Article Per Year (5 Year)
p-Index From 2021 - 2026
1.578
P-Index
This Author published in this journals
All Journal Jurnal Psikologi IJEBA (International Journal of Economic, Business & Applications) Procuratio : Jurnal Ilmiah Manajemen Kurs : Jurnal Akuntansi, Kewirausahaan dan Bisnis Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Manajemen Universitas Bung Hatta ARSY : Jurnal Aplikasi Riset kepada Masyarakat Bahtera Inovasi Jurnal Ekonomi KIAT Jurnal Economica: Media Komunikasi ISEI Riau IJAE
Susi Hendriani
Universitas Riau
Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

Published : 33 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 33 Documents
Search

 1   2   3   4 
The Effect of Leadership, Competency and Talents Management to Career Development Through Employees Performance of BPJS Health of Regional Division II Erwin Fadillah; Susi Hendriani; Samsir Samsir
INTERNATIONAL JOURNAL OF ECONOMICS, BUSINESS AND APPLICATIONS Vol 3, No 1 (2018)
Publisher : INTERNATIONAL JOURNAL OF ECONOMICS, BUSINESS AND APPLICATIONS

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (473.288 KB) | DOI: 10.31258/ijeba.3.1.%p

Abstract

This study was aimed to determine and analyze the influence between Leadership, Competence, and Talent Management on Career Development BPJS Health Division II Regional Performance as a variable Mediation. The population of this study were all leaders in BPJS Health Division II with the level of manager and assistant manager who totaled 121 people. The sample in this research is 99 people obtained by disproportionate stratified random sampling method. The instrument used for data collection is by ordinal scale model questionnaire. To test the hypothesis used descriptive analysis and PLS analysis.The result of data analysis shows that (1) the leadership has a significant positive effect on career development, (2) the competence has a significant positive effect on career development, (3) the competence has a significant negative effect on career development, (4) talent management has no significant positive effect on the development (5) leadership has a negative effect on insignificant to career development, (6) competence has no significant positive effect on leadership performance, (7) talent management has significant negative effect on leadership performance, (8) leadership performance is not a mediation variable between leadership career development, (9) leadership performance is not a mediating variable between competence on career development, (10) and leadership performance is not a mediating variable between talent management towards career development.
Pengaruh Pengawasan dan Komitmen terhadap Disiplin dan Kinerja Pegawai Administrasi UIN Sultan Syarif Kasim Riau Febriati; Susi Hendriani; Yulia Efni
Jurnal Ekonomi KIAT Vol. 31 No. 2 (2020): Desember 2020
Publisher : UIR Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25299/kiat.2020.vol31(2).2885

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh supervisi dan komitmen kerja terhadap disiplin kerja dan kinerja karyawan melalui disiplin kerja karyawan. Populasi dalam penelitian ini adalah seluruh pegawai pada Bagian Tata Usaha Universitas Islam Negeri Sultan Syarif Kasim Riau. Populasi dalam penelitian ini sebanyak 168 orang. Sampel dalam penelitian ini sebanyak 168 orang. Teknik analisis data yang digunakan dalam penelitian ini adalah analisis data yang digunakan dalam penelitian ini adalah Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa supervisi dan komitmen berpengaruh terhadap disiplin kerja. Pengawasan dan komitmen berpengaruh pada kinerja. Pengawasan dan komitmen berpengaruh signifikan terhadap kinerja karyawan melalui disiplin kerja. Hal ini menunjukkan kepemimpinan yang baik diikuti dengan disiplin yang baik akan meningkatkan kinerja. Artinya semakin baik pengawasan dan komitmen yang diikuti dengan disiplin kerja yang tinggi akan meningkatkan kinerja. Disiplin berpengaruh signifikan terhadap kinerja karyawan. Artinya, semakin baik disiplin kerja akan meningkatkan kinerja. This study aims to analyze the effect of supervision and work commitment on work discipline and employee performance through employee work discipline. The population in this study were all employees at the Administration Section of the Sultan Syarif Kasim Riau Islamic University. The population in this study were 168 people. The sample in this study were 168 people. The data analysis technique used in this study is the data analysis used in this study is Structural Equation Modeling (SEM). The results showed that supervision and commitment had an effect on work discipline. Supervision and commitment have an effect on performance. Supervision and commitment have a significant effect on employee performance through work discipline. This shows that good leadership followed by good discipline will improve performance. This means that better supervision and commitment followed by high work discipline will improve performance. Discipline has a significant effect on employee performance. That is, the better work discipline will improve performance.
Pengaruh Pelatihan dan Kompetensi terhadap Kinerja Karyawan yang Dimediasi oleh Komitmen pada Pengelola Bumdes di Kabupaten Kuansing Adie Satriawan Putra; Susi Hendriani; Samsir
Jurnal Ekonomi KIAT Vol. 31 No. 2 (2020): Desember 2020
Publisher : UIR Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25299/kiat.2020.vol31(2).2886

