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All Journal International Journal of Public Health Science (IJPHS) Indigenous: Jurnal Ilmiah Psikologi INSAN Jurnal Psikologi dan Kesehatan Mental Jurnal Ilmu Keluarga dan Konsumen Syntax Literate: Jurnal Ilmiah Indonesia Psikostudia : Jurnal Psikologi Jurnal Muara Ilmu Sosial, Humaniora, dan Seni JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) Jurnal Penelitian Pendidikan, Psikologi Dan Kesehatan (J-P3K) Psikoborneo : Jurnal Ilmiah Psikologi TAUJIHAT: Jurnal Bimbingan Konseling Islam Jurnal Ilmu Psikologi dan Kesehatan Buletin Riset Psikologi dan Kesehatan Mental (BRPKM) Riwayat: Educational Journal of History and Humanities
Adiati, Rosatyani Puspita
Departemen Psikologi Industri Dan Organisasi, Fakultas Psikologi Universitas Airlangga
Religion Arts Humanities Economics, Econometrics & Finance Education Environmental Science Health Professions Law, Crime, Criminology & Criminal Justice Medicine & Pharmacology Nursing Public Health Social Sciences Other

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Potential Review Assessment with 9 Box Model for Talent Management of State-Owned Company Employee Ufaira, Rifda Alda; Adiati, Rosatyani Puspita
TAUJIHAT: Jurnal Bimbingan Konseling Islam Vol 6 No 1 (2025): TAUJIHAT: Jurnal Bimbingan Konseling Islam
Publisher : Fakultas Ushuluddin, Adab dan Dakwah - Universitas Islam Negeri Sultan Aji Muhammad Idris Samarinda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21093/tj.v6i1.10528

Abstract

The individual potential review assessment is carried out on the basis of a comprehensive evaluation that aims to provide an in-depth picture of the current performance and future potential of an individual employee with the position of Industrial Relations Staff at State-Owned Company X. In addition, through this process, the organization can identify strengths, development areas, and the readiness of employees to take on more strategic roles. Data collection was carried out through several methods, namely psychological measurement, using standardized psychometric test tools to assess cognitive, personality, and behavioural competencies; interviews, to explore employees' motivations, career aspirations, and readiness for new challenges; as well as performance assessment data, as objective comparison material from the results of the evaluation of direct superiors. Based on the results of the analysis, the subjects showed performance that was included in the "High" category, namely consistently achieving targets, having a deep understanding of technical tasks, contributing positively to the team, and having potential in the "High" category, namely having strong analytical skills, adapting to change, and showing a leadership presence that could be further developed. The results of the assessment placed the subject in the "High Potentials" quadrant on the 9 Box Model, indicating that he was one of the potential cadres who should be prepared for higher career paths, especially in the Industrial Relations division. Organizations can use these findings to include subjects in talent pools or candidate lists for succession planning, design development programs, such as job rotation, mentorship, or leadership development programs, and strengthen retention strategies by providing clear career paths and growth opportunities within State-Owned Company X.
Analysis of Potential Review as a Catalyst for Character Building for Police Members Kamuli*, Fahri; Adiati, Rosatyani Puspita; Tamu, Yowan; Kamuli, Sukarman
Riwayat: Educational Journal of History and Humanities Vol 7, No 3 (2024): July, Educational and Social Issue
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v7i3.40566

Abstract

This study aims to evaluate the suitability between the potential and competence of Polri members in order to project them to occupy certain positions, in accordance with Perkap Number 3 of 2019 concerning Talent Management for the National Police of the Republic of Indonesia, which states that every member has the same right to develop their competence. The research method used was descriptive through case studies, with a sample of one member of the National Police at the Gorontalo Regional Police. Data was collected through individual assessments using test and non-test methods, and analyzed descriptively. The research results show that individual assessments provide a comprehensive picture of the competencies possessed by members of the Indonesian National Police and identify areas that need to be developed. The conclusion of this research is that competency mapping using the Human Asset Value Matrix is effective in identifying the suitability of the potential and competence of Polri members. The suggestions and recommendations put forward are for police institutions to implement regular individual assessments to maximize the development of member competencies, as well as use the results of these assessments to improve human resource management processes in the organization.
Potential Review Assessment as a Competency Evaluation Tool for the Group Leader Repair and Maintenance Position Vivany, Farah Fauziah; Adiati, Rosatyani Puspita
Riwayat: Educational Journal of History and Humanities Vol 8, No 3 (2025): July, Social Studies, Educational Research and Humanities Research.
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v8i3.48235

