Anggraini Sukmawati | Bogor Agricultural University, Indonesia (original) (raw)

Papers by Anggraini Sukmawati

Jurnal Aplikasi Manajemen, 2023

The digital era is an era that cannot be avoided anymore. This era is characterized by the develo... more The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of infor- mation. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR man- agement, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital liter- acy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership. The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

Keywords: Digital Culture Digital Leadership, Digital Literacy, SEM-PLS, Talent Management

Jurnal Manajemen & Agribisnis, 2023

Many new positions in palm oil plantations and mills are for casual laborers who are particularly... more Many new positions in palm oil plantations and mills are for casual laborers who are particularly vulnerable to poor earnings, lack of social security, and limited legal support. This study purpose is to identify the alternative strategy that can be taken by BPJS Ketenagakerjaan to increase the number of casual laborers in oil palm plantations who enroll in the labor social security program. Purposive sampling is utilized to collect primary data for this study. Respondents are interviewed and given paper-based questionnaires. The respondents are five experts involved in BPJS Ketenagakerjaan's planning and strategy decision-making processes,

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi, 2023

Talent management has been widely discussed since the introduction of The War for Talent. This st... more Talent management has been widely discussed since the introduction of The War for Talent. This study aims to analyze factors that influence the successful implementation of talent management in the Ministry of Finance and analyze employee perceptions and priorities for talent management development. The population in this study included 80,996 employees of the Ministry of Finance, with a total sample of 408 people. The research employed a descriptive approach and Importance Performance Analysis (IPA). The results indicate that organizations need to motivate and facilitate employees to adapt to organizational developments, provide equal opportunities for growth for all employees, develop the competence of the HR Department to handle talent management challenges and provide a comprehensive repository of talent management information. Meanwhile, the performance indicator that needs to be improved is providing equal opportunities for development for all employees.

Keywords: career development, human resources planning, public organization, success factors, talent management

Jurnal Aplikasi Manajemen dan Bisnis, 2023

The era of globalization presents several challenges related to human resource management. Every ... more The era of globalization presents several challenges related to human resource management. Every organization is appropriate to have qualified and highly competitive human resources to compete during dynamic changes. Employees as individuals and groups in an organization certainly have unique differences in personality. Employee performance can acquire optimal if they are experts in their fields and are established with a valuable organizational culture. Therefore, its purpose is to analyze the influence of competence, leadership, and organization culture on human resource performance and identify individual characteristics and factors that support employees. This research's location was at a non-profit organization, Ittihadul Islamiyah Welfare Charity Foundation (Ya BAKII), Cilacap district. The research data was obtained through filling out online questionnaires by 38 employees. Then it processed using Smart PLS tools for structural equation modelling (SEM) analysis. The results of the SEM-PLS test analysis prove that competence has a significant positive effect on performance, with the dominant indicator being professional competence. Organizational culture has a positive and well built relationship with improving employee performance, with innovation as the most authoritative indicator. Leadership can influence organizational culture positively and firmly as leadership has no significant effect on employee performance. Professional competence is the dominant sub-variable from the influence of competence on HR performance. While the leadership process in organizational culture can be developed through the application of relationship orientation by controlling employees. Organizational culture on HR performance can be improved through the application of innovation.

Qualitative and Quantitative Research Review, 2022

Background: The current study seeks to offer a key strategy shift in attaining higher education p... more Background: The current study seeks to offer a key strategy shift in attaining higher education performance, based on higher education's resource-based perspective. The processing technique used to determine the strategy is the fuzzy Analytical Hierarchy Process (FAHP).
Objectives: This study intends to develop alternate priority methods for improving private higher education performance. This article discusses the benefits of breaking down a complex unstructured situation in Indonesian higher education into several components in a hierarchical arrangement by assigning a subjective value to each variable's relative importance and determining which variable has the highest priority to find solutions.
Methods: The Fuzzy AHP Method's decision-making steps are used to define the problem and decide on the intended solution. Create a hierarchical structure and each level of the assembled hierarchy is given weight by generating a pairwise comparisons matrix, which indicates the relative contribution or impact of one element over another. After determining the scale, the next step is data entry by entering the numbers obtained from filling out questionnaires by experts.
Result: This research was conducted in private higher education in Indonesia by conducting focus group discussions and in-depth interviews with several experts. The results show that the most dominant factor in improving performance is strategic planning, and the actor is the university leader. The following finding is that the availability of graduates ready to enter the job market is the main objective to improve higher education performance. The prior alternative strategy to recommend is by improving human resource competencies through talent management. The results of this study are presented and discussed, and the results of this study can be helpful for universities in similar developing countries.
Results: The main factor that can support achieving these goals is the strategic plan, the actors are the university leaders, the objectives that should meet is the availability of graduates who are ready to enter the job market and the alternative strategies is alternative strategy is the improvement of human resource competencies through talent management.
Conclusion: Private universities should make priority strategies in higher education for components of factors, actor, objectives, and alternative strategies that improve performance. Thus, it also clarifies the role of talent management which leads to increased higher education performance.

