Articles
<![CDATA[EVALUASI KEBIJAKAN PEMERINTAH DALAM MENJAGA STABILITAS PERTUMBUHAN EKONOMI TAHUN 2013 ]]>
<![CDATA[Ahmad Azmy]]>
<![CDATA[ Signifikan: Jurnal Ilmu Ekonomi Vol 3, No. 1, April 2014 ]]>
Publisher : <![CDATA[Faculty of Economic and Business Syarif Hidayatullah State Islamic University of Jakarta ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (282.506 KB)
|
DOI: 10.15408/sigf.v3i1.2064
<![CDATA[This study aimed to evaluate government policies through several fiscal and monetary stimulus in stabilizing economic growth through interest rate policy, the money supply and inflation in Indonesia during 2013. The variables used were the BI rate, the money supply (M2), and inflation. This study using Pearson correlation analysis to measure the relationship between these three variables. The results of this study indicate that the BI rate has a significant positive correlation to the amount of money supply (M2). BI rate has no significant negative correlation to inflation. While the money supply has no significant positive correlation to inflation (M2). These anomalies can be caused by fluctuation of currency exchange rates on foreign currency Indonesia, balance of payments, current account deficit, or the amount of government debt that is maturing. For the case of Indonesia, the policy to control inflation through interest rate increases become ineffective if some basic assumptions both Keynesian and Monetarist not met.DOI: 10.15408/sjie.v3i1.2064]]>
<![CDATA[PENGARUH RASIO KINERJA KEUANGAN TERHADAP NILAI PERUSAHAAN BUMN NON-KEUANGAN DI BURSA EFEK INDONESIA ]]>
<![CDATA[Ahmad Azmy]]>;
<![CDATA[Vitriyani Vitriyani]]>
<![CDATA[ Fokus Bisnis : Media Pengkajian Manajemen dan Akuntansi Vol 18 No 2 (2019): FOKUS BISNIS ]]>
Publisher : <![CDATA[P4M STIE Putra Bangsa ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.32639/fokusbisnis.v18i2.322
<![CDATA[This study aims to determine the effect of the Financial Performance Ratio on the value of non-financial BUMN companies that are publicly listed on the Indonesia Stock Exchange. The data used are financial statements for 5 years starting from January 2012 to December 2016. This research is included in the association research which is to find out the effect of the independent variables on firm value. This research based on the results of testing the hypothesis partially on the T-Test, shows that Return On Assets (ROA) and Earning Per Share (EPS), affect the value of the company, while the Debt to equity ratio (DER) and Price Earning Ratio (PER) do not affect the value of the company. The results of the research in testing the hypothesis simultaneously on the F-Test show that the independent variables influence the value of the company.]]>
<![CDATA[Program Pengembangan Pegawai untuk Menciptakan Sumber Daya Manusia yang Kompetitif ]]>
<![CDATA[Dr. Ahmad Azmy, SE, MM]]>
<![CDATA[ Journal of Management and Leadership Vol 1 No 1 (2018): Volume 1 - Nomor 1 - Mei 2018 ]]>
Publisher : <![CDATA[Management and Leadership Study Programme ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (403.143 KB)
<![CDATA[Employee development program is a long-term investment by the company to increase capacity and capability. The methods employed in employee development include job rotation, empowerment, technical training, and work delegation. Results of research studies conducted that the development of employees able to improve performance both individually and organization. Employee development has a long-term view of the future and creates human resources according to company expectations. Therefore, the development of employees must be done to anticipate business changes very quickly.]]>
<![CDATA[RECRUITMENT STRATEGY TO HIRE THE BEST PEOPLE FOR ORGANIZATION ]]>
<![CDATA[Dr. Ahmad Azmy, SE, MM]]>
<![CDATA[ Journal of Management and Leadership Vol 1 No 2 (2018): Volume 1 - Nomor 2 - November 2018 ]]>
Publisher : <![CDATA[Management and Leadership Study Programme ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (483.796 KB)
<![CDATA[This study aims to analyze recruitment strategies to fulfil human resource needs. This study uses theory and research results to explain the implications of the recruitment process to meet human resource needs.. Research result explain that the recruitment strategy starts by determining manpower planning which includes job design, job specification, and job description. The next process of determining recruitment strategies includes recruitment sources, recruitment methods, and recruitment stages. Positive implications of recruitment are high motivation, job satisfaction, and performance improvement. So the recruitment strategy is the main activity of human resource management to hire the best talent and own superior competence in achieving the business target of the company.]]>
<![CDATA[Analysis of The Effect Of Working Capital Rules On Levels Of Agricultural Companies Profitability In Indonesia Stock Exchange ]]>
<![CDATA[Kristi Andari]]>;
<![CDATA[Ahmad Azmy]]>
<![CDATA[ Journal of Management and Leadership Vol 2 No 1 (2019): Volume 2 - Nomor 1 - May 2019 ]]>
Publisher : <![CDATA[Management and Leadership Study Programme ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (693.47 KB)
