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All Journal KEADILAN PROGRESIF Proceeding International Conference on Information Technology and Business FIAT JUSTISIA: Jurnal Ilmu Hukum Tadrib: Jurnal Pendidikan Agama Islam Jurnal MD Dauliyah Journal of Islamic and International Affairs BIOMA : Jurnal Biologi Makassar Creative Information Technology Journal JOURNAL OF INFORMATICS AND TELECOMMUNICATION ENGINEERING JURNAL MANAJEMEN al-Afkar, Journal For Islamic Studies JURNAL SERAMBI ILMU Pendas : Jurnah Ilmiah Pendidikan Dasar IQRO: Journal of Islamic Education Jurnal Hukum Respublica YUSTISI WAJAH HUKUM JURNAL CEMERLANG: Pengabdian pada Masyarakat SOL JUSTICIA Qiro'ah: Jurnal Pendidikan Agama Islam Jurnal Keperawatan Suaka Insan JURNAL EKOBIS DEWANTARA TECHNOBIZ : International Journal of Business Jurnal Politikom Indonesiana Abdi Dosen : Jurnal Pengabdian Pada Masyarakat Jurnal Ilmiah Edunomika (JIE) Jurnal Hukum Sasana At-Tauzi: Jurnal Ekonomi Islam Rausyan Fikr : Jurnal Pemikiran dan Pencerahan International Journal Of Science, Technology & Management (IJSTM) Yustisi: Jurnal Hukum dan Hukum Islam Jurnal Ilmiah SIstem Informasi dan Teknik Informatika (JISTI) Tadarus Tarbawy : Jurnal Kajian Islam dan Pendidikan Teaching and Learning Journal of Mandalika (Teacher) Jurnal Visionary : Penelitian Dan Pengembangan Di Bidang Administrasi Pendidikan Jurnal Ilmiah Wahana Pendidikan Meyarsa:Jurnal Ilmu Komunikasi dan Dakwah Iqtishaduna : Jurnal Ilmiah Mahasiswa Hukum Ekonomi Syariah Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat juremi: jurnal riset ekonomi Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Proceedings of International Conference on Multidiciplinary Research Perspektif Majalah Ilmiah Tabuah: Ta`limat, Budaya, Agama dan Humaniora Khazanah: Jurnal Sejarah dan Kebudayaan Islam Journal of Asian Social Sciences Research Jurnal Gagasan Hukum Jurnal Ilmiah Sistem Informasi dan Teknik Informatika (JISTI) Prospect: Jurnal Pemberdayaan Masyarakat Journal Transformation of Mandalika Journal of Islamic History Journal of Innovation Research and Knowledge Jurnal Pengabdian Mandiri Al-Isnad: Journal of Islamic Civilization History and Humanities Prosiding Seminar Nasional Universitas Serambi Mekkah Jurnal Hukum, Politik dan Ilmu Sosial (JHPIS) Abdimas Indonesian Journal Syarah: Jurnal Hukum Islam dan Ekonomi Journal of Innovation and Research in Primary Education Jurnal Manajemen, Organisasi, Dan Bisnis Jurnal Hukum Prioris El-Maqra' : Tafsir, Hadis dan Teologi Populer: Jurnal Penelitian Mahasiswa Al Naqdu: Jurnal Kajian Keislaman Oryza: Jurnal Agribisnis dan Pertanian Berkelanjutan Jurnal Semiotika-Q: Kajian Ilmu al-Quran dan Tafsir Jurnal Masyarakat Mengabdi Nusantara Al-Muyassar: Journal of Arabic Education Kariman: Jurnal Pendidikan Keislaman Electrician : Jurnal Rekayasa dan Teknologi Elektro Al-Fahmu: Jurnal Ilmu Al-Qur'an dan Tafsir Jurnal Kajian dan Penelitian Umum Jurnal Rekayasa elektrika Jurnal Pendidikan Sosial dan Konseling Jurnal Ilmiah Multidisiplin Nusantara Journal of Electrical Engineering, Energy, and Information Technology Neraca Manajemen, Akuntansi, dan Ekonomi Jurnal Ilmiah Mahasiswa Agrokomplek Jurnal Media Akademik (JMA) Siyasyatuna: Jurnal Hukukm Tata Negara Ahwaluna | Jurnal Hukum Keluarga Islam LAWYER: Jurnal Hukum Journal of International Multidisciplinary Research Jurnal Penelitian Pendidikan Indonesia (JPPI) Health Care : Journal of Community Service MERDEKA: Jurnal Ilmiah Multidisiplin JIMAD : Jurnal Ilmiah Mutiara Pendidikan Dinika: Academic Journal of Islamic Studies. Jurnal Al-Mubarak: Jurnal Kajian Al-Qur'an dan Tafsir Jurnal Imiah Pengabdian Pada Masyarakat (JIPM) Shād : Jurnal Ilmu Al-Qur'an dan Tafsir Jurnal Indah Sains dan Klinis GRONDWET Journal of Constitutional Law and State Administrative Law International Journal of Management, Business and Social Sciences IECON: International Economics and Business Conference journal of social and economic research Values: Jurnal Kajian Islam Multidisiplin Karuna: Jurnal Pengabdian Masyarakat Multidisiplin Classroom: Journal of Islamic Education Jurnal Serambi Ilmu JIQSI : Jurnal Ilmu Al Qur'an dan Studi Islam Sujud: Jurnal Agama, Sosial dan Budaya INTIFA: Journal of Education and Language Darussalam : Jurnal Ilmiah Islam dan Sosial Makkah: Journal Of Islamic Studies Wasīlah: Journal Of Sharia Sciences Al Naqdu: Jurnal Kajian Keislaman
Lukmanul Hakim
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Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Dentistry Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Mechanical Engineering Medicine & Pharmacology Nursing Physics Public Health Social Sciences Transportation Other

