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All Journal Journal of Economic, Bussines and Accounting (COSTING) Maneggio: Jurnal Ilmiah Magister Manajemen Majalah Ekonomi Sosio e-kons NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Jurnal Ilmu Manajemen (JIMMU) JOURNAL OF SCIENCE AND SOCIAL RESEARCH JABE (Journal of Applied Business and Economic) JCRS (Journal of Community Research and Service) Journal Of Management Science (JMAS) Jurnal Abdi Ilmu JUMAN Tools (Jurnal Manajemen Tools) REMIK : Riset dan E-Jurnal Manajemen Informatika Komputer Indonesia Berdaya Economics and Digital Business Review Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Journal of Social Responsibility Projects by Higher Education Forum Journal of Research in Social Science and Humanities Proceeding International Seminar of Islamic Studies Journal Of Business, Finance, and Economics (JBFE) Jurnal PKM Manajemen Bisnis Indonesian Journal of Innovation Studies International Journal of Social Science, Education, Communication and Economics Jurnal Ilman: Jurnal Ilmu Manajemen Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL) Jurnal Gici Jurnal Keuangan dan Bisnis International Conference on Health Science, Green Economics, Educational Review and Technology (IHERT) Paradoks : Jurnal Ilmu Ekonomi International Journal of Accounting, Management, Economics and Social Sciences (IJAMESC) Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital (JEKOMBITAL) Jurnal Kajian Dan Penalaran Ilmu Manajemen Research Horizon International Journal of Economic, Technology and Social Sciences (Injects) Journal of International Multidisciplinary Research Advances in Management & Financial Reporting JURNAL ILMIAH EKONOMI, MANAJEMEN, BISNIS DAN AKUNTANSI Proceeding of International Conference on Humanity Education and Society International Journal of Society and Law International Journal of Management, Economic and Accounting Jurnal Cendekia Ilmiah Jurnal Pengabdian Masyarakat (Jubdimas) conomics Learning Experience & Social Thinking Education Journal Jurnal Simki Economic
M. Chaerul Rizky
Universitas Pembangunan Panca Budi, Medan
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The Role of Creativity, Challenges, and MSME Management Strategies in Empowering Generation Z Situmorang, Anggi Ardani Br; Rizky, M. Chaerul; Adinata, Aqilla Tri; Wulandari, Dwi; Oktavia, Suci
Research Horizon Vol. 5 No. 4 (2025): Research Horizon - August 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.4.2025.610

Abstract

This study investigates the influence of creativity and challenges on the management strategies of Micro, Small, and Medium Enterprises (MSMEs) operated by Generation Z in Medan City. As digital natives, Generation Z is recognized for their innovative mindset, technological adaptability, and potential as future entrepreneurs. Using a quantitative approach with multiple linear regression analysis, data were collected through questionnaires distributed to 36 Gen Z MSME actors. Validity and reliability tests confirmed that all research instruments were both valid and reliable. The findings reveal that creativity and challenges simultaneously have a significant impact on MSME management strategies. Partially, creativity shows a significant influence, highlighting the importance of innovative thinking in product development, marketing, and branding. However, challenges emerge as the more dominant factor, reflecting Gen Z’s resilience and adaptability in navigating market competition, limited capital, and evolving consumer expectations. These results suggest that successful MSME management by Gen Z relies not only on creativity but also on the ability to transform challenges into strategic opportunities. The study concludes by recommending the enhancement of Gen Z’s entrepreneurial competencies through targeted training programs that foster creativity and equip them with tools to respond to dynamic business environments.
The Effect Communication Strategy and Training on Social Awareness of Generation Z Salma, Cantika Dwi; Rizky, M. Chaerul
Research Horizon Vol. 5 No. 4 (2025): Research Horizon - August 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.4.2025.710

