scholarly journals HUMAN RESOURCES PROFESSIONALS’ PERCEPTIONS OF AGE-FRIENDLY EMPLOYMENT

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S803-S803
Author(s):  
Mi Sun Choi ◽  
Holly Dabelko-Schoeny ◽  
Katie White ◽  
Marisa Sheldon
Keyword(s):  
Older Adults ◽  
Focus Group ◽  
Human Resources ◽  
Focus Group Discussion ◽  
Delphi Study ◽  
Group Discussion ◽  
Reliability And Validity ◽  
Well Being ◽  
Work Environments ◽  
Second Phase

Abstract Many researchers have attempted to find alternative ways to address the challenges of the aging workforce. Applying the concept of age-friendly to work settings may be a promising strategy to promote older adults’ well-being in the workplace. However, age-friendly employment is an abstract concept, and empirical research identifying its features is lacking. Also, few studies adequately represented the diverse characteristics of different industries and stakeholder’s perceptions of age-friendly work environments. This study used focus group data and the Delphi method, along with existing literature to create an instrument to measure age-friendliness in diverse work environments. In partnership with a senior employment organization serving central Ohio, six human resources (HR) professionals participated in a focus group discussion and 10 HR professionals participated in a two-round Delphi study. In the focus group discussion, HR professionals identified flexibility, mobility, ergonomics, health benefits, and respect as age-friendly aspects in the workplace. We developed 37 items within five subcategories: accommodation, development, maintenance, utilization, and inclusion. In the first round, HR professionals assessed the importance of each item, presenting training opportunities for employees of all ages as the most important practice; four weeks later they examined the revised 33 items in regard to the feasibility of their real-world implementation, showing 100% agreements among experts in career advice, opportunities for promotion, involving decision making, educating age discrimination, and formal acknowledgment. The second phase of this study will include scale evaluation to confirm its reliability and validity with a broader number of HR professionals and older adults.

Performance measures and metrics for e‐supply chains

2009 ◽  
Vol 22 (3) ◽  
pp. 346-360 ◽  
Author(s):  
Murali Sambasivan ◽  
Zainal Abidin Mohamed ◽  
Tamizarasu Nandan
Keyword(s):  
Supply Chain ◽  
Focus Group ◽  
Supply Chains ◽  
Focus Group Discussion ◽  
Group Discussion ◽  
Reliability And Validity ◽  
Document Management ◽  
Manufacturing Companies ◽  
Content Type ◽  
Component Manufacturing

Purposee‐Supply chains are fast becoming a reality. In order to manage such supply chains efficiently and effectively, traditional measures of supply chain performance are not adequate. The literature search revealed lack of measures and metrics for e‐supply chains. The purpose of this paper is to develop new measures and metrics for monitoring the performance of e‐supply chains.Design/methodology/approachA framework based on the benefits of e‐supply chains has been used to develop the metrics and measures. The study makes use of focus group discussion by assembling eight experts and practitioners in the field of e‐supply chain to come up with the measures and metrics. A questionnaire is designed with these measures and metrics and is sent to about 300 electronic component manufacturing companies in Malaysia to obtain feedback from the industry practitioners. Appropriate reliability and validity tests are conducted to measure the reliability of the instrument and validity of the constructs.FindingsThrough the focus group discussion, this study identifies six metrics and 21 measures. Further validation through the industry practitioners, reveals that these measures are important and some are in use by the industries. The six metrics are: web‐enabled service, data reliability, time and cost, e‐response, invoice presentation and payment and e‐document management metrics.Originality/valueThe study uses a simple framework and a sound methodology to develop new measures and metrics that are relevant for e‐supply chains.

scholarly journals PENGUATAN KEPEMIMPINAN KEPALA SEKOLAH DALAM LINGKUP INTRA DAN EKSTRA SEKOLAH

2015 ◽  
Vol 9 (1) ◽  
pp. 37
Author(s):  
Tri Nurwati
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Focus Group Discussion ◽  
Human Resources Management ◽  
Group Discussion ◽  
Leadership Capacity ◽  
School Principal ◽  
Resources Management ◽  
Central Java ◽  
Teachers And Students

