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This study aims to analyze the effects of job burnout and cyberloafing on educator performance and the role of job burnout on cyberloafing, moderated by organizational commitment. This research employs a quantitative approach to validate hypotheses involving educators from the State University with Legal Entity Status in West Java, using a sample of 377 respondents and a questionnaire instrument adapted from various previous studies. Data was collected through questionnaires and analyzed using the Partial Least Square Equation Modeling (PLS-SEM) technique with SmartPLS software. The results indicate that job burnout has a significant positive effect on cyberloafing, suggesting that higher levels of job burnout correspond to an increased tendency for cyberloafing. Meanwhile, organizational commitment is an effective moderator in reducing the negative impact of job burnout on cyberloafing, which in turn helps improve employee performance. Thus, the study demonstrates that job burnout increases cyberloafing behaviour and decreases employee performance, yet organizational commitment can act as an effective moderator to mitigate these negative impacts. The implications of this research suggest that educational organizations can reduce the negative impact of burnout and cyberloafing on educator performance by promoting organizational commitment. This can contribute to creating a healthier and more productive work environment.

Background: Affiliate marketers have grown significantly as they serve as promoters, connecting e-commerce platforms with social media audiences and providing profitable income opportunities. Objective: This study assesses the alignment between affiliate marketing practices in Indonesia and the decent work indicator as defined by the International Labor Organization (ILO). Additionally, the study aims to compare respondents' income before and after engaging in affiliate marketing. Method: This study employed random sampling to select a sample of 25 affiliate marketers from the Jabodetabek region in Indonesia. Participants responded to 23 questions developed based on the 11 Decent Work Indicators established by the ILO, utilizing a 1 to 4 ordinal scale. The research utilized k-nearest neighbors clustering analysis to categorize respondents into groups aligning with the ILO's decent work indicators. To assess changes in respondents' income, paired Wilcoxon tests were employed. Results: Exploratory data analysis indicates that Indicators 1 (Employment opportunities) and 7 (Equal opportunity and treatment in employment) align well with ILO's indicators. Cluster analysis confirms that Indicators 1 and 7 share a high-performance group. In contrast, Indicators 6 (Stability and security of work) and 9 (Social security) exhibit the lowest alignment. There is no statistically significant income difference before and after becoming affiliate marketers. Conclusion: Exploratory data analysis indicates that Indicators 1 (Employment opportunities) and 7 (Equal opportunity and treatment in employment) align well with ILO's indicators. Cluster analysis confirms that Indicators 1 and 7 share a high-performance group. In contrast, Indicators 6 (Stability and security of work) and 9 (Social security) exhibit the lowest alignment. There is no statistically significant income difference before and after becoming affiliate marketers. Keywords: Affiliate marketing, Decent work indicators, International Labor Organization, Social security

Background: Data Centre industry activity in Asia Pacific is experiencing significant growth, driven by the increasing adoption of cloud technology and data-driven solutions. Telkom Group faces the biggest challenges in data centre development in the form of compliance with increasingly stringent sustainability regulations, increasing demand for skilled and experienced talent, as well as the challenge of adopting green innovation as a solution to sustainability issues. Data Centre Managers need to encourage talent who are capable of developing innovations to reduce carbon emissions, as well as the need for very high electrical power. Purpose: The purpose of this study is to examine how data center performance is impacted by green innovation and digital talent development. It also looks at how green innovation may help data center companies become more competitive, increase operational sustainability, and improve energy efficiency in the face of regulatory obstacles and a lack of skilled digital workers. Design/methodology/approach: The research uses Partial Least Square (PLS) analysis using SmartPLS software to test various related variables. Data collection used a survey method which included in-depth interviews and questionnaires. Respondents are Data Center Managers, Digital Talent Development Experts, Data Center Operational and Technical Teams, and Experts and Consultants in the Field of Green Technology and Data Centers. Findings/Result: By increasing energy efficiency and reducing negative impacts on the environment, green innovation greatly impacts data centre performance. Data centres can significantly reduce their energy consumption and carbon emissions by implementing renewable energy and efficient cooling systems. This research emphasizes the importance of green innovation and digital transformation to improve data centre performance, and emphasizes the positive benefits of green innovation on data centre performance. The research also shows that incorporating environmentally friendly practices and advanced technologies into data centre operational strategies can provide major benefits in terms of energy efficiency, resource efficiency and cost efficiency Conculusions: Through modern technology, carbon reduction, and energy efficiency, digital transformation and green innovation greatly improve data center performance. Reliability, cost effectiveness, and sustainability are increased by integrating automation, efficient cooling, and renewable energy. According to this survey, green innovation is essential for streamlining operations and encouraging eco-friendly data center practices. Originality/value (State of the art): This study highlights the unique role of green practices in boosting energy efficiency, operational sustainability, and competitiveness in the data center business despite regulatory and talent shortages by using renewable energy and modern technologies. Keywords: data centre performance, digital transformation, digital talent, green innovation, green energy

Organizations are increasingly acknowledging the vital impact of talent management on boosting their performance. Effective talent management within the central bank is crucial, as it plays an indispensable role in maintaining economic stability and advancing the nation’s financial well-being. The study aims to examine the role of talent management, transformational leadership, organizational climate, employee engagement, employee performance, and organizational commitment in increasing the central bank’s performance. The study uses a quantitative approach by collecting data from 600 sample employees of Bank Indonesia in 30 divisions of departments at the head office, 45 domestic representative offices, and 5 foreign representative offices. The data was analyzed using Structural Equation Modelling-LISREL. The finding shows that transformational leadership has a positive impact on talent management. Talent management has a positive impact on organizational climate, employee engagement, and organizational commitment. Organizational climate has a positive impact on employee engagement. Employee engagement has a positive impact on organizational commitment. Organizational climate, employee engagement, and organizational commitment have a positive impact on employee performance, while talent management does not have a positive impact on employee performance. Employee performance, organizational commitment, and talent management have a positive impact on organizational performance. The study offers valuable insights into talent management practices within central banks. It serves as a guide for central bank management and human capital professionals in formulating policies to enhance performance amidst disruptive times. Additionally, educators can leverage these findings to develop curricula that align more closely with industry demands and produce competent graduates ready to excel on the global stage.