Abstract

This research is motivated by the low social awareness among Generation Z which is a serious concern. The lack of effective communication strategies and the lack of relevant training are the main factors that exacerbate this condition. The purpose of this study is to analyze the influence of communication strategies and training on the social awareness of Generation Z. This study uses a quantitative approach with a correlational type. The population of Sei Dendang Village is recorded at 292,951 people, and the sample used in this study is 30 people from Generation Z. Data were collected using a closed questionnaire based on indicators of communication strategies, training, and social awareness. The results show that communication strategies and training simultaneously and partially have a positive and significant effect on the social awareness of Generation Z. Digital and interactive communication strategies can increase social understanding and awareness, while training relevant to social values ​​strengthens empathy and collective responsibility. These findings provide an important basis for youth empowerment program designers to develop technology-based approaches and participatory training to increase their social engagement in the community.
Pengaruh Pengembangan Karir, Kompensasi, Komitmen Organisasional dan Kepuasan Kerja terhadap Retensi Karyawan pada PT Berlian Eka Sakti Tangguh Medan Kurniawan, Rahmat; Rizky, M. Chaerul
Jurnal Gici Jurnal Keuangan dan Bisnis Vol 17 No 1 (2025): Jurnal Gici Jurnal Keuangan dan Bisnis
Publisher : Sekolah Tinggi Ilmu Ekonomi GICI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58890/jkb.v17i1.393

Abstract

Retensi karyawan menjadi isu krusial dalam pengelolaan sumber daya manusia di era kompetisi bisnis yang semakin ketat. Kemampuan perusahaan mempertahankan karyawan berkualitas tidak hanya berpengaruh pada stabilitas operasional namun juga pada keberlanjutan dan keunggulan kompetitif organisasi. Tingginya biaya rekrutmen, pelatihan, serta hilangnya pengetahuan institusional akibat turnover karyawan menjadikan strategi retensi sebagai prioritas strategis bagi manajemen SDM modern. Penelitian ini bertujuan untuk menganalisis pengaruh pengembangan karir, kompensasi, komitmen organisasional, dan kepuasan kerja terhadap retensi karyawan pada PT Berlian Eka Sakti Tangguh Medan. Penelitian ini menggunakan jenis penelitian kuantitatif dengan pendekatan asosiatif kausal untuk menguji hubungan sebab-akibat antar variabel. Populasi penelitian mencakup seluruh karyawan PT Berlian Eka Sakti Tangguh Medan yang berjumlah 65 orang, dengan sampel yang ditentukan dengan teknik sampel jenuh. Pengumpulan data dilakukan melalui kuesioner dengan skala Likert 5 poin. Teknik analisis data yang digunakan adalah analisis regresi linear berganda dan pengolahan data statistik menggunakan alat bantu software SPSS versi 25. Hasil penelitian menunjukkan bahwa pengembangan karir dan kepuasan kerja secara parsial berpengaruh positif dan signifikan terhadap retensi karyawan pada PT Berlian Eka Sakti Tangguh Medan. Variabel kompensasi dan komitmen organisasional tidak berpengaruh positif dan signifikan terhadap retensi karyawan pada PT Berlian Eka Sakti Tangguh Medan. Secara simultan pengembangan karir, kompensasi, komitmen organisasi, dan kepuasan kerja berpengaruh positif dan signifikan terhadap erpengaruh positif dan signifikan terhadap retensi karyawan pada PT Berlian Eka Sakti Tangguh Medan. Temuan ini mengindikasikan bahwa perusahaan perlu memperhatikan keempat variabel tersebut sebagai faktor penting dalam strategi mempertahankan karyawan berkualitas.
Pengaruh Gaya Kepemimpinan, Motivasi Kerja, Disiplin Kerja dan Fasilitas Kerja terhadap Kinerja Karyawan pada Puskesmas Hutabargot Sahrona; Rizky, M. Chaerul
Jurnal Gici Jurnal Keuangan dan Bisnis Vol 17 No 1 (2025): Jurnal Gici Jurnal Keuangan dan Bisnis
Publisher : Sekolah Tinggi Ilmu Ekonomi GICI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58890/jkb.v17i1.394

