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Advances in Social Sciences Research Journal – Vol. 9, No. 11

Publication Date: November 25, 2022

DOI:10.14738/assrj.911.13397. Soehari, T. D., Budiningsih, I., Tarmizi, A., & Anggiani, S. (2022). The Important Functions of Intellectual Capital for Improving the

Professionalism Bank Indonesia Employees. Advances in Social Sciences Research Journal, 9(11). 325-340.

Services for Science and Education – United Kingdom

The Important Functions of Intellectual Capital for Improving the

Professionalism Bank Indonesia Employees

Tjiptogoro Dinarjo Soehari

Mercu Buana University Jakarta, Indonesia

Iffah Budiningsih

As-Syafiiyah Islamic University Jakarta, Indonesia

Akhmad Tarmizi

Tri Sakti University Jakarta, Indonesia

Sarfilianty Anggiani

Tri Sakti University Jakarta, Indonesia

ABSTRACT

The purpose of the study was to determine the important functions of Intellectual

Capital, which consists of Human Capital (HC), Social capital (SC), and

Organizational Capital (OC) in improving the Professionalism of Bank Indonesia

Employees. The research method used is a quantitative explorative technique using

SPSS IBM 25 with the dependent variable Professionalism (PF) while the

independent variables are Human Capital (HC), Social Capital (SC), Organizational

Capital (OC) case study conducted at Bank Indonesia with a target population of

personnel Experienced in serving at least First Line Officers at Bank Indonesia,

namely at least once served as Manager, with a minimum education of Diploma,

with work experience above 15 years, an affordable population/target of 140

respondents, with a purposive quota sample that meets the requirements of expert

practitioners, 51 respondents. The results obtained: 1) PF = 0.592 + 0.398 HC +

0.460 SC + 0.009 OC. Adjusted R-Sq = 0.704, R-Square = 0.732, F = 40.721 with Sig =

0.000 <0.05. 2) Human Capital and Social Capital (SC) have a significant effect on

strengthening Professionalism 3) Organizational Capital has no significant effect on

strengthening Professionalism 4) If you ignore Human Capital (HC), Social Capital,

and Organizational Capital, then Professionalism is very bad with a constant value

of 0.592 at scale 5.

Keywords: Professionalism, Human Capital, Social Capital, Organizational Capita, Bank

Indonesia Employees

INTRODUCTION

The Financial Services Authority of the Republic of Indonesia [1] in its quarter I-2020 report

stated that despite being hit by Covid 19, the domestic economy grew 2.97% (yoy) although it

was still much lower than 4.97% (yoy) in the previous quarter (before Covid19). In March 2020,

commercial bank loans grew by 7.95% (yoy) while deposits grew higher at 9.54% (yoy). The

high growth of banking activity needs to be supported by the professionalism of the banking

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Advances in Social Sciences Research Journal (ASSRJ) Vol. 9, Issue 11, November-2022

Services for Science and Education – United Kingdom

profession in order to mitigate risks while continuing to maintain high growth to support

national economic growth. The Ministry of Finance of the Republic of Indonesia [2], stated that

the World Bank in The Human Capital Index 2020 Update: The Human Capital in the Covid 19

"said that the value of Indonesia's HCI in 2020 rose to 0.54 this shows that the value of

Indonesia's HCI in 2020 rose to the value of Indonesia's HCI in 2018 which was at number 0,

53. However, the ranking among ASEAN countries is still below Singapore, Vietnam, Malaysia,

Thailand, and the Philippines. The human capital index is one of the World Bank's programs

designed to explain how health conditions in education can support the productivity of future

generations.

World Bank [3]. The ranking position of the Human Capital Index and its components is ranked

87, while based on the Global Human Capital Index-WEF it is ranked 65, this shows that the

quality of Indonesian human resources is still ranked 6th among countries in the ASEAN region.

In order to compete among the ASEAN Economic Community (AEC), Indonesia needs to

improve the quality of human resources by improving the professionalism of human resources

through intellectual capital. Soehari [4], argues that competence and career are important

elements in human capital that affect performance employees. Soehari [5], also stated that

human capital policies that focus on competence and training will have an impact on improving

employee performance. Based on the phenomena and gaps above, research on improving

professionalism through intellectual capital for improving the professionalism Bank Indonesia

Employees is important. This is also in line with the opinion of the Deputy Governor of Bank

Indonesia (BI), Sugeng [6], stating that the quality of human resources needed is professional

human resources, namely those who have technical capabilities, master the principles of

governance, and business practices in the banking industry and institutions. others, which are

areas that contain risks that require high operational capabilities. So that emphasized the need

to build synergy between Business Institutions with the Ministry of Manpower and several

related institutions in order to improve standardization of work competencies to face the

ASEAN Economic Community (AEC).

LITERATURE REVIEWS

Professionalism

Gary Dessler [7], suggests that professionalism is the creativity of employees to generate

potential company profits by serving customers effectively. Employees must understand how

the company operates, including strategic planning, marketing, production, and finance. They

must be able to participate in the management team in order to formulate plans for how the

company responds to pressures in competition. Currently, we must be able to capture the

meaning of return on investment, payback period, cost per unit of service, which are business

languages that have been commonly discussed. Hall Bradley W [8], rgues that professionalism

is being able to clearly define outputs both related to customers and shareholders, build a

system, build a system to deliver the expected results and use a matrix to understand the

contribution of each system. Manage the system with discipline, taking into account its relation

to financial performance, and the effectiveness of human capital management related to

customers, shareholders, manufacturing management effectiveness. The United Nations [9],

argues that professional competence is the core value of an institution which is the ability to

work calmly, competently, and committed which is a very important factor for all staff

members, and all staff members are required to demonstrate that value, Melo [10] argues that

the professionalism of employees is reflected in creativity in sparking clear ideas in carrying