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All Journal Jurnal Ilmu Pertanian Indonesia Jurnal Manajemen dan Organisasi Jurnal Penyuluhan Jurnal Manajemen MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Jurnal Manajemen dan Agribisnis Buletin Peternakan Jurnal Pendidikan Vokasi Jurnal Manajemen Teknologi Jurnal Ekonomi, Bisnis dan Kewirausahaan (JEBIK) Jurnal Konseling dan Pendidikan JDM (Jurnal Dinamika Manajemen) Journal The Winners JAM : Jurnal Aplikasi Manajemen Indonesian Journal of Business and Entrepreneurship (IJBE) Neo-Bis Jurnal Kebijakan dan Administrasi Publik Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal Jurnal Manajemen. Agrokreatif Jurnal Ilmiah Pengabdian kepada Masyarakat Jurnal Manajemen Teori dan Terapan Cosmogov: Jurnal Ilmu Pemerintahan Binus Business Review Asia-Pacific Management and Business Application Al Tijarah Jurnal REKOMEN (Riset Ekonomi Manajemen) JURNAL MANAJEMEN Jurnal Administrasi dan Manajemen Pendidikan Jurnal Organisasi Dan Manajemen Jurnal Ekonomi Integra TIJAB (The International Journal of Applied Business) Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Jurnal Ilmiah Ecosystem Jurnal Samudra Ekonomi dan Bisnis Jurnal MEBIS (Manajemen dan Bisnis) Jurnal Manajemen JAMP : Jurnal Administrasi dan Manajemen Pendidikan Journal of Social Science AMAR (Andalas Management Review) Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran Business Review and Case Studies BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi International Journal of Social Service and Research Indonesian Journal of Multidisciplinary Science Jurnal Sains Terapan : Wahana Informasi dan Alih Teknologi Pertanian Jurnal Jaminan Kesehatan Nasional Jurnal Pusat Inovasi Masyarakat Eduvest - Journal of Universal Studies Journal of Social Science Jurnal Penelitian Pendidikan Indonesia International Journal of Indonesian Business Review JKAP (Jurnal Kebijakan dan Administrasi Publik) BACA: Jurnal Dokumentasi dan Informasi Atestasi : Jurnal Ilmiah Akuntansi
Anggraini Sukmawati
Departemen Manajemen, Fakultas Ekonomi Dan Manajemen, Institut Pertanian Bogor Jl. Agatis Kampus IPB Darmaga, Bogor 16680
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Work Attachment and Performance of Certain Functional Officers in Organizational Transition: Transformational Leadership as Moderation Trisnawati, Ike; Sukmawati, Anggraini
International Journal of Social Service and Research Vol. 3 No. 12 (2023): International Journal of Social Service and Research (IJSSR)
Publisher : Ridwan Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/ijssr.v3i12.638

Abstract

The purpose of this study is to analyze the effect of work attachment and transformational leadership on the performance of certain functional officials during the organizational transition period and to identify the variables that most influence the performance of certain applicable officials during organizational transition. The data analysis used in this study is SEM with a Partial Least Square (PLS) approach. The SEM-PLS method was used to estimate the effect of work attachment and transformational leadership variables on performance. This study was conducted using a purposive sampling method on 51 samples of certain functional officials at the Center for Marine and Fisheries Socioeconomic Research. The results of the SEM-PLS test showed that work stickiness did not have a significant positive effect on the performance of functional officials. Work attachment has a significant positive impact on transformational leadership. Transformational leadership has a significant positive effect on the performance of available officials.
Scenario Planning of Digital Transformation in Indonesia’s Fast-Moving Consumer Goods Sales Organization: Uncertainties and Possibilities Kusuma, Adhitya Rendra; Syarief, Rizal; Ekananta , Arry; Sukmawati, Anggraini
Journal The Winners Vol. 24 No. 2 (2023): Journal The Winners
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/tw.v24i2.10401

