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Peranan Disiplin Kerja dan Kompensasi dalam Meningkatkan Efektivitas Karyawan pada PT Natural Spirits Umar Hanis; Oki Iqbal Khair; Johan Maulana
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 3 No 3 (2025): Jurnal Manajemen dan Pendidikan
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/jmp.Volume:3.No:3.2025.247.Hal:127-135

Penelitian ini bertujuan untuk menganalisis peranan disiplin kerja dan kompensasi dalam meningkatkan efektivitas karyawan di PT Natural Spirits. Dalam era persaingan bisnis yang semakin ketat, perusahaan dituntut untuk mengoptimalkan kinerja sumber daya manusia melalui pengelolaan faktor-faktor yang mempengaruhi efektivitas karyawan. Metode penelitian menggunakan pendekatan kuantitatif deskriptif dengan teknik sampling jenuh terhadap 55 responden karyawan PT Natural Spirits. Analisis data mencakup uji validitas, reliabilitas, asumsi klasik, regresi linear berganda, korelasi, determinasi, dan uji hipotesis. Hasil penelitian menunjukkan bahwa disiplin kerja berpengaruh signifikan terhadap efektivitas karyawan dengan koefisien korelasi 0,609 (hubungan kuat) dan kontribusi 65,5%. Kompensasi menunjukkan pengaruh yang lebih kuat dengan koefisien korelasi 0,809 (hubungan sangat kuat) dan kontribusi 82,1%. Secara simultan, kedua variabel berpengaruh signifikan terhadap efektivitas karyawan dengan koefisien korelasi 0,900 dan kontribusi 93,1%. Temuan ini mengkonfirmasi bahwa disiplin kerja dan kompensasi merupakan determinan penting dalam meningkatkan efektivitas karyawan, memberikan implikasi strategis bagi manajemen sumber daya manusia perusahaan dalam mengoptimalkan produktivitas dan pencapaian tujuan organisasi.

DINAMIKA IDENTITAS PROFESIONAL PEKERJA PADA ERA OTOMASI: ANALISIS NARATIF TERHADAP KARYAWAN SEKTOR MANUFAKTUR Johan Maulana; Joko Prasetiyo; Mulyadi Mulyadi
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 4 No 3 (2026): Jurnal Manajemen dan Pendidikan
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/resv5g27

This study aims to examine in depth the dynamics of the professional identity of manufacturing sector employees in the face of an increasingly intensive wave of automation. Automation based on robotic technology and artificial intelligence has fundamentally changed the structure of work on the production floor, raising fundamental questions about how workers build, maintain, and change their professional identities in the midst of changes they cannot fully control. This study uses a Narrative Analysis approach that allows researchers to explore the construction of identity through the stories told by the participants themselves about their work life journeys. Data collection was conducted through in-depth narrative interviews with twelve employees working in the automotive and electronics manufacturing sector in the Central Java region who have experienced an automation transition in their workplaces for at least the past two years. Narrative analysis results in three main identity configurations, namely: identities that have collapsed and have not been reconstructed, identities that are in active negotiation, and identities that have been positively transformed. The findings of this study make an important contribution to the understanding of the psycho-social dimensions of technological disruption on the industrial workforce, as well as provide concrete implications for the design of worker empowerment and mentoring programs in the era of automation. Theoretically, this study enriches the conceptual framework of professional identity by including techno-social variables as determinants of identity dynamics that previously received less attention in the literature of vocational psychology and contemporary human resource management.

Membangun Jiwa Wirausaha Melalui Edukasi Strategi Pemasaran bagi Siswa SMA Muhammadiyah 8 Ciputat Ali Mubarok; Joko Prasetiyo; Johan Maulana
Journal of Education Religion Humanities and Multidiciplinary Vol. 4 No. 1 (2026): Juni 2026
Publisher : CV. Rayyan Dwi Bharata

