Article Per Year (5 Year)
p-Index From 2021 - 2026
0
P-Index
This Author published in this journals
All Journal Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik
Hutapea, Aris
Unknown Affiliation
Humanities Economics, Econometrics & Finance Education Social Sciences

Published : 3 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 3 Documents
Search

 1 
MANPOWER PLANNING Hutapea, Aris
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol 1, No 2 (2004): Jurnal Ilmu Administrasi STIA LAN Bandung
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v1i2.197

Abstract

In term of human resource management, there are two dillematic problemscoming together. In one hand, in line with the progress of  organization the more developing and complicated tasks and responsibilitiesof human resource,  and the increasing demands on quality and quantit, cause the additional workload. On the other hand, the decreasing skills, knowledge, and motivation, which can be caused by the weakening memory, work boredom, age and other biological factors, may cause the decreasing work capacity. Undoubtedly, these two factors create a gap. Therefore, manpower planning should be carried out, covering with such strategies as empowerig  thecompetent workforce , giving them opportunities to choose the appropriate jobs, helping them to optimize their energy, building self-confidence, sending them to education and training programs, stimulating their work imagination, awakening their work creativity and innovation, and implementing proper rotation and promotion.
Manpower Planning Hutapea, Aris
Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi Vol 1, No 2 (2004): Jurnal Ilmu Administrasi STIA LAN Bandung
Publisher : Sekolah Tinggi Ilmu Administrasi Lembaga Administrasi Negara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31113/jia.v1i2.197

Abstract

In term of human resource management, there are two dillematic problemscoming together. In one hand, in line with the progress of  organization the more developing and complicated tasks and responsibilitiesof human resource,  and the increasing demands on quality and quantit, cause the additional workload. On the other hand, the decreasing skills, knowledge, and motivation, which can be caused by the weakening memory, work boredom, age and other biological factors, may cause the decreasing work capacity. Undoubtedly, these two factors create a gap. Therefore, manpower planning should be carried out, covering with such strategies as empowerig  thecompetent workforce , giving them opportunities to choose the appropriate jobs, helping them to optimize their energy, building self-confidence, sending them to education and training programs, stimulating their work imagination, awakening their work creativity and innovation, and implementing proper rotation and promotion.
Relokasi Pegawai sebagai Kebijakan Konsepsional Nasioanal Untuk Mendapatkan Pegawai yang Lebih Kompeten dan Profesional Hutapea, Aris
Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik Vol 7, No 2 (2004)
Publisher : Pusat Pembelajaran dan Strategi Kebijakan Talenta Aparatur Sipil Negara Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31845/jwk.v7i2.498

Abstract

Tekanan lingkungan eksternal, globalisasi, persaingan, perkembangan, perubahan dan tuntutan kebutuhan pelayanan maupun kebutuhan organisasi menjadi beban organisasi bertambah, smentara di sisi lain terjadi erosi sumber-sumber daya manajemen, sumber daya manusia menyusut, menurun kemampuan dan keterampilannya; mengaruskan organisasi berani melakukan tindakan relokasi bagi pegawai yang tidak cocok dan tidak sesuai lagi dengan pekerjaannya. Relokasi dapat berdampak buruk bagi organisasi maupun pegawai yang bersangkutan, tetapi juga dapat berdampak buruk organisasi maupun pegawai yang bersangkutan, yakin terbukanya peluang untuk mengembangkan diri pada bidang organisasi lain berbarengan dengan itu pula adanya jabatan pekerjaan yang lowong maka organisasi leluasa untuk merekrut pegawai yang lebih cocok, lebih sesuai, lebih kompeten dan profesional sebagai tanggungjawab moral organisasional.
Co-Authors