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All Journal International Journal of Evaluation and Research in Education (IJERE) Jurnal Media Wahana Ekonomika JAM : Jurnal Aplikasi Manajemen EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Syntax Literate: Jurnal Ilmiah Indonesia Martabe : Jurnal Pengabdian Kepada Masyarakat Journal of Education, Humaniora and Social Sciences (JEHSS) Jurnal Ilmiah Ekonomi Global Masa Kini Jurnal Sistem Informasi, Manajemen, dan Akuntansi (SIMAK) Jurnal Ecoment Global: Kajian Bisnis dan Manajemen Jurnal Mantik Jurnal Abdimas Mandiri Jurnal Ilmiah Edunomika (JIE) Journal of Global Business and Management Review Review of Management and Entrepreneurship Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Enrichment : Journal of Management Community Development Journal: Jurnal Pengabdian Masyarakat JOURNAL OF BUSINESS AND ECONOMICS RESEARCH (JBE) Coopetition : Jurnal Ilmiah Manajemen Jurnal Bisnis, Manajemen, dan Ekonomi International Journal Of Science, Technology & Management (IJSTM) Jurnal Disrupsi Bisnis Jurnal Nasional Manajemen Pemasaran dan SDM International Journal of Community Service & Engagement International Journal of Marketing and Human Resource Research Ekonomica Sharia: Jurnal Pemikiran dan Pengembangan Ekonomi Syariah Bima Journal : Business, Management and Accounting Journal AKM: Aksi Kepada Masyarakat Jurnal Studi Ilmu Sosial dan Politik Edu Society: Jurnal Pendidikan, Ilmu Sosial dan Pengabdian Kepada Masyarakat Jurnal Manajemen Bisnis Kewirausahaan El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Journal of Community Empowerment Journal of Ekonomics, Finance, and Management Studies

Marnisah, Luis

Universitas Indo Global Mandiri

Author-ID : 2412728

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PENGEMBANGAN KEWIRAUSAHAAN “KEMPLANG TUNU” SEBAGAI PRODUK CEMILAN KHAS KOTA PALEMBANG Terttiaavini Terttiaavini; Luis Marnisah; Yosef Yulius; Tedy Setiawan Saputra
Jurnal Abdimas Mandiri Vol 3, No 1
Publisher : UNIVERSITAS INDO GLOBAL MANDIRI

Kemplang tunu merupakan salah satu produk cemilan khas masyarakat Sumatera Selatan yang sangat diminati. Kemplang tunu merupakan indutri rumahan yang jika digeluti dengan serius akan mendatangkan income yang signifikan. Usaha kemplang tunu masih jarang digeluti oleh masyarakat Palembang, karena market penjualan masih terbatas. Selain itu usaha kemplang belum begitu diminati, sehingga kalah bersaing dengan kuliner lainnya. Program pengabdian kepada masyarakat ini memiliki tiga fokus kegiatan, yaitu (1) meningkatkan kualitas dan brand image kemplang tunu menjadi salah satu cemilan khas kota palembang, (2) membangun kelompok usaha mandiri bagi masyarakat ekonomi lemah dengan 3) pelatihan memproduksi kemplang tunu. Kegiatan ini dapat membantu meningkatkan pendapatan keluarga dan menciptakan lapangan pekerjaan baru bagi ibu rumah tangga dan remaja yang di sekitar RT. 21 Kelurahan Ario kemuning Palembang.Kata kunci : Kemplang tunu, Brand image, Kelompok usaha mandiri, Kelompok Non Produktif

ANALISIS PENINGKATAN KUALITAS DAN STRATEGI PEMASARAN DALAM RANGKA MENINGKATKAN PENDAPATAN PERAJIN KAIN TENUN SONGKET DI DESA GUNUNG BATU KECAMATAN OGAN KOMERING ULU TIMUR Luis Marnisah; Endah Dewi Purnamasari
Jurnal Abdimas Mandiri Vol 2, No 1
Publisher : UNIVERSITAS INDO GLOBAL MANDIRI

