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: 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: Sintesis 3-Benzoil-7-hidroksiflavon dari Resorsinol
Abstrak: Flavonoid is the most abundant naturally-occuring polyphenolic compound with C6-C3-C6 carbon skeleton. Flavones is a group of flavonoid having a broad bioactivity spectrum. In this experiment, 3-benzoyl-7-hydoxyflavone was successfully synthesized via 2-steps from resorcinol. In the first step, resorcinol was acetylated with AcOH/ZnCl2 producing resacetophenone with 89% yield. Subsequently, benzoylation and rearrangement of resacetophenone using 2 equivalent of benzoyl chloride and 7 equivalent of K2CO3 in acetone produced 3-benzoyl-7-hydroxyflavone with 62% yield. Synthesis of 3-benzoyl-7-hydroxyflavone from resorcinol provided evidence for new reaction mechanism of flavon formation without Baker-Venkataraman rearrangement proposed by several previous researchers. All products in this study has been characterized spectroscopically.
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