Articles

Proposed Solutions Regarding Work Overload for the Marketing Division of PT. Persib Bandung Bermartabat

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Football is a sport that is very popular in every level of Indonesian society. Indonesia is known as a country with a very large number of soccer fans. Indonesia has the fourth largest population in the world with 265 million people, and according to Nielsen Sport, 77% of Indonesia’s population has an interest in football. This fact makes Indonesia the country with the third largest number of football fans. The Indonesian soccer market is huge, and soccer is a big business opportunity in Indonesia. PT Persib Bandung Bermatabat oversees the Persib Bandung football club which is one of the Indonesian teams. PT. Persib Bandung Bermartabat located at Graha Persib Floor 3 Jalan Sulanjana No 17 Bandung. In managing a company, of course, requires human resources who have high ability to help achieve company goals. In addition, to be able to form a good performing club, of course, you must have a healthy management ecosystem as well. This study uses a mixed method qualitative and quantitative research model. In quantitative research, the authors distribute questionnaires in the form of g-forms to marketing department employees using the National Aeronautics and Space Administration Task Load Index (NASA – TLX) method to measure the workload experienced by employees. In the qualitative method the author conducted interviews with observations of the organizational structure and job descriptions of employees in the marketing department of PT. Persib Bandung Bermartabat using Semi- Structural Interviews. In finding the root of the problem the author uses CRT (Current Reality Tree). The results of this study are the organizational structure and job descriptions that are made based on benchmark results with 3 football club management. The author proposes a new organizational structure and job descriptions which in the end can be adapted to the needs of the marketing division of PT. Persib Bandung Bermartabat to be able to help realize strategic initiatives and solve problems experienced.

Job Description Development in Fulfillment of the Competence of Village Government Apparatus (A Study in Banyumas Regency)

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A job description is a document containing the functions, duties, responsibilities, authorities, working conditions, and work implementation mechanism. The job description is quite important both for leader and employee, since with this document, they may clearly identify the competence they must meet for their position, with which employee’s professionalism will eventually be built. The result of previous research in Banyumas Regency shows a gap between the competence of the village government apparatus and their position’s standard competence. One of the reasons is an ineffective job description, which means there is no job description arranged entirely and in detail. Local Regulation of Banyumas Regency Number 1 the Year 2016 on the Structure and Working Procedure of Village Government only regulates the main duties and functions, not the job description. This Local Regulation actually mandates the village government to arrange the job description, but in reality, the village government has not performed it. Meanwhile, the village government’s workload gets bigger and more varied since assignments are given by the ministry, provincial government, and regency government. Consequently, the village government apparatuses in Banyumas Regency do not know exactly what competencies they must have to implement their duties and position well. Therefore, this research aims at developing an effective job description for the positions of village government apparatus in Banyumas Regency. This survey research aims at describing the duties of village government apparatus positions comprehensively. The research successfully develops the job description of village government apparatus positions, covering the village head with 25 duties, village secretary with 16 duties, administrative and general coordinator with 14 duties, a financial coordinator with 9 duties, planning coordinator with 9 duties, governance section head with 11 duties, welfare section head with 10 duties, service section head with 9 duties and sub-village head with 5 duties.