Browsing by Author "Kusumastuti, Dyah"

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    ACCELERATING ENTREPRENEURSHIP COMPETENCY IN HIGHER EDUCATION GRADUATES THROUGH COMPETITIVE INTELLIGENCE LEARNING
    (Konferensi Internasional SEAAIR 2004, 2004-09-21) Sudiarto, A. Edi; Kusumastuti, Dyah
    The development of using Competitive Intelligence (CI) in industrial sector has brought about new competency needs of Higher Education (HE) graduates that are Entrepreneurship Competency (EC). In the mean time, the implementation of '-..1 in HE, especially in Indonesia is considered as a new thing. Therefore, HE as the agent of change in the society should respond to such changes immediately through CI learning in HE by developing EC for its graduates. In this case CI could be used to assist the student learning to control and monitor external information in the field of economics, knowledge, technology, social science, environment, politics, patents, and business competition. HE that applies CI learning is believed could accelerate the establishing of EC for their graduates. To implement CI, Dou (2003) introduces four CI cycle levels, these are: (l) Information gathering, (2) Information management, (3) Information Analysis, and (4) Information understanding. The transformation of raw materials of information into strategic information that has more added value happened in these CI cycles and this is called knowledge -intelligence. Through CI learning, HE graduates not only.have the competency as job seekers but also as job creators. This study reported that CI learning could be implemented by: (1) special lecture topics are given by all study program, or (2) CI only being a part of course content 1)1' several lecture topics, such as: Strategic Management, Decision Making, Marketing Management, Management of Information System, or other relevant lecture topics.
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    ALIGNING HUMAN RESOURCE AND BUSINESS STRATEGY
    (De la Salle University-Dasmarinas + Universitas Widyatama Bandung, 2011-04-27) Kusumastuti, Dyah
    Purpose – The aim of this paper is to show that development of HR Managing needed to align with Business Strategy. Design & approach – The process to align HR with Strategy Busines obtained from literature reviews, including several papers. Ideally, the organization’s mission and goals should be translated into its business and strategic Plan. Employee performance needs to reflect the mission, goals and values. However, vision and other direction-setting messages are obscure and what people really get their steer from is the competency of people around them. Findings – There are several key findings for this study. First, the translating business strategy into action and identify corporate scorecard. Second, the corporate scorecard needs to be cascaded down to various directorates, departments, and individuals so that to create the line-of-sight. Third, system design Competency based human resource management which uses common information job competency requirement ang individual competencies. Practical implications – Findings from this study have important HR managerial implications for how to achieve business target through managing people. Paper type concept review Keywords: Linking People , Strategy, Performance.
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    ALIGNING OF KNOWLEDGE MANAGEMENT AND PEOPLE MANAGEMENT Case of Private University in Indonesia
    (11th Annual SEAAIR Conference, 2011-11-02) Kusumastuti, Dyah; Prabowo, Haryanto
    This paper reports on the best practice of developing KM and aligning academics as knowledge workers with the university's commitments to social responsibility. The work was based on collected data, on websites, on interviews with university leaders, KM research reports, evidences of KM application, faculty management and the application of social responsibility. In this study a reputable private university, namely Bina Nusantara University, was the selected by virtue of it winning the coveted status of Most Admired Knowledge Enterprise (MAKE) Award. The findings of this work showed that five major university processes are enhanced. These are the curriculum design, administrative services, research processes, student and alumni services, and the professional sewices to community. University Social Responsibility is strengthened by the results of aligning the knowledge worker management including competency-based performance and competency-based reward system with the strategies of the knowledge enterprise university
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    ANALISIS HUBUNGAN & PENGARUH GAYA BELAJAR INDlVlDU TERHADAP KOMPETENSI "ENTERPRENEURSHIP"
    (Penelitian Internal Dosen Universitas Widyatama Bandung, 2005) Kusumastuti, Dyah; Somawiharja, Surachman
    In the era of globalization, graduates of higher education have to be able to meet global job requirements. This means that they are expected to be relevant to the users of their services, to their country and even to the world. So, they need to have fitness for purpose or quality, relevant discipline areas, enterprising, professional and commitment. It is a must for the graduates to own such entrepreneurship competency to anticipate the change in society so that they can be expected not only to be the job seeker but also the job creator. The aim of this research is to identify; i) entrepreneurship competency factors required to produce such graduates; ii) learning style of the student individually to form entrepreneurship competency. Learning style of the student individually, it has 4 steps among others: Concrete Experience, Reflective Observation, Abstract Conceptualization, Active Experimentation. We contend that these factors will require the higher education institutions to appropriately improve their curricura and their learning processes and through these enhance their own entrepreneurial capacity and ability.
