{"id":2373,"date":"2026-02-13T15:11:08","date_gmt":"2026-02-13T08:11:08","guid":{"rendered":"https:\/\/www.ciputra.ac.id\/mem\/?p=2373"},"modified":"2026-02-13T15:13:16","modified_gmt":"2026-02-13T08:13:16","slug":"jam-kerja-karyawan-strategi-human-capital-management","status":"publish","type":"post","link":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/","title":{"rendered":"Jam Kerja Karyawan sebagai Strategi Human Capital Management"},"content":{"rendered":"

Sejarah jam kerja karyawan<\/em> menunjukkan bahwa sistem kerja yang hari ini dianggap \u201cnormal\u201d bukanlah sesuatu yang statis. Pada masa Revolusi Industri, buruh bekerja 12\u201316 jam per hari tanpa sistem perlindungan yang jelas. Produktivitas diukur dari durasi kerja, bukan dari kualitas hasil.<\/p>\n

Perubahan mulai terjadi ketika gerakan buruh menuntut sistem 8 jam kerja. Peristiwa seperti Haymarket affair<\/span><\/span><\/strong><\/a> menjadi titik balik penting dalam sejarah regulasi ketenagakerjaan global. Paradigma bergeser: produktivitas tidak lagi identik dengan lamanya waktu bekerja.<\/p>\n

Kemudian, pada 1926, Henry Ford<\/span><\/span><\/strong><\/a> melalui Ford Motor Company<\/span><\/span><\/strong> menerapkan sistem 5 hari kerja. Kebijakan ini bukan semata-mata kebijakan sosial, melainkan keputusan strategis. Ford memahami bahwa pekerja yang memiliki waktu istirahat cukup akan lebih produktif dan sekaligus menjadi konsumen yang memperluas pasar.<\/p>\n

Sejak saat itu, jam kerja karyawan tidak lagi hanya isu operasional, tetapi menjadi bagian dari desain sistem manajemen.<\/p>\n

\n

\"\"<\/h2>\n

Jam Kerja Karyawan sebagai Instrumen Strategis<\/strong><\/h2>\n

Dalam perspektif Human Capital Management, jam kerja karyawan merupakan instrumen strategis yang memengaruhi:<\/p>\n

    \n
  1. Produktivitas dan kualitas output<\/li>\n
  2. Employee engagement dan retensi<\/li>\n
  3. Biaya tersembunyi seperti burnout dan turnover<\/li>\n
  4. Reputasi organisasi sebagai employer of choice<\/li>\n<\/ol>\n

    Organisasi modern tidak lagi dapat mengelola jam kerja secara seragam tanpa mempertimbangkan karakteristik industri, jenis pekerjaan, dan model bisnis. Sistem kerja berbasis durasi (time-based system) mulai bergeser ke sistem berbasis hasil (output-based system).<\/p>\n

    Penelitian dan eksperimen di berbagai negara, termasuk Jepang<\/span><\/span><\/strong> dan Belanda<\/span><\/span><\/strong>, menunjukkan bahwa pengurangan hari kerja tidak selalu menurunkan produktivitas. Justru, dalam beberapa kasus, terjadi peningkatan efisiensi karena fokus dan motivasi karyawan meningkat.<\/p>\n

    Dalam konteks manajerial, ini menegaskan bahwa jam kerja karyawan harus diposisikan sebagai bagian dari strategi organisasi, bukan sekadar kewajiban administratif.<\/p>\n

    \n

    Mendesain Sistem Kerja Berkelanjutan di Era Modern<\/h2>\n

    Tantangan terbesar bagi pemimpin organisasi saat ini bukanlah memperpanjang durasi kerja, tetapi merancang sistem kerja yang berkelanjutan.<\/p>\n

    Desain tersebut mencakup:<\/p>\n

      \n
    • Integrasi antara target kinerja dan kapasitas manusia<\/li>\n
    • Fleksibilitas model kerja (hybrid, remote, compressed workweek)<\/li>\n
    • Pengukuran kinerja berbasis hasil dan nilai tambah<\/li>\n
    • Keseimbangan antara efisiensi dan kesejahteraan<\/li>\n<\/ul>\n

      Dalam kajian Magister Manajemen, isu jam kerja karyawan berkaitan langsung dengan mata kuliah seperti Strategic Management, Leadership, dan Human Capital Strategy. Mahasiswa tidak hanya mempelajari teori produktivitas, tetapi juga bagaimana mendesain sistem kerja yang mampu menjaga keunggulan kompetitif dalam jangka panjang.<\/p>\n

