Indonesia Conference Directory

Corresponding Author
Widayanti Ishak

Institutions
a) Postgraduate School, Universitas Airlangga
Jalan Airlangga 4 - 6, Surabaya 60115, Indonesia
*widayanti.ishak-2018[at]pasca.unair.ac.id
b) Faculty of Psychology, Universitas Airlangga
Jalan Airlangga 4 - 6, Surabaya 60115, Indonesia

Abstract
Tax audit is one part of the process of supervision of taxpayers according to the mandate of legislation. A tax auditor must have attitudes and behaviors that can support the professionalism of the examination. The purpose of this study is to determine the personality model and its development for tax auditor in supporting the professionalism of auditor as State Civil Apparatus. This study uses qualitative research methods to study the existing problems and work procedures for tax auditor. The informants in this study consisted of 6 Surabaya city tax auditors and 1 supervisor of tax auditors. Data collection techniques are carried out through interviews and observations. The results of the analysis show that the personality model needed by the tax auditor includes 1) openness, 2) persistence, 3) agreement, 4) extraction, 5) emotional stability. Whereas from the results of the research conducted, efforts to increase the ability of auditor to deal with taxpayers can be done by the existence of education and training for tax auditor to sharpen the ability of tax auditor in carrying out their duties.

Keywords
Traits; Tax; Surabaya; Audit; Auditor; Personality

Topic
Human Resource Development

Link: https://ifory.id/abstract/w8AX2DMtgeQb

Corresponding Author
Muhammad Tahajjudi Ghifary

Institutions
Postgraduate School Universitas Airlangga
Jl. Airlangga No. 4 -6 Surabaya
ghifary.one[at]gmail.com

Abstract
This study aims to test the influence dimensions of social capital on the performance of nurses in RSUD Dr. R. Soedarsono Pasuruan with nurse motivation as a mediator. Manifold quantitative research design, test certain theories by examining the relationship between variables, using a cross sectional study approach. The independent variable in this study is the social capital with the three dimensional ie structural dimension (X1), relational (X2) and cognitive (X3). While the dependent variable is the performance of nurses (Y). The intervening variable is the motivation of nurses (Z). The collected data is processed by descriptive and analytic. Quantitative data from questionnaires filled out by 198 respondents and were analyzed by using path analysis. The results of this study indicated that structural social capital on the performance of nurses in RSUD Dr. R. Soedarsono Pasuruan. While cognitive social capital does not affect the motivation of nurses. Of the three dimensions of social capital is only cognitive social capital nurses in RSUD Dr. R. Soedarsono that affect the performance of the nurse. Whereas relational structural social capital and social capital has no effect on the performance of nurses. As for the motivation of nurses in RSUD Dr. R. Soedarsono Pasuruan not affect the performance of nurses. A;though it is not too strong, the dimensions of social capital nurse in RSUD Dr. R. Soedarsono Pasuruan effect on the performance of nurses when mediated by nurse motivation.

Keywords
Social Capital; Motivation; Nurse Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/QXDBK8CydbY7

Corresponding Author
Dimas Agung Trisliatanto

Institutions
a) Doctoral Program of Human Resource Development. Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia
*dimas.agung.trisliatanto-2018[at]pasca.unair.ac.id
b) Department of Antrophology. Faculty of Social Science and Political Science. Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
c) Department of Antrophology. Faculty of Social Science and Political Science. Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Department of Occupational Health and Safety. Surabaya Shipbuilding State Polytechnic, Surabaya, Indonesia
e) Faculty of Law. Universitas Airlangga, Campus B. Jl. Dharmawangsa, Surabaya, Indonesia

Abstract
Water Supply Umbulan Project was a Drinking Water Supply System project which was a collaborative project between the government and business entities in managing a quality drinking water supply system for the people of East Java with a Transmission Pipeline Network system of 97.6 km and an Offtake System of 16 points approximately, which would be channeled to the Regency and City of Pasuruan, Sidoarjo Regency, Surabaya City, and Gresik Regency specifically. The Umbulan spring was located in Umbulan village, Winongan sub-district, Pasuruan district. Network analysis among stakeholders is useful for understanding relationships between stakeholders, to investigated factors that influenced in conflict and collaboration.The purpose of this study was to identifying and analyzing networks among stakeholders based on the identification and mapping of indicators, including: 1.) scale of understanding; 2.) source of information; 3.) position; 4.) stakeholder networking. This study used a qualitative approach with exploratory methods combined with meta-analysis identification design. The results of this study were based on indepth interview and focus group discussion in describing the determination of stakeholders which were divided into two, namely primary stakeholder and secondary stakeholder, and outline result of the indicators analysis on the stakeholder network of Umbulan Project Water Supply which then results of analysis on each of indicator, a stakeholder networking model was created.

