Judul: Education and training system in improving performance of human resources at PT. Telekomunikasi Indonesia, Tbk South Jakarta.
Abstrak: According to the Indonesian Government Regulation No. 101 of 2000 on the education and training system covers the process of identifying needs, planning, implementation and evaluation of education and training. Education and training geared to prepare employees to meet the requirements and needs of the organization, including procurement cadre of leaders and staff. The purpose of this study is to identify the factors of education and training as well as performance indicators and tables poons are used to analyze the factors of education and training are the most dominant influence on the performance of employees at PT. Telekomunikasi Indonesia, Tbk South Jakarta. Human resources referred to in this study are the permanent employees of PT. Telkom, which has been following education and training. This research was conducted at PT. Telekomunikasi Indonesia, Tbk South Jakarta, using the questionnaire as a tool of analysis given to 100 respondents are permanent employees unit Customer Service (CS) at PT. Telekomunikasi Indonesia, Tbk South Jakarta. Data used in this study are primary data and secondary data. The primary data used were obtained directly from original sources and data collected specifically to answer the research question in accordance with the wishes of the researcher. While the secondary data obtained indirectly through intermediaries. Sampling method Sampling was conducted by Judgement. Analysis of the data in this study using SEM (Structural Equation Modelling) by using the program SmartPLS 2.0. This study focuses how the education and training system that has been there the company can be perceived by employees as well as to improve the performance of employees at PT. Telekomunikasi Indonesia, Tbk in South Jakarta are based on the test results the factors of education and training and employee performance indicators using SEM with PLS. In this study the factors of education and training consists of education (factors of education and education company) and training (factor skills, knowledge, attitudes or behavior, training planning techniques, managerial and service), while the performance indicators used consists employee of knowledge about the work, attendance or discipline, responsibility initiative, teamwork, quality of work, quantity of work, personnel reliability, and interpersonal impact. Based on the test results of a study of the two structural models of research that directly influence the model (dirrect effect) and indirect effect models (indirrect effect), it can be concluded that the validity and reliability have composite reliability values above 0.70 and valid. Based on the analysis of the SEM with PLS approach shows that the influence of model 1 (direct effect), that education is positive and significant effect on the performance of employees with a path coefficient value of 0.29 and a T-statistic of 3.51 (larger than the T-table = 1.96). Similarly, the training of a positive and significant impact on employee performance. This is indicated by the value of the path coefficient value of 0.53 and 6.12 for T-statistic (greater than = 1.96 T-table). Whereas the indirect influence model 2 (indirect effect), which affect the performance of employee education, where the value of the path coefficient 0.28 with T-statistic value 3.40 (greater than = 1.96 T-table). Something similar to
Keyword: education, hr performance, system education and training, SEM with PLS, training

Judul: Analyzing Factors that Influence the Development of the Digital Talent at PT Telkom Indonesia (Persero) Tbk.
Abstrak: Bakat digital menempati posisi sentral dalam revolusi industri 4.0. Setiap perusahaan membutuhkan peran talenta digital dalam digitalisasi industri. Salah satu perusahaan di Indonesia yang membutuhkan peran talenta digital dalam digitalisasi industri adalah PT Telkom Indonesia (Persero) Tbk. Untuk menunjang pengembangan talenta digital di PT Telkom Indonesia (Persero) Tbk. maka dibutuhkan persepsi karyawan talenta digital terhadap pengelolaan sumber daya manusia, kepemimpinan, pengembangan talenta dan talenta digital serta pengaruh pengelolaan sumber daya manusia, kepemimpinan, dan talenta digital terhadap pengembangan talenta digital di PT Telkom Indonesia (Persero) Tbk. Penelitian ini menggunakan responden sebanyak 112 responden serta menggunakan data primer berupa kuesioner dan data sekunder berupa studi literatur. Adapun metode penelitian yaitu analisis deskriptif, analisis SEM-PLS, dan model Input Proses Output. Hasil penelitian ini menunjukkan bahwa pengelolaan SDM memberikan pengaruh positif dan signifikan terhadap pengembangan talenta. Kepemimpinan memberikan pengaruh positif dan signifikan terhadap pengembangan talenta. Kemudian, talenta digital mampu memberikan pengaruh positif dan signifikan terhadap pengembangan talenta. penelitian ini menunjukkan pengelolaan SDM, kepemimpinan dan talenta digital dapat memengaruhi pengembangan talenta. Tetapi talenta digital tidak dapat memoderasi pengaruh pengelolaan SDM dan kepemimpinan terhadap pengembangan talenta., Digital talent occupies a central position in the fourth industrial revolution. Every company requires the role of digital talent in the digitalization of industries. One of the companies in Indonesia that requires the role of digital talent in the digitalization of industries is PT Telkom Indonesia (Persero) Tbk. To support the development of digital talent in PT Telkom Indonesia (Persero) Tbk., the perception of digital talent employees regarding human resource management, leadership, talent development, and digital talent, as well as the influence of human resource management, leadership, and digital talent management on the development of digital talent in PT Telkom Indonesia (Persero) Tbk., are needed. This research involved 112 respondents and utilized primary data in the form of questionnaires and secondary data in the form of literature studies. The research methods used were descriptive analysis, SEM-PLS analysis, and the Input Process Output model. The results of this study indicate that human resource management has a positive and significant influence on talent development. Leadership has a positive and significant influence on talent development. Furthermore, digital talent has a positive and significant influence on talent development. This research demonstrates that human resource management, leadership, and digital talent can affect talent development. However, digital talent cannot moderate the influence of human resource management and leadership on talent development.
Keyword: Digital Talent, Human Resource Management, Leadership, SEM-PLS, Talent Development

Judul: Embriogenesis ikan buta (Astyanax fasciatus)
Abstrak: Ikan buta Astyanax fasciatus adalah spesies ikan unik dari famili Characidae yang menempati perairan dalam gua di Wilayah La Cueva Chica-San Luis Potasi-Mexico. Ikan ini memiliki mata yang tereduksi (Blind Cavefish) dan warna kulit merah muda, pucat serta mengkilap.
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