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    ANALISIS KEBUTUHAN KURIKULUM PELATIHAN BERBASIS KOMPETENSI UNTUK MANAJEMEN LOGlSTlK PENANGGULANGAN BENCANA
    (Universitas Widyatama, 2012) Kusumastuti, Dyah; Rijayana, Iwan
    Dari aspek geologi, geografis dan-morfoTo$s, lndonesk hiierupakari salati Xaiu - - - kawasan yang rawan bencana. Pencegahan adalah segala upaya dan kegiatan untuk mencegah bencana tet-jadi. Dalam kontek kesiap-siagaan daerah perlu melakukan upaya-upaya nyata seperti kebijakan, perencanaan kontingensi, rencana operasi kesiapsiagaan menghadapi bencana. Paradigma Penanggulangan Bencana menjadi urusan bersama masyarakat dan lembaga usaha, pemerintah serta tidak bersifat darurat. Pengelola logistik merupakan peran penting yang merupakan kunci keberhasilan penanganan bencana. Tujuan penelitian adalah identifikasi kebutuhan kompetensi bagi Manajer BPBD untuk penanggulangan bencana terutama dalam pemenuhan logistic berbasis pemberdayaan masyarakat melalui kebutuhan kompetensi Manajer BPBD dianalisis kurikulum guna pelatihan bagi manajer penanggulangan daerah atau identik dengan manajer tingkat silver. Metodologi yang digunakan dengan pendekatan identifikasi standar kebutuhan kompetensi manajer dan kompetensi teknis logistic dengan menggunakan survey, wawancara, dan data sekunder-Sampel yang digunakan sebagai responden sebanyak 21 rnanajer terpilih yaitu yang berkinerja superior dalam penanggulangan bencana berasal para Manajer Badan Penanggulangan Bencana Daerah (BPBD) Provinsi , Kabupaten, Pemkot, BNPB, Lembaga Masyarakat serta Masyarakat yang terkena bencana. Hasil penelitian mengungkapkan bahwa kebutuhan kompetensi bagi manajer penanggulangan bencana yang berkinerja superior adalah : 1. Relationship Management yang terdiri dari kompetensi kepemimpinan, level 2-3 , komunikasi level 3, pengambilan keputusan dan penyelesaian masalah level 2, kerjasama& membangun kemitraan level 3, koordinasi lintas fungsi level 2, teknik negosiasi level 2dan melayani level 1. 2. Achievement Orientation & Execution kompetensi yang terdiri dari: perencanaan dan pengorganisasian sampai pada eksekusi level 3, pencarian informasi level 3 3. Self Management yang terdiri dari kompetensi manajernen mengendalikan ernosi tetap positif atau manajemen stress level 3, proaktif level 3serta kreativitas level 2 dan professional level 1 Kebutuhankornpetensi teknis: manajemen supply chain logistic rnulai dari perencanaan, pengumpulan, tranportasi, penggudangan, pengemasan, distribusi-delivery, penerimaan, pembagian, evaluasi logistic, pertanggungjawaban. lmplikasi Praktis: Sebagai bahan untuk pelatihan untuk manajer tingkat silver, standar kompetensi manajerial bisa digunakan untuk penempatan pegawai pada jabatan agar cocok (matching job with people), inforrnasi dan pembelajaran di sekolah- sekolahl perguruan tinggi, organisasi pemerintah daerahl pusat, aparat pemerintah, TNI, individu dan masyarakat dalam pembelajaran bencana sehingga siap siaga bencana terutama penyiapan Sumber Daya Manusia yang kompeten dalam penanggulangan dan siaga bencana sebagai bahan panduanl pedoman untuk lernbaga donorlluar negeri dan dalam negeri dalam siaga bencana terutama penyiapan tenaga-tenaga terlatih dan sumber daya yang diperlukan sebagai acuan kebutuhan pelatihaii-bagi aparat temtama di daerah sehingga memudahkan perencanaan kerja dan anggaran dan mencari sumber pendanaan untuk pelatihan untuk daerahnya dan koordinasi &networking
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    APPLYING BALDRIGE PERFORMANCE EXCELLENCE CRITERION ON STUDENTS’ SATISFACTION AT PRIVATE UNIVERSITY IN INDONESIA
    (15th Annual Conference SEAAIR,South East Asian Associton for Institution Research, 2015-09-30) Kusumastuti, Dyah; Amanda, Medina