Keywords
Stakeholder, Networking, Stakeholder Networking, Water Supply Umbulan Project

Topic
Human Resource Development

Link: https://ifory.id/abstract/2wDkjHWRfTxM

Corresponding Author
SAMSUL HIDAYAT

Institutions
a) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia
*samsul.hidayat.ss-2018[at]pasca.unair.ac.id,
b) Department of Sociology, Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
c) Department of Sociology, Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract
In facing the globalization flew of the Industrial Revolution 4.0, increasing human resources in various aspects played a very dominant role in government activities. The success or failure of the government in achieving the goals previously was determined dependent on the ability of employees to carried out the tasks assigned to them highly in order to encouraged progress for the government and how to made these employees had high productivity and superior competence. The purpose of this research was to finding out and analyzing competency development models for employees performance based on Ministrial Regulation on Empowerment of State Apparatus and Bureaucratic Reform Number 38 of 2017. This research used a qualitative approach combined with research and development design (R&D). This study concluded that the application of competency development models to improved employees- performance where the competency development model was based on the fact that an employee needed a range of knowledge, skills and abilities that developed so that they worked well in carrying out their duties and functions during their career based on a combination of 5 competency characteristics with 8 competency units based on Ministerial Regulation on State Apparatus Empowerment and Bureaucratic Reform Number 38 of 2017.

Keywords
Competency, Competency Development, Competency Development Model, Performance, Employee Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/TG87adqpHYDR

Corresponding Author
Gozali Gozali

Institutions
(a*) Doctor Candidate of Postgraduate School, Universitas Airlangga, Surabaya, Indonesia.
(b) Faculty of Economics & Business, Universitas Airlangga, Surabaya, Indonesia.
(c) Faculty of Social Political Sciences, Universitas Airlangga, Surabaya, Indonesia.

Abstract
The role of human in organization is very important. technological demands and business competition, then the competence of human resources in the organization should be optimized through competence-based training and employee development. This has an impact positive when competent human resources are able to bring their personal success on the increase organizational performance. Human development in the organization provides quality and capability work that will impact on improving organizational performance. PT.Pertamina Lubricant in order to welcome the Word Class Company - 2020 to prepare everything in particular the readiness of Human Resources to achieve this. Currently training Human resources to improve the competence of both internally and externally within the national scope and internationally has begun. Besides, certification of competence for the people personnel of PT.Pertamina Lubricant by the competent institution for works certain to gain recognition both nationally and internationally are followed. Condition this is all still in the process but the signs of improvement are increasingly visible. Process this is what we are studying today.

Keywords
Competence, Human Resource Development, Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/48xhwpKBqEme

Corresponding Author
Fitria Handayani

Institutions
(a) Post Graduate School, Universitas Airlangga
Jalan Airlangga No.4 – 6, Airlangga, Gubeng, Kota Surabaya, 60115 , Indonesia
Fitria.handayani-2018[at]pasca.unair.ac.id

(b) Faculty of Psychology, Universitas Airlangga
Jalan Airlangga No.4 – 6, Airlangga, Gubeng, Kota Surabaya, 60115 , Indonesia
suryanto[at]psikologi.unair.ac.id

Abstract
Abstract. Frontliner is one of the work units in banking. The position categorized as a frontliner are customer service and tellers. The task of frontliners in general are to help serve customers directly such as providing information and referral solutions if needed. As the front guard who represents the companys image, having "personality" is something that every frontliner must have in carrying out their duties and functions. This study aims to analyze how the development of smart personality models is right for a frontliner. This research method uses a descriptive qualitative approach with in-depth interview data collection. The data analysis technique uses thematic analysts according to the category of interview theme results. The results of the study show that the smart personality frontliner can be seen first from the way employees look, such as the use of makeup and the right uniform. The second has a good attitude in providing customer service such as friendly service and polite attitude towards customers. Third, frontliners must also be good at mastering their fields of work in order to avoid mistakes when serving customers. The results of this study can be applied in a frontliner work environment. Suggestions for companies, the development of smart personality employees can be optimized by providing regular training to employees.

Keywords
Smart Personality, Frontliner, Bank Appearance

Topic
Human Resource Development

Link: https://ifory.id/abstract/V2TxMYdHGqFe

Corresponding Author
Inessa Jasmine Imansari

Institutions
Magister Management, Faculty of Economic and Business, Universitas Indonesia.

