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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis JAZ: Jurnal Akuntansi Unihaz Jurnal Pengabdian Masyarakat Bumi Raflesia Journal of Research in Business, Economics, and Education Budimas : Jurnal Pengabdian Masyarakat Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan Bima Journal : Business, Management and Accounting Journal Journal of Research in Social Science and Humanities Jurnal Bisnis Mahasiswa Journal of Indonesian Management Jurnal Ekonomi, Manajemen, Bisnis dan Akuntansi Review Jurnal Fokus Manajemen Jurnal Multidisiplin Dehasen (MUDE) Jurnal Akuntansi, Manajemen dan Bisnis Digital Jurnal Indonesia Raya Jurnal Dehasen Untuk Negeri Jurnal Dehasen Mengabdi Realible Accounting Journal Journal of Management, Economic, and Accounting Tractare: Jurnal Ekonomi-Manajemen Central Community Development Journal Jurnal Kewirausahaan dan Bisnis Jurnal Kewirausahaan dan Inovasi Jurnal Ekonomi, Manajemen, Akuntansi Jurnal Ekonomi, Manajemen, Bisnis dan Akuntansi Jurnal Gotong Royong Jurnal Pakar Manajemen Journal of Accounting and Management (JAM) Jurnal Ekonomi, Manajemen, Bisnis, dan Akuntansi Journal of Multidisciplinary Research Journal of Business Management Jurnal Ekonomi Islam, Akuntansi, dan Manajemen Jurnal Karya Nyata Pengabdian Jurnal Pengabdian Mandiri Focus of Human Resource Management Journal
Neri Susanti
Universitas Dehasen Bengkulu
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The Effect of Organizational Commitment and Organizational Culture on Employee Performance at DPRD Office Of Kabupaten Seluma Rahayu, Puji; Susanti, Neri; Nasution, Suswati
Journal of Indonesian Management Vol. 1 No. 3 (2021): SEPTEMBER
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v1i3.163

Abstract

The purpose of this study was to determine the effect of organizational commitment and organizational culture on employee performance. at the Seluma Regency DPRD Office. The sample in this study amounted to 35 employees at the Seluma Regency DPRD Office who have become government officers (ASN). The data was collected using a questionnaire, while the analytical methods used were multiple linear regression, determination test and hypothesis testing. The results of the regression analysis show Y = 1.501 + 0.380X1 + 0.603 X2 + e this describes a positive regression direction, meaning that there is a positive influence between X1 (organizational commitment) and X2 (organizational culture) on performance (Y). It means that if the variables of organizational commitment and organizational culture increase, it will increase performance. The value of the coefficient of determination is 0.590. This means that X1 (organizational commitment) and X2 (organizational culture) affect performance (Y) by 59% while the remaining 41% is influenced by other variables not examined in this study. The results of the t test at a significance level of 0.05 explain that partially organizational commitment variables and organizational culture have a significant influence on employee performance variables at the Seluma Regency DPRD Office. The results of the F test at a significance level of 0.05 explain that organizational commitment variables and organizational culture have a significant simultaneous influence on employee performance at the DPRD office of Seluma Regency because the significant value of 0.000 is smaller than 0.05.
The Effect of Supervision and Communication on Employee Performance in Satpol PP Offices in Bengkulu Selatan District Putra, Wanda Syah; Susanti, Neri; Noviantoro, Rinto
Journal of Indonesian Management Vol. 1 No. 4 (2021): December
Publisher : Penerbit Jurnal Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53697/jim.v1i4.317

Abstract

The purpose of this study was to determine the effect of supervision and communication on employee performance at the Satpol PP Office in South Bengkulu Regency. The sample in this study 44 employees who have become the State Civil Apparatus (ASN) at the Satpol PP Office in South Bengkulu Regency. Data collection using a questionnaire and the method of analysis used is multiple linear regression, test of determination and hypothesis testing. The results of multiple linear regression calculations obtained the multiple linear regression equation Y = 3,762 + 0,510X1 + 0,420X2. The coefficient of determination of the Adjusted R square value is 0.487. This means that X1 (supervision) and X2 (communication) have an effect on performance (Y) by 48.7% while the remaining 51.3% is influenced by other variables not examined in this study. The results of the F test show that the significance is 0.000 <0.05. Because the significance level is below 0.05, it indicates that together X1 (supervision) and X2 (communication) have a positive and significant effect together on performance (Y). Supervision has a positive and significant effect on performance, communication has a positive and significant effect on performance because the significant value is smaller than 0.05.
The Influence Of The Management Control System On The Performance Of Class IIB Bengkulu Private Employees Putra, Kevin Arigi; Susanti, Neri; Astuty, Kamelia
Journal of Research in Social Science and Humanities Vol 4, No 2 (2024)
Publisher : Utan Kayu Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47679/jrssh.v4i2.138

