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Kaban, Karya Bakti
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MOTIVASI SUKSES MENUJU DUNIA KERJA BAGI SISWA KELAS XII SMK BINA MITRA CIKARANG Prabandari, Sari; Kaban, Karya Bakti; Widiarti Lestariningsih; Diand Mardiana; Fera Lufhidarani Pranita
PUBLICA: Jurnal Pengabdian Kepada Masyarakat Vol. 1 No. 1 (2022): PUBLICA: Jurnal Pengabdian Masyarakat, Desember 2022
Publisher : ASIAN PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (742.458 KB) | DOI: 10.58738/publica.v1i1.1

Abstract

World of work could be a company, institution or organization where people do something for making money. Many factors influence the success in the world of work, such as: passion, brain, beauty, discipline, behaviour and motivation. Motivation is a set of value that influence an individual to achieve a personal specific target. Success can be defined as an achievement in a certain field. The motivation in the world of work is needed to push someone optimizing his ability and potency. The graduates of SMK (Vocational High School) are designed to be placed in the world of work. It is to be important thing to grow the success motivation on the students of vocational high school (SMK).
Analisis Tingkat Kepuasan Kerja Karyawan di LP3I Group Dengan Menggunakan Metode Human Resources Index (HR Index) Survey Kaban, Karya Bakti
Socius: Jurnal Penelitian Ilmu-Ilmu Sosial Vol 1, No 8 (2024): March
Publisher : Penerbit Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.10866152

Abstract

This research was conducted on LP3I Group employees with the aim of measuring the level of employee job satisfaction. Research and analysis is carried out through surveys of employees which are carried out periodically and which are measured using the same questions so that progress can be seen from the programs that have been carried out. The purpose of measurement is also to build a positive, active and collaborative work environment. LP3I Group employees themselves consist of employees at the LP3I Foundation, employees at the Private Higher Education Group or PTS which consists of the LP3I Jakarta Polytechnic (PLJ) along with the expansion campus and PTS Development Accounting Academy (AKMA) Bengkulu, and employees at the College Branch Group (Education Non-Formal) with around 19 branches throughout Indonesia. In this employee satisfaction survey, the Human Resources Index (HR Index) concept proposed by Fredrick E. Schuster in the book Human Resources Management; Concepts, Cases and Reading, in 1985. The method used in this research is descriptive qualitative method. Data analysis was carried out through simple linear regression. The research instrument used was a questionnaire which was calculated in data tabulation. The results of the employee satisfaction survey are then compared with present norms, namely the average survey value of employee satisfaction in various companies in the world based on the HR Index survey. The results of the research show that employee satisfaction in the LP3I Group on average is 3.62 (from a maximum of 5) which is higher than the standard or present norms value which is 3.38, but in total the LP3I Group HR Index value has decreased slightly. when compared with the results of the HR Index employee satisfaction survey in 2021 with the number 3.69 and in 2022 with the number 3.68.
Workshop Persiapan Sertifikasi Ahli K3 Umum oleh Politeknik LP3I Jakarta Bekerjasama Dengan Lembaga Competence Development Center (CDC) LP3I Secara Daring Kaban, Karya Bakti; Rahmadhani, May Vitha; Sirait, Edison P.; Zulfikar, Ali; Permana, Amon Gari
Nanggroe: Jurnal Pengabdian Cendikia Vol 3, No 7 (2024): Oktober
Publisher : Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.13995673

Abstract

Certification and appointment as a General K3 Expert is a government program to reduce accidents and illnesses in the world of work, so as to increase work safety, profits and a positive image for the company. Occupational safety and health (K3) has become an important issue, not only on a national scale, but also on an international scale. Every company is required to implement K3 requirements. K3 no longer only belongs to companies in the oil and gas, mining, construction and manufacturing projects, but has spread to all types of companies. The profession in the field of K3 has become a promising profession for the next few decades. However, knowledge in the field of K3 is not mandatory only for employees in the field of K3, but is mandatory for all employees. Minister of Manpower Regulation No. 2 of 1992 has regulated the procedures for appointing General K3 Experts. "Every company that has 100 employees or more, or has high occupational risks, is required to have a P2K3 and at least one General K3 Expert. "K3 experts are technical workers with special skills from outside the Department of Manpower who are appointed by the Minister of Manpower to monitor compliance with the Work Safety Law." General K3 experts are an extension of the government in supervising work in the workplace, so that it complies with statutory requirements set by the government, so as to reduce risks and incidents, whether accidents or work-related illnesses. After passing this certification, individuals will have legally recognized authority to become an K3 Expert in their workplace. To take part in general K3 expert certification, knowledge and skills are required, including practical experience. To know and be skilled, of course training or workshops are needed. This activity aims to provide education and training in the form of online workshops to build skills and provide an understanding of K3 to professional workers as well as preparation for taking General K3 Expert certification either at the National Professional Certification Agency (BNSP) or at the Ministry of Manpower (Kemenaker). The output target of this community service is an article published on electronic media, activity videos and increasing partner empowerment, namely the creation of professional and competent workers in the field of K3 experts in particular.
Workshop Persiapan Sertifikasi Ahli K3 Umum oleh Politeknik LP3I Jakarta Bekerjasama Dengan Lembaga Competence Development Center (CDC) LP3I Secara Daring Kaban, Karya Bakti; Rahmadhani, May Vitha; Sirait, Edison P.; Zulfikar, Ali; Permana, Amon Gari
Nanggroe: Jurnal Pengabdian Cendikia Vol 3, No 7 (2024): Oktober
Publisher : Yayasan Daarul Huda Kruengmane