Songket yang terdapat di Palembang terletak di Desa Gunung Batu, Kecamatan Cempaka, Kabupaten OKU Timur, Palembang. Sentra tersebut sudah berjalan puluhan tahun dan terdapat ± 50 perajin wanita yang memproduksi kain tenun Songket. Para perajin industri rumahan dan terdiri dari beberapa kelompok usaha. Hasil produksinya berkualitas rendah dengan harga berkisar antara Rp. 500.000,- - Rp. 1.000.000,-/ helai. Sebagian besar hasil produksinya dipasarkan ke pasar-pasar di kota Palembang, misalnya ke pasar Hero. Tujuan melakukan kemitraan dengan kelompok usaha kain tenun Songket kelompok Aisyah dan Ayu Ning tersebut untuk membina para perajin, khususnya perihal ketrampilan teknis dan teknik pemasaran baru yang lebih sesuai dengan situasi dan kondisi pasar dan pembeli saat ini. Kondisi usaha mitra saat ini memproduksi jenis kain tenun Songket kualitas rendah sehingga keuntungan mitra maupun pendapatan perajinnya pun minim. Nilai jual yang tinggi terletak pada motif yang rumit dan kualitas bahan baku yang digunakan, misalnya benang sutra atau emas. Namun jenis produk kedua mitra bersifat produksi massal dan segmen pasarnya masyarakat bawah. Oleh karena itu, melalui program kemitraan IbM ini diharapkan dapat meningkatkan kualitas produk dan marjin keuntungan mitra dan perajinnya. Target khusus yang ingin dicapai oleh kemitraan ini adalah meningkatkan jumlah perajin yang saat ini mengalami kesulitan mendapatkan tenaga perajin dikarenakan upah yang minim sedangkan pekerjaannya rumit dan harus teliti. Melalui pelatihan/workshop keterampilan menenun tersebut diharapkan dapat meningkatkan ketertarikan terhadap pekerjaan kerajinan tenun Songket. Metode yang akan dilaksanakan adalah metode eksperimental yaitu melakukan eksperimen melalui pelatihan/workshop ketrampilan teknis menenun dan menggunakan medium web sebagai medium on line marketing. Kata kunci: Kualitas, Strategi pemasaran dan Songket

Pengaruh Pendidikan, Pelatihan, dan Penempatan Kerja Terhadap Kinerja Karyawan Division Operation 2 PT. Semen Baturaja (Persero) Tbk Daniel Ortega Situmorang; Luis Marnisah; Fakhry Zamzam
Jurnal Media Wahana Ekonomika Vol 17, No 3 (2020): Jurnal Media Wahana Ekonomika, Oktober 2020
Publisher : Universitas PGRI Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31851/jmwe.v17i3.4849

