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All Journal Jurnal Ilmiah Dinamika Teknik Students´ Journal of Economic and Management Proceeding SENDI_U Jurnal Mirai Management Syntax Literate: Jurnal Ilmiah Indonesia Journal of Economic, Bussines and Accounting (COSTING) IKRA-ITH Informatika : Jurnal Komputer dan Informatika Fokus Ekonomi SEIKO : Journal of Management & Business Alignment: Journal of Administration and Educational Management International Journal of Supply Chain Management EQIEN - JURNAL EKONOMI DAN BISNIS Jesya (Jurnal Ekonomi dan Ekonomi Syariah) YUME : Journal of Management Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Jurnal E-Bis: Ekonomi Bisnis Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Ilmiah Wahana Pendidikan Jurnal Ekonomi International Journal Management and Economic (IJME) Jurnal Abdimas Musi Charitas IC Tech: Majalah Ilmiah Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah International Journal of Economics and Management Research IC Tech: Majalah Ilmiah
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Penerapan Sistem Penilaian Kinerja : Dampaknya terhadap Peningkatan Kinerja Liana, Lie; Kasmari, Kasmari; Aquinia, Ajeng; Nugroho, Kristiawan
Jesya (Jurnal Ekonomi dan Ekonomi Syariah) Vol 7 No 1 (2024): Article Research Volume 7 Number 1, January 2024
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi Al-Washliyah Sibolga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36778/jesya.v7i1.1398

Abstract

Dosen adalah aset bagi sebuah perguruan tinggi, bahkan dosen disebut ujung tombak dalam proses pembelajaran. Hal ini menunjukkan bahwa dosen mempunyai peran yang vital dalam sebuah perguruan tinggi. Oleh sebab itu, penilaian kinerja terhadap dosen menjadi sangat penting untuk mengukur sistem tata kelola manajemen sumber daya manusia dalam rangka mencapai tujuan, visi dan misi perguruan tinggi. Berbagai perguruan tinggi terus mengembangkan sistem penilaian kinerja terhadap kinerja dosennya. Salah satunya adalah Universitas Stikubank Semarang, sebuah universitas yang berusia 55 tahun, tepatnya pada tanggal 28 April 2023. Data berupa data sekunder yaitu hasil penilaian kinerja yang telah dikumpulkan sejak tahun 2021 dan 2022. Responden dalam penelitian ini adalah 128 dosen. Dosen mengisi penilaian kinerja periode satu sampai April 2021. Berdasarkan hasil analisis didapatkan bahwa pada awal penilaian kinerja ini ada sejumlah 38,3% atau 49 dosen yang tidak memenuhi. Hal ini bisa diduga bahwa beberapa dosen belum siap untuk dinilai kinerjanya. Dengan adanya penilaian kinerja ini, para dosen seperti dibangunkan dari tidur panjangnya, bahwa situasi dan kondisi saat ini menuntut para dosen untuk melaksanakan tugas dengan baik. Pada penilaian kinerja periode Oktober 2021 ternyata dosen yang tidak memenuhi berkurang menjadi 12,5% atau 16 dosen. Ada usaha yang baik dari 33 dosen untuk memenuhi penilaian kinerjanya. Pada periode April 2022 ada 32,8% atau 42 dosen yang tidak memenuhi penilaian kinerja. Anehnya ada dosen yang sudah memenuhi di penilaian kinerja pada periode Oktober 2021 tetapi terkena di April 2022 yaitu ada 31 dosen. Tetapi usaha yang dilakukan oleh para dosen sungguh luar biasa. Pada bulan Oktober 2022 tinggal 3,9% atau 5 dosen yang tidak memenuhi penilaian kinerja. Berdasarkan hasil penelitian ini dapat disimpulkan bahwa penilaian kinerja telah berdampak pada peningkatan kinerja dosen di Universitas Stikubank Semarang.
Human Capital and Employee Performance : The Mediating Role of Training and Digital Innovation Dini Istiqomah; Kasmari Kasmari
International Journal of Economics and Management Research Vol. 4 No. 3 (2025): December : International Journal of Economics and Management Research
Publisher : Pusat Riset dan Inovasi Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/ijemr.v4i3.556

