Termination Of Employment Research Articles

Pelatihan Kerja Berbasis Syariah untuk Atasi Pengangguran di Kebon Kopi Desa Puspanegara, Citeureup, Kabupaten Bogor

The background of this research is the impact of termination of employment which resulted in a large number of unemployment rates, especially in the kp kebon kopi area, is a difficult problem to solve. Therefore, preparing quality human resources is very important so that the only way to solve existing problems is by empowering people with improve the quality of human resources conducting job training in coffee plantations, namely humans are able to carry out all activities that have activities to provide services or work businesses that are effective and efficient etc. Limiting this problem is an effort to increase human resources to overcome unemployment through job training in an Islamic perspective. The formulation of this problem is how to increase human resources in order to overcome unemployment and how Islam views unemployment. The role of the environment in Kp Kebon Kopi and to find out how Islam views unemployment. Theoretically, this research can add knowledge and insight, especially regarding the Job Training program to increase human resources and reduce unemployment. In addition, this research can be used as reading material, references, and studies. Practically, it can provide quality input to the community and place of training in implementing job training. So that it can increase human resources and reduce unemployment in the Kp Kebon Kopi environment. This study uses a qualitative method. Data collection is done by the method of observation, interviews and documentation. Analysis of data by collecting data and presenting data. The results of the research at the job training site in Kebon Kopi are that in increasing human resources in order to overcome unemployment, there must be quality human resources provided for example by someone providing services or businesses that are effective and efficient, etc. The number of unemployment rates in Kp Kebon Kopi every year increases but with the job training program in the coffee plantation environment it shows a very petrified role with the achievement of an increase in the workforce but job training efforts in reducing the number of unemployment rates have not gone well, if the number of workers has increased every year, of course, the number of labor force should decrease and the unemployment rate will decrease every year. However, this is reversed, namely the number of labor and unemployment will both increase.
 Keywords: Islamic HRD, employment workshop, Bogor

ANALISI YURIDIS PEMUTUSAN HUBUNGAN KERJA (PHK) AKIBAT KESALAHAN BERAT (Studi kasus Putusan No No 1112 K/Pdt-Sus-PHI/2017 dan Putusan No 140 K/Pdt-Sus-PHI/2017)


 
 
 
 This study aims to analyze the implementation of Termination of Employment Due to Gross Errors after the application of Constitutional Court Decision No.012/PUU-I/2003 in Supreme Court Decision No. 112 K/Pdt-Sus-PHI/2017 and Decision No. 140 K/Pdt-Sus-PHI/2017. The research method used is a normative juridical research method, which is a study of a norm of legislation and legislation both historically, systematically, comparatively, synchronization, and on general legal principles. According to Constitutional Court Decision Number 012/PUU-I/2003 related to Termination of Employment due to gross errors is a decision that is not implemented due to the existence of Supreme Court Circular Letter Number 03 of 2015 concerning the Implementation of the Formulation of the Results of the Plenary Meeting of the Supreme Court Chamber in 2015 as a Guideline for the Implementation of Duties for the Court, dated December 29, 2015, letter B, item 2 of the Special Civil Code (e) that In the event of a layoff of a employees/worker for reasons of gross errors ex Article 158 of Law Number 13 of 2003 concerning Manpower (after the Constitutional Court Decision Number 012/PUU-I/2003, dated October 28, 2004), then the layoff can be carried out without having to wait for a criminal verdict of permanent legal force.
 
 
 