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THE EMPLOYEE LIFECYCLE: OPTIMIZING EVERY TOUCHPOINT FROM HIRE TO RETIRE Herri Setiawan Jasril; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18539064

Abstract

In today's competitive talent landscape, organizations must transcend transactional HR practices to build a sustainable advantage. This article presents a comprehensive framework for optimizing the entire employee lifecycle—a holistic journey from initial attraction through post-employment alumni engagement. We deconstruct each critical stage—Attraction, Recruitment, Onboarding, Development, Retention, Separation, and Alumni Relations—to demonstrate how integrated, strategic management transforms potential failure points into moments of reinforcement. By aligning the employer brand promise with lived experience, honoring the psychological contract, and leveraging data-driven insights, companies can cultivate a highly engaged, productive, and loyal workforce. The result is a powerful virtuous cycle: a superior employee experience drives retention and innovation, which in turn fuels business performance and strengthens the employer brand, creating a resilient foundation for long-term organizational success.
THE HYBRID HANDBOOK: BEST PRACTICES FOR MANAGING A DISTRIBUTED WORKFORCE Halipah Haini; , Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18639672

Abstract

The shift to a hybrid workforce has moved from a temporary experiment to a permanent strategic model, demanding a fundamental rethinking of leadership, culture, and operations. This handbook synthesizes contemporary research and best practices to provide a comprehensive framework for managing a distributed team effectively. It addresses the central challenges of proximity bias, communication fragmentation, and eroding trust, offering actionable strategies to cultivate an equitable, high-performing, and cohesive work environment. Key pillars include establishing intentional communication protocols, leveraging an asynchronous work core, redesigning performance management around outcomes, and reimagining the physical office as a purposeful hub for connection. By embracing these principles, leaders can transform the inherent complexities of hybrid work into a sustainable competitive advantage, building resilient organizations centered on flexibility, inclusivity, and human-centric leadership.
SKILLS OVER DEGREES: RETHINKING TALENT ACQUISITION IN THE MODERN ERA Muhammad Ali Siregar; Tibrani; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18501719

