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All Journal Jurnal Manajemen Dayasaing JURNAL PENDIDIKAN TAMBUSAI EKO-REGIONAL JURNAL PENGEMBANGAN EKONOMI WILAYAH Journal on Education Jurnal Ekonomi Manajemen Jurnal Ilmiah Edunomika (JIE) BIHARI: JURNAL PENDIDIKAN SEJARAH DAN ILMU SEJARAH Budimas : Jurnal Pengabdian Masyarakat AKTUAL Jurnal Kewarganegaraan Jurnal Ekonomi Bussman Journal : Indonesian Journal of Business and Management Media Ekonomi Engineering and Technology International Journal (EATIJ) JIM: Jurnal Ilmiah Mahasiswa Pendidikan Sejarah Jurnal Ekonomi, Manajemen, Akuntansi Jurnal Pengabdian dan Inovasi Masyarakat Oikonomia : Journal of Management Economics and Accounting Maneggio Nomico
Sri Hartono
Fakultas Ekonomi Universitas Muhammadiyah Ponorogo
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Mechanical Engineering Social Sciences Other

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Tourism Potential of The Dieng Culture Festival in Increasing Community Income and Development Strategy Rochmat Aldy Purnomo; Aulia Hapsari Juwita; Noor Ismawati Jaafar; Oksana Malynka; Sri Hartono; Hadi Sasana
EKO-REGIONAL Vol 18, No 2 (2023)
Publisher : Jurusan Ilmu Ekonomi dan Studi Pembangunan Universitas Jenderal Soedirman

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32424/1.erjpe.2023.18.2.3499

Abstract

The purpose of this study is to analyze the potential of the Dieng Culture Festival (DCF) tourism performance in increasing the community income around Dieng and develop the strategy for the Dieng Culture Festival. To collect the data, the techniques of observation, interviews, and literature study were used. The selected research respondents included the Tourism Awareness Group Chairperson and street vendors around the DCF tourist complex. 40 street vendors were selected as samples using a stratified random sampling method. This research was done during the 2022 Dieng Culture Festival, using the SWOT and QSP Matrix methods. The results showed that the development strategy for the Dieng tourism program was the WT strategy aimed at minimizing weaknesses and avoiding external threats. In addition, the DCF increased the number of tourists enjoying the Dieng tourist complex and the income of street vendors.
ANALISIS PENGARUH KEPEMIMPINAN TRANSFORMASIONAL, BUDAYA KERJA DAN KINERJA KARYAWAN Sri Hartono; Budi Sulistiyo Nugroho; Normansyah Normansyah; Dian Arlupi Utami; Ahmad Salabi
JURNAL ILMIAH EDUNOMIKA Vol 8, No 1 (2024): EDUNOMIKA
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v8i1.11095

Abstract

Dalam keberhasilan suatu perusahaan, kepemimpinan merupakan salah satu unsur yang mempengaruhi dan membantu orang lain untuk bekerja dan bersemangat dalam mencapai tujuan yang telah ditetapkan. Sumber daya manusia suatu perusahaan atau organisasi merupakan komponen yang krusial. Setiap organisasi publik dan komersial harus beroperasi lebih cepat, sukses, dan efektif. Penelitian ini bertujuan untuk mengetahui pengaruh hubungan antara kepemimpinan transformasional, budaya kerja, dan kinerja karyawan. Analisis saat ini menggunakan pendekatan kuantitatif. Metodologi pengumpulan data yang digunakan melibatkan pengiriman kuesioner yang telah menerima sekitar 150 tanggapan responden. Populasi dan sampel dalam penelitian ini adalah karyawan pekerja di kantor yang tersebar di Indonesia, dan metode analisisnya menggunakan software Smart PLS. Hasil penelitian menunjukkan bahwa kepemimpinan tranformasional berpengaruh terhadap kinerja karyawan dan budaya kerja. Budaya kerja berpengaruh terhadap kinerja karyawan. Kata Kunci: Kepemimpinan Tranformasional, Budaya Kerja, Kinerja Karyawan
Pengaruh Work Life Balance, Motivasi Kerja, Dan Kepuasan Kerja Terhadap Loyalitas Karyawan Di Rumah Sakit Yasyfin Darussalam Gontor Ponorogo Sindi Wahyuningrum; Sri Hartono; Dwi Warni Wahyuningsih
Journal on Education Vol 7 No 1 (2024): Journal on Education: Volume 7 Nomor 1 Tahun 2024
Publisher : Departement of Mathematics Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joe.v7i1.6724