Abstract

This study aims to evaluate the suitability between individual competencies and competencies required for the position of Group Leader Repair Maintenance at PT X through the Potential Review Assessment approach. The method used refers to the potential assessment model which consists of six main stages, namely job modeling design, preparation of assessment protocols, implementation of the assessment process, integration and interpretation of results, preparation of reports, and evaluation of assessment implementation. The results showed that of the seven competencies assessed, there were two core criteria and one supporting criterion that were below the grey area, indicating that there was a competency gap between the subject and the need for the position. Based on the recommendation category, the subject is not recommended to occupy the position. In general, the assessment process has been carried out according to procedures and meets ethical aspects, such as the protection of personal data and the provision of informed consent. However, limitations in determining predictors by the bureau, lack of information from the company's internal Subject Matter Expert (SME), and in-depth interviews are obstacles in obtaining fully comprehensive assessment results. These findings affirm the importance of continuous evaluation of the implementation of assessments as an effort to improve the accuracy and relevance of data in the context of work competency assessment in organizations.
Assessment of Potential Review in Organizations through HAV MATRIX Nugrani, Suci; Adiati, Rosatyani Puspita
Psikoborneo: Jurnal Ilmiah Psikologi Vol 13, No 3 (2025): Volume 13, Issue 3, September 2025
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikoborneo.v13i3.19291

Abstract

The background of this research is the importance of Talent Management in Human Resource Management (HRM). The purpose of Talent Management is to aim at ensuring employees are placed in roles that align with their potential and capabilities (Cummings & Worley, 2015a; Mondy & Martocchio, 2016). Organizations must adopt a systematic approach to identifying employee potential as a basis for strategic decision-making, including promotions, training, and succession planning (Gibson & Mitchell, 2011; Jooss et al., 2021). Potential review serves as a relevant method for objectively assessing individual strengths and weaknesses (Ardhi & Darusmin, 2020; Munandar, 2008). This study aims to support the talent management strategy at PT Z by evaluating employee potential through the Human Asset Value (HAV) Matrix. Amid increasingly complex business dynamics, the strategic management of human resources, particularly in identifying and developing talent, has become increasingly critical. PT Z conducted individual assessments as an initial step to map employee competencies and capacities to support optimal career development planning. A mixed-method approach, comprising psychological testing and interviews, was applied to analyze the data descriptively and qualitatively, resulting in a comprehensive employee profile of an individual serving as an Assistant Analyst for Organizational Culture. The study's findings indicate that the employee possesses strong developmental potential, categorized as "promotable," with a medium performance level and optimal capacity based on the HAV Matrix assessment. These results suggest that the employee is recommended for inclusion in the company's talent pool, with strategic implications for succession planning and sustainable career development at PT Z.Latar belakang dari penelitian ini adalah pentingnya Pengelolaan Talenta dalam Manajemen Sumber Daya Manusia (MSDM). Pengelolaan Talenta bertujuan memastikan karyawan berada pada posisi yang sesuai dengan potensi dan kapabilitasnya (Cummings & Worley, 2015b; Mondy & Martocchio, 2016b). Perusahaan perlu memiliki pendekatan yang sistematis dalam mengidentifikasi potensi karyawan sebagai dasar pengambilan keputusan strategis, seperti promosi, pelatihan, atau suksesi jabatan (Gibson & Mitchell, 2011; Jooss et al., 2021). Potential review menjadi salah satu metode yang relevan dalam mengungkap kekuatan dan kelemahan individu secara objektif (Ardhi & Darusmin, 2020; Munandar, 2008). Penelitian ini bertujuan untuk mendukung strategi manajemen talenta di PT Z dengan mengevaluasi potensi karyawan melalui Human Asset Value (HAV) Matrix. Di tengah dinamika bisnis yang semakin kompleks, pengelolaan sumber daya manusia secara strategis, khususnya dalam identifikasi dan pengembangan talenta, menjadi semakin penting. PT Z melaksanakan asesmen individual sebagai langkah awal untuk memetakan kompetensi dan kapasitas karyawan guna mendukung perencanaan pengembangan karier yang optimal. Pendekatan metode gabungan yang terdiri atas tes psikologi dan wawancara diterapkan untuk menganalisis data secara deskriptif dan kualitatif, sehingga menghasilkan profil karyawan secara komprehensif, yaitu individu yang menjabat sebagai Assistant Analyst Budaya Organisasi Temuan penelitian menunjukkan bahwa subjek memiliki potensi pengembangan yang kuat, dikategorikan sebagai "promotable" dengan tingkat kinerja sedang dan kapasitas optimal berdasarkan hasil asesmen HAV Matrix. Hasil ini mengindikasikan bahwa subjek direkomendasikan untuk dimasukkan ke dalam talent pool perusahaan, dengan implikasi strategis terhadap perencanaan suksesi dan pengembangan karier yang berkelanjutan di PT Z.
Potential Review Assessment with 9 Grid Talent Management Boxes there are PT X Employees Ayuningtyas, Shenna Mentari; Adiati, Rosatyani Puspita
Jurnal Ilmiah Sumber Daya Manusia Vol 8 No 3 (2025): JENIUS (Jurnal Ilmiah Sumber Daya Manusia)
Publisher : Universitas Pamulang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/JJSDM.v8i3.50640

