Human Resource Problems Research Articles

School as a learning organization through strengthened self-efficacy and empowered preschool teachers

A school as a learning organisation (LO) is indispensable today. However, the limitations of schools in human resources (teacher) problems, infrastructure facilities and funds become real obstacles. This research is carried out to find a LO model based on strengthening self-efficacy and empowering teachers. The research was conducted with a quantitative approach, a causal associative type with survey methods involving 237 pre-elementary teachers. Samples are determined by using a simple random sampling technique. Data analysis uses regression analysis to test aspects of relationships and direct influence between independent and dependent variables. The main result of this research is a positive causality relationship, and if the self-efficacy and empowerment of teachers are high, then the LO will be increased significantly. Strengthening the LO through self-efficacy and teacher empowerment is very important because it can improve the quality of graduates. Keywords: : Learning organization, strengthened self-efficacy, empowered teachers, pre-elementary school, school management

The Effect of Workload and Compensation System on Turnover Intention with Job Satisfaction as a Mediating Variable in PT. Xyz

Background: The problem of limited Human Resources (HR) and competition is a major obstacle to the growth of the industry, especially in the banking industry. This problem then also causes other problems such as the high employee turnover rate which has now become a separate problem for many companies. The high employee turnover rate experienced by a company can be predicted by how much desire to move company members have to other companies. PT. XYZ is one of the Islamic banking companies that has experienced an increase in the turnover rate of its employees from year to year.
 
 Objective: This study aims to examine and build a conceptual model of the effect of workload and compensation systems on the turnover intention with job satisfaction as a mediating variable in PT. XYZ. 
 
 Method: This study used a non-probability sampling technique with the sample used being 70 permanent employees through the distribution of questionnaires.
 
 Results: This study found that job satisfaction does not mediate the effect of workload on turnover intention, but job satisfaction can mediate the variable of the compensation system against turnover intention in PT. XYZ.
 
 Conclusion: PT. XYZ has not been able to provide a workload that is by the abilities of its employees, coupled with compensation that is not by the workload that is fished so as to reduce the level of employee work loss which ultimately increases the intensity of employee turnover intention at PT. XYZ.

Human resources for forestry in Kazakhstan: Current status, potential and problems

Abstract The aim of this research is to assess the current status, potential and problems of human resources for forestry in municipal state forest management institutions (MSFMIs) of Kazakhstan. A total of 120 MSFMIs are functional in Kazakhstan, with almost 5.5 thousand employees, of which 6.1% are women. Overall 63% are foresters, 13% are masters of the wood, 13% are engineers of forestry of all categories, 7% are forest wardens and 4% are directors. The quality of education of forest workers also varies and a minority of forest workers has a higher education. The scenario also suggested that almost 3000 specialists had taken up the advanced training courses from 2003 to 2019. According to a survey of employees of the MSFMIs of two pilot oblasts (Almaty and East Kazakhstan), the average age of an employee is 44.7 years and 79.2% of employees have a work experience of up to 15 years. The main issues and difficulties observed in the work of MSFMIs staff were low wages, lack of modern technique and equipment for forest service, lack of systematic continuing education of employees, poor quality of education, as well as staff turnover, especially foresters, which consequently affects their professional level.

Kendala Penerapan Qanun Nomor 11 Tahun 2018 tentang Lembaga Keuangan Syariah pada Koperasi di Aceh melalui pendekatan Analisis Fishbone

The purpose of this study is to find still minor restrictions on cooperatives in Aceh in the implementation of Qanun No. 11 of 2018 on Islamic financial institutions. The approach used in this study is a qualitative descriptive approach. The data collection methods used were REA, questionnaires, interviews, literature, and co-op documents that have not yet been converted from the traditional system to the Shariah system, with a total population of 197 co-ops, and samples were drawn according to the Srobin formula. , that is, 100 co-ops. The data analysis used was fishbone analysis. there are five main variables namely co-operative management, co-operative staff, co-operative infrastructure and co-operative facilities. In management variables, the majority of administrative staff are women and education is dominated by bachelor's degrees, while co-operative personnel variables, including understanding of co-operatives, are about employment co-operatives. shown to average less than 50%. Average, no professional staff, average-average, run only by administrators. For variable infrastructure, i.e. asset development, turnover, number of members and co-management tools, it is still below average, i.e. below 50%. In the context of an institution involving a PAD (amendment of articles of association) issued by a notary, the cost is not too high, but still normal, but the co-op feels that the notary public has not yet understood the co-op regarding the use of the application. Most cooperatives do not use the Sharia system because they do not need it. In conclusion, the general human resource problem remains a lack of understanding and poor collaborative performance. A recommendation against this obstacle is to continuously and continuously develop cooperatives so that they can increase their efficiency and capacity. In particular, an understanding of the Shariah system can be conveyed and the development of cooperation efficiency can also be promoted.

