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Gusroni, Imron
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Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Social Sciences Other

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Kompetensi Sumber Daya Manusia dalam Pengelolaan dan Pengembangan Learning Management System (LMS): di Institusi Pendidikan Saputra, Suryo Danar; Zulfitria; Gusroni, Imron
Perspektif Vol. 3 No. 6 (2024)
Publisher : Perspektif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53947/perspekt.v3i6.681

Abstract

Abstrak Berbicara mengenai pendidikan di era digital saat ini tak lepas dari penggunaan teknologi baik sebagai tools (alat), learning resource (sumber bahan ajar) dan learning media (media pembelajaran). Adanya teknologi tentu saja mampu memudahkan dan mengurangi hambatan-hambatan yang sering terjadi di dalam kegiatan pembelajaran. Terlebih di dalam sebuah institusi, baik institusi pendidikan, pelatihan maupun institusi lainnya. Learning Management System (LMS) merupakan salah satu bentuk turunan dari pembelajaran E-Learning yang memiliki dsar pembelajaran berbasis web. Penggunaan LMS yang masif saat ini di berbagai institusi pendidikan mampu meningkatkan gairah dalam kegiatan pembelajaran dan batasan-batasan yang sering terjadi dalam pebelajaran yang dilaksanakan secara konvensional. Namun sayang terkadang fokus utama di dalam pengelolaan dan pembelajaran menggunakan LMS hanya dimaknai dangkal yakni terkait platform LMS yang digunakan.   Abstract Talking about education in the current digital era cannot be separated from the use of technology both as tools, learning resources and learning media. The existence of technology can certainly facilitate and reduce obstacles that often occur in learning activities. Especially in an institution, be it an educational institution, training or other institution. Learning Management System (LMS) is one form of derivative of E-Learning learning which has a web-based learning basis. The massive use of LMS today in various educational institutions can increase enthusiasm in learning activities and the limitations that often occur in conventional learning. But unfortunately sometimes the main focus in managing and learning using LMS is only interpreted superficially, namely related to the LMS platform used.  
The Effect Of Training And Work Motivation On Employee Performance At PT. KSO APS ISS Soekarno-Hatta Airport Area In Tangerang City Gusroni, Imron; Nugraha, Opep Cahya
Pasundan Social Science Development Vol. 6 No. 1 (2025): Pasundan Social Science Development (PASCIDEV)
Publisher : Doctoral Program of Social Science Pasundan University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56457/pascidev.v6i1.321

Abstract

This study aims to determine the effect of training and work motivation on employee performance at PT KSO APS ISS Area Soekarno-Hatta Airport in Tangerang City. The method used is explanatory research with analysis techniques using statistical analysis with regression testing, correlation, determination and hypothesis testing. The results of this study training has a significant effect on employee performance of 42.7%, the hypothesis test obtained t count> t table or (8.369> 1.986). Work motivation has a significant effect on employee performance of 38.7%, the hypothesis test obtained t count> t table or (7.707> 1.986). Training and work motivation simultaneously have a significant effect on employee performance with the regression equation Y = 8.132 + 0.419X1 + 0.376X2 and an influence contribution of 55.8%, the hypothesis test obtained F count> F table or (58.752> 2.700).
PENGARUH KEPEMIMPINAN DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION SERTA DAMPAKNYA: TERHADAP KINERJA KARYAWAN PT. NKI Gusroni, Imron
Perspektif Vol. 1 No. 1 (2021)
Publisher : Perspektif

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (460.342 KB) | DOI: 10.53947/perspekt.v1i1.58

