Judul: Risiko SDM dan Kinerja Karyawan dengan Efek Moderasi Pengelolaan SDM di Kantor Cabang Pegadaian Area Bogor
Abstrak: PT Pegadaian merupakan anak perusahaan Bank Rakyat Indonesia yang selama masa pandemi COVID-19 tetap melaksanakan pekerjaan dari kantor dikarenakan adanya transaksi antara karyawan dan nasabah. Hal ini memicu risiko sumber daya manusia pada karyawan Kantor Cabang Pegadaian Area Bogor. Penelitian ini bertujuan mengidentifikasi persepsi risiko SDM, menganalisis pengelolaan SDM dan kinerja karyawan, serta pengaruh risiko dan pengelolaan SDM terhadap kinerja karyawan. Penelitian ini menggunakan data primer dan sekunder yang dianalisis secara kuantitatif menggunakan metode analisis deskriptif dan SEM-PLS. Idenfikasi risiko sumber daya manusia di Kantor Cabang Pegadaian Area Bogor menunjukkan hasil yang positif. Persepsi karyawan terhadap risiko SDM, kinerja karyawan, dan pengelolaan SDM tinggi. Hasil analisis SEM-PLS menunjukkan bahwa risiko SDM dan pengelolaan SDM berpengaruh positif dan signifikan terhadap kinerja karyawan. Sementara itu, pengelolaan SDM sebagai variabel moderasi tidak mampu memoderasi atau memperkuat pengaruh risiko SDM terhadap kinerja karyawan., PT Pegadaian is a subsidiary of Bank Rakyat Indonesia which during the COVID-19 pandemic continued to carry out work from the office due to transactions between employees and customers. This triggers the risk of human resources on the employees of the Pegadaian Branch Office Bogor Area. This study aims to identify the perception of HR risk, analyze HR management and employee performance, as well as the effect of risk and HR management on employee performance. This study used primary and secondary data which were analyzed quantitatively using descriptive analysis methods and SEM-PLS. The identification of human resource risks at the Pegadaian Branch Office Bogor Area showed positive results. Employees' perceptions of HR risk, employee performance, and HR management are high. The results of the SEM-PLS analysis show that HR risk and HR management have a positive and significant effect on employee performance. Meanwhile, HR management as a moderating variable is not able to moderate or strengthen the influence of HR risk on employee performance.
Keyword: employee performance, human resource management, human resource risk, SEM-PLS

Judul: Analysis of Human Resource Risk in the Era of Hybrid Workforce on Employee Performance at the Head Office of PT Pegadaian (Persero)
Abstrak: Pandemi COVID-19 menimbulkan banyak perubahan, diantaranya sistem dan pola bekerja. Dengan diberlakukannya tenaga kerja hibrida, karyawan dapat bekerja dari jarak jauh dalam batas pengaturan kerja yang dinegosiasikan secara individu atau kolektif. Namun penerapan kerja hibrida menimbulkan beberapa tantangan bagi karyawan seperti komunikasi, ketidakteraturan jam kerja serta risiko permasalahan internal pada tim. Dengan diberlakukannya tenaga kerja hibrida di salah satu BUMN, khususnya di PT Pegadaian (Persero), maka karyawan akan menerima risiko baik dari sisi keuangan dan non keuangan. Penelitian ini bertujuan untuk mengidentifikasi karakteristik karyawan serta menganalisis pengaruh tenaga kerja hibrida dan risiko Sumber Daya Manusia (SDM) terhadap kinerja karyawan. Penelitian ini menggunakan metode analisis deskriptif dan Structural Equation Modelling-Partial Least Square SEM-PLS dan Analytical Hierarchy Process (AHP). Selain responden karyawan, penelitian ini juga melibatkan 7 responden pakar dalam merumuskan strategi mitigasi risiko SDM dalan rangka peningkatan kinerja karyawan pada kantor pusat PT Pegadaian. Karyawan PT Pegadaian didominasi oleh laki-laki sebanyak 163 orang, rentang usia 21-25 tahun sebanyak 91 orang, pendidikan terakhir sarjana sebanyak 168 orang, status kepegawaian karyawan tetap sebanyak 173 orang, jabatan assistant manager II sebanyak 125 orang, dengan masa kerja 1-5 tahun sebanyak 148 orang, sudah memiliki pengalaman kerja sebanyak 148 orang dan belum pernah mengalami rotasi kerja sebanyak 136 orang. Hasil analisis SEM-PLS menunjukkan tenaga kerja hibrida berpengaruh positif terhadap kinerja karyawan, risiko SDM tidak memiliki pengaruh terhadap kinerja karyawan serta risiko SDM tidak mampu memoderatori era hybrid workforce terhadap kinerja karyawan. Sementara itu, hasil analisis AHP menunjukkan bahwa faktor perencanaan SDM merupakan faktor yang paling berpengaruh untuk memitigasi risiko SDM sehingga dapat meningkatkan kinerja karyawan. Dengan demikian, alternatif strategi terbaik yang dapat diterapkan oleh kantor pusat PT Pegadaian (Persero) adalah optimalisasi pemenuhan kebutuhan SDM dengan pencapaian tujuan perusahaan., The COVID-19 pandemic has caused many changes, including work systems and patterns. With the adoption of a hybrid workforce, employees can work remotely within the confines of individually or collectively negotiated work arrangements. However, the implementation of hybrid work poses several challenges for employees such as communication, irregular working hours and the risk of internal problems in the team. With the implementation of a hybrid workforce in one of the state-owned enterprises, especially at PT Pegadaian (Persero), employees will accept risks from both financial and non-financial sides. This study aims to identify the characteristics of employees and analyze the effect of hybrid workforce and Human Resources (HR) risk on employee performance. This study uses descriptive analysis methods and Structural Equation Modeling- Partial Least Square SEM-PLS and Analytical Hierarchy Process (AHP). In addition to employee respondents, this study also involved 7 expert respondents in formulating HR risk mitigation strategies in order to improve employee performance at PT Pegadaian's head office. PT Pegadaian's employees are dominated by 163 men, 91 people aged 21-25 years, 168 people with the latest undergraduate education, 173 permanent employees, 125 assistant manager positions, with 1-year tenure. 5 years as many as 148 people, already have work experience as many as 148 people and have never experienced a job rotation as many as 136 people. The results of the SEM-PLS analysis show that the hybrid workforce has a
Keyword: Badan Usaha Milik Negara, kinerja karyawan, risiko sumber daya manusia, tenaga kerja hibrida

Judul: Hamiltonian formulation for linear waves motion in two layers fluid
Abstrak: The surface wave could be considered as a wave that separates two fluids, namely water and air. Based on this assumption, it is introduced the interfacial wave, a wave between two layers of fluid with different density. The formulation of interfacial waves motion begins with deriving the base equation of irrotational ideal fluid. Furthermore, according to irrotational fluid assumption, the base equation can be stated in velocity potential. In this derivation, the fluids domain is assumed to be restricted by rigid lid boundary conditions, both at the upper and lower limit. Therefore, the interfacial waves motion can be explained in a hamiltonian formulation. In the hamiltonian formulation, total energy is defined as the sum of kinetic and potential energy. The hamiltonian system is obtained from reduction of kinetic energy by using the Dirichlet Neumann Operator. The resulted kinetic energy equation is nonlinear. Therefore, this form is linearized by first part of the Taylor expansion. This linearization gives a dispersion relation of linear wave. Based on this dispersion relation, the phase speed of the linear wave depends on the density ratio of the two layers fluid.
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