Jurnal Aplikasi Manajemen dan Bisnis, 2022

This study analyzes the perspective of employees who consider the implementation of rotation and ... more This study analyzes the perspective of employees who consider the implementation of rotation and transfer as a disciplinary action in relation to the formation of perceived organizational support which is influenced by commitment and fairness to the organization and recommends a digital approach as a solution to address the issue. Data is collected through quantitative surveys from 4.523 employees at several offices of the Employees Social Security Sistem (BPJS Ketenagakerjaan). Organizational support is related to organizational justice and organizational commitment as the determining factors of employee acceptance of the implementation of job rotation and transfer. It resulted in different perceptions from the initial goals of job rotation and job transfer. The study suggests system digitalization in the implementation of leadership in the organization to address the issues in a broad reach.

Keywords: job rotation and transfer, perceived organizational support, digital leadership, organizational commitment, organizational justice

Binus Business Review, 2022

Organizational culture can be interpreted as an accumulation of basic assumptions, practices, pri... more Organizational culture can be interpreted as an accumulation of basic assumptions, practices, principles, beliefs, norms, and values that govern a person's behavior and action in an organization. Microfinance Institutions (MFIs) in Indonesia are growing very fast which is not accompanied by availability of sufficient competent human resources in this financial industry. This condition has caused employee turnover which tends to increase in the last three years. The research aimed to analyze the organizational culture designed by the company manager compared to the organizational culture according to employee perception and the effect of organizational culture and Human Resources Management (HRM) Practices run by the company on employee turnover intention. The research was a case study in PT DMS, one of MFIs in Indonesia. Primary data were collected from 249 respondents using the census method as a sampling technique. Then, the analysis of organizational culture using the Organizational Culture Assessment Instrument (OCAI) analysis showed that the culture that could be applied was the type of clan. The Structural Equation Model (SEM) analysis shows that organizational culture positively affects satisfaction with the implementation of HRM practices. However, organizational culture has a negative impact on turnover intention. Then, satisfaction with implementing HRM practices has a significant and negative effect on turnover intention. It can be concluded that to decrease turnover intention, companies need to increase employee satisfaction with the implementation of organizational culture and HRM practice, such as creating employee development program.

Keywords: organizational culture, Human Resources Management (HRM), turnover intention, microfinance company

Frontiers in Education, 2022

Talent management is considered a new organizational priority in managing people that both academ... more Talent management is considered a new organizational priority in managing people that both academicians and practitioners discuss. The purpose of this research was to examine the role of talent management (TM), knowledge management (KM), university transformation (UT), and academic climate (AC) in increasing the performance of private higher education institutions (PHEIs). This research applied a quantitative approach by collecting data from 382 lecturers who worked at various private universities in Indonesia. Online questionnaires were used to collect the data using a stratified random sampling method. Then these data were analyzed using Structural Equation Modeling–Partial Least Square. The findings indicated that systematic application of talent management and knowledge management, university transformation, and academic climate in PHEIs improves organizational performance. Developing a plan to transform their talent and the business process is the key to emphasizing its importance in shaping the character and quality of PHEIs. The practical implication, PHEIs must offer a conducive academic climate for talented lecturers. The study offers a value-add to the resource-based view theory, managing talent and knowledge as essential resources for organizational transformation to maximize organizational performance.

Keywords: academic climate, human resource management, higher education performance, knowledge management, talent management, university transformation, strategic management

Jurnal Aplikasi Manajemen dan Bisnis, 2022

The establishment of the Goods/Services Procurement Unit (UKPBJ) is part of the program to increa... more The establishment of the Goods/Services Procurement Unit (UKPBJ) is part of the program to increase the Procurement of Goods/Services as an indicator of an efficient and corruption-free Government procurement system. The changes are expected to be implemented in the form of a permanent and structural organization based on the Capability Maturity Model (CMM) theory. The purpose of this study is to build a conceptual model of change management to increase the UKPBJ Maturity Level. This research uses a combination research method approach (mixed methods research) and the analysis of the data used in this study is Logical Framework Analysis (LFA). To manage organizational change, a recommended conceptual model of organizational change is needed, namely the Strategic Model Change Management. Where external and internal influences of the organization are input into changes driven by leadership, culture, and human resources factors. Through the UKPBJ Strategic Model Change Management, change strategies can be managed to increase UKPBJ maturity. Variables that influence the success of UKPBJ organizational maturity include organizational variables, human resources, business processes and information systems.

