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All Journal JPM17: Jurnal Pengabdian Masyarakat RJABM (Research Journal of Accounting and Business Management) JURNAL ILMIAH M-PROGRESS Jurnal Pelayanan dan Pengabdian Masyarakat (Pamas) Jurnal GeoEkonomi BAKTI BANUA : JURNAL PENGABDIAN KEPADA MASYARAKAT Jurnal Ilmiah Raflesia Akuntansi Action Research Literate (ARL) Indo-MathEdu Intellectuals Journal Annals of Human Resource Management Research Journal of Comprehensive Science Edu Research : Jurnal Penelitian Pendidikan Journal of Artificial Intelligence and Digital Business Jurnal Global Ilmiah Jurnal Pengabdian Masyarakat dan Riset Pendidikan Horizon: Indonesian Journal of Multidisciplinary Journal of Nonformal Education JURDIASRA
Sunarto Sunarto
Universitas 17 Agustus 1945 Samarinda
Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Medicine & Pharmacology Social Sciences Other

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Audit Manajemen Atas Fungsi Sumber Daya Manusia Pada Dinas Peternakan Dan Kesehatan Hewan (DPKH) Provinsi Kalimantan Timur: Audit atas Fungsi Sumber Daya Manusia Pada Dinas Peternakan dan Kesehatan Hewan (DPKH) Provinsi Kalimantan Timur Camelia Verahastuti; H.Sunarto; Herlina, Tri Dara
Jurnal Ilmiah Raflesia Akuntansi Vol. 11 No. 2 (2025): Jurnal Ilmiah Raflesia Akuntansi
Publisher : Politeknik Raflesia Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53494/jira.v11i2.755

Abstract

Audit of the human resources function at the Department of Animal Husbandry and Animal Health (DPKH) of East Kalimantan province, under the guidance of Mrs. Camelia Verahastuti as supervisor I and Mr. H. Sunarto as supervisor II. This study aims to determine and analyze the effectiveness of Human Resource function management audit in the program of human resource training and development activities at the Department of Animal Husbandry and Animal Health (DPKH) of East Kalimantan province. The method used is descriptive qualitative. The research method used is a qualitative descriptive analysis that describes the Audit of Human Resources Management and ICQ (Internal Control questionnaires). The hypothesis put forward is the Audit of Human Resource Management in the program of training and career development activities at the Department of Animal Husbandry and Animal Health (DPKH) East Kalimantan is less effective.. The analysis tool used is the calculation to determine the percentage of the score from the results of the questionnaire using the Dean j. Champion and the reporting phase using audit working paper (KKA) used to collect sufficient and competent evidence conducted with the development of findings to find the relationship between one finding and another in testing problems related to audit objectives. He results showed that the implementation of the Audit on the function of human resources at the Department of Animal Husbandry and Animal Health (DPKH) of East Kalimantan province training and Human Resources Development Activity program based on the calculation of the percentage score from the questionnaire has been running effectively. Keywords: Audit function of Human Resources, questionnaires, audit working papers.
Management of Financing in Community Learning Activity Centers Nurfitriani Nurfitriani; Eka Yudhyani; Catur Kumala Dewi; Rina Masithoh Haryadi; Sunarto Sunarto
Journal of Nonformal Education Vol. 10 No. 2 (2024): Equivalency education and community education
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jone.v10i2.12782

