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All Journal MATRIK: JURNAL MANAJEMEN, STRATEGI BISNIS, DAN KEWIRAUSAHAAN Jurnal Administrasi Bisnis Wacana, Jurnal Sosial dan Humaniora Jurnal Bisnis Terapan Jurnal Ekonomi Manajemen Sistem Informasi Jurnal Manajemen Maranatha
Tri Wulida Afrianty
Unknown Affiliation
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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EMPLOYEE TRAINING PROGRAM: A COMPARISON OF PUBLIC AND PRIVATE ORGANIZATIONS Anggiar Rachman; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 55, No 3 (2018): FEBRUARI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Penelitian ini membandingkan Analisis Kebutuhan Pelatihan (AKP) dan Evaluasi Pelatihan (EP) di Organisasi Publik dan Privat menggunakan pendekatan kualitatif. Penelitian dilaksanakan di satu organisasi public (i.e. Badan Kepegawaian Daerah Kota (BKD) Kota Malang) dan dua organisasi privat (i.e. Perum Jasa Tirta I dan PT. Amman Mineral Nusa Tenggara). Data Utama didapatkan melalui wawancara semi-struktural. Hasil penelitian menyimpulkan: 1) Berdasarkan pada factor Analisis Kebutuhan Pelatihan dari Noe (2010) (i.e. Analisis Organisasi, Individual, dan Tugas), semua organisasi hanya menekankan pada analisis organisasi dibandingkan dengan analisis individual dan tugas, 2) Menggunakan model 4 Level Evaluasi Training oleh Kirkpatrick (2006) (i.e. Reaksi, Pembelajaran, Sikap dan Hasil) penelitian menemukan BKD Kota Malang dan PJT I tidak menekankan pada Reaksi dan Hasil melainkan hanya pada Pembelajaran dan Sikap, di PT. AMNT semua factor ditekankan, 3) Hambatan pelaksanaan AKP dan EP pada semua organisasi berhubungan pada hal keuangan, namun, regulasi pemerintah juga dapat menjadi tantangan khususnya pada organisasi publik, 4) Perbedaan pelaksanaan AKP dan EP di kedua jenis organisasi terletak pada Praktek, BKD cenderung mengeksekusi metode terstandar dan berkerja sama dengan pihak ketiga, PJT I cenderung bergantung pada pihak ketiga dan PT. AMNT mengembangkan metode sendiri dan secara spesifik mengikuti Metode Kirkpatrick pada EP. Kata Kunci: Pelatihan, analisis kebutuhan diklat, evaluasi, evaluasti pelatihan ABSTRACT This research compared Training Needs Assessment (TNA) and Training Evaluation (TE) of Public and Private Organizations using qualitative approach. Research was conducted in one public organization (i.e. Badan Kepegawaian Daerah (BKD) Kota Malang) and two private organizations (i.e. Perum Jasa Tirta I and PT. Amman Mineral Nusa Tenggara). Primary data is obtained through semi-structured interview. The result concluded: 1) Based on the factors from Noe (2010) Training Needs Assessment model (i.e. Organization, Person and Tasks Analysis), all of the organizations only emphasizing on organization analysis rather than Person and Tasks Analysis, 2) Using Kirkpatrick (2006) 4 levels of Training Evaluation (i.e. Reaction, Learning, Behavior and Result) research found that BKD Kota Malang and PJT I did not emphasized Reaction and Result and only emphasizing on learning and behavior factors, in PT. AMNT all factors are emphasized, 3) Barriers of TNA and TE of  all organizations are related to financial matters, however, government regulation could be challenging especially for public organization, 4) Differences of TNA and TE in both organizations is on Practical, BKD tend to execute standardized method and combined effort with third party, PJT I tend to relies on third party and PT. AMNT developed their own method for TNA and specifically follows Kirkpatrick Method for TE. Keyword: Training, Training Needs Assessment, Evaluation, Training Evaluation
ANALYSIS OF ELECTRONIC RECRUITMENT POLICY: IMPLEMENTATION, DRIVING FACTORS AND BARRIERS Hafidh Andrian Pratama; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 50, No 3 (2017): SEPTEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Penelitian ini bertujuan untuk menganalisis perekrutan secara elektronik dari perspektif implementasi, faktor pendorong serta faktor penghambat. Jenis penelitian ini adalah penelitian eksploratif dengan pendekatan kualitatif dan menggunakan metode studi kasus. Penelitian ini dilakukan di Kantor Pusat Jawa Timur Park 1, PT. BEON Intermedia dan PERUM JASA TIRTA I. Data primer berupa interview dan data sekunder berupa observasi serta dokumentasi. Hasil penelitian menyimpulkan bahwa: 1) Faktor-faktor untuk melakukan