scholarly journals Analisis Tata Kelola Teknologi Informasi Untuk Meningkatkan Mutu Sumber Daya Manusia Pada Dinas Tenaga Kerja Dan Transmigrasi Provinsi Nusa Tenggara Barat Menggunakan Framework COBIT 5.0

2019 ◽  
Vol 3 (2) ◽  
Author(s):  
Azmi Yunda Chairani ◽  
Royana Afwani ◽  
Sri Endang Anjawarni
Keyword(s):  
Human Resources ◽  
It Governance ◽  
It Management ◽  
Organizational Goals ◽  
Government Organizations ◽  
The Government ◽  
Or Organization ◽  
A Company ◽  
Level 2 ◽  
Capability Level

The West Nusa Tenggara Department of Manpower and Transmigration (DISNAKERTRANS NTB) is one of the government organizations that assists the Governor of West Nusa Tenggara on labor and transmigration issues. IT governance in a company or organization is very necessary to harmonize organizational goals and strategies. With the problems found regarding to the resources both human resources and IT resources at DISNAKERTRANS NTB. Therefore, the purpose of this study is to determine the capability level of IT governance at DISNAKERTRANS NTB using the COBIT 5 framework by focusing on APO01 subdomains: Manage IT management frameworks, and APO07: Manage human resources. From the research results, the average capability level for the current conditions shows that APO01 and APO07 are at level 2. While the average capability level of the expected condition, shows that APO01 and APO07 are at level 4.to increase the current level, some recommendations are given to be considered by DISNAKERTRANS NTB in drafting the  policies relating to the APO01 and APO07 processes. Keywords: IT governance, capability level, COBIT 5.0, APO01, APO07.

scholarly journals ANALISA TATA KELOLA TIEKNOLOGI INFORMASI UNTUK MENINGKATKAN DESTINASI PARIWISATA DI LOMBOK (STUDI KASUS DI DINAS PARIWISATA PROV. NTB) MENGGUNAKAN FRAMEWORK COBIT 5

2020 ◽  
Vol 2 (1) ◽  
pp. 57-66
Author(s):  
Septiana Rohman ◽  
Nadiyasari Agitha ◽  
Royana Afwani
Keyword(s):  
Action Plan ◽  
It Governance ◽  
It Management ◽  
Tourism Destination ◽  
Management Framework ◽  
A Company ◽  
Goals And Objectives ◽  
Manage Innovation ◽  
Level 2 ◽  
Capability Level

IT governance in a company to achieve the company’s vision, mission, goals, and objectives. There are problems in IT management both media and website in the Tourism Destination Development Sector, therefore this study determines the Capability level of IT governance in the Tourism Destination Development Sector using the COBIT 5 framework. The framework focuses on the APO01 sub-domain (Manage the IT management framework) Manage IT management frameworks, and APO04 (Manage innovation) Develop technological innovation. The results of the Capability level at APO01 for the current conditions are at levels 2 and 3, while the results of the Capability level at APO07, for now, are at level 2. While the Capability level results at APO01 and APO07 for the expected conditions are at levels 4 and 5 To increase the value of the Capability level got, recommendations for improvement are taken into consideration in the Development of Tourism Destinations in managing information technology.Then the recommendations given to increase the Capability level, form an action plan that is equipped with an implementation schedule and an estimated time that can be run

Evaluasi Penyelarasan Strategi Teknologi Informasi dan Strategi Bisnis di PT X Menggunakan Kerangka Kerja COBIT 5.0

2018 ◽  
Vol 8 (2) ◽  
pp. 81-86
Author(s):  
Wella Wella ◽  
Andreas Febrianus Tanujaya
Keyword(s):  
Human Resources ◽  
Enterprise Architecture ◽  
It Management ◽  
Management Framework ◽  
Governance Framework ◽  
Requirements Definition ◽  
Level 3 ◽  
Level 1 ◽  
Level 2 ◽  
Capability Level