Abstract

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh (a)  kepemimpinan terhadap turnover intention, (b) kepemimpinan terhadap kinerja karyawan, (c)  kepuasan kerja terhadap turnover intention karyawan, (d)  kepuasan kerja terhadap kinerja karyawan, (e) turnover intention terhadap kinerja karyawan, (f) kepemimpinan dan kepuasan kerja terhadap turnover intention serta dampaknya terhadap kinerja karyawan. Penelitian ini adalah penelitian kuantitatif. Sampel  berjumlah 156 responden. Data diperoleh dengan teknik kuesioner. Untuk menguji keabsahan data dilakukan  uji validitas, uji reliabilitas, dan uji asumsi klasik. Selanjutnya data dianalisis dengan koefisien korelasi, koefisien determinasi, uji T dan Analisa Jalur. Hasil penelitian sebagai berikut (a)  tidak ada pengaruh Kepemimpinan secara signifikan terhadap Turnover Intention, (b) tidak ada pengaruh Kepuasan Kerja secara signifikan terhadap Turnover Intention, (c) Ada pengaruh Kepemimpinan secara signifikan terhadap Kinerja, (d) Tidak ada pengaruh Kepuasan Kerja secara signifikan terhadap Kinerja, (e) Ada pengaruh Turnover Intention secara signifikan terhadap Kinerja, dan (f) Tidak ada pengaruh kepemimpinan, kepuasan kerja terhadap turnover intention dan dampaknya terhadap kinerja secara simultan. Abstract This study aims to determine the effect of (a) leadership on turnover intention, (b) leadership on employee performance, (c) job satisfaction on employee turnover intention, (d) job satisfaction on employee performance, (e) turnover intention on employee performance, (f) leadership and job satisfaction on turnover intention and its impact on employee performance. This research is quantitative. The sample is 156 respondents—data obtained by questionnaire technique. To test the validity of the data, we conducted validity tests, reliability tests, and classical assumption tests. Furthermore, the data were analyzed by a correlation coefficient, coefficient of determination, T-test, and Path Analysis. The results of the study are as follows (a) there is no significant influence of leadership on turnover intention, (b) there is no significant effect of job satisfaction on turnover intention, (c) there is a significant influence of leadership on performance, (d) no effect of job satisfaction significantly on performance, (e) there is a significant effect of turnover intention on performance, and (f) there is no influence of leadership, job satisfaction on turnover intention and its impact on performance simultaneously.    
PENGARUH KEPUASAN KERJA DAN MOTIVASI TERHADAP KINERJA KARYAWAN: PADA PT GE DI BINTARO JAYA Rahman, Fahri; Gusroni, Imron; Simanullang, Saiful
Perspektif Vol. 2 No. 6 (2023)
Publisher : Perspektif

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53947/perspekt.v2i6.139

Abstract

Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh Kepuasan Kerja dan Motivasi Kerja terhadap Kinerja Karyawan GE di Bintaro Jaya Tahun 2019-2020. Metode penelitian yang digunakan adalah metode deskriptif dengan sampel 60 orang pegawai tetap, penelitian ini menggunakan teknik Korelasi, Regresi Linier, dan Koefisien determinasi melalui SPSS versi 20. Hasil penelitian menunjukkan: (1) Kepuasan Kerja berpengaruh signifikan terhadap Kinerja Pegawai (thitung=2,313, sig=0,024 ), (2) Motivasi Kerja berpengaruh positif terhadap Kinerja Karyawan (thitung=1,712, sig=0,092), (3) Kepuasan Kerja dan Motivasi Kerja secara bersama-sama berpengaruh terhadap Kinerja Karyawan (fhitung=4,352, sig=0,000), dan (4 ) Persamaan Regresi Linier Sederhana adalah Y=23.823+0.230X₁+0.203X₂ dengan nilai R2 sebesar 36.4% artinya 63.6% Kinerja Pegawai dipengaruhi oleh variabel yang tidak diteliti. Studi ini mendukung penerimaan hipotesis alternatif. Abstract This study investigates the impact of Job Satisfaction and Work Motivation on Employee Performance at GE in Bintaro Jaya for 2019-2020. Using a descriptive method with a sample of 60 permanent employees, the research employed Correlation, Linear Regression, and Coefficient of Determination techniques through SPSS version 20. Results indicate: (1) Job Satisfaction significantly influences Employee Performance (tcount=2.313, sig=0.024 ), (2) Work Motivation has a positive effect on Employee Performance (tcount=1.712, sig=0.092), (3) Both Job Satisfaction and Work Motivation collectively impact Employee Performance (fcount=4.352, sig=0.000), and ( 4) The Simple Linear Regression Equation is Y=23.823+0.230X₁+0.203X₂ with an R2 value of 36.4%, implying 63.6% of Employee Performance is influenced by unexamined variables. The study supports the acceptance of alternative hypotheses.  
Co-Authors Nugraha, Opep Cahya Rahman, Fahri Saputra, Suryo Danar Simanullang, Saiful Zulfitria