Abstract

The Center for Teaching and Learning Activities (PKBM) is one of the non-formal educational institutions that has a strategic role in improving the quality of human resources through various learning programs. PKBM provides a variety of educational services such as equality education, skills training, and various kinds of community empowerment programs. For sustainability and effectiveness, the program is highly dependent on effective and efficient financing management.  The purpose of the study is to describe the characteristics of sources and Revenue Budget Plans (RAP) in PKBM Karya Bhakti Punung, to describe the characteristics of financial realization and accountability in PKBM Karya Bhakti Punung. The method used in this study is data description with an ethnographic approach. Data collection used interview techniques with selected resource persons. The results obtained from this study are known if the sources of funds contained in PKBM Karya Bhakti are obtained from the government, namely from the Director General of PNFI (Indonesia Non-Formal Education), the East Java Provincial Education Office, and the Pacitan Regency Education Office, in addition to that the sources of funds are obtained from independent or independent institutions and businesses from PKBM itself.  By diversifying funding sources and optimizing the use of funds, PKBM can reduce dependence on one source of funding, thereby increasing operational stability and financial sustainability. Good management also allows greater access to resources, which can be used to improve the quality of education and services, as well as develop more relevant and innovative programs and curricula. The active participation of the community in the financing management process will strengthen the relationship between PKBM and its community, as well as encourage greater support. Seeing this, additional funds are needed for PKBM so that educational activities can run as well as possible.
Rekonstruksi Model Islamic Balanced Scorecard (I-BSC): Integrasi Nilai Maqashid Syariah dalam Pengukuran Kinerja Organisasi Modern Sunarto Sunarto; Ima Amaliah
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4127

Abstract

Penelitian ini bertujuan untuk merekonstruksi model Balanced Scorecard (BSC) konvensional menjadi Islamic Balanced Scorecard (I-BSC) melalui integrasi nilai-nilai Maqashid Syariah dalam pengukuran kinerja organisasi modern. Latar belakang penelitian ini didasarkan pada keterbatasan BSC yang cenderung berorientasi pada paradigma materialistik dan belum mampu mengakomodasi dimensi spiritual, etika, serta tanggung jawab transendental dalam organisasi. Metode yang digunakan dalam penelitian ini adalah pendekatan kualitatif dengan metode analisis konseptual dan sintesis teoretis, yang mengintegrasikan literatur manajemen strategik modern dengan epistemologi Islam. Analisis dilakukan melalui kritik terhadap BSC konvensional, pengkajian konsep Maqashid Syariah, serta rekonstruksi kerangka pengukuran kinerja berbasis nilai Islam. Hasil penelitian menunjukkan bahwa model I-BSC yang dikembangkan terdiri dari lima perspektif utama, yaitu perspektif tauhid/religiusitas (hifz al-din), perspektif finansial syariah (hifz al-mal), perspektif stakeholder (hifz al-nafs), perspektif proses internal (hifz al-aql), serta perspektif pembelajaran dan pertumbuhan (hifz al-nasl). Model ini mengintegrasikan indikator kinerja kuantitatif dan kualitatif, termasuk aspek etika, niat (niyyah), dan keberkahan (barakah), serta menetapkan bobot berdasarkan skala prioritas dharuriyyat. Implikasi dari penelitian ini menunjukkan bahwa I-BSC mampu menghasilkan sistem pengukuran kinerja yang lebih holistik, tidak hanya berorientasi pada pencapaian ekonomi, tetapi juga pada nilai keadilan, kebermanfaatan (maslahah), dan keberlanjutan (corporate sustainability) yang mencakup dimensi duniawi dan ukhrawi. Dengan demikian, model ini memberikan kontribusi teoretis dalam pengembangan paradigma manajemen berbasis Islam serta kontribusi praktis bagi organisasi dalam membangun sistem kinerja yang etis, transparan, dan berkelanjutan.
Manajemen Perubahan dalam Implementasi Transformasi Digital Nordiana Nordiana; Sunarto Sunarto
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4133

