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All Journal Pendas : Jurnah Ilmiah Pendidikan Dasar Edumaspul: Jurnal Pendidikan Inobis: Jurnal Inovasi Bisnis dan Manajemen Indonesia EKONOMIKA45 Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Jurnal Ekonomika dan Manajemen Formosa Journal of Applied Sciences (FJAS) Gemilang: Jurnal Manajemen dan Akuntansi Populer: Jurnal Penelitian Mahasiswa Digital Bisnis: Jurnal Publikasi Ilmu Manajemen Dan E-commerce Student Scientific Creativity Journal Indonesian Journal of Contemporary Multidisciplinary Research Jurnal Publikasi Ilmu Manajemen Jurnal Manajemen dan Ekonomi Kreatif Jurnal bintang manajemen Wawasan : Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Journal of Management and Creative Business Jurnal Riset Rumpun Ilmu Ekonomi (JURRIE) Jurnal Riset Manajemen Jurnal Riset Manajemen dan Ekonomi Sammajiva: Jurnal Penelitian Bisnis dan Manajemen Journal of Management and Social Sciences Jurnal Riset dan Inovasi Manajemen Maeswara: Jurnal Riset Ilmu Manajemen dan Kewirausahaan Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset Jurnal Manuhara: Pusat Penelitian Ilmu Manajemen Dan Bisnis Riset Ilmu Manajemen Bisnis dan Akuntansi MULTIPLE: Journal of Global and Multidisciplinary Southeast Asian Journal of Management and Research Indonesian Journal of Entrepreneurship & Startups Indonesian Economic Review Student Research Journal Nian Tana Sikka: Jurnal Ilmiah Mahasiswa INTERNATIONAL JOURNAL OF ECONOMIC LITERATURE Maslahah: Jurnal Manajemen dan Ekonomi Syariah INTERNATIONAL JOURNAL OF SOCIETY REVIEWS (INJOSER) Journal of Management Specialists Ebisnis Manajemen Journal Economic Excellence Ibnu Sina Jurnal Manajemen Bisnis Era Digital Jurnal Inovasi Manajemen, Kewirausahaan, Bisnis dan Digital Kajian Ekonomi dan Akuntansi Terapan Jurnal Bisnis, Ekonomi Syariah dan Pajak Global Leadership Organizational Research in Management
Anshori, Mochammad Isa
Universtitas Trunojoyo Madura
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences Other

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Using the Qris Bri Mobile Payment Method to Increase Profitability of MSMEs Anidya Ilmi Febriyanti; Mochammad Isa Anshori
Indonesian Journal of Entrepreneurship and Startups Vol. 2 No. 2 (2024): July 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijes.v2i2.10224

Abstract

Electronic money and QRIS (Quick Response Code Indonesia Standard) are digital payment tools that are increasingly popular in Indonesia. Electronic money, stored in digital form on a chip or server, facilitates transactions with greater speed and convenience than cash. QRIS, introduced by Bank Indonesia, unites various digital wallet applications in one QR code, making it easier for merchants to accept payments from various digital platforms. QRIS BRI Mobile, an innovation from Bank BRI, supports MSME profitability by expanding markets, increasing efficiency, transparency and reducing operational costs. The implementation of QRIS BRI Mobile not only helps MSMEs increase efficiency and reduce operational costs, but also opens up new opportunities to increase revenue and profitability. The suggestions from this research are to increase education and socialization of the use of electronic money and QRIS to the public, as well as encouraging the development of security features and ease of transactions by banks and payment service providers. Apart from that, adaptive regulations that support innovation from the government and related institutions are also needed to encourage economic growth and financial inclusion in Indonesia.
Metode Penilaian Kinerja yang Efektif di ASEAN : Systematic Literature Review Itaul Masarroh; Mochammad Isa Anshori
Ebisnis Manajemen Vol. 2 No. 4 (2024): Ebisnis Manajemen
Publisher : Fakultas Ekonomi & Bisnis, Universitas Nusa Nipa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59603/ebisman.v2i4.598