Jurnal Manajemen & Agribisnis, 2022

This study aims to identify the level of difference between the required competency values and th... more This study aims to identify the level of difference between the required competency values and the current competency values for plantation managers and determine the priority criteria for the competency of oil palm plantation managers according to the needs of Industry 4.0. The research method used paired sample z test and Analytical Hierarchy Process (AHP). Paired sample z test to determine the significance of the independent variable and the dependent variable. The results using the paired sample z test, that the current average value for soft competency is lower than the required value. Hence, the current average value for soft competency needs to be increased. The results using AHP obtained the priority from the criteria elements, namely social skills, then cognitive abilities, and system skills. Each of the priority elements of the criteria for social skills, cognitive abilities, and systems skills consists of training and coaching employees, responsibilities as well as judgment and decision making. Industry 4.0's approach to social skills resulted in long-distance communication by implementing digitalization. The implementation of cognitive factors as knowledge can encourage innovation and creativity. While system skills, facilitate the process of repetitive activities become quickly done so as to save time.

Media Peternakan, 2010

The study on population dynamic of Etawah crossed goats was carried out in Hegarmanah Village, Su... more The study on population dynamic of Etawah crossed goats was carried out in Hegarmanah Village, Sukabumi, West Java. Thirty famers were reviewed and their animals consisted of 52 adult does, 10 adult bucks, 21 young does, 24 young bucks and 58 kids (31 males, 27 females), were studied. Goats were housed continuously. The result showed that the average age of weaning was 5,22 months and weaning weight was 17,63 kg. The age of first matings were 9,83 month for bucks and 7,50 months for does. First kidding was 12,52 months of age and dry period was 5,20 months. Prolificacy was 1,83 kids per does. Litter size was 29,78% singles, 61,70% twins, 4,26% triplets and 4,20% quadruplets. Kidding intervals were 10,20 months. Kid mortality was 9,30%. The population increased 53,70% during six years. Key words: Etawah crossbreed goats, dynamic population, reproduction

Media Peternakan, 2007

The study was conducted to determine the critical component of a Total Quality Management (TQM) P... more The study was conducted to determine the critical component of a Total Quality Management (TQM) Program. The objectives of this research were: (1) identifying the problems of TQM implementation and, (2) analyzing of TQM performace in PT Madu Pramuka. Data were collected from PT Madu Pramuka through an expert survey instrument. Data analysis was done through Analytical Hierarchy Process (AHP). Results of this study indicated that the most important problem was the quality of raw material (honey) which were still under the standard. This is due to limited honey quality control tools. The TQM performance was not satisfying because it was only storage and packaging division used standard as the critical component of TQM.

Pengembangan model Fuzzy berlian keunggulan kompetitif pada indrustri penggolaha susu di Indonesia

Russian Journal of Agricultural and Socio-Economic Sciences, 2018

Generational differences is an issue that has not been widely studied in Indonesia. Data from BPS... more Generational differences is an issue that has not been widely studied in Indonesia. Data from BPS (statistics indonesia) showed that Generation Y will be leading work force in the next few years. Generation Y has different characteristic, work value, behaviour from former generations. The aim of this study to analyze personal value and work motivation on employee engagement in Generation Y. The study was conducted by online survey in Indonesia. The data of this study was collected through a questionnaire to 351 respondents of Generation Y. Structural Equation Modeling results showed that there is significant differences between personal value and work motivation, personal value and employee engagement, work motivation and employee engagement. The results showed employee engagement on Generation Y can be increased by increasing work motivation and personal value. KEY WORDS Personal value, work motivation, generations, employee engagement. In an organization the role of human resources is very important. Human Capital is one of the most important elements of a company's intangible assets (Baron et al. 2013). Employee engagement is a positive condition, fulfillment, and mental activity with courage characteristics (full of energy), dedication, and absorption (Schaufeli & Bakker 2004). Employees, who are engaged, will be encouraged to do challenging goals. They have a desire for success and personal commitment to achieve that goal. Not only enterprising but also enthusiastic to use the energy that they have to work. According to Ayu (2015) stated that personal resources is a variable that affects employee engagement. Personal resources are individual aspects that generally relate to the resilience and success of individuals to control the impact of the work environment (Hobfoll et al. 2003). There are many aspects of the individual that can affect how a person works some of them are value and motivation. Value is the basic concepts to describe the organization personally and socially as well as changes in the organization (Wibowo 2013). Value is a fundamental description of motivation (Parks & Guay 2009). There is a conceptual correlation between the value and motivation that a person has. These differences between value and motivation can lead to a gap that has an impact on employee engagement. Based on BPS (Statistics Indonesia) data of 2017 showed the total workforce of indonesian population is 131.544.111 millions people. Now the work force is dominated by Generation X of 43.28% of total work force population, while Generation Y is 40.77% and Baby Boomers is 15.95% of total work force population. Based on the total Generation Y number, there are 17.85% (15.234.991 millions people) who are in formal and non formal education, so if they complete their education then the next Generation Y group will dominate the workforce in Indonesia (BPS 2017). Meanwhile, those Baby Boomers have entered retirement so the company will find new employees to replace them. Generation X will replace Baby Boomers and take over the role of leadership in the company. Therefore, as a leader Generation X must prepare to work with Generation Y, where Generation Y has great potential as a company asset, but it takes time to get to know Generation Y. Both Generation X and Generation Y have different characteristics, beliefs, work ethics, values, behaviors, and work expectations in performing their functions in a company (Niemiec 2000). According to Jorgensen (2015) stated that there are differences in the way

