The leader strategy in improving performance of navy human resources

Nowadays the Indonesian Navy is considered to have succeeded in strengthening its role in carrying out the development of a world-class marine defense force and has also received recognition from various countries in the world. However, there are still many problems regarding improving the performance of human resources in the Navy organization. This study aims to determine the strategy of the Navy Leaders in improving the quality of competent human resources in their fields. Furthermore, the research objectives can be detailed again and are more operational in nature, namely a). Formulating a strategy for the leader of the Navy to solve the problem of inequality in the number of personnel with existing positions, especially in the lieutenant colonel and colonel strata until 2024 and b). Determining the strategy of the leader of the Navy in solving problems has not created a synergy between the functions of education, use, and maintenance so that it hinders the development of personnel. The method used in this study is a qualitative approach based on direct observation analysis, expert interviews, and literature study. The qualitative approach assumes that human resources are active resources, therefore the qualitative approach aims to understand the object and make explorations. The strategy results obtained are the implementation of competency-based personnel development policies, empowerment of the Navy Personnel Assessment center, carrying out "Superior Job Performer" activities, conducting Competency Based Interview (CBI) training and developing "Integrated Personnel Information System", and implementing the second policy careers for personnel who are not elected to certain positions. Furthermore, synergize between the functions of education, use, and maintenance of personnel for continuous personnel development.

The leader strategy in improving performance of navy human resources

Nowadays the Indonesian Navy is considered to have succeeded in strengthening its role in carrying out the development of a world-class marine defense force and has also received recognition from various countries in the world. However, there are still many problems regarding improving the performance of human resources in the Navy organization. This study aims to determine the strategy of the Navy Leaders in improving the quality of competent human resources in their fields. Furthermore, the research objectives can be detailed again and are more operational in nature, namely a). Formulating a strategy for the leader of the Navy to solve the problem of inequality in the number of personnel with existing positions, especially in the lieutenant colonel and colonel strata until 2024 and b). Determining the strategy of the leader of the Navy in solving problems has not created a synergy between the functions of education, use, and maintenance so that it hinders the development of personnel. The method used in this study is a qualitative approach based on direct observation analysis, expert interviews, and literature study. The qualitative approach assumes that human resources are active resources, therefore the qualitative approach aims to understand the object and make explorations. The strategy results obtained are the implementation of competency-based personnel development policies, empowerment of the Navy Personnel Assessment center, carrying out "Superior Job Performer" activities, conducting Competency Based Interview (CBI) training and developing "Integrated Personnel Information System", and implementing the second policy careers for personnel who are not elected to certain positions. Furthermore, synergize between the functions of education, use, and maintenance of personnel for continuous personnel development.

Turnover Intention Among the Navy People: The Role of Work Family Interference and Organizational Commitment

Human capital is a critical component of any organization's competitiveness. The absence of a high-capacity employee can have a negative impact on operational performance. The researcher examined the significance of organizational commitment as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. Data were collected from 400 navy personnel at the Lumut Naval Base in Perak, Malaysia, using structured questionnaires. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data. Organizational commitment serves as a mediator between work-family interference and turnover intention in the Royal Malaysian Navy. According to the findings of this study, organizational commitment mediated the relationship between work-family interference and turnover intention. Additionally, work-family interference is a significant predictor of intention to leave the RMN.

K-Means Cluster Analysis of Sex, Age, and Comorbidities in the Mortalities of Covid-19 Patients of Indonesian Navy Personnel

Covid-19 disease is still ongoing. It is necessary to do intensive research related to age, sex and congenital diseases so that management can be better planned. The research was conducted using data from Indonesian Navy personnel and their families, retired Indonesian Navy and their families. This study used k-means clustering for data grouping of Indonesian Navy personnel based on age, sex and congenital disease characteristics. The results of the k-means cluster clustering show that the k = 2 cluster has not been able to provide an explanation of the relationship between age, sex and comorbidity with the risk of death due to Covid-19. However, in the cluster with k = 3, it turns out that deaths due to Covid-19 are related to old age, men, even though there is no congenital disease. Meanwhile, using the k = 4 cluster, it is increasingly clear that deaths due to Covid-19 are closely related to old age, both men and women, with comorbidities.