Abstract

Kinerja karyawan Puskesmas sangat berpengaruh terhadap kualitas pelayanan kesehatan masyarakat karena merekalah yang berinteraksi langsung dengan pasien dan bertanggung jawab dalam memberikan pelayanan kesehatan yang optimal, preventif, maupun kuratif sesuai dengan standar pelayanan minimal yang telah ditetapkan. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan, motivasi kerja, disiplin kerja, dan fasilitas kerja terhadap kinerja karyawan pada Puskesmas Hutabargot. Populasi dalam penelitian ini adalah seluruh karyawan Puskesmas Hutabargot yang berstatus sebagai Aparatur Sipil Negara (ASN) dan honorer, dengan jumlah total 72 orang. Teknik pengambilan sampel yang digunakan adalah teknik sampel jenuh, yaitu seluruh populasi dijadikan sampel dalam penelitian ini. Pengumpulan data dilakukan melalui penyebaran kuesioner dengan menggunakan skala Likert 1-5, observasi, dan dokumentasi. Teknik analisis data menggunakan analisis regresi linear berganda dengan bantuan software SPSS, yang sebelumnya telah dilakukan uji validitas, reliabilitas, dan uji asumsi klasik. Hasil penelitian menunjukkan bahwa secara parsial, motivasi kerja dan disiplin kerja memiliki pengaruh positif dan signifikan, sementara gaya kepemimpinan dan fasilitas kerja tidak berpengaruh terhadap kinerja karyawan. Secara simultan keempat variabel independen berpengaruh signifikan terhadap kinerja karyawan, dengan nilai F hitung sebesar 19,741 dan signifikansi <0,001. Dan koefisien determinasi (R2) sebesar 51,4% yang berarti kinerja karyawan dapat dijelaskan oleh keempat variabel independen tersebut.
PENGARUH BUDAYA ORGANISASI, PENGAWASAN, DAN TELADAN PIMPINAN TERHADAP DISIPLIN KERJA PEGAWAI KANWIL KEMENTERIAN AGAMA PROVINSI SUMATERA UTARA Tarigan, Resa Kania Br; Rizky, Muhammad Chaerul; Syahfitri, Amanda; Azhari, Nabila
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol 8, No 3 (2025): August 2025
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v8i3.4211

Abstract

Abstract: This study aimed to analyze the influence of organizational culture, supervision, and leadership role modeling on the work discipline of civil servants at the Regional Office of the Ministry of Religious Affairs of North Sumatra Province. The population included all civil servants excluding top-level leadership, totaling 158 employees, with a sample size of 61 respondents selected through saturated purposive sampling. The research was conducted in 2025. Data were collected using questionnaires and analyzed through multiple linear regression using a quantitative-associative approach with SPSS version 25. The results indicated that organizational culture, supervision, and leadership role modeling had a positive and significant influence on employee work discipline, both partially and simultaneously. Among the independent variables, organizational culture was found to be the most dominant factor affecting work discipline, as indicated by the highest Beta coefficient. The regression model explained 90.3% of the variation in work discipline, while the remaining 9.7% was attributed to other unexamined factors. The findings also revealed a very strong relationship between work discipline and the three independent variables. Keyword: Organizational Culture, Supervision, Leadership Role Modeling, Work Discipline. Abstrak : Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi, pengawasan, dan teladan pimpinan terhadap disiplin kerja pegawai negeri sipil di Kantor Wilayah Kementerian Agama Provinsi Sumatera Utara. Populasi dalam penelitian ini adalah seluruh pegawai negeri sipil selain pimpinan, berjumlah 158 orang, dengan jumlah sampel sebanyak 61 responden yang ditentukan melalui teknik purposive sampling jenuh. Penelitian dilaksanakan pada tahun 2025. Pengumpulan data dilakukan melalui penyebaran kuesioner dan dianalisis menggunakan metode regresi linear berganda dengan pendekatan asosiatif-kuantitatif melalui bantuan perangkat lunak SPSS versi 25. Hasil analisis menunjukkan bahwa budaya organisasi, pengawasan, dan teladan pimpinan secara parsial maupun simultan berpengaruh positif dan signifikan terhadap disiplin kerja pegawai. Di antara ketiga variabel bebas, budaya organisasi merupakan faktor yang paling dominan memengaruhi disiplin kerja, ditunjukkan oleh nilai koefisien Beta tertinggi. Model regresi mampu menjelaskan variabel disiplin kerja sebesar 90,3%, sementara sisanya dipengaruhi oleh faktor lain yang tidak diteliti. Temuan ini juga menunjukkan adanya hubungan yang sangat kuat antara disiplin kerja dengan ketiga variabel bebas.  Kata kunci: Budaya Organisasi, Pengawasan, Teladan Pimpinan, Disiplin Kerja.
ANALISIS KEPEMIMPINAN, LINGKUNGAN KERJA, DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN PT PARAGON TECHNOLOGY INOVATION MEDAN Pane, Alya Rusana; Rizky, Muhammad Chaerul; Silaban, Lastri; Gulo, Jeane Seniwan
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol 8, No 3 (2025): August 2025
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v8i3.4210

