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"Human resources are the assets of organizations that play the most important role in accomplishing company?s goals. They have the risk of getting into an accident and health problems in their working environment. The level of risk for each person varies depending on their nature of job or their working locations. Aware this condition, PT. Lestari Busana A.M., a garment industries, has implemented safety and health program in the company. One excellent way to assess the accountability of the implementation is through perception survey.

This research focused study and analyzed perception of employees to execute of health and safety work program with supported by a number of indicator that is work-accident, work-safety, work-healthy, the last safety and health work program management. Safety and health work program is constitute to prevent the occur of work accident. There are two targets of this research, that is to know how the execution of safety and health work program in the company with knowing employees perception and to know the constraints from the execution of safety and health work program in the company.

This research use quantitative approach representing selection of variation from social phenomenon studied. There are three kind of detail examination are descriptive, cross-sectional study and pure research.

The variable of this research is univariate. The measuring instrument that is used in this research are questioner, observation and also interview in order to searching answer to raised research questions. Population in this research amount to 810 peoples with amount of sample 89 peoples who is taken with non-probability of stratified random sampling for the employees who has at least one year of employment only. Measurement of mount used in this research is ordinal measurement and use likert scale. The questioner which have been gathered, then made the tabulation of percentage to know dominant value each indicator (Quantitative) and also use central tendency technique.

Pursuant to research result, all respondent express to agree with the execution of safety and health work program. The constraints from the execution of safety and health work program can be handle cause there is cooperation between employer and employee although there are a few employees have neutral responses regarding the implementation. Good execution have been proven can be minimize amount of work accident in company. The company has to involve them in identifying the hazards of their job, so they will be more aware in implementing safety in their daily task."

"Performance appraisal is one of the key factors to develop company effectively and efficiently. Performance appraisal need to be done by the company periodically every year in order to measure employees performance in achieving the target that has been established by the company. The aim of the performance appraisal are for salary review, bonus review, promotion and mutation, and the increasing of work performance.

This research is focused on how is the implementation of employee performance appraisal system at Finance Division of PT Toyota Motor Manufacturing Indonesia.

This research used qualitative approach in the type of descriptive analysis. The data gathered by interviewing Human Resources Division Head and 2 staff at Finance Division PT Toyota Motor Manufacturing Indonesia.

The result of this research showed that the performance appraisal running well so far. The problem is only when the company decided the value that will be given as employees benefit is not match with the employees score, and also that some employees still feel that the appraisal is not objective.

The conclusion of this research is the performance appraisal at PT Toyota Motor Manufacturing Indonesia done twice in a year which is done to decide the promotion and mutation, and also to decide the employees benefit such as salary adjustment and bonus that will be given on the end of the year. The performance appraisal done by the division head and department head by fill in the appraisal form given by the Human Resources Division."

"An Organization which have a strong and deep of corporate culture, surely consist of highly motivated and committed individuals. Those individuals will sacrifice themselves for organization purpose. This is exactly what an ideal condition that were hoped for by all leaders, so that no extra effort needed to drive their worker and no need for a monetary instrument to boost their pace. That?s why strong organizational culture is an effective yet efficient to control human behavior. Kinderfield is one of educational organization that emphasize on their teacher?s quality. That?s why Kinderfield?s cultural socialization became important unseparated point from development of it?s teaching forces. Cultural socialization flow from a lower on group or organization to a lower level. Sometimes there were several hindrances and obstacles. Fue to that imperfection in cultural socialization cause bad effect to Kinderfield, such as lack of proper understanding of cultural values by the teachers and could disturb teaching- learning activities.

In this research, the researcher use qualitative approach. To get all the data and information, researcher use deep interview on multiple sources, field observation and librarial study. Reseaercher interviewed several sources, among them are two representative from Top Management, two from Managerial Class and Three teachers. They cover the whole Kinderfield population.

Based on result of the research on socialization process in KInderfield we can conclude that socialization in Kinderfield runs well done, despite all of hindrances and abstacles on the process which is slow understanding of several teacher. From interviews, teachers learn cultural values in story and ritual forms. Top Management?s sensitivity is needed in socialization process to ensure it still walk within allowable borders so that organizational target can be achieved which is good work productivity, high commitment and low rate of resigning workers."

