KARAKTER SUMBERDAYA MANUSIA DAN PENGARUHNYA TERHADAP PEMASARAN BARANG PRODUKSI: STUDI KASUS PADA PENGRAJIN KULIT DI BANTUL YOGYAKARTA

2015 ◽  
Vol 10 (1) ◽  
pp. 71
Author(s):  
Tugimin Tugimin
Keyword(s):  
Human Resources ◽  
Production Management ◽  
Production Systems ◽  
Systems Design ◽  
Capital Adequacy ◽  
Business Success ◽  
Design Quality ◽  
Wayang Kulit ◽  
Control Management

ABSTRACT The craft of a leather puppet in the district Bantul, Province Yogyakarta Special Region in its development experienced tides. Success retreival craft leather puppet skin strongly influenced by among other things, trend with the market demands quality goods, distinctness, value and price. But there is a vital need reckoned that human resources leather puppet characters handicraftsman skin also had an influence upon the way forward in sell their products. So far the role of the craftsman and forced them to market own goods their craft. Idealism character basic craftsman who pushes art of performing this function as artists and forced them role as an entrepreneur craft skin. It is very prevalent business does craft leather puppet skin and entrepreneurs craft leather puppet, eliciting much problem because tends perpetrated by player singular in do everything in good for production, management, marketing, etc. The development of crafts leather puppets are not limited on the orientation of the sheer capital adequacy but also the need for innovation, improvement of production systems, design, quality control, management, marketing system, that it took an understanding of entrepreneurship that is able to equip a small craftsmen as a good businessman. Keywords: character of human resources, marketing, business success. ABSTRAK Perkembangan kerajinan wayang kulit di Kabupaten Bantul, Propinsi Daerah Istimewa Yogyakarta cukup menyerap tenaga kerja. Keberhasilan usaha jenis ini perlu diimbangi dengan karakter sumber daya manusia dan kemampuan pegelolaan usaha yang baik agar dapat menangkap peluang pasar. Hanya saja selama ini sektor informal masih banyak kelemahannya karena para pengrajin merangkap kerja dalam segala urusan mulai dari pengerjaan produksi, manajemen, dan sekaligus pemasarannya, karena mereka belum memiliki pemahaman kewirausahaan yang baik. Untuk itulah perlu menjadi perhatian bersama agar sector ini dapat berkembang dengan baik untuk menangkap dan menjajagi pasar guna menjamin kelangsungan usahanya. Kata kunci: karakter pelaku usaha, pemasaran, keberhasilan usaha.

Pemberdayaan Usaha Kecil Menengah (UKM)/Usaha Rumah Tangga (URT) Kerajinan Kulit di Kabupaten Bantul Yogyakarta

2013 ◽  
Vol 3 (1) ◽  
pp. 121 ◽  
Author(s):  
Vertasius Sanjaya Nugraha
Keyword(s):  
Local Governments ◽  
Production Management ◽  
Systems Design ◽  
Modern Society ◽  
Capital Adequacy ◽  
Business Associations ◽  
Design Quality ◽  
Marketing Systems ◽  
The Government

<span><em>Growth of Informal Sector UKM/URT leather so far has been getting </em><span><em>the attention of the government , but not enough attention is because it has not </em><span><em>touched the substance of empowering UKM/URT as part of the global economic </em><span><em>system. This is because coordination, focus and formulation of each department </em><span><em>tends to rule out a profitable strategy UKM/URT, but more nuanced political or </em><span><em>business-oriented on the other side. Growth of UKM/URT themselves usually stop </em><span><em>at the base phase where after working through internships (replication) for a bold </em><span><em>new step on their own (work Independently) goes directly compete and survive. </em><span><em>This method is very common UKM/URT for this so that UKM/URT less have a </em><span><em>comparative advantage, because it is still a single fighter for all matters both for the </em><span><em>production, management, marketing, etc. In fact, everything is done the traditional </em><span><em>(manual, non-corporated). Under these conditions, the role of government and </em><span><em>business associations are expected to be suporting system is vital for UKM/URT. T</em><span><em>hus, in the era of regional autonomy of local governments should empower UKM/</em><span><em>URT as the main pillars of the regional economy. The role of business associations </em><span><em>are not limited to the expected orientation solely capital adequacy but also to think </em><span><em>of innovation, improvement of production systems, design, quality control, </em><span><em>management, marketing systems, as well as having a dual role that regulate the </em><span><em>production and marketing systems, including the progressively explore marketing</em><span><em>. Until this approach is necessary as a form of cultural and structural dynamics of </em><span><em>society from an agrarian society to a modern society that direction must inevitably </em><span><em>be faced by society as a whole is not denied even occur in all sectors of development.</em></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span></span><br /></span>

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

MANAJEMEN GURU MODEL GUARDIAN ANGEL MENURUT MUNIF CHATIB

1970 ◽  
Vol 2 (2) ◽  
pp. 85-108
Author(s):  
Ni’matul Khasanah
Keyword(s):  
Content Analysis ◽  
Human Resources ◽  
Lesson Plan ◽  
Qualitative Approach ◽  
Optimal Management ◽  
Guardian Angel ◽  
Humanistic Approach ◽  
Data Content ◽  
Teacher Reports

