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Proceedings of The 2nd International Conference on Human Capital and Knowledge Management

Proceedings of The 2nd International Conference on Human Capital and Knowledge Management ICHCKM th, 12th February 2015 Aula Timur - Institut Teknologi Bandung Indonesia Human Capital, Knowledge
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Proceedings of The 2nd International Conference on Human Capital and Knowledge Management ICHCKM th, 12th February 2015 Aula Timur - Institut Teknologi Bandung Indonesia Human Capital, Knowledge Management and Learning Organization for Business Sustainability ar Proceeding of the 2 nd International Conference on Human Capital and Knowledge Management 2015 Oleh: School of Business and Management ITB Hak Cipta 2016 SBM ITB Penerbit: SBM ITB Jl. Ganesa No. 10, Bandung Telp Fax Desain Sampul : Irma Mulyani ISBN: Hak cipta dilindungi oleh undang-undang. Undang-undang Republik Indonesia No. 19 Tahun 2002 Tentang Hak Cipta Lingkup Hak Cipta merupakan hak eksklusif bagi Pencipta atau Pemegang Hak Cipta untuk mengumumkan atau memperbanyak ciptaannya, yang timbul secara otomatis setelah suatu ciptaan dilahirkan tanpa mengurangi pembatasan menurut peraturan perundang-undangan yang berlaku. Ketentuan Pidana Pasal 72: 1. Barangsiapa dengan sengaja atau tanpa hak melakukan perbuatan sebagaimana dimaksud dalam Pasal 2 ayat (1) atau Pasal 49 ayat (1) dan ayat (2) dipidana dengan pidana penjara masing-masing paling singkat 1 (satu) bulan dan/atau denda paling sedikit Rp ,00 (Satu juta rupiah), atau pidana penjara paling lama 7 (tujuh) tahun dan/atau denda paling banyak Rp ,00 (lima milyar rupiah). 2. Barangsiapa dengan sengaja menyiarkan, memamerkan, mengedarkan, atau menjual kepada umum suatu Ciptaan atau barang hasil pelanggaran Hak Cipta atau Hak Terkait sebagaimana dimaksud pada ayat (1) dipidana dengan pidana penjara paling lama 5 (lima) tahun dan/atau dengan paling banyak Rp ,00 (lima ratus juta rupiah). PREFACE Dear All Participants of the 2 nd ICHCKM 2015, It is my pleasure as the Chief of ICHCKM 2015 to all of you, by having this conference proceeding. We are very happy to inform that this conference has succeed with more than 200 attendants from 6 countries in Asia and Europe region; 100 papers has been received, and 25 papers has been published on two accredited journals in Indonesia and Malaysia. We hope through this proceeding, we could enrich and enlarge our knowledge, experience and networking on human capital management, learning organization and knowledge management. We hope, we could meet, present and discuss in next 3 rd ICHCKM arrangement. Best Regards, Asst. Prof. Hary Febriansyah, Ph.D Conference Chair i SCIENTIFIC COMMITTEE Chair, Prof. Dr. Ir. Jann Hidajat Tjakraatmadja, MSIE (Institut Teknologi Bandung, Indonesia) Prof. Dr. Wawan Gunawan A. Kadir (Institut Teknologi Bandung, Indonesia) Prof. Dr. Ir. Sudarso Kaderi Wiryono (Institut Teknologi Bandung, Indonesia) Prof. Ir. Togar M. Simatupang, Ph.D (InstitutTeknologi Bandung, Indonesia) Prof. Ir. Surna Tjahja Djajadiningrat, Ph.D (Institut Teknologi Bandung, Indonesia) Assoc. Prof. Dr. Bambang Rudito (Institut Teknologi Bandung, Indonesia) Dr. Ir. Yuni Ros Bangun, MBA (Institut Teknologi Bandung, Indonesia) Prof. Dr. Kuntoro Mangkusubroto (Institut Teknologi Bandung, Indonesia) Prof. Dr. Utomo Sarjono Putro, M.Eng (Institut Teknologi Bandung, Indonesia) Dr. Aurik Gustomo, ST., MT (Institut Teknologi Bandung, Indonesia) Dr. Agung Wicaksono, MBA (Institut Teknologi Bandung, Indonesia) Prof. Sang M. Lee. Ph.D (Nebraska-Lincoln University, United States) Prof. Hooi Den Huan, Ph.D (Nanyang Technology University, Singapore) Prof. Minoo Tehrani, Ph.D (Roger Williams University, United States) Assoc. Prof. Dr. Nik Hasnaa Nik Mahmood (Universiti Teknologi Malaysia, Malaysia) Prof. Emeritus Dato Ir. Dr. Zainai Mohamed (Universiti Teknologi Malaysia, Malaysia) Assoc. Prof. Dr. Maslin Masrom (Universiti Teknologi Malaysia, Malaysia) Dr. Roslizar Bin Mat Ali (Universiti Teknologi