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All Journal Buletin Udayana Mengabdi Ecotrophic, Journal of Environmental Science Jurnal Kepariwisataan dan Hospitalitas Journal of Business on Hospitality and Tourism

Fanny Maharani Suarka

Universitas Udayana

Author-ID : 3365536

Humanities Education Environmental Science Social Sciences Other

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Analisis Kebutuhan Tenaga Kerja Front Office Departmen di The Astari Villa and Residence Jimbaran Bali I Komang Yudi Kharismayana; Anak Agung Putri Sri; Fanny Maharani Suarka
Jurnal Kepariwisataan dan Hospitalitas Vol 5 No 1 (2021): Vol.5,No.1,2021
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JKH.2021.v05.i01.p04

The background of this research is because the high of workload on the employees that impactthe quality of service or work from FO Spv, reception, belldriver, and reservation. That will cause the decrease theservice rate, the level of work concentration, excessive work hours, and the attention to the guests will be lessened, and it will probably make guests feel disappointed about the services provided by the Front Office Department. The purpose of this study is to discover the workload and the total manpower that should be needed at the Front Office Department at The Astari Villa & Residence Jimbaran. The methods in collecting the data were by doing observation, interview, and did a questionnaire. In analyzing the data was used descriptive qualitative to describe the job of the Front Office Department, and used quantitative methods to answer the problem of the study in this research. The result of the data analysis shows the workload from the entire section of the Front Office Department at The Astari Villa & Residence Jimbaran encounter with lack of manpower which has different quantities of manpower in every section, that decreasing the quality of service to the guests. It could be seen from the guests’ comments to the service that provided by the Front Office Department, were dominated with ‘Average’ rate. To increase the service for the guests, there should be also increased the amount of manpower in every section of the Front Office Department. The actual total manpower needed are 2 for FO Spv, 4 for reception, 2 for belldriver, and 1 for the reservation to completing the duties and be responsible for their work. But, due to the emptiness of the reservation section, they need to hire a new manpower to fulfill the section. The additional of manpower in every section will probably help the operational duties of Front Office Department goes well and could give the guests the best and fast service. Keywords: workload, labor needs, front office

Strategi promosi dalam meningkatkan tingkat hunian kamar di grand clarion hotel & convention makassar Syakir Abdullah Hading; A.A Putri Sri; Fanny Maharani Suarka
Jurnal Kepariwisataan dan Hospitalitas Vol 3 No 2 (2019): Vol.3,No.2,2019
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

ABSTRAK Program Studi Diploma IV Pariwisata Fakultas Pariwisata Universitas Udayana Program Laporan Akhir Nama Penulis : Syakir Abdullah H. Judul : Strategi Promosi dalam Meningkatkan Tingkat Hunian Kamar di Grand Clarion Hotel & Convention Makassar Jumlah Halaman : xii + 79 hal (Ilustrasi: tabel dan gambar) Isi Ringkasan : Strategi promosi dalam meningkatkan tingkat hunian kamar di Grand Clarion Hotel & Convention Makassar sangat penting dilakukan, karena terjadinya penurunan pada tingkat hunian kamar di Grand Clarion Hotel & Convention Makassar. Turunnya tingkat hunian kamar dapat berimbas pada menurunnya pendapatan hotel. Evaluasi promosi yang dilakukan oleh Sales Marketing & Public Relations bertujuan agar promosi yang dilakukan secara efektif dan tepat sasaran, sehingga dapat meningkatkan tingkat hunian kamar di Grand Clarion Hotel & Convention Makassar. Penelitian ini bertujuan untuk menganalisis kekuatan dan kelemahan dari faktor internal, peluang dan ancaman dari faktor eksternal Grand Clarion Hotel & Convention Makassar. Merumuskan strategi dan program promosi yang dapat diterapkan. Data dalam penelitian ini diperoleh melalui observasi, wawancara dan studi kepustakaan. Teknik penentuan informan dalam penelitian ini menggunakan purposive sampling, menentukan informan pangkal dan informan kunci. Teknik analisis data dalam penelitian ini menggunakan deskriptif kualitatif dengan menggunakan pendekatan analisis SWOT. Hasil dari pembahasan diperoleh simpulan strategi promosi di Grand Clarion Hotel & Convention Makassar bersumber dari advertising, personal selling, sales promotion, public relation dan puclicity serta dipengaruhi oleh faktor eksternal perusahaan. Strategi yang dirumuskan dalam analisis SWOT adalah strategi memperluas hubungan kerjasama; strategi memperkuat pangsa pasar yang telah ada serta mengembangkan pasar Asia; strategi menciptakan variasi produk baru; strategi menentukan pasar utama dan mengembangkan kegiatan promosi dengan bauran promosi; Strategi membuat citra positif hotel; Strategi meningkatkan kualitas pelayanan. Saran yang bisa diberikan adalah Sales Marketing & Public Relations dapat melakukan promosi secara efektif dan tepat sasaran, sehingga dapat meningkatkan tingkat hunian kamar di Grand Clarion & Convention Makassar.