Abstract

Transformasi digital merupakan fenomena strategis yang mendorong organisasi untuk melakukan perubahan secara menyeluruh dalam menghadapi dinamika lingkungan bisnis yang semakin kompleks dan kompetitif. Penelitian ini bertujuan untuk menganalisis peran manajemen perubahan dalam mendukung keberhasilan implementasi transformasi digital. Metode penelitian yang digunakan adalah pendekatan kuantitatif dengan metode deskriptif dan verifikatif. Data diperoleh melalui penyebaran kuesioner kepada 40 responden yang merupakan karyawan dalam organisasi yang telah atau sedang menerapkan transformasi digital. Teknik analisis data menggunakan uji validitas, reliabilitas, regresi linear, serta uji hipotesis. Hasil penelitian menunjukkan bahwa manajemen perubahan memiliki pengaruh positif dan signifikan terhadap transformasi digital. Dimensi kepemimpinan, komunikasi, budaya organisasi, serta kesiapan sumber daya manusia terbukti berkontribusi secara signifikan terhadap keberhasilan transformasi. Kepemimpinan menjadi faktor dominan dalam mendorong perubahan organisasi. Implikasi dari penelitian ini menunjukkan bahwa organisasi perlu mengembangkan strategi manajemen perubahan yang terstruktur, meningkatkan kompetensi digital sumber daya manusia, serta membangun budaya organisasi yang adaptif dan inovatif. Dengan demikian, transformasi digital dapat berjalan secara efektif, efisien, dan berkelanjutan
Strategi Retensi Karyawan Berbasis Kesejahteraan Mental Sinta Dwi Ayu Murbayana; Sunarto SUnarto
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4135

Abstract

Employee mental well-being is becoming an increasingly important issue in modern organizations, especially in the face of high turnover rates and increasingly complex work pressures. In a dynamic work environment, psychological factors such as stress, burnout, and lack of emotional support have been shown to affect employee job satisfaction, loyalty, and retention. Therefore, organizations are required to develop retention strategies that not only focus on the financial aspect, but also pay attention to the overall mental well-being of employees. This study aims to analyze mental well-being-based employee retention strategies and examine the role of psychological safety, emotional intelligence in leadership, and mental well-being programs in improving employee retention. This research employs a descriptive qualitative approach through literature study, observations, and interviews with employees and managers in companies that have implemented mental well-being programs. The findings show that good mental well-being enhances job satisfaction, loyalty, and employee retention. Therefore, mental well-being-based retention strategies should be adopted by organizations to enhance productivity and reduce employee turnover rates.
Analisis Pengelolaan SDM dalam Perspektif Fiqih Muamalah pada Sistem Kerja Digital pada SD 017 Muara Badak Ririn Paramitha; Sunarto Sunarto; Nurmiati B
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4136

Abstract

Penelitian ini bertujuan untuk menganalisis pengelolaan sumber daya manusia (SDM) dalam sistem kerja digital pada organisasi pendidikan dengan pendekatan perspektif fiqih muamalah dan maqashid syariah. Perkembangan teknologi digital telah mendorong transformasi signifikan dalam sistem kerja, termasuk dalam dunia pendidikan, yang menuntut adanya adaptasi dalam pengelolaan SDM secara efektif, efisien, dan tetap berlandaskan nilai-nilai syariah. Metode penelitian yang digunakan adalah pendekatan kualitatif dengan teknik pengumpulan data melalui wawancara, observasi, dan studi dokumentasi. Subjek penelitian meliputi kepala sekolah, guru, serta tenaga kependidikan. Data yang diperoleh dianalisis secara deskriptif untuk memahami implementasi sistem kerja digital serta kesesuaiannya dengan prinsip fiqih muamalah. Hasil penelitian menunjukkan bahwa penerapan sistem kerja digital dalam pengelolaan SDM mampu meningkatkan efektivitas, transparansi, dan akuntabilitas kinerja. Namun demikian, terdapat tantangan dalam aspek pemahaman teknologi, kesiapan sumber daya, serta penguatan nilai etika dalam penggunaan sistem digital. Dalam perspektif fiqih muamalah, pengelolaan SDM berbasis digital dinilai sah dan diperbolehkan selama memenuhi prinsip keadilan, kejujuran, amanah, serta tidak mengandung unsur gharar dan dzalim. Selain itu, penerapan sistem ini juga sejalan dengan tujuan maqashid syariah, khususnya dalam menjaga kemaslahatan, efisiensi, dan keberlanjutan organisasi. Dengan demikian, integrasi antara teknologi digital dan nilai-nilai syariah menjadi kunci dalam menciptakan sistem pengelolaan SDM yang tidak hanya modern, tetapi juga beretika dan berorientasi pada kemaslahatan bersama.
Employer Branding dalam Menarik Generasi Z di Dunia Kerja Sunarto Sunarto; Goutty Ranti
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4142