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57235/jerumi.v4i1.8728

Tantangan ekonomi di era digital menuntut generasi muda untuk tidak hanya menjadi konsumen, tetapi juga kreatif dalam menciptakan peluang ekonomi mandiri. Namun, minat berwirausaha di kalangan siswa SMA sering kali terhambat oleh minimnya pemahaman praktis mengenai cara memasarkan sebuah produk. Kegiatan Pengabdian kepada Masyarakat (PkM) ini bertujuan untuk membangun jiwa wirausaha sekaligus memberikan edukasi mengenai strategi pemasaran bagi siswa/i SMA Muhammadiyah 8 Ciputat, Tangerang Selatan. Metode pelaksanaan yang digunakan meliputi ceramah interaktif untuk penyampaian konsep bauran pemasaran (marketing mix 4P), diskusi kelompok terarah, serta simulasi penyusunan rancangan pemasaran produk. Evaluasi keberhasilan program diukur secara kuantitatif melalui instrumen pre-test dan post-test untuk menilai peningkatan aspek kognitif dan afektif peserta. Hasil kegiatan menunjukkan adanya peningkatan pemahaman siswa yang signifikan sebesar 42% terkait strategi penentuan harga, keunikan produk, dan optimalisasi promosi digital. Selain itu, pelatihan ini berhasil memicu motivasi dan rasa percaya diri siswa untuk mulai merintis usaha mandiri dari skala kecil. Kesimpulannya, edukasi strategi pemasaran ini efektif dalam mengikis hambatan psikologis siswa terhadap dunia bisnis dan berhasil menanamkan pola pikir serta jiwa kewirausahaan sejak dini.

MODEL MANAJEMEN SDM DALAM IMPLEMENTASI ESG (ENVIRONMENTAL, SOCIAL, GOVERNANCE) DI PERUSAHAAN INDONESIA Johan Maulana; Kamsidik Kamsidik
Indonesian Journal of Economy, Business, Entrepreneuship and Finance Vol. 6 No. 1 (2026): Indonesian Journal of Economy, Business, Entrepreneuship and Finance
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijebef.v6i1.305

The implementation of Environmental, Social, and Governance (ESG) principles has become a strategic imperative for companies in Indonesia in response to regulatory pressures, stakeholder demands, and the need for long-term sustainability. However, ESG implementation has not yet been systematically integrated into Human Resource Management (HRM) practices. This study aims to analyze and formulate an effective HRM model to support ESG implementation in Indonesian companies. The research employs a qualitative approach using a literature review and case study design involving several companies that have adopted ESG principles. Data were collected through document analysis, sustainability reports, and in-depth interviews with HR practitioners and sustainability managers. The findings indicate that ESG implementation through HRM can be optimized by integrating sustainable recruitment policies, developing green competencies, applying sustainability-based performance appraisal systems, fostering an ethical and inclusive work culture, and strengthening transparent and accountable HR governance. The proposed ESG-based HRM model is able to enhance organizational performance, corporate reputation, and employee commitment to sustainability. This study contributes theoretically to the development of a sustainable HRM model and provides practical implications for companies and policymakers in strengthening ESG implementation in Indonesia. The implementation of Environmental, Social, and Governance (ESG) principles has become a strategic imperative for companies in Indonesia in response to regulatory pressures, stakeholder demands, and the need for long-term sustainability. However, ESG implementation has not yet been systematically integrated into Human Resource Management (HRM) practices. This study aims to analyze and formulate an effective HRM model to support ESG implementation in Indonesian companies. The research employs a qualitative approach using a literature review and case study design involving several companies that have adopted ESG principles. Data were collected through document analysis, sustainability reports, and in-depth interviews with HR practitioners and sustainability managers. The findings indicate that ESG implementation through HRM can be optimized by integrating sustainable recruitment policies, developing green competencies, applying sustainability-based performance appraisal systems, fostering an ethical and inclusive work culture, and strengthening transparent and accountable HR governance. The proposed ESG-based HRM model is able to enhance organizational performance, corporate reputation, and employee commitment to sustainability. This study contributes theoretically to the development of a sustainable HRM model and provides practical implications for companies and policymakers in strengthening ESG implementation in Indonesia.

Pengaruh Total Quality Management Dan Reward Terhadap Kinerja Manajerial Pada PT. Cahaya Mas Utama Ramadhan Priyana; Johan Maulana
JURNAL ILMIAH EKONOMI DAN MANAJEMEN Vol. 4 No. 6 (2026): JUNI
Publisher : CV. KAMPUS AKADEMIK PUBLISING