Abstract

Performance management is a systematic process used to improve organizational productivity by aligning individual, team and organizational goals. Effective HR management policies are key in helping companies recruit, develop, motivate and retain quality employees. This research uses the Systematic Literature Review (SLR) method as an approach to examine the issues raised, namely employee performance appraisal in a company. The results of the search and evaluation process in this systematic literature review resulted in 19 research journals relevant to the subject being studied. The results show that effective methods for global performance appraisal, such as 360-degree feedback, Management by Objectives (MBO), and performance appraisal feedback, are proven to improve performance quality by providing constructive feedback, ensuring the linkage of individual and organizational goals, and increasing employee motivation.
Digital Organizational Transformation and Employees: How the company's shift towards digital impacts the roles and skills of employees: Transformasi Organisasi Digital Dan Karyawan: Bagaimana Perubahan Arah Perusahaan Menuju Digital Mempengaruhi Peran Dan Keterampilan Karyawan. Risma Indriyani; Rifdatul Maulidah; Ardi Firmannsyah; Novelia Agustina Wandagu; Mochammad Isa Anshori
Journal of Management Specialists Vol. 1 No. 2 (2023): Journal of Management Specialists
Publisher : Institute of Educational, Research, and Community Service

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

Abstract

Penelitian ini bertujuan untuk menyelidiki dampak transformasi organisasi digital terhadap peran dan keterampilan karyawan. Ini membahas bagaimana pergeseran perusahaan ke arah digital memengaruhi peran dan keterampilan karyawan. Dalam era teknologi yang berkembang pesat saat ini, perusahaan dihadapkan pada tuntutan untuk beradaptasi dengan cepat terhadap perubahan yang terjadi. Transformasi teknologi menjadi respons yang penting terhadap perubahan tersebut, mendorong individu dan perusahaan untuk melakukan transformasi digital. Banyak perusahaan telah memulai proses transformasi digital untuk beradaptasi dengan perubahan ini. Penelitian ini menggunakan metode penelitian yang menggabungkan tinjauan literatur dan studi pustaka yang telah diakses oleh penulis. Penulis juga mempertimbangkan penelitian terdahulu dan konsep yang dikembangkan oleh peneliti lain. Pendekatan yang digunakan dalam penelitian ini adalah kualitatif dengan menggabungkan berbagai sumber dari jurnal yang diakses melalui internet. Hasil penelitian menunjukkan bahwa perubahan perusahaan menuju era digital memiliki dampak signifikan pada kinerja dan keterampilan karyawan. Penelitian ini berfokus pada kinerja perusahaan dalam menghadapi perubahan era digital dan bagaimana karyawan menghadapi perubahan tersebut dalam pekerjaan mereka. Penulis berharap temuan dari penelitian ini dapat diimplementasikan oleh perusahaan dalam menghadapi perubahan menuju era digital. Penelitian ini juga memberikan wawasan bagi karyawan tentang pentingnya meningkatkan kinerja dan keterampilan mereka dalam menghadapi perubahan perusahaan yang mengarah ke era digital
Umpan balik dan Evaluasi Terhadap kinerja Organisasi: A Literature Review Mahyadi Mahyadi; Mochammad Isa Anshori
Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Vol. 3 No. 2 (2023): JULI : JURNAL ILMU MANAJEMEN, EKONOMI DAN KEWIRAUSAHAAN
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimek.v3i2.1781

