaruh memiliki bentuk berbanding terbalik (koefesien regresi negatif). Sedangkan aspek integrasi diri dan aspek kritik diri tidak berpengaruh terhadap kepuasan kerja. Setelah diketahui, hasil dari penelitian ini nantinya akan menjadi dasar untuk usulan intervensi Program Pengembangan Konsep Diri.

---

This study will look at the influence of self-concept on job satisfaction in the media industry which is said to have a reputation for exciting, but the turnover level is high enough. Based on this background then this study want to look whether the self concept have influence on job satisfaction and how do these self concept?s aspects contribute to job satisfaction in X media company. The results of this study indicate that self concept affects job satisfaction in the X media company.

In this study it was found that the image of self concept the respondents is low, and the effect on job satisfaction is also low. Aspects of self concept which affects job satisfaction are self-esteem and self-certainty. For the aspect of self-certainty, the effect is inversely proportional to shape (negative regression coefficient). While aspects of the self-integration and self-criticism aspect had no effect on job satisfaction. Once known, the results of this study will later be the basis for the intervention proposed that is Self Concept Development Program."

"PT X is the biggest multinational shipping company in the world currently. PT X has service network which covers 6 continents with 325 local offices spreading in 110 countries and has around 10.000 employees around the world. It has been operating more than 250 vessels with total capacity about 800.000 TEUs.In Indonesia this company was established in 1958 and today Jakarta is the head office with three other branches in Semarang, Surabaya, and Medan and has employed more than 250 employees. The business strategy of this company is becoming a market leader in the shipping industry that forces the company to construct a new strategy called cost leadership that affects employees.At the present time PT X is facing a very serious problem which is high level turnover particularly in its sales department. From exit interview it has been known that almost 46% of the resigning employees decided to leave the company because they can get better offer in remuneration and benefits. Other reasons for leaving the company are better job opportunities, wish to pursue studies, fatigue, family, and other personal reasons. Sixty percent of the resigning employees come from the sales department.Turnover will impact the overall work performance, cost, time and difficulty in hiring professional workers. All these factors will cause high cost that the company anticipates by making a program to retain employees and increase productivity by providing:1. Attractive compensation and benefits package2. Reward and recognition programsCompensation is given to maintain and increase employees' motivation which in turn will increase employees' productivity. The writer is giving three suggestions in order to restructure the compensation design that would motivate employees:1. Reorganize the compensation design which concentrates on the annual gross base as a hygiene factor that hopefully could resolve issues in the sales department.2. Restructure the compensation design which focuses on pay for performance in the variable pay. This design will not interrupt with the cost effective strategy the company is using.3. Restructure the compensation design that concentrates on the fixed pay and variable pay with the aim of motivating the employees to achieve the liner target and logistics target and could retain potential employees.The writer recommends that the best option for PT X is the second suggestion as the most feasible in achieving an effective and competitive strategy to retain high potential employees. Hopefully this suggestion could reduce turnover and boost productivity, thus maintaining professional employees as valuable assets."

"Pendahuluan : Obesitas merupakan suatu kondisi adanya penumpukan lemak yang berlebihan atau abnormal. Obesitas dapat menimbulkan beberapa penyakit seperti diabetes mellitus, hipertensi, penyakit jantung koroner dan stroke. Beberapa studi mengaitkan antara konsumsi minuman mengandung alkohol dengan obesitas. Penelitian ini bertujuan untuk mengetahui hubungan konsumsi minuman bir dan faktor risiko lainya dengan prevalensi obesitas pada pekerja bagian penjualan sebuah perusahaan yang memproduksi dan menjual minuman bir. Metode penelitian : Penelitian ini menggunakan disain potong lintang dengan analisis perbandingan. Data primer diperoleh melalui pengukuran antopometri dan kwesioner sedangkan data sekunder diperoleh dari hasil pemeriksaan kesehatan berkala pada tahun 2014. Jumlah responden 51 orang yang diperoleh dengan menggunakan metode perhitungan sampel. Hasil penelitian : Dari 51 responden penelitian didapatkan prevalensi obesitas adalah 64,7 %. Terbukti adanya hubungan yang bermakna antara konsumsi minuman bir lebih dari 285 ml per hari dengan timbulnya obesitas dengan risiko 7 kali lebih besar terjadi obesitas dibandingkan dengan responden yang mengonsumi bir sama dengan dan kurang dari 285 ml perhari (p= 0,003; OR = 7,00 ; 95 % CI = 1,86-26,36). Faktor resiko utama dari prevalensi obesitas pada responden adalah faktor genetik (p=0,000; OR = 13,00; CI95%= 3,24-52,18).

