Article Per Year (5 Year)
p-Index From 2021 - 2026
9.698
P-Index
This Author published in this journals
All Journal Al Tijarah Journal of Business and Behavioural Entrepreneurship Inovator : Jurnal Manajemen Jurnal Komunikasi Profesional Prosiding Seminar Nasional Program Pengabdian Masyarakat Jurnal Ekonomi Bisnis dan Akuntansi Jurnal Ekonomika Dan Bisnis Annals of Human Resource Management Research Jurnal Ekonomika Manajemen Dan Bisnis JEBD Jurnal Penelitian Pendidikan Indonesia Jurnal Ilmu Manajemen Dan Pendidikan Journal of Business Economics and Management Indonesian Journal of Innovation Multidisipliner Research Jurnal Pengabdian Nusantara Manager : Jurnal Ilmu manajemen IJEMA
Muhamad Azis Firdaus
Universitas Ibn Khaldun Bogor
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Medicine & Pharmacology Public Health Social Sciences Other

Published : 44 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 44 Documents
Search

 1   2   3   4   5 
Canteen Development Innovation and Business Partners Around the Alamtirta Tourism Swimming Pool in Barengkok Village in the Covid Pandemic Era Dzakwan Akhmad Khan, Sulthan Sami; Firdaus, Muhamad Azis
Jurnal Pengabdian Nusantara Vol. 1 No. 3 (2023): AGUSTUS
Publisher : Konsorsium Nasional Pengelola Jurnal Pengabdian

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32832/jpn.v1i3.31

Abstract

This study aims to determine the potential of the Alam Tirta swimming pool tourism object in the Barengkok Village area, Kec. Leuwiliang, by expanding promotion through print media including the distribution of brochures, through electronic media including Instagram, and Tiktok, this report writing uses a combination of qualitative analysis, interviews, document studies, and literature studies. The data obtained were then analyzed qualitatively and presented descriptively. This study aims to find out how important the innovation of facilities at the Alam Tirta Tourism swimming pool is for the convenience of visitors and to make improvements to the canteen facilities and business partners of the Alam Tirta swimming pool and the kiosks provided. Therefore we conclude that the development of innovations for facilities at the Tirta nature tourism swimming pool in Barengkok village is very important for the comfort and interest of visitors and is profitable for business partners around the Tirta nature tourism swimming pool.
Balance Scorecard Approach to employee performance management in Tyre Company Firdaus, Muhamad Azis; Ginanjar, Apik; Hasnin, Hannisa Rahmaniar
Annals of Human Resource Management Research Vol. 5 No. 1 (2025): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i1.2791

Abstract

Purpose: This research aims to analyze employee performance management strategies using the Balance Scorecard approach in a tire company. In this study, a qualitative descriptive method was used with primary and secondary data collection techniques. Research Methodology: Data collection was carried out by means of interviews, observation, and documentation. There were five informants in this study: Human Resource Plant Manager, People and Development Manager, Human Resource Business Partner, Labor Trainer, and Labor Trainer. Data processing was performed using the NVivo software application and source triangulation. Results: This research shows that tyre corporations that implement Balance Scorecard have succeeded in making cost improvements in their operational activities. Apart from that, innovates from a learning and growth perspective by conducting an e-learning program utilizing digital-based technology to increase the competence of its employees. The interview results show that the application of the Balance Scorecard in managing employee performance at tyre corporations using a financial perspective, customer perspective, internal business perspective, and learning and growth perspective is going very well, and by using the Balance Scorecard, success can be achieved. Cascading strategies in the area of ??human resource management have been proven to contribute to reducing human resource costs. Conclusions: The achievement indicators of the company's performance in the short term are connected to each other to achieve the predetermined vision, mission, and strategy. Limitations: The use of in-depth interviews in data collection resulted in a very limited number of informants in this study. Contribution: The use of a balance score card in employee performance analysis can help management map out strategic targets for achieving employee performance. Novelty: By cascading the company's strategy and specializing in the human resources department, it shows something new to the implementation of a balanced scorecard.
Balance Scorecard Approach to employee performance management in Tyre Company Firdaus, Muhamad Azis; Ginanjar, Apik; Hasnin, Hannisa Rahmaniar
Annals of Human Resource Management Research Vol. 5 No. 1 (2025): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i1.2791