  The objective of this study is to describe strategies in selecting school principal as school community figure and model.  This study uses library analysis and observation to collect data. The observation took place on January to March 2015 at SMKN 8 Purworejo, Central Java.  Focus Group Discussion was also used complimentary to observation as well as seminar involving Association of Principal of SMK (MKKS SMK) in Purworejo County.  This study reveals six steps to identify such the principal: (1) to increase principal competenecy, (2) to increase capacity of human resources management, (3) to increase strategies to motivate teachers and students, (4) to increase leadership capacity, (5) to increase networking with DUDI, and (6) to increase development of school productivities.                     

scholarly journals The Structural Model of Problems and Prioritized Programs to Develop Village Enterprises in Jambi Province

2019 ◽  
Vol 4 (1) ◽  
pp. 29
Author(s):  
Asnelly Ridha Daulay ◽  
Rialdi Syaputra
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Focus Group Discussion ◽  
Rural Areas ◽  
Structural Model ◽  
Group Discussion ◽  
Agricultural Products ◽  
Economic Independence ◽  
Core Business

The number of village enterprises in Jambi Province until 2017 was only 320 of 1,551 villages. Need more village enterprises to be established in order to increase the economic independence of rural areas and their community. However, that is not easy since many existing village enterprises currently experience some difficulties. This study aims to analyze problems faced by village enterprises and programs prioritized to overcome the problems. The research conducted in three different locations that represent western part of Jambi, middle and eastern part of Jambi. Each of them had different core businesses, namely Dusun Dalam of Kerinci Regency (core business in processing of agricultural products), Lubuk Beringin of Bungo Regency (core business is tourism village), and Dataran Kempas of Tanjung Jabung Barat Regency (core business is the production of compost). Data collected by doing observation and focus group discussion and then analyzed by using Interpretative Structural Model (ISM). This study reveals that the main problems concerned with human resources even though they are expressed by stakeholders in each village enterprise with different narratives. Issues concerning capital also arise, but they are not in the top position of all problems faced. The programs they put in priorities are some training in area of leadership, accountancy, marketing, entrepreneurship and others that related to the development of human resources.

scholarly journals Model pendampingan manajemen masjid ramah anak dan aman Covid-19 di Masjid Al-Musthofa Dusun Jaten, Sendangadi, Mlati, Sleman

2021 ◽  
Vol 1 (3) ◽  
pp. 143-150
Author(s):  
Fajar Fandi Atmaja ◽  
◽  
Syaifulloh Yusuf ◽  
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Community Service ◽  
Focus Group Discussion ◽  
Management System ◽  
Group Discussion ◽  
Management Training ◽  
Community Services ◽  
System Method ◽  
Child Friendly

Purpose: This community service aimed to strengthen human resources for takmir (mosque manager), mosque youth, parents, and the community in implementing a child-friendly and Covid-19 safe mosque management system. Method: The method used in this community event was Focus Group Discussion, training, and practice. These three methods were used to accommodate the community services. Results: The results of this community service show that the participants understand, know, and use the facilities wisely which established the child-friendly and Covid-19 safe mosque management system. Conclusions: This service is strengthening the human resources of takmirs, mosque youth, parents and the community. The activities carried out are training for mosque management, training for TPA teachers, establishing a children's reading corner, installing Wifi, and establishing a child-friendly and safe Covid-19 mosque organization board. Keywords: Mosque management, Child-friendly, Covid-19 safe, Educational character

scholarly journals Analisis Kebutuhan Pengembangan SDM Bidang Bina Marga Dinas PUPR Provinsi NTB

2018 ◽  
Vol 7 (2) ◽  
Author(s):  
Dewi Utary ◽  
Agusdin Agusdin ◽  
Hermanto Hermanto
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Human Resource ◽  
Focus Group Discussion ◽  
Group Discussion ◽  
Public Works ◽  
Work Unit ◽  
The Public ◽  
Technical Personnel ◽  
Hr Competencies

