Your Future in Human Resources: Career Development Planning for the Savvy

2012 ◽  
pp. 195-207
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Development Planning

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 Analysis of the Need on Specialist Doctors in East Java from 2020 to 2030 using the Spectrum Application

2019 ◽  
Vol 8 (1) ◽  
pp. 1
Author(s):  
Istianatul Ula ◽  
Rifanda Bachraini Firdaus
Keyword(s):  
Qualitative Research ◽  
Human Resources ◽  
Human Resource ◽  
Health Sector ◽  
Secondary Data ◽  
Development Planning ◽  
Population Projection ◽  
Health Needs ◽  
Specialist Doctor

Human resources in the health sector need to be improved on both the aspects of quality and quantity. This is important for development planning. According to BPS in 2017 the population of East Java was 39,292,972 people, while in 2018 there were 39,500,851 people. Data from SISDMK revealed that there were 1,821specialist doctors in 2017 and 2,531 in 2018. This qualitative research was aimed at understanding and exploring deeply the secondary data obtained from the 2017–2018 SISDMK. The data was analyzed using Spectrum Software for population projection and human resource health needs. The results showed that the population projection of East Java kept increasing. In 2020 it will reach 39,886,288 people, and in 2030 there will be as many as 42,329,015 people. The projection of the number of specialist doctor needs in East Java in 2020 is 4,387, which will keep increasing to 5,079 in 2030. The ratio of specialist doctors in 2020 will be 36.26 per 100,000 population, and in 2030 it will be 35.27 per 100,000.

Internal Human Resources Consulting: Why Doesn't Your Staff Get It?

2002 ◽  
Vol 31 (1) ◽  
pp. 111-119 ◽  
Author(s):  
Marnie E. Green
Keyword(s):  
Staff Development ◽  
Human Resources ◽  
Training Programs ◽  
Development Planning ◽  
Individual Development ◽  
Formal Training ◽  
Job Rotation ◽  
Business Partners ◽  
Methodical Approach ◽  
Strategic Impact

For over a decade HR leaders have been striving to become business partners. They want to have a strategic impact on their organizations; however, many are struggling to make this transition. The primary reason for lack of progress in this endeavor is that HR analysts, the staff who carry out this mission, are still trained and reinforced in the traditional, transactional mindset. In order for the entire HR department to be considered strategic in nature, the HR analyst must learn critical consultative skills. These skills must be developed through a structured, deliberate approach. A methodical approach to developing HR staff for this role should include the following elements: ▪ Clearly defined jobs for internal HR consultants ▪ Strategic mission for the HR department that includes consultative approaches ▪ Formal training programs for internal HR consultant staff development ▪ Feedback on performance, including consultative skills ▪ Individual development planning based on feedback ▪ Coaching, mentoring, and continual feedback on consultative skills ▪ Job rotation

scholarly journals Pengaruh Perkembangan Karier Dan Kepuasan Kerja Terhadap Komitmen Organisasi

2021 ◽  
Vol 3 (2) ◽  
pp. 453
Author(s):  
Resia Priskila ◽  
Mei Ie
Keyword(s):  
Job Satisfaction ◽  
Structural Equation Modeling ◽  
Organizational Commitment ◽  
Career Development ◽  
Human Resources ◽  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Entire Study

