The purpose of this study was to find out how the effect of the antecedents of intention to leave involve job dissatisfaction and work-related stress in the Small Medium Entreprises (SMEs). The variables were moderated by the perceived alternative job opportunities (PAJO) as Indonesian Migrant Workers. A total of 89 questionnaires were distributed to the employees of SMEs located in Ngunut District, Tulungagung Regency, East Java, Indonesia. The Data were analyzed using the associative descriptive method, using PLS version 3.0 software. The results of the analysis obtained in this study indicate that work dissatisfaction and work-related stress have a positive influence on the intention to leave the SMEs. The perceived of alternative job opportunities as Indonesian migrant workers successfully moderating the effect of employee work-related stress on the intention to leave SMEs in Ngunut District, Tulungagung Regency.
Karyawan merupakan asset penting bagi perusahaan sehingga mereka harus dipertahankan dan dikelola agar nyaman dan dapat memberikan kontribusi terbaik, perbankan dengan berbagai talent yang ada harus menerapkan strategi untuk mengelola human capital. Salah satu strategi yang dilakukan adalah talent management, dimana strategi ini akan mengelola bakat yang ada pada perbankan dan memastikan ketersediaan talent dengan penyelarasan terhadap pekerjaan dan waktu yang tepat. Focus penelitian in adalah Bagaimana analisis Talent management strategy dalam meningkatkan kinerja karyawan pada PT Bank Rakyat Indonesia Syari’ah Cabang Pakis. Penelitian menggunakan metode kualitatif. Hasil dari penelitian ini adalah sebagai berikut : 1) Penerapan strate Strategy for Acquisitioni pada BRI Syari’ah Cabang Pakis Malang memastikan ketersediaan sumber daya yang berkualitas juga telah didukung oleh ketersediaan support system yang holistic dan akses yang luas, sehingga berbagai kegiatan, keputusan dan program yang dilaksanakan benar-benar sudah teruji dan dapat diterima oleh konsumen / nasabah. 2) Dengan adanya Strategy for Development pada Bank BRI Syari’ah Cabang Pakis Malang perusahaan telah konsisten melaksanakan berbagai kegiatan untuk pengelolaan sumber daya manusia yang ada sehingga para karyawan efektif dan efisien dalam melaksanakan berbagai tugas, serta creative dalam menemukan ide dan berbagai program terhadap nasabah dan perusahaan. 3) Strategi Hoshin Kanri yang dilakukan oleh Bank Syari’ah Cabang Pakis terhadap para karyawan mampu menganalisa dan menetapkan para talent terbaik pada perusahaan, sehingga nantinya kandidat yang diperlukan pada setiap manajer sudah tersedia dengan kualifikasi sesuai dengan ketentuan yang berlaku. Hal ini tentu akan menjaga dan dapat meningkatkan kinerja perusahaan yang secara konsisten menjaga talent dan mendidik mereka sesuai dengan kapasitas yang diperlukan oleh perusahaan. Key Word : BRI Syari’ah Pakis, Talent Managemetn Strategy, dan Kinerja karyawan
The process of learning prepositions gets complicated most notably for learners of English as foreign language (EFL) because they encounter challenges in grasping the manifold meanings and dissimilar contextual applications. This study is aimed at identifying the sources of the difficulty that Indonesia learners of English undergo in learning preposition. To this end, a multiple-choice test was designed to gather data regarding the problems of acquiring and learning English prepositions by UNIRA students of English. The test comprised of fifteen questions. Each of the students was supposed to choice the best possible answer out of the choices from a list with the correct English preposition. In this study, method research design used is qualitative. The results suggest that the students meet considerable difficulties in using English prepositions. The students highly depend on their mother tongue, i.e. Indonesia language, which poses a source of command that enables the students in producing inappropriateness of preposition use.
Abstract. Industry 4.0 has a tremendous impact on many aspects of life. Technological aspects, social aspects, legal and political aspects, environmental aspects, and economic aspects. MSME’s readiness as a support of the national economy to respond to the challenges that follow is interesting to study. Human resources are the most valuable assets in the economy structure. So that the management and qualifications of human resources become very important to know, as changes are caused by industry 4.0. This study aims to determine the competency component of Human Resources and determine the human resources readiness of MSME’s in facing the Industry 4.0. This research uses literature study to find out the competency component of human resources needed in industry 4.0 then it is used gap analysis to describe the human resources readiness of MSME in facing Industrial Revolution 4.0. From the results of this study indicate that the average score for the variable technical competence is 2.4, methodological competence is 2.97, social competence is 2.85, personal competence is 3.25. The average score is 2.86. So it can be concluded that the human resources readiness of MSMEs in facing Industrial Revolution 4.0 in the Not Ready category, (need some of work) Index 2.6 - 3.39. Keywords: Readiness; Human Resources; MSME’s; Industry 4.0 Abstrak. Revolusii Industrii 4.0i membawa dampak iluar biasai pada banyak aspek idalam kehidupan. Aspek teknologi, aspek sosial, aspek hukum dan politik, aspek lingkungan, serta aspek ekonomi. Kesiapan UMKM sebagai penopang perekonomian nasional untuk menjawab tantangan-tantangan yang mengikutinya menjadi menarik untuk diteliti. Sumber Daya Manusia adalah aset paling bernilai dalam struktur perekonomian. Sehingga pengelolaan dan kesiapan akan kualifikasi iSumber iDaya iManusia imenjadi ihal iyang isangat ipenting untuk ketahui. Penelitiani inii bertujuan untuk mengetahui komponen kompetensi Sumber Daya Manusia dan mengetahui kesiapan SDM UMKM idalam imenghadapi iRevolusi iIndustri i4.0. Penelitan ini menggunakan studi literatur untuk mengetahui komponen kompetensi SDM kemudian digunakan gap analisis untuk mendeskripsikan kesiapan SDM UMKM dalam menghadapi Revolusi iIndustri i4.0. Dari ihasil ipenelitian iini menunjukkan bahwa skor rata-rata untuk variabel kompetensi teknikal adalah 2,4, kompetensi metodologis adalah 2,97, kompetensi sosial adalah 2,85, kompetensi personal adalah 3,25. Nilai rata-rata skor 2,86. Sehingga dapat disimpulkan bahwa kesiapan SDM UMKM idalam imenghadapi Revolusi iIndustri 4.0 idalam ikategori Not Ready, (need some of work) Indeks 2,6 – 3,39. Kata Kunci: Kesiapan; iSumber iDaya iManusia; UMKM; iRevolusi iIndustri 4.0i
Lumbangsari Village, Bululawang district, is one of the villages that promotes the Kampung Tangguh program launched by Forkopimda Malang Raya. RT. 07 RW. II prioritizes food security in the Kampung Tangguh program. Among the activities promoted are vegetable planting by mothers and fish farming by fathers. The fish farming carried out is a type of fresh fish. Although it has been running for some residents, the obstacles they face are not small. In addition, many other residents also want to try to pursue fresh fish farming. In addition to the results consumed by themselves, residents also hope to be able to sell fish products to earn income. Paguyuban Kagungan Budiarta was formed to be a forum for communication, discussing all obstacles and difficulties so that they can be solved together. Paguyuban is also a forum for members to develop and obtain guidance through cooperation with other agencies whose results are for the advancement and economic welfare of the members. Through assistance in the formation of this association, the organizational structure of the association has been arranged with 11 administrators consisting of coaches, chairmen, secretaries, treasurers, empowerment and marketing fields as well as 6 members. Currently, membership is still in the scope of RT. 07, and will be developed to the scope of the village
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