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All Journal Jurnal Bahana Manajemen Pendidikan Jurnal Teknologi dan Manajemen Informatika E-Bisnis : Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Promosi Pendidikan Ekonomi Jurnal Mirai Management Journal of Accounting and Management Innovation KOLEGIAL : Jurnal Manajemen, Bisnis, dan Akuntansi Scientific Journal of Reflection : Economic, Accounting, Management and Business SENTRALISASI Fair Value: Jurnal Ilmiah Akuntansi dan Keuangan NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Sketsa Bisnis JURNAL MANAJEMEN (EDISI ELEKTRONIK) Eksis: Jurnal Ilmiah Ekonomi dan Bisnis YUME : Journal of Management Jurnal Ekonomi dan Bisnis Dharma Andalas Revitalisasi : Jurnal Ilmu Manajemen International Journal of Economics Development Research (IJEDR) Prosiding National Conference for Community Service Project Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Jurnal EK dan BI Jurnal Penelitian Ekonomi Akuntansi (JENSI) Jurnal Darma Agung Jurnal Ilmu Manajemen Profitability Journal of Accounting and Management Innovation Jurnal Cakrawala Ilmiah Jurnal Ekonomi, Bisnis dan Manajemen JURNAL ILMU MANAJEMEN SABURAI (JIMS) Journal of Social Commerce Innovative: Journal Of Social Science Research Conference on Community Engagement Project (Concept) JIM: Jurnal Ilmiah Mahasiswa Pendidikan Sejarah Public Service And Governance Journal PRIMER: Jurnal Ilmiah Multidisiplin Jurnal Ilmiah Bisnis dan Ekonomi Asia (Jibeka) Asian Journal of Management, Entrepreneurship and Social Science Journal of Economics and Management Panggung Kebaikan : Jurnal Pengabdian Sosial Ulil Albab Jurnal Dinamika Manajemen Jurnal Manajemen Maranatha Jurnal Ilmu Manajemen
Adi Neka Fatyandri
Universitas Internasional Batam
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Public Health Social Sciences Other

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FAKTOR-FAKTOR YANG MEMPENGARUHI NEGOSIASI DAN MANAJEMEN KONFLIK PADA INDUSTRI MANUFAKTUR DAN INDUSTRI MAKANAN OLAHAN Fatyandri, Adi Neka; Shofiyah, Shofiy; Fitriana, Aisyah; Fajar, Inayah Alifia; Maharani, Tiara; Valentino, James
PRIMER : Jurnal Ilmiah Multidisiplin Vol. 1 No. 1 (2023): PRIMER : Jurnal Ilmiah Multidisiplin, Februari 2023
Publisher : LPPM Institut Teknologi Dan Kesehatan Aspirasi

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Tujuan penelitian untuk menganalisis negosiasi yang dilakukan oleh 2 perusahaan besar yaitu industri manufaktur dan industri makanan olahan. Dalam menghadapi konflik perbedaan budaya yang ada dalam melakukan pengembangan bisnis nya. Metode analisa data yang dilakukan yaitu dengan menggunakan metode deskriptif studi literatur dengan mengumpulkan data pustaka, membaca, mencatat, serta mengolah bahan penelitian. Hasil studi menunjukkan bahwa industri manufaktur dan industri makanan olahan merupakan perusahaan yang menghargai berbagai perbedaan suku dan budaya dalam perusahaan mereka. Budaya negosiasi dan manajemen konflik didalam perusahaan juga mempertimbangkan beberapa konteks seperti, konteks lingkungan dan konteks langsung. Untuk menunjukkan keberhasilan kedua perusahaan ini dalam mengatasi manajemen konflik atas perbedaan budaya, perusahaan-perusahaan ini dengan sukses menjalin kerjasama dengan beberapa perusahaan global di dunia.
Implementasi Sistem Penilaian Kinerja Karyawan pada Kingbread Adi Neka Fatyandri; Antonio Tantra Wijaya
Panggung Kebaikan : Jurnal Pengabdian Sosial Vol. 1 No. 4 (2024): November : Panggung Kebaikan : Jurnal Pengabdian Sosial
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/panggungkebaikan.v1i4.1049

