Articles
<![CDATA[Strengthening Human Capital Department Roles through Building Collaboration with External Stakeholders ]]>
<![CDATA[Khristiningrum, Veronica Afridita]]>;
<![CDATA[Gustomo, Aurik]]>;
<![CDATA[Ginting, Henndy]]>
<![CDATA[ The Asian Journal of Technology Management (AJTM) Vol 14, No 2 (2021) ]]>
Publisher : <![CDATA[School of Business and Management Institut Teknologi Bandung ]]>
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DOI: 10.12695/ajtm.2021.14.2.6
<![CDATA[Human capital department is found to have important roles in supporting the business objectives of a company. High competition in the customer goods industry makes the company strengthen its human capital department role because the human capital department becomes a strategic business partner. Most companies enhance their human capital departments internally, but internal resources have limitations in developing human capital department roles. The human capital department needs to look further to external resources that could support their roles. To strengthen human capital department roles through collaboration with external stakeholders needs further examination. This paper aimed to explore the external stakeholders in strengthening human capital department roles in consumer goods companies. Based on qualitative, semi-structured interviews of human capital leaders from five consumer goods companies in Indonesia, we identify six stakeholders based on the human capital department activities leading to human capital department roles. The external factors include outsourcing, vendors, government, business and professional associations, community, and university. Collaboration with these stakeholders strengthen the human capital department roles of consumer goods company.]]>
<![CDATA[It is Fear, Not Disgust, That Enhances Memory: Experimental Study on Students in Bandung ]]>
<![CDATA[KaYan KaYan]]>;
<![CDATA[Henndy Ginting]]>;
<![CDATA[Cakrangadinata Cakrangadinata]]>
<![CDATA[ ANIMA Indonesian Psychological Journal Vol. 31 No. 2 (2016): ANIMA Indonesian Psychological Journal (Vol. 31, No. 2, 2016) ]]>
Publisher : <![CDATA[Laboratory of General Psychology, Faculty of Psychology, Universitas Surabaya ]]>
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DOI: 10.24123/aipj.v31i2.566
<![CDATA[A number of research findings have found the impact of emotion on memory. Some researchers stated that disgust has more impact on memory, however according to the current study the effect of fear cannot be ignored. Both disgust and fear are examples of negative emotion that may have a significant influence on behavior, such as in the attempt of creating a healthy lifestyle. The current study involved an experiment where participants were asked to memorize and recall four randomly displayed picture categories that elicit emotions of disgust, fear, joy, and neutral emotion. They also filled out a DS-R (Disgust Scale-Revised) questionnaire and a supporting questionnaire about healthy lifestyle. Analysis of the results showed that disgust did not show an effect on memory, but fear instead did. This is related to the fact that most participants showed a low degree of disgust, and so it was not considered a significant emotion that affected memory compared to fear. In addition, physiologically fear and disgust are managed by different parts of the brain and thus it was assumed that they will have a different impact on memory. The findings implied that, in campaigning for a healthier lifestyle, fear emotion need to be instilled in people.]]>
<![CDATA[A sense of belonging contribution towards employee performance: a case in Small and Medium-sized Enterprise (SMEs) Indonesia ]]>
<![CDATA[Rizal Afif Napitupulu]]>;
<![CDATA[Henndy Ginting]]>
<![CDATA[ Jurnal Sosioteknologi Vol. 19 No. 2 (2020) ]]>
Publisher : <![CDATA[Fakultas Seni Rupa dan Desain ITB ]]>
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DOI: 10.5614/sostek.itbj.2020.19.2.6