A clear understanding of internal strength allows the company to innovate and adapt in a highly competitive Fast-moving consumer goods market. Therefore, the company's ability to oversee risk and opportunities determines the company's resilience. By employing homogeneous purposive sampling, which focused on the member population of 11 FMCG companies, the present study processed quantitative data from a questionnaire using a Likert scale and qualitative data through in-depth interviews with stakeholders. The data was collected through one-on-one in-depth interviews with 11 respondents online and offline in 12 major cities from August to November 2022. Later, questionnaires were processed using AHP Fuzzy to explain and take into account the role of decision-makers resembling FMCG leaders by defining interactive factors, actors, objectives, and strategies. Factor-actor analysis found that the sales director was the actor with the most influential role in the leadership factor, the sales manager was influential in the Organizational Citizenship Behavior factor, and the sales director was a prominent actor in sales management control. The main goal of the president director, IT/Digital director, supply chain director, and sales director in digital transformation is increasing effectiveness/efficiency in business processes. Besides, the sales manager and sales supervisor aspire to achieve sales targets or sales growth set by the company. In increasing effectiveness/efficiency and achieving sales targets/sales growth set by the company, prioritized strategy can be done through the development of leadership, capability, and human resource capacity. Besides, customer/business partner-oriented digitalization is vital for increasing customer/business partner satisfaction with the company's services/business processes. Furthermore, the present study found leadership models as critical for digital transformation with the realistic scenario (iterative improvement) in all likelihood. Sales organizations are expected to consistently and continuously conduct experiments to find new ways of working and produce digital initiatives that companies need to answer customer/consumer demands. Those strategies can be done by clearly identifying factors, actors, objectives, and strategies for better business execution in digital transformation.

Background: Bank Indonesia, as the central bank with a special task of maintaining financial system stability and macroeconomic policy, must be supported by good human resources. In this case, talent management becomes an important part in the recruitment of quality human resources by Bank Indonesia. Purpose: This study examines the relationship between employee characteristics and key talent outcomes, including employee engagement, employee performance, and organizational performance, at Bank Indonesia. Design/methodology/approach: The research employs a quantitative approach, utilizing data collected through questionnaires, semi-structured interviews, and focus group discussions from 30 work units at the head office, 46 domestic representative offices, and five foreign representative offices. Descriptive statistics and Chi-square tests are used to analyze the associations between respondent profiles and the research variables. Findings/Results: The results reveal significant relationships between several employee characteristics (e.g., generation, rank, tenure, age, employment status, sector) and the studied variables. Conclusion: The findings highlight the importance of considering employee demographics in talent management strategies to foster engagement, optimize performance, and enhance organizational effectiveness in central banks. Originality/value (state of the art): This study contributes to the existing literature on talent management in central banks and offers a foundation for further research and evidence-based practices in diverse organizational contexts. Keywords: central bank, employee engagement, employee performance, organizational performance, talent management

A model that can elaborate the interaction between research variables influencing digital transformation, especially on the performance of sales organizations in Fast-Moving Consumer Goods companies, is fundamental. It allows the decision-makers to take proper action for their companies' optimization. By using Partial Least Squares Structural Equation Modeling (PLS-SEM) to build a model that can describe the interaction between Leadership Model, Organizational Citizenship Behavior, and Sales Management in 346 respondents working in various Fast-moving Consumer Goods companies in Indonesia, the present study found the most respondents were from the Special Capital Region of Jakarta (40.7%). It was found that the Sales Director (50.0%) was the most responsible for digital transformation implementation within the sales organization. Most respondents answered that effectiveness in the company's Internal Business Processes was the primary goal of digital transformation (28.1%). Concerning the success parameters of the digital transformation, Business Processes were the prominent expression of successful implementation (19.4%), with Sales Automation (37.4%) as the main activity in their digital transformation. Three hypotheses with the variables of leadership models, organizational citizenship behavior (OCB), and sales management control, had proven to affect digital transformation positively. Later, in four hypotheses where sales organization performance was set as the dependent variable, it was found that the leadership model influenced organization performance with digital transformation as a mediator. Finally, the last three hypotheses, with variables of sales management control, organizational citizenship behavior, and leadership model, positively influenced organization performance through digital transformation as a mediating variable. Leaders in organizations who carry out digital transformation must ensure that their organizations can respond to disruptions related to the use of digital technology in order for an organization to achieve proper performance.

The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR management, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital literacy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership. The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

Changes in digitalization and automation show that a country has entered the Industrial Revolution Era 4.0. In its history, the Industrial Revolution has always brought many transformations, including a shift in the function of Human Resources (HR) to machines. Basically the main goal of HR management is to ensure that the organization has the appropriate HR knowledge and skills in the present and future, including changing jobs with the necessary competencies in the right positions. This study helps provide an understanding of cross-generational HR management in the Industrial Revolution 4.0 Era. Talent Management is the key to the challenges in the Industrial Revolution Era 4.0. This study uses literature studies obtained from reference reading sources related to the similarity of human resource conditions in Western countries and Indonesia across generations. It was found that there were similarities in the occurrence of historical phenomena in American, European countries including Indonesia that affected the Baby Boomers Generation, X and Y. The similarity of ways of working, mindset and values in each generation are the advantages of Talent Management in preparing the right competencies in facing the Industrial Revolution Era 4.0.

The COVID-19 pandemic phenomenon is causing increased stimulus to digital acceleration, and organizational work patterns change, thus creating a new work way for X University employees. Human resources management should keep on striving to retain employees as an essential asset. The purpose of this research is to analyze supporting factors and strategize to improve the adaptability of the education supporting staff of X University in changing situations as a result of the COVID-19 pandemic. The number of respondents who filled in the online questionnaire and were selected by using a purposive sampling method was 297 respondents. The data analysis tool used in this study is Structural Equation Modeling-Partial Least Square (SEM-PLS). The research found that engaging leadership, human resources management practice and job demands had no direct effect on work engagement. Job resources and personal resources had a direct effect on work engagement. Engaging leadership, human resources management practice, job demands, and job resources had no direct effect on performance. Personal resources and work engagement had a direct effect on performance. Work engagement was able to become a mediator for job resources and personal resources towards performance.