Abstract

The traditional model of talent acquisition, which privileges four-year degrees as a primary hiring proxy, is increasingly misaligned with the demands of the modern economy. This analysis argues for a fundamental paradigm shift toward skills-based hiring, where verified competencies take precedence over formal credentials. The article reviews the drivers of this change—including technological disruption, the skills gap, and the imperative for equity—and presents evidence that skills-based assessments lead to a larger, more diverse talent pool, superior job performance, and higher retention. Crucially, it identifies a significant "knowing-doing gap" in implementation, where cultural inertia and a lack of evaluative training hinder adoption. The conclusion provides a practical framework for organizations to bridge this gap, advocating for a systemic change in job design, assessment, and mindset to build more agile, innovative, and equitable workforces for the future.
THE EMPATHETIC ORGANIZATION: WHY WELL-BEING IS THE NEW BOTTOM LINE Mujiono; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18552056

Abstract

The post-pandemic workforce demands a fundamental reset, moving beyond the outdated transactional employment model. Chronic disengagement and burnout, fueled by traditional profit-centric paradigms, reveal a critical need to redefine organizational success. This article argues that building an empathetic organization—one that strategically prioritizes psychological safety, holistic well-being, and human-centered leadership—is the essential strategy for achieving sustainable performance and competitive advantage in the modern era. Employing a qualitative, synthesizing approach, we analyze multidisciplinary evidence from organizational psychology (e.g., psychological safety), neuroscience, behavioral economics, and documented business case studies to construct a coherent, evidence-based framework. The analysis confirms that empathy is a powerful strategic asset, directly correlating with enhanced innovation, productivity, talent retention, and measurable financial returns. We identify and discuss the core pillars of this model and address key implementation challenges. Empathetic organization represents a necessary evolution in corporate consciousness, proving that employee well-being is not in opposition to profit but is, in fact, the new foundational driver of a resilient and prosperous bottom line.
CONTINUOUS PERFORMANCE MANAGEMENT: MOVING BEYOND THE ANNUAL REVIEW Amalia Natasya; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18640249

Abstract

This paper examines the transformative impact of implementing a structured real-time feedback system within organizations, moving beyond traditional annual review cycles. Quantitative data from a two-year study reveals that normalizing immediate, project-based feedback led to a 50% increase in the specificity and actionability of feedback provided. This shift correlated with significant performance improvements, including a 15-20% rise in client-facing metrics like customer satisfaction and a 22-point increase in employee engagement scores related to developmental growth. The analysis explores the neurocognitive advantage of immediate feedback, where the proximity to events enhances learning and retention, thereby systematically dismantling the "feedback is scary" narrative and fostering psychological safety. Crucially, the findings demonstrate that success is contingent on building a shared organizational skillset through training in frameworks like SBI (Situation-Behavior-Impact) and leveraging technology to integrate feedback seamlessly into daily workflows, transforming it from a managerial burden into a collective responsibility for continuous improvement.
THE MANAGER MULTIPLIER: EQUIPPING YOUR LEADERS TO DRIVE TEAM PERFORMANCE Annisa Kurnianingsih; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18514705

Abstract

In today's competitive landscape, organizational performance is fundamentally linked to team efficacy, which is predominantly governed by frontline and middle managers. Despite their pivotal role, these "Manager Multipliers" are often under-equipped, having been promoted for technical proficiency rather than leadership capability, leading to a widespread "accidental manager" syndrome. This study aims to investigate the systematic equipping of managers as a primary lever for enhancing team performance, engagement, and talent retention. Employing a mixed-methodology approach—including a literature review, analysis of industry case studies, and synthesis of prevailing human capital metrics—the research identifies a five-pillar framework for manager development. The results indicate that strategic investment in manager selection, competency training, and support systems yields significant multiplicative returns on team outcomes, as measured by engagement scores, retention rates, and goal attainment. The discussion underscores that manager development must transition from an optional HR activity to a core business strategy. The conclusion asserts that cultivating Manager Multipliers is the highest-ROI investment for sustainable organizational growth, advocating for leadership accountability and a continuous learning culture.
NAVIGATING THE NEW NORMAL: A PRACTICAL GUIDE TO POST-PANDEMIC HR POLICIES Tuti Damayanti; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18492232

