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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Mirai Management Jurnal EMT KITA Syntax Literate: Jurnal Ilmiah Indonesia Jurnal SOLMA JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi) Jesya (Jurnal Ekonomi dan Ekonomi Syariah) YUME : Journal of Management Maker: Jurnal Manajemen Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) Arus Jurnal Sosial dan Humaniora ProBisnis : Jurnal Manajemen Journal of Comprehensive Science JURNAL ILMU MANAJEMEN SABURAI (JIMS) Jurnal Pengabdian Masyarakat Bhinneka JURNAL TUNAS PENDIDIKAN Golden Ratio of Data in Summary Economics and Business Journal Journal of Artificial Intelligence and Digital Business Innovative: Journal Of Social Science Research
Odaligoziduhu Halawa
Sekolah Tinggi Ilmu Ekonomi Pembangunan Nasional, Sumatra, Indonesia
Religion Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Other

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Pengaruh Manajemen Konflik terhadap Kinerja Karyawan pada Perusahaan PT. Citra Keluarga Baru Halawa, Odaligoziduhu; de Oliveira, Emeliano Maria Gusmão
Syntax Literate Jurnal Ilmiah Indonesia
Publisher : CV. Ridwan Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (670.637 KB) | DOI: 10.36418/syntax-literate.v6i2.5021

Abstract

Konflik merupakan suatu kondisi dan situasi terjadinya ketidakcocokan antara nilai atau tujuan yang ingin dicapai, baik yang ada dalam diri individu maupun dalam hubungannya dengan orang lain serta dengan berbagai lingkungan dia berada. Dalam berjalannya aktivitas PT. Citra Keluarga Baru akan diperhadapkan pada perbedaan latar belakang, pendapat dan pandangan dari beberapa pihak, baik internal maupun eksternal perusahaan. Manajer PT. Citra Keluarga Baru memiliki cara tersendiri yang dapat disesuaikan dengan situasi yang terjadi dilapangan ketika munculnya indikasi sebuah perbedaan pendapat dan konflik dengan sebuah tujuan agar aktivitas perusahaan serta kinerja dari pada karyawan dan perusahaan tidak terganggu. Bagaimana sebuah manajemen konflik dapat memberikan pengaruhnya terhadap kinerja khususnya karyawan pada PT. Citra Keluarga Baru. Penelitian ini dilakukan untuk menjawabnya. Dengan menjadikan manajer dan karyawan pada PT. Citra Keluarga Baru. sebagai subjek penelitian dan merupakan sampel dalam penelitian ini yang berjumlah 19 orang. Metode yang dipergunakan dalam penelitian ini adalah metode penelitian kuantitatif, dimana data yang dikumpulkan dengan menggunakan kuisioner. Dari perhitungan koefisien determinan diperoleh besar kontribusi variabel manajemen konflik terhadap kinerja karyawan pada PT. Citra Keluarga Baru adalah sebesar 39,06%. Dan dapat disimpulkan bahwa manajemen konflik berpengaruh terhadap kinerja karyawan khususnya pada PT. Citra Keluarga Baru.
PERAN MUTASI DALAM PENGEMBANGAN KARIR PEGAWAI PADA KANTOR CAMAT LOLOFITU MOI KABUPATEN NIAS BARAT Zai, Junlifes; Abadi Mendrofa, Syah; Mendrofa, Yupiter; Halawa, Odaligoziduhu
Jurnal Tunas Pendidikan Vol. 7 No. 1 (2024): JURNAL TUNAS PENDIDIKAN
Publisher : LPPM Universitas Muhammadiyah Muara Bungo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52060/pgsd.v7i1.1677

Abstract

This research aims to find out how the implementation and impact of mutations at the Lolofitu Moisub-district office, employee career development and factors inhibiting employee career developmentat the Lolofitu Moi sub-district office. It was found that several employees had held the same positionfor a long time without any transfer or promotion in recent years. This could lead to boredom becausethey were stuck in the same routine and did not experience adequate career development. This research uses qualitative research methods, conducting in-depth interviews with employees at the Lolofitu Moi District Office. The results of the research show that the implementation of transfers at the Lolfitu Moi sub-district office is still not effective, where there are still several employees who have not been transferred in the last few years. The implementation of the transfer has had a positive impact on employees at the Lolofitu Moi sub-district office. Employee career development at the Lolfitu Moi sub-district office involves strategies, namely performance evaluation, training, transfers and promotions. However, there are several obstacles, namely limitations in training and promotion opportunities which depend on agency policies and quotas.
ANALISIS PENGEMBANGAN PEGAWAI PADA DINAS PARIWISATA, PEMUDA DAN OLAHRAGA KABUPATEN NIAS Waruwu, Vikar Fisratna; Ndraha, Ayler B.; Buulolo, Nanny Artatina; Halawa, Odaligoziduhu
JMBI UNSRAT (Jurnal Ilmiah Manajemen Bisnis dan Inovasi Universitas Sam Ratulangi). Vol 11 No 1 (2024): JMBI UNSRAT Volume 11 Nomor 1
Publisher : FEB Universitas Sam Ratulangi Manado

