Human Resource Management Library Perbanas STIE Surabaya

Luckman Nursamsu, Rizal Rama P. and Dyah Puspitasari Srirahayu

Library Studies, Faculty of Vocational Education, Airlangga

University, Indonesia

Keywords: Human Resources Management, Library Management,

Library.

Abstract: The development of human resources in the library associated with the educational staff have

important

role in the success of learning. So in this case, the role of librarians is very important for

the

library as the

heart of education surely must be managed by competent personnel in order that

the

availability of

materials and learning resources in the school library can be powered optimally for

the

benefit of improving

the quality of the learning process. This article describes the phenomena of

human

resources in the library

Perbanas such as human resources management and human resources

management.

It is intended that all or all

of the activities carried out by the librarians are very important to the

quality

possessed Perbanas library and

so menjadipustakawan quality. This research method using

descriptive

method with qualitative approach.

Informants in this study is the HR Library Perbanas Surabaya

covering

leadership and library staff (librarians

and non-librarians). Collecting data using interviews,

observation

and document review. The results of the

data collection and then later presented / explained through

process of discussion. Implementation of HR

management in libraries Perbanas

implementing

management functions include Planning (planning),

Organizing (Organizing), Execution

(actuating),

Supervision (controlling). and review documents. The results

of the data collection and then later

presented

/ explained through a process of discussion. Implementation of

HR management in libraries

Perbanas

implementing management functions include Planning (planning),

Organizing (Organizing),

Execution

(actuating), Supervision (controlling). and review documents. The results

of the data collection and

then

later presented / explained through a process of discussion. Implementation of

HR management in

libraries

Perbanas implementing management functions include Planning (planning),

Organizing

(Organizing),

Execution (actuating), Supervision

(controlling).

1 INTRODUCTION

The development of libraries of hum

n resources

related to education personnel who have

significant

role in learning the power of s

hoo

libraries and / or

the school librarian, which

s teaching to help provide

services to every student

the library unit. The

library as the heart of

duc

ati

on can be managed

optimally for the benefits of qua

lit

y learning process

improvement. Human r

sour

management is an

important part of an agency. HR is very important

because it has a sense of its own human resources that

are individual or worker as

driver in an organization,

both institutional

nd company and service assets that

must be trained

nd developed according to its ability

to produce qua

lit

y human resources quality. .

Determining a good performance agency can be

judged by the quality of human resources of its own.

Qualified hum

n resources will result in the

performance of

company, institution, or

organization going well. To produce quality human

resources, we need som

time training so that we can

support the perform

of both agencies. The quality

of human resources

n Indonesia itself continues to

increase. Th

government policy in human resource

dev

opm

showed positive results. In a note BPS

(Centra

Bureau of Statistics) on the HDI (Hum

Development Index) in 2017 is reached 70 points,

increase of 0.90% compared to last year. HDI

f is

a comparative measure of life expectancy,

lite

education, and standard of living. Finance M

Sri Mulyani Indrawati said the increase in the HDI

confirm the success of government policy, n

improving the quality of human r

sour

To produce this kind of quality hum

n resources,

an agency or organization must also b

smart to

manage the quality of its human r

sour

s HR

sendiri.Manajemen is a science that m

s about

setting HR in an organization. HR management itself

is very important to support

qualities of an

organization or institution. HR Management aims to

be everything or all of

activities carried out by

human resources within

organization or institution

Nursamsu, L., P., R. and Srirahayu, D.

Human Resource Management Library Perbanas STIE Surabaya.

DOI: 10.5220/0008668100002300

Paper published under CC license (CC BY-NC-ND 4.0)

In Proceedings of the 3rd International Conference on Record and Librar y: Local Knowledge, Past, Present, and Future (ICRL 2018), pages 86-92

ISBN: 978-989-758-712-2

can run well. If everything has been done well by its

own hum

n resources within the organization or

institution,

can be said that the quality of human

resources of the organization or institution nicely.The

quality HR can do in organasisasi or any institution,

ng in the library. According to George Terry

research I Ketut Sudiarta, et al on HR

nagem

HR Management Library in the Library

consists of planning (planning), organizing

(organi

ng), actuating (mobilization or execution),

nd controlling (supervision). Planning, emphasizing

n early step in the implementation of the

acti

itie

Organizing, step after implementation p

nning.

