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Tersedia di Library of UI BBC
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Tersedia di Library of UI BBC
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SERTIFIKAT ELEKTRONIK SEBAGAI KEPEMILIKAN HAK ATAS TANAH DI INDONESIA PERSPEKTIF TEORI KEPASTIAN HUKUM DAN MAQASID SYARIAH Penulis : Muhammad Bobby. S.H Ukuran : 14 x 21 cm No. QRCBN : 62-39-4213-3 Terbit : April 2022 www.guepedia.com Sinopsis : Penelitian ini berjudul Implemtasi Sertifikat Elektronik Sebagai Kepemilikan Hak Atas Tanah di Indonesia Perspektif Teori Kepastian Hukum dan Maqasid Syariah, Penelitian ini bertujuan untuk mengetahui: 1). Implementasi Peraturan Menteri Agraria dan Tata Ruang/Kepala Badan Pertanahan Nasional Republik Indonesia Nomor 1 Tahun 2021 tentang Sertipikat Elektronik; 2). Jaminan kepastian hukum kepemilikan hak atas tanah melalui sertifikat elektronik, 3) Kebijakan Sertifikat Tanah Elektronik Berdasarkan Peraturan Menteri ATR/Kepala BPN Nomor 1 Tahun 2021 Tentang Sertifikat Elektronik Dalam Perspektif Maqashid Syariah Jenis Penelitian ini: Metode yang digunakan dalam skripsi ini adalah metode deskriptif kualitatif, Jenis penelitian ini adalah Library Research. Library Research memanfaatkan sumber perpustakaan untuk memperoleh data penelitianya. . Sumber data primer yang penulis gunakan yaitu:Peraturan Menteri Agraria dan Tata Ruang/Kepala Badan Pertanahan Nasional (Permen ATR/BPN) Nomor 1 Tahun 2021 tentang Sertipikat Elektronik. Peraturan Menteri ATR/Kepala BPN Nomor 1 Tahun 2021 Tentang Sertifikat Elektronik dalam perspektif maqashid syariah berkaitan dengan menjaga harta (al-mal). Pasal 4 yang berbunyi: “Penyelenggaraan sistem elektronik sebagaimana dimaksud dalam Pasal 2 ayat (3) dilaksanakan secara andal, dan bertanggung jawab terhadap beroperasinya sistem elektronik”. Pasal ini menunjukkan adanya kepastian hukum diberlakukan sertifikat elektronik yang memberikan rasa aman bagi masyarakat. Dengan adanya kepastian hukum ini juga menunjukkan dari tujuan maqashid syariah dalam hal menjaga harta, pada sertifikat elektronik sudah dibuat sedemikan rupa mengikuti perkembangan zaman yang saat ini serba digital (praktis). Terdapat beberapa keunggulan sertifikat elektronik dibandingkan sertifikat berbentuk kertas yaitu adanya kode QR, tanda tangan yang sulit untuk dipalsukan, dokumen yang dikeluarkan lebih detail dan rinci. Kata Kunci: Sertifikat Elektronik, Kepastian Hukum, dan Maqasid Syariah www.guepedia.com Email : [email protected] WA di 081287602508 Happy shopping & reading Enjoy your day, guys
PERSPEKTIF TEORI KEPASTIAN HUKUM DAN MAQASID SYARIAH aktif yang F. Kerangka Teoritik Islam mengenal istilah Maqashid syariah, tokoh agama islam yang terkemuka dengan teori Maqashid Syariah adalah asy-Syatibi, as-Syatibi memberikan ...
Perkembangan di dunia bisnis hari ini semakin mengarah pada cita-cita bisnis yang bukan hanya sekedar mencari keuntungan, tetapi membuat bisnis yang berkelanjutan dengan karyawan yang sejahtera dan bahagia. Belajar dari pengalaman empiris selama puluhan tahun, kedua penulis merumuskan sebuah model pengelolaan SDM yang disebut Dynamic HR. Dengan penuliss mempraktikkan model ini, sebuah perusahaan dapat mencapai arahan-arahan strategis perusahaan, yang pada akhirnya menyumbang pada sustainable business excellence. Saat ini, di tengah suasana bisnis yang sangat dinamis, diperlukan organisasi yang adaptive dan relevan sesuai dengan kebutuhan bisnis, sistem manajemen kinerja yang menghasilkan extra mile performance dan transformative leader yang dapat memimpin transformasi organisasi. Semua ini juga didukung pengelolaan talenta yang unggul dengan memberikan competitive reward yang sesuai dengan kontribusi karyawan dan kinerja organisasi serta menyiapkan future-oriented HR talent. Penulis juga mengetengahkan tentang fungsi departemen HR dan HR Information System sebagai enabler dalam mewujudkan elemen-elemen di atas. Diperkaya dengan berbagai studi kasus di perusahaan serta toolbox yang membantu pembaca, buku ini diharapkan dapat menjadi panduan para pemimpin organisasi dan para praktisi manajemen SDM untuk menavigasi perusahaan di era digital yang super dinamis saat ini.
Belajar dari pengalaman empiris selama puluhan tahun, kedua penulis merumuskan sebuah model pengelolaan SDM yang disebut Dynamic HR. Dengan penuliss mempraktikkan model ini, sebuah perusahaan dapat mencapai arahan-arahan strategis ...