Abstract

Potential review is a component of talent management that aims to identify the extent to which an individual can be projected into a higher position within an organization. This study aims to understand the implementation of potential review assessment at PT X using the 9 Box Grid talent mapping method. The subject of this study is an employee of PT X who is being considered for promotion to the position of Senior Officer of HR and Organizational Planning, Data collection was conducted using a combination of work test, interview, and psychological tests. Data analysis was carried out using a descriptive qualitative approach. The results indicate that the subject was categorized into the "current star" within the 9 Box Grid, demonstrating high performance and moderate potential that needs to be further developed.
Application of the Holland RIASEC Model to Support Career Development Tsani, Berlian Tiara; Adiati, Rosatyani Puspita
Psikostudia : Jurnal Psikologi Vol 14, No 2 (2025): Volume 14, Issue 2, Juni 2025
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikostudia.v14i2.18608

Abstract

This research aims to assess and evaluate the suitability of a PT X employee’s interests, potential, and skills for their current position. Additionally, it seeks to provide recommendations for appropriate career development. The methods used in this study include a comprehensive individual assessment approach, incorporating psychological tests, the RIASEC model, and interviews. The results indicate that the subject's interests align with the Realistic and Conventional types, making them suitable for positions such as Junior Compensation and Benefit Staff and Junior Human Capital Information System Staff. Furthermore, the findings show that the subject possesses cognitive abilities and skills that support analytical and administrative work. The implications of this research include recommending the subject for one or both positions while providing career development strategies such as training, job expansion, and mentoring. Additionally, obtaining assessment results and counseling feedback is expected to enhance employee motivation, job satisfaction, and commitment to the company. This research contributes to career development strategies that align with both organizational and individual needs. Penelitian ini bertujuan dalam membantu dan mengevaluasi kesesuaian minat, potensi dan keterampilan yang dimiliki oleh seorang karyawan PT. X terhadap jabatannya. Selain itu membantu memberikan rekomendasi dalam pengembangan karier yang tepat. Metode yang digunakan penelitian ini meliputi pendekatan asesmen individu komprehensif, berupa Tes Psikologi, RIASEC, dan Wawancara. Hasil penelitian menunjukkan adanya kesesuaian minat subjek yaitu tipe Realistic dan Conventional pada posisi jabatan sebagai Junior Staf Compensation dan Benefit maupun Junior Staf Sistem Informasi Human Capital. Selain itu hasil menunjukkan subjek memiliki kemampuan kognitif dan keterampilan yang mendukung untuk menjalankan pekerjaan yang bersifat analitis dan administrative. Implikasi penelitian ini adalah merekomendasikan penempatan subjek pada salah satu atau kedua posisi jabatan tersebut, disertai dengan pemberian rekomendasi pengembangan karier seperti training, perluasan pekerjaan dan mentoring kepada subjek. Perolehan hasil asesmen dan feedback konseling juga diharapkan meningkatkan motivasi, kepuasan kerja dan komitmen karyawan terhadap perusahaan. Sehingga penelitian ini berkontribusi terhadap strategi pengembangan karier yang sesuai dengan kebutuhan perusahaan dan individu.
Holland's RIASEC Model: Career and Job Development Assessment for Personnel Administration Staff Pramudawardani, Ni Komang Putri; Adiati, Rosatyani Puspita
Psikostudia : Jurnal Psikologi Vol 13, No 3 (2024): Volume 13, Issue 3, September 2024
Publisher : Program Studi Psikologi, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Mulawarman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30872/psikostudia.v13i3.14915