---

Introduction : Obesity is a complex disorder involving an excessive amount of body fat. It will increases the risk of diseases and health problems such as heart disease, diabetes and high blood pressure. Some study find that there are relation between alcohol consumption with obesity. This research objective is to determine the relation between beer consumption and other risk factor with obesity prevalence among Sales worker on the company that produce and sell beer.

Research methodology : This research are using cross?sectional with comparative method. The primary data are taken from weight and height measurement and questioner, the secondary data are taken from 2014 Medical Checkup. Total sample is 51.

Research result :Obesity prevalence is 64,7 %. There is correlation between beer consumption more than 285 ml per day with obesity and the risk is 7 times higher compare to respondent who consumed beer 285 ml per day and less ( p= 0,003; OR = 7,00 ; 95 % CI = 1,86-26,36).The main obesity risk factor is genetic Your browser security settings don't permit the editor to automatically execute copying operations. Please use the keyboard for that (p= 0,000 ; OR 13,00; CI95% =3,24-52,18"

"Kondisi ketenagakerjaan Indonesia didominasi oleh tenaga kerja berstatus sebagai buruh/karyawan/pegawai yaitu sebesar 36,37%. Tenaga kerja (karyawan) merupakan aset bagi perusahaan, yang mana memiliki peran krusial dalam pencapaian tujuan bisnis perusahaan. Perusahaan tentu mengharapkan kinerja yang maksimal dari karyawannya. Untuk mencapai hal ini, perusahaan perlu memberikan perhatian lebih sehingga karyawan memiliki motivasi tinggi dalam menyelesaikan tugas dan tanggung jawab pekerjaannya. Reward menjadi salah satu cara dalam memotivasi karyawan, karena dapat menjadi alat untuk memenuhi kebutuhan dan meningkatkan kesejahteraan pekerja sehingga mampu meningkatkan kepuasan kerjanya. Penelitian ini memberikan gambaran terkait bentuk dan sistem pemberian reward, serta melihat bagaimana reward dapat mempertahankan motivasi kerja karyawan di PT X. Adapun penelitian menggunakan pendekatan kualitatif dengan jenis deskriptif. Teknik pengumpulan data pada penelitian ini dilakukan dengan melakukan wawancara mendalam dan studi dokumen, sedangkan pemilihan informan dilakukan dengan menggunakan teknik purposive sampling dengan jumlah informan sebanyak tujuh orang karyawan di PT X. Penelitian ini dilakukan pada Oktober 2022 hingga Juni 2023. Pertama, hasil penelitian menunjukan bahwa karyawan PT X telah memperoleh reward  dalam bentuk finansial (gaji pokok, insentif, THR, lembur, tip konsumen, uang makan, transport, bonus tahunan, dan extra bonus, jaminan kesehatan, ketenagakerjaan, pensiun, fleksibilitas jadwal kerja, liburan, cuti kerja, dan transportasi) dan non finansial  (pekerjaan menarik dan menantang, tanggung jawab, dan feedback, hubungan dekat dengan rekan kerja dan atasan, keadilan, keamanan karir, kesempatan belajar dan berkembang, komunikasi terbuka dan pengawasan kompeten) dengan pemberiannya menggunakan sistem waktu dan hasil (output). Kedua, karyawan PT X mampu mempertahankan motivasi kerjanya melalui pemberian reward yang dilihat dari terpenuhinya kebutuhan secara fisiologis, keamanan, sosial, harga diri, dan aktualisasi diri.

