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| Jenis | : |
KKM
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| Judul | : |
PENERAPAN PRINSIP PERSAMAAN AKSES DALAM PENGEMBANGAN KOMPETENSI UNTUK MEWUJUDKAN KEADILAN GENDER (Studi di PT. Herba Emas Wahidatama, Purbalingga)
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| Subjek | : |
Social justice
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| Pengarang | : |
Rizky Nanda Febri Safira
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| Pembimbing | : |
Tri Lisiani Prihatinah,
Alef Musyahadah Rahmah
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| Prodi | : |
ILMU HUKUM
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| Tahun | : |
2024
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| Call Number | : |
340.115 SAF p
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| Perpustakaan | : |
Fakultas Hukum
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| Letak | : |
1 eksemplar di Koleksi Referensi
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Abstrak :
Gender equality and justice are marked by having equal rights in all fields,
including the workplace. One of the rights that a company must provide to its
employees is equal access to competency development. This research aims to
analyze women's rights in competency development within a company. This study
is qualitative with a juridical-empirical approach. The research specification is
descriptive with informants from PT. Herba Emas Wahidatama, using purposive
sampling for selecting informants. The type and source of data include both
primary and secondary data. The data is presented in narrative text form with
qualitative analysis methods. Based on the research findings, the application of
the principle of equal access to competency development for achieving gender
justice at PT. Herba Emas Wahidatama has been implemented well. This is
evidenced by four parameters measuring equal access to competency development
for employees. First, there are various forms of competency development. Second,
there are clear criteria for competency development for the workforce. Third,
there is relevance between competency development and the quality of employee
performance. Fourth, there is a positive response from informants regarding
competency development. The implementation of competency development is in
accordance with the Collective Labor Agreement (PKB) between PT. Herba Emas
Wahidatama and the Herba Emas Wahidatama Workers Union and complies with
Law No. 7 of 1984 concerning the Ratification of the Convention on the
Elimination of All Forms of Discrimination Against Women, which serves as a
guideline for eliminating discrimination against women in the workplace.
Supporting factors include the company's commitment to competency development
programs; employee motivation to participate in competency development;
knowledge sharing about competency development among employees; employee
agreement that competency development can advance the company; and employee
willingness to receive competency development. Hindering factors include
constraints related to the cost of continued employee education.
Keywords: Gender Justice; Non-Discrimination; Competency Development;
Equal Access.
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