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INDONESIAN MILLENNIALS' NEEDS IN THE WORKPLACE A Case Study in: PT Akur Pratama Devina Devina; Sapta Dwikardana
Jurnal Administrasi Bisnis Vol. 15 No. 2 (2019)
Publisher : Business Administration Department - Universitas Katolik Parahyangan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26593/jab.v15i2.3826

Recently the number of Millennials in the workplace is growing and soon projected to dominate the workforce. In the past, the companies succeeded in forcing their workforce to follow their principles. However, most of Millennials who have distinctive characteristics chose to leave the companies instead of being forced, which resulted in high turnover. The objective of this study is to explore Indonesian Millennials’ needs in the workplace that could contribute to their engagement and also could help to reduce turnover. This study used qualitative approach by interviewed eight participants who work at least 3 months at PT Akur Pratama. The result showed the most chosen factors as Millennials’ needs are coaching, teamwork, flexibility in hour, macro managing, develop relationship and fair compensation.Keywords: Millennials, Millennials’ characteristics, Millennials’ needs, engagement, turnover

Reinventing Cities as Global Players Sapta Dwikardana
Jurnal Ilmiah Hubungan Internasional 2020: Jurnal Ilmiah Hubungan Internasional: Edisi Khusus
Publisher : Parahyangan Center for International Studies

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PEMETAAN BUDAYA ORGANISASI BERBASIS KESENJANGAN DAN IMPLIKASINYA TERHADAP DESAIN BUDAYA ORGANISASI STUDI PADA PT. IMORA MOTOR Angela Teressia Sioedjianto; Sapta Dwikardana
ENSAINS JOURNAL Vol 3, No 2 (2020): ENSAINS Journal Mei 2020
Publisher : UNIVERSITAS KEBANGSAAN

Abstract:. The automotive industry has an important role in the Indonesian economy and is a hypercompetitive industry. Awareness of change is an important factor so that the company is always ready to respond to environmental dynamics appropriately. Internally, organizational culture is an important thing that can support a company to achieve its goals amid the changing business environment. This study aims to map the gap between the ideal organizational culture according to the vision and core business, compared with the culture that is perceived and expected by the employees of PT. Imora Motor as one of the main dealers of Honda car products in Indonesia. This research uses descriptive method by describing employee perceptions about current culture and expected culture in the future by using the Organizational Culture Assessment Instrument (OCAI). Quantitative data in the study were obtained through survey methods with a total of 495 respondents. The analytical method used in this study is the concept of Competing Values Framewor. The results of this study found a gap between the ideal culture profile and the current culture, especially for the hierarchy and market culture. The results of this study can be used as a basis for designing organizational culture that is believed to help organizations achieve their goals. Keyword: organization culture, organization culture mapping, OCAI Abstrak: Industri otomotif memiliki peran yang penting dalam perekonomian Indonesia dan merupakan industri yang hiperkompetitif. Kesadaran akan perubahan menjadi faktor penting agar perusahaan selalu siap merespon dinamika lingkungan dengan tepat. Secara internal, budaya organisasi merupakan hal penting yang dapat mendukung perusahaan untuk mencapai tujuan di tengah perubahan lingkungan bisnis. Penelitian ini bertujuan untuk memetakan kesenjangan antara budaya organisasi yang ideal menurut visi dan core business, dibandingkan dengan budaya yang dipersepsi dan yang diharapkan oleh karyawan PT. Imora Motor sebagai dealer utama dari produk mobil Honda di Jabodatabek. Penelitian ini menggunakan metode deskriptif dengan menggambarkan persepsi karyawan mengenai budaya yang saat ini mereka rasakan dan apa yang mereka harapkan sebagai budaya ideal di masa depan menggunakan Organizational Culture Assessment Instrument (OCAI). Pengambilan data kuantitatif dalam penelitian menggunakan metode survei dengan total responden sebanyak 495 orang. Metode analisis yang digunakan pada penelitian ini menggunakan konsep Competing Values Framework dan hasil dari penelitian ini ditemukan adanya kesenjangan antara profil budaya ideal dengan budaya saat ini, terutama pada skor tipe hirarki dan pasar. Hasil penelitian ini dapat dijadikan dasar untuk mendesain budaya organisasi yang diyakini dapat membantu organisasi dalam mencapai tujuannya. Kata Kunci: budaya organisasi, pemetaan budaya organisasi, OCAI.

HRIS Model Design (Human Resources Information System) at PT. Poultry Diamond Partners Carmela Kaloka Putri; Sapta Dwikardana
Journal of Social Research Vol. 2 No. 2 (2023): Journal of Social Research
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/josr.v2i2.786

The livestock business is one of the businesses that contribute quite significantly in developing quality human resources for a country. The development of quality human resources must certainly be supported by the adequacy of quality animal food so over the past few years the government has focused on encouraging the growth and development of livestock businesses to strengthen the country's food security. The method used in this research is action research. Methods in action research are based on the assumption that theory and practice can be integrated with learning from the results of planned interventions after carrying out a diagnosis process against the context of the existing problem. Based on the results obtained from the diagnostic stage, PT. Mitra Berlian Unggas currently does not have a standard and effective MSDM management system. With the limited number of members of the HR Division and the existence of a plan to develop and grow the livestock network, the company realized the need for a system that could accommodate "improvement" efforts and facilitate the work of the HR Division in managing employees. HRIS design at PT. Mitra Berlian Unggas is carried out by considering the company's need for the ability of the system to facilitate the management of human resources in the company today, without excluding the characteristics of the company that has a distribution of livestock networks in several regions, so that employees need to work remotely.