IMPACT COVID-19: INFLATION ON STAPLE FOOD, UNEMPLOYMENT, THEFT, MARIJUANA CASES IN JAYAPURA CITY IN 2020-2021

This study aims to investigate how the impact of COVID-19 to the inflation of staple foods, increasing in unemployment 2,956 people, theft 2,940 cases and marijuana 50 cases in Jayapura City in 2020. To analyze the problem in this study, Thomas R. Dye Policy Theory was used. Qualitative research method was used. Research location is in Jayapura city in 2020-2021. There are 20 respondents gathered in this study: 1 respondent of Head of Health Department of Jayapura city; 1 respondent of Head of Department of Industry, Trade, Cooperatives and SMEs of Jayapura city; 1 respondent of Head of Department of Labor of Jayapura city; 2 respondents of Head of Detective for Theft and Marijuana Cases; 5 respondents of private employees; 6 respondents of neighborhood chiefs and respected figures in society; and 4 respondents of high school students and university students. The data collected and analyze from interview, observation and documentation according to the reality. In Jayapura City in 2021, the impact of COVID-19 still increase, the rise of staple food, the number of unemployment to 12,788 people, theft cases to 3,920 cases and marijuana cases to 60 cases. The suggestions to Mayor of Jayapura City in 2022 are lower monthly and yearly tax for malls, shops, hotels, traditional markets, give the donations or helps entrepreneurs suffering financial problems, no termination of employees in private sectors, ease the approval of business license issues and also invite the big investor to come and open the new business in Jayapura City.

Analisis Hukum Bagi Pekerja Kontrak Yang Di Phk Sebelum Masa Kontrak Berakhir Menurut Undang-Undang Cipta Kerja

Abstract— The purpose of this study is to determine the legal protection of contract workers in Termination of Employment, to prevent arbitrary termination of employment and to analyze the rights of contract workers who have been subject to Termination of Employment (PHK). The method used in this study uses normative legal research. namely relying on secondary data as the main data source. The conclusion of the analysis of contract workers who are laid off during the contract period must be given their rights while working until the end of the contract, and contract workers can take legal action if their rights are not fulfilled by the employer.

An Ethical Anaylsis of the Arguments Both For and Against COVID-19 Vaccine Mandates for Healthcare Workers

BackgroundSince the development of the first U.S. Food and Drug Administration–approved vaccine for the prevention of serious disease and death associated with the SARS-CoV-2 virus, health care workers have been expected to comply with mandatory immunization requirements or face potential termination of employment and censure by their state medical boards. Although most accepted this mandate, there have been several who have felt this was an unnecessary intrusion and violation of their right to choose their own health care mitigation strategies, or an infringement on their autonomy and other civil liberties. Others have argued that being a health care professional places your duties above your own self-interests, so-called fiduciary duties. As a result of these duties, there is an expected obligation to do the best action to achieve the “most good” for society. A so-called “utilitarian argument.” DiscussionWe explore arguments both for and against these mandatory vaccine requirements and conclude using duty- and consequence-based moral reasoning to weigh the merits of each. ConclusionsAlthough arguments for and against vaccine mandates are compelling, it is the opinion of the Ethics Committee of the American Academy of Emergency Medicine that vaccine mandates for health care workers are ethically just and appropriate, and the benefit to society far outweighs the minor inconvenience to an individual's personal liberties.

Editors' Note

Jim Rodgers was a founding member, a former Vice President, President, and Executive Director of the National Association of Forensic Economics. Jim was also a recipient of the NAFE Past Presidents Award.Jim was a friend and supporter of the Journal of Forensic Economics. He was a member of the JFE Board of Editors and, along with Bob Male, was one of the original editors of papers that make up the JFE state paper series.In this issue, to honor Jim's memory, we are reprinting his 2002 paper on “Valuing Losses of Pension Benefits” In our opinion, this paper, along with his 2000 paper on “Estimating the Loss of Social Security Benefits,” is among the most important contributions that Jim made to forensic economic practice. In the paper reprinted here, Jim provides a typology of different types of retirement plans. He explains when it is appropriate and when it is not appropriate to use a simple percentage-of-earnings approach to estimate the value of lost pensions in personal injury, wrongful death, and employment termination litigation.Jim's paper on estimating the loss of Social Security benefits argues that the employer contribution to Social Security valued at either 6.2% or 7.65% of earnings is just plain wrong. Jim maintains that there is a weak connection between the percent of earnings contributed by employers and the actual value of the Social Security benefits received by workers. Because of this weak connection, Jim argues that damages experts should either ignore Social Security benefits or compute the present value of reduced Social Security benefits directly. On a more personal note, Steve Shapiro recalls one of his last telephone conversations with Jim. He complained about a damages report, which valued lost Social Security benefits at a fixed 6.2% of wages. Jim expressed frustration at forensic economists who did not want to read the body of relevant literature and instead took unwarranted shortcuts when preparing reports.In our next issue of the JFE, we anticipate including papers by Jack Ward and Steve Shapiro that they will be presenting at a special NAFE Session to honor Jim at the January 2023 Allied Social Sciences Associations Meeting in New Orleans.We remember Jim for his keen intellect, his ability to identify core issues in forensic economics problems, his affable sense of humor, his engaging Texas drawl, and his knack for making people feel welcome and at ease. He is missed.

