Talent management is considered a new organizational priority in managing people that both academicians and practitioners discuss. The purpose of this research was to examine the role of talent management (TM), knowledge management (KM), university transformation (UT), and academic climate (AC) in increasing the performance of private higher education institutions (PHEIs). This research applied a quantitative approach by collecting data from 382 lecturers who worked at various private universities in Indonesia. Online questionnaires were used to collect the data using a stratified random sampling method. Then these data were analyzed using Structural Equation Modeling–Partial Least Square. The findings indicated that systematic application of talent management and knowledge management, university transformation, and academic climate in PHEIs improves organizational performance. Developing a plan to transform their talent and the business process is the key to emphasizing its importance in shaping the character and quality of PHEIs. The practical implication, PHEIs must offer a conducive academic climate for talented lecturers. The study offers a value-add to the resource-based view theory, managing talent and knowledge as essential resources for organizational transformation to maximize organizational performance.
PT. TD Automotive Compressor Indonesia (PT TACI) needs to analyze how much training and motivation factors affect its employee performance. The purposes of this study were to analyze the influence of training on the employee work motivation, analyze the influence of training on the employee performance, and analyze the influence of motivation on the performance of employees of PT. TACI. This research used SEM (Structural Equation Modeling). The results showed that training has a significant and positive influence on the employee work motivation. Furthermore, training has a significant and positive impact on employee performance. Conversely, work motivation has a significant and positive influence on the employee performance. aBstraK PT. TD Automotive Compressor Indonesia (PT. TACI) perlu dilakukan untuk dapat menganalisis seberapa besar faktor pelatihan dan motivasi memengaruhi kinerja karyawan. Tujuan penelitian ini adalah menganalisis pengaruh pelatihan terhadap motivasi kerja karyawan PT. TACI, menganalisis pengaruh pelatihan terhadap kinerja karyawan PT. TACI, dan menganalisis pengaruh motivasi terhadap kinerja karyawan PT. TACI. Penelitian ini menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa pelatihan berpengaruh significant dan positif terhadap motivasi kerja karyawan. Selanjutnya, pelatihan berpengaruh significant dan positif terhadap kinerja karyawan. Sebaliknya, motivasi kerja berpengaruh significant dan positif terhadap kinerja karyawan.
The objective of this research is to analyze the implementation effectiveness of the group dynamic program using outbound method. The training is organized by Pusdklatwas BPKP and attended by all the government internal auditors in Indonesia. The research uses Structural Equation Modeling (SEM) with Partial Least Square approach. The effectiveness of the program is scored using Kirkpatrick's Four Level Training Evaluation model by measuring the participant's perception on the implemented training, the learning process, and the benefit that can be obtained from the training. The result shows that as an output, the training influences the participants learning process positively and significantly (trust, openness, responsibility, interdependency, self confidence, & stress management). In addition, as a short term result the training also gives a positive and significant impact to the learning condition and for the medium term result is the adaptive performance of the participants.
Salt is a strategic commodity and political commodity in Indonesia. However, during the research period, namely in 2015-2019, the national salt production has not been able to meet the demand for salt. This has resulted in national salt consumption still being dependent on imports. This results in a potential dependence on imported salt which can hamper the competitiveness of domestic salt. Local people are increasingly cornered and find it difficult to be competitive. This study aims to analyze the competitiveness of the national salt industry and formulate efforts to increase the competitiveness of the national salt industry. The method used in this research is the Revealed Comparative Advantage (RCA) and Revealed Symmetric Comparative Advantage (RSCA) analysis and the Analytical Hierarchy Process (AHP) method which is one of the analytical tools used to assist managerial decision-makers. The data used in this study are primary data in the form of interviews and questionnaires and secondary data obtained from literature studies. The results showed that the salt commodity was not competitive. This is because Indonesia's salt commodity does not have a comparative advantage.
Penelitian ini bertujuan untuk menganalisis kontribusi dan standar kompetensi praktisi Manajemen Sumber Daya Manusia (MSDM) di Indonesia saat ini. Analisis situasional dilakukan secara statistik deskriptif dengan melibatkan 177 praktisi MSDM dan pengguna jasa layanan praktisi MSDM melalui kuesioner daring dan dokumen fisik menggunakan non-random purposive sampling. Kuesioner analisis situasional berhasil memetakan persepsi praktisi MSDM dan pengguna jasa layanan praktisi MSDM yang menyatakan (1) pentingnya kontribusi praktisi MSDM terhadap kinerja organisasi; (2) peran praktisi MSDM yang diharapkan di masa depan yang menekankan pada peran strategis sebagai Strategic Partner; (3) pentingnya standar sasaran kinerja dan sertifikasi profesi; serta (4) usulan penyempurnaan Standar Kompetensi Kerja Nasional Indonesia (SKKNI) MSDM berupa enam kompetensi tambahan yaitu kemampuan memahami kegiatan operasional proses bisnis organisasi, kemampuan menggunakan media sosial dalam menunjang peran sebagai praktisi SDM, kemampuan berhubungan dan meyakinkan orang lain, kemampuan mendapatkan kepercayaan orang lain melalui pencapaian hasil, manajemen proyek, dan audit SDM. Kata Kunci: kinerja, kompetensi; kontribusi; praktisi msdm di indonesia; sertifikasi; skkni msdm; standar pengukuran kinerja msdm Situational analysis of the performance and competence of the human resource management profession in Indonesia
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