The three volumes in The Encyclopedia of Human ResourceManagement offer a comprehensive review of the essential issuesand most important information available on the topic. Each volumein the encyclopedia contains contributions from some of the mostcelebrated names in the field of human resource management (HRM)and addresses the myriad challenges faced by today's human resourceprofessionals. Volume 2 highlights human resource management forms. The bookcontains a tool that can be used to build HR forms as well asprocessing transactions and measuring effectiveness. The book'smany field-tested forms can be downloaded, modified, and usedimmediately. The contributors also present a view of HR forms thathelp when planning for an audit and compliance activities andreporting on human resource effectiveness. The HR forms include:Interview Assessment Forms, New Employee Orientation Checklist,Blended Learning Program Review Form, Education Workshop Form,Talent Management Form, Job Analysis Worksheet Form, ManagerPerformance Evaluation Form, 360 Degree Feedback Form, SalaryChange Form, Reporting Injury/Accident Form, Employee DisabilityVerification Form, Human Resource Metrics Form, and much more. The Encyclopedia of Human Resource Management gives humanresource professionals the knowledge, information, and tools neededto implement the best practices in the field.
The bookcontains a tool that can be used to build HR forms as well asprocessing transactions and measuring effectiveness. The book'smany field-tested forms can be downloaded, modified, and usedimmediately.
About the book: With the rapid advancement in technology in the past few years, management students are required to acquire all-round understanding of their respective disciplines and specializations along with general knowledge. Case study approach in Management education is extensively accepted these days as an important tool of teaching strategy. Practical application of the subject knowledge is also essential and various tools are now available to acquaint the students with critical case studies. It has progressively changed the dynamics of traditional learning methodologies. This book endeavours to provide as much knowledge as possible on HR issues through case studies. It is a fine compilation of 24 cases, written over years of experience of working at sensitive areas. Out of these, three are real-life cases experienced at Tata Steel. Various HR aspects have been covered in this book. These case studies throw light on the real-life business situations where practicing managers face new challenges. This book would prove to be a rich source of learning for students of HR, Management, Personnel, and of life itself.
These case studies throw light on the real-life business situations where practicing managers face new challenges. This book would prove to be a rich source of learning for students of HR, Management, Personnel, and of life itself.
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. HRM can also be performed by line managers. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. HRM is also a strategic and comprehensive approach to managing people and the workplace culture and environment. Effective HRM enables employees to contribute effectively and productively to the overall company direction and the accomplishment of the organization's goals and objectives. Human Resource Management 9 1.1 Meaning of Human Resources 9 1.2 Human resource functions 9 1.3 Organization culture 9 1.4 Human resource activities in management 10 1.5 HR specialists 11 1.6 Strategic aspects of HRM 12 1.7 The HR manager 12 1.8 Industrial relations 13 1.9 The role of HR department 13 1.10 Effects of a good HR policy 15 1.11 Responsibilities of HR department 15 2 Manpower planning, recruitment and selection 18 2.1 Expansion of organization 18 2.2 HR or manpower planning 18 2.3 Self-regulatory manpower control 21 Problems caused by expansion of organization 22 2.5 Scientific management 22 2.6 Organization and Method Studies (O & M Studies) 23 2.7 Recruitment 24 2.8 Policy of recruitment 24 2.9 Recruitment process 26 2.10 Selection 30 3 Induction, Training and Employee Development 34 3.1 Induction 34 3.2 Training and development 36 3.3 Need and benefits of training 36 3.4 Types of training programmes 37 3.5 Training and development methods 38 3.6 Characteristics of a good training programme 38 3.7 Designing the training programme 39 3.8 Evaluation of training 40 4 Health, Safety, Security and Welfare 43 4.1 HR department's responsibilities 43 Fire prevention and fire fighting 46 4.3 Medical facilities 48 4.4 Safety and security officers 49 4.5 Prevention of theft and pilfering 49 4.6 Employee welfare 49 5 Motivation, Employee Counseling, Resignations and Retirement 52 5.1 Motivation 52 5.2 Style of management 52 5.3 Changes in management attitudes 53 5.4 Contributors and theorists 53 5.5 Motivation strategies 57 5.6 Managerial styles in HR management 59 5.7 Disciplinary action 59 5.8 Employee counseling 60 5.9 Equal Opportunity Policy 61 5.10 Resignations 62 5.11 Retirement 63 Executive Education 6 Performance Appraisal 64 6.1 Purpose of Performance Appraisal 64 6.2 Importance of Performance Appraisal 65 6.3 Steps in Appraisal 65 6.4 Methods, techniques and tools 66 7 Remuneration 75 7.1 Remuneration policy 75 7.2 Systems of remuneration 76 7 .3 Standard employee benefits 77 8 Personnel Records and Statistics 79 8 .1 Need for Personnel Records 79 8.2 Information in Personnel Records 79 8.3 Formats of Personnel Records 80 8.4 Reports 83 8.5 Learning Organizations 84 9 Industrial Relations 85 9.1 Trade Unions 85 9.2 Collective bargaining 85 9.3 Industrial action 85 9.4 Joint consultation 86 9.5 Staff Associations 86 9.6 The Role of HR Manager 86 10 References 87
Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization.