Equal Legal Treatment for Employers and Employees from a Theological Perspective

One of the parties in industrial relations is employers and employees. Workers are frequently in a weak position as stakeholders. In truth, there is a legally binding relationship between employers and employees in the form of a work agreement, which necessitates approval prior to execution. The word "master" is frequently used in the Bible to describe the connection between employers and employees, while workers are referred to as "servants." It also clarifies the census fidei, or sense of faith, in regard to God's relationship with His church. These stakeholders have a tight bond, with the "master" being the party who performs the labor and the "servant" as the party who receives compensation for their efforts. It is a typical occurrence in today's world, particularly in business partnerships. Wages and termination of employment are generally the source of sensitive issues in the form of disputes between employers and employees. Employees should not be injured, according to the theory, because employers and employees have equal standing under the law. Employess are obligated to seek protection since they rely substantially on their salaries to support their basic requirements and those of their families.

Wanprestasi Perjanjian Kerja Waktu Tertentu Akibat Pandemi Covid-19

The purpose of this study will be to discuss the cancellation of a certain time work agreement due to covid-19 in terms of Law no. 13 of 2003 concerning Manpower and the legal consequences of canceling a certain time work agreement due to the covid-19 pandemic. The research method uses normative juridical research, where this type of research discusses doctrines or principles in legal science aimed at written regulations. The results showed that the cancellation of a certain time agreement as a result of the Covid-19 pandemic, including for reasons of termination of employment, seen from Law no. 13 of 2003 concerning Manpower Article 1 number (25) “Termination of employment is the termination of employment relations due to a certain matter which results in the termination of rights and obligations between workers or workers and employers. The reasons for termination of employment during the pandemic are of course various, but it cannot be denied that many entrepreneurs interpret the Covid-19 outbreak as a natural disaster as a force majeure reason for terminating workers to reduce losses due to the Covid-19 pandemic. 19. The legal consequences of canceling work agreements for a certain time during the Covid-19 pandemic, namely termination of employment by employers during the Covid-19 pandemic. The Covid-19 pandemic is used as an excuse for Force Majeure for employers to terminate employment. Force Majeure can legally be used as an excuse by business actors to lay off their workers, as has been explained in Article 164 Paragraph (1) of Law no. 13 of 2003 concerning Manpower.

Pola Pengembangan Program Pekarangan Pangan Lestari (P2l) pada KWT Pangan Sari di Dusun Cengkilung, Desa Peguyangan Kangin, Kecamatan Denpasar Utara, Kota Denpasar

The Covid-19 outbreak has a very complex impact regarding several aspects such as termination of employment (PHK) and also on the economy of people's households, and also greatly affects the food security of their households. Through the sustainable food yard program (P2L) it is hoped that it can maintain the food security of KWT members' households. This study aims to determine the pattern of developing household food security through the sustainable food yard program (P2L) in the Covid-19 Pandemic era and to find out the behavior of KWT members towards the P2L program. The research location is at KWT Pangan Sari in Penguyangan Village, North Denpasar District, Denpasar City. Respondents were determined by census as many as 25 people who are members of KWT Pangan Sari. Data collection with structured, in-depth interviews and documentation. Data analysis used descriptive qualitative and quantitative analysis.
 The results showed that the average age of the respondents was 46.68 years, and the average education was 10.2 years which was equivalent to high school. The behavior of members of KWT Pangan Sari towards the P2L Program is classified as moderate with the percentage of achieving a score of 77.52% which includes knowledge that is classified as high, attitudes and skills are classified as moderate. The pattern of utilization of the results of the P2L program for consumption is 29.73%, 62.26% is commercialized and 8% is socialized. The development pattern of the P2L Program in maintaining the sustainability of the P2L Program is characterized by the characteristics and behavior of KWT members who are classified as moderate towards the P2L program and the pattern of utilization of production products which is more dominant for commercial purposes so that it is very in line with the program target to increase the income and welfare of KWT members as the program target. It was concluded that the existence of the P2L program could maintain the food security of the KWT Pangan Sari household and the community in the research location.

