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All Journal Niagawan Jurnal Plans : Penelitian Ilmu Manajemen dan Bisnis LIABILITIES (JURNAL PENDIDIKAN AKUNTANSI) YUME : Journal of Management Jurnal Manajemen Bisnis Eka Prasetya Jurnal Ekuilnomi Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) Dinamika Jurnal Cendekia Ilmiah Jurnal Ekonomi, Manajemen, Akuntansi Jurnal Manajemen, Bisnis dan Kewirausahaan Jurnal Simki Economic
Hilma Harmen
Universitas Negeri Medan
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Social Sciences Other

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Analisis Pengaruh Perceived Organizational Support dan Loyalitas Karyawan Terhadap Kinerja Karyawan Rsu Martha Friska Multatuli Devi Aprilia Lubis; Hilma Harmen
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 1 (2025): : Jurnal Manajemen, Bisnis dan Kewirausahaan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i1.5113

Abstract

This study aims to analyze the influence of Perceived Organizational Support and employee loyalty on employee performance at RSU Martha Friska Multatuli. Perceived Organizational Support refers to employees’ perception of how much the organization values their contributions and cares about their well-being. Employee loyalty reflects dedication and emotional attachment to the organization, demonstrated through responsibility, compliance, and commitment to contribute positively. This research uses a quantitative approach with path analysis. The sample consists of 69 contract employees from the nursing and medical support divisions, selected from a total population of 227 employees. The results show that Perceived Organizational Support and employee loyalty have a positive and significant effect on performance. Moreover, Perceived Organizational Support also significantly influences loyalty, and indirectly affects performance through employee loyalty.
Analisis Pengaruh Hard Skill dan Job Involvement Terhadap Kinerja Pegawai Dinas Pertanian Kabupaten Asahan Rangga Hadi Wijaya; Hilma Harmen
Jurnal Manajemen, Bisnis dan Kewirausahaan Vol. 5 No. 1 (2025): : Jurnal Manajemen, Bisnis dan Kewirausahaan
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jumbiku.v5i1.5114

Abstract

This study aims to analyze the influence of hard skills and job involvement on the performance of employees at the Department of Agriculture in Asahan Regency. Hard skills are defined as abilities that include mastery of knowledge, technology, and technical skills required in the job, while job involvement refers to the extent to which an individual is engaged in their work, shows concern and attention towards it, and views their job as an important part of their identity and self-worth. This research employs a quantitative approach using multiple linear regression analysis. The sample consists of all employees at the Department of Agriculture in Asahan Regency, totaling 77 respondents. The results show that hard skills have a positive and significant effect on employee performance, with a beta value of 0.451 and a significance value of 0.000. Job involvement also has a positive and significant effect on employee performance, with a beta value of 0.526 and a significance value of 0.000. Simultaneously, these two variables contribute 35.2% of the variance in employee performance, while the remaining percentage is influenced by other variables.
Strategi Pengembangan Human Capital melalui Program Manajemen Talenta di PT PLN (Persero) Unit Induk Pembangunan Sumatera bagian Selatan Hilma Harmen; Alifya Dzihni Innayah C; Dian Putri Islami Br Sebayang; Jhonatan Fidei Lafau; Nabila Al Zahra Ginting; Oktaviane Situmorang; Shella Anjelika Br Tampubolon; Siti Yusriah; Tesya Lola Otovia
Jurnal Simki Economic Vol 9 No 1 (2026): Volume 9 Nomor 1 Tahun 2026
Publisher : Universitas Nusantara PGRI Kediri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/jse.v9i1.1424

Abstract

This study aims to formulate a human capital development strategy through the implementation of a talent management program at PT PLN (Persero) South Sumatra Main Development Unit. Changes in the business environment, digitalization, and increasingly competitive job market demand organizations to manage human capital more systematically and sustainably. This study uses a literature review method by reviewing scientific journals, books, and official documents related to talent management and human resource development. The results of the study indicate that the implementation of the talent management program at PT PLN has not been optimal due to several obstacles, such as mismatching employee placement with competencies, unequal access to training, lack of socialization, and weak job succession planning. Based on these findings, recommended development strategies include the implementation of a digital-based competency assessment system, ongoing training and certification, strengthening the talent pool and succession planning, improving internal communication, and instilling a work culture oriented towards performance and innovation. The implementation of this strategy is expected to increase the effectiveness of talent management, strengthen the quality of human capital, and support organizational sustainability in facing the national energy transformation.
STRATEGI PENGEMBANGAN SDM DALAM MENINGKATKAN RESPONS PELAYANAN: STUDI KASUS RSUP ADAM MALIK Gladis Novita Malau; Hilma Harmen; Yosi Natalin Simbolon; Rouli Elisabet Naibaho; Pebiola Silalahi
Dinamika: Jurnal Manajemen Sosial Ekonomi Vol. 6 No. 1 (2026): DINAMIKA : Jurnal Manajemen Sosial Ekonomi
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi - Studi Ekonomi Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51903/dinamika.v6i1.1160

Abstract

An abstranct is a brief summary of a research article, thesis, review, conference proceeding or any-depth analysis of a particular subject or disipline, and is often used to help the reader quickly ascertain the paper purposes. When used, an abstract always appears at the beginning of a manuscript or typescript, acting as the point-of-entry for any given academic paper or patent application. Absatrcting and indexing services for various academic discipline are aimed at compiling a body of literature for that particular subject. Abstract length varies by discipline and publisher requirements. Abstracts are typically sectioned logically as an overview of what appears in the paper.
Analisis Kesenjangan Pemanfaatan Linkedin Sebagai Alat Personal Branding Dan Dampaknya Terhadap Peluang Kerja Fresh Graduate Di Indonesia Hilma Harmen; Dina Lestari; Yohanna Dwi Simaremare; Emi Angelina Sinambela; Elprina Sihotang; Salsa Zuhriana Nasution
Jurnal Ekuilnomi Vol. 8 No. 2 (2026): Ekuilnomi Vol 8 (2), Mei 2026
Publisher : Program Studi Ekonomi Pembangunan Fakultas Ekononomi Universitas Simalungun

