Pengaruh Modal dan Tenaga Kerja Terhadap Tingkat Pendapatan Pengusaha Tenun d...fathur111079
This study entitled "The Effect of Labor Against Capital and Income Level businessman Sukarara Village Weaving in Central Lombok District of Jonggat" .The aim of research to analyze the influence of capital and labor to the level of income entrepreneurs in the village weaving Sukarara Jonggat District of Central Lombok regency. This research data obtained from the questionnaire (primary) and some of the observations and direct interviews with stakeholders of the weaving industry. The research findings indicate that the independent variables which consist of capital, labor jointly significant effect on the income of entrepreneurs woven at a significance level of 10 percent. Capital weaving effect on income entrepreneurs, labor weaving effect on income entrepreneurs. Amounting to 99.2 percent of the variation in the independent variable does so variations in the income variable used weaving entrepreneurs in this model, while the remaining 0.8 percent is explained by othervariables.
Dokumen ini membahas tentang pengertian ketenagakerjaan, kesempatan kerja, tenaga kerja, dan angkatan kerja. Juga membahas upaya meningkatkan kualitas tenaga kerja, sistem upah, dan pengangguran. Jenis-jenis pengangguran dibedakan menjadi konjungtural, struktural, friksional, dan musiman. Dampak pengangguran juga dibahas secara ekonomi, sosial, dan individu.
Teori ekonomi makro adalah ilmu yang mempelajari perilaku ekonomi nasional atau regional. Mempelajari masalah stabilisasi jangka pendek seperti inflasi, pengangguran, dan defisit neraca pembayaran serta masalah pertumbuhan jangka panjang seperti GDP dan GNP. Terdapat empat pasar utama yaitu pasar barang, pasar uang, pasar tenaga kerja, dan pasar luar negeri yang berkaitan dengan harga dan volume.
Semua orang menginginkan kondisi yang lebih baik, lebih sejahtera dan berkeadilan, Tenaga Kerja baru akan terserap tanpa melakukan PHK terhadap pekerja yang sdg bekerja. pengusaha akan lebih sejahtera dan konsumen akan mendapatkan produk/jasa yang lebih berkualitas sesuai dengan harapannya. Peningkatan Produktivitas dapat menjawab hal tersebut.
Pengaruh Modal dan Tenaga Kerja Terhadap Tingkat Pendapatan Pengusaha Tenun d...fathur111079
This study entitled "The Effect of Labor Against Capital and Income Level businessman Sukarara Village Weaving in Central Lombok District of Jonggat" .The aim of research to analyze the influence of capital and labor to the level of income entrepreneurs in the village weaving Sukarara Jonggat District of Central Lombok regency. This research data obtained from the questionnaire (primary) and some of the observations and direct interviews with stakeholders of the weaving industry. The research findings indicate that the independent variables which consist of capital, labor jointly significant effect on the income of entrepreneurs woven at a significance level of 10 percent. Capital weaving effect on income entrepreneurs, labor weaving effect on income entrepreneurs. Amounting to 99.2 percent of the variation in the independent variable does so variations in the income variable used weaving entrepreneurs in this model, while the remaining 0.8 percent is explained by othervariables.
Dokumen ini membahas tentang pengertian ketenagakerjaan, kesempatan kerja, tenaga kerja, dan angkatan kerja. Juga membahas upaya meningkatkan kualitas tenaga kerja, sistem upah, dan pengangguran. Jenis-jenis pengangguran dibedakan menjadi konjungtural, struktural, friksional, dan musiman. Dampak pengangguran juga dibahas secara ekonomi, sosial, dan individu.
Teori ekonomi makro adalah ilmu yang mempelajari perilaku ekonomi nasional atau regional. Mempelajari masalah stabilisasi jangka pendek seperti inflasi, pengangguran, dan defisit neraca pembayaran serta masalah pertumbuhan jangka panjang seperti GDP dan GNP. Terdapat empat pasar utama yaitu pasar barang, pasar uang, pasar tenaga kerja, dan pasar luar negeri yang berkaitan dengan harga dan volume.