<![CDATA[This study aims to analyze the effect of Working Capital Turnover, Inventory Turnover, and Accounts Receivable Turnover to the Profitability of the Company, either partially or simultaneously and to analyze how big the effect on agricultural companies listed on the Indonesia Stock Exchange (BEI). The object of this study were 16 agricultural companies listed on the Indonesia Stock Exchange. The data used are secondary data obtained and the publication of financial statements for five years, the period of 2012 to 2016. The method used in this study is the method of multiple regression analysis. From this research it can be seen that partially Receivable Turnover variable has a significant positive effect on Return On Assets and Inventory Turnover have a significant negative effect on Return On Assets. But the Working Capital Turnover variable has no significant effect. Simultaneously all independent variables have a significant effect on the dependent variable. The result of determination coefficient is 0.195320, meaning the ability of independent variable in explaining the dependent variable is 19,5%, while the rest 80,5% is explained by other variable not included in research equation model.]]>
<![CDATA[Effect of Compensation and Organizational Commitment on Employee Performance During WFH at Digital Company ]]>
<![CDATA[Ahmad Azmy]]>
<![CDATA[ Jurnal Economia Vol 18, No 1: April 2022 ]]>
Publisher : <![CDATA[Faculty of Economics Universitas Negeri Yogyakarta in collaboration with the Institute for ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (501.417 KB)
|
DOI: 10.21831/economia.v18i1.44949
<![CDATA[AbstractThis study discusses the effect of compensation and organizational commitment on the performance of employees working from home during the COVID-19 pandemic. The object of the study was a digital platform-based outsourcing company. Research respondents were employees who work in digital platform-based outsourcing companies. The sampling technique used was a stratified approach by making criteria according to research needs. The method used is Partial Least Square. The data were obtained from a total of 100 respondents. The results showed that compensation and organizational commitment had a significant effect on employee performance. Compensation shows how employees still need financial resources that must be paid on time by the company. Organizational commitment shows the company's support while working from home during the COVID-19 pandemic. The company provides support for access to technology and resources to ensure maximum performance achievement by employees. This study provides recommendations to improve compensation for optimalization performance.Keywords: Compensation, Organizational Commitment, Work from Home, Employee PerformancePengaruh Kompensasi dan Komitmen Organisasi terhadap Kinerja Karyawan Selama Bekerja dari Rumah pada Perusahaan Digital OutsourcingAbstrakPenelitian ini membahas tentang pengaruh kompensasi dan komitmen organisasi terhadap kinerja karyawan yang bekerja dari rumah selama masa pandemi COVID-19. Objek penelitian dilakukan pada perusahaan outsourcing berbasis platform digital. Responden penelitian adalah karyawan yang bekerja di perusahaan outsourcing berbasis platform digital. Teknik pengambilan sampel menggunakan pendekatan stratified dengan membuat kriteria sesuai kebutuhan penelitian. Metode yang digunakan adalah Partial Least Square. Jumlah data yang digunakan adalah 100 responden. Hasil penelitian menunjukkan bahwa kompensasi dan komitmen organisasi berpengaruh signifikan terhadap kinerja karyawan. Kompensasi menunjukkan bagaimana karyawan masih membutuhkan sumber daya keuangan yang harus dibayar tepat waktu oleh perusahaan. Komitmen organisasi menunjukkan dukungan perusahaan selama bekerja dari rumah selama pandemi COVID-19. Perusahaan memberikan dukungan akses teknologi dan sumber daya untuk memastikan pencapaian kinerja yang maksimal oleh karyawan. Penelitian ini memberikan rekomendasi kepada perusahaan untuk memperhatikan kompensasi dan komitmen organisasi untuk menjamin efektivitas pencapaian kinerja. Kata kunci: Kompensasi, Komitmen Organisasi, Bekerja dari Rumah, Kinerja Karyawan]]>
<![CDATA[Pengembangan Kompetensi Sumber Daya Manusia untuk Mencapai Career Ready Professional di Universitas Tanri Abeng ]]>
<![CDATA[Ahmad Azmy]]>
<![CDATA[ Binus Business Review Vol. 6 No. 2 (2015): Binus Business Review ]]>
Publisher : <![CDATA[Bina Nusantara University ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21512/bbr.v6i2.971
<![CDATA[This article discusses the development of competence in achieving organizational goals. This research discusses how the competence development of human resources in achieving the organization's motto, that is Career Ready Proffesional in Tanri Abeng University. This research objective is to analyze the organization's role in developing the human resource competencies in achieving organizational goals. The method used is descriptive. This research compared the theories related to the topic of research with applications that have been carried out and reinforced by previous studies. The results showed that development of human resource competencies needs to be done in achieving organizational goals. Organizational development and change must be done simultaneously and measured the results within a certain time. Both processes require competencies that are required by all members of the organization. Increased competence can be done by providing the process of knowledge transfer between members of the organization. The key of success is the commitment and communication.]]>