    This paper reports on a study about students‘ satisfaction at the Faculty of Business & Management of a private university in Indonesia. It uses the third criterion, namely Customers, of Malcolm Baldrige‘s Education Criteria for Performance Excellence. Data was acquired by way of a questionnaire administered to 330 randomly selected undergraduate students in February 2015. The maximum point score for this criterion is 85 (out of 1000 for all 7 criteria) and the score obtained in this study was 59 (i.e. 69%). Analysis provides results showing students‘ satisfaction at a ‗poor‘ or ‗early results‘ level particularly in respect of their career placements and on the public image of the university. These results indicate the need for quality improvement at both faculty and university levels. Secondly, they point to the need to improve and expand the image of the university so that potential employers are aware of the faculty and university.
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    APPLYING BALDRIGE PERFORMANCE EXCELLENCE CRITERION ON STUDENTS’ SATISFACTION AT PRIVATE UNIVERSITY IN INDONESIA
    (15th Annual Conference SEAAIR, South East Asian Associton for Institution Research, 2015-09-30) Kusumastuti, Dyah; Amanda, Medina
    This paper reports on a study about students‘ satisfaction at the Faculty of Business & Management of a private university in Indonesia. It uses the third criterion, namely Customers, of Malcolm Baldrige‘s Education Criteria for Performance Excellence. Data was acquired by way of a questionnaire administered to 330 randomly selected undergraduate students in February 2015. The maximum point score for this criterion is 85 (out of 1000 for all 7 criteria) and the score obtained in this study was 59 (i.e. 69%). Analysis provides results showing students‘ satisfaction at a ‗poor‘ or ‗early results‘ level particularly in respect of their career placements and on the public image of the university. These results indicate the need for quality improvement at both faculty and university levels. Secondly, they point to the need to improve and expand the image of the university so that potential employers are aware of the faculty and university.
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    A COMPETENCY-BASED LEARNING FOR EFFECTIVE ENTREPRENEURSHIP EDUCATION AT AN INDONESIAN FACULTY OF BUSINESS AND MANAGEMENT
    (Journal of Institutional Research in South East Asia, South East Asian Association for Institutional Research, Vol.13, No.2,, 2015-10) Kusumastuti, Dyah
    While Effective Learning is a desirable outcome of good teaching, its significance is much more critical in the case of entrepreneurship development. It must start with identifying the entrepreneurship types of students. Literature shows that there are 9 types of entrepreneurship and six constructs. The Faculty’s ability to match them with the students would logically help in achieving Effective Learning. This research explores the students’ entrepreneurship types and determines the learning style that would accommodate them. A questionnaire adopted from a leading entrepreneurship researcher is distributed randomly to 270 students from the Faculty. Results show that students in the Faculty fall into four types, namely, Communicator-Trainer, Advisor-Counselor, Builder-Creator and Entertainer-Host. The six constructs are entrepreneurial competencies, achievement orientation, human service, leadership, expertise, and managerial and personal effectiveness. While it is not possible to cater for all of the Entrepreneur Types, a competency-based learning style developed from say the top three or four students’ competencies identified will establish alignments that should make the resulting learning effective. The potential of this method is shown by way of the low percentage of current graduates from traditional teaching and learning method choosing to be entrepreneurs when queried on their graduation day. As the implementation of this CBL style only took place recently, a longitudinal investigation is required to ensure that the same cohort is being tracked.
