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HUTABARAT, LAMMINAR
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PENGEMBANGAN NILAI TAMBAH KOMODITAS PERTANIAN DI KECAMATAN SIMPANG EMPAT KABUPATEN KARO Napitupulu, Runggu Besmandala; Hutabarat, Lamminar; Silaen, Novia Ruth; Tarigan, Jenni; Elly Ria, Chainar
PKM Maju UDA Vol 5 No 1 (2024): APRIL
Publisher : Lembaga Penelitian dan Pengabdian Pada Masyarakat (LPPM) Universitas Darma Agung (UDA) Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/pkmmajuuda.v5i1.4325

Abstract

Community service outreach activities aim to increase insight into the added value development of agricultural commodities, especially carrots, red chilies and sweet oranges in Simpang Empat sub-district, Karo district; Improvement of inadequate attributes and development of new attributes so that agricultural products have higher market value; Increasing farmers' innovation capabilities in relation to the supply chain in order to increase added value. The presentation was held in the meeting room of the sub-district office which was attended by 30 (thirty) participants. The concepts expressed concern innovation capabilities, building competitive advantage through rare resources, vision and mission formulation and internalization, and supply chain management. The result was a change in farmers' work techniques. Farming communities are increasingly selling their agricultural products in the farms. There are farmers efforts to improve their agricultural performance either by shortening the supply chain or packaging so that it is safer and more attractive.
KEWIRAUSAHAAN BERBASIS PERTANIAN DI DESA HATOGUAN KECAMATAN PALIPI KABUPATEN SAMOSIR Napitupulu, Runggu Besmandala; Hutabarat, Lamminar; Silaen, Novia Ruth; Tarigan, Jenni
PKM Maju UDA Vol 5 No 1 (2024): APRIL
Publisher : Lembaga Penelitian dan Pengabdian Pada Masyarakat (LPPM) Universitas Darma Agung (UDA) Medan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/pkmmajuuda.v5i1.4333

Abstract

Community service activities aim to create successful entrepreneurs and provide knowledge about the steps to starting a business in agriculture. The problem faced is the character of the Hatoguan village community who are surrendered to their current situation. They are more demanding of the government in meeting their needs. The PkM team motivated the participants by transferring knowledge about entrepreneurship in agriculture, especially cultivation/plantation and fisheries. The activity was carried out for 3 (three) months starting from observation to evaluation. Participants were very enthusiastic about the material provided. The village head is very collaborative with the PkM team. The results of the evaluation show that the above activities have an impact on the community. Some of the participants have started a new business. They are also in the process of establishing a institution for the production and distribution of maize agricultural.
PENGARUH KOMPENSASI DAN LINGKUNGAN KERJA TERHADAP LOYALITAS KARYAWAN PADA KANTOR DINAS KOPERASI UMKM KOTA MEDAN Ndruru, Andi Markus; Buulolo, Muliana; Napitupulu, R.B; Hutabarat, Lamminar
JURNAL GLOBAL MANAJEMEN Vol 13 No 1 (2024): JUNI
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitass Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/global.v13i1.4687