<![CDATA[Small Medium Enterprises (SME) Employees in Indonesia are relatively around 10 to 30 people. Because the number of employees just a view number, the relation between each employee is very close even like family. Even though there is an SME company in Indonesia that their employee is in line family, and because they were family, they feel belong to each other furthermore they feel a sense of belonging and become a part of the company. Feeling a sense of belonging in the workplace leads to more than just good vibes and friendships. Belonging is what allows employees to feel like they can be their authentic selves without fear of different treatment or punishment, and it has a major impact on performance and retention. From this phenomenon, this paper investigates if an employee's sense of belonging is good then it will contribute to employee performance. Employee performance has to manage because it will contribute to the productivity and effectiveness of the company. So that the company can compete with a competitor and deal with the dynamic environment. The importance of managing performance is needed for the company to adapt and compete with the competitor in any circumstances. This research prior study is to collect data and insight into employee performance based on their sense of belonging. The hypothesis of the research is a sense of belonging gives a positive influence on employee performance. The sample of the research consisted of 30 employees in one of Small Medium Enterprise (SME) in Bandung, Indonesia. A sense of belonging scale was used to collect the data. And then, data is analyzed through regression analyses with a 95% confidence interval. The regression result indicates that a sense of belonging contributes up to 69.4% of the variance towards employee's performance in Bandung SME. It means an employee with a higher sense of belonging has higher performance. Contrary, an employee with a low sense of belonging has low performance.]]>
<![CDATA[HAPPINESS AND ITS DETERMINANTS: PRELIMINARY FINDINGS AMONG LECTURERS IN AN INDONESIAN UNIVERSITY ]]>
<![CDATA[Henndy Ginting]]>;
<![CDATA[Yuni Ros Bangun]]>;
<![CDATA[Fransisca Budyanto]]>;
<![CDATA[Anggara Wisesa]]>;
<![CDATA[Adita Pritasari]]>;
<![CDATA[Christina Wirawan]]>;
<![CDATA[Yosi Widarani]]>
<![CDATA[ Jurnal Sosioteknologi Vol. 19 No. 3 (2020) ]]>
Publisher : <![CDATA[Fakultas Seni Rupa dan Desain ITB ]]>
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DOI: 10.5614/sostek.itbj.2020.19.3.4
<![CDATA[The educational institution is sometimes indicated as a not attractive workplace, which could affect its employee happiness. This research aims to qualitatively identify the state of happiness and its determinants factors including its association with digital technology among lecturers. Digital technology is considered important in the educational area because it helps lecturers to effectively share the information, material, and managing the class. The research was conducted in ITB since it was a university with a technology base. Results indicate a high level of happiness among lectures, especially in pleasant and good life but not meaningful life. There are several determinant factors of happiness identified which are related with interpersonal and intrapersonal. Lectures reported positive and negative impacts of digital technology and happiness. In conclusion, lecturers perceived ITB as their source of happiness especially in providing freedom and opportunity to share knowledge and values.]]>
<![CDATA[Pelatihan Self-Efficacy Diet Kalori untuk Meningkatkan Perceived Behavioral Control sebagai Determinan Intensi Diet Kalori pada Pasien Diabetes Melitus Tipe II ]]>
<![CDATA[Kristania Ruth Pratiknyo]]>;
<![CDATA[Ida Ayu Nyoman Kartikawati]]>;
<![CDATA[Henndy Ginting]]>
<![CDATA[ Humanitas (Jurnal Psikologi) Vol 3 No 3 (2019) ]]>
Publisher : <![CDATA[Universitas Kristen Maranatha ]]>
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DOI: 10.28932/humanitas.v3i3.2271
<![CDATA[Abstract This research intends to see the calorie intentions increasing with type II diabetes patients in Clinic "X" Bandung, after being given self-efficacy training of calorie diet. Theory and questionnaire based on the theory of planned behavior (Ajzen, 2005) and general self-efficacy (Schwarzer 1995). Analyzed data using a mixed-method in which combining quantitative and qualitative data (Creswell, 2016). Test the validity PBC of calorie diet and self-efficacy of calorie diets is done using content validity. The results are that after participating in self-efficacy training of calorie diet patients with type II DM at Clinic "X" Bandung showed an increase of the calorie diet PBC. Theoretical suggestion for subsequent research is to increase the number of research subjects so that the data obtained can be calculated statistically and it can show the significance of increased PBC of calorie diets in patients with type II DM at Clinic "X" Bandung. Doctors and nurses at Clinic"X" Bandung can use this training to help other DM patients so they can have self-efficacy in the calorie diet so that it can increase PBC to carry out diet calorie. Keywords: perceived behavior control (PBC), self-efficacy, calorie diet, DM type II]]>
