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All Journal Excellent Jurnal Teknik Elektro EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis International Journal of Artificial Intelligence Research Scientific Journal of Reflection : Economic, Accounting, Management and Business JURNAL EDUCATION AND DEVELOPMENT Syntax Idea Dinasti International Journal of Education Management and Social Science Jurnal Ilmiah Edunomika (JIE) Dinasti International Journal of Digital Business Management Aliansi : Jurnal Manajemen dan Bisnis Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) ADI Bisnis Digital Interdisiplin (ABDI Jurnal) Jurnal Akuntansi, Manajemen dan Ilmu Ekonomi (JASMIEN) Jurnal Cahaya Mandalika Devotion: Journal of Research and Community Service Jurnal Ekonomi Journal of Social Research East Asian Journal of Multidisciplinary Research (EAJMR) AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis AKADEMIK: Jurnal Mahasiswa Humanis Formosa Journal of Multidisciplinary Research (FJMR) Journal of Comprehensive Science Jurnal Manajemen Bisnis dan Organisasi Return : Study of Management, Economic and Bussines Jurnal MENTARI: Manajemen, Pendidikan dan Teknologi Informasi Moneter : Jurnal Keuangan dan Perbankan Blantika : Multidisciplinary Journal Mandalika Journal of Business and Management Studies Mandalika Journal of Community Services International Journal of Economics Studies J-CEKI
Harries Madiistriyatno, Harries
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The Influence of Job Rotation and Communication on Job Performance at the Bogor Customs and Excise Supervision and Service Office Kabul, Eka Rakhmat; Madiistriyatno, Harries; Sulistiono, Heru
Formosa Journal of Multidisciplinary Research Vol. 3 No. 7 (2024): July 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/fjmr.v3i7.10146

Abstract

This research aims to analyze the effect of work rotation and communication on work performance at the Bogor Customs and Excise Supervision and Services Office. Job rotation is a human resource management strategy used to develop employee skills and increase work motivation through moving employees between job posts. Communication, both vertical and horizontal, plays an important role in maintaining the efficient flow of information and building harmonious working relationships. This research uses quantitative methods with a survey approach. The research results show that work rotation and communication have a positive and significant effect on employee work performance, either partially or simultaneously. These two variables together make a big contribution to increasing employee work performance in the Bogor Customs and Excise office environment. These findings show the importance of implementing planned and effective work rotation, as well as good communication management to improve employee performance. The practical implication of this research is that organizations can consider improving job rotation programs and strengthening internal communication systems to achieve operational and strategic goals.
The Effect of Work Ethics and Work Environment on Employee Performance At The Jakarta Primary Tax Service Gambir Tiga Azhari, Munir; Madiistriyatno, Harries; Naibaho, Sukar
Return : Study of Management, Economic and Bussines Vol. 2 No. 3 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i03.85

Abstract

This research is quantitative, descriptive, and associative type. The population in this study was 70 employees at the Gambir Tiga Jakarta Primary Tax Service Office. The sampling technique in this study is total sampling. With the total sampling technique, a sample of 70 employees was taken at the Gambir Tiga Jakarta Primary Tax Service Office as respondents in this study. The results of this study indicate that: 1) There is an influence of work ethic on employee performance, as evidenced by the count for the X1 variable (Work Ethic) of 13,491, while the value of the t table for n = 70 is 1,994. So t arithmetic> table or  13,491> 1,994, it can be concluded that the  Work  Ethic variable influences partially the Job Performance of Employees. The coefficient regression value of the. The work ethic variable (X1) to the Employee Job Performance variable (Y) is 0.405. This means that if the Work Ethics variable (X1) rises by 1 unit it will increase the. Employee Job Performance (Y) variable by 0.405, assuming the Work Ethics variable (X1) is considered constant. 2) There is an influence of the work environment on employee work performance, as evidenced by the count for the X2 variable (Work Environment) of 16,862, while the value of the table for n = 70 is 1,994. So tcount>table or 16,862>1,994, it can be concluded that partial  Work  Environment variables affect Employee Work Performance. The value of the regression coefficient of the Work Environment variable (X2) to the Employee Job Performance variable (Y) is 0.605. This means that if the Work Environment variable (X2) increases by 1 unit, it will increase the Employee Job Performance (Y) variable by 0.605, assuming the Work Environment variable (X2) is considered constant. 3) There is an influence of work ethic and work environment together on employee work performance, as evidenced by the ANOVA or Ftest or Fcount test in the value of 302,319 which is greater than Ftable of 2.74 with a significant level of 0,000 because 0,000 <0.05, so it can be said that the Work Ethics variable (X1) and Work Environment variable (X2) together influence the Employee Performance variable (Y). While the Adjusted R. Square value of 0.900. This shows that 90% of the work ethic and work environment simultaneously (jointly) affect employee work performance, while the remaining 10% is influenced by other factors not examined in this study.
The Influence of Leadership on Employee Performance In Class IIA Central Institution, Karawang Nurakhim, Bambang; Madiistriyatno, Harries; Wijayanto, Aji
Return : Study of Management, Economic and Bussines Vol. 2 No. 4 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i04.93