Abstract

Penelitian ini bertujuan untuk menguji pengaruh kompensasi dan lingkungan kerja terhadap loyalitas karyawan pada Kantor Dinas Koperasi UMKM Kota Medan. Dalam penelitian ini terdapat 2 (dua) variabel independen yaitu kompensasi dan lingkungan kerja dan 1 (satu) variabel dependen yaitu loyalitas karyawan. Metode pengembilan sampel yang dilakukan adalah metode purposive sampling. Jumlah populasi dalam penelitian ini adalah 35 orang dan jumlah sampel sebanyak 35 orang/pegawai Dinas Koperasi UMKM Kota Medan. Jenis data dalam penelitian ini adalah data primer, sedangkan sumber data bersumber dari pegawai/responden. Metode pengumpulan data yang digunakan adalah metode kepustakaan dan metode penelitian lapangan. Data tersebut dianalisis secara deskriptif kuantitatif dengan menggunakan aplikasi SPSS (Statistical Product and Service Solution) versi 24.0 for windows dengan menggunakan uji F (simultan), dan Uji t (parsial). Hasil penelitian ini menunjukan bahwa secara parsial kompenisasi terhadap loyalitas karyawan memiliki nilai signifikan dimana diperoleh nilai thitung 3,348 > ttabel 2,036 dan angka sig. 0,002. Secara parsial lingkungan kerja terhadap loyalitas karyawan memiliki nilai signifikan dimana diperoleh nilai thitung 3,705 > ttabel 2,036 dan angka sig. 0,002. Secara simultan kompenisasi dan lingkungan kerja terhadap loyalitas karyawan dengan nilai Fhitung 6,934 > Ftabel 3,28 untuk kesalahan 5% uji 2 pihak dan dk =n-k-1 (35-2=33) Kemudian hasil uji t variabel kompensasai dan lingkungan kerja berpengaruh signifikan terhadap loyalitas karyawan.
PENGARUH BUDAYA ORGANISASI PEMBERDAYAAN KEPEMIMPINAN TERHADAP KINERJA KARYAWAN PT. KARYA AGUNG NAGAGEMILANG MEDAN P. Nababan, Gunawan; Halawa, Liana Wansa Putri; Hutabarat, Lamminar
JURNAL GLOBAL MANAJEMEN Vol 13 No 1 (2024): JUNI
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitass Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/global.v13i1.4688

Abstract

Latar belakang dari penelitian ini adalah bertujuan untuk mengetahui Pengaruh Budaya Organisasi dan Pemberdayaan Kepemimpinan Terhadap Kinerja Karyawan PT. Karya Agung Naga Gemilang Medan . Kerangka berpikir dalam penelitian ini terdiri dari tiga variabel yaitu : Variabel X1 (Budaya Organisasi), Variabel (X2) (Pemberdayaan Kepemimpinan) dan Variabel Y (Kinerja Karyawan). Dalam penelitian ini, 100 orang mejadi sampel penelitian. Metode analisis data yang digunakan adalah metode analisis kuantitatif, yang meliputi uji validitas, uji reliablilitas, uji asumsi klasik, analisis linier beganda, pengujian hipotesis melalui uji-t,uji-f dan uji koefisien determinasi (R2). Data yang telah memenuhi uji validitas, uji reliabilitas, dan uji asumsi klasik diolah dengan bantuan SPSS sehingga menghasilkan persamaan regresi sebagai berikut : Y = 3.437 + 0.363(X1)+(0.295(X2). Hasil dari uji t Variabel (X1) diperoleh nilai thitung (7.896) > ttabel (1.966),dan nilai signifikan (0.001 < 0.05), untuk Variabel (X2). diperoleh nilai thitung (4.219) > ttabel (1.966) dan nilai signifikan (0.001 < 0.05). Hasil dari uji F fhitung (63.396) > ftabel (2.310) dan nilai signifikan (0,001<0,05).Dari uji determinasi R2 diketahui bahwa besarnya persentase adalah (0.567) atau (56.7%) sedangkan sisanya (43.3%) dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini.
PENGARUH PENDIDIKAN DAN PENGEMBANGAN KARIR TERHADAP KINERJA PEGAWAI DI DINAS KETENAGAKERJAAN KOTA MEDAN Sastra Sinaga, Deni; Sianturi, Eko suprianto; Sinaga, Agam; Hutabarat, Lamminar
JURNAL GLOBAL MANAJEMEN Vol 12 No 2 (2023): Desember
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitass Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/global.v12i2.4073