Abstract

Feedback is information provided to individuals about their performance and can help them understand the difference between desired performance and actual performance achieved. Individuals with high self-evaluation tend to assess job demands in a more positive manner and have a greater ability to face or overcome those demands. High self-evaluation can influence individuals' perceptions of work situations and have a positive impact on job satisfaction. This systematic review is based on the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. The databases used were Scopus, SAGE full-text articles, and the language of publication was English. The keywords used in the article search were "Self-Evaluation" and "Feedback". After identifying several articles, the authors analyzed and synthesized them according to the inclusion and exclusion criteria set for this study. The findings indicate that manager performance evaluations using the Balanced Scorecard (BSC) pay more attention to general actions than to unique actions, unless cognitive feedback is given to highlight the importance of using all actions. This underscores the importance of considering behavior as the ultimate outcome of the feedback provided. This research also aims to create a better work environment through the acceptance of constructive feedback and the appropriate use of feedback. High-quality feedback is an important factor in the context of learning and individual performance in the workplace. Overall, these studies provide a better understanding of the importance of feedback in the context of learning, performance, and individual development in the workplace. Dialogic feedback, self-evaluation, and consistent feedback systems can help create a better work environment and improve individual performance and job satisfaction.
Gender dan Kepemimpinan : Sebuah Kajian Literatur Intan Baiduri; Nabilatul Hasanah; Fadjar Maulana; Mochammad Isa Anshori
Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Vol. 3 No. 2 (2023): JULI : JURNAL ILMU MANAJEMEN, EKONOMI DAN KEWIRAUSAHAAN
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimek.v3i2.1782

Abstract

Artikel ini membahas tentang gender dalam kepemimpinan yang saat ini masih menjadi topik pembahasan yang menarik banyak perhatian. Dimana bertujuan untuk membahas gaya kepemimpinan perempuan, kefektifan kepemimpinan, hubungan gender terhadap kepemimpinan, langit-langit kaca dan labirin yang merupakan istilah hambatan perempuan dalam kepemimpinan, dan motif menyingkirkan hambatan gender dalam kepemimpinan. Artikel ini menggunakan metode literature review atau kajian pustaka, dengan referensi dari beberapa penelitian terdahulu yang mengangkat topik yang serupa. Beradasarkan sumber-sumber yang telah dikumpulkan, ditemukan hasil dari literatur review ini mengungkapkan bahwa gender masih menjadi faktor signifikan dalam praktik kepemimpinan, terutama dalam tingkat kepemimpinan tinggi yang didominasi oleh laki-laki.Selain itu, penelitian menunjukkan bahwa terdapat perbedaan gaya kepemimpinan antara laki-laki dan perempuan. Laki-laki cenderung mementingkan aspek tugas dan otoritas, sedangkan perempuan cenderung menggunakan pendekatan partisipatif dan membangun hubungan. Kedua gaya kepemimpinan ini memiliki kelebihan dan kelemahan masing-masing, dan penting untuk mempertimbangkan konteks organisasi dan tugas yang terkait.
Pengalaman Karyawan: Cara Menarik Bakat, Mempertahankan Karyawan, Berkinerja Terbaik, Dan Mendorong Hasil Yessica Pauline Riani Purba; Abdul Basith Mirahardikusuma; Akhdan Assad Al Hakim; Linda Purnamasari; Mochammad Isa Anshori
Jurnal Ilmu Manajemen, Ekonomi dan Kewirausahaan Vol. 3 No. 3 (2023): NOVEMBER : JURNAL ILMU MANAJEMEN, EKONOMI DAN KEWIRAUSAHAAN
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jimek.v3i3.2251

Abstract

Purpose - This research aims to test how much motivation, rewards, professional or personal closeness, training, education, facilities and infrastructure contribute to improving employee performance. Findings - The results of the literature review show that discipline can improve employee performance indirectly through motivation. Design/methodology/approach-This research uses a structural equation modeling model which shows that motivation, reward, professional or personal closeness, training, education, facilities and infrastructure have a positive and significant influence on employee performance. Originality/value-This research shows an innovative view that companies need to retain top performing employees by using experience, good talent management, and motivation. By focusing on the best results from employees, this article provides insight into the importance of companies carrying out good talent management for their employees to drive results for the company. The value of this article is that it provides practical guidance for companies who want to find the best talent for the company to encourage the best performing employees who produce good results for companies who want to improve employee performance and encourage maximum results for the company.
Literature Review Tranformational Leadership Intan Fajar Daratista; Lailatul Fitriyah; Mochammad Isa Anshori
Populer: Jurnal Penelitian Mahasiswa Vol. 2 No. 4 (2023): Desember : Jurnal Penelitian Mahasiswa
Publisher : Universitas Maritim AMNI Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58192/populer.v2i4.1440