Malaysia, Malaysia) Dr. Wan Normeza Wan Zakaria (Universiti Teknologi Malaysia, Malaysia) Dr. Sana a Abdul Karim Al-Khanak (Universiti Teknologi Malaysia, Malaysia) Dr. Rossilah Jamil (Universiti Teknologi Malaysia, Malaysia) Dr. Nor Raihana Mohd Ali (Universiti Teknologi Malaysia, Malaysia) Dr. Akbariah Mohd Mahdzir (Universiti Teknologi Malaysia, Malaysia) Dr. Hayati Habibah Abdul Talib (Universiti Teknologi Malaysia, Malaysia) Dr. Rasheed Mohamed Kutty (Universiti Teknologi Malaysia, Malaysia) ii ORGANIZING COMMITTEE Chairman, Hary Febriansyah, Ph.D General Secretary, Assoc. Prof. Dr. Maslin Masrom; Anggara Wisesa, MM; Ken Ratri, MBA Treasurer, Detty Pratiwi and Riyadhusholihah, SE IT, Web & Design, Dr. Khairul Hisyam Kamarudin; Epri Saputra, ST. M.Kom; and Raden Roro Mirna, MBA Papers and Submission, Achmad Ghazali, Ph.D (Co); Adita Pritasari, MSM; Assoc. Prof. Dr. Maslin Masrom; Assoc. Prof. Dr. Nik Hasnaa Nik Mahmood; Dr. Nor Raihana Mohd Ali; and Dr. Wan Nurul Mardiah Wan Publication & Marketing, Margaretha Tobing, MBA; Irma Mulyani, MBA International Officer, Assoc. Prof. Dr. Nik Hasnaa Nik Mahmood and Achmad Ghazali, Ph.D Event, Mandra Lazuardi, MBA; Marina Natalia, MSM; Nur Arief P., MHRM(Hons) Local Liaison Officer, Dina Dellyana. MBA and Umi Zuraida, MSi Sponsorship, Dr. Roslizar Mat Ali; Prof. Dr. Jann Hidajat Tjakraatmadja, MSIE; Rudy Bekti, MBA; John Welly, MSc; and Dr. Aurik Gustomo Partnership, Faculty of Economic, Business and Communication - Naresuan University Thailand iii TABLE OF CONTENT Preface Scientific Committee Organizing Committee Table of Content i ii iii iv Relationships of Learning in Occupational Safety and Health Training and Occupational Related Injuries 1 The Impact of Recruitment on Employees Job Performance. A Case Study of a Malaysian Small Medium Enterprise (SME) 11 Implementation of Family Friendly Policies in Malaysia on Student Entrepreneurs 19 The Influence of Knowledge Management on Organizational Learning and Its Effect Towards Organizational Effectiveness at Hotel Cemerlang Bandung 24 Transformational Leadership, Entrepreneurial Orientation, and Organizational Effectiveness Universiti Teknologi Malaysia 31 Efforts to Enhance Knowledge Management and Learning Organization of Micro, Small, and Medium Enterprises (SMEs) of Batik Trusmi Cirebon in Realization of Eco-Efficiency of Batik Product 37 Assessment of Human Capital Management (HCM) Implementation and Its Effect on Innovation: Case Study at PT Dirgantara Indonesia 44 The Effect of The Spiritual Intelligence and The Spiritualized Leadership to Increase Organization Performance through Worker s Job Satisfaction 55 Investigation of User s Emotional Aspect in Information Search Process 67 Manufacturing Strategy and Competitive Strategy and Its Effect on the Performance of Small Batik Industries (Case Study: Batik Trusmi Cirebon) 72 The Ethical Viewpoint in Network Neutrality 80 Cyberterrorism in Malaysia from Ethical Studies Point of Views 85 The Psychological Influence towards the Diffusion of a Web-based Health Information Service (WBHIS) 94 iv Building International Relationship Trust among SMEs: The Moderating Effect of Communication 105 The Relationship between Social Capital and Self-Efficacy: Individual Perspective in the Context of Higher Education Institution 116 Role of Talent and Employability Towards Organizational Success 123 Conceptualizing the Impact of Green Knowledge on Attendees Behaviour towards Sustainable Events 129 A Study on How to Attract Fresh Graduates Students for Joining Consumer Goods Company in Finance Function: A Case in Study PT. Universal 138 Mapping the Knowledge to Improve Capabilities and Performance of Employees Case Study at Jupiter Department PT. Kaltim Prima Coal 146 Community Vitality: An Exploratory Study of the Indigenous Community in Malaysia 161 Preliminary Study on Indigenous Community Vitality at Royal Belum State Park towards Sustainable Human Capital Development 168 Lean Service Implementation in Malaysian Hospital 173 Human Capital Formation and Development among Jahai