Organizational culture can be interpreted as an accumulation of basic assumptions, practices, principles, beliefs, norms, and values that govern a person’s behavior and action in an organization. Microfinance Institutions (MFIs) in Indonesia are growing very fast which is not accompanied by availability of sufficient competent human resources in this financial industry. This condition has caused employee turnover which tends to increase in the last three years. The research aimed to analyze the organizational culture designed by the company manager compared to the organizational culture according to employee perception and the effect of organizational culture and Human Resources Management (HRM) Practices run by the company on employee turnover intention. The research was a case study in PT DMS, one of MFIs in Indonesia. Primary data were collected from 249 respondents using the census method as a sampling technique. Then, the analysis of organizational culture using the Organizational Culture Assessment Instrument (OCAI) analysis showed that the culture that could be applied was the type of clan. The Structural Equation Model (SEM) analysis shows that organizational culture positively affects satisfaction with the implementation of HRM practices. However, organizational culture has a negative impact on turnover intention. Then, satisfaction with implementing HRM practices has a significant and negative effect on turnover intention. It can be concluded that to decrease turnover intention, companies need to increase employee satisfaction with the implementation of organizational culture and HRM practice, such as creating employee development program.

Currently, 70% of the composition of Indonesia Financial Service Authority (OJK) employees are millennials, therefore OJK has an interest in maintaining the commitment of these millennial employees to maintain OJK performance in the future. The purpose of this research is to develop HR management scenarios to increase the commitment of OJK millennial employees, which is preceded by a study on the effect of the generation gap, organizational culture, employee engagement, and location fit on organizational commitment using the Mann- Whitney test, PLS-SEM, and scenario planning. The results of the Mann-Whitney test show that currently there is a generation gap at OJK, further results from the PLS-SEM show that the generation gap, organizational culture, and employee engagement have a significant effect on organizational commitment, including the mediating effect of employee engagement and the moderating effect of location fit according to organizational commitment show the same result. Based on the test results, an HR management strategy was developed to increase the commitment of OJK millennial employees by using a scenario planning millennial approach in four scenarios: optimal, aggressive, selective, and minimal.

Working from home as a new method of flexible work is being accelerated due to the Corona Virus Disease 2019 (COVID-19) pandemic. This new work system resulted in several changes that occurred in the workplace related to the work environment. Furthermore, changes occur in the use of higher technology. This indicates the importance of the availability of technology infrastructure while working from home. This study was conducted to analyze the effectiveness of employee performance while working from home. This study also aims to analyze the effect of work environment, technology infrastructure, work autonomy, and intrinsic motivation on employee performance. Data analysis was performed using Wilcoxon Signed Rank and Structural Equation Modeling Partial Least Square (SEM-PLS). The results show that employee performance is less effective when working from home. This is indicated by a decrease in employee performance. Work environment, technology infrastructure and intrinsic motivation have a significant effect on employee performance while working from home. Meanwhile, no significant effect was found between work autonomy and employee performance.

Abstract: Teaching competence and teacher performance are determinant issues in Islamic educational institutions to date, including modern pesantren. Therefore, this study attempted to analyze the effect of organizational learning, academic supervision, and work motivation that possibly enhance teaching competence and teacher performance which has been rarely studied, especially in pesantren. This study involved 128 teachers at modern pesantren Ummul Quro Al-Islami Bogor selected through a simple random sampling method. The collected data were analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS). The results found that teaching competence positively and significantly affected teacher performance in modern pesantren. Furthermore, organizational learning was also found to positively and significantly affect teaching competence and teacher performance. Meanwhile, academic supervision and work motivation positively and significantly affected teaching competence, but insignificantly affected teacher performance. This study also examined the indirect effect and found that organizational learning, academic supervision, and work motivation positively and significantly affected teacher performance in modern pesantren mediated by teaching competencies. Thus, modern pesantren can effectively enhance their teachers' performance by increasing organizational learning, academic supervision, and work motivation through the mediation of teaching competencies. Keywords: organizational learning; academic supervision; work motivation; teaching competence; teacher performance

The hybrid workforce is a combined work from an office and remote working implemented by many companies after the pandemic subsided. This study analyzed the subjective well-being and perceived organizational support in the hybrid workforce era on startup employees' performance in Indonesia. The total of the research samples was 110 samples, which the researcher used convenience sampling to obtain and SEM-PLS analysis to analyze the data. The results showed differences between permanent and temporary employees that stem from differences in perceptions between the two groups of employees. In the effect of perceived organizational support on subjective well-being, the researcher obtained the same results between temporary and permanent employees, in which perceived organizational support affected their well-being. The result obtained for the effect of subjective well-being on employee performance showed that it did not affect temporary employees but permanent employees. In the effect of perceived organizational support on employee performance, temporary employees have a more significant influence on permanent employees. In the influence of the hybrid workforce era on employee performance, the results obtained did not affect temporary but affect permanent employees. Keywords: permanent employees, performance management, remote working, SEM-PLS, temporary employees

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.

In managing human resources, management is required to find appropriate competency development. The employees need to know what competency indicators they have and should have. It needs to be done to encourage the best practices provided by management to improve employee performance. The research aimed to identify the competency of human resources and management best practices related to advancing employee performance in a palm oil mill company. The research applied a quantitative approach. The studied company was Talopino palm oil mill unit in Seluma Regency, Bengkulu, owned by PT Perkebunan Nusantara VII Lampung (PTPN VII Lampung). The research was conducted from July to November 2019. The used data were primary and secondary data. Primary data were obtained by interviews and questionnaires with 76 employees in the company. The indicators were adapted from several previous researchers. The research analyzed the data using the Likert scale and Partial Least Square Structural Equation Modeling (PLS-SEM). The result shows three implications. First, competency affects employee performance in the palm oil mill company. Second, competency has an insignificant result on management best practices. Third, management best practices affect employee performance. The research can provide information to companies in enhancing the employees’ competency with strategic steps in the era of globalization.

Various changes that occur in the current business environment requires an organization/company to survive and adapt to various changes that occur in the business environment. So companies can survive in the business environment, they must innovate products, expand markets, improve service quality, improve production processes, improve organizational systems, and make cost savings. A company needs to view knowledge as a valuable and strategic resource. With good knowledge management, organizational resources are not easily imitated by business competitors. Knowledge management in this study uses the APO Assessment Tools framework to assess the maturity level of knowledge management of plantation companies. APO Assessment Tools have 7 categories, namely leadership, processes, people, technology, knowledge processes, learning and innovation, and the results of knowledge management. The results showed that knowledge management in plantation companies in Indonesia was approaching maturity.

This study aims to determine the effect of employee engagement and organizational culture on the employee's performance. The data collection method uses the saturating sample that is by giving questionnaires to all employees. The number of respondents who filled out the questionnaire total of 30 people from all work units of the company, who are consisting of staff level to managerial level. The location of this research in PT Top karir Indonesia, Jakarta. The hypothesis testing is using Partial Least Squares (PLS). The results showed that organizational culture had a positive but insignificant effect on employee engagement, in contrast, employee engagement and organization culture has a positive influence on employee performance. The results of this study have implications for new companies or companies that are in the development stage in improving employee performance more effectively through employee engagement and organizational culture.