Mobilization or implementation of, the next pro

ss in

moving HR. And lastly supervision of SDM

prevent mistakes in carrying out the

acti

itie

(Sudiarta, Suhartika, & Haryanti, 2016)

controlling (supervision). Planning, emphasizing

early step in the implementation of the

acti

itie

Organizing, step after implementation p

nning.

Mobilization or implementation of, the next

pro

ss in moving HR. And lastly supervision of

SDM

o prevent mistakes in carrying out the

acti

itie

s. (Sudiarta, Suhartika, & Haryanti, 2016)

controlling (supervision). Planning, emphasizing

early step in the implementation of the

acti

itie

Organizing, step after implementation p

nning.

Mobilization or implementation of, the next pro

ss in

moving HR. And lastly supervision of SDM

prevent mistakes in carrying out the

acti

itie

(Sudiarta, Suhartika, & Haryanti, 2016).

On one of the college library in Sur

Surabaya Library Perbanas they also perform HR

management library. HR Management library

are definitely aiming to support the quality of hum

resources in the Library. Because the Co

lle

ge library,

Library Management there also aims

o support the

Tri Dharma College. Perbanas has

wo libraries, on-

campus 1 is located at Jalan Ng

nden and on campus

2 Jalan Wenorejo. Perbanas

brary currently has

limited human resources, a total of four employees

including the head of the library. HR there helped

many students or interns how

r, students and

interns are mostly no background

n library s

cie

In other places, around the area where

Campus

Perbanas stand there are also many o

r universities

stand. But unlike Perbanas, univ

itie

s are private

universities are common. Unl

ke Perbanas which is a

special private college of economics. Nevertheless,

standard pepus

nny

equally standard college

library, nothing d

ffer

. Still, there is no big

difference though. The mos

striking difference

between the Library P

s with surrounding

course lies in the number of hum

n resources we have

explained above. Co

lle

ges around, more or less the

amount of human r

sour

s about 8 up to a dozen

people. This amount

s certainly very different from

the human r

sour

s Perbanas Library. He might look

a lot less, in f

act

, the quality of human resources is no

less L

brary Perbanas quality at universities around.

brar

ns Perbanas also felt training and seminars for

s efforts to improve its own human resources. Also

n the Library PERBANAS also similar to

aca

dem

libraries around, in the development of its hum

resources is also monitored by the head of library. In

addition, if at the Library University L

Approximately only process one only, in this

the

place of establishment only in one place or

scope

of the course, different Perbanas L

ry. Although

the College of Special E

onom

Sciences, Perbanas

has 2 campuses namely Campus Campus 1 and 2.

In other cases, we find an article written

bout the

condition of a library with the same case with

Library coincidence Perbanas where they also h

minimal human resources to manage the

ry,

however, the situation may be more severe

han

Perbanas Library. A little more, ie 5 out of 5 peopl

but the workers / employees who have a b

kground

in library only one man. 4 other people do not h

the educational background of the library at all. Th

article was written by I Ketut Sudiarta, I Pu

Suhartika, and Ni Putu Premierita Haryanti. Th

examined the HR at one of the University Library

Bali. The article was written in 2016, so

possibility his condition has progressed today. How

many libraries do not explain his editorial, if only one

library or equal to Perbanas which manages

libraries on a separate campus. As described

bove,

most likely the quality of its human resources under

the library Perbanas as of 5 persons only one set

library education, whereas in Perbanas 4 people w

all educational background

ry.

Thus, each library must have disadvantages

advantages of each. For the quality of hum

resources issues we believe libraries P

s quality

is not inferior to other human r

sour

s University

Based on the background already des

d above,

it is raised a problem that then we can put forward

some questions include: How do HR in

Library

Perbanas perform application m

nagem

functions,

namely Planning (Planning), Organi

(Organizing), Execution (Actuating) and Con

(Controlling) and human resource constraints f

ace

d in

this regard librarian in doing a good m

nagem

libraries P

Based on the above problems, the purpose of

this study was to determine the human resources

Human Resource Management Library Perbanas STIE Surabaya

this regard librarian Perbanas amounting to 4

librarians and 4 interns (non librarian) to undert

the implementation of management fun

cti

ons

yaituPerencanaan (Planning), Organi

(Organizing), Execution (Actuating), and Con

(Controlling) and the obstacles faced wh

conducting management application at the L

brary

nas.

