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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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Peran Human Capital dalam Meningkatkan Kinerja Perusahaan : Studi Literatur tentang Pengaruh Human Capital dan Budaya Organisasi Terhadap Kinerja Perusahaan Ramadani, Gilang; Rizky, M. Chaerul
JUMANT Vol 14 No 1 (2024): JUMANT
Publisher : Universitas Pembangunan Panca Budi

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Abstract

This study aims to examine the role of human capital in improving company performance with a focus on the influence of organizational culture. Human capital, which includes employees' knowledge, skills, and experience, is recognized as an important asset in creating competitive advantage. On the other hand, organizational culture serves as a framework that influences employees' behaviors and attitudes in achieving company goals. Through a comprehensive literature study, this article explores the relationship between human capital and organizational culture and its impact on firm performance. The results of the analysis show that strong human capital can increase employee innovation, productivity, and job satisfaction, which in turn contribute to the overall performance of the company. In addition, a positive and supportive organizational culture can strengthen the effectiveness of human capital by creating a work environment conducive to collaboration and learning. The study also identified several factors that influence the interaction between the two variables, such as leadership, internal communication, and human resource development policies. The conclusion of this study confirms the importance of integration between human capital and organizational culture in corporate management strategy. By understanding this relationship, companies can design more effective initiatives to improve their overall performance. The findings are expected to serve as a reference for practitioners and academics in developing policies that support the development of human capital and positive organizational culture.
Peran Penting Human Capital Management Dalam Mendukung Sumber Daya Manusia Yang Berkualitas Tarigan, Jhon Rico; Rizky, M. Chaerul
JUMANT Vol 14 No 1 (2024): JUMANT
Publisher : Universitas Pembangunan Panca Budi

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Abstract

Didalam dunia modern saat ini peran dari sumber daya manusia menjadi hal yang sangat sentral dan dibutuhkan oleh perusahaan dalam meningkatkan perusahaannya. Sumber daya manusia yang baik dapat memberikan kualitas kerja yang baik bagi perusahaan demikian juga sebaliknya sumber daya manusia yang buruk dapat berdampak buruk bagi perusahaan. Oleh karena itu penelitian ini bertujuan untuk melihat peran penting human capital management dalam mendukung kualitas sumber daya manusia terhadap kinerja pegawai. penelitian ini menggunakan metode penelitian deskriptif kualitatif dengan teknik pengumpulan data sekunder yang diambil dari penelitian-penelitian yang relevan dengan topik penelitian yang dilakukan.
PENGARUH GAYA KEPEMIMPINAN, DISIPLIN KERJA DAN KOMPENSASI TERHADAP KINERJA KARYAWAN PADA PT. PERTAMINA MEDAN Rista, Pajar; Saskia, Regita; Muhammad Dzaki, Sulthan; Adni Zalva, Salwa; Rizky, M Chaerul
Economics Learning Experience & Social Thinking Education Journal Vol 4 No 2 (2024): ELESTE : Economics Learning Experience & Social Thinking Education Journal
Publisher : LPPM GICI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58890/eleste.v4i2.228

Abstract

ini bertujuan untuk menyelidiki dampak gaya kepemimpinan, kedisiplinan kerja, dan kompensas Penelitian i terhadap kinerja karyawan di PT. Pertamina Medan serta mengidentifikasi faktor dominan yang mempengaruhi kinerja mereka. Metode penelitian yang digunakan adalah kuantitatif dengan sampel 46 individu. Hasil studi ini menunjukkan bahwa secara bersama-sama, gaya kepemimpinan, kedisiplinan kerja, dan kompensasi memiliki dampak signifikan terhadap kinerja karyawan. Namun, ketika dianalisis secara parsial, gaya kepemimpinan tidak terbukti mempengaruhi kinerja karyawan, sementara kedisiplinan kerja berkontribusi positif terhadapnya. Sementara itu, kompensasi tidak terbukti berpengaruh pada kinerja karyawan. Dari temuan ini, dapat disimpulkan bahwa faktor yang paling dominan dalam memengaruhi kinerja adalah kedisiplinan kerja.
Transformational Leadership Style on Employee Performance with Employee Engagement as a Mediating Variable in a North Sumatran Pawnshop Company Sinaga, Elveria Melda; Rizky, M. Chaerul; Siregar, Lismayana Eryanti
JOURNAL OF MANAGEMENT, ACCOUNTING, GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES Vol. 5 No. 1 (2025): DECEMBER
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/marginal.v5i1.1979