STRATEGI DINAS TENAGA KERJA DALAM MENGURANGI ANGKA PENGANGGURAN DI MASA PANDEMI COVID-19

This study aims to examine and explain how the Department of Manpower's strategy is to reduce unemployment during the Covid-19 pandemic in Bekasi City. This research was motivated by the phenomenon of the spread of the Covid-19 pandemic which resulted in an increase in the open unemployment rate in Bekasi City. One of the causes is Termination of Employment (PHK) by the company. The research method used by researchers in this study is a qualitative research method with a descriptive approach. Data collection techniques used in this study were observation, in-depth interviews and documentation. The source of the data obtained came from 4 employee informants of the Bekasi City Manpower Office. The results of this study indicate that the strategy carried out by the Bekasi City Manpower Office in reducing unemployment during the Covid-19 pandemic is to provide job market information (job fairs) and hold job training programs, such as competency-based training, technology-based training and entrepreneurship training. The strategy implemented is good, but it is not effective enough to reduce the open unemployment rate in Bekasi City, because the open unemployment rate in Bekasi City is still increasing.

Workers’ Rights on Omnibus Law Seen from Islamic Perspective in The Context of Maqasid Syariah

This article discusses labor rights in the laws and regulations in Indonesia. In particular, regarding the rights of workers who are approaching retirement age. There are also laws that are the subject of discussion, namely Law Number 13 of 2013 concerning Manpower and Law Number 11 of 2020 (Omnibus Law). All of this is also discussed from an Islamic perspective. The focus is on the Maqasid Sharia concept, as an effort to protect religion, life, wealth/property, intellect/mind, and descendants or the next generation, from every individual on earth. Maqasid sharia always relies on the principles of justice and the welfare of the people. This study uses a qualitative method with a literature study approach. The results of this study indicate that there are a number of problems in the application of laws relating to employment in Indonesia. Especially, in the new law, namely, the 2020 Omnibus Law. The problems referred to include, among other things, the unclear working contract period, changes to the minimum wage provisions, complicated outsourcing rules, the concept of termination of employment, and ambiguous leave terms. The government must pay attention to these findings. Viewed from the perspective of Maqasid Syariah, the lack of clarity on the term of the employment contract, the provisions of the minimum wage, outsourcing, and termination of employment can be classified as endangering one's financial aspects (wealth). While the issue of leave often has a negative impact on a person's physical and mental health (life and mind). This study is expected to have theoretical benefits in the fields of employment, public policy, and Omnibus Law. There is also a practical benefit for readers is to open up insight about the problems around, in connection with the Omnibus Law. Keywords: Labor Rights, Public Policy, Maqasid Syariah, Omnibus Law

Force Majeure or Hardship Principle In Termination of Employment During The Covid-19 Pandemic

Introduction: The company often uses the spread of the Covid 19 virus in Indonesia in carrying out the Termination of Employment (PHK). Force Majeure is regulated by Article 164 of Law No. 13 of 2003 on Manpower but does not regulate epidemics or diseases as force majeure. Hardship itself is not regulated, and this doctrine is not yet known in Indonesia, as evidenced by the lack of contracts implementing the hardship clause.Purposes of the Research: The purpose of this study is to provide legal protection for employees who have experienced termination of employment due to the Covid-19 pandemic based on the principle of hardship.Methods of the Research: The research method used is normative juridical or doctrinal law research. It is research that uses the approach of legislation in the governance and legal values that live in society.Results of the Research: The results of this study include two things, namely the principle of force majeure or hardship in termination of employment, Companies that terminate employment should renegotiate by delaying work or known as the hardship principle. Using the force majeure principle causes workers to be unable to carry out their obligations, namely doing work. Based on the freedom of contract, the hardship principle principle clause can continue to carry out the agreement for workers affected by Covid-19. While the second is the legal consequences of the Covid-19 pandemic on work agreements, basically, in resolving the legal consequences caused by the Covid-19 pandemic, honesty from the parties is needed. This principle is known as good faith. It greatly determines the condition of the Covid-19 pandemic in the termination of employment by the company so that the parties can renegotiate their work agreement.