Abstract

Human resource management must be carried out professionally in order to produce competent human resources to improve the performance of individuals and companies. The role of a leader is very important in improving employee performance, because effective leadership provides direction to the efforts of all workers in achieving organizational goals. One of the appropriate leadership styles in dealing with change and addressing the proactive nature of employees is a transformational leadership style that brings change through a clear vision by involving subordinates in every activity. The right leadership style will make employees respectful at work and willing to contribute their best. With the implementation of the transformation leadership style in the company, it will create maximum employee performance which will affect the company's progress.
Studi Model Kepemimpinan terhadap Produktivitas Kerja Karyawan pada PT. Bank BTN KCP Syariah Jombang Nanda Ochtafia; Mochammad Isa Anshori
Global Leadership Organizational Research in Management Vol. 2 No. 2 (2024): Global Leadership Organizational Research in Management
Publisher : STIKes Ibnu Sina Ajibarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59841/glory.v2i2.1078

Abstract

Employee productivity is one of the determining factors for the company's success in achieving its goals. Proper leadership implementation can increase employee productivity, especially in the banking sector. A leader in the banking sector must be able to unite perceptions (perspectives) in every element of the company, both employees and leaders of institutions in an effort to achieve the goals of financial institutions. This can be seen from the leadership style applied to one of the banking institutions in Indonesia, namely PT. State Savings Bank Jombang Sharia Sub-Branch Office. This research was conducted with the aim of knowing how to implement the leadership model at PT. BANK BTN KCP Syariah Jombang in relation to increasing employee productivity. This study uses the literature review method. Based on the results of literature studies, it can be seen that the leadership model at PT. BANK BTN KCP Syariah Jombang implemented is a democratic, charismatic, and transformational leadership model. Leadership plays an important role in employee productivity. This is because the application of a good leadership model will affect the morale, loyalty, work ethic, and company culture. If employees have a high.
Kompensasi dan Imbalan Digital: Membangun Sistem Kinerja, Bonus, dan Pendekatan Fleksibel untuk Penghargaan Karyawan di Era Digital Iwanussoleh Iwanussoleh; Ristin Dea Ananda Gesta; Rina Marliana; Bilqis Maharani Qodri; Mochammad Isa Anshori
Jurnal Manajemen dan Ekonomi Kreatif Vol. 1 No. 4 (2023): Oktober : Jurnal Manajemen dan Ekonomi Kreatif
Publisher : Universitas Kristen Indonesia Toraja