Semua orang menginginkan kondisi yang lebih baik, lebih sejahtera dan berkeadilan, Tenaga Kerja baru akan terserap tanpa melakukan PHK terhadap pekerja yang sdg bekerja. pengusaha akan lebih sejahtera dan konsumen akan mendapatkan produk/jasa yang lebih berkualitas sesuai dengan harapannya. Peningkatan Produktivitas dapat menjawab hal tersebut.
Dokumen tersebut membahas strategi perekrutan internal organisasi, termasuk isu-isu organisasi seperti jalur mobilitas dan kebijakan mobilitas, isu-isu administrasi seperti permintaan, koordinasi dan anggaran, serta pengembangan strategi seperti sistem perekrutan, sumber perekrutan, dan waktu mencari kandidat internal.
The document discusses various aspects of the staffing and decision making process, including choosing assessment methods, determining cutoff scores, and making final hiring decisions. It covers calculating validity and adverse impact, combining multiple predictors, establishing hiring standards, and methods for final selection. Decision makers in the process include HR professionals, managers, and employees. Legal issues around diversity and the Uniform Guidelines on Employee Selection Procedures are also addressed.
The document discusses human resource planning and staffing strategies. It covers forecasting future HR needs and availability, reconciling gaps, and developing plans to address shortages or surpluses. It also discusses strategies for a flexible workforce using temporary employees, outsourcing, or independent contractors. Finally, it addresses the importance of diversity planning given the changing demographics of the American workforce.
Dokumen tersebut membahas strategi perekrutan luaran, termasuk isu-isu organisasi dan administrasi dalam perencanaan perekrutan, pengembangan strategi perekrutan, dan sumber-sumber perekrutan.
This chapter discusses retention management and initiatives to reduce employee turnover. It covers measuring turnover, analyzing reasons for leaving, and the costs and benefits of different types of turnover. The chapter also examines initiatives to reduce voluntary turnover like improving job satisfaction and making it harder to leave. It discusses using performance management and progressive discipline to limit discharge turnover. When downsizing is necessary, the chapter explores alternatives and how to support remaining employees.
The document discusses various aspects of staffing activities, including finalizing employment matches. It covers requirements for enforceable employment contracts, such as having clear parties, consideration, and form. Job offers should be formulated strategically based on labor market factors and applicant preferences. The job offer content, process of formulation, and presentation are explained. New employee orientation and socialization programs are also reviewed. Legal compliance with issues like eligibility verification must also be considered.
Dokumen tersebut membahas proses penawaran pekerjaan, mulai dari pembentukan tawaran, cara memberikan tawaran, penerimaan atau penolakan tawaran, serta unsur-unsur yang membentuk kontrak pekerjaan yang sah secara hukum.
The document discusses various methods for internal selection, including initial assessment methods like skills inventories, peer assessments, and self-assessments. It also covers substantive assessment methods such as using seniority and experience, job knowledge tests, performance appraisals, promotability ratings, and assessment centers. Assessment centers involve exercises and evaluations by trained assessors over multiple days. The document evaluates the advantages and disadvantages of the different internal selection methods.
The document discusses external recruitment, including recruitment planning, sources, communication strategies, and applicant reactions. It covers administrative issues like using internal vs. external recruiters and centralized vs. decentralized recruitment. Open versus targeted recruitment strategies and metrics for evaluating recruiting methods are presented. Recruitment sources like employee referrals, websites, and agencies are examined.
The document discusses staffing models and strategy. It defines staffing as acquiring, deploying, and retaining a workforce of sufficient quantity and quality to help an organization be effective. It presents five staffing models: staffing quantity levels, person/job match, person/organization match, staffing system components, and staffing organizations. It also discusses the importance of staffing strategy and the 13 decisions involved, including decisions around staffing levels and quality. Finally, it outlines suggestions for ethical staffing practices.