Abstract
Purpose – The employment environment, nowadays, is becoming increasingly competitive. Organizations strive to be "a great place to work" by creating different competitive advantages that not easily imitated by competitors. The willingness of employees to remain in the organization must be increased as much as possible. In such competitive environment, employer branding is fast emerging as a long-term human resource (HR) strategy to attract and retain talented workforce. This study aims to investigate the effect of employer brand to employee retention with job satisfaction as mediating variable in Fleet Division Transportation and Logistics Company in Indonesia. In this study, researcher examines only the effect of employer branding to internal organization (impacts to Fleet Division-s existing employee), which the employer brand builds job satisfaction to indicate the employee retention. Design/methodology/approach – In this study, the data were collected by survey using questionnaires to 83 full time Fleet Division employee with at least 1 year experience in the company. This study use structural equation modelling-partial least square (SEM-PLS) to analyze the effect of employer branding on employee retention through mediating variables, job satisfaction using SmartPLS software provided by Herman O.A Wold. Findings – The result show that employer branding has influence on employee retention. This relationship is partially mediated by job satisfaction. Indirect effect of employer branding on retention through job satisfaction has a higher effect than direct effect of employer branding on retention.

Keywords
Quantitative, Employer Branding, Job Satisfaction, Retention, SEM-PLS, Indonesia

Topic
Human Resource Development

Link: https://ifory.id/abstract/TqvYUVGJwWr8

Corresponding Author
SAMSUL HIDAYAT

Institutions
a) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia
*samsul.hidayat.ss-2018[at]pasca.unair.ac.id
b) Department of Sociology, Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
c) Department of Sociology, Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract
The transformation of government organizations should be characterized by the development of visionary leadership transformation that was measured at various levels of leadership in government organizations, this was needed to ensure that every innovation developed could provide value-added service quality, harmonized the vision and internal environment which had balanced with the ability to responded to environmental changes external which moved quickly in this era of the Industrial Revolution 4.0 in the Regional Office II of the National Civil Service Agency of Indonesia. Another problem faced by the government bureaucracy was the low competence and leadership performance of the High Leadership Officers as much as 89.09% which had still not optimal. The purpose of this study was to analyzed and examined the effect of transformational leadership on employee performance through organizational citizenship behavior in the Regional Office II of the National Civil Service Agency of Indonesia for facing of the industrial revolution era 4.0. This study used a quantitative approach with a correlational explanatory method that aimed to analyzing the effect of the transformational leadership variables on employee performance through organizational citizenship behavior. The results of this study concluded that organizational citizenship behavior was an intervening variable on the effect of transformational leadership on employee performance in the Regional Office of the National Civil Service Agency of Indonesia for facing the era of Industrial Revolution 4.0.

Keywords
Industrial Revolution 4.0, Transformational Leadership, Employee Performance, Organizational Citizenship Behavior, Government Bureaucracy

Topic
Human Resource Development

Link: https://ifory.id/abstract/U6CNKquBtGfP

Corresponding Author
Wanda Gema Prasadio Akbar Hidayat

Institutions
a) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
*wanda.gema.prasidio-2018[at]pasca.unair.ac.id
b) Professor of Psychology and Industrial Organization. Faculty of Psychology, Universitas Airlangga, Jl. Airlangga, Surabaya, Indonesia
c) Professor of Sociology and Human Reasource Development. Faculty of Social Science and Political Science, Universitas Airlangga, Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract
The main problem of family companies were their ability to prepare and ensure competency, and succession leadership in family companies across generations. As the case with the Mandiri Sukses Utama Corporation, which developed successfully because of the education and guidance of the company owner that was given to his successors. These successors had been gotten higher education and performance developers are so significant and each successor has different competencies from each other. This was one of the factors of the companys succession for finding and digging the successors- competency. This study aimed to identifying and analyzing successors- competency factors so that they could be applied to the Mandiri Sukses Utama Corporation. This type of research was qualitative approached with design of case study. Conclusions from the results of this study indicated that successors competency had influenced by several factors in each phase of succession, including: 1.) Phase succession antecedents (organizational culture, ownership type, size); 2.) Fase candidate issue (characteristic issue, competency issue, and gender issue); 3.) Succession process (management, rules, and procedures of succession); 4.) Succession activities (family communication, meetings, discussions, sssessed activities and participant successors); 5.) outcomes desired (evaluation process and development program, employee turnover, and problem solving).