The Situation of the Health System in Peru to 2021 and the Pending Agenda

This descriptive research seeks to identify and present the situation of the Peruvian health system in 2021, as well as to propose the schedule pending for the sector, proposing the contrast of the evolution of health spending with the previous periods, comparatively with other countries of the Latin American and European region. The problem of human resources in the sector is analyzed, and finally, the infrastructure gap of the first level of care is identified. It is concluded that the health sector needs a sustained increase in a greater proportion of the general budget of the republic, as well as the decentralization of the PNA.

Problematika Non-Linguistik Pembelajaran Bahasa Arab Kurikulum 2013 Pascapandemi Covid-19 di MI Darul Ulum Ngaliyan Semarang

This research aims to describe the non-linguistic problems of implementing the 2013 curriculum in Arabic learning at MI Darul Ulum Ngaliyan Semarang after the COVID-19 pandemic and efforts to overcome them. The method used in this research is descriptive qualitative. Data were collected by interview and documentation. Non-linguistic problems are found in the process of learning activities and human resources. The problems of learning activities include interaction patterns, learning models and techniques, learning media, assessments, teaching materials, and learning processes. The problems of human resources are in the teacher and heterogeneity of students, low interest in learning Arabic, and lack of understanding of students in Arabic. Therefore, teachers must prepare, develop, and make learning Arabic as good and interesting as possible so that students become excited to learn Arabic.

Research on the Present Situation and Countermeasures of Health Human Resources Development at Grass-roots Level in China

China's primary medical and health service level is improving day by day, but it is still at a relatively primary level. In this paper, more than 30 articles reflecting the problems, present situation and prospects of primary health human resources in China have been studied, and various existing problems of primary health human resources have been analyzed. Corresponding solutions and policy suggestions have been put forward for different levels of problems, which will help the scientific development of primary health care.

Job Satisfaction and Organizational Commitment as Factors Affecting Employee Withdrawal at Army Flight Center

The Army Aviation Center is the central implementing agency of the Indonesian Army, in carrying out its main tasks using aircraft requires a high level of security. One of the factors that support the creation of high security is by trying to overcome the problem of human resources, this is a serious concern by the leadership. The purpose of this study is to analyze the influence of organizational commitment and job satisfaction on employee withdrawals and the effect of the level of organizational commitment and job satisfaction together on the withdrawal of civil servants at the Army Aviation Center, either simultaneously or partially. The research method in this paper is quantitative, with a path analysis research model with a view to solving problems by collecting data, compiling data, then analyzing statistically and interpreting it to further obtain a valid result using the calculation of the Statistical Product And Service Solutions application. Based on the results of statistical data processing carried out, the research results obtained include organizational commitment has an influence on Employee Withdrawal and while job satisfaction on Employee Withdrawal is said to have an effect.

The Impact of the Talent Environment of Small and Medium-Sized Enterprises on the Willingness of Scientific and Technological Talents to Stay

Scientific and technological talents are high-level, high-complexity talents, their psychological assessment of the environment is not the same, in the face of the frequent flow of scientific and technological talents in small and medium-sized enterprises and the problem of unstable talent team, enterprise managers and human resources departments should pay attention to identifying and meeting the development environment needs of scientific and technological talents when building a management system. This study will explore the loss and retention of scientific and technological talents of small and medium-sized enterprises from the perspective of the psychology of scientific and technological talents, provide theoretical support for small and medium-sized enterprises to shape the development environment needed by scientific and technological talents, and provide theoretical basis for small and medium-sized enterprises to better formulate management strategies to enhance organizational commitments and formulate incentive and management measures for scientific and technological talents.