The document summarizes key concepts from Chapter 7 on measurement in staffing activities, including defining measurement and discussing the importance, types, reliability, and validity of measures. It also addresses validity of measures in staffing, validity generalization, staffing metrics, data collection procedures, legal issues related to disparate impact, and requirements for standardization and validation.
Makalah ini membahas tentang rekrutmen, seleksi, dan penempatan sumber daya manusia pada perusahaan manufaktur. Prosesnya dimulai dari perencanaan kebutuhan pegawai berdasarkan faktor internal dan eksternal, dilanjutkan dengan analisis jabatan untuk menentukan spesifikasi lowongan kerja, dan penentuan saluran rekrutmen untuk mendapatkan calon pegawai dari dalam atau luar perusahaan."
Rekrutmen adalah proses mencari, mengadakan, menemukan, dan menarik pelamar untuk dipekerjakan dalam suatu organisasi. Tujuannya adalah memperoleh sumber daya manusia yang sesuai dengan kebutuhan kuantitas dan kualitas organisasi. Peramalan kebutuhan SDM melibatkan meramalkan permintaan dan penawaran tenaga kerja serta mengidentifikasi kesenjangan dan mengembangkan rencana untuk mengisi kesenjangan ter
Dokumen tersebut membahas strategi perekrutan internal organisasi, termasuk isu-isu organisasi seperti jalur mobilitas dan kebijakan mobilitas, isu-isu administrasi seperti permintaan, koordinasi dan anggaran, serta pengembangan strategi seperti sistem perekrutan, sumber perekrutan, dan waktu mencari kandidat internal.
The document discusses various aspects of the staffing and decision making process, including choosing assessment methods, determining cutoff scores, and making final hiring decisions. It covers calculating validity and adverse impact, combining multiple predictors, establishing hiring standards, and methods for final selection. Decision makers in the process include HR professionals, managers, and employees. Legal issues around diversity and the Uniform Guidelines on Employee Selection Procedures are also addressed.
The document discusses human resource planning and staffing strategies. It covers forecasting future HR needs and availability, reconciling gaps, and developing plans to address shortages or surpluses. It also discusses strategies for a flexible workforce using temporary employees, outsourcing, or independent contractors. Finally, it addresses the importance of diversity planning given the changing demographics of the American workforce.
Dokumen tersebut membahas strategi perekrutan luaran, termasuk isu-isu organisasi dan administrasi dalam perencanaan perekrutan, pengembangan strategi perekrutan, dan sumber-sumber perekrutan.
This chapter discusses retention management and initiatives to reduce employee turnover. It covers measuring turnover, analyzing reasons for leaving, and the costs and benefits of different types of turnover. The chapter also examines initiatives to reduce voluntary turnover like improving job satisfaction and making it harder to leave. It discusses using performance management and progressive discipline to limit discharge turnover. When downsizing is necessary, the chapter explores alternatives and how to support remaining employees.
The document discusses various aspects of staffing activities, including finalizing employment matches. It covers requirements for enforceable employment contracts, such as having clear parties, consideration, and form. Job offers should be formulated strategically based on labor market factors and applicant preferences. The job offer content, process of formulation, and presentation are explained. New employee orientation and socialization programs are also reviewed. Legal compliance with issues like eligibility verification must also be considered.
Dokumen tersebut membahas proses penawaran pekerjaan, mulai dari pembentukan tawaran, cara memberikan tawaran, penerimaan atau penolakan tawaran, serta unsur-unsur yang membentuk kontrak pekerjaan yang sah secara hukum.
The document discusses various methods for internal selection, including initial assessment methods like skills inventories, peer assessments, and self-assessments. It also covers substantive assessment methods such as using seniority and experience, job knowledge tests, performance appraisals, promotability ratings, and assessment centers. Assessment centers involve exercises and evaluations by trained assessors over multiple days. The document evaluates the advantages and disadvantages of the different internal selection methods.