<![CDATA[Mengembangkan Human Resource Management yang Strategis untuk Menunjang Daya Saing Organisasi: Perspektif Manajemen Kinerja (Performance Management) di Bank Syariah ]]>
<![CDATA[Ahmad Azmy]]>
<![CDATA[ Binus Business Review Vol. 6 No. 1 (2015): Binus Business Review ]]>
Publisher : <![CDATA[Bina Nusantara University ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21512/bbr.v6i1.989
<![CDATA[This article discusses performance management in sharia banks related to human resources. The method used is descriptive in providing a comprehensive explanation based on factual data. Performance management in sharia banks should be applied based on the characteristics of human resources by sharia. The characteristics of the human resources required by sharia banks are different from conventional banks. Human resources in sharia banks should have different performance indicators to conventional banks. Performance indicators serve as a guide in the process of implementing sustainability performance as an effort of sharia banking in the banking industry in Indonesia.]]>
<![CDATA[Employee Engagement Factors in A Higher Education Institution ]]>
<![CDATA[Ahmad Azmy]]>
<![CDATA[ Binus Business Review Vol. 10 No. 3 (2019): Binus Business Review ]]>
Publisher : <![CDATA[Bina Nusantara University ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.21512/bbr.v10i3.5857
<![CDATA[This reseach analyzed factors that correlated with employee engagement in a higher education institution. The object of this research was the lecturers and employees with the total of 100 people. There were measured on how to produce academic quality accompanied by excellent service to students. Dimensions used were compensation, leadership and organizational planning, culture and corporate communication, job environment, supervisory relationships, employee satisfaction and training, development, and resources. The process of collecting data was through the questionnaires. The research method used Confirmatory Factor Analysis (CFA). In the results, all dimensions used have a significant influence on employee engagement because of p-values <0,05 and t-tables > t-statistics. The supervisor relationship dimension has the highest correlation of 66,5%, and employee satisfaction has the lowest correlation of 13,8%. Higher education institutions must increase employee engagement to maintain productivity and performance. Employee engagement is one of the keys to the success of educational institutions to produce exceptional academic quality and services for the entire academic community.]]>
<![CDATA[FAKTOR-FAKTOR YANG MEMPENGARUHI KINERJA DOSEN UNTUK MENCAPAI “CAREER READY PROFESIONAL” ]]>
<![CDATA[Ahmad Azmy]]>
<![CDATA[ JMSP (Jurnal Manajemen dan Supervisi Pendidikan) Vol 3, No 3 (2019): Vol. 3 No. 3 Juli 2019 ]]>
Publisher : <![CDATA[Universitas Negeri Malang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (490.479 KB)
|
DOI: 10.17977/um025v3i32019p148
<![CDATA[Abstract: This study analyzed several factors that influence student satisfaction in lecturer performance assessment. Two aspects used in this study are teaching methodologies and personnel professionals. The analysis tools used are factor analysis and validity & reliability test. Data collection using questionnaires distributed to 200 students. The results showed that the lecturer's indicator in discussing the task with constructive feedback was the highest factor in teaching methodology aspect. The lecturer's indicator of communication and speech skills is clearly the highest factor in the personal professional aspect. The measurement of lecturer's performance assessed by the students is used as a recommendation material to improve lecturer's productivity in providing quality academic process at Tanri Abeng University.Abstrak: Penelitian ini menganalisis beberapa faktor yang mempengaruhi kepuasan mahasiswa dalam penilaian kinerja dosen. Dua aspek yang digunakan dalam penelitian ini adalah metodologi pengajaran dan tenaga profesional. Alat analisis yang digunakan adalah analisis faktor dan uji validitas & reliabilitas. Pengumpulan data menggunakan kuesioner yang dibagikan kepada 200 siswa. Hasil penelitian menunjukkan bahwa indikator dosen dalam membahas tugas dengan umpan balik konstruktif adalah faktor tertinggi dalam aspek metodologi pengajaran. Indikator kemampuan komunikasi dan wicara dosen jelas merupakan faktor tertinggi dalam aspek profesional pribadi. Pengukuran kinerja dosen yang dinilai oleh mahasiswa digunakan sebagai bahan rekomendasi untuk meningkatkan produktivitas dosen dalam memberikan proses akademik yang berkualitas di Universitas Tanri Abeng.]]>