Abstract

The advancement of digitalization requires the Semarang City Population and Civil Registration Office (Disdukcapil) to improve employee performance through human resource management that adapts to technological developments. The implementation of digital-based services is essential to improving the efficiency and quality of public services. One innovation implemented is the Si D'nOK application, which has proven to accelerate and improve the issuance of e-KTP (electronic ID card) cards. This success demonstrates the critical role of digital innovation in supporting organizational performance. However, although employee training is believed to significantly contribute to strengthening human resource capacity and the success of innovations, empirical studies measuring the direct and indirect effects between human resources, training, digital innovation, and employee performance in the context of this agency are still limited. This study aims to analyze the influence of human resources on employee performance at the Semarang City Disdukcapil, with training and digital innovation as mediating variables. The approach used is a descriptive quantitative approach, with a survey method using a questionnaire distributed to all Disdukcapil employees. Data analysis was performed using Partial Least Squares – Structural Equation Modeling (PLS-SEM) using SmartPLS 3 software. The results of the study indicate that human resources have a positive and significant impact on training, digital innovation, and employee performance. Training significantly impacts employee performance, and digital innovation has also been shown to contribute significantly to improved performance. Furthermore, human resources indirectly influence performance through improved training quality and the utilization of digital innovation.
Pengaruh Stres Kerja, Motivasi Kerja, dan Pengembangan Karir terhadap Kinerja Karyawan pada CV. Semesta Mendukung Indonesia (Semarang) Dwi Haryanti, Restu; Kasmari, Kasmari
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 11 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i11.4356

Abstract

This research aims to explain and assess the influence of work stress, work motivation and career development on the performance of CV employees. The Universe Supports Indonesia. This research applies quantitative methodology with a sample of 80 respondents. Sampling uses a saturated sampling technique or what can be called a census, where all members of the population are used as samples. Data analysis in this study used SPSS version 25.0. The results of this data processing are the results of the validity test, reliability test, f test, coefficient of determination test, and t test results. The results of the research can be concluded that work stress has a negative and insignificant effect on employee performance, work motivation has a negative and insignificant effect on employee performance, and career development has a positive and significant effect on employee performance.
Pengaruh Kepemimpinan Transaksional, Motivasi, dan Disiplin Kerja Terhadap Kinerja Karyawan pada PT. Sun Star Motor Linda Dwi Ichromi; Kasmari Kasmari
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 6 No. 12 (2024): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v6i12.4463

Abstract

Every company depends on human resources who play an important role in being able to achieve company goals. The success of a company can be reflected in the performance of the company's employees. The purpose of this study is to find out what is the influence of transactional leadership, motivation and work discipline on employee performance at PT. Sun Star Motor MT. Haryono Semarang by sampling using a saturated sample technique because the entire population was sampled because the number was too small, namely 60 people. This data collection method is researched using the questionnaire method. The variable measurement scale used is the assessment likert scale in the form of a score on answer preferences. The data analysis used was multiple linear regression analysis. In this study, there are three hypotheses that must be tested to prove their suitability for each independent variable to the bound variable. (1) Transactional leadership towards employee performance. For the value of sig. 0.042 < 0.05 with a coefficient of β=0.278 which is a positive value. (2) Motivation for employee performance. For the value of sig. 0.611 > 0.05 with a coefficient of β=-0.077 which is negative. (3) Work discipline has a positive effect on employee performance. For the value of sig. 0.037 < 0.05 with a coefficient of β=0.300 which is a positive value. So the results of the research that have been carried out can be found that transactional leadership has a positive and significant effect on employee performance, motivation has a negative and insignificant effect on employee performance, work discipline has a positive and significant effect on employee performance.
Pengaruh Kompensasi, Lingkungan Kerja, dan Motivasi Kerja Terhadap Kinerja Karyawan: Studi Kasus PT. Gizindo Pratama Yunan Mahardhika; Kasmari Kasmari
Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol. 7 No. 4 (2025): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/alkharaj.v7i4.6266

Abstract

PT. Gizindo Pratama Semarang is a company engaged in the trade and production of cow's milk, goat's milk, and soy milk. The purpose of this study was to determine the effect of compensation, work environment, and work motivation on employee performance at PT. Gizindo Pratama Semarang. The sampling technique in this study used nonprobability sampling, which is a sampling technique that does not provide equal opportunities or chances for each element or member of the population to be selected as a sample. The analysis method used is multiple linear regression analysis using SPSS version 25 software. The results of the study indicate that compensation, work environment, and work motivation have a positive effect on employee performance.
DIAGNOSTIK PENYAKIT GINJAL KRONIS MENGGUNAKAN MODEL KLASIFIKASI SUPPORT VECTOR MACHINE Taryadi, Taryadi; Yunianto, Era; Kasmari, Kasmari
IC Tech: Majalah Ilmiah Vol 19 No 1 (2024): IC Tech: Majalah Ilmiah Volume XIX No. 1 April 2024
Publisher : P3M Institut Widya Pratama