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh langsung dan tidak langsung pelatihan dan kompetensi terhadap kinerja karyawan yang dimediasi oleh komitmen kerja pada BUMDes di Kabupaten Kuantan Singingi. Populasi dalam penelitian ini adalah direksi dan karyawan pada BUMDes. Keseluruhan populasi berjumlah 118 orang direksi dan karyawan pada BUMDes. Penelitian ini mengunakan teknik sampel jenuh atau sensus dimana seluruh populasi dijadikan sampel, berapa jumlah karyawannya akan ditentukan lebih lanjut di lapangan. Sehingga yang menjadi responden penelitian ini sebanyak 118 karyawan. Teknik analisis data dalam penelitian ini adalah SEM PLS. Hasil penelitian ini menunjukan bahwa pelatihan, kompetensi dan komitmen berpengaruh signifikan terhadap kinerja pada BUMDes di Kabupaten Kuantan Singingi. Pelatihan dan kompetensi secara tidak langsung melalui komitmen organisasi berpengaruh signifikan terhadap kinerja pada BUMDes di Kabupaten Kuantan Singingi. Dengan adanya pelatihan secara terus menerus akan memberikan kompetensi yang baik didalam dirinya sehingga kinerja akan semakin baik bagi organisasi ditambah dengan adanya komitmen organisasi yang ada pada diri karaywan sehingga tercapainya tujuan organisasi untuk jangka panjang. This study aims to analyze the direct and indirect effect of training and competence on employee performance mediated by work commitment at BUMDes in Kuantan Singingi Regency. The population in this study were directors and employees of BUMDes. The total population was 118 directors and employees of BUMDes. This study uses a saturated sampling technique or a census where the entire population is sampled, the number of employees will be determined further in the field. So that the respondents of this study were 118 employees. The data analysis technique in this study was SEM PLS. The results of this study indicate that training, competence, and commitment have a significant effect on performance at BUMDes in Kuantan Singingi Regency. Training and competence indirectly through organizational commitment have a significant effect on the performance of BUMDes in Kuantan Singingi Regency. Continuous training will provide good competence in itself so that performance will be better for the organization coupled with the organizational commitment that exists in employees so that the achievement of organizational goals for the long term.
Pengaruh Seleksi, Kemampuan Kerja dan Pelatihan terhadap Kinerja pada Kantor Regional XII BKN Pekanbaru Posman Andra Faizal; Susi Hendriani; Dhaviq Chairilsyah
Jurnal Ekonomi KIAT Vol. 32 No. 1 (2021): Juni 2021
Publisher : UIR Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25299/kiat.2021.vol32(2).2904