Keywords
Competency, Succession, Successor, Successor-s Competency, Family Company

Topic
Human Resource Development

Link: https://ifory.id/abstract/kPTzE8pW2QMd

Corresponding Author
May Moe Pwint Phyu

Institutions
a) Human Resource Development
Postgraduate School
Universitas Airlangga
Jl.Airlangga N0 4-6, Surabaya, Indonesia
*moepwint125[at]gmail.com

b) Human Resource Development
Postgraduate School
Universitas Airlangga
Jl.Airlangga N0 4-6, Surabaya, Indonesia
obednh843[at]gmail.com

c) Human Resource Development
Postgraduate School
Universitas Airlangga
Jl.Airlangga N0 4-6, Surabaya, Indonesia
yeniratihsuryandari[at]gmail.com

Abstract
Globalization is an overwhelming factor for bringing many changes in economic and social development across the world. Globalization brings positive economic reforms and other social development; it also makes changes in the culture and traditional market of the host communities. Both developed countries and developing are impacted by globalization and Myanmar is no exception. As a result of globalization, Myanmar experienced economic reform and encountered to global market. The Underdeveloped market of Myanmar attracts many investments and importers. This raised the question for the survival of traditional handicrafts whether they can withstand the influence of massive industrial products. The purpose of this paper is to investigate how globalization impacts traditional products- markets and discuss how to maintain sustainable development for traditional products, case of Pathein Umbrella industry. A qualitative descriptive approach was used in this research paper. This approach needs to be the design of the choice when a straight forward description of a phenomenon is desired. In this research paper, purposive sampling was used to select informants from Pathein Umbrella Industries in Myanmar. The research results show that Globalization has been impacting traditional products from production to final selling process, where the market was a little bit expanded to different cities of Myanmar and abroad, but there are still problems of production and promotion to increase the quantity sold out. Pathein Umbrella Industries need adaptation to globalization, support from government and effective marketing strategies to gain more market share in global market.

Keywords
Impact; Globalization; Traditional products, Pathein Umbrella

Topic
Human Resource Development

Link: https://ifory.id/abstract/JV7k8LEZA2qj

Corresponding Author
Imanuel Arifin Supriatna

Institutions
Magister Management, Universitas Indonesia, Jakarta, Indonesia

Abstract
Abstract Purpose – Banking is estimated to be one of the business sectors that will be affected by distruption in industry 4.0 era. Human resources will be replaced by Technology. Therefore, in order to survive, many banks in Indonesia specifically carry out a strategy to reduce employees. Bank Central Asia (BCA) as the largest private banking company in Indonesia does not carry out a similar strategy. On the contrary, until now the number of BCA-s employees continues growth. Market value of the company still continues to increase. Challenging conditions require leaders and employees to be changed. The slogan "Trend is your Friend" becomes the main tagline to make employees aware that change is not a burden but a culture and part of themselves. The purpose of this study was to see the effect of Transformational Leadership and Organizational Culture on Organizational Citizenship Behavior (OCB) of BCA-s employees spesifically in the Division of Electronic Operations Centers. This study also discusses the mediating role of Organizational Commitment in the relationship between Transformational Leadership and Organizational Culture on OCB. The results of this study is finding the success factor to improve employee-s OCB in order to make productivity above expectations. Design/Methodology/Approach - Measurement of data analysis using the SEM-PLS method to determine the contribution of the dimensions of Transformational Leadership and Organizational Culture to OCB and to see the impact of the intermediary variables of Organizational Commitment. Hypothesis is using quantitative data by distributing questionnaires to employees of the Electronic Operations Center Division who have been working more than one year. The Electronic Operations Center Division was chosen with the consideration of its function as a center of operational and development of technology-based services for BCA. The questionnaire was distributed to 238 permanent employees of the Electronic Operations Center Division and 155 questionnaires was received. Findings - Based on the results of data analysis using SMARTPLS 3.0 software, it is known that Transformational Leadership does not affect OCB, a strong Culture that will increase OCB employees. Indirect Impact of Culture through Organizational Commitment still has a significant positive effect on OCB. Research limitation/Implication – The research is limited to the Electronic Operations Center Division. It can illustrates the operational conditions of BCA but cannot describe the condition as a whole. It is difficult to get respondents beside needs complex procedures also because employees are spread throughout the country. Originality/Value – This research uses a complex model, which combines the influence of leadership, culture and commitment to OCB. And that is rarely done by other researchers in Indonesia.

Keywords
Quantitative, Transformational Leadership, Organizational Culture, Organizational Commitment, OCB, Banking.

