Jurnal Manajemen SDM

Selasa, 27 Maret 2012

Meta-Analysis Deskriptif: Pengaruh Intellectual Capital Terhadap Kinerja Organisasi

oleh : Budi Prijanto

(Publikasi pada : Proceeding Seminar Nasional Akuntansi - Bisnis (SNAB) 2012, 27 Maret 2012, ISSN : 2252-3936)

ABSTRACT

This research is a descriptive meta-analysis, reviewing 15 studies, comprising 11 published studies and the rest have not or are not published. This paper is to analyze the topic of the influence of Intellectual Capital (IC) on organizational performance. Results review found that the model of analysis used in various studies consisted of 2, namely (1) model the influence of IC and or elements of IC on organizational performance and influence of IC elements, especially the influence of Human Capital (HC) on the Structural Capital (SC) and Capital Relational (RC). The majority, ie 73% of the 15 studies using model 1, and the rest using 2 models at once, namely models 1 and 2. The analysis technique used are mostly linear regression, both simple and multiple that is equal to 73% from 15 studies. Conclusion The results of the meta-analysis found that although the finding inconsistencies still occur, but most studies have concluded that the IC effect on organizational performance, the IC elements that affect organizational performance is the RC and the interactions among IC elements can be briefly described as follows: SC and RC influenced HC.

Keyword: Intellectual Capital, Human Capital, Structural Capital , Relational Capital and Organizational Performance

Pendahuluan

Pada era yang sangat kompetitif sekarang ini, daya saing organisasi tidak hanya terletak pada kepemilikan aktiva berwujud. Saat ini pelaku bisnis mulai menyadari bahwa organisasinya harus semakin menitik beratkan pada pengelolaan salah satu bentuk aset tak berwujud yang cukup penting yaitu: knowledge asset (aset pengetahuan). Pendekatan baru yang sering digunakan dalam penilaian dan pengukuran aset pengetahuan tersebut sering dikenal dengan istilah Intellectual Capital (IC). IC telah menjadi fokus perhatian dalam berbagai bidang, baik manajemen, teknologi informasi, sosiologi, maupun akuntansi (Guthrie dan Petty, 2000)[7]. Seperti halnya physical capital dan financial capital, IC adalah sumber daya perusahaan yang memegang peranan penting. Menurut Bontis (1998)[4] IC memang sulit dipahami, tetapi setelah ditemukan dan dieksploitasi, maka dapat memberikan basis sumber daya yang baru kepada organisasi untuk bersaing dan memenangkan kompetisi. Studi tentang hubungan antara ketiga elemen IC dan pengaruhnya terhadap kinerja organisasi telah banyak dilakukan. Makalah ini merupakan hasil meta-analysis atau kajian terhadap beberapa hasil penelitian mengenai hubungan IC dengan kinerja organisasi. Kajian ini dilakukan terhadap 15 penelitian yang telah dipublikasikan. Hasil meta-analysis ini akan diawali dengan . . . .. . . . . (baca_selengkapnya )

Artikel lengkap dikompilasi oleh/hubungi :
Kanaidi, SE., M.Si (Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management).
e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id

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Minggu, 22 Januari 2012

Excellence Customer Service TRAINING

http://www.slideshare.net/KenKanaidi/3-excellence-customer-service

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Kamis, 14 Juli 2011

PENGARUH PERILAKU KEPEMIMPINAN, KEMAMPUAN (ABILITY), DAN MOTIVASI BERPRESTASI TERHADAP KINERJA PEMASARAN ASURANSI JIWA

(STUDI KASUS DI PT INDOLIFE PENSIONTAMA)

Oleh : KADARWATI - 2010

Abstract
The study aims to find out the effect of leadership behavior, ability, and achievement motivation on salesperson's life insurance performance. A survey method was used with SEM applied in testing hypothesis.
The results suggested that leadership behavior, ability, and achievement motivation were important determinants of salesperson's life insurance performance.
Key words : leadership behavior, ability, and achievement motivation, salesperson, performance, life insurance.
.............(baca_selengkapnya )

Artikel lengkap dikompilasi oleh/hubungi :
Kanaidi, SE., M.Si (Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management). e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id