Abstract

In this study, there are two variables, namely Variable X (Leadership) and Variable Y (Performance). This research was conducted to determine the Leadership at the Class IIA Karawang Penitentiary, Employee Performance at the Class IIA Penitentiary Karawang. The method used in this research is descriptive analysis method to discuss the problem formulation of how Leadership in Correctional Class IIA Karawang and employee performance at Correctional Class IIA Karawang, and verification analysis to discuss the formulation of the problem of how much influence Leadership has on Employee Performance in Class Penitentiary. IIA Karawang. The data used are primary and secondary data collected through observation, interviews, questionnaires (questionnaires), and literature. The hypothesis of this research is that there is an influence of leadership on employee performance in Correctional Institution class IIA Karawang. To measure the magnitude of the effect of these variables, Simple Linear Regression and Correlation Coefficients and Coefficients of Determination were used with the help of the IBM SPSS application program. Based on the results of data analysis using statistical methods, namely Simple Linear Regression, the Coefficient of Determination (KD) value is 0.45. Based on these results, it can be concluded that Leadership has an effect on Employee Performance at the Class IIA Karawang Penitentiary.
Creative Management and Innovation: Building Competitive Advantage in The Contemporary Era Slamet, Rokhmad; Madiistriyatno, Harries; Azhari, Munir
Return : Study of Management, Economic and Bussines Vol. 2 No. 10 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i10.163

Abstract

In the world of business and enterprise, competition is something that cannot be avoided. Especially in this contemporary era, business practices are experiencing very rapid changes due to advances in digital technology which requires business people to be ready to face competition. In an effort to face competition in business, an attitude of discipline, creativity and innovation is needed by business people or businesses. In an effort to maintain market share, an entrepreneur must be able to see an opportunity and have the courage to take a risk. It is through courage and opportunity that an entrepreneur becomes equipped to remain capable and even win market competition. This research aims to find out what kind of creativity and innovation are carried out by business actors in dealing with changes in market share in the current era. This research uses a qualitative research method using a case study approach. The results of this research are that the application of creative management and innovation carried out by the UMKM industry, Ms. Sumiatin's peanut brittle business and the restaurant industry, namely Lim's Cafe Kisaran and Bang Kendik Cafe Rantauparat, has had a positive impact and is able to create competitive advantages in the contemporary era.
HR Management in The Digital Era: Integrating Technology for Organizational Success Yulianto, Aan; Madiistriyatno, Harries
Return : Study of Management, Economic and Bussines Vol. 2 No. 11 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i11.176

Abstract

Human resource management is a series of processes and activities that involve recruiting, developing, evaluating and managing employees to achieve individual and organizational goals. Human resources are an important asset and act as the main driving factor in the implementation of all agency activities, so they must be managed well through Human Resources Management (HRM). In the digital era, Human Resource Management (HRM) faces significant challenges and opportunities. Challenges include rapid changes in technology, the need for new skills, data security, increasing reliance on automation, and increasingly fierce global competition. However, there are huge opportunities in data analytics, more efficient recruitment, data-driven decision making, more personalized employee development, improved work-life balance, flexible work policies and employee empowerment. With the right strategy, organizations can successfully integrate technology in HRM, increasing efficiency, productivity and employee satisfaction. It is important to continuously monitor technological developments and adapt to ongoing changes to remain relevant in an increasingly digital world of work. With a wise approach, HRM can utilize technology to achieve organizational goals and provide great benefits for all parties.
Analisis Faktor-Faktor Kepemimpinan Pelayan Pada Tenaga Kerja Generasi Z Novrin Ruslim, Imran; Madiistriyatno, Harries
Journal of Comprehensive Science Vol. 2 No. 6 (2023): Journal of Comprehensive Science (JCS)
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/jcs.v2i6.387