MAPPING HRM IMPLEMENTATION IN INDONESIA’S SMES: IN SEARCH OF NEW HRM MODEL Sapta Dwikardana; Angela Teressia
TRIKONOMIKA Vol 21 No 2 (2022): December Edition
Publisher : Faculty of Economics and Business, University of Pasundan

In Indonesia, SMEs business owners are always trying to find the best employee management practices that suit their business scale, so finding a comprehensive employee management model for SMEs is important. This research was conducted using a qualitative approach. Data collection was carried out using semi-structured interviews with 38 managers who were directly involved in HRM in SMEs. The analytical method used is content and thematic analysis. The results of this study offer new insights for SME owners regarding HRM practices that can be applied to systematically manage their human resources to increase their competitiveness. The novelties of this research are (a) This research was conducted for more comprehensive employee management functions where most of the previous studies were based on certain functions only; (b) a special SME HR model that can be used as a standard for SMEs in Indonesia.

EXPLORING THE IMPACT OF DEVELOPMENT TALENT, SALARY AND REWARD, THE EFFECT OF MANAGERS, AND ORGANIZATIONAL STRUCTURE ON JOB SATISFACTION AND EMPLOYEE PERFORMANCE" IN RWANDA TELECOMMUNICATIONS INDUSTRY: A CASE OF MTN RWANDA (Mobile Telephone Network) Leandre Mushinzimana; Angela Teressia; Sapta Dwikardana
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 8, No 2 (2024): IJEBAR, VOL. 08 ISSUE 02, JUNE 2024
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v8i2.13124

In recent years, the issue of employee performance has become crucially important to the development and achievement of organizational goals and objectives. This study investigates the elements influencing job satisfaction to enhance employee performance at MTN Rwanda and establishes relationships between the independent variable, mediator variable (job satisfaction), and supportive employee performance. The primary tool for collecting data for this study will be questionnaires. We will review theoretical and empirical studies to identify the variables that could affect employee performance. Purposive sampling involved 198 selecting from (subordinate, lower management, middle management and senior management). The study will employ quantitative methodology to analyze the variables using the SMART PLS software. The findings of this research are several. First, salary and reward have a positive and significant influence on employee performance in Rwanda's telecommunications industry. Second, the development of talent has no significant effect on employee performance. Third, the impact of managers has no significant effect on employee performance. Fourth, organizational structure has a positive and important influence on employee performance. Sixth, job satisfaction does mediate the relationship between (the development of talent, salary and reward, the effect of managers and organization structure) and employee performance.

EXPLORING THE IMPACT OF DEVELOPMENT TALENT, SALARY AND REWARD, THE EFFECT OF MANAGERS, AND ORGANIZATIONAL STRUCTURE ON JOB SATISFACTION AND EMPLOYEE PERFORMANCE" IN RWANDA TELECOMMUNICATIONS INDUSTRY: A CASE OF MTN RWANDA (Mobile Telephone Network) Mushinzimana, Leandre; Teressia, Angela; Dwikardana, Sapta
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 8 No 2 (2024): IJEBAR, VOL. 08 ISSUE 02, JUNE 2024
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v8i2.13124

In recent years, the issue of employee performance has become crucially important to the development and achievement of organizational goals and objectives. This study investigates the elements influencing job satisfaction to enhance employee performance at MTN Rwanda and establishes relationships between the independent variable, mediator variable (job satisfaction), and supportive employee performance. The primary tool for collecting data for this study will be questionnaires. We will review theoretical and empirical studies to identify the variables that could affect employee performance. Purposive sampling involved 198 selecting from (subordinate, lower management, middle management and senior management). The study will employ quantitative methodology to analyze the variables using the SMART PLS software. The findings of this research are several. First, salary and reward have a positive and significant influence on employee performance in Rwanda's telecommunications industry. Second, the development of talent has no significant effect on employee performance. Third, the impact of managers has no significant effect on employee performance. Fourth, organizational structure has a positive and important influence on employee performance. Sixth, job satisfaction does mediate the relationship between (the development of talent, salary and reward, the effect of managers and organization structure) and employee performance.