The COVID-19 pandemic has brought about significant changes, particularly in work systems and patterns. The adoption of a hybrid work model allows employees to work remotely based on individually or collectively negotiated work arrangements. However, implementing a hybrid workforce presents several challenges, such as communication issues, varying levels of technological proficiency among employees, irregular working hours, and the potential for internal team problems. By implementing a hybrid work system in Pegadaian Co., employees are exposed to risks from both financial and non-financial aspects. This study aims to identify employee characteristics and analyze the impact of the hybrid workforce era and human resource risks on employee performance. The research uses the descriptive analysis method and SEM-PLS. The results show that the hybrid workforce era has a positive effect on employee performance, demonstrating that employees feel more productive when working in the office. These findings suggest that Pegadaian Co. should provide a comfortable and practical office environment to facilitate employee performance. Conversely, the study finds that human resource risks do not significantly influence employee performance. The selection process is identified as a minor factor within the HR risk variable. The company's selection process prioritizes effectiveness and efficiency by focusing on recruitment needs and objectives. Keywords: flexible working arrangement, hybrid workforce, working from office, Pegadaian, employee performance

The tendency of early claim insurance for old age benefit (JHT) causes concerns in the social security system in Indonesia because it can eliminate regeneration in old age and reduce the living standards of the elderly. This study aims to analyze the influence of participants regarding the perception of JHT policy, participants trust information intervention, social security literacy, and financial literacy on the decision to postpone JHT's claims. The design of this study is a quantitative and cross-sectional study to analyze various variables in the study. The sample was determined by random sampling, with 229 respondents being active participants of BPJS Ketenagakerjaan but were detected to have made JHT claims before. Google Form is used to collect questionnaire data that is further analyzed descriptively and using Structural Equation Modeling (SEM) with the help of SMARTPLS software. Analysis using SMARTPLS obtains findings that variables that significantly positively affect decisions to delay claims are perception variables regarding policies, trust, information interventions, and social security literacy. Whereas financial literacy has no significant effect on the decision to postpone claims. Furthermore, BPJS Ketenagakerjaan as Indonesian social security bodies needs to conduct massive socialization and education to increase participants' trust and knowledge about the benefits of the JHT program if deposited so that JHT can return to the proper philosophy. Keywords: decision making, employment social security, information intervention, policy perception

The acceleration of digital transformation in organizations plays a critical role in supporting business processes and selecting appropriate technologies to address organizational challenges and issues. Currently, blockchain technology has garnered significant attention among practitioners and academics due to its versatile applications. This study aims to analyze the factors influencing the adoption of blockchain technology at BPJS Ketenagakerjaan using the technology-organization-environment (TOE) framework model to map the determinants of blockchain technology adoption. The analysis is conducted through a structural equation modelling (SEM) approach. The research results from 150 respondents indicate that technology, organization and environment have a significant and positive impact on the adoption of blockchain technology. However, organizational culture does not have a moderating effect on this study. Additionally, the study examines the effects of blockchain technology adoption on organizational performance. In order to successfully adopt blockchain technology, BPJS Ketenagakerjaan need to consider technological, organizational and environmental factors. Moreover, collaboration with organizations that have already adopted blockchain technology and partnerships with educational institutions to explore the full potential of this technology are recommended. Keywords: blockchain, BPJS Ketenagakerjaan, TOE Framework, organizational performance, technology

Many new positions in palm oil plantations and mills are for casual laborers who are particularly vulnerable to poor earnings, lack of social security, and limited legal support. This study purpose is to identify the alternative strategy that can be taken by BPJS Ketenagakerjaan to increase the number of casual laborers in oil palm plantations who enroll in the labor social security program. Purposive sampling is utilized to collect primary data for this study. Respondents are interviewed and given paper-based questionnaires. The respondents are five experts involved in BPJS Ketenagakerjaan's planning and strategy decision-making processes, specifically the Investigating Supervisory Officer (Petugas Pengawas Pemeriksa), Head of Branch Office, Deputy Director of DKI Jakarta Region, Deputy Director for Corporate and Institutional Membership, and Deputy Director for Special Membership. The results of the questionnaire were processed using Expert Choice 11, based on Analytic Hierarchy Process (AHP) as the analytical tool for this study. The results of this study suggest that BPJS Ketenagakerjaan can employ a law enforcement strategy to increase company compliance as an alternative strategy so that casual laborers are able to enroll in the labor social security program. Keywords: AHP, BPJS Ketenagakerjaan, casual laborers, labor social security, oil palm plantation

The era of globalization presents several challenges related to human resource management. Every organization is appropriate to have qualified and highly competitive human resources to compete during dynamic changes. Employees as individuals and groups in an organization certainly have unique differences in personality. Employee performance can acquire optimal if they are experts in their fields and are established with a valuable organizational culture. Therefore, its purpose is to analyze the influence of competence, leadership, and organization culture on human resource performance and identify individual characteristics and factors that support employees. This research's location was at a non-profit organization, Ittihadul Islamiyah Welfare Charity Foundation (Ya BAKII), Cilacap district. The research data was obtained through filling out online questionnaires by 38 employees. Then it processed using Smart PLS tools for structural equation modelling (SEM) analysis. The results of the SEM-PLS test analysis prove that competence has a significant positive effect on performance, with the dominant indicator being professional competence. Organizational culture has a positive and well built relationship with improving employee performance, with innovation as the most authoritative indicator. Leadership can influence organizational culture positively and firmly as leadership has no significant effect on employee performance. Professional competence is the dominant sub-variable from the influence of competence on HR performance. While the leadership process in organizational culture can be developed through the application of relationship orientation by controlling employees. Organizational culture on HR performance can be improved through the application of innovation. Keywords: competence, organizational culture, leadership, SEM analysis

The State Civil Apparatus Management Information System, commonly called as SIM ASN, is used to manage staff data that contains all information about the State Civil Apparatus at the Ministry of Agriculture. This study aims to analyze the factors that influence the success of SIM ASN, in accordance with DeLone and McLean’s information system success model (2003). Specifically, the purpose of this study is to analyze the effect of information quality,system quality, and service quality on use and user satisfaction. Analyze the effect of the use on user satisfactionand analyze the use and user satisfaction on net benefits. The respondents involved in this study are 142 users of the SIM ASN.This study was analyzed using Structural Equation Modeling (SEM). The results showed that information quality, system quality, and service quality had a significant effect on user satisfaction, but only service quality had a significant effect on use;use does not have a significant effect on user satisfaction; use and user satisfaction have a significant effect on net benefits. By looking at the results, it can be concluded that the DeLone and McLean (2003) models were confirmed to be used in assessing the success of SIM ASN at the Ministry of Agriculture. Suggestion for further research is to develop a net benefit variable that is not only assessed on individuals but also benefits at the organizational level and needs research on the user competency model to find out competency standards for users of management information systems.

