Article Per Year (5 Year)
p-Index From 2021 - 2026
0.817
P-Index
This Author published in this journals
All Journal KENDALI: Economics and Social Humanities PUBLICA: Jurnal Pengabdian Masyarakat JURNAL ABDIMAS PLJ MANAGER: Journal of Management and Administration Science
Karya Bakti Kaban
Politeknik LP3I jakarta
Humanities Computer Science & IT Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences Other

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
PENELITIAN TINGKAT KEPUASAN KERJA KARYAWAN DI BADAN PENGELOLA TABUNGAN PERUMAHAN RAKYAT (BP TAPERA) DENGAN MENGGUNAKAN METODE HUMAN RESOURCES INDEX (HR INDEX) FREDRICK E. SCHUSTER Karya Bakti Kaban
KENDALI: Economics and Social Humanities Vol. 1 No. 3 (2023): KENDALI: Economics and Social Humanities, Maret 2023
Publisher : ASIAN PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58738/kendali.v1i3.135

Abstract

Teori motivasi Maslow mengatakan bahwa motivasi orang yang terendah adalah ekonomi atau pendapatan dan yang paling tinggi adalah aktualisasi diri, kesempatan untuk bisa menunjukkan jati diri. Sebuah filosofi manajemen mengatakan: “Jika anda tidak dapat mengukurnya maka anda tidak akan dapat memanajenya”. Apa maksud dari filosofi diatas, dan apakah kita bisa melakukannya? Suatu pertanyaan yang menantang dan perlu untuk direnungkan. Guna membangun lingkungan kerja yang positif, aktif dan kolaboratif, perusahaan akan melakukan berbagai cara yang salah satunya melalui survai kepuasan karyawan. Umumnya survai kepuasan karyawan dilakukan secara berkala dan yang diukur selalu sama sehingga bisa diketahui progress yang terjadi dari program-program yang telah dilakukan. Penelitian ini bertujuan untuk melihat dan mengukur kepuasan kerja karyawan di BP TAPERA adalah perusahaan yang beru berdiri kurang dari 4 (empat) tahun dan merupakan perusahaan bentukan ulang dari BAPERTARUM. Dengan variasi karyawan yang terdiri dari karyawan BP TAPERA rekrutan baru, karyawan eks BAPERTARUM dan dari PNS kementrian maka perlu dianalisa bagaimana kondisi kepuasan kerja karyawan. Survai kepuasan karyawan di BP Tapera untuk tahun 2023, menggunakan metode Human Resources Index (HR Index) yang dikemukakan oleh Fredrick E. Schuster dalam buku Human Resources Management; Concepts, Cases and Reading, pada tahun 1985. Metode yang digunakan dalam penelitian ini adalah metode kualitatif deskriptif. Analisa data dilakukan melalui regresi linier sederhana.  Instrumen penelitian yang digunakan adalah questioner yang dihitung dalam tabulasi data. Hasil survai kepuasan karyawan lalu dibandingkan dengan present norms, yaitu nilai survey rata-rata kepuasan karyawan di berbagai perusahaan di dunia berdasarkan HR Index survey. Hasil penelitian menunjukkan bahwa kepuasan karyawan di BP TAPERA secara rata-rata adalah 3,13 (dari maksimal angka 5) yang lebih rendah dari pada nilai standar atau present norms Schuster yaitu 3,38.
PROGRAM PKM KERJASAMA POLITEKNIK LP3I JAKARTA, PRODI LOGISTIK NIAGA DENGAN CENTER OF COMPETENCY (COC): WORKSHOP VIRTUAL LOGISTICS RISK MANAGEMENT, UPAYA PENINGKATAN KAPASITAS MANAJEMEN RISIKO BAGI PRAKTISI DAN AKADEMISI Karya Bakti Kaban
JURNAL ABDIMAS PLJ Vol. 6 No. 1 (2026): JURNAL ABDIMAS PLJ, Juli 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/japlj.v6i1.2351

