Garuda - Garba Rujukan Digital

Digital Marketing Strategy in the Online Fashion Industry Sri Handono, Wahyu; Kopong, Anthoneta; Nur Madani, Muhammad
International Journal of Management Science and Information Technology Vol. 4 No. 1 (2024): January - June 2024
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v4i1.2668

The online fashion industry is rapidly growing due to advancements in digital technology and changes in consumer behavior. This article explores effective digital marketing strategies to enhance the visibility and competitiveness of online fashion businesses, with a focus on SMEs. These strategies include the use of digital advertising, social media, and marketplaces. Social media, particularly Instagram, is highly effective in building brand awareness and increasing engagement through features like Stories, Reels, and Shopping. The COVID-19 pandemic accelerated the adoption of digital marketing as a primary solution to maintain business continuity. Training in digital marketing strategies is crucial for SMEs to understand and apply effective techniques such as SEO, SEM, and content marketing. SEO improves website rankings in search results, SEM uses paid ads for quick results, and content marketing focuses on creating relevant content. Digital analysis tools like Google Analytics help companies understand content performance and make necessary adjustments. With the right strategy, online fashion companies can achieve success in the digital era.

Innovative Human Resource Practices to Improve Work-Life Balance and Talent Retention: Strategic Review and Implementation Rinawati, Rinawati; Perey Untajana, Paulus; Kopong, Anthoneta
International Journal of Management Science and Information Technology Vol. 4 No. 2 (2024): July - December 2024
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v4i2.3252

This research investigates the impact of new HR practices to WLB and talent retention in a multinational ICT company in Indonesia. Utilising a quantitative descriptive correlational design, this research examines the contribution of innovative HR policies including work flexibility and welfare to the balance between employees' work-life matters as well as how such balances impact on employees' intention to stay in the organisation. Data collection was done with structured questionnaires, with a total of 370 respondents selected using simple random sampling technique. Based on the Multiple Linear Regression Analysis shows that Innovative HR practices has a positive significant both directional influence work-life balance which is signified by regression coefficients (B) = 0.62 and R²=0.38 (Table 3). Additionally, the joint effect of innovative HR practices and work-life balance on talent retention is also meaningful with regression coefficients of 0.40 at innovation HR practices side and 0.45 at work life balance side (R²=0.47). The conclusion that can be drawn from these findings is that organisations which implement innovative HR policies attract a more loyal employee base, reduce staff turnover and can also nurture a positive impact towards the public image of an organisation (Steur et al., 2012). The article also provides theoretical contributions and practical implications for HR management to design polices that address work-life balance so as to facilitate talent retention thereby leading to enhance organizational sustainability and productivity.

The Influence of Discipline, Motivation, Local Wisdom, and Work Environment on Employee Performance: The Role of Job Satisfaction as a Mediator Kopong, Anthoneta; Untajana, Paulus Perey; Lakamudi, Rahma Karnia
Indonesian Journal Economic Review (IJER) Vol. 5 No. 1 (2025): April
Publisher : Research Division Lembaga Mitra Solusi Teknologi Informasi (L-MSTI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59431/0pyy9545

This study analyzes the impact of discipline, motivation, local wisdom, and work environment on employee Performance with job satisfaction as a mediator. Discipline and motivation play a significant role in enhancing employee Performance, while local wisdom fosters an atmosphere that supports harmony in the workplace. A conducive work environment also contributes to increased Performance and job satisfaction. The study uses a quantitative survey method involving 465 structural officials in regional work units (OPD). Multiple regression analysis techniques were employed to evaluate the relationships between variables. The findings show that work discipline is positively related to Performance and job satisfaction. Motivation was also found to enhance employee Performance, while local wisdom supports the creation of a better work climate. A positive work environment has a significant effect on both employee satisfaction and Performance. Job satisfaction strengthens the relationship between motivation, local wisdom, and work environment with employee Performance. However, work discipline does not require a mediator to enhance Performance. These findings emphasize the importance of creating a supportive work environment, fostering high motivation, and considering local organizational values to improve Performance.

Digital Marketing Strategy in the Online Fashion Industry Sri Handono, Wahyu; Kopong, Anthoneta; Nur Madani, Muhammad
International Journal of Management Science and Information Technology Vol. 4 No. 1 (2024): January - June 2024
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v4i1.2668

The online fashion industry is rapidly growing due to advancements in digital technology and changes in consumer behavior. This article explores effective digital marketing strategies to enhance the visibility and competitiveness of online fashion businesses, with a focus on SMEs. These strategies include the use of digital advertising, social media, and marketplaces. Social media, particularly Instagram, is highly effective in building brand awareness and increasing engagement through features like Stories, Reels, and Shopping. The COVID-19 pandemic accelerated the adoption of digital marketing as a primary solution to maintain business continuity. Training in digital marketing strategies is crucial for SMEs to understand and apply effective techniques such as SEO, SEM, and content marketing. SEO improves website rankings in search results, SEM uses paid ads for quick results, and content marketing focuses on creating relevant content. Digital analysis tools like Google Analytics help companies understand content performance and make necessary adjustments. With the right strategy, online fashion companies can achieve success in the digital era.

