scholarly journals Career Development And Organizational Climate On Employee Commitment (Case Study On Bank Syariah Indonesia)

2020 ◽  
Vol 5 (4) ◽  
Author(s):  
Kurnia Fajar Afgani ◽  
Dematria Pringgabayu ◽  
Radia Purbayati
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Organizational Climate ◽  
Employee Commitment ◽  
The State ◽  
Development System ◽  
Work System ◽  
State Apparatus

 Human Resources (HR) is a very important part in PT Bank Syariah Indonesia, so that it is expected that there is an ideal and sufficient working period to optimize employee careers and increase employee commitment to the company, considering the products produced by the company are products used to facilitate the state apparatus work system and service to the wider community. This study aims to determine the effect of variable Career Development and Organizational Climate on the commitment of Employees in PT Bank Syariah Indonesia. The method used in this study is a research mix method, which is a step of research by combining two forms of approach in research that is quantitative and qualitative. The population in this study were all employees in the Bank Syariah Indonesia as many as 53 employees The results showed that the career development variable (X1) and also the Organizational Climate (X2) had a positive and significant effect on the variable Employee Commitment (Y). The conclusion of the research shows that to increase the commitment of employees in PT Bank Syariah Indonesia, the company needs to improve the existing career development system and maintain the organizational climate so that it remains conducive for all employees.

Pengembangan Karir dan Iklim Organisasi terhadap Komitmen Karyawan (Studi Kasus pada Bank Daerah Syariah)

2020 ◽  
Vol 3 (2) ◽  
pp. 120-128
Author(s):  
Fotuho Waruwu ◽  
Dematria Pringgabayu
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Organizational Climate ◽  
Employee Commitment ◽  
The State ◽  
Development System ◽  
Work System ◽  
State Apparatus

Human Resources (HR) is a very important part in PT Bank Daerah Syariah, so that it is expected that there is an ideal and sufficient working period to optimize employee careers and increase employee commitment to the company, considering the products produced by the company are products used to facilitate the state apparatus work system and service to the wider community.This study aims to determine the effect of variable Career Development and Organizational Climate on the commitment of Employees in PT Bank Daerah Syariah. The method used in this study is a research mix method, which is a step of research by combining two forms of approach in research that is quantitative and qualitative. The population in this study were all employees in the Bank Daerah Syariah (BDS) as many as 53 employeesThe results showed that the career development variable (X1) and also the Organizational Climate (X2) had a positive and significant effect on the variable Employee Commitment (Y). The conclusion of the research shows that to increase the commitment of employees in PT Bank Daerah Syariah, the company needs to improve the existing career development system and maintain the organizational climate so that it remains conducive for all employees. 

scholarly journals Career Development of Indonesian National Police: The Case Study Analysis of Police Grand Comissioner Rank

2019 ◽  
Vol 3 (2) ◽  
pp. 58-71
Author(s):  
Mustafa Hari Kuncoro ◽  
Billy Tunas ◽  
Wibowo
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Police Officers ◽  
Case Study Analysis ◽  
Police Organizations ◽  
Police Personnel ◽  
The Right ◽  
National Police

It was important for Indonesian National Police organizations to be able to managed their human resources through good management by giving employees or members the opportunity to advance. Human resources in one organization had an important role of Indonesian National Police experiences a surplus of members with the position of Police Grand Commissioner. As of the beginning of 2019, this institution had around 1,400 members serving as middle officers. Most of these officers did not get outside structural positions. The development system of the right police career pattern was able to provide direction for individual police officers to developed themselves. The purposed of this research was to analyzed case studies related to the career development of the Police Grand Commissioner ranked that took place at the Institution of Indonesian National Police. This research used a qualitative approach with a case study method. This study concluded that career development was an police's efforts to achieve a career plan. In this case, there were organizational efforts in the form of programs and activities to assisted the career development of Police Grand Commissioner personnel. Another important thing was related to education and training provided to Police Grand Commissioner personnel must be in accordance with the requirements needed, so that the quality improvement of Police Grand Commissioner personnel would be truly fulfilled and aimed to developing police competencies and careers in accordanced with the needs and challenges of Grand Commissioner Police personnel performance.