Abstract

Kingbread, a bakery that has been operating since 2018, faces a major challenge in the form of employee indiscipline that has the potential to hinder the production and distribution process. To overcome this problem, Kingbread implemented an employee performance appraisal system that aims to improve productivity and discipline. The methods used include interviews, observations, documentation, and quantitative research to collect relevant data. The performance appraisal system is designed with key indicators such as responsibility, punctuality, quality of work, and communication, using a Google Form-based form for efficient data collection. The implementation results showed success in forming a comprehensive performance appraisal guide, creating an integrated data collection system, and producing in-depth performance analysis reports. Recommendations for further PkM include developing a training system based on individual employee needs, increasing the use of technology for data integration, and holding regular employee motivation programs. With this approach, Kingbread can continue to improve the quality of human resources, maintain productivity, and maintain competitiveness in the local market.
PENGARUH PRAKTIK MANAJEMEN SUMBER DAYA MANUSIA TERHADAP KINERJA KARYAWAN Fatyandri, Adi Neka; Wenny; Muchsinati, Evi Silvana
Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi dan Pelayanan Publik Vol. 12 No. 1 (2025): Publik: Jurnal Manajemen Sumber Daya Manusia, Administrasi, dan Pelayanan Publ
Publisher : Universitas Bina Taruna Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37606/publik.v12i1.1607

Abstract

This study aims to explore the relationship between various human resource practices, such as recruitment and selection, training and development, compensation, performance appraisal, and succession planning, with employee performance in the current economic and organizational context. Using a literature review, this study will formulate hypotheses about the relationships between these factors. The research method will involve analyzing previous studies and developing a research model to test the formulated hypotheses. It is expected that the results of this study will provide a deeper understanding of how HR practices can affect employee performance, as well as offer new insights for practitioners and academics in the field of HR. The practical benefits of this research include providing valuable contributions to organizations in designing effective HR strategies and offering useful guidance for relevant stakeholders. This study aims to analyze the relationship between human resource practices and employee performance. The findings are expected to provide insights for developing effective HR strategies. 
The Effect of Eudaimonic Well-being, Hedonic Well-being, and High Performance Work System on Job Performance in the Manufacturing Industry with Affective Commitment as Mediation Adi Neka Fatyandri; Zidane Huang
International Journal of Economics Development Research (IJEDR) Vol. 4 No. 6 (2023): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i2.3742

Abstract

This study aims to see how eudaimonic well-being, hedonic well-being, and high-performance work systems affect job performance with the mediating effect of affective commitment. This study used cross-sectional data and a quantitative approach. Sampling was carried out by distributing questionnaires to employees of electronic manufacturing companies in Batam City. Then test the hypothesis using the SPSS application. The results showed that eudaimonic well-being and hedonic well-being did not affect job performance, but high-performance work systems (HPWS) and affective commitment affected job performance. In addition, it was found that there was an influence of eudaimonic well-being and HPWS on affective commitment but hedonic well-being did not affect affective commitment. Then the affective commitment variable does not have a mediating role between eudaimonic well-being, hedonic well-being, and job performance, but affective commitment has a mediating role between HPWS and job performance. Companies can make this research as an assessment and discuss research findings and how to apply them in improving work performance. The company is expected to engage relevant stakeholders in discussing how research findings can be integrated into the company's strategy and policies.
Faktor-Faktor yang Mempengaruhi Negosiasi dan Manajemen Konflik pada Industri Manufaktur dan Industri Makanan Olahan Fatyandri, Adi Neka; Shofiyah, Shofiy; Fitriana, Aisyah; Fajar, Inayah Alifia; Maharani, Tiara; Valentino, James
Journal of Economics and Management Vol. 1 No. 1 (2023): Journal of Economics and Management, April 2023
Publisher : Lembaga Publikasi Ilmiah Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/ecoma.v1i1.5