Abstract

The aim of this research is to find out "The Influence of the Management Control System on the Performance of Class Iib Bengkulu Detention Center Employees" so that this research is more focused and does not get away from the problem discussed, namely: "Management Control System on the Performance of Bengkulu Class Iib Detention Center Employees". Employee performance can be objectively and accurately evaluated through performance level benchmarks. This measurement means giving employees the opportunity to know their performance level. Makes it easier to review employee performance, This research uses quantitative research methods. The sample in this study amounted to 69 respondents. The regression equation obtained is as follows: Y = 38,914+1,174 38,914. The Management Control System (X) regression coefficient of 1.174 states that every one unit increase in the value of the Management Control System variable can increase the value of the Employee Performance variable (Y) by 1.174, assuming that the Management Control System variable (X) remains or = 0. The Management Control System influences employee performance with a coefficient value of ? 1.174 and a significance of 0.034 0.05, which means that the higher the Management Control System, the higher the performance of the Bengkulu Class IIB Detention Center. In other words, every time the Management Control System is improved, employee performance will increase, meaning that the Management Control System (X1) and Employee Performance (Y) have a positive and significant relationship.
The Effect Of Human Resources Development Andorganizational Culture On Employee Performance At The Office Of DPMPTSP, Lebong Regency Yanti, Meili; Susanti, Neri; Rahman, Abdul
Journal of Business Management Vol. 1 No. 1 (2024): November
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jbusman.v1i1.83

Abstract

The purpose of this study was to determine the effect of Human Resource Development and organizational culture on employee performance at the Lebong Regency DPMPTSP Office. The sample in this study was 46 employees at the Lebong Regency DPMPTSP Office. The data was collected using a questionnaire and the analytical method used was multiple linear regression, determination test and hypothesis testing. The results of the regression analysis show Y = 7.828 + 0.386X1 + 0.445 X2, this describes a positive regression direction, meaning that there is a positive influence between X1 (HR development) and X2 (organizational culture) on performance (Y). It means that if the variables of HR development and organizational culture increase, it will increase performance. The value of the coefficient of determination is 0.557. This means that X1 (HR development) and X2 (organizational culture) affect performance (Y) by 55.7% while the remaining 44.3% is influenced by other variables not examined in this study. The results of the t-test at a significance level of 0.05 explain that partially the variables of HR development and organizational culture have a significant influence on employee performance variables at the Lebong Regency DPMPTSP Office. The results of the F test at a significance level of 0.05 explain that the variables of HR development and organizational culture have a significant simultaneous influence on employee performance at the Lebong Regency DPMPTSP Office.
The Influence Of Human Resource Development, Leadership Style And Motivation On Work Achievement Of Civil Servants At The Ministry Of Religion Office In Bengkulu City Tamara, Agina; Susanti, Neri; Subhi, Ramadan
Journal of Multidisciplinary Research Vol. 1 No. 2 (2025): January
Publisher : Utami Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jmr.v1i2.135

