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Syafwandi
Universitas Putra Indonesia YPTK Padang
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Manajemen Strategik dalam Meningkatkan Mutu Pelayanan Kepegawaian pada Dinas Pendidikan Kota Solok Riandani, Ade; Syafwandi, S; Pratama, Eri; Andika, Afri
Journal of Economics and Management Scienties Volume 6 No. 4, September 2024
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/jems.v6i4.67

Abstract

Strategic Management plays an important role in improving the quality of personnel services at the Solok City Education Office. The aim of this research is to explore information regarding the implementation of strategic management, especially in the context of personnel services, as well as its impact on the quality of personnel services at the Solok City Education Office. This research uses a qualitative method with a case study approach, and data analysis is carried out using the Miles and Huberman Interactive analysis model. Research findings show that the Solok City Education Office implements strategic management in personnel services by referring to the Provincial RPJP and Solok City RPJMD. This process involves the stages of strategic planning, strategy implementation, and strategy evaluation. The quality of personnel services at the Solok City Education Office has experienced a significant increase after the implementation of strategic management, which can be proven by the fulfillment of the five main dimensions of service quality.
Analisis SWOT sebagai Strategi dalam Peningkatan Kinerja Pegawai Pemerintahan Yunas, Ibnu Prama; Sari , Juli Arsismen; Irvandhel, Muhammad; Syafwandi, Syafwandi
Indo-MathEdu Intellectuals Journal Vol. 5 No. 3 (2024): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v5i3.1327

Abstract

This research aims to formulate strategies that must be implemented for performance development by analyzing the company's strengths, weaknesses, opportunities, and threats through analysis on the Government. This research is qualitative descriptive research with a SWOT analysis method that aims to improve the performance of Government employees. Data collection is carried out through observation, interviews, and documentation. Data analysis is carried out qualitatively consisting of data reduction, data presentation, and conclusion drawing. Based on the results and discussions that have been carried out previously, the author concludes that: the strategy used to improve employee performance is the SO (Strengths–Opportunities) strategy, actions that can be taken in the strengths strategy by increasing competence, extensive work experience and high competence. Meanwhile, the opportunities strategy is with the development of new technology that can improve work efficiency and reduce costs, the availability of quality human resources that can strengthen the work team.
Strategi Pengelolaan Sumber Daya Manusia untuk Menekan Perpindahan Tugas Pegawai Sari, Intan Permata; Novalinda, Novalinda; Syafwandi, Syafwandi
Indo-MathEdu Intellectuals Journal Vol. 5 No. 3 (2024): Indo-MathEdu Intellectuals Journal
Publisher : Lembaga Intelektual Muda (LIM) Maluku

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54373/imeij.v5i3.1464

Abstract

This study aims to find out human resource management strategies to reduce the transfer of employee duties. This research is a qualitative descriptive research, descriptive research does not provide treatment, manipulation or alteration to the variables studied, but describes a condition as it is. Data collection is carried out through observation, interviews, and documentation. Data analysis was carried out qualitatively consisting of data reduction, data presentation, and conclusion drawing. As a result of the previous discussions, the author concludes that effective HR management strategies to suppress the transfer of employee duties are a key factor in the success of the organization. By implementing the right strategies in human resource management, organizations can reap significant benefits, from increased productivity to better employee retention. It is important for organizations to continue to improve strategies in effective human resource management to reduce the transfer of employee duties in accordance with the development of the times and employee needs.
PENGARUH PERSEPSI HARGA, KUALITAS PELAYANAN DAN KEPERCAYAAN TERHADAP LOYALITAS PELANGGAN Yani, Ahmad; Khotimah, Khusnul; Fitria, Lailani; Syafwandi, Syafwandi
JURNAL ILMIAH EDUNOMIKA Vol. 8 No. 1 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i1.11192

Abstract

Abstract The influence of price perceptions, service quality and trust on customer loyalty is a scientific article on literature studies within the scope of the field of Marketing Management Science. The aim of this article is to build a hypothesis of influence between variables that will be used in further research. Research objects in online libraries, Google Scholar, Mendeley and other academic online media. The research method using the research library comes from e-books and open access e-journals. Qualitative descriptive analysis. The results of this article: 1) Price perception influences customer loyalty; 2) Service quality influences customer loyalty; and 3) Trust influences customer loyalty. Keyword: Price Perception, Service Quality, Trust, Customer Loyalty
Keselamatan Lalu Lintas dan Pentingnya Kepatuhan Terhadap Kecepatan di Jalan Raya Bagi Masyarakat Indonesia di Pulau Pinang, Malaysia Muhammad Isradi; Elhazri Hasdian; Raden Hendra Ariyapijati; Adi Nurmahdi; Syafwandi Syafwandi; Andri Irfan Rifai
I-Com: Indonesian Community Journal Vol 5 No 2 (2025): I-Com: Indonesian Community Journal (Juni 2025)
Publisher : Fakultas Sains Dan Teknologi, Universitas Raden Rahmat Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70609/i-com.v5i2.7434