e-recruitment yang didasarkan pada teori Edward III, seperti: komunikasi, sumber daya, disposisi, dan struktur birokrasi, pada umumnya sudah dipenuhi oleh semua perusahaan. Tetapi dalam beberapa kasus, ada hambatan kecil, seperti kurangnya kejelasan dalam aspek komunikasi, kurangnya sumber daya dan sikap yang berbeda yang ditunjukkan oleh pelaksana; 2) Faktor pendorong untuk melakukan e-recruitment terdiri dari : persetujuan, dukungan dan kepercayaan masyarakat, pelaksana memiliki informasi yang cukup, terutama mengenai kondisi dan kesadaran masyarakat serta tugas dan kewajiban yang memadai oleh pelakasana; 3) Faktor penghambat dalam melakukan e-recruitment berasal dari: kekurangan sumber daya (waktu, uang dan sumber daya manusia), ketidakpastian faktor internal dan eksternal dan isi dari kebijakan yang tidak jelas. Kata kunci: Rekrutmen, rekrutmen di internet, rekrutmen secara daring, rekrutmen secara elektronik ABSTRACT The purpose of this research is to analyze electronic recruitment from the perspective of implementation, driving factors as well as barriers. Type of research is exploratory research with qualitative approach and using case study method. The research was conducted at Headquarter Office of Jawa Timur Park 1, PT. BEON Intermedia and PERUM JASA TIRTA I. Primary data were retrieved from in-depth interview and secondary data were retrieved from observatioan as well as documentation. The results indicated that: 1) Factors to conduct e-recruitment based on Edward III theory, such as: communication, resource, disposition and bureaucratic structure, in general already fulfilled by the all company. But in several cases, there are minor obstacles, such as lack of clarity in communication aspect, lack of resource and the different attitude shown by the implementers; 2) The driving factor in order to conducting e-recruitment came from several reasons, mostly: approval, support and public trust, implementer have sufficient information, particularly regarding the conditions and subject to public awareness with the policy and adequate assignments and obligations of policy implementation; 3) The barriers in order to conducting e-recruitment came from several reasons, mostly: lack or  sources (time, money, and human resources), uncertainty internal and external factors and the contents of the policy is not clear. Keywords: Recruitment, internet recruitment, online recruitment, e-recruitment
ANALISIS PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DI PT BEON INTERMEDIA CABANG MALANG Nurul Khurotin; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 64, No 1 (2018): NOVEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The aims of this study are explaining the needs analysis, methods, benefits, supporting factors, inhibiting factors, and evaluating methods of training and development activities of human resource in PT Beon Intermedia. A qualitative approach was used for this research. Data collection methods include observation, semi-structured interviews, and documentation. The research results showed that training and development of human resource at PT Beon Intermedia was implemented based on individual and organization needs. The methods used are classroom and on the job training methods. Both the Employees and company gain the benefits. Training and development aims to improve competency so that the employee can perform better. The training and development activities are fully supported by PT Beon Intermedia. However lack of motivation from some employees to participate in the training and development was also found. Evaluation of activities is not formally implemented, it was done by sharing session between employees and team leaders. Keywords: human resource, training, development, PT Beon Intermedia ABSTRAK Penelitian ini bertujuan untuk menjelaskan analisis kebutuhan, metode, manfaat, faktor pendukung, faktor penghambat dan metode evaluasi pelatihan dan pengembangan sumber daya manusia di PT Beon Intermedia. Penelitian ini dilakukan dengan pendekatan kualitatif. Metode pengumpulan data yang digunakan antara lain observasi, wawancara semi terstruktur, dan dokumentasi. Hasil penelitian menunjukkan bahwa kegiatan pelatihan dan pengembangan sumber daya manusia di PT Beon Intermedia dilakukan berdasarkan analisis kebutuhan pekerjaan dan individu karyawan. Metode yang digunakan adalah metode didalam kelas dan metode pelatihan pada pekerjaan. Manfaat kegiatan pelatihan dan pengembangan dapat dirasakan oleh karyawan maupun perusahaan. Kegiatan pelatihan dan pengembangan didukung penuh oleh PT Beon Intermedia. Pelatihan dan pengembangan bertujuan meningkatkan kompetensi sehingga karyawan dapat bekerja dengan baik. Faktor penghambat yang muncul adalah kurangnya perhatian manajemen puncak dan kurangnya motivasi karyawan untuk mengikuti pelatihan. Evaluasi kegiatan tidak dilakukan secara formal melainkan hanya dengan sharing session antara karyawan dan para team leader. Kata kunci: sumber daya manusia, pelatihan, pengembangan, PT Beon Intermedia