<![CDATA[In Search of Practices and Techniques to Developing Leadership Competency Model for Millennials in Energy Sector: A literature Review ]]>
<![CDATA[Bently Nevada Tobing]]>;
<![CDATA[Jann H. Tjakraatmadja]]>;
<![CDATA[Donald C. Lantu]]>;
<![CDATA[Henndy Ginting]]>
<![CDATA[ Jurnal Manajemen Indonesia Vol 23 No 1 (2023): Jurnal Manajemen Indonesia ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis, Telkom University. ]]>
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DOI: 10.25124/jmi.v23i1.5348
<![CDATA[Leadership competency model has become critical as the emergence of millennials in energy sector and the business shifting to new era caused by VUCA and COVID-19 pandemic. To promoting and maintaining high-performing millennial employees and reduce the maturity gap compared to the Gen – X employees, there is needs to enrich the content and implementation process of leadership competency to meet current and future necessities. However, little is known about research related to competency models that exist in energy sector organizations, particularly for millennials.The purpose of this article is to review the literature on leadership competency models in various industries and work organizations with focus intention is on the energy sector. It will also examine competency model approaches used by undertaking a comparative analysis of practices and techniques when developing the leadership competency models. Findings suggested that 24 leadership competency model have been used in the literature obtained with very limited number of the implementation in energy sectore yet none has been done for millennials case. Most of the models reviewed are using interviews and surveys as the main approach. Behavioral Event Interview is very effective way to build new leadership competency model.Energy sector organizations can use the results to design their own management competency models. It can also be used by other researchers for possible future research. Keywords—Energy; Competency; Leadership; Millennials; Model]]>
<![CDATA[IMPROVING EMPLOYEE’S PRODUCTIVITY USING WORK-LIFE BALANCE ANALYSIS IN PROJECT BASED CONSTRUCTION COMPANY ]]>
<![CDATA[Gunawan Handoko]]>;
<![CDATA[Henndy Ginting]]>
<![CDATA[ Jurnal Scientia Vol. 12 No. 02 (2023): Education, Sosial science and Planning technique, edition March-May 2023 ]]>
Publisher : <![CDATA[Sean Institute ]]>
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DOI: 10.58471/scientia.v12i02.1465
<![CDATA[The world of construction is a world full of limitations, from limited time to complete a project to limited human resources to complete the project. Therefore, balance is needed to maintain physical and mental health stability. One way to maintain mental health is to maintain a work-life balance. PT Total Bangun Persada, Tbk is a construction company that focusesfocusingand customers. To achieve this, a fairly high productivity rate is needed. This study aims to help companies increase productivity by using work-life balance analysis, which has three indicators: time balance, involvement balance, and satisfaction balance. This study recommends implementing policies in projects with the aim of increasing the level of work-life balance, which will impact employee productivity.]]>
<![CDATA[A Study Of Corellation Between Attitude Toward Company Program: Psyche and Employee Performance at PT Pertamina EP ]]>
<![CDATA[Chrisna Nuraisyiah]]>;
<![CDATA[Henndy Ginting]]>
<![CDATA[ Jurnal Studi Manajemen dan Bisnis Vol 10, No 1 (2023): Juni ]]>
Publisher : <![CDATA[Trunojoyo University of Madura ]]>
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DOI: 10.21107/jsmb.v10i1.20312