Community at Royal Belum State Park, Perak, Malaysia 183 Factors Influencing Knowledge Management in Islamic Banking Industry in Malaysia 193 The Role and Nature of Communicative Interactions between Caregivers and Care Receivers in Healthcare Management 203 The Existence Of Corporate Culture In Pertamina (Persero) Refenery Unit IV Cilacap 210 Research Framework: Relationship among Soft Skills, Hard Skills, Innovativeness and Productivity of Knowledge Workers in Indonesia 217 Integrating Knowledge Management into Project Management To Increase Organizational Performance at Central Team PT. Abc 224 Reward Management Strategy (Pay Structure Design) to Improve Employee Engagement (Case Study: PT Victoria Nusantara Indonesia, Tbk.) 232 The Success of Small and Medium Enterprise (SMEs) Development Based on Human Resource Management Practices in Indonesia 246 Transition of Malaysia towards Knowledge Society by 2020: Ethical Consideration on the Use of Electronic Gadget in Malaysia Schools 252 v Factor that Determined Continuance Intention to Use Electronic Human Resource Management: An Empirical Investigation 260 Conceptualizing Ba In Knowledge Creation among Medical Researchers in the Malaysian Higher Education Institution: A Pilot Study 269 The Effect of Organizational Learning and Job Satisfaction on Organizational Commitment: Its Implication toward Lecturers Performance 276 Content Management System (CMS) as Informative Platform for Young Entrepreneurs for Ministry of Youth and Sport: A Conceptual Framework 283 Do Teambuilding Activities Beef up Organizational Development at Workplace? 290 The Role of Social Network for the Development of Rural Malay Family-Based Herbal Entrepreneurship in Malaysia 295 Between Two Cultures: Civil Service Reform in Thailand and Indonesia 302 Knowledge on Potential of Islamic Reits in Malaysia 309 Accuracy of Herzberg and Quarstein s Theory to Predict Employee Satisfaction. Case Study: SBM ITB 314 Innovative Instructional Leadership in Technical and Vocational Education: Application of Modified Delphi Technique 320 Public knowledge of climate change: Malaysia s perspective 326 Business Process Learning System With Real-time Simulation Approach 332 The Use of Social Media (SM) in Business Strategy: A Discussion on Malaysia Trends, Theoretical Viewpoints and Cyber Law Acts Impacted 339 The Influence of Social Support and Relationship Quality to Social Commerce Intention in Facebook 350 The Network Mapping Analysis of National Cyber Security Policy within the Frame of Information Security 360 The Relationship of Core Values and Human Capital Drivers in Improving Organizational Performance Case Study at Tax Offices in Area of Directorate General of Taxes Regional Office of West Java I 366 vi Full Papers Relationships of Learning in Occupational Safety and Health Training and Occupational Related Injuries Nik Hasnaa Nik Mahmood (PhD) * and Nurshamshida Md Shamsudin Abstract Razak school of engineering and advanced technology, Universiti Teknologi Malaysia (UTM) Tremendous development of industrialization in Malaysia contributes to higher rate of occupational injuries. Enactment of OSH act 1994 enforces Occupational Safety Health training as one of vital elements in every industry. This study attempt to highlight current issues in Occupational related injuries (ORI) and Occupational Safety and Health training (OSHT). Elements of ORI are differences of age, young workforce, aging workforce, working experience, cognitive abilities and occupations identified in literature while elements of OSHT which indicate the elements of learning effectiveness in safety training are training method, adult s learner, and training design. Previous research signified that there are positive relationships between elements of Occupational related injuries and Elements of Occupational safety and health training,the most engaging training design evaluated as the most effective training in reducing numbers of injuries. On the other hand, learning process; knowledge acquisition, mastering skills and shaping the right