Abstract

Purpose: This research aims to analyze employee performance management strategies using the Balance Scorecard approach in a tire company. In this study, a qualitative descriptive method was used with primary and secondary data collection techniques. Research Methodology: Data collection was carried out by means of interviews, observation, and documentation. There were five informants in this study: Human Resource Plant Manager, People and Development Manager, Human Resource Business Partner, Labor Trainer, and Labor Trainer. Data processing was performed using the NVivo software application and source triangulation. Results: This research shows that tyre corporations that implement Balance Scorecard have succeeded in making cost improvements in their operational activities. Apart from that, innovates from a learning and growth perspective by conducting an e-learning program utilizing digital-based technology to increase the competence of its employees. The interview results show that the application of the Balance Scorecard in managing employee performance at tyre corporations using a financial perspective, customer perspective, internal business perspective, and learning and growth perspective is going very well, and by using the Balance Scorecard, success can be achieved. Cascading strategies in the area of ??human resource management have been proven to contribute to reducing human resource costs. Conclusions: The achievement indicators of the company's performance in the short term are connected to each other to achieve the predetermined vision, mission, and strategy. Limitations: The use of in-depth interviews in data collection resulted in a very limited number of informants in this study. Contribution: The use of a balance score card in employee performance analysis can help management map out strategic targets for achieving employee performance. Novelty: By cascading the company's strategy and specializing in the human resources department, it shows something new to the implementation of a balanced scorecard.
Pengaruh Insentif Dan Motivasi Terhadap Kinerja Karyawan Di PT. Cisarua Mountain Dairy Wiranto; M. Azis Firdaus; Asti Marlina
Jurnal Ekonomika Dan Bisnis (JEBS) Vol. 3 No. 2 (2023): Mei - Agustus
Publisher : CV. ITTC INDONESIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47233/jebs.v3i2.889

Abstract

This research was conducted to find out the extent of incentives and motivation on work performance. The sample used in this study were 40 employee respondents at PT. Cisarua Mountain Dairy The method used is to spread the questionnaire form to the respondents and the data is processed using a computer application. This research was conducted at PT. Cisarua Mountain Dairy. Incentive and Motivation Variables on Work Achievement obtained the results of validity test, reliability test, descriptive analysis, inferential statistics, determination, t test, f test, the results of this study showed that partially the incentive variable (X1) had a significant effect on the achievement variable (Y) work at PT. Cisarua Mountain Dairy with t Count > t Table 4.789 > 3.209 and a significance value of 0.000 < 0.003 and Partially the Motivation variable (X2) has a significant effect on the Work Achievement Variable (Y) in PT. Cisarua Mountain Dairy with a t value Count > t Table 3,990 > 2,286 and a significance value of 0.000 < 0.028 Simultaneously, Incentive Variables (X1) and Motivational Variables (X2) have a significant effect on Work Achievement Variables (Y) in PT. Cisarua Mountain Dairy with a value of f Count > f Table= 21.787 > 3.24 and a significant value of 0.000 < 0.005.
THE EFFECT OF REWARDS AND PUNISHMENTS ON EMPLOYEE WORK MOTIVATION AT PT. CATUR PUTRA JAYA DEPOK BRANCH Karmelia, Anita; Firdaus, Muhamad Azis; Subakti, Jani
Manager : Jurnal Ilmu Manajemen Vol. 8 No. 3 (2025): Manager : Jurnal Ilmu Manajemen
Publisher : Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32832/managerjurnalilmumanajemen.v8i3.1830

Abstract

The purpose of this study is to examine how rewards and penalties affect PT. Catur Putra Jaya Depok Branch employees' motivation for their work. With a population of 85 employees, this study employs a quantitative methodology and gathers data using questionnaires. Data analysis was done using validity, reliability, multiple linear regression, t-test, f-test, and determination coefficient (R2). The results of the validity test showed that all questionnaire items were valid with a value of r calculated > r table (0.213). Every variable in the reliability test has a Cronbach's Alpha value greater than 0.6, so it is declared reliable. Partially, the award has a correlation coefficient of 0.430 with a significance of 0.000 < 0.05, and the punishment has a significance level of 0.000 > 0.05 an a correlation value of 0.477, showing that both have a significant effect on work motivation. Simultaneously, the coefficient of determination (R2) was 0.228, which indicates that 22.8% of the difference in employee work motivation was influenced by rewards and punishments, while the rest of 77.2% was impacted by other factors that were not studied. Thus, companies are advised to improve the reward system and strengthen the application of penalties so that employee work motivation is more optimal.
THE INFLUENCE OF LEADERSHIP STYLE AND WORK ENVIRONMENT ON TEACHER JOB SATISFACTION AT SMPN 13 BOGOR CITY Amanda, Sifa Saskia; Firdaus, Muhamad Azis; Subakti, Jani
Manager : Jurnal Ilmu Manajemen Vol. 8 No. 3 (2025): Manager : Jurnal Ilmu Manajemen
Publisher : Universitas Ibn Khaldun Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32832/managerjurnalilmumanajemen.v8i3.1844

