Article Per Year (5 Year)
p-Index From 2020 - 2025
0.947
P-Index
This Author published in this journals
All Journal Jurnal Ilmiah Manajemen dan Bisnis (JIMB) MIX : Jurnal Ilmiah Manajemen Jurnal Doktor Manajemen (JDM) JURNAL LENTERA BISNIS Dinasti International Journal of Digital Business Management
Ahmad Hidayat Sutawijaya
Unknown Affiliation
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Social Sciences Other

Published : 5 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 5 Documents
Search

 1 
SUPPLY CHAIN MANAGEMENT: ANALISIS DAN PENERAPAN MENGGUNAKAN REFERENCE (SCOR) DI PT. INDOTURBINE Ahmad Hidayat Sutawijaya; Eri Marlapa
MIX: JURNAL ILMIAH MANAJEMEN Vol 6, No 1 (2016): MIX: Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (550.144 KB)

Abstract

Abstract: This study analyzes the application of Supply Chain Operations Reference Model(SCOR). The purpose of this study to determine the application of supply chain model byusing the SCOR model by measuring the performance of the supply chain management at PT.INDOTURBINE based model of Supply Chain Operations Reference (SCOR). This study isa category of business research which uses quantitative and qualitative research methods. Thepopulation in this study were all kind or kinds of turbine parts of various brands with asample of the data delay in delivery of turbine parts. Data mismatch turbine parts in the fieldfor the period of 2011 to 2014 for customers Pertamina Hulu Energi (PHE), which has thelargest percentage. Technical analysis used in this research is to use the metric system forassessing the performance of the supply chain which consists of three levels, namely level 1,level 2 and level 3. These results indicate that conditions in the supply chain of PT.Indoturbine less efficient because the metric measurements of PT. Indoturbine especiallyPOF and OCFT value is below the industry median value Benchmark Data Advantage. Thecomparison is as follows: Value POF by 64.03% while the value of POF Advantage DataBenchmark by 71.8% while the value OCFT for 92 days while the value OCFT AdvantageData Benchmark by 90 daysKeywords: SCOR Model, Supply Chain ManagementAbstrak: Penelitian ini menganalisis penerapan Model Supply Chain Operation Reference(SCOR). Tujuan penelitian ini untuk mengetahui penerapan model rantai pasok denganmenggunakan model SCOR dengan melakukan pengukuran kinerja terhadap manajemenrantai pasok di PT. Indoturbine berdasarkan model Supply Chain Operation Reference(SCOR). Penelitian ini merupakan katagori riset bisnis yang menggunakan metoda penelitiankuantitatif dan kualitatif. Populasi pada penelitian ini adalah semua jenis turbine parts dariberbagai merek dengan jumlah sampel dari data keterlambatan pengiriman turbine parts .Data ketidaksesuaian turbine parts dilapangan untuk periode tahun 2011 sampai 2014 untukpelanggan Pertamina Hulu Energi (PHE) yang mempunyai persentase terbesar. Teknisanalisis yang digunakan dalam penelitian ini adalah menggunakan sistem metrik untukmenilai kinerja rantai pasok yang terdiri atas 3 level yaitu level 1, level 2, dan level 3.Berdasarkan tahapan-tahapan proses yang terdapat pada setiap bagian pada level 1 rantaipasok terdapat beberapa proses yang mengalami kesalahan. Penelitian ini menunjukkanbahwa kondisi rantai pasok di PT. Indoturbine kurang efisien karena metrik pengukuranyang dimiliki PT. Indoturbine khususnya nilai POF dan OFCT berada di bawah nilai medianindustri yaitu nilai Advantage Data Benchmark. Adapun perbandingannya adalah sebagaiberikut : Nilai POF sebesar 64,03% sedangkan nilai POF Advantage Data Benchmark sebesar71,8% sedangkan Nilai OFCT sebesar 92 hari sedangkan nilai OFCT Advantage DataBenchmark sebesar 90 hari.Kata Kunci : SCOR Model, Supply Chain Management
Hambatan Keberlanjutan Usaha Kecil dan Menengah: Tinjauan Literatur Ahmad Faridi; Unang Toto Handiman; Dinar Nur Affini; Herdiyanto Herdiyanto; E Rochaeti; Ahmad Hidayat Sutawijaya
Jurnal Doktor Manajemen (JDM) Vol 5, No 1 (2022): APRIL 2022
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jdm.v5i1.13901

Abstract

The purpose of this article is to analyze the barriers faced by small and medium-sized enterprises (SMEs) when implementing initiatives for sustainable development. For this purpose, a search equation was designed, and the 54 articles were the highest cited from the search results via the Publish or Perish tool between 2015 and December 2021. The criteria selected for article analysis were article title, article year, abstract, and keywords. The research methodology uses a three-stage systematic literature review. The results of this study are the barriers to sustainability for SMEs. The most common barriers are lack of resources, high initial capital costs to implement sustainability measures, lack of expertise, risk aversion, short-term planning, technological complexity, waste of time. This research can identify various types of barriers to sustainable SMEs. 
Development Of A Systematic, Accountable And Inclusive Mechanism Through Talent Management In Preparing Future Leaders Bustanul Arifin Caya; Masydzulhak Djamil; Ahmad Hidayat Sutawijaya; Dinar Nur Affini
Jurnal Ilmiah Manajemen dan Bisnis Vol 8, No 2 (2022): Jurnal Ilmiah Manajemen dan Bisnis
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jimb.v8i2.14827