Abstract

The purpose of this research is to analyze the negotiations carried out by 2 large companies, namely the manufacturing industry and the processed food industry. In dealing with conflicts of cultural differences that exist in developing its business. The data analysis method used is the descriptive method of studying literature by collecting library data, reading, taking notes, and processing research materials. The results of the study show that the manufacturing industry and the processed food industry are companies that respect various ethnic and cultural differences in their companies. The culture of negotiation and conflict management within the company also considers several contexts, such as the environmental context and the immediate context. To demonstrate the success of these two companies in overcoming conflict management over cultural differences, these companies have successfully collaborated with several global companies in the world.
Hubungan antara Manajemen Konflik dan Kinerja Organisasi melalui Negosiasi pada Industri Manufaktur Adi Neka Fatyandri; Mualifah Nurhidayati; Sheril Fitri Riana; Lusiana; Fenny; Moderin
ULIL ALBAB : Jurnal Ilmiah Multidisiplin Vol. 2 No. 2: Januari 2023
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/jim.v2i2.1305

Abstract

The purpose of this study is to determine the relationship between conflict management and organizational performance through negotiations in the manufacturing industry. The study reviews the relevant theoretical and empirical literature. Survey research techniques are adopted as research designs. The data used was sourced from primary sources as many as five manufacturing companies as samples in this study. The resulting data were analyzed using frequency tables and percentage analysis. The results showed that all conflict management strategies studied, namely negotiation, collective bargaining, joint consultation and alternative dispute resolution were found to have a significant positive relationship with organizational performance. The study concluded that conflict management has a significant positive relationship with organizational performance in selected brewery companies in Southeast Nigeria. The study recommends that managers should adopt conflict management strategies as they prove effective in managing conflicts within the organization.
Pengaruh dan Peran Manajer SDM terhadap Keharmonisan Hubungan Industrial di Kota Batam Adi Neka Fatyandri; Evi Silvana Muchsinati
Jurnal Manajemen Maranatha Vol 14 No 1 (2014)
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/jmm.v14i1.70

Abstract

Abstract: The objective of research on industrial relation is to provide a reference to Human Resource (HR) Manager to create a harmonious relationship between management and employees within organization and to describe a strategic role of HR Manager in managing employee’s activities and formulating strategic recommendation to top management. Harmonious relationship can compose a healthy, safety, and productive working environment for stakeholders. In managinghuman resource, an HR Manager is expected to acquiry competences which are related to Human Resource Management, especially competencies on attitude, skilland knowledge in getting the right man on the right place. Long term objective is to enhance the role of HR Manager by actively involved in the industrial relation for maintaining a good relationship and alleviating/ eliminating the industrial relationdisputes. In order to achieve this objective, the role of HR Manager is not only to recruit and to allocate employees but also to build and to maintain a positive communication to the entire employees through formal and informal ones inorganization. In regard with communication, the role of HR Manager may be act as facilitator or mediator, depending on situation occurred. Therefore currently an HR Manager is not only required to master Labor Law but other core competenciessuch communication and negotiation skill. Researcher also recommend the competencies of HR Manager need to be certified in industrial.Keywords: Industrial Relation, Competencies, Human Resource Manager
The Important Role of Human Resource Management Practices, Worker Motivation, Leadership, Work Commitment, and Employee Performance Muhammad Donal Mon; Jackson; Adi Neka Fatyandri
Jurnal Dinamika Manajemen Vol. 15 No. 2 (2024): September
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v15i2.10449