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61722/jiem.v4i6.10831

Abstract - This study aims to analyze the effect of Total Quality Management (TQM) and Reward on Managerial Performance at PT. Cahaya Mas Utama. The background of this research is based on the importance of improving managerial performance as a strategic factor in achieving organizational goals effectively and sustainably. In facing increasingly competitive business conditions, companies are required to implement integrated quality management principles as well as reward systems that are able to motivate managers to perform their managerial functions optimally. This study employs a quantitative approach using a survey method. Primary data were collected through the distribution of questionnaires to 65 managerial respondents at PT. Cahaya Mas Utama. The data were analyzed using multiple linear regression analysis, with hypothesis testing conducted through simultaneous testing (F-test) and partial testing (t-test), as well as the coefficient of determination to measure the contribution of the independent variables to the dependent variable. The results of the study indicate that Total Quality Management and Reward simultaneously have a significant effect on Managerial Performance. This is evidenced by a significance value of 0.000 (< 0.05) and an F-value of 25.589, indicating that the combined implementation of quality management and reward systems significantly enhances managerial performance. Partially, Total Quality Management has a positive and significant effect on Managerial Performance, with a significance value of 0.000 (< 0.05) and a positive regression coefficient, indicating that better implementation of TQM principles leads to higher levels of managerial performance.

Peranan Disiplin Kerja dan Kompensasi dalam Meningkatkan Efektivitas Karyawan pada PT Natural Spirits Umar Hanis; Oki Iqbal Khair; Johan Maulana
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 3 No 3 (2025): Jurnal Manajemen dan Pendidikan
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/jmp.Volume:3.No:3.2025.247.Hal:127-135

Penelitian ini bertujuan untuk menganalisis peranan disiplin kerja dan kompensasi dalam meningkatkan efektivitas karyawan di PT Natural Spirits. Dalam era persaingan bisnis yang semakin ketat, perusahaan dituntut untuk mengoptimalkan kinerja sumber daya manusia melalui pengelolaan faktor-faktor yang mempengaruhi efektivitas karyawan. Metode penelitian menggunakan pendekatan kuantitatif deskriptif dengan teknik sampling jenuh terhadap 55 responden karyawan PT Natural Spirits. Analisis data mencakup uji validitas, reliabilitas, asumsi klasik, regresi linear berganda, korelasi, determinasi, dan uji hipotesis. Hasil penelitian menunjukkan bahwa disiplin kerja berpengaruh signifikan terhadap efektivitas karyawan dengan koefisien korelasi 0,609 (hubungan kuat) dan kontribusi 65,5%. Kompensasi menunjukkan pengaruh yang lebih kuat dengan koefisien korelasi 0,809 (hubungan sangat kuat) dan kontribusi 82,1%. Secara simultan, kedua variabel berpengaruh signifikan terhadap efektivitas karyawan dengan koefisien korelasi 0,900 dan kontribusi 93,1%. Temuan ini mengkonfirmasi bahwa disiplin kerja dan kompensasi merupakan determinan penting dalam meningkatkan efektivitas karyawan, memberikan implikasi strategis bagi manajemen sumber daya manusia perusahaan dalam mengoptimalkan produktivitas dan pencapaian tujuan organisasi.

DINAMIKA IDENTITAS PROFESIONAL PEKERJA PADA ERA OTOMASI: ANALISIS NARATIF TERHADAP KARYAWAN SEKTOR MANUFAKTUR Johan Maulana; Joko Prasetiyo; Mulyadi Mulyadi
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 4 No 3 (2026): Jurnal Manajemen dan Pendidikan
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/resv5g27

This study aims to examine in depth the dynamics of the professional identity of manufacturing sector employees in the face of an increasingly intensive wave of automation. Automation based on robotic technology and artificial intelligence has fundamentally changed the structure of work on the production floor, raising fundamental questions about how workers build, maintain, and change their professional identities in the midst of changes they cannot fully control. This study uses a Narrative Analysis approach that allows researchers to explore the construction of identity through the stories told by the participants themselves about their work life journeys. Data collection was conducted through in-depth narrative interviews with twelve employees working in the automotive and electronics manufacturing sector in the Central Java region who have experienced an automation transition in their workplaces for at least the past two years. Narrative analysis results in three main identity configurations, namely: identities that have collapsed and have not been reconstructed, identities that are in active negotiation, and identities that have been positively transformed. The findings of this study make an important contribution to the understanding of the psycho-social dimensions of technological disruption on the industrial workforce, as well as provide concrete implications for the design of worker empowerment and mentoring programs in the era of automation. Theoretically, this study enriches the conceptual framework of professional identity by including techno-social variables as determinants of identity dynamics that previously received less attention in the literature of vocational psychology and contemporary human resource management.

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