Jurnal Manajemen dan Organisasi, 2016

CV Spirit Wira Utama is a company that develops business model of agricultural (agribusiness) wit... more CV Spirit Wira Utama is a company that develops business model of agricultural (agribusiness) with hydroponic system without using greenhouse (open roof). The aims of this research are: (1) to identify the Human Resources Development working description in producing lettuce, and (2) to analyze the ideal number of employees based on employee workloads by counting Full Time Equivalent (FTE). Human Resources Development that supports in production process of lettuce commodity are divided into the involved in off-farm and on-farm activities. The off farm activities includes technique, production, finance and marketing. Otherwise, on farm activity includes garden employees. The result of the research shows working time of Human Resource Development has not been optimal. Furthermore, to reach the effectiveness and efficiency an alternative that can be carried out by a company is by combining the technique and production positions, job enlarging of finance and marketing positions, and improving the production phase of lettuce.

… -Journal of Animal …, 2010

... Indonesia, mulai dari penciptaan lapangan kerja, peningkatan kesejahteraan petani dan penghem... more ... Indonesia, mulai dari penciptaan lapangan kerja, peningkatan kesejahteraan petani dan penghematan ... penciptaan pengetahuan dalam mendorong inovasi pada koperasi susu diIndonesia ... oleh seberapa formal hubungan antara organisasi-organisasi yang melakukan aliansi. ...

Journal of the Indonesian Tropical Animal Agriculture, 2016

The objectives of present study were to formulate development strategies for dairy goat' farm... more The objectives of present study were to formulate development strategies for dairy goat' farms that capable of supporting goat's milk agribusiness. Three medium scale dairy goat farms located in Bogor Regency which has population of more than 100 heads and has established more than 10 years were purposively selected for the study. Data were collected during February to May 2014. The design of this study was based on descriptive qualitative approach (rapid appraisal approach). Data were analized using internal factors evaluation (IFE) and external factors evaluation (EFE), strategic position and action evaluation (SPACE) matrix, and grand strategy matrix. It was revealed that dairy goat farms in Bogor Regency were located in quadrant I in SPACE matrix, which was on the aggressive strategy. Dairy goat farms have many resource advantages, despite facing various threats. The Grand Strategy Matrix analysis showed that dairy goat farms were in quadrant I. Dairy goat farms were in ...

Media Peternakan, 2015

The present study was designed to evaluate factors affecting goat's milk quality, consumer's sati... more The present study was designed to evaluate factors affecting goat's milk quality, consumer's satisfaction to goat's milk, and technical responses associated with goat's milk quality. Three farms having more than 100 dairy goats were purposively selected for the study. Thirty consumers were determined by using judgement sampling techniques to assess the satisfaction of consumer to goat's milk quality. Data were analyzed by using fishbone diagram and House of Quality matrix. The study revealed that milk quality produced by dairy goat farms met the standard quality of milk composition namely; specific gravity, total solid, fat, protein, and total solid non-fat. The main factors affecting goat milk quantity and quality were the quality of does, pregnancy status, number of kids per birth, shape and size of the udder, lactation length, and the health status of the goat. The attributes of goat's milk that were able to achieve customer's satisfaction targets were nutritional content, packaging size, and goat milk color. Technical responses that were major concern in ensuring goat's milk quality included goat breed quality and health conditions, skills and performances of farmers and employees, feed quality, farm equipment hygiene and completeness, cleanliness, and hygiene of livestock housing and environment. Technical response on livestock health condition was the first priority to be improved.

Media Peternakan, 2008

Many theories highlighted the critical importance of knowledge creation on the long-term success ... more Many theories highlighted the critical importance of knowledge creation on the long-term success of the organization. However, the scarcity of empirical work on knowledge creation model has limited our understanding of the overall organizational process involved. To overcome this, we attempt a comprehensive analyze of knowledge creation model within the organization, exploring the relationship between innovation, knowledge creation model, problem-solving capability, absorptive capacity, knowledge acquisition and assets. Data of this case study were taken from three dairy cooperations in Java. Analysis was conducted using Structural Equation Modeling (SEM) with Lisrel 8.72. The results revealed that several contributing factors (problem-solving capability, absorptive capacity, knowledge acquisition and assets) had significant effect on innovation. On the other hand, knowledge creation model had no significant effect on innovation in the context of the dairy cooperation in Indonesia. ...

