Analisis kebutuhan pelatihan karyawan dalam rangka peningkatan kinerja pada badan pengawas perdagangan berjangka komoditi jakarta
| Main Author: | Zikri, . |
|---|---|
| Format: | Thesis NonPeerReviewed Book |
| Bahasa: | ind |
| Terbitan: |
, 2005
|
| Subjects: | |
| Online Access: |
http://repository.sb.ipb.ac.id/2685/1/R30-01-Zikri-Cover.pdf http://repository.sb.ipb.ac.id/2685/2/R30-02-Zikri-Abstract.pdf http://repository.sb.ipb.ac.id/2685/3/R30-03-Zikri-Ringkasaneksekutif.pdf http://repository.sb.ipb.ac.id/2685/4/R30-05-Zikri-Pendahuluan.pdf http://repository.sb.ipb.ac.id/2685/5/R30-04-Zikri-Daftarisi.pdf http://repository.sb.ipb.ac.id/2685/ |
| ctrlnum |
2685 |
|---|---|
| fullrecord |
<?xml version="1.0"?>
<dc schemaLocation="http://www.openarchives.org/OAI/2.0/oai_dc/ http://www.openarchives.org/OAI/2.0/oai_dc.xsd"><relation>http://repository.sb.ipb.ac.id/2685/</relation><title>Analisis kebutuhan pelatihan karyawan dalam rangka peningkatan kinerja pada badan pengawas perdagangan berjangka komoditi jakarta</title><creator>Zikri, .</creator><subject>Manajemen Sumber Daya Manusia</subject><description>This study is intended to analyze the training needs and training priority with business orientation to increase human resources performance professionally, to analyze the system of such training program and development, and also to analyze the result and correlation between the training and the increase of human resources performance in Supervisory Body of Jakarta Stock Exchange Commodity.
The method applied is descriptive method through a case study. The data obtained by distributing questionnaire and direct interviews with respondent staffs. The respondents themselves are classified into three categories, namely: those in position of III Level/Eselon, IV Level and ordinary staffs. Analyzing tools on training needs used are based on T-NAT (Training Needs Assessment Tool), Criteria Rangestaf of Technique, and Spearman Rank. 
The results of T-NAT for the III Level show that there are five of twenty points on professional human resources competencies which need relatively no training program, while 15 points of competency require an-urgently training program. 
Based on the analyses on training priority, it can indicate that there are seven points of priority for the staffs of III Level, and six points of priority for the staffs of IV Level, and nine points of priority for the ordinary staffs. Furthermore, the training type recommended for the staffs of III Level includes thought of business system, organizational mission, conflict management, acting capability, team work and partnership, and organizational principles and service. Whereas the training type recommended for the staffs of IV Level includes business process, acting capability, internal team work, analyses skill, system and business process, and integrity. And finally, the training type recommended for ordinary staffs includes making decision, integrity, marketing skill, service, developing organizational culture, conflict management, business process, general service, and building trust.