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    DEVELOPING CATTLE FATTENING BUSINESS BY USING BUSINESS MODEL CANVAS
    (8th Widyatama International Seminar on Sustainability (WISS 2016), Widyatama University, 2016-09-05) Azhar, R.; Kusumastuti, Dyah
    Cows are a type of livestock which has high sales value compared with other livestock. Also, the continuous growth rate of the population demands increasing beef availability. The procurement process for beef to be consumed needs a minimum of two years, so it requires good planning in order to maintain the sustainability of beef production. The purpose of this study is to get a description of the success of cattle fattening by using a business model canvas by Osterwalder & Pigneur (2010), that maps out the business models of the cattle fattening, analyzes and evaluates the business environment internally and externally, as well as designing innovative new business models in developing a sustainable cattle fattening business. The method used is a case study in the Business Cooperative of Mekar Mandiri, Mekarmukti Rural, Cibinong District of Cianjur Regency. The object of this study is cattle fattening business by using analysis units of four main elements of the canvas business model : value proposition, cost / income, infrastructure, and customer relations. The findings of this study is a business model design of cattle fattening business development in an integrative manner that combines business ranging from cultivation of cattle, cattle fattening, slaughter of cows that are not productive, cow maintenance services, and the processing of organic fertilizer for feed crops need. All channels are marketed through www.piarasapi.com. The practical implications of this research result is a business model that can be used to develop the cattle fattening business in the Business Cooperative of Mekar Mandiri to generate multiple sources of income in order to maintain business continuity. As well as having economies of scale, this cattle fattening business model can also be used for agencies or other business units to open and run cow fattening businesses.
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    DEVELOPING ENTREPRENEURSHIP COMPETENCY AND ECONOMIC ADDED VALUE AMONG THE GRADUATES (STUDY AT PRIVATE UNIVERSITIES IN INDONESIA)
    (International Journal of Economic Research, Serials Publications Pvt. Ltd, Issue 8, No.3, 2016) Kusumastuti, Dyah; Narimawati, Umi; Pujihartanti, Erna
    Based on several studies, it suggests that the effective entrepreneurship education resulted from suitable design pursuant to the needs and conditions of respective university. That is why the goal of this study is to find appropriate learning solutions so that graduates will have a strong entrepreneurial competence which results in intention to become enterepreneurs for their business career after graduation. Methodology used in this research is as follows: To determine whether learning styles include Concrete Experience (CE), Active Observation (AO), Abstract conceptualization (AC) and Active Experimentation (AE) when they form the competence of entrepreneurship through Achievement, Thinking and Problem Solving and Dealing with People. The next step is to conduct a survey by distributing questionnaires to 301 undergraduate respondents out of 350 graduates. After that the researcher designed Competency Based Learning and analyzed how the competent graduates can provide economic added value. Findings of the research is as follows: individual learning styles that make up the competence of entrepreneurship is Diverger Concrete Experience (CE) and Reflective Observation (RO) learning patterns. Accordingly, universities need to design entrepreneurship education curriculum, ways of learning, evaluation and entrepreneur culture. So that competent graduates will generate superior performance that brings about the economic value leading to the contribution of the economic growth. The implications of this research is entrepreurship education is different from the business one. Entrepreneurship education will produce graduates intending to select their careers as job creators and tougher start up business persons.
