Articles

STRATEGI PENGEMBANGAN KARIER PNS FUNGSIONAL UMUM DI INSTITUT PERTANIAN BOGOR Wijaya, Gandi Aria; Ma'arif, M. Syamsul; Sukmawati, Anggraini
Jurnal Penyuluhan Vol. 10 No. 1 (2014): Jurnal Penyuluhan
Publisher : Program Pascasarjana Ilmu Penyuluhan Pembangunan, IPB

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (363.224 KB) | DOI: 10.25015/penyuluhan.v10i1.9909

Abstract

The main issues in the field of human resources is a state civil officials on the quality and distribution of civil servants, therefore we need a research to know the civil servant career development strategy. Process and career development should be professional career development oriented of civil servants which means not only the structural purpose, but also to developing expertise towards functional. Thus, the position of the functional has a role as equal partners in a structural position. The purpose of this study is to identify what are the main priorities of the factors, actors and objectives as well as the recommendation of alternative strategies are most influential on the development of common functional civil servants career in IPB. The research was conducted at IPB and the Bureau of Personnel Culture and Education Ministry Secretariat using descriptive analysis and AHP (Analytical Hierarchy Process) methods. The results of the descriptive analysis is from 1.500 civil servants education personnel only 14,3% certain functional officials in IPB, thus 83,7% is common functional PNS included structural officials which selectively will be converted to be specific functional civil service officials. Results obtained from AHP processing the alternative strategy most recommended is the establishment of assessment centers (0,482) by actor Vice Rector of Resources and Strategic Studies (0,498), through the strengthening of organizational factors (0,357) with the aim of increasing professionalism (0,600), that all are the main priorities which influence to the development of a common functional IPB civil servants career.Keywords: civil servant quality and distribution, professionalism, carrier development strategy, assesment center
FAKTOR-FAKTOR KUNCI KESUKSESAN IMPLEMENTASI MANAJEMEN PENGETAHUAN PADA PT UNILEVER INDONESIA TBK. Windarti, Windarti; Sukmawati, Anggraini
Jurnal Manajemen dan Organisasi Vol. 2 No. 1 (2011): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (495.075 KB) | DOI: 10.29244/jmo.v2i1.14193

Abstract

Social environment provides organization capability in knowledge creation, transfer and implementation which leading the company into successful knowledge management by providing competitive human capital. PT. Unilever Indonesia, Tbk as successful Indonesian company in Knowledge Management was awarded the Most Admired Knowledge Enterprise (MAKE) in Asia from 2005 until 2009. The study objectives are 1) to identify knowledge management implementation 2) to analyze the gap between perceived and actual implementation factors in knowledge management 3) to analyze social environment success factor in knowledge management implementation. The primary data collection methods were using questionnaires from 86 respondents and in depth interview with Learning Specialist of PT. Unilever Indonesia, Tbk, and secondary data were collected from journals, books, company annual year reports and other related literatures. There were five knowledge management implementation approaches used by the company: human resources development, learning environment as a culture, stakeholders? knowledge as one of resources, community education and supported infrastructure and facilities. Statistical analysis showed there is no gap between perceived and actual implementation factors in knowledge management. And trust, autonomy, involvement and empowerment were the social environment key success factors in knowledge management implementation.
ANALISIS BEBAN KERJA SUMBER DAYA MANUSIA DALAM AKTIVITAS PRODUKSI KOMODITI SAYURAN SELADA (STUDI KASUS: CV SPIRIT WIRA UTAMA) Adawiyah, Wildanur; Sukmawati, Anggraini
Jurnal Manajemen dan Organisasi Vol. 4 No. 2 (2013): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (517.473 KB) | DOI: 10.29244/jmo.v4i2.12619

Abstract

CV Spirit Wira Utama is a company that develops business model of agricultural (agribusiness) with hydroponic system without using greenhouse (open roof). The aims of this research are: (1) to  identify the Human Resources Development working description in producing lettuce, and (2) to  analyze the ideal number of employees based on employee workloads by counting Full Time Equivalent (FTE). Human Resources Development that supports in production process of lettuce commodity are divided  into the involved in off-farm and on-farm activities. The off farm activities includes technique, production, finance and marketing. Otherwise, on farm activity includes garden employees. The result of the research shows working time of Human Resource Development has not been optimal. Furthermore, to reach the effectiveness and efficiency an  alternative that can be carried out by a company is by combining the technique and production positions, job enlarging of finance and marketing positions, and improving the production phase of lettuce.Keywords: employee needs, FTE, hydroponic, lettuce, workload analysis
PENGARUH KOMPETENSI TERHADAP KEPUASAN KERJA DAN WORK ENGAGEMENT KARYAWAN UKM KLUSTER HASIL PENGOLAHAN PERIKANAN DI BOGOR Utami, Arvina; Sukmawati, Anggraini
Jurnal Manajemen dan Organisasi Vol. 9 No. 1 (2018): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (497.389 KB) | DOI: 10.29244/jmo.v1i1.25336