Abstract

Kepemimpinan pelayanan adalah suatu konsep yang mengedepankan kepedulian dan pengabdian kepada orang lain sebagai inti dari kepemimpinan. Dalam konteks ini, seorang pemimpin bukan hanya memegang kekuasaan atau otoritas, tetapi juga bertugas untuk melayani dan membantu anggota tim atau organisasi dalam mencapai kesuksesan mereka. Penelitian ini bertujuan untuk menganalisis faktor-faktor kepemimpinan pelayanan pada generasi Z berdasarkan studi kepustakaan. Metode penelitian yang digunakan adalah studi kepustakaan atau library search, di mana penulis mengumpulkan dan menganalisis berbagai sumber literatur yang relevan tentang kepemimpinan pelayanan pada generasi Z. Hasil penelitian menunjukkan bahwa faktor keterlibatan aktif, empati dan perhatian, pembinaan dan pengembangan, penghargaan dan umpan balik, serta fleksibilitas dan keseimbangan hidup merupakan faktor kunci yang mempengaruhi kepemimpinan pelayanan pada generasi Z. Penemuan ini memberikan wawasan penting bagi para pemimpin dalam memahami dan mengelola generasi Z secara efektif.
STRATEGI PEMASARAN KOPI STRALINK (KOPI KELILING) DI WILAYAH JABODEBATABEK MENGHADAPI PERSAINGAN DI ERA GLOBALISASI Kurniawan, Elisastra; Madiistriyatno, Harries
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 2 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

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Abstract

Penelitian ini berjudul “Strategi Pemasaran Kopi Stralink (Kopi Keliling)Di Wilayah Jabodebatabek Menghadapi Persaingan Di Era Globalisasi ” penelitian ini bertujuan untuk mengetahui strategi pemasaran yang seperti apa yang digunakan Kopi Starling di wilayah jabodetabek, untuk memudahkan, mempertahankan pelanggan dan menarik minat konsumen lain. Penelitian yang dipakai adalah penelitian kualitatif dengan menggunakan metode studi kasus secara ciri – ciri umumnya yang lebih mengkaji perihal keunikan pada suatu kasus yang menjadi kekuatan bagi peneliti untuk menunjang metodologi penelitian yang dimana studi kasus memiliki dimensi yang membahas tentang How dan Why pada keunikan kasus yang dikaji oleh peniliti. Hasil penelitian ditemukan bahawa Strategi Pemasaran sangat dibutuhkan untu menarik minat konsumen.
UPAYA MENINGKATKAN PERAN DAN NILAI STRATEGIS MSDM GUNA MENUNJANG DAYA SAING ORGANISASI, PERSPEKTIF: COMPETENCE DAN TALENT MANAGEMENT Arifin, Arifin; Madiistriyatno, Harries
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 2 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

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Abstract

Manajemen sumber daya manusia merupakan suatu proses untuk menangani berbagai masalah dalam ruang lingkup kerja untuk dapat menunjang aktifitas organisasi atau perusahaan agar mencapai tujuan yang telah ditentukan. Manusia merupakan salah satu unsur yang penting di dalam suatu organisasi, karena manusia merupakan penggerak dan penentu jalannya suatu organisasi. Dalam Kemajuan Teknologi yang begitu pesat pengaruh perubahan yang terjadi menuntut organisasi untuk membuka diri terhadap tuntutan perubahan dan berupaya menyusun strategi dan kebijakan yang selaras dengan perubahan lingkungan bisnis. Artinya suatu organisasi akan mampu menyusun suatu perencanaan strategi dan kebijakan yang ampuh untuk mengatasi setiap perubahan yang akan terjadi. Keberhasilan penyusunan perencanaan dengan kebijakan dan strategi organisasi akan didukung lebih banyak fungsi manajerial yang ada. Salah satu bidang fungsional strategi yang menjadi perhatian adalah Manajemen Sumber Daya Manusia.Organisasi yang mempunyai karyawan dengan kompetensi dan talent yang sesuai dengan kebutuhan perusahaan akan membuat perusahaan lebih kompetitif.
MEMBENTUK KARAKTER WIRAUSAHA PADA GENERASI Z DI ERA REVOLUSI INDUSTRI 4.0 DAN SOCIETY 5.0 Idris, Erwin; Purnomohadi, Ricky; Rouf, Abdul; Madiistriyatno, Harries
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 2 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

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Abstract

Tujuan penelitian ini untuk membentuk karakter wirausaha generasi Z sebagai indikator minat, sikap, pengetahuan bisnis dan motivasi dalam dunia bisnis. Metode penelitian menggunakan metode kuantitatif dengan pendekatan deskriptif yaitu merupakan cara pengumpulan data yang nyata, apa adanya pada saat penelitian dilaksanakan. Sumber data dalam penelitian ini adalah Generasi Z yang seluruhnya berjumlah 80 orang dalam 10 kelompok usaha. Penelitian ini merupakan penelitian purvosive sampling, Instrumen penelitian yang digunakan dalam penelitian adalah lembar kuesioner yaitu indikator minat, sikap, pengetahuan bisnis dan motivasi. Teknik analisis skala kualitatif dengan cara menstabulasi data sesuai dengan lembar kuesioner, kemudian di interpretasikan dengan berpedoman pada rentang skala yang telah ditetapkan. Dari hasil penelitian disimpulkan bahwa minat, sikap, pengetahuan bisnis dan motivasi sebagai indikator membentuk karakter wirausaha generasi Z.pengaruh positif yang signifikan dalam kategori Sangat Baik berdasarkan data kualitatif.
PENINGKATAN SELF-EFFICACY BAGI PENOLONG PERTAMA MELALUI PELATIHAN PRE-HOSPITAL LIFE SAVER (PHLS) YANG DILAKSANAKAN OLEH DISASTER MANAGEMENT INSTITUTE OF INDONESIA (DMII) AKSI CEPAT TANGGAP (ACT) 2017 - 2021 Lasmana, Ujang Dede; Madiistriyatno, Harries
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 3 (2022)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v3i3.2928