Pemanfaatan TI sangat penting untuk penyampaian strategi dan visi utama bisnis sehingga mendukung aktivitas organisasi. PT X merupakan sebuah perusahaan yang bergerak di bidang plantation. PT X berkeinginan untuk mengetahui tingkat kapabilitas tata kelola TI mereka. Penelitian ini menggunakan framework COBIT 5.0 dan Capability Level. Proses yang akan diuji adalah Ensure Governance Framework Setting and Maintenance, Ensure Benefits Delivery, Manage the IT Management Framework, Manage Strategy, Manage Enterprise Architecture, Manage Portfolio, Manage Human Resources, Manage Relationship, Manage Programs and Projects, dan Manage Requirements Definition. Target yang ingin dicapai oleh PT X adalah pada level 3 untuk proses Manage Strategy, sedangkan untuk proses yang lain ditargetkan pada level 2. Namun, hasil yang didapatkan tidak sesuai dengan ekspektasi yaitu Ensure Governance Framework Setting and Maintenance, Ensure Benefits Delivery, Manage the IT Management Framework, Manage Enterprise Architecture, Manage Portofolio, Manage Programmes and Projects, dan Manage Requirements Definition berhenti pada level 1. Sedangkan Manage Strategy, Manage Human Resources dan Manage Relationship berhenti pada level 2. Sehingga perusahaan masih harus melakukan perbaikan berdasarkan rekomendasi yang diberikan yang mendasar pada framework COBIT5.0. Kata kunci—Capability Level, COBIT 5.0, IT Framework, IT Governance.

scholarly journals Analysis of Information Technology Governance In Bina Darma Foundation of Salatiga Using COBIT 5 Framework

2021 ◽  
Vol 3 (1) ◽  
pp. 72-82
Author(s):  
Dwi Puspitasari ◽  
Hanna Prillysca Chernovita
Keyword(s):  
Information Technology ◽  
Human Resources ◽  
Leadership Training ◽  
It Governance ◽  
Non Profit ◽  
Technology Governance ◽  
Information Technology Governance ◽  
Level 1 ◽  
Level 2 ◽  
Capability Level

Bina Darma foundation is a non-profit organization established by SWCU and GMKI. The main activities of the Bina Darma foundation are a leadership training program, journal publishing, and guesthouse rental. Problems that occur in the foundation include the management of human resources related to IT is not appropriate. To solve the problem, there needs to be control and evaluation to see how the condition of IT governance in Bina Darma Foundation uses the framework COBIT 5 domain DSS (Delivery, Service, and Support). The result of this research is capability level is currently at level 1 (Performed process), while the capability level is expected to be at level 2 (Managed process). Therefore, recommendations are given so that the IT governance in Bina Darma Foundation can work optimally to support the achievement of the organization's business objectives efficiently.

COACHING CORE COMPETENCIES AS THE KEY SOFT SKILL FOR SUCCESSFUL HUMAN RESOURCES MANAGEMENT

2017 ◽  
Author(s):  
Serhii Kubitskyi ◽  
◽  
Oksana Chaika ◽  
Keyword(s):  
Transformational Leadership ◽  
Human Resources ◽  
Core Competencies ◽  
Human Resources Management ◽  
Soft Skill ◽  
Leadership Model ◽  
Resources Management ◽  
Hr Management ◽  
Or Organization ◽  
A Company

This paper aims at considering the well-known triad of What? How? Why? somewhat anew by suggesting looking at transformational leadership for successful human resources management through the lens of coaching core competencies as the key soft skill. Arising as the strategic approach to the effective management of people, well-thought human resources management that rests on a leadership model definitely enables management of a company or organization to move ahead of the curve and gain a firm foothold in the job market. The transformational leadership model fits the framework of the research and links to the contrastive line between management and leadership.It is emphasized that management processes focus on (i) maintaining and (ii) improving performance at work, on the one hand, and on the other, unlike management, the transformational leadership model focuses on the benefits of visionary thinking and bringing about change. Following the goal in the subject matter associated with successful HR management, the Golden Circle of What? How? Why?introduced by Simon Sinek finds its way in the description analysis. The Why? sectionopens the idea for successful HR managementto move further to What?section and is accompanied with How? section in the end. The final part of the findings embodies 11 current core competencies of coaching, which illustrate how the ways of implementing the soft skills in workplace may increase HR performance, enhance seamless communication among employees and management, drive change and welcome innovation.The four objectives for successful HR management: (i) drive change within a company or organization, (ii) encourage and motivate people for personal and corporate growth and development, (iii) employ innovation including modern technologies, and (iv) lead by example, correspond to the four cornerstones in the framework for successful company or organization management via transformational leadership. They are: (i) create an inspire vision of the future for the company’s (organization’s) employees, (ii) motivate the staff to live by and deliver the vision, (iii) manage delivery of the vision, (iv) attract and retain high-class professionals and young talents, build up strong and competitive teams, create and grow ever-stronger, trust-based relationships with the employees. The toolkit of ways, techniques and approaches may derive from the current core competencies in coaching that can be groupedsimilarly to the ICF ones as follows: (i) foundation, (ii) co-creating the relationship, (iii) communicating effectively, and (iv) cultivating learning and growth.

scholarly journals Health system gaps in cardiovascular disease prevention and management in Nepal