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh seleksi, kemampuan kerja, dan pelatihan terhadap Kinerja pada pegawai Aparatur Sipil negara (ASN) Kanwil XII BKN Pekanbaru. Sampel penelitian ini adalah Pegawai Negeri Sipil di Kantor Wilayah XII BKN Pekanbaru yang berjumlah 92 orang dengan menggunakan teknik sensus. Teknik data yang digunakan dan wawancara. Alat analisis yang digunakan adalah Analisis Regresi Linier Berganda dengan menggunakan program SPSS. Hasil penelitian ini menunjukkan secara simultan dan parsial seleksi, kemampuan kerja, dan pelatihan berpengaruh positif terhadap kinerja pegawai Aparatur Sipil negara (ASN) Kanwil XII BKN Pekanbaru. This study aims to analyze the effect of selection, workability, and training on the performance of state civil servants (ASN) Kanwil XII BKN Pekanbaru. The sample in this study was Civil Servants at Regional Office XII BKN Pekanbaru, amounting to 92 people using the census technique. Data techniques used and interviews. The analytical tool used is Multiple Linear Regression Analysis using the SPSS program. The results of this study indicate that simultaneously and partially selection, workability, and training have a positive effect on the performance of State Civil Apparatus (ASN) employees at Kanwil XII BKN Pekanbaru.
Pengaruh Kemampuan Kerja dan Peluang Karir Terhadap Motivasi dan Kinerja Karyawan PT. Bank Bukopin Tbk Cabang Pekanbaru Syarifah Fadila; Susi Hendriani; Yusni Maulida
Jurnal Ekonomi KIAT Vol. 31 No. 2 (2020): Desember 2020
Publisher : UIR Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25299/kiat.2020.vol31(2).3877

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kemampuan kerja dan peluang karir terhadap motivasi dan kinerja karyawan pada PT. Bank Bukopin, Tbk Cabang Pekanbaru. Sampel penelitian adalah 132 karyawan. Teknis analisis data yang digunakan adalah path analisis. Hasil penelitian ini menunjukkan bahwa kemampuan kerja dan peluang karir berpengaruh positif dan signifikan terhadap motivasi yang artinya kemampuan kerja sangat erat kaitannya dengan mutu kerja dan peluang karir yang akan dicapai seorang karyawan. Yang didukung dengan adanya suatu support system yaitu motivasi. Berdasarkan penelitian ini terlihat bahwa kemampuan kerja dan peluang karir berpengaruh signifikan terhadap kinerja yang artinya kemampuan seseorang yang tercermin dari pengetahuan dan kecakapan yang dimilikinya akan mendorong peluang karir seseorang sehingga dapat meningkatkan kinerja karyawan. Kemampuan kerja dan peluang karir berpengaruh positif dan signifikan terhadap kinerja melalui motivasi yang artinya dengan adanya motivasi maka semakin menambah nilai positif bagi pekerja dalam meningkatkan dan menambah semangat kerja yang akan tercermin dari kinerja karyawan. Motivasi berpengaruh positif dan signifikan terhadap kinerja, yang artinya Semakin tinggi tingkat motivasi, maka kinerja akan meningkat. This study aims to determine the effect of work ability and career opportunities on employee motivation and performance at PT. Bank Bukopin, Tbk Pekanbaru Branch. The research sample was 132 employees. The data analysis technique used is path analysis. The results of this study indicate that work ability and career opportunities have a positive and significant effect on motivation, which means that work ability is closely related to the quality of work and career opportunities that will be achieved by an employee. Which is supported by the existence of a support system, namely motivation. Based on this research, it can be seen that work ability and career opportunities have a significant effect on performance, which means that a person's ability, which is reflected in the knowledge and skills he has, will encourage one's career opportunities so that it can improve employee performance. Job ability and career opportunities have a positive and significant effect on performance through motivation, which means that motivation will add more positive value to workers in increasing and increasing work morale which will be reflected in employee performance. Motivation has a positive and significant effect on performance, which means that the higher the level of motivation, the performance will increase.
ANALISIS PENGARUH BUDAYA ORGANISASI, KEPEMIMPINAN DAN WORK LIFE BALANCE TERHADAP KINERJA PEGAWAI KANTOR PERWAKILAN BANK INDONESIA PROVINSI RIAU Fahmi Irsyad; Susi Hendriani; Sukirno Putro
JURNAL MANAJEMEN UNIVERSITAS BUNG HATTA Vol 17 No 1 (2022): Jurnal Manajemen Universitas Bung Hatta
Publisher : Management Department, Faculty of Economics and Business, Universitas Bung Hatta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37301/jmubh.v17i1.19983