PЕNGARUH ЕMPLOYЕЕ ЕNGAGЕMЕNT TЕRHADAP ORGANIZATIONAL CITIZЕNSHIP BЕHAVIOR (OCB) DAN KЕPUASAN KЕRJA (Studi pada karyawan Hotеl Dеwarna Sutoyo Malang) Christophеr Darma Wijoyo; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 50, No 1 (2017): SEPTEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Thе aims of this rеsеarch arе to analyzе thе еffеct of еmployее еngagеmеnt (X) on organizational citizеnship bеhavior (Y1), and to analyzе thе еffеct of еmployее еngagеmеnt on job satisfaction (Y2). This rеsеarch was an еxplanatory rеsеarch, and utilizеd quantitativе approach. Samplе sizе of this rеsеarch was 44 еmployееs of Dеwarna Hotеl Sutoyo Malang, and usеd proportionatе random sampling. This rеsеarch usеd simplе liniеr rеgrеssion analysis. Thе rеsults showеd that thеrе was a positivе and significant influеncе of еmployее еngagеmеnt (X) on organizational citizеnship bеhavior (OCB) (Y1). Thеrе was a positivе and significant influеncе of еmployее еngagеmеnt (X) on job satisfaction (Y2) Kеywords : Еmployее Еngagеmеnt, Organizational Citizеnship Bеhavior, Job Satisfaction ABSTRAK Pеnеlitian ini bеrtujuan untuk mеnganalisis pеngaruh еmployее еngagеmеnt (X) tеrhadap organizational citizеnship bеhavior (Y1) dan pеngaruh еmployее еngagеmеnt tеrhadap kеpuasan kеrja (Y2). Jеnis pеnеlitian yang digunakan pada pеnеlitian ini adalah еxplanatory rеsеarch dеngan mеnggunakan pеndеkatan kuantitatif. Sampеl yang diambil adalah sеbanyak 44 karyawan Hotеl Dеwarna Sutoyo Malang dan diambil mеnggunakan tеknik proportionatе random sampling. Analisis data dalam pеnеlitian ini mеnggunakan analisis rеgrеsi liniеr sеdеrhana (simplе liniеr rеgrеssion). Hasil pеnеlitian ini mеnyimpulkan bahwa  tеrdapat pеngaruh positif dan signifikan еmployее еngagеmеnt (X) tеrhadap organizational citizеnship bеhavior (ocb) (Y1)., dan tеrdapat pula pеngaruh positif dan signifikan еmployее еngagеmеnt (X) tеrhadap kеpuasan kеrja (Y2) Kata Kunci : Еmployее Еngagеmеnt, Organizational Citizеnship Bеhavior, Kеpuasan Kеrja  
The Impact of Electronic Recruitment towards Employer Branding through Candidate Experience (Survey on Recent Graduates of Business Administration, Faculty of Administrative Science, University of Brawijaya Batch 2013) Nabila Zahrudini; Tri Wulida Afrianty
Wacana Journal of Social and Humanity Studies Vol. 23 No. 1 (2020)
Publisher : Sekolah Pascasarjana Universitas Brawijaya

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Electronic recruitment has emerged as a preeminent way for job seekers to apply for a job. The use of technology in the recruiting process has made the relationship between candidates and companies shifted as the inadequacy of personal interaction occurred, impacting the way candidates see their potential employer. This research identified the influence of Electronic Recruitment on Employer Branding, the influence of Electronic Recruitment on Candidate Experience, the influence of Candidate Experience on Employer Branding, and the influence of Electronic Recruitment on Employer Branding through Candidate Experience as a mediating variable. The type of this research is explanatory research with a quantitative approach. The sample of this research is recent graduates of Business Administration, Faculty of Administrative Science, University of Brawijaya Batch 2013 that has gone through the electronic recruitment process. The sampling technique used for this research was using purposive sampling and the data collection method done by distributing the online questionnaire to 60 respondents according to the sampling criteria. The data then analyzed using descriptive statistical analysis and path analysis. The result showed that Candidate Experience proved to be the mediating variable of Electronic Recruitment and Employer Branding.