Abstract

Since uncertainty in the business domain has increased the urgency for scenario development as a strategic tool, the research examined a relationships between a leadership model, organizational citizenship behavior, and sales management control variables using scenario planning. The questionnaire’s scaling using a Likert scale was done toward results from discussions and in-depth interviews with several experts in Fast-Moving Consumer Goods (FMCG) organizations, FMCG organizational leaders (Chief Executive Officers/CEOs), leadership experts, organizational behavior consultants, and organizational performance practitioners. The research finds that external and internal forces determine the success of digital transformation. External forces consist of digital technology availability, consumer expectations,business competition maps, and digital talents. Internal forces are budget allocation, competency trap versus growth mindset, organizational structure, and organizational culture. The scenario matrix plot forms four scenarios of the digital transformation in the sales organization of Indonesia’s FMCG companies (realistic, pessimistic, optimistic, and superoptimistic), where realistic (iteration improvement scenario) is largely predicted to occur for companies carrying out digital transformation. Such scenario requires sales organizations to have a growth mindset to deal with the uncertainty of customer/consumer expectations properly. The strategy appearing as an FMCG digital transformation compass is expected to advise FMCG companies in Indonesia when executing and overseeing the digital transformation within theircompanies. 
Exploring The Employee Characteristics On Employee Engagement and Performance Towards Organizational Performance of Central Bank Imam Hartono; Lukman M. Baga; Rizal Syarief; Anggraini Sukmawati
Jurnal Aplikasi Bisnis dan Manajemen Vol. 10 No. 3 (2024): JABM, Vol. 10 No. 3, September 2024
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.10.3.790

Abstract

Background: Bank Indonesia, as the central bank with a special task of maintaining financial system stability and macroeconomic policy, must be supported by good human resources. In this case, talent management becomes an important part in the recruitment of quality human resources by Bank Indonesia.Purpose: This study examines the relationship between employee characteristics and key talent outcomes, including employee engagement, employee performance, and organizational performance, at Bank Indonesia.Design/methodology/approach: The research employs a quantitative approach, utilizing data collected through questionnaires, semi-structured interviews, and focus group discussions from 30 work units at the head office, 46 domestic representative offices, and five foreign representative offices. Descriptive statistics and Chi-square tests are used to analyze the associations between respondent profiles and the research variables.Findings/Results: The results reveal significant relationships between several employee characteristics (e.g., generation, rank, tenure, age, employment status, sector) and the studied variables.Conclusion: The findings highlight the importance of considering employee demographics in talent management strategies to foster engagement, optimize performance, and enhance organizational effectiveness in central banks.Originality/value (state of the art): This study contributes to the existing literature on talent management in central banks and offers a foundation for further research and evidence-based practices in diverse organizational contexts. Keywords: central bank, employee engagement, employee performance, organizational performance, talent management
Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK” Siti Rachmawati, Tisa; Sukmawati, Anggraini; Nurhayati, Popong
JDM (Jurnal Dinamika Manajemen) Vol 15, No 1 (2024): March 2024
Publisher : Department of Management, Faculty of Economics and Business, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v15i1.50062

Abstract

This research aims to identify employee perceptions of employee readiness to implement the core values of BerAKHLAK, analyze the influence of leadership, organizational support, and commitment to the organization on employee readiness to change, and formulate policy recommendations to increase employee readiness to change. The survey samples chosen to be the subjects of this research were TNI, POLRI, and ASN, who had active work periods of more than one year. Data processing and analysis were performed using Structural Equation Modeling–Partial Least Square (SEM-PLS). The research results show that the respondents in this study were dominated by employees aged 46-55 years. Based on the results of Structural Equation Modeling data processing, leadership variables and organizational support directly influence employee readiness to change. However, a commitment to the organization has little effect on employee readiness to change. Managerial implications can be implemented by the Secretariat General of the National Resilience Council by implementing the POLC (Planning, Organizing, Leading, Controlling) model. In addition, further research is likely to include other factors related to employee readiness to change. 
The role of leadership style and organizational culture in enhancing employee performance Ginting, Erjayana; Nurhayati, Popong; Sukmawati, Anggraini
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 10, No 3 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020244614

