Judul: The Influence of Employee Competency and HR Management Practices on Employee Performance in the Digital Era at Head Office of PT Pegadaian
Abstrak: Seiring dengan dibutuhkan pencapaian kinerja karyawan pada era digital, Kantor Pusat PT Pegadaian diharapkan mampu menghadapi dinamika perubahan lingkungan strategis, sehingga praktisi SDM dapat mengidentifikasi kebutuhan kompetensi karyawan. Penelitian ini bertujuan untuk mengidentifikasi karakteristik karyawan, menganalisis persepsi kompetensi karyawan, kinerja karyawan dan praktik pengelolaan SDM serta pengaruh kompetensi karyawan dan praktik pengelolaan SDM terhadap kinerja karyawan. Penelitian ini menggunakan metode analisis deskriptif dan SEM-PLS. Karyawan Kantor Pusat PT Pegadaian didominasi oleh karyawan laki-laki sebanyak 67 orang, rentang usia 21-25 tahun sebanyak 45 orang, pendidikan terakhir sarjana sebanyak 73 orang, corporate title assistant manager II sebanyak 52 orang, dengan masa kerja 1-5 tahun sebanyak 54 orang, sudah memiliki pengalaman kerja sebanyak 63 orang dan belum pernah mengalami rotasi kerja sebanyak 52 orang. Persepsi karyawan terhadap kompetensi karyawan, kinerja karyawan dan praktik pengelolaan SDM mayoritas setuju. Hasil analisis SEM-PLS menunjukkan bahwa kompetensi karyawan dan praktik pengelolaan SDM berpengaruh positif terhadap kinerja karyawan., In the need to achieve employee performance in the digital era, Head Office of PT Pegadaian is required to be able to face the dynamics of strategic environments, so the HR practitioners be able to identifying the employee competency needs. This study aims to identify the characteristics of employees, analyze perceptions of employee competence, employee performance and HRM practices and the effect of employee competence and HRM practices on employee performance. This research uses descriptive analysis method and SEM-PLS. Employees at the Head Office of PT Pegadaian are dominated by 67 male employees, 45 employees from 21-25 years old, 73 employees have a bachelor’s degree, corporate title assistant manager II as many as 52 people, with a working period of 1-5 years as many as 54 people, 63 people already have work experience and 52 employees have never experienced a job rotation. Employees' perceptions of employee competence, employee performance and HR management practices are mostly good. The SEM-PLS analysis result show that employee competence and HRM practices have a positive effect on employee performance.
Keyword: employee competency, employee performance, HRM practices

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: Sintesis Flavon dari Fenol dan Benzoil Klorida
Abstrak: Flavone is a class of flavonoid, commonly found in plants with wide bioactivity spectrum. A widely used flavone synthesis route is through acidcatalyzed oxidative cyclization of β-diketone. In this study, unsubstituted flavone had been synthesized via 5-step from phenol, with 22% yield and successfully increased the yield of previous study on Fries rearrangement of phenyl acetate and benzoylation of o-HAP steps. Phenol was acetylated resulting 93% phenyl acetate. AlCl3-catalyzed Fries rearrangement in 1.5 hour and at 120 °C converted phenyl acetate into o-hydroxyacetophenone (o-HAP) with 40% yield. AlCl3 as catalyst produced o-HAP with higher and reproducible yield compared with BF3·Et2O and ZnCl2. Benzoylation of o-HAP followed by Baker-Venkataraman rearrangement of the ester product using KOH in dried pyridine produced β-diketone 1-(2- hydroxyphenyl)-3-phenylpropane-1,3-dione. The yield of ester and β-diketone were 71% and 85%, respectively. Finally, oxidative cyclization of β-diketone with sulphuric acid as catalyst produced 99% of flavone. The flavone product had been characterized spectroscopically and its melting point as well.
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