Jurnal Aplikasi Manajemen, 2023

The digital era is an era that cannot be avoided anymore. This era is characterized by the develo... more The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of infor- mation. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR man- agement, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital liter- acy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership. The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

Keywords: Digital Culture Digital Leadership, Digital Literacy, SEM-PLS, Talent Management

Jurnal Manajemen & Agribisnis, 2023

Many new positions in palm oil plantations and mills are for casual laborers who are particularly... more Many new positions in palm oil plantations and mills are for casual laborers who are particularly vulnerable to poor earnings, lack of social security, and limited legal support. This study purpose is to identify the alternative strategy that can be taken by BPJS Ketenagakerjaan to increase the number of casual laborers in oil palm plantations who enroll in the labor social security program. Purposive sampling is utilized to collect primary data for this study. Respondents are interviewed and given paper-based questionnaires. The respondents are five experts involved in BPJS Ketenagakerjaan's planning and strategy decision-making processes,

BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi, 2023

Talent management has been widely discussed since the introduction of The War for Talent. This st... more Talent management has been widely discussed since the introduction of The War for Talent. This study aims to analyze factors that influence the successful implementation of talent management in the Ministry of Finance and analyze employee perceptions and priorities for talent management development. The population in this study included 80,996 employees of the Ministry of Finance, with a total sample of 408 people. The research employed a descriptive approach and Importance Performance Analysis (IPA). The results indicate that organizations need to motivate and facilitate employees to adapt to organizational developments, provide equal opportunities for growth for all employees, develop the competence of the HR Department to handle talent management challenges and provide a comprehensive repository of talent management information. Meanwhile, the performance indicator that needs to be improved is providing equal opportunities for development for all employees.

Keywords: career development, human resources planning, public organization, success factors, talent management

Jurnal Aplikasi Manajemen dan Bisnis, 2023

The era of globalization presents several challenges related to human resource management. Every ... more The era of globalization presents several challenges related to human resource management. Every organization is appropriate to have qualified and highly competitive human resources to compete during dynamic changes. Employees as individuals and groups in an organization certainly have unique differences in personality. Employee performance can acquire optimal if they are experts in their fields and are established with a valuable organizational culture. Therefore, its purpose is to analyze the influence of competence, leadership, and organization culture on human resource performance and identify individual characteristics and factors that support employees. This research's location was at a non-profit organization, Ittihadul Islamiyah Welfare Charity Foundation (Ya BAKII), Cilacap district. The research data was obtained through filling out online questionnaires by 38 employees. Then it processed using Smart PLS tools for structural equation modelling (SEM) analysis. The results of the SEM-PLS test analysis prove that competence has a significant positive effect on performance, with the dominant indicator being professional competence. Organizational culture has a positive and well built relationship with improving employee performance, with innovation as the most authoritative indicator. Leadership can influence organizational culture positively and firmly as leadership has no significant effect on employee performance. Professional competence is the dominant sub-variable from the influence of competence on HR performance. While the leadership process in organizational culture can be developed through the application of relationship orientation by controlling employees. Organizational culture on HR performance can be improved through the application of innovation.

Qualitative and Quantitative Research Review, 2022

Background: The current study seeks to offer a key strategy shift in attaining higher education p... more Background: The current study seeks to offer a key strategy shift in attaining higher education performance, based on higher education's resource-based perspective. The processing technique used to determine the strategy is the fuzzy Analytical Hierarchy Process (FAHP).
Objectives: This study intends to develop alternate priority methods for improving private higher education performance. This article discusses the benefits of breaking down a complex unstructured situation in Indonesian higher education into several components in a hierarchical arrangement by assigning a subjective value to each variable's relative importance and determining which variable has the highest priority to find solutions.
Methods: The Fuzzy AHP Method's decision-making steps are used to define the problem and decide on the intended solution. Create a hierarchical structure and each level of the assembled hierarchy is given weight by generating a pairwise comparisons matrix, which indicates the relative contribution or impact of one element over another. After determining the scale, the next step is data entry by entering the numbers obtained from filling out questionnaires by experts.
Result: This research was conducted in private higher education in Indonesia by conducting focus group discussions and in-depth interviews with several experts. The results show that the most dominant factor in improving performance is strategic planning, and the actor is the university leader. The following finding is that the availability of graduates ready to enter the job market is the main objective to improve higher education performance. The prior alternative strategy to recommend is by improving human resource competencies through talent management. The results of this study are presented and discussed, and the results of this study can be helpful for universities in similar developing countries.
Results: The main factor that can support achieving these goals is the strategic plan, the actors are the university leaders, the objectives that should meet is the availability of graduates who are ready to enter the job market and the alternative strategies is alternative strategy is the improvement of human resource competencies through talent management.
Conclusion: Private universities should make priority strategies in higher education for components of factors, actor, objectives, and alternative strategies that improve performance. Thus, it also clarifies the role of talent management which leads to increased higher education performance.