Abstract

The performance of a company can be seen from the performance of the human resources in it. Employee performance can be influenced by several supporting factors such as employee motivation, leadership, human resource management practice, and work commitment. This study aims to examine how human resource management practice, employee motivation and leadership impact employee performance with work commit-ment as an intervening variable. This research includes quantitative descriptive research using a questionnaire as a tool to collect data. The number of respondents in this study was 435 using purposive sampling method. Analysis using PLS with a predetermined research method to get the results of the study. Based on the test results obtained, HRMP has a positive effect on work commitment. Leadership, work commitment and work motivation have a positive effect on employee performance. HRMP has a positive effect on employee performance mediated by work commitment. Based on the results of existing research, it is necessary to conduct further research on other sectors other than the technology industry because this sector is quite different from other sectors.
DOES TALENT MANAGEMENT AFFECT ORGANIZATION PERFORMANCE IN ELECTRONICS MANUFACTURING BATAM? Manurung, Windy Octaviana; Fatyandri, Adi Neka
Jurnal Ilmiah Bisnis dan Ekonomi Asia Vol 18 No 2 (2024): Jurnal Ilmiah Bisnis dan Ekonomi Asia
Publisher : Institut Teknologi dan Bisnis Asia Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32815/jibeka.v18i2.1964

Abstract

The research focuses on the influence of talent management on organizational performance, mediated organizational commitment and moderation of transformational leadership. This study is a quantitative study that distributes questionnaires to employees of electronics manufacturing companies in Batam City of 352 respondents, analyzed using the SmartPLS method. The results of the research show that talent management has a significant influence on organizational performance through direct influence tests and its influence becomes insignificant and not mediated by organizational commitment. Organizational commitments, consisting of the dimensions of affective commitment, continuance commitment and normative commitment also have a significant impact on organizational performance, suggesting that employees who are committed to the organization tend to make a better contribution to the company's performance. Transformational leadership has a significant influence on organizational performance directly, when tested as a moderation variable its influence becomes insignificant. This research gives some recommendations; the importance of employee development through training and talent development to improve company performance.
Elemen Penting yang Mempengaruhi Kinerja Karyawan Pada Hotel Berbintang Empat di Batam Adi Neka Fatyandri; Michelle Michelle
SKeTsa Bisnis (e-jurnal) Vol 8 No 2 (2021)
Publisher : Universitas Yudharta Pasuruan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35891/jsb.v8i2.2686