Topic
Human Resource Development

Link: https://ifory.id/abstract/Y2x7WG4qrTve

Corresponding Author
TRI SETYO AJI

Institutions
a) Faculty of Economic and Business, Airlangga University, Surabaya, Indonesia
*triisetyoaji[at]gmail.com
b) Faculty of Economic and Business, Airlangga University, Surabaya, Indonesia
c) Faculty of Administrative Science, Brawijaya University, Malang, Indonesia

Abstract
The objective of research is to explain the influence of variables Understanding of Organization Culture, Work Motivation, and Work Ability on Employee-s Performance simultaneously and partially. Research type is explanatory research. The samples studied were 70 respondents with compositions made up of employees and agents of PT Asuransi Jiwasraya Branch Office Malang. Data analysis uses descriptive analysis and multiple linier regression analysis supported by SPSS for Windows ver 17.0. Based of the hypothesis testing result, it was found that variables Understanding of Organization Culture, Work Motivation, and Work Ability showed simultaneously and partially have a significant effect on Employee-s Performance. Based on those result of this research, it is suggested that the company be able to maintain and improve the Understanding of Organization Culture, because this variable have big contribution of Employee-s Performance. Therefore, it is supposed that this research have many positive contribution for PT Asuransi Jiwasraya Branch Office Malang and it can make improvement of Employee-s Performance significantly.

Keywords
Organization Culture; Motivation; Ability; Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/ncUJ7eavBkgD

Corresponding Author
aziz arzian syah

Institutions
(a) Master Islamic Economic Science, Faculty of Business, Universitas Airlangga Surabaya, Indonesia
*azizarziansyah[at]gmail.com
(b) Faculty of Business Universitas Airlangga, Surabaya, Indonesia

Abstract
The development of business in the era of globalization is leading to higher levels of competition, not least in the service sector. Companies need to empower human resources aimed at improving the performance of each individual and company performance will also increase. One of them through the implementation of reward and punishment. PT Telkom Indonesia Witel South Jatim Malang realized to maximize the performance of the employee, the company must implement a system of reward and punishment. Results of testing the hypothesis known Sig. F ≤ α (0,000 ≤ 0.05) showed no significant effect of variables simultaneously Reward Employees (X1) and Punishment Employees (X2) the Employee Performance (Y). It can also be known sig. t ≤ α (0,000 ≤ 0.05) showed no significant effect partially of variable Reward Employees (X1) and Punishment Employees (X2) the Employee Performance (Y). Adjusted R square of 0.574 or 57.4%. This means that the variable Reward Employees (X1) and Punishment Employees (X2) contributed to employee performance variable (Y) of 57.4%, while the remaining 42.6% variable Employee Performance (Y) will be influenced by other variables that not addressed in this study, the ability, motivation, training, and work environment. This suggests that significant performance improvement.

Keywords
Keywords: Reward, Punishment, and Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/dcFHe4ApmfKB

Corresponding Author
Ratna Devy Winayanti

Institutions
Magister Psikologi Profesi
Fakultas Psikologi
Universitas Airlangga

Abstract
The purpose of this study was to understand the influence of work engagement towards the caring performance of nurse. Caring is the essence of nursing, but nurses has not been able to carry out professional caring behavior to patient. Caring performance of nurse is specific behavior of the nursing profession, which is characterized by ten carative factors provided by nurses while providing services to patient. Work engagement is a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption. This study is quantitative research with work engagement as independent variable and caring performance of nurse as dependent variable. This study was conducted in 68 nurses currently work in Bali. Measuring instruments used in this study was UWES from Schaufelli, et.all (2003) which is translated into Bahasa for work engagement and caring performance of nurse scale from Istiqomah (2018) for caring performance of nurse. Data were processed using simple regression analysis. Result from the data analysis showed R square = 0.160 (p<0.005). Determination coefficient 0.160 indicates that the effective contribution of work engagement to the caring performance of nurse amounted to 16.0%. The conclusion of this study was that work engagement has influence caring performance of nurse in low category. Work engagement contributes to improving performance because individuals who have work engagement tend to experience positive emotions, experience better health, create their own jobs and personal resources, and transfer their attachments to others.

Keywords
caring performance of nurse, work engagement, nurse

Topic
Human Resource Development

Link: https://ifory.id/abstract/kKHEpgd79wje

Corresponding Author
Erwan Sri Purwaningtias

Institutions
Postgraduate School, Universitas Airlangga

Abstract
The millennial generation of Indonesia is an asset of the future of the nation. In the next five years, Millennial will dominate the workforce and other important sectors. Without a good understanding of the personality and needs of this generation, they can lose the best talents in the organization. The purpose of this research is to find out the personality characteristics of the millennial generation and to know how to handle their characteristics in order to explore and develop their talents. The study used a qualitative method of phenomenological approach, the process of determining informants based on purposive sampling technique, data collection through in-depth interviews, and analytical techniques using interaction models and continuously until information saturation was achieved. The results of this study indicated that the millennial generation is a generation that has its own uniqueness, they have high self-confidence, life-work balance and family oriented, be willing to work in team, a conducive work environment, and their desire to be understood and given the opportunity to develop themselves in order to optimize their talents.

