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Conflict Resolution of Teluk Cenderawasih National Park Management in Teluk Wondama Regency Edward Sembiring; Sambas Basuni; Rinekso Soekmadi
Jurnal Manajemen Hutan Tropika Vol. 16 No. 2 (2010)
Publisher : Institut Pertanian Bogor (IPB University)

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Conflicts of interest have occurred in the management of the area and natural resources of Teluk Cenderawasih National Park (TNTC) in Teluk Wondama Regency, West Papua Province. The implications of the park zoning system resulted in pro-and-contra situations that might create conflicts. With this context, the research aimed to formulate-resolution concepts that were considered suitable to resolve the conflicts for managing the park. The research showed that most stakeholders can be mapped out as key players and subject of conflict, just one as crowd and ones as context setter. The research also revelaed that the zoning system has accomodated the needs and aspirations of all stakeholder. Based on the finding it can be said that the existing conflict models were categorized as no conflict among most stakeholders, latent conflict (between BBTNTC with WWF, BBTNTC with Dinpar, DKP with Waprak, and DKP with Yende), and emerging conflict (between DKP with BBTNTC). The research concluded that the conflict of the park management can be resolved through collaborative management approach that can be developed with shared control by other stakeholders. Collaborative management should be implemented as “step by step process”: (1) strengthening the capacity of BBTNTC, (2) consolidation of BBTNTC with NGO (WWF) and local government (DKP and Dinpar), and (3) establishment collaboration with local community and the other stakeholders.

Gambaran kristal hemoglobin pada darah dan bercak darah yang terpapar beberapa sampo cuci mobil menggunakan tes Teichmann dan tes Takayama Edward Sembiring; Enikarmila "; Tegar Indrayana
Jurnal Online Mahasiswa (JOM) Bidang Kedokteran Vol 2, No 2 (2015): Wisuda Oktober 2015
Publisher : Jurnal Online Mahasiswa (JOM) Bidang Kedokteran

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Bloodstain is very useful in crime scene disclosure through a series of forensic laboratory test. Attempted in removing evidence of bloodstain with cleaning agents such as car wash shampoo is a challenge in the investigation. Crystal hemoglobin test is a chemically confirmation that based on crystals formation of hemoglobin such as Teichmann and Takayama test. The purpose of this study is to observe crystal hemoglobin formation in blood and bloodstains exposed with car wash shampoo using Teichmann and Takayama test. This study is laboratory experimental descriptive. The study was conducted in biochemical laboratory of university of Riau medical faculty. Using 52 pieces slides with twice repetition (duplo). The slides were divided into blood and bloodstain slide group, which both group washed with A, B, and C car wash shampoo as much as one till three times continued with Teichmann and Takayama test. In the study was found that in all done slide either Teichmann or Takayama test the result is positive.Keywords: Bloodstain, hemoglobin crystal, car wash shampoo, Teichmann and Takayama1. PENDAHULUANPemeriksaan forensik tidak terbatas untuk luka yang ditemukan pada korban hidup atau mati saja tetapi juga dapat dilakukan pada benda atau barang bukti yang ditemukan di tempat kejadian. Salah satu barang bukti yang sering ditemukan adalah darah atau bercak darah. Keberadaan bercak darah ini sangat berguna dalam pengungkapan tindakan kekerasan atau kejahatan melalui serangkaian pemeriksaan laboratorium forensik.1 Salah satu contoh tindak kejahatan dengan barang bukti berupa darah atau bercak darah adalah pelanggaran ketertiban umum pada ketertiban lalu lintas yang berujung menjadi

TALENT ATTRACTION, TALENT RETENTION, AND TALENT MANAGEMENT AS A MEDIATING ON ORGANIZATION PERFORMANCE Sembiring, Edward; Damayanti, Nur
Ultima Management : Jurnal Ilmu Manajemen Vol 15 No 1 (2023): Ultima Management : Jurnal Ilmu Manajemen
Publisher : Universitas Multimedia Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31937/manajemen.v15i1.3125

Abstract- An effective human resource management system is related to people, policies, and systems that affect the workforce. An organization consists of labor, money, materials, and machines. When an organization prepares to compete globally, it must have skilled workers that strengthen their intelligence to develop the market and apply the best organizational learning practices. Human resource quantity and quality are directly proportional to organizational performance and productivity. One of the most difficult challenges in management is developing and retaining a workforce that contributes to organizational performance. This study investigates the impact of human resource management on talent attraction, talent management, and talent management on organizational performance in large-scale and coal maining companies. This study uses SPSS 2.6 version to analyze 119 respondents. Results of this study are talent attraction significantly impacts talent management, talent retention significantly influence talent management. Talent attraction significantly affects organizational performance, talent retention did not influence employee performance. Talent management has a significant influence on employee performance. Talent attraction has a significant impact on organizational performance mediated by talent management and talent management variable as a mediating variable helps talent retention by providing an indirect effect on organizational performance.. The limitations of this study are cross-sectional empirical studies and the variables in this study are measured based on the responses of top and middle management staff only. The research findings suggest that further research should examine other fields related to human resources, especially focusing on the influence of talent retention on organizational performance and talent attraction on organizational performance through talent management as a mediating variable with different dimensions and elements. Keywords: Mining Industry; Talent Attraction; Talent Retention; Talent Management; Organizational Performance

TALENT ATTRACTION, TALENT RETENTION, AND TALENT MANAGEMENT AS A MEDIATING ON ORGANIZATION PERFORMANCE Sembiring, Edward; Damayanti, Nur
ULTIMA Management Vol 15 No 1 (2023): Ultima Management : Jurnal Ilmu Manajemen
Publisher : Universitas Multimedia Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31937/manajemen.v15i1.3125

Abstract- An effective human resource management system is related to people, policies, and systems that affect the workforce. An organization consists of labor, money, materials, and machines. When an organization prepares to compete globally, it must have skilled workers that strengthen their intelligence to develop the market and apply the best organizational learning practices. Human resource quantity and quality are directly proportional to organizational performance and productivity. One of the most difficult challenges in management is developing and retaining a workforce that contributes to organizational performance. This study investigates the impact of human resource management on talent attraction, talent management, and talent management on organizational performance in large-scale and coal maining companies. This study uses SPSS 2.6 version to analyze 119 respondents. Results of this study are talent attraction significantly impacts talent management, talent retention significantly influence talent management. Talent attraction significantly affects organizational performance, talent retention did not influence employee performance. Talent management has a significant influence on employee performance. Talent attraction has a significant impact on organizational performance mediated by talent management and talent management variable as a mediating variable helps talent retention by providing an indirect effect on organizational performance.. The limitations of this study are cross-sectional empirical studies and the variables in this study are measured based on the responses of top and middle management staff only. The research findings suggest that further research should examine other fields related to human resources, especially focusing on the influence of talent retention on organizational performance and talent attraction on organizational performance through talent management as a mediating variable with different dimensions and elements. Keywords: Mining Industry; Talent Attraction; Talent Retention; Talent Management; Organizational Performance

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