Abstract
Number of students as road accident victims due to human factors has been significantly increased every year. This research aims to examine the implementation management of traffic ethics education policy among high school students. This study employed mixed method, a combination of quantitative and qualitative research method. The population and sample are SMA students who ride motorcycles for their daily mobility. The sampling technique used is Multi-stage proportionate random sampling. By using Isaac and Michael formula, a minimum sample of 291 respondents was obtained. Data were collected through questionnaire, interviews, observation, focus group discussion (FGD) and documentation, while analysis was carried out in descriptive quantitative method. The research result showed that the traffic ethics education policies have been implemented well in Yogyakarta by applying well communication, disposition and bureaucratic. However, the lack of resources such as the absent of national curriculum on traffic ethics education (TEE), lack of safety road trainings for teachers and lack of families support, have limited the effectiveness of TEE in building students attitudes on using road and maintaining safety riding.
Highlights
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012)
A growing interest is being shown by researchers to understand the changing dynamics of the talent management process in the GCC region
On the importance of talent management, the findings identify that it plays a relevant role in the ensuring of effective use of the firm’s available resources and serves as an important component of the effective training a skill development of the employees
Summary
Talent management involves set of processes like workforce planning, recruitment, selection, onboarding, performance management, training and development, compensation management, succession planning functions with a purpose to make sure that there is enough supply of talented employees are available to support the needs of the organizational goal achievement (James, 2012). Talent management research and practice have significant implications for organizations in the global business environment. This has led to the adoption of new approaches towards understanding and evaluating talent management in organizations (Al Ariss and Crowley-Henry, 2013). The economy is characterized by the predominance of oil and gas sector and the high proportion of the expatriate population in its active workforce. This extreme heterogeneity of the workforce gives rise to the need to study talent management practices in a specific context of countries (Sidani and Al Ariss, 2014). In the changing world economic, political and social scenario, it is necessary to understand the dynamics of talent management, acquisition and retention of globally competitive and highly skilled talent which the proposed research area for this research paper
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