Persepsi karyawan terhadap sistem pelatihan di the patra bali resort & villas Ahmad Hamdani; Fanny Maharani Suarka; Ni Putu Ratna Sari
Jurnal Kepariwisataan dan Hospitalitas Vol 2 No 3 (2018): Vol.2,No.3,2018
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

The Patra Bali is one of the state-owned enterprises, under of PT. Patra Jasa. Therefore PT. Patra Jasa has its own training time standard. The Patra Bali management must have a training system to achieve the target set training time. The purpose of this study was to find out application of the training system at The Patra Bali Resort & Villas, in addition to teformine the responses of employees toward the training system that runs at The Patra Bali Resort & Villas. Methods of data collection is done by observation, interview, questionnaire and documentation. The technique of determining the sample using proporsionate stratified random sampling technique and obtained a sample of 100 people, and data analysis techniques used in research is descriptive qualitative. The results obtained in this study is the training system implemented at The Patra Bali Resort & Villas has formed a training cycle. In addition from the recapitulation results can be concluded that from some questions given can show that employee response shows the response with the lowest points are on the indicator of participants where the points earned over 4.1 points. While for the highest point is on the indicator of the determination of the coach that is equal to 4.47 points. Key Words : System Training, Perception Employees, The Patra Bali Resort & Villas

Pengaruh pelatihan terhadap kinerja karyawan di holiday inn resort bali benoa Ni Made Juliastuti; Fanny Maharani Suarka; Ni Putu Ratna Sari
Jurnal Kepariwisataan dan Hospitalitas Vol 5 No 2 (2021): Vol.5,No.2,2021
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JKH.2021.v05.i02.p11

Training is an effort to improve the skills, knowledge and performance of employees technically and can help employees to achieve certain skills and abilities in order to succeed in doing their jobs so that employees work according to existing operational standards of the company in order to improve employee performance. A complaint states that employee performance needs to be considered, so training is needed at the Holiday Inn Resort Bali Benoa. The purpose of this study was to determine the types of training at Holiday Inn Resort Bali Benoa and the effect of training on employee performance at Holiday Inn Resort Bali Benoa. Data collection techniques using observation, interviews, questionnaires, documentation and literature studies. The questionnaire was distributed to 100 respondents who were Holiday Inn Resort Bali Benoa employees with a proportional random sampling technique. The analytical method is descriptive qualitative and quantitative descriptive which includes the Likert scale, validity test, reliability test, simple linear regression analysis, correlation analysis, analysis of determination and t-test. The results of this study explain that the types of training conducted at the Holiday Inn Resort Bali Benoa are in-house training, inviting outside trainers and education and training programs. The results also showed a positive and significant effect of training on the performance of Holiday Inn Resort Bali Benoa employees. Training contributed 61.5% to employee performance, while the remaining 38.5% was influenced by other factors. Keywords: Training, Employee Performance, Holiday Inn Resort Bali Benoa.

Pengaruh stres kerja dan ketidakamanan kerja terhadap turnover intention pada the lerina hotel nusa dua bali Gusti Ayu Komang Aryati; Ni Putu Ratna Sari; Fanny Maharani Suarka
Jurnal Kepariwisataan dan Hospitalitas Vol 4 No 2 (2020): Vol.4,No.2,2020
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JKH.2020.v04.i02.p01

