Pengembangan Sumber Daya Manusia yang Unggul Berbasis Pumping-HR Model
Penelitian ini merupakan penelitian evaluatif dengan kerangka model evaluasi CIPP dari Stufflebeam, dengan komponen evaluasi: context, input, process, dan product, yang melibatkan peserta pelatihan pengembangan SDM di IPB selama 3 tahun program berjalan. Program pelatihan pengembangan SDM berbasis pumping model di IPB merupakan program yang bermanfaat bagi pekerjaan dan diri pribadi, yang berdampak pada kinerja. Secara context program ini mendukung tujuan pengembangan SDM IPB. Secara input program ini dirancang sesuai kebutuhan SDM IPB untuk (1) penguatan nilai-nilai dan keyakinan,(2) penguatan kompetensi, dan (3) mendorong perilaku sukses dalam hal tanggungjawab, profesionalisme dan keramahan dalam bekerja. Secara process program ini disukai dan menyenangkan bagi peserta dan secara product (output dan outcome) program ini memberikan manfaat dan memberikan dampak jelas bagi kinerja karyawan.
bn Khaldun University which is the oldest Islamic campus in the city of Bogor founded by ulama leaders has a future interest to be a modern, leading-edge private campus with strong Islamic roots. This study aims to get UIKA’s human resource management strategy that can become a strategic human resource for the achievement of UIKA’s mission vision. This study is evaluative-descriptive, scientific literature search results with secondary data and modern theories of strategic management. UIKA’s human resource development starts from creating a strategic plan, UIKA’s future organizational structure and determining three important competency standards, namely (1) core competency standard, (2) managerial competency standard, and (3) Supporting Competency.
The evaluation study of pumping HR model-based HRD training program at Institut Pertanian
Bogor (IPB) is a program evaluation to see the program effectiveness against the professionalism
and performance of employees.This research is evaluative research with a model frame of CIPP
of Stufflebeam, with evaluation components: context, input, process, and product. Pumping HR
model-based HRD training program at IPB is a beneficial program for employment and personal,
which have an impact on performance. Considering the context, this program supports the goal of
Human Resource Development of IPB. Considering the input, this program is designed tailored to
the need of Human Resource in IPB to (1) reinforcement of the values and beliefs, (2) strengthen
competence, and (3) encourage successful behaviour in terms of responsibility, professionalism
and friendliness in working. Considering the process, this program is preferred and fun for
participants and considering the product (output and outcome) this program provides benefits and
clear impacts for the performance of the employee.
Tree model in human resource management based on personality, competence and spirituality to improve organizational performance
Human Resource Management has a significant influence on the success and development of a company. This research analyses the most important variable in human resources that influences one’s success and organizational performance. This research uses a literature review methodology by examining journals on the influence of human personality, competency, and spirituality on organizational performance over the past ten years. The scientific analysis uses the concept of learning and developing in the Pumping HR Model.
The results show that personality, competency, and spirituality at work are critical and directly affect organizational performance improvement. According to the Pumping HR model, the three variables can be structured like a complete tree by analogy with the roots of stems and fruits or leaves, which describes the variables that must be prioritized hierarchically. Based on this sequence, the root analogy is spirituality, while the stem analogy is competence, and the fruit or leaf analogy is performance. Personality is in a position between the root and stem, which is known as part of the preconscious in Iceberg’s theory.
Personality type based pumping-hr model toward working targets of the civil service
Personality is one of the factors that will affect employee performance. Civil Servants (PNS) who have individual personalities such as introverts and or extroverts can affect employee performance at certain levels. This study shows that employee personality affects their performance. Also, to examine the effect of employee personality on performance based on SKP (Employee Performance Targets). The results showed that there were significant differences between personality types on employee performance. It is found that the kind of personality Extrovert= Introvert produces the best average return based on the SKP evaluation results. In contrast, Extrovert’s personality type provides the lowest average in the performance of Civil Servants, in the Agriculture Office of the City of Bogor. The excellent performance in the Regional Work Unit (SKPD), it is recommended to place employees with extrovert= introvert personality types, especially in essential positions.