ABSTRAK Tujuan dari penelitian ini untuk mengetahui seberapa besar pengaruh variabel Pendidikan (X1), Pelatihan (X2), dan Penempatan Kerja (X3) baik secara individu maupun secara bersama-sama terhadap kinerja karyawan (Y) untuk mengetahui variabel apa yang mempunyai pengaruh paling dominan terhadap kinerja karyawan Division Operation 2 PT. Semen Baturaja (Persero) Tbk. Metode pengumpulan data melalui kuesioner yang telah dibagikan. Sampel penelitian karyawan Division Operation 2 berjumlah 110 orang. Metode analisis yang digunakan adalah analisis regresi linear berganda. Hasil perhitungan untuk nilai regresi berganda diperoleh angka koefisien determinasi sebesar 0,511 yang artinya kinerja karyawan Division Operation PT. Semen Baturaja (Persero) Tbk dipengaruhi oleh pendidikan (X1), pelatihan (X2), dan penempatan kerja (X3) sebesar 51,1%, sedangkan sisanya 49,9% dipengaruhi oleh variabel lain. Dari hasil uji regresi didapatkan hasil perhitungan nilai thitung dibandingkan dengan nilai ttabel sebesar 1,981 disimpulkan bahwa variabel pendidikan dan pelatihan dengan nilai thitung dimensi pendidikan (X1) 2,465, pelatihan (X2) 5,252 sehingga memiliki pengaruh positif dan signifikan terhadap kinerja karyawan sedangkan untuk penempatan kerja (X3) memiliki thitung 1,129 sehingga tidak memiliki pengaruh positif dan signifikan terhadap kinerja karyawan Division Operation 2 PT. Semen Baturaja (Persero) Tbk. Pengujian secara simultan variabel X terhadap variabel Y yang membandingkan nilai Fhitung dengan Ftabel dimana Fhitung 36,939 > Ftabel 3,08 sehingga variabel pendidikan (X1), pelatihan (X2), dan penempatan kerja (X3) memiliki pengaruh positif dan signifikan terhadap kinerja karyawan Division Operation 2 PT. Semen Baturaja (Persero) Tbk. Maka strategi untuk meningkatkan kinerja karyawan dapat dilakukan dengan meningkatkan kompetensi melalui pelatihan karyawan, kesesuaian pendidikan yang telah dicapai, dan selalu melakukan pekerjaan sesuai dengan standard operating procedure yang sudah ada. Kata Kunci: Pendidikan, Pelatihan, Penempatan Kerja, dan Kinerja Karyawan ABSTRACT Purpose of this study is to find out how much influence the variabel of education (X1), training (X2), and work placement (X3) both individually and collectively on employee performance (Y) to find out what variables have an influence most dominant on the performance of employees of Division Operation 2 PT. Semen Baturaja (Persero) Tbk. The method of collecting data through questionnaires that have been distributed. The research sample of Division Operation 2’s employees are 110 people. Method of analysis used multiple linear regression. The result of the calculation to the value obtained multiple regression coefficient of determination is 0,511 which means that the performance of staff at Division Operation 2 PT. Semen Baturaja (Persero) Tbk is affected by the determination of education, training, and work placement are 51,1% while the remaining 49,9% is influenced by other variables. From the test results obtained regression calculation results tcount compared with ttable value of 1.981 concluded that the variabel of Education and Training with tcount education (X1) 2.465, training (X2)5.252 so as to have a positive influence the employee’s performance while work placement (X3) has tcount 1.129 that has no effect on the employee’s performance at Division Operation 2 PT. Semen Baturaja (Persero) Tbk. Simultaneous testing of variabel X to variabel Y simultane ously comparing the value Fcount with Ftable where Fcount 36.939 > Ftable 3.08 that education (X1), training (X2), work placement (X3) have an positive influence on the employee’s performance at Division Operation 2 PT. Semen Baturaja (Persero) Tbk. So, the strategy to improve employee performance can be done by increasing competency through employee training, conformity of education that has been achieved, and always doing work in accordance with existing standard operating procedures. Key Words: Education, Training, Work Placement, dan Employee’s Performance

Pengaruh Promosi Jabatan dan Disiplin Kerja terhadap Kinerja Karyawan Eiger Letkol Iskandar Palembang Barik Barik; Hamid Halin; Luis Marnisah
Jurnal Bisnis, Manajemen, dan Ekonomi Vol. 2 No. 2 (2021): Jurnal Bisnis, Manajemen dan Ekonomi
Publisher : Training & Research Institute - Jeramba Ilmu Sukses

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47747/jbme.v2i2.419

This study aims to analyze the effects of job promotion and work discipline on employees' performance of Eiger Letkol Iskandar Palembang. Data of 30 respondents were collected through interviews and questionnaires. This study applied multiple linear regression to analyze the data. The findings prove that partially, both job promotion and work discipline, each has a significant effect on employees' performance. Likewise, simultaneously promotion and work discipline have a significant and positive effect on employee performance. This insight is beneficial for Eiger Lieutenant Colonel Iskandar Palembang. To improve employees' performance, the manager or store leader should optimize the factors of promotion and work discipline.

Etika Kerja, Profesionalisme, dan Gaya Kepemimpinan: Hubungannya Terhadap Kinerja Auditor Intern di Badan Inspektorat Kota Kupang Jefirstson Richset Riwukore; Fellyanus Habaora; Luis Marnisah
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 10 No 2 (2022)
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v10i2.2479