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The number of SMEs and amount of processed fish products in the city of Bogor is potential for the development of fish processing SMEs. SMEs need employees who are satisfied with their job and engaged with their work to maximize the development of their potential. The purpose of this study was to analyze the effects of competence and compensation on the job satisfaction and work engagement of employees of fish processing SMEs in Bogor. The sampling method used was a non-probability sampling technique, namely the census technique. The data processing and analysis methods were validity and reliability testing using SPSS, descriptive analysis, and Structural Equation Modeling (SEM) using SmartPLS. The descriptive analysis results showed the perceptions of employees towards competence, compensation, job satisfaction and work engagement.The SEM results show that job satisfaction was affected by competence and compensation. Work engagement was affected by competence and job satisfaction but it was not affected by compensation.
MODEL KONTRIBUSI ASET PENGETAHUAN DALAM MEMFASILITASI PROSES PENCIPTAAN PENGETAHUAN PADA KOPERASI SUSU Sukmawati, Anggraini; Maarif, M Syamsul; Marimin, Marimin; Hardjomodjojo, Hartrisari; Indrasti, N S
Jurnal Manajemen dan Organisasi Vol. 1 No. 1 (2010): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (596.027 KB) | DOI: 10.29244/jmo.v1i1.14150

Abstract

Given the crucial role of knowledge creation in contemporary business enterprises, a fundamental question arises: what processes are facilitating knowledge creation?  This study aims to find the answer.This study investigates the interrelations among four categories of knowledge assets (experiential, conceptual, systemic, and routine) and four categories of SECI model for knowledge creation processes (socialization, externalization, combination , and internalization). In our framework, we argue that different types of knowledge assets may have differing influences on knowledge creation. In order to test the feasibility of this framework, we conducted an empirical research exercise.  Data were collected from three dairy cooperations in Java, Indonesia through a survey instrument. A total of 105 usable responses were analysed. We employed regression analysis, ANOVA and canonical correlation analysis to examine the separate correlations. We identified four responses interrelationhips from this study. Compared to other knowledge assets, conceptual knowledge assets have a greater effect on socialization of knowledge creation process. Experiential knowledge assets have  a greater effect on combination. Routine knowledge assets have a greater effect on externalization of knowledge creation process. Systemic knowledge assets have a greater effect on internalization of knowledge creation process.
THE EFFECT OF EMPOWERMENT AND EMPLOYEE ENGAGEMENT ON JOB SATISFACTION, ORGANIZATIONAL COMMITMENT AND ITS IMPACT ON PERFORMANCE OF PTPN V Sulistiono, Dedi; Hermawan, Aji; Sukmawati, Anggraini
Jurnal Manajemen & Agribisnis Vol. 16 No. 3 (2019): JMA Vol. 16 No. 3, November 2019
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jma.16.3.142

Abstract

The study aims to test and empirically prove the effect of empowerment and employee engagement on job satisfaction and organizational commitment and its impact on performance at PT Perkebunan Nusantara V. The study focused on employees who worked in the plantation area, especially those in the afdeling PT Perkebunan Nusantara V Riau. Afdeling or division is the smallest unit of the plantation management, which is an administrative area that manages agronomic plantations with an area of between 500-1000 hectares. The sample in this study were 360 respondents who are staff employees and non-staff employees at the supervisor level. The research sample was taken by purposive sampling. Data was collected by providing questionnaires and interviews, then analyzed using descriptive analysis and processed using the Structural Equation Model (SEM) with Partial Least Square (PLS) programs. The latent variables in this study are empowerment, employee engagement, job satisfaction, organizational commitment and performance. The results of this study indicated that: (1) empowerment has no significant effect on job satisfaction (2) empowerment has no significant effect on organizational commitment; (3) employee engagement has a significant effect on job satisfaction (4) employee engagement has a significant effect on organizational commitment; (5) job satisfaction has no significant effect on performance; and (6) organizational commitment has no significant effect on performance. Keywords: empowerment, employee engagement, job satisfaction, organizational commitment, performance
ANALISIS SITUASIONAL KOMPETENSI PRAKTISI SUMBER DAYA MANUSIA INDONESIA MENGHADAPI MEA 2015 Triyonggo, Yunus; Maarif, M. Syamsul; Sukmawati, Anggraini; Baga, Lukman M
Jurnal Manajemen Teknologi Vol 14, No 1 (2015)
Publisher : SBM ITB