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35794/jmbi.v11i1.56049

Abstract

The need to obtain superior and professional human resources is highly expected by every organization. So much human resource development funding is spent for this purpose, but it often results in disappointment. In achieving its goals, organizations strive to create human resources who are reliable and have the ability by opening the mindset of human resources in the organization. Employee development is an integral part of talent management. Skills refer to the combination of knowledge, attitudes and behaviors that enable a person to succeed in a particular job or task. Employee development involves a series of efforts designed to improve individual abilities, knowledge and skills so that they can achieve better performance and be more relevant to job demands. By integrating talent management with employee development, organizations can create an environment where individuals feel valued, have opportunities to grow, and make greater contributions to the organization's success. This research used qualitative methods with informants as many as 8 employees at the Nias Regency Tourism, Youth and Sports Office. The research results show that the employee development program is designed to improve the skills, knowledge and abilities of employees so that they can make a greater contribution to their duties and responsibilities in carrying out their assigned tasks. With employee development carried out at the Nias Regency Tourism, Youth and Sports Department, employees experience increased skills, work motivation, work enthusiasm, job or position promotions as well as improving employee leadership, competence and performance through training activities and providing opportunities for employees to program further education.
Analysis of Factors Influencing Resistance in Organizations at the Ilir Village Office, Gunungsitoli Sub-district, Gunungsitoli City Bawamenewi, Arisman; Hulu, Fatolosa; Halawa, Odaligoziduhu; Waruwu, Eliyunus
ProBisnis : Jurnal Manajemen Vol. 15 No. 2 (2024): April: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Several problematic phenomena have occurred at the Ilir Village Office, Gunungsitoli Sub-district, Gunungsitoli City, including the emergence of new regulations in managing the organization, which has led to employee resistance, such as changes in office hours. Additionally, the introduction of new innovations or systems in managing and executing office duties and responsibilities, as well as the implementation of new technologies intended to facilitate task execution, have also contributed to resistance. This study aims to identify the factors causing resistance within the organization at the Ilir Village Office, Gunungsitoli Sub-district, Gunungsitoli City, and to determine the efforts made to overcome this resistance. This research is qualitative in nature, with data collection techniques including observation, interviews, and documentation. The informants in this study consist of five employees from the Ilir Village Office, selected using purposive sampling. The results of the study indicate that several factors cause resistance within the organization at the Ilir Village Office. These factors include uncertainty about changes, dissatisfaction with changes, ineffective communication, concerns about job impacts, and worries about changes in compensation. Additionally, the study identifies various efforts that can be made to address this resistance.
Peran Kepemimpinan Dalam Transformasi Digital Di Kantor Kelurah Ilir Kota Gunungsitoli Lase, Sri Hastuti; Lase, Delipiter; Zega, Yamolala; Halawa, Odaligoziduhu
Jurnal Mirai Management Vol 9, No 3 (2024)
Publisher : STIE AMKOP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/mirai.v9i3.7438