Keywords
millennial generation, characteristics, personality, talents, uniqueness

Topic
Human Resource Development

Link: https://ifory.id/abstract/NLQdahUPm4xK

Corresponding Author
Ian Firstian Aldhi

Institutions
Student of Master Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
e-mail : ian.firstian.aldhi-2018[at]pasca.unair.ac.id

Abstract
Development activities and the rapid advancement of technology in the industrial revolution era 4.0 in various fields have and will continue to have positive impacts and negative impacts on the environment. Sahabat Bumi is an environment-based community / community organization with a diverse background of Sahabat Bumi members, including: entrepreneurs, civil servants, lecturers, teachers, company employees, and so on. The purpose of this study is to identify the characteristics of developing the personality of Sahabat Bumi members through community development activities. This study uses a qualitative approach with descriptive methods. The results of this study are expected to be useful for community development research.

Keywords
Personality, Personality Development, Community Development

Topic
Human Resource Development

Link: https://ifory.id/abstract/UECRmHGLdBfW

Corresponding Author
Ardhita Sudana Putera

Institutions
Program Studi Magister Sains Hukum dan Pembangunan Sekolah Pascasarjana Universitas Airlangga
Kampus B. Jl. Airlangga No. 4-6, Surabaya 60286, Telp. (031) 5041566 / Fax. (031)
*email : ardhita.sudana.putera-2018[at]pasca.unair.ac.id

Abstract
The President of the Republic of Indonesia is the holder of governmental power according to the UUD and according to Article 27 and Article 28D paragraph (3) of the 1945 UUD of the Republic of Indonesia states that every citizen has equal position in law and government and has the right to equal opportunity in government. Moving on from these provisions, every citizen has the right to run for President as long as they meet the requirements stated in the UUD and constitutions Number 7 of 2017 concerning General Elections. In the general election process to elect the president and vice president, performance and physical skills are often used as parameters in conducting campaigns, this is an effort to promote the self-image of the presidential candidate pair. With the campaign of presidential candidates promoting physical skills, this does not provide equal opportunities to presidential couples who have disabilities or persons with disabilities and are not in accordance with the rights of every citizen as stipulated in the 1945 UUD of the Republic of Indonesia. aims to analyze the opportunities of Indonesian citizens who have disabilities in the Indonesian presidential election process.

Keywords
Persons with Disabilities, Political Rights, General Elections, President, Legal Protection

Topic
Human Resource Development

Link: https://ifory.id/abstract/94uDq6yERth7

Corresponding Author
Koen irianto Uripan

Institutions
a) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
*koen.irianto-2017[at]pasca.unair.ac.id
b) Department of Sociology. Faculty of Social Science and Political Science, Universitas Airlangga, Jl. Dharmawangsa Dalam, Surabaya, Indonesia
c) Faculty of Psychology, Universitas Airlangga, Jl. Airlangga, Surabaya, Indonesia
d) Department of Public Administration. Faculty of Social Science and Political Science, Universitas Airlangga, Jl. Dharmawangsa Dalam, Surabaya, Indonesia
e) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract
The challenged of sanitation development in Indonesia was the socio-cultural problem and behavior of people who were used to defecating in vain places, especially to water bodies that were also used for washing, bathing, sanitation, and other hygienic needs. A global studied by WHO and UNICEF (2015) on sanitation facilities found that more than 2.4 billion people had not been accessed by sanitation facilities that met the requirements. The existence of latrines in Indonesia according to World Bank data in 2015 about 18% of Indonesias population did not have latrines. The national coverage for urban areas were 79% and for rural areas were 49%. Data on the progress of sanitation utilization of East Java in 2015 only reached 80.28%, until 2018 it would have reached until 88.26%. To overcome these problems, there were several alternative policies that could be applied, one of which was community empowerment in improving hygiene behavior and improvement in sanitation used. The purpose of this study was to analyzing the role and existance of safe latrine sociopreneur to building community development in East Java Province based on case studies. Judging from the type of data the research approach used in this study was a qualitative approach with a case study method. This study concluded that the process of implementing community empowerment programs carried out by safe latrine sociopreneur in order to improved health and ease of accessed to sanitation in the East Java province in accordanced with the implementation instructions and technical instructions through 5 community empowerment strategies, namely: enabling, strengthening, protection, support and maintenance.