The background of this research is the fact that the management of improving teacher‟s professionalism is still not effective. The role of teacher as planner, implementer, and developer of curriculum is also not optimal. Management of teachers is needed because teachers have a significant role in the success of learning process. This research was aimed at knowing Guardian Angel‟s concept of teacher management suggested by Munif Chatib and how it develops according to him. The implementation of Guardian Angel model of teacher management was presented through a testimony and direct interviews with Guardian Angel‟s trainees. This research used qualitative approach by studying Munif Chatib‟s books and direct interviews. Data were analyzed with content analysis, which included: (1) literary study of Munif Chatib‟s books, (2) description of Guardian Angel model of teacher management by Munif Chatib. This research found that (1) the concept of Guardian Angel teacher management uses humanistic approach, especially in regard to schedules of consultation, teaching strategies, and assessment through four kinds of teacher reports, including reports of morals, creativity, lesson plan, and student‟s learning results; (2) the basis used is the cornerstone of the scientific human resources and philosophical foundation that teachers carry out the work of teaching, which includes planning, teaching, evaluating, and learning. The first three points are teacher‟s obligations, while the last is their right. Penelitian ini dilatarbelakangi adanya keprihatinan manajemenpeningkatan profesionalitas guru yang belum berjalan efektif. Peranan guru sebagai perencana, pelaksana dan pengembang kurikulum yang belum optimal. Manajemen guru diperlukan mengingat bahwa peran guru amat signifikan bagi setiap keberhasilan proses pembelajaran.Penelitian ini mengungkap tentang manajemen guru Guardian Angel menurut Munif Chatib. Penelitian ini bertujuan untuk mengetahui konsep manajemen guru model Guardian Angel menurut Munif Chatib, dan berkembangannya Guardian Angel dalam pemikiran Munif Chatib. Implementasi manajemen guru model Guardian Angel dihadirkan melalui testimoni dan wawancara langsung dengan peserta pelatihan Guardian Angel. Penelitian ini menggunakan pendekatan kualitatif, dengan melakukan kajian terhadap buku - buku karya Munif Chatib dan wawancara langsung. Teknik anaisis data content analysis. Analisis meliputi: (1) kajian pustaka buku-buku karya Munif Chatib, (2) mendeskripsikan manajemen guru model Guardian Angel dalam pemikiran Munif Chatib.Hasil penelitian menunjukkan bahwa: (1) konsep model manajemen guru Guardian Angel menggunakan pola pendekatan manajemen humanis, terutama dalam jadwal konsultasi, strategi mengajar dan penilaian melalui empat rapor guru, yaitu rapor akhlak, rapor kreativitas, rapor lesson plan dan rapor hasil belajar siswa (2) landasan yang digunakan adalah landasan keilmuan sumber daya manusia dan landasan filosofi bahwa profesi guru mengemban pekerjaan manajemen, yaitu perencanaan , mengajar dan mengevaluasi dan belajar. Tiga hal pertama difahami sebagai kewajiban, sedangkan belajar dimaknai sebagai hak bagi seorang guru (3) Guardian Angel sebagai manajemen quality control yang meliputi: lesson plan, konsultasi, observasi dan umpan balik.

The importance of human resources to the innovative capacity of portuguese firms

2014 ◽  
Author(s):  
Armando Silva
Keyword(s):  
Human Resources ◽  
Innovation Process ◽  
Community Innovation Survey ◽  
Innovative Process ◽  
Qualified Personnel ◽  
Main Effect ◽  
Innovation Capacity ◽  
Innovative Capacity ◽  
Training Of Personnel

In this study I test the importance of several Human Resource variables to the innovation capacity of portuguese firms but also the effects that the innovation process generates on Human Resources. A branch of the innovation literature states that the ability of firms to innovate relies on an innovative capacity, which, in turn, depends on several factors, both internal and external to enterprises. One of those factors is the effort of firms to train their personnel specifically in order to enable them to innovate. The present test is applied to 4818 Portuguese enterprises for the period 2002-2004 through the use of the fourth Community Innovation Survey data. In order to evaluate the contribution of Human Resources to innovation I have estimated several knowledge Production Functions, mainly using probits and tobits. In that framework it is assumed that innovation depends on some inputs (as the training of personnel) and on information-flows from the existing knowledge stock (as clients). I have found significant the role of personnel training for the innovative process of Portuguese firms. Moreover, I also found that the lack of qualified personnel hinged critically more innovative performance of firms and, in addition, it is noticed that the improvement of productivuty (cost reduction) was the main effect of innovation in Portuguese firms.

The role of human resources in processes of portuguese firms’ RD&I certification and development

2014 ◽  
Author(s):  
Sérgio Gomes ◽  
Vítor Braga ◽  
Alexandra Braga
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Scientific Knowledge ◽  
Management Systems ◽  
Research Development ◽  
Innovation Activities

Innovation is seen as a competitive advantage that many companies use to ensure the continuity and success of your business.NP 4457:2007 is the Portuguese norm that supports management, based on a model of innovation backed up by interfaces and interaction between technical/scientific knowledge, its specific mechanisms and the overall society.Our paper aims to analyse innovation activities and the involvement of human resources in Portuguese firms certified by NP4457 and associated to the implementation of Research, Development, and Innovation (RD&I) management systems. We have collected the data through IPAC’s database, using a survey administered to all firms.Our results suggest the existence of a Human Resources (HR) involvement policy, customers and suppliers. The involvement of stakeholders with innovation activities results of its acceptance as a mechanism able to generate wealth, with benefits for both firms and the community.

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