Abstract

The COVID-19 pandemic precipitated a permanent transformation in the global workplace, shifting employee expectations toward flexibility, well-being, and purpose. This has created a critical misalignment with traditional, office-centric HR policies, leading to risks of attrition, inequity, and disengagement. This article aims to develop a practical framework for redesigning HR policies to meet the demands of the post-pandemic "new normal." Utilizing an integrative review methodology, it synthesizes contemporary academic and industry literature to formulate actionable guidance. The results and discussion are structured around five pillars: implementing structured hybrid work models, intentionally cultivating culture in a dispersed environment, embedding holistic well-being into operations, and transforming talent management for equity and agility. The conclusion argues that a proactive, integrated approach to these areas is not an administrative task but a strategic imperative. Organizations that successfully adapt their people’s practices by fostering trust, inclusivity, and resilience will secure a sustainable competitive advantage in the evolving landscape of work.
THE HIGH-PERFORMANCE PLAYBOOK: STRATEGIES FOR MOTIVATING AND RETAINING TOP TALENT Synthia; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18599094

Abstract

This article addresses the critical business challenge of employee retention in the competitive modern talent market. The objective is to provide a systematic, actionable framework for organizations to motivate and retain their highest performers. The methodology synthesizes contemporary management research, organizational psychology principles, and best practices from industry case studies into a cohesive "playbook." The proposed strategies are organized into four foundational pillars: cultivating a culture of purpose and psychological safety, fueling personalized growth, optimizing performance through clarity and feedback, and implementing holistic recognition. The discussion emphasizes that retention is a strategic outcome of a holistic employee experience, moving beyond transactional perks. The conclusion posits that by architecting an ecosystem where top talent can thrive, organizations secure a sustainable competitive advantage through enhanced innovation, stability, and performance, ultimately transforming retention from an HR metric into a core leadership responsibility.
CONFLICT TO COLLABORATION: EFFECTIVE STRATEGIES FOR MANAGING WORKPLACE DYNAMICS Marlissa Oktaviani; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18640906

Abstract

This article addresses the persistent organizational challenge of workplace conflict, which, when mismanaged, leads to decreased morale, productivity loss, and talent attrition. The objective is to provide a practical framework for shifting conflict from a destructive force to a catalyst for collaboration and innovation. The methodology synthesizes contemporary research in organizational psychology, mediation principles, and leadership studies to construct a multi-tiered strategy encompassing leadership intervention, cultural systems, and individual skills. The results present a clear model for diagnosing conflict sources, a step-by-step facilitation process for leaders, and proactive systems for building a resilient team culture. The discussion emphasizes that effective management transforms conflict from an emotional drain into a strategic gain, fostering psychological safety and robust problem-solving. The conclusion asserts that mastering workplace dynamics is not an optional soft skill but a core leadership competency essential for building adaptable, high-performing teams.
IS YOUR HR DEPARTMENT OBSOLETE? REDEFINING PEOPLE OPERATIONS FOR THE 21ST CENTURY Tika Zulhiani; Ramon Zamora; Lukmanul Hakim
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 6 No. 1 (2026): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.18539663