 This study aims to analyze the workload of each work unit and the category of human resources (HR), analyze the number and HR competencies of each work unit and to analyze the types of human resource development needed by the Highways Department of the Public Works and Spatial Planning ( PUPR) West Nusa Tenggara Province (NTB). The population in this study were all employees who worked on the Highways Sector of the PUPR Provincial Office of NTB Province which numbered 49 people. The population in this study were all employees working in the Highways Division of the Public Works Department of West Nusa Tenggara Province with documentation techniques, questionnaires, in-depth interviews and Focus Group Discussion (FGD) as the data collection methods used. The data analysis technique used in this study is WISN (Workload Indicators of Staffing Need). The results showed that the workload for each unit in the Highways Sector of the PUPR Office of NTB Province was still not optimal, there were a shortage of human resources of 34 people consisting of 24 (twenty four) technical personnel and 10 (ten) non-technical personnel, as well as still need HR development to improve HR competencies. Penelitian ini bertujuan untuk menganalisis beban kerja masing-masing unit kerja dan kategori sumber daya manusia (SDM), menganalisis kebutuhan jumlah dan kompetensi SDM masing-masing unit kerja dan untuk menganalisis jenis pengembangan SDM yang dibutuhkan Bidang Bina Marga Dinas Pekerjaan Umum dan Penataan Ruang (PUPR) Provinsi Nusa Tenggara Barat (NTB). Populasi pada penelitian ini adalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB yang berjumlah 49 orang. Populasi dalam penelitian ini adalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB dengan teknik dokumentasi, angket, wawancara mendalam (Indepth Interview), dan Focus Group Discussion (FGD) sebagai metode pengumpulan data yang di gunakan. Teknik analisis data yang digunakan dalam penelitian ini adalah WISN (Workload Indicators of Staffing Need). Hasil penelitian menunjukkan bahwa beban kerja pada setiap unit pada Bidang Bina Marga Dinas PUPR Provinsi NTB masih belum optimal, terdapat kekurangan  SDM sejumlah 34 orang yang terdiri dari 24  orang tenaga teknis dan 10 orang tenaga non teknis,  serta masih membutuhkan pengembangan SDM untuk peningkatan kompetensi SDM.Keywords: Workload, Human Resource Needs, Workload Indicators of Staffing Need (WISN), Needs  Assesement.Beban Kerja, Kebutuhan Sumber Daya Manusia, Workload Indicators of Staffing Need. (WISN),  Needs Assesement.

scholarly journals ANALISIS KEBUTUHAN PENGEMBANGAN SDM BIDANG BINA MARGA DINAS PUPR PROVINSI NTB

2018 ◽  
Vol 7 (2) ◽  
pp. 36
Author(s):  
Dewi Utary ◽  
Agusdin Agusdin ◽  
Hermanto Hermanto
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Human Resource ◽  
Focus Group Discussion ◽  
Group Discussion ◽  
Public Works ◽  
Work Unit ◽  
The Public ◽  
Technical Personnel ◽  
Hr Competencies

