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All Journal Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis JURNAL IQRA´ International Journal of Artificial Intelligence Research Agregat: Jurnal Ekonomi dan Bisnis Jurnal Ilmu Kedokteran dan Kesehatan Dinasti International Journal of Digital Business Management Aliansi : Jurnal Manajemen dan Bisnis Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Jurnal Cahaya Mandalika Inspirasi Ekonomi : Jurnal Ekonomi Manajemen AKADEMIK: Jurnal Mahasiswa Humanis Jurnal Manajemen Bisnis dan Organisasi
Pratikno, Yuni
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Religion Humanities Biochemistry, Genetics & Molecular Biology Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Health Professions Immunology & microbiology Languange, Linguistic, Communication & Media Medicine & Pharmacology Public Health Social Sciences Other

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Strengthening Leadership Succession Through The Delegation Of Authority Strategy Model In Corporate Succession Planning In Jakarta Pratikno, Yuni; Madiistriyatno, Harries; Milisani, Meirna; Naser, Haspul; Hermawan, Eric
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 2 (2025): April
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i2.6795

Abstract

Determine how delegation of authority can help employees develop managerial skills. Research objectives: First, we examine the benefits of delegation of authority for leadership skill development; second, we examine the effectiveness of succession planning in preparing future leaders; and third, we investigate the role of delegation in facilitating organizational transitions integrated with succession planning. Methodology: SEM with Smart PLS 4.0. The sample consisted of 92 respondents, selected using the non-probability sampling method. Results: An effective succession-planning strategy involves delegating authority to stimulate talent development and facilitate the placement of qualified workers in significant positions. Conclusions and suggestions: HR professionals can use this matrix to put succession planning concepts into practice, especially where delegation of authority is involved, by integrating the nine-box matrix methodology. In addition, HiPo Mapping will assist in the recruitment, training and placement of skilled workers in key positions within the organisation.
THE INFLUENCE OF LEADERSHIP AND WORK ENVIRONMENT ON EMPLOYEE PERFORMANCE AT PT. PERMODALAN NASIONAL MADANI AT MEKAR UNIT IN PEKANBARU BRANCH Dita, Irma; Pratikno, Yuni; Budiraharjo, Joko
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 1 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i1.9326

Abstract

With a simple random sampling technique, a sample of 75 employees was taken at PT. Permodalan Nasional Madani Mekaar Pekanbaru Branch as a respondent in this study. There is an Influence of Leadership on Employee Performance. It is proven that the t-value for the Leadership variable (X1) is 4.526 while the t-table value for n = 75 is 1.992. So 4.526> 1.992, then H0 is rejected and Ha is accepted, it can be stated that Leadership (X1) has a significant effect on Employee Performance (Y). There is an Influence of the Work Environment on Employee Performance. It is proven that the t-value for the Work Environment variable (X2) is 5.980, while the t-table value for n = 75 is 1.992. So 5.980> 1.992, then H0 is rejected and Ha is accepted, it can be concluded that partially the Work Environment variable (X2) has an effect on Employee Performance (Y). There is an influence of Leadership and Work Environment together on Employee Performance. It is proven that the ANOVA test obtained an F-value of 57.759, while the F-table (a 0.05) for n = 75 was 2.73. So Fcount > from Ftable (a 0.05) or 57.759 > 2.73 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Leadership (X1) and Work Environment (X2) together or simultaneously have a positive effect on Employee Performance (Y). The Adjudted R Square (R2) value is 0.605. This shows that 60.5% of Leadership (X1) and Work Environment (X2) together have an effect on Employee Performance (Y), while the remaining 39.5% is influenced by other factors not examined in this study.
THE INFLUENCE OF WORK-LIFE BALANCE ON TURNOVER INTENTION MEDIATED BY JOB SATISFACTION OF EMPLOYEES AT PT. PERMODALAN NASIONAL MADANI IN PEKANBARU BRANCH Purnama, Andhini; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 1 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i1.9357

