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Kolaborasi Pendampingan Penyusunan Daftar Catatan Pembayaran Lembur Karyawan Tirta Hita Buleleng Budiasni, Ni Wayan Novi; Noval, I Made Mai; Oktaviani, Kadek Clara; Ningsih, Luh Kartika; Ayuni, Ni Made Sri
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 2 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v5i2.4750

Kegiatan pendampingan ini merupakan kegiatan kolaborasi mahasiswa magang, dosen dan pihak perusahaan Perumda Tirta Hita Buleleng yang dilaksanakan sejak 24 Juli 2023 hingga 23 September 2023. Kendala yang dihadapi ialah pihak perusahaan membutuhkan pendampingan terhadap staff dalam melakukan rekapitulasi data lembur karyawan. Sebab, selama ini masih terdapat kelemahan dan kurang tepatnya pelaporan rekapitulasi data lembur yang dibuat. Kebetulan mahasiswa yang magang terkonsentrasi pada SDM dan Manajemen Keuangan. Selain mahasiswa kami belajar, mahasiswa kami juga mencari pengalaman memecahkan masalah langsung terjun di perusahaan. Metode pendampingan dilaksanakan dengan metode pelatihan, bimbingan, dan pengecekan atau penyesuaian kembali dengan prosedur. Hasil yang diperoleh setelah dilaksanakan pendampingan ialah adanya peningkatan kualitas laporan rekapitulasi lembur karyawan, yang awalnya kurang akurat, kini telah lebih disesuaikan dengan regulasi yang ada.

Pemberdayaan UMKM Tara Cakes Dalam Upaya Proses Peningkatan Manajemen Sumber Daya Manusia Artini, Tri; Ningsih, Luh Kartika; Gautama, Anak Agung Ngurah Restu
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 6 (2025): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i6.9529

UMKM memiliki peran strategis penting dalam mendorong pertumbuhan ekonomi di Indonesia. Namun, banyak UMKM yang menghadapi permasalahan manajemen sumber daya manusia (MSDM), khususnya dalam hal kebersihan dan produktivitas kerja. Penelitian ini bertujuan untuk memberikan solusi terhadap permasalahan MSDM di UMKM Tara Cakes Singaraja melalui kegiatan pembinaan dan pelatihan yang dilaksanakan dalam rangka Pengabdian Kepada Masyarakat(PKM). Metode yang digunakan adalah observasi, wawancara, dan pelatihan langsung kepada pemilik serta karyawan. Hasil kegiatan menunjukkan adanya peningkatan kesadaran dan penerapan kebersihan dalam proses produksi serta pemahaman terhadap analisis kebutuhan tenaga kerja. Dengan penerapan manajemen SDM yang baik, UMKM Tara Cakes dapat meningkatkan kualitas produk, pelayanan, dan daya saing dalam usaha.

Strategi Retensi Generasi Z melalui Literasi Digital dan Kepemimpinan Adaptif: Studi pada UMKM Banyuwangi Ni Kadek Yuliandari; Kurnia Riesty Utami; Moh. Fahrurrozi; Luh Kartika Ningsih
Ekuitas: Jurnal Pendidikan Ekonomi Vol. 14 No. 1 (2026)
Publisher : Fakultas Ekonomi Universitas Pendidikan Ganesha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/ekuitas.v14i1.103889

Digital transformation and workforce demographic changes have created new challenges in human resource management, particularly regarding the retention of Generation Z in the Micro, Small, and Medium Enterprises (MSMEs) sector. Generation Z, as digital natives, possesses advantages in utilizing technology; however, they often encounter obstacles such as limited formal training, inadequate digital infrastructure, and high expectations for leadership styles. This study aims to explore the role of digital literacy and adaptive leadership in sustaining Generation Z retention within MSMEs in Banyuwangi. The research employed a qualitative descriptive approach with a purposive sampling technique involving 30 informants, consisting of Generation Z employees (aged 18–29 years) and MSME owners in the culinary, handicraft, and service sectors. Data were collected through in-depth interviews, participatory observations, focus group discussions, and secondary document analysis, and then analyzed using thematic analysis with source and method triangulation to ensure data credibility. The findings identified four main themes: (1) digital literacy of Generation Z, (2) adaptive leadership styles, (3) dynamics of Generation Z retention, and (4) the integration of digital literacy and adaptive leadership as a retention strategy. The results indicate that digital literacy enhances Gen Z’s contribution to digital marketing and e-commerce, while adaptive leadership characterized by flexibility and support strengthens their organizational loyalty. The integration of these two aspects produces a contextual retention strategy that can reduce turnover risks and improve MSME competitiveness.