Keywords
Sanitation; Safe Latrine; Sociopreneur; Sociopreneurship; Community Development

Topic
Human Resource Development

Link: https://ifory.id/abstract/qw4jzcuDKpmE

Corresponding Author
Wanda Gema Prasadio Akbar Hidayat

Institutions
a) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
*wanda.gema.prasidio-2018[at]pasca.unair.ac.id
b) Professor of Psychology and Industrial Organization. Faculty of Psychology, Universitas Airlangga, Jl. Airlangga, Surabaya, Indonesia
c) Professor of Sociology and Human Resource Development. Faculty of Social Science and Political Science, Universitas Airlangga, Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Doctor Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract
Employee development related to job productivity was very necessary in a company organization, because the existence of the program could helped to improving employee competency. The importance of education and training based on competency would enhanced the ability and build character of the human resources concerned. Referring to this, Human Resource Management Universal Corporation were established company in 2009 and engaged in consulting services related to training and human resource development and had 64 trainers of national and international certified and was trained in providing training and consulting to client. This study aimed to analyzing the effect of training and development system toward productivity jobs through competency on trainers in the Human Resource Management Universal Corporation. The type of this study was an explanatory survey type with used the path analysis method. Based on the results of the study it can be concluded several things, including: 1.) The effect of training and development system toward competency was significant with value of 0,503; 2.) The effect of training and development system toward job productivity was significant with value of 0,426; 3.) The effect of competency toward job productivity was significant with value of 0,495; 4.) The effect of training and development system toward job productivity through competency was significant with value of 0,248.

Keywords
Competency, Training and Development, Training and Development System, Job Productivity, Human Resource Management

Topic
Human Resource Development

Link: https://ifory.id/abstract/cNePp4m3HqJk

Corresponding Author
Obed NAHAYO

Institutions
Human Resource Development
Sekolah Pascasarjana
Universitas Airlangga
Jl. Airlangga 4-6 Airlangga
Surabaya 60286, Indonesia
obednh843[at]gmail.com

Abstract
In this fast-paced changing and competitive era, every corner of workplaces expects employees to be gifted in performing complex undertakings in a proficient, cost-effective, and safe manner. Training is required when employees- actual performance is lower than expected or standard performance. Training and development is a discipline concerned with organizational daily life aimed at boosting the performance of individuals and groups in an organizational setting. Some organizations ignore training and development after comparing with its costs, which ends up bearing poor performance of their employees and the organizations as well. The purpose of this qualitative research paper was to show how crucial is training and development for individual and organizational performance for current and future outstanding. Purposive sampling technique was used to select informants in this research. Through training and development, employees get a competitive advantage to effectively perform their jobs, motivation, self-confidence, and self-growth which enhances individual and organizational development. Without training programs, employees will perform inadequately, resulting in decline of productivity, high labor turnover and poor performance abruptly. Training and development programs should be put under consideration by every organization in their plans to enhance the development of human resources.

Keywords
Training; Development; Quality; Individual Performance; Organizational Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/3JCr7DxEGX4n

Corresponding Author
James Kalimanzila Matemani

Institutions
1. Faculty of Post graduate studies
Kampus B UNAIR - Jl. Airlangga 4-6, Surabaya – 60286
Telp. (031) 5041566, 5041536
Fax. (031) 5029856
Email : adm[at]pasca.unair.ac.id
2. university of Airlangga- Surabaya

Abstract
Background: In February, 2017 the government of Tanzania shifted from the former capital City named Dar-es-Salaam to a new capital City named Dodoma. Shifting to the new capital city was a long plan which established by the former president Mwl Julius Nyerere after Independent. In order to plan and construct a new sustainable city some workers were trained by the government but most of them decided to find new jobs after trainings due to poor facilities, lack of trust, lack of recognition, low salary and lack of motivation from the government, therefor the government must retain qualified and trained workers who can bring positive impact and plan well their Cities and bring sustainable development. Human Recourses are engine in sustainability of any City, therefor they need to be trained by updating and increasing their skills and knowledge in order to undergo with any new change particularly in this innovative and globalized world. Method: This research have used both qualitative and quantitative methods in collecting data such as reading different books, articles and publication, internet material. Hypotheses have used also to test the variables and to analyses the scope of the problem. Results: In this research, I found that many government organization provide training to their employees compared to private organization but in another side government organization fails to retain those trained employees while private organization have a good history on retaining their employees after trainings for organization benefits. Likewise, promotion, motivated salary, trust and recognition are the key tools in retaining employees. Therefor government institution needs to change their model and outlook in order to retain trained employees because they use money for training, therefor the organization must see their inputs and contributions in the organization. Conclusion: This study demonstrates and realize the important of training and employees retention for cities development and sustainability competition. In order to have qualified and innovative employees the organization needs to trains them, but it is not enough they must be retained for organization future potential by providing basic aspect and helping them to reach their dreams and expectation, this should be done through: - promotion, increase of salary, recognition, trust, and making them as part of that organization, these are tools of employees retention. Most of organization fails to handle their employees after giving them training because they don-t treat fairly and recognize their acquired skills. Currently the world needs educated and skilled person particularly in this innovative and globalized era, therefor skilled employees use that gap to find new paid and good opportunities.