Senior High School (SMA) institution is an educational institution that is required to bring out graduates so they can join public universities (PTN) and become prime human resources. So school educational institutions need human resources such as school principals and teachers as organizational wheels to drive activities. To achieve these goals, the school is required to pay attention to the work commitment of the teachers by paying attention to career development variables and job satisfaction, this is based on career development that runs in an organization that can increase their commitment to the organization in achieving organizational goals because the teachers have job satisfaction with the existing job promotion system so as to improve work quality. The purpose of this study was to determine the effect of career development and job satisfaction on organizational commitment in a highschool in Jakarta teachers. Researchers distributed questionnaires to all teachers who teach at a highschool in Jakarta, totaling 55 respondents to be the sample for the entire study. The data analysis method in this research is quantitative method using Structural Equation Modeling (SEM), through the Partial Least Square approach. The results of this study show that career development affects organizational commitment to teachers of a highschool in Jakarta and job satisfaction affects organizational commitment of a highschool in Jakarta teachers. Lembaga institusi Sekolah Menengah Atas (SMA) merupakan lembaga pendidikan yang dituntut untuk menghasilkan lulusan yang unggul agar dapat masuk PTN dan menjadi sumber daya manusia yang unggul. Oleh karena itu, institusi lembaga pendidikan sekolah memerlukan sumber daya manusia sebagai penggerak roda kegiatan seperti kepala sekolah dan guru dalam roda organisasi. Dalam mencapai tujuan tersebut pihak sekolah dituntut untuk memperhatikan komitmen kerja bapak/ibu guru dengan memperhatikan variabel pengembangan karir dan kepuasan kerja. Hal tersebut didasarkan atas pengembangan karir yang berjalan dalam sebuah organisasi dapat meningkatkan komitmen mereka terhadap organisasi dalam mencapai tujuan organisasi karena karyawan bapak/ibu guru memiliki kepuasan kerja dengan adanya sistem promosi jabatan yang ada sehingga meningkatkan kualitas kerja. Tujuan penelitian ini adalah untuk mengetahui pengaruh pengembangan karir dan kepuasan kerja terhadap komitmen organisasi pada Guru di sebuah SMA di Jakarta. Peneliti menyebarkan kuesioner kepada seluruh bapak/ibu guru yang mengajar di sebuah SMA di Jakarta yang berjumlah 55 responden. Metode analisa data dalam penelitian ini yaitu metode kuantitatif dengan menggunakan Structural Equation Modeling (SEM), melalui pendekatan Partial Least Square, Hasil penelitian ini menunjukkan pengembangan karir berpengaruh terhadap komitmen organisasi pada guru di sebuah SMA di Jakarta dan kepuasan kerja berpengaruh terhadap komitmen organisasi pada guru di sebuah SMA di Jakarta.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN PENGEMBANGAN KARIER TERHADAP KEPUASAN KERJA SERTA DAMPAKNYA TERHADAP KINERJA KARYAWAN

2017 ◽  
Vol 19 (2) ◽  
pp. 170
Author(s):  
FX. Suwarto
Keyword(s):  
Job Satisfaction ◽  
Career Development ◽  
Human Resources ◽  
Path Analysis ◽  
Employee Satisfaction ◽  
Employee Performance ◽  
Department Store ◽  
Work Culture ◽  
Development Patterns ◽  
Retail Services

