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All Journal Maneggio: Jurnal Ilmiah Magister Manajemen 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 Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Proceeding International Seminar of Islamic Studies 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) IIJSE Journal of International Multidisciplinary Research 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 Pengabdian Masyarakat (Jubdimas) conomics Learning Experience & Social Thinking Education Journal
M. Chaerul Rizky
Universitas Pembangunan Panca Budi, Medan
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Pengaruh Keterlibatan dan Kesejahteraan terhadap Kinerja Karyawan di PT. Putra Indo Mandiri Sejahtera Sumatera Utara Br Ginting, Elfrika Suka Indah; Rizky, M. Chaerul; Br Bukit, Eka Novita; Wahyuni, Nana
Jurnal PKM Manajemen Bisnis Vol. 5 No. 2 (2025): Jurnal PKM Manajemen Bisnis
Publisher : Perhimpunan Sarjana Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37481/pkmb.v5i2.1613

Abstract

In today’s competitive business environment, enhancing employee performance has become a strategic priority for organizations seeking long-term sustainability. Companies are increasingly recognizing that employee performance is not solely driven by technical skills or productivity targets, but also by psychological and emotional factors such as engagement and well-being. This study aims to analyze the impact of employee engagement and well-being on performance at PT. Putra Indo Mandiri Sejahtera (PIMS), an agribusiness company specializing in integrated livestock farming and dairy processing. A quantitative approach was employed, supported by qualitative insights, to provide a comprehensive understanding of the research problem. Data were collected from 51 employees through structured questionnaires and in-depth interviews. Multiple linear regression analysis was used to test the relationships among the variables. The findings reveal that both engagement and well-being have a positive and significant influence on employee performance, with engagement playing a more dominant role. These results underscore the critical role of human resource strategies that not only focus on increasing output but also foster employee involvement and psychological welfare. Investing in engagement and well-being initiatives can be a key driver in improving overall performance and sustaining competitive advantage in the agribusiness sector.
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 OF TRAINING AND COMPETENCY ON WORK PERFORMANCE WITH JOB PROMOTION AS AN INTERVENING VARIABLE IN THE OFFICE OF THE REGENT OF LANGKAT Hairul Amin Ritonga; M. Chaerul Rizky
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 4 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i4.3533

Abstract

In recent decades, human resource management (HR) is the most important asset owned by a company. Human resource management is a very important and most responsible part of human resource management. In order for employee performance to be optimal, it is necessary to have a promotion as a company appreciation for the efforts that have been made by employees. The results of this study are that Competence has a positive and insignificant effect on Work Achievement with the original sample value of 0.251 and p values of 0.081. Competency had a positive and significant effect on Position Promotion with an original sample value of 0.567 and p values of 0.000. The training had a positive and insignificant effect on Work Achievement with the original sample value of 0.230 and p values of 0.060. Pelathan had a positive and significant effect on Position Promotion with the original sample value of 0.350 and p values of 0.013. Position promotion had a positive and significant effect on Work Performance with an original sample value of 0.478 and p values of 0.000. Competence has a positive and significant effect on Work Performance through Position Promotion with an original sample value of 0.271 and p values of 0.002. Training had a positive and significant effect on Job Achievement through Position Promotion with an original sample value of 0.167 and p values of 0.027.
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.
ANALYSIS OF CAREER DEVELOPMENT, COMPETENCIES AND WORK DISCIPLINE ON MEDIATED EMPLOYEE PERFORMANCE JOB SATISFACTION IN THE SOCIAL SERVICE NORTH SUMATRA PROVINCE Rahmayusiah; M. Chaerul Rizky
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 4 No. 2 (2024): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v4i2.3690