"Organization is a media to achieve an objective. For business organization, maximum profit is it?s main objective. Organization need human resources to run their activities and achieve their objectives. Leadership is a major determinance of organizational effectiveness.

Organization need a leader to control the employee?s activities. In business organization, leader is a key position to maintain a good relationship with the top, middle manager and also their subordinates. At Head Office PT CV Titipan Kilat in Jakarta, Customer Service Division is one of the divisions that has important role in achieving company?s vision. This Division is led by a Customer Service Chief. A Customer Service Chief motivates employees for having good motivation.

Therefore, in motivating emplyees, a Customer Service Chief applicates Situational Leadership Model. Indeed, there are problems in applicating that model. This case is caused by a few employees remain have bad performances. For knowing these problems, Customer Service Chief try to ask the causes o problems directly toward such employees. This way, at least a Customer Service Chief knows employee perception of applicated Situational Leadership Model.

This research is aimed to find out how the employee perception of Situational Leadership Model of Customer Service?s Chief at Head Office PT CV Titipan Kilat in Jakarta. Gibson, Ivancevich, and Donnelly explained that perception is cognitive process used to interpret something and understand its environment. From the result of research concerning employees toward leadership style, the obtained image shows that each employee has different perception to applied Situational LeadershipModel. This matter can be seen from the various most respondents who answer the same statement. Based of the theory used in studying style of this leadership is related at theory of Hersey and Blanchard, by using model of situational approach which based of relation among functional behavior, behavioral relation, and subordinate maturity level.

This research uses the approach of quantitative and survey technique. Collected data in this research is a quantitative data based on questioner to Customer Service Employees at PT CV Titipan Kilat. Analysis technique in this research use descriptive statistical analysis, which analyses data according to Tables of Frequency.

From these data, it can be concluded that the result of employee perceptions of telling leadership model is shown by low criteria percentage of 60.34%. Selling leadership model is shown by high criteria percentage of 73.77%, meanwhile another leader model, participating is shown by high criteria percentage of 69% and delegating leadership model is shown by low criteria percentage of 54.94%.

Aboved analysis can be concluded that the employee perceive Customer Service Chief at Head Office PT CV Titipan Kilat in Jakarta tend to use Selling Leadership Model. Therefore, Customer Service Chief in using Situational Leadership Model should anticipate the existing problems. Customer Service Chief should apply two way-communicating by much listening employess."

"Human resources are the main assets of an organization. The successful of the organization depend on the people itself. A leader have an important role to make the organization success. Human resource management sub directorate at PT ?X? head office Jakarta is the center of human resource activity. This sub directorate have the responsibility to all others sub directorate to fulfill all the employee?s need and rights. Yet, to make a strategy to win the competitive advantages and become a market leader. The problem is how the company can achieve that, if the leader can?t make an effective organization caused by the pending of some projects that have to be done based on the schedule that have set before. It means that the leader has failed to run his leadership in order to supervise his follower. In this situation, to make an effective organization a leader have to see the situation of the follower by analyze the follower?s readiness or employees?s maturity. By measuring the maturity level of employee, what kind of leadership style that was used by the leader, and how the maturity level of employee can fit with the leadership style.

According to that, writter use the theory of situasional leadership by Paul Hersey and Kenneth H. Blanchard to support the research. This theory explain that a leader have to choose a best leadership style to fit with the level of follower?s maturity. It means that, a leader can use different style of leadership with a different people. It?s all depends on the situation that an organization has faced. Nowadays, this theory becomes the most common issues in every leadership part on an organization. So that, it is important for all leaders in organization to consider their leadership style in order to make the organization more effective.The reason of this research is to explain the conformity between employee?s maturity and leadership style.

The research population is all of the HRM sub directorate at PT ?X? head office Jakarta?s permanent employees. Yet, the research sample is 52 respondents, its using purpossive sampling technique. The sampling technique was used because of the respondents?s objectivity to evaluate the leadership style and level of maturity. So that, writer use the permanent employees as respondents. The research method according to the explanation level is desciptive with quantative approach. The research data consist of primary and secondary data. The primary data was collected by spreading quesionare to the respondents, and the secondary data was collected by literature study, company?s documents, and interview with top leader in HRM sub directorate of PT ?X?. The data analyzing was using frequency distribution?s table. The level of employee?s maturity and leadership style are the result of the conformity between the theory and its practice.