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59024/jumek.v1i4.224

Abstract

Purpose − In the ever-evolving digital era, the paradigm of employee compensation and rewards is also undergoing a fundamental transformation. Digital Compensation and Rewards concepts have emerged as a response to these changes, with a focus on building adaptive performance systems, innovative bonus approaches, and flexibility in employee rewards. Overall, the Digital Compensation and Rewards paradigm brings modern concepts to human resource management. In the digital era, employee compensation and reward systems are experiencing fundamental changes. The use of technology allows for more efficient implementation of performance-based systems. Findings- The results of the literature review show that technology has a significant positive impact on the employee recruitment stage. Apart from that, the implementation of digital compensation and rewards is also an integral part of employee performance. Design/methodology/approach- By using data-based performance assessments with digital platforms, companies can collect and analyze employee performance data in more detail. This allows for more objective and accurate assessments, as well as providing opportunities for appropriate recognition of individual contributions. Practical implications- Involves improving the recruitment process through the use of digital technology and social media, adjusting the compensation system to include digital performance bonuses and application-based incentives, flexibility in providing rewards tailored to individual preferences, the use of data and analysis to measure employee performance accurately, as well as development of HR skills in integrating digital technology in human resource management. By paying attention to these practical implications, companies can improve their human resource management strategies to face the challenges and opportunities in the digital era, which can support organizational growth and success. Originality/value- This research presents an innovative view of how organizations can use digital technology and more flexible bonus systems to increase employee motivation and productivity. With a focus on the digital era, this paper provides insight into the importance of adapting to technological changes in human resource management. The value of this paper is that it provides practical guidance for companies seeking to improve their human resource management strategies to optimize employee performance and rewards in the ever-changing digital era.
Teknologi Dalam Rekrutmen: Pengaruh Kebijakan Skor Kredit Terhadap Rekrutmen Karyawan Berbasis Web Rohmatul Putri Choiroh; Nila Fitriana; Jaka Arif Rahman Hidayat; Chinta Aulia Puja Lista Kumala; Mochammad Isa Anshori
Jurnal Manajemen dan Ekonomi Kreatif Vol. 1 No. 4 (2023): Oktober : Jurnal Manajemen dan Ekonomi Kreatif
Publisher : Universitas Kristen Indonesia Toraja