THE STRATEGY OF THE BANDUNG CITY’S NATIONAL UNITY AND POLITICS AGENCY IN REALIZING EXCELLENT HUMAN RESOURCES

2020 ◽  
Vol 10 (3) ◽  
pp. 249
Author(s):  
Mursyid Setiawan ◽  
Hilal Ramdhani ◽  
Cecep Darmawan
Keyword(s):  
Human Resources ◽  
Digital Literacy ◽  
Education And Training ◽  
The State ◽  
Political Agency ◽  
National Unity ◽  
Use Of Technology ◽  
Technological Advances ◽  
And Training

<p><em>The strategy of the Bandung National Unity and Political Agency (Bakesbangpol) in realizing excellent human resources is still conventional</em><em>. This can be seen </em><em>in the form of education and training for the community without using technological advances to develop community digital literacy as an effort to create excellent society and protect from internal threats in the form of radicalism, t</em><em>errorism, and intolerance; and externally,  </em><em>in the form of territorial security and digital security. The purpose of this study is to analyze the strategy of the Bandung City Political and National Unity Agency in realizing excellent human resources to face the various threats facing Indonesia. This research uses a qualitative approach with case study methods, data collection techniques using interviews, observation and documentation, then analyzed using reduction, data presentation and drawing conclusions. The results showed that the strategic concept carried out by the Bandung City Political and National Unity Agency in the form of education and training to defend the state for the community. The implementation carried out was still conventional, an alternative to realizing excellent human resources carried out by the National Unity and Political Agency, namely by optimizing the use of technology, create a sustainable curriculum and focus on developing digital literacy in society to prevent various external and internal threats.</em></p><p><strong><em>Keywords:</em></strong><em> The National Unity and Political Agency</em><em>, </em><em>defend the state</em><em> </em><em>indonesia</em><em>, </em><em>society</em><em>, </em><em>human resources</em></p>

scholarly journals Policy-Making and Connections to Violence: A Case Study of India

2003 ◽  
Author(s):  
Marie Lounsbery ◽  
Frederic Pearson
Keyword(s):  
Policy Making ◽  
Group Identity ◽  
The State ◽  
Indian Policy ◽  
Indian Government ◽  
Political Interests ◽  
State Apparatus ◽  
Identity Based

This paper explores the role of identity-based, or discriminatory, policy in facilitating the outbreak of ethnopolitical violence in India. A discriminatory policy is the merging of communal group identity with the state apparatus. It is argued that as the Indian government enacts policies beneficial or discriminatory to particular identity groups within the country, other groups feel threatened. Groups who feel disadvantaged by the policy may begin to fear for their own security and political interests motivating them to rebel. When focusing on Indian policy and ethnopolitical violence during the period 1945 to 2000, the authors find that, although there are many cases of seemingly spontaneous episodes of violence, when identitybased policies do occur, they are often followed by violence and/or protest.

scholarly journals PENGARUH PENGEMBANGAN KARIR, KOMPENSASI, DAN IKLIM ORGANISASI TERHADAP LOYALITAS KARYAWAN

2019 ◽  
Vol 8 (9) ◽  
pp. 5762
Author(s):  
Ni Putu Dian Purnamasari ◽  
Desak Ketut Sintaasih
Keyword(s):  
Career Development ◽  
Organizational Climate ◽  
Social Exchange ◽  
Social Exchange Theory ◽  
Practical Implication ◽  
Compensation System ◽  
Exchange Theory ◽  
Employee Loyalty ◽  
Development System ◽  
Analysis Technique