PEMUTUSAN KONTRAK KERJA AKIBAT PANDEMI COVID-19 DIHUBUNGKAN DENGAN PASAL 164 UNDANG-UNDANG NOMOR 13 TAHUN 2003 TENTANG KETENAGAKERJAAN

Everycitizen has the right to a decent job and livelihood for humanity, but the willingness of employment is so limited that not everyone gets the same luck in getting a job, especially in the field of formal work such as factory workers, office employees, people with professional work and others. With the Covid-19 pandemic in Indonesia, there are so many terminations carried out by employers, so that more and more citizens do not have jobs.
 This research uses a normative juridical approach andthe current research is descriptive analytical. Data collection is carried out through literature studies in order to obtain secondary data, both in the form of primary legal materials, secondary legal materials, and tertiary legal materials. The technical analysis used in this study is a qualitative analysis technique. 
 Based on the results of the study, it is known that termination of employment can be carried out if the company closes due to compelling circumstances caused by the spread of Covid-19, but fortermination of employment must be carried out inaccordancewith the provisions of Article 164 Undang-U ndang Number 13 of 2003 concerning K Employment, but if a company experiences difficulties that can have an effect on employment, then termination must be a last resort. Arbitrary layoffs of workers in any situation, including in the covid-19 pandemic situation, are basically not allowed and legal remedies that can be made in the settlement of industrial relations disputes include through bipartait settlements, mediation, conciliation, arbitration, and industrial relations courts.

Industrial Relations Mediator As an Effort to Settle Industrial Relations Disputes After the Covid-19 Pandemic

The COVID-19 pandemic had both positive and negative impacts on all areas of people’s lives. One of the negative impacts is the emergence of industrial relations disputes. Efforts to settle industrial relations dispute formally have been regulated in Law 2/2004. Industrial relations mediators have a vital role in resolving industrial relations disputes. This study aims to analyze the existence of industrial relations mediators in an effort to resolve these disputes. This research is a normative juridical approach to legislation and cases from the decision of the Industrial Relations Court at the Surabaya District Court number 111/Pdt-Sus PHI/2020/PN SBY. The results indicated that the existence of industrial relations mediators was strongly influenced by the quality of the substance of the legal product. The written recommendation of the Manpower Office of Probolinggo City Number 34/PHI/II/2022 has suggested that employers provide 3 months of severance pay to the workers. The labor relations mediator of Probolinggo city was not careful in categorizing the substance of the object of the dispute, namely the termination of employment because the company closed and suffered losses, in accordance with the provisions of article 164 paragraph (1) of the labor law.
 Keywords: written recommendation, mediator, industrial relation dispute

Legal Protection for Termination of Employment In the Era of Covid-19 Pandemic (Comparative Study of Islamic Law and Positive Law in Indonesia)

The purpose of this research is the legal protection for Termination of Employment in the era of the COVID-19 pandemic according to Islamic law and Indonesian positive law as well as the similarities and differences between the two. The research method used in this research is comparative descriptive, with a content analysis approach. This approach used an in-depth discussion of the contents of written information, systematically and objectively analyzed the facts, characteristics, and the relationship between existing elements or certain phenomena and can then be compared to theory. According to Islamic law, legal protection for workers against layoffs is part of the purpose of Islamic law. Namely to maintain life and property to achieve happiness in the world through a good and honorable life (hayyah thayyibah). Therefore, it must be carried out with principles such as human freedom, human dignity, justice, and anti-discrimination, as well as fair wages. In contrast, according to positive law, workers' legal protection for termination of employment can occur because the company is closed due to force majeure, and the entrepreneur is obliged to pay severance pay, long service pay and compensation rights pay that must be received by the worker. The difference is that Islamic law is not regulated in detail regarding the provision of severance pay, long service pay, and compensation rights pay that should be received as in positive law. However, in Islamic law, it is carried out following the agreement (akad) that has been made and agreed to. Therefore, there is no dispute due to injustice committed by one of the parties.Keywords: Legal Protection, Layoffs, Covid-19 Pandemic, Islamic Law, Positive Law