The author hopes that this intensive search w

made in order to become inputs for the L

brary

Perbanas especially in managing human r

sour

especially in this case Librarian. The author

hopes that eventually the management of hum

resource management that can either be giving out the

good feedback also to the development of

library

Perbanas. In addition, the study made by

authors

hope will be able to help pustkawan who have the

same problems and it can also be the b

s for further

2 METHOD

This research uses descriptive method w

h qualitative

approach. In its own qualitative

ppro

h that we use

the research subjects is the

nform

. Informants in

this study is the HR Library P

s Surabaya

covering leadership and library s

ff (librarians and

non-librarians). Furthermore,

research object is

the management of hum

n resources Perbanas

library. Collecting data us

ng interviews, observation

and document review. Th

results of the data

collection and then later pr

d / explained through

a process of dis

uss

on.

3 RESULT

3.1 Human Resource Management

(HRM) and Implemented at the

Library STIE Perbanas

In connection with human resources (HR)

there

are two senses, namely micro and macro s

Definition of human resources in micro SDM

working individuals belonging to a company or

institution and commonly referred to as s

nts,

laborers, employees, workers, labor and o

rs. While

understanding the human resources (HR)

the macro

level is a resident of a State that has entered the age

of the labor force, either has no

worked as well as

those already working. bro

dly, the notion of human

resources (HR) is a potential of individuals to fulfill

their role as social beings

adaptive and

transformative able to manage

r potential towards

achieving welfare

rrangem

s within an

organization. (Ningrum, 2013) From

above, it can

be concluded that human r

sour

s (HR) at the library

which in this case is the

brar

n serves as a mover

and assets in dev

oping sebuahperpustakaan.

(Zulkifli, 2016)

Furthermore, according to Flippo pointed out that

in carrying out the management of HR

planning,

organizing, directing, and controlling

functions of

management which

udes recruitment,

development,

ompens

ati

on, integration,

maintenance, and termination of employment of

human resources in achieving

goals of

individuals, organizations, and so

ciet

y (Komaruddin

& Goddess, 2012).

According Rival (2005: 1), the terms have

meanings defined management body of know

dge

about how to manage (manage) human r

sour

(HR). Robbins and Coulter (1999: 8) states that

term management refers to the process of

coordinating and integrating the work activities to b

completed efficiently and effectively with

through others. Meanwhile, George Terry in Q

yub

(2003: 272) states that management is a real pro

that includes planning, organizing,

mpl

ng, and

controlling were implemented to identify

complete the objectives that have been di

teta

using human resources and other resources (S

2008).

In the library itself also needs to do a hum

resource management. Why? To be sure to suppor

the

quality of the service. Qualified human r

sour

s will

certainly generate a maximum and a good library

service. For human resource management

n the

library that are needed. HR is the key to

library

because the library is a labor of hum

n resources or

people who know their own

ondi

ons in their library.

Human resources required

s are able to

understand the characteristics of the

library of

human resources is emphasized to h

the

knowledge, skills, or skills that mempuni

o make the

library is able to achieve the

characteristics of

the library. (Rusmana, 2009)

In the cover article, Agus rusmana

ude

there are some things that must be considered

managing the Library. First, HR management

brary

routine is carried out continuously and involve

all

elements of HR contained therein as a result of

library services is the result of the collective ra

than the individual. Second, the results of hum

resource management should be regularly mon

and evaluated in order to discover or find out wh

ICRL 2018 - 3rd International Conference on Record and Library

the flaws during the process of human r

sour

management takes place, then fix that such

deficiencies are not protracted. Recently, the m

focus of human resource management is pemus

(user oriented). Results of satisfaction pemus

(user oriented) should be used as a measure of

success of HR management Library. If these

things are implemented properly, in out

In Surabaya itself, there are various library. On

the Library Perbanas. Perbanas library is one of the

many academic libraries in Surabaya. In running a

library, Library Perbanas also implement hum

resource management. Here is a function of hum

resource management and in the L

brary

pengimplementasiaannya P

1. Planning (pl

ng)

Human resource planning is a way to define the

purpose of employment for a specified period both in

quality and quantity Meanwhile, human resource

planning by Hasibuan (2001: 247) is planned

workforce to fit the needs of the company as well as

effective and efficient in helping the realization of the

goal. Human resource planning is to establish a

program organizing, compensation, directing,

controlling, procurement, development, integration,

maintenance, discipline, and dismissal of employees.