Abstract

This article examines the critical imperative for organizations to transform their traditional Human Resources (HR) function into a strategic, modern People Operations model. The background establishes that in a knowledge-based economy where human capital is the primary driver of value, administrative and reactive HR practices create a strategic liability. The objective is to provide a diagnostic framework and a practical roadmap for this essential evolution. The methodology involves a synthesis of contemporary management literature, organizational case studies, and analysis of emerging best practices in talent strategy and employee experience. The results detail the four foundational pillars of a modern People function—Strategic Partnership, Employee Experience as a Product, Data-Driven Decisions, and Culture Cultivation—and a six-step transformation roadmap. The discussion argues that this shift moves HR from a cost center to a core competitive advantage. The conclusion asserts that redefining people operations is not a choice but a strategic necessity for organizational resilience and growth.
Co-Authors , Ramon Zamora A.K. Yohanson A.K.Yohanson Abdul Fattah Achlan Fahlevi Royanow Adek Chan Adella Giovana Afriadi, Putra Afrizal Afrizal Agung Muttaqin Agus Ryandi Pratama Ahmad Irfan Maulana ahmad Muhammad al maghrobi Ahmad Muslim Ahmad Sopyan Ahmad Zuhri Akhmad Yusuf Ariffudin Akrilvalerat D W Al Azahari Azahari Al Hasan, Zahra Robbani Al Khanif Albert Efendi Pohan Ali Ibrahim Alif Mustaqim Alqori’ah Mardhatillah Amalia Natasya Ameliya Della Rahmadani Amry Purnama Mauladi Andy Ramadhan Angga Alfiyan Annisa Amalia Annisa Kurnianingsih Anuar Sanusi Appin Purisky Redaputri Aprinisa Aprinisa Arfawati Ibrahim Arina Manasikana Ariyani Ramadhani Arys Hasta Baruna Asep A. Arsyul Munir Asti Hardianti Avry Meilita Navia Azhariah Fatia Aziza Meria B. Siti Mardliyah Baehaqi Bandarsyah, Bandarsyah Bangun Budi Raharjanti Bernaditya, Albertus Hazel Betty Magdalena Bhayu Bomantara Bilqis Adzroo H Bimo Suryo Wicaksono Burhanuddin AG Burhanuddin AG Candra Adi Saputra Catur Fatchu Ukhriyawati Celina Cicilia Margaritha Chairuni AR Christopher Erlangga P CONY SHOLIHAH AYU LESTARI Dahlina Nopilawati Dahrul Aman Harahap Damsir Dani Andrian Saputra Danil Muahmud Chainago Dea Ananda Wilianca Dea Fitriyani Dea Intan Putri Dedy Susanto Deni Kurniawan Denny Ridayansyah Desy Afriyanti Devy Purnawanti Dewi Noor Azijah Diah Anggeraini Hasri Dian Miranda Dian Nurcahya Dimas Al Aziz Celsa Dwi Laksono Dwi Martha Agustina Dwi Ramasari ecep nurjamal Ega Putri Handayani Elya Silvia Eni Afrianti Erasiah Erdi Surya Erlina Desi Purwanti Ervina Uswatun K Eti Kamala Sari Euphrasia Susy Suhendra Evi Priyanti F. Trias Pontia W Faedurrohman Faedurrohman Faedurrohman Faisal Faisal faradika Fathur Rachman Nufaily Fatihah Zakiya Aqmal Fatmah Taufik Hidayat Febriantin, S.IP., M.IPol., Kariena Firmansyah, Viki Fitri Imansyah Fitri, Nahdatul Fitriyah Fitriyah Fitriyantari Friska Putri Avianti Gindha Ansori Wayka Gun Gun Gumilar Hafidz Muslih Haidir Subing Halipah Haini Hana Gardenia Mahbubah Handoyo W.N Harahap, Mardian Idris Hasan, Nur Fitrianingsih Hendri Dunan Heni Pujiastuti Herdiana, Dian Herman Herman Herni Widiyah Nasrul Herri Setiawan Jasril