Labor Law Protection Due To Termination Of Employment Due To The Covid 19 Pandemic

At the beginning of the Covid-19 pandemic, the implementation of policies regarding large- scale social restrictions had a very significant impact on companies in North Sumatra. Sources of data used in this study are primary and secondary data. The data analysis method used in this study is descriptive qualitative. Based on the results of the study, the conclusion in this study is the regulation of termination of employment due to the covid-19 pandemic which is regulated in Law Number 11 of 2020 concerning job creation, namely by reason of efficiency because the first in the provisions of Article 154 a paragraph of the job creation law states that "the company performs efficiency, either followed by the closure of the company or not followed by the closure of the company due to the company experiencing losses". The collective agreement is the result of a final agreement that should not be contested in the future from both the workers and employers. Termination of employment due to COVID-19 in Indonesia, the average layoff is not because the company is closed or closed, but because of the implementation of Work from Home which is a recommendation from the government.

Workers’ Rights on Omnibus Law Seen from Islamic Perspective in The Context of Maqasid Syariah

This article discusses labor rights in the laws and regulations in Indonesia. In particular, regarding the rights of workers who are approaching retirement age. There are also laws that are the subject of discussion, namely Law Number 13 of 2013 concerning Manpower and Law Number 11 of 2020 (Omnibus Law). All of this is also discussed from an Islamic perspective. The focus is on the Maqasid Sharia concept, as an effort to protect religion, life, wealth/property, intellect/mind, and descendants or the next generation, from every individual on earth. Maqasid sharia always relies on the principles of justice and the welfare of the people. This study uses a qualitative method with a literature study approach. The results of this study indicate that there are a number of problems in the application of laws relating to employment in Indonesia. Especially, in the new law, namely, the 2020 Omnibus Law. The problems referred to include, among other things, the unclear working contract period, changes to the minimum wage provisions, complicated outsourcing rules, the concept of termination of employment, and ambiguous leave terms. The government must pay attention to these findings. Viewed from the perspective of Maqasid Syariah, the lack of clarity on the term of the employment contract, the provisions of the minimum wage, outsourcing, and termination of employment can be classified as endangering one's financial aspects (wealth). While the issue of leave often has a negative impact on a person's physical and mental health (life and mind). This study is expected to have theoretical benefits in the fields of employment, public policy, and Omnibus Law. There is also a practical benefit for readers is to open up insight about the problems around, in connection with the Omnibus Law. Keywords: Labor Rights, Public Policy, Maqasid Syariah, Omnibus Law  Â

ANALISIS TERHADAP HUBUNGAN INDUSTRIAL ATAS PEMUTUSAN HUBUNGAN KERJA SEPIHAK (Studi Putusan No. 248/pdt.sus-PHI/2019/PN.MDN)

The case of termination of employment is not a difficult case to find. One of the cases of Termination of Employment that occurred was the case of the Industrial Relations Dispute in the Medan District Court between the insurance company PT. Kresna Life Insurance against William Winata as the supervisory position holder, with decision number 248/Pdt.Sus- PHI/2019/PN. Mdn. On July 22, 2017 William Winata sent a letter addressed to PT. Kresna Life Insurance regarding the review of the contents of the mutation warrant which at the core of the application is willing to be transferred by asking for a mutation fee but does not receive a response and the Defendant's bipartite request is also ignored so that the bipartite is considered a failure, the mutation made by the Defendant is a fraudulent mutation that very forced to avoid obligations and responsibilities for employee rights due to changes in the Agency System. The purpose of this study is to find out the legal rules in Indonesia regarding unilateral termination of employment by the company, to determine the inhibiting factors for the implementation of the IRC decision, and to determine the legal analysis of the termination of employment by the company in the decision number 248/pdt.sus-PHI/ 2019/pn.mdn.The research conducted is normative legal research with a sociological juridical approach (empirical) which is taken from secondary data by processing data from primary legal materials, secondary legal materials and tertiary legal materials.Based on the research, it is understood that Decision Number 248/Pdt.Sus- PHI/2019/Pn.Mdn is a decision whose lawsuit value is below Rp.150,000,000 so that all charges for the case are borne by the government. The inhibiting factors for the implementation of the decision are generally due to the limited budget from the government to finance the execution and the uncertainty of the time period when the execution costs will be disbursed. In the decision of the Industrial Relations Court in the case of Termination of Employment (PHK) which orders employers to pay for the rights of workers who are laid off, such a decision can be executed or implemented because it is condemnatoir or punishment. There is a possibility that the entrepreneur will not implement the decision to pay for the rights of the worker/laborer. If theentrepreneur does not implement such a decision, the entrepreneur has committed an unlawful act.Keywords: Industrial Relations, Layoffs, Insurance Companies