Abstract

Employee performance is critical to the success of an organization, heavily influenced by leadership style and organizational culture. This study aims to measure the influence of transformational leadership style on organizational culture and its impact on improving employee at PT XYZ, a consulting firm specializing in Strategic Project Management across multiple sectors, including Oil & Gas, Energy, Chemicals, Industrial & Infrastructure (ECI), Financial Services, Telecommunications, and Property. A quantitative approach was adopted, utilizing SEM-PLS for data analysis. The research sample consisted of 220 employees of PT XYZ in Pekanbaru, selected using non-probability convenience sampling, with the criterion that participants had a minimum of one year of work experience. Data were collected through structured questionnaires. The results revealed that transformational leadership significantly enhances organizational culture (R² = 86.4%) and directly improves employee performance (R² = 76.3%). Additionally organizational culture positively mediates the relationship between leadership style and employee performance. Employees working in teams characterized by trust, openness to risks, and idea-sharing demonstrated significantly higher performance levels. This study highlights practical implications for organizations: implementing transformational leadership training programs and fostering team-oriented cultures can drive employee performance and align with strategic organizational goals. These findings serve as a basis for developing leadership strategies and cultural initiatives to optimize workforce potential.
The Influence of Digital Talent Development and Green Innovation and The Use of Green Innovation As Mediation To Measure Data Centre Performance Herdian, Rifa; Maarif, Mohammad Syamsul; Sukmawati, Anggraini; Hermandi, Irman
Jurnal Aplikasi Bisnis dan Manajemen Vol. 11 No. 1 (2024): JABM, Vol. 11 No. 1, Januari 2025
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.11.1.306

Abstract

Background: Data Centre industry activity in Asia Pacific is experiencing significant growth, driven by the increasing adoption of cloud technology and data-driven solutions. Telkom Group faces the biggest challenges in data centre development in the form of compliance with increasingly stringent sustainability regulations, increasing demand for skilled and experienced talent, as well as the challenge of adopting green innovation as a solution to sustainability issues. Data Centre Managers need to encourage talent who are capable of developing innovations to reduce carbon emissions, as well as the need for very high electrical power.Purpose: The purpose of this study is to examine how data center performance is impacted by green innovation and digital talent development. It also looks at how green innovation may help data center companies become more competitive, increase operational sustainability, and improve energy efficiency in the face of regulatory obstacles and a lack of skilled digital workers.Design/methodology/approach: The research uses Partial Least Square (PLS) analysis using SmartPLS software to test various related variables. Data collection used a survey method which included in-depth interviews and questionnaires. Respondents are Data Center Managers, Digital Talent Development Experts, Data Center Operational and Technical Teams, and Experts and Consultants in the Field of Green Technology and Data Centers.Findings/Result: By increasing energy efficiency and reducing negative impacts on the environment, green innovation greatly impacts data centre performance. Data centres can significantly reduce their energy consumption and carbon emissions by implementing renewable energy and efficient cooling systems. This research emphasizes the importance of green innovation and digital transformation to improve data centre performance, and emphasizes the positive benefits of green innovation on data centre performance. The research also shows that incorporating environmentally friendly practices and advanced technologies into data centre operational strategies can provide major benefits in terms of energy efficiency, resource efficiency and cost efficiencyConculusions: Through modern technology, carbon reduction, and energy efficiency, digital transformation and green innovation greatly improve data center performance. Reliability, cost effectiveness, and sustainability are increased by integrating automation, efficient cooling, and renewable energy. According to this survey, green innovation is essential for streamlining operations and encouraging eco-friendly data center practices.Originality/value (State of the art): This study highlights the unique role of green practices in boosting energy efficiency, operational sustainability, and competitiveness in the data center business despite regulatory and talent shortages by using renewable energy and modern technologies. Keywords: data centre performance, digital transformation, digital talent, green innovation, green energy
Optimizing Digital Talent Development Strategies: A Case Study of Indonesia's Telecommunication Sector Using AHP Nurul Khaira; Anggraini Sukmawati; Yunus Triyonggo
TIJAB (The International Journal of Applied Business) Vol. 9 No. 1 (2025): APRIL 2025
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/tijab.v9.I1.2025.53076