Abstract

Based on the description of this research, it aims at education and career development, which are factors that can increase and decrease employee performance. and career development on employee performance at the Medan City Manpower Office. The formulation of this employee performance problem can be seen from the employee education that is not yet good and the career development that is implemented is not yet effective in agencies. Hypothesis This study aims to determine how much influence education and career development have on employee performance at the Medan City Manpower Office. Data collection methods used in this study were observation, interviews, and distribution of questionnaires. The population in the study consisted of 58 employees in the agency. Data analysis tools are multiple linear regression analysis, partial test (t), simultaneous test (F), adjustid R Squer test and determination test (R2). The conclusion of the education variable, results are obtained where the influence of education is significant 0.001> 0.05 and the value of tcount> ttable (2.961> 1.673), career development is obtained from the results where career development has a significant value of 0.001> 0.05 and the value of tcount> ttable (14.894> 1.673). simultaneously carried out on education and career development shows a value of tcount> ttable (371.338> 3.165) and a significant value of 0.000> 0.05. Furthermore, the R2 value is 0.929, which means that education and career development affect employee performance by 92.9%, while the remaining 7.1% is influenced by other factors. So it can be concluded that the independent variables (education and career development) together have a significant effect on the variable (employee performance) at the Medan City Manpower Office. Suggestions for agency leaders to have a schedule for consulting with employees so that employees are more focused in carrying out their duties and should be able to achieve predetermined work targets.
PENGARUH LINGKUNGAN KERJA DAN MOTIVASI KERJA TERHADAP PRODUKTIVITAS KERJA KARYAWAN DI PT. JAYA ANUGRAH SUKSES ABADI MEDAN Elmita Sirait, Desi; Fau, Emris Yulianis; Hutabarat, Lamminar; Silaen, Novia Ruth
JURNAL GLOBAL MANAJEMEN Vol 13 No 1 (2024): JUNI
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitass Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/global.v13i1.4690

Abstract

Riset ini bermaksud buat mengenali Akibat Area Kegiatan serta Dorongan Kegiatan kepada Daya produksi Kegiatan pada PT. Berhasil Anugrah Sukses Abadi( Brastagi Supermarket) Jalan. Gatot Subroto 288 Area. Populasi dalam riset ialah semua Semua Pegawai PT. Berhasil Anugrah Berhasil Kekal Area. Ilustrasi yang didapat berjumlah 85 manusia. Metode pengumpulan informasi ialah tanya jawab serta angket. Informasi memakai tata cara Percobaan keabsahan, Reliabilitas, Percobaan Anggapan Klasik, Regresi Linier Berganda, Percobaan t( percobaan parsial), Percobaan f (percobaan simultan), serta Koefisien Pemastian dengan memakai aplikasi SPSS ver 23. Bersumber pada hasil pengetesan dengan cara parsial akibat Daerah Kegiatan kepada Daya produksi didapat angka t- hitung sebesar 2,997 > t-table 1,989 dan mempunyai nilai signifikan sebesar 0,000<0,04 dapat disimpulkan bahwa berpengaruh positif dan signifikan terhadap Produktivitas Kerja. Berdasarkan hasil pengujian secara parsial pengaruh Motivasi Kerja terhadap Produktivitas Kerja diperoleh nilai t-hitung 4.493> t-tabel 1.989 dan mempunyai nilai signifikan sebesar 0,000 < 0,05 dapat disimpulkan bahwa Motivasi Kerja berpengaruh postif dan signifikan terhadap Produktivitas Kerja Berdasarkan hasil uji F hitung 18.259 > F tabel 3,11 dan mempunyai nilai signifikan 0,000 < 0,05 dapat disimpulkan secara simultan atau bersama-sama berpengaruh positih dan signifikan Lingkungan Kerja dan Motivasi Kerja terhadap Produktivitas Kerja Pada PT. Anugrah Sukses Abadi Medan. Berdasarkan koefisien determinasi (R2) sebesar 30,8% besaran nilai presentase yang mempengaruhi variabel terikat (Produktivitas Kerja) sedangkan sisanya 69,2%.
PENGARUH PEMBERIAN REWARD DAN PUNISHMENT TERHADAP KINERJA PEGAWAI PADA DINAS PENANAMAN MODAL DAN PELAYANAN TERPADU SATU PINTU KOTA MEDAN Simaremare, Pebri A.; L. Batu, Dyvia Rosa Aprilyanty; Simatupang, Sabar LT; Hutabarat, Lamminar
JURNAL GLOBAL MANAJEMEN Vol 12 No 2 (2023): Desember
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitass Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/global.v12i2.4075