Predictive modelling for COVID-19 outbreak control: lessons from the navy cluster in Sri Lanka

In response to an outbreak of coronavirus disease 2019 (COVID-19) within a cluster of Navy personnel in Sri Lanka commencing from 22nd April 2020, an aggressive outbreak management program was launched by the Epidemiology Unit of the Ministry of Health. To predict the possible number of cases within the susceptible population under four social distancing scenarios, the COVID-19 Hospital Impact Model for Epidemics (CHIME) was used. With increasing social distancing, the epidemiological curve flattened, and its peak shifted to the right. The observed or actually reported number of cases was above the projected number of cases at the onset; however, subsequently, it fell below all predicted trends. Predictive modelling is a useful tool for the control of outbreaks such as COVID-19 in a closed community.

Hearing Thresholds of Nigerian Navy Personnel Serving in Lagos Area

Introduction: Navy personnel are exposed to several risk factors that increase hearing thresholds and impair hearing. The aim of the study was to determine the prevalence of hearing impairment among Nigerian Navy personnel. Materials and Method: This was a cross sectional study of Nigerian Navy personnel working in various ships. Structured, self-administered questionnaire was used to obtain information on hearing. All the subjects had ear examination and pure tone audiometry of both ears. Results: The prevalence of hearing impairment was 22(14.7%) in the right and 17(11.3%) in the left ears. The Pure Tone Average for the right and left ear were 19.0±8.6dB and 17.4±6.7dB respectively. There was a statistically significant association between noisy work place and total hearing loss (p<.01), pure tone average in the left ear (p<.05) and frequencies of 3000 Hz (p<.05), 2000 Hz (p<.001) and 1000Hz (p<.05) in the left ear. The association between past history of ear infections and pure tone average in the left ear (p<.05) and the frequency 2000 Hz (p<.005) in the left ear were significant. The length of service years, occupational group, age, sex report of change in hearing, non-use of hearing protection and presence of tinnitus did not show significant association with pure tone averages nor on the frequencies tested. Conclusion: The significant unilateral hearing impairment on the right ear suggests the need for more research on hearing impairment in the Nigerian Navy as well as development of a comprehensive hearing conservation programme.

The Role of Meaningfulness at Work and its Impact on Turnover Intention: The Case of the Royal Malaysian Navy

The Royal Malaysian Navy (RMN) utilizes core principles to ensure organizational engagement. The Core Values of Honour, Loyalty, Courage, and Pride must be regarded with a sense of honesty and significance in order to build a sense of meaning to navy people. The major concern of the study is that navy people prefer to leave the service earlier than retirement age. This concept paper proposes how well professional experience, such as work meaningfulness affects turnover intention among navy personnel. This paper focuses on the Navy enlisted, the military personnel in the Malaysian Armed Forces. The study proposed that by fostering work meaningfulness, the employee would be more loyal and thus reducing their intention to leave.

The analysis of environmental factor for improving of navy resources performance

There are things that must be owned for every soldier to improve optimal performance, namely the development of competence. This scientific work is motivated by the importance of the role of management of Navy Resources which is closely related to performance, in this case, the Navy soldiers. Based on the results of the study, a person who has adequate experience and technical qualifications do not necessarily have a good performance, if the person concerned is not able to show behavior that supports the implementation of the task. For this reason, the need for technical competencies can be developed through education and training aimed at improving knowledge and skills. For behavioral competencies alone can be done through various training programs and individual development aimed at changing behavior. Whereas organizational values ​​that form institutional competencies can be instilled through indoctrination. Management of competency-based warrior performance is a current method in the field of behavioral science, which can be used to improve the quality of Navy capital in order to support the realization of a minimum essential force. Considering that as part of the government's bureaucratic reform program, the Indonesian Ministry of Defense has adopted a competency-based personnel management system, so the Navy Institution must inevitably integrate it into the Navy personnel development system.

GEOTEXTILE TUBE REVETMENT WITH TETRAPODS IN MAYU ISLAND, MYANMAR

Mayu Island (formerly known as Oyster Island) is a very small island of 7,284 squared-meter located off the north-western coast of Myanmar, Bay of Bengal. In mid-April 2006, Cyclone Mala had caused partial damages to the stone revetment. Over the years, the raft foundation of the lighthouse was badly affected and starting to give way. In addition, the safety of the Navy personnel stationed on the island is a major concern as well. Therefore, rectification works has to be carried out to protect the island from total destruction. This paper presents the proven viability of integrating geotextiles tubes into a rock revetment facing harsh weather conditions from the open sea, and the fastest method of filling up geotextile tubes.Recorded Presentation from the vICCE (YouTube Link): https://youtu.be/fsTsdqbVAc4