Browsing by Author "Soedijati, Elisabeth Koes"

Now showing 1 - 5 of 5
  • No Thumbnail Available
    Item
    DIFFERENCES ON THE IMPLEMENTATION OF LEARNING SOFT SKILLS AT COLLEGES IN INODNESIA (Case Study at 7 Colleges)
    (South East Asian Associton for Institution Research (SEAAIR 2012), 2012-11-06) Soedijati, Elisabeth Koes; Iswati, Heni; Boediprasetya, Agoestiana
    -
  • No Thumbnail Available
    Item
    THE IMPACTS OF MARKETING MIX ON STUDENTS CHOICE OF UNIVERSITY STUDY CASE OF PRIVATE UNIVERSITY IN BANDUNG, INDONESIA
    (2nd International Conference on Business and Economic Research (2nd ICBER 2011), 2011-03-14) Soedijati, Elisabeth Koes; Pratminingsih, Sri Astuti
    Higher education in Indonesia experienced massive changes in policy, governance, structure and status. These changes have an effect on the operation of higher education institutions and seen as the driving forces for intense competition in this industry. Considering all changes that higher education institutions faced with, it is realized that institutions will have to become more marketing oriented. The aim of this study is to obtain the influence of marketing mix towards students’ decision making for selecting higher education institution. The survey questions were organized based on marketing mix combination for education developed by Kotler and Fox which consists of seven elements: the program, the place, the price, the promotion, the physical facilities, the people, the process. This research employed the survey method with quantitative approach. The sample of the survey was taken randomly consists of 300 students majoring in accounting and business management, bachelor’s degree programs at Widyatama University. The collected data was analyzed by using statistical methods such as correlation analysis. The research findings indicate that marketing mix has significant and positive relationship with students’ decision making for selecting a university.
  • No Thumbnail Available
    Item
    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.
  • No Thumbnail Available
    Item
    MENINGKATKAN KUALITAS SUMBER DAYA MAHASISWA MELALUI BELAJAR EFEKTIF DI PERGURUAN TINGGI
    (FOKUS : Jurnal Akuntansi dan Manajemen Sekolah Tinggi Ilmu Ekonomi Bandung Edisi Perdana Mei 1999, 1999-05) Soedijati, Elisabeth Koes
    -
  • No Thumbnail Available
    Item
    PERANCANGAN SISTEM PENILAIAN KINERJA BERBASIS KOMPETENSI BAGI KARYAWAN UNIVERSITAS WIDYATAMA
    (Penelitian Internal Dosen Universitas Widyatama, 2005) Kusumastuti, Dyah; Soedijati, Elisabeth Koes; Andries, Johanes Alfred
    Dalam situasi persaingan global yang semakin ketat ini, organisasi menuntut kinerja yang tinggi pada karyawan-kar)ta\vfia:nya.Bersamaan dengan itu karyawan membutuhkan umpan baLik atas hieja mereka sebagai pedoman dan motivasi untuk unjuk kerja selanjutnya. Selama ini, penilaian kinerja fokus pada hasil keqa yang terkuantifisir; spesifik pada pencapaian melakukan efektix-itas dalam keuangan, peningkatan profit, ukuran produktiritas, hngga pada kualitas hasil kerja yang telah ditentukan ukuran kuantitatifnya. Universitas Widyatama merupakan suatu insititusi yang menyelakan jasa layanan pendidikan tinggi. Denell berbekal Sertifikasi IS0 9001: 2000, Universitas Widyatama mengarahkan organisasinya sebagai organisasi yang memSerikan layanan yang berkualitas agar dapat bersaing dcngac perguru211 tinggi lainnya. Dalam mengelola SDM dengan menjalankan berbagai fungsinya, Universitas Widyatama perlu membentuk suatu Sistem Pedaian IGnerja bagi para karyawannya yang dapat mendukung pengembangan kinerja organisasi Yang hendak dicapai dari penehtian ini adalah bagairnana rancangan sistem pedaian kinerja berbasis komietensi bagi karyawan yang Qharapkan akan dapat mendukung pencapaian kmerja Uni1-ersitas \\;lidyamma. Untuk mencapainya maka dibentuk dua langkah sistematis. Bagian pertama membentuk model kebutuhan kompetensi karyawan Universitas Widyatama, berikutnya merancang dan me~nbentuk kerangka penerapan sistem penilaian kinerja berbasis kolnpetensi bagi kaqrawan l'znelitian ini menghasilkan model kompetensi yang dllihat dari aspek IGlowledge, Attitude dan Skill. h.lodel kompetensi ini ferbentuk dati hasil identifikasi nilai-nilai organisasi, proses bisnis organisasi, dan referensi-referensi organisasi yang mcrldukung pembentukan kolnptensi ki.Dengan rnengacu dari model kompetensi spencer, model kompetensi midyatama terbagi atas: 25 kompetensi ICnomledge, 16 kompetensi Attitude, dan 16 kompetensi Skill. Setiap kompetensi terbenmk atas 5 uligkatan indlkacor perilaku. Setclah pembentukan model kebutuhan kompetensi ka~~awamnak a dilakuh'tn pcrancangan sistem penilaian kinerja berbasis kompetensi. Dalam penilaian hnerja ~ 1 1 gdiratlcang ini, kincrja dinilai dari hasil kerja dm kompetensi yang ditunjukkan bcrdasarkan atas kebutuhan korApeterlsi jabata~~nya1.3 roporsi bobot penilaian antara kompcteilsi dan hasil dalam penelitian ini didapatkan scbesar 60:40. Karena dalatn pcmodelan kompetensi d~Uni\~ersitasW idvatama dibentub dari ti'p aspek, hirolu/ed'e, Aiiif~t~Slck,i//,ma ka kctiga aspek ko~npetensi( I