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12695/jmt.2015.14.1.7

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Abstrak. Pelaksanaan Masyarakat Ekonomi ASEAN (MEA) akan dimulai pada awal 2016 sesuai dengan kesepakatan yang ditandatangai oleh semua Kepala Negara ASEAN. Salah satu kesepakatan dalam MEA adalah aliran bebas tenaga kerja ahli dan trampil termasuk di bidang jasa Manajemen Sumber Daya Manusia (MSDM). Praktisi MSDM di Indonesia tidak sepenuhnya siap menghadapi persaingan yang semakin terbuka ini. Kompetensi praktisi Manajemen Sumber Daya Manusia (MSDM) di Indonesia perlu diteliti secara mendalam untuk mengetahui keberadaannya dilihat dari sisi praktisi MSDM. Penelitian ini menggunakan metoda statistik deskriptif untuk memetakan pendapat, persepsi, dan opini praktisi MSDM tentang kompetensinya. Responden yang dilibatkan dalam penelitian ini meliputi praktisi MSDM di Jabodetabek serta kota-kota besar di pulau Jawa, sesuai dengan lokasi utama organisasi/perusahaan swasta. Kerangka sampling yang dipergunakan adalah purposive non random sampling yang ditujukan pada anggota Perhimpunan Manajemen Sumber Daya Manusia (PMSM) Indonesia melalui studi kuisioner secara online. Responden yang telah mengisi kuisioner secara lengkap sebanyak 250 orang. Temuan penelitian menunjukkan bahwa latar belakang pendidikan yang berkarir di MSDM beragam dari berbagai lulusan dan didominasi dari Jurusan Manajemen, kemudian disusul Psikologi, Teknik, dan Hukum. Evolusi profesi MSDM di Indonesia menunjukkan bahwa sebagian besar praktisi MSDM Indonesia (35%) masih terlibat dalam aktivitas administrasi dan Hubungan Industrial, sebanyak 21% sudah terlibat dalam pengambilan keputusan yang strategis, dan 20% sudah bertindak sebagai mitra strategis dan agen perubahan. Standar kompetensi praktisi MSDM beserta program pengembangan dan sertifikasinya dipersepsikan sangat penting serta memiliki urgensi yang tinggi untuk dikembangkan, walaupun pemerataan kesempatan untuk mengembangkan kompetensi tersebut tidak merata di seluruh Indonesia. Organisasi/perusahaan telah memberikan penghargaan yang signifikan pada profesi MSDM dengan 34,8% posisi tertingginya berada di level direktur, 14% berada di posisi general manager, dan 32,4% di posisi manajer. Lebih dari setengah responden menyatakan kurang siap menghadapi Masyarakat Ekonomi ASEAN (MEA), sehingga proses percepatan pengembangan kompetensi praktisi MSDM di Indonesia perlu dilakukan untuk meningkatkan daya saingnya dalam kompetisi regional dan global.Kata kunci: Masyarakat Ekonomi ASEAN, kompetensi, praktisi Manajemen Sumber Daya Manusia Indonesia, purposive non random sampling, statistik deskriptif.Abstract. ASEAN Economic Community (AEC) will be implemented at the early 2016 referred to the agreement signed by all ASEAN countries' leaders. One of the agreement content is the free flow of skilled labor including Human Resources (HR) professional. Indonesia's HR practitioners are not fully ready to face this upcoming more open competition. HR professional competency in Indonesia needs to be examined deeply to find its existence to be seen from HR practitioners' point of view. This research uses descriptive statistic method to map ideas, perceptions, and opinions from HR practitioners pertaining their competencies. Respondents come from Jabodetabek area and the big cities in Java Island due to the main location of private companies. Sampling frame is purposive non random sampling to cover members of Indonesia HR Management Association via online questionnaire study. There are 250 respondents who filled the questionnaries completely. Research findings show that the educational background of Indonesia's HR practitioners is various and dominated by Management, then followed by Psychology, Technic, and Law. HR evolution in Indonesia indicates mostly being exposed in administration dan industrial relations (35%), 21% has been involved in strategic decision making process, and 20% has demonstrated as strategic partner and change agent. HR competency standard and its development and certification programs are perceived very important and urgent to be developed further, although the uqualization of development opportunity is not well distributed across Indonesia areas. Organization/company has already showed significant recognition to HR profession by giving the highest position at director level (34,8%), General Manager (14%), and Manager (32,4%). More than half respondent stated not ready to face the ASEAN Economic Community (AEC), however the acceleration process of HR practitioners' competency development program needs to be done in order to enhance the competitiveness in regional and global competition.Keywords: ASEAN Economic Community, competency, descriptive statistic, Indonesia's Human Resources practitioner, purposive non random sampling.
ANALISIS KOMITMEN ORGANISASI MELALUI FAKTOR QUALITY OF WORK LIFE (STUDI KASUS FAKULTAS EKONOMI DAN MANAJEMEN INSTITUT PERTANIAN BOGOR) Melia, Irma; Sukmawati, Anggraini
Jurnal Manajemen dan Organisasi Vol. 2 No. 3 (2011): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (533.061 KB) | DOI: 10.29244/jmo.v2i3.14210