Abstract

In the competitive financial services sector, superior employee performance is a critical determinant of organizational success. This is especially true in pawnbroking, where performance hinges on customer trust and efficient service. Transformational leadership plays a crucial role in driving performance but how exactly it impacts remains unclear. Employee engagement is believed to be the key factor that links leadership to performance outcomes. Hence, this research seeks to identify the correlation between transformational leadership demeanor and personnel efficacy, with employee engagement serving as an intervening construct at PT Budi Gadai Indonesia, Medan Branch. Adopting a quantitative paradigm, the investigation encompasses a population of 185 personnel, employing a saturated sampling technique. Data evaluation was performed through Structural Equation Modeling (SEM) predicated on Partial Least Squares (PLS) methodology via SmartPLS. The empirical findings revealed that transformational leadership style exerts a positive and influential upon employee performance (β = 0.485; p = 0.000) as well as upon work engagement (β = 0.361; p = 0.000). Moreover, work engagement has a positive and influential on employee performance (β = 0.511; p = 0.000). The mediational assessment further unveiled that work engagement significantly intermediates the nexus between transformational leadership style and employee performance (β = 0.184; p = 0.000). This research confirms that transformational leadership directly improves employee performance and work engagement, while work engagement also contributes strongly to performance improvement. In addition, work engagement is proven to be a significant mediator that bridges the influence of transformational leadership on employee performance.
The Role of Leadership and Work Loyalty in Improving Work Assessment at the North Sumatra Provincial Cooperatives and SMEs Office UPT. PLUT Zebua, Evi Beatric Dewi; Rizky, M. Chaerul; Sapuri, Adinda Desi; Syahputra, Kurniawan; Nasution, Halimah Tusakdiyah
JOURNAL OF MANAGEMENT, ACCOUNTING, GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES Vol. 5 No. 1 (2025): DECEMBER
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/marginal.v5i1.1980

Abstract

Employee performance assessment is a fundamental aspect in human resource management that determines the effectiveness of government organizations. North Sumatra Province Cooperatives and SMEs Office UPT. PLUT as an agency that plays a role in community economic empowerment faces challenges in optimizing employee performance. Effective leadership and high job loyalty are suspected to be determinant factors in improving employee work assessment. This paper seeks to identify the influence of leadership and occupational allegiance in augmenting performance evaluations within the UPT PLUT Office of Cooperatives and SMEs, North Sumatra Province, while simultaneously delineating the causal interplay among leadership, work loyalty, and employee performance metrics. The investigation adopts a quantitative methodological framework, encompassing the entire personnel population of 57 individuals at the UPT PLUT Office of Cooperatives and SMEs, North Sumatra Province. The sampling framework employed a census (saturated sampling) technique, ensuring comprehensive representativeness. The instrumentation apparatus consisted of a Likert-scaled questionnaire, meticulously constructed to gauge perceptual tendencies across relevant dimensions. Data processing and inferential analytics were executed through multiple regression modeling utilizing SPSS software version 29. Empirical revelations elucidate that leadership exerts a favorable and statistically consequential impact upon employee performance indices. Meanwhile, occupational fealty was substantiated to impart a constructive and substantively meaningful influence on performance outcomes. Collectively, leadership and professional dedication were observed to synergistically contribute a salient effect on employee efficacy, with an R² coefficient of 0.311 (31.1%), signifying that these two determinants collectively accounted for 72.3% of the observed variance in performance appraisals.
Analisis Pengaruh Kepemimpinan, Kompensasi, Stress Kerja, Dan Motivasi Kerja Terhadap Prestasi Kerja Asn Kejaksaan Negeri Tanjung Balai Tom Kelvin Jose Ginting; M. Chaerul Rizky
Majalah Ekonomi Vol 31 No 1 (2025): Juni 2025
Publisher : Universitas PGRI Adi Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36456/majeko.vol31.no1.a10366

