Article Per Year (5 Year)
p-Index From 2021 - 2026
3.137
P-Index
This Author published in this journals
All Journal Journal of Business and Management Indonesian Journal of Applied Linguistics (IJAL) Jurnal Sosioteknologi The Asian Journal of Technology Management (AJTM) Jurnal Ilmu Komunikasi UHO : Jurnal Penelitian Kajian Ilmu Komunikasi dan Informasi Psikohumaniora: Jurnal Penelitian Psikologi Jurnal Manajemen Indonesia Jurnal Studi Manajemen dan Bisnis GEMA EKONOMI Humanitas : Jurnal Psikologi ANIMA Indonesian Psychological Journal Jurnal Syntax Transformation Jurnal Scientia Annals of Human Resource Management Research Return : Study of Management, Economic and Bussines Jurnal Sosial dan Sains Jurnal Indonesia Sosial Teknologi Journal of Management, Economic, and Financial Manager : Jurnal Ilmu manajemen
Ginting, Henndy
School of Business and Management, Institut Teknologi Bandung
Humanities Astronomy Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Physics Public Health Social Sciences Other

Published : 35 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 35 Documents
Search

 1   2   3   4 
Evaluating Employee Onboarding Program in A Travel Technology Company Auliaur Rahmah, Arrizqiya; Ginting, Henndy
Jurnal sosial dan sains Vol. 5 No. 2 (2025): Jurnal Sosial dan Sains
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jurnalsosains.v5i2.31941

Abstract

This study examines the effectiveness of PT's onboarding program. Fly Together amid rapid expansion in the APAC region. As a travel technology company, effective onboarding is essential to enable new hires to adapt quickly and achieve organizational goals. This study aims to evaluate the effectiveness of the onboarding program at PT. Flying Together in the Context of the Company's Rapid Expansion in the APAC Region The current practice, which involves many stakeholders such as line managers and HR, faces challenges including inconsistent execution, resource delays, and inadequate follow-up, raising concerns about program effectiveness. This study uses the Socialization Resources Theory (SRT) theory to analyze 17 dimensions of the onboarding program and their relationship with onboarding outcomes, including role clarity, self-efficacy, social integration, and cultural knowledge. The analysis showed that the average score of the onboarding results was 2.65, which indicates the program's ineffectiveness. Correlation analysis shows a strong relationship between onboarding dimensions, such as job resources and supervisor support, and key onboarding outcomes. The mixed research method combined quantitative data from 23 new hires and qualitative interviews with experts. Based on these findings, the study proposes actionable recommendations, including enhanced anticipatory socialization, a formalized friend system, and structured follow-up mechanisms. These upgrades address key gaps, allow new hires to integrate effectively, improve performance, and contribute to the company's success. The study underscores the critical role of well-structured onboarding in achieving employee satisfaction and organizational goals.
DESIGNING AN EFFECTIVE METHOD TO RECRUIT SALES TEAM TO INCREASE COMPANY REVENUE IN A START UP INDUSTRY Raymond; Ginting, Henndy; Bekti , Rudy
Manager : Jurnal Ilmu Manajemen Vol. 6 No. 2 (2023): Manager : Jurnal Ilmu Manajemen
Publisher : Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Recruiting can have the biggest impact on revenue in expanding organizations. Optimus Consulting is a local based start-up company in human resource offers executive search, recruitment process outsourcing, end-to-end mass hiring such as Management Trainee hiring program, and digital recruitment platform that helps recruiter to manage and monitor hiring process. The goal of the research is to develop a successful approach for recruiting and selecting the sales team in order to boost sales revenue. Throught a qualitative data analysis, the study found that sales team recruitment process are essential and will impact directly to the performance and the achievement of the particular sales. To address with the opportunities, Optimus should focus on improving the current recruitment process into new recruitment process with some new steps are adding into it. Some of the steps are technical assessment, simulation (case study and role play), background checking and medical check up. By addressing these opportunities, Optimus can effectively find the right sales talent to strengthen the sales team in order to increase the sales revenue and achieve its yearly target.
IMPLEMENTATION OF SECI FRAMEWORK IN LCF PROCESS FOR INCREASING THE MARKET SHARE IN UNILEVER INDONESIA Ryanaldo, Thomas; Ginting, Henndy; Bekti, Rudy
Manager : Jurnal Ilmu Manajemen Vol. 6 No. 2 (2023): Manager : Jurnal Ilmu Manajemen
Publisher : Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

One of the biggest FMCG companies in the country is Unilever Indonesia, which has already operated in Indonesia for more than 80 years. They have established their leadership in the Indonesian market since they have huge penetration even in the rural areas, and they have designed logistical and supply chain systems, especially in general and traditional trade and markets. However, since the 2010s, Unilever has faced huge competition, especially from local competitors in particular the home care, beauty, and personal care business categories. In the span of 10 years, their market share declined by almost 3.5%, while other small local manufacturers increased it by almost 7%. The study aims to identify the current product communication and claim regulatory and compliance review discussion called Local Claim Forum (LCF) flaws and loopholes, including the improvement area, propose the improvement plan for the LCF process, and propose the implementation timeline for the LCF process. The data analysis method(s) used are qualitative data analysis using thematic analysis. The study found that 1) effective communication is the main part to be improved in the socialization framework. 2) Knowledge and information documentation are the main concerns that need to be addressed in the externalization framework. 3) IT utilization and digital cloud storage are the main action plans for improving the Combination Framework. 4) LCF guidelines and additional training are needed to improve the internalization framework of the process.
Changing maladaptive beliefs among individuals with coronary heart disease using video information Ginting, Henndy; Näring, Gérard W. B.; Becker, Eni Sabrine; Tedjokusumo, Pintoko
Psikohumaniora: Jurnal Penelitian Psikologi Vol. 6 No. 2 (2021)
Publisher : Faculty of Psychology and Health - Universitas Islam Negeri Walisongo Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21580/pjpp.v6i2.9406