Abstract

The rapid development of digital technology has transformed the dynamics of the workforce, especially with the entry of Generation Z into the job market. Generation Z has distinct characteristics and expectations compared to previous generations, such as prioritizing work-life balance, transparency, and alignment with personal values. In this context, employer branding plays a crucial role in attracting the attention of this generation. This study aims to examine the role of employer branding in attracting Generation Z to the workplace and to analyze effective strategies for building a positive image as an employer. The research uses a quantitative approach with the type of explanatory research. Data was collected through questionnaires distributed to Generation Z respondents, especially final year students and fresh graduates, then analyzed using statistical techniques. The findings reveal that strong employer branding increases Generation Z's interest in applying for jobs, with social media serving as the primary channel for conveying company information. Additionally, the alignment of individual values with the organization is essential in enhancing attraction to the company. This research provides insights for companies to design relevant and authentic employer branding strategies to attract top talent from Generation Z.
Pengaruh Budaya Organisasi Terhadap Inovasi dan Produktivitas Chanzul Rijadi; Sunarto Sunarto; Jaya Mualimin
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4144

Abstract

In the midst of increasingly dynamic organizational competition, organizational culture is an important factor that can affect an organization's ability to create innovation and increase work productivity. A strong, adaptive, and creative organizational culture is believed to be able to shape more effective work behaviors and encourage the achievement of organizational goals in a sustainable manner. This research aims to analyze the influence of organizational culture on innovation and productivity within an organization. Organizational culture refers to a set of values, norms, and beliefs that guide members in performing their activities. In an increasingly competitive environment, organizations are required to foster innovation and improve productivity to maintain sustainability and competitiveness. This research employs a quantitative approach with data collected through questionnaires. The data were analyzed using statistical techniques to determine the relationship and influence between organizational culture, innovation, and productivity variables. The results indicate that organizational culture has a positive and significant effect on both innovation and work productivity. A culture that promotes openness, collaboration, and creativity is proven to enhance both individual and organizational performance. In conclusion, strengthening an adaptive and innovative organizational culture is a key factor in improving productivity and achieving sustainable organizational success
Pengaruh Kepemimpinan Digital Terhadap Kinerja Tim Virtual Armadin Armadin; Sunarto Sunarto
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4145

Abstract

This reserch aims to analyze the influence of digital leadership on virtual team performance in the context of modern organizations that increasingly rely on information and communication technology. The development of digitalization has driven a shift in work patterns from conventional to virtual, requiring leaders to possess adaptive skills in managing remote teams. This study used a descriptive qualitative approach with a literature review method, which examined various theories and previous research findings related to digital leadership and virtual team performance. The study focused on leaders' ability to utilize technology, build effective communication, enhance team collaboration, and foster trust in a virtual work environment. The results indicate that digital leadership has a significant influence on improving virtual team performance. Leaders who are able to integrate technology with a communicative, responsive, and collaborative leadership style can increase productivity, engagement, and teamwork effectiveness. Conversely, a lack of digital and communication skills can hinder coordination and decrease team performance. Therefore, it can be concluded that digital leadership is a critical factor in supporting the success of virtual teams. Therefore, organizations need to develop the digital competencies of leaders to effectively manage teams in the digital era.
Pengembangan SDM Berbasis Nilai Spiritual dalam Meningkatkan Kinerja dan Etika Kerja Putri Elita Sari; Sheila Anggraini Novitaristi; Junita Yotam; M.Maulana Aprizal; Sunarto Sunarto
Journal of Comprehensive Science Vol. 5 No. 4 (2026): Journal of Comprehensive Science
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v5i4.4150