Abstract

The purpose of this study is to ascertain how the work environment and leadership style of school principals at SMP Negeri 13 Bogor City affect teachers' job satisfaction. The methodology of this research is quantitative. To collect data, a questionnaire was distributed to all 34 teachers in the population, creating a saturated sample. Validity tests, reliability tests, multiple linear regression, t-tests, F-tests, and determination coefficients are used to examine the data collected. With an r value calculated higher than 0.338 in the r table, the validity test findings indicate that each item on the questionnaire is valid. According to the reliability test, the Cronbach Alpha value of each variable is higher than 0.6, so the data is declared reliable. In part, the leadership style has a correlation value of 0.402 with a significance of 0.018 <0.05, and a correlation coefficient of the work environment of 0.567 and a significance level of 0.000 <0.05. Simultaneously, the determination coefficient (R²) is 0.432, the F test with an F value calculated as 11.806> the F table is 3.30 with a significance value of 0.000 <0.05, then Ho3 is rejected and Ha3 is accepted. According to the findings of the study, the job satisfaction of teachers of SMPN 13 Bogor City is positively and significantly influenced by their leadership style and work environment.
Pengaruh Kepemimpinan Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada PT. Dinamika Multi Finance Bogor Marwah Handayani; Muhamad Azis Firdaus; Hannisa Rahmaniar Hasnin
Jurnal Ilmu Manajemen dan Pendidikan | E-ISSN : 3062-7788 Vol. 1 No. 2 (2024): Juli - September
Publisher : CV. ITTC INDONESIA

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

Abstract

This research was conducted at PT. Adira Dinamika Multi Finance Bogor. The purpose of this research is to determine the influence of leadership and work motivation on employee performance at PT. Adira Dinamika Multi Finance Bogor. This research is quantitative. The sample population in this research is all 58 employees. The data collection technique is by distributing questionnaires to all employees, then the data is processed using the Smartpls 4.0 application with the SEM (Structural Equation Modeling) Analysis method. The results obtained from the influence of leadership on employee performance with an original sample value of 0.266, T statistics 2.446 > 1.96 and P-values 0.007 < 0.05 mean that there is a positive and significant influence between leadership on employee performance. The results obtained from the influence of work motivation on employee performance with original sample results of 0.678, T statistics 6.609 > 1.96 and P-values 0.000 < 0.05 mean that there is a positive and significant influence between work motivation and employee performance. The results obtained from the influence of leadership on work motivation with an original sample value of 0.869, T statistics 16.878 and P-values 0.000 < 0.05 means that there is a positive and significant influence between leadership and work motivation. The results obtained from the influence of leadership on employee performance through work motivation with an original sample value of 0.589, T statistics 5,793 > 1.96 and P-values 0.000 < 0.05 mean that there is a positive and significant influence between leadership on employee performance through work motivation.
Pengaruh Motivasi Kerja dan Disiplin Kerja Terhadap Kinerja Karyawan Tifani Nur Adinda; Muhamad Azis Firdaus; Syahrum Agung
Indonesian Journal of Innovation Multidisipliner Research Vol. 1 No. 3 (2023): Juli - September
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/ijim.v1i3.15