hifni001, hifnifajriani Huda, Zulmiftah I Gusti Lanang Parta Tanaya Ida Ayu Yadnya Sari Dewi Utami Pidada Ilham Jodi Renovsi Imam Rasikh Islami Imro’atul Mardiyah Indra Aditya Indra Nirwan Fauzi Inka Farjela Irfan Purwanto Irhamni, Muhammad Ricza Irman Irmayanti Irmayanti Irsyadunnas Ismail Marzuki Isman Iwan Rachmad Soetijono Izzatusholekha Izzatusholekha Izzatusholekha Jailani Jailani Jalaludin, Yudhi Setiawan Jani Arni Jon Presly Tobing Joni Saputra Julianti, Putri Kelvin Ardy Irawan Kelvin Mulyana Zulianto Khairudin Khairunnisak Khairunnisak Khalilurrahman Komarudin, Ahmad Kun Sri Harto Kustiawan Adinata Latif Supriadi Liawati Liawati Linda Novari Santi Lisna Sandora Litra Wimpi U Rohman Lomersan Hutasoit Luluk Atul Fitriyah Lusty Rahmatina M Azmi Rivaldi M Fikry Haikal M Rafli Putra Panggarbesi M. Afriansyah M. Faqih M. Iqbal Gelar Budiman M. Quzwini Malika Risq Mara Irpan Pane Marlissa Oktaviani Maskur Masnun Tahir Maspuroh Massriyati Maulidani Ulfah Mikhratunnisa, Mikhratunnisa Mitha Pebria Haerunnisa Moch. Riza Fahmi Mochamad Reza Adiyanto Mohamad Sholahuddin Mohamad Tabri Mu'alimin Muh. Hasani Muh. Rusli Umaini Muhamad Rifaldi Muhamad Siddik Muhamat Ilza Amanda Muhammad Ali Siregar Muhammad Chairil Ibnu Saleh Muhammad Hapis Harahap Muhammad Harfi Muhammad Iqbal Yuriza Muhammad Said Muhammad Yasir Muharrahmi Mujiono Naberi Oktaria Nada Ramadhania Naila Putri Maulana Nanda Hari Kusuma Nanda Riswanda Pohan Nazli Ismail Nenden Hayati Nimas Ayu Sholehah Nova Safitri Novianri Nur Anisah Hasibuan Nuramaliyah, Nuramaliyah Nurdini Ferianti nurjamal, ecep Nursalim Okta Ainita Oktavianti Oktavianti Oryza Safitri Paqrul Rizki Paras Faturohim Parizal Parizal Pohan , Nanda Riswanda Puji Rahayu Puspitasari, Widiya Putri Nurul Lesmana Putri Wahdah Hija Fajriah Putri, Salsabila Dwi Rahmaifa Nasyah Rahmawati Rahmawati Raja Raihan Aditama Ramon Zamora Ravika Permata Hati Rendy Pradana Retno Eka Sulistin Reza Hilmy Luayyin Ria Muazizah Ridho Saputra Rikhsan Kurniatuhadi, Rikhsan Rini Maharini Risti Dwi Ramasasi Riyadini Riyan Utami Riyanto, Dwi Agus Rizkia Syafia Qalbi Rizky Dwi Lestari Rodhi Agung Saputra Rofiq Hidayat RR. Ella Evrita Hestiandari Ruka Yulia Rusdi Sulaiman Ryan Ramadhan Saidul Amin Salman Al Farisi Sarjani Satria Heriswana Y Setiyo, Setiyo SEVINA ATMALA SARI Shalsa Aulia Setiawan Shariyani Shariyani Shifa Awiah Shoqibatul Islamia Silva Khayrani Siska Perdina Siska Wahyu Anita Sitanggang, Cokro Malik Siti Aisyah Siti Hanna Hanifah Siti Khoiriah Hasibuan Siti Nur Syamsiah Soewito Soewito Sopyan Resmana Adiarsa Sri Andika Sri Langgeng Ratnasari Sri Mulyati Stevanus Wahyudianto Prabowo Supriadi Supriadi Suprianto Suprianto Supriyadi Supriyadi Suratno Suratno SYAFRIL BAGAS KURNIAWAN Syauqi Midadan Da’iyan Ilallah Syifa Qalbina Izzah S Synthia Tarsono Tasya Permata Listi Tendi Rustandi tengku Mia Rahmiati Teuku Makmur Tibrani Tibrani Tibrani Tika Zulhiani Tuti Damayanti Tyar Muhamad Khadafi ULFIANI, EKA Ulya Qonita uswatun jamhari Vera Wati Vivi Eulis Diana Wahyu Ana Pria Wan Repli Wardatul Aini Wendy Hermawan Winda Rika Lestari Yandri Agusta Putra Yosua Theo Herlia Yulan permata sari Yuliansisti Yulida Fauziyah Yulniza Yunita Faujiyah Zahid, Azka Zainuddin Zainuddin Zazkia Fara Dinda R Zidan Ananda Rio V