      Jam kerja karyawan pada akhirnya bukan sekadar angka dalam kontrak kerja. Ia adalah refleksi dari cara organisasi memandang manusia: sebagai biaya produksi, atau sebagai aset strategis yang menentukan keberlanjutan bisnis.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Sejarah jam kerja karyawan menunjukkan bahwa sistem kerja yang hari ini dianggap \u201cnormal\u201d bukanlah sesuatu yang statis. Pada masa Revolusi Industri, buruh bekerja 12\u201316 jam per hari tanpa sistem perlindungan yang jelas. Produktivitas diukur dari durasi kerja, bukan dari kualitas hasil. Perubahan mulai terjadi ketika gerakan buruh menuntut sistem 8 jam kerja. Peristiwa seperti Haymarket…<\/p>\n","protected":false},"author":12,"featured_media":2375,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[50],"tags":[346,342,341,333,30,343,344,348,345,347],"class_list":["post-2373","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-artikel","tag-desain-organisasi","tag-human-capital-management","tag-jam-kerja-karyawan","tag-leadership-modern","tag-magister-manajemen","tag-manajemen-sumber-daya-manusia","tag-produktivitas-karyawan","tag-sistem-kerja-modern","tag-strategic-management","tag-work-life-balance"],"yoast_head":"\nJam Kerja Karyawan sebagai Strategi Human Capital Management<\/title>\n<meta name=\"description\" content=\"Jam kerja karyawan bukan sekadar aturan, tetapi strategi human capital untuk produktivitas dan keberlanjutan organisasi.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Jam Kerja Karyawan sebagai Strategi Human Capital Management\" \/>\n<meta property=\"og:description\" content=\"Jam kerja karyawan bukan sekadar aturan, tetapi strategi human capital untuk produktivitas dan keberlanjutan organisasi.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/\" \/>\n<meta property=\"og:site_name\" content=\"Pascasarjana | Magister Manajemen - Universitas Ciputra\" \/>\n<meta property=\"article:published_time\" content=\"2026-02-13T08:11:08+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2026-02-13T08:13:16+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/static.uc.ac.id\/mem\/2026\/02\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"1024\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"MNA Apprentice\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"MNA Apprentice\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/\"},\"author\":{\"name\":\"MNA Apprentice\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/#\\\/schema\\\/person\\\/728ba48fce731a55818815a5fa05e65e\"},\"headline\":\"Jam Kerja Karyawan sebagai Strategi Human Capital Management\",\"datePublished\":\"2026-02-13T08:11:08+00:00\",\"dateModified\":\"2026-02-13T08:13:16+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/\"},\"wordCount\":387,\"image\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/static.uc.ac.id\\\/mem\\\/2026\\\/02\\\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png\",\"keywords\":[\"desain organisasi\",\"human capital management\",\"jam kerja karyawan\",\"leadership modern\",\"magister manajemen\",\"manajemen sumber daya manusia\",\"produktivitas karyawan\",\"sistem kerja modern\",\"strategic management\",\"work life balance\"],\"articleSection\":[\"Artikel\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/\",\"url\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/\",\"name\":\"Jam Kerja Karyawan sebagai Strategi Human Capital Management\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/static.uc.ac.id\\\/mem\\\/2026\\\/02\\\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png\",\"datePublished\":\"2026-02-13T08:11:08+00:00\",\"dateModified\":\"2026-02-13T08:13:16+00:00\",\"author\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/#\\\/schema\\\/person\\\/728ba48fce731a55818815a5fa05e65e\"},\"description\":\"Jam kerja karyawan bukan sekadar aturan, tetapi strategi human capital untuk produktivitas dan keberlanjutan organisasi.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#primaryimage\",\"url\":\"https:\\\/\\\/static.uc.ac.id\\\/mem\\\/2026\\\/02\\\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png\",\"contentUrl\":\"https:\\\/\\\/static.uc.ac.id\\\/mem\\\/2026\\\/02\\\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png\",\"width\":1024,\"height\":1024},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/jam-kerja-karyawan-strategi-human-capital-management\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Jam Kerja Karyawan sebagai Strategi Human Capital Management\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/#website\",\"url\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/\",\"name\":\"Pascasarjana | Magister Manajemen - Universitas Ciputra\",\"description\":\"\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/#\\\/schema\\\/person\\\/728ba48fce731a55818815a5fa05e65e\",\"name\":\"MNA Apprentice\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/0e591783e1eba4a711a94af3df208f05c0a87c60a6260a1addacc921fe544fe1?s=96&d=mm&r=g\",\"url\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/0e591783e1eba4a711a94af3df208f05c0a87c60a6260a1addacc921fe544fe1?s=96&d=mm&r=g\",\"contentUrl\":\"https:\\\/\\\/secure.gravatar.com\\\/avatar\\\/0e591783e1eba4a711a94af3df208f05c0a87c60a6260a1addacc921fe544fe1?s=96&d=mm&r=g\",\"caption\":\"MNA Apprentice\"},\"sameAs\":[\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\"],\"url\":\"https:\\\/\\\/www.ciputra.ac.id\\\/mem\\\/author\\\/mna_apprentice\\\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Jam Kerja Karyawan sebagai Strategi Human Capital Management","description":"Jam kerja karyawan bukan sekadar aturan, tetapi strategi human capital untuk produktivitas dan keberlanjutan organisasi.