Abstract

This study aims to analyze the effect of Work-life Balance on Turnover Intention with Job Satisfaction as a mediating variable among employees of PT Permodalan Nasional Madani (PNM) Pekanbaru Branch. The research method employed regression and path analysis using SPSS version 29. The results indicate that Work-life Balance has a negative and significant effect on Turnover Intention (-0.805; p < 0.05) and a positive and significant effect on Job Satisfaction (0.454; p < 0.05). However, Job Satisfaction does not significantly affect Turnover Intention (0.079; p > 0.05). The indirect effect of Work-life Balance on Turnover Intention through Job Satisfaction is weak (0.063). The study concludes that Work-life Balance plays a crucial role in reducing employees' Turnover Intention, whereas Job Satisfaction is not a dominant factor in employees' decisions to leave the company.
THE INFLUENCE OF COMMUNICATION AND EMPLOYEE ACHIEVEMENT ON EMPLOYEE CAREER ADVANCEMENT AT THE PEKANBARU BRANCH OF PNM MEKAAR Oktayudra, Farhan; Pratikno, Yuni; Firdaus, Ahmad
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 1 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i1.9387

Abstract

The purpose of this study was to determine the partial and simultaneous effects of communication, employee achievement on employee career advancement with the population being employees of PNM Mekaar Pekanbaru Branch totaling 193 employees, the sampling technique used the slovin formula, with a sample of 130 employees. Data analysis techniques using descriptive and inferential statistical analysis. The results showed that partially (t test) communication variables (X1) and employee achievement variables (X2) had an effect on employee career advancement (Y). While the simultas test (F test) shows that the communication variable (X1) and the employee achievement variable (X2) simultaneously have a significant effect on improving employee careers (Y). The R Square value of 0.630 means that communication and employee achievement have an influence of 63% on improving employee careers while the remaining 37% is influenced by other factors that are not included in this research model.
THE INFLUENCE OF COMPETENCE AND WORK ETHIC ON EMPLOYEE PERFORMANCE AT PT. PERMODALAN NASIONAL MADANI MEKAR BRANCH PADANG Dewi, Mirna; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9758

Abstract

Population in this study is PNM Mekar Pekanbaru Branch employees totaling 100 people, The number of samples taken is 71 employees of PT. Madani Mekaar National Capital, Padang Branch as a respondent in this study. the calculated t value for Competence (X1) is 4.858 while the t table value for n = 71 is 1.950. So 4.858 > 1.950, then H0 is rejected and Ha is accepted, it can be stated that Competence (X1) has a significant effect on Employee Performance (Y), the calculated t value for Work Spirit (X2) is 9.758 while the t table value for n = 71 is 1.950. So 9.758 > 1.950, then H0 is rejected and Ha is accepted, it can be stated that Work Spirit (X2) has a significant effect on Employee Performance (Y), From the results of the analysis in the table above, namely the ANOVA test, the F calculated value is 97.976, while F table ( 0.05) for n = 71 is 3.312. So Fcount > from Ftable ( 0.05) or 97.976 > 3.312 with a significant level of 0.000 because 0.000 < 0.05, then it can be said that Competence (X1) and Work Spirit (X2) together have a positive effect on Employee Performance (Y). The R Square (R2) value is 0.742. This shows that 74.2% of Competence (X1) and Work Spirit simultaneously affect Employee Performance (Y) while the remaining 25.8% is influenced by other factors not examined in the study.
THE EFFECT OF INCENTIVES AND INFRASTRUCTURE GIVING ON EMPLOYEE JOB SATISFACTION AT PT. PERMODALAN NASIONAL MADANI MEKAAR JAMBI BRANCH Fathir, Iqbal; Pratikno, Yuni; Ratnawita, Ratnawita
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9940

