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All Journal MIX : Jurnal Ilmiah Manajemen Jurnal Mirai Management Journal of Economic, Bussines and Accounting (COSTING) JURNAL PENDIDIKAN TAMBUSAI Journal of Humanities and Social Studies Management Studies and Entrepreneurship Journal (MSEJ) Coopetition : Jurnal Ilmiah Manajemen Jurnal Pengabdian kepada Masyarakat Nusantara Kontigensi: Jurnal Ilmiah Manajemen Society: Jurnal Pengabdian Masyarakat Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) International Journal of Economics (IJEC) Celebes Journal of Community Services Ambidextrous : Journal of Innovation, Efficiency and Technology in Organization Atestasi : Jurnal Ilmiah Akuntansi
Paroli Paroli
Universitas Sebelas April
Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences Other

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HR Strategies to Support Creativity and Innovation: Evaluation Based on Ambidextrous Organisational Theory and Knowledge Management Paroli, Paroli
International Journal of Economics (IJEC) Vol. 4 No. 1 (2025): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v4i1.1307

Abstract

Innovation and creativity are important keys to the sustainability and competitiveness of organisations, especially in the face of rapid change and global competition. This study aims to evaluate the role of Human Resource (HR) strategy in supporting organisational creativity and innovation, by relating it to the theory of ambidextrous organisation and knowledge management. The type of research used is qualitative descriptive research with a literature review approach. The research population includes articles and previous studies relevant to the research topic, obtained from leading academic databases such as Google Scholar, Scopus, and JSTOR. The sampling technique used is purposive sampling, with a total of 30 literature samples selected based on the relevance and quality of the sources. The results show that HR policies that support exploration and exploitation can create a culture of sustainable innovation. In addition, effective knowledge management, both explicit and tacit, plays an important role in accelerating the innovation process and increasing the organisation's capacity to adapt. This research provides practical implications for organisations to formulate more flexible HR strategies and encourage effective collaboration through knowledge sharing between employees.
Transformasi Tata Kelola Pesantren Melalui Perencanaan SDM Strategis: Program Pendampingan di Al-Ilham Islamic Boarding School Paroli, Paroli; Rusdian, Suca
Celebes Journal of Community Services Vol. 4 No. 1 (2025): December - May
Publisher : STIE Amkop Makassar, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/celeb.v4i1.2518

Abstract

Program keterlibatan masyarakat ini dirancang untuk memperkuat tata kelola institusi pesantren melalui perencanaan sumber daya manusia (SDM) yang strategis. Kegiatan dilaksanakan di Pesantren Islam Al-Ilham, yang berlokasi di Kecamatan Bojongsoang, Kabupaten Bandung, Indonesia. Program ini merespons permasalahan umum yang dihadapi banyak lembaga pendidikan Islam, yaitu belum adanya sistem manajemen SDM yang terstruktur dan berbasis kompetensi. Dengan pendekatan partisipatif dan kolaboratif, program ini melibatkan pimpinan dan staf pesantren dalam serangkaian kegiatan, seperti identifikasi masalah, pelatihan, penyusunan dokumen secara bersama, serta evaluasi. Pengumpulan data dilakukan menggunakan metode campuran, yakni wawancara, kuesioner, dan observasi langsung. Hasil asesmen awal menunjukkan bahwa pengelolaan SDM masih bersifat informal, tidak terdokumentasi, dan belum dilengkapi dengan mekanisme evaluasi yang sistematis. Setelah pelaksanaan program mentoring selama tiga bulan, terjadi peningkatan signifikan dalam pemahaman dan keterampilan peserta dalam menyusun rencana kebutuhan SDM. Hal ini tercermin dari peningkatan skor tes pasca-pelatihan serta diadopsinya dokumen rencana kebutuhan tenaga kerja secara formal. Keterlibatan aktif seluruh peserta dalam merancang dan menerapkan strategi penempatan kerja turut mendorong lahirnya rasa kepemilikan dan tanggung jawab bersama. Program ini tidak hanya meningkatkan kapasitas individu, tetapi juga memicu perubahan budaya organisasi menuju pengelolaan yang lebih profesional dan sistematis. Hasil kegiatan ini menunjukkan bahwa model pendampingan berbasis kebutuhan dapat direplikasi secara efektif di pesantren lain yang menghadapi tantangan tata kelola serupa, khususnya di wilayah semi-perkotaan yang mengalami pertumbuhan kelembagaan yang pesat.
Optimising The Human Resource Potential Of University Education Personnel: Recruitment, Training, Welfare, And Performance Evaluation Strategies To Improve Effectiveness And Productivity Santanu, Tita Rachtawati; Paroli, Paroli; Atmaja, Hanung Eka; Nadzari, Suhaila Binti
MIX: JURNAL ILMIAH MANAJEMEN Vol 15, No 2 (2025): MIX : Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jurnal_mix.2025.v15i2.002