Abstract

This study aims to determine the effect of human resource development, leadership style and motivation on the work achievement of civil servants at the Ministry of Religion Office in Bengkulu City. This type of research is a type of quantitative research. The data collection method in this study used a questionnaire technique, with a sample of 105 respondents. The results showed that multiple linear regression Y = 21,987 + 0.140 X1 + 0.313 X2 + 0.128 X3 + 0.3,841. Where the coefficient is positive, it means that there is a positive or unidirectional relationship between the variables of Human Resources Development (X1), Leadership Style (X2) Motivation (X3) on Work Achievement (Y) of civil servants at the Ministry of Religion Office in Bengkulu City. The test results of human resource development (XI) show tcount 2.350> ttable 1.65964 and sigfinication 0.021 <0.05, then the results of the hypothesis Ha is accepted and Ho is rejected, meaning that human resource development has a positive and significant effect on the Work Achievement of the State Civil Apparatus of the Bengkulu City Ministry of Religion Office. The results of the leadership style test (XI) show tcount 5.086> ttable 1.65964 and sigfinication 0.000 <0.05, then the results of the hypothesis Ha is accepted and Ho is rejected, meaning that leadership style has a positive and significant effect on the Work Achievement of civil servants at the Ministry of Religion Office in Bengkulu City. The results of the motivation test (XI) show tcount 2.143> ttable 1.65964 and sigfinikasi 0.035 <0.05, then the results of the hypothesis Ha is accepted and Ho is rejected, meaning that motivation has a positive and significant effect on the Work Achievement of civil servants at the Ministry of Religion Office in Bengkulu City. Based on the comparison of the Fcount value with Ftable, the Fcount value is greater than the Ftable value, namely 14.636> 2.46, it is concluded that it accepts the hypothesis, meaning that there is a simultaneous influence between Human Resource Development (X1), Leadership Style (X2) Motivation (X3), the value is 0 (zero), on Work Achievement (Y) of civil servants at the Ministry of Religion Office in Bengkulu City.
Raw Material Inventory Analysis Using The Eoq (Economy Order Quantity) Method In Lebong Coffee Business In Lebong Utara District Midas, Faisal; Susanti, Neri; Fitriano, Yun
Journal of Management, Economic, and Accounting Vol. 4 No. 1 (2025): Januari- Juni
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v4i1.628

Abstract

The purpose of this study is to analyze raw material inventory using the EOQ (economy order quantity) method at Lebong Coffee Business in Lebong Utara District. This study focuses more on the analysis of raw material inventory of coffee beans for making ground coffee used at Lebong Coffee Business in Lebong Utara District from January 2023 to December 2023. The analysis methods used are Economic Order Quantity (EOQ), Reorder Point (ROP) and safety stock (SS). To meet the raw material needs of 13,250 kg during January 2023 to December 2023, the amount of coffee bean raw material purchases that must be made by Lebong Coffee Business in Lebong Utara District so that storage costs can be minimized is 944 kg each time a purchase is made with a purchase frequency of 14 times during one period (year). The safety stock that must be provided is 141 kg which is maintained in the warehouse to anticipate shortages of raw materials and can be used if there is a delay in orders so that the production process can continue. Reorders should be made when the inventory in the warehouse is 394 kg, with a lead time of 7 days so as not to hamper the company's production process.
Strategy For Developing Palm Sugar Business In Lebong Regency Mursana; Susanti, Neri; Irwanto, Tito
Journal of Management, Economic, and Accounting Vol. 4 No. 1 (2025): Januari- Juni
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jmea.v4i1.629

Abstract

The purpose of the study was to determine the strategy for developing the palm sugar business in Lebong Regency. The sample in this study was 45 people consisting of 5 employees of the Tebo Lai Palm Sugar Business, Lebong Regency for internal factors and 40 people for external factors, namely customers of the Tebo Lai Palm Sugar Business, Lebong Regency. The analysis method used was a SWOT analysis consisting of the Internal Strategy Factor Matrix (IFAS) and the External Strategy Factor Matrix (EFAS). The results showed that the strategy of the Tebo Lai Palm Sugar Business, Lebong Regency supports an aggressive strategy, or SO strategy in the SWOT matrix. The result of the addition of the strengths owned is 18.75 while the weaknesses are 11.73, so the internal factor quadrant is 18.75 - 11.73 = 7.02, meaning the ability of the Tebo Lai Palm Sugar Business, Lebong Regency to utilize strengths and minimize weaknesses that exist internally. The opportunities owned from this strategy are 17.59 and threats are 11.03. So the external factor quadrant is 17.59 - 11.03 = 6.55, meaning the high ability of the Tebo Lai Palm Sugar Business, Lebong Regency, in utilizing opportunities and overcoming threats faced by the company in marketing the ground coffee business. If the two weighted values ​​are combined in the IE matrix, then both will meet in cell I, which supports an aggressive strategy.
The Influence Of Organisational Culture And Work Environment On Employee Performance Of The Housing, Settlement And Transportation Office In Seluma Regency Puspita, Rola; Susanti, Neri; Nasution, Suswati
Jurnal Akuntansi, Manajemen dan Bisnis Digital Vol 4 No 1 (2025): Januari
Publisher : Fakultas Ekonomi Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jambd.v4i1.7381