Abstract

Using the simple random sampling technique, a sample of 43 employees was taken at PT. Permodalan Nasional Madani Mekaar Jambi Branch as respondents in this study. There is an influence of incentives on employee job satisfaction, as evidenced by the t-value for the Incentive variable (X1) of 7.504, while the t-table value for N = 43 is 2.016. So 7.504> 2.016, then H0 is rejected and Ha is accepted, it can be stated that Incentives (X1) have a significant effect on Employee Job Satisfaction (Y). There is an influence of Facilities and Infrastructure on employee job satisfaction, as evidenced by the t-value for the Facilities and Infrastructure variable (X2) of 6.184, while the t-table value for N = 43 is 2.016. So 6.184> 2.016, then H0 is rejected and Ha is accepted, it can be concluded that partially the Facilities and Infrastructure variable (X2) has an effect on Employee Job Satisfaction (Y). There is an influence of incentives and Facilities and Infrastructure together on employee job satisfaction. proven from the ANOVA test obtained the Fcount value of 237.192, while Ftable ( 0.05) for n = 43 is 2.82. So Fcount> from Ftable ( 0.05) or 237.192> 2.82 with a significant level of 0.000 because 0.000 <0.05, then it can be said that the Provision of Incentives (X1) and Facilities and Infrastructure (X2) together or simultaneously have a positive effect on Employee Job Satisfaction (Y). While the Adjusted R Square (R2) value is 0.918. This shows that 91.8% of Incentives (X1) and Facilities and Infrastructure (X2) together have an effect on Employee Job Satisfaction (Y), while the remaining 8.2% is influenced by other factors not examined in this study.
THE INFLUENCE OF COMPENSATION AND SOCIAL SECURITY ON EMPLOYEE WORK MOTIVATION AT PT. PERMODALAN NASIONAL MADANI LAMPUNG BRANCH Qasas, Arman Al; Pratikno, Yuni; Jati, Prihatina
Inspirasi Ekonomi : Jurnal Ekonomi Manajemen Vol. 7 No. 2 (2025): Inspirasi Ekonomi : Jurnal Ekonomi Manajemen
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis, Universitas Timor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32938/ie.v7i2.9948

Abstract

Using a simple random sampling technique, a sample of 40 PT employees was taken. Lampung Branch Civil National Capital The tcount value of the compensation variable (X1) is 4,067 while the ttable value for n = 40 is 2,021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has an effect on work motivation (Y). Compensation has a significant influence on employee work motivation. The tcount value for the Social Security variable (X2) is 4.067, while the ttable value for n = 40 is 2.021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has a positive effect on work motivation (Y). From the results of the analysis in the table above, namely the ANOVA test, the Fcount value was 42,098, while the Ftable ( 0.05) for n = 40 was 2.84. So Fcount > from Ftable ( 0.05) or 42,098 > 2.84 with a significance level of 0.000 or 0.000 < 0.05, then it can be said that compensation (X1) and social security (X2) are jointly related to work motivation (Y). Based on the table above, a relationship test was carried out for the three variables, and based on the Model Summary table, an R value of 0.695 was produced. This shows that 69.5% of compensation (X1) and social security (X2) are simultaneously related to work motivation (Y) while the remaining 30.5% is related to other factors not examined in this research. Taken together, compensation and social security have a significant influence on work motivation. The combination of the two creates a work environment that supports the basic needs and appreciation of employees.
Human Resource ‘Kurikulum Merdeka’ from Design to Implementation in the School: What Worked and What not in Indonesian Education Yuni Pratikno; Eric Hermawan; Antoni Ludfi Arifin
Jurnal Iqra' : Kajian Ilmu Pendidikan Vol. 7 No. 1 (2022): Jurnal Iqra' : Kajian Ilmu Pendidikan
Publisher : Institut Agama Islam Ma'arif NU (IAIMNU) Metro Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25217/ji.v7i1.1708

Abstract

This articles aims to gain an in-depth knowledge of the human resources of “Kurikulum Merdeka Belajar” design to the implementation capability in the classroom, especially what has been and has not been implemented in the course of Indonesian education. The researchers has obtained several data that have collected from various sources such as book publications, journal publications, and other newspapers that discuss issues of an independent curriculum as well as its implementation and output. The researchers analyzed under a phenomenological approach, a technique where to get a phenomenal answer from a large amount of data to answer the issues of this study. The research used coding the data, evaluating in-depth data, and interpreting the data. Hence, the researchers could draw conclusions that answered the problem validly. The result showed that the human resources in Indonesian, independent from curriculum design to implementation in schools, found significant obstacles where the government was successful in designing the curriculum but it was constrained in implementation. It can be seen quite a lot has been achieved and a lot has not been achieved. Thus these results were helpful for the subsequent study. Keywords: Human Resource, Kurikulum Merdeka, Implementation Kurikulum Merdeka
Pengaruh Kompetensi Dan Teknologi Informasi Terhadap Kualitas Pelayanan Pegawai di Universitas Negeri Jakarta Adipurwa, Arya; Sukiman, Sukiman; Budianto, Irawan R.d; Pratikno, Yuni
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 1 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v3i1.3292

Abstract

Penelitian ini menjelaskan pengaruh kompetensi dan teknologi informasi terhadap kualitas pelayanan pegawai di Universitas Negeri Jakarta. Kualitas mahasiswa menjadi tolak ukur bagi suatu perguruan tinggi dalam memberikan pelayanan kepada mahasiswa. Bidang akademik harus memberikan pelayanan terbaik dalam segala aspek. Kepuasan mahasiswa ditentukan oleh kualitas pelayanan yang diharapkan oleh mahasiswa, sehingga menjamin kualitas pelayanan menjadi prioritas bagi setiap institusi pendidikan tinggi, kini telah menjadi standar untuk menciptakan keunggulan kompetitif bagi institusi pendidikan yang berprestasi.Penelitian ini adalah penelitian kuantitatif, penelitian ini menggunakan populasi adalah karyawan admin di Universitas Negeri Jakarta sebanyak 55 sampel dengan menggunakan teknik Non probability sampling. Hasil penelitian menyatakan bahwa kompetensi berpengaruh positif signifikant terhadap kualitas pelayanan, variabel teknologi informasi berpengaruh positif terhadap kualitas pelayanan dan secara simultan kompetensi dan teknologi informasi berpengaruh positif terhadap kualitas pelayanan. Hasil penelitian menyarankan bagi universitas lebih meningkatkan kembali kompetensi yang masih kurang sehingga perlu adanya pelatihan dan teknologi informasi yang masih rendah dan juga kualitas pelayanannya lebih menambah kembali fasilitas pendukung untuk karyawannya.
Pengaruh Denda Kepatuhan Keselamatan dan Kesehatan Kerja (K3), Penerapan Toolboox Meeting dan Pelatihan Keselamatan dan Kesehatan Kerja (K3) Terhadap Kinerja Organisasi Pada Proyek Pembangunan Gedung SFD Di Universitas Negeri Jakarta (UNJ) Kesumanegara Saputra, Mahaputera; Budianto, Irawan R.D; Pratikno, Yuni
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 1 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v3i1.3296

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh denda kepatuhan terhadap Keselamatan dan Kesehatan Kerja (K3), penerapan Toolbox Meeting, dan pelatihan K3 terhadap kinerja organisasi, khususnya dalam hal kedisiplinan pelaksanaan K3 pada proyek pembangunan Gedung SFD di Universitas Negeri Jakarta (UNJ). Penelitian ini dapat menjadi acuan bagi institusi pendidikan dan organisasi lain yang terlibat dalam proyek pembangunan untuk meningkatkan efektivitas pelaksanaan K3 dan mencapai kinerja yang lebih baik.
Co-Authors Abdurahman . Adipurwa, Arya Ahmad Firdaus, Ahmad Ali, Helmiyati Abdullah Antoni Ludfi Arifin Armadhani Jati Prasetya Ary Triyanto Bambang Nurakhim Bastian, Ricky Yuanda Budianto, Irawan R.d Budiraharjo, Joko Dewi, Mirna Dita, Irma Eric Hermawan Fathir, Iqbal Hakim, Maulana Arief Rachman Hanffy, Jamal Harries Madiistriyatno, Harries Hasudungan, Eddy Hermawan Jati, prihatina johannes johannes Kesumanegara Saputra, Mahaputera Kusnadi Laia, Elman Milisani, Meirna Mualim, Wisnu Naser, Haspul Nurakhim, Bambang Oktayudra, Farhan Pebriana, I Gusti Komang Crysma Arya Purawijaya, Handrian Purnama, Andhini putra, I Wayan Taurus Eka Qasas, Arman Al Ratnawita Ratnawita Sahim, Aswin Naldi Sukiman Sukiman Sukiman Susilowati Susilowati Zaharuddin Zaharuddin, Zaharuddin Zulkifli Rangkuti