Abstract

Abstract : This study aimed to analyze the influence of leadership, non-physical work environment, and job satisfaction on the performance of Beauty Advisor employees at PT Paragon Technology & Innovation, Medan branch. The research employed an associative quantitative approach involving 65 respondents out of a total of 189 employees, selected using a simple random sampling technique. Data were collected through a Likert-scale-based questionnaire and analyzed using multiple linear regression with SPSS version 24.0. The analysis results revealed that the three independent variables, leadership, non-physical work environment, and job satisfaction had both partial and simultaneous positive and significant effects on employee performance. Among these, job satisfaction was identified as the most dominant variable influencing employee performance. This indicated that emotional comfort, affection for one's work, and strong work morale contributed significantly to improving employee performance. The practical implication of this study suggested that management should enhance leadership effectiveness, foster a socially conducive work environment, and ensure that aspects of job satisfaction are fulfilled in order to sustain and enhance the performance of Beauty Advisor employees. Approximately 89.4% of employee performance could be explained by the independent variables, indicating a very strong relationship.                                          Keywords : Leadership, Non-Physical Work Environment, Job Satisfaction, Employee Performance Abstrak : Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan, lingkungan kerja non fisik, dan kepuasan kerja terhadap kinerja karyawan Beauty Advisor di PT Paragon Technology & Innovation cabang Medan. Penelitian ini menggunakan pendekatan kuantitatif asosiatif dengan melibatkan 65 responden dari total 189 karyawan sebagai sampel yang dipilih melalui teknik simple random sampling. Data dikumpulkan menggunakan kuesioner berbasis skala Likert dan dianalisis dengan regresi linear berganda melalui perangkat lunak SPSS versi 24.0. Hasil analisis menunjukkan bahwa ketiga variabel independen, yaitu kepemimpinan, lingkungan kerja non fisik, dan kepuasan kerja, berpengaruh positif dan signifikan secara parsial maupun simultan terhadap kinerja karyawan. Kepuasan kerja merupakan variabel yang paling dominan memengaruhi kinerja karyawan. Hal ini menunjukkan bahwa kenyamanan emosional, kecintaan terhadap pekerjaan, serta moral kerja yang tinggi memiliki kontribusi penting terhadap peningkatan kinerja karyawan. Implikasi praktis dari penelitian ini adalah perlunya manajemen meningkatkan efektivitas kepemimpinan, menciptakan lingkungan kerja yang kondusif secara sosial, serta memastikan bahwa aspek-aspek kepuasan kerja terpenuhi untuk mempertahankan dan meningkatkan kinerja Beauty Advisor. Sekitar 89,4% kinerja karyawan dapat dijelaskan oleh variabel independen dengan hubungan sangat erat. Kata Kunci: Kepemimpinan; Lingkungan Kerja Non Fisik; Kepuasan Kerja; Kinerja Karyawan
PENGARUH GAYA KEPEMIMPINAN, SISTEM REWARD, DAN PUNISHMENT TERHADAP KINERJA KARYAWAN PT HOME KREDIT INDONESIA Raja Prayoga Hasibuan, Muhammad; Rizky, M. Chaerul
NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Vol 12, No 9 (2025): Nusantara : Jurnal Ilmu Pengetahuan Sosial
Publisher : Universitas Muhammadiyah Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31604/jips.v12i9.2025.3835-3847