Abstract

The background of this research is based on the importance of improving employee performance in supporting social services to the community, during human resource challenges that continue to develop. The research method uses a quantitative approach with data collection techniques through questionnaires with a research population of 377 people, consisting of 264 ASN and 113 Non-ASN. The data was analyzed using Structural Equation Modeling based on Partial Least Squares. The results of the study show that career development, competence, and work discipline have a positive effect on employee performance. The research population is 377 people, consisting of 264 ASN and 113 Non-ASN. Job satisfaction has been proven to mediate the relationship between the two variables, namely career development and work discipline on employee performance. Pre-survey identification shows that career path understanding, training participation, and access to promotions are still the main obstacles in career development. In terms of competence, innovation and technology use still need to be improved. Meanwhile, in work discipline, compliance with work schedules shows realization that is still below the target. Career Development (X1) has a positive and significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.304, with a P-Values value = 0.000 (Accepted Hypothesis). Career Development (X1) has a positive and significant effect on Job Satisfaction (Z), with a path coefficient value (Original Sample column) of 0.233, with a value of P-Values = 0.000 (Accepted Hypothesis). Competency (X2) has a positive but not significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.134, with a P-Values value = 0.089 (Hypothesis Rejected because the significance value is above 0.05). Competency (X2) has a positive but insignificant effect on Job Satisfaction (Z), with a path coefficient value (Original Sample column) of 0.023, with a P-Values value = 0.697 (Hypothesis Rejected because the significance value is above 0.05). Job Satisfaction (Z) has a positive and significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.496, with a P-Values value = 0.002 (Accepted Hypothesis). Work Discipline (X3) has a positive but not significant effect on Employee Performance (Y), with a path coefficient value (Original Sample column) of 0.090, with a P-Values value = 0.435 (Hypothesis Rejected because the significance value is above 0.05). Work Discipline (X3) has a positive and significant effect on Job Satisfaction (Z), with a path coefficient value (Original Sample column) of 0.754, and significant, with a value of P-Values = 0.000 (Accepted Hypothesis). Job satisfaction (Z), significantly mediated the relationship between career development (X1) and employee performance (Y) with a P-Values value = 0.116 > 0.018 (Accepted Mediation Hypothesis). Job satisfaction (Z), insignificant mediated the relationship between competence (X2) and employee performance (Y), with a P-Values value = 0.012 < 0.712 (Hypothesis rejected because the significance value was above 0.05). Job satisfaction (Z), significantly mediated the relationship between work discipline (X3) and employee performance (Y), with a P-Values value = 0.374 > 0.002 (Accepted Mediation Hypothesis). This research makes a practical contribution in formulating effective human resource management strategies in the government sector.
The Effect of Employee Engagement and Work Discipline on Employee Performance at the National Land Agency Office of Langkat Regency Khair, Zuraida; Rizky, M. Chaerul
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8426

Abstract

The purpose of this study is to examine how much work discipline and employee engagement impact employee performance at the National Land Agency Office in Langkat Regency. The research methodology is associative and quantitative. A complete sampling technique was used to select 73 employees from the entire population. A questionnaire created using the indicators of each variable was used to gather primary data. Multiple linear regression techniques were used in data analysis, utilizing SPSS version 25 software to examine the influence concurrently and partially. The findings demonstrated that, partially and simultaneously, work discipline and employee engagement both significantly and favorably affect employee performance. This result emphasizes how crucial staff discipline and engagement are to raising the efficacy of government agency performance.
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
Co-Authors , Wilchan Robain ADELIA, PUTRI Adinata, Aqilla Tri Adni Zalva, Salwa Agustian Pangihutan Manullang Amelia Risa, Tri Andika, Rindi Angelina Br. Capah Annisa Helvira Ardhana, Meia Syahvani Ardian, Noni Ardila, Zulfa Arief, Yusril Bachtiar Arifah, Muna Dilla Astuti, Widya Tri 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 Dwi Wulandari Enjelina Romauli Br Tambunan Eva Santika, Eva Fadillah, Hafiz Fallah, M. Romzal Faried, Annisa Ilmi Gilang Ramadani, Gilang Ginting, Rizky Sahputra Ginting, Sherly Anesha Br. Gloria Florecita Nainggolan Gresya, Dearni Gulo, Jeane Seniwan Gulo, Tri Nofita Gunawan, Heru Habibah, Muti Lulu Hafiz Fadillah Hairul Amin Ritonga I Nyoman Jaya Subrata Ihsan, Ahmad Imamam, T Tawakal Irawan, Irawan Ismayanti, Nurul Jaya Subrata, I Nyoman Juanda, Amar Firdaus Khair, Zuraida Kiki Farida Ferine Lubis, Miftahul Jannah M. Alfahmi Mandafani, Natasya Manurung, Gerhard Grandnaldy 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 Nailah Insyrooh 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, Artika Rafianti, Fitri Rahmat Kurniawan Rahmayusiah Raja Prayoga Hasibuan, Muhammad Ramadiah, Aisyah Rangkuti, Fahru Rozy Rangkuti, Fahrurozy Reni Sihombing Ria Yuriani Riska Amelida Hasibuan Rista, Pajar RITONGA, HUSNI MUHARRAM Rizki, Mutiara Sabrina, Dea Safina, Putri Safira, Alya Diva Safitri, Dita Sahrona Salma, Cantika Dwi Salsabila, Nazwa Azahra Sandrinaya, Cinta Maulida 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, 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 Sri Rejeki Simbolon Suci Oktavia, Suci Syahfitri, Amanda Syahfitri, Sally Syahputra, Kurniawan 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 Tri Amelia Risa Trianto, Agita Utami, Namira Azahra Wahyuni, Nana Windy Yesika Siagian Yana, Melody Try Yohni Anwar Yohny Anwar Yossie Rossanty Zebua, Evi Beatric Dewi Zendrato, Aprilia Zuriana, Khalida Zia