Impact of Organizational Culture on Employee Engagement and Employee Performance: A Stimuli-Organism-Response Approach Halid Hasan; Endang Siti Astuti; Tri Wulida Afrianty; Mohammad Iqbal
Wacana Journal of Social and Humanity Studies Vol. 23 No. 4 (2020)
Publisher : Sekolah Pascasarjana Universitas Brawijaya

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This study examines the impact of organizational culture on employee engagement and employee performance. Within the organization, organizational culture plays an important role in building employee engagement, and ultimately in Employee Performance. The causality study is used to analyze the influence of the variables involved in this study. This type of research is quantitative descriptive with multi-stage sampling. The data was collected by using a questionnaire to 251 respondents from 9 branch offices of government banks, Malang regional offices. Data were analyzed using smartPLS (Partial Least Square) which includes measurement models and hypothesis testing. The findings indicate that organizational culture has a direct and significant positive influence on employee engagement and employee performance. Besides, organizational culture also has a significant indirect positive effect on employee performance through employee engagement. Bank managers, practitioners, and research institutions can use the findings to enhance organizational culture, employee engagement to drive employee performance.
Person-Organization Fit: Sebuah Pendekatan Baru dalam Seleksi Karyawan Tri Wulida Afrianty
Jurnal Manajemen Maranatha Vol 5 No 1 (2005)
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/jmm.v5i1.238

Abstract

This article describes a new approach to selection in which employees are hired to fit the characteristic of an organization, not just the requirements of a particular job. The hiring practices are changing the traditional selection model. An organizational analysis supplements a job analysis, and personality attributes are screened in addition to skills, knowledge, and abilities. This article also provides the basic steps of the new selection model made by Bowen, Ledford, and Nathan (1991). The new model works to its fullest advantage in organizations that allow employees enough freedom to use their unique attributes to influence job performance.
Pengaruh LMX Quality Terhadap Kinerja Karyawan Dengan Kepercayaan Pada Pimpinan Dan Kepuasan Kerja Sebagai Variabel Mediasi (Studi Pada PT. XYZ di Sidoarjo) Aisy, Qurrota; Tri Wulida Afrianty
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 1 (2024): Jurnal Ekonomi Manajemen Sistem Informasi (September-Oktober 2024)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i1.2983

Abstract

Penelitian ini memiliki ttujuan untuk menguji pengaruh kualitas Leader-Member Exchange (LMX) terhadap kinerja karyawan, dengan kepercayaan pada pimpinan serta kepuasan kerja sebagai variabel mediasi. Penelitian dilaksanakan di PT XYZ Sidoarjo, dengan menggunakan metode non-probability purposive sampling untuk memilih 52 responden berdasarkan kriteria yang telah ditentukan. Data dikumpulkan melalui kuesioner terstruktur serta analisis memakai Structural Equation Modeling (SEM) dengan pendekatan Partial Least Square (PLS). Hasil penelitian menunjukan bahwasannya kualitas LMX secara signifikan mempengaruhi kinerja karyawan, kepercayaan pada pimpinan, serta kepuasan kerja. Selain itu, kepercayaan pada pemimpin serta kepuasan kerja memiliki dampak positif yang signifikan terhadap kinerja karyawan. Analisis mediasi menegaskan bahwa kualitas LMX meningkatkan kinerja karyawan secara tidak langsung melalui kepercayaan pada pemimpin dan kepuasan kerja. 
Co-Authors Agung Widhyanrama Nugraha Aisy, Qurrota Anggiar Rachman Antonius Ewaldo Primus Pareira Aqli Yassin Cahyo Dwi Safitri Christophеr Darma Wijoyo Denizia Rizky Dwi Sugmawati Endah Setyowati Endang Siti Astuti Hafidh Andrian Pratama Halid Hasan Hamidah Nayati Utami Henis Fiqih Amalini Human Hardy Jayanti Ike Febriani Jundah Ayu Permatasari Lailiy Anisatul Maula Langlang Gumelar Prameswara Mochammad Al Musadieq Mohammad Iqbal Nabila Zahrudini Nalendra Akbar Sudrajat Nasya Zuniga Nurmalia Ariarni Nurul Khurotin Rahma Wulan Sari Rahmah Lia Aldini Rizky Vizzya Titis Satwari Tulus Sabrina Umar Nimran Wike Wike