ADOPTING PESANTREN-BASED JUNIOR HIGH SCHOOL PROGRAMS: THE PESANTREN CHANGE ITS EDUCATIONAL SYSTEM WITHOUT CONFLICT

Some Islamic Boarding Schools (Pesantren) have integrated school education into its education system to generate excellent Muslims in science and technology. However, in practice, pesantren usually consider the school education as the second. Due to that, the santris are less motivated to learn science and technology, then results in them being unqualified. Responding to this problem, the government of Indonesia has made a policy to implement school education in pesantren, known as the pesantren-based junior high schools program (SMP-BP). This study examines the strategy of pesantren in managing junior high schools and explains the approach to adopting the SMP-BP. Our exploration utilizes a qualitative research design with a survey approach. Data were collected and analyzed using an analytical approach. The results showed that the SMP-BP program was carried out through problem analysis and strategic management. Problem analysis comprises human resources problems (santris and teachers) and evaluation methods. Furthermore, strategic management consists of: (1) curriculum development and integrated learning, (2) governance policy, (3) human recourses, (4) infrastructure and facilities, (5) finance, and (6) educational output. Our finding confirms that pesantren has changed its system to implement the SMP-BP program without any conflicts. This study can assist educational practitioners in their efforts to improve the quality of Islamic education in science and technology.

PERFORMANCE OF EAST JAVA OMBUDSMAN IN HANDLING COMMUNITY COMPLAINTS

The purpose of this research is to determine the performance of the Ombudsman Representative for East Java in handling public complaints, where East Java Province has the most cities and regencies in Indonesia. The method used in this research is descriptive qualitative and has a research focus in assessing the performance of the Ombudsman using Simanjuntak's theory which consists of organizational support, management ability and effectiveness, and the performance of everyone in the organization. The results of this study are that in terms of organizational support, it is quite supportive, in terms of the ability and effectiveness of the Ombudsman management to work well, and from the performance of everyone in the Ombudsman organization looks very good and has competence. the conclusion is that from the overall assessment it is quite good, it's just that there are problems in human resources and office printers.

LITERATURE STUDY OF FACTORS AFFECTING EMPLOYEE TURNOVER INTENTIONS IN INDONESIA

Turnover intention is a human resource problem that is often faced by company in Indonesia, therefore researchers are encouraged to conduct research on turnover intention where the research method used is qualitative analysis with Charting the flied. The sample used is an article that discusses the turnover intention in 2016-2021 which includes 16 articles. The article can be accessed through the journal of Sinta 6. The data is classified based on the year of publication, independent variables, research methods, and important findings. The results of this study are that turnover intention is influenced by job satisfaction, organizational commitment, job stress, work and compensation.

The great conundrum: Competency vs. passion in higher education as a profession

Higher education has a human resources problem. The root of that problem can be traced to the two types of employees commonly found in higher education departments.

KESIAPAN SEKRETARIAT BAWASLU JABAR DALAM MENGHADAPI PEMILU DAN PEMILIHAN SERENTAK TAHUN 2024

Bawaslu's readiness is always tested by being faced with problems of election violations. This makes the election supervisory agency, in this case, the General Supervisory Agency (Bawaslu), have to work hard to deal with each of these problems. The General Supervisory Agency (Bawaslu) frequently faces many problems in the implementation of election supervision, one of which is the problem of systems and human resources. This paper employs a qualitative method in order to describe and analyze phenomena, events, social activities, attitudes, beliefs, perceptions, and thoughts of individuals or groups of people. This study also makes use of secondary data sources derived from all literature pertaining to the General Supervisory Agency (Bawaslu) of West Java Province. The conclusion of this paper is that the preparedness of West Java's General Supervisory Agency (Bawaslu) Secretariat for the 2024 General Election can be seen through ve aspects: tangibles, dependability, responsiveness, assurance, and empathy. Based on the examination of these various aspects, it is possible to conclude that the General Supervisory Agency (Bawaslu) Secretariat's readiness for the 2024 election includes the dimensions of human resource readiness, system or procedure readiness, and facilities and infrastructure readiness.

PROBLEMATIKA SDM PENGAWAS PEMILU DAN PENTINGNYA PENGAWAS PARTISIPATIF MENGHADAPI PEMILU SERENTAK TAHUN 2024

The incompatibility of the number of election supervisory personnel with a heavy workload is a human resource (HR) problem that must be addressed in the run-up to the 2024 General Elections and Simultaneous Elections. In addition, the room for evaluating the institutional governance of election organizers through the revision of the Election Law has been closed. This issue is certainly a challenge that Bawaslu must address by improving the quality of human resources and expanding the role of the community so that they are more actively participating in election supervision to create an honest, fair, and quality electoral process. Participatory supervision can be a solution to Bawaslu's problems related to the incompatibility of human resources in facing the 2024 General Elections and Simultaneous Elections.