Abstract

This research aims to determine the influence of work motivation and work discipline on the performance of PT employees. Antam Tbk (UIBPEI) Pongkor. The research method used in this research is a quantitative method. The data collection technique in this research was carried out by distributing questionnaires to 46 PT employees. Antam Tbk (UIBPEI) Pongkor, which was then processed using the SmartPLS 4.0 application using the Structural Equation Modeling (SEM) analysis method. The results obtained from the influence of work motivation on employee performance with an original sample value of 0.389, T-statistics 3.442 > 1.96, and P-value 0.001 < 0.05, meaning that there is a positive and significant influence between work motivation and employee performance. The results obtained from the influence of work discipline on employee performance with an original sample value of 0.602, T-statistics 5.503 > 1.96, and P-value 0.000 < 0.05, meaning that there is a positive and significant influence between work discipline on employee performance. The results obtained from the influence of work motivation on work discipline with an original sample value of 0.841, T-statistics 6.757, and P-value 0.000 < 0.05, meaning that there is a positive and significant influence between work motivation and work discipline. The results obtained from the influence of work motivation through work discipline on employee performance with an original sample value of 0.506, T-statistics 4.194 > 1.96, and P-value 0.000 < 0.05, meaning that there is a positive and significant influence between work motivation through work discipline on employee performance.
Pengaruh Kompensasi dan Disiplin Kerja Terhadap Kinerja Karyawan PT. Canopus Konverta Industri Dimas Hibatullah Habibi; Muhamad Azis Firdaus; Syahrum Agung
Indonesian Journal of Innovation Multidisipliner Research Vol. 1 No. 3 (2023): Juli - September
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/ijim.v1i3.17

Abstract

This study aims to determine how much influence the variables of compensation and work discipline have on employee performance. This research was conducted by distributing questionnaires to 42 employees of PT. Canopus Konverta Industry in Sukahati Bogor Regency, processed with the Smart PLS 4.0 application with the SEM (structural equation modeling) analysis method. The results obtained from the effect of compensation on employee performance: significance with P values = 0.008 less than 0.05 with a hypothesis T value of 2.664 greater than 1.96 and (O = 0.292) means that there is a significant influence between compensation variables on employee performance. Work discipline on employee performance: significance with a value (O) = 0.675 and significant, with a P value = 0.000 less than 0.05, and a calculated T value of 6.223 greater than 1.96, which means that there is a significant influence between work discipline variables on employee performance. The results obtained from the effect of the compensation variable on work discipline: significance with a P value = 0.000 less than 0.05, with a hypothesis T value of 11.752 greater than 1.96 and (O = 0.900), meaning that there is a significant influence between the compensation variables on work discipline variables. The results of the analysis of the compensation path through work discipline on employee performance: significance with a value where the calculated T value is 5.472 greater than 1.96, with a P value of 0.000 less than 0.05, and a value (O = 0.608), meaning that it shows the strength of influence and the nature of the relationship of exogenous to endogenous variables through work discipline are stated to be moderate.
Pengaruh Budaya Organisasi Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada Umkm Ruby Rio Caesar Nagama Pengemanan; Muhamad Azis Firdaus; Hannisa Rahmaniar Hasnin
Indonesian Journal of Innovation Multidisipliner Research Vol. 1 No. 3 (2023): Juli - September
Publisher : Institute of Advanced Knowledge and Science