<![CDATA[This research aimed to investigate the correlation between employees' attitudes toward the company program, Psyche, and their performance at PT Pertamina EP, oil and gas company in Indonesia. The study also explored the potential relationship between employees' attitudes toward Psyche Program and their perceived performance. The findings of the research indicated that there was no significant correlation between employees' attitudes toward the company program and their performance. This suggests that employees' attitudes toward the Psyche Program did not directly influence their actual job performance at PT Pertamina EP. However, a significant correlation was observed between employees' attitudes toward the Psyche Program and their perceived performance. The absence of a correlation between attitudes toward the company program and actual job performance implies that factors other than attitudes, such as skill set, experience, and job-related competencies, might play a more prominent role in determining employee performance. These findings highlight the importance of considering various factors when evaluating and enhancing employee performance. On the other hand, the significant correlation between attitudes toward the Psyche Program and perceived performance indicates that employees' positive attitudes toward the program were associated with their perception of performing well in their roles. This finding suggests that the Psyche Program may have a positive influence on employees' subjective evaluation of their performance, leading to increased job satisfaction and motivation.]]>
<![CDATA[Digital Talent Capability Model for Transforming Technology-Based Holding Companies ]]>
<![CDATA[Fahmi, Tubagus Arief]]>;
<![CDATA[Tjakraatmadja, Jann Hidajat]]>;
<![CDATA[Ginting, Henndy]]>
<![CDATA[ The Asian Journal of Technology Management (AJTM) Vol. 13 No. 3 (2020) ]]>
Publisher : <![CDATA[Unit Research and Knowledge, School of Business and Management, Institut Teknologi Bandung ]]>
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DOI: 10.12695/ajtm.2020.13.3.1
<![CDATA[Abstract. Digital transformation is inevitable for organizations to remain competitive in the current business landscape. In reality, organizations rely heavily on their human capabilities to achieve digital transformation goals. However, most studies have neglected this dynamic component and have focused instead on organizational readiness. This study strives to fill such a research gap by uncovering digital talent capabilities that could accelerate digital transformation. We propose a conceptual model based on a literature review and enriched by qualitative research in a representative Telecommunication Company. The conceptual model highlights attitudes to change as a critical factor in transforming individual capability towards digital transformation. The model also explains how culture and digital literacy can positively relate to digital talents’ attitudes towards change and performance. Besides giving theoretical contributions to support the literature, the study’s outcomes can be utilized by organizations intending to transform their human capitals’ digital capabilities. Although there is still a possibility of real behavior arising from individual problem-solving habits, the paper ends with some recommendations, stressing the need for future empirical work.Keywords: Attitudes to Change, Culture, Digital Literacy, Digital Talent Capability, Performance]]>
<![CDATA[Developing a Strategic Framework for Enhancing Employee Engagement and Retention ]]>
<![CDATA[Yasmin, Kirana Erlinda]]>;
<![CDATA[Bangun, Madju Yuni Ros]]>;
<![CDATA[Ginting, Henndy]]>
<![CDATA[ Journal of Management, Economic, and Financial Vol. 2 No. 5 (2024): Journal of Management, Economics and Finance ]]>
Publisher : <![CDATA[Politeknik Siber Cerdika Internasional ]]>
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DOI: 10.46799/jmef.v2i5.49
<![CDATA[Employee engagement is a critical focus in human resource management, particularly in industries with strategic significance such as the dairy industry in Indonesia. The Indonesian dairy industry plays a vital role in ensuring community nutrition and contributes significantly to the national economy through job creation and improving farmer welfare. As the market leader, PT Indosusu Nasional acknowledges that human resources are its primary asset and key to organizational success, while facing intense competition and high employee turnover. This study aims to analyze employee engagement at PT Indosusu Nasional, focusing on factors influencing engagement levels and their impact on employee retention. Data was collected through a survey involving employees from various departments of the company. The results in this study can be recommended to PT Indosusu Nasional as a strategy in retaining its employees are related to the company's reputation in building the company's image and conducting routine training for employees.]]>
