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All Journal The Management Journal of Binaniaga Jurnal Ilmiah Binaniaga
Dedy Mulyadi
Sekolah Tinggi Ilmu Ekonomi Binaniaga
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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THE IMPLEMENTATION OF LOGIC FUZZY MAMDANI METHOD AS THE DECISION SUPPORT ON THE GRADUAL SELECTION OF NEW STUDENTS Dedy Mulyadi
The Management Journal of Binaniaga Vol 3, No 02 (2018): December 2018
Publisher : STIE Binaniaga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33062/mjb.v3i2.256

Abstract

Gradual selection of new students at the program of Accountancy Diplome III STIE Binaniaga Bogor thru scholarship procedure using the average method. Minimum expectation of STIE Binaniaga is that the higher the gradual selection result, the better academic performance of the students will be. Applying the average method has not indicated yet the minimum expectation required since there is still the fluctuative academic achievement of the students happened. The research aims to implement the method of logic fuzzy Mamdani accordingly in order to deterimine whether this method can be applied for each gradual selection of new students. Analytical tools have used the comparison one based on the correlation between the academic achievement and the implemention of logic fuzzy Mamdani method at the end of each selection, The correlation between the cumulative achievement index and the final result of the implemention of average method is 0.559. Correlation between the cumulative achievement index and the final result of the implementation of logic fuzzy Mamdani Method is 0.487 which is still less than 0.559. Nevertheless, the conclusion of this result is that the implementation of logic fuzzy Mamdani Method has not yet been able to replace the existing average method. Keywords: gradual selection, comparison, linear correlation, logic fuzzy Mamdani.
PENGARUH KEPEMIMPINAN DAN MOTIVASI KERJA TERHADAP KINERJA KARYAWAN DI BANK BJB SYARIAH CABANG BOGOR Dedy Mulyadi; Amanda Syafitri
Jurnal Ilmiah Binaniaga Vol 11, No 2 (2015): December 2015
Publisher : STIE Binaniaga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33062/jib.v11i2.265

Abstract

Tujuan penelitian ini adalah untuk menganalisis dan membuktikan secara empirik pengaruh kepemimpinan dan motivasi kerja terhadap kinerja karyawan pada Bank Jabar Banten Syariah Cabang Bogor. Kepemimpinan yang dimaksudkan adalah bagaimana cara pemimpin organisasi mampu mendorong, memberi ruang, hingga melibatkan karyawan. Motivasi kerja yang dimaksud di dalam penelitian ini adalah hubungan dengan rekan kerja dan atasan, seperti apa lingkungan kerja, bagaimana kesempatan meningkatkan pengetahuan dan pemberian tunjangan perusahaan/ organisasi. Kinerja di dalam penelitian ini ditekankan pada munculnya sebuah sikap dari para karyawan dalam kuantitas pekerjaan yang dihasilkan, kualitas kerja, ketepatan waktu, kehadiran dan kemampuan bersama dalam melakukan pekerjaan. Metode analisi yang digunakan dlam penelitian ini menggunakan analisis regresi berganda dengan awali dengan uji-uji asumsi klasik yang terdiri dari normalitas data, multikolinearitas, dan heterokasdisitas. Selain uji asumsi kelasik juga menggunakan uji validitas dan reliabilitas. Hasil analisis data menunjukan bahwa terdapat pengaruh positif kepemimpinan dan motivasi kerja secara bersama sama terhadap kinerja karyawan dan juga secara parsial terdapat pengaruh yang positif dan signifikan kepemimpinan terhadap kinerja karyawan, serta terdapat pengaruh motivasi terhadap kinerja karyawan pada Bank Jabar Banten Syariah Cabang Bogor. Kata Kunci: Kepemimpinan, motivasi kerja, kinerja
KAITAN PELATIHAN DALAM UPAYA MENINGKATKAN KUALITAS KERJA KARYAWAN PT BOGOR AGRO LESTARI TAHUN 2007 Dedy Mulyadi; Kartika .
Jurnal Ilmiah Binaniaga Vol 3, No 01 (2007): June 2007
Publisher : STIE Binaniaga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33062/jib.v3i01.190

Abstract

Considering the major role of human resource in achieving the company’s goal the company should provide an operational skill or knowledge directly from manager to employee’s levels. The company should give the employees a better understanding that the training is provided not only to execute the pre-determined program smoothly, but also to increase the quality of their achievement in their own field that in turn will influence their income, performance and future career planning. Comparing the statistical scores gained by the employee before and after the training proves the significant difference. After the training the score was higher (3.87%) than before the training (3.08%), which means that the training gave good impact. Other statistical computation using t – paired samples with α = 0.005 and degree of freedom (df = 29) also proved the difference where t counted (-38.445) is bigger than t table (-1.669). The training was basically aiming at formulating the expected ability from the employees to change their behavior. Such a change was formulated in terms of behavioral change and a short-term educational program by using systemic and organized procedures, so that operative employees learn technical and skill knowledge for specific purpose.
Pengaruh Penghargaan Terhadap Kinerja Karyawan pada CV. Dino Manunggal Karsa Bogor Dedy Mulyadi; Didik Purwanto
Jurnal Ilmiah Binaniaga Vol 4, No 02 (2008): December 2008
Publisher : STIE Binaniaga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33062/jib.v4i2.209

Abstract

The question of compensation in addition to sensitive to be driving someone to worl due to an effect on morale and discipline employees. Therefore , any  agency or any organization should be able to provide compensation equal to the workload  to create a workforce that efficient and effective manner can be realized. Amaore than that, the company’s goal to improve performance. Performance assessment is a subjective process that involves human judgments. Thus, performance assessment is very likely wrong and very easily influonced by sources that are not actual, so it must be taken into account and considered reasinable. Frformance appraisals are considered  to meet the target if it has a good impact on new employees who rated their performance. Simple linear regression analysis using SPSS version 12:00 data processing obtained tegression equation Y = 0,487 X 74 + with an explanation of X = award, 74 = constant, 0.487 = coefficient awards, and Y = performance based on simple linear regression equation in case of increase of one unit of the  performance award will be increased 0.487 units. If company policy negates the performance award will remain at a constant rate (74) units . (A) Test results obtained thitung significant constants of (12.574) > t table for (1.960 then reject Ho constanta significant meaning. (B) significant Test award coefficient t count the results obtained by (2.164)> t table foe (1.96) then reject Ho the mean coeffent of appreciation affect the performance . (C) correlation coefficient analysis is done by calculating the product moment corration (pearson)  to test  whether or not a strong  relationship between the variables X  dan Y , based on the results of cakculations with SPSS  table valuse obtained by calculating the  correlation coefficient r (0.3100> r on the table for a = 0,05 (0.291) then reject Ho, which means there is a relationship of respect for performance. When we enter these valuse in the table shows the interpretation of the correlation coefficient between the interval from 0.20 to 0.399 which has a low relationship
Co-Authors Amanda Syafitri Didik Purwanto Kartika .