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan, sistem reward, dan punishment terhadap kinerja karyawan di PT Home Kredit Indonesia. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan survey. Populasi penelitian adalah karyawan yang bekerja di bagian produksi PT Home Kredit Indonesia Cabang Medan yang berjumlah 289 orang karyawan, terdiri dari 37 karyawan tetap dan 252 karyawan kontrak. Metode pengambilan sampel berdasarkan kriteria tertentu dikenal dengan purposive sampling, yaitu seluruh karyawan tetap sebanyak 37 orang responden. Pengumpulan data dilakukan melalui kuesioner terstruktur dengan skala Likert 1-5. Analisis data menggunakan analisis regresi linear berganda yang diolah menggunakan alat bantu SPSS versi 29. Hasil penelitian menunjukkan bahwa secara simultan ketiga variabel independen berpengaruh signifikan terhadap kinerja karyawan, yang ditunjukkan oleh nilai F sebesar 17,245 dengan signifikansi 0,001. Nilai koefisien determinasi (R²) sebesar 0,611 menunjukkan bahwa 61,1% variasi kinerja karyawan dapat dijelaskan oleh gaya kepemimpinan, sistem reward, dan punishment. Secara parsial, ketiga variabel tersebut juga berpengaruh signifikan terhadap kinerja karyawan. Gaya kepemimpinan berpengaruh positif dengan nilai signifikansi 0,018, sistem reward memiliki pengaruh positif paling kuat dengan nilai signifikansi 0,002, dan punishment juga menunjukkan pengaruh positif yang signifikan dengan nilai signifikansi 0,002. 
PENGARUH KEPEMIMPINAN, KEPUASAN KERJA DAN PENGEMBANGAN KARIR TERHADAP EMPLOYEE ENGAGEMENT PADA KLINIK MEDAN MEDICAL CENTER (MMC) Adelia, Putri; Rizky, M. Chaerul
NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Vol 12, No 9 (2025): Nusantara : Jurnal Ilmu Pengetahuan Sosial
Publisher : Universitas Muhammadiyah Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31604/jips.v12i9.2025.3805-3813

Abstract

Employee engagement merupakan faktor krusial dalam meningkatkan kinerja organisasi, terutama di sektor kesehatan yang memerlukan komitmen tinggi dari tenaga kerja. Employee engagement yang tinggi penting untuk memastikan kualitas pelayanan pasien dan mengurangi turnover karyawan yang dapat berdampak pada kontinuitas layanan medis. Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan, kepuasan kerja, dan pengembangan karir terhadap employee engagement di Klinik MMC. Penelitian ini menggunakan pendekatan asosiatif kuantitatif. Populasi penelitian adalah seluruh karyawan Klinik Medan Medical Center yang berjumlah 50 orang. Sampel ditentukan menggunakan teknik sampel jenuh. Data dianalisis menggunakan analisis regresi linear berganda dengan bantuan SPSS versi 29. Hasil penelitian menunjukkan bahwa secara simultan, kepemimpinan, kepuasan kerja, dan pengembangan karir berpengaruh signifikan terhadap employee engagement. Secara parsial, kepuasan kerja dan pengembangan karir berpengaruh positif dan signifikan, sedangkan kepemimpinan tidak berpengaruh signifikan terhadap employee engagement. Nilai koefisien determinasi (R²) sebesar 0,349 mengindikasikan bahwa ketiga variabel independen mampu menjelaskan 34,9% variasi employee engagement, sementara sisanya dipengaruhi oleh faktor lain.
Analysis of the Relationship between Leadership Style and Work Motivation to Employee Loyalty at PT Anugerah Putra Langkat Prasetio, Bagas Indrianto; Rizky, M. Chaerul; Trianto, Agita; Ihsan, Ahmad
Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital Vol 4 No 2 (2025): NOVEMBER
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/jekombital.v4i2.1053