Penelitian ini dilakukan dengan untuk mempelajari dan menguji pengaruh budaya organisasi dan  pengembangan karier, terhadap kepuasan kerja karyawan serta dampaknya terhadap kinerja karyawan sehingga untuk mengetahui hal tersebut,maka peneliti menganalisis data dan melakukan pengujian hipotesis secara spesifik tentang pengaruh  budaya kerja dan pengembangan karier terhadap tingkat kepuasan kerja karyawan serta dampaknya terhadap kinerja karyawan. Objek penelitian dilakukan pada perusahaan jasa ritail Departement Store di Kab.Klaten. Untuk dapat mengakomodasi semua hal terbut di atas peneliti menggunakan jenis penelitian diskriptif analitis, dengan tujuan untuk menguji hipotesis dengan metode penelitian survei, sedangkan teknik pengambilan sampel dengan menerapkan probability sampling, sedankan untuk analisis data menggunakan analisis jalur/path analysis. Hasil penelitian menunjukkan bahwa budaya kerja dan pola pengembangan karier berpengaruh terhadap tingkat kepuasan kerja, selanjutnya budaya kerja dan pola pengembangan karier juga berpengaruh terhadap kinerja pegawai, serta kepuasan kerja pegawai berpengaruh terhadap kinerja pegawai. Spesifikasi keluaran/Outcome specifikation hasil penelitian ini diharapkan akan menjadi masukkan bagi pengusaha jasa ritail departemen store di daerah Kab. Klaten dengan harapan para pimpinan departemen store di daerah Kab. Klaten dapat merumuskan strategi pengembangan sumber daya manusia yang tepat/sesuai dengan perkembangan bisnis dalam menghasilkan program pengembangan dan kualitas sumber daya manusia yang memiliki nilai tinggi. Disamping itu penelitian ini juga dapat memberikan informasi yang berguna bagi pihak manajemen/pelaku jasa retail, serta sebagai bahan masukan dalam mengoptimalkan kinerja pegawai. Implikasi Jika pengusaha/pelaku jasa retail tidak memprioritaskan dalam  membina, mengelola dan mengembangkan SDM yang lebih terarah/terprogram, maka pengembangan SDM dalam organisasi tidak dapat mempunyai competitif advanted seiring dengan perkembangan  dunia bisnis usaha jasa retail departement store. Perkembangan dan keberlanjutan usaha jasa retail departement store didaerah kota Klaten akhirnya dapat menyumbang peningkatkan PAD di kabupaten Klaten.This research was conducted to study and examine the influence of organizational culture and career development, job satisfaction and its impact on the performance of employees so as to know this, the researchers analyzed the data and test hypotheses specifically about the effect of work culture and career development to the level of employee satisfaction and its impact on employee performance. The object of research is done in service companies ritail Department Store in Kab.Klaten. To be able to accommodate all of the above terbut researchers used a descriptive analytical type of research, in order to test hypotheses with survey research methods, while the sampling technique by applying probability sampling, Sedankan for data analysis using path analysis/path analysis. The results showed that the work culture and career development patterns affect the level of job satisfaction, further work culture and career development patterns also affect the performance of employees, as well as employee satisfaction influence on employee performance. Specifications output/outcome specifikation results of this study are expected to be entered for entrepreneurs ritail services department store in the district. Klaten with the expectations of the leadership of the department store in the area Kab.Klaten can formulate a human resource development strategy right/in accordance with the development of business in generating program development and quality of human resources which have high value. Besides, this research also can provide useful information to management/offender retail services, as well as an input in optimizing the performance of employees. Implications If the employer/principal retail services are not prioritized in developing, managing and developing human resources more targeted/programmed, the development of human resources in the organization can not have competitif advanted line with developments in the business world department store retail services business. Development and sustainability of the business services department store retail area of Klaten city can eventually contribute increasing revenue in Klaten district.

scholarly journals FAKTOR – FAKTOR PENGEMBANGAN KARIR BERBASIS KOMPETENSI TERHADAP KINERJA KARYAWAN DI PT. PG RAJAWALI II UNIT PG KARANGSUWUNG

2018 ◽  
Vol 9 (1) ◽  
pp. 26-39
Author(s):  
Asep Gunawan ◽  
Shinta Rosaindah Utami
Keyword(s):  
Career Development ◽  
Human Resources ◽  
Degrees Of Freedom ◽  
Raw Materials ◽  
Employee Performance ◽  
Survey Method ◽  
Development Factor ◽  
Variable Factor ◽  
Competency Based ◽  
A Company

A company in carrying out its activities are in need of the factors of production such as raw materials, machinery, and human resources. These factors must be carried out effectively and efficiently in order to achieve the goals set by the company. Labor or employee plays an important role in a company, because the company will not be developed and supported by the ability to grow without labor or employee even if the company has a complete infrastructure and sophisticated, because of all the activities undertaken by a firm depends on factors man, from planning, implementation, control The objectives in this study was to determine the influence of factors - competency -based career development factors affect the performance of employees at PT. PG Rajawali II Unit Karangsuwung. The method used in this study is a survey method. The conclusions of this study is that the variable t for career development factor of 7,454. So the value of the variable t is greater than t table (7,454 > 1,680), so that in partial career development factors have an influence on the performance of the employee, that the competence of the variable t for 2808. So the value of the variable t is greater than t table (2,808 > 1,680), so that in partial competencies have an influence on employee performance and based on the results obtained Fcount 32 504. While the F table with degrees of freedom k and v1 = v2 = n - k - 1 and with a = 0.05) obtained Ftable 2,790. aconfidence level of 95 % (Thus F value is greater than the value of F table ( 32 504 > 2,790 ) . Thus it can be said that the variable factor of career development and competency have influence with , meaning that the two variables are always influencing the performance of employees at PT. PG Rajawali II Unit Karangsuwung Keyword : competency, career, PT. PG Rajawali

Sign in / Sign up

Export Citation Format

Share Document