Manajemen Perubahan untuk Mantan Karyawan: Evaluasi dan Penelitian atas Banyaknya Kegagalan dan Kendala dalam Menjalankan Bisnis Bagi Pemula: Episode 1. Bisnis Adalah Pelayanan dan Solusi Bagi Pelanggan (Konsep Pelayanan Pelanggan)

The most certain thing to happen is change. The passage of time shows the certainty of this change itself, as we have understood that periods of time change episodes need to be addressed properly so that the changes that occur have a beneficial impact. Change always brings uncertainty, but always has patterns that can be learned to reduce the risk of uncertainty itself. For example, during the last pandemic in 2020 - 2022 there were many changes in people's activity patterns which greatly affected work patterns including the emergence of the term "Work From Home" or WFH, and even more extreme changes due to termination of employment or layoffs that companies were forced to do because of changes business situation and condition. This is very important to observe and research, because the situation forces change and because of the responsibilities and demands for the high necessities of life, ideally ex- employees can get a new job in accordance with their field, but it often happens that it is not that easy to get a new job as desired by former employees. This article is an introduction for former employees who want or are forced to change professions as entrepreneurs in order to reduce the risk of failure in dealing with changes in activities and new situations and conditions. So in the full episode the author is also a former International Commercial Bank employee for almost 20 years, namely HSBC and CIMB Niaga. Evaluating and researching the many failures and obstacles in running a business for beginners. For former employees, there are opportunities or opportunities to become self-employed by utilizing available resources as initial capital to initiate changes in new activity patterns at work.. This is the Episode number 1 of total 10 episode. Business is service and solutions for customers (Customer service concept). The definition of customer service or customer service is a service provided by a company that has a duty as a means of consulting, problem solving and information center for each client/customer it has. In Indonesian, Service means service and customers are customers. According to KBBI, service means an effort to serve the needs of others by obtaining rewards.

STRATEGI PENINGKATAN PELAYANAN PUBLIK ANTARMODA TRANSPORTASI DENGAN KONSEP GOOD GOVERNANCE DALAM MENDUKUNG PROGRAM TOL LAUT

The concept of improving public services formulates problems from the quality of public services in supporting the Sea Toll, Factors that become obstacles and support the improvement of service quality, relevant strategies, which aim to Know the quality of public services in supporting the Sea Toll program, know the factors that are obstacles and supporters, as well as support government programs and formulate relevant strategies in improving the quality of services public intermodal transportation. Such a change in the attitude of the community can be seen by the large number of permit applications made by the community to do business or create new business opportunities, especially in terms of transportation. People's hopes to improve their welfare by opening business opportunities to sell indutsri products from 3tp areas (underdeveloped, remote, outermost, and border) are currently very large in the era of the global economic crisis with the rampant termination of employment carried out by large companies in the era of Covid-19. The population in this study is industry players in remote, outermost, underdeveloped, (3TP) regions, which are used using a qualitative approach where data collection techniques use observation techniques, literature studies and interviews ( interviews). The data analysis used is to use a form of qualitative descriptive method. The results of the observations obtained are the ability to implement public services in carrying out and serving to provide services to help the community as promised precisely and reliably and the reliability of employees in providing services is very helpful to the community in providing the services promised, accurate and in accordance with expectations.