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.13995673

Abstract

Certification and appointment as a General K3 Expert is a government program to reduce accidents and illnesses in the world of work, so as to increase work safety, profits and a positive image for the company. Occupational safety and health (K3) has become an important issue, not only on a national scale, but also on an international scale. Every company is required to implement K3 requirements. K3 no longer only belongs to companies in the oil and gas, mining, construction and manufacturing projects, but has spread to all types of companies. The profession in the field of K3 has become a promising profession for the next few decades. However, knowledge in the field of K3 is not mandatory only for employees in the field of K3, but is mandatory for all employees. Minister of Manpower Regulation No. 2 of 1992 has regulated the procedures for appointing General K3 Experts. "Every company that has 100 employees or more, or has high occupational risks, is required to have a P2K3 and at least one General K3 Expert. "K3 experts are technical workers with special skills from outside the Department of Manpower who are appointed by the Minister of Manpower to monitor compliance with the Work Safety Law." General K3 experts are an extension of the government in supervising work in the workplace, so that it complies with statutory requirements set by the government, so as to reduce risks and incidents, whether accidents or work-related illnesses. After passing this certification, individuals will have legally recognized authority to become an K3 Expert in their workplace. To take part in general K3 expert certification, knowledge and skills are required, including practical experience. To know and be skilled, of course training or workshops are needed. This activity aims to provide education and training in the form of online workshops to build skills and provide an understanding of K3 to professional workers as well as preparation for taking General K3 Expert certification either at the National Professional Certification Agency (BNSP) or at the Ministry of Manpower (Kemenaker). The output target of this community service is an article published on electronic media, activity videos and increasing partner empowerment, namely the creation of professional and competent workers in the field of K3 experts in particular.
Analisis Keselamatan dan Kesehatan Kerja Dengan Metode Job Safety Analysis dan Implementasi 5S di Bengkel Bubut Sumber Teknik Jakarta Selatan Kaban, Karya Bakti
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 2 (2025): Mei - Juli
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i2.952

Abstract

Keselamatan dan Kesehatan Kerja (K3) merupakan aspek penting dalam menciptakan lingkungan kerja yang aman, terutama di sektor industri manufaktur salah satunya adalah bengkel bubut. Penelitian ini bertujuan untuk menganalisis implementasi program K3 dan 5S di Bengkel Bubut Sumber Teknik yang berlokasi di Jakarta Selatan. Metode penelitian yang digunakan adalah metode deskriptif kualitatif dengan teknik pengumpulan data melalui observasi lapangan, wawancara dengan pekerja, serta dokumentasi. Kemudian data dianalisis dengan Job Safety Analysis (JSA). Bengkel Bubut Sumber Teknik adalah bengkel yang bergerak di bidang jasa seperti jasa dalam hal membubut, jasa menegelas, jasa memotong besi, dan jasa membuat kerangka rak, pagar besi dan proses permesinan dalam proses produksi nya yang banyak menggunakan mesin-mesin dan alat-alat berat seperti mesin bubut, mesin milling, mesin las dan mesin gerinda terdapat potensi dan bahaya yang dapat menimbulkan kecelakaan pada operator/karyawan. Hasil penelitian menunjukkan bahwa implementasi K3 di Bengkel Sumber Teknik belum sepenuhnya sesuai dengan standar peraturan perundang-undangan K3 yang berlaku. Beberapa temuan utama meliputi kurangnya penggunaan alat pelindung diri (APD), minimnya pelatihan K3 bagi pekerja, serta belum adanya prosedur tanggap darurat yang terdokumentasi dengan baik.  Penelitian ini merekomendasikan peningkatan pelatihan dan sosialisasi K3, pengawasan yang lebih ketat terhadap penggunaan APD, serta penyusunan dokumen prosedur keselamatan kerja untuk meningkatkan budaya K3 di lingkungan bengkel selain itu untuk memastikan terlaksanaya program K3 direkomendasikan untuk dilakukan implementasi program 5S, sehingga diharapkan penerapan K3 yang efektif dapat meminimalisir risiko kecelakaan kerja dan menciptakan lingkungan kerja yang lebih aman dan produktif.
Workshop Certified Human Resources Professional Executive (CHRPE) Kaban, Karya Bakti
PUBLICA: Jurnal Pengabdian Kepada Masyarakat Vol. 4 No. 1 (2025): PUBLICA: Jurnal Pengabdian Kepada Masyarakat
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.
Co-Authors Diand Mardiana Permana, Amon Gari Rahmadhani, May Vitha Sari Prabandari, Sari Sirait, Edison P. Widiarti Lestariningsih Zulfikar, Ali