Abstract

Berdasarkan data dari Bank Indonesia, terdapat 1,67 juta pekerja migran Indonesia di Malaysia, baik di sektor formal maupun non formal, salah satu daerah tujuannya adalah Pulau Pinang, Malaysia. Di negara-negara dengan kepadatan lalu lintas yang tinggi seperti Malaysia, mematuhi batas kecepatan sangat penting untuk mengurangi risiko kecelakaan. Tujuan dari kegiatan ini adalah khususnya masyarakat Indonesia di Pulau Pinang Malaysia, dapat lebih memahami dan menghargai pentingnya mematuhi batas kecepatan, diharapkan terjadi perubahan perilaku yang positif sehingga angka kecelakaan lalu lintas dapat ditekan dan keselamatan di jalan raya dapat ditingkatkan. Metode yang digunakan dengan kegiatan sosialisasi keselamatan lalu lintas berfokus pada pentingnya mematuhi batas kecepatan di jalan raya. Sosialisasi keselamatan lalu lintas juga dilakukan dengan menyampaikan pesan-pesan keselamatan lalu lintas kepada masyarakat. Hasil dari kegiatan ini mendapatkan pengetahuan dan sikap aman saat berkendara, memberikan pengetahuan tentang keselamatan berkendara, pentingnya mematuhi batas kecepatan, dan peraturan lalu lintas yang berlaku di Malaysia.
PENGARUH EFISIENSI STRATEGIS, KEPEMIMPINAN STRATEGIS, DAN BUDAYA ORGANISASI TERHADAP KESEJAHTERAAN KARYAWAN: KAJIAN LITERATUR REVIEW Arafah, Zahid Nugrah; Harfan, Syakhroni; Ratnawita, Ratnawita; Anandari, Febrina; Gusmawita, Dona; Syafwandi, Syafwandi
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol 9, No 1 (2026): February 2026
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v9i1.5490