---

Indonesia's employment condition is dominated by workers with the status of laborers/employees/employees, which is 36.37%. Labor (employees) is an asset for the company, which has a crucial role in achieving the company's business goals. The company certainly expects maximum performance from its employees. To achieve this, the company needs to pay more attention so that employees have high motivation in completing their job duties and responsibilities. Reward is one way to motivate employees, because it can be a tool to meet the needs and improve the welfare of workers so as to increase their job satisfaction. This research provides an overview of the form and system of providing rewards, as well as seeing how rewards can maintain employee motivation at PT X. The research used a qualitative approach with a descriptive type. The research used a qualitative approach with a descriptive type. Data collection techniques in this study were carried out by conducting in-depth interviews and document studies, while the selection of informants was carried out using purposive sampling techniques with the number of informants as many as seven employees at PT X. This research was conducted from October 2022 to June 2023. First, the results showed that employees of PT X have obtained rewards in the form of financial (basic salary, incentives, THR, overtime, consumer tips, food allowances, transportation, annual bonuses, and extra bonuses, health insurance, employment, pensions, work schedule flexibility, vacations, work leave, and transportation) and non-financial (interesting and challenging work, responsibility, and feedback, close relationships with coworkers and superiors, fairness, career security, learning and development opportunities, open communication and competent supervision) with its provision using a time and output system. Second, PT X employees are able to maintain their work motivation through the provision of rewards seen from the fulfillment of physiological, security, social, self-esteem, and self-actualization needs."

"Dalam kompetisi perbankan nasional yang semakin meningkat, Bank X harus mempersiapkan sumber daya manusia (SDM) yang handal yang mampu menjalankan fungsi terbaiknya dalam mendukung pencapaian visi, misi, strategi dan target perusahaan.Bank X sebagai lembaga penyedia layanan jasa menjadikan peran Customer Service sebagai ujung tombak pelayanan terhadap pelanggan. Sedemikian pentingnya Customer Service dalam langkah operasional Bank X, maka dirasakan sangat mendesak untuk membangun pelatihan-pelatihan yang berbasis kompetensi.Mencoba menjawab kebutuhan tersebut maka disusun tugas akhir mengenai ?Rancangan Silabus Program Pelatihan Berbasis Kompetensi bagi Customer Service di Bank X?. Dari analisa terhadap program yang dimiliki oleh Bank X, didapatkan hasil bahwa terdapat 3 (tiga) kompetensi yang belum dikembangkan secara optimal yaitu Orientasi Pengembangan Diri, Kemampuan Adaptasi dan Kerjasama Kelompok. Oleh karena itu, disusun silabus pelatihan untuk mengembangkan ketiga kornpetensi tersebut yang berdurasi 16 jam dengan metode kuliah, studi kasus dan simulasi. Diharapkan dengan adanya penelitian ini maka dapat dihasilkan sistem pelatihan berdasarkan kompetensi yang harus dimiliki oleh seorang Customer Service di Bank X."

"ABSTRAKKeselamatan pasien merupakan prinsip dasar dari pelayanan kesehatan yangmemandang bahwa keselamatan merupakan hak bagi setiap pasien dalammenerima pelayanan kesehatan. Penelitian ini menggunakan disainpenelitiancross sectional yang menggunakan pendekatan kuantitatif dengansample 100 tenaga kesehatan. Penelitian ini bertujuan untuk menganalisiskinerja tenaga kesehatan dalam upaya pelaksanaan program keselamatan pasien(patient safety). Hasil penelitian menunjukkan bahwa kinerja tenaga kesehatandalam pelaksanaan program keselamatan pasien (patient safety) antara lainketepatan identifikasi pasien, peningkatan komunikasi yang efektif, peningkatankeamanan obat yang perlu diwaspadai, kepastian tepat-lokasi, tepat-prosedur,tepat-pasien operasi, pengurangan risiko infeksi terkait pelayanan kesehatan danpengurangan risiko pasien jatuh sudah tercapai secara optimal.