Penelitian ini bertujuan untuk menganalisis hubungan etika kerja, profesionalisme, dan gaya kepemimpinan terhadap kinerja auditor intern pada Badan Inspektorat Kota Kupang. Penelitian ini merupakan penelitian kuantitatif menggunakan variabel etika kerja, profesionalisme, dan gaya kepemimpinan sebagai variabel independen dan kinerja auditor sebagai variabel dependen. Metode purposive sampling digunakan untuk mengidentifikasi tempat, populasi dan sampel penelitian. Hasilnya, lokasi dan waktu penelitian dilaksanakan di Badan Inspektorat Kota Kupang pada bulan September 2021-Februari 2022, dan sampel jenuh menjadi metode untuk menentukan responden penelitian dari populasi dan sampel yang ada, yaitu 74 responden. Pengolahan data menggunakan analisis regresi linear berganda dari sumber data primer dan dijelaskan secara deskriptif dari dukungan data sekunder. Etika kerja, profesionalisme, dan gaya kepemimpinan berpengaruh positif dan signifikan terhadap kinerja auditor intern pada Badan Inspektorat Kota Kupang. Dalam upaya untuk meningkatkan kinerja auditor, auditor diharapkan dapat melaksanakan pemeriksaan dengan mentaati etika kerja dan memiliki sikap profesional sehingga kinerja auditor maksimal. Pimpinan auditor juga diharapkan terus mempertahankan gaya kepemimpinan yang telah ada sehingga auditor dapat memiliki motivasi dan komitmen yang tinggi dalam melakukan tugas pengawasan tanpa mengutamakan kepentingan intrinsik.

Analisis Budaya Organisasi dan Gaya Kepemimpinan Terhadap Kinerja Pegawai Negeri Sipil (PNS) Dengan Motivasi Sebagai Variabel Intervening Laviena Octora; Luis Marnisah; Meita Istianda
Coopetition : Jurnal Ilmiah Manajemen Vol. 13 No. 2 (2022): Coopetition : Jurnal Ilmiah Manajemen
Publisher : Program Studi Magister Manajemen, Institut Manajemen Koperasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32670/coopetition.v13i2.1415

This study is to analyze the influence of organizational culture and leadership style on the performance of civil servants in Kalidoni sub-district, Palembang city with motivation as an intervening variable where the sample used is a saturated sample, namely all the population of civil servants in the Kalidoni sub-district working environment, amounting to 56 people as a sample. study. Meanwhile, in managing the data, the SPSS program is used with the path analysis method (path analysis). After analyzing the data, the results obtained are the results of the validity tests X1, X2, Y and Z obtained r table of 0.2656 < corrected item total correlations, from the results of reliability tests X1, X2, Y and Z Cronbach's Alpha values in the range 0.801-0.920 > 0.60 so it can be said to be reliable. In the simultaneous test 29.467 is greater than f table 2.78 and the significance value (Sig.) 0.000 is smaller than 0.05 so it can be concluded that Organizational Culture and Leadership Style have a positive and significant effect on motivation simultaneously. The calculated f value of 16.375 is greater than f table 2.78 and the significance value (Sig.) 0.000 is smaller than 0.05, so it can be concluded that organizational culture, leadership style, and motivation have a positive and significant effect on performance simultaneously. Furthermore, the value of R2 in the first path analysis test is 0.527, indicating that the motivation variable is directly influenced by the organizational culture and leadership style variables, while the remaining (100%-52.7%) or 47.3% is influenced by other variables. With the R2 value in the second path analysis test of 0.491, it shows that the performance variable is directly influenced by organizational culture, leadership style, and motivation variables while the rest (100%-49.1%) or 50.9% is influenced by other variables.

Implementation of One Indonesian Data by the Central Statistics Agency of East Nusa Tenggara Province Jefirstson Richset Riwukore; Luis Marnisah; Fellyanus Habaora Fellyanus Habaora; Tien Yustini
Jurnal Studi Ilmu Sosial dan Politik Vol. 1 No. 2 (2021): Desember
Publisher : Penerbit Goodwood

Purpose: The purpose of this study was to analyze the implementation of One Data Indonesia conducted by the Central Statistics Agency of East Nusa Tenggara Province. Research Methodology: This research was conducted for one month, starting from February 19, 2022, to March 13, 2022. This research is classified as qualitative research with a purposive sampling approach. Focus Group Discussion (FGD) was used to obtain data. Data sources consist of secondary and primary data. Data analysis was done descriptively. Results: The results showed that the implementation of one Indonesian data in the Province of East Nusa Tenggara through the role of the Central Statistics Agency for the Province of East Nusa Tenggara was still constrained from the aspect of infrastructure, coordination, and human resources both internally and externally. The problem of electrification and wireless networks is a technical problem that greatly affects aspects of the implementation of one Indonesian data. The problem of coordination which is still a sectoral ego further increases the obstacles to implementing one Indonesian data. Although BPS human resources have met the standards, internal aspects such as limited human resources and external constraints such as a lack of understanding of statistical literacy in the public further complicate the obstacles to implementing SDI in NTT. The government's attention to resolving existing obstacles is very urgent to accelerate the implementation and development of SDI in East Nusa Tenggara Province. Limitations: This research is still limited from the aspect of implementing the one data Indonesia program, from the aspect of the Central Statistics Agency as the implementer, and the Department of Communication and Information as of the guardian of the data. This research is still from the perspective of institutional perception. Contribution: This research can contribution in communication, management, and policy implemented.