Jurnal Aplikasi Manajemen dan Bisnis, 2022

This study analyzes the perspective of employees who consider the implementation of rotation and ... more This study analyzes the perspective of employees who consider the implementation of rotation and transfer as a disciplinary action in relation to the formation of perceived organizational support which is influenced by commitment and fairness to the organization and recommends a digital approach as a solution to address the issue. Data is collected through quantitative surveys from 4.523 employees at several offices of the Employees Social Security Sistem (BPJS Ketenagakerjaan). Organizational support is related to organizational justice and organizational commitment as the determining factors of employee acceptance of the implementation of job rotation and transfer. It resulted in different perceptions from the initial goals of job rotation and job transfer. The study suggests system digitalization in the implementation of leadership in the organization to address the issues in a broad reach.

Keywords: job rotation and transfer, perceived organizational support, digital leadership, organizational commitment, organizational justice

Binus Business Review, 2022

Organizational culture can be interpreted as an accumulation of basic assumptions, practices, pri... more Organizational culture can be interpreted as an accumulation of basic assumptions, practices, principles, beliefs, norms, and values that govern a person's behavior and action in an organization. Microfinance Institutions (MFIs) in Indonesia are growing very fast which is not accompanied by availability of sufficient competent human resources in this financial industry. This condition has caused employee turnover which tends to increase in the last three years. The research aimed to analyze the organizational culture designed by the company manager compared to the organizational culture according to employee perception and the effect of organizational culture and Human Resources Management (HRM) Practices run by the company on employee turnover intention. The research was a case study in PT DMS, one of MFIs in Indonesia. Primary data were collected from 249 respondents using the census method as a sampling technique. Then, the analysis of organizational culture using the Organizational Culture Assessment Instrument (OCAI) analysis showed that the culture that could be applied was the type of clan. The Structural Equation Model (SEM) analysis shows that organizational culture positively affects satisfaction with the implementation of HRM practices. However, organizational culture has a negative impact on turnover intention. Then, satisfaction with implementing HRM practices has a significant and negative effect on turnover intention. It can be concluded that to decrease turnover intention, companies need to increase employee satisfaction with the implementation of organizational culture and HRM practice, such as creating employee development program.

Keywords: organizational culture, Human Resources Management (HRM), turnover intention, microfinance company

Frontiers in Education, 2022

Talent management is considered a new organizational priority in managing people that both academ... more Talent management is considered a new organizational priority in managing people that both academicians and practitioners discuss. The purpose of this research was to examine the role of talent management (TM), knowledge management (KM), university transformation (UT), and academic climate (AC) in increasing the performance of private higher education institutions (PHEIs). This research applied a quantitative approach by collecting data from 382 lecturers who worked at various private universities in Indonesia. Online questionnaires were used to collect the data using a stratified random sampling method. Then these data were analyzed using Structural Equation Modeling–Partial Least Square. The findings indicated that systematic application of talent management and knowledge management, university transformation, and academic climate in PHEIs improves organizational performance. Developing a plan to transform their talent and the business process is the key to emphasizing its importance in shaping the character and quality of PHEIs. The practical implication, PHEIs must offer a conducive academic climate for talented lecturers. The study offers a value-add to the resource-based view theory, managing talent and knowledge as essential resources for organizational transformation to maximize organizational performance.

Keywords: academic climate, human resource management, higher education performance, knowledge management, talent management, university transformation, strategic management

Jurnal Aplikasi Manajemen dan Bisnis, 2022

The establishment of the Goods/Services Procurement Unit (UKPBJ) is part of the program to increa... more The establishment of the Goods/Services Procurement Unit (UKPBJ) is part of the program to increase the Procurement of Goods/Services as an indicator of an efficient and corruption-free Government procurement system. The changes are expected to be implemented in the form of a permanent and structural organization based on the Capability Maturity Model (CMM) theory. The purpose of this study is to build a conceptual model of change management to increase the UKPBJ Maturity Level. This research uses a combination research method approach (mixed methods research) and the analysis of the data used in this study is Logical Framework Analysis (LFA). To manage organizational change, a recommended conceptual model of organizational change is needed, namely the Strategic Model Change Management. Where external and internal influences of the organization are input into changes driven by leadership, culture, and human resources factors. Through the UKPBJ Strategic Model Change Management, change strategies can be managed to increase UKPBJ maturity. Variables that influence the success of UKPBJ organizational maturity include organizational variables, human resources, business processes and information systems.