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    DEVELOPING ENTREPRENEURSHIP COMPETENCY OF GRADUATE STUDENT THROUGH LEARNING STYLE
    (2005-09-14) Kusumastuti, Dyah; Soedijati, Elizabet K; Surachman, S
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    A DIFFERENT COMPETENCIES SUPERIOR FROM AVERAGE PERFORMER OF LECTURER IN HIGHER EDUCATION. (CASE STUDY IN WIDYATAMA UNIVERSITY)
    (Conference 3th Annual SEAAIR Conference, 2003-10-15) Kusumastuti, Dyah; Yahya, Dwi Kartini
    As educational institutions for the development of human resources and as agents of societal change, universities need to pay critical pay attention to their human resources particularly lecturers. many education experts, such as Richard 1. Miller Edward Sallis and Higino Ables stated that the lecturer is one of the vital elements of the education system. Hence, the lecturer is required to have the competencies that can achieve the high quality working standard, that would in turn enhance and improve the overall university-wide quality standing and thus its image. The investigation reported in this paper from research is based on the human resources management approach of competencies evaluation. It used the standard competencies method advocated by spencer & spencer (1993) to observe differences in competencies between lectures that are considered to have superior against those who are considered to have average performances in their teaching learning. The research argues that knowing these differences will lead to identifying the improvements needed; the further training required and assists in the human resources functions of selecting academic staff and predicting specific improvements needed. From gap competencies between Superior Performer and Average Performer could form behavior template for improve that lecturers performance. This study use Competencies model by Spencer & Spencer (1993), which is grouping lecturers as Helping and Human Service Workers. The study method used is survey with competency questionnaire to get primary data. The lecturers with superior performer are distinguished from lecturers with average performer depend on the result of performance appraisal from their university. From the result of the research shows that differentiating competency between the superior performer and average performer lecturers are Achievement Orientation, lnitia tive, Interpersonal Understanding, Costumer Service Orientation, Developing Others, Analytical Thinking, Conceptual Thinking, Expertise/ Professionalism, SelfConfidence, and Organizational Commitment. Those differentiating competence factors are used as guideline to obtain the progress of the performance of the lecturers in teaching learning process and the guideline for lecturer training on increasing their performance in teaching-learning process. Superior-competenced-Iecturer in teaching learning process at IS09001 :2000 Certified Widyatama University is generally identified by being competenced and accomplishing: Planning and implementing teaching learning process with quality objective of uruversity and the system wluch is already decided by the university, identifying the abili ty of the students earlier to adjust the subject to teach, keeping on developing the quality 1 of the material. Implementing Academicals Performance Index which is already decided by the university each semester as the feedback to keep the quality of teaching-learning process and self performance, motivating the students to keep in touch with teaching learning process in order to be enthusiastic with the subject being taught. Increasing the ability of the students and encouraging them to be clever and the lecturers must keep professional and self-confident and keep self-controlled patiently and consciously facing the students, being ready to face new challenge and keep behaving positively in any situation ' for better for worse.
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    ENHANCING EMPLOYEE ENGAGEMENT THROUGH HR PRACTICES, ORGANIZATION CLIMATE AND WORK ENVIRONMENT
    (8th Widyatama International Seminar on Sustainability (WISS 2016), Widyatama University, 2016-09-05) Pringgabayu, Dematria; Kusumastuti, Dyah; Setiadi, Nugroho Juli
    Employee engagement is an indicator that shows the success of human resource management within a company. This paper discusses what hr practices factors that can improve employee engagement, as well as the climatic and work environmental conditions, to strengthen the employee engagement. This study is a verification, which uses quantitative data and qualitative data to support research, such as words or phrases that are arranged in the questionnaire, or interview between interviewer and interviewee. The population in this study were employees of department of claim health providers, with a total of 94 respondents. The findings reveal that the compensation is still the main factor affecting employee engagement, as well as recruitment, job design and a good organizational climate.