Abstract

Abstract: This study aims to examine the influence of strategic efficiency, strategic leadership, and organizational culture on employee welfare through a strategic approach literature review In an era of increasingly complex global competition, organizations are required not only to achieve efficiency in resource utilization but also to ensure employee well-being as a strategic asset that determines sustainability. Strategic efficiency is understood as an organization's ability to optimally allocate and utilize resources to support long-term goals, which in practice can increase productivity while creating a more structured work environment. However, excessive efficiency pressures have the potential to lead to burnout, making balance a key factor. Strategic leadership has emerged as a key catalyst connecting organizational agendas with individual well-being. Empathetic, communicative, and visionary leaders have been shown to create a positive psychological climate, increase intrinsic motivation, and strengthen employee engagement. Meanwhile, organizational culture serves as a foundation that determines the effectiveness of policies and leadership. An inclusive, collaborative, and supportive culturework-life balancehas been shown to strengthen job satisfaction, mental health, and psychological safety. The results of the literature synthesis indicate that the three independent variables have a positive and complementary influence in shaping employee well-being. This research contributes both theoretically, clarifying the relationship between strategic variables and well-being, and practically, providing guidance for organizations in designing policies that are both efficiency- oriented and human-centered. Thus, employee well-being can be viewed as a strategic investment that supports productivity, talent retention, and organizational sustainability. Keywords: Strategic Efficiency, Strategic Leadership, Organizational Culture, Employee Welfare Abstrak: Studi ini bertujuan untuk meneliti pengaruh efisiensi strategis, kepemimpinan strategis, dan budaya organisasi terhadap kesejahteraan karyawan melalui tinjauan literatur pendekatan strategis. Di era persaingan global yang semakin kompleks, organisasi dituntut tidak hanya untuk mencapai efisiensi dalam pemanfaatan sumber daya tetapi juga untuk memastikan kesejahteraan karyawan sebagai aset strategis yang menentukan keberlanjutan. Efisiensi strategis dipahami sebagai kemampuan organisasi untuk mengalokasikan dan memanfaatkan sumber daya secara optimal untuk mendukung tujuan jangka panjang, yang dalam praktiknya dapat meningkatkan produktivitas sekaligus menciptakan lingkungan kerja yang lebih terstruktur. Namun, tekanan efisiensi yang berlebihan berpotensi menyebabkan kelelahan (burnout), sehingga keseimbangan menjadi faktor kunci. Kepemimpinan strategis telah muncul sebagai katalis utama yang menghubungkan agenda organisasi dengan kesejahteraan individu. Pemimpin yang empatik, komunikatif, dan visioner telah terbukti menciptakan iklim psikologis yang positif, meningkatkan motivasi intrinsik, dan memperkuat keterlibatan karyawan. Sementara itu, budaya organisasi berfungsi sebagai fondasi yang menentukan efektivitas kebijakan dan kepemimpinan. Budaya inklusif, kolaboratif, dan suportif—keseimbangan kerja-hidup—telah terbukti memperkuat kepuasan kerja, kesehatan mental, dan keamanan psikologis. Hasil sintesis literatur menunjukkan bahwa ketiga variabel independen tersebut memiliki pengaruh positif dan saling melengkapi dalam membentuk kesejahteraan karyawan. Penelitian ini memberikan kontribusi baik secara teoritis, dengan mengklarifikasi hubungan antara variabel strategis dan kesejahteraan, maupun secara praktis, dengan memberikan panduan bagi organisasi dalam merancang kebijakan yang berorientasi pada efisiensi dan berpusat pada manusia. Dengan demikian, kesejahteraan karyawan dapat dilihat sebagai investasi strategis yang mendukung produktivitas, retensi talenta, dan keberlanjutan organisasi. Kata kunci: Efisiensi Strategis, Kepemimpinan Strategis, Budaya Organisasi, Kesejahteraan Karyawan
Strategi Human Capital di Era Disrupsi AI: Systematic Literature Reviews tentang Reskilling, Upskilling, dan Pengelolaan Talent Endra, Sumarta; Rosi, Vevia; Widiasari, Zulfeni; Syafrita, Willa Kurnia Eka; Pranata, M. Yogi Eka; Syafwandi
Jurnal Informatika Ekonomi Bisnis Vol. 7, No. 4 (December 2025)
Publisher : SAFE-Network

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37034/infeb.v7i4.1351

Abstract

This study aims to examine the development and impact of artificial intelligence adoption across various sectors, with a focus on higher education, creative industries, and business. Using bibliometric analysis, this research analyzes relevant articles published between 2021 and 2024, considering citation counts and contributions to understanding AI in different fields. The most cited article is Developing a model for AI Across the curriculum, which discusses the integration of AI in higher education to enhance AI literacy. Additionally, the study highlights the importance of upskilling and reskilling in multinational corporations, as discussed in Rebooting employees: upskilling for artificial intelligence in multinational corporations, emphasizing the need for skill updates to adapt to technological advancements. The research also identifies that AI adoption by SMEs and other industries has significant potential to improve productivity and business sustainability, although challenges related to human resource readiness and digital infrastructure persist. Overall, the findings provide insights into AI's technological development and its implications for business transformation and learning strategies in the digital era.
Analysis of efforts to encourage employee performance improvement Rio Putra; Syafwandi Syafwandi; Lusiana Lusiana
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 4 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020244420

Abstract

The purpose of this study is to find out how communication, work ethic, and the environment as well as the perception of organizational support affect teacher performance. Employee performance is one of the key factors that determine the success and competitiveness of an organization, including in the banking industry. In the banking sector, employee performance not only has an impact on operational efficiency, but also has a direct impact on the quality of service to customers, customer satisfaction, and the bank's reputation. Design/methodology/approach: A structural equation model, also known as a structural equation (SEM), is used in this work to resize the sample. This shows that SEM research using the MLE estimation model should use a minimum of 200 samples. Findings: The findings of this study show that communication and work environment can affect the improvement of employee performance, but in contrast to the work ethic in this study, it is not able to affect employee performance but is different from the case and place of the study. Research, Practical & Social Implications: The study concludes that to maintain employee performance, companies can update the work environment so that it becomes comfortable in the workplace and can improve communication both from leaders to employees and vice versa. The conclusion of this study is expected to advance management science, especially human resources.
Model Penguatan Budaya Organisasi untuk Menyukseskan Inovasi Manajerial Ahmad Sunafis Al Haziz; Jefri Andriadi; Danny Andrian; Syafwandi Syafwandi
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1835