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/","og_locale":"en_US","og_type":"article","og_title":"Jam Kerja Karyawan sebagai Strategi Human Capital Management","og_description":"Jam kerja karyawan bukan sekadar aturan, tetapi strategi human capital untuk produktivitas dan keberlanjutan organisasi.","og_url":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/","og_site_name":"Pascasarjana | Magister Manajemen - Universitas Ciputra","article_published_time":"2026-02-13T08:11:08+00:00","article_modified_time":"2026-02-13T08:13:16+00:00","og_image":[{"width":1024,"height":1024,"url":"https:\/\/static.uc.ac.id\/mem\/2026\/02\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png","type":"image\/png"}],"author":"MNA Apprentice","twitter_card":"summary_large_image","twitter_misc":{"Written by":"MNA Apprentice","Est. reading time":"3 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#article","isPartOf":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/"},"author":{"name":"MNA Apprentice","@id":"https:\/\/www.ciputra.ac.id\/mem\/#\/schema\/person\/728ba48fce731a55818815a5fa05e65e"},"headline":"Jam Kerja Karyawan sebagai Strategi Human Capital Management","datePublished":"2026-02-13T08:11:08+00:00","dateModified":"2026-02-13T08:13:16+00:00","mainEntityOfPage":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/"},"wordCount":387,"image":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#primaryimage"},"thumbnailUrl":"https:\/\/static.uc.ac.id\/mem\/2026\/02\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png","keywords":["desain organisasi","human capital management","jam kerja karyawan","leadership modern","magister manajemen","manajemen sumber daya manusia","produktivitas karyawan","sistem kerja modern","strategic management","work life balance"],"articleSection":["Artikel"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/","url":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/","name":"Jam Kerja Karyawan sebagai Strategi Human Capital Management","isPartOf":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#primaryimage"},"image":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#primaryimage"},"thumbnailUrl":"https:\/\/static.uc.ac.id\/mem\/2026\/02\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png","datePublished":"2026-02-13T08:11:08+00:00","dateModified":"2026-02-13T08:13:16+00:00","author":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/#\/schema\/person\/728ba48fce731a55818815a5fa05e65e"},"description":"Jam kerja karyawan bukan sekadar aturan, tetapi strategi human capital untuk produktivitas dan keberlanjutan organisasi.","breadcrumb":{"@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#primaryimage","url":"https:\/\/static.uc.ac.id\/mem\/2026\/02\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png","contentUrl":"https:\/\/static.uc.ac.id\/mem\/2026\/02\/Gemini_Generated_Image_fyqv0ffyqv0ffyqv.png","width":1024,"height":1024},{"@type":"BreadcrumbList","@id":"https:\/\/www.ciputra.ac.id\/mem\/jam-kerja-karyawan-strategi-human-capital-management\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.ciputra.ac.id\/mem\/"},{"@type":"ListItem","position":2,"name":"Jam Kerja Karyawan sebagai Strategi Human Capital Management"}]},{"@type":"WebSite","@id":"https:\/\/www.ciputra.ac.id\/mem\/#website","url":"https:\/\/www.ciputra.ac.id\/mem\/","name":"Pascasarjana | Magister Manajemen - Universitas Ciputra","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.ciputra.ac.id\/mem\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/www.ciputra.ac.id\/mem\/#\/schema\/person\/728ba48fce731a55818815a5fa05e65e","name":"MNA Apprentice","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/0e591783e1eba4a711a94af3df208f05c0a87c60a6260a1addacc921fe544fe1?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/0e591783e1eba4a711a94af3df208f05c0a87c60a6260a1addacc921fe544fe1?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/0e591783e1eba4a711a94af3df208f05c0a87c60a6260a1addacc921fe544fe1?s=96&d=mm&r=g","caption":"MNA Apprentice"},"sameAs":["https:\/\/www.ciputra.ac.id\/mem"],"url":"https:\/\/www.ciputra.ac.id\/mem\/author\/mna_apprentice\/"}]}},"_links":{"self":[{"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/posts\/2373","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/users\/12"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/comments?post=2373"}],"version-history":[{"count":3,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/posts\/2373\/revisions"}],"predecessor-version":[{"id":2378,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/posts\/2373\/revisions\/2378"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/media\/2375"}],"wp:attachment":[{"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/media?parent=2373"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/categories?post=2373"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.ciputra.ac.id\/mem\/wp-json\/wp\/v2\/tags?post=2373"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}