Analisis Proses Rekrutmen pada PT. Kereta Api Indonesia Daerah Operasional 9 di Jember

This study aims to analyze the recruitment process carried out by PT. Kereta Api Indonesia DAOP 9 in Jember in order to meet the need for manpower. The method used is descriptive qualitative research by observing, interviewing, and direct documentation. The results of this study indicate that the recruitment process of PT. KAI is carried out by following the company's Workload globally. Recruitment conducted by PT. KAI is a process of fulfilling the need for workers in each branch office. Thus, in practice it does not prioritize the needs of each but prioritizes the needs of PT. Indonesian Railways as a whole. The implementation policy is carried out based on the results of the head office's considerations and decisions to obtain workers according to the existing qualifications and apply the same in each branch. &nbsp

Analisis Pengukuran Kinerja Karyawan Berdasarkan Key Performance Indicator Dengan Pendekatan Human Resources Scorecard Pada Soerabaja45

Pengukuran kinerja karyawan pada perusahaan Soerabaja45 belum cukup efektif untuk menjadi dasar pengambilan keputusan dalam penetapan strategi bisnis karena bersifat subjektif. Pengukuran kinerja karyawan yang dibutuhkan perlu menggunakan indikator yang lengkap, objektif dan dapat digunakan sebagai dasar strategi peningkatan kinerja karyawan. Metode yang digunakan dalam penelitian ini adalah human resources scorecard. Tujuan penelitian ini untuk mengukur kinerja karyawan berdasarkan key performance indicator dengan pendekatan human resources scorecard pada Soerabaja45. Pengukuran kinerja karyawan menggunakan teknik analytical hierarchy process atau pembobotan perbandingan berpasangan yang dilakukan oleh tim manajamen perusahaan berjumlah 4 orang selaku expert di bidang ini, selanjutnya menentukan skor terhadap key performance indicator yang telah ditentukan dengan traffic light system. Hasil wawancara dan olah data diketahui terdapat 16 key performance indicator pada Soerabaja45, dengan 6 key performance indicator mencapai kinerja yang baik, 8 key performance indicator mencapai kinerja cukup baik dan 2 key performance indicator dengan kinerja kurang baik. Kata Kunci: Pengukuran Kinerja Karyawan, Human Resources Scorecard, Key Performance Indicato

PENGUATAN SDM DAN TATA KELOLA KELEMBAGAAN POKDARWIS DEWI RENGGANIS DI DESA WISATA GUYANGAN, KRUCIL, KABUPATEN PROBOLINGGO

Guyangan Village is one the village that located in strategic position by its diversity on tourism potencies and wide spread of livelihood in agriculture, horticulture and plantation. In 2021, this village have awarded as the one of tourism village by 29 villages in Probolinggo Regency.  The harvest of agriculture of rice field, corn, and horticulture such cubic, tomato and potatoes, as well as coffee, durian and dairy cows and beef cattle. By its wide spread potencies of nature to be attract by visitors, especially of Batu Pertapaan Sites, Sendang Biru Waterfall, Jaran Goyang Waterfall, Dewi Rengganis Waterfall, Gligir Waterfall, Watulesung Waterfall and Live Garden. This research aims to develop of skill of hospitality community of Dewi Rengganis in Seventh Charms and also Management of Tourism Village. The methodology used the Socialization of Seventh Charms, Tutorial method and service to the visitors, Discussion method in understanding and experience of local community and also Evaluation method through hospitality community of Dewi Renggani