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    GLOBALIZATION AND INTERNATIONALIZATION IN BUSINESS & MANAGEMENT EDUCATION
    (International Conference of Organizational Innovation, 2012-07-10) Kusumastuti, Dyah; Suhardi, Agatha Rinta
    This is a collection of papers report the results of globalization and internationalization of business and management education. The method used is the analysis of several studies, the process of globalization-internationalization of the university experience, such as the AACSB report, the results of research internationalization of Western and Eastern business schools, business schools in Indonesia. The findings of this study are: globalization need to be responded with a choice of internationalization. In Indonesia comfortable with the term “as world class university(WCU) ”. The globalization of business and business education is a symbiosis which to improve the well being of the next community. Indonesia has an a number of business and management studies program is a strength, a challenge to contribute to improving the welfare of society. Internationalized business school; and in the developmental process of internationalization, to find the essence of business schools’ internationalization as well as the strategy and route of internationalization.
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    IDENTIFIKASI KEBUTUHAN KOMPETENSI (SOFTSKILL) BAGI PENERA
    (Balai Diklat Metrologi Departemen Perdagangan Republik Indonesia, 2008) Kusumastuti, Dyah
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    IDENTIFYING COMPETENCIES THAT PREDICT EFFECTIVENESS OF DISASTER MANAGERS AT LOCAL GOVERNMENT
    (International Journal of Society Systems Science, Inderscience Enterprises Ltd, Vol.6, No.2, 2014) Kusumastuti, Dyah
    This research is to determine the soft competencies through behavibural approach that predict effective performance for disaster managers. This research uses 21 samples of disaster managers at the local government where they will be selected based on possessing an effective performance in humanitarian logistics. The results showed that there were significant differences between effective and average performance managers in their demonstration of three-group competencies such as relationship management, achievement orientation and execution and self-management. Competencies can be used as self-development and managing people at work, while technical competencies are important such as humanitarian logistics and disaster. The implications of this study show that managers who perform effectively is not enough just to have a hard skill which can be developed; development does not mean training. The competencies needed to be effective can be developed. The above three groups' competencies can be used for developing disaster managers at the local govemment.
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    IMPLEMENTATION OF COMPETENCY BASED HUMAN RESOURCES MANAGEMENT (CBHRM) IN HIGHER EDUCATION ORGANIZATION.
    (Conference 3th Annual SEAAIR Conference, 2003-10-15) Kusumastuti, Dyah; Soedijati, Elisabeth Koes
    The University Organization need to build a professional and Competence Human Resources according to its needs requirement, to make them become central of sustainable competitive advantage and at the same time as a competition tool to entering the globalization. There is time when education adjust to its society and there is time education bring changes in the society. Each staff in the top and reliable university organization, need step, this individual competition will effect the perfonnance, can be used to predict someone's perfonnance. Concep~ of Competency Based Human Resource Management (CBHRM): A Competency is an underlying characteristic of an individual that is causally related to criterion-referenced effective and/or superior perfonnance in a job or situation. So that competency indicate ways of behaving or thinking, generalizing across situation, and enduring for a reasonably long period of time (Spencer& Spencer, 1993). Based on their study (behavioral event Interview studies of the distinguish characteristics of superior perfonners in a job) are generally consisting of six groups of competencies, indicates: Achievement and Action, Helping and Human Service, Impact and Influence. Cluster, Managerial, Cognitive and Personal Effectiveness. Each group contains two to five competencies. Each competencies has narrative definition and behavioral indicators, or specific behavioral ways of demonstrating the competency in the job. Competency Based Human Resource Management can be defined as a process of planning, organizing, implementation, and controlling of staff activities, starting from the recruitment until retirement, where by the process of decision making based on the infonnation of job competency requirements and individual competency to achieve the organization target. Its different with the conventional management. The activities and decisions in the Competency based Human Resources Management is more transparent and without race, age, sex, or demographic bias scientifically reliable and racial discrimination. With referring to the job competency requirements and individual competency, a system of human resources management can built, based on the integrated competencies based on Human Resource Management in human resource function, which produce variation of reports which is required for integrated human resource services. Infonnation provided, always refer to the job competency requirements and structural individual competency. With CBHRM the functions of Human Resources management become more practical and easier for implementation, such as staff carrier path planned, job family, recruitment, perfonnance appraisal, selection, compensation system, training for promotion, staffing infonnation system. From the experience the implementation of CBHRM in University organization, the stage that can be carried out: 1) Having sense of vision, mission, culture, values in organization 2) Comprehending and reviewing the university policy with employee, lecturer 3) Identifying organization competencies to reach the vision 4) Identifying job task and develop a Competency model for job requirements, with Expert Panel, Surveys -360 0 ratings, Behavioral Event Interviews (BEl method) 5) Validating the competency model 6) Competency Assessment for employee or lecturer 7) Preparing Applications in human resources function like selection training, professional development, perfonnance appraisal, evaluation of training, professional development programs.