Abstract

Objective: Improving the quality of human resources (HR) of education personnel is crucial to supporting an effective and productive higher education system. This study aims to analyze the effect of recruitment, Training, welfare, and performance evaluation on the effectiveness and productivity of education personnel in Garut Regency universities.Methodology: This study uses a quantitative approach with descriptive and causal designs. The population consisted of all education personnel in Garut Regency universities, with a sample of 271 respondents selected through a purposive sampling technique. Data were collected through a Likert scale questionnaire and analyzed using multiple linear regression using SPSS software.Findings: The results showed that recruitment, Training, and performance evaluation positively and significantly affect the effectiveness and productivity of higher education personnel. These three factors are key in improving performance through HR planning, competency development, and performance-based evaluation. Meanwhile, welfare does not show a significant effect, indicating that structural and managerial factors are more decisive than material in resource-limited universities such as the Garut Regency. This finding confirms the importance of strategic HR governance in supporting higher education quality improvement.Conclusion: These results confirm that HR management strategies that focus on competency-based recruitment, relevant Training, and structured performance evaluation are critical to improving the effectiveness and productivity of education personnel, especially in resource-constrained regions. The practical implication is that universities in areas such as Garut must prioritize the capacity building of education personnel through contextual and sustainable HR management policies.
Optimalisasi Kompetensi Manajemen SDM bagi Pelaku Usaha Desa Rancasalak untuk Meningkatkan Daya Saing Lokal Paroli, Paroli
Jurnal Pengabdian kepada Masyarakat Nusantara Vol. 6 No. 1 (2025): Jurnal Pengabdian kepada Masyarakat Nusantara Edisi Januari - Maret
Publisher : Lembaga Dongan Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55338/jpkmn.v6i1.5250

Abstract

Pengelolaan sumber daya manusia (SDM) yang efektif menjadi tantangan utama bagi pelaku usaha mikro, kecil, dan menengah (UMKM), khususnya di wilayah pedesaan seperti Desa Rancasalak, Kecamatan Kadungora. Pelaku usaha di desa ini menghadapi keterbatasan dalam perencanaan SDM, pengembangan karir, dan pengelolaan kinerja, terutama di tengah era digital yang menuntut integrasi teknologi dalam operasional usaha. Melalui kegiatan pengabdian masyarakat ini, dilakukan pelatihan peningkatan kompetensi manajemen SDM berbasis kebutuhan lokal, yang dirancang untuk menjawab permasalahan tersebut. Kegiatan melibatkan 25 peserta yang terdiri dari pelaku UMKM di Desa Rancasalak. Pelatihan berlangsung dalam tiga tahap, yaitu persiapan, pelaksanaan, dan evaluasi. Tahap persiapan mencakup analisis kebutuhan peserta melalui wawancara dan observasi awal, diikuti dengan penyusunan modul berbasis lokal. Tahap pelaksanaan melibatkan metode partisipatif, seperti diskusi kelompok, simulasi kasus, dan praktik langsung, yang berlangsung selama tiga hari. Evaluasi dilakukan menggunakan pre-test dan post-test, wawancara mendalam, serta diskusi akhir untuk mengukur efektivitas pelatihan. Hasil menunjukkan peningkatan pemahaman peserta sebesar 45% setelah pelatihan, terutama dalam menyusun rencana SDM dan memanfaatkan aplikasi digital sederhana untuk pencatatan kinerja. Mayoritas peserta menganggap materi pelatihan relevan dan dapat langsung diterapkan dalam praktik usaha. Selain itu, peserta merasa lebih percaya diri dalam mengelola SDM dan mengintegrasikan teknologi dalam operasional usaha mereka. Kegiatan ini berhasil memberikan kontribusi nyata dalam memberdayakan UMKM di Desa Rancasalak, namun pendampingan lanjutan diperlukan untuk memastikan keberlanjutan dampak pelatihan.
The Influence Of Work Environment On Employee Discipline And The Role Of Human Resource Planning Paroli, Paroli
JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 9, No 2 (2025): Journal of Humanities and Social Studies
Publisher : UNIVERSITAS PAKUAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jhss.v9i2.11561