Based on the score calculation of Spearman Rank, it can be recognized, then, that relational strength between the training and performance conducted by Supervisory Body of Jakarta Stock Exchange Commodity for the three respondent groups can lead a strong as well as positive correlation between training and increasing performance.</description><date>2005</date><type>Thesis:Thesis</type><type>PeerReview:NonPeerReviewed</type><type>Book:Book</type><language>ind</language><identifier>http://repository.sb.ipb.ac.id/2685/1/R30-01-Zikri-Cover.pdf</identifier><type>Book:Book</type><language>eng</language><identifier>http://repository.sb.ipb.ac.id/2685/2/R30-02-Zikri-Abstract.pdf</identifier><type>Book:Book</type><language>ind</language><identifier>http://repository.sb.ipb.ac.id/2685/3/R30-03-Zikri-Ringkasaneksekutif.pdf</identifier><type>Book:Book</type><language>ind</language><identifier>http://repository.sb.ipb.ac.id/2685/4/R30-05-Zikri-Pendahuluan.pdf</identifier><type>Book:Book</type><language>ind</language><identifier>http://repository.sb.ipb.ac.id/2685/5/R30-04-Zikri-Daftarisi.pdf</identifier><identifier> Zikri, . (2005) Analisis kebutuhan pelatihan karyawan dalam rangka peningkatan kinerja pada badan pengawas perdagangan berjangka komoditi jakarta. Masters thesis, Institut Pertanian Bogor. </identifier><recordID>2685</recordID></dc>
|
| language |
ind |
| format |
Thesis:Thesis Thesis PeerReview:NonPeerReviewed PeerReview Book:Book Book |
| author |
Zikri, . |
| title |
Analisis kebutuhan pelatihan karyawan dalam rangka peningkatan kinerja pada badan pengawas perdagangan berjangka komoditi jakarta |
| publishDate |
2005 |
| topic |
Manajemen Sumber Daya Manusia |
| url |
http://repository.sb.ipb.ac.id/2685/1/R30-01-Zikri-Cover.pdf http://repository.sb.ipb.ac.id/2685/2/R30-02-Zikri-Abstract.pdf http://repository.sb.ipb.ac.id/2685/3/R30-03-Zikri-Ringkasaneksekutif.pdf http://repository.sb.ipb.ac.id/2685/4/R30-05-Zikri-Pendahuluan.pdf http://repository.sb.ipb.ac.id/2685/5/R30-04-Zikri-Daftarisi.pdf http://repository.sb.ipb.ac.id/2685/ |
| contents |
This study is intended to analyze the training needs and training priority with business orientation to increase human resources performance professionally, to analyze the system of such training program and development, and also to analyze the result and correlation between the training and the increase of human resources performance in Supervisory Body of Jakarta Stock Exchange Commodity.
The method applied is descriptive method through a case study. The data obtained by distributing questionnaire and direct interviews with respondent staffs. The respondents themselves are classified into three categories, namely: those in position of III Level/Eselon, IV Level and ordinary staffs. Analyzing tools on training needs used are based on T-NAT (Training Needs Assessment Tool), Criteria Rangestaf of Technique, and Spearman Rank.
The results of T-NAT for the III Level show that there are five of twenty points on professional human resources competencies which need relatively no training program, while 15 points of competency require an-urgently training program.
Based on the analyses on training priority, it can indicate that there are seven points of priority for the staffs of III Level, and six points of priority for the staffs of IV Level, and nine points of priority for the ordinary staffs. Furthermore, the training type recommended for the staffs of III Level includes thought of business system, organizational mission, conflict management, acting capability, team work and partnership, and organizational principles and service. Whereas the training type recommended for the staffs of IV Level includes business process, acting capability, internal team work, analyses skill, system and business process, and integrity. And finally, the training type recommended for ordinary staffs includes making decision, integrity, marketing skill, service, developing organizational culture, conflict management, business process, general service, and building trust.
Based on the score calculation of Spearman Rank, it can be recognized, then, that relational strength between the training and performance conducted by Supervisory Body of Jakarta Stock Exchange Commodity for the three respondent groups can lead a strong as well as positive correlation between training and increasing performance. |
| id |
IOS3669.2685 |
| institution |
Institut Pertanian Bogor |
| institution_id |
20 |
| institution_type |
library:university library |
| library |
Perpustakaan Sekolah Bisnis |
| library_id |
692 |
| collection |
Repositori Sekolah Bisnis IPB |
| repository_id |
3669 |
| subject_area |
Business/Bisnis Marketing, Management of Distribution/Marketing, Manajemen Distribusi |
| city |
BOGOR |
| province |
JAWA BARAT |
| repoId |
IOS3669 |
| first_indexed |
2016-11-17T00:05:49Z |
| last_indexed |
2017-02-26T00:30:40Z |
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dc |
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1763211598737965056 |
| score |
17.538404 |