Understanding human resource planning as quoted

by Nawawi (1998: 138) is a series of activities related

to forecasting manpower needs in the future of an

organization,

For the application function stats. HR in the library

Perbanas itself in the form of annual work programs

or so-called agenda every year to do a library like

activity MPII (research methods of scientific

information) at designated for each of the academic

community (students Banks Association) and no

activity book fair in cooperation with national

publishers and international, then no activities Movie

Day conducted after the test (refreshing break after

UTS), the last there are seminars libraries held by

Perbanas own targets high school in Surabaya and

also the agenda of human resource development as a

routine activity coordination meeting between

librarian for the target they want accomplished. This

shows that the planning of human resources in the

library Perbanas not good enough. because of the

results of observations (observation internship) note

that the library PERBANAS actually a shortage of

human resources this is evidenced by the apprentice

of the Banks Association (non- librarian) who works

there, amounting to 4 women who were on campus

1 and 2 men in 2. for its own campus librarian only 4

people (including the Head of Library, 3 women and

1 man) .4 this Librarian alternately work on campus

1 and 2. Management handling for the two campuses

already running with complementary good.They

where library more need of human resources and that

feels pretty with its human resources. The division of

tasks given to the apprentice had been planned,

thought out, and carried out by the supervising

apprenticeship place. For HR planning documents

created every year, but the document is confidential

only those libraries that know so we can not describe

in more detail on human resource planning by the

Library Perbanas. But certainly for human resource

development planning continue to be made and

evaluated the results annually.

Actually, for the planning of human resources in the

library PERBANAS already pretty good views of

apprentice Banks Association (non librarian) who

work there quite well even though they are not

ustakawan pure it is because they have been taught

in advance by librarians PERBANAS so that they do

work quite well although there are some

shortcomings such as do not know the number of

classification it naturally happens because they are

not the original librarian.

From the above explanation, if it is associated with

the notion of planning by Hasibuan namely

manpower plan according to the needs, Librarian has

menghandlenya well. As planning on apprentice

described above. Before they are deployed in the

field, briefing them on first, then if it is completed

and then they're placed where needed by the library

at the time.

2. Organizing (Organizing)

Organizing is a process of creating structures of an

organization (Robbins and Coulter 1999: 282). The

base of the organization is starting a plan, because in

principle it is a follow-up organization to execute the

plan. Once plans are developed further need

grouping of activities to be carried out. Grouping

activities means also classify, share and develop

responsibility and arrange the tasks for each section

that has a particular responsibility. This grouping will

be easily understood when depicted in a structure or

organizational entity. The organizational structure

according to Robbins and Coulter (1999: 282) is a

formal framework for the organization, with the

skeleton office tasks are divided, grouped and

coordinated.

In pengorganisasan conducted by Surabaya

PERBANAS library is good enough it is seen from

the way they (librarians) when melakuka work a lot

while the number of librarians minimal resources

they are able to do the work to the maximum. This

Human Resource Management Library Perbanas STIE Surabaya

shows that they are working with professional and

committed. Despite the limitations of the human

resources in perustakaan little overcome with intern

perbans (non librarian) but they sometimes do not

work like that done by librarians because they are not

librarians official so they only work to assist the work

of pustkawan and they could not mnegerjakan main

task which dilakuka by a librarian.

Broadly speaking, it may organization is mandatory

for every library. As noted Robbins and Coelter ie the

process of creating the organizational structure. As

described above, the library Banks Association also

has the organizational structure. They have the head

of the library that is fully responsible for the library.

On campus 2 also they have a longer to be in charge

there. With this, the organization carried out by the

Library spelled good enough even with minimal

human resources.

3. Implementation (actuating)

Actuating or run after their mobilization and

organization plan. Siagian (1996: 128) defines the

mobilization or execution as a whole effort,

techniques and methods to encourage members of

the organization to be willing and sincere work as

quickly as possible in order to achieve organizational

goals effectively, efficiently, and economically.