This research discussed human resources development with occupational safety behavior. The role of each category was in accordance with occupational safety behavior and employee job satisfaction. The researchers used a systematic search methodology by identifying articles related to employee occupational safety behavior and the factors that could influence it. Factors that influenced occupational safety behavior included motivation, occupational safety behavior, leadership, and job satisfaction. This research contributes to the development of human resources in the workplace in the form of employees’ safety interests. The results show the importance of implementing occupational safety behavior in an organization. It can be an implementation of human resource development. Factors that can be considered in occupational safety behavior are motivation, leadership, and job satisfaction. Therefore, it is necessary to determine the workplace of employees in an organization. It is to ensure the safety of employees by taking organizational safety procedures for employee satisfaction.

The purpose of this research was to analyze organizational performance improvement strategies in the Center for Testing the Implementation of New Fisheries Products (BBP2HP). The research was conducted using AHP (Analytical Hierarchy Process) method with Expert Choice software to analyze the structure and the main strategy alternatives. The analysis was based on primary data obtained through interviews with 11 experts. Research results showed that human resource development policy was the most crucial strategy in improving BBP2HP organizational performance with training and development as an integral part of the strategy. The results also showed that the factor of leadership was of most importance in ensuring that the strategy of improving organizational performance. In that regard, leadership qualities of BBP2HP head was identified as the most critical and influential actor in improving BBP2HP organizational performance Meanwhile, providing excellent services was identified as the top priority that BBP2HP must pursue in improving its organizational performance as public service unit. The implications of this study are public organizations should implement training and development in accordance with the needs of the organization; and the pivotal role that leadership plays in the strategic management of the organization in empowering and directing organizational resources towards achieving organizational goals in as effective and efficient a manner.

This study analyzes the perspective of employees who consider the implementation of rotation and transfer as a disciplinary action in relation to the formation of perceived organizational support which is influenced by commitment and fairness to the organization and recommends a digital approach as a solution to address the issue. Data is collected through quantitative surveys from 4.523 employees at several offices of the Employees Social Security Sistem (BPJS Ketenagakerjaan). Organizational support is related to organizational justice and organizational commitment as the determining factors of employee acceptance of the implementation of job rotation and transfer. It resulted in different perceptions from the initial goals of job rotation and job transfer. The study suggests system digitalization in the implementation of leadership in the organization to address the issues in a broad reach. Keywords: job rotation and transfer, perceived organizational support, digital leadership, organizational commitment, organizational justice

This study aims to identify how private universities in Indonesia survive and develop and identify development strategies used by private universities in Indonesia in facing the era of change. This study uses a descriptive qualitative approach with a literature review research design and historical analysis methods. The data is sourced from news and journals, a total of 602 data sources and obtained from online publications through trusted sites and indexes. The results of this study are in the form of a strategy typology that can provide a broader view for private universities if they want to develop their institutions according to the resources they have. Specifically, the data collection process follows the five stages of the historical method in the topic selection and evidence collection; evaluation of the source of the evidence; evaluation of the evidence; analysis and interpretation of the evidence; and evidence presentation and conclusion. Developments in educational institutions can be in the form of restructuring, exploring new markets, establishing cooperation or networking with external parties, participating in private higher education development programs, developing human resources in private universities, especially educators and education staff, as well as university social responsibility. Keywords: private university strategy, development strategy, strategic management, typology strategy

Empirically, previous studies found effective leadership style is critically important in improving small and medium enterprises (SME) performance in both developing and developed countries. However, many SME leaders face some problems related to leadership style due to the lack of understanding of which leadership style is appropriate. Hence, this study attempted to review various leadership styles associated with SME performance and variables that possibly mediate-moderate in-betweens. We explore in-depth 46 empirical research articles related to the leadership style and SME performance published between 2012-2021 through various reputable journal indexing sites. We found and categorized six different leadership styles that effectively improve SME performance containing transformational-transactional, entrepreneurial, sustainable, strategic, servant, as well as ethical and Islamic leadership. Among all the above leadership styles, transformational and entrepreneurial leadership are the most studied and empirically found effective in improving overall SME performance. Limitations and directions for future research are discussed further

This research examines the effect of superior leadership competence in achieving key performance indicator (KPI) Bank XYZ as a State Own Enterprise (SOE). The number of respondents was 318, and the data was processed using Structural Equitation Modeling (SEM) Lisrel 8.80 model 1. The results supported the hypothesis that (1) leading business competence affects superior leadership, and it is acceptable; (2) competence of leading people and organizations influencing superior leadership is acceptable; and (3) superior leadership influences achievement of KPI, which is acceptable. In contrast, superior leadership is determined by transformational and transactional leadership variables. The dimension of transformational leadership that received the highest of scores 5 (strongly agree) from employee was inspirational motivation. Leaders motivate and inspire employees by speaking optimistically about the company's future, speaking enthusiastically about what the company needs to achieve, articulating an achievable vision for the future, as well as convincing and expressing confidence in the goal. Keywords: leading business competence, leading people and organization competence, superior leadership, transformational leadership, transactional leadership

The establishment of the Goods/Services Procurement Unit (UKPBJ) is part of the program to increase the Procurement of Goods/Services as an indicator of an efficient and corruption-free Government procurement system. The changes are expected to be implemented in the form of a permanent and structural organization based on the Capability Maturity Model (CMM) theory. The purpose of this study is to build a conceptual model of change management to increase the UKPBJ Maturity Level. This research uses a combination research method approach (mixed methods research) and the analysis of the data used in this study is Logical Framework Analysis (LFA). To manage organizational change, a recommended conceptual model of organizational change is needed, namely the Strategic Model Change Management. Where external and internal influences of the organization are input into changes driven by leadership, culture, and human resources factors. Through the UKPBJ Strategic Model Change Management, change strategies can be managed to increase UKPBJ maturity. Variables that influence the success of UKPBJ organizational maturity include organizational variables, human resources, business processes and information systems. Keywords: public sector, change management, logical framework analysis (LFA), organizational improvement, good government