This study aims to analyze the workload of each work unit and the category of human resources (HR), analyze the number and HR competencies of each work unit and to analyze the types of human resource development needed by the Highways Department of the Public Works and Spatial Planning ( PUPR) West Nusa Tenggara Province (NTB). The population in this study were all employees who worked on the Highways Sector of the PUPR Provincial Office of NTB Province which numbered 49 people. The population in this study were all employees working in the Highways Division of the Public Works Department of West Nusa Tenggara Province with documentation techniques, questionnaires, in-depth interviews and Focus Group Discussion (FGD) as the data collection methods used. The data analysis technique used in this study is WISN (Workload Indicators of Staffing Need). The results showed that the workload for each unit in the Highways Sector of the PUPR Office of NTB Province was still not optimal, there were a shortage of human resources of 34 people consisting of 24 (twenty four) technical personnel and 10 (ten) non-technical personnel, as well as still need HR development to improve HR competencies. Penelitian ini bertujuan untuk menganalisis beban kerja masing-masing unit kerja dan kategori sumber daya manusia (SDM), menganalisis kebutuhan jumlah dan kompetensi SDM masing-masing unit kerja dan untuk menganalisis jenis pengembangan SDM yang dibutuhkan Bidang Bina Marga Dinas Pekerjaan Umum dan Penataan Ruang (PUPR) Provinsi Nusa Tenggara Barat (NTB). Populasi pada penelitian iniadalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB yang berjumlah 49 orang. Populasi dalam penelitian ini adalah seluruh karyawan yang bekerja pada Bidang Bina Marga Dinas PUPR Provinsi NTB dengan teknik dokumentasi, angket, wawancara mendalam (Indepth Interview), dan Focus Group Discussion (FGD) sebagai metode pengumpulan data yang di gunakan.Teknik analisis data yang digunakan dalam penelitian ini adalah WISN (Workload Indicators of Staffing Need). Hasil penelitian menunjukkan bahwa beban kerja pada setiap unit pada Bidang Bina Marga Dinas PUPR Provinsi NTB masih belum optimal, terdapat kekurangan SDM sejumlah 34 orang yang terdiri dari 24   orang tenaga teknis dan 10 orang tenaga non teknis, serta masih membutuhkan pengembangan SDM untuk peningkatan kompetensi SDM.Keywords:Workload, Human Resource Needs, Workload Indicators of Staffing Need (WISN), Needs Assesement. Beban Kerja, Kebutuhan Sumber Daya Manusia, Workload Indicators of Staffing Need. (WISN), Needs Assesement.

scholarly journals SUMBER DAYA MANUSIA KOPERASI JASA KEUANGAN SYARIAH (KJKS) DI KOTA PADANG: DILEMA ANTARA PENGELOLAAN DAN PEMAHAMAN KONSEP

2019 ◽  
Vol 19 (1) ◽  
pp. 77
Author(s):  
M. Zaky Mubarak Lubis ◽  
Netta Agusti
Keyword(s):  
Focus Group ◽  
Human Resources ◽  
Focus Group Discussion ◽  
Group Discussion ◽  
The Other ◽  
Basic Knowledge ◽  
Basic Principles ◽  
Operational Systems ◽  
Microfinance Institution ◽  
The City

This study try to reveal the understanding of the human resources of Koperasi Jasa Keuangan Syariah (KJKS) on the basic principles of sharia economics. As a sharia microfinance institution, KJKS will face daily Muslim customers and operational systems that demand basic knowledge of Islamic economics. This study uses the focus group discussion (FGD) method with a sample target of 30 KJKS managers in the City of Padang. The sample was given 18 items pre-test questions related to the basics of Islamic economics with a choice of yes or no. We find that the main problem is still understanding the concept of Islamic economics, where there are still many cooperative managers who lack knowledge. Research shows that 39% of managers do not know clearly how the Islamic economy is. We then conducted an FGD by giving an understanding of the understanding of Islamic economics and sharia finance. It was seen an increase in the percentage graph of the understanding of cooperative managers, namely 86% of managers were able to understand the fundamentals of sharia economic concepts and sharia finance, while the other 14% were unable to understand right.

scholarly journals Buddhist Instruction Care for Thai Elderly in the Upper Northeast

2021 ◽  
Vol 58 (1) ◽  
pp. 1513-1517
Author(s):  
Niraj Ruangsan Et al.
Keyword(s):  
Focus Group ◽  
Focus Group Discussion ◽  
Cultural Context ◽  
Group Discussion ◽  
Well Being ◽  
The Elderly ◽  
Development Project ◽  
Management Policy ◽  
Elderly Age ◽  
Thai Government