Abstract

This study aims to examine the effect of work environment on employee discipline in the production department of PD. Mandala 525, as well as the role of human resource planning (HRP) in improving work discipline. Using a quantitative descriptive approach and correlational method, this study analyses the relationship between two main variables: work environment and work discipline. Data were collected through questionnaires and in-depth interviews with 62 employees using a simple random sampling technique. The results of Pearson correlation analysis showed a moderate positive relationship between work environment and work discipline (r = 0.56), which means that improving the quality of work environment has the potential to improve work discipline. Linear regression analysis revealed that the work environment variable has a significant effect on employee work discipline with a regression coefficient of 0.42 (p-value
The Strategic Tech Horizons: A Comprehensive SWOT Analysis of Organizational Technology Integration Paroli, Paroli; Jajang Sugiat; Suca Rusdian
Ambidextrous Journal of Innovation Efficiency and Technology in Organization Vol. 1 No. 01: Ambidextrous Leadership and Organizational Agility: Redefining Innovation and Efficie
Publisher : Takaza Innovatix Labs Ltd.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61536/ambidextrous.v1i01.32

Abstract

This article conducts a comprehensive SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis focused on the strategic integration of technology within Bank BJB, Garut. The strengths identified include the bank's established local presence, a robust customer base, and a strong financial position. However, the analysis reveals weaknesses, including limited experience in digital banking, reliance on traditional processes, and potential resistance to change. Opportunities lie in the growing demand for digital banking services, collaborative partnerships with fintech companies, and regulatory support for technological advancements. On the flip side, the bank faces threats such as intense competition from national and global banks, cybersecurity risks, and the risk of rapid technological obsolescence. The discussion emphasizes the need for strategic initiatives to capitalize on strengths, address weaknesses, seize opportunities, and mitigate threats. In conclusion, recommendations are provided, urging Bank BJB to invest in digital literacy, establish strategic fintech partnerships, fortify cybersecurity measures, and foster a culture of innovation to navigate the dynamic landscape of technology integration successfully.
The Influence of Transformational Leadership Style and Organisational Culture on Employee Performance Mediated by Organisational Commitment Mahmud, Mahmud; Subhan, Ega Saiful; Paroli, Paroli
MIX: JURNAL ILMIAH MANAJEMEN Vol 15, No 3 (2025): MIX : Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jurnal_mix.2025.v15i3.006

Abstract

Objective: This study aims to analyze the influence of transformational leadership and organizational culture on employee performance, with organizational commitment serving as a mediating variable at CV Aquaku Jaya Bersama in Dompu Regency, West Nusa Tenggara.Methodology: This study uses a quantitative causal approach with a population of 78 employees. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS version 3 software. The analysis procedure included measurement evaluation, structural modelling, and direct and indirect hypothesis testing.Findings: The results showed that transformational leadership did not directly influence employee performance but had a positive and significant effect on organisational commitment. Organisational culture has a positive and significant influence on both organisational commitment and employee performance. In addition, organisational commitment positively influenced employee performance and substantially mediated the relationship between transformational leadership and employee performance. However, organisational commitment did not mediate the relationship between organisational culture and employee performance.Conclusion: This study emphasises the importance of building organisational commitment to improve employee performance through leadership and work culture approaches.
Pengaruh Motivasi Kerja terhadap Kinerja Karyawan Studi pada PT Griya Pratama Garut Paroli, Paroli
Jurnal Pendidikan Tambusai Vol. 8 No. 1 (2024): April 2024
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai, Riau, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jptam.v8i1.13856

Abstract

Tujuan dari penelitian ini adalah untuk mengetahui Pengaruh Motivasi Kerja terhadap Kinerja Karyawan pada PT Griya Pratama Garut. Metode penelitian yang digunakan adalah metode kuantitatif. Populasi dan sampel dalam penelitian ini adalah seluruh karyawan di PT Griya Pratama Garut, yang berjumlah sebanyak 41 orang. Berdasarkan hasil uji validitas dinyatakan valid karena memiliki nilai yang lebih besar dari r-tabel sebesar 0.308 dan reliabel karena memiliki nilai yang lebih besar dari nilai alpha cronbach sebesar 0,600. Dari hasil uji korelasi diperoleh keterangan bahwa motivasi kerja mempunyai pengaruh yang sedang terhadap kinerja karyawan dengan nilai r sebesar 0,533 dan koefisien determinasi sebesar 28,41%. Untuk hasil uji hipotesi melalui Uji t menunjukan bahwa nilai signifikansi pengaruh Motivasi Kerja terhadap Kinerja Karyawan adalah sebesar 0,007 < 0,05 maka hipotesis diterima dan nilai t hitung sebesar 2,874> nilai t tabel sebesar 2,022. maka H0 ditolak dan H1 diterima. Artinya terdapat pengaruh signifikan antara Motivasi Kerja terhadap Kinerja Karyawan pada PT Griya Pratama Wilayah 35 Garut.
OPTIMALISASI KINERJA KARYAWAN : DAMPAK DESAIN PEKERJAAN DI PT SUMBER ALAM MUBARAK Paroli, Paroli
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 8 No 1 (2024): Edisi Januari - April 2024
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v8i1.3936