Abstract Based of the research by the increasing problem of turnover intention at The Lerina Hotel Nusa Dua, Bali. Variables that caused of increased turnover intention are variables of work stress and work insecurity. The purpose of this study is to determine the influence of job stress and job insecurity on turnover intention at The Lerina Hotel Nusa Dua Bali, and to determine the effect job stress and job insecurity on turnover intention. Techniques data collection by observation, interviews, questionnaires, documentation, and literature studies. While the sampling technique is saturated sample with a number of respondents of 50 people. This research using descriptive qualitative and quantitative technique consisting of a likert scale, validity test and reliability test, classic assumption test, correlation test, multiple linear regression analysis, t test, F test, and determination test. The results shows that Fcount (39,020)> Ftable (3.20) with a sig value of 0,000 or <? (0,05). This shows that job stress variables (X1) and job insecurity (X2) simultaneously have a positive and significant effect on turnover intention (Y) at The Lerina Hotel Nusa Dua. The t-test or partial results show that job stress has a total influence of 2,566 with a significance level of 0.014 <0.05 and job insecurity has an influence of 5,849 with a significance level of 0,000 <0.05 which means that job stress and job insecurity have a positive and significant effect on employee turnover intention in The Lerina Hotel Nusa Dua. Furthermore, the results of the determination test showed that the effect of job stress and job insecurity on turnover intention was 62.4% and the remaining 37.6% was influenced by other factors not included in this study. Key Word : Job Stress, Job Insecurity, Turnover Intention, and The Lerina Hotel Nusa Dua Bali

Pengaruh perceived organizational support terhadap organizational citizenship behavior karyawan di hotel four points by sheraton bali seminyak. Wayan Adi Pariarta; Fanny Maharani Suarka; Putu Ratih Pertiwi
Jurnal Kepariwisataan dan Hospitalitas Vol 5 No 2 (2021): Vol.5,No.2,2021
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JKH.2021.v05.i02.p02

Organizational Citizenship Behavior (OCB) is a form of behavior that exceeds the standards of employees in the organization which affected by Perceived Ogranizational Support (POS). This research is based on the still lack of employee OCB Behavior at the Four Points Hotel by Sheraton Bali Seminyak, indicated by turnover problems that exceed 10% and OCB behavior that still lacks include: there are still work results that are below standard, lack of voluntary participation from employees, and employee complaints regarding work conditions. The purpose of this study was to determine the effect of Perceived Organizational Support on Organizational Citizenship Employees at Four Points Sheraton Bali Seminyak. The population used as respondents were permanent employees and contracts totaling 79 people, while the sampling technique used was saturated sampling. Data collection techniques in research include: Observation, Interview, Literature Study, and Questionnaire. Data analysis techniques used in this study were the Instrument Test, Classical Assumption Test, Simple Linear Regression Analysis, Partial Hypothesis Test (T Test), Correlation Analysis, and Determination Coefficient Analysis. The results showed that the Perceived Organizational Support variable had a positive and significant effect on the employee's Organizational Citizenship Behavior variable. The result of the correlation coefficient analysis is 0.643 which means that the Percieved Organizational Support variable has a strong influence on the Organizational Citizenship Behavior variable of employees at the Four Points Hotel by Sheraton Bali Seminyak. The result of the coefficient of determination is 40.5, which means that the Percieved Organizational Support variable has an influence of 40.5% on the behavior of the Organizational Citizenship Behavior of employees, while the remaining 59.5% is influenced by other factors.

Komparasi penerapan konsep green meeting pada penyediaan venue mice di centara grand beach resort samui thailand dan meliá bali indonesia Ni Luh Putu Sarasswati; Fanny Maharani Suarka; Ni Nyoman Sri Aryanti
Jurnal Kepariwisataan dan Hospitalitas Vol 3 No 2 (2019): Vol.3,No.2,2019
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

The aim of this research is to find the implementation of Green Meeting concept on the provision of MICE Venue at Centara Grand Beach Resort Samui Thailand and Meliá Bali Indonesia and their differences in its implementation. The variable that used is Green Meeting concept with 5 indicators. That 5 indicators are management, accessibility and social inclusion, catering and service, water and energy efficiency, and waste management. Data obtained through observation, interview, and documentation. The collected data analyzed by using a descriptive-comparative method that approaches by a qualitative method and using Gutman Scale for the measurement. The result shows that the two of the hotel have been implemented Green Meeting concept. Percentages of each hotel are 91.67% for Centara Grand Beach Resort Samui and 79.17% for Meliá Bali. The result also shows that the lowest indicator implementation in two of the hotel is Water and Energy Efficiency Indicator.