PERENCANAAN KNOWLEDGE MANAGEMENT SYSTEM DI MAIN DEALER HONDA JAKARTA CENTER Dahyurini, Marlia; Dwikardana, Sapta
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 1 (2025): Edisi Januari - April 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i1.5502

Knowledge Management System (KMS) merupakan alat yang digunakan untuk mengelola, menyimpan, dan menyebarkan pengetahuan dalam organisasi guna meningkatkan efisiensi operasional dan daya saing perusahaan. Main Dealer Honda Jakarta Center (MD HJC) menghadapi tantangan dalam pengelolaan pengetahuan karena keterbatasan dokumentasi, aksesibilitas informasi, serta belum adanya sistem penghargaan bagi karyawan yang aktif berbagi pengetahuan. Penelitian ini bertujuan untuk menganalisis kondisi eksisting manajemen pengetahuan di MD HJC dan merancang KMS yang sesuai dengan kebutuhan perusahaan. Penelitian ini menggunakan metode kualitatif dengan pendekatan applied research. Data dikumpulkan melalui wawancara mendalam dengan enam narasumber, observasi di lingkungan kerja, serta analisis dokumen internal perusahaan. Hasil penelitian menunjukkan bahwa berbagi pengetahuan di MD HJC masih lebih banyak dilakukan secara informal, terutama melalui diskusi antar karyawan dibandingkan dengan dokumentasi tertulis. Karyawan mengalami kesulitan dalam mengakses informasi yang terdokumentasi karena belum adanya sistem yang terpusat dengan fitur pencarian yang efektif. Oleh karena itu, penelitian ini merekomendasikan pengembangan Knowledge Management System berbasis digital yang memungkinkan akses informasi yang lebih mudah dan meningkatkan efisiensi dokumentasi. Selain itu, penerapan sistem penghargaan bagi karyawan yang aktif berbagi pengetahuan juga menjadi salah satu strategi untuk memperkuat budaya berbagi di dalam organisasi.

Leadership, Incentives, and Motivation for Customer Care Performance in Automotive Service Organizations Harun Nurrosyid; Deti Mulyo Harsono; Sapta Dwikardana
Annals of Human Resource Management Research Vol. 6 No. 2 (2026): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6i2.3794

Purpose: This study aims to analyze the relationship between leadership style, incentives, and work motivation on the performance of customer care employees in carrying out follow-up reminder service activities at Honda car dealers in the Jabodetabek region Research Methodology: This research was conducted at Honda car dealers in the Jabodetabek area using a quantitative explanatory research design. Data were collected using a Likert-scale questionnaire distributed via Google Forms to 62 customer care employees selected using purposive sampling. The study applied multiple linear regression analysis to examine the partial and simultaneous relationships among the variables. Instrument validity and reliability tests were performed, along with classical assumption tests, including normality, multicollinearity, and heteroscedasticity. Data analysis was conducted using a statistical software. Results: Leadership style, incentives, and work motivation were significantly related to customer care performance in follow-up reminder service activities, both individually and simultaneously. Work motivation showed the strongest relationship with employee performance among the variables. Conclusions: Employee performance in follow-up reminder service activities is influenced by internal organizational factors, particularly leadership style, incentive systems, and motivation. Limitations: This study is limited to one brand, one region, and a limited number of variables, which may restrict the generalizability of its findings. Contributions: This study contributes empirically to the human resource management and service management literature by contextualizing employee performance within follow-up reminder service activities and providing practical insights for automotive dealer management.

Determinants of Employee Organizational Citizenship Behavior in Indonesia: Evidence from a Systematic Literature Review Anna Triprasidhani Juniasri; Deti Mulyo Harsono; Sapta Dwikardana
Annals of Management and Organization Research Vol. 7 No. 3 (2026): February
Publisher : goodwood publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/amor.v7i3.3760

Purpose: This study aimed to identify and synthesize key factors influencing Organizational Citizenship Behavior (OCB) by systematically reviewing prior empirical studies. Research Methodology: This study adopted a descriptive qualitative literature review approach. A total of 13 peer-reviewed journal articles focusing on Organizational Citizenship Behavior were selected based on predefined inclusion criteria. The selected studies were systematically identified, screened, mapped, and analyzed, and the findings were synthesized using a thematic analysis approach to identify the dominant determinants and research gaps related to OCB. Results: The review revealed that work–life balance, employee engagement, job satisfaction, leadership, and interpersonal communication are the most frequently identified factors influencing Organizational Citizenship Behavior. These factors affect OCB both directly and indirectly through mediating variables such as job satisfaction, burnout, and self-efficacy. The findings also indicate variations in the results across different industries and employee demographics. Conclusions: This study confirms that work–life balance is a critical determinant of enhancing voluntary employee behaviors that benefit organizational effectiveness. However, inconsistencies across studies suggest that contextual factors, including industry characteristics and workforce demographics, play an important role in moderating these relationships. Limitations: This review was limited by the number of studies analyzed and the diversity of the research contexts. Future research should incorporate cultural dimensions, generational differences, and flexible work arrangements to provide a more comprehensive understanding of Organizational Citizenship Behavior. Contributions: This study contributes to the literature by providing a contextual synthesis of the key determinants of Organizational Citizenship Behavior in Indonesia, offering insights for both scholars and practitioners in human resource management.

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