Abstract

Penanganan pertolongan pertama atau P3K yang tepat dan cepat sangat dibutuhkan untuk penyelamatan dan pemulihan penderita akibat kecelakaan atau gangguan kesehatan. Salah satu faktor pendukung keberhasilan P3K adalah kecepatan penanganan, kecepatan penanganan ini dipengaruhi oleh kesediaan orang yang menemukan kondisi penderita pertama kali atau petugas P3K untuk memberikan pertolongan. Petugas P3K yang sudah terlatih terkadang tidak memiliki kepercayaan diri untuk bertindak, padahal mungkin ia menjadi lulusan pelatihan P3K dengan nilai yang bagus. Rasa kepercayaan diri untuk menolong bagi petugas P3K dikenal dengan self-efficacy. Self-efficacy inilah yang harus dicapai di dalam pelatihan selain meningkatnya pengetahuan, sikap dan keterampilan. Tujuan dari penelitian ini adalah guna mengetahui ketercapaian Self-efficacy peserta dari pelaksanaan pelatihan yang dilaksanakan oleh DMII ACT. Hasil penelitian menunjukkan bahwa Self-efficacy pada lulusan pelatihan P3K yang dilaksanakan oleh DMII ACT tercapai sehingga para lulusan pelatihan bersedia dan percaya diri untuk menerapkan ilmu P3K yang didapatnya disaat diperlukan, yaitu disaat kejadian sehari-hari dan bencana atau kedaruratan. Ketercapaian ini tercapai oleh penerapan metodologi ACT-Pramu dalam pelatihan P3K oleh DMII ACT.
Co-Authors Abdul Rouf Achmad Noerkhaerin Putra Akromah, Pepih Alwiyah Alwiyah Annisa, Suryani Anoesyirwan, Anoesyirwan Arif Budiman Arifin Arifin Astrada, Fernando Astuti, Yuliana Budi Azhari, Munir Azmy, Fadli Beda, Bernardus Yoseph Bestari, Lita Budianto, Irawab R.d Budiraharjo, Joko Christina Catur Widayati Dewi, Mira Puspita Ekantiana, Evy Eric Hermawan Ernawati Ernawati Fitriana, Fevi Wahyu Fuad, Azharul Hanafi Hanafi Hanifa, Hanifa Hapsari, Gita Haryanti, Ina Hasanah Hasanah Hasudungan, Eddy Hermawan Holyness Nurdin Singadimedja Idris, Erwin Indri Astuti Jati, prihatina Jayadi, Rahmat Julioni, Heny Kabul, Eka Rakhmat Kholik, Jajang Roni Aunul Kurniawan, Elisastra Kusuma, Sitta Kusumadevi, Nurwulan Kusumadewi, Nurwulan Laras Sitoayu Lasmana, Ujang Dede Listiorini, Dewi Lumanau, Tanti Triyani Milisani, Meirna Muhammad Usman, Muhammad Muharram, Ardyan Fahrul Naibaho, Sukar Naldi Sahim, Aswin Naser, Haspul Nasution, Nurhana Afrida Nazifah Husainah Ningsih, Sri Wahyu Novrin Ruslim, Imran Nugraha, Ericho Agil Nurakhim, Bambang Nurrochim, Bambang Pamungkas, Sigit Putro Panjaitan, Eddy H. H Panjaitan, Eddy H.H. Pendi, Muhammad Pranayuda, Bonny Pratama, Septuci Pratikno, Yuni Purnomohadi, Ricky Qurotul Aini Rahmawati, Denny Ratnayulis, Wita Sagala, Kamilov Sahim, Aswin Naldi Sari, Puji Swastika Sholikin, Ahmad Silitonga, Witler Slamat Halomoan Simarmata, Anna Maria Siti mutmainnah Slamet, Rokhmad Soraya, Fatimah Suhaeli, Eli Suhardi Suhardi Sukiman Sukiman Sulistiono, Heru Sunardi Sunardi Taufik, Kemal Taufiq, Kemal Teguh Wirawan, Setia Untung Rahardja Utomo, Yoga Wachyu Hari Haji Wibowo, Wiyono Widya Dini, Winda Wijayanto, Aji Yulianto, Aan