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All Journal Scientific Journal of Reflection : Economic, Accounting, Management and Business JIMF (JURNAL ILMIAH MANAJEMEN FORKAMMA) Abdi Laksana : Jurnal Pengabdian Kepada Masyarakat Journal of Industrial Engineering & Management Research (JIEMAR) Ascarya: Journal of Islamic Science, Culture and Social Studies Ekonomi dan Bisnis Edunomia : Jurnal Ilmiah Pendidikan Ekonomi ProBisnis : Jurnal Manajemen International Journal of Multidisciplinary Research and Literature (IJOMRAL) AKADEMIK: Jurnal Mahasiswa Humanis Jurnal Peradaban Masyarakat (JPM) Karimah Tauhid Pasundan Community Service Development Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen International Journal of Management and Digital Business Anthronomics: Jurnal Manajemen Sumber Daya Manusia JUMANDIK Jurnal Manajemen & Pendidikan Dirya : Journal of Economic Management Benefit: Jurnal Manajemen dan Bisnis Kesmas: Jurnal Kesehatan Masyarakat Nasional (National Public Health Journal)
Supratikta, Hadi
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HUMAN RESOURCE MANAGEMENT PRACTICES FOR EFFECTIVE ORGANIZATIONAL CHANGE : A REVIEW OF RESEARCH IN WESTERN AND NON-WESTERN COUNTRIES Supratikta, Hadi; Rachman, Lindra; Fauziah, Sri
Journal of Industrial Engineering & Management Research Vol. 5 No. 3 (2024): June 2024
Publisher : AGUSPATI Research Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.7777/jiemar.v5i3.519

Abstract

The success of an organization or company depends on the performance of the employees produced, whether the performance of the employees produced is good or bad, good or not. Because employees are the driving force for a company itself. Employees who produce good performance will have a direct impact on the progress obtained by the company. Performance is a problem that is often discussed. employee performance or usually in other words employee performance is the work performance or achievement that a person achieves in a genuine way. With high employee performance, it can be a competitive advantage of the organization or company. If the company competes using human resources, the results that will be obtained are two, namely competitive advantage and comparative advantage, because the existence of this advantage will certainly make it difficult for competitors to imitate what we produce (Tohardi, ). Employee performance is the result of quality and quantity work produced by employees or also called behavior that is displayed in accordance with the responsibilities given to the employee himself (Murty and Hudiwirnasih,). Performance is also the result of work produced or given by an employee that is directly related to the duties and responsibilities given by the company (Mangkunegara,). Therefore, with good employee performance, it is hoped that the company will continue to provide appropriate motivation so that other companies can judge that the company has quality performance. Employee performance is closely related to the motivation that the organization applies or already exists in the company. The motivation provided in an organization is expected to help or have a good impact on its employees, especially in creating high performance. Companies that can apply and provide motivation according to the needs of their employees will certainly affect their work performance and performance. As for motivation as one of the important things that must be given to employees, the lack of motivation provided can have an impact on their performance, such as increased absenteeism and decreased employee involvement in doing their duties. Low employee morale can help the company's achievement to meet its goals take longer and disrupt the company's profitability. Therefore, companies must pay attention to the motivation of employees. Motivation is one of the important roles for human behavior and performance, from the level of motivation in individuals and teamwork in a person can affect all aspects of organizational performance. The total success of organizational projects depends on the commitment of the team, which depends directly on their level of motivation In the Hawthrone Study conducted by Elton Mayo in the year and, the need for employees to get higher job performance has been found not only in giving intensive money, but also shows that employees are influenced by external elements as well and how they can organize themselves in informal groups. The right motivation can encourage employees to do as much as possible in doing their duties, with high motivation encouraging individuals to commit to their work. Motivation is closely related to the attitudes and behavior of each individual, motivation itself can also be interpreted as a condition in a person's personality so that the person is encouraged or wants to carry out the desired activities and activities Motivation can be influenced by several aspects such as employee loyalty, life demands, targets to be achieved and other factors. Sometimes work motivation also has a negative effect on employees because of the motivation to compete to be the best employee in a way that is not good, such as damaging the character of the employee's coworkers. Therefore, high motivation affects the performance of the organization itself and also improves one's own performance including ability, expertise and ethics.Based on the description above, the researcher sees the importance of the Human Resources (HR) factor in supporting the practice of Effective Organizational Change so that workers or employees are ready for the Company's future challenges which involve changes to achieve the goals to be achieved.
Analisis Demografi dalam Meningkatkan Kompetensi dan Produktivitas Industri Perdagangan Berbasis Kknidalam Perencanaan SDM Supratikta, Hadi; S.S., Muhammad Arfani; Rachmawati, Ike Rachmawati; Hanrio, Tio Hanrio
Jurnal Ekonomi dan Bisnis Vol 4 No 1 (2024): Jurnal Ekonomi dan Bisnis
Publisher : LPPM STIE Bisnis Internasional Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56145/ekonomibisnis.v4i1.136

Abstract

Kerangka Kualifikasi Nasional Indonesia (KKNI) dalam pendidikan tinggi. KKNI, sebagai kerangka pencapaian pembelajaran, menyatukan pengalaman kerja dan pendidikan formal, nonformal, atau informal. Pembahasan mengenai landasan teori, regulasi, ruang lingkup, dan konsep dasar KKNI, sejarah perkembangannya, serta hasil dan pembahasan terkait produktivitas tenaga kerja Indonesia di kawasan Asia. KKNI diharapkan dapat meningkatkan mutu pendidikan, mendapatkan pengakuan internasional, dan memperkuat daya saing nasional.
Strategi Pengelolaan Keuangan yang Disesuaikan dengan Era Modern pada UMKM Kemang Bogor Sutanto B, R. Adhi; Faizal Jambak, Muh; Rezkullah, Muh; Hizbatu W, Nasahi; Kadarwati, Suci; Supratikta, Hadi; Hamsinah, Hamsinah
Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen Vol. 4 No. 1 (2024): Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen
Publisher : Unpam Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32493/kmm.v4i1.38439

Abstract

Pengabdian Kepada Masyarakat (PKM) ini bertujuan untuk memberikan penyuluhan mengenai konsep keuangan sederhana yang modern kepada anggota koperasi (pelaku) UMKM Kemang Berdaya, Kecamatan Kemang di Kabupaten Bogor yang berdampak pada pengelolaan keuangan yang optimal dengan pemanfaatan teknologi. Metode yang digunakan melalui survei dan penyampaian materi secara langsung serta simulasi dan diskusi mengenai pengelolaan keuangan pada UMKM tersebut. Kesimpulan dari PKM ini bahwa sebelum pelaksanaan PKM, para pelaku UMKM masih kurang menguasai pengelolaan laporan keuangan secara sederhana dan optimal. Namun setelah pelaksanaan kegiatan dilakukan para pelaku UMKM mulai memahami bahwa dalam manajemen keuangan, pengelolaan keuangan sederhana dapat dilakukan dengan menggunakan teknologi di era modern dengan memisahkan keuangan usaha dan keuangan rumah tangga untuk mewujudkan pengelolaan keuangan yang modern pada UMKM Kemang Berdaya, Kecamatan Kemang, Kabupaten Bogor.
Human resource planning strategy to improve employee performance in facing the industrial revolution 4.0 Prabowo, Satria Agung; Prasetiyo, Arditiya Bayu; Prasetya, Arief Budi; Supratikta, Hadi
ProBisnis : Jurnal Manajemen Vol. 14 No. 6 (2023): December: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62398/probis.v14i6.396

Abstract

This study was prompted by a change in business policy that substituted human labor with machine labor, as a result of increasingly advanced technology breakthroughs. One option is to develop a Human Resources planning strategy for the period of Industrial Revolution 4.0, so that employees are not defeated by machines in the future. The problem formulation in this study is, "What is the Human Resources planning strategy in the Industrial Era 4.0?" The purpose of this study is to examine Human Resources planning methodologies in the Industrial Revolution 4.0. This research approach is literature, in which data is gathered through the use of references such as books, scientific journals, newspapers, periodicals, and documents. According to the findings of this study, HR planning tactics for improving employee performance include recruitment, career planning, and evaluation. The study's conclusion is that in order to improve employee performance, firms must understand their employees' personalities and place them in jobs that match their areas of expertise.
Manejemen Sarana dan Prasarana Pendidikan dalam Meningkatkan Mutu Pembelajaran (Studi Diskriftif SMA Negeri 8 Kota Tangerang Selatan, Provinsi Banten) Supratikta, Hadi; Saefulloh, Imam; Saefulloh, Saefulloh; Ulinuha, Ibnu; Arsaf , Taufik; Astuti, Sri
Jurnal Manajemen & Pendidikan [JUMANDIK] Vol 2 No 1 (2023): Jurnal Manajemen & Pendidikan [JUMANDIK]
Publisher : LAP4B

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58174/jmp.v2i1.42

Abstract

Penelitian ini bertujuan untuk mengungkap, menemukan, mendeskripsikan, dan menganalisis faktor dominan yang mewarnai melalui manajemen Pendidikan. sarana dan prasarana dalam meningkatkan mutu pembelajaran di SMA Kota Tangerang Selatan. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus dan teknik pengumpulan data melalui observasi, wawancara dan studi dokumentasi. Berdasarkan data Capaian Akreditasi SMA Kota Tangsel Tahun 2019, bahwa sarana dan prasarana memperoleh nilai sebesar 85,78% dan merupakan standar ketercapaian terendah sehingga perlu mendapat perhatian paling serius. Hasil penelitian menunjukkan bahwa Perencanaan mengacu pada Visi, Misi, Tujuan dan Strategi. proses penetapan/perencanaan standar pengelolaan sarana dan prasarana pendidikan, mulai dari penetapan/perencanaan standar, penerapan standar, evaluasi/pemantauan penerapan standar, pengendalian internal/audit penerapan standar, dan penyempurnaan/pelaporan standar melalui perumusan koreksi, peningkatan kualitas dan penetapan standar baru. pelaksanaan evaluasi dan pemantauan dilakukan melalui proses penyusunan rencana dan jadwal pelaksanaan, penetapan rencana dan jadwal pelaksanaan, mengirimkan rencana dan jadwal pelaksanaan kepada seluruh unit kerja terkait. Tindakan pengelolaan sarana dan prasarana secara keseluruhan menunjukkan arah yang tepat karena sekolah yakin ada atau tidaknya program pengelolaan sarana dan prasarana yang harus diselesaikan untuk meningkatkan mutu pembelajaran. kendala di antaranya pengelolaan sarana dan prasarana pendidikan secara administratif, organisasional, dan psikologis. padahal solusinya sudah ditemukan oleh pihak sekolah.
PERANAN FINANCIAL TEKNOLOGI DIGITAL MENGGUNAKAN MARKET PLACE SERTA ONLINE CUSTOMER REVIEW TERHADAP KEPUTUSAN PEMBELIAN DAMPAKNYA PADA LOYALITAS KONSUMEN (Studi Empiris Pengguna Marketplace UMKM Kota Tangerang Selatan) Kartolo, Rachmat; Sugiyanto, Sugiyanto; Supratikta, Hadi
SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business Vol. 7 No. 4 (2024): SCIENTIFIC JOURNAL OF REFLECTION: Economic, Accounting, Management, & Business
Publisher : Sekolah Menengah Kejuruan (SMK) Pustek

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/sjr.v7i4.964

Abstract

The role of financial technology is considered to be at the forefront of digital market developers through market places to increase the income of MSMEs in South Tangerang City. The objectives of this research are 1.) To test and analyze whether financial technology influences purchasing decisions 2). analyzing Online Customer Reviews on purchasing decisions 3). testing financial technology and Online Customer Reviews simultaneously influence purchasing decisions 4). To test and analyze whether purchasing decisions have an impact on consumer loyalty in South Tangerang City MSMEs. The method used in this research is a quantitative method. Primary data collection was carried out by distributing questionnaires to MSMEs using the market place. Population of all business actors in South Tangerang City. The sample uses questionnaires and interviews. The sampling technique used is a random sampling technique. The analysis tool in this research is SEM (Structural Equation Modeling) processed through the AMOS (Analysis of Moment Structure) program. The research results can be concluded as follows: (1). There is a partial effect of financial technology on purchasing decisions using a value of 52.5% obtained from the determinant test. (2) Online Customer Reviews influence purchasing decisions (3). financial technology and Online Customer Reviews simultaneously influence purchasing decisions (4). Purchasing Decisions that impact Consumer Loyalty.
The Influence Of Career Development, Work Environment And Workload On Job Satisfaction And Its Impact On Employee Performance Akmal, Muhamad; Masriah, Imas; Supratikta, Hadi
International Journal of Management and Digital Business Vol. 3 No. 2 (2024)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/ijmdb.v3i2.989

Abstract

Objectives – Company performance is highly dependent on public administration personnel, including individual resources to work in all organizations. Management performance can be improved by ensuring that each level of the organization has adequate business requirements and clear plans to support management objectives. This research uses a quantitative approach with a type of causal research. This research focuses on PT. SSP contact center employees. as a population of 100 individuals. The saturated sampling method was used to select the research sample, which means the entire population was included. The questionnaire uses a Likert scale which is one of the questionnaire measuring tools. SmartPLS version 3. is software used to analyze data related to various variables. Innovation/Value - Learning organizations and employee empowerment drive continuous improvement, innovation and adaptability, enabling employees to make informed decisions and contribute to organizational goals. This helps organizations align and maintain competitive advantage by improving careers, environments and jobs.
Perencanaan SDM, Human Capital dan Pengembangan Karyawan Terhadap Kinerja Karyawan (Literature Review Perencanaan SDM) Fauziah, Annisa Frisca; Supratikta, Hadi
Anthronomics: Jurnal Manajemen Sumber Daya Manusia Vol 1 No 3 (2024): Anthronomics: Jurnal Manajemen Sumber Daya Manusia
Publisher : Sapta Arga Nusantara

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

Abstract

Kinerja karyawan berpengaruh didalam suatu perusahaan dikarenakan meningkatnya kinerja dari seorang karyawan, makin baik pula pencapaian oleh perusahaan sehingga dapat memberikan kontribusi dalam pencapaian tujuan bersama. Dalam perencanaan sumber daya manusia didalamnya tidak luput dari pentingnya manusia terkait modal manusia melaksanakan pekerjaan agar tercapainya yang ditetapkan perusahaan. Manusia menjadi modal utama dalam jalannya suatu pencapaian oleh perusahaan. Human capital bertugas sebagai nilai, kemampuan, kemahiran atau keahlian yang dilihat dari seorang manusia dalam menjalankan dan menyelesaikan pekerjaan yang diberikan. Keahlian, kemahiran dan kemampuan seoranb manusia dilihat dari bagaimana dia berkembang. Pengembangan dalam sumber manusia berpotensi penuh atas tercapainya suatu keahlian, kemahiran dan kemampuan seorang manusia. Pengembangan karyawan dapat dijelaskan sebagai kegiatan yang memiliki unsur untuk menngevaluasi dan melakukan perbaikan atas sikap, keterampilan maupun kemampuan sumber daya manusia perusahaan. Pengembangan berperan bagi sumber daya manusia guna menyelesaikan pekerjaan atau rincian kegiatan yang diberikan. Perencanaan dalam suatu perusahaan memiliki peran dalam mengatur, mengelola dan memberikan arahan kepada sumber daya manusia atas apa saja yang dikerjaan atau diselesaikan. Dengan adanya perencanaan sumber daya manusia maka berdampak positif bagi sumber daya manusia pada suatu perusahaan karena dapat terorganisirnya sumber daya manusia serta penyelesaiaan yang dilakukan.  
TELAAH DINAMIKA PENGARUH STRATEGIS PENGEMBANGAN KARIR DAN PELATIHAN SERTA DAMPAKNYA TERHADAP KINERJA ORGANISASI DALAM KONTEKS PERUBAHAN INDUSTRI JASA Sholihin, Dwi Rahmad; Agus Salim, Muhammad; Supratikta, Hadi
EDUNOMIA: Jurnal Ilmiah Pendidikan Ekonomi Vol. 5 No. 1 (2024): November
Publisher : Universitas Muhammadiyah Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24127/edunomia.v5i1.5578

Abstract

Studi ini bertujuan untuk menyelidiki peran yang dimainkan oleh pengembangan karir dan pelatihan dalam meningkatkan kinerja karyawan di salah satu perusahaan yang bergerak di bidang rantai pasok. Penelitian akan dilakukan melalui pengumpulan data primer dari karyawan perusahaan manufaktur yang berpartisipasi dalam program pengembangan karir dan pelatihan. DaIam riset ini, metode pengambiIan sampeI menggunakan teknik Sensus. Metode anaIisa data yang dipakai iaIah Regression Analysis Menggunakan SPSS 27. Hasil riset menunjukan bahwa Pengembangan karir tidak berpengaruh terhadap kinerja pegawai namun sebaliknya Pelatihan kerja dapat memberikan pengaruh yang positif terhadap kinerja pegawai. In the midst of increasingly fierce competition in the supply chain industry in Indonesia, many companies face challenges in improving employee performance. To improve performance in a competitive work environment, this research is essential. The aim is to determine the effect of training and career development on improving employee performance in the service sector at supply chain companies in Indonesia. The survey was conducted on manufacturing workers involved in training and career development programs. The SPSS 27 program was used to perform regression analysis on the data. The results show that training has a positive impact on employee performance. So it can be concluded that improving performance, job training must be prioritized, even though career development requires a more specific approach.
PERAN KEPEMIMPINAN DAN PELATIHAN DALAM MENINGKATKAN PRESTASI KERJA (Studi Pada PT Bumi Serpong Damai) Afrilia, Dwi; Rizqi Fauzi, Mikail Alba; Supratikta, Hadi
EDUNOMIA: Jurnal Ilmiah Pendidikan Ekonomi Vol. 5 No. 1 (2024): November
Publisher : Universitas Muhammadiyah Metro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24127/edunomia.v5i1.5736

Abstract

Studi ini bertujuan untuk menyelidiki peran yang dimainkan oleh Kepemimpinan dan pelatihan dalam meningkatkan Prestasi Kerja karyawan di perusahaan PT Bumi Serpong Damai. Penelitian akan dilakukan melalui pengumpulan data primer dari karyawan perusahaan Asuransi yang bekerja untuk bagian Customer care sejumlah 45 Pegawai. DaIam riset ini, metode pengambiIan sampeI menggunakan teknik Purposive sampling. Metode anaIisa data yang dipakai iaIah Regression Analysis Menggunakan SPSS 27. Hasil riset menunjukan bahwa Kepemimpinan berpengaruh terhadap Prestasi kerja begitujuga Pelatihan kerja dapat memberikan pengaruh yang positif terhadap Prestasi Kerja. This research is motivated by the low efficiency and effectiveness of employee performance in the Customer Care department at PT Bumi Serpong Damai, which has 45 employees. Leadership and training are considered crucial in enhancing employee performance. The aim of this study is to examine the impact of leadership and training on employee performance in the Customer Care department. Primary data were collected through a survey using purposive sampling and analyzed using regression with SPSS 27. The results show that leadership significantly influences employee performance, with a t-value of 3.800 > t-table 2.018 and a significance value of 0.001 < 0.05. Training also has a significant effect on performance, with a t-value of 2.709 > t-table 2.018 and a significance value of 0.010 < 0.05. The conclusion of this study is that leadership and training are key factors that can improve employee performance in the Customer Care department.
Co-Authors Ade saputra Afrilia, Dwi Ahmadi, Ferry Akmal, Muhamad Al Asyary Ali, Fajri Alfisyahri Alinda Nurayani Arsaf , Taufik Asep Hermawan Bachtiar, Yusrial Betty Roosihermiatie Budiyono Budiyono Cahya Tri Purnami Dalianti, Indana Darmawan, Galylia Aryanita DASUKI DASUKI Dewi, Cynthia Dharmajati, Erthride Maharai Puri Dina Bisara Dina Bisara Lolong Dini Noviani Diyanto, Hendi Doni Lasut Ernawati, Fifth Faisal, Lutfi Faizal Jambak, Muh Fauziah, Annisa Frisca Fauziah, Sri Fernando, Louis Firdaus, Moh Firmansyah, Tantan Fitriyadi, Enjah Pipit Hadi Broto Hamsinah Hamsinah, Hamsinah Handayani, Ni Putu Lidia Hanrio, Tio Hanrio Hefniwati, Ella Hifny, Muhammad Hizbatu W, Nasahi Istingadah, Ayuk Ayus Juanda, Angga Kadarwati, Suci Kartolo, Rachmat Kristina Kristina M Rokhis Khomarudin, M Rokhis Manalu, Hosanna Agree Rosion Mansur Mansur Maria Holly Herawati Marjohan, Masno Matalin, Jansend Maulan, Farhan Mirna Widiyanti MUHAMMAD AGUS SALIM Muhammad Husni Thamrin, Muhammad Husni Muhammad Priyatna, Muhammad Mulya, Muchamad Rizki Noer Endah Pracoyo Noor Edi Widya Sukoco Noviyanti Noviyanti, Noviyanti Nur'aini, Eni Nurayani, Alinda Oktaviana, Naning Permata, Ria Yuda Prabowo, Satria Agung Prasetiyo, Arditiya Bayu Prasetya, Arief Budi Prayogi, Munawir Rachman, Lindra Rachmawati, Ike Rachmawati Raflizar Raflizar Rezkullah, Muh Rizqi Fauzi, Mikail Alba Rosita, Wita RR. Ella Evrita Hestiandari S.S., Muhammad Arfani Saefulloh, Imam Saefulloh, Saefulloh Samosir, Boniarta Sampurnaningsih, Sri Retnaning Santoso, Mohamad Saputri, Tira Maulidya Septiani, Kurnia Rahmah Sholihin, Dwi Rahmad Sonawi, Sonawi Sri Astuti Subur, Akhmad Sudarma, Sudarma Sudaryana, Yayan Sugiyanto - Sunarsi, Denok Sunjayani, Dinar Novandia Susanto Susanto Sutanto B, R. Adhi Suteja, Mentari Nur Farida Turnip, Jhon Sutrisno Ulinuha, Ibnu Veruswati, Meita Waluyani, Dyah Oktabriawatie Yansyah, Rusli