Articles
<![CDATA[DATA MINING PENILAIAN KINERJA KARYAWAN UPI CONVENTION GROUP MENGGUNAKAN BAYESIAN CLASSIFIER ]]>
<![CDATA[Eka Praja Wiyata Mandala]]>;
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Dewi Eka Putri]]>
<![CDATA[ Sebatik Vol 23 No 1 (2019): JUNI 2019 ]]>
Publisher : <![CDATA[STMIK Widya Cipta Dharma ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (274.154 KB)
<![CDATA[Kinerja merupakan tingkat berhasilnya seorang karyawan dalam periode tertentu ketika melaksanakan pekerjaannya berupa standar dari hasil kerja dan target yang sudah dicapai. Kinerja biasa juga disebut dengan prestasi kerja yang merupakan gabungan dari kemampuan dari seorang karyawan, usaha yang dilakukannya dan kesempatan yang bisa dinilai dari semua hasil kerjanya. Penilaian kinerja karyawan harus dilakukan pada semua bidang usaha yang melibatkan karyawan didalamnya, termasuk UPI Convention Group sebagai pengelola gedung pertemuan dan penyedia fasilitas untuk menunjang semua kegiatan yang dilakukan di gedung tersebut. UPI Convention Group memiliki karyawan tetap yang ditempatkan pada dua gedung yang dikelola yaitu UPI Exhibition Hall dan UPI Convention Center. Padatnya kegiatan yang dilakukan pada kedua gedung tersebut, diantaranya adalah acara pernikahan, seminar, pertemuan dan kegiatan lainnya membuat pihak manajemen UPI Convention Group mempunyai masalah dengan kinerja karyawan mereka yang dirasakan tidak stabil, kadang kinerja mereka bagus, kadang kurang bagus. Karena masalah ini, maka diperlukan sebuah aplikasi pendukung untuk melakukan penilaian kinerja karyawan di UPI Convention Group, dimana aplikasi ini dibuat menggunakan pendekatan data mining dengan metode bayesian classifier untuk menentukan nilai probabilitas dari masing-masing kriteria penilaian. Hasilnya sangat membantu manajemen UPI Convention Group dalam proses penilaian kinerja karyawan berdasarakan kriteria-kriteria yang sudah ditentukan.]]>
<![CDATA[DATA MINING PEMBERIAN REWARD PADA KARYAWAN UPI CONVENTION GROUP MENGGUNAKAN NEAREST NEIGHBOR ]]>
<![CDATA[Eka Praja Wiyata Mandala]]>;
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Dewi Eka Putri]]>
<![CDATA[ Sebatik Vol 24 No 1 (2020): Juni 2020 ]]>
Publisher : <![CDATA[STMIK Widya Cipta Dharma ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Reward bisa diartikan sebagai penghargaan atau hadiah, merupakan sesuatu yang diberikan oleh perusahaan kepada karyawan dengan tujuan agar karyawan menjadi senang, bisa lebih giat bekerja, semangat dalam melakukan pekerjaan dan bisa lebih rajin dalam bekerja. Bisa dikatakan reward bisa menjadi salah satu bentuk motivasi yang dilakukan oleh perusahaan untuk meningkatkan kualitas sumber daya manusia. UPI Convention Group merupakan salah satu bentuk bisnis dalam hal penyedia gedung dan fasilitas untuk kegiatan seperti pernikahan, seminar dan berbagai pertemuan lainnya. UPI Convention Group membawahi dua gedung yaitu UPI Convention Center dan UPI Exhibition Hall. Sangat banyaknya kegiatan yang dilakukan membuat banyaknya karyawan yang dibutuhkan untuk bisa memenuhi kebutuhan untuk setiap kegiatan. Selain mempunyai karyawan tetap, UPI Convention Group juga biasanya menerima siswa dari SMK untuk magang dan ditugaskan untuk membantu acara pernikahan yang dilakukan di gedung tersebut. Karena banyaknya karyawan, maka diperlukan sebuah sistem penunjang untuk pemberian reward. Sistem dikembangkan dengan pendekatan data mining dengan menggunakan metode nearest neighbor untuk mendapatkan nilai similarity ksus baru dengan kasus sebelumnya. Hasil penelitian ini adalah aplikasi data mining yang diimplementasikan menggunakan media web.]]>
<![CDATA[The Effect of Usefulness, Ease of Use, Risk, and Trust to Behavioral Intention in the Use of Internet Banking ]]>
<![CDATA[Robino Indan]]>;
<![CDATA[Rio Andika]]>;
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Robby Darma]]>
<![CDATA[ UPI YPTK Journal of Business and Economics Vol. 1 No. 1 (2016): May 2016 ]]>
Publisher : <![CDATA[Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Putra Indonesia YPTK ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35134/jbe.v1i1.6