The document discusses external recruitment, including recruitment planning, sources, communication strategies, and applicant reactions. It covers administrative issues like using internal vs. external recruiters and centralized vs. decentralized recruitment. Open versus targeted recruitment strategies and metrics for evaluating recruiting methods are presented. Recruitment sources like employee referrals, websites, and agencies are examined.
The document discusses staffing models and strategy. It defines staffing as acquiring, deploying, and retaining a workforce of sufficient quantity and quality to help an organization be effective. It presents five staffing models: staffing quantity levels, person/job match, person/organization match, staffing system components, and staffing organizations. It also discusses the importance of staffing strategy and the 13 decisions involved, including decisions around staffing levels and quality. Finally, it outlines suggestions for ethical staffing practices.
The document summarizes key concepts from Chapter 7 on measurement in staffing activities, including defining measurement and discussing the importance, types, reliability, and validity of measures. It also addresses validity of measures in staffing, validity generalization, staffing metrics, data collection procedures, legal issues related to disparate impact, and requirements for standardization and validation.
Makalah ini membahas tentang rekrutmen, seleksi, dan penempatan sumber daya manusia pada perusahaan manufaktur. Prosesnya dimulai dari perencanaan kebutuhan pegawai berdasarkan faktor internal dan eksternal, dilanjutkan dengan analisis jabatan untuk menentukan spesifikasi lowongan kerja, dan penentuan saluran rekrutmen untuk mendapatkan calon pegawai dari dalam atau luar perusahaan."
Rekrutmen adalah proses mencari, mengadakan, menemukan, dan menarik pelamar untuk dipekerjakan dalam suatu organisasi. Tujuannya adalah memperoleh sumber daya manusia yang sesuai dengan kebutuhan kuantitas dan kualitas organisasi. Peramalan kebutuhan SDM melibatkan meramalkan permintaan dan penawaran tenaga kerja serta mengidentifikasi kesenjangan dan mengembangkan rencana untuk mengisi kesenjangan ter
Dokumen tersebut membahas proses kepegawaian, termasuk keputusan kepegawaian, uji untuk organisasi, dampak praktik kepegawaian, pemangku kepentingan dalam proses kepegawaian, evaluasi hasil kepegawaian, masalah praktis dalam kepegawaian, dan diseleksi."
Dokumen ini membahas proses rekrutmen dan seleksi sumber daya manusia, termasuk tujuan, komponen, dan metode rekrutmen serta berbagai sumber pelamar internal dan eksternal. Proses seleksi mencakup pengumpulan informasi pelamar, tes-tes seleksi, wawancara, dan keputusan akhir untuk menerima atau menolak pelamar.
1. Analisis pekerjaan adalah ilmu pengetahuan yang mempelajari tentang pekerjaan dan proses menentukan persyaratan yang harus disiapkannya, termasuk didalamnya sistematika rekrutmen, evaluasi atau pengendalian, dan organisasi atau perusahaannya
Rekrutmen dan seleksi merupakan proses untuk mendapatkan dan memilih karyawan berkualitas untuk posisi tertentu. Proses ini meliputi perencanaan kebutuhan SDM, rekrutmen sumber daya manusia internal dan eksternal, serta seleksi calon karyawan melalui tes, wawancara, dan evaluasi untuk memutuskan kandidat terpilih. Faktor-faktor seperti penawaran tenaga kerja, etika, dan kesetaraan kesempatan mempengaru
Materi Paparan Ketenagakerjaan di Masa Pandemi - Diskusi Public (online) R...Rusman R. Manik
Diskusi ini membahas peluang dan tantangan tenaga kerja di Indonesia selama masa pandemi, termasuk upaya peningkatan kualitas tenaga kerja. Dibahas pula dampak COVID-19 terhadap perekonomian dan lapangan kerja, serta strategi penurunan pengangguran seperti peningkatan permintaan, insentif usaha, dan peningkatan kualitas SDM.
