This research aims to find out how the BandungTourism College in theimplementation of the curriculum management systemand assessment has beenrunning according to procedures and even supervised directly from the CentralMinistry of Tourism, this makes STP Bandung a Tourism College which has a big namein the field of tourism in Indonesia. In particular, this study aims to obtain informationand empirical analysis of: 1) learning management at STPBandung. 2) curriculum atSTP Bandung 3) assessment of learning at STPB Bandung
Abstract. CV. X is a manufacturing industry company that produces motorcycle spare parts and provides spare parts for two-wheeled vehicles. Warehouse data recording activities still require calculating material stock and putting it on the white board as a place to store data and different physical documents. This incident hampered the process of receiving and disbursing the warehouse, which required purchases to wait if the warehouse had recorded the required physical documents related to inventory data in physical documents, so that data entry was not updated directly which could later affect other parts. Based on this phenomenon, the problems in this study are as follows: (1) How are the business processes carried out by CV. X? (2) How to design an inventory information system needed by CV. X?. The research stages follow the stages of the Framework for the Application of System Thinking (FAST) framework to the stage of database and interface development (Construction & Testing). One option that can be done in solving this problem is to build an inventory management information system that can provide accurate, fast and precise availability of goods without continuous waiting time. The results obtained are the raw material inventory system in the warehouse in the form of a website-based application. Abstrak. CV. X merupakan perusahan industri manufaktur yang memproduksi alat-alat sparepart motor dan menyediakan suku cadang kendaraan roda dua. Aktivitas perekapan data gudang masih mengharuskan melakukan perhitungan stok material dan menuliskan diwhite board sebagai tempat penyimpanan data serta dokumen fisik yang berbeda. Perisitiwa ini menghambat proses transaksi penerimaan dan pengeluaran pada gudang yang mengharuskan bagian purchasing menunggu apabila bagian gudang sudah melakukan pencatatan dokumen fisik yang dibutuhkan terkait data persediaan dalam penyerahan dokumen fisik, sehingga pengisian data tidak terupdate secara langsung yang nantinya dapat mempengaruhi bagian lainnya. Berdasarkan fenomena tersebut, maka permasalahan dalam penelitian ini dirumuskan sebagai berikut: (1) Bagaimana proses bisnis yang dilakukan oleh CV. X? (2) Bagaimana merancang sistem informasi persediaan yang dibutuhkan CV. X?. Tahapan penelitian mengikuti tahapan-tahapan kerangka kerja Framework for the Application of System Thinking (FAST) sampai dengan tahapan pembangunan basis data dan antarmuka (Construction & Testing). Salah satu opsi yang dapat dilakukan dalam menyelesaikan masalah tersebut adalah dengan membangun sistem informasi manajemen persediaan yang dapat memberikan ketersediaan barang secara akurat, cepat dan tepat tanpa waktu menunggu secara terus menerus. Hasil yang diperoleh yaitu sistem informasi persediaan bahan baku pada gudang dalam bentuk aplikasi berbasis website.
The purchase of raw materials is very influential for the quality of products produced in addition to the process of making the product itself. Therefore, how to choose the supplier from the available alternatives is something that must be done properly in the process of procurement of raw materials especially for companies with many product variations and associated with many suppliers. This paper discusses about how to make supplier selection procedure for garment company with a case on a medium scale garment company in Bandung that manufactures veil and Moslem fashion. Mapping of business processes using IDEF0 was the first step in designing of supplier selection procedure. Then performed an analysis of the process which is usually done to identify the weaknesses and strengths of the process. The next step is create a design of supplier selection procedure that is more structured and measurable. In addition, also designed a tool that can be used in the supplier selection process, which is a simple application to determine the ranking of suppliers who will be selected based on the criteria specified. The application is based on the decision-making process with The Analytical Hierarchy Process approach that has been commonly used as a tool for decision-making with many alternative choices. In general, the resulting procedure would be beneficial for the company as a guide for those involved in the procurement process at the purchasing department, primarily for decision making in supplier selection.
