Judul: Strategi Peningkatan Kapabilitas Talenta Digital PT Telkom Indonesia (Persero) Tbk
Abstrak: Era digital ditandai dengan perkembangan teknologi dan arus informasi yang begitu cepat. Transformasi digital ini mengakibatkan karyawan harus memiliki keterampilan digital agar dapat beradaptasi dengan perkembangan zaman. PT Telkom Indonesia Tbk (Telkom), perusahaan terbesar di Indonesia, juga menghadapi tantangan dalam mempersiapkan talenta digital yang sesuai dengan kebutuhan perusahaan di masa depan. Selain itu, perusahaan ini merupakan panutan bagi perusahaan lain dalam mengembangkan talenta digitalnya. Tujuan dari penelitian ini adalah untuk mengidentifikasi karakteristik talenta digital, menganalisis pengaruh manajemen SDM, literasi digital, risiko SDM, kepemimpinan digital, dan budaya digital terhadap talenta digital PT Telkom Indonesia Tbk, serta merumuskan strategi peningkatan digital talent di PT Telkom Indonesia Tbk. Penelitian ini dilaksanakan di seluruh kantor PT Telkom Indonesia selama 3 bulan pada Desember 2022 hingga Februari 2023 menggunakan data primer yang diperoleh dari 140 responden talenta digital PT Telkom Indonesia Tbk dan 6 orang pakar. Metode yang digunakan dalam penelitian ini adalah analisis Structural Equation Modeling - Partial Least Square (SEM-PLS) dan Analytical Hierarchy Process (AHP). Hasil penelitian ini menunjukkan bahwa manajemen SDM, literasi digital, risiko SDM, kepemimpinan digital, dan budaya digital berpengaruh terhadap talenta digital. Melalui analisis AHP diketahui bahwa faktor yang paling berpengaruh dalam mengembangkan talenta digital adalah faktor digital talent development. Hal ini dikarenakan menurut para pakar suatu perusahaan tidak akan mampu berkembang baik apabila karyawan yang dimilikinya tidak mengalami pengembangan kemampuan. Namun, faktor digital talent attraction dan digital talent retention tetap harus ditingkatkan agar perusahaan dapat menarik calon kandidat talenta digital untuk masuk ke dalam perusahaan dan mempertahankan talenta digital yang dimiliki agar tidak keluar dari perusahaan. Adapun alternatif strategi yang dapat diterapkan adalah optimalisasi peluang pengembangan individu.
Keyword: AHP, Budaya Digital, Kepemimpinan Digital, Literasi Digital, Risiko SDM

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: Biology and ecology of the buffalo fly, haematobia exigua de meijere (diptera:muscidae)
Abstrak: The life history of the buffalo fly was observed at room temperature of 27°-29.5°C and at a relative humidity of 48-68 percent. The eggs hatched after 17-22 hours, with an average of 18 hours. First instar larvae measured 1.25 + 0.16 mm long and 0.27 + 0.037 mm wide. reach the second larval stage. It took 6-12 hours to the second instar larvae measured 2.676 +0.187 mm long and 0.353 +0.028 mm wide. The second instar took about 12-24 hours to reach the third larval stage. The third instar measured 6.833 + 0.189 mm long and 0.919 + 0.051 mm wide. It took about 2-3 days for the third instar to become pupae. Duration of the pupal stage was about 5-7 days before the adults emerged. Under laboratory condition, the buffalo fly completed its life cycle in 9.5 to 10.5 days, whereas under field condition it took 9-14 days with an average of 10.5 days. The growth ratio which was based on the measurements of the cephalo-pharyngeal skeleton of each instar was 1.797. The preoviposition period was 8-12 days and mating usually occurred on the 6th or 7th day. The longevity of the male was 29 days, whereas it was 32 days in the female. The range of egg production under laboratory condition was between 20-139 per female fly. The belly and hind legs of the carabao were the most preferred habitat either during cloudy and cool dry or shiny and warm day. When the weather was clear and the carabao was in the shade, the flies tended to be more distributed particularly on the shoulder, dewlap, back and horns. The carabaos had relatively fewer Musca sp. and Stomoxys calcitrans than cattle; never the less carabaos had a higher infestation of buffalo fly than cattle. Oviposition occured either during the day or night but the buffalo flies were more active during the night than in the day time. The effect of various lengths of exposure time of manure in relation to the oviposition was profound. observed, the maximum number of the buffalo flies was occurred when the dung was exposed for 30 minutes. With increasing time of exposure the number and variety of insects also increase. It was evident that Sepsidae and psychodidae were the most dominant insects emerging from the dung. The number of buffalo flies also increased with increasing
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