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Faizal Amir Parlindungan Nasution
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INDONESIA
Jurnal Ketenagakerjaan
Published by Pusat Pengembangan Kebijakan Ketenagakerjaan, Kementerian Ketenagakerjaan RI
ISSN : 19076096     EISSN : 27228770     DOI : 10.47198
Core Subject : Economy, Social,
Economics, Econometrics & Finance Law, Crime, Criminology & Criminal Justice Social Sciences
Jurnal Ketenagakerjaan (J-naker/The Indonesian Journal of Manpower) adalah publikasi ilmiah yang diterbitkan oleh Pusat Pengembangan Kebijakan, Kementerian Ketenagakerjaan. J-naker bekerjasama dengan beberapa asosiasi fungsional dan profesi di bidang ketenagakerjaan dalam rangka mengembangkan publikasi ini agar menjadi wadah peningkatan kualitas kebijakan ketenagakerjaan. Kerjasama tersebut antara lain dengan Asosiasi Analis Kebijakan Indonesia (AAKI) Komisariat Kementerian Ketenagakerjaan, Asosiasi Mediator Hubungan Industrial Indonesia (AMHII), Asosiasi Pengawas Ketenagakerjaan Indonesia (APKI), Asosiasi Instruktur Pelatihan Kerja Republik Indonesia Indonesia (PILAR RI), Ikatan Pengantar Kerja Seluruh Indonesia (IKAPERJASI), dan Persatuan Perencana Pembangunan Indonesia (PPPI) Komisariat Kementerian Ketenagakerjaan.
Arjuna Subject : Ilmu Sosial - Ilmu Sosial (Lain-Lain)
Articles 6 Documents
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Search results for , issue "Vol 18 No 1 (2023)" : 6 Documents clear
Studi Yuridis Normatif Implementasi Regulasi Perselisihan Hubungan Industrial Nuryansyah Irawan
Jurnal Ketenagakerjaan Vol 18 No 1 (2023)
Publisher : Pusat Pengembangan Kebijakan Ketenagakerjaan Kementerian Ketenagakerjaan Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47198/jnaker.v18i1.147

Abstract

The settlement process of industrial relations disputes in Indonesia includes a bipartite process up to the first court stage trial and cassation by means of prioritizing a fast, precise, fair, and cheap court process; however, in reality, the application could not be fulfilled in Indonesia. This writing aims to describe the renewal of labor law concerning the settlement process of industrial relations in determining labor relations in Indonesia. This study uses the normative juridical method tending to Legal Reform with a Law Renewal approach, which oriented a law theory to understand the aspect of Labor Law according to Indonesian Law. Secondary data was acquired from a library study. Along conclusion statement technique uses the deductive method. The optimum Settlement dispute process can be done with all parties to have the best outcome for all. It is advised to constitutional makers and related instances to accelerate the industrial relation settlement dispute process in order to optimize the result for both sides
Kondisi Ketenagakerjaan Pekerja Lanjut Usia dan Perubahannya Saat Pandemi COVID-19 di Indonesia Menurut Jenis Pekerjaannya: Analisis Data Sakernas 2021 Hafizh Meyzar Aqil
Jurnal Ketenagakerjaan Vol 18 No 1 (2023)
Publisher : Pusat Pengembangan Kebijakan Ketenagakerjaan Kementerian Ketenagakerjaan Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47198/jnaker.v18i1.162

Abstract

Indonesia has entered population aging in the year 2021, referred by the elderly dependent number above 10%. The increase in the number or percentage of elders that still work expectedly can contribute to the economy. However, until the year 2o2o, most elderly workers, still considered informal workers, call into doubt their contribution to the economy. Meanwhile, during the Covid-19 pandemic, informal and elderly workers are among the vulnerable group. This study aims to determine changes related to employment conditions for elderly workers based on the type of work before and during the COVID-19 pandemic in Indonesia. This quantitative research study uses descriptive analysis of data from the National Labor Force Survey (Sakernas) in August 2021. The study resulted that most elderly workers choose to work as independent workers/informal entrepreneurs. In addition, reduced hours worked and average earnings were experienced by all types of jobs, with jobs within the informal sector (informal self-employed, informally paid, and unpaid/family) tending to have the worst outcome. The government is expected to provide assistance during the COVID-19 era for elderly workers, especially informal independent elderly workers who have a significant contribution.
Kontribusi Kesejahteraan Masyarakat, Investasi dan Dampak Pandemi COVID-19 Terhadap Penyerapan Tenaga Kerja Generasi Z Suryadi Suryadi
Jurnal Ketenagakerjaan Vol 18 No 1 (2023)
Publisher : Pusat Pengembangan Kebijakan Ketenagakerjaan Kementerian Ketenagakerjaan Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47198/jnaker.v18i1.185