---

ABSTRACTPatient safety is a fundamental principle of health care that considers that safety isa right for every patient in receiving health care. This study used across-sectionalstudy design that uses a quantitative approachwith a sample of 100 healthprofessionals. This study aims to analyze the performance of health workers in theimplementation of patient safety programs (patient safety). The results showedthat the performance of health workers in the implementation of patient safetyprograms (patient safety), among others, the accuracy of patient identification, anincrease ineffective communication, the increase indrug safety’s supervision,right-certainty of the location, right-procedure, right-surgery patients, the riskreduction healthcare associated infections and patient falls risk reduction has beenachieved optimally."

"Pengembangan sistem aplikasi sangat diperlukan oleh Bank X untuk memperlancar dan mempermudah proses bisnis Bank X yang vital. Walaupun demikian, pada proses pengembangan sistem aplikasi tersebut terkadang masih mendapat beberapa hambatan. Hambatan tersebut dapat berupa kualitas yang tidak sesuai standar, biaya yang melebihi anggaran dan melampaunya waktu pengembangan sistem aplikasi. Maka dilakukanlah upaya peningkatan proses pengembangan sistem aplikasi dengan menerapkan Capability Maturity Model (CMM) sebagai suatu standar proses pengembangan sistem aplikasi. Penerapan CMM dilakukan dengan menentukan maturity level berdasarkan area proses CMM repeatable level, mengidentifikasi gap antara CMM dan proses pengembangan sistem aplikasi pada Bank X, dan merumuskan penanganan gap untuk mencapai repeatable level. Pengembangan alat ukur yang detail dilakukan untuk mendapatkan hasil pengukuran maturity level yang lebih valid. Alat ukur tersebut terdiri dari proses wawancara dan tinjauan dokumen. Dari proses pengukuran didapatkan hasil maturity level Bank X yaitu sebesar 87% untuk repeatable level. Sedangkan dari proses gap analysis dapat diketahui terdapat 25% key practice yang baru sebagian terlaksana dan 3% belum terlaksana. Dalam upaya penanganan gap tersebut sekaligus untuk meningkatkan proses pengembangan sistem aplikasi dirumuskan beberapa usulan yaitu pelaksanaan training dan orientasi terkait area proses CMM, standar pengukuran status pengembangan, prosedur configuration library, SCM Plan, penerapan tools pengujian sistem aplikasi, dan otomasi prosedur pengembangan sistem aplikasi.

---

Software engineering is urgently required by Bank X to make its important business process faster and easier. In the other hand, Bank X's software engineering process sometimes gets some troubles. Those troubles are overbudget, overtime, and inappropriate quality with the requirement. Therefore, process improvement effort is tried to be done through Capability Maturity Model (CMM) implementation as a software engineering standard process.

CMM is implemented by measuring the maturity level of software engineering based on key process area of CMM repeatable level, then identifying the gap between CMM and Bank X's software engineering process, and formulazing the gap treatment to achieve repeatable level of maturity. Developing the detail measurement tool is conducted to get more appropriate result of maturity level. The measurement tool consists interview and document review processes.

From the measument process, we can know that the maturity level of its software engineering is 87% in CMM repeatable level. Meanwhile, from gap analysis, it is showed that 25% of CMM key practices in repeatable level have been partially implemented and 3% have not been impelemented. In order to handle those gaps and to improve software engineering process, some recommendations are formulated. The recommendations are training and orientation about key process areas CMM, measurement standard of developing activity status, configuration library procedure, SCM plan, automation testing tools implementation, and automation of software engineering procedure."