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All Journal JEA17: Jurnal Ekonomi Akuntansi At-Tadbir : jurnal ilmiah manajemen Jurnal Riset Inspirasi Manajemen dan Kewirausahaan Jurnal Mantik Jurnal Pengabdian Al-Ikhlas Jurnal Kacapuri : Jurnal Keilmuan Teknik Sipil Jurnal Pengabdian Masyarakat Indonesia Sejahtera Maeswara: Jurnal Riset Ilmu Manajemen dan Kewirausahaan Pandawa : Pusat Publikasi Hasil Pengabdian Masyarakat Master Manajemen Jurnal Kemitraan Masyarakat Jurnal Pelayanan Masyarakat Masyarakat Mandiri: Jurnal Pengabdian Dan Pembangunan Lokal Jurnal Riset dan Inovasi Manajemen
Dewi Ariefahnoor
Universitas Islam Kalimantan Muhammad Arsyad Al Banjari
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Peran Manajemen Sumber Daya Manusia dalam Meningkatkan Motivasi pada UMKM di Wilayah Kabupaten Banjar M. Haris Syafitri; Ayu Niken Faizati; Abdul Kadir; Noorlaily Maulida; Dewi Ariefahnoor; Lamsah Lamsah
Jurnal Kemitraan Masyarakat Vol. 2 No. 4 (2025): Desember : Jurnal Kemitraan Masyarakat
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62383/jkm.v2i4.2658

Abstract

Micro, Small, and Medium Enterprises (MSMEs) play a crucial role in both the national and local economies, including in Banjar Regency. However, MSMEs often face significant challenges in managing human resources (HR), which can directly affect employee motivation levels. This community service activity aims to provide education and support to MSME actors in Banjar Regency regarding effective HR practices, with a focus on improving work motivation. The methods used include socialization, training, and guidance in implementing a simple yet effective motivation system. The results of the activity showed an increase in participants' understanding and application of better HR strategies. It is hoped that this will have a positive impact on the productivity and sustainability of MSMEs in Banjar Regency, as well as contribute more to the local economy. The guidance provided also helps MSME actors better understand the importance of motivation in creating a productive work environment, which in turn can increase the competitiveness of their businesses in an increasingly competitive market.
Pengaruh Work Life Balance dan Kepuasan Kerja terhadap Kinerja Karyawan pada PT PLN ULP di Banjarbaru Prila Geonestri Pramanda; Lamsah Lamsah; Dewi Ariefahnoor
Jurnal Riset dan Inovasi Manajemen Vol. 3 No. 2 (2025): Mei: Jurnal Riset dan Inovasi Manajemen
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jrim-widyakarya.v3i2.5455

Abstract

This study aims to examine the effect of Work Life Balance (WLB) and Job Satisfaction (JS) on employee performance at PT PLN ULP Banjarbaru, both jointly and individually, while also identifying the most dominant factor influencing performance. The research background is based on theoretical frameworks, expert opinions, and the researcher’s direct observations of workplace conditions. To achieve the research objectives, hypotheses were formulated and tested using empirical data. The study employed a quantitative approach with a saturated sampling technique, involving the entire employee population. A total of 37 respondents participated as the research sample. The collected data underwent validity and reliability testing to ensure the accuracy and consistency of the measurement instruments. Furthermore, classical assumption tests were performed to meet the requirements of multiple linear regression analysis. The results of the analysis demonstrate that both Work Life Balance and Job Satisfaction have a significant effect on employee performance, both simultaneously and partially. Among the two independent variables, Work Life Balance was identified as the most dominant factor influencing performance, indicating that employees who maintain a better balance between their personal and professional lives tend to perform better in their work. The adjusted R² value of 0.862 signifies that 86.2% of the variation in employee performance can be explained by the two independent variables studied, while the remaining 13.8% is influenced by other variables not included in this research model, such as leadership style, work motivation, or organizational culture. These findings highlight the importance of maintaining a healthy work-life balance and ensuring job satisfaction to optimize employee performance. The study suggests that organizations should implement policies and practices that promote flexibility, support employee well-being, and foster a positive work environment to enhance both individual and organizational outcomes.
Peningkatan Kapasitas SDM Pengelola BUMDes Berbasis Transparansi dan Akuntabilitas Kerja di Desa Jaro, Kabupaten Tabalong M. Haris Syafitri; Abd. Basid; Yudi Permana; Dewi Ariefahnoor; Noorlaily Maulida; Ayu Niken Faizati
Masyarakat Mandiri : Jurnal Pengabdian dan Pembangunan Lokal Vol. 3 No. 2 (2026): April: Masyarakat Mandiri : Jurnal Pengabdian dan Pembangunan Lokal
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/masyarakatmandiri.v3i2.3489