Abstract

Penelitian ini dilakukan di Kantor Kelurahan Ilir Kota Gunungsitoli untuk menganalisis peran kepemimpinan dalam implementasi transformasi digital. Penelitian ini bertujuan untuk mengetahui aspek-aspek yang telah diterapkan dalam transformasi digital, dampaknya terhadap pelayanan publik, peran kepemimpinan dalam mendorong implementasi, peran gaya kepemimpinan terhadap keberhasilan implementasi, tantangan yang dihadapi oleh pemimpin, serta strategi yang digunakan untuk meningkatkan kesiapan dan penerimaan pegawai. Metode yang digunakan adalah deskriptif kualitatif dengan teknik pengumpulan data melalui observasi, dokumentasi, dan wawancara. Hasil penelitian menunjukkan bahwa penerapan transformasi digital di Kantor Kelurahan Ilir masih sangat minim. Hanya bidang keuangan yang telah menggunakan aplikasi khusus, sementara bidang lainnya masih menggunakan aplikasi umum seperti Word, Excel, Gmail, dan WhatsApp. Pemimpin memiliki peran vital dalam mendorong transformasi digital, di mana gaya kepemimpinan transformasional yang diterapkan oleh kepala kelurahan menciptakan transparansi dalam pengelolaan data dan memotivasi pegawai untuk lebih mengembangkan penggunaan teknologi digital.
Analisis Penilaian Kinerja Karyawan dalam Meningkatkan Pelayanan Konsumen pada CV Citimart Gunungsitoli Zebua, Ferinus; Lase, Heseziduhu; Waruwu, Eliyunus; Halawa, Odaligoziduhu
Jurnal SOLMA Vol. 13 No. 3 (2024)
Publisher : Universitas Muhammadiyah Prof. DR. Hamka (UHAMKA Press)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22236/solma.v13i3.15824

Abstract

Background: Penelitian ini mendalami penilaian kinerja karyawan di CV. Citimart Gunungsitoli, sebuah perusahaan ritel. Fenomena ini berkaitan dengan kompleksitas penilaian yang mencakup kualitas kerja, kuantitas, ketepatan waktu, efektivitas, dan kemandirian. Tujuan penelitian adalah untuk mengungkapkan mekanisme penilaian, mengevaluasi solusi yang diterapkan, dan memberikan pemahaman yang mendalam terhadap persepsi manajemen dan karyawan. Metode: Metode penelitian yang digunakan adalah kualitatif, melibatkan wawancara dengan manajer, supervisor, admin, dan karyawan. Hasil: Hasil temuan menunjukkan bahwa penilaian kinerja diintegrasikan sebagai bagian integral dari manajemen sumber daya manusia, dengan kualitas kerja yang dipengaruhi oleh dukungan manajemen dan kemandirian karyawan. Mekanisme penilaian melibatkan berbagai tingkatan dan kriteria yang menciptakan dasar objektif dalam mengevaluasi kinerja. Kesimpulan: Keterbatasan penelitian mencakup jumlah informan yang terbatas dan sifat subjektif penilaian kinerja. Rekomendasi melibatkan peningkatan keterlibatan karyawan, pelatihan kepemimpinan, dan pengembangan sistem penilaian yang lebih terukur. Implikasinya adalah memberikan panduan bagi perusahaan sejenis dan penelitian lebih lanjut dalam mengembangkan sistem penilaian kinerja yang lebih baik. Diharapkan, temuan ini dapat mendukung perusahaan dalam mencapai tujuan perusahaan dengan efektif dan meningkatkan kualitas layanan konsumen.
Pengaruh Quality Assurance Terhadap Jumlah Permintaan Produk Di UD. Wery Bakery Kota Gunungsitoli Mendrofa, Mutiara Siti Dewi; Mendrofa, Martha Surya Dinata; Halawa, Odaligoziduhu; Zebua, Serniati
Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi Vol. 4 No. 3 (2024): Artikel riset Periode Nopember 2024
Publisher : Yayasan Cita Cendikiawan Al Kharizmi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47709/jebma.v4i3.4758

Abstract

Perkembangan dalam dunia bisnis seiring berjalannya waktumaka terciptanya suatu perkembangan yang begitu pesat dari berbagai macam aspek. Pengusaha harus berusaha untuk mempertahankan posisi dalam persaingan pesat yang sedang berlangsung di era globalisasi. Fenomena perkembangan pesat yang sering terjadi dalam dunia bisnis tercermin pada suatu tindakan untuk mempertahankan kualitas mutu suatu produk yang berkualitas, sehingga pengusaha dapat mempertahankan permintaan dan kepuasan pelanggan atau konsumen dimana salah satu jaminan mutu ialah pemberian label halal pada produk. Penelitian ini menggunakan metode kuantitatif. Responden adalah karyawan dan konsumen UD. Wery Bakery Kota Gunungsitoli tepatnya di Desa Miga berbelanja dan menikmati produk dari UD.Wery Bakery Kota Gunungsitoli sebanyak 40 orang dimana peneliti mengumpulkan data menggunakan angket, kemudian melakukan uji validitas data, uji reliabilitas data, uji asumsi klasik (uji normalitas), uji regresi linear berganda, dan uji hipotesis (uji t, uji f, dan uji koefisien determinasi). Hasil penelitian menunjukkan bahwa Pengaruh Quality Assurance terhadap Jumlah Permintaan Produk Di UD.Wery Bakery Kota Gunungsitoli dapat dilihat dari nilai hasil Uji t yang menunjukkan bahwa nilai sig. sebesar 0,000 < 0,05. Quality Assurance yang baik akan meningkatkan permintaan produk. Kata Kunci: Quality Assurance, Permintaan Produk, Label Halal.
The Effect of Job Satisfaction on Employee Retention Hulu, Winer Berkat Jaya; Telaumbanua, Eliagus; Halawa, Odaligoziduhu; Mendofa, Yupiter
Golden Ratio of Data in Summary Vol. 5 No. 1 (2025): November - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grdis.v5i1.677