Honorary Staff Performance Using Predictors of Commitment, Compensation, and Work Ethic (Study in The Bagian Umum Sekretariat Daerah Pemerintah Kota Kupang) Jefirstson Richset Riwukore; Luis Marnisah; Jacobus Jermias
Enrichment : Journal of Management Vol. 12 No. 3 (2022): August: Social Science, Economics
Publisher : Institute of Computer Science (IOCS)

The purpose of the study was specifically to obtain the results of the analysis of the effect of commitment, compensation and work ethic partially or simultaneously. The research method uses descriptive and verification surveys, and field data collection uses questionnaires, interviews, and documentation techniques. This research is associative research, where in this study there are variables that are related and can influence other variables. The research population was 129 employees who were determined by saturated samples for the determination of respondents so that the entire population became the research sample. Processing data using SPSS 25 analysis tools. The results of this study indicate that the variables of commitment and compensation have a positive and significant effect on performance, while work ethic has no and no significant effect on performance. The results of this study indicate that the three variables consisting of commitment, compensation, and work ethic simultaneously have a positive and significant influence on performance. Thus, these three variables can be used as strategies or predictors for improving employee performance.

The Influence of Transformational Leadership, Quality of Human Resources, and Discipline toward Community Satisfaction at the Office of Dinas Kependudukan and Pencatatan Sipil Kota Kupang Melianus Imanuel Manalor; Luis Marnisah; Jefirstson Richset Riwukore
Enrichment : Journal of Management Vol. 12 No. 4 (2022): October: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

The purpose of this study is specifically to obtain the results of the analysis of the relationship betwen the variables of transformational leadership, the quality of human resources, and the discipline of civil servants on the level of community satisfaction partially and simultaneously. The research method uses a descriptive and verification survey. Collecting data use questionnaires and documentation techniques. This research is an associative research, where in there are variables related and they can influence other variables. The population of this research is employees who work in the Dinas Kependudukan and Pencatatan Sipil Kota Kupang as many as 78 people and 240 people from Kupang City community. Data analysis using analyzing tools of SPSS 23. Testing of the data uses t test, that transformational leadership has an effect on community satisfaction with t count of 5,536 < t table of 1,96, quality of human resources has an effect on the community satisfaction with t count of 33,683 < t table of 1,96, discipline of civil servants has an effect on the community satisfaction with t caount of 20,817 < t table of 1,96. Simultaneously, transformational leadership, quality of human resources, and discipline of the state civil servants influence on community satisfaction with F count of 459,956 > F table of 2,633. The result of this study shows that transformational leadership, quality of human resources, and discipline of the state civil servants has an effect positively and significantly toward community at the Dinas Kependudukan and Pencatatan Sipil Kota Kupang.

Predictors of Employee Performance Based on Discipline, Competence, and Organizational Culture (Case Study of Sub-Village and Village Employees in Kota Raja Village, Kupang City Government) Fenilom Muday; Luis Marnisah; Tien Yustini; Jefirstson Richset Riwukore
Enrichment : Journal of Management Vol. 12 No. 4 (2022): October: Management Science and Field
Publisher : Institute of Computer Science (IOCS)

This research aimed to analyze and prove the effect and contribution of discipline, competence, and organizational culture to employee performance. This research was carried out for 5 months from February to June 2022 at the Subvillage Office and Village Office in the Kota Raja Village, Kupang City. This research is classified as quantitative research. The research population was 103 employees who were determined by the sample of respondents using a saturated sample (non-probability sampling) so that the entire population became research respondents. The types of data used are primary and secondary data obtained by questionnaire, observation, and documentation techniques. Data analysis used multiple linear regression analysis. The results showed that the discipline variable had a positive and significant effect on employee performance because it had t-count > t-table (9,165 > 1,98373) on Sig. Prob. 0.000 < α 0.05. Competence variable has a positive and significant effect on employee performance because the value of t-count > t-table (7.176 > 1,98373) in Sig. Prob. 0.000 < α 0.05. The organizational culture variable has a positive and significant effect on employee performance because the t-count > t-table (4,807 > 1,98373) in Sig. Prob. 0.000 < α 0.05. Simultaneously, all variable were a positive and significant effect on employee performance because the value of F-count > F-table (31.013 > 2,69) in Sig. Prob. 0.000 < α-0.05. Kontribusi setiap variabel independen terhadap kinerja pegawai mulai dari yang tertinggi ke terendah adalah variabel disiplin (51,8%), budaya organisasi (15,4%), dan kompetensi (11,9%).