Talent management development is directly related to the organization's future-readiness. Competent, loyal, passionate, and highly motivated employees are important assets as future leaders, meaning the right strategy is needed for increasingly global business development readiness. Therefore, this study aimed to analyze the talent management policy strategies that promote organizational justice, where data were analyzed using the Fuzzy Analytical Process (FAHP) method. The results showed that a superior talent policy strategy is important and should be implemented according to the organization’s needs to prepare future leaders. The strategy is essential in preparing future leaders during change by involving BPJSTK management, the Ministry of Manpower, and talent. It is important to ensure the effective implementation of a superior talent development model in line with the needs of future leaders. Keywords: fuzzy analytical process, talent management, superior talent, development strategy, future leader

This study aims to identify the level of difference between the required competency values and the current competency values for plantation managers and determine the priority criteria for the competency of oil palm plantation managers according to the needs of Industry 4.0. The research method used paired sample z test and Analytical Hierarchy Process (AHP). Paired sample z test to determine the significance of the independent variable and the dependent variable. The results using the paired sample z test, that the current average value for soft competency is lower than the required value. Hence, the current average value for soft competency needs to be increased. The results using AHP obtained the priority from the criteria elements, namely social skills, then cognitive abilities, and system skills. Each of the priority elements of the criteria for social skills, cognitive abilities, and systems skills consists of training and coaching employees, responsibilities as well as judgment and decision making. Industry 4.0's approach to social skills resulted in long-distance communication by implementing digitalization. The implementation of cognitive factors as knowledge can encourage innovation and creativity. While system skills, facilitate the process of repetitive activities become quickly done so as to save time. Keywords: analytical hierarchy process, competency level index, competency model, hard skills, soft skills

Permasalahan yang dihadapi oleh UKM salah satunya ada keterbatasan sumberdaya manusia, yaitu kurangnya pengetahuan dan informasi yang dimiliki sehingga berpengaruh terhadap kinerja UKM. Menghadapi Masyarakat Ekonomi ASEAN akan mempengaruhi daya tahan UKM Kota Bogor karena persaingan yang semakin ketat dan melakukan perbaikan kualitas sumberdaya manusia pada UKM di Kota Bogor. Penelitian ini bertujuan untuk menganalisis pengaruh dari organisasi pembelajar dan inovasi terhadap kinerja UKM Kota Bogor. Penelitian ini dilakukan di Bogor dengan jumlah sampel UKM sebanyak 46 UKM dan sampel responden berjumlah 149 orang. Teknik pengambilan sampel dilakukan dengan menggunakan teknik multi stage sampling yaitu gabungan dari teknik stratified random sampling dan proportional sampling. Pengolahan data menggunakan analisis Structural Equation Modelling (SEM) dengan pendekatan Partial Least Square (PLS). Hasil analisis pada penelitian ini menunjukkan bahwa (1) terdapat pengaruh yang siginifkan antara organisasi pembelajar terhadap inovasi, (2) organisasi pembelajar memberikan pengaruh yang signifikan terhadap kinerja UKM, (3) inovasi memberikan pengaruh yang signifkan terhadap kinerja UKM Kota Bogor. The lack of human resources is one of the problem that small and medium enterprises (SMEs) has faced. Human resources in SMEs dont have sufficient knowledge and information and it effects the performances of SMEs. Dealing with people of ASEAN Economic Community will effect the resistance of SMEs in Bogor, due to the competitive and making an increase in quality of human resources towards SMEs in Bogor. This research was to analyze the effect of the learning organization and innovation towards performance of SMEs in Bogor. This research was conducted in Bogor with 46 samples for SMEs and 149 for respondent samples. The technique of sampling was conducted by using multi stage sampling namely the combination of stratified random sampling and proportional sampling. The tabulation data was analyzed by Structural Equation Modelling (SEM) by approaching of Partial Least Square (PLS). The result of this research were (1) the existence of significant influence between learning organization toward innovation, (2) the learning organization gives a significant effect towards the performance of SMEs, (3) innovation gives a significant effect towards the performance of SMEs in Bogor.

This research has several purposes such as analyze the effect of leadership behaviour’s factors on organizational performance and analyze the right leadership behaviour which is proper to apply in organizational performance’s improvement at Palm Oil Mill (POM) Sei Galuh PTVN V, Kampar, Riau. This research used the explanatory survey as research design and purposive sampling as technique sampling from 60 respondents. The purpose of that survey is to measure the leadership behaviour at POM Sei Galuh PTPN V. Questionnaire of this research adopted from three-dimensional leadership model by Yukl. Multiple regression used as the method. Data processed and analyzed using SPSS 24.The result shows that task oriented leadership duty, relationship and change’s behaviour have a stimulant effect on organizational performance. Partially, task oriented leadershipbehaviour has no significant effect, relationship orientedleadership behaviour has a positive and significant effect, and change oriented leadership behaviour has a negative and significant on organizational performance. Future research was expecting to complete this research with qualitative data through in-depth interview and focusing on doing some discussion with staffs starting from operator until top management.

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. Keywords: AHP, competitiveness, salt industry, RCA, strategy

This study aims to analyze employee perceptions of the implementation of talent management in the Ministry of Finance, as well as to analyze the relationship between the profile of respondents and the four stages of talent management. The population in this study was 80,996 employees within the Ministry of Finance and the sample size was 408 employees who were determined by using stratified random sampling technique. Data analysis using a quantitative approach includes validity and reliability tests, averaging, two boxes, cross tabulation, and different tests. The results showed that employees' perceptions of the implementation of talent management at the Ministry of Finance were good, but improvements were needed in 7 indicators: (1) understanding of the 9 boxes for mapping employees, (2) searching for talented people by organizations, (3) information criteria to become talent, (4) information about employees who are determined to be talents, (5) motivation of leaders to develop employee careers, (6) objective assessment of career development, and (7) facilities for employee competency development programs. There is a relationship between respondents and these 7 indicators. Meanwhile, there are differences in respondents' perceptions with these 7 indicators. The managerial implications that can be applied are the socialization of talent management to all employees, employee development programs to improve competence and careers, and paying attention to the profile of respondents in developing talent management. Keywords: career development, competency, manpower planning, Ministry of Finance, talent mapping