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/ijim.v1i3.37

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi dan motivasi kerja terhadap kinerja karyawan pada Usaha Kecil Mikro dan Menengah (UMKM) Ruby yang bergerak dibidang usaha industri pakaian jadi. Populasi dan sampel dalam penelitian ini adalah karyawan UMKM Ruby sebanyak 70 responden. Jenis data yang digunakan dalam penelitian ini adalah data primer. Metode pengumpulan data dengan menggunakan kuesioner dan diolah menggunakan alat analisis Regresi Linear Berganda dengan software SmartPLS4. Hasil penelitian menunjukkan bahwa budaya organisasi berpengaruh negatif dan tidak sigifikan terhadap kinerja karyawan, dimana hasil pengujian hipotesis budaya organisasi menunjukan nilai t hitung sebesar 0.794 dengan taraf signifikansi (P Value) 0.430, yaitu lebih besar dari 0.05, yang berarti bahwa hipotesis dalam penelitian ini variabel budaya organisasi tidak berpengaruh terhadap kinerja karyawan. Kinerja karyawan pada UMKM Ruby dipengaruhi oleh variabel lain di luar variabel budaya organisasi seperti variabel kedisiplinan kerja, variabel lingkungan kerja, variabel motivasi kerja, dan lain sebagainya. Motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, hasil pengujian hipotesis motivasi kerja menunjukan nilai t hitung sebesar 3.733 dengan taraf signifikansi (P Value) 0.000, yaitu lebih kecil dari 0.05, yang berarti bahwa hipotesis dalam penelitian ini variabel motivasi kerja berpengaruh terhadap kinerja karyawan, Budaya organisasi dan motivasi kerja secara bersama-sama (simultan) berpengaruh positif dan signifikan terhadap kinerja karyawan. Hasil pengujian hipotesis secara simultan antara budaya organisasi dan motivasi kerja terhadap kinerja karyawan, terlihat bahwa P Value lebih kecil dari 0.05. Hal ini berarti bahwa hipotesis dalam penelitian ini variabel budaya organisasi dan motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan. Dengan kata lain, budaya organisasi berpengaruh positif dan signifikan terhgadap kinerja karyawan dengan dimediasi oleh motivasi kerja.
Co-Authors ., Rachmatullaily Achmad Daeng GS Achvita Dien Adira Agung Wibowo Agung Wibowo Agung Wibowo Aidah, Nur Aji, Apnur Wirli Al Hamid, Dhea Adwan Alamsyah, M.Galang Nur Amanda, Sifa Saskia Ambiya, Diena Anak Agung Dewi Megawati, Anak Agung Dewi Ananda Puteri Az Zahra Anuari, Afhan Anuraga Kusumah ARDIANSYAH ARDIANSYAH Asti Marlina Atmaja, Wira Avessina, Mohammad Jibriel Azmul Hadi Chandra Azolla Degita Azis Bimo, Widhi Aryo Cahya, Dedy Tri Chin, Jacky Dani Raihan Dieti Deby Rahma Aulya Denia Maulani Devi Maharani Dewi Megawati Dewi Rahayu Diah Yudhawati Dimas Hibatullah Habibi Dwi Hardana Dzakwan Akhmad Khan, Sulthan Sami Eldine, Achyar Ernita Dwi Lestari Fajar Haerudin Hamsyah Febrian, Windi Octaviana Fikriani, Dini Firdaus, Abdan Jamaludin Geny Syahdiany Gerdha Erlinda Sari Lapoliwa Ginanjar, Apik GS , Achmad Daengs Gusti, Alfiqi Adi Hafid Rachmat Febriansyah Hamad, Azam Hamidah Hamsyah, Fajar Haerudin Hanifan, M. Zakie Hannisa Rahmaniar Hasnin Helma Helma Hendri Maulana Hurriyaturrohman Hurriyaturrohman Ila, Husni La Ilhami, Muhammad Syuhud Indrawati Indrawati Indrawati Ismadinah, Syifa Jani Subakti Karmelia, Anita Khodul, Ibnu Khoerunnisa, Khoerunnisa Lapoliwa, Gerdha Erlinda Sari Lestari, Andhika Risda Lusi Mulya Sari M. Imam Sundarta Ma'ruf, Asep Saepul Marlina, Asti Marwah Handayani Masitoh, Imas Melani Melani Muawwanah Muawwanah Muhamad Fadhlan Alfaridz Muhamad Fakhri Dai Hakim Muhamad Sopian Muhamad, Abilly Muhammad Arif Muhammad Risel Ghathfan Muniroh, Leny Nadzir Ahmad Naliatuski Narman Narman Narman, Narman Nurul Alfiyah Oktaviani, Deska Nur Pranoto, Oprianto Hadi Puja Sukrilah Purwanti, Rr. Rista Nisa Puspita, Ajeng Rachmatulaily K.R Rachmatullaily . Rachmatullaily Rachmatullaily t Rinda Rachmatullaily Tinakartika Rinda Rachmatullaily, Rachmatullaily Raden Adam Tresnapati Rahmat Mulyana Dali Rezky Muhammad Islam Rika Rahmawati Riksy Fauzan Hadiansyah Rinda, Rachmatullaily Tina Kartika Rio Caesar Nagama Pengemanan Rio Ferdinan Rosmika, Dita Rumiasih, Rumiasih Rusli - Atawirudi Sanpi, Ridho Rusti Sapitri, Ayu Azhari Sari, Veni Wulan Sigit Purwanto Slamet Sutanto Soepeno Soepeno Soepeno, Soepeno Suaeb, Fajar Sugianto, Aditya Sukron, M. Supramono Supramono Supriatna, Yogi Supriyadi, Masim Syahril Maulana Syahrum Agung Syuhada Bachri Osama A.B Syukur, Dudung Abdul Tifani Nur Adinda Titing Suharti Valendra, Yosa Wati, Hikmah Widhi Ario Bimo Widhi Ariyo Bimo Wiranto Yanwar, Muhamad Yuliani, Ismi Zahrah Fajriya