Keywords
Training, Employee retention, sustainable development, Dodoma, capital city.

Topic
Human Resource Development

Link: https://ifory.id/abstract/z29KcqVjxXhB

Corresponding Author
James Kalimanzila Matemani

Institutions
1. Faculty of Post graduate studies
Kampus B UNAIR - Jl. Airlangga 4-6, Surabaya – 60286
Telp. (031) 5041566, 5041536
Fax. (031) 5029856
Email : adm[at]pasca.unair.ac.id
2. University of Airlangga, 206-208 Amerta Bld. 2nd Floor, Kantor Manajemen Universitas Airlangga Kampus C Mulyorejo Surabaya 60115

Abstract
Background: Human Recourses are engine in an organization life and existence, therefor they need to be trained by updating and increasing their skills and knowledge in order to undergo with any new change particularly in this innovative and globalized world, skilled and trained Human Recourse have changed to become very potential assert, therefor they can get new opportunity in any place around the world. Regardless of the benefits of having trained employees most of organization have failed to retain them due to poor motivation, low salary, no recognition and lack of trust, this happens mostly in government institution, this study have provided some ways on how to retain trained employees. Method: This research have used both qualitative and quantitative methods in collecting data such as reading different books, articles and publication, internet material. Hypotheses have used also to test the variables and to analyses the scope of the problem. Results: In this research, I found that many government organization provide training to their employees compared to private organization but in another side government organization fails to retain those trained employees while private organization have a good history on retaining their employees after trainings for organization benefits. Likewise, promotion, motivated salary, trust and recognition are the key tools in retaining employees. Therefor government institution needs to change their model and outlook in order to retain trained employees because they use money for training, therefor the organization must see their inputs and contributions in the organization. Conclusion: This study demonstrates and realize the important of training and employees retention for organization benefits and consistence market competition. In order to have qualified and innovative employees the organization needs to trains them, but it is not enough they must be retained for organization future potential by providing basic aspect and helping them to reach their dreams and expectation, this should be done through: - promotion, increase of salary, recognition, trust, and making them as part of that organization, these are tools of employees retention. Most of organization fails to handle their employees after giving them training because they don-t treat fairly and recognize their acquired skills. Currently the world needs educated and skilled person particularly in this innovative and globalized era, therefor skilled employees use that gap to find new paid and good opportunities.

Keywords
Training, Employee retention, globalization, world opportunities.

Topic
Human Resource Development

Link: https://ifory.id/abstract/keamgwYChUWr

Corresponding Author
Dimas Agung Trisliatanto

Institutions
a) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia
*dimas.agung.trisliatanto-2018[at]pasca.unair.ac.id
b)Faculty of Economy and Business Universitas Airlangga, Campus B. Jl. Airlangga No. 4, Surabaya, Indonesia
c) Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
e-mail: 3falih.suaedi[at]fisip.unair.ac.id
d) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia
e)Bachelor Study Program of Library and Information Science. Faculty of Social Science and Political Science. Universitas Airlangga. Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia

Abstract
Boma Bisma Indra Corporation was a state-owned company engaged in machinery, manufacturing, foundry, fabrication services, construction of sugar mills and palm oil mills, balance of plants in Steam Power Plants and several EPC projects (Engineering, Procurement, and Construction). In the Production and Service Management, there were quite a number of employees so that job satisfaction and job motivation provided by the company could affected the job productivity of employees who could make vision and mission of Boma Bisma Indra Corporation could have implemented through job capability optimally. The problems could be seen from the fluctuations in the percentage of target and achievement of production, employees- key performance indicators that had fluctuated, the employees- turnover that had occurred over the past 5 years, and the presentation of employee attendance and absenteeism were volatiling fairly. The purpose of this study was to finding out and analysing affected test about upgrading job productivity through job satisfaction and job motivaton with job capability of employee in Production and Service Management of Boma Bisma Indra Corporation. The result of this study showed that job capability was a variable that mediates the effects of job satisfaction and job motivation to upgrading job productivity of employee in Production and Service Management of Boma Bisma Indra Corporation.

Keywords
Job Productivity, Job Satisfaction, Job Motivation, Job Capability, Employee

Topic
Human Resource Development

Link: https://ifory.id/abstract/mKVQatcrfADL