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Archana Shrestha ◽  
Rashmi Maharjan ◽  
Biraj Man Karmacharya ◽  
Swornim Bajracharya ◽  
Niharika Jha ◽  
...  
Keyword(s):  
Human Resources ◽  
Health System ◽  
Health Systems ◽  
National Health ◽  
Task Force ◽  
Health Spending ◽  
Building Blocks ◽  
Critical System ◽  
Government Organizations ◽  
The Government

Abstract Background Cardiovascular diseases (CVDs) are the leading cause of deaths and disability in Nepal. Health systems can improve CVD health outcomes even in resource-limited settings by directing efforts to meet critical system gaps. This study aimed to identify Nepal’s health systems gaps to prevent and manage CVDs. Methods We formed a task force composed of the government and non-government representatives and assessed health system performance across six building blocks: governance, service delivery, human resources, medical products, information system, and financing in terms of equity, access, coverage, efficiency, quality, safety and sustainability. We reviewed 125 national health policies, plans, strategies, guidelines, reports and websites and conducted 52 key informant interviews. We grouped notes from desk review and transcripts’ codes into equity, access, coverage, efficiency, quality, safety and sustainability of the health system. Results National health insurance covers less than 10% of the population; and more than 50% of the health spending is out of pocket. The efficiency of CVDs prevention and management programs in Nepal is affected by the shortage of human resources, weak monitoring and supervision, and inadequate engagement of stakeholders. There are policies and strategies in place to ensure quality of care, however their implementation and supervision is weak. The total budget on health has been increasing over the past five years. However, the funding on CVDs is negligible. Conclusion Governments at the federal, provincial and local levels should prioritize CVDs care and partner with non-government organizations to improve preventive and curative CVDs services.

IT-Assurance with CobiT

2011 ◽  
pp. 77-86
Author(s):  
Martin Fröhlich ◽  
Wolfgang Johannsen ◽  
Karsten Wilop
Keyword(s):  
Best Practice ◽  
Reference Model ◽  
It Governance ◽  
It Management ◽  
It Systems ◽  
Practice Models ◽  
Regulatory Bodies ◽  
Or Organization ◽  
Support Methods ◽  
Technology Processes

Strategic IT management is increasingly concerned with requirements from regulatory bodies. This conformance part of IT management complements the classic performance side. Ideally both are integrated into IT Governance of an enterprise or organization. With the need to prove compliance with a wide diversity of laws and rules for IT systems (technology, processes, rules) the demand for proven support methods grows. Specifically best practice models are beginning to gain awareness and acceptance for IT Audits and for the less formal IT Assurance projects. The Control Objectives for Information and Related Technology (CobiT) reference model is increasingly being discussed as a framework of choice for IT Audits and IT Assurance. This chapter introduces requirements for IT Audits and IT Assurance projects and discuss the boundaries of applying the CobiT IT Assurance Guide in such environments.

scholarly journals Manajemen Mutu terhadap Peningkatan Kualitas Lembaga Pendidikan Islam

2020 ◽  
Vol 3 (1) ◽  
pp. 1-24
Author(s):  
Mila Mahmudah
Keyword(s):  
Educational Institution ◽  
Educational Institutions ◽  
Organizational Goals ◽  
Service Companies ◽  
Internal Customers ◽  
Education Personnel ◽  
The Government ◽  
A Company ◽  
Term Management

Abstract: The term management has many meanings, management is directing / leading something of effort through planning, organizing, coordinating and controlling human resources and materials aimed at achieving predetermined goals. In the science of management there is the concept of problem solving that is placed in the workplace, namely the P-D-C-A approach as a process of solving problems with a continuous and systematic pattern. While management can also be defined as a process of organizing and utilizing the resources of the organization through the cooperation of members to achieve organizational goals effectively and efficiently. The practice of organizing education can be analogous to the production process in a company (industry). It's just that the products produced by educational institutions in the form of services. Therefore educational institutions can be said as service companies. From this perspective, the quality and quality of services (services) produced is a measure of the quality of an educational institution. Namely the extent of customer satisfaction with the services produced. What is meant by customers here are internal customers, namely teachers and other education personnel, and external customers, namely students and related parties outside the educational institution. Thus, schools are said to be of good quality if they are able to provide services according to or even exceed the expectations of teachers, employees, students, and other related parties such as parents, funders, the government or the world of work of users of graduates. Keywords: quality management, educational institutions

scholarly journals Increasing The Efficiency And Effectiveness Of Government Organizations With The Contracts Of Salary Payment On The Basis Of Consequence And Outcome