Abstract

This study aims to determine whether job satisfaction influences employee retention at CV. Golden Mart and to measure the extent of this influence. The research problem addressed is whether job satisfaction significantly affects employee retention in this organization. A quantitative research approach was employed, involving statistical analysis to draw conclusions. The population of this study consists of all 30 employees of CV. Golden Mart, and the entire population was used as the sample. Data collection utilized both primary and secondary sources. The findings of this study indicate that job satisfaction has a positive effect on employee retention. This conclusion is supported by data processing results showing a significance value (Sig.) of less than 0.05. The reliability test demonstrated Cronbach's Alpha values of 0.886 for the job satisfaction variable and 0.842 for the employee retention variable, indicating that both variables are reliable as their Cronbach's Alpha values exceed 0.6. Furthermore, autocorrelation analysis using the runs test method yielded a value of 0.041, suggesting no autocorrelation in the data since the significant value exceeds 0.05. The coefficient of determination (R Square) was calculated at 0.787, indicating that 79% of employee retention can be explained by job satisfaction. The t-test results further confirmed that the alternative hypothesis (Ha) is accepted, and the null hypothesis (Ho) is rejected, affirming a significant influence of job satisfaction on employee retention at CV. Golden Mart in Gunungsitoli. The analysis also highlights specific indicators of job satisfaction and employee retention. For the job satisfaction variable, the strongest indicators include supervision, wages/salary, and coworker relationships, while weaker indicators are job characteristics and promotion opportunities. Regarding employee retention, the most prominent indicators are organizational components, rewards, and employee relations, whereas career opportunities and job design are the least significant. These findings provide valuable insights into the relationship between job satisfaction and employee retention at CV. Golden Mart.
Analisis Perencanaan Perekrutan Sumber Daya Manusia (SDM) Pada Kantor Sekretariat DPRD Kabupaten Nias Waruwu, Aprilman; Halawa, Odaligoziduhu; Waruwu, Eliyunus; Waruwu, Meiman Hidayat
YUME : Journal of Management Vol 7, No 3 (2024)
Publisher : Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/yum.v7i3.7341

Abstract

Pentingnya perencanaan rekrutmen sumber daya manusia (SDM) dalam organisasi, khususnya di Kantor Sekretariat Dewan Perwakilan Rakyat Daerah (DPRD) Kabupaten Nias. Perencanaan rekrutmen yang efektif dapat membantu organisasi memperoleh tenaga honor yang berkompeten dan berpotensi untuk berkontribusi secara positif terhadap tujuan organisasi. Namun, penelitian menunjukkan bahwa perencanaan SDM di Sekretariat DPRD Kabupaten Nias sebelumnya belum dapat mengimplementasikan secara tahapan perencaanaan yang pernah sudah direncakanan terkait karakteristik dan kriteria berdasarkan syarat kebutuhan dan mutu dari sumber daya manusia yang akan direkrut dengan baik. Tujuan penelitian ini untuk mengetahui bagaimana perencanaan perekrutan tenaga honor di Kantor Sekretarit DPRD Kabupaten Nias, untuk mengetahui prosedur perencanaan sumber daya manusia (SDM di Kantor Sekretariat DPRD Kabupaten Nias, dan untuk mengetahui hambatan yang dialami dalam perekrutan sumber daya manusia (SDM di Kantor Sekretariat DPRD Kabupaten Nias. Penelitian ini menggunakan pendekatan penelitian kualitatif dimana penelitian kualitatif. Teknik pengumpulan data pada penelitian ini adalah observasi, wawancara dan dokumentasi. Perencanaan perekrutan tenaga honor di Kantor Sekretariat DPRD Kabupaten Nias perlu ditingkatkan agar dapat memenuhi kebutuhan organisasi dengan efisien. Langkah-langkah seperti identifikasi kebutuhan tenaga kerja, penyusunan deskripsi pekerjaan, anggaran yang realistis, seleksi yang transparan, pelatihan, dan pengembangan perlu dilakukan secara cermat. Proses perencanaan sumber daya manusia (SDM) harus dilakukan dengan sistematis, melalui analisis Jumlah Tenaga Honor, Penerimaan Tenaga Honor, Sumber Yang Dapat Digunakan, Standar Kerja, Peningkatan Kualitas dan Peningkatan Sesuai Kualifikasi. Kata Kunci: Perencanaan, Perekrutan, dan Sumber Daya Manusia 
ANALYSIS OF INDIVIDUAL FACTORS INFLUENCING THE SUCCESSION OF TIGASERANGKAI VILLAGE GOVERNMENT LEADERS WEST NIAS DISTRICT Daeli, Iman Suryani; Waruwu, Meiman Hidayat; Halawa, Odaligoziduhu; Waruwu, Eliyunus
JURNAL MANAJEMEN MAKER STIE SULTAN AGUNG Vol 10 No 1 (2024): Volume 10 Nomor 1 Tahun 2024
Publisher : Sekolah Tinggi Ilmu Ekonomi Sultan Agung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37403/mjm.v10i1.668