Employee turnover could be prevented by identifying the factors causing employee intention to leave the company. This study aimed to analyze the effect of leadership style on the turnover intention with job satisfaction as the mediator. Data were collected through questionnaires distributed to 130 employees in a three-star hotel in Bogor. The sampling method was a census. This study used the descriptive analysis method and Partial Least Square-Structural Equation Model (PLS-SEM) modeling to analyze the influence between variables. The results showed that authentic leadership style has a strong and significant influence on job satisfaction. It was reflected in the leaders who focus on goals, encourage open communication, and have the attitude to supervise and monitor irregularities and take corrective actions. Job satisfaction had a strong and significant influence on employee turnover intentions, reflected on supervision, working situation, recognition and appreciation, and promotion. Authentic leadership style had an insignificantly and weak influence on employee turnover intention. Authentic leadership style significantly influenced turnover intentions through job satisfaction. Keywords: authentic leaderhip, communication, competency, partial least square (PLS-SEM), recognition and appreciation

The symptoms caused by the existence of industry 4.0 indirectly encourage or force the organization to prioritize human resource management (Human Resource Management) so that it can last a long time and develop more advanced. This research was conducted to build a design model of competency-based human resource management across generations of the industrial era 4.0 using a soft system method. Generational differences that have been considered problems, are seen differently when the differences in the characteristics of the three generations (baby boomers, X and Y) are used as opportunities and complementary strengths in the challenges of the industrial world 4.0. In the current competency-based human resource management there are some gaps. The competency-based human resource management model across generations of 4.0 provides strategic steps taken in managing human resources. Keywords: generation, human resource management model, industry 4.0, soft sytem method

This study aimed to analyzing the Strategies for fulfillment animal nutritionist competency at feedloter in Indonesia. Methods in this study using Analytical Hierarchy Process (AHP). The data collection technique was conducted by judgement sampling to seven competent resource persons in the field of animal feed they are feed director in Ministry of Animal Health and Husbandry Republic of Indonesia, Chairman AINI and Director of the competency development and certification AINI period 2015-2019, Academics of lecturer in ransum formulation, operational manager and animal nutritionist in industry feedlot. The questions posed to the resource persons include factors, actors, goals and alternatives that most decisive in the fulfillment animal nutritionist competency at feedloter in Indonesia. The results of the AHP indicate that individual competence factors are critical in the strategy of the needs of livestock animal nutritionist. The Indonesian Association of Nutrition and Feed Technology (AINI) is actor the most influential in fulfilling the needs of animal nutritionist. AINI can conduct competency-based training, skills and knowledge development, latest technological innovations in ration making, and certification of competence of animal nutritionist to enhance individual competence. The alternative that a feedloter should do is to adapt the competency standards policy that exists in our country. It is concluded that the Strategies for fulfillment animal nutritionist competency at feedloter in Indonesiacan be fulfilled through the individuals as animal nutritionist, role of AINI increasing the competence of animal nutritionist, and the application of customized Indonesian welfare in Indonesia.

Sekolah Peternakan Rakyat (SPR) Maju Bersama was formed 3 years ago. SPR Maju Bersama still has some weaknesses in terms of human resource and supply chain performance. Learning organizations are needed for organizations to form an organization that can continuously run independent learning process, so that it has a fast thinking and acting to respond any changes. Therefore, SPR has to implement the learning organization. This paper aims to identify the effect of learning organization on supply chain performance in SPR Maju Bersama. A Model was developed and tested with quantitative and qualitative analysis. A total of 99 members of Sekolah Peternakan Rakyat Maju Bersama were used as data in this study. Quantitative data were analyzed using Structural Equation Mode- Partial Least Square (SEM-PLS). The results showed that learning organization had a positive impact on supply chain performance but not significant. Supply chain driver had a positive and significant impact on supply chain performance. Supply chain driver was significantly impacted by learning organization. Leadership style had a positive and significant impact on learning organization. SPR Maju Bersama needs to optimize its facility and information utility as a strategy to improve its supply chain performance.

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

The purpose of this study is 1) to identify the key success factors of financial education and training agency (FETA) on the corporate university, 2) to identify the areas of improvement to accelerate the corporate university transformation, and 3) to analyze service changes under FETA after the corporate university transformation. Data processing was carried out by the Quality Functional Deployment (QFD) method based on the house of quality. The results showed that before transforming into the corporate university, no service indicator was rated very well by informants. The highest score was only good, and there was an informant who gives a bad score for some indicators. After transforming into the corporate university, three of seven indicators had received a very good rating from the informant. The other four indicators were considered good. There were two indicators that had an increase in the value of the informant: now valued as good compared to the previous value as less good. The results of the analysis of technical response aspects indicated that before transforming into the corporate university, generally, the informants were considered not good. After transforming into the corporate university, all of the technical responses had improved in quality by receiving good scores from the informant. Keywords: corporate university, FETA, House of Quality matrix, improvement area, technical response Abstrak: Tujuan dari penelitian ini adalah 1) mengidentifikasi faktor-faktor kunci sukses implementasi konsep corporate university yang telah dimiliki oleh BPPK, 2) mengidentifikasi ruang perbaikan (improvement area) yang harus dilakukan BPPK dalam rangka mengakselerasi transformasi menjadi Kemenkeu Corpu, serta 3) menganalisis perubahan layanan pembelajaran BPPK setelah bertransformasi menjadi Kemenkeu Corpu. Pengolahan data penelitian dilakukan melalui dengan metode Quality Functional Deployment (QFD) melalui penyusunan matriks House of Quality (rumah kualitas). Hasil penelitian menunjukkan bahwa sebelum bertransformasi menjadi Kemenkeu Corpu, tidak ada satupun indikator layanan BPPK yang dinilai sangat baik (SB) oleh informan. Skor tertinggi hanya bernilai baik (B) dan terdapat seorang informan yang memberikan nilai kurang baik (KB), serta empat indikator memperoleh nilai tidak baik (TB). Setelah bertransformasi menjadi Kemenkeu Corpu, tiga dari tujuh indikator pelatihan telah mendapatkan penilaian sangat baik (SB) dari para informan. Sedangkan empat indikator lainnya dinilai baik (B). Terdapat dua indikator memperoleh peningkatan nilai dari informan menjadi baik (B) dari sebelumnya yang dinilai kurang baik (KB). Sedangkan hasil analisis aspek respon teknis menunjukkan bahwa sebelum bertransformasi menjadi Kemenkeu Corpu, secara umum dinilai kurang baik (KB) oleh informan. Setelah bertransformasi menjadi Kemenkeu Corpu, semua respon teknis mengalami peningkatan kualitas dengan mendapatkan nilai baik (B) dari para informan. Kata kunci: area perbaikan, BPPK, corporate university, rumah kualitas, respon teknis