Abstract. The growth of the food and beverage industry sector in Indonesia is increasing rapidly, especially in West Java because of the high population so that the KS Group Bandung company is required to meet the needs of the community, in supporting the needs of the community, adequate human resources are needed to support the success of the company's vision and mission, but the company has problems in the work performance of employees who do not support, resulting in a decrease in the quality of work owned by the company so that it hampers the company's vision and mission and optimization of performance such as increasing employee work delays, declining turnover, product complaints from consumers. Viewed from the aspect of the company's organization, the company is categorized as a medium industry based on the income and also the value of the company's investment. This research was conducted to design and measure the work performance of employees using the Human Resources Scorecard method. Human Resource Scorecard is a performance measurement system of Human Resources related to people, strategy and company performance in order to form a superior competitive company. The method applied to measure the extent of employee performance and is also useful for scientifically developing the company's human resources. There are four perspectives in measuring the Human Resource Scorecard, namely the financial, customer, internal business process and learn & growth perspectives. The stages of this research are the first to identify KPIs based on the company's business strategy, the second is to design an objective strategy to define the value creation process or the clarity of the organization's strategy to determine the steps for implementing the strategy. The third is to do indicator weighting, the weighting stage is done using expert choice software 11. Fourth, the scoring system is carried out using the higher is better, lower is better method. The five scoring system results obtained were categorized using the Traffic Light System method. The results of the study were 10 KPs divided into 2 financial KPIs, 3 customer KPIs, 2 internal bussiners process KPIs, and 3 Learning & Growth KPIs. From the results of the calculation of the weight score of the employee's performance in the company as a whole in each perspective, namely 60.7%, which means that the score obtained is the need for improvement and performance improvement. The results of the 10 KPO measurements obtained are divided into several categories, namely 2 KPIs in the red category, 6 in the yellow category, 2 in the red category. KPIs categorized as red indicate that the company's targets are still far from expectations, therefore the company must improve the KPIs and evaluate them in order to realize the company's vision and mission. The next research is to design employee performance using an assessment form, namely from a questionnaire, the second uses weighting with expert choice 11 and an employee performance appraisal data management form. Abstrak. Pertumbuhan sektor industri makanan dan minuman di Indonesia meningkat pesat khususnya di Jawa Barat karena populasi masyarakat yang tinggi sehingga perusahaan PT Kinlaus Sukses Indonesia dituntut memenuhi kebutuhan masyakarat, dalam menunjang kebutuhan masyarakat diperulukan Sumber Daya Manusia yang memadai guna mendukung keberhasilan visi dan misi perusahaan. Namum dalam hal ini perusahaan memiliki masalah didalam kinerja kerja karyawannya yang tidak mendukung, mengakibatkan turunnya kualitas kerja yang di miliki perusahaan sehingga memperhambat visi dan misi perusahaan dan optimalisasi kinerja seperti meningkatnya keterlambatan kerja karyawan, omset menurun, tingkat komplain produk dari konsumen. Dilihat dari aspek organisasi perusahaan, perusahaan dikategorikan industri menengah berdasarkan pendapatan dan juga nilai investasi perusahaan. Penelitan ini dilakukan untuk merancan dan juga mengukur kinerja kerja karyawan menggunakan metode Human Resources Scorecard. Human Resource Scorecard merupakan sistem pengukuran kinerja SDM yang berkaitan dengan orang, strategi serta kinerja perusahaan guna membentuk perusahaan berdaya saing yang unggul. Metode yang terapkan untuk mengukur sejauh mana kinerja karyawan serta juga berguna untuk mengembangkan sumber daya manusia yang dimiliki perusahaan secara ilmiah. Terdapat empat prespektif dalam pengukuran Human Resource Scorecard yaitu perspektif financial, customer, internal bussines process dan learn & growth. Tahapan penelitian ini pertama mengidentifikasi KPI berdasarkan strategis bisnis perusahaan, kedua merancang strategi objektif untuk mendefinisikan proses penciptaan nilai atau kejelasan strategi organisasi menetapkan langkah langkah untuk pelaksanaan strategi. Ketiga yaitu melakukan pembobotan Indikator, tahapan pembobotan dilakukan dengan menggunakan software expert choice 11. Keempat dilkukan scoring system dengan metode higher is better, lower is better. Kelima hasil scoring system yang diperoleh dilakukan pengkatagorian dengan menggunakan metode Traffic Light System. Hasil dari penelitian sebanyak 10 KPI terbagi 2 KPI financial, 3 KPI customer, 2 KPI Internal bussiners process, dan 3 KPI Learning & Growth. Dari hasil perhitungan bobot skor kinerja karyawan di perusahaan secara menyeluruh pada setiap presfektif yaitu 60,7% yang artinya skor tersebut perlunya perbaikan dan peningkatan kinerja. Hasil pengukuran 10 KPI yang diperoleh terbagi atas beberapa kategori, yaitu 2 KPI dalam kategori merah, 6 dalam kategori kuning, 2 dalam kategori merah. KPI yang berkategori merah menandakan target diperusahaan masih jauh dari harapan, oleh karena itu perusahaan harus memperbaiki KPI tersebut dan evaluasi guna mewujudkan visi dan misi perusahaan. Penelitan selanjutnya dengan merancang kinerja karyawan dengan menggunakan form penilaian yaitu from kueisioner, yang kedua menggunakan pembobotan dengan expert choice 11 dan form pengelolahan data penilaian kinerja karyawan.
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