Abstract

Budaya organisasi merupakan salah satu elemen fundamental dalam membentuk perilaku kolektif yang mendukung pencapaian tujuan organisasi. Dalam konteks manajemen modern, budaya organisasi yang kuat mampu menjadi pondasi bagi keberhasilan inovasi manajerial. Penelitian ini bertujuan untuk mengembangkan model penguatan budaya organisasi yang efektif guna menunjang keberhasilan inovasi di tingkat manajerial, khususnya dalam menghadapi dinamika perubahan yang semakin cepat. Studi ini dilatarbelakangi oleh realitas di banyak organisasi Indonesia yang memiliki struktur manajerial mapan, namun kurang mampu mengadopsi inovasi karena lemahnya internalisasi nilai budaya organisasi. Dalam penelitian ini, pendekatan kualitatif digunakan dengan teknik studi kasus pada beberapa organisasi sektor publik dan swasta. Data dikumpulkan melalui wawancara mendalam, observasi, dan dokumentasi yang dianalisis secara tematik. Hasil penelitian menunjukkan bahwa terdapat tiga elemen utama dalam penguatan budaya organisasi untuk mendukung inovasi manajerial, yaitu kepemimpinan transformasional, komunikasi nilai budaya secara berkelanjutan, dan integrasi budaya dalam sistem manajemen sumber daya manusia. Ketiga elemen ini membentuk sinergi yang mampu mendorong keterbukaan terhadap ide baru dan keberanian mengambil risiko secara terukur. Penelitian ini menghasilkan model konseptual berbasis praktik yang dapat dijadikan pedoman dalam menyusun strategi penguatan budaya organisasi. Implikasi dari penelitian ini memberikan kontribusi praktis bagi pimpinan organisasi dan manajer sumber daya manusia dalam mengelola perubahan serta menciptakan lingkungan kerja yang inovatif dan adaptif.
Manajemen Perubahan dan Tantangan Budaya Organisasi pada Masa Krisis Anggella Chandini; Finola Fiftem Eka Putri; Mardifa Wahyu Putri; Syafwandi Syafwandi
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1836