Strategi Retensi Generasi Z melalui Literasi Digital dan Kepemimpinan Adaptif: Studi pada UMKM Banyuwangi Ni Kadek Yuliandari; Kurnia Riesty Utami; Moh. Fahrurrozi; Luh Kartika Ningsih
Ekuitas: Jurnal Pendidikan Ekonomi Vol. 14 No. 1 (2026)
Publisher : Fakultas Ekonomi Universitas Pendidikan Ganesha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23887/ekuitas.v14i1.103889

Digital transformation and workforce demographic changes have created new challenges in human resource management, particularly regarding the retention of Generation Z in the Micro, Small, and Medium Enterprises (MSMEs) sector. Generation Z, as digital natives, possesses advantages in utilizing technology; however, they often encounter obstacles such as limited formal training, inadequate digital infrastructure, and high expectations for leadership styles. This study aims to explore the role of digital literacy and adaptive leadership in sustaining Generation Z retention within MSMEs in Banyuwangi. The research employed a qualitative descriptive approach with a purposive sampling technique involving 30 informants, consisting of Generation Z employees (aged 18–29 years) and MSME owners in the culinary, handicraft, and service sectors. Data were collected through in-depth interviews, participatory observations, focus group discussions, and secondary document analysis, and then analyzed using thematic analysis with source and method triangulation to ensure data credibility. The findings identified four main themes: (1) digital literacy of Generation Z, (2) adaptive leadership styles, (3) dynamics of Generation Z retention, and (4) the integration of digital literacy and adaptive leadership as a retention strategy. The results indicate that digital literacy enhances Gen Z’s contribution to digital marketing and e-commerce, while adaptive leadership characterized by flexibility and support strengthens their organizational loyalty. The integration of these two aspects produces a contextual retention strategy that can reduce turnover risks and improve MSME competitiveness.

Peningkatan Kinerja Pegawai melalui Penerapan Manajemen Talenta (Improving Employee Performance through the Application of Talent Management) Luh Kartika Ningsih; Ni Nyoman Nathania Vighnasvari; AAN. Eddy Supriyadinata Gorda; Ni luh Putu Eka Yudi Prastiwi
Akutansi Bisnis & Manajemen ( ABM ) Vol 33 No 1 (2026): April
Publisher : STIE Malangkucecwara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35606/jabm.v33i1.1638

The purpose of this study was to examine the impact of talent management and human resource quality on employee performance at LPDs in Sawan District. The method used in this research is quantitative. The research data was collected through filling out 88 questionnaires distributed to respondents. In this study researchers used SmartPLS to analyze the data. The results prove that talent management has a positive and significant effect on employee performance. Talent management has a positive and significant effect on the quality of human resources. The quality of human resources has a positive and significant effect on employee performance. Talent management has a positive and significant effect on employee performance through the quality of human resources.

Kolaborasi Pendampingan Penyusunan Daftar Catatan Pembayaran Lembur Karyawan Tirta Hita Buleleng Ni Wayan Novi Budiasni; I Made Mai Noval; Kadek Clara Oktaviani; Luh Kartika Ningsih; Ni Made Sri Ayuni
Community Engagement and Emergence Journal (CEEJ) Vol. 5 No. 2 (2024): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v5i2.4750

Kegiatan pendampingan ini merupakan kegiatan kolaborasi mahasiswa magang, dosen dan pihak perusahaan Perumda Tirta Hita Buleleng yang dilaksanakan sejak 24 Juli 2023 hingga 23 September 2023. Kendala yang dihadapi ialah pihak perusahaan membutuhkan pendampingan terhadap staff dalam melakukan rekapitulasi data lembur karyawan. Sebab, selama ini masih terdapat kelemahan dan kurang tepatnya pelaporan rekapitulasi data lembur yang dibuat. Kebetulan mahasiswa yang magang terkonsentrasi pada SDM dan Manajemen Keuangan. Selain mahasiswa kami belajar, mahasiswa kami juga mencari pengalaman memecahkan masalah langsung terjun di perusahaan. Metode pendampingan dilaksanakan dengan metode pelatihan, bimbingan, dan pengecekan atau penyesuaian kembali dengan prosedur. Hasil yang diperoleh setelah dilaksanakan pendampingan ialah adanya peningkatan kualitas laporan rekapitulasi lembur karyawan, yang awalnya kurang akurat, kini telah lebih disesuaikan dengan regulasi yang ada.