Jurnal Manajemen & Agribisnis, 2022

This study aims to identify the level of difference between the required competency values and th... more This study aims to identify the level of difference between the required competency values and the current competency values for plantation managers and determine the priority criteria for the competency of oil palm plantation managers according to the needs of Industry 4.0. The research method used paired sample z test and Analytical Hierarchy Process (AHP). Paired sample z test to determine the significance of the independent variable and the dependent variable. The results using the paired sample z test, that the current average value for soft competency is lower than the required value. Hence, the current average value for soft competency needs to be increased. The results using AHP obtained the priority from the criteria elements, namely social skills, then cognitive abilities, and system skills. Each of the priority elements of the criteria for social skills, cognitive abilities, and systems skills consists of training and coaching employees, responsibilities as well as judgment and decision making. Industry 4.0's approach to social skills resulted in long-distance communication by implementing digitalization. The implementation of cognitive factors as knowledge can encourage innovation and creativity. While system skills, facilitate the process of repetitive activities become quickly done so as to save time.

Media Peternakan, 2010

The study on population dynamic of Etawah crossed goats was carried out in Hegarmanah Village, Su... more The study on population dynamic of Etawah crossed goats was carried out in Hegarmanah Village, Sukabumi, West Java. Thirty famers were reviewed and their animals consisted of 52 adult does, 10 adult bucks, 21 young does, 24 young bucks and 58 kids (31 males, 27 females), were studied. Goats were housed continuously. The result showed that the average age of weaning was 5,22 months and weaning weight was 17,63 kg. The age of first matings were 9,83 month for bucks and 7,50 months for does. First kidding was 12,52 months of age and dry period was 5,20 months. Prolificacy was 1,83 kids per does. Litter size was 29,78% singles, 61,70% twins, 4,26% triplets and 4,20% quadruplets. Kidding intervals were 10,20 months. Kid mortality was 9,30%. The population increased 53,70% during six years. Key words: Etawah crossbreed goats, dynamic population, reproduction

Media Peternakan, 2007

The study was conducted to determine the critical component of a Total Quality Management (TQM) P... more The study was conducted to determine the critical component of a Total Quality Management (TQM) Program. The objectives of this research were: (1) identifying the problems of TQM implementation and, (2) analyzing of TQM performace in PT Madu Pramuka. Data were collected from PT Madu Pramuka through an expert survey instrument. Data analysis was done through Analytical Hierarchy Process (AHP). Results of this study indicated that the most important problem was the quality of raw material (honey) which were still under the standard. This is due to limited honey quality control tools. The TQM performance was not satisfying because it was only storage and packaging division used standard as the critical component of TQM.

Pengembangan model Fuzzy berlian keunggulan kompetitif pada indrustri penggolaha susu di Indonesia

Russian Journal of Agricultural and Socio-Economic Sciences, 2018

Generational differences is an issue that has not been widely studied in Indonesia. Data from BPS... more Generational differences is an issue that has not been widely studied in Indonesia. Data from BPS (statistics indonesia) showed that Generation Y will be leading work force in the next few years. Generation Y has different characteristic, work value, behaviour from former generations. The aim of this study to analyze personal value and work motivation on employee engagement in Generation Y. The study was conducted by online survey in Indonesia. The data of this study was collected through a questionnaire to 351 respondents of Generation Y. Structural Equation Modeling results showed that there is significant differences between personal value and work motivation, personal value and employee engagement, work motivation and employee engagement. The results showed employee engagement on Generation Y can be increased by increasing work motivation and personal value. KEY WORDS Personal value, work motivation, generations, employee engagement. In an organization the role of human resources is very important. Human Capital is one of the most important elements of a company's intangible assets (Baron et al. 2013). Employee engagement is a positive condition, fulfillment, and mental activity with courage characteristics (full of energy), dedication, and absorption (Schaufeli & Bakker 2004). Employees, who are engaged, will be encouraged to do challenging goals. They have a desire for success and personal commitment to achieve that goal. Not only enterprising but also enthusiastic to use the energy that they have to work. According to Ayu (2015) stated that personal resources is a variable that affects employee engagement. Personal resources are individual aspects that generally relate to the resilience and success of individuals to control the impact of the work environment (Hobfoll et al. 2003). There are many aspects of the individual that can affect how a person works some of them are value and motivation. Value is the basic concepts to describe the organization personally and socially as well as changes in the organization (Wibowo 2013). Value is a fundamental description of motivation (Parks & Guay 2009). There is a conceptual correlation between the value and motivation that a person has. These differences between value and motivation can lead to a gap that has an impact on employee engagement. Based on BPS (Statistics Indonesia) data of 2017 showed the total workforce of indonesian population is 131.544.111 millions people. Now the work force is dominated by Generation X of 43.28% of total work force population, while Generation Y is 40.77% and Baby Boomers is 15.95% of total work force population. Based on the total Generation Y number, there are 17.85% (15.234.991 millions people) who are in formal and non formal education, so if they complete their education then the next Generation Y group will dominate the workforce in Indonesia (BPS 2017). Meanwhile, those Baby Boomers have entered retirement so the company will find new employees to replace them. Generation X will replace Baby Boomers and take over the role of leadership in the company. Therefore, as a leader Generation X must prepare to work with Generation Y, where Generation Y has great potential as a company asset, but it takes time to get to know Generation Y. Both Generation X and Generation Y have different characteristics, beliefs, work ethics, values, behaviors, and work expectations in performing their functions in a company (Niemiec 2000). According to Jorgensen (2015) stated that there are differences in the way