Abstract

Individual assessment research with the RIASEC model based on Holland was conducted on employees with the aim of mapping the competencies that must be developed by an employee and knowing employee interests. This research uses descriptive research methods through case studies and the sample in this study is an employee with the position of Personnel Administration Staff at PT.X company.  This study conducted an assessment of two positions, namely the current position as Personnel and an alternative position, namely Compensation & Benefit Staff. In addition to conducting assessments on both positions and the RIASEC test to map the subject's interests, the author also categorizes the two positions based on the world of work map theory. The results of the individual assessment will provide an overview of the employee's potential and suitability with his/her career interests. The assessment results show that the subject is more recommended for the Personnel Administration Staff position because the subject's personality type tends to like routine, order and administrative work (conventional type).Penelitian asesmen individu dengan model RIASEC berdasarkan Holland dilakukan terhadap karyawan dengan tujuan untuk memetakan kompetensi yang harus dikembangkan oleh seorang karyawan serta mengetahui minat karyawan. Penelitian ini menggunakan metode penelitian deskriptif melalui studi kasus dan sampel dalam penelitian ini adalah seorang karyawan dengan jabatan Personnel Administration Staff pada perusahaan PT.X.  Penelitian ini melakukan asesmen pada dua jabatan yaitu jabatan saat ini sebagai Personnel dan jabatan alternatif yaitu Staff Compensation & Benefit. Selain melakukan asesmen pada kedua jabatan dan tes RIASEC untuk memetakan minat subyek, penulis juga melakukan kategorisasi pada kedua jabatan berdasarkan teori world of work map. Hasil asesmen individu akan memberikan gambaran potensi karyawan dan kesesuaian dengan minat karier yang dimilikinya. Hasil asesmen menunjukkan subyek lebih direkomendasikan ke dalam posisi Personnel Administration Staff dikarenakan tipe kepribadian subyek cenderung menyukasi rutinitas, keteraturan dan pekerjaan yang administratif (tipe conventional).
PENGARUH KEPUASAN KERJA DAN STRUCTURAL EMPOWERMENT TERHADAP LOYALITAS KARYAWAN MILENIAL Khoiriyah, Siti Azzahrotul; Puspita Adiati, Rosatyani
Jurnal Ilmu Psikologi dan Kesehatan (SIKONTAN) Vol. 2 No. 1 (2023): Jurnal Ilmu Psikologi dan Kesehatan
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/sikontan.v2i1.852

Abstract

Penelitian dilakukan untuk memprediksi loyalitas karyawan milenial melalui kepuasan kerja dan structural empowerment. Hipotesis penelitian adalah (1) kepuasan kerja berpengaruh parsial terhadap loyalitas karyawan milenial, (2) structural empowerment berpengaruh parsial terhadap loyalitas karyawan milenial, dan (3) kepuasan kerja dan structural empowerment berpengaruh simultan terhadap loyalitas karyawan milenial. Penelitian menggunakan tipe asosiatif kausal dengan pendekatan cross sectional. Metode penarikan sampel ialah accidental sampling. Jumlah subjek yaitu 116 orang karyawan milenial. Instrumen yang digunakan adalah job satisfaction scale, structural empowerment scale, dan employee loyalty scale. Analisis data menggunakan analisis regresi linier berganda. Hasil penelitian menjelaskan bahwa kepuasan kerja secara parsial memiliki pengaruh terhadap loyalitas karyawan milenial dengan signifikansi 0,000 (p < 0,05) dan nilai thitung sebesar 4,530; structural empowerment memiliki pengaruh parsial terhadap loyalitas karyawan milenial sebesar 0,002 (p < 0.05) dan nilai thitung 3,158; kepuasan kerja dan structural empowerment berpengaruh secara simultan terhadap loyalitas karyawan milenial 0,000 (p < 0,05) dan nilai Fhitung 17,962 dengan kontribusi pengaruh kepuasan kerja dan structural empowerment terhadap loyalitas karyawan milenial sebesar Adjusted R Square 0,228.
PENGARUH LOKUS KENDALI TERHADAP PERILAKU PENGELOLAAN KEUANGAN DENGAN PENGETAHUAN KEUANGAN SEBAGAI VARIABEL MODERATOR Deya Amanda, Regita; Puspita Adiati, Rosatyani
Jurnal Ilmu Psikologi dan Kesehatan (SIKONTAN) Vol. 2 No. 2 (2023): Jurnal Ilmu Psikologi dan Kesehatan
Publisher : Lafadz Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47353/sikontan.v2i2.1496