Actuating function is often also referred to other

terms, such as leading or directing means directing

and commanding that means giving a command. All

these terms are essentially the same, that the

mobilization of the management functions that relate

to how to move members of the organization in order

to work in order to increase efficiency and

effectiveness. According Stuert and Moran (2002:

317), directives are very complex because in addition

to human concerns also concerns the behavior of

human beings themselves. The briefing also be

complicated, because the man as an individual is

unique and different.

In terms of implementation of human resource

development, Librarian at the Library Perbanas often

participate in various trainings and various

seminar.Hal this can be proved by our observations

during the internship kemarin.Pada one day, there is

a seminar on campus tetangga.Perpustakaan

contribute Perbanas send one of the librarians to

attend the seminar. However, the question is how the

library that contains only a minimal number of

librarians and has two libraries on two different

campuses split the job, while one of the librarians

attend the seminar? In this case, the library has been

thought of before D-day seminar / training begins.

Indeed, they have their work schedules

masing.Dengan remodel the work schedule slightly,

as well as take advantage of additional human

resources, in this case the apprentice, library services

can continue to operate well even if one

pustakawanna middle of the seminar /

pelatihan.Untuk avoid such a shortage of human

resources librarian when one seminar / training, the

libraries must first determine which librarians have

time to be able to follow a seminar on this subject

librarians on the day of the seminar was busy not as

busy as other librarians. In this determination is

usually the libraries determine ahead of time before

the big day, or for example on the day when the

library was first received information about the

seminar, they immediately schedule who will be

sent. In this case, the head librarian in charge of the

library shall be informed. For the interns themselves,

they have scheduled events intern. Suppose there is a

change in schedule, interns in question will be

contacted first. With this, we conclude that although

there is not even a librarian intern PERBANAS can

still work well, but a little bit hard to handle visitors.

This can be seen from the number of visits instensitas

that much in one day. Nevertheless Perbanas Library

management has worked well for interns who

worked there used well as helping job belongs to

librarians and librarians can work to replace

(temporarily) if the librarian is busy or absent.

As for the mobilization in the library PERBANAS

Surabaya itself led by the head of the library in this

case Mrs. Munawaroh, S. Sos, M.Si responsible for

staff-stafnya.Dalam doing his agitation as pipinan do

the job quite well by monitoring staff employees with

provide positive motivation to create a conducive

working environment that will air impact to the work

of staff employees to provide superior service to

every user / pengunung library.

If we pull back the notion that the business execution

by Siagian labor mover to want sincere as well as

possible, Librarian PERBANAS teah have it.

Individual human resources in the Library

PERBANAS all work with sincerity and they

complement one another. Surely it is intended for the

benefit of a common purpose, namely to support the

college mission, library function of disseminating

information as effectively, accurately, and seefisies

possible.

4. Supervision (controlling)

Controlling or monitoring referred to as a control

function. According Siagian (1996: 169), monitoring

the process of observation of all activities of the

organization in order to better ensure that all work is

being done according to a predetermined plan.

ICRL 2018 - 3rd International Conference on Record and Library

Oversight is one task that is absolutely organized by

everyone who occupy managerial positions, ranging

from top managers to lower managers who directly

control the technical activities organized by all

operating personnel. Oversight began the planning

process, until the final phase of activities and achieve

goals.

Application of supervisory functions in the library.

Supervisory functions here as a statement Sule and

others who are in his book entitled Introduction to

Management Control First Edition as a system of

working goals and a variety of planned objectives,

designing information systems feedback, comparing

the performance achieved by the standards

predetermined, to determine whether there are

irregularities and significant levels of irregularities

and take the necessary measures to ensure that they

are used effectively and efficiently in achieving the

goals (Baihaqi, 2016). Therefore, the library head to

do the monitoring of employee attendance and

directly monitor the work done by its employees with

details. This is done so that the employees went well

and no irregularities occurred while doing the job.

And if there are intervals immediately intervened, the

deviation fixes with the assistance of other librarians.

Library Perbanas which is divided into 2 Library 1

and Library Campus Campus 2 Campus Library 1

requires greater human resources. Because in

addition to the room which is much wider than

Campus 2, visitors to the campus first also more

crowded than 2.Hal campus is because due to the

environment in the campus one can be said to be the

center Perbanas sendiri.Namun, there are times when

the campus of 2 more need of human resources, but

rare , We saw on campus 2, HR with 2 people is

enough because in addition to not as busy as college

1 room on campus 2 is also much smaller than the

campus of one of approximately the size of a reading

room, so in surveillance is much more affordable

than campus one that has plenty of room , Besides,

the intensity of visits students on campus 2 is much

less than at the campus 1. Although it can be

considered to be sufficient in terms of supervision, 2

Library on campus is equipped with CCTV to help

supervise the visitors. It diperuntuk to prevent

unwanted things in terms of supervision.