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47775/ictech.v19i1.291

Abstract

Penyakit ginjal atau biasa dikenal dengan gagal ginjal merupakan suatu kondisi menurunnya fungsi ginjal yang dapat mengakibatkan ketidakmampuan ginjal dalam menjalankan tugasnya. Penderita penyakit ginjal berpotensi masuk ke fase kronis. Penyakit ginjal kronik merupakan penurunan fungsi ginjal secara bertahap selama tiga bulan yang mengakibatkan terhentinya fungsi ginjal secara total. Tujuan dari pengembangan ini adalah suatu sistem pendukung keputusan bagi dokter dalam mendiagnosis pasien penyakit ginjal. Sistem menampilkan hasil prediksi apakah pasien penyakit ginjal sudah memasuki fase penyakit ginjal kronis atau belum. Metodologi penelitian ini terdiri dari dua tahap utama: pemodelan klasifikasi dan pengembangan sistem. Pemodelan klasifikasi terdiri dari pengumpulan data, persiapan data, pengelompokan data, klasifikasi, ekstraksi aturan. Pengembangan sistem didasarkan pada aturan yang diekstraksi sebelumnya. Penelitian ini menghasilkan suatu sistem yang dapat mendeteksi suatu kondisi penyakit ginjal kronis berdasarkan beberapa faktor dengan akurasi sebesar 96,34%.
Co-Authors 07.05.51.0065 Ricky Aristoteles 07.05.51.0151 Thomas Stanislaus Bondan Kusasmaraningtyas 08.05.51.0057 Yusuf Rifki Mahardika 08.05.51.0165 Imu Aristiyanto 09.05.51.0034 Nur Jayanti 09.05.51.0064 Anan Martono 09.05.51.0110 Slamet Masudi 10.05.51.0034 Erna Dwi Astuti 10.05.51.0099 Hogy Hedo Bramantika 12.05.51.0128 Widhi Setyawan Putranto, 12.05.51.0128 12.05.51.0184 Aldila Fitri Nur Rizky Adha, Febrina Adelia Afrizal Ardi Nugraha Afrizal Dhida Raditya, 14.05.51.0056 Agus Prasetyo Utomo Aisyah Sarania Aisyah Sarania, 15.05.51.0064 Anissa Nur Safitri Aquinia, Ajeng Aulia Regita Firdausyi Awirul Aini Bambang Suteja Basukiyanto, Basukiyanto Cahya Kurnia Wulandari Demi Eka Erawati Dian Kristiawan Nugroho Dicky Kristyawan Dini Istiqomah Dwi Haryanti, Restu Enty Nur Hayati Fahari, Sella Visi Fatkur Rahman, 12.05.51.0121 Fatkur Rahman, 12.05.51.0121 Firman Ardiansyah Ekoanindiyo Fitika Andraini Gabrella Nuranda Intan Lestari Hastuti Karina Ayu Wardani Kis Indriyaningrum Kurnia Adi Wibowo, 13.05.51.0001 Kurnia Adi Wibowo, 13.05.51.0001 Lie Liana . Linda Dwi Ichromi Luksia Eva Relawati, 15.05.51.0257 Mochammad Irsad Monica Rizma Adventia Nia Vitha Syara, 14.05.51.0004 Nia Vitha Syara, 14.05.51.0004 Nizam Nur Fahmi, 14.05.51.0076 Novita Mariana Prasto Aji Suryo, 14.05.51.0216 Prima Dwi Hastuti Putri Ratnasari Dewi, 14.05.51.0106 R.A. Marlien RA Marlien Ramadhani, Arvinda Relawati, Luksia Eva Robertus Basiya Sary, Azizah Dyah Setiawan, Zeling Lorenza Shodiq, Muhammad Yafi’ Sitohang, Cristian Atanasius Sri Eniyati Suhana Suhana Taryadi Taryadi Taryadi Taryadi Teguh Pramono Hadi Tristiana Rijanti Victor, Immanuel Yonar Wijaya Yulia Anis Setyaningsih Yunan Mahardhika Yunianto, Era