Abstract

The aim of this research is to determine the influence of organizational culture and work environment on the performance of employees of the Housing, Settlement and Transportation Department in Seluma Regency. This type of research is a type of quantitative descriptive research. The data collection method in this research uses a questionnaire technique, with a sample of 62 respondents. The research results show that multiple linear regression Y = 22,385 + 0.134 X1 + 0.444 X2 + 3,290. Where the coefficient is positive, meaning that there is a positive or unidirectional relationship between the organizational culture variable (X1) and the work environment, on employee performance at the Housing, Settlement and Transportation Service Office in Seluma Regency. The results show that the organizational culture test (XI) shows tcount 3.035 > ttable 1.669 and significance 0.004 < 0.05, then the results of the Ha hypothesis are accepted and Ho is rejected, meaning that organizational culture has a positive and significant effect on employee performance (Y) at the Housing, Settlement and Transportation Service Office in Seluma Regency. This means the hypothesis is accepted. The results of the work environment test (X2) show tcount 7.123 > ttable 1.669 and significance 0.000 < 0.05, so the results of the hypothesis Ha are accepted and Ho is rejected, meaning the work environment (X2) has a positive and significant effect on employee performance (Y) in the Service Office Housing, Settlement Areas and Transportation in Seluma Regency. The result of the Fcount value with Ftable is that the Fcount value is greater than the Ftable value, namely 29,056 > 2.75, so it can be concluded that Accepting the Hypothesis, meaning that there is a simultaneous influence between organizational culture (XI) and the work environment (X2) on employee performance (Y) in the Office Department of Housing, Settlement Areas and Transportation in Seluma Regency.
The Effect Of Competency And Work Facilities On Employee Performance Of Regional Financial Agencies In The Government Of Seluma Regency Hartati, Yeni; Susanti, Neri; Astuty, Kamelia
Jurnal Akuntansi, Manajemen dan Bisnis Digital Vol 4 No 1 (2025): Januari
Publisher : Fakultas Ekonomi Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/jambd.v4i1.7470

Abstract

Employee performance is the result of job functions or activities of a person or group in an organization that is influenced by various factors to achieve organizational goals. To achieve this, requires competence and work facilities at the Regional Financial Agency in the Government of Seluma Regency that are selective. The purpose of this study is to determine the effect of competency and work facilities on employees performance of Regional Financial Agency in the Government of Seluma Regency. The research method used is quantitative, the data collection technique in this study is a questionnaire technique, with a research sample of 63 respondents. The results showed that multiple linear regression Y =22,275 + 0.134 X1 + 0.446 X2 + 3,257. Where the coefficient is positive, it means that there is a positive or unidirectional relationship between the competency variable (X1) and work facilities, on employee performance at the Regional Financial Agency in the Government of Seluma Regency. The results show that the competency test results (XI) show t count 3.060> t table 1.670 and sigfinication 0.003 <0.05, then the results of the hypothesis Ha is accepted and Ho is rejected, meaning that competency (XI) has a positive and significant effect on employee performance at the Regional Financial Agency in the Government of Seluma Regency. This means that the hypothesis is accepted. The test results for work facilities (X2) show t count 7,227>t table 1,670 and sigfinication 0.000 <0.05, then the results of the hypothesis Ha is accepted and Ho is rejected, meaning that work facilities (X2) have a positive and significant effect on employee performance at the Regional Financial Agency in the Government of Seluma Regency. This means that the hypothesis is accepted. So, the suitability of employee facilities can speed up one's work. The results of the comparison value of the value of Fcount with Ftable, Fcount is greater than Ftable, namely 29.873> 2.76, it is concluded that Accepting the Hypothesis, meaning that there is a simultaneous influence between competency (XI) and work facilities (X2) on employee performance (Y) at the Regional Financial Agency in the Government of Seluma Regency. This can be seen at a significance level of 0.000 <0.05.
Factors Affecting The Performance Of South Sumatra Police Brigade Personnel Satria, Nando Dwi; Susanti, Neri; Rahman, Abdul
Journal of Accounting and Management Vol. 1 No. 2 (2024): December
Publisher : Universitas Dehasen Bengkulu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70963/jam.v1i2.637