Abstract

Many individuals with coronary heart disease (CHD) have erroneous beliefs about the condition, which in turn increases anxiety and depression. Providing information and facts about CHD through video may be able to correct the wrong conceptions of individuals about their disease. A total of 150 individuals with CHD at Hasan Sadikin Hospital, Bandung, Indonesia (male = 65%, female = 35%) were divided into a control group and two experimental groups, with a quasi-experimental before-after design. The participants completed the York Cardiac Beliefs questionnaire at the start of the measurement, immediately after watching the video (time 1), and again after watching the video six times over a two week period (time 2). Beck Anxiety Inventory and Beck Depression Inventory-II questionnaires were also completed by participants at the beginning of the experiment and at time 2. The repeated measures ANOVA analysis showed a significant decrease in both experimental groups in terms of wrong beliefs about CHD (t=8.68 & 8.69, p< .01), anxiety (p< .01), and depression (t=8.17 & 7.76, p< .01). Watching videos giving facts and information about CHD can therefore correct erroneous beliefs about CHD, and reduce levels of anxiety and depression in individuals suffering from the disease.
Introduction to LeadershipLAB: A Competency Based Executive Development Program Ginting, Henndy
ANIMA Indonesian Psychological Journal Vol 24 No 4 (2009): ANIMA Indonesian Psychological Journal (Vol. 24, No. 4, 2009)
Publisher : Faculty of Psychology, Universitas Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/aipj.v24i4.4438

Abstract

This paper aims to introduce Leadership Laboratory (LeadershipLAB) as a new idea to improve current executive development approaches in industries and organizations. LeadershipLAB is a combination of the assessment centre (AC) program and discussion of the assessment results during feedback sessions, which were done repeatedly in a controlled situation to enhance the managerial competencies of the participants. The paper will first explain the course of actions in the LeadershipLAB such as general preview of the related competencies, conducting simulations and interview sessions, delivering general as well as individual feedback sessions, and writing individual progress reports. Then it will be completed by a case study on the 2nd and 3rd managerial level in a local government organization in Indonesia. The top leadership’s trust in using the LeadershipLAB was quite high and participants who showed progress in the LeadershipLAB tend to stay in their current position or rise to a higher position. Tulisan ini bermaksud memperkenalkan Laboratorium Kepemimpinan (LeadershipLAB) sebagai sebuah gagasan baru untuk memperbaiki berbagai metode pengembangan eksekutif saat ini. LeadershipLAB merupakan kombinasi dari program Assessment Centre (AC) dan mengonsultasikan hasilnya dengan partisipan melalui sesi-sesi balikan. Proses ini dilakukan berulang dalam situasi terkontrol untuk meningkatkan kompetensi manajerial mereka. Pertama-tama tulisan ini akan menjelaskan langkah-langkah tindakan di dalam LeadershipLAB seperti pembahasan umum tentang kompetensi yang berkaitan dengan target jabatan, melakukan simulasi dan sesi-sesi wawancara, menyampaikan balikan baik secara umum maupun individual serta menyusun laporan perkembangan partisipan yang dilakukan oleh assessor terlatih. Selanjutnya artikel ini akan dilengkapi dengan studi kasus pada eselon 2 dan 3 di salah satu organisasi pemerintahan kabupaten di Indonesia. Keyakinan pimpinan puncak (bupati dan jajarannya) akan hasil LeadershipLAB tergolong cukup tinggi. Partisipan yang menunjukkan perkembangan pada LeadershipLAB cenderung bertahan pada jabatannya atau dipromosikan ke jabatan yang lebih tinggi.
Co-Authors Adita Pritasari Ali Hasan Anggara Wisesa Annisa Fitria Antonia, Maria Rosana Arifin, Afrad Auliaur Rahmah, Arrizqiya Bangun, Madju Yuni Ros Becker, Eni Sabrine Bekti , Rudy Bently Nevada Tobing Cakrangadinata Cakrangadinata Chrisna Nuraisyiah Christina Wirawan Donald C. Lantu Fahmi, Tubagus Arief Fahmi, Tubagus Arief Fransisca Budyanto Gunawan Handoko Gusti Batara M.Nur, Cipta Gustomo, Aurik Haekal, Muhammad Herutomo, Sigit Hidayat, Sutan Emir Jann H. Tjakraatmadja Jann Hidajat Tjakraatmadja Kartikawati, Ida Ayu Nyoman KaYan KaYan Khristiningrum, Veronica Afridita Kristania Ruth Pratiknyo Kuma, Alexander Abraham Daeng Lee, Bonita Madju Yuni Ros Bangun Mahmudah, Agisti Handayani Näring, Gérard W. B. Pintoko Tedjokusumo, Pintoko Rahadi, Raden Aswin Rasnadipoetra, Kidam Aulia Raymond Raymond Raymond Rizal Afif Napitupulu Ros Bangun, Madju Yuni Rudy Bekti Ryanaldo, Thomas Sabhirah, Nadhirah Sabhi Syahida, Sarah Nuri Syamsuar, Candra Aldilla Tambunan, Fauziah Hannum Tjakraatmadja, Jann Hidajat Yasmin, Kirana Erlinda Yosi Widarani Yuni Ros Bangun