Abstract

Pengembangan sumber daya manusia (SDM) merupakan faktor kunci dalam meningkatkan kinerja organisasi di tengah dinamika dunia kerja yang semakin kompleks. Dalam praktiknya, pendekatan pengembangan SDM tidak hanya berfokus pada peningkatan kompetensi teknis dan intelektual, tetapi juga perlu mengintegrasikan nilai-nilai spiritual sebagai landasan etika dan perilaku kerja. Penelitian ini bertujuan untuk menganalisis peran pengembangan SDM berbasis nilai spiritual dalam meningkatkan kinerja serta membentuk etika kerja yang berkelanjutan. Metode yang digunakan dalam penelitian ini adalah pendekatan kualitatif deskriptif melalui studi literatur terhadap berbagai sumber ilmiah yang relevan. Hasil kajian menunjukkan bahwa internalisasi nilai spiritual, seperti kejujuran, tanggung jawab, integritas, disiplin, dan kesadaran akan makna kerja sebagai ibadah, memiliki pengaruh positif terhadap peningkatan kinerja individu maupun organisasi. Selain itu, nilai spiritual juga berperan dalam membentuk etika kerja yang lebih baik, mengurangi perilaku menyimpang, serta meningkatkan komitmen dan loyalitas karyawan. Implementasi pengembangan SDM berbasis nilai spiritual dapat dilakukan melalui pelatihan, pembinaan karakter, budaya organisasi yang religius, serta kepemimpinan yang berorientasi pada nilai. Dengan pendekatan ini, organisasi tidak hanya mampu meningkatkan produktivitas, tetapi juga menciptakan lingkungan kerja yang harmonis dan berintegritas. Dengan demikian, pengembangan SDM berbasis nilai spiritual menjadi strategi yang relevan dan berkelanjutan dalam menghadapi tantangan global, sekaligus mendukung terciptanya kinerja unggul yang sejalan dengan etika kerja yang kuat.
Co-Authors A. Harits Nu'man A. Harits Nu'man Aditama, Sandi Aditya Dwi Fernanda Akhmad Al Aidhi Allysa Febriana Amalia, Ima Armadin Armadin Arya Putra Ramadhan Ashadi Achmadin Butet Sinaga Camelia Verahastuti Catur Kumala Dewi Catur Kumala Dewi Catur Kumala Dewi Chanzul Rijadi Christin Melany Sunur Daniel Happy Putra Danna Solihin Devi Indah Sari Eka Yudhyani Faizal Reza Febriyanto Florentina Fety Goutty Ranti Heriyanto Heriyanto Heriyanto Heriyanto Heriyanto Herlina, Tri Dara Huan, Charissa Viony Ibrahim, Dewi Samsinar Ida Ayu Putu Sri Widnyani Ima Amaliah Imam Nazarudin Latif Indardi Putra Aulyak Ivana Nina Esterlin Barus, Ivana Nina Esterlin Jaya Mualimin Junita Yotam Kelfin Sarira Leni Marlina Lukman Priyandono M.Maulana Aprizal Marjoni Rachman Meidina Rahma Utami Mey Ratu Vilanita Misel Thomas Sarira Misnah Misnah Muhammad Alif Baihaki Muhammad Maulana Muhammad Umar Muhardi Muklisin Muklisin Nabila Farah Davina Nordiana Nordiana Nur Wahyuni Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurfitriani Nurmiati B Paramitha, Ririn Pratama, Basma Arfei Putri Elita Sari Rika Anggraeni Hastuti Rina Mashitoh Rina Masithoh Haryadi Rina Masitoh Haryadi Rini , Maria Ollivia Ririn Paramitha Sandy Kosasih Saputri, Dwi Nur Saputri, Khiranie Yunanda Sheila Anggraini Novitaristi Sianturi , Fitri Jasmine Sinta Dwi Ayu Murbayana Sri Suwarsi Sukirma Tassia Tasya Aspiranti Titin Ruliana Umi Kulsum Umi Kulsum Umi Kulsum Urbac, Juliyani Wangge, Trivonia Dona Lau Wijoseno Lelono, Titin Ruliana, Umi Kulsum Yobel Christian Manurung Yovita Grasia Zilfana Zilfana