Pengaruh kepemimpinan dan komunikasi terhadap kepuasan kerja karyawan kuta paradiso hotel I Kadek Arsana; Ida Bagus Ketut Astina; Fanny Maharani Suarka
Jurnal Kepariwisataan dan Hospitalitas Vol 4 No 1 (2020): Vol.4,No.1,2020
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JKH.2020.v04.i01.p07

Abstrak Kepuasan kerja karyawan hal penting menjadi perhatian bagi perusahaan, beberapa masalah seperti kepemimpinan dan komunikasi salah satu penyebab karyawan tidak berkontribusi baik pada perusahaan. Kuta Paradiso Hotel Bali terdapat keluhan terkait kepemimpinan dimana kekuasaan dan wewenang mutlak berada pada pimpinan, serta kurangnya komunikasi terkait aturan jam kerja yang tidak dipatuhi oleh karyawan dan tingginya absensi karyawan. Tujuan penelitian ini adalah untuk mengetahui bagaimana pengaruh kepempinan dan komunikasi terhadap kepuasan kerja karyawan di Kuta Paradiso Hotel Bali dan untuk mengetahui variabel yang lebih berpengaruh antara kepemimpinan dan komunikasi terhadap kepuasan kerja karyawan di Kuta Paradiso Hotel Bali. Teknik pengumpulan data yaitu observasi, kuesioner, studi kepustakaan, dan dokumentasi. Teknik pengambilan sampel yang di gunakan dalam penelitian ini adalah Teknik Nonprobability Sampling dengan jenis sampling jenuh istilah lainnya sensus, dimana semua anggota populasi dijadikan sampel. Populasi penelitian ini adalah karyawan Human Resources, Sales & Marketing dan, Accounting department di Kuta Paradiso Hotel Bali. Penelitian ini menggunakan teknik analisis kualitatif dan teknik analisis kuantitatif diantaranya analisis skala likert, uji validitas, uji reliabilitas uji asumsi klasik, regresi linier berganda, uji F, uji t dan analisis koefisien determinasi. Hasil analisis hipotesis pertama tentang pengaruh kepemimpinan dan komunikasi terhadap kepuasan kerja karyawan di Kuta Paradiso Hotel Bali memiliki pengaruh positif dan signifikan pada kepuasan kerja karyawan dengan nilai t hitung 4,915 dengan t tabel sebesar 1,6 artinya semakin baik kepemimpinan maka semakin tinggi kepuasan kerja karyawan di Kuta Paradiso Hotel, dan Berdasarkan hasil analisis variabel kepemimpinan dan komunikasi lebih berpengaruh terhadap kepuasan kerja karyawan yaitu Komunikasi berpengaruh positif dan signifikan terhadap kepuasan kerja dengan nilai t hitung sebesar 3,548 dengan t tabel sebesar 1,6 ini berarti semakin baik komunikasi maka semakin tinggi kepuasan kerja karyawan di Kuta Paradiso Hotel. Kata kunci: Kepemimpinan, Komunikasi dan Kepuasan Kerja

Shanti, Nitia Priti Analisis Tingkat Kepuasan Penelpon Terhadap Kualitas Pelayanan Telephone Operator Di Hotel Conrad Bali I Gusti Agung Ayu Nitia Priti Shanti; Fanny Maharani Suarka; Putu Ratih Pertiwi
Jurnal Kepariwisataan dan Hospitalitas Vol 1 No 2 (2017): Vol.1,No.2,2017
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (499.657 KB)

Telphone operators are required to provide quick services in responding to any request or provide information desired. Telphone operators provides service of incoming call or outgoing call. When do the job not all service goes smoothly as expected. Telphone operators are required to be able to provide the right action when receive complaints. In the general conclusion quality of service will goes smoothly when the telphone operator follows all of the standard procedure and be oriented of the callers satisfaction. This report aims to analyze the quality service of telphone operator in handling incoming call and outgoing call at Hotel Conrad Bali and analyze callers satisfaction level on service quality of telephone operator in Hotel Conrad Bali. Data collection techniques in this report used observation, interviews, questionnaires, literature studies, and documentation. The technique of determining the informant in this report used purposive sampling technique by determining the base informant, key informant, and expert informant. The sampling technique in this report used purposive sampling technique. Respondents were determined by using slovin formula with 76 respondents. Data analysis techniques in this report using descriptive qualitative analysis techniques and quantitative descriptive analysis with likert scale approach and analysis by using cartesius diagram. The results in this report showed that the operator service quality analysis in handling incoming call and outgoing call at Conrad Bali Hotel had total average satisfaction rate of 98.49%, it’s that mean in the general caller was satisfied with service by telphone operator. Service in incoming call is better than outgoing call.