Abstract

This research aims to determine the influence of work life balance, work motivation, job satisfaction on employee loyalty at Yasyfin Darussalam Gontor Ponorogo Hospital. This research uses a non-probability sampling method, namely using the entire population of 63 employees. The data collection technique in this research was by distributing questionnaires to employees of Yasyfin Darussalam Gontor Ponorogo Hospital. The data in this research was processed using the SPSS application. The results obtained were that partially work life balance had a positive and significant effect on employee loyalty. These results mean that the work life balance variable has an influence on employee loyalty at Yasyfin Darussalam Gontor Ponorogo Hospital. Work motivation has a positive and significant effect on employee loyalty. These results mean that the work motivation variable has an influence on employee loyalty at Yasyfin Darussalam Gontor Ponorogo Hospital. Job satisfaction has a positive and significant effect on employee loyalty. These results can be interpreted that the job satisfaction variable has an influence on employee loyalty at Yasyfin Darussalam Gontor Hospital Ponorogo. Work life balance, work motivation and job satisfaction together have a positive and significant effect on employee loyalty. This means that the variables Work life balance, work motivation and job satisfaction simultaneously influence employee loyalty at Yasyfin Darussalam Gontor Ponorogo Hospital.
Pengaruh Job Insecurity, Budaya Organisasi, dan Kepuasan Kerja Terhadap Komitmen Organisasional Karyawan Pabrik Gondorukem dan Terpentin (PGT) Sukun, Kecamatan Pulung, Kabupaten Ponorogo Silfi Qowiyu Dianingtias; Sri Hartono; Dwi Warni Wahyuningsih
Journal on Education Vol 7 No 1 (2024): Journal on Education: Volume 7 Nomor 1 Tahun 2024
Publisher : Departement of Mathematics Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joe.v7i1.6725

Abstract

This research aims to determine the effect of Job Insecurity, Organizational Culture, and Job Satisfaction on Organizational Commitment of Employees of Gondorukem and Turpentine Factory (PGT) Sukun, Pulung District, Ponorogo Regency. The research method used is quantitative research. The sample in this study used a nonprobability sampling method, namely by using the entire population of 55 employees. The data collection technique in this study was to distribute questionnaires to PGT Sukun employees. The data in this study were processed using the SPSS version 26 application which obtained the results that partially job insecurity has no effect on organizational commitment, organizational culture has a positive and significant effect on organizational commitment, job satisfaction has a positive and significant effect on organizational commitment. Simultaneously job insecurity, organizational culture, and job satisfaction have a positive and significant effect on organizational commitment of employees of the Gondorukem and Turpentine Factory (PGT),Sukun Pulung District, Ponorogo Regency.
Menumbuhkan Jiwa, Perilaku dan Nilai Kewirausahaan Dalam Meningkatkan Kemandirian Bisnis Sri Hartono
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 1 No. 2: Juni 2022
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v1i2.468

Abstract

Attitudes and behaviors are the unity of a person's character which is formed by habit everyday. Entrepreneurial behavior is influenced by internal and external factors. These factors are ownership rights (property right, PR), abilities / competencies (competency / ability,), and incentives while external factors include the environment thus Attitudes and behavior can be changed by oneself and / or there are environmental pressures / influences. there is an influence from within themselves and from outside the environment to associate then grow indi attitudes and specific behaviors. It is necessary to anticipate small businesses’ difficulties by conducting an empirical study on the entrepreneurial spirit, entrepreneurial values, and assessment of entrepreneurial behavior that may affect the realization of independence efforts. This study aims to analyze the influence of entrepreneurial spirit and entrepreneurial values on entrepreneurial behavior to create business independence. The findings show that the entrepreneurial spirit has a direct positive influence on entrepreneurial behavior and positive indirect effect on the business independence.
Pengaruh Lingkungan Kerja, Kompensasi, dan Motivasi Kerja terhadap Kinerja Karyawan CV. Putri Adi Wijaya Gessy Augustina Dwi Saputri; Adi Santoso; Sri Hartono
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 3 No. 3: Maret 2024
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v3i3.3010