ARTIFICIAL INTELLIGENCE AND ITS UTILIZATION IN HR AND BUSINESS ANALYTICS

Analytics have been employed by companies for several decades, but now many firms are interested in building their capabilities for artificial intelligence (AI) as well. Many AI systems, however, are based on statistics and other forms of analytics. Companies can get a “running start” on AI by building upon their analytical competencies. In the last few years, all companies have been interested in the analysis of data related to Human Resources and have focused on human capital, which is considered the major factor influencing the company’s development and all its activities at all levels of human resource policies. Data analysis (HR analytics) will significantly improve business profitability over the next years. We started with an extensive survey of different human resources problems and risks reported by HR specialists, then a comprehensive review of recent research efforts on computer science techniques proposed to solve these problems, and finally focused on suggested artificial intelligence methods. This review article will be an archive and a reference for computer scientists working on HR by summarizing the IT solutions already made in human resources for the period between 2008 and 2018. It aims to present the issues that HR researchers face and for which computer scientists seek solutions. It summarizes at the same time the recent and different methods, IT approaches, and tools already used by highlighting those using artificial intelligence. AI also provides the HR department with an opportunity to improve the candidate and employee experience by automating repetitive, lowvalue tasks and freeing up the time to focus on more strategic, creative work.

The great conundrum: Competency vs. passion in higher education as a profession

Higher education has a human resources problem. The root of that problem can be traced to the two types of employees commonly found in higher education departments.

The great conundrum: Competency vs. passion in higher education as a profession

Higher education has a human resources problem. The root of that problem can be traced to the two types of employees commonly found in higher education departments.

Efektivitas program cake kebun dalam rangka pencegahan stunting di Kecamatan Tellulimpoe.

This study to determine the effectiveness of the cake kebun program in the context of preventing stunting in Tellulimpoe District. This research is a qualitative descriptive study with the aim of describing or thoroughly describing the effectiveness of the cake kebun program in the context of preventing stunting in Tellulimpoe District. Data was collected through observation, interviews and documentation. This research was conducted with research informants: 1) Head of Lappae Health Center, 2)Cake Kebun Innovator 3) Kalobba Village Head 4)Cake Kebun Team 5) Stunting Parents of Toddler. The results of this study indicate that 4 (four) indicators of program effectiveness which are the focus of research on the cake kebun program in the context of stunting prevention are quite effective. However, in its implementation there are various obstacles such as the problem of human resources that are still lacking, people who do not understand the need to prevent stunting from an early age, there are still toddlers who do not like cake kebun and there are still people who have not succeeded in cultivating Moringa because it failed to grow. Efforts made to overcome these problems include continuous socialization and promotion of the cake kebun program. conduct cooking demonstrations to several Integrated Healthcare Centre officers who are expected to be resource persons, socialize the benefits of Moringa leaves so that people have awareness to cultivate Moringa plants and continue to formulate cake kebun with variants favored by toddlers.
 Keywords: Effectiveness, Cake kebun, Stunting
 

Optimalisasi Pelayanan Perencanaan Kapasitas Air Bersih di Perumda Air Minum Tirta Intan

Perumda Air Minum Tirta Intan as a public service provider company in meeting the needs of the community in Garut Regency carries out a production process according to the results of capacity planning that has been made, but the realization of the resulting product is not achieved and this is repeated every year. The purpose of the study was to determine the planning process for the company's clean water production capacity as well as the obstacles and problems that caused the production capacity not to be realized as an effort to optimize clean water services. The main theory is used in making the right decision by predicting the level of demand accurately, equating technological progress with sales volume, determining the optimum operational size, and building for change. Qualitative research methods and data collection techniques with literature studies and field studies are internships/observations, documents, and interviews conducted to the Production Sub-Section, Engineering Planning Sub-Section, Research and Development Sub-Section, and Subscription Relations Sub-Section. The results of the study indicate that the Perumda Water Drinking Tirta Intan is already quite good in terms of planning its production capacity, but there are still several aspects that need to be improved such as human resource problems, technical and non-technical leaks (illegal connections), infrastructure facilities that need to be updated, and anticipation of sources. new to meet the water needs of the community.