Abstract

his study aims to determine "The Influence of Providing Rewards and Punishments on Employee Performance at the Investment Service and One-Stop Services in Medan City." with a total sample of 57 people. This study uses primary data obtained by distributing questionnaires to employees who work at the Medan City Investment and One-Stop Services Office. Data analysis techniques used in this study were validity, reliability, classical assumption tests, multiple linear regression and hypothesis testing operated by SPSS ver 23 software. Partial testing of the effect of Rewards on Employee Performance obtained a t-count value of 3.243 > t- table 2.005 and has a significant value of 0.002 <0.04 it can be concluded that it has a positive and significant effect on employee performance. Based on the partial test results of the effect of Punishment on Employee Performance, the t-count value is 5.921 > t-table 2.005 and has a significant value of 0.000 <0.05. It can be concluded that Punishment has a positive and significant effect on Employee Performance. Based on the results of the F test count 56,161 > F table 3.17 and have a significant value of 0.000 <0.05 it can be concluded that simultaneously or together have a positive and significant effect on Reward and Punishment on Employee Performance at the Investment Service and One-Stop City Integrated Services Medan. The result of the coefficient of determination R2 is 0.663 or 66.3%, which means that employee performance is influenced by reward and punishment while the remaining 33.7% can be explained by other variables that were not examined in this study. So it can be concluded that Reward and Punishment have a positive influence or jointly on Employee Performance.
PENGARUH PENGEMBANGAN KARIR, PENGHARGAAN, DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN KAMPUS STIE PROFESIONAL MANAJEMEN COLLEGE INDONESIA (STIE PMCI) Simorangkir, Niastyna; Simatupang, Sabar L.T.; Hutabarat, Lamminar
JURNAL GLOBAL MANAJEMEN Vol 13 No 1 (2024): JUNI
Publisher : Lembaga Penelitian dan Pengabdian Masyarakat Universitass Darma Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46930/global.v13i1.4696

Abstract

Penelitian ini dilatarbelakangi oleh perhatian terhadap kurangnya produktivitas karyawan di suatu organisasi. Tujuan penelitian ini ialah untuk menyelidiki pengaruh pengembangan karir, pemberian penghargaan, dan motivasi kerja terhadap kinerja karyawan di Kampus STIE PMCI. Penelitian ini menggunakan pendekatan kuantitatif dengan melibatkan 30 responden sebagai populasi dan sampel. Variabel independen dalam penelitian ini mencakup pengembangan karir, pemberian penghargaan, dan motivasi kerja, sedangkan variabel dependennya ialah kinerja karyawan. Pengujian instrumen menggunakan uji validitas dan reliabilitas. Sedangkan metode analisis data menggunakan analisis regresi linier berganda dengan uji t, uji f dan R². Hasil penelitian variabel independen pengembangan karir (X1) diperoleh thitung (5,230) > ttabel (2,052), variabel penghargaan (X2) thitung (2,833) > ttabel (2,052) dan variabel motivasi kerja (X3) thitung (2,312) > ttabel (2,052). Maka variabel pengembangan karir (X1) berpengaruh secara parsial terhadap variabel kinerja karyawan (Y), variabel penghargaan (X2) berpengaruh secara parsial terhadap variabel kinerja karyawan dan motivasi kerja (X3) berpengaruh secara parsial terhadap kinerja karyawan (Y). Hasil uji F menunjukan bahwa fhitung (15,228) > ftabel (2,98), sedangkan signifikansi ialah 0,000 < alpha pada taraf signifikan 0,05 maka Ho ditolak dan Ha diterima yang berarti variabel independen (pengembangan karir, penghargaan dan motivasi kerja) secara bersama-sama atau simultan mempengaruhi variabel dependen (kinerja karyawan) secara positif dan signifikan. Hasil uji koefisien determinasi (R²) menunjukan Adjusted R Square 0,595 atau 59,50% yakni berarti variasi variabel kinerja karyawan dapat dijelaskan oleh variabel pengembangan karir, penghargaan dan motivasi kerja, sisanya 40,5% dapat dijelaskan oleh variabel lain diluar penelitian ini. Disarankan Pimpinan STIE PMCI kiranya dapat meningkatkan kinerja karyawannya dengan membuka peluang tebuka untuk pengembangan karir, memberikan penghargaan secara berkelanjutan dan selalu memotivasi karyawannya.
The effect of halal labeling on the performance of small and medium enterprise (SME) in medan city Ichsan, Reza Nurul; Hartin Nst, Venny Fraya; Nasution, Lukman; Hutabarat, Lamminar
Jurnal Mantik Vol. 8 No. 1 (2024): May: Manajemen, Teknologi Informatika dan Komunikasi (Mantik)
Publisher : Institute of Computer Science (IOCS)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/mantik.v8i1.5108

Abstract

Indonesia has the largest Muslim market share in the world, with a large percentage of the Muslim population, the availability of foodstuffs is certainly an important factor in meeting the food consumption needs of the Indonesian population, not only good and healthy food but also halal. This study aims to determine the effect of halal labeling on the performance of Small and Medium Enterprise (SME) in Medan City. The population in this study is 406 business actors. This study used a quantitative approach. Data collection techniques used using questionnaires/questionnaires. Questionnaires were given to business actors in Medan City. Based on the results of the study that halal labeling statistically has a significant effect on the performance of Small and Medium Enterprise (SME). Based on the results of the study that halal labeling statistically has a significant effect on the performance of Small and Medium Enterprise (SME). Based on the results of the coefficient of determination test that halal labeling has a strong relationship (correlation) of 86.4%. The amount of adjusted R2 produced 0.743 means that 74.3% of the independent variable contributes an effective influence on the dependent variable while the remaining 25.7% is influenced by other factors
THE MODEL OF LEADERSHIP BASED CHARACTER FOR INCREASING UNIVERSITY MANAGEMENT QUALITY hutabarat, Lamminar; Marhalinda, Marhalinda; Moeins, Anoesyirwan
Dinasti International Journal of Education Management And Social Science Vol. 3 No. 3 (2022): Dinasti International Journal of Education Management and Social Science (Febru
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v3i3.1150

Abstract

The purpose of this study was to determine the pattern of leadership in university management that was integrated into 18 national characters. The approach is carried out by examining the theories, concepts, principles related to those discussed in this paper. Legal materials obtained from secondary data are sourced from library research. The technique used in this research is document study techniques, namely data obtained from relevant literature. All data that has been obtained will be analyzed qualitatively or known as qualitative descriptive analysis. Where all the data collected will be analyzed systematically. Leadership management innovation in Higher Education Management is integrated in which the values ??of 18 national characters are concepts of religious and cultural teachings adopted, but in reality the trend is to adopt a pattern of leadership style from the West which does not necessarily match the culture in our society.
Co-Authors A. Mahendra, A. Mahendra Butar, Monetarist Butar Buulolo, Muliana Bu’ulolo, Samitina Damanik, Hormaingat Elly Ria, Chainar Elmita Sirait, Desi Fau, Emris Yulianis Gultom, Sri Hermina Halawa, Liana Wansa Putri Halawa, Mita’arni Hondo , Lenia Hotriado Harianja Hulu, Risdawati L. Batu, Dyvia Rosa Aprilyanty Limbong, Eirene Lubis , Yosepha Yulinda Esdaria Lukman Nasution Manullang , Apul Junaben Marhalinda, Marhalinda Moeins, Anoesyirwan Nababan, Cici Pramita Napitupulu, R.B Napitupulu, Runggu Besmandala Ndruru, Andi Markus Ndruru, Desman Ndruru, Mestina Ndruru, Odilina Ndruru, Suati Murni Ndruru, Yamonius Okta, Mila Asmawiani P. Nababan, Gunawan Pane, Vinta L. I. Pramita, Elcy Handayani Purba, Efri Elsridayani Reza Nurul Ichsan Sagala, Aldi Ganda Putra Sastra Sinaga, Deni Shalini, Witya Sianturi, Eko suprianto Silaen, Novia Ruth Silitonga, Ricardo Simaremare, Pebri A. Simatupang, Sabar L.T. Simatupang, Sabar LT Simorangkir, Niastyna Sinaga, Agam Sirait, Ronnie Togar Mulia Siregar, Pandapotan Na Uli Sun Tarigan, Jenni Tarigan, Martinna Nelatsa Telaumbanua, Meli Tohap Parulian Venny Fraya Hartin Nst