Articles
<![CDATA[Motivasi Perilaku dan Bina Potensi Warga Desa Teluk Lecah Kecamatan Rupat Kabupaten Bengkalis Riau ]]>
<![CDATA[Herispon]]>;
<![CDATA[Harwina, Yulia]]>;
<![CDATA[Fachri, Rizqi]]>;
<![CDATA[Rofidah, Siti]]>;
<![CDATA[Hendra, Teguh]]>;
<![CDATA[Dehotman, Khornelis]]>;
<![CDATA[Herman, Herman]]>
<![CDATA[ IKHLAS: Jurnal Pengabdian Dosen dan Mahasiswa Vol. 3 No. 3 (2024): IKHLAS: Jurnal Pengabdian Dosen dan Mahasiswa ]]>
Publisher : <![CDATA[Indra Institute Research & Publication ]]>
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DOI: 10.58707/ikhlas.v3i3.1018
<![CDATA[The implementation of community service (PKM) by STIE Riau lecturers has revealed that the main issues local communities face are those related to roads, infrastructure, transportation, education, health, income inequality, employment, poverty, and unemployment, as well as issues with electricity and communication networks. The STIE Riau PKM team carried out this effort as inspiration and enlightenment in thinking to improve the economic level of households. The team held meetings, discussions, and continued with training in making liquid dishwashing soap. They also symbolically planted mangrove seedlings with the village head and residents on the coast of Teluk Lecah Village]]>
<![CDATA[PELATIHAN MEMBUAT BAKSO TAHU KRISPI PADA IBU-IBU DI RT 01 RW 03 PERUMAHAN GRAHA BANGUN PERMAI, TARAI BANGUN, KAMPAR, RIAU ]]>
<![CDATA[Herispon, Herispon]]>;
<![CDATA[Dehotman, Khornelis]]>;
<![CDATA[Hendra, Teguh]]>;
<![CDATA[Herman, Herman]]>;
<![CDATA[Putra, Eka]]>;
<![CDATA[Rahmat, Yogi]]>
<![CDATA[ Jurnal Pengabdian Kompetitif Vol. 4 No. 1 (2025): Pemberdayaan Masyarakat dan UMKM melalui Inovasi, Pendidikan, dan Keuangan Digi ]]>
Publisher : <![CDATA[Komunitas Manajemen Kompetitif ]]>
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DOI: 10.35446/pengabdiankompetif.v4i1.2084
<![CDATA[The purpose of holding this Community Service (PKM) is to see the potential of housewives, especially in RT 01 RW 03 Graha Bangun Permai Housing, Tarai Bangun in supporting their family's economy, by carrying out activities that have economic value. Driven by the increasing needs of families from year to year, a solution must be found immediately, when the monthly income is not sufficient from the head of the family or husband, that is when the role of the housewife comes into play to help the family economy. This service method is carried out in the form of short training and simulations/demonstrations of the product objects that are made. The implementation of this PKM activity went according to expectations, and training in making crispy tofu meatballs could be carried out for the mothers who were the audience in this activity. After the PKM was held by lecturers from STIE Riau with the topic and product of making crispy tofu meatballs in RT 01 of the Graha Bangun Permai housing complex, inspiration was opened for a business that could help the family economy]]>
<![CDATA[PENGARUH KOMPETENSI TERHADAP KINERJA PEGAWAI BIRO ADMINISTRASI PEREKONOMIAN DAN SUMBER DAYA ALAM SEKRETARIAT DAERAH PROVINSI RIAU ]]>
<![CDATA[Hendra, Teguh]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 9 No. 3 (2018) ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v9i3.37
<![CDATA[Kompetensi yang dimiliki SDM adalah salah satu kunci keberhasilan organisasi dalam mencapai tujuan. Selain itu kemampuan yang dimiliki seseorang dalam melaksanakan suatu pekerjaan, tentu hal ini dapat menggambarkan tingkat kemajuan serta kualitas SDM yang ada dalam organisasi itu sendiri. Dalam instansi pemerintahan, salah satu faktor penyebab terhambatnya pelayanan adalah kurang kemampuan serta pengetahuan para pegawai terhadap segala ketentuan-ketentuan yang telah ditentukan untuk dapat memberikan pelayanan yang maksimal kepada masyarakat. Penelitian ini bertujuan untuk mengetahui pengaruh kompetensi terhadap kinerja pegawai pegawai Biro Administrasi Perekonomian dan Sumber Daya Alam Sekretariat Daerah Provinsi Riau. Jumlah sampel dalam penelitian ini sebanyak 48 orang. Hasil penelitian ini menunjukkan bahwa dari hasil uji validitas keseluruhan item pernyataan variabel dinyatakan valid karena diperoleh nilai rhitung > rtabel(0.284). Hasil uji regresi linier sederhana diperoleh nilai Y = 15.413 + 0.783X. Dari hasil uji hipotesis pada hasil uji t diperoleh nilai thitung (5.539)lebih besar dari nilai ttabel (2.012) dengan tingkat signifikan 0.000 < 0.05 yang artinya bahwa kompetensi berpengaruh positif dan signifikan terhadap kinerja. Dan dari hasil uji koefisien determinasi (R2) diperoleh nilai sebesar 0.400 artinya sumbangan atau kontribusi besarnya pengaruh variabel kompetensi terhadap variabel kinerja sebesar 0.400 atau 40 % sedangkan sisanya sebesar 60 % dipengaruhi oleh variabel lain yang diabaikan atau tidak diteliti dalam penelitian ini]]>
<![CDATA[EFFECT OF COMPETENCE ON THE PERFORMANCE OF CIVIL SERVANTS IN THE OFFICE OF PUBLIC WORKS AND HOUSING MINISTRY OF THE CENTER OF SUMATRA RIVER REGION III PEKANBARU ]]>
<![CDATA[Hendra, Teguh]]>;
<![CDATA[Widyarini, Asri Mukti]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 8 No. 1 (2017) ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v8i1.54
<![CDATA[Human resource issues in the spotlight as well as the foundation for the company to continue to survive. Human resources mempakan major role in every activity of the company. Although the number of facilities, infrastructure and resources, without the support of human resources activities of the company will not run properly. Thus mempakan human resources issues have to be considered in all his needs. Human resources will determine the successful implementation of the company's activities. For that in achieving organizational objectives required competence adequate human resources in driving performance and employee performance. The general objective of this research is separately the effect of competence on performance. The number of samples in this study as many as 52 people. The results in this study is competency has a positive and significant impact on the performance of employees at the Ministry of Public Works and Public Housing Hall of Sumatra River Region III pekanbaru. Test equipment used in this study using simple linear regression, t test, as well as to determine the influence of variables using the coefficient of determination. In a test of the validity of the entire item statement is valid for values obtained rhitung> rtabel (0.2732). Simple regression results obtained value Y = 21 524 + 0.611X. From the results of the partial test or t test was obtained tcount (5547)> t table (2.008) with a significant level of 0.000 <0.005, meaning that the variable competence positive and significant impact on performance variables. And the coefficient of determination R2 of 0.381, or 38.1%, meaning that the level of influence or contribution made by the competence variable to variable performance of 38.1% while the remaining 61.9% is influenced by other factors not examined in this study]]>
<![CDATA[PENGARUH BUDAYA ORGANISASI, KEPUASAN KERJA, DAN SEMANGAT KERJA TERHADAP KINERJA GURU PADA MTs AL-HUDA PEKANBARU ]]>
<![CDATA[Hendra, Teguh]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 7 No. 1 (2016) ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v7i1.66
<![CDATA[The purpose of this research is to know and understand the influence of organizational culture on teacher performance, to know and understand the effect of job satisfaction on the performance of teachers, to know and understand the influence morale on teacher performance and to know and understand the influence of organization culture, job satisfaction, and excitement working simultaneously (simultan) on teacher performance.The result of the analysis show that the F test organizational culture, job satisfaction, and morale simultaneously positive and significant impact on the performance of teachers at MTs Al-Huda Pekanbaru. The result of the analysis of the test T is a) culture organizatitons are not positive and no significant effect on the performance of teachers, b) job satisfaction positive and significant effect on the performance of teachers, c) morale and no significant positive effect on theacher performance. Of the independents variabels suggest that any of the three independent variabels which have contributed the most effect on the performance of theachers is job satisfaction.Finally, the authors suggest to MTs Al-Huda Pekanbaru in order to enhance and support the performance of teachers at MTs Al-Huda Pekanbaru]]>
<![CDATA[PENGARUH MOTIVASI TERHADAP KINERJA PEGAWAI DI SEKRETARIAT DPRD KABUPATEN SIAK ]]>
<![CDATA[Hendra, Teguh]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 10 No. 4 (2019): Penguatan Kinerja Lintas Sektor: Pelayanan, Motivasi, SDM, dan Perilaku Konsum ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v10i4.241
<![CDATA[Suatu organisasi pemerintahan dituntut untuk dapat memberikan pelayanan yang baik kepada masyarakat. Dalam hal ini tentu sumber daya manusia yang di miliki organisasi harus menjadi prioritas utama dalam memberikan pelayanan yang baik kepada masyarakat. Maka sumber daya manusia dalam organisasi menjadi salah satu faktor penentu berkembangnya suatu organisasi, karena sumber daya manusia yang dimaksud disini adalah pegawai yang ada dalam organisasi itu sendiri. Untuk dapat memberikan pelayanan yang baik kepada masyarakat, maka motivasi pegawai harus dapat dijaga dan ditingkatkan dengan baik. Secara umum tujuan dari penelitian ini adalah utnuk mengetahui pengaruh motivasi terhadap kinerja pegawai sekretariat DPRD kabupaten siak. Jumlah sampel dalam penelitian ini sebanyak 44 orang pegawai. Pada uji validitas keseluruhan item pernyataan variabel motivasi dan variabel kinerja dinyatakan valid karena diperoleh nilai rhitung > rtabel(0.2973). Hasil regresi linier sederhana diperoleh nilai Y = 11.554 + 0.814X. Dari hasil uji secara parsial atau uji t diperoleh nilai thitung(4.292) > ttabel (2.01808) dengan tingkat sig 0.000 < 0.05 yang artinya motivasi berpengaruh signifikan terhadap kinerja. Hasil uji koefisien determinasi (R2) sebesar 0.305 atau 30.5 %, artinya besarnya pengaruh atau kontribusi yang diberikan oleh variabel motivasi terhadap variabel kinerja sebesar 30.5 % sedangkan sisanya sebesar 69.5 % dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini]]>
<![CDATA[PENGARUH PROMOSI PENJUALAN TERHADAP KEPUTUSAN KONSUMEN PADA TINGKAT HUNIAN KAMAR DI GRAND MADINA HOTEL PEKANBARU ]]>
<![CDATA[Hendra, Teguh]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 11 No. 4 (2020): Kepemimpinan dan Kualitas Pelayanan sebagai Penggerak Kinerja Organisasi ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v11i4.292
<![CDATA[Hotel sebagai tempat persinggahan sementara dari para wisatawan yang sedang mengadakan kegiatan wisata merupakan salah satu industri sentral di bidang pariwisata yang memerlukan SDM yang berkualitas hal ini di sebabkan karena parawisata yang menginap di hotel pada hakekatnya sedang melakukan perpindahan domosili meskipun hanya nuntuk sementara waktu.Oleh karena itu selama  para wisatawan memerlukan jasa Pelayanan baik untuk akomodasi maupun restorannya. Demikian juga dengan Grand Madina Hotel, dalam upayanya untuk memberikan image, pihak manajemen melakukan berbagai kebijaksanaan termasuk dalam hal Pelayanan Dengan menyediakan tenaga kerja yang professional.Secara umum tujuan dari penelitian ini adalah utnuk mengetahui pengaruh promosi penjualan terhadap keputusan. Jumlah sampel dalam penelitian ini sebanyak 98 orang pegawai. Pada uji validitas keseluruhan item pernyataan variabel promosi penjualan dan variabel keputusan dinyatakan valid karena diperoleh nilai rhitung > rtabel(0.198). Hasil regresi linier sederhana diperoleh nilai Y = 24.631+ 0.594 X. Dari hasil uji secara parsial atau uji t diperoleh nilai thitung(7.825) > ttabel (1.984) dengan tingkat sig 0.000 < 0.05 yang artinya promosi penjualan berpengaruh signifikan terhadap keputusan. Hasil uji koefisien determinasi (R2) sebesar 0.389 atau 38.9%. Jadi dapat disimpulkan bahwa variabel Promosi Penjualan memberikan kontribusi terhadap perubahan-perubahan variabel Keputusan pembelian  sebesar 38.9%. sementara sisanya sebesar 61.1% (100%-38.9%) dipengaruhi oleh faktor-faktor lainnya yang tidak diteliti dalam penelitian ini.]]>
<![CDATA[PENGARUH KOMPETENSI TERHADAP KINERJA PEGAWAI NEGERI SIPIL DI BADAN PERENCANAAN PEMBANGUNAN DAERAH KABUPATEN KAMPAR ]]>
<![CDATA[Hendra, Teguh]]>;
<![CDATA[Wahyuni, Sri]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 12 No. 2 (2021): Determinasi Kinerja, Keputusan Bisnis, dan Perilaku Konsumen pada Berbagai Sek ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v12i2.328
<![CDATA[Human resources are an element and one of the elements that must be paid more attention to by every agency, especially when considering that government agencies are dealing with public services to the community. This forces every agency to be able to work more effectively, efficiently and productively. In carrying out activities or jobs, employees certainly need good skills in completing their work. Therefore, the quality of human resources must always be maintained and improved from the day of their obligation, with the aim of having capable and competent human resources in their respective fields of work. Human resource capabilities can be formed through activities related to their respective fields, such as providing routine training activities for employees in accordance with their respective fields of work. The number of samples in this study were 54 people. From the results of the validity test of the whole statement items between the competency variable and the performance variable were declared valid because the value rcount > rtable (0.268) was obtained. The results of simple linear regression obtained the value of Y = 10,289 + 1,135X. From the results of the partial test or t test, it is obtained that the value of tcount (17,927) > from the value of ttable (2.006) with a significant level of 0.000 < 0.05 means that the competency variable has a significant effect on the performance variable. And the coefficient of determination R2 of 0.861 means that the contribution or magnitude of the influence of competence on performance is 0.861 or 86.1 %, while the remaining 13.9 % is influenced by other variables that are ignored or not examined in this study.]]>
<![CDATA[PENGARUH PENGAWASAN TERHADAP KINERJA PEGAWAI NEGERI SIPIL PADA KANTOR KEMENTERIAN PEKERJAAN UMUM DAN PERUMAHAN RAKYAT BALAI WILAYAH SUNGAI SUMATERA III PEKANBARU ]]>
<![CDATA[Hendra, Teguh]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 12 No. 4 (2021): Dinamika Kinerja, Pelatihan, dan Kepuasan Pelanggan di Era New Normal ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v12i4.356
<![CDATA[Human resources are the central figure in the organization to achieve the expected goals. In order for management activities to run well, an organization must have human resources who have high quality work and efforts to manage the organization as optimally as possible so that its performance can be maximized for many people. To create good work results, of course requires a good work supervision system as well. Supervision is one of the keys to the success of the organization in achieving its goals. The purpose of supervision is to be able to control employees so that they are able to work in accordance with the provisions and work standards that have been set. In general, the purpose of this study was to determine the effect of supervision on the performance of Civil Servants at the Office of the Ministry of Public Works and Public Housing at the Balai Sungai Sumatera III Pekanbaru. The number of samples in this study were 93 people. From the results of the validity test, the overall statement item between the monitoring variable and the performance variable is declared valid because the value of rcount > rtable (0.2039). The results of simple linear regression obtained the value of Y = 30.854 + 0.354X. From the results of the t test, the t-test value (2.838)> from the t-table value (1.98638) with a significant level of 0.006 <0.05 means that the monitoring variable has an effect on the performance variable. And the value of the coefficient of determination R2 is 0.081, meaning that the contribution or the magnitude of the influence of supervision on performance is 0.081 or 8.1% while the remaining 91.9% is influenced by other variables that are ignored or not examined in this study]]>
<![CDATA[PENGARUH PENDIDIKAN DAN PELATIHAN (DIKLAT) TERHADAP KINERJA KARYAWAN TETAP PADA UNIT AVIATION SECURITY DIVISI OPERATION & SERVICE PT. ANGKASA PURA II (PERSERO) CABANG BANDARA SULTAN SYARIF KASIM II PEKANBARU ]]>
<![CDATA[Hendra, Teguh]]>
<![CDATA[ Eko dan Bisnis: Riau Economic and Business Review Vol. 13 No. 2 (2022): Manajemen SDM, Kinerja Pegawai, dan Perilaku Konsumen: Perspektif Empiris di B ]]>
Publisher : <![CDATA[Sekolah Tinggi Ilmu Ekonomi Riau ]]>
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DOI: 10.36975/jeb.v13i2.387
<![CDATA[Human resources are the driving force for all company activities. HR support must also be seen from the quantity and quality of human resources. Performance is basically what employees do so that it affects many contributions to the agency or organization, including the quality of services provided. In improving employee performance, it is necessary to develop appropriate human resources. One of the factors that can be used to improve employee performance include individual abilities (knowledge, skills and abilities), effort devoted, and organizational support. In general, the purpose of this study is to determine the effect of Education and Training (DIKLAT) on performance. The number of samples in this study were 80 employees. In the overall validity test of the statement items, the Education and Training variable (DIKLAT) and the Performance variable were declared valid because the value of rcount > rtable (0.2199). The results of simple linear regression obtained the value of Y = 13,506+ 0,666X. From the results of the partial test or t test, the value of tcount (6.905)> ttable (1.990) with a sig level of 0.000 <0.05 means that Education and Training (DIKLAT) has a significant effect on performance. The result of the coefficient of determination test (R2) is 0.379 or 37.9%. So it can be said that the variable Education and Training (DIKLAT) contributes to changes in the Performance variable by 37.9%. while the remaining 62.1% (100%-37.9%) is influenced by other factors not examined in this study]]>