That's more or less the entire implementation of

HR Management in Banks Association L

ry.

Then, with the condition of human resources h

s been

described, Library Perbanas each month has

total of

approximately 3616 visitors, 2474 v

ors on

campus one, and approximately less than 1143

visitors on campus 2. Why more on campus 1? Of

course this is evident because essentially

s described

earlier, that the first campus is the

r for Higher

Education Perbanas and of course

students,

faculty, and the entire

aca

dem

community in

Perbanas mostly located on

campus of 1. In

addition, room conditions gr

eate

r also make one more

campus library to

acc

ommoda

the number of visitors

and of course his collection

s w

ell

For rooms / services that can be used on

mpus

one more than on campus 2. The rooms

ude

Space ESAC, Serial Room, and Thesis Room. In data

obtained in Sisfo (System / Library

omput

program that is used to store data Perbanas L

brary)

ESAC room became a favorite place of visitors w

approximately 154 visitors per month. To use ESAC

and Serial Lounge Room, visitors must fill out

form "Use of the Library Hall" has been prov

ded and

then handed over to the librarian. To Th

s Room

is not necessary, but must write a final pro

ject

borrowed form and placed in the space prov

ded

Then, the service could be used by a visitor on

campus 2 is a collection of digital services. On

campus 2 no room ESAC, Serial Room, and Th

Room. For the collection of Final on campus 2

placed on a separate shelf with a collection of

common but still one room because as

xpl

previously that room the size of a library on

mpus 2

reading room so only one room only. For his own

collection of digital services is in the eastern

orn

of the room of the library. Visitors in the service

s not

much, approximately only about 36 visitors

eac

mon

In the Library itself, of course there is the n

circulation transactions. Perbanas in the

ry, too.

Total monthly Library circulation do 220 transactions

per month (on campus 1 and 2). In

circulation

transactions are transactions

onduc

d library fines

for patrons who were fined for

late

return of books.

Total, per month transact f

library of

approximately 102 times the

rans

acti

on (on-campus

1 and 2). To fines, the library has

system such as the

ng:

Delay of the day - the same week, RP. 10,000. If

more than one week (7 days), the fine will b

increased Rp. 1000 per day. For example, if a v

has a delay of 10 days.

Total Penalty = 10000 + (1000 x 3) = 13,000

Description, 10,000 is a fine one week (7 days),

1000 is a fine per day after a week, 3 is the de

after 7 days, 13,000 is the total fines. So, with

late

10 days, visitors will be terkenai charge a f

13,000.

It seems passable membingunkan but

system

has been applied to the Library P

nas. Lastly, if

Human Resource Management Library Perbanas STIE Surabaya

the fines were calculated manually

urn

d out to be

different from the system, then pen

altie

s used is fines

from the system because the

ng data is data

from the system

late

With the whole condition of the library has b

described, it is practiced with minimal hum

resources. However, the human resources in

Library keminiman PERBANAS, librarians s

till

able

to run the library to help visitors who are mos

academic community itself. This proves that

human resources of the library PERBANAS although

minimal, but the quality of its hum

n resources

quality is not inferior to other

brar

4 CONCLUSION

Management of human resources in the

brary

Perbanas been running good. This Surabaya can b

seen from the functions of the application of hum

resource management has done well as p

nning,

organizing, and monitoring. Only

implementation

of the management functions

not based on the

management sciences but adjust

o the conditions and

needs that exist in the

ry.

Although human resource planning is not

all

was

done but the leadership of the library trying

melakuka good organization to any staff

mploy

s in

order to create a working environment

ondusif so

as to work as closely as poss

. Although the

employees' relationship with the s

ff leadership does

not look good but they work

nd communicate with a

high commitment and work with prof

In addition, although the staff was m

nim

karayawan librarian and assisted apprentice B

nks

Association (non librarian) but they all can work

well even if the leadership library som

eti

encountered obstacles in controlling and moving

apprentice PERBANAS librarians because they

not genuine but only help the task / job

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