Result of the research shows that generally, there?s unconformity between the level of employee?s maturity and the leadership style that the leader has used. According to the level of employee?s maturity, writer use two dimension of maturity level which are the employee?s ability and the willingness. Both dimension shows in the medium to high category or in M3 of maturity level. However, this level of maturity is appropriate if the leader used the Participating of leadership style. But, based on the research the result shows that the leader of HRM sub directorate at PT ?X? used the Selling of leadership style. It was proved by the data analyzing that this leadership style result at 628 or 81% on high category.

Based on the research result, writer recommend several suggest to the corporation: (1) in order to make an effective of organization, a leader in sub directorate HRM PT ?X? head office Jakarta should take a look at the situation and the employee?s level of maturity; (2) the leader should change his leadership style with appropiate level of employee?s maturity."

"Tujuan dari penelitian ini adalah untuk mengetahui secara mendalam faktor-faktor yang mempengaruhi kepuasan kerja engineer Managed Services Department PT. Ericsson Indonesia. Penarikan sampel dilakukan dengan menggunakan total sampling yang berjumlah sebanyak 25 responden. Instrumen penelitian menggunakan kuesioner yang berisi 30 pernyataan. Teknik analisis data menggunakan Analisis univariat yaitu distribusi frekuensi dan hasil jawaban dari kuestioner dilakukan menggunakan skala Likert. Data penelitian ini diambil dari dua sumber yaitu data primer, data yang diperoleh secara langsung dari responden sebagai sumber data melalui penyebaran kuesioner dan wawancara di lokasi penelitian, kedua yaitu data sekunder, yaitu data pendukung atau pelengkap data primer yang diperoleh dari dokumen atau literatur yang berhubungan dengan penelitian ini. Dengan menggunakan teori Herzberg dan Luthans ditemukan hasil yang positif dari persepsi responden atas faktor-faktor yang mempengaruhi kepuasan kerja.

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The purpose of this research is to know deeply about the factors that affecting a job satisfaction among the engineer employ in Managed Services Department PT. Ericsson Indonesia. The subjects of this research were 25 employees, taken from population using total sampling technique. The instrument of the research used the questionnaire that contained 30 statements. Technically the analysis of the data using the univariat analysist where the distribution of the frequency and results of the answer of questioners is carried out used the Likert scale. This research data is taken from two sources, first is the primary data, which is received directly from the respondent as the source of the data through the spreading of the questionnaire and interview in the location of the research, second is the secondary data, which is supporting data or primary data accessories that are received from the document or literature which is connected with this research. Therefore based on the Herzberg and Luthans? theories there is positive result of job satisfaction among engineer in Managed Services Department PT. Ericsson Indonesia."

"Skripsi ini membahas bagaimana penerapan standar kompetensi melalui assessment center dalam mendapatkan calon kandidat untuk menduduki jabatan struktural Kakanwil di lingkungan BKKBN. Penelitian ini adalah penelitian kualitatif dengan desain deskriptif. Hasil penelitian menyarankan bahwa untuk kedepannya assessment center dapat dipakai untuk pengangkatan eselon I, eselon II, dan eselon III secara menyeluruh; Diharapkan agar penerapan standar kompetensi melalui assessment center dapat terus dipergunakan dan diperbaharui penggunaannya di lingkungan BKKBN.

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The focus of this Skripsi study is how applying of interest standard through assessment center in getting candidate to occupy structural position of Kakanwil in environment of BKKBN. This Research is research qualitative with descriptive desain. Research result suggest that to the fore him of assessment center can wear for the lifting of echelon I, echelon II, and echelon III by totally; Expected interest to standard applying pass from assessment center methods can continue to be utilized and innovated or up to date its use in environment of BKKBN."