Abstract

Penelitian ini bertujuan untuk menginvestigasi pengaruh desain pekerjaan terhadap kinerja pegawai di PT Sumber Alam Mubarak. Metode penelitian yang digunakan adalah analisis koefisien korelasi Spearman dan uji t-statistik. Sampel penelitian melibatkan 34 responden dari berbagai departemen dalam perusahaan. Hasil penelitian menunjukkan bahwa terdapat hubungan yang kuat antara desain kerja dan kinerja pegawai dengan nilai koefisien korelasi sebesar 0,721. Uji t-statistik menegaskan bahwa desain kerja memiliki pengaruh signifikan terhadap kinerja pegawai (t hitung = 4,081, sig = 0,000). Kontribusi desain kerja terhadap kinerja pegawai sebesar 51,9%, sementara faktor lain yang tidak diteliti berkontribusi sebesar 48,1%. Kesimpulan ini konsisten dengan temuan penelitian sebelumnya. Rekomendasi melibatkan peningkatan perhatian perusahaan terhadap desain kerja sebagai strategi untuk meningkatkan kinerja pegawai. Program pelatihan dan pengembangan dapat diarahkan untuk meningkatkan pemahaman dan keterampilan terkait desain pekerjaan yang optimal. Penelitian ini memberikan kontribusi penting dalam pemahaman tentang pentingnya desain kerja dalam meningkatkan kinerja pegawai dan dapat dijadikan pedoman bagi perusahaan dalam upaya peningkatan produktivitas dan pencapaian tujuan organisasi. Kata kunci : Desain Pekerjaan, Kinerja Pegawai ABSTRACT This research aims to investigate the influence of job design on employee performance at PT Sumber Alam Mubarak. The research method used was Spearman correlation coefficient analysis and t-statistical test. The research sample involved 34 respondents from various departments within the company. The research results show that there is a strong relationship between work design and employee performance with a correlation coefficient of 0.721. The t-statistical test confirms that work design has a significant influence on employee performance (t = 4.081, sig = 0.000). The contribution of work design to employee performance was 51.9%, while other factors not studied contributed 48.1%. This conclusion is consistent with previous research findings. Recommendations involve increasing corporate attention to work design as a strategy to improve employee performance. Training and development programs can be directed at increasing understanding and skills related to optimal job design. This research provides an important contribution to understanding the importance of work design in improving employee performance and can be used as a guide for companies in efforts to increase productivity and achieve organizational goals.
HR Strategies to Support Creativity and Innovation: Evaluation Based on Ambidextrous Organisational Theory and Knowledge Management Paroli, Paroli
International Journal of Economics (IJEC) Vol. 4 No. 1 (2025): January-June
Publisher : PT Inovasi Pratama Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55299/ijec.v4i1.1307

Abstract

Innovation and creativity are important keys to the sustainability and competitiveness of organisations, especially in the face of rapid change and global competition. This study aims to evaluate the role of Human Resource (HR) strategy in supporting organisational creativity and innovation, by relating it to the theory of ambidextrous organisation and knowledge management. The type of research used is qualitative descriptive research with a literature review approach. The research population includes articles and previous studies relevant to the research topic, obtained from leading academic databases such as Google Scholar, Scopus, and JSTOR. The sampling technique used is purposive sampling, with a total of 30 literature samples selected based on the relevance and quality of the sources. The results show that HR policies that support exploration and exploitation can create a culture of sustainable innovation. In addition, effective knowledge management, both explicit and tacit, plays an important role in accelerating the innovation process and increasing the organisation's capacity to adapt. This research provides practical implications for organisations to formulate more flexible HR strategies and encourage effective collaboration through knowledge sharing between employees.
Co-Authors Fepi Febianti Hanung Eka Atmaja Jajang Sugiat Mahmud Mahmud Nadzari, Suhaila Binti Subhan, Ega Saiful Suca Rusdian Sukmayadi Syaifuddin Syaifuddin Tita Rachtawati Santanu Yudi Abdul Gani