The paper aimed to clarify the Buddhist instruction care for planning Thai elderly to have well-being in the sociocultural settings concerning the elderly development project in Thailand. The objectives of this study were: 1) to clarify the management policy of the elderly development within the upper northeastern locale; 2) to discover conceivable thoughts of instruction care standards for the elderly through the principles of Buddhism, and 3) to create guidelines of Buddhist learning administration for planning the development of elderly well-being. The research methodology regarded the interpretive paradigm while the management of Buddhist learning was interpreted through participant observation, interviewing, focus-group discussion, and documentary investigation. The content analysis was performed to critically study the obtained data. In this research, there were 60 participants, including monks, elderly, government officials, community leaders, local philosophers, and villagers in Khon Kaen and Roi-et provinces. The findings indicate the Thai government policy provided the direction and budget allocation for developing the quality of life, welfare, and health of the elderly and also preparing younger generations to enter the elderly age. According to the document analysis and focus group discussion, it suggested the possible ideas of education care principles for the elderly through the Buddhist principles, particularly Bhavana 4. It also found that many projects have been organized for taking care of the elderly in collaboration with government agencies and communities. Those projects have been allocated budgets by the Thai government. The study suggested that Buddhist doctrine Bhavana 4 consisting of 1) physical development, 2) moral development, 3) mental development, and 4) intellectual development should be provided as the core content of the elderly’s education care essentially affecting to the elderly life quality. The study indicates that the guidelines for Buddhist learning management for preparing elderly well-being, allowing the elderly to access the Bhavana 4 as it trains them to be endowed with Tisikkhā including moral discipline, mindfulness, and wisdom. Then, they could follow the Noble Eightfold Path that orients them to develop their well-being in Thailand's socio-cultural context

KARAKTERISTIK SOSIAL EKONOMI DAN KEBIJAKAN MITIGASI KONFLIK MANUSIA-GAJAH DI RESORT BESITANG, TAMAN NASIONAL GUNUNG LEUSER (SOCIAL-ECONOMIC CHARACTERISTICS AND POLICY FOR MITIGATION HUMAN-ELEPHANT CONFLICT AT BESITANG RESORT OF GUNUNG LEUSER NATIONAL P

Inovasi ◽  
2018 ◽  
Vol 15 (2) ◽  
pp. 153-162 ◽  
Author(s):  
Wanda Kuswanda
Keyword(s):  
Focus Group ◽  
Focus Group Discussion ◽  
Social Economic ◽  
Group Discussion ◽  
Response Unit

Salah satu habitat gajah yang masih tersisa adalah Kawasan Taman Nasional Gunung Leuser (TNGL), terutama di wilayah Besitang. Penelitian ini bertujuan mengidentifikasi karakteristik sosial ekonomi, kepemilikan lahan, pemetaan wilayah dan mitigasi konflik manusia dengan gajah di Resort Besitang, TNGL. Metode pengumpulan data dilakukan dengan penyebaran kuesioner, wawancara dan Focus Group Discussion (FGD). Analisis data menggunakan tabel frekuensi dan analisa deskriptif. Hasil penelitian menunjukkan bahwa wilayah yang memiliki potensi konflik gajah di Resort Besitang adalah Daerah Halaban, Aras Senapal, Sekundur, Bukit Selamat dan Bukit Mas dengan intensitas konflik rendah sampai tinggi. Penyebab utama konflik manusia dengan gajah adalah fragmentasi kawasan hutan,  ketidakpastian status lahan di daerah penyangga, pertumbuhan penduduk yang tinggi dan meningkatnya pendatang di wilayah Besitang, perambahan dan ilegal logging yang terus terjadi, minimnya kesadaran masyarakat dan peranan lembaga desa dalam mendukung konservasi gajah. Rekomendasi resolusi mitigasi konflik gajah diantaranya: 1) memperbaiki habitat gajah yang sudah terfragmentasi di dalam kawasan TNGL; 2) meningkatkan peran Tim CRU (Conservation Response Unit); 3) membentuk unit reaksi cepat penanganan konflik gajah dengan melibatkan para pihak; 4) menanam jenis tanaman yang tidak disukai dan dijauhi oleh gajah; 5) mereduksi ketergantungan masyarakat akan sistem pertanian yang membutuhkan lahan yang luas; 6) mengembangkan program untuk membantu peningkatan hasil panen; dan,  7) penyuluhan untuk meningkatkan pemahaman bahwa gajah merupakan bagian dari ekosistem yang harus lestari.   Kata kunci: gajah, konflik, habitat, Besitang, Taman Nasional Gunung Leuser

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