Employee engagement is one of the keys to the success of a company to achieve its vision and mission optimally. This research was conducted to analyze the effect of quality of work-life and job satisfaction on employee engagement in each generation at PT. Yudhistira Ghalia Indonesia. The analytical tools were Structural Equation Modeling - Partial Least Square and Multi-group Analysis. The results show that the quality of work-life had a significant positive effect on job satisfaction and employee engagement of Generation X and Generation Y; job satisfaction had a significant positive effect on employee engagement of Generation X and Generation Y; generation did not act as a moderator (moderating variable), it means the strong-weak influenced between latent variables did not depend on generation. The analysis implied that the improvement of the quality of work-life and job satisfaction would increase employee engagement of Generation X and Generation Y at PT. Yudhistira Ghalia Indonesia. Keywords: employee engagement, generation X, generation Y, job satisfaction, quality of work life Abstrak: Keterlekatan pegawai adalah salah satu kunci keberhasilan perusahaan untuk mencapai visi dan misi secara optimal. Tujuan penelitian ini adalah menganalisis pengaruh kualitas kehidupan kerja (quality of work life) dan kepuasan kerja (job satisfaction) terhadap keterlekatan pegawai (employee engagement) pada setiap kelompok generasi di PT. Yudhistira Ghalia Indonesia. Penelitian ini menggunakan metodelogi analisis, yaitu Structural Equation Modeling - Partial Least Square dan Multigroup Analysis. Hasil penelitian ini menunjukkan bahwa kualitas kehidupan kerja berpengaruh positif signifikan terhadap kepuasan kerja dan keterlekatan pegawai (employee engagement) pada Generasi X dan Generasi Y; kepuasan kerja berpengaruh positif dan signifikan terhadap keterlekatan pegawai pada Generasi X dan Generasi Y; generasi tidak berperan sebagai moderator (variabel moderasi) yang bermakna kuat-lemahnya pengaruh antara variabel laten tidak tergantung pada generasi. Implikasi dari penelitian ini adalah dengan PT. Yudhistira Ghalia Indonesia meningkatkan kualitas kehidupan kerja dan kepuasan kerja, pegawai Generasi X dan Generasi Y dengan keterlekatan pegawai yang tinggi pun akan meningkat. Kata kunci: generasi X, generasi Y, kepuasan kerja, keterlekatan pegawai, kualitas kehidupan kerja

Human resources are the key to the company's success in achieving company's goals. One of the things that affect the performance of employee is the employee’s talent. PT PLN (Persero) is a company that implements talent management to manage human resource in order to achieve maximum performance. This study aims to analyze the implementation of talent management, to analyze its impact in improving the employee’s performance, and to formulate the implementation of managerial implications for the employee development of PT PLN (Persero) APP Cawang. This research was conducted using a questionnaire towards 68 employees of first-line and middle management at PT PLN (Persero) APP Cawang. The data was analyzed using Structural Equation Modelling - Partial Least Squares (SEM-PLS). The conclusion of this study is the company should provide some development programs for talented employees to improve their performance. The results show that there is a significant relationship between talent management variables and the employee’s performance in PT PLN (Persero) TJBB APP Cawang. Talent management is very influential on employee performance in PT PLN (Persero) TJBB APP Cawang, which is 38.2% and the remaining 61.8% is influenced by other factors. Keywords: state-owned enterprises (BUMN), first-line management, middle management, employee performance, SEM, talent management

The purposes of this study were to identify the influence of job demands, job resources and personal resources toward work engagement, define the best predictors of work engagement and the influence of work engagement towards turnover intention. Structural equation modeling was used in this research to estimate the influence of variables simultaneously. This research was conducted to 116 samples of manufacturing employees. The results showed that job demands have direct effect to work engagement. Job demands and personal resources are significant predictors of work engagement. Personal resources are the best predictor of work engagement. Work engagement itself has negative and significant influence to turnover intention. Keywords: work engagement, job demands, job resources, personal resourcesABSTRAKTujuan dari penelitian ini adalah menganalisis pengaruh job demands, job resources dan personal resources terhadap work engagement, menentukan variabel yang paling memengaruhi work engagement dan bagaimana pengaruh work engagement terhadap turnover intention. Alat analisis data yang digunakan dalam penelitian ini adalah structural equation modeling (SEM). SEM digunakan untuk mengestimasi pengaruh variabel secara simultan. Penelitian ini dilakukan pada 116 sampel karyawan manufaktur. Hasil penelitian menunjukkan bahwa job demands berpengaruh langsung terhadap work engagement. Job demands dan personal resources berpengaruh signifikan terhadap work engagement, sedangkan job resources merupakan prediktor tertinggi dari work engagement. Work engagement berpengaruh negatif dan signifikan terhadap turnover intention. Kata kunci: work engagement, job demands, job resources, personal resources

The aims of this study were to clarify the impact of recruitment on selection, impact of the recruitment and on performance, and impact of selection on the employee performance at INALUM. The approach used in this research was descriptive, and data were processed by using Structural Equation Modeling (SEM) technique. There were 105 samples in this study coming from the company. These results indicate that the recruitment has an impact on selection, selection affects the performance, and recruitment directly influences the performance. In this case, the company can increase the variables that need to be corrected in the future Keywords: recruitment, selection and performace, SEM, Inalum ABSTRAK Tujuan dari penelitian ini adalah untuk menjelaskan apakah pengaruh dari perekrutan terhadap seleksi, pengaruh rekrutmen terhadap kinerja, dan pengaruh seleksi terhadap kinerja karyawan. Pendekatan yang telah digunakan dalam penelitian ini adalah deskriptif dan pengolahan data dengan menggunakan Structural Equation Modeling (SEM) Teknik. Sampel dari penelitian ini adalah 105 karyawan. Hasil penelitian ini menunjukkan bahwa rekrutmen berpengaruh terhadap seleksi. seleksi berpengaruh terhadap kinerja dan rekrutmen secara langsung berpengaruh oleh kinerja. Dalam hal ini perusahaan dapat meningkatkan variabel-variabel yang perlu diperbaiki di masa yang akan datang Kata kunci: rekrutmen, seleksi, kinerja, SEM, Inalum