Abstract

Masa krisis seperti pandemi global, krisis ekonomi, maupun disrupsi teknologi memaksa organisasi untuk melakukan perubahan signifikan agar dapat bertahan dan beradaptasi terhadap lingkungan yang dinamis dan tidak stabil. Dalam konteks ini, manajemen perubahan menjadi suatu kebutuhan strategis yang mendesak untuk diterapkan secara efektif. Penelitian ini bertujuan untuk memahami secara mendalam bagaimana proses manajemen perubahan dijalankan dalam organisasi selama masa krisis, serta mengidentifikasi tantangan budaya organisasi yang dapat memengaruhi keberhasilan atau kegagalan proses tersebut. Penelitian ini menggunakan pendekatan kualitatif deskriptif melalui studi pustaka yang komprehensif serta wawancara mendalam dengan sejumlah manajer dari organisasi sektor jasa yang mengalami dampak langsung dari krisis. Hasil penelitian menunjukkan bahwa keberhasilan manajemen perubahan sangat dipengaruhi oleh kesiapan budaya organisasi, karakter kepemimpinan yang transformatif, serta pola komunikasi internal yang terbuka dan adaptif. Organisasi yang memiliki nilai-nilai budaya fleksibel dan kolaboratif cenderung lebih cepat menyesuaikan diri dalam menghadapi perubahan. Di sisi lain, tantangan utama yang dihadapi mencakup resistensi terhadap perubahan yang berasal dari individu maupun kelompok, ketegangan antara nilai-nilai budaya lama dengan nilai baru yang dibawa oleh perubahan, serta lemahnya kohesi sosial dalam tim akibat ketidakpastian dan tekanan kerja yang meningkat selama krisis. Temuan ini menekankan pentingnya peran budaya organisasi sebagai fondasi dalam menyukseskan agenda perubahan, serta perlunya strategi komunikasi yang inklusif dan pendekatan kepemimpinan yang empatik dan partisipatif. Penelitian ini memberikan implikasi penting bagi praktisi manajemen dan pengambil kebijakan organisasi dalam merancang strategi perubahan yang responsif dan berkelanjutan, dengan tetap memperhatikan dimensi budaya yang melekat dalam struktur dan dinamika organisasi.
Co-Authors Abdila, Syafiadi Rizki Ade Rahmat Ihsan Adelia Rizky Fatmawati Adi Nurmahdi Agung Sumarno Agung Sumarno Agung Sumarno Agung Sumarno Agung Sumarno Agung Sumarno Agung Sumarno Agung, Sumarno Agyanata Munthe Agyanata Tua Munthe Ahmad Akmal Ahmad Sunafis Al Haziz ahmad yani Ahmad Yani Aldo Wirastana Adinegara Ali Ramdani Bagaskara Anandari, Febrina Andar Indra Sastra Andika, Afri Andri B, Alza Syofyan Andri Irfan Rifai Andriani, Desy Anggella Chandini Anneesha Fairuz Aprilia, Mauliza Arafah, Zahid Nugrah Arga, Kevin Arie Prima Arridhi, Dzulhijjatia Bahri, Efri Syamsul Bambang Karsono Barmitoni Budi Susetyo Budi Susetyo Danny Andrian Dasril, Mience Defni Albar Denny Rinaldi Destrina Dwi Aryani Donly Wance Lubis Dyah Robbiana Zulfa Elhazri Hasdian Eliya Pebriyeni Eliza, Rispa Endra, Sumarta Ernis Ernis Erwin A Fahrel Alfais. A Fahrurrozi Al-Ambari Fajri Afrizal Fatmawati Adelia Rizky Fatmawati, Adelia Rizky Fatoni, Adrian Fauzan Alhaq Bukharla Fauzan Delesa Fernando, Novriadi Finola Fiftem Eka Putri Fitria, Lailani Griff Greucenzky Gusmawita, Dona Hanifah Afdisya Harfan, Syakhroni Harini, Nadia Dwi Harto Nurbian Hasugian, Deborawati Hendy Yusman Firdaus Herlina Hermanto Dwiatmoko Heru Andraiko Hery Widijanto Hidayatul Putri Azizah Ibar Adi Permana Ifdal Ifdal Iis Novianti Indro Wiyarno intan permata sari Irvandhel, Muhammad Isnaini, Khalida Jamilus . Jefri Andriadi Joniputra, Joniputra Juairiyah Juairiyah Juwita Wirta Sri Depi Kastanja, Johana Kevin Arga Kevin Deodatus, leonardus Khusnul Khotimah khusnul khotimah Kukuh Mahi Sudrajat Kurniati, Era Tri Suci Laila, Dilla Apri Lailani Fitria Leni Zahara leny leny leny Lina Marlina Lonarissa Harditya Putri, Vandika Nadia Lusiana Lusiana Lusiana M, Alexander Agung M. Yogi Riyantama Isjoni Mardifa Wahyu Putri Marza Dona Meilania Indah Prihatiningsih Menhard Mohammad Zaenal Arifin Mona Nofita Sari Muhammad Isradi Muhammad Ridwan Muna Sovia Mamba’usa’adah Nofriadi Nofriadi Novalinda, Novalinda Novriadi Fernando Oktarina, Yolanda Pawening Esti Pramundi Pranata, M. Yogi Eka Pratama, Eri Prima, Arie Putra, Pramudita Syah Putra, Riyosnal R, Wahyu Rahmadia Raden Hendra Ariyapijati Rafki, Rafnelly Rahayu, Witri Ratnawita Ratnawita Resi Aseanto Rhenake Yovica Rian Hidayat Riandani, Ade Rina Wismayarni Rinaldi, Denny Rino Yuda Rino Yuda Rino Yuda Rio Naldi Rio Putra Rio Putra, Rio Riyosnal Putra Romadhon Rosi, Vevia Rusdi Rusdi Ryan Adisya Cerra Sandi Indratama Sari , Juli Arsismen Sarianja, Suherdian Septa Setyo Sembodo, Danu Shalsabillah, Ade Rahmadilla Shania Vadhillaesa Siow Heng Loke Siswahyudianto Sitinjak, Mika Sulistyawan, Latif Sumarno Agung Sumarno, Agung Sumarno, Agung Sumiyati Sumiyati Sumiyati Sumiyati SUMIYATI SUMIYATI Syafiadi Rizki Abdila Syafrina Dina Syafrita, Willa Kurnia Eka Taufid, Hidayattul Tjut Dwi Anggraini Damcha Umi Latifah Valani , Silvia Vanny Nuary Winanda Wahyu Nengsri Putri Widiasari, Zulfeni Wido Novaldi Gusra Wulandari, Febby Nadia Yasrul Sami Yulasmi Yunas, Ibnu Prama Yunita, Asri Zulkifli Z