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Selasa, 31 Mei 2011

PERANCANGAN PENILAIAN KINERJA KARYAWAN BERDASARKAN KOMPETENSI SPENCER DENGAN METODE ANALYTICAL HIERARCHY PROCESS

(Studi Kasus di Sub Dinas Pengairan, Dinas Pekerjaan Umum, Kota Probolinggo)

oleh : Eko Nurmianto, Nurhadi Siswanto & Sanusi Sapuwan

Publikasi pada : JURNAL TEKNIK INDUSTRI VOL. 8, NO. 1, JUNI 2006: 40-53

ABSTRACT

In this research, Worker Performance Appraisal System has been conducted in the Public Worker Council Probolinggo. This research especially conducted in the Sub Public Worker for Low Level Workers, i.e. Contract Workers. So far incentive in this institution was not given based on their performance, but based on the community agreement. Therefore, the worker performance appraisal system was designed based on the competency, namely the Spencer competency. For that purpose the Spencer appraisal Dimension has been integrated to DP3 (Daftar Penilaian Pelaksanaan Pekerjaan) and to the Competencies for the Executive Leadership Development. The results on those criterias were processed using the Expert Choice Software. The weight for the managerial skill is 0.200 and for the technical one is 0.800. Type of managerial skill is indicated by the competency criteria, i.e, discipline, serving, achievement, proactive and commitment to organization. The weights of each criterion are 0.318, 0.289, 0.151, 0.140, 0.102, respectively. On the other hand, Technical skills indicated by competency criteria are leadership and cooperation. Their weights are 0.500, 0.500, respectively. It can be concluded that, the accurate incentive system is an insentive system, based on profit share. This share is given according to the performance appraisal of each worker.
Keywords: worker performance appraisal, competency, incentive, analytical hierarchy process

1. PENDAHULUAN

Kualitas Sumber Daya Manusia (SDM) merupakan salah satu faktor yang untuk meningkatkan produktivitas kinerja suatu organisasi atau instansi. Oleh karena itu, diperlukan Sumber Daya Manusia yang mempunyai kompetensi tinggi karena keahlian atau kompetensi akan dapat mendukung peningkatan prestasi kinerja karyawan. Selama ini banyak instansi . . . . . . . (baca_selengkapnya )

Artikel lengkap dikompilasi oleh/hubungi :
Kanaidi, SE., M.Si (Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management). e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id

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Faktor Penentu Employee Rentention

Oleh: Kountur, Ronny

Journal of Management and Business Review Vol. 4 No. 1 (Jan.2007), halaman 61-67.

The study was intended to find out what factors affecting employee retention (what make employee remain working in an organization) and how strong are their contribution toward employee retention. Employees were selected randomly from an organization. A questionnaire was designed with 90,29 percent reliability and distributed to the respondents. Factor analysis was used to identified the factors and their loading. Sevent factors were identified, those are : (1) superior support, (2) chance for self development, (3) challenging work; (4) interesting compesation, (5) good relationship among peers, (6) ability to do the job, and (7) sense of ownership.................(baca_selengkapnya)

Artikel lengkap dikompilasi oleh/hubungi :
Kanaidi, SE., M.Si (Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management). e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id

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Senin, 18 April 2011

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Jumat, 15 April 2011

Pengelolaan SDM dalam rangka Penerapan Good Corporate Governance

oleh : Pontas R. Siahaan

(Disajikan pada Workshop Good Corporate Governance bagi Pegawai Deputy Pengawasan Instansi Pemerintah di Bogor, Agustus 2004)

Corporate Governance adalah sistem tata kelola ysng didelenggarakan dengan mempertimbangkan semua faktor yang mempengaruhi proses institusional termasuk faktor-faktor yang berkaitan dengan fungsi regulator. Di Indonesia konsep G C G baru pada tahap pengenalan (setting), padahal GCG berhunbungan juga dengan fungsi monitoring atau implementasi secara terus menerus, apa yang harus diperbaiki terhadap setting yang telah dibuat, sehingga nantinya akan terbangun G C G yang sesuai dengan kondisi yang akan berdampak kepada penguatan kinerja. . . . . .
Karakteristik Corporate Governance disuatu negara dianalisis berdasarkan faktor-faktor lain. . . . . . (baca_selengkapnya)

Artikel lengkap dikompilasi oleh/hubungi :

Kanaidi, SE., M.Si

(Penulis, Peneliti, PeBisnis, Trainer dan Dosen Marketing Management)

e-mail ke : kana_ati@yahoo.com atau kanaidi@poltekpos.ac.id

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