attitude for safety and health involve in training plays critical part to determine the successful of OSHT conductedto summarize research model is proposed. Keywords: Safety; Training; Occupational; Training Method; Training design 1. Introduction Occupational Safety and Health in Malaysia Occupational safety and health (OSH), which is the discipline concerned with preserving and protecting human and facility resources in the workplace, is an important aspect in reducing risk at workplace. OSH is a basically standard which are set in legislation with the aim to eliminate and reduce hazards at workplace. (Amirah, Asma, Muda, & Wan Mohd Amin, 2013). In Malaysia, the role of occupational safety and health has existed since 130 years ago. According to the Department of Occupational Safety and Health (DOSH, 2010), the development of safety and health at workplace can be categorized into five eras. It started with the first era, named Steam Boiler Safety Era, which took place prior to Subsequently, the Machinery Safety Era took place from 1914 until During this era, the Machinery Enactment 1913 replaced the various steam boiler enactments of Allied Malay States on 1st January The development of safety and health at workplace expanded in the following era of the Industrial Safety Era that took place from 1953 until In 1953, the Machinery Ordinance 1953 was enacted to replace all previous legislations. Subsequently, in 1967, the Parliament had approved the Factory and Machineries Act (FMA 1967). Between the years 1970 until 1994, the era was called the Industrial Safety and Hygiene Era. In this era, few modifications were made. Starting in 1970, the Factory and Machineries Act 1967 and eight of its regulations were enforced replacing the Machinery Ordinance In 1980, the application of the Factory and Machineries Act 1967 was extended to Sabah and Sarawak. Since the year 1994, it is the Occupational Safety and Health Era where the Parliament passed a new legislation known as the Occupational Safety and Health Act (OSHA) 1994 which was gazetted on February History of OSH in Malaysia is lengthy and winding however the implementation of OSH act 1994 is considered as one of the biggest move made by the country. Yet vast of work, exercise, practices, research and training seems to be one of the pillar of ensuring the successful of the osh program * Corresponding author. address: 1 1. 2. OSH Act 1994 One such control measure is highlighted in OSHA 1994 part IV section 15 (1),which states that: It shall be the duty of every employer and every self-employed person to ensure, so far as is practicable, the safety, health and welfare at work of all his employees. The enactment of OSH 1994 covers 9 industries in Malaysia involving: a. construction b. manufacturing c. mining and quarying d. agriculture, forestry and fishing e. utilities-gas, electric, water and sanitary services f. transport, storage and communication g. wholesale and retail traders h. hotels and restaurant i. finance, insurance, real estate, business service Fakrul (2003) claimed that for any safety related at workplace, training is uncompromised to every single aspect. Previous research conducted were also agree and highlight that training is an essential component for a successful OSH program in any organization.(bahn & Barratt-Pugh, 2012, Burke et al., 2011) Occupational Safety and Health training (OSHT) (Kordecka, 2009) suggested that training of OSH is considered as important prevention tool and a key factor towards strengthening of preventions and high awareness on hazards exposure. The purpose of any safety training is to modify and shape specifics bahaviors and to transfer knowledge and skills that should be applied at any level of task that the employee should apply. It is wise to take note that for every formal training programme, five important rules should be implemented for effective outcome of training. The five steps involve are: 1. Performance analysis 2. Instructionaldesign 3. Materilas acquisition 4. Delivery of training 5. Course evaluation (Yates, p , 2011) Occupational Safety and Health Training (OSHT) In Malaysia Regardless of all industries, every workplace evolves dynamically in every stage of process. Hence this contributes to increase number of new hazards in workplace and expose the workers to the high risk of accidents. To manage these hazards the government through it s various ministries and agencies, universities, safety and health professionals has developed various regulations and trainings supported by NIOSH. As national institution that promotes and cultivate each of OSH training in Malaysia, NIOSH stand remain as the main source of all types of training involving safety and health in Malaysia for every organizations for all industries covered under the OSH act Other than that there are also training provider recognized either by DOSH (Department of Occupational Safety and Health) as well as by international board. To conclude employer could provide both approach of safety and training to the workers as stipulated under the Act either by having in house training and any safety and health training institutional. The main challenge towards the implementation of the OSH program is on the part of how knowledge and skills can be transferred accordingly. Analsysis from national OSH masterplan indicates that there are three stages of National OSH Master plan, started with self regulation continued with producing safety culture and improved with preventive culture. It seems that training is the essential component. Knowledge, skills and related information can only be transferred via safety and health training.. On top of this training is considered as a tool of accidents preventive in occupational safety and health. Along with this effort, besides DOSH (Department of occupational safety and health) and Ministry of Human Resource, NIOSH is cooperating with all agencies and department as safety and 2 training hub. NIOSH offers two types of training provided are the competency and non competency training. National Institute of Occupational Safety and Health (Niosh) chairman Tan Sri Lee Lam Thye (Borneopost, 2011) highlight the setting up of industries to serve various development corridors according to the government transformation programme had pushed up the demand for qualified SHO. from 1997 to 2010, a total of 5,681 had passed the SHO examination but only 2,352 registered with the Department of Occupational Safety and Health (DOSH). From 1997 to 2010, Niosh trained 15,000 SHO but not everyone sat for the exam as some such as human resource managers, procurement officers and so forth joined to gain knowledge on safety Occupational Safety and Health (Safety and Health Officer) Regulations, 1997 The Occupational Safety and Health (Safety and Health Officer) Regulations 1997 which came into force on 22 August 1997 requires certain industries to employ a competent safety and health officer to resolve matters pertaining to the safety and health at their workplace (Niosh, 2013). Section 29 Safety and Health Officer Section 29 compels companies exceeding 100 or 500 employees (depending on the nature of business) to appoint a Safety and Health Officer where non-compliance of this provision may also be relevant to this problem. As suggested previously by Xavier (1996), appointment of a safety and health officer should not be severely restricted according to the number of workers. He further reiterates that the question of danger does not lie in numbers but in the nature of the work carried out at the workplace. Since this is a provision which ensures that compliance with the safety and health provisions of the Act is monitored, he suggests that this compulsion should not be restricted to certain categories of occupation only Safety and Health officer training programme (SHO) This programme is designed to train and produce safety and health officer. Basically the participants of this programme need to fulfill certain requirements and they have o sit fro 22 days training in Niosh involving of 4 training
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