The evaluation study of pumping HR model-based HRD training program at Institut Pertanian Bogor (IPB) is a program evaluation to see the program effectiveness against the professionalism and performance of employees. This research is evaluative research with a model frame of CIPP of Stufflebeam, with evaluation components: context, input, process, and product. Pumping HR model-based HRD training program at IPB is a beneficial program for employment and personal, which have an impact on performance. Considering the context, this program supports the goal of Human Resource Development of IPB. Considering the input, this program is designed tailored to the need of Human Resource in IPB to (1) reinforcement of the values and beliefs, (2) strengthen competence, and (3) encourage successful behavior in terms of responsibility, professionalism, and friendliness in working. Considering the process, this program is preferred and fun for participants and considering the product (output and outcome) this program provides benefits and clear impacts for the performance of the employee.
<pre>This study is an evaluative framework of Stufflebeam CIPP evaluation model, with evaluation components: context, input, process and product, which involve trainees in IPB human resource development program for 3 years running.</pre><pre>Human resource development training program based on the model of IPB pumping is a useful program for employment and self, which have an impact on performance. In the context of this program supports the goals of human resource development IPB. In this program input is designed according to the needs of HR IPB to (1) the strengthening of values and beliefs, (2) the strengthening of competence, and (3) encourage the successful behavior in terms of responsibility, professionalism and friendliness of the work. In the preferred process of this program and fun for participants and products (output and outcome) can benefit from this program and give a clear impact to the performance of the employee.</pre><p> </p><p> </p>
Dalam sebuah organisasi yang terdiri dari berbagai macam orang dengan berbagai macam karakter yang berbeda, akan mengakibatkan kumpulan interaksi yang menciptakan sebuah budaya organisasi yang khas. Persepsi anggota organisasi berbeda-beda sesuai dengan motivasinya, demikian juga degan konsep diri dan value pada tiap individu akan menentukan bagaimana sebuah keputusan organisasi diambil. Organisasi yang ingin mencapai tujuannya secara efektif dan efisien harus bisa mengontrol factor-faktor yang mempengaruhi kualitas dari persepsi, konsep diri dan value dari tiap individu. Sehingga dapat memimimalisir konflik dan dapat mencapat tujuan organisasi sesuai yang direncanakan.
Ibn Khaldun University which is the oldest Islamic campus in the city of Bogor founded by ulama leaders has a future interest to be a modern, leading-edge private campus with strong Islamic roots. This study aims to get UIKA's human resource management strategy that can become a strategic human resource for the achievement of UIKA's mission vision. This study is evaluativedescriptive, scientific literature search results with secondary data and modern theories of strategic management. UIKA's human resource development starts from creating strategic plan, UIKA's future organizational structure and determining three important competency standards, namely (1) core competency standard, and (2) managerial competency standard, and (3) Supporting Competency.Universitas Ibn Khaldun Bogor yang lahir tahun 1961 merupakan universitas tertua swasta di Bogor yang didirikan oleh para pejuang bangsa lintas ilmu dengan mengedepankan nilai-nilai syar"i dalam visi dan misi pengajarannya. Visi universitas ibn khaldun menjadi "Universitas Unggul Berbasis keislaman dan Teknologi Pada Tahun 2025". Adapun misi universitas Ibn Khaldun adalah: (1) menyelenggarakan program pendidikan tinggi yang unggul berbasis nilainilai keislaman dan penerapan teknologi, (2) mengembangkan ilmu pengetahuan, teknologi, dan seni untuk kesejahteraan masyarakat sebagai perwujudan keagungan ajaran Islam, dan (3) mengembangkan kerjasama dalam lingkungan nasional, regional, dan internasional dalam pelaksanaan program tridharma perguruan tinggi.
<p>This study aims to determine and analyze the influence of work culture, compensation, and work environment on employee performance with job satisfaction as an intervening variable. The idea of improving employee performance is in line with the need to improve the quality of sustainable development plans in planning agencies. Using a case study of employees at the Bima District Development Planning Agency (BAPPEDA Kabupaten Bima), this research highlights the importance of improving employee performance for achieving the quality of planning and budgeting policies. The criteria used in the purposive sampling are based on the status of position IIIa and a minimum working period of 3 years. The head of the BAPPEDA office was not selected as a respondent in the study. The total number of study participants was 51 employees. Data analysis using SPSS statistical program and parallel path analysis method. The results showed two interrelated patterns, first work culture and work environment have a positive and significant effect on job satisfaction, while compensation has a positive and insignificant effect on job satisfaction. Second, work culture and work environment have a positive and significant effect on employee performance, while compensation has a negative and significant effect on employee performance, and job satisfaction has a positive and insignificant effect on employee performance. This study suggests the importance of improving work culture and work environment, as well as providing compensation in fulfilling job satisfaction and employee satisfaction in order to have salary fairness, recognition of work dedication and individual needs to improve work performance</p>
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