Judul: Implementation Strategy of Mining Specialization Function in the Dual Career Path Program at PT Freeport Indonesia
Abstrak: Dual Career Path (DCP) provides an opportunity for technical workers in mining specialization function to contribute more in exploring the level of knowledge, skills and experience needed in developing mining operations for PT Freeport Indonesia (PTFI) so that a specialized mining profession will get job satisfaction in a higher career path, and retain for sustainable safe production. This study aims to analyze retention conditions based on the turnover rate of permanent employee in the last 10 years, identify potential mining technical specialization professions, determine operational division that primary need in implementing the mining specialization function, and also alternative strategy for implementing the mining specialization function. This study uses quantitative methodological analysis approach based on turnover rate calculation, labor gap identification, and Analytical Hierarchy Process (AHP) processed in Super Decision v. 2.10 software application. The determination of mining specialization profession is done by qualitative methodological analysis approach. As a result, PTFI's permanent employee turnover rate tends to increase in 2020 reaching 2,4%, and the mining specialization profession that can be applied to as many as 24 job codes based on the Indonesian Standard Classification of Occupations. Geoengineering division has a primary need in implementing the mining specialization function with the dominance of permanent workers who leave reaching 67,9% and have an educational background of S1 for geology, hydrology and geotech engineer professions. The final result of this study shows in the opinion of 3 selected experts that the main priority of the strategy for implementing the mining specialization function in the DCP at PTFI is determining qualifications and followed by strategies in the form of career planning, training, education, candidate selection, with also providing remuneration for mining specialization workers
Keyword: Analytical Hierarchy Process, Dual Career Path, Mining Specialization Function, Strategy, Turnover

Judul: Strategi Peningkatan Engagement Karyawan PT Freeport Indonesia
Abstrak: Salah satu isu pengelolaan SDM yang menjadi perhatian akhir-akhir ini adalah keterikatan (engagement). Engagement dipercaya sebagai salah satu faktor penting yang dapat mempengaruhi kontribusi karyawan terhadap produktifitas dan kesuksesan perusahaan. Survei terakhir yang dilakukan PT Freeport Indonesia (PTFI) bekerja sama dengan Glint pada November 2019 terhadap lebih dari 4000 karyawan secara umum terdapat beberapa indikator survei yang nilainya lebih rendah dibandingkan dengan benchmark. Penelitian ini bertujuan untuk: mengidentifikasi faktor penting engagement karyawan PTFI, memilih alternatif strategi dan memberikan rekomendasi strategi peningkatan engagement karyawan PTFI. Penelitian ini menggunakan metode ulasan literatur dan diskusi dengan pakar human resources untuk mencari faktor penting yang relevan dengan penelitian, kemudian menggunakan metode Analytical Hierarchy Process (AHP) untuk mencari alternatif strategi peningkatan engagement karyawan PTFI. Langkah-langkah metode AHP yaitu menyusun hirarki AHP, membuat kuesioner untuk diberikan penilaian oleh pakar dan mengolah data dari kuesioner menggunakan software expert choice 11. Hasil penelitian menunjukkan bahwa faktor yang paling utama engagement karyawan PTFI adalah leadership. Aktor yang paling utama adalah manajemen senior. Tujuan yang paling utama yaitu menciptakan suasana kerja yang harmonis. Dari hasil penelitian yang didapat diatas menggambarkan bahwa antara faktor, aktor dan tujuan memiliki benang merah dan saling terikat. Hasil analisis AHP menyatakan bahwa alternatif strategi untuk meningkatkan engagement karyawan PTFI adalah fokus pada penanaman nilai-nilai perusahaan. Implikasi manajerial dari penelitian ini adalah PTFI perlu membuat program penanaman nilai-nilai perusahaan, mengidentifikasi dan memilih karyawan unggul sebagai role model, membuat program untuk mendorong harmonisasi hubungan atasan-bawahan, mengidentifikasi dan mengimplementasikan kompetensi manajerial dan kepemimpinan, mengevaluasi dan mengkalibrasi ulang program-program kepemimpinan dan mengembangkan program baru retensi karyawan. Kata kunci:, One of the issues of human resources management that have been a concern lately is engagement. Engagement is believed to be one of the important factors that can affect employees’ contribution to the company’s productivity and success. PTFI management worked with a third party (Glint) to conduct a “Voice of Employee” survey in November 2019 on more than 4000 employees. Based on this survey, generally, several survey indicators have lower scores than the benchmark. This research aims to: identify factors affecting PTFI employee engagement, formulate alternative strategies, and provide management recommendations to improve PTFI employee engagement. This study applied literature review methods and discussions with human resources experts to find the important factors relevant to the research, then applied the Analytical Hierarchy Process (AHP) method to find the alternative strategies to improve PTFI employee engagement. The steps of the AHP method are developing the AHP hierarchy by involving three experts, making a questionnaire to be given an assessment by seven experts and processing data from the questionnaire using expert choice 11 software. The results of the study concluded that the key factor of PTFI employee engagement is leadership. The most important actor is senior management. Meanwhile, the main goal is to create a harmonious working atmosphere. The results of this research obtained above illustrate that among factors, actors, and objectives have a common thread and are bonded to each other. The results of the AHP’s analysis indicated that an alternative strategy to improve PTFI employee engagement is to focus on disseminating the company
Keyword: Analythic Hierarchy Process (AHP), Engagement Karyawan, Implikasi Manajerial, Nilai-Nilai Perusahaan, Sumber Daya Manusia, Company Value, Employee Engagement, Human Resources, Managerial Implication

Judul: Infeksin virus rota pada anak babi
Abstrak: Virus Rota sudah lama diduga sebagai salah satu penyebab diare pada anak babi yang baru dilahirkan. Hal ini diperkuat dengan berhasilnya Mebus dan kawan-kawan mengidentifikasi virus Rota pada kejadian diare yang ter jadi pada anak sapi yang baru dilahirkan. Infeksi virus Rota merupakan hal yang serius, kejadian yang mewabah pernah dilaporkan di Amerika Serikat, Inggris, Kanada dan Australia. Sedangkan kejadian di Indonesia yang dihubungkan dengan infeksi virus Rota belum dilaporkan. Virus Rota termasuk keluarga Reo viridea. Sesuai dengan namanya, virus Rota menyerupai roda (Rota = Wheel), mengandung asam nukleat (nucleid acid) yang berupa asam nukleat ribo (ribo nucleid acid, RNA) dan berserabut ganda (double stranded), tidak mempunyai selubung (envelop atau peplos). Hewan rentan adalah hewan yang berumur sangat muda. Selain menyerang babi, dapat pula menyerang sapi, domba, rusa, anjing, kucing, tikus, kelinci, unggas dan manusia. ...
Keyword: