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Suminar, Lintang
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The Effect Of Halal Product Process Assistance Training (P3H) On Work Readiness Through Human Resources Competencies : (Study on Alumni Participants of P3H HCCM Training) Fitria, Ramadhan; Sutomo; Suminar, Lintang; Handayani, Sari; Nafisah, A’isy Fiklil
International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i2.725

Abstract

The implementation of Law No. 33 of 2014 concerning Halal Product Assurance has driven an urgent need for competent halal assistants to support the national halal certification program. This study aims to analyze the effect of Halal Product Process Assistant (P3H) training on alumni's job readiness with HR competency as a mediating variable. The phenomenon in the field shows that although Indonesia has the largest Muslim population in the world, the readiness of halal assistant human resources is still not optimal, where a survey by the Ministry of Religious Affairs (2023) indicated that only 45% of halal assistants have adequate job readiness. This study uses a quantitative approach with an explanatory research design, involving 160 respondents who are alumni of the P3H Halal Center Cendekia Muslim training for the 2022-2025 period who were selected through simple random sampling from a population of 230 alumni. Data were collected using a questionnaire with a 5-point Likert scale and analyzed using Structural Equation Modeling (SEM) based on Partial Least Squares (PLS) with the help of SmartPLS 3.3.3 software. The results of the study showed that P3H training had a significant effect on work readiness (β = 0.038; t-value = 4.330; p-value = 0.041) and HR competency (β = 0.138; t-value = 5.029; p-value = 0.009). HR competency had a significant effect on work readiness (β = 0.230; t-value = 3.355; p-value = 0.001). Furthermore, HR competency was proven to mediate the effect of P3H training on work readiness (β = 0.032; t-value = 5.900; p-value = 0.037). The research model showed an R² value of 0.019 for HR competency and 0.057 for work readiness, with a Q² value of 0.745 indicating good predictive relevance. These findings confirm that human resource competency plays a partial mediator in the relationship between P3H training and job readiness, in accordance with Kirkpatrick's Four-Level Training Evaluation Model of human resource development theory. This study provides a theoretical contribution by integrating human resource management theory and job readiness within the context of the Indonesian halal ecosystem, as well as a practical contribution in the form of recommendations for developing a more applicable P3H training curriculum to support the government's target of achieving 100% halal-certified products by 2029.
Analysis Of Teacher Self-Efficacy And Competence On Teacher Performance Through Organizational Support For Elementary School Teachers Ina, Kristina Tamo; Yustiana, Dewi; Nafisah, A’isy Fiklil; Endriatmoko, Yosa; Suminar, Lintang
International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i2.726

Abstract

This study aims to analyze the influence of self-efficacy and teacher competence on teacher performance with organizational support as an intervening variable in Elementary School teachers in Loura District, Southwest Sumba Regency, East Nusa Tenggara Province. The background of this study is based on the importance of improving the quality of educational human resources, where self-confidence, professional competence, and school organizational support play an important role in determining the success of teacher performance. The research method used is a quantitative approach with an explanatory research design. The research sample consisted of 45 elementary school teachers determined by proportional random sampling technique. Data collection was carried out through questionnaires that had been tested for validity and reliability. Data analysis used Structural Equation Modeling (SEM) with the help of SmartPLS software. The results of the study indicate that: (1) self-efficacy has a positive and significant effect on teacher performance; (2) teacher competence has a positive and significant effect on teacher performance; (3) self-efficacy has a positive and significant effect on organizational support; (4) teacher competence has a positive and significant effect on organizational support; (5) organizational support has a positive and significant effect on teacher performance; and (6) organizational support has been shown to mediate the influence of teacher self-efficacy and competence on teacher performance. The conclusion of this study is that improving the performance of elementary school teachers in Loura District is not only determined by teacher self-efficacy and competence, but is also greatly influenced by the role of school organizational support. Thus, schools and educational policy makers are expected to pay more attention to teacher empowerment through strengthening self-efficacy, increasing competence, and providing ongoing organizational support.
The Effect Of Job Satisfaction And Work Life Balance On Employee Performance Through Work Loyalty At PT. Ottomitra Multiartha (WOM) Sidoarjo Branch Prastiyono, Suryo; Sutoyo; Zainuddin, Ahmad; Suminar, Lintang; Soleha, Siti Nur
International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i2.733

Abstract

This study aims to prove and analyze the influence of Job Satisfaction and Work Life Balance on Employee Performance at PT. Wahana Ottomitra Multiartha (WOM) Sidoarjo Branch, both directly and through Work Loyalty as an intervening variable. The research population was all employees of the sales marketing division, as many as 112 people, who were used as a sample using the saturated sample technique. The analysis method used is Partial Least Squares (PLS) to test the seven hypotheses proposed. The results of the study show that Job Satisfaction and Work Life Balance have a positive and significant effect on Employee Performance. In addition, Job Satisfaction and Work Life Balance also have a positive effect on Job Loyalty. Work Loyalty itself has been proven to have a positive and significant influence on Employee Performance. Job Loyalty also plays a role as a mediating variable that strengthens the influence of Job Satisfaction and Work Life Balance on Employee Performance.
The Influence Of Work Discipline And Work Performance On Employee Performance Through Organizational Culture As An Intervening Variable In The Work Unit Of The Pamekasan Regency Transportation Office Isguna, Teguh; Sutoyo; Suminar, Lintang; Nafisah, A'isy Fiklik; Endriatmoko, Yosa
International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i2.738

Abstract

Human resources or employees are the key to determining the success of an organization, so that every employee is not only required to have knowledge, skills, and abilities, but also must have experience, motivation, self-discipline, and high work spirit. So that if employee performance is good, the organization's performance will increase, leading to the achievement of desired goals and objectives. The success of an organization is judged by the success of the organization in achieving goals and objectives as well as the achievement of vision and mission. The first reason is because both the direct and indirect influence of Employee Performance shows a significant influence. Both indirect coefficients of influence have a value smaller than the direct path coefficient (0.233<0.767). This states that the higher the work discipline and work achievement, the more employee performance increases with the increase in organizational culture.
The Influence Of Transformational Leadership On Employee Performance With Work Motivation As An Intervening Variable At PT PLN Nusantara Power Bukit Asam Sandi, Ramona; Sutoyo; Zainuddin, Ahmad; Suminar, Lintang; Soleha, Siti Nur
International Humanity Advance, Business & Sciences Vol 3 No 2 (2025): October
Publisher : PT Maju Malaqbi Makkarana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/ijhabs.v3i2.739

Abstract

This study analyzes the influence of transformational leadership style on employee performance and examines the role of work motivation as a mediating variable. A quantitative approach was used with path analysis based on Structural Equation Modeling–Partial Least Square (SEM-PLS). The research sample consisted of 94 employees of PT PLN Nusantara Power Bukit Asam who were selected through purposive sampling techniques. The results showed that transformational leadership style had a significant effect on employee performance (β = 0.656; T = 6,884; P = 0.000) and work motivation (β = 0.543; T = 5.429; P = 0.000). However, work motivation had no significant effect on performance (β = 0.198; T = 1,759; P = 0.079) and did not mediate the relationship between transformational leadership style and performance significantly (Z = 1.587; P = 0.112). These findings confirm that the direct influence of transformational leadership styles on employee performance is stronger than the indirect influence through work motivation.
Co-Authors Ahmad Zainuddin Amalia, Adinda Arini, Siska Endriatmoko, Yosa Endriyanto, Dhimas Erma Fitria Rini Fathoni, Muh. Faqih Muhaimin Fitria, Ramadhan Galaciano, Antoninho Benjamin Marcos M.G. Do Rego Helianti Utami Ibriza, Naila Maulida Ina, Kristina Tamo Isguna, Teguh Jurniati, Novita Khadijah, Sabila Kusumaputri, Azzahra Nugrarizky Kusumastuti Lia Kusumaningrum, Lia Margareta, Lauren Adellia Muazulfa, Tsalatsun Ikhwa Murtanti Jani Rahayu Nafisah, A'isy Fiklik Nafisah, A’isy Fiklil Nugroho, Rahman Hilmy Nurika Restuningdiah Oktavia, Siti Devi Pamungkas, Paundra Bintang Prastiyono, Suryo Pratama, Muhammad Ihsya Anugrah Radu, Yosef Yingo Raharjo, Yaqut Amjat Adillah Ramadhani, Difa Ayu Balqist Rufia Andisetyana Putri Samudra, Rafif Aswidar Sandi, Ramona Sari Handayani Sari, Pratiwi Anjar Sihite, Gabriel Vichelino Soetikno, Lie Djaja Soleha, Siti Nur Sunjaya, Nyimas Indri SUTOMO Sutoyo Uripan, Koen Irianto Winny Astuti Yustiana, Dewi