Abstract

Leadership succession in villages is a change of leaders who play a role in continuing and developing village development programs. This phenomenon often faces obstacles due to a lack of clear planning, causing village communities to have difficulty understanding the direction of development and evaluating achievements. The problem formulation in this research is how individual factors influence succession. This research aims to identify and analyze individual factors that influence leadership succession in Tigaserangkai Village, West Nias Regency. The urgency of this research lies in the importance of an in-depth understanding of the factors that influence leadership for better village development planning. The research method used is qualitative, with data collection techniques through interviews, observation, and documentation. Data was analyzed descriptively and qualitatively. The research results show that the age and education of village leaders are important indicators of experience, wisdom, and ability to bring about positive change, while integrity, justice, and ethics are considered essential in building community trust. Leaders with a combination of education and strong moral character are considered more effective. In Tigaserangai Village, the balance between the leader's maturity and energy provides an adaptive perspective to change, while age and experience provide stability. The practical implementation of this research is the need to pay attention to the factors of age, education, and moral character in selecting village leaders. The limitation of this research is the limited sample which only covers one village. The next research recommendation is to conduct a comparative study in several villages to obtain broader generalizations regarding individual factors in village leadership succession.
Co-Authors Abadi Mendrofa, Syah Ayler Beniah Ndraha Bate'e, Maria Magdalena Bate’e, Maria Magdalena Bawamenewi, Arisman Berkat Jaya Hulu, Syukur Buulolo, Nanny Artatina Cahyadi Hulu, Alvon Daeli, Iman Suryani Daeli, Juliato de Oliveira, Emeliano Maria Gusmão ELIYUNUS WARUWU Fatolosa Hulu Halawa, Forman Halawa, Syukur Darman Harefa, Idarni Harefa, Lenan Alvinta Harefa, Peringatan Harefa, Trima Putri Hia, Yarni Deslina Hulu, Amelia Rimagawati Hulu, Fatolosa Hulu, Winer Berkat Jaya Hura, Agung Jaya Saleh Laia, Ariston Laoli, Devi Yaniar Lase , Natalius Lase, Delipiter Lase, Heseziduhu Lase, Nover N F Lase, Sri Hastuti Lase, Timotius Y R Marbun, William Jhonson Meiman Hidayat Waruwu mendofa, Yupiter Mendrofa, Filemon Mendrofa, Martha Surya Dinata Mendrofa, Mutiara Siti Dewi Mendrofa, Renungan Damai Mendrofa, Syah Abadi Mendrofa, Yarman Mendrofa, Yupiter Palindungan Lahagu Putra Waruwu, Robin Markus Serniati Zebua Tafonao, Nurmin Telaumbanua, Fidesman Telaumbanua, Ledi Triranto Wansyah Putra Harefa, Ider Waruwu, Aprilman Waruwu, Emanueli Waruwu, Nita Ingati Waruwu, Rifki Firnandro Waruwu, Setia Waruwu, Vikar Fisratna Zai, Junlifes Zai, Melina Zai, Yani Trimawati Zebua, Ferinus Zebua, Juni mekari Zebua, Raymus P B Zebua, Senang Hati Zebua, Yuendra Zega, Yamolala Zendrato, Afrin Zendrato, Amdos April