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36985/2a0k0z57

Abstract

Perkembangan teknologi digital telah mengubah proses rekrutmen tenaga kerja, di mana LinkedIn menjadi salah satu platform utama dalam membangun personal branding. Penelitian ini bertujuan untuk menganalisis kesenjangan antara pemahaman dan pemanfaatan LinkedIn serta dampaknya terhadap peluang kerja fresh graduate di Indonesia. Metode yang digunakan adalah studi literatur dengan mengkaji jurnal utama dan sumber terbaru. Hasil penelitian menunjukkan bahwa pemahaman terhadap LinkedIn cukup tinggi, namun pemanfaatannya masih rendah. Kesenjangan ini berdampak pada rendahnya visibilitas profesional dan peluang kerja. Oleh karena itu, diperlukan optimalisasi penggunaan LinkedIn secara strategis. Temuan ini memiliki implikasi praktis bagi perguruan tinggi untuk mengintegrasikan pelatihan personal branding digital dalam kurikulum, serta bagi fresh graduate untuk memanfaatkan LinkedIn secara aktif dan konsisten sebagai strategi dalam memasuki pasar
Pelatihan dan Pengembangan Human Capital di PT Pertamina(Persero): Solusi Strategis Berbasis Tranformasi Hilma Harmen; Nabila Hidayanti; Robema Natalia Nainggolan; Karisa Kusumadewi Saputri; Nazwa Arifa; Marsha Astrid Exelsia Hutasoit; Ramadhan Pulungan
YUME : Journal of Management Vol 9, No 1
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v9i1.10625

Abstract

Penelitian ini bertujuan untuk Transformasi human capital di era digital menuntut perusahaan untuk mengembangkan model pelatihan dan pengembangan yang lebih adaptif, terintegrasi, dan berbasis teknologi. PT Pertamina (Persero) merupakan salah satu BUMN energi yang saat ini tengah memperkuat Human Capital 5.0 melalui pengembangan kompetensi berkelanjutan, digital learning, dan budaya learning organization. Penelitian ini bertujuan untuk menganalisis pelaksanaan pelatihan dan pengembangan human capital di Pertamina, mengidentifikasi tantangan dan permasalahan yang muncul, serta merumuskan solusi strategis yang relevan bagi peningkatan efektivitas program pengembangan SDM. Penelitian ini menggunakan pendekatan kualitatif deskriptif melalui studi dokumen, analisis konten berita resmi perusahaan, serta validasi konsep berdasarkan literatur terbaru terkait human capital, transformasi digital, dan manajemen pembelajaran organisasi. Hasil penelitian menunjukkan bahwa Pertamina telah mengembangkan kurikulum kompetensi yang lebih sistematis, mengadopsi pembelajaran digital yang fleksibel, dan meningkatkan aktivitas berbagi pengetahuan antarpegawai. Namun demikian, masih terdapat kendala seperti ketidaksesuaian materi pelatihan dengan kebutuhan unit, tingkat literasi digital yang belum merata, serta evaluasi pascapelatihan yang belum sepenuhnya mampu mengukur dampak jangka panjang. Temuan ini menegaskan bahwa keberhasilan transformasi human capital memerlukan integrasi yang lebih kuat antara teknologi, kebutuhan kompetensi strategis, serta budaya pembelajaran kolektif. Penelitian ini diharapkan dapat memberikan kontribusi teoretis mengenai pengembangan human capital di era disrupsi serta memberikan rekomendasi praktis bagi perusahaan dan pemangku kebijakan dalam memperkuat kualitas SDM di industri energi.
Co-Authors Agus Rahmadsyah Ahmad Ikhsan Abdillah Ahmad Iqbal Abdullah Alifya Dzihni Innayah C Aprinawati, Aprinawati Arief Putra Johavi Damanik Devi Aprilia Lubis Dian Putri Islami Br Sebayang Dina Aulia Dina Lestari Dita Amanah Elprina Sihotang Emi Angelina Sinambela Fauzia Agustini Gita Trinovel Pandiangan Gladis Novita Malau Helen Ferananda Habeahan Jelitha Betsyeba Jenni Br Situngkir Jhonatan Fidei Lafau Juwita Sari Nasution Karisa Kusumadewi Saputri Marsela Natalie Hutape Marsha Astrid Exelsia Hutasoit Nabila Al Zahra Ginting Nabila Hidayanti Nadya Stefanya Hutauruk Nadya Viska Harahap Najwa Aulia Putri Hasibuan Nazwa Arifa Nurul Amalyiah Simanungkalit Oktaviane Situmorang Parid Alfarizi Pebiola Silalahi Rama Ardiansiah Tumangger Ramadhan Pulungan Rangga Hadi Wijaya Riza Indriani Robema Natalia Nainggolan Rouli Elisabet Naibaho Ruth Valentina Samosir Salsa Zuhriana Nasution Septia Dewi Rahayu Shella Anjelika Br Tampubolon Siti Yusriah Sri Rahayu Sinaga Syariah Khalisa Adila Tesya Lola Otovia Tressia Anjelina Manalu Urbano I.R.S. Pardosi Yeni Indriani Br Manurung Yohanna Dwi Simaremare Yosi Natalin Simbolon Zsevta Samuel