Abstract

Aparatur Sipil Negara (ASN) memiliki peran strategis dalam penyelenggaraan pemerintahan dan pembangunan nasional Indonesia. Perkembangan tuntutan publik terhadap pelayanan yang berkualitas menjadikan prestasi kerja ASN sebagai faktor krusial dalam mewujudkan tata kelola pemerintahan yang baik. Optimalisasi kinerja ASN menjadi prioritas untuk memastikan penyelenggaraan fungsi peradilan yang adil, efektif, dan berintegritas. Penelitian ini bertujuan menganalisis faktor-faktor yang mempengaruhi prestasi kerja ASN pada Kejaksaan Negeri Tanjung Balai. Penelitian ini menggunakan metode kuantitatif dengan pendekatan asosiatif kausal untuk menguji pengaruh kepemimpinan, kompensasi, stress kerja, dan motivasi kerja terhadap prestasi kerja ASN. Pengumpulan data dilakukan melalui kuesioner terhadap 51 responden yang merupakan ASN di Kejaksaan Negeri Tanjung Balai, dengan teknik sampling jenuh. Analisis data menggunakan regresi linear berganda dengan bantuan aplikasi SPSS. Hasil uji t (parsial) menunjukkan bahwa variabel Kepemimpinan tidak berpengaruh signifikan terhadap Prestasi Kerja (t hitung -1,588 < t tabel 2,00856, sig. 0,119 > 0,05), sedangkan variabel Kompensasi (t hitung 3,202, sig. 0,002), Stress Kerja (t hitung 6,210, sig. <0,001), dan Motivasi Kerja (t hitung 3,605, sig. <0,001) berpengaruh signifikan terhadap Prestasi Kerja. Hasil uji F (simultan) dengan nilai F hitung 158,744 > F tabel 2,57 dan signifikansi <0,001 menunjukkan bahwa keempat variabel independen secara bersama-sama berpengaruh signifikan terhadap Prestasi Kerja. Nilai koefisien determinasi (R²) sebesar 0,692 menunjukkan bahwa model penelitian mampu menjelaskan 69,2% variasi Prestasi Kerja ASN, sedangkan 30,8% dijelaskan oleh faktor lain yang tidak diteliti.
Critical Thinking di Era Distorsi Informasi: Membedah Hoaks, Misinformasi, dan Bias Kognitif pada Generasi Z Dinda Ananda Nasution; M. Chaerul Rizky; Febri Ayu Anggraeini; Farhan Yunanda Surbakti; Dion Alfa Harefa; Fahrul Ramadan
Journal Of Business, Finance, and Economics (JBFE) Vol 6 No 2 (2025): Desember : Journal Of Business, Finance, and Economics (JBFE)
Publisher : Universitas Veteran Bangun Nusantara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32585/jbfe.v6i2.7745

Abstract

The rapid development of digital media has created a complex information ecosystem, where data flows massively without adequate quality filters and verification. This condition increases the potential for information distortion, including hoaxes, misinformation, and cognitive bias that significantly affect the information behavior of society. Generation Z as digital natives becomes the most vulnerable group due to high exposure to social media and algorithms that personalize content. This research aims to analyze the critical thinking ability of Generation Z in facing information distortion, identify cognitive and structural factors that influence vulnerability to hoaxes, and formulate strategies for strengthening digital literacy based on modern pedagogical approaches. This research uses a systematic literature study method by integrating empirical findings from academic papers, national journals indexed by Sinta, and accredited international journals. The results of the research show that although Generation Z has high technological ability, their critical thinking ability is not evenly distributed, especially in aspects of source verification, evidence analysis, and awareness of cognitive bias. Educational interventions such as Problem-Based Learning, critical digital literacy, training to distinguish fact-opinion-hoax, and guided inquiry-based learning have proven effective in increasing information resilience. This research produces a conceptual model for strengthening critical thinking as the foundation of 21st-century digital literacy.
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
International Journal of Management, Economic and Accounting Vol. 3 No. 1 (2025): February 2025
Publisher : Yayasan Multidimensi Kreatif