Abstract

The saying goes, "Nothing in this world remains constant except change itself." This is further emphasized by the fact that as soon as we wake up in the morning, we are faced with risk. Simply put, risk is an "unpleasant" event that might occur in the future. No one can be certain of what will happen in the future. Because the future is uncertain, the potential for risk is always present. There is the risk of losing money on investments we choose, the risk of delays in train departures and arrivals, the risk of delayed deliveries, the risk of production interruptions, and many other events that pose risks. Nothing can guarantee certainty. Risk is the impact, the outcome caused by an event. Developing a new product can be risky. There is the risk of the product not meeting standards or specifications. There is the risk of the product not selling. The project being executed may not go as planned. This is where the risk of project failure arises. Uncertainty in the supply chain requires industry players and academics to have a strong understanding of logistics risk management. Logistics plays a crucial role in any organization. Without logistics, there would be no material movement, no operations management, no products, no customer service, no sales, and no profits. Logistics is also expensive. Every logistics activity incurs costs, known as logistics costs, such as procurement costs, transportation costs, storage costs, distribution costs, inventory management costs, and others. Aggregate logistics costs are often measured as a percentage of GDP. The percentage of logistics costs to GDP varies between countries, ranging from 11% to 32%. In Indonesia, aggregate logistics costs account for no less than 24% of GDP. Besides being expensive, logistics activities are also risky because they are closely related to safety, security, health, and environmental issues. This community service activity took the form of an online workshop on Logistics Risk Management, organized by the Commercial Logistics Study Program of the LP3I Jakarta Polytechnic in collaboration with the Center of Competency (CoC). The objective of this activity was to enhance participants' understanding of risk management concepts in the logistics sector, including warehousing, transportation, distribution, and supply chain risks. The workshop was conducted through an online seminar using the g-meet platform, incorporating lectures, discussions, case studies, and a question-and-answer session. Participants included lecturers, students, logistics practitioners, and the general public. The results demonstrated an increased understanding of logistics risk identification and risk mitigation strategies. This workshop is expected to contribute to improving the competency of the public and industry players in implementing effective and sustainable logistics risk management.
Workshop Certified Human Resources Professional Executive (CHRPE) Karya Bakti Kaban
PUBLICA: Jurnal Pengabdian Kepada Masyarakat Vol. 4 No. 1 (2025): PUBLICA: Jurnal Pengabdian Kepada Masyarakat, Desember 2025
Publisher : ASIAN PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58738/publica.v4i1.75

Abstract

Berkarir di bidang Human Resources semakin menjadi salah satu pilihan yang menjanjikan untuk masa depan yang mantap dan mapan. Setiap perusahaan berskala kecil, menengah, apalagi multinasional membutuhkan para profesional di bidang pengelolaan Human Resources yang capable untuk dapat mengelola sumber daya manusia di perusahaan dengan secara profesional pula. Cakupan Human Resources sangat luas tentu membutuhkan kemampuan teknis yang memadai khususnya menjalani industri 4.0 seperti saat ini dan menjelang perubahan ke industri 5.0 yang akan datang, belum lagi meski memanage karyawan dari kalangan gen Z dan sebentar lagi Gen Alpha.  Untuk dapat melaksanakan tugas dalam seluruh fungsi Human Resources dengan baik, tidak terhindarkan seorang praktisi Human Resources wajib mempelajari seluruh fungsi itu secara benar dan dengan tingkat kualitas yang memadai. Pasar tenaga kerja sangat membutuhkan para profesional di bidang Human Resources baik yang sudah berpengalaman maupun fresh graduate untuk mengisi lowongan-lowongan yang tersedia. Entry point Human Resources dapat dari berbagai disiplin ilmu baik ilmu sosial dan bahkan ilmu eksakta.Revolusi industri 4.0 menghadirkan inovasi teknologi disruptif yang mengaburkan batas fisik, digital, dan biologis di semua sektor, serta mengubah cara manusia hidup dan bekerja. Terobosan teknologi menciptakan peluang di bidang ekonomi, sosial, dan pengembangan diri pribadi, namun kecerdasan buatan akan mengambil alih pekerjaan manusia. Kesiapan pembangunan SDM sangat diperlukan untuk menghadapi tantangan di era disrupsi 4.0. Sementara era society 5.0 adalah pengembangan era 4.0 dimana pada era ini bagaimana konsep masyarakat yang berpusat pada manusia dan berbasis teknologi, yang bertujuan untuk menyelesaikan berbagai tantangan sosial dan meningkatkan kualitas hidup dengan memanfaatkan inovasi dari Revolusi Industri 4.0, seperti AI, IoT, dan big data.
Research Determination of the Number of Workforce Needs in 2025 at Badan Pengelola Tabungan Perumahan Rakyat (BP Tapera) Using the Workload Analysis Method Karya Bakti Kaban
MANAGER: Journal of Management and Administration Science Vol. 3 No. 3 (2025): MANAGER: Journal of Management and Administration Science, April 2025
Publisher : ASIAN PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58738/manager.v3i3.633

Abstract

In the era of globalization, organizations are required to operate efficiently and professionally. However, mismatches between employee competencies and job roles, as well as uneven employee distribution, remain common issues. This study applies the Workload Analysis (WLA) method to determine the optimal number of employees by assessing working hours, task volume, and standard time. The analysis involved identifying all tasks performed by employees, measuring their physical and mental workload, and comparing it to individual work capacity. The case study was conducted at BP Tapera, which comprises 12 directorates, 1 secretariat, and 1 internal supervisory unit. Of the 185 employees, 59 (32%) were underloaded, 83 (45%) were in a normal/fit category, and 34 (18%) were overloaded, while 9 employees (5%) were not assessed due to recent employment. The projected workforce need for 2025 is 63 additional employees, with the highest demand in the Directorate of Membership (12 employees). The findings highlight the importance of aligning human resources with organizational needs through effective workload distribution, job description refinement, and competency development. This study provides a practical basis for strategic workforce planning and enhancing overall organizational productivity.
Co-Authors