The pandemic of the spread of Covid 19 has an impact on all areas, one of which is the family economy. The purpose of this service includes two things, namely assisting the community to recognize and make types of skills in the form of knitting, and to produce products which are then marketed to improve the economy of the community. This service activity method is carried out in three ways, namely training, implementation and mentoring. The subjects of this service activity are members of the community, especially housewives in Rimba Jaya Village in Merauke Regency. The results of this activity include two things, first, the partner community has experienced an increase in knowledge, understanding and skills in knitting by 39.3 percent and an increase in partner skills in the form of bag knitting types, mask models, mask connector models, and hats. and songkok. Second, the products that have been produced have begun to be marketed through online media in Merauke Regency. The achievement of this service is very dependent on the consistency of the spirit of partners to work during a pandemic and becomes the second choice after activities as a farmer.
Pemanfaatan teknologi terbukti efisien dan efektif dalam membantu melakukan aktifitas organisasi.Semua sektor memanfaatkan adanya teknologi untuk mempermudah aktivitas, tak terkecuali sektorkeuangan pemerintah. Saat ini pemerintah Indonesia sudah menerapkan kartu plastik dalam pelaksanaanpembayaran Anggaran Pendapatan dan Belanja Negara (APBN). Salah satu penggunaan kartu plastikpada pemerintah adalah kartu kredit pemerintah (KKP). Penelitian ini menggunkan metode kualitatif,pengumpulan data dilakukan dengan wawancara dengan pihak-pihak yang terkait pengelolaan KKP padaKPPN Amlapura. Penelitian ini diharapkan dapat memberikan gambaran implementasi KKP pada KPPNAmlapura. Berdasarkan hasil tinjauan yang telah penulis lakukan terhadap implementasi Kartu KreditPemerintah pada KPPN Amlapura telah dilaksanakan dengan baik dan cukup optimal yaitu pada prosespengajuan, penagihan, dan penyelesaian tagihan KKP. Untuk penatausahaan bukti-bukti masih belumsesuai peraturan yang berlaku. Dampak positif dari implementasi KKP antara lain bendahara pengeluarantidak harus memegang banyak uang karena sudah berbentuk kartu kredit, sehingga pengelolaan UP lebihefektif karena mengurangi adanya idle cash. Kedua, transaksi UP lebih transparan karena seluruhtransaksi sudah termuat dalam tagihan/billing statement yang dikirimkan secara periodik ke emailadministrator KKP. sehingga percepatan penyerapan anggaran dapat dilaksanakan dengan lebih optimal.Namun masih terdapat permasalahan yang dihadapi KPPN Amlapura terkait penyediaan Elektronik DataCapture (EDC) dan pemenuhan SDM dan secara kuantitas maupun kualitas.
The bureaucracy reform program aims to achieve high employee integrity, create responsible employees and the ability of employees to provide excellent service. The Citarum-Ciliwung Watershed and Forest Management Center (BPDASHL) has the task of serving the community in the field of forest and land rehabilitation along the Citarum-Ciliwung watershed so that its employees are expected to have good performance. This study aims to examine the effect of motivation, transformational leadership and job satisfaction on the performance of BPDASHL Citarum-Ciliwung employees. The data used is primary data in the form of questionnaire results from 45 respondents who are civil servants of BPDASHL Citarum-Ciliwung. The data was processed using Microsoft Excel tools, analyzed descriptively and analyzed using the Structural Equation Modeling method and the Partial Least Square approach. The results showed that motivation had a positive and significant effect on employee performance, job satisfaction had a positive and significant effect on employee performance, while transformational leadership had no positive effect on employee performance. Motivation is influenced by the desire to work well according to performance targets. Employee performance does not depend on the way the leader leads because the employees perform well in accordance with the determination they have in completing the work. Satisfaction is created because the results are in accordance with the target both in terms of quality and quantity and have succeeded in the success of the office's performance.
This paper analyzes the role of job training in increasing the potential of human resources in UPT-LK Region I Riau Province according to a sharia economic perspective and explores the supporting and inhibiting factors in the implementation of job training. This study is essential considering that increasing the potential of human resources is an effort that must be made to compete in the world of work. One of the efforts that can be done to increase human resources' potential is by on-the-job training. This research is field research with qualitative descriptive analysis. The study results indicate that job training has a significant role in increasing the potential of human resources. The trainees stated that they had gained additional knowledge and skills. Factors supporting the implementation of job training at UPT-LK Region I Riau Province, including training materials, instructors, participants' abilities, funding, and strategic locations. While the inhibiting factors are related to facilities and infrastructure, some participants resigned during the training. There is no alumni association of training participants, so that there is no data on graduates who have worked according to the exercise that has been followed. The sharia economic review regarding the role of job training at UPT-LK Region I Riau Province, in general, is by sharia principles, namely kafa'ah, himmatul-Amal, and Amanah. Keywords: Role, Job Training, HR
<span lang="EN-US">This study aims to determine employee acceptance of the corporate culture values </span><span lang="EN-US">of AKHLAK in BUMN, especially PT Pegadaian. The instrument used is a questionnaire based on the Theory of Resources Based View/ RBV and Theory of Planned Behavior/ TPB. The Rasch modeling was used with a survey method and a cross-sectional 2020 study time approach. The survey was conducted on 362 respondents who were drawn by quota sampling. The results of the analysis show a value of +1.58 logit, which is above the average logit item (+0.00 logit). These results indicate the respondent's agreement on employee acceptance of the corporate culture values </span><span lang="EN-US">of AKHLAK. The score that is most difficult to agree on by the respondents in the instrument on the questionnaire given is the 54th item, namely "Implementing the mandate given with low integrity". While the 11th item, namely "I am interested in a company that provides good health insurance" is the item that is most approved.</span>
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