Innovative Human Resource Practices to Improve Work-Life Balance and Talent Retention: Strategic Review and Implementation Rinawati, Rinawati; Perey Untajana, Paulus; Kopong, Anthoneta
International Journal of Management Science and Information Technology Vol. 4 No. 2 (2024): July - December 2024
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v4i2.3252

This research investigates the impact of new HR practices to WLB and talent retention in a multinational ICT company in Indonesia. Utilising a quantitative descriptive correlational design, this research examines the contribution of innovative HR policies including work flexibility and welfare to the balance between employees' work-life matters as well as how such balances impact on employees' intention to stay in the organisation. Data collection was done with structured questionnaires, with a total of 370 respondents selected using simple random sampling technique. Based on the Multiple Linear Regression Analysis shows that Innovative HR practices has a positive significant both directional influence work-life balance which is signified by regression coefficients (B) = 0.62 and R²=0.38 (Table 3). Additionally, the joint effect of innovative HR practices and work-life balance on talent retention is also meaningful with regression coefficients of 0.40 at innovation HR practices side and 0.45 at work life balance side (R²=0.47). The conclusion that can be drawn from these findings is that organisations which implement innovative HR policies attract a more loyal employee base, reduce staff turnover and can also nurture a positive impact towards the public image of an organisation (Steur et al., 2012). The article also provides theoretical contributions and practical implications for HR management to design polices that address work-life balance so as to facilitate talent retention thereby leading to enhance organizational sustainability and productivity.

Pengaruh Pelatihan SIMPEGNAS Terhadap Proses Percepatan Kenaikan Gaji Berkala Pada Badan Kepegawaian Pendidikan Dan Pelatihan Daerah Kabupaten Sorong Untajana, Paulus; Kastanya, James; Andisanty; Kopong, Anthoneta; Souisa, Novita
REMB : Research Economics Management and Business Vol 3 No 1 (2025): REMB : Research Economics Management and Business
Publisher : Universitas Pendidikan Muhammadiyah Sorong

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36232/remb.v3i1.1525

Sorong Regency as the parent regency, the ability to use information technology is absolutely necessary for the State Civil Apparatus (ASN) in improving public services. Thus, the community will feel served and as a form of government present in the midst of the community to meet their various needs. This transformation of government services provides a new work culture, new business processes, new policies and new regulations that are oriented towards electronic-based government (e-government). The Sorong Regency Government has implemented a computerized system for managing KGB in mid-2023. The computerized system in question is known as the National Personnel Information System abbreviated as SIMPEGNAS. SIMPEGNAS is a general application for national sharing in the field of personnel. Thus, every PNS or ASN can access it through the MyASN application for various needs concerning their careers, especially for managing periodic salary increases. Thus, it will simplify and accelerate the process of managing periodic salary increases and various other things related to PNS careers. This research was conducted at the Regional Education and Training Personnel Agency of Sorong Regency. This research was conducted for two (2) months, namely in the third week of April 2024 to the second week of June 2024, the population in this study was 3,624 people. The number of samples (size of simple) was determined based on the calculation of the Slovin formula. Data analysis in this study used multiple linear regression analysis techniques. Based on the research that has been carried out, in general the training carried out by the Sorong Regency BKPPD is in the very high category, namely an average of 444.5, especially in the aspect of leadership policies to help achieve goals, with a total score of 467 which is at a very high value.

Remote Work Dynamics: Managerial Challenges and the Test of Time in Human Resource Management Perey Untajana, Paulus; Souisa, Novita; Kopong, Anthoneta
International Journal of Management Science and Information Technology Vol. 5 No. 2 (2025): July - December 2025
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i2.4737

Information and communication technology advances have influenced how various organizations function, particularly the remote work. Although offering flexibility, this form of work has raised few challenges in HR management. This study seeks to examine the obstacles faced by managers in supervising their remote and in office staff. This study utilizes a qualitative method that examines data obtained from literature and related materials. The results show that while firms realize financial gains in the form of cost savings and better performance, there is a distance between remote workers and office workers and a gap in between both of them, particularly in working conditions and resource accessibility. Remote workers are having the typical remote worker issues that are impacting their productivity, but office workers are feeling underrepresented and it’s difficult for them to fit into this new model. However, many HR managers are not sufficiently well prepared to face the new adversities, particularly in terms of training, motivation and communication. Thus, the present study implies the need for more integrative policies and better preparedness of managers to facilitate adjustment to these transitions.

Mengidentifikasi Faktor-Faktor yang Mempengaruhi Ketidakteradaan Manual Prosedur pada UKM Untajan, Paulus Perey; Kopong, Anthoneta
Jurnal Manajemen dan Teknologi Vol. 2 No. 2 (2025): November
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat (LPPM) STMIK Indonesia Banda Aceh

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63447/jmt.v2i2.1548

Small and Medium Enterprises (SMEs) play a crucial role in Indonesia’s economy, but many face challenges in managing operations efficiently. One of the main issues is the lack of well-documented procedures. This study aims to identify the factors that hinder the implementation of procedure manuals in SMEs and provide recommendations for improving managerial and operational systems. Factors such as limited human resources, lack of understanding of the importance of documentation, and technological constraints were found to be the biggest obstacles. Additionally, managerial policies and corporate culture also affect the implementation of necessary procedures. Using a quantitative approach through surveys distributed to 80 SMEs in Jakarta, the study analyzes data using descriptive statistics and T-tests to identify differences between groups. The results show that costs and time constraints are the main factors hindering the implementation of procedure manuals, while business size and knowledge of procedures also play significant roles. The findings aim to provide practical recommendations for SMEs to enhance their operational efficiency and quality by implementing more structured procedures.

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