Abstract

The development of Village-Owned Enterprises (BUMDes) in Jaro Village, Tabalong Regency, faces a fundamental challenge in the limited capacity of Human Resources (HR) regarding financial governance and open operations. This community service activity aims to improve the HR capacity of BUMDes managers based on the principles of transparency and work accountability. The implementation method utilized the Asset-Based Community Development (ABCD) approach, which includes stages of socialization, intensive training on digital financial report preparation, assistance in drafting standard operating procedures (SOPs), and periodic performance evaluations. The results indicated an 85% increase in partners' understanding of governance, the formulation of 3 main SOP documents, and the implementation of a digital application-based financial reporting system accessible to both the village government and the community. The conclusion of this activity is that structured HR capacity building can transform the work patterns of BUMDes managers to be more accountable, which in turn enhances public trust and drives the economic independence of Jaro Village.
Analisis Kualitatif Pemberdayaan Masyarakat Desa Kurau Utara dalam Membangun Ekonomi Lokal Berbasis Hasil Tangkap Ikan Laut Kumara Efrianti; Amalia Wahyuni; Dewi Ariefahnoor
Jurnal Riset Inspirasi Manajemen dan Kewirausahaan Vol. 10 No. 2 (2026): Jurnal Riset Inspirasi Manajemen dan Kewirausahaan
Publisher : Sekolah Tinggi Ilmu Manajemen Indonesia (STIMI) Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35130/5pd8hs50

Abstract

Penelitian ini bertujuan untuk mengelola ekonomi lokal di Desa Kurau Utara melalui perikan dengan pemanfaatan hasil tangkap ikan laut sebagai strategi pemberdayaan masyarakat dan peningkatan kesejahteraan. Desa Kurau Utara, yang terletak di Kecamatan Bumi Makmur, Kabupaten Tanah Laut, Kalimantan Selatan, memiliki potensi sumber daya alam yang melimpah, khususnya di sektor perikanan. Hasil tangkap ikan laut yang bersifat musiman menjadi tantangan sekaligus peluang dalam pengembangan usaha mikro berbasis olahan ikan seperti ikan asin, kerupuk, dan terasi. Penelitian ini menggunakan pendekatan kualitatif dengan metode interpretatif melalui wawancara mendalam terhadap lima informan kunci, observasi partisipatif, dan studi dokumentasi. Hasil penelitian menunjukkan bahwa pengelolaan ekonomi lokal melalui usaha mikro mampu menciptakan lapangan kerja, meningkatkan pendapatan masyarakat, dan mendorong kemandirian ekonomi. Kegiatan produksi olahan ikan melibatkan berbagai lapisan masyarakat, termasuk perempuan, sehingga mendukung pemberdayaan sosial dan ekonomi rumah tangga. Pemerintah turut berperan melalui pelatihan dan bantuan alat tangkap ikan untuk mendukung nelayan. Selain itu, pengolahan hasil tangkap ikan yang tidak laku menjadi produk olahan turut mengurangi limbah dan mendukung ketahanan pangan masyarakat. Dan ini menjadi income dan ekonomi kreatif bagi masyarakat
Peran Psychological Empowerment dalam Memediasi Pengaruh Human Capital Development dan Career Development terhadap Kinerja Karyawan PT. Decorindo Inti Alam Wood Firdaus Firdaus; Dewi Ariefahnoor; Khuzaini Khuzaini; Siti Mardah; Niti Lestari
Jurnal Riset Inspirasi Manajemen dan Kewirausahaan Vol. 10 No. 2 (2026): Jurnal Riset Inspirasi Manajemen dan Kewirausahaan
Publisher : Sekolah Tinggi Ilmu Manajemen Indonesia (STIMI) Banjarmasin

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35130/0jf09011

Abstract

This study aims to examine the effect of human capital development and career development on employee performance, with psychological empowerment serving as a mediating variable at PT. Decorindo Inti Alam Wood. This research employed a quantitative approach. The study population consisted of 313 employees of PT. Decorindo Inti Alam Wood. The sample size was determined using the Slovin formula with a 5% margin of error, resulting in 176 respondents. Data were collected through a structured questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) to examine both direct and indirect relationships among the variables. The findings reveal that human capital development has no significant direct effect on employee performance, but it has a positive and significant effect on psychological empowerment. Career development has a positive and significant effect on both employee performance and psychological empowerment. Furthermore, psychological empowerment has a positive and significant effect on employee performance. The mediation analysis confirms that psychological empowerment significantly mediates the relationship between human capital development and employee performance, as well as the relationship between career development and employee performance. These findings indicate that investments in employee competency development and career advancement are more effective in improving performance when accompanied by enhanced psychological empowerment. Therefore, organizations are encouraged to integrate human capital development and career development initiatives with strategies that strengthen employees' sense of competence, autonomy, meaningfulness, and impact to achieve optimal performance.
Co-Authors Abd. Basid Abdul Kadir Abdul Kadir Abdul Kadir. Ms Adhi Surya Amalia Wahyuni Ayu Niken Faizati Edy Mahfudz Edy Mahfuz Firdaus Firdaus Junaidi Junaidi Khuzaini Kumara Efrianti Lamsah M. Haris Syafitri Muhammad Haris Syafitri Niti Lestari Noorlaily Maulida Nurul Hasanah Periyadi Periyadi  Permana, Yudi Prila Geonestri Pramanda Siti Mardah Sri Bulkia Sulastini, Sulastini