Abstract

The purpose of this research is to determine whether there is an influence of leadership and work motivation on employee performance partially and simultaneously.The data collection methods used are questionnaires and documentation. The data collected was analyzed using multiple linear regression analysis with partial hypothesis testing (t test) and simultaneous test (F test). The results of data regression analysis show the following equation Y = 6.325 + 0.714 X1 + 0.151 X2. These results show that leadership (X1) has an influence of 0.714 and motivation (X2) has an influence of 0.151 on employee performance (Y). Based on the hypothesis test, the t test (partial test) shows that the leadership variable (X1) has a significant positive effect on employee performance where t count is 4.336 > t table 1.701 and the significance level is 0.000 < 0.05, so Ho is rejected or Ha is accepted, so that partially there is an influence significant positive relationship between leadership (X1) and employee performance (Y). The motivation variable (X2) shows that there is no significant influence between motivation (X2) on employee performance (Y) where t count is 0.915 < t table 1.701 and the significance level is 0.386 < 0.05, so Ho is rejected or Ha is accepted, so partially it is not there is a significant influence between motivation (X2) on employee performance (Y).
Co-Authors Abdu Rahman Abdul Haris Sahaq Abdul Kohar Abdul Rahman Abdul Rahman Abi, Yudi Irawan Ade Herlena Adila, Novinia Afrian Renaldy Afriani, Melati Afridi Midian Agresti, Agresti Agung Wijaya, Agung Agus Prasetyo Ahmad Soleh Aji Sudarsono Akbar Akbar Aldino Erinsyah Putra Alfajar, Muhammad Imam Ali Imran Alpino, Shendi Putra Ananda, Dea Try Anderstar , Tomi Andika Dwi Yudha Prasetya Andreas, Rocky Anggini Anggini Anggraini, Adinda Dewi Anisa, Rici Anjjely, Sellina Dwi Apiska, Nia Aprilia Azari Ardiansyah, Rivaldo Dwi Ardianto, Meiyudi Arfeny Oktantia Mariena Arif, Hilda Meisya Ariska, Yesi Indian Ariyando Ariyando Asmarita, Deva Asnawati Asnawati Astuty , Kamelia Astuty, Kamelia Bintang, M Ilham Buaton, Wiranda Cantika, Yella Cornelia Nubatonis Damarsiwi, Eska Prima Monique Danofi, Alwin Darlena, Darlena Deka Amlia Delpania, Delpania Delvia Okmawati, Venti Deni Saputra Desi Ismawati Devalya, Devalya Devi, Made Tiara Dewi Harwini Efendi , M. Aldi Rizki Efenti Gita Torina Effendi, Yanto Efrian, Ahmad jalou Eli Novita Sari Elisa Fitri Elisabeth Sekar Ambar Pratiwi Emi Liana Erenherlika Erenherlika Erpan Syahputra Evriani F.A, Raden Ajeng Flaura Fadila, Ayu Fadila, Mawar Febliansa, M Rahman Febliansa, Rahman Febliansyah, M. Rahman Ferina, Zahrah Indah Ferza Dwianda Afrimarsa Fitrah, Muhammad Idza Al Fitri, Dwi Kusmita Fitriano, Yun Handayani, Sri Handayani, Tita Handayani, Tita Septi Hanila, Siti Harlina, Risa Hartati, Yeni Harwini, Dewi Herlin Herlin, Herlin Herlina, Yeni Herlyaminda, Evi Heryanti, Neli Hidayah, Nenden Restu Hilda Meisya Arif Holil Holil Holiza, Nipa