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The purpose of this study were (1) to analyze the Quality of work life (QWL)condition in FEM, (2) to analyze the relationship between organizational commitment with the Quality of work life (QWL) in FEM, (3) to analyze Quality of Work Life (QWL) factors was the most influential on organizational commitment in the FEM. Type of data used in this study are primary and secondary data. Census method was the sampling method was used in this research. Processing and data analysis in this study was using SPSS software, Minitab, and Microsoft Excel. Results from this study indicated that the WQL has been pretty good in the FEM IPB. The relationship between quality of work life with organizational commitment has been good with a Spearman correlation showed a positive relationship, significant and rather strong. Quality of work life factors that most influence on organizational commitment is the integration of work environment factors with coefficients of a high standard compared to other factors that QWL.
Faktor-faktor yang Mempengaruhi Kinerja Pegawai: Studi di Perusahaan Daerah Pasar Tohaga Kabupaten Bogor Ma’arif, M. Syamsul; Sukmawati, Anggraini; Damayanthy, Dessy
Jurnal Aplikasi Manajemen Vol 11, No 2 (2013)
Publisher : Fakultas Ekonomi dan Bisnis Universitas Brawijaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (168.665 KB)

Abstract

Abstract: Employees are the most valuable asset in every organization. The purpose of this study is toanalyze and determine the dominant factors that affect employee performance. Latent variables in this study are individual factors, psychological factors, and organizational factors as exogenous variables as well as performance of the employee as the endogenous variable. The results obtained from Partial Least Square (PLS) analysis suggest that employee performance is determined by creativity and innovation. Employeeperformance is influenced by individual factors and psychological factors. Individual factors that influence employee performance are reflected by indicators of ability and skill. Psychological factors that directly affect performance of the employees are represented by the learning process. While organizational factors reflected by leadership, job design, and, supervision do not affect employees performance. Keywords: performance, individual, psychological, organizational, Partial Least Square (PLS)
ANALISIS PERBEDAAN KARAKTERISTIK DAN PERANCANGAN PEKERJAAN MANAJER SEKOLAH PETERNAKAN RAKYAT (SPR) Khaerina, Hafizah; Sukmawati, Anggraini; Syamsun, Muhammad
Jurnal Ilmu Pertanian Indonesia Vol. 24 No. 4 (2019): Jurnal Ilmu Pertanian Indonesia
Publisher : Institut Pertanian Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (381.425 KB) | DOI: 10.18343/jipi.24.4.350

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The job design that is accommodative with the organization objective is vital to create efficiency in job performance, develop work satisfaction, and accelerate productivity. In SPR, a manager acts as a collective business coordinator. The objectives of this research were to analyze the difference of job characterization between SPR managers and Sentra PR managers and develop an appropriate job design. The necessary of identification of job characterization is to predict a successful job. The characterization was identified based on task, knowledge, social, and contextual characteristics. Samples were collected by interview and questionnaire. Sampling method used purposive sampling to 28 SPR managers in Indonesia, by then processed by t-test using SPSS versi 21.00.  This research proved that SPR managers have a higher value in job characterization from several perspective, that is: task characteristic (task identity), knowledge characteristics (problem solving and skill variety) and social characteristic (feedback from others), however, there was no difference on contextual characteristic off those groups. The job design is created based on job characteristics such as task variety, problem solving, social support, and physical demands. The job design contains information about job description and qualification of SPR managers. Qualifications needed included education (bachelor degree from various majors), knowledge (about field conditions, local community, administration, reporting, and having knowledge of livestock will bean added value), skills and abilities (leadership and motivating farmers, initiatives and able to solve problems, entrepreneurial skills, good communication and negotiation skills, can operate computers and use the internet), and behavior (careful, disciplin, patient, innovative, creative, and hard-working).