"Badan Pengawasan Keuangan dan Pembangunan (BPKP) sebagai institusi pemerintah sangat menyadari pentingnya peningkatan kualitas sumber daya manusia dalam menjalankan tugas pokok dan fungsi di bidang pengawasan keuangan dan pembangunan. Salah satu langkah BPKP untuk meningkatkan kualitas sumber daya manusianya adalah dengan mencanangkan sebuah program pengembangakan budaya kerja. Pengembangan budaya kerja ini ditempuh melalui pelatihan mind shifting. Penelitian ini bertujuan untuk memberikan gambaran bagaimana pelatihan mind shifting berperan dalam pengembangan budaya kerja di lingkungan Badan Pengawasan Keuangan dan Pembangunan pusat. Penelitian ini dilakukan dengan menggunakan pendekatan kualitatif. Penulis menemukan bahwa peran pelatihan mind shifting tersebut digunakan untuk memberikan pemahaman lebih lanjut mengenai program pengembangan budaya kerja yang sedang dijalankan di lingkungan BPKP. Prosesnya melalui internalisasi nilai-nilai PIONIR (profesional, independen, orientasi pada pengguna, nurani dan akal sehat, integritas, responsibel ? akuntabel) yang menjadi nilai-nilai bersama BPKP dalam upaya mengembangkan budaya kerjanya.

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The Financial and Development Supervisory Board as governmental institution realize increasing the quality of its resource in running fundamental duty and function in auditing and development is important. Therefore, one of the way that The Financial and Development Supervisory Board mentioned is with a cultural development program of work. Directly, culture work has hand in glove bearing with environment and values influencing a view of life. The development of culture work also concerning mind set. Culture work development is executed through mind shifting training. This research?s purpose is to give description about how mind shifting training share in culture work development in The Financial and Development Supervisory Board. The author found that that mind shifting training used to give furthermore understanding of culture work development program which is running in The Financial and Development Supervisory Board. Its Process came through by injecting some kind of values. Those values such as professional, independent, orient at] consumer, common sense, integrity, responsible ? accountable becoming values of The Financial and Development Supervisory Board in developing its culture work."

"Promosi adalah salah satu bagian dalam pengembangan sumber daya manusia pada perusahaan. Promosi berarti perpindahan pegawai dari satu jabatan yang lebih tinggi tingkatannya dalam suatu organisasi yang disertai dengan peningkatan tugas, kemampuan, tanggung jawab, dan hak. Promosi juga akan diikuti dengan peningkatan wewenang, peningkatan penghasilan dan fasilitas. Promosi mempunyai manfaat bagi perusahaan maupun bagi pegawai. Manfaat bagi pegawai adalah adanya pengakuan terhadap hasil kerja dan kesempatan untuk maju sehingga dapat meningkatkan motivasi bagi para pegawai. Sedangkan, manfaat bagi perusahaan adalah untuk menjaga kestabilan perusahaan.Sripsi ini membahas promosi jabatan pada Inspektorat Jenderal Departemen Keuangan RI. Dalam penelitian ini menggunakan metode penelitian kuantitatif dengan mengambil sampel dari populasi yang ada dan menggunakan kuesioner sebagai bagian dalam pengumpulan data. Pada penelitian ini terdapat 90 responden dari populasi yang ada. Setelah pengumpulan data, maka akan dianalisis dengan menggunakan penghitungan SPSS (Statistical Product and Service Solution) 15.0 dan hasil analisis akan didistribusikan ke dalam sebuah tabel.

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Promotion viewed as one of the activities of human resources development in a company. Promotions mean transfer enlarging and authority of responsibility employees to higher position in one organization so that obligation, rights, and its ever greater production. Promotion will be followed by duty, greater authority and responsibility and usually also followed by increasing of earnings and other facilities. Promotion have benefit both for company and employee. To employee, is the acknowledgement result of the employee?s work motivation. While to company, it can maintain stability of company and employee?s moral more guaranted.

The focus of this research is about job promotion in Itjen Depkeu RI. This research use quantitative that is by taking sample from population and use questionnaire as a fundamental means in collecting data. This research has 90 people in population as its respondents. After collected the data, the next step is analyzing the data using SPSS (Statistical Product and Service Solution) 15.0 version, the analyzing result are presented in distributive frequency tables."