Abstract

Financial problems, one of which is carelessness in managing finances, cause Generation Y's finances to become irregular. Rampant buying of branded clothes, hanging out in cafes, and going on holiday impulsively, accompanied by a lack of financial knowledge, means they don't have good control over their income, so they don't have savings, investments, insurance, or long-term financial plans. This research was conducted to examine the influence of locus of control on financial management behavior in Generation Y in Indonesia, with financial knowledge as a moderator variable. The quantitative survey method was used to collect 122 research samples aged 23–43 years from various cities in Indonesia. The measuring instruments used are the IPC-Scale, the FMBS (Financial Management Behavior Scale), and the Financial Knowledge Scale. Research data analysis was carried out using simple linear regression analysis and moderated regression analysis. The results of this research show that there is a significant influence of locus of control on the financial management behavior of Generation Y in Indonesia, and financial knowledge can't moderate the influence of this relationship model.
KEPUASAN HIDUP: TINJAUAN DARI KONDISI KEUANGAN DAN GAYA PENGGUNAAN UANG Adiati, Rosatyani Puspita
Jurnal Ilmu Keluarga dan Konsumen Vol. 14 No. 1 (2021): JURNAL ILMU KELUARGA DAN KONSUMEN 14.1
Publisher : Department of Family and Consumer Sciences, Faculty of Human Ecology, IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (282.93 KB) | DOI: 10.24156/jikk.2021.14.1.40

Abstract

Kepuasan hidup masyarakat Indonesia pada saat ini sangat dipengaruhi oleh faktor pendapatan dan kondisi keuangannya. Penelitian ini bertujuan untuk menganalisis pengaruh jumlah pendapatan, pengeluaran, tabungan, dan gaya penggunaan uang terhadap kepuasan hidup. Penelitian ini menggunakan pendekatan kuantitatif dan melibatkan 831 responden yang dipilih menggunakan teknik convenient sampling. Analisis data dilakukan dengan software G*Power untuk melihat effect size dan menggunakan teknik analisis regresi linear berganda dengan menggunakan software JASP versi 0.8.6. Hasil analisis data menunjukkan bahwa jumlah pendapatan, jumlah pengeluaran konsumtif, dan jumlah aset memiliki pengaruh yang signifikan terhadap kepuasan hidup. Gaya penggunaan uang dengan hemat dan berhati-hati memiliki pengaruh yang signifikan terhadap kepuasan hidup, sementara gaya menghabiskan uang dan menggunakan uang secara sia-sia tidak memiiki pengaruh signifikan terhadap kepuasan hidup. Penelitian ini membuktikan bahwa penggunaan uang secara terkontrol, baik untuk kebutuhan konsumtif maupun menabung untuk kebutuhan di masa depan, dapat meningkatkan kepuasan hidup seseorang. Hasil dari penelitian ini dapat menjadi rujukan untuk meningkatkan kualitas hidup manusia dengan berfokus pada cara dan gayanya di dalam memanfaatkan uang.
Co-Authors Adhiyajnaputri Audi Farhan Prabowo Ayuningtyas, Shenna Mentari Berlian Gressy Septarini Crisanti, Hanna Tania Dwi Damastuti, Alfitra Deya Amanda, Regita Hendrikus Anung Anindito Herdina Indrijati Herison Pandapotan Purba Kamuli*, Fahri Khoiriyah, Siti Azzahrotul Marcheline, Aliffia Reza Mudijatmoko, Dyah Ratri Adyatma Nosary, Ilsya Putri Nugraha, Gistha Nugrani, Suci Pertiwi, Desy Putri Pramudawardani, Ni Komang Putri Prihadi, Kususanto Ditto Ritonga, Liana Sein Rudi Cahyono Saraswati, Dea Shinta Sari, Reza Lidia Seger Handoyo Shofyan, Muhammad Yusuf Sukarman Kamuli Syarifah, Dewi Syarifah, Dewi Tsani, Berlian Tiara Ufaira, Rifda Alda Valina Khiarin Nisa Vivany, Farah Fauziah Wicaksono, Dimas Aryo Widayat, Iwan Wahyu Wulandari, Primatia Yogi Xu, Efendy Yowan Tamu