Abstract

English VersionThe purpose of this study was to identify the factors that influence employee performance. These elements include training and development, recruitment and selection, job satisfaction, and motivation. Purposive sampling was used to collect data from 260 employees of four-star hotels in Batam, and the data was processed using Smart PLS 3.0 application. The findings revealed that those elements have an impact significantly positive towards employee performance. Motivation, as a mediating variable, also showed the same result towards employee performance. This outcome will be beneficial to Hotel Management in terms of maintaining and improving employee performance. Versi Indonesia Studi ini dilaksanakan untuk mengidentidikasi elemen penting yang berpengaruh terhadap kinerja karyawan. Elemen-elemen tersebut berfokus pada pelatihan dan pengembangan, rekrutmen dan seleksi, kepuasan kerja dan motivasi. Perolehan sampel menggunakan teknik purposive sampling terhadap 260 karyawan hotel berbintang empat di Kota Batam dan diuji melalui aplikasi Smart PLS 3.0. Hasil pengujian menunjukkan pengaruh yang signifikan positif dari elemen penting tersebut terhadap kinerja karyawan. Motivation sebagai variabel mediasi juga memiliki dampak yang signifikan positif terhadap kinerja karyawan. Hasil ini akan berguna bagi Manajemen Hotel untuk mempertahankan dan meningkatkan kinerja karyawan.
Co-Authors ., Tina Adzra Afifah Pratiwi Aisyah Fitriana Alex Alex Alfred Joven Alif Ananda Pratama Alvina, June Ananda, Anggun Dea Andriani Fahira Angel Angel Angel Angel Angelica Vivian Chrysti Angelina, Winna Anggun Dea Ananda Anisa Yessika Nababan Annisya Mega Dwi Handayani Antonio Tantra Wijaya Benedicte Hartono* Calvin Calvin Carol Carol Carol, Carol Caroline Angelina Chairunisa Aj Reqha Christini, Julia Cindy Hartono Clarissa, Felicia Daniel Oktaf Theosandoro Defen Defen Desi Pratama Deviana Lie Deviana Lie Devlin Wang Eason Prisco Edvan Suwandi Ela Rahmawati Ella Triana Wirawan Eric Gilbert Saputra Eric Kingsman Evelyn Loo Evi Silvana Muchsinati Fajar, Inayah Alifia Febbryan Zhangrinto Fellia Rivanti Fenny Ferdinand Ferdinand Feriady Darma Saputra, Osgood Fion Jennifer Fiona Fiona Fiona Fiona Fitriana, Aisyah Frendy Frendy Go, Michelle Guo, Bernard Hartono*, Benedicte Hendro Hendro Inayah Alifia Fajar Iveren Monica Jackson Jackson Jackson Jackson Jackson, Jackson James Valentino Janes Tan Jason Jason Yodiputra Jeny Jeny Jeremy Kent Jerry Jerry Jerry, Jerry Jesslyn Jesslyn Jesson Lim Jessyka Jessyka Jesty Jesty Jimmy Lim Joan Goh Jolin Jolin Jollin Jollin Jollin, Jollin Jovi Ong Jovina Jovina Jovina, Jovina Joycelin Joycelin Julius Kurnaedi Jumi Liana June Alvina Junes tin Junianto Junianto Karina Rusyen Katherine Katherine Kelly Kelly Kelvin Kelvin Kendri Setiawan Khesi Khesi, Khesi Kingsman, Eric Kingsman, Eric Lim, Arvin Lina Lina Lusiana Lylya Shanty Malvin Agustino Manurung, Windy Octaviana Maryati Maryati Maryati Mashita Ayuni Melinda, Rieza Melson Melson Melvin Tioris Merlin Leona Michelle Go Michelle Michelle Michelle Michelle Michelle Selvia Liu Mitha Veronica Moderin Mon, Muhammad Donal Mualifah Nurhidayati Nancy Nancy Ng, Selina. Nicholas Sunaidi Nico Hadi Nita Zunara Nita Zunara, Nita Novi Angelina Nur Hadiyati Nurlaila Nurlaila Nurul Jofia Nurul Jofia Ong, Jovi Osgood Feriady Darma Saputra P Purwanto Patricia Patricia Pratama, Desi Putri Surya Sri Rahayu Rahmadhanti Renaldi, Angelina Julia Rezky Dwiham Ginting Richard Ng Richmond, Richmond Ricky Tan Rina Anggraini, Rina Rio Fernando Rizal Verandi Roger Candra Wijaya Sabella, Delfina Muthia Sandra, Novi Sandy Putra Saw liong Selina Phang Selina. Ng Selli Selli Selly Selly Selvia Eka Marliana Senly Senly Sentoso, Antony Shechah Majesty Shelly Elida Shelvi Shelvi Sheril Fitri Riana Shirlyn Shirlyn Shirlyn, Shirlyn Shofiy Shofiyah Shofiyah, Shofiy Silvia Salim Silvia Salim Sonata, Vina Stella Stella Steven Steven Sunaidi, Nicholas Tan Le Xuan Teddi Firmawan Teddy Ong Thea Evanglista br Surbakti Theosandoro, Daniel Oktaf Theosandoro, Daniel Oktaf Tiara Maharani Tiara Maharani, Tiara Trillian Lim Valentina, Eni Valentino, James Vanders, William Vanessa Flesya Vina Sonata Vivianti, Weni Wenny Wijaya, Antonio Tantra Wiko Alexandro William William Vanders William William Willien Agustian Wilyanto, Adi Winda Fionita Sitorus Winda Fionita Sitorus Windyana Yang Winna Angelina Yessa Natasha Yessa Natasha Yulia Herman Yusuftan, Leonard Suryadi Yuswardi yuswardi, Yuswardi Zaky, Muhammad Farhan Zidane Huang Zidane Zidane