The purpose of this study was to analyze the influence of career development, compensation, and organizational climate on employee loyalty. The study was conducted at Bellevue Heritage Villas Nusa Dua, Bali, with 40 employees as respondents. Data collection uses interview and questionnaire methods, and the data analysis technique used is multiple linear regression. The results showed that career development had a positive and significant effect on employee loyalty. These results indicate that the better the career development system of the company, the employee loyalty will also be stronger. Compensation and organizational climate also have a positive and significant effect on employee loyalty. Of the three variables analyzed, compensation turned out to have the strongest influence on employee loyalty followed by organizational climate. This gives an indication that the better the compensation system applied by the company as well as the organizational climate, the employee loyalty will also be stronger. The results of this study strengthen social exchange theory, which explains when companies provide the best for their employees, in this case a good compensation system and a conducive organizational climate, then the employees also contribute to the maximum shown by their loyalty to the company. The practical implication of the results of this study is that companies that expect loyal employees must implement a compensation system that is well supported by a conducive organizational climate. The career development system must also be clear and communicated to all employees. Keywords: career development, compensation, organizational culture, employee loyalty

scholarly journals Proteção do conhecimento e inovação: as amarras explícitas em uma universidade do Paraná │ Knowledge protection and innovation: the explicit ties in a university of Paraná, Brazil

2014 ◽  
Vol 10 (2) ◽  
Author(s):  
Adriana Aguillera Gonçalves ◽  
Maria Inês Tomaél
Keyword(s):  
Intellectual Property ◽  
Data Collection ◽  
Human Resources ◽  
The State ◽  
Academic World ◽  
Administrative Structure ◽  
Innovative Research ◽  
Knowledge Innovation ◽  
Knowledge Protection

RESUMO O presente estudo procurou identificar o cenário para a proteção do conhecimento e inovação no meio acadêmico, bem como as dificuldades encontradas pelos pesquisadores no processo de patenteamento. Para tanto, o método empregado foi o estudo de caso e a coleta de dados foi feita por entrevistas com pesquisadores e gestores de uma Agência de Inovação de uma Universidade no Estado do Paraná. Os resultados evidenciaram um cenário caracterizado pela escassez de mão de obra e de recursos para a realização de pesquisas de cunho inovador. Ademais, a estrutura administrativa da Universidade é vista como engessada e burocrática, o que, somado a outras dificuldades, não corrobora para a cultura da propriedade intelectual e inovação no universo acadêmico.Palavras-chave: Proteção do Conhecimento; Inovação; Propriedade Intelectual; Universidades; Patentes.ABSTRACT This paper aims to identify the setting for innovation and knowledge protection in the academic world as well as the difficulties found by researchers in the patenting process. For this purpose, the method used was the case study. The data collection was done in interviews with researchers and managers of an Innovation Agency at a University in the State of Paraná, in Brazil.  The results showed a setting characterized by the lack of human resources and support to carry out innovative research. In addition, this University's administrative structure is viewed as small and bureaucratic, which, with other additional difficulties, does not corroborate for the culture of intellectual property and innovation in the academic realm.Keywords: Protection of Knowledge; Innovation; Intellectual Property; Universities; Patents.

scholarly journals The Role of the Culture of Happiness in the Effectiveness of the State Apparatus

2020 ◽  
pp. 22-31
Author(s):  
Zhanar ZHAKUPOVA
Keyword(s):  
Human Resources ◽  
Management System ◽  
Human Resources Management ◽  
Developed Countries ◽  
The State ◽  
Resources Management ◽  
State Apparatus ◽  
The Republic ◽  
The Government ◽  
The Developed Countries

Abstract. The purpose of this article is to outline the main concepts of improving efficiency in the system of the state apparatus of the Republic of Kazakhstan by improving Human Resources management system in these organizations. Based on the data from international and local statistical resources, performance of state bodies in Kazakhstan is not currently sufficiently effective despite the involvement of high professionals in this sector working even more than eight hours a day. Multiple studies of organizations in the developed countries show that happy employees are more productive and creative. In this regard, the author of this article measured the level of happiness in the government agencies, which occupy the first and last positions in the System of annual assessment of the performance of state bodies of the Republic of Kazakhstan in order to determine whether there is a correlative dependence between the level of employee’s happiness and effectiveness of the employer. Based on the analysis of the data obtained, recommendation are provided in the article to improve human resources management system, specifically, via measuring level of employee satisfaction and forming positive working culture in the state bodies.

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