Abstract

Background: PT Telkom Indonesia Tbk (Telkom) is a BUMN (State-Owned Enterprises) company wholly or primarily owned by the Indonesian government and is a pillar for other BUMNs in managing digital talent. The company also faces challenges in preparing digital talent according to the company's future needs. One of these challenges is the existence of a talent war, which results in every company having to be able to compete. This research aims to formulate a digital talent development strategy at PT Telkom Indonesia. Objective: The substance of this research is to formulate a digital talent development strategy through digital talent attraction, development, and retention. Method: The method used in this research is Analytical Hierarchy Process (AHP) analysis using primary data and secondary data. The data was obtained from 6 AHP experts, including practitioners, academics, and internal Telkom. Results: The results of this study indicate that digital talent development is the most crucial factor to be developed at Telkom companies. There is career development, which is a priority for the company to improve. In line with this, the best alternative strategy can be applied to optimize individual development opportunities. Conclusion: This research shows that the digital talent development factor is the most influential in developing digital talent at PT Telkom Indonesia Tbk.   Keywords: Analytical hierarchy process, BUMN, Digital talent, Talent war.
ANALYSIS OF SUCCESS FACTORS IMPLEMENTATION OF STATE CIVIL APPARATUS MANAGEMENT INFORMATION SYSTEM Arsyanur, Mustika Retno; Suroso, Arif Imam; Sukmawati, Anggraini
Jurnal Aplikasi Manajemen Vol. 17 No. 3 (2019)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2019.017.03.12

Abstract

The State Civil Apparatus Management Information System, commonly called as SIM ASN, is used to manage staff data that contains all information about the State Civil Apparatus at the Ministry of Agriculture. This study aims to analyze the factors that influence the success of SIM ASN, in accordance with DeLone and McLean's information system success model (2003). Specifically, the purpose of this study is to analyze the effect of information quality,system quality, and service quality on use and user satisfaction. Analyze the effect of the use on user satisfactionand analyze the use and user satisfaction on net benefits. The respondents involved in this study are 142 users of the SIM ASN.This study was analyzed using Structural Equation Modeling (SEM). The results showed that information quality, system quality, and service quality had a significant effect on user satisfaction, but only service quality had a significant effect on use;use does not have a significant effect on user satisfaction; use and user satisfaction have a significant effect on net benefits. By looking at the results, it can be concluded that the DeLone and McLean (2003) models were confirmed to be used in assessing the success of SIM ASN at the Ministry of Agriculture. Suggestion for further research is to develop a net benefit variable that is not only assessed on individuals but also benefits at the organizational level and needs research on the user competency model to find out competency standards for users of management information systems.
EXAMINING THE MEDIATING ROLE OF DIGITAL CULTURE ON DIGITAL TALENT IN THE TELECOMMUNICATION SECTOR Khaira, Nurul; Triyonggo, Yunus; Sukmawati, Anggraini
Jurnal Aplikasi Manajemen Vol. 21 No. 2 (2023)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2023.021.02.13

Abstract

The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR management, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital literacy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership.  The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.
STRATEGY DEVELOPMENT OF SALES ORGANIZATION USING FUZZY AHP: DIGITAL TRANSFORMATION OF FMCG Kusuma, Adhitya Rendra; Syarief, Rizal; Ekananta, Arry; Sukmawati, Anggraini
Jurnal Aplikasi Manajemen Vol. 21 No. 4 (2023)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2023.021.04.16