2019 ◽  
Vol 8 (11) ◽  
pp. 2443-2445
Keyword(s):  
Human Resources ◽  
Performance Management ◽  
Resource Use ◽  
Management Practices ◽  
Government Agency ◽  
Government Agencies ◽  
Government Organizations ◽  
Staff Performance ◽  
Efficiency And Effectiveness ◽  
The Government

Nowadays, efficiency and effectiveness in government organizations are particularly most important. Whereas the performance of human resources is the most important factor in increasing and decreasing the efficiency and effectiveness of government agencies, government agencies and corporations are using tools to manage their workforce to increase their efficiency and effectiveness. But because of the features and complexities of government agencies, these tools do not produce the desired results and sometimes produce the opposite results. One of the most important reasons for the ineffectiveness of staff performance management practices is the type of contract between individuals and government agencies, which is mainly based on pay on the amount of effort regardless of the outcome. In this paper, given the opportunity provided by a government department to employee human resources based on pay results, The efficiency and effectiveness of the organization were compared with respect to two models of human resource use, salary payment on the basis of effort and consequence and outcome. And the tangible results of changing the approach of the government agency from the use of manpower based on copyright contracts to the outcome contracts. And the tangible results of changing the consider of the government agency from the use of manpower based on effort contracts to outcome contracts.

scholarly journals Performance Measurement of Information Technology Governance in The Library of Diponegoro University Using COBIT Assessment Framework

2020 ◽  
Vol 202 ◽  
pp. 15001
Author(s):  
Ana Irhandayaningsih
Keyword(s):  
Qualitative Data ◽  
It Governance ◽  
Maximum Level ◽  
Resource Optimization ◽  
Organizational Goals ◽  
Technology Governance ◽  
University Library ◽  
Risk Optimization ◽  
Information Technology Governance ◽  
Capability Level

This study aims to measure the management of IT utilization in the Diponegoro University Library using the COBIT framework. From the results of these measurements it is expected to identify the conditions of IT governance at present, the gap with ideal conditions, and improvements to increase the use of IT in line with organizational goals. In this study, IT governance will be assessed in the Evaluate-Direct-Monitor (EDM) aspects of five domains, namely EDM01: Ensure Governance Framework Settings and Maintenance, EDM02: Ensure Benefits Delivery, EDM03: Ensure Risk Optimization, EDM04: Ensure Resource Optimization, and EDM05 Ensure Stakeholders Transparency. The research design used in this study is sequential exploratory, which is collecting and analyzing qualitative data then collecting and analyzing quantitative data. The research location is in the Diponegoro University Library. Data collection techniques in this study were conducted through a survey using interviews with the leaders and managers of the Diponegoro University Library, and observations of conditions at the Diponegoro University Library. Based on score calculation and mapping based on the COBIT framework, the Diponegoro University Library Manager has implemented IT governance. Deficiencies identified are in the EDM01 domain Ensure Governance Setting and Maintenance and EDM03 Ensure Risk Optimization which have not reached the maximum level. capability level is still below expectations. Whereas in other domains, EDM02 Ensure Benefits Delivery, EDM04 Ensure Resource Optimization, and EDM05 Stakeholder Transparency are at the highest level.

scholarly journals PROSES REKRUTMEN, SELEKSI DAN PENEMPATAN DALAM MENJAWAB ISU-ISU BARU PENDEKATAN MANAGEMEN SUMBER DAYA MANUSIA

2021 ◽  
Vol 1 (1) ◽  
Author(s):  
Sonia - Redmana ◽  
Shoffan Nizomi ◽  
Taufik Hidayat ◽  
Sujarwati Sujarwati
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Medical Record ◽  
Human Resource ◽  
Employee Commitment ◽  
New Employee ◽  
Recruitment And Selection ◽  
Or Organization ◽  
A Company

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Quality human resources are one of the basic assets and keys of the success of a company or organization to achieve its goals. Through good human resource management, it will produce quality human resources so that productivity, performance and employee commitment to the company will increase and produce better products in quality and quantity with the same human resources. One of the most important things in human resource management activities is appropriate Recruitment, Selection and Placement accompanied by HR Development.</em><em> </em><em>The research objective in this paper is to determine the process of recruitment, selection and placement of employees to become staff in a medical record installation conducted at a hospital in Kota Bo-Gor. The results of recruitment and selection as well as tests for new employee candidates for medical record formations show that among the seven applicants who entered there were two employees who were accepted and one employee who was accepted with not so high scores but the results of the interviews showed sincerity, commitment and responsibility at work, hospital needs</em><em>.</em><em></em></p></td></tr></tbody></table></div>

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