Abstract

The Bureaucratic performance is generally characterized by the low quality of public services. Talent management is a mechanism in order to attract, motivate and retain qualified leaders. Therefore, this study aims to analyze the development of talent management in order to prepare future leaders. Talent management is the result of a paradigm shift in human resource management. Experts divide the definition of talent management into two spectrums, namely exclusive and inclusive. Both definitions aim to increase the organization's opportunities in order to increase the achievement of its objectives. The success of implementing talent management in various countries and the private sector has encouraged the Indonesian government to adopt talent management as part of the bureaucratic reform agenda. This study showed that the implementation of talent management requireed 3 values including: 1) A transparent process is one of the keys to the successful implementation of talent management in public institutions; 2) Several methods that can be used are assessment center, 9 talent boxes and development program; and 3) the talent management implementation process requires commitment from all elements of the institution. In addition, the development of talent management is formed in several stages. 1) Establishment of regulations to support the development of talent management; 2) Establishment of an Assessment Center as a center for assessing the competence of prospective leaders; 3) Reorientation of the preparation of position competencies through the Assessment Center; 4) Talent management development; 5) Integration of talent management programs with education and training through the utilization of the talent pool; 6) Establishment of a Corporate University as part of the commitment to the talent development program in the talent pool.
EFFECT OF WORK ENVIRONMENT AND MOTIVATION ON WORKLOAD AND ITS IMPLICATIONS ON EMPLOYEE PERFORMANCE PT. PLN (PERSERO) UP3 KEBON JERUK Parulian, Sahat; Ahmad Hidayat Sutawijaya
Dinasti International Journal of Digital Business Management Vol. 1 No. 2 (2020): Dinasti International Journal of Digital Business Management (February - March
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (538.215 KB) | DOI: 10.31933/dijdbm.v1i2.134

Abstract

This study aims to determine and clarify the effect of work environment and work motivation for workload and its implementation on employee performance. Respondents 67 employees (entire population). Data collection is done through interviews and questionnaires. Data were analyzed using path analysis (SmartPls 3.0 software) and correlation matrix between dimensions (SmartPls 3.0 software). The results showed that: (1) Work Environment and Motivation both partially and simultaneously affect Employee Performance; (2) Work environment, motivation and workload both partially and simultaneously affect employee performance; (3) Workload mediates the work environment and motivation on performance. Based on the analysis of the correlation matrix between dimensions, to improve the Work Environment, which has a positive correlation with Workload, it is recommended to maintain and improve the dimensions of Non-Physical Work Environment and also for employee performance also to improve the Physical Environment dimension. To increase motivation, which has a positive correlation with workload, it is recommended to maintain and improve hygiene. And for employee performance that is increasing the dimensions of intrinsic appreciation. To increase the workload that has a positive correlation with employee performance it is advisable to maintain and improve the dimensions of frustration
ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI RETENSI KARYAWAN PADA KANTOR CABANG BANK CENTRAL ASIA Surya Hardi Lukita; Ahmad Hidayat Sutawijaya; Siti Mariam; Abdul Haeba Ramli
JURNAL LENTERA BISNIS Vol. 14 No. 2 (2025): JURNAL LENTERA BISNIS, MEI 2025
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v14i2.1477

Abstract

In this era of globalization and intense competition in the business world, retaining qualified and potential employees is an important challenge for many companies, especially banks. However, a high employee turnover rate is one of the main problems that companies often face. BCA as one of the banks that is able to maintain employee retention well, therefore, analyzing factors such as Job Satisfaction, Compensation, Company Culture and Career Development Opportunities which are thought to influence Employee Retention at BCA bank branch offices is important. The research approach used in this research is quantitative research using SPSS software. The population in this study were employees at BCA bank branch offices with the criteria of having permanent employee status, working for more than or equal to three years and domiciled at BCA bank branch offices in JABODETABEK. Determining respondents used a non-probability sampling method with a total of 130 respondents. The results of this research showed that the variables Job Satisfaction, Compensation, Company Culture and Career Development Opportunities simultaneously had a positive effect on Employee Retention at BCA bank branch offices in JABODETABEK. Then it was also found that the results of this research partially showed that Job Satisfaction and Company Culture did not have a positive effect on Employee Retention at BCA bank branch offices in JABODETABEK. Compensation and Career Development Opportunities have a positive effect on Employee Retention at BCA bank branch offices in JABODETABEK.
Co-Authors Abdul Haeba Ramli Ahmad Faridi Bustanul Arifin Caya Dinar Nur Affini E Rochaeti Eri Marlapa Herdiyanto Herdiyanto Masydzulhak Djamil Parulian, Sahat Siti Mariam Surya Hardi Lukita Unang Toto Handiman