Abstract

A clear understanding of internal strength allows the company to innovate and adapt in a highly competitive Fast-moving consumer goods market. Therefore, the company's ability to oversee risk and opportunities determines the company's resilience. By employing homogeneous purposive sampling, which focused on the member population of 11 FMCG companies, the present study processed quantitative data from a questionnaire using a Likert scale and qualitative data through in-depth interviews with stakeholders. The data was collected through one-on-one in-depth interviews with 11 respondents online and offline in 12 major cities from August to November 2022. Later, questionnaires were processed using AHP Fuzzy to explain and take into account the role of decision-makers resembling FMCG leaders by defining interactive factors, actors, objectives, and strategies. Factor-actor analysis found that the sales director was the actor with the most influential role in the leadership factor, the sales manager was influential in the Organizational Citizenship Behavior factor, and the sales director was a prominent actor in sales management control. The main goal of the president director, IT/Digital director, supply chain director, and sales director in digital transformation is increasing effectiveness/efficiency in business processes. Besides, the sales manager and sales supervisor aspire to achieve sales targets or sales growth set by the company. In increasing effectiveness/efficiency and achieving sales targets/sales growth set by the company, prioritized strategy can be done through the development of leadership, capability, and human resource capacity. Besides, customer/business partner-oriented digitalization is vital for increasing customer/business partner satisfaction with the company's services/business processes. Furthermore, the present study found leadership models as critical for digital transformation with the realistic scenario (iterative improvement) in all likelihood. Sales organizations are expected to consistently and continuously conduct experiments to find new ways of working and produce digital initiatives that companies need to answer customer/consumer demands. Those strategies can be done by clearly identifying factors, actors, objectives, and strategies for better business execution in digital transformation.
Co-Authors - Nurheni Abdu Alifah Abdu Alifah Aditya Warman Affandi , M. Joko Affandi, M Joko Affandi, M Joko Affandi, Muhammad Joko Agung Yuniarto Ahmad Rifai Ahmad Rifai Ahmad Syarief Ahmad, Sarah Sabir Ahmat Setiabudi Aida Vitayala Hubeis Aida Vitayala Hubeis Airyq, Irnin Miladdyan Aji Hermawan Aji Hermawan Akbar, M Lucky Akhilla, Kharismatul Zaenab Alex Denni Alfiany, Hana Ali, Noor Azman Amany, Nurfatimah Amir Tengku Ramly An Nisaa Noor Rachmawati Ananda, Muna Siva Andri Andri Andriyono Kilat Adhi Anggraeni , Elisa Anggraini, Raden Isma Aria Andriyadi Arif Haendra Arif Imam Suroso Arry Ekananta Arsyanur, Mustika Retno Arvina Utami Aryanto Purwadi Asri Nur Mutiara Atabani, Afton Aulia Pratiwi, Monica Bagus Sartono Bambang Juanda Bambang Pramudya Noorachmat, Bambang Pramudya Beniko Kusumagiri Bintang Akbar MB