Abstract

Bersumber pada observasi dini di CV. Gadis Adi Wijaya, teridentifikasi terdapatnya permasalahan minimnya motivasi karyawan, baik dari segi internal ataupun eksternal. tujuan dari riset ini merupakan membagikan penilaian pengaruh lingkungann, kompensasi, serta motivasi kerja terhadap kinerja karyawan CV. Gadis Adi Wijaya. Riset ini memakai tata cara kuantitatif dengan populasi sebanyak 30 orang yang pula digunakan selaku ilustrasi. Hasil penelitian ini menunjukkan bahwa analisis regresi linier berganda pada variabel motivasi menunjukkan dari: Motivasi berpengaruh positif terhadap kinerja karyawan di Perusahaan CV. Putri Adi Wijaya. Nilai koefisien regresi variabel motivasi sebesar (+) 0,313 atau 31,3%, menunjukkan bahwa setiap peningkatan dalam motivasi karyawan berkontribusi positif sebesar 31,3% terhadap peningkatan kinerja karyawan. Terdapat pengaruh poositif pada Kompensasi terhadap kinerja karyawan. Nilai koefisien regresi variabel kompensasi sebesar (+) 0,362 atau 36,2%, menunjukkan bahwa setiap peningkatan dalam sistem kompensasi berkontribusi positif sebesar 36,2% terhadap peningkatan kinerja karyawan. Lingkungan kerja berpengaruh positif terhadap kinerja karyawan. Nilai koefisien regresi variabel lingkungan kerja sebesar (+) 0,311 atau 31,1%, menunjukkan bahwa setiap perbaikan dalam lingkungan kerja ini berkontribusi positif sebesar 31,1% terhadap peningkatan kinerja karyawan.
Pendampingan Manajemen Perubahan Berbasis Kepemimpinan Efektif pada Industri Penggilingan Padi Skala UMKM Johan Efendi; Sri Hartono
CivicAction: Jurnal Pengabdian dan Inovasi Masyarakat Vol. 1 No. 3 (2025): Artikel Pengabdian Kepada Masyarakat
Publisher : SORATEKNO PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59696/civicaction.v1i3.220

Abstract

Industri penggilingan padi skala UMKM di Kabupaten Ponorogo merupakan salah satu penopang utama perekonomian masyarakat pedesaan sekaligus berperan penting dalam menjaga ketersediaan pangan lokal. Namun, dalam beberapa tahun terakhir, pelaku usaha penggilingan padi di wilayah ini dihadapkan pada berbagai tantangan perubahan, seperti fluktuasi harga gabah, persaingan usaha yang semakin ketat, keterbatasan teknologi produksi, serta perubahan pola kerja dan manajemen organisasi. Permasalahan tersebut diperparah oleh masih terbatasnya kemampuan pimpinan usaha dalam mengelola perubahan secara terencana dan berkelanjutan. Kegiatan pengabdian kepada masyarakat ini bertujuan untuk mendampingi pelaku UMKM penggilingan padi di Kabupaten Ponorogo dalam menerapkan manajemen perubahan berbasis kepemimpinan efektif guna meningkatkan adaptabilitas dan kinerja usaha. Metode pelaksanaan kegiatan meliputi pemetaan kondisi awal mitra, sosialisasi konsep kepemimpinan efektif dan manajemen perubahan, pelatihan berbasis studi kasus lokal, serta pendampingan intensif dalam implementasi perubahan pada aspek kepemimpinan, komunikasi internal, dan pengelolaan proses kerja. Pendekatan partisipatif diterapkan untuk memastikan keterlibatan aktif mitra dalam setiap tahapan kegiatan. Hasil pengabdian menunjukkan peningkatan pemahaman dan kesadaran pimpinan UMKM terhadap pentingnya peran kepemimpinan dalam menghadapi perubahan, serta adanya perbaikan dalam pola pengambilan keputusan, koordinasi kerja, dan pengelolaan sumber daya manusia. Mitra juga mulai mampu merancang langkah-langkah perubahan yang realistis dan sesuai dengan karakteristik usaha penggilingan padi di Ponorogo. Kegiatan ini berkontribusi dalam memperkuat kapasitas manajerial UMKM lokal dan dapat menjadi rujukan bagi program pendampingan serupa di wilayah agraris lainnya.
Talent Management in the Era of Digital Globalization: Building Excellent and Adaptive Human Resources Amid Technological Change Gita Damayanti; Sri Hartono
Oikonomia : Journal of Management Economics and Accounting Vol. 3 No. 1 (2025): Oikonomia-December
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v3i1.513