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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.
Peran Kebijakan, Sistem Penilaian Berbasis Tujuan terhadap Motivasi Intrinsik Karyawan Perusahaan Rizky, M. Chaerul; Simanjuntak, Naomi Syallom Chatrin; Syaputra, Dino; Sanjaya, Sanjaya
Advances in Management & Financial Reporting Vol. 4 No. 1 (2026): October - January
Publisher : Yayasan Pendidikan Bukhari Dwi Muslim

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60079/amfr.v4i1.696

Abstract

Tujuan: Artikel ini bertujuan untuk menganalisis peran kebijakan perusahaan dan sistem penilaian kinerja berbasis tujuan dalam meningkatkan motivasi intrinsik karyawan, serta mengkaji keterkaitan ketiganya sebagai satu kesatuan sistem manajemen sumber daya manusia dalam menghadapi dinamika lingkungan bisnis modern.. Metode Penelitian: Artikel ini menggunakan pendekatan kualitatif dengan metode studi literatur. Data diperoleh melalui penelaahan sistematis terhadap artikel ilmiah nasional dan internasional, khususnya jurnal terindeks SINTA dan jurnal bereputasi lainnya yang relevan dengan topik kebijakan perusahaan, sistem penilaian kinerja berbasis tujuan, dan motivasi intrinsik karyawan. Analisis data dilakukan secara deskriptif-analitis dengan mensintesis temuan-temuan utama dari penelitian terdahulu. Hasil dan Pembahasan: Hasil kajian menunjukkan bahwa kebijakan perusahaan yang adil, transparan, dan berorientasi pada pengembangan karyawan berperan signifikan dalam membentuk iklim kerja yang mendukung motivasi intrinsik. Selain itu, sistem penilaian kinerja berbasis tujuan terbukti mampu meningkatkan motivasi intrinsik apabila diterapkan secara partisipatif, jelas, dan disertai umpan balik yang konstruktif. Integrasi antara kebijakan perusahaan dan sistem penilaian kinerja menjadi faktor kunci dalam mendorong keterlibatan kerja, komitmen organisasi, dan kinerja karyawan secara berkelanjutan. Implikasi: Secara teoretis, penelitian ini memperkaya kajian manajemen sumber daya manusia terkait pengembangan motivasi intrinsik melalui kebijakan dan sistem penilaian kinerja. Secara praktis, hasil penelitian dapat menjadi acuan bagi perusahaan dalam merancang kebijakan dan sistem penilaian kinerja yang lebih humanis, objektif, dan berorientasi pada pengembangan karyawan.
The Effect of Communication, Motivation, and Work Discipline on The Performance of Honorary Employees of The Regional Office of The Ministry of Religion of North Sumatra Province Aulia, Nurmarsya; Rizky, Muhammad Chaerul; Azahara, Lutfiah Adinda; Putri, Anugrah Mardiah
Journal of Research in Social Science and Humanities Vol 5, No 3 (2025)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v5i3.383

Abstract

This study aimed to examine the influence of communication, work motivation, and work discipline on the performance of non-permanent employees at the Regional Office of the Ministry of Religious Affairs in North Sumatra Province. The research employed a quantitative-associative approach using a survey method, with data collected through structured questionnaires distributed to respondents. The study involved a saturated sample of 61 participants. Multiple linear regression analysis was applied to assess both the partial and simultaneous effects of the independent variables on employee performance. The findings revealed that communication, work motivation, and discipline each had a positive and significant partial impact on performance. Simultaneously, these three variables contributed significantly to improving employee performance. Among them, work discipline emerged as the most influential factor, particularly in relation to punctuality, adherence to regulations, and professional conduct. Approximately 87.6% of the variance in employee performance was explained by the combined effect of the independent variables, indicating a very strong relationship. These results suggest that strengthening organizational communication, enhancing employee motivation, and enforcing consistent work discipline are essential strategies for optimizing the performance of non-permanent staff within government institutions.
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