Career Development as a Mediator of the Relationship Between Education Level, Competence, and Employee Performance Luh Kartika Ningsih; Komang Trisna Suria Noviantini; A.A.N Eddy Supriyadinata Gorda; Ni Luh Putu Eka Yudi Prastiwi
International Journal of Economics Development Research (IJEDR) Vol. 6 No. 6 (2025): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v6i6.6368

This study aims to determine the effect of education level and competence on employee performance with career development as an intervening variable at Perumda Air Minum Tirta Hita Buleleng. This study uses a quantitative approach, and the sample used is 77 employees. The sample collection method uses proportional random sampling techniques. Data collected used questionnaires. The data analysis technique used SEM PLS. The results showed that education level affected career development, competence affected career development, education level affected employee performance, competence affected employee performance, career development affected employee performance, education level affected employee performance through career development, and competence affected employee performance through career development at Perumda Air Minum Tirta Hita Buleleng

Work Ethic, Organizational Culture, and Employee Performance: A Mediated Framework of Job Satisfaction in Local Government Institutions Luh Kartika Ningsih; Ni Luh Putu Reny Prajna Dewi; A.A.N. Eddy Supriyadinata Gorda; Komang Ary Pratiwi
International Journal of Economics Development Research (IJEDR) Vol. 6 No. 6 (2025): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v6i6.6519

This study examines the influence of work ethic and organizational culture on employee performance, with job satisfaction serving as an intervening variable. A quantitative research design was employed, and data were collected through questionnaires administered to 140 employees at the Department of Culture of Buleleng Regency. The results indicate that both work ethic and organizational culture significantly affect employee performance and job satisfaction. Furthermore, job satisfaction functions as a mediating variable that strengthens the relationship between work ethic, organizational culture, and employee performance. The findings underscore that a strong work ethic is positively associated with higher job satisfaction, while a supportive organizational culture—characterized by cooperation and open communication—also contributes to increased satisfaction. Additionally, both organizational culture and work ethic directly enhance employee performance, highlighting the importance of motivation and a positive work environment. Overall, the study emphasizes the critical role of fostering a constructive organizational climate to improve employee satisfaction and performance.

Implementation Of Tri Hita Karana Culture and Corporate Social Responsibility (CSR) Through Organizational Commitment to Improve Organizational Performance at PERUMDA Air Minum Tirta Hita Buleleng Luh Kartika Ningsih; I Nyoman Ananda Raghu Natha; Ni Luh Putu Eka Yudi Prastiwi; Anak Agung Ngurah Eddy Supriyadinata Gorda
International Journal of Management Science and Information Technology Vol. 6 No. 2 (2026): July - December 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v6i2.8105

This study examines the effects of Tri Hita Karana culture and Corporate Social Responsibility (CSR) on organizational performance through organizational commitment at Perumda Air Minum Tirta Hita Buleleng. A quantitative approach was employed, with data collected through questionnaires from 178 employees. Data were analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) with SmartPLS 4. The findings reveal that Tri Hita Karana culture significantly affects organizational commitment and organizational performance. Similarly, CSR significantly affects organizational commitment and organizational performance. However, organizational commitment does not significantly affect organizational performance. Furthermore, organizational commitment does not significantly mediate the effects of Tri Hita Karana culture or CSR on organizational performance. These findings indicate that Tri Hita Karana culture and CSR contribute directly to organizational performance, while organizational commitment alone may not be sufficient to translate these values and practices into improved performance. The study highlights the importance of strengthening systems for sustainable organizational performance.

The Role of Work Motivation and Organizational Culture in Mediating the Effect of Asta Brata-Based Leadership Style on Employee Performance in Village-Owned Enterprises (BUMDes) in Buleleng District Kadek Harum Mawar Sari; Luh Kartika Ningsih; Ni Luh Putu Eka Yudi Prastiwi; Anak Agung Ngurah Eddy Supriyadinata Gorda
International Journal of Management Science and Information Technology Vol. 6 No. 2 (2026): July - December 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v6i2.8150

In Buleleng District, Village-Owned Enterprises (BUMDes) use a leadership style based on Asta Brata to inspire their workers to give their best. The purpose of this study is to identify the mediating roles of work motivation and organizational culture in the relationship between Asta Brata-based leadership style and employee performance. The study was motivated by the crucial role of leadership in enhancing human resource quality through leadership values rooted in local wisdom. A quantitative causal design was applied to 70 BUMDES employees in Buleleng District, selected through saturation sampling. Data were collected using a structured questionnaire and analyzed with SEM-PLS in SmartPLS 4. The results show that the Asta Brata-based leadership style positively and significantly affects employee performance, work motivation, and organizational culture. Work motivation significantly influences performance, whereas organizational culture does not. Mediation analysis confirms that work motivation mediates the relationship between Asta Brata-based leadership style and employee performance, while organizational culture does not. These findings indicate that leadership practices grounded in local wisdom and capable of strengthening employee motivation are important for improving performance in BUMDes.

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