yang FAKTOR FAKTOR YANG MENENTUKAN TERJADINYA SISTEM PROMOSI JABATAN KARYAWAN DI MASARI VILLA AND SPA Channa Erlanggashani; Fanny Maharani Suarka; Putu Ratih Pertiwi
Jurnal Kepariwisataan dan Hospitalitas Vol 5 No 2 (2021): Vol.5,No.2,2021
Publisher : DIPLOMA IV TOURISM PROGRAM STUDY, TOURISM FACULTY,UDAYANA UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24843/JKH.2021.v05.i02.p07

Abstrak Promosi jabatan memungkinkan perusahaan untuk menempatkan karyawan yang tepat pada tugas yang tepat, sehingga sistem promosi jabatan yang efektif dapat menyebabkan efisiensi organisasional yang lebih besar. Masari Villas and Spa adalah salah satu perusahaan yang bergerak dalam bidang akomodasi perhotelan yaitu villa dan spa yang berlokasi di Gianyar, Bali. Sistem promosi jabatan yang tidak dilakukan sesuai prosedur yang jelas oleh manajemen Masari Villas and Spa serta hal-hal yang terkait dengan faktor penyebab hal tersebut tidak diperhatikan dengan baik, maka tujuan dari penelitian ini adalah untuk mengetahui faktor-faktor yang menentukan terjadinya sistem promosi jabatan karyawan serta mengetahui faktor yang dominan dalam menentukan terjadinya sistem promosi jabatan karyawan di Masari Villas and Spa. Metode pengumpulan data dilakukan dengan teknik kuesioner, dokumentasi, studi kepustakaan, dan observasi partisipator. Teknik pengambilan sampel menggunakan teknik sampling jenuh atau sensus, sampel yang diambil sebanyak 53 responden yaitu seluruh karyawan Masari Villas and Spa kecuali manajer serta menggunakan analisis faktor konfirmatori. Hasil penelitian ini menunjukkan bahwa terdapat lima faktor terbentuk yang menentukan terjadinya sistem promosi jabatan karyawan di Masari Villas and Spa yaitu prestasi kerja (27,506%), pendidikan dan pelatihan (11,144%), spoil system (9,072%), penilaian pribadi (8,400%), dan kepercayaan (6,846%). Adapun faktor yang mendominasi adalah faktor prestasi kerja yang terdiri dari 6 variabel, yakni: (1) nilai dari kepala departemen mengenai prestasi kerja, (2) penyelesaian tugas-tugas, (3) semangat kerja, (4) kualitas hasil kerja, (5) kejujuran pribadi, dan (6) frekuensi melaporkan tugas. Sistem pengangkatan karyawan dengan prestasi kerja sebagai pertimbangan utamanya dapat membuat promosi jabatan di Masari Villas and Spa menjadi obyektif karena karyawan yang dipromosikan untuk mengisi suatu jabatan adalah mereka yang mempunyai prestasi kerja yang tinggi. Kata kunci: sistem, promosi jabatan, karyawan, villa and spa

Co-Authors A.A Putri Sri Agung Sri Sulistyawat Agung Sri Sulistyawati Ahmad Hamdani Anak Agung Putri Sri Channa Erlanggashani Dani Saputri Gusti Ayu Komang Aryati I Gede Agus Radita I Gede Artha Suartama I Gusti Agung Ayu Nitia Priti Shanti I Kadek Arsana I Ketut Gede Budiyasa I Komang Yudi Kharismayana I Nyoman Jamin Ariana I Nyoman Tri Sutaguna I Putu Suyasa Putra I Wayan Purnayasa Ida Ayu Eka Trisna Putri Ida Bagus Dwi Setiawan Ida Bagus Junalaska Prabawa Ida Bagus Ketut Astina Jihan Tenia Mirandi Muriawan Putra, Agus Natashia Yusuf Ni Kadek Dwipayanti Pebriantari Ni Ketut Arismayanti, Ni Ketut Ni Luh Gede Marsiani Ni Luh Putu Sarasswati Ni Made Ariani Ni Made Juliastuti Ni Nengah Murni Ni Nyoman Sri Aryanti Ni Putu Ratna Sari Putu Ratih Pertiwi Putu Yurika Selly Novia Rosdianti Rosdianti Syakir Abdullah Hading Wayan Adi Pariarta Wiefa Aklima Putri Yofana Virgianne Yohannes Brian Saragih

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