Jurnal Manajemen dan Organisasi, 2016

CV Spirit Wira Utama is a company that develops business model of agricultural (agribusiness) wit... more CV Spirit Wira Utama is a company that develops business model of agricultural (agribusiness) with hydroponic system without using greenhouse (open roof). The aims of this research are: (1) to identify the Human Resources Development working description in producing lettuce, and (2) to analyze the ideal number of employees based on employee workloads by counting Full Time Equivalent (FTE). Human Resources Development that supports in production process of lettuce commodity are divided into the involved in off-farm and on-farm activities. The off farm activities includes technique, production, finance and marketing. Otherwise, on farm activity includes garden employees. The result of the research shows working time of Human Resource Development has not been optimal. Furthermore, to reach the effectiveness and efficiency an alternative that can be carried out by a company is by combining the technique and production positions, job enlarging of finance and marketing positions, and improving the production phase of lettuce.

… -Journal of Animal …, 2010

... Indonesia, mulai dari penciptaan lapangan kerja, peningkatan kesejahteraan petani dan penghem... more ... Indonesia, mulai dari penciptaan lapangan kerja, peningkatan kesejahteraan petani dan penghematan ... penciptaan pengetahuan dalam mendorong inovasi pada koperasi susu diIndonesia ... oleh seberapa formal hubungan antara organisasi-organisasi yang melakukan aliansi. ...

Journal of the Indonesian Tropical Animal Agriculture, 2016

The objectives of present study were to formulate development strategies for dairy goat' farm... more The objectives of present study were to formulate development strategies for dairy goat' farms that capable of supporting goat's milk agribusiness. Three medium scale dairy goat farms located in Bogor Regency which has population of more than 100 heads and has established more than 10 years were purposively selected for the study. Data were collected during February to May 2014. The design of this study was based on descriptive qualitative approach (rapid appraisal approach). Data were analized using internal factors evaluation (IFE) and external factors evaluation (EFE), strategic position and action evaluation (SPACE) matrix, and grand strategy matrix. It was revealed that dairy goat farms in Bogor Regency were located in quadrant I in SPACE matrix, which was on the aggressive strategy. Dairy goat farms have many resource advantages, despite facing various threats. The Grand Strategy Matrix analysis showed that dairy goat farms were in quadrant I. Dairy goat farms were in ...

Media Peternakan, 2015

The present study was designed to evaluate factors affecting goat's milk quality, consumer's sati... more The present study was designed to evaluate factors affecting goat's milk quality, consumer's satisfaction to goat's milk, and technical responses associated with goat's milk quality. Three farms having more than 100 dairy goats were purposively selected for the study. Thirty consumers were determined by using judgement sampling techniques to assess the satisfaction of consumer to goat's milk quality. Data were analyzed by using fishbone diagram and House of Quality matrix. The study revealed that milk quality produced by dairy goat farms met the standard quality of milk composition namely; specific gravity, total solid, fat, protein, and total solid non-fat. The main factors affecting goat milk quantity and quality were the quality of does, pregnancy status, number of kids per birth, shape and size of the udder, lactation length, and the health status of the goat. The attributes of goat's milk that were able to achieve customer's satisfaction targets were nutritional content, packaging size, and goat milk color. Technical responses that were major concern in ensuring goat's milk quality included goat breed quality and health conditions, skills and performances of farmers and employees, feed quality, farm equipment hygiene and completeness, cleanliness, and hygiene of livestock housing and environment. Technical response on livestock health condition was the first priority to be improved.

Media Peternakan, 2008

Many theories highlighted the critical importance of knowledge creation on the long-term success ... more Many theories highlighted the critical importance of knowledge creation on the long-term success of the organization. However, the scarcity of empirical work on knowledge creation model has limited our understanding of the overall organizational process involved. To overcome this, we attempt a comprehensive analyze of knowledge creation model within the organization, exploring the relationship between innovation, knowledge creation model, problem-solving capability, absorptive capacity, knowledge acquisition and assets. Data of this case study were taken from three dairy cooperations in Java. Analysis was conducted using Structural Equation Modeling (SEM) with Lisrel 8.72. The results revealed that several contributing factors (problem-solving capability, absorptive capacity, knowledge acquisition and assets) had significant effect on innovation. On the other hand, knowledge creation model had no significant effect on innovation in the context of the dairy cooperation in Indonesia. ...