INDONESIAN JOURNAL OF EDUCATIONAL REVIEW

Number 2, 2014

6
THE MANAGEMENT OF HUMAN RESOURCE DEVELOPMENT IN AR RAIHAN BANDAR LAMPUNG JUNIOR HIGH SCHOOL

Authors: Betti Nuraini

Abstract

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Number of views: 480

This case study portrays the human resources development management in Junior High School Ar Raihan Bandar Lampung. It was designed into five stages, i.e. planning, designing (determining), collecting data, analyzing data, and drawing conclusion. The study found that (1) the selection process the teachers’, librarians’ and laboratory personnels’ recruitment was nil; (2) the recruitment gave priority only to teachers, counselors, and administrative staff;; (3) the employment of librarians and laboratory assistants becomes a second priority compared to teachers, counselors, and administrative staff; (5) the school gave an equal renumeration to the teachers and the education personnel; (6) the focus of human development was on teachers.

8
CREATING THE CORRUPTION COMBATER WARRIORS IN INDONESIA

Authors: Abdullah Hehamahua

Abstract

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Number of views: 472

The objective of this research was to obtain a comprehensive understanding of what, why, and how, the programs and performances which ideally need to be directed by integrity and professionalism are actually handled by the human resource management in the Corruption Eradication Commission (CEC). The qualitative approach to conduct the case study collected the data through a participant observation procedure, and triangulated with interviews with key informants, document analysis, and recordings. The study found that (1) the planning of the human resource, including the recruitment and selection process, has been conducted to follow the highest standards applied in state institutions and government agencies in Indonesia; (2) CEC is conducting education, training, and development programs of its human resource to improve organizational performance; (3) CEC is the first state institution or government agency to use performance as the parameter for reward and punishment; (4) CEC is the first state institution and government agency to use a merit system in determining the salary; (5) the values of integrity and professionalism constitute are the basic priciples to guide the corporate culture of the auditors of CEC. The findings indicate the need to improve the recruitment and selection process, to establish the standards of performance, evaluationj and career management in all the units, and to continue the Coaching, mentoring, and Counceling (CMC) program to maintain integrity and professionalism of the whole body of the human resource of the CEC.

8
PROMOTING SCIENTIFIC AND TECHNOLOGICAL LITERACY AMONG POSTGRADUATE STUDENTS AT THE FACULTY OF EDUCATION UTM

Authors: Seth Sulaiman, Md Nor Bakar, Mohammad Yusof Arshad, Zaleha Ismail, Fatin Aliah Phang Abdullah

Abstract

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Number of views: 639

One important issue in the Science Education debate over the last century was how to prepare a more relevant science education of the 21st Century that emphasizes on promoting scientific literacy through a more meaningful science education program. In response to this call, a general science education elective course code named MPS1163 Epistemological, Social and Ethical Issues in Science and Technology was designed and implemented starting in Semester 2 Session 2009/2010. By the end of Semester 2 Session 2012/2013 the course has been running for 7 semesters and had invited 128 postgraduate students from 7 different programs, including a PhD program. A questionnaire was distributed to 26 course participants at the end of semester 2 Session 2012/2013. The objective of the questionnaire was to seek their personal assessment on their knowledge and understanding on the eleven course contents taken during the whole semester. The results indicated that there was a mean increment of between 40- 50% on their knowledge and understanding on the topics covered compared to their knowledge and understanding before taking the course. The second part of the questionnaire consisted of six items, using five point Likert Scale, seeking their suggestions for improving a more relevant science education through the elective course. The response was commendable. Implications of the study related to course contents and students opinions on the course contents and suggestions for the improvement of the course are discussed in this paper.

12
MULTIDIMENSIONAL RELIABILITY OF INSTRUMENT STUDENTS’ SATISFACTION USING CONFIRMATORY FACTOR ANALYSIS

Authors: Gaguk Margono

Abstract

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Number of views: 479

The purpose of this paper is to compare unidimensional reliability and multidimensional reliability of instrument students’ satisfaction as an internal costumer. Multidimensional reliability measurement is rarely used in the field of research. Multidimensional reliability is estimated by using Confirmatory Factor Analysis (CFA) on the Structural Equation Model (SEM). Measurements and calculations are described in this article using instrument students’ satisfaction as an internal costumer. Survey method used in this study and sampling used simple random sampling. This instrument has been tried out to 173 students. The result is concluded that the measuringinstrument of students’ satisfaction as an internal costumer by using multidimensional reliability coefficient has higher accuracy when compared with a unidimensional reliability coefficient. Expected in advanced research used another formula multidimensional reliability, including when using SEM.

21
CULTURE TRANSFORMATION: LESSONS FROM BANK MANDIRI AND BANK BRI

Authors: Mahmuddin Yasin

Abstract

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Number of views: 526

This research aims at exploring organizational culture in state owned enterprises; Bank Mandiri and Bank BRI, and its contribution to financial performance, before and after restructuring/initial public offering (IPO). The research used qualitative approach with case study method that used coupled with exploratory and descriptive design, supported by successive approximation of technical data analysis. Eight propositions were raised from the findings regarding: (1) integration human resources planning with corporate plan, (2) skill development accommodating individual, organizational and business needs, (3) effective strategy aligned with appropriate system and proper business orientation, (4) suitable organizational structure with internal and external business environment, (5) system development oriented to customer satisfaction, (6) proper style of leadership that affects organizational culture and financial performance, (7) implementation of organizational culture in increasing corporate performance, and (8) consistency in socializing and implementing corporate culture.