Bonar M Sinaga Bonar M Sinaga, Bonar M Burhani, Al-May Abbyan Izzy Burhanuddin Burhanuddin Dalu Agung Darmawan Dalu Agung Darmawan Dea Amelia, Dea Dedi Rahmat Setiadi Dedi Sulistiono Denni, Alex Desi Prabandari Kusuma Ningtyas Dessy Damayanthy Diah Restu Ayu Diki Akhwan Mulya Dwi Rachmina Eka Sunahwati Ekananta , Arry Ekananta, Arry Ekananta, Arry Eko Ruddy Cahyadi Eksita Mariz Ramadhinta Elis Masrifah Elisa Anggraeni Elisa Anggraeni, Elisa Endriatmo Soetarto Eriyatno . Erjayana Ginting Erwina Erwina Farit Mochamad Afendi Fariyanti, Anna Galeh Nur Indriatno Putra Pratama Gandi Aria Wijaya Ginting, Erjayana Golfidi Djajasoedarma, Muhammad GP Ranisa Pranazhira Hafizah Khaerina Hanifah, Reinanda Isfania Hardjomodjojo, Hartrisari Hari Wijayanto Helwah, Nunu Fauzan Herawati Herawati Herdian, Rifa Herlina Retnowati Hermailinda Evianisa Hermandi, Irman Hermawan, Yanda Ekaputra Heryanto, Weko Heti Mulyati Hubeis, Aida Vitayala Sjafri Huda, Usep Firdaus I Made Sumertajaya Imam Hartono Iman, Mutiara Nurul Irman Hermadi Istiyaningrum, Devi Jamaluddin Mahasari Joko Affandi Joko Affandi Joko Affandi Joko Affandi Khaira, Nurul Khairul Ikhwan Koeswanda, Harry Krishnamulya Ristandi, Dani Kusuma, Adhitya Rendra Leny Maryesa Lidiasari, Melisa Lindawati Kartika Lucia Cyrilla Lukman M. Baga M. Joko Affandi M. Syamsul Ma'arif M. Syamsul Maarif M. Syamsul Ma’arif Ma'arif, M.Syamsul Maarif , Mohamad Syamsul Maarif, Mohammad Syamsul Mahasari, Jamaluddin Manalu, Joy Pangeranto Manuel Leonard Sirait Manuel Leonard Sirait Manuel Leonard Sirait Marimin Marimin Matturungan, Nur Hasbullah Maulana, Syahrial Melia, Irma Mohamad Syamsul Ma’arif Muhammad Golfidi Djajasoedarma Muhammad Syamsun Muhammad Syamsun Muhammad Syamsun Muhammad Yusuf Ali Muhammad Yusuf Ali Muharni Ardenis, Dwi Mukhamad Najib Musa Hubeis Muslim, Muhammad Irfai N S Indrasti Nopi Hidayat Nopi Hidayat Nora H. Pandjaitan Nora Purbo Utami Novia Naingolan Nugraha, Arlan Nur Janah Nur Jannah Nurhaeda Abbas Nurheni Nurheni Nurjana Nurjana, Nurjana Nurlia Eka Damayanti Nurmala Katrina Pandjaitan Nurul Khaira Nurus Sabani Octsa Khairus Praharsyarendra Oktarina Nur Widyanti Oktariza, Wawan Popong Nurhayati Primanda, Galih Purwadi, Aryanto Puspasari, Novia Putri Wahyuningrum Putri, Thasya R. Rifa Herdian Raniasari Bimanti Esthi Raysah Yunita Rahma Ria Kurniawati Rizal Syarief Rizal Syarief Ryan Ramanda Nasution, Ryan Ramanda Sadikin Kuswanto Sarma, Ma’mun sayekti, ayutyas Sirait, Manuel Leonard Siti Jahroh Siti Komariah Siti Rachmawati, Tisa Siti Rosidah Sjafri, Aida Vitayala Slamet, Alim Setiawan Sri Maryati Sudibyo, Sri Darmadi Sudibyo, Sri Darmadi Suharno Suharno Sukiswo Dirdjosuparto Sukiswo Dirdjosuparto Sukiswo Dirdjosuparto Supartini , Vebi Dewi Syamsul Maarif Syamsun, Muhammad Tengku Ariefanda Aziz Thahir, Abizar Giffari Tri Wiji Nurani Triana Gita Dewi Trisnawati, Ike Triyonggo, Yunus U Dyah Syafitri Ujang Sumarwan Utami Dyah Syafitri Vebi Dewi Supartini Veithzal Rivai Zainal Warman, M. Aditya Wildanur Adawiyah Windarti Windarti Yanda Ekaputra Hermawan Yudha Heryawan Asnawi Yunus Triyonggo Yunus Triyonggo, Yunus Yuviani Kusumawardhani Zahir Syah, Zahir Zahra Azhar Shafira Puspita Hakim Zenal Asikin