Penelitian ini akan menjelaskan pengaruh era revolusi industri 4.0 terhadap kompetensi sumber daya manusia. Sumber daya manusia yang dibutuhkan oleh industri saat ini adalah yang memiliki kompetensi dalam pemanfaatan teknologi digital. Kompetensi ini untuk mewujudkan pabrik cerdas (smart factories), seperti salah satunya Internet of Things (IoT). Era revolusi industri 4.0 membuka kesempatan bagi sumber daya manusia (SDM) untuk memiliki keahlian yang sesuai dengan perkembangan teknologi terkini. Untuk itu, diperlukan pelaksanaan program peningkatan keterampilan (up-skilling) atau pembaruan keterampilan (reskilling) para sumber daya manusia berdasarkan kebutuhan dunia industri saat ini, salah satu yang kompetensi yang dibutuhkan adalah sumber daya manusia yang memiliki talent, dikarenakan talent menjadi kunci atau faktor penting untuk kesuksesan implementasi industri 4.0 Penelitian ini menggunakan metode penelitian kualitatif partisipatoris, yang menekankan pada kedalaman hasil penelitian dimana peneliti terlibat langsung sebagai instrumen penelitian. Data diperleh mealui studi literatur, wawancara dan praktek langsung. Hasil dari Penelitian ini akan menjelaskan upaya didalam mempersiapkan dan memetakan kompetensi sumber daya manusia dalam era revolusi industri 4.0. dalam menciptakan sumber daya manusia yang kompeten. Apalagi di era bonus demografi yang sudah di depan mata. Ini penting jika bangsa kita tetap ingin berdaya di zaman revolusi industri keempat yang serba otomatis, robotik, dan tentu teknologi termutakhir. Kata Kunci : kompetensi; sumber daya manusia, upskill, reskilling
This research aims to determine the analysis of human resource development programs through talent management at Padjadjaran University. Programs can be used to prepare cadres of future leaders so that when there is a need to fill vacant positions, organizations will be prepared with resources from within their own organizations. Talented employees who have high credibility developed and maintained will have a strong loyalty to their duties and authority, so that organizational goals can be achieved. Talent or talent can be interpreted as individuals in organizations that have more abilities or unique advantages that can make a major contribution to the achievement of organizational goals, both in terms of production or in managerial positions. Research uses participatory qualitative research methods, which emphasize the depth of the results of research where researchers are directly involved as research instruments. Data is obtained through literature studies, interviews, and direct practice. Based on the results of the analysis, the implementation of the human resource development program through talent management is an organizational initiative. Factors that influence the human resource development program consist of integrity, professional attitude, orientation to serve the community, continuous learning, and teamwork.
There are many government problems in development and services to the community, especially during the Covid 19 pandemic. Support, participation and partnerships with various elements of society are a necessity. Rukun Tetangga as a lower-level social institution has a strategic role in development and public services. Setting the organizational dimension in a government regulation guarantees its implementation and function. The role of communication as a mediator between the interests of community members and the village government is very important. With qualitative methods, juridical normative, literature review and secondary data analysis, research located in Bandung and Cianjur regencies, it is known that as a social institution, the existence of the Rukun Tetangga is determined in several government regulations, namely Permendagri and regional regulations and regent regulations. Several organizational dimensions, namely formalization, specialization, organization and professionalization have been regulated in Law
The issuance of the Minister of Manpower Regulation (Permenaker) Number 2 of 2022 has sparked controversy, especially among workers. The Ministerial Regulation governs the method and standards for the provision of old age protections to employees, especially for employees who stop working due to termination of employment which are considered unfair by workers. The substance regulated in the Permenaker is a public policy, because it relates to the public interest, in the form of workers' expectations to get cash from the program. This study aims to examine the controversy from a public policy perspective. The Permenaker Number 2 of 2022 as a replacement for the Permenaker Number 19 of 2015 is stipulated based on Government Regulation No. 46 of 2015 Implementing the Old Age Security Scheme and Law No. 40 of 2004 Implementing the National Social Security System. The four state/government regulations are determined by state/government officials as policy actors. It also shows the existence of policy issues, policy objectives, policy legality, policy hierarchies, and policy systems. There are inconsistent and systematic arrangements regarding workers who stop working due to resignations and layoffs. The requirements of Article 3 of The Permenaker Number 2 of 2022 addressing the age of 56 years are compatible with the terms of Article 22 paragraph (1) and Article 26 paragraph (3) of Government Regulation Number 46 of 2004. The provisions of Article 3 paragraph (1) of The Permenaker Number 19 of 2015 are inconsistent with the two articles/paragraphs in the government regulation. It is necessary to improve the arrangement of workers who resign and are affected by termination of employment.
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