Application of web technology (Web-Based Education) can help learning process for an educational process can be called e-learning (electronic learning). The technology offered is speed and unlimited place and time to access information. Teaching and learning activities can be done easily by students anytime and anywhere. The boundaries of space, distance and time are no longer complex problems to be solved. The way to learn through the web is that there is access to information sources via the internet. The development of e-learning is three possibilities in the development of an internet-based learning system, namely the web course, web centric course, and a web enhanced course. Learning or e-learning is also inseparable from various advantages and disadvantages. However behind it all, learning through e-learning is very supportive in the current learning process.

Decision making is sometimes faced with a situation where assessment is given in the form of linguistic variables, which have a certain range of values so that decision making cannot be given in the form of numerical values. One approach commonly used is Hesitant Fuzzy Linguistic Term Sets (HFLTS) which is a multi-criteria and multi-alternative decision making method. In TOPSIS which has the concept of distance measurement, basically the chosen one is the best alternative is an alternative that has the closest distance to a positive solution and the farthest distance with a negative solution. The incorporation of HFLTS-TOPSIS has the advantage that decision making can be done in the form of variable linguistics and also a situation where there are benefit criteria and cost criteria. This study will use the HFLTS-TOPSIS approach that has been modified in the distance calculation section so that distance calculation is based on the difference of preference degree between the two HFLTS. The results of research conducted by a number of researchers show that using pseudo-distance will provide advantages compared to the standard HLFTS-TOPSIS. Pseudo-distance HFLTS-TOPSIS will be applied in the selection of the best lecturers. The criteria used in this study are: Student Satisfaction, Research, Number of late, and number of complaints from students.

This study explains the effect of work stress and remuneration packages on turnover intention, using job satisfaction as a mediator. The object of research is one of the companies engaged in the palm oil sector in Jakarta, PT Kruing Lestari Jaya. This study discusses the theory of the four research variables, namely work stress, remuneration packages, turnover intention, and job satisfaction. This study used quantitative methods through the distribution of questionnaires via Google Form to 48 respondents, which were then processed using the SPSS version 25.0 program using saturated sampling techniques for sampling data. The results showed that work stress has a significant effect on turnover intentions. Remuneration packages have a significant effect on turnover intention. Job satisfaction does not mediate work stress and turnover intention. Job satisfaction does not act as a buffer between the remuneration package and the turnover intention. From the results of the study, it can be concluded that direct influence has a greater value than indirect influence. The job satisfaction does not mediate the effect of the remuneration package on turnover intention at PT Kruing Lestari Jaya.   Keywords : Job Satisfaction, Remuneration Package, Work Stress and Turnover Intention

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This article explains on how effective performance management and employee engagement are likely to have an important and unique influence on high employee performance. The result shows that effective performance management has directly and indirectly influence on employee performance and directly influence employee engagement, it also was proved that employee engagement has directly influence on employee performance. Then, to produce some employee performance increments may be best achieved by integrating employee engagement to the performance management system at the organization. Employees who are engaged in their work and committed to their organizations give companies crucial competitive advantages, including higher productivity and lower employee turnover. To this end, a new approach is introduced to the performance management process that includes employee engagement and the key drivers of employee engagement at each stage of performance management. AbstrakArtikel ini menjelaskan efektivitas pengelolaan kinerja pegawai dan keberikatan pegawai berpengaruh penting dan khas terhadap kinerja pegawai yang tinggi. Hasil penelitian menunjukkan bahwa efektivitas pengelolaan kinerja berpengaruh langsung dan tidak langsung terhadap kinerja pegawai dan berpengaruh langsung terhadap keberikatan pegawai, hal ini juga membuktikan bahwa keberikatan pegawai memiliki pengaruh langsung terhadap kinerja pegawai. Selanjutnya, untuk menghasilkan tambahan kinerja pegawai, maka hal terbaik yang dapat dilakukan adalah dengan mengintegrasikan keberikatan pegawai ke dalam sistem pengelolaan kinerja di dalam organisasi. Pegawai yang berikat (engage) dengan pekerjaannya dan berkomitmen kepada organisasinya memberikan keunggulan kompetitif yang krusial kepada organisasi atau perusahaannya, termasuk produktivitas yang lebih tinggi dan keluar masuknya (turnover) pegawai yang lebih rendah. Pada akhirnya, sebuah pendekatan baru telah diperkenalkan untuk proses pengelolaan kinerja, yang mengikutsertakan keberikatan pegawai dan pemicu utama keberikatan pegawai pada masing-masing tahapan dalam pengelolaan kinerja. Kata kunci: efektivitas pengelolaan kinerja pegawa, keberikatan pegawai, kinerja pegawai Rianti Setyawasih & Haris Budiyono OPTIMAL : Jurnal Ekonomi dan Kewirausahaan Vol.11 no.1 2017 17 PENDAHULUANKonsep employee engagement terbilang baru yakni sekitar tahun 2000an dan semakin populer di Indonesia sekitar tahun 2010an. Employee engagement merupakan ekspresi seseorang yang bekerja dengan "rasa senang" yang secara simultan berlangsung selama menjalankan tugasnya, sehingga meningkatkan hubungan (emosional) dengan pekerjaannya dan dengan pegawai lainnya, dengan menghadirkan jati dirinya selama bekerja (fisik, kognitif, dan emosional), dan berlaku aktif secara penuh melibatkan peran dirinya untuk berkinerja baik (Kahn, 1990).Sementara itu, peningkatan efektivitas pengelolaan kinerja di perusahaan atau organisasi merupakan salah satu gagasan penting dalam rekayasa manajemen. Demikian halnya dengan rekayasa manajemen di UNISMA Bekasi -se...