Abstract

Employee loyalty constitutes a pivotal determinant in the triumph of an organization, particularly amidst the escalating intensity of modern business rivalry. PT Anugerah Putra Langkat, an enterprise situated in North Sumatra, grapples with the predicament of preserving competent personnel and cultivating enduring organizational allegiance. An appropriate leadership paradigm accompanied by optimal motivational stimuli is presumed to exert a considerable impact on the magnitude of employee devotion within the company. The present research aimed to identify the correlation between leadership orientation and occupational motivation toward employee loyalty at PT Anugerah Putra Langkat. Employing a quantitative methodology with both descriptive and explanatory research frameworks, the investigation encompasses the entire workforce of 156 individuals, with a sampling cohort of 85 respondents selected through a saturated sampling technique. The findings reveal that, individually, leadership style exerts a constructive and statistically significant influence on occupational loyalty. Likewise, work motivation demonstrates a positive and meaningful correlation with employee allegiance. Collectively, these two variables exhibit a conjoint and substantial impact on overall job loyalty.
THE ROLE OF HUMAN CAPITAL MANAGEMENT STRATEGY IN MOTIVATION IN THE DIGITAL ERA Ismayanti, Nurul; Rizky, M. Chaerul
Jurnal Ekonomi Kreatif dan Manajemen Bisnis Digital Vol 3 No 2 (2024): NOVEMBER
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/jekombital.v3i2.815