Ida Anggriani Ifan Caesar Ramadhan Ilahi, Pandu Nur Akbar Imron Imron Indian Ariska, Yesi Indra Gunawan Irlis Suanto Iskandar, Ghovinda Kumala Iswi Dana Utama Putra Jahda, Amila Tarina Kadri Kadri Kadri, Kadri Kamelia Astuty Kaulan Kaulan Khaidir - Khaidir -, Khaidir Khoirul Anwar Kresnawati, Kresnawati Kristiani, Widarti Kuljanah, Julia Mita Kurniawan, Kimas Lena Elfianty Lesi Dwiantini Lesmana, Rendy lestari, winda Listeriani, Eva Liza Yulianti Lola Vitaloka Lorenza Aprilia M. Ramandika Okta Mariani, Jezi Martiani Martiani, Martiani Martika, Rengga Maynaki, Nexy Medi Oktafianus Mega Leby Sartiana Megi Purnomo Meiffa Heriyanti Meirio Pratama Meiyudi Ardianto Meliani, Nita Midas, Faisal Mimi Kurnia Ningsih Mirta Wijaya Misparleni Misparleni Muhammad Muhammad Rahman Febliansyah Mulyadi, Singgi Mursana Nabila, Melane Neysha Nainggolan, Rico Hasudungan Nasution, Suswati Natasya, Adelia Nella Indra Dewi Sijabat Nenden Restu Hidayah Nenden Restu Hidayah Nenden Restu Hidayah Nengsih, Mimi Kurnia Nia Indriasari Nia Indriasari, Nia Nirmalawati Nirmalawati Nirta Vera Yustanti Nisa, Nabela Aulia Nopianto, Nopianto Nora Putri Fadila Noviantoby Noviantoro , Rinto Novman Ahmad Ali Novman Ahmad Ali Nugroho , Husnul Nur Anisa Okta Antonius Oktafiani, Lisa Oktariani, Sri Oktaviani, Dytha Panjaitan, Klara Mega Utari Penola, Yola Permana, Jaka Pranata, Fheroansyah Ade Prasetia, Zelinda Prasetya, Muhammmad Roky Prasetya, Zelinda pratama, rendi Prawita, Yuni Prawitasari, Andriyani Puji Rahayu Puji Rahayu Puspita, Rola Putra, Dwingki Marta Putra, Iswidana Utama Putra, Kevin Arigi Putra, Septa Adiguna Putra, Wanda Syah Putri, Des Gita Adinda Putri, Lidya Gustina Putri, Lydia Gustina Putri, Shintia Putri, Tiara Renita Putri, Yesi Qhumayira, Tharisa R.A. Vivi Yulian Sari R.A. Vivi Yulian Sari, R.A. Vivi Yulian Radili , Putri Rahayu, Melyan Arista Rahmadani, Emilda Ramadan Subhi Ramadani, Cindy Restu Hidayah Ria Mariani Ria Mariani Riani, Gusti Rina Trisna Yanti Rinto Noviantoro, Rinto Riri, Alita Romanza, Nano Rudi Afriansa Rutiningsih, Ratna S, David Ajun Safitri, Ida Nur Safitri, Penti Sahdiya, Beti Sakira, Hanni Sanjaya, Dendi Saputra, Ilham Aidil Sari, Meisie Novia Sari, Nely Puspita Sari, Yerni Puspita Satria, Nando Dwi Septi Septi Siti Hanila Sonalia Antama putri Sri Handayani Subagia, Nyoman Gede Subhi, Ramadan Sulisti Afriani Sulisti Afriani, Sulisti Suradilaga, Nanda SURYANI, RENI Suswati Nasution Suwarni Suwarni Syahputra, M Iqbal Tamara, Agina Tambunan, Dennis Rydarto Tampati, Riko Tiananda, Prezi Tito Irawanto Tito Irwanto Tito Irwanto, Tito Tri Febrina Melinda utami, Dahlia Putri Vellya Agustin Wagini Wagini, Wagini Wanda Syah Putra Wati, Ina Sintia Widarti Kristiani Wijaya, Ermi Wijaya, Gino Wijaya, Mirta Yantari, Nuri Yanti , Rina Trisna Yanti, Rina Trisna Yanto Efendi YANTO YANTO Yesi Indian Ariska Yessy Indiana Ariska Yodista, Yodista Yudi Irawan Abi Yun Fitriano Yuni Prawita Yusuf Wahyudi Zahrah Indah Ferina Zhafran, Alif Zoniarti Zoniarti