Implementation of Personality Tests in the Learning Process in Era 4.0 Based on the Concept of Pumping HR Model for the world of Education in Indonesia
Understanding the character of learning is one of the important factors for success in learning and in the future. The era of 4.0 and the COVID-19 pandemic today has forced major changes in the teaching and learning system so that it is not disruptive. The learning process in the 4.0 era requires all-digital and effective breakthroughs. This condition is also supported by the COVID-19 pandemic which is predicted not to end soon. This study aims to (1) design a digital student character understanding test tool (2) develop students through a character approach to learning the Pumping HR Model concept,(3) develop teaching-learning techniques based on student character development through strengthening personality, competence and values.-spirituality values. The research method used is a qualitative study of literature and evaluation of the test equipment used for decades. The results of the study indicate that the implementation of personality tests (behavior and character) in the learning process in the 4.0 era greatly determines the effectiveness of the teaching and learning process. This effectiveness is strongly influenced by the implementation of three main components, namely (1) teacher integrity,(2) teacher competence, and (3) teacher personality in teaching, as part of the Pumping-HR Model framework.
The Educators Personality Development in Industry 4.0 Based on Pumping HR-Model
Industry 4.0 commonly called the digital era, is an era that is dominated by modern and sophisticated technology systems. This term includes the physical cyber system, the internet and other media that affect human behaviour. Industry 4.0 produces” smart factories”(Hermann, 2016). In a modular, intelligent structure factory, cyber-physical systems monitor physical processes, create virtual copies of the physical world, and make decisions that are not centralized. Through the Internet for Everything (IoT), the cyber-physical system communicates and cooperates and humans together. Through cloud computing, internal and cross-organization services are provided and utilized by various parties in the value chain.
According to Hermann (2016), there are four basic principles in Industry 4.0, namely:(1) Interoperability; the ability of machines, devices, sensors and people to connect and communicate with each other via the Internet for all (IoT) or the Internet for viewers (IoP),(2) Information transparency,(3) Technical assistance, and (4) Independent decision. If exceptions, distractions occur, or there are opposing goals, the job is delegated to the employer. According to Klaus Schwab (2016):
Development of Coaching Model in Pumping-HR Based Human Resource Development Model
Coaching is a partner of development in which a coach supports a learner in achieving a specific personal or professional goal by training and counselling. The pumping HR Model is one of the HR development models based on the iceberg theory, which is divided into the areas of the unconscious (unconscious region), pre-conscious (pre-conscious region) and conscious (conscious region). The pumping HR Model places the unconscious as a function of the heart, the pre-conscious as a function of the brain and the conscious as a sensory function of human resources (HR). In practice, Pumping HR Model touches on 3 basic components of human resource development, namely character development, competency development and behaviour development. This research goal is the purpose of this study is to prove that the Pumping HR model can be used as a model in the coaching process. The method used is qualitative descriptive & Integrating theory. Research data were obtained through a Focus Group Discussion (FGD) and post-workshop questionnaire. The results of this research: Pumping HRM Coach is unique and can be one of the human resource development models with a coaching approach.
Pumping Human Resources Model Coach: A Model for Coaching Process
Coaching is a partner of development in which a coach supports a learner in achieving a specific personal or professional goal through training and counselling. The pumping HR Model is one of the HR development models based on the iceberg theory, which is divided into the areas of the unconscious (unconscious region), pre-conscious (pre-conscious region) and conscious (conscious region). Pumping HR Model places the unconscious as a function of the heart, the pre-conscious as a function of the brain and the conscious as a sensory function of human resources (HR). In practice, the Pumping HR Model touches on 3 basic components of human resource development, namely character development, competency development and behaviour development. This research goal is the purpose of this study is to prove that the Pumping HR model can be used as a model in the coaching process. The method used is the Integrating theory. The results of this research: Pumping HRM Coach has 3 main touches, 17 competencies and a 9-step coaching process. The most suitable name for a coaching approach in developing human resources is Pumping HRM Coach.