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    LEARNING E-LEARNING STRATEGY AS A FORM OF HIGHER EDUCATION IN THE IMPLEMENTATION OF DIGITAL
    (International Conference on Information, Open University Malaysia, 2012-12) Suhardi, Agatha Rinta; Kusumastuti, Dyah
    Abstract. The purpose of this paper is showing that the development of Higher Education management through a management software information systems able to provide added value in the advancement of education. Method of approach by collecting data such as some of concepts dan case studies on implementation if management software information systems in several universities. The results of the analysis turned out to higher educations in the digital era need to implement learning strategies by leveraging existing technology. Learning strategies to prepare the lecturers who understand e-learning strategies are effective, the concept of e-learning activities, the provision of technologies that support the smooth process of e-learning. Development of the digital era give higher educations the opportunity to anticipate the impact of globalization which will be towards the direction of internationalization. This could allow higher education to implement distance education. Keywords : learning strategies, e-learning, digital era, higher education
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    MANUAL BAGI APARAT PEMERINTAHAN DALAM PENCEGAHAN, PENANGGULANGAN BENCANA DAN PENGANGAN PENGUNGSI
    (DIREKTORAT MANAJEMEN PENCEGAHAN DAN PENANGULANGAN BENCANA DIREKTORAT JENDERAL PEMERINTAHAN UMUM DEPARTEMEN DALAM NEGERI, 2005) Kusumastuti, Dyah; Effendi., Khasan
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    A MODEL FOR THE PLACEMENT OF GRADUATES IN MASTER OF LOCAL GOVERNMENT ADMINISTRATION (STPDN)
    (Conference 4th Annual SEAAIR Conference, 2004-09-21) Kusumastuti, Dyah; W ASISTIONO, SADU
    In Indonesia regional autonomy, local government has to focus on high quality of public goods & service, so goverrunen~ employees are demanded to improve their service conununity through professional, competence, and honest bureaucracy. This research study reported to develops a modelfor the placement ofgraduates in Master ofLoral Government Administration, in line with competency expectations in government offices by taking an example such as sub district head placement. The competency variables are adopted from Spencer & Spencer (1993) and Referring to Government Regulation from BKN (National Civil Service Agency), accordingly these, government employees associated with hislher level or echelon has competence such as Integrity, Le(\dership, Planning & Organizing, Teamwork and Flexibility and also competence as well as competencies relevant to the position and function. The result of analysis of this model is expected to be useful 1) to assist the government in placing the graduates of STPDN in order to maintain the quality and competency demanded in carrying out their function properly. 2) to increase the quality of learning process in such goverrunent administration officer higher education in order to maintain their quality so that their competency is acceptable by the society as user. 3) To be the standard of competency for the social graduates especially in Local Government Administralion. From this study reponed that competency bast:d on Model for placement of graduates (government employee) assessment candidate with criteria toward: 1) Past orientation such as Performance Appraisal, Experience and etc. 2) Current Orientation: Competency assessment based on the fit or match between job competency requirements and person competencies 3) Future Orientation (having vision, mission, and candidate willingness to develop institution). From this model for placement as recommendation for STPDN institution for graduates of higher education have to be able to meet job requirement. This means that they are expected to relevant to the users