Co-Authors Agiska, Bella Putri Agustian, Endy Agustin, Nency Ahmad Sanmorino Ahmad Tohir Aisyah Akbar, M. Gilang Tri Aldina, Rizky Alie, Marzuki Apridiani, Tiara Aravik, Havis Arzeti, Fiore Putri Astuti, Kartini Herma Azrai’e K.Rosni Azra’ie K Rosni Barik Barik Choiriyah Choiriyah Daniel Ginting Daniel Ortega Situmorang Darmaputera, Mohammad Kurniawan Denny Saputra Desta Agustina Dewi, Pitri Rosmala Dian Mellany Dwi Irawan Effendi, Elliya Eka Agustina, Eka Eko Surya Dinata Endah Dewi Purnamasari Endi Rekarti, Endi Fadilla, Fadilla Fakhry Zamzam Fauzan, M Ammar Fellyanus Habaora Fellyanus Habaora Fellyanus Habaora Fenilom Muday Frastuti, Melia Ghina, Aliah Habaora, Fellyanus Halin, Hamid Hamid Halin Harsi Romli Harya, M Zaniko Helmaviana, Silviana Hikmah Fitriani Imamah, Fathonah Nur Ina Aprillia Intan, Amelia Nur Jacobus Jermias JAYA, IRFAN Jefirstson Richset Riwukore Jefirstson Richset Riwukore Jefirstson Richset Riwukore Jefirstson Richset Riwukore Juhaini Alie Juhaini Alie Kore, Jefirstson Richset Riwu Kurniawan DP, Mohammad Kurniawan, Mohammad Lamella Nintha Pinem Laviena Octora Lesmono, Nanda Kurnia Andi Lucky Keta Ritanti Lusiana, Sindi Ayu M Kurniawan DP M Reza Vahlevi M. Kurniawan DP Manafe, Elbert Manafe, Graendy Zimrat Margaretha Harti Ariandini Martin, Irene Verza Meita Istianda Melianus Imanuel Manalor Mellynda Adelia Mikko Mohd. Kurniawan Muhammad Aldaman Nasution, Surya Andita NI Wayan Priscila Yuni Praditya Nubila, Heti Oktarini, Rahmi Dwi Ora, Fellyanus Haba Oscar, Jimmi Perimansyah Perimansyah Perimansyah, Perimansyah Putri Putri, Putri Putri, Theo Andinny Ramadhani, Anaya Okta Richo Mahendra Ridwan Effendi Riwu Kore, Firda R Riwu Kore, Jefirstson R Riwukore, Jefirstson Richset Riyansah, Muhammad Romli, Harsi Rosa, Arshellia Rosina Ravenska Mbuik Roswaty, Roswaty Saputri, Efrillia Missel Sari, Mayang Alya Sari, Pita Sari, Retty Purnama Satyawan, Robby Saubaki, Moniche Aletha Septiadi, Muhammad Dede Shinta Puspasari Shofyan Muharsyah Siti Fatimah J Siti Komariah Hildayanti Sulastri Sulastri Sulistiono, Donny Sunardi, Hastha Susi Handayani Syech Idrus Tabrani Tabrani Tabroni Terttiaavini, Terttiaavini Tien Yustini Tien Yustini, Tien Tirta Jaya Jenahar Travolta, Jovanka Feryan Utami, Alia Utami, Nadia Vania, Dera Tita Veronica, Meilin Wadud, Muhammad Wicaksana, Bagus Jiwangga Wulandar, Rika Yolanda Mareta Yuliana Yuliana Yulianti, Nyayu Apni Yulius, Yosef Yurdianto, Ardian Zamzam, Fazakkir

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