Abstract

Nowadays, digitalisation as a result of the development of science and technology is dominating and influencing people's lifestyles. This study examines how human resource management strategies can help improve employee motivation in the digital era. This study looks at how the implementation of strategies in human resource management can help overcome new challenges that arise amidst rapid digital transformation. It looks at how the implementation of effective human capital management strategies can influence employees' desire to work in a modern work environment. The study reveals that key strategies, such as digitalising the HCM processes, enhancing employees' digital capabilities, and transforming organisational culture, play a significant role in boosting employee motivation. The introduction of automated systems and digital learning resources has improved work efficiency, productivity, and employee satisfaction. Moreover, fostering a culture of innovation, collaboration, and transparency has empowered employees to adapt more effectively to change, increasing their resilience and enthusiasm for growth. However, the study also identifies challenges, such as resistance from employees unprepared for digital transitions and the limitations posed by budget constraints and generational differences, which can hinder the full potential of these strategies.
Co-Authors , Wilchan Robain Abdillah, Balqis ADELIA, PUTRI Adinata, Aqilla Tri Adni Zalva, Salwa Agustian Pangihutan Manullang Amelia Risa, Tri Andika, Rindi Angelina Br. Capah Annisa Helvira Anwar, Yohni Ardhana, Meia Syahvani Ardian, Noni Ardila, Zulfa Arief, Yusril Bachtiar Arifah, Muna Dilla Astuti, Widya Tri Aulia, Nurmarsya Azahara, Lutfiah Adinda Azhari, Nabila Azzahra, Nabilah Batubara, Eunike Putri Br Bukit, Eka Novita Br Ginting, Elfrika Suka Indah Cantika Dwi Salma Cinta Maulida Sandrinaya Damanik, Fanna Oha Daulay, Soni Rohima Deasy Merry Natalina Deni Andria, Andini Setiawati Devi, Aurea Suspitta Dinda Ananda Nasution Dion Alfa Harefa Dwi Wulandari Enjelina Romauli Br Tambunan Eva Santika, Eva Fadhiilah, Jauzaa Fadillah, Hafiz Fahrul Ramadan Fallah, M. Romzal Farhan Yunanda Surbakti Faried, Annisa Ilmi Febri Ayu Anggraeini Gembira Rumiris Manalu Gilang Ramadani, Gilang Ginting, Rizky Sahputra Ginting, Sherly Anesha Br. Grenius Syukur Zebua Gresya, Dearni Gulo, Jeane Seniwan Gulo, Tri Nofita Gunawan, Heru Habibah, Muti Lulu Hafiz Fadillah Hairul Amin Ritonga Hasanah, Mouza I Nyoman Jaya Subrata Ihsan, Ahmad Imamam, T Tawakal Irawan, Irawan Ismayanti, Nurul Jaya Subrata, I Nyoman Jelita, Dewi Juanda, Amar Firdaus Lubis, Miftahul Jannah M. Alfahmi Mandafani, Natasya Manurung, Gerhard Grandnaldy Marcella, Nabila Sahda Mayumi Clodya Saragih Ma’ruf, Hazwa Pradyfta Michael Gunawan Muftiha, Keisa Adisti Muhammad Dharma Tuah Putra Nasution Muhammad Dzaki, Sulthan Muhammad Harry Angga Pratama Sinaga Muhammad Ludfi Muhammad Suliztyanto Mutiari, Riri Nabila, Salsa Nabillah Ega Mavira Nadia Safitri Nasution, Halimah Tusakdiyah Nasution, M Insan Kamal Nazwa Azahra Salsabila Nazwa, Naila Niel, Ela Diovera Nizamuddin Nizamuddin Noni Ardian Nugraha, Fadhlal Nur Rahman Nurhaliza, Ika Nurul Fadilah Nurul Jannah Nuzuliati, Nuzuliati Pane, Alya Rusana Pohan, Hamsa Aulia Prasetio, Bagas Indrianto Pratiwi, Afriana Priatna, Sabillah Prilia Sona Br Ginting Purba, Echa Ferina Br. Purba, Sri Dewi Cristina Putri Putra, Nusa Ekasyah Putri, Anugrah Mardiah Putri, Artika Rafianti, Fitri Rahmat Kurniawan Raja Prayoga Hasibuan, Muhammad Ramadiah, Aisyah Rangkuti, Fahru Rozy Rangkuti, Fahrurozy Ria Yuriani Rista, Pajar RITONGA, HUSNI MUHARRAM Rizki, Mutiara Ruby Saputra B. Zulferi Ryaz Azmi Pratama Gintinga Sabrina, Dea Safina, Putri Safira, Alya Diva Safitri, Dita Sahrona Salma, Cantika Dwi Salsabila, Nazwa Azahra Sandrinaya, Cinta Maulida Sanjaya sanjaya Sanny, Annisa Sapuri, Adinda Desi Saragih, Khairunisa Sari, Maya Macia Sari, Pipit Buana Saskia, Regita Sasmita, Vina Setiawati, Andini Shintya, Shintya Sihombing, Ayu Juni Silaban, Lastri Simanjuntak, Naomi Syallom Chatrin Simanjuntak, Yunita Sinaga, Elveria Melda Sinaga, M. Hary Angga Pratama Sirait, Ade Anggita Siregar, Lismayana Eryanti Siregar, Reni Astrya Sitanggang, Dora Iccabella Sitepu, Fadia Br. Sitorus, Jevania Marthasya Situmorang, Anggi Ardani Br SRI RAHAYU Suci Oktavia, Suci Syahfitri, Amanda Syahfitri, Sally Syahputra, Kurniawan Syaputra, Dino Syawaldah, Qhayla Fitri Tambunan, Lufthi Nanda Syahputra Tarigan, Jhon Rico Tarigan, Resa Kania Br Teguh Wahyono Thalasagi, Bonita Theresia Sinaga Tiara, Tiara Tias, Nurul Purnaning Tom Kelvin Jose Ginting Tri Amelia Risa Trianto, Agita Utami, Namira Azahra Wahyuni, Nana Windy Yesika Siagian Yana, Melody Try Yasmin, Citra Yohni Anwar Yohny Anwar Yossie Rossanty Zebua, Evi Beatric Dewi Zendrato, Aprilia Zuriana, Khalida Zia