Dokumen tersebut membahas tentang manajemen sumber daya manusia strategik. Secara garis besar dibahas tentang konsep MSDM, lingkungan eksternal dan global yang mempengaruhi organisasi, serta analisis pekerjaan dan rancangan pekerjaan untuk mendukung pencapaian tujuan organisasi."
1. Dokumen tersebut berisi informasi mengenai profil Drs. Harry Susan Pujiraharjo dan agenda prioritas di bidang manajemen aparatur sipil negara seperti pengembangan kompetensi SDM, pendekatan human capital, dan tantangan yang dihadapi.
Sistem pampasan boleh direkabentuk untuk meningkatkan motivasi dan produktiviti pekerja dengan mengaitkan pampasan kepada prestasi individu dan kumpulan. Walau bagaimanapun, ia perlu dilaksanakan dengan adil dan jelas agar dipatuhi oleh pekerja."
The document discusses compensation administration and market salary surveys. It describes the process of systematically collecting information on pay practices in the relevant labor market and making judgments about competitors' compensation packages. Some key points include that market salary surveys involve benchmarking jobs and pay levels against competitors, collecting data on pay mixes and structures, and using the findings to validate an organization's own compensation decisions.
Bab 3 slides_tambahan_29hb_september_2011_semester_a111Zilafeeq Shafilla
The document discusses job analysis, which is the systematic process of collecting information to identify similarities and differences in work. It notes that job analysis data is needed for personnel functions like compensation to establish fair pay differences based on job-related factors. The key issues are ensuring the data collected is useful, acceptable, reliable, and valid for making compensation decisions.
Dokumen tersebut membahas tentang analisis pekerjaan, yang merupakan proses sistematis untuk mengumpulkan data mengenai tugas, tanggung jawab, peralatan, prestasi, dan kualifikasi yang dibutuhkan untuk suatu pekerjaan. Analisis pekerjaan digunakan untuk membuat deskripsi pekerjaan, spesifikasi pekerjaan, evaluasi pekerjaan, rekrutmen, dan keputusan sumber daya manusia lainnya. Dokumen tersebut jug
The document discusses compensation administration, including defining compensation as financial and non-financial rewards received by employees. It explains the objectives, types, and models of compensation, as well as compensation policies and techniques. The objectives of compensation include efficiency, fairness, and compliance, while policies center around internal alignment, external competition, employee contribution, and administration.
Sistem pampasan merujuk kepada pulangan kewangan dan faedah yang diterima oleh pekerja. Ia memberi perspektif daripada pelbagai pihak seperti masyarakat, pemegang saham, pekerja dan pengurusan. Terdapat dua jenis pampasan iaitu kewangan dan bukan kewangan. Proses membentuk sistem pampasan melibatkan dasar strategik, teknik-teknik dan objektif strategik.
The document discusses various topics related to heat hazards and thermal comfort in the workplace. It defines concepts like thermal energy and heat stress. It explains factors that can cause heat strain and how to recognize signs of heat strain. It provides guidance on managing heat stress through engineering controls, administrative controls and personal protective equipment. It also discusses cold stress and conditions like hypothermia. Prevention and risk factors are covered for issues like heat cramps, heat exhaustion, heat stroke and cold injuries.
3. KEADAAN EKONOMI KEADAAN EKONOMI Pasaran produk, inflasi, kadar pertukaran wang, pasaran buruh, kadar faedah, peraturan kerajaan PERTUMBUHAN PEKERJAAN Positif= Berkembang Neutral= Tidak Berubah Negatif= Menguncup IMPAK PERGERAKAN HR Pengambilan Baru Pasaran Buruh Dalaman Keluar
4.
5. KEADAAN EKONOMI Antara isu2 penstafan: FLEKSIBILITI PENSTAFAN PANDUAN/LALUAN KERJAYA KEKURANGAN PEKERJA BARU GANJARAN PEKERJA
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