<![CDATA[Recently information technology is one of the vital elements in human daily activity supports. One example of information technology measurement is based on the Technology Acceptance Model (TAM), which is an information system that shows how users come to accept and use the technology. Usefulness and Ease of Use are the main reasons that would predispose a person to use such technology. The TAM is also applied to the use of Internet Banking, but there are some more factors that will affect the Behavior Intention in using the Internet Banking including Risk and Trust. The aim of this study is to prove the hypothesis of the variables that affect the Behavior Intention. Research variables were measured using a questionnaire that is processed with SPSS software. The results showed that the four variables studied positive influence on Behavior Intention in the use of Internet Banking.]]>
<![CDATA[The Effect of Leadership Style and Human Resources Development on Employee Performance with Job Satisfaction as Intervening Variable ]]>
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Ramdani Bayu Putra]]>;
<![CDATA[Joko Purwanto]]>;
<![CDATA[Hasmaynelis Fitri]]>
<![CDATA[ UPI YPTK Journal of Business and Economics Vol. 6 No. 1 (2021): January 2021 ]]>
Publisher : <![CDATA[Lembaga Penelitian dan Pengabdian Kepada Masyarakat Universitas Putra Indonesia YPTK ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35134/jbe.v6i1.41
<![CDATA[This study aims to determine how much influence leadership style, human resource development has on employee performance at the Mukomuko district social service with job satisfaction as an intervening variable. Methods of collecting data through surveys and questionnaires. The analytical method used is validity and reliability test, multiple linear analysis, hypothesis testing using F test and t test. The total respondents in this study amounted to 55 respondents. Based on the research obtained based on the partial test (t test) obtained: (a) Leadership style has a positive and significant effect on job satisfaction. (b) human resource development has a positive and significant effect on job satisfaction. (c) Leadership style has a positive and significant effect on employee performance. (d) human resource development has a positive and significant effect on employee performance. (e) job satisfaction has a positive and significant effect on employee performance. Then the results of the coefficient of determination 0.592 or 59.2% this shows that the percentage of the contribution of the independent variable leadership style and human resource development to job satisfaction is 0.408 or 40.8 is influenced by variables outside the study while the second equation is 0.720 or 72.0% this shows that the percentage of the contribution of the independent variables of leadership style, human resource development and job satisfaction to the dependent variable of employee performance (Y) is 0.720 or 72, 0%. While the rest is 0.280 or 28.0% influenced by other variables outside of this study.]]>
<![CDATA[MEMPERSIAPKAN SDM HANDAL DALAM MENGHADAPI SMART SOCIETY 5.0 PADA SANTRI RAHMATAN LIL’ALAMIN INTERNATIONAL ISLAMIC BOARDING SCHOOL ]]>
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Neni Sri Wahyuni Nengsi]]>;
<![CDATA[Ai Elis Karlinda]]>
<![CDATA[ Community Development Journal : Jurnal Pengabdian Masyarakat Vol. 3 No. 2 (2022): Volume 3 Nomor 2 Tahun 2022 ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.31004/cdj.v3i2.5216
<![CDATA[Teknologi semakin berkembang seiring berjalannya waktu yang ditandai dengan adanya revolusi industri 1.0 sampai dengan revolusi industri 4.0. Seiring dengan perkembangan teknologi ini mengakibatkan pola perilaku sosial masyarakat (society) mengalami perubahan. Hal ini terbukti dari yang awalnya setiap perilaku masyarakat hanya berpusat pada pemenuhan kebutuhan masyarakat saja tanpa ada pengaruh teknologi, namun saat ini setiap tatanan kehidupan dan kebutuhan masyarakat akan berpusat pada manusia dan berbasis pada teknologi. Saat ini perkembangan society sudah berada pada level society 5.0. Pada hakikatnya, mau tidak mau Indonesia akan memasuki era society 5.0 terkhusus pada santri di kalangan siswa siswi RLA IIBS (Rahmatan Lil ‘Alamin International Islamic Boarding School), sehingga bagaimanapun caranya Indonesia harus mampu jika memasuki era tersebut dengan cara melakukan evaluasi terhadap proses pembelajaran dari tingkat yang paling rendah hingga tingkat perguruan tinggi, serta mengubah kurikulum sesuai dengan kebutuhan pasar agar terciptanya SDM yang unggul dan berdaya saing agar mampu menghadapi Era Society 5.0.]]>
<![CDATA[Perceived organizational support as key success factor to improve employee performance besides organization commitment and organizational citizenship behavior ]]>