Abstract

Generation Z has different characteristics compared with other generations. They prefer technology, flexibility, and intelligence and are more tolerant of cultural diversity. This writing uses panel data to analyze the contribution of people's welfare, investment, and COVID-19 impact on Generation Z labor intake. The corresponding panel data model is the Random Effect Model. The study showed that the people welfare variable has a significant negative influence at the amount of 0.64 upon Generation Z labor intake. While investment has a significant positive effect of 0.71 and the variable of COVID-19 impact resulted in a negative of 0,002 however it is not considered a significant number.
Modal Manusia dan Transisi Pemuda Fresh Graduates ke Sektor Digital di Masa Pandemi COVID-19 Feisal Sinaga
Jurnal Ketenagakerjaan Vol 18 No 1 (2023)
Publisher : Pusat Pengembangan Kebijakan Ketenagakerjaan Kementerian Ketenagakerjaan Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47198/jnaker.v18i1.190

Abstract

Youth and digitalization have an essential role in the nation's development Youth as an agent of change, which brings new ideas and innovation. In contrast, digitalization brings changes in terms of efficiency and effectiveness which are able to become a source of new economic growth. The existence of COVID-19 pandemic has caused barriers for youth to enter the workforce since graduate school (school-to-work transition), which is a blessing in disguise as technology adoption accelerates and creates new job opportunities for youth as it requires digital skills. Youth which are considered as adaptive to technology by nature, are considered to have the opportunity to increase their work participation through transitioning jobs to the digital sector. This study aims to analyze the influence of human capital in the form of education and training in fresh graduates' youth on opportunities to transition jobs to the digital sector. The data source and method used resulted from the August 2021 National Labor Force Survey (Sakernas) and multinomial logistic regression. The study result shows that education and training influence youth's transition to the digital sector. Young fresh graduates with higher education have a 1.491. times higher tendency to make the transition to the digital sector. Participation in training for youth will also increase the tendency of 1,525 times for youth with secondary education and 1,239 times for youth with higher education to transition to the digital sector. Pre-Employment Program (Prakerja) participation will also increase the tendency by 1,314 times to transition to the digital sector. Other findings show that higher educational attainment and training participation will reduce the tendency for young fresh graduates to transition to the non-digital sector and choose to be unemployed, which indicates that it is consistent with work decision theory that the higher the investment in education and training, the higher the reservation wage will also be.
Studi Perlindungan Sosial yang Adaptif dan Berkemampuan Bagi Pekerja di Masa Pandemi COVID-19 Henriko Tobing
Jurnal Ketenagakerjaan Vol 18 No 1 (2023)
Publisher : Pusat Pengembangan Kebijakan Ketenagakerjaan Kementerian Ketenagakerjaan Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47198/jnaker.v18i1.200

Abstract

The impact of several crises on health, economy, and crisis caused by technological development upon workers resulted in three cases: 1) wage reduction, 2) Layoff or employment degradation, and 3) limited social security, particularly for vulnerable workers. Therefore, To anticipate this issue, an adaptive social security policy is needed for any crisis form and payment coverage. Social security programs in Indonesia are considered enough to comprehend employment protection, including employers. In contrast, these types of programs can be categorized as social security programs which are classified as adaptive. In reality, problems still occur here and there, mainly entry-related and benefit value. Considering the Nation's ability to finance social security programs with limited contribution, therefore, to create competent social security, a social contribution mechanism (companies-employe and Government) is needed to ensure continuation. Massive socialization with the involvement of every people's component as well as law enforcer toward social security provision provided a successful way to increase participant's scope to become an essential aspect of creating continuous social security financing.
Kajian UU 11/2020 tentang Cipta Kerja Klaster Ketenagakerjaan: Studi pada Regulasi Pengupahan, PHK, dan Pesangon Fajar B Hirawan; Adinova Fauri; Henriko Tobing; Muhyiddin Muhyiddin
Jurnal Ketenagakerjaan Vol 18 No 1 (2023)
Publisher : Pusat Pengembangan Kebijakan Ketenagakerjaan Kementerian Ketenagakerjaan Republik Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47198/jnaker.v18i1.205

Abstract

Several aspects concern the attention of labor and employer on Constitution Number 11, the Year 2020, under Job Creation Act. Initially, worries arise about the possibility of one-sided layoffs. Layoff often occurs through companies that have yet to have a discussion. Nevertheless, it is necessary to align that the layoffs mechanism, in brief, does not intend to promote one-sided layoffs by employers. Under the Job Creation Act, Article 151 provided the bases for stakeholders to prevent any layoff. Further Constitution yet gives the possibility of a chance if employees are offended by any employer's treatment. In brief, this mechanism covers appreciates, protects, and supports employment rights fulfillment. In other words, this mechanism is still based on equity. Secondly, there is no further appropriate explanation concerning the reduction of wage policy in the Job Creation Act, whereas it is relevant for employment. The revision in Wage Policy includes reformation effort in severance pay, which also includes affirmation effort in share effect as risk management means, such as the risk of unemployment. Such matter needs further study empiric that shows whether the multiplier number as listed in Job Creation Act Constitution, which is Government Regulation No. 35 the Year 2021, is at an ideal level or not (or corresponds with employer capability). Third, there is no doubt that severance pay implementation can not avoid Labor Union attention. For instance, Labor/employee object if said severance pay is easily accepted. According to them, this dispute often occurs in Industrial Relations Court. Hence, the successful, effective implementation of a new severance pay policy indicates a strengthened Social Security. Regarding this, there are a few notes on implementation. For instance, to ensure corresponding data of Health BPJS and employment BPJS.

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