Abstract

This study aims to analyze the influence of organizational culture, leadership, and work life balance on employee performance at the Representative Office of Bank Indonesia, Riau Province. This research method is quantitative. The population in this study is the entire number of employees at the Representative Office of Bank Indonesia, Riau Province. The sampling technique in this research is using saturated sampling so that the number of samples is the same as the total population of 40 people. Analysis of the data in this study using multiple linear regression using a computer program. The results showed that there was an influence of organizational culture, leadership, and work life balance on employee performance at the Representative Office of Bank Indonesia, Riau Province. This study provides recommendations to the Representative Office of Bank Indonesia Riau Province to improve employee performance from indicators of innovation made by employees at work and indicators of employee development in addition to organizational culture that still needs to improve attitudes towards risk, action orientation, and power discance, on leadership variables it is necessary to paying attention to indicators of participation in decision making, and showing concern or interaction with the team, as well as on work life balance variables in almost all indicators such as work interfering with personal life, personal life interfering with work, satisfaction with work balance and improvisation of effectiveness at work.
Pengaruh Pelatihan, Motivasi Berwirausaha, dan Jiwa Kewirausahaan terhadap Kinerja Usaha pada Pelaku Usaha Industri Kreatif Rotan di Pekanbaru Anugrah Bima; Susi Hendriani; Yulia Efni
Bahtera Inovasi Vol 5 No 2 (2022): Jurnal Bahtera Inovasi
Publisher : Program Studi Manajemen Fakultas Ekonomi UMRAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31629/bi.v5i2.4013

Abstract

This study aims to determine the effect of training, entrepreneurial motives, and entrepreneurial spirit on the performance of business actors in the creative rattan industry in Pekanbaru. The population in this study included rattan business actors in Pekanbaru City who found 40 business actors. Primary data were collected using a questionnaire as an instrument to prove the results of the study, to test the hypothesis in this study using multiple linear regression with the help of the SPSS program. The sampling technique that has been selected is the census method (40 rattan business actors in Pekanbaru).The results showed that: 1) training had a significant effect on business performance of the rattan creative industry in Pekanbaru, 2) entrepreneurial motives had no significant effect on business performance of business actors in the creative rattan industry in Pekanbaru, 3) entrepreneur spirit had a significant effect on business performance of business actors. rattan creative industry in Pekanbaru, 4) training, entrepreneurial motives, and entrepreneurial spirit together have a significant effect on the performance of business actors in the creative rattan industry in Pekanbaru.
Soft Skill Komunikasi Pada Pemberdayaan Sumber Daya Manusia Hamsal Hamsal; Susi Hendriani; Al Sukri
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 4 No. 3 (2023): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v4i3.1476

Abstract

Akhir-akhir ini soft skill, komunikasi dan sumber daya manusia, dalam sebuah organisasi menjadi pertimbangan dalam penyerapan ketenaga kerjaan baik itu organisasi besar maupun kecil demi meningkatkan kwalitas sumber daya manusia untuk mencapai tujuan baik itu pada sebuah organisasi swasta maupun pemerintahan. Pendapat ahli definisi " soft skill" keterampilan atau kemampuan maupun keahlian yang berasal dari diri individu seseorang yang mengatur (mengelola) diri sendiri maupun saat menjalin hubungan atau relasi dengan orang lain. Sedangkan komunikasi adalah suatu proses penyampaian dan penerimaan pesan oleh manusia dengan sarana tertentu dan imbas tertentu yakni Proses itu disampaikan oleh seseorang pada diri sendiri atau orang lain. Oleh sebab itu untuk pemberdayaan sumber daya manusia yang baik diperlukan  menimbulkan perasaan puas untuk mengambil tanggung jawab dalam menjalankan tugasnya dengan melakukan sesuatu yang berharga dengan memperoleh kesenangan dan melakukan komunikasi dalam meningkatkan kepercayaan diri agar dapat meningkatkan kepuasan kerja seperti kerja sama yang lebih dekat dengan orang lain, bekerja dengan tujuan lebih jelas, dan mendapatkan prestasi apabila tujuan telah tercapai, serta pemberdayaan organisasi akan meningkatkan kinerja organisasi dan karyawan dapat mengembangkan bakatnya secara penuh. melalui soft skil komunikasi yang baik karyawan akan menguasai pemahaman dan keterampilan baru serta memberikan kesempatan untuk melihat sesuatu dengan berbeda, merefleksikan apa yang dilihat, dan mengembangkan keterampilan baru.
The Influence of Organizational Climate and Competence on Commitment and Performance of Rectorate Employees: Riau University, Pekanbaru Falkoni Falkoni; Susi Hendriani; Syapsan Syapsan
Bahtera Inovasi Vol 6 No 2 (2023): Jurnal Bahtera Inovasi
Publisher : Program Studi Manajemen FEBM UMRAH