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Tiara Puspa]]>
<![CDATA[ Jurnal Manajemen dan Pemasaran Jasa Vol. 15 No. 2 (2022): September ]]>
Publisher : <![CDATA[Lembaga Penerbit Fakultas Ekonomi dan Bisnis ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[This research aims to investigate and demonstrate the impact of perceived organizational support and organizational commitment on organizational citizenship behavior and the performance of university lecturers. The object of research is a lecturer who serves at a private university located in West Sumatra. The effects and implications that were analyzed and proven in this study were carried out partly or jointly. The descriptive and verification approach was employed with a sample of 320 respondents, and the data analysis method was the SEM (Structural Equation Modeling) method utilizing the Lisrel Program. According to the study's findings, perceived organizational support and organizational commitment have a positive and significant effect on organizational citizenship behavior. It was discovered that perceived organizational support, organizational commitment, and organizational citizenship behavior have a positive and significant impact on lecturer performance. This study concluded and indicated that it is required to incorporate perceived organizational support that benefits employees, organizational commitment, and organizational citizenship behavior to increase employee performance. Further research suggested the influence and impact of other variables not only from the individual perception but also from the level of team and organization.]]>
<![CDATA[EFFECT OF KNOWLEDGE MANAGEMENT AND TALENT MANAGEMENT ON EMPLOYEE PERFORMANCE WITH JOB SATISFACTION AS INTERVENING VARIABLE ]]>
<![CDATA[Sitti Rizki Mulyani]]>;
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Rio Andhika Putra]]>;
<![CDATA[Vicky Brama Kumbara]]>;
<![CDATA[Yulanda Putri]]>
<![CDATA[ Jurnal Ipteks Terapan (Research Of Applied Science And Education ) Vol. 16 No. 2 (2022): Jurnal Ipteks Terapan (Research Of Applied Science And Education) ]]>
Publisher : <![CDATA[Lembaga Layanan Pendidikan Tinggi Wilayah X ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (1044.534 KB)
|
DOI: 10.22216/jit.v%vi%i.1060
<![CDATA[Background: This study aims to examine how much influence knowledge management and talent management have on the performance of general bureau employees at the West Sumatra Governor's Office with job satisfaction as an intervening variable. Method: collecting data by distributing questionnaires, with a sample of 60 respondents. The analytical method used is SMART PLS 3.0. Result: results of this study are (I) Knowledge management has a positive and significant effect on job satisfaction. (II) Talent management has a positive and significant effect on job satisfaction. (III) Knowledge management has a positive and significant effect on employee performance. (IV) Talent management has a positive and non-significant effect on employee performance. (V) job satisfaction has a positive and significant effect on employee performance. (VI) Knowledge management has a positive and significant effect on employee performance through job satisfaction. (VII) Talent management has a positive and insignificant effect on employee performance through job satisfaction. Conclution: contribution of knowledge management and talent management variables to employee performance is 5%. The contribution of knowledge management and talent management variables to job satisfaction is 86%.]]>
<![CDATA[ASSESSMENT OF HUMAN RESOURCE MANAGEMENT PERFORMANCE IN HIGHER EDUCATION WITH INFORMATION SYSTEMS ]]>
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Sitti Rizky Mulyani]]>;
<![CDATA[Rio Andhika Putra]]>;
<![CDATA[Hanna Pratiwi]]>;
<![CDATA[Vicky Brama Kumbara]]>
<![CDATA[ Jurnal Ipteks Terapan Vol. 17 No. 2 (2023): Jurnal Ipteks Terapan ]]>
Publisher : <![CDATA[Lembaga Layanan Pendidikan Tinggi Wilayah X ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.22216/jit.v17i2.2283