Abstract

Digital globalization has reshaped talent management practices by increasing the demand for organizations to develop highly capable and adaptive human resources. This transformation is driven by rapid technological advancements, evolving digital competencies, and intensified global competition. This study aims to analyze strategic approaches to talent management that align with the challenges of the digital era. The research employs a Systematic Literature Review based on the guidelines of Xiao and Watson and Snyder, following identification, screening, eligibility assessment, and synthesis of 21 selected articles. The findings indicate that the integration of digital technologies strengthens talent management processes by enhancing recruitment efficiency, competency development, and talent retention through artificial intelligence, data analytics, and digital learning systems. The discussion emphasizes the importance of transformative leadership, adaptive learning ecosystems, and organizational culture alignment in ensuring effective digital talent strategies. The study concludes that a comprehensive and digitally oriented talent management model is essential for building competitive and future-ready human resources. This research provides theoretical contributions to the conceptualization of digital talent management and offers structural recommendations for improving digital infrastructure and adaptive workforce capabilities.
Strategies for Implementing HR Predictive Analytics to Reduce Voluntary Turnover in Technology-Based Companies Sucma Berlian; Sri Hartono
Maneggio Vol. 2 No. 6 (2025): DECEMBER-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/zj5w6744

Abstract

Voluntary turnover in technology-based organizations has continued to escalate, resulting in operational disruption and significant loss of digital talent. This study aims to explore the role of HR Predictive Analytics in developing retention strategies to reduce voluntary turnover. A qualitative descriptive–exploratory approach was applied using thematic analysis of academic literature and organizational practices related to data-driven human resource management. The findings reveal that the primary drivers of turnover include burnout, career stagnation, low employee engagement, and weak leadership interaction. HR Predictive Analytics serves as a reflective mechanism to identify patterns in employee work experiences that contribute to dissatisfaction and increased resignation risk, enabling organizations to formulate precision-based retention interventions. Recommended analytics-driven retention strategies emphasize workload regulation, structured career development, meaningful job design, and leadership capability enhancement. This study concludes that HR Predictive Analytics supports preventive and sustainable talent stability strategies within the technology industry by aligning predictive insights with targeted retention initiatives.
The Influence of Population Size, Economic Growth, and Regional Minimum Wage on the Unemployment Rate in the Regencies and Cities of Bakorwil 1 Madiun Handri Dona; Sri Hartono; Wijianto
Nomico Vol. 1 No. 7 (2024): Nomico-August
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/ns44ac92

Abstract

A resident is someone who has lived in a country for a long time. The problem that often occurs in a country is about unemployment. Unemployment is a problem that has not yet been resolved. The role of the government is urgently needed in reducing the unemployment rate. Population numbers that are not resolved properly can cause economic development goals to not be achieved. Economic success is seen from improving economic growth and decreasing inequality in a region. This study aims to examine the effect of Population Number, Economic Growth and Regional Minimum Wage on Unemployment Levels in the Regency/City of the Bakorwil 1 Madiun Region. This study uses quantitative methods. , where the required data is obtained from BPS. The results showed that the Independent Variable Population (X1) had no partial and significant effect on the unemployment rate, economic growth (X2) had a partial and significant effect on the unemployment rate, and the regional minimum wage (X3) had no partial and significant effect on the unemployment rate. the unemployment rate in the Regency/City of the Bakorwil 1 Madiun Region.  
Co-Authors Adham Rizky Pratama Adi Santoso Afif Sultoni Ahmad Salabi Alberta Adinata Alip Sugianto Ardiana, Titin Eka Aulia Hapsari Juwita Bahriyah, Euis Nurul Budi Sulistiyo Nugroho DIAN ARLUPI UTAMI Diana Pramudya Wardhani Dina Puspitasari Dwi Warni Wahyuningsih Edi Santoso Ersa Mayori Jayanti Fortuna Felix Ardianto* Gessy Augustina Dwi Saputri Gita Damayanti Hadi Sasana Hadi Sumarsono Hadi Sumarsono Handri Dona Heri Wijayanto Johan Efendi Kadeni Kadeni, Kadeni Lilik Dwi Wulandari Mira marihana Noor Ismawati Jaafar Normansyah Oksana Malynka Rabiatul Adawiyah Rina Sovianti Rizki Listyono Rizki Listyono Putro Rochmat Aldy Purnomo Satria Sasmita Silfi Qowiyu Dianingtias Sindi Wahyuningrum SITI MUNAWAROH Sucma Berlian Taufiq Shiqdi Huda Titi Rapini Titis Purwaningrum Umi Farida Vebrian Dwisakti* Wijianto Wijianto Wijianto Wijianto Yeni Cahyono