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31629/bi.v6i2.4976

Abstract

This study aims to determine and analyze the effect of organizational climate and competence on organizational commitment. To find out and analyze the influence of organizational climate and competence on employee performance. To determine and analyze the effect of organizational commitment on employee performance and To determine and analyze the effect of organizational climate and competence on performance through organizational commitment. In this study, the population is non-educational employees as many as 125 civil servants and Honorer employees. While the sample used as many as 25 people. The data used in this study were primary data and secondary data, while the data collection technique used a questionnaire. The data analysis technique used in this study is the data analysis used in this study is SEM. Organizational climate affects commitment. Competence affects commitment. Organizational climate has an effect on employee performance. Competence affects the performance of employees. Commitment has a significant effect on employee performance. Organizational climate has a significant effect on employee performance through commitment. AndCompetence has a significant effect on employee performance through commitment.
EMPLOYEE ENGAGEMENT: A LITERATURE REVIEW Deby Kurnia; Susi Hendriani
Indonesian Journal of Agricultural Economics Vol 14, No 1 (2023)
Publisher : Fakultas Pertanian, Universitas Riau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31258/ijae.14.1.10-30

Abstract

Employee involvement is an important factor in organizational success, which is able to drive productivity, innovation, and employee welfare. This literature review aims to provide a comprehensive overview of employee engagement, exploring the conceptualization, causes, outcomes, and measurement of employee engagement. The conceptualization of employee engagement involves the emotional, cognitive, and behavioral aspects of employee relationships and commitment to their work and organization. This includes factors such as job satisfaction, organizational commitment, and a sense of belonging. Many causes affect employee engagement including personality characteristics, job characteristics, and work environment. In addition, organizational factors such as leadership style, communication style, and organizational culture have a significant effect on the level of involvement. Employee engagement is complex and has far-reaching implications for organizations. Employees who are highly engaged tend to show higher job performance, increased organizational concern, and lower turnover. The article also identifies various employee engagement measurement approaches whose results can be used as evaluations for organizations to improve performance. Overall, this literature review provides a comprehensive overview of employee engagement, the Concept of Employee Engagement, Influencing factors, outcomes, and engagement measurement.
Co-Authors Adie Satriawan Putra Aditya Rioko Pambudi Al Sukri Ali Hamzah Alvi Furwanti Alwie Annisa Ardha Anugrah Bima Cicilia Dewinta Dafitra Pratama Dhaviq Chairilsyah Erwin Fadillah Ezi Dhita Yanti Fahmi Irsyad Falkoni Falkoni Febriati Firdaus Josua H. Harlen Hafiza Oktasia Nasution Hamsal Hamsal Ichlas Saili Ira Maharisa Janso Hasudungan Silaban Kurnia, Deby Kurniawaty Fitri Lovina Lovina Maha Martabar Mangatas Lumbanraja Marnis Marnis Marwah Marzolina Marzolina Merinta Fiona Novemaril novemaril Posman Andra Faizal Raden Lestari Ganarsih Rahmat Junaidi Rezki Purwanto Riaurita Nenny Yulianti Ririn Agustin Samsir Samsir Samsir Sukirno Putro Syapsan Syapsan Syarifah Fadila Sya’ral Nasution Willy Rosfi Andri Yannie Warsita Yulia Efni Yusni Maulida Zalmi Dzirrusydi Zulfadil Zulfadil