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All Journal Ta'dib: Jurnal Pendidikan Islam SERAMBI: Jurnal Ekonomi Manajemen dan Bisnis Islam Al-Kharaj: Journal of Islamic Economic and Business Jurnal Ners Jurnal Ilmiah Al-Tsarwah Jurnal Riset Manajemen dan Bisnis Jurnal Perspektif Pembiayaan dan Pembangunan Daerah Bandung Conference Series: Business and Management International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Applied Quantitative Analysis (AQA)
Handri Handri
Faculty Of Economics And Business , Master Of Management Study Program, Universitas Islam Bandung, Tamansari 1, 40116, Bandung, Indonesia
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Law, Crime, Criminology & Criminal Justice Mathematics Medicine & Pharmacology Nursing Social Sciences Other

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How accurate is the CAPM approach compared to the Reward Beta for shares of manufacturing and mining companies in Indonesia's LQ45 Index? Handri Handri
Jurnal Perspektif Pembiayaan dan Pembangunan Daerah Vol. 11 No. 3 (2023): Jurnal Perspektif Pembiayaan dan Pembangunan Daerah
Publisher : Program Magister Ilmu Ekonomi Pascasarjana Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/ppd.v11i3.28904

Abstract

This study evaluates the efficacy of the Capital Asset Pricing Model (CAPM) and Beta Reward Model in forecasting stock returns of companies within the manufacturing and mining sectors listed on Indonesia's LQ45 index. Utilizing monthly closing stock prices from January 2010 to December 2019, the research focuses on ten companies—five from each sector—that consistently appeared in the index throughout the study period. The analysis involves a classic assumption test followed by regression analysis for each company. Key performance indicators, including R-squared, Root Mean Square Error (RMSE), and Mean Absolute Error (MAE), are employed to compare the predictive capabilities of the CAPM and Beta Reward Model. The findings indicate a systematic and superior performance of the Beta Reward Model over the CAPM in predicting stock returns in the Indonesian context. This study contributes to the existing literature on stock return prediction models and provides practical insights for investors and financial analysts in Indonesia.
Analisis Strategi Peningkatan Mutu Layanan Dengan Pendekatan Soar (Studi pada Poliklinik Gigi Umum Rumah Sakit Gigi dan Mulut Unjani Cimahi) Hanii Ammariia; Ima Amaliah; Handri Handri
Jurnal Ners Vol. 9 No. 4 (2025): OKTOBER 2025
Publisher : Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/jn.v9i4.50696

Abstract

Penurunan jumlah kunjungan pasien Poliklinik Gigi Umum Rumah Sakit Gigi dan Mulut (RSGM) Unjani Cimahi menunjukkan perlu upaya strategis dalam meningkatkan mutu layanan kesehatan. Penelitian ini bertujuan untuk menganalisis kekuatan, peluang, aspirasi, dan hasil yang dapat dijadikan dasar strategi peningkatan mutu layanan menggunakan pendekatan Strengths, Opportunities, Aspirations, Results (SOAR). Penelitian ini menggunakan mix method dengan teknik pengumpulan data melalui kuesioner, wawancara, dan dokumentasi. Hasil penelitian menunjukkan bahwa kekuatan utama poliklinik gigi umum meliputi kualitas sumber daya manusia, fasilitas, serta profesionalitas pelayanan. Peluang strategis terletak pada kerja sama dengan pihak ketiga, meningkatnya kebutuhan masyarakat, dan potensi pasar yang luas. Aspirasi institusi mencakup pengembangan layanan digital dan promosi berbasis kebutuhan pasien. Faktor hasil adalah peningkatan efektivitas proses dan kepuasan pelanggan. Berdasarkan hasil analisis SOAR dan matriks QSPM, diperoleh dua strategi utama, yaitu SR 1 (Strengths–Results) yang berfokus pada pemanfaatan kekuatan internal seperti fasilitas yang lengkap dan tenaga profesional untuk mempercepat implementasi sistem informasi pelayanan berbasis digital, serta OR 1 (Opportunities–Results) yang menekankan pemanfaatan peluang kerja sama dan peningkatan pasar untuk menghasilkan layanan rawat jalan yang efisien dan terintegrasi secara online. Kedua strategi ini menjadi prioritas dalam merancang perbaikan mutu layanan secara berkelanjutan dan hasil nyata.
A Survey-Based Multiple Regression Analysis of Recruitment, Selection, and Employee Performance at Al-Muhajirin Foundation Purwakarta Deden Miftahul Falah; Tasya Aspiranti; Handri Handri
Applied Quantitative Analysis Vol. 6 No. 2 (2026): July - Descember Issue
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/quant.4403

Abstract

Human resource quality is a critical issue for education organizations because teaching, administration, and institutional service quality depend on placing employees in roles aligned with their competencies. This survey-based quantitative study examines statistical associations among recruitment, selection, and employee performance in an Islamic education foundation in Purwakarta, Indonesia. The study used a descriptive-verificative design and multiple linear regression to examine two staffing predictors and one performance outcome. Data were collected via a structured questionnaire administered to 151 employees selected from a population of 491 using proportional stratified random sampling. Respondents were proportionally allocated across education/work-unit strata and randomly selected from the eligible employee list within each stratum. Recruitment, selection, and employee performance were measured with Likert-type indicators adapted from human resource management and performance literature. Instrument testing showed acceptable item validity and internal consistency, although the reliability values for selection and employee performance were marginal and were interpreted cautiously. Descriptive results indicate that recruitment was generally good but weakest in transparency; selection was generally good but weakest in objectivity; and employee performance was generally good but weakest in work quantity. Regression results indicate that recruitment was positively but not significantly associated with employee performance (B = 0.145; p = 0.088), whereas selection was positively and significantly associated with employee performance (B = 0.349; p < 0.001). Recruitment and selection jointly explained 29.7% of the variance in employee performance. The findings are interpreted as statistical associations rather than causal effects because the design was cross-sectional and self-reported.
Co-Authors Ahmad Syaichoni Deden Gandana Madjakusumah Deden Miftahul Falah Dedih Surana Dellia Meitiofani Hamzah Devi Rahmawati Firda Ridhayanti Frisca Tri Aprilah Hanii Ammariia Ilham Quddus Ramadani Ima Amaliah Isti Khairani M Munir Asrori Muhardi Muhardi Nabiel Karamy Nadia Meirani Nanda Surya Pratama Nandang Ihwanuddin Nandang Ihwanudin Raden Bhatara Didjaya Prawirawinata Rizka Estisia Pratiwi Siti Nurul Azizah Sri Suwarsi Susilo Setiyawan Tasya Aspiranti Udin Saripudin