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59024/jumek.v1i4.225

Abstract

Purpose - In this era, technological advances cannot be separated from human life, one of which is the employee recruitment process carried out by companies. The purpose of writing this article is to examine the influence of technology on the employee recruitment process. With advances in technology, the recruitment process can be carried out more effectively and efficiently. Design/methodology/approach-By using data analysis methods from various journals, books, articles and literature, the recruitment process is carried out quite in length, starting from distributing job vacancies, collecting files, selecting and making decisions to hire employees who suit the company's needs, especially now that there is a credit score policy. Of course, if done manually it will take a long time, and archiving data cannot be done efficiently. For this reason, technological advances must be utilized optimally to facilitate the employee recruitment process. Findings-The findings from the literature that have been reviewed are that technology has a positive and quite large influence on the employee recruitment process. and the existence of a credit score policy in the employee recruitment process. Practical implications - With a credit score policy and using the web to manage the employee recruitment process, the company will easily recruit employees and manage prospective employee data and analyze credit score data so that the company can easily obtain quality human resources according to the company's needs.
Co-Authors Abdul Basith Mirahardikusuma Achmad Faisal Al Farizy Ade Rizaldi Hidayatullah Aditya Maulana Yusuf Aef Fikrial Barlean Afif Hammami Afninda Ainun Arvi Agustin Pratiwi ahmad dhani syahruddin Ahmad Dhani Syahrudin Ahmad Faisol Amir Ahmad Hasinul Adabi Ahmad Rifqi Dwi Putra Ahmad Zayroni Akhdan Assad Al Hakim ALFI MANZILATUR ROHMAH Alfin Amal Chasani Algitama Wandana Putera Alimatul Mukayah Ananda Roro Wulandari Anastasia Br Surbakti Anasul Muttaqin Anidya Ilmi Febriyanti Anisa Nur Maulidiyah Antoni Ahmad Nufal Ardi Firmannsyah Aria Eka Agustina Abdullah Arista Maulida Roziana Putri Ariva Chafshah Arofatus Sakdiah Arul Mu`is Arya Satya Pratama Aulia Rahmayanti Bilqis Maharani Qodri Chinta Aulia Puja Lista Kumala Cindi Septianza Cindy Safvitri Cintya Dwi Nur Kholifah Dian Ayu Dwi Permata Agustine Dian Septiani Wibowo Dicki Bagus Chandra Diva Ayu Syafitri Djoko Wijono Dwi Ambarwati Dyah Ayu Safitri Faaizal Ari Wibowo Fadilatul Umah Fadjar Maulana Farah Anindra Putri Farid Al Farizi Fatimatus Zahro FATIMATUS ZAHROH Fatrining Tyas Febri Dwi Prakoso Fikri Dwi Novianto Filsa Soraya Firnanda Noeria Rizkiana Fithiyatul Husnah Fitria Agustina Fyo Gebina Granit Agustina Halimatus Zahro hasanah hasanah Helen Novita Sari Herlyta Ryzki Lestari Hibah Yuliana Khamila Hikmatul Maula Hilya Sania Rosada Hosnaidah Husnul Hotimah Ika Nurillah Ati Indra Kurniawan Intan Baiduri Intan Fajar Daratista Intan Purnomo Ismail Yahya Saputra Itaul Masarroh Iwanussoleh Iwanussoleh Izzatul Masruroh Jaka Arif Rahman Hidayat Jasmine Az Zahra Vaesya Jemadi Jessica Fernanda Audrelya Joni Kutu Kampilong Julika Pasaribu Kania Fitri Alyaa Nugraha Khoirul Anwar Kholidya Farra Safitri LAILATUL FITRIYAH Lailatul Magfiroh Laurentin Carolin Tiara Linda Purnamasari Lintang Praja Musti Luluk Mukarromah M. Firdaus Tsani M. Taufiqurrohman M.Arie Yudha F M.Prayoga Mahyadi Mahyadi Maila Faiza Hj Maimunah Maimunah Malika Risqi Maudina Alia Mega Diva Moh Badwi Moh. Ishaq Mohammad Abbas Sastrodiputro Mohammad Irfandi Iqbal Mufarrohah Mufarrohah Muhammad Arung Nazarudin Muhammad Chairil Arifin Muhammad Ferri Hardhiansyah Muhammad Risky Afandi Muhammad Rizki Adilla Fatah Musayaroh Musayaroh Musri’ah Musri’ah Nabilah Maulidah Az-Zahroh Nabilatul Hasanah Nadia Nailussa’adah Aviva Nanda Ochtafia Nasim Nasim Nasya Soraya Yusuf Nila Fitriana Nila Malikhah Nizam Ulul Azmy Noor Qaria Rahmawaty Novelia Agustina Wandagu Nur Dina Kamilia NUR HASANAH Nur Lailatul Hidayah Nur Laili Rahmawati Nur Qoulan Tsakila Nur Rahmania Nuril Fitria Nuril Shofiyah Nurita Andriani Nurul Fitria Nurul Septi Amelia Prata Vitha Maysha Rado Putri Ayu Andini Putri Meliana Santoso Putri Mukminah Izzatul Jannah Rahma Amelia Ramadhani Al-Furqon Rani Afkarina Rendy Supriyanto Reynald Fakhrul Fakhriza Zulfi Rieneke Ryke Kalalo Rieneke Ryke Kalalo Rifdatul Maulidah Rina Marliana Ririn Ariyanti S Riskyta Aqliyatul Amalia Risma Indriyani Ristin Dea Ananda Gesta Rizkyna Qur`aini Rohmatul Putri Choiroh Rosita Pratiwi Junaidi Rukmiadim, Dwi Masitoh Safrizal, Helmi Buyung Aulia Safvitri, Cindy Saidati Nor Wildana Salsabilah Al Fitri Saqif Haidarravy Savina Nur Lailiyah Sekar Aulia Inaya sephianabayhaqi Septiana Devita Nurfadela Shela Irvara Wulandari Shifa Dwi Faluvi Sinal Sinal Sintiya Tsalisa Agustina Siti Aisyah Siti In Meida Yasmin Suci Maela Sari Surya Andhika Putra Sutri Anisa Thijanul Aroby Tria Nurul Arofah Tuffahul Humairoh Umroatus Soleha Vina Rohmatul Ummah Wahdatul Laili Wanti Mustika Rini Wilda Al aluf Winda Oktavia Ramadhina Winda Sri Rahayu Wirantono Adiputra Yessica Pauline Riani Purba Zulfikar Akbar