<![CDATA[Human resources (HR), consisting of teaching staff and supporting staff in tertiary institutions, are in a very strategic position because they have a direct influence on the learning process, the quality of degrees and competitive product models. The effectiveness of actions in the teaching and learning process and improving the academic atmosphere are strongly influenced by quality standardization and quality assurance that are appropriate for universities to implement, one of which is human resources (HR). . The prerequisite for the correct implementation of higher education personal quality assurance is the existence of an accurate database that can be used in every decision-making process. Therefore, an information system must be developed to ensure the quality of higher education human resources. This personal quality assurance information system can work to facilitate higher education quality assurance, so that the quality assurance process can be carried out through networks and databases, management information systems and integrated support. decision support system. The stages of this information system design include requirements analysis, process modeling design, software requirements analysis and design]]>
<![CDATA[Study on teacher performance determinants ]]>
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Sitti Rizki Mulyani]]>;
<![CDATA[Rio Andhika Putra]]>;
<![CDATA[Neni Sri Wayuni Ningsih]]>;
<![CDATA[Vicky Brama Kumbara]]>
<![CDATA[ JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 8, No 3 (2022): JPPI (Jurnal Penelitian Pendidikan Indonesia) ]]>
Publisher : <![CDATA[Indonesian Institute for Counseling, Education and Theraphy (IICET) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.29210/020221851
<![CDATA[The objective of this research was to see how salary, leadership support, and work-life balance affected teacher effectiveness. The non-probability sampling approach was applied, as well as a purposive sampling strategy. A total of 150 instructors from Padang City, West Sumatra, were employed in this study. SEM and AMOS 24.0 software were utilized in this study's analysis. Compensation has a considerable impact on teacher performance, according to the findings. Teachers' salary has a huge impact on their work-life balance. Support from leaders has a huge impact on teachers' work-life balance. Support from leaders has a substantial impact on teacher performance. Teachers' performance is unaffected by work-life balance. Compensation and leader support have a significant effect on teacher performance, compensation and leader support have a significant effect on work-life balance, and work-life balance has no significant effect on teacher performance, according to the results of this study. Various disputes and challenges will occur as a result of striking a balance between the "work" and "non-work" domains, which must be addressed by persons with families. Work-life balance cannot increase an employee's effectiveness at work. Employees that are able to manage their work and personal life may not necessarily perform better.]]>
<![CDATA[Perceived organizational support as key success factor to improve employee performance besides organization commitment and organizational citizenship behavior ]]>
<![CDATA[Muhammad Ridwan]]>;
<![CDATA[Tiara Puspa]]>
<![CDATA[ Jurnal Manajemen dan Pemasaran Jasa Vol. 15 No. 2 (2022): September ]]>
Publisher : <![CDATA[Lembaga Penerbit Fakultas Ekonomi dan Bisnis ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[This research aims to investigate and demonstrate the impact of perceived organizational support and organizational commitment on organizational citizenship behavior and the performance of university lecturers. The object of research is a lecturer who serves at a private university located in West Sumatra. The effects and implications that were analyzed and proven in this study were carried out partly or jointly. The descriptive and verification approach was employed with a sample of 320 respondents, and the data analysis method was the SEM (Structural Equation Modeling) method utilizing the Lisrel Program. According to the study's findings, perceived organizational support and organizational commitment have a positive and significant effect on organizational citizenship behavior. It was discovered that perceived organizational support, organizational commitment, and organizational citizenship behavior have a positive and significant impact on lecturer performance. This study concluded and indicated that it is required to incorporate perceived organizational support that benefits employees